Several news articles have been published online and a book or two on “everyday sex” have been published. In one experiment, a couple decided to have sex every day for a year and document their experience. Other couples have also tried similar experiments in the hopes that it will solidify their marriage.

Well, what about everyday sex for a Christian marriage?

There are two different sides to this answer.

1. No, this is not a healthy aspect of Christian intimacy and should not be practiced. Now this view compares everyday sex with the previous examples regarding the couple who wrote the book and other couples who reported trying. The reasons Christians should avoid this is because it involves “forced intimacy.” In other words, there are many couples who simply are not physically or mentally comfortable with sexual intimacy every day. Well, in keeping with the trend of everyday intimacy, couples should force themselves to have sex with each other. Obviously, it can be seen that this is not a Christian value and should be avoided.
2. Yes, having sex every day can be very healthy for a married Christian couple. This point of view can also be valid in the following context. Let’s say both husband and wife are very sexually active. You both want to practice this wonderful gift as often as possible. Daily sex could work very well for this type of married Christian couple. It wouldn’t be a burden and it would only increase your intimacy and ultimately your marriage. Sexually active Christians often find it difficult to have sex as often as they want. What will happen is that once they get out of hand when it comes to practicing intimacy, they have a hard time getting back into it, so much so that some couples get frustrated and end up not having sex at all. This happens more times than one would think, and many times it happens with couples who have had a pleasant sex life early in their marriage. So for these people, daily intimacy could be the solution to staying in that intimate rhythm they need to be in to help maintain a healthy and intimate marriage.

Remember that sex is a celebration and really should be practiced as often as possible, depending on the comfort level of each married individual. Sometimes that can mean just once a month. Other times that could well mean every day. It all depends on the couple.

“How much can I save?” “What is the cost of legal work done abroad?” “Please give me a quote for 100 hours a month for legal work done in India.” “What is your hourly rate?” “How much do you charge for ______?” These are the questions and requests that I was directed at the beginning of the conversation when someone contacts me about sending certain legal tasks abroad for me to complete.

I regularly advise potential clients that the first question to ask, whether it is from an attorney or someone who can assist in outsourcing a legal project, is not “how much?” Instead, it must be determined up front whether those who would work on the project have the skills, training, and experience to complete the task (s) in a quality manner. This necessarily implies a clear delineation of the proposed company and the expectations of the subcontractor. Also, what are the confidentiality guarantees? Can you meet the completion deadline? What about conflicts of interest? These questions should be asked of all US attorneys whose services may be retained. Likewise, any person or entity involved in outsourcing legal assignments should be consulted. It should be noted that offshore attorneys are not licensed in the US and do not provide “legal services” or advice. Foreign attorneys, working abroad, complete assignments under the supervision and review of generally qualified US attorneys in the same manner as paralegals, summer paralegals, or junior associates in the US. In fact, the Code of Professional Conduct requires such supervision.

However, the cost savings that can be achieved with outsourcing seems to be the hot topic of the day. Large law firms, in particular, are looking for ways to cut costs to stay profitable or even survive challenging economic times. Dan DiPietro, Citi Private Bank’s Chief Client of Law Firm Group, offered Storm Warnings (American Lawyer, December 2007) observing “for the first time since 2001, expense growth actually outpaced revenue from January to June, depressing profit margins. “On a sinister note, DiPietro noted that the largest increases in expenses were in associate salaries and occupancy and technology costs. His warning proved prescient, as several old-school law firms closed their doors in 2008, including Heller Ehrman, Thelen LLP, and Thacher, Proffitt & Wood. Other large law firms are cutting staff and attorneys, including partners reducing share capital. Corporate clients are reducing the number of outside firms they hire, while pressuring them to be more efficient. It is becoming increasingly clear that difficult decisions are looming for many law firms and their clients. Law firms want to retain their rainmakers, secure the best available legal talent, and keep their earnings per partner high. Clients want their overall external consulting costs to be reduced. How will these problems be addressed, especially in a difficult economic climate? Outsourcing is one way of potentially meeting challenges. So the question, how much can I save?

Assuming the proper initial inquiries have been conducted and adequately addressed, what are the cost savings that a US outsourcing law firm and its clients can reasonably achieve? Answering that question necessarily involves a comparative analysis of income and expenses. Suppose a large US law firm wants to consider outsourcing work that might otherwise be performed by a US associate working exclusively for one of the law firm’s corporate clients. The junior associate bills 2000 hours annually at the attorney’s hourly billable rate of $ 200.00, for a total annual cost to the corporate client (and income to the law firm) of $ 400,000. Law firm expenses out of your associate’s income include the attorney’s base salary ($ 160,000) and bonus (say $ 20,000) plus the associate’s share of occupancy overhead, support staff, benefits , marketing, hiring, technology and others. expenses. In its 2006 survey, Altman Weil, the renowned legal consulting firm, estimated the average annual spending of a law firm per attorney at $ 161,893. (These expenses have certainly increased since 2006, but for conservatism, we’ll use Altman’s 2006 issue in our example.) Altman’s breakdown included promotion ($ 7,136), referral ($ 4,655), team ($ 9,299), occupation ($ 25,879), personal ($ 55,147), paralegal ($ 17,911), and “others” ($ 41,866). In Altman’s survey, “other” includes malpractice insurance premiums and settlements, former partner payments, hiring costs, and other expenses not shown separately. Adding the associate’s expense share ($ 161,893) to the associate’s total earnings ($ 180,000), it is clear that it costs the law firm a total of $ 341,893 to produce $ 400,000 in associate income. Let’s call it a law firm profit of $ 60,000 attributable to the associate’s efforts. In other words, it costs the law firm $ 171 per billable hour of associate time to produce $ 60,000 in profit.

Now suppose that the same 2,000 hours were produced offshore at a cost of, say, $ 75 an hour instead of $ 171 an hour. (High-level outsourced work, such as legal research or writing, can cost in the range of $ 75.00 per hour, while other types of work, such as document review, would likely be less. For the purposes of our analysis , we estimate overseas overhead costs for the higher end). The actual cost to the law firm for 2,000 hours offshore at $ 75 per hour would be $ 150,000 instead of $ 341,892. Also, the law firm client could be billed, say $ 240,000, for this work instead of $ 400,000. (Recent ethical advisory opinions from the bar association allow for a reasonable supervision fee by the law firm, provided the client is informed of the offshoring and the Code of Professional Conduct is followed, in particular Rule 1.5). The client would happily achieve a 40% savings, while the law firm’s profits would likely increase as well. Additionally, the law firm would require fewer associates in the ever-increasing salary structure (now starting at a base of $ 160,000) for top-tier law school attorneys. Due to lower overhead costs and fewer new associate hires, the firm could compete more effectively for a small number of top-tier US attorneys it chooses to hire. Over time, share capital and partner distributions would be shared with fewer people. Therefore, a carefully selected, implemented and monitored outsourcing program for legal assignments can potentially result in increased client satisfaction and retention, as well as increased law firm profitability.

In 2007, Mayer Brown, a Chicago-based law firm of 1,500 lawyers, purged 45 equity partners. While denying any kind of crisis, James Holzhauer, president of the firm, commented on the move: “You need to run a law firm like you run any kind of big business and make sure you have the right staff going forward.” Outsourcing, viewed by some law firms as the enemy of law firm profits, may in fact be the opposite. Certainly, even if some law firms are reluctant to change traditional ways, their clients are not. In August 2007, Bloomberg.com observed that “clients are pressuring firms like Jones Day and Kirkland & Ellis to send basic legal tasks to India.” Significantly, this “push” came long before the global financial meltdown in the last quarter of 2008. Regarding law firms, Holzhauer warned in March 2007: “This (law business) is to some extent a business. fragile. Our greatest asset is our people. If you are not financially strong to be able to retain your best people and attract other strong people from elsewhere, a fragile company can have problems. “

Corporate clients are on a mission to reduce legal costs. Some of those clients would prefer to supervise outsourced work internally, while others are apparently happy with their outside legal counsel chosen to supervise work abroad. Regardless, legal outsourcing is on the table to consider cost control. “How much can I save?” It is a question asked by those who, a few years ago, never imagined contemplating the concept of legal assignments that are completed abroad.

If you are in trouble with the law, then you need someone who knows the law. In general, criminal law firms help those accused of crimes or misdemeanors. However, there are specialized attorneys who handle particular legal problems. Traffic attorneys, for example, offer advice and representation to clients facing transportation and motoring issues.

If you are the subject of a criminal investigation, then you need a criminal lawyer who can deal with the substantive issues of the crimes you have been charged with. In many cases, a criminal defense attorney can prevent charges from being filed. In fact, one of the most important jobs of a criminal defense attorney is to question the findings of the prosecution or other state office. The defense attorney conducts an independent investigation of the matter and presents the evidence to the court; sometimes this leads to the charges being dropped or some other favorable outcome to the accused.

In the case of traffic law, the goal of the lawyer is generally the same, but the essence of the law is quite different. If you’ve lost your license or are under some form of court-ordered driving suspension, a traffic attorney can help. Such an attorney can also help you fight fines and other punitive actions against you for driving offenses. The law can be quite complex when it comes to driving and traffic violations, more than most people realize. You shouldn’t have to pay exorbitant fines or suffer severe penalties for making a minor mistake.

Also, if you were wrongly charged with a traffic violation, you don’t need to be angry or frustrated. Defend yourself with the help of a legal team dedicated to proving your case in court. Human observation and judgment are not perfect. And many times the officials stop you for doing something that you know you did not do. Regardless, if charges are filed against you or if you are fined for a traffic violation, then you need a first-class traffic attorney to defend you. Just because you have been accused of breaking the law does not mean that this is really the case. The state has yet to prove its case against you; and a good traffic lawyer can make it very difficult for them to do so.

Attorneys are here to protect your legal rights. Anyone going through a judicial process has the right to good representation. You do not lose your legal rights just because you have been arrested for a crime or detained and fined for a traffic violation. If you are in a situation where you need legal advice, you should go to a criminal law firm that has the experience and knowledge to handle your case.

Fortunately, finding such a law firm is not that difficult. The world web is the best place to start your search. Such a search will allow you to bring to your computer screen all the criminal law firms that have traffic attorneys. The search will also reveal the reputation of the company you plan to work with. A criminal law firm with a proven track record of high client satisfaction is more likely to meet your needs and expectations.

Business coaching is becoming more popular and the number of people hanging up their tiles to provide the services associated with this activity has increased tremendously in recent years.

This article explores some of the reasons why coaches are adding value, especially for smaller companies.

In a previous post, I noticed that coaching addresses the loneliness of business owners, who simply have no one to turn to to discuss their challenges.

If we look at the word “coach” and think of sports, we ask, how do coaches work to improve the performance of their athletes?

One way is to impart new skills, tricks of the trade that they learned or discovered on their own, that are not intuitively obvious to their players.

For example, this week, one of my clients is involved in building a telesales unit and is trying to recruit college students for his part-time positions. It’s a good idea, but the plan is to advertise in newspapers within student-intensive zip codes.

At best, this is a roundabout way of recruiting, when without out-of-pocket cash, you can post help-seeking ads at college placement offices. YOU KNOW students will see ads that way! And it turns out there are major universities within blocks of his office, and there is a proprietary school in his building!

I have been recruiting like this for years, as a telemarketing job provider and on behalf of my coaching and consulting clients.

This example demonstrates just one small way that a coach improves performance. Sometimes you have a cheaper, more direct and effective method of doing something you just don’t know about.

But assuming you know all the basics, what else can a coach do for you?

Going back to athletics, for a second, coaches make their players play harder.

They do this through all kinds of means, including goal setting and encouragement, to name a few. Left to our own devices, we are tempted to relax, especially after achieving only moderate success. This can lead to setback and a downward cycle of achievement.

With a coach, you’ll get the prodding, shoving, and the occasional kick in the pants you need to beat your previous peak performance.

In our expanding age of coaching services, no small business owner needs to be an island.

That’s good news, right?

In future articles, we’ll explore even more trainer features.

My story begins as a descendant of the original inhabitants of Australia; I am Aboriginal, with a mixture of English and Dutch heritage. During my kindergarten and elementary school years up to the age of 8, I lived with my extended family in a place called “Blackman’s Point.” Like most state towns in eastern New South Wales, this was also a place of slaughter for Aboriginal ancestors and mothers that occurred during the settlement of the coastal town of Port Macquarie in the mid-19th century. “Blackman’s Point” is called “Goolawahl”. (Pronounced gool-a-wall.) In Birripi culture.

The many rivers that flow from the mountains from the west and the Great Diving Range to our coastal sea (Pacific Ocean) mostly have Aboriginal “creation” stories tied to them. Just as the “Noongar” people of Western Australia / Northern Territory and the “Pitjanjarra” of South Australia have their “dream time” culture and beliefs. So do the Aboriginal lineages of New South Wales, Queensland, and Victoria.

Australia The aborigines of New South Wales refer to themselves as “Goori”, “Boori” or “Murri” and are related in this way unlike the European version of “Koori”. The kinship we all shared in the 1960s was strong, as I recall that our old rented cottage in “Blackmans Point” had to endure (as did we) three major floods: 1963, 1964, and 1966.

Virtually the entire city of Port Macquarie was under water at some point during those summer occasions when months of heavy rain caused masses of water from the mountains to flow along the Hastings (Dhoongang) River to reach the sea only to be pushed inward by the enormous King Tides of the Pacific Ocean.

It was during the 1964 flood (the largest on record in Port Macquarie) that our family lost Sister Patricia, as we were both hospitalized since the onset of double pneumonia. Patricia was one year old, I was 3 years old. After the 1966 floods and until 1968, our extended families of cousins, sisters, brothers, uncles, aunts, mother, father, grandmothers, grandfathers had to abandon the old farmhouses (there were two farmhouses separated by a bridge over a tributary to the river), they had suffered a lot of damage while the floods were washing away and no wooden structure could have stood firm as they did when the bridge was washed away, roads were washed away, cattle, sheep, farmers’ crops and all other living things that did not have wings. Fortunately, Uncle Trevor Rumbel (he was a licensed fisherman) had two boats to save us as the Hastings River came in through the front door at 2am. The front door was raised 6 feet with wooden stairs down to the creek. (tributary)

My sister Tanya was born in 1966 and Jo-anne was born in 1968, the Vietnam War was on television and there was little room for all of us children (there were 13 of us) to fit in in front of the only black and white television. place. We had many other swimming, fishing and tree climbing activities to do most of the time. After leaving Port Macquarie and the extended family, Dad, Mom, Tanya, Jo-anne and I moved further north 160 miles or so to the town of Evans Head. Yes, another important aboriginal place, from the village “Bunjalung”. Evans Head (Goanna Headland) is a “dreamtime” mythological site.

Corroboree and ceremonies were held on that promontory (bora terrain) to honor their Goanna spiritual totem, as well as to increase the supply of fish with their Bungalung tribal songs. Evans Head is today as then a fishing village with fishing trawlers and pleasure boats moored at the Fish Co-operative along the Evans Head River.

Evans Head had large clay banks (used for ceremonial body painting). After leaving in 1969, we returned up the coast to Sawtell, which is 10 miles south of Coffs Harbor (pioneer in the cedar lumber factory) with a major jetty built for ships to transport the rich cedar to England and Europe. . Starting sixth grade was in a town called “Woolgoolga” (currently population 25,000) approximately 15 miles north of Coffs Harbor (population 100,000) on the north coast of New South Wales. Woolgoolga, Sawtell and Coffs Harbor are towns located in “Gumbaynggir” or “Gumbangar” country. “Woolgoolga is a variation of the Gumbaynggir word for” Weilga “or native plum. My grandfather William” Goola “(koala) Holten (1923-2002) used to tell me that when the disputes between tribes of the” Birripi “and the neighboring” Dunghutti “(Crow people) happened that it was the Gumbaynggir who mediated the disputes. Birripi and Dunghutti have a long association with the Gumbaynggir. I also learned that the spirit birripi goanna” Booral-men-den-di “(Boeing 767 size) caused sand to be placed on top of the mountain “Yarrahapinni” (three koalas rolling down a hill – legend of Gumbaynggir) while waving its giant tail in the sandy loam to escape the attacks of the giants “Ravens” (Dhungutti). According to “Dreamtime” Birripi’s giant goanna cast fire at the giant crows (Dhungutti) and that is why all crows are black today.

During the European settlement of Port Macquarie as a penal colony in the 19th century, a great battle between the Europeans and the combined Birripi, Dhungutti and Gumbaynggir fought at “Goolawahl”. The history of the battle describes how the Hastings River had been reddened with the blood of the fallen.

My mother and sister remain in Woolgoolga and my sister Tanya, my father and my grandmother have passed away there. After the Aboriginal Land Rights Act was passed in 1983, empowering Aborigines to claim crown land for members of their community in New South Wales, there have been many major improvements in education, the employment and self-determination of the aborigines of New South Wales.

In 1993, the High Court of Australia struck down the “terra nullius” doctrine that Australia was unoccupied when Europeans settled in Port Jackson (Sydney Harbor). Eddie Mabo, Meriam village elder, claimed common law title to his Murri Island off the North Queensland coast and asserted customary rights through the Queensland federal courts for 10 years that his people owned and occupied undefeated on their island and no Australian government had. a better title than them.

Eddie Koiki Mabo (1936-1992) passed away before the Superior Court gave the decision.

In 1997, the Native Titles Act of 1993 was virtually reduced to water with amendments enacted by the Liberal Government of Australia and then-Prime Minister Hon John Howard MP. The so-called 10-point “Wik Plan”

(Wik was the name of the tribe from the Northern Territory, Gulf of Carpentaria) who faced a plan to be granted native title, would also have to agree to allow pastoral leases to coexist with their native title claim in the Gulf of Carpentaria Australia. In addition, the common law rights of all Australian Aboriginals and Torres Strait Islanders claiming native title were subject to the 10-point Wik Plan.

As expected, the folks at “Wik”:

(who spoke no English or could understand a word) voted affirmatively on the proposed amendments to the Native Titles Act of 1993 to allow pastoral leases on tribal lands to coexist with native title holders and for the rest of the Aboriginal race of Australia to prove native title in federal court for each application to claim native title rights.

I was informed (without mentioning names) that due to the interpreter’s supervision (appointed by the government) at the 1997 “Wik” conference, it was sometime before Wik representatives lowered their hand from the call to vote. Apparently the interpreter had forgotten to tell them to stop voting. (tongue on cheek)

Since 1993, ten native title claims have been determined.

In 2000, 561 native title claims had been filed in Australia.

In 2000, 63 native title claims had been filed for the Northern Territory.

I have worked for the Aboriginal Lands Council and have been a member of the Aboriginal Lands Council since 1992. I was elected to the Board of Directors of the Darkinjung Local Aboriginal Lands Council in September 2009.

Og Mandino is a best-selling author. His most popular book is the book “The best seller in the world”. He has sold millions of books that have been translated into many languages.

As attractive as his books are to people, his personal experience and his life are fascinating. In many of his books, Og ​​Mandino hints at his life and struggles. In this book, “A Better Way to Live,” he talks openly about his struggles and how he overcame them. As usual, he also incorporates the concepts of lessons and scrolls as learning points in the book. That is why his books are beneficial to readers.

Og Mandino nearly committed suicide in his youth. I was down and depressed. Fortunately for him (and us), he took a different path and decided to improve his life. He found a better way to live. It does not seem that after his many editorial successes he has experienced great tribulations in his life. However, he lost his family and was on the verge of suicide. Through your experience, you can relate to your readers.

Your rules in this book are rules for a better way of life. They include:

1) Count your blessings.
2) Deliver more than what you get paid to do.
3) Don’t dwell on your past mistakes.
4) Surround yourself with your family, especially if you spend many hours away from them.
5) Build this day on a foundation of pleasant thoughts.
6) Let your action speak louder than your words. But beware of vanity and pride.
7) See each day as a gift from God.
8) Don’t spend your days on unnecessary clutter but on productive tasks.
9) Live each day as if it were your last.
10) Treat everyone you know or know as if you were dead at midnight.
11) Laugh at yourself and at life.
12) Never neglect the little things.
13) Welcome every morning with a smile.
14) Set your goals on a daily basis.
15) Never allow anyone or anything to rain on your parade.
16) Seek the seed of good in all adversity.
17) Realize that true happiness is within you.

Expand each of its rules. Og Mandino portrays that the time we have on earth is limited. We must make the most of every minute to live a better way of life.

Surprisingly, one of the most beloved sports in the world is also relatively young. Despite the game’s youth, it has undergone a wide variety of changes and evolutions as part of its rich history.

Believe it or not, but at one point there were no Asics or Nike women’s volleyball shoes, not even volleyball uniforms for sale anywhere, let alone online!

To fully understand and appreciate how much the game has changed and how much work went into making it successful, you need to look at the origin of volleyball and study when and why the changes were made.

Just over 100 years ago, in 1895, William G. Morgan developed the first game of volleyball. At the time, Morgan nicknamed the game “Mintonette.” “Mintonette” was created for businessmen as a game involving less physical contact at the YMCA chapter where he worked in Holyoke, Massachusetts. Morgan borrowed skins from various games to create his own game. The first aspect was tennis, borrowing the net. However, instead of the standard net, he raised it to 6 feet 6 inches tall, making it a bit above the head of average men. Other sports he borrowed from include basketball, baseball, and handball. During one of the sport’s demo games, one of the spectators commented that the game was more about volleyball, and the name of the game was changed to Volleyball.

That was just the beginning.

In 1896, the first official volleyball game was played at Springfield College. This game marked the sport’s first real take-off and resulted in more games being played at a variety of different colleges. By 1900, Volleyball had taken off enough that a special ball was designed just for the game. Another feat also accomplished in 1900 was that the YMCA brought the sport of America to Canada, the East, and the Southern Hemisphere. Five years later, Volleyball also spread to Cuba. This diffusion was what meant the beginning of the era of Volleyball. Unlike most sports, Volleyball moved to International in its early days, allowing the game to evolve to meet the needs of players around the world.

In 1907, volleyball received its first recognition as one of the most popular sports at the Playground of America convention. This was the first recognition the sport received and it helped increase its popularity. Over the next ten years, the YMCA continued to spread the sport to Brazil, Puerto Rico, and Uruguay. In 1913, the first official volleyball competition was held at the Far East Games.

In 1916, Volleyball had its first true evolution. In the Philippines, the offensive set and spike pass was introduced, and the game was modified to include this new form. The Filipinos developed the “bomb”, which is the massacre, and called the attacker the “bomberino”. In this same year, the YMCA invited the NCAA to modify the rules of the game, and it was initiated in universities and other schools as part of the standard physical education courses and intramural programs. A year later, the scoring system was also adjusted so that a game ended after 15 points instead of 21. This allowed for more games to be played in the same amount of time, in an attempt to make the sessions a bit longer. short for players.

Three short years later, in 1919, the United States Expeditionary Forces donated 16,000 volleyballs to the troops, providing a stimulus for growth in foreign countries. With this increase in the growth of the sport, new rules began to be developed. A year later, the rules of the three strokes per side and the attack rules of the last row were implemented.

In 1928, players and fans of the sport realized that “official” tournament rules and regulations were required. The United States Volleyball Association was formed and the first American Volleyball Open tournament was held. The US Open allowed the participation of squads that were not sanctioned by the YMCA, which was a breakthrough at the time. This evolution allowed sports fans to fully enjoy the game without having to be tied to the organization that created it.

After 1928, the game of volleyball changed forever. With the “official” rules in place and a tournament that was not private to the YMCA, the popularity of the sport was allowed to skyrocket. The Men’s US Open was held every year thereafter, with the exception of three years. 1943, 1944 and 1989 did not have the annual tournaments, due to wars and other obstacles.

In 1934, Volleyball saw another major change through the recognition of official referees to supervise the games. This particular change drastically altered the calls and fairness of the game.

The 1940s held several special volleyball events. Not only was the forearm pass introduced into the game, but the first volleyball world championship game was held. It was during this time that the volleyball movement paid off, and squads from around the world were able to discover who was the best. This became an annual event, allowing for more publicity for the sport, which helped its growth. Around this time, more than 50 million people were gambling around the world, in more than 60 different countries.

By 1964, volleyball had become widespread enough to justify its introduction into the Olympics. The first games took place in Tokyo, where a rubber shell with leather panels was used for the ball. This ball became the one that would be used in most modern competitions. As part of the Olympics, Volleyball was allowed to grow even further, until it secured a place for itself as the second most played game in the world.

Despite this high level of popularity, it was not until 1986 that the Women’s Professional Volleyball Association, or WPVA, was formed. With the rising professional interest rate for both genders, volleyball was finally allowed to reach its full potential for popularity. Elementary, middle and high schools, as well as universities, invested in the game by providing volleyball courses in their physical education, so that the sport was known in most homes around the world.

While it is still behind soccer in popularity, volleyball has done extremely well in a game with such young roots.

When employees use multiple languages ​​to communicate, it is generally referred to as multilingualism in the workplace and becomes a problem when used to exclude co-workers and clients.

Vincent and Harriet related their story of how two sales associates tried to sell them two slightly damaged laptops and used a single serial number to fool a computer store.

When they expressed interest in purchasing two new laptops, the sales associates immediately switched their conversation to their ethnic language prior to making the transaction. Not suspecting what they had conspired using their ethnic language, on the way home they reflected on the strange behavior of the sales associates. When reviewing their purchase receipts and computers, they found that the computers were slightly damaged and that the same serial number was used on both of their purchase receipts. They quickly returned the computers to the store and complained to the store manager who spotted the fraud. This is just one case where the use of other languages ​​in the workplace could be used to the detriment of clients and an organization.

Despite some of these negative stories, having employees with different languages ​​in the workplace could be a competitive advantage.

Perspectives on multilingualism in the workplace

Due to changes in country demographics and the diversity of the workforce, there is a need to provide models of acceptable practice for the use of multiple languages ​​in the workplace. The problems associated with multilingualism in the multicultural workplace are enough to erode the benefits of diversity in a competitive global marketplace. Culturally diverse employees without rules or models to ensure appropriate use of languages ​​have posed challenges for HR professionals as they justify the use of restrictions and avoid charges of discrimination. The above is but a brief introduction to the complicated problems of language-based rules imposed on employees of various national backgrounds by some employers.

Most of the national legislation prohibits linguistic discrimination based on national origin and it is because of this that most of the claims that address monolingual or single language rules in the workplace are considered. In the United States, unlike Canada, there have been several legal challenges to the use of language rules and policies in the workplace. Courts in some of these jurisdictions have provided precedents on the application of language rules. Some legal decisions point to the proper application of language rules where the job tasks involved are closely intertwined with the use of the language. Legal experts have argued that enforcing language rules at all times in the workplace makes conditions of employment onerous and can create an “atmosphere of inferiority, isolation and intimidation based on national origin that could result in an discriminatory work environment “. Language restrictions have also been maintained when the use of the single language is intended to harmonize employee relations within the work unit.

In Canada, English and French are the (only) two official languages ​​and both have important business implications. Given the official status of both languages, bilingualism in Canada confers advantages in job placement for employees. Multilingualism in Canada is often viewed as a completely separate issue. Employees in Canada are not restricted from using their ethnic languages ​​when communicating in social settings with people who understand them. Problems arise in labor relations when languages ​​are used inappropriately in the workplace.

Our research has not uncovered any significant Canadian literature on practices adopted by organizations to reduce inappropriate use of languages ​​in the workplace. There is some developing practice to institute policies on the use of languages ​​in the workplace more as a guide for employees. Just because this is the case does not mean that there are no problems associated with multilingualism in Canadian workplaces.

Below is a statement from an article that addressed issues associated with multilingualism in the workplace:

“The use of language helps develop social bonds“says Cristina Rodríguez, assistant professor of law at New York University School of Law and author of the article Linguistic Diversity in the Workplace. Published in a 2006 issue of the Northwestern University Law Review. She says, “English-only rules can hamper the development of relationships with co-workers, the relationship between the workplace and the community in which it is located, and even the ability of language communities to maintain their existence.”

Some HR professionals recommend the following when it becomes imperative to institute a working language rule:

“English-only policies remain a risky proposition, and employers should consider them only if they can be justified by a legitimate and demonstrable business need. Even when business necessity justifies an English-only rule, employers must strictly enforce and enforce it so as not to overburden bilingual employees or risk creating a hostile work environment. “ – HR Magazine, April 2006 SHRM

Look for Part 3 that provides solutions for managing employees with multiple languages ​​and leveraging them for the benefit of your organization.

Alexander Hamilton, an orphan at the age of eleven, born January 11, 1757 in the West Indies, so skilled in business that at the age of twelve he was put in charge of the merchant business of the merchant Cruger in his frequent absences. His ability to express himself with the pen led him to New York at King’s College, now Columbia, where he became interested in political affairs. After the war began, Washington needed an aide who could handle correspondence, and because of his penmanship, Hamilton was chosen.

A broken nation

Alexander Hamilton realized that the war required money and there was none. He also understood that there must be an efficient government and that there was a flexible Confederation. He wrote long letters to members of Congress, stating his views. After studying law, Hamilton became a brilliant lawyer and went into politics. He was alarmed by the way the Confederacy was adrift, with no central power or real money, and how the states were arguing with each other over separate finance and fees. Hamilton used his pen and stressed over and over the importance of strong government, a regular source of income, and a Constitution that grants such powers. Almost single-handedly, he started the Constitutional Convention. There, the others listened to him respectfully, but thought that his views were too strong for popular approval. The final Constitution was a compromise of the extreme views of Hamilton and more moderate views of the others, of which Hamilton fought for ratification, writing the Federalist Papers, with Madison and John Jay, where they masterfully convinced the states reluctant to join.

After the ratification of the Constitution, George Washington assumed the office of president and appointed Alexander Hamilton to head the Treasury of a bankrupt nation.

Hamilton’s views were strongly in favor of a central government, which he thought was the only way to win and keep the peace and the only way to get that government was to interest the rich through their pockets. He added privately that he preferred the rule of the wise, the rich, and the well-born, which was the complete opposite of Thomas Jefferson’s beliefs.

Hamilton financial plan

As treasurer, Alexander Hamilton developed a series of powerful measures. First, a tariff on imports and a special tax on certain national products. Second, a financing system whereby outstanding debts would be reclaimed and interest-bearing bonds would be issued in their place, dollar for dollar, insisting that this was the only way to maintain credit. Despite opposition, Hamilton forced funding through Congress.

Third, Hamilton’s plan was to establish a Bank of the United States, establish a free flow of foreign exchange, help businesses, and borrow when needed.

The fourth part of his plan was to encourage manufacturing through government rewards and a protective tariff, which failed and delayed the industrial age in America for at least a generation.

Political parties formed

The battles over Hamilton’s proposals led to the formation of the Federalist and Republican parties. Alexander Hamilton led the Federalists and Thomas Jefferson the Republicans.

Hamilton called for a strong nation at home and respected abroad. He believed in economic planning, a manufacturing economy, and an elite government. Jefferson feared centralization and government intervention in private affairs, believed that agriculture was the true basis of freedom, and believed in the instincts and votes of the common man.

Alexander Hamilton sculpted the financial world we live in today. In a sense, it is Hamilton’s world. His financial plans saved the nation from perishing. Your dream of the industrial system came true.

In 1988, Michigan State Professor John Hunter determined that the typical job interview is only 57% effective in predicting later success in a job, which means that the typical interview is only slightly better than flipping a coin. air.

In the July-August 1999 issue of the Harvard Business Review, an article titled “Hiring Without Layoff” identified that 30% to 50% of all executive-level appointments end in layoff or resignation. This turnover statistic is significant when you consider that executive-level positions are not only the most important positions in the organization, but the positions that take up the most face-to-face interview time. As such, one would expect that the people hired for executive positions would have been the most vetted candidates, but still between a third and a half of those appointments have a very short “useful life”.

The Harvard article and Professor Hunter’s study would undoubtedly lead one to conclude that better methods need to be employed to evaluate not just executive candidates, but all job candidates. The question is: “What methods are the best?”

In searching for the best methods, I came across a 1998 study (Schmidt, FL and Hunter, JE (1998), “The validity and usefulness of selection methods in personnel research: practical and theoretical implications of 85 years of research results “, Psychological Bulletin, 124, 262-274), which helped focus my approach to the interview. Based on the meta-analytical findings, this study presented the validity (R) of 19 selection procedures to predict job performance. The most valid procedures for predicting job performance were:

o Work sample tests (R = .54)

o Tests of general mental capacity (R = .51)

o Structured interviews (R = .51)

o Peer rating (R = .49)

o Labor knowledge tests (R = .48)

o Coherence of the behavior of training and experience (R = .45).

At the lower end of the validity scale were the following procedures:

o Unstructured interviews (R = .38)

o Traditional reference check (R = .26)

o Years of work experience (R = .18)

o Years of education (R = .10)

o Interest (R = .10)

o Age (R = .01).

The most well-known conclusion from this 1998 research project is that for companies that hire candidates who have no prior work experience, the most valid predictor of future performance and learning on the job is general mental ability (i.e., intelligence or cognitive ability).

A note should be made here about the practical relevance of general mental ability (GMA) in this study. The GMA predictive ability listed above at R = .51 is the validity rating for jobs that fall in the mid-range of complexity. The actual research of this study regarding GMA revealed the following validity results for different levels of complexity per position:

o Professional and managerial jobs (R = .58)

o Complex high-level technical jobs (R = .56)

o Medium Complexity Jobs (R = .51) (This represents 62% of jobs in the US economy, which includes mid-level clerical jobs such as clerical and clerical positions and skilled manual jobs).

o Semi-skilled jobs (R = .40)

o Unskilled jobs (R = .23).

These data indicate that GMA becomes an important predictor of job performance as the level of complexity in a position increases. However, other factors such as behaviors, experience, etc. cannot be ruled out. and its importance in helping predict job success.

This study presents strong evidence to suggest that GMA, along with positive indicators from other evaluation methods, will present a high correlation of success in more complex positions.

The truth is that there is no “miracle” selection method and this research does not suggest one method over other methods. As with any decision-making process, a manager must collect as much data as possible about a candidate and then use his or her intuition and experience to make the best possible hiring decision.