Image by jungmoon via FlickrI didn't know this, or at least this is to say that there are some companies, perhaps small ones, that don't allow paid sick leave.this study finds out that providing for workers a paid sick leave is beneficial.
Read on...
-----
THE ASSOCIATED PRESS May 20, 2011, 11:06AM ET
By BRUCE SHIPKOWSKI
TRENTON, N.J.
Providing paid sick leave for all New Jersey workers would provide public health benefits as well as financial benefits for businesses, a study found.
Rutgers University's Center for Women and Work, which released the study findings on Thursday, found more than 1.2 million private sector workers in New Jersey don't get paid sick days.
If ailing workers know they can stay home and still be paid, they'll be able to get earlier and preventive health care and would be more likely to avoid costly visits to hospital emergency rooms, its authors concluded. They said that would reduce health care costs and allow workers to return to the job sooner.
"People without paid sick leave often have to choose between going to work sick and paying their bills. This highlights a disconnect between common sense measures that can aid public health and current policies," said Jonathan Heller of Human Impact Partners, a California-based organization focusing on health issues. "We must not only see (providing paid sick days) as good labor policy, but as good public health policy."
Proponents say they're not aware of any lawmakers who are planning to introduce such legislation, though they remain hopeful it will get more attention in the near future.
But the New Jersey Business and Industry Association says mandating paid sick leave would have a "serious, negative effect" on small businesses.
"Most large firms already provide it, so it really is a small business issue. And most small businesses either can't afford to do it or don't have enough people to cover shifts that need to be covered or perform duties that need to be done," associated President Phil Kirschner said. "Small companies also tend to be more flexible on these matters, so not providing paid sick days doesn't mean they don't accommodate employees when they're sick."
-----
Taken from businenessweek.com; source article is below:
Study: Workers, firms benefit from paid sick leave
The researchers also noted that success fueled by testosterone feeds itself, in part because it leads to the production of even more testosterone. 
To measure the traders' hormones, they took saliva samples twice per day at 11:00 am and 4:00 pm, times that fell before and after the bulk of the days trading. At each sampling time, traders recorded the traders' profits and losses for the day. 
Dr. John Coates, lead author of the study said: "If testosterone reaches physiological limits, as it might during a market bubble, it can turn risk-taking into a form of addiction." 
Related articles by Zemanta![Reblog this post [with Zemanta]](https://lh3.googleusercontent.com/blogger_img_proxy/AEn0k_u70puzU7pif-XbfKUV53hEAETU9ckyslon0Baim1-8LE3NzoNj9cvcn51gjsx4kK7ttX_EgIspgzAiMxSRndwlNiRNM6sG5y4hpCFazvX2Kjc6XOo1IJelgXfP1CunkwqfUDrzdxZwyOf24cvnGsAG=s0-d)
A boat docked in a tiny Mexican 
"You should start by fishing longer every day. You can then sell the extra fish you catch. 
"Afterward? Well, my friend, that's when it gets really interesting," 
And the moral of the story is:![Reblog this post [with Zemanta]](https://lh3.googleusercontent.com/blogger_img_proxy/AEn0k_uhI2nPLSKgVYhJAAbPPTz2my_rhfALUFFW7oN2r0Dd1iY3o0pA7n83wjuBeMeoEoV0EOr1QsmmQZwJtArVyvJnx1AxPsHvQuJ8YGJZyI0yEmWrnQOWnvBiuHsBBZ5kQicD6BMH5xe9gnvrxOXmW46N=s0-d)
This article is for managers who practice the other style. Managers who have the confidence to be open to ideas and contributions regardless of source. Their confidence also allows them to hear and accept criticism. And, if the feedback is fairly given, if it takes the team to a better place, they will accept and acknowledge its truth and incorporate the feedback into the plan, without concern that they will be perceived as weak. Credit is broadly distributed and all are respected without regard for position.
You can learn a lot by watching how conductors lead their orchestras. When I was a music student, many, many years ago, I had the good fortune to play in several orchestras led by excellent conductors. I learned a lot from them, things I use every day in business and in life. It's the approach that works for me and it may for you. Look for and foster the characteristics of a conductor in yourself, in your employees and in any hires you are considering.
Active listening is an important part of being an effective conductor. It is also important to business success. Listening is something we do all the time, take for granted actually, but great conductors are great listeners. How you listen to colleagues, to customers, to yourself is key. Are you just there or is listening a conscious activity? Are you thinking about what you want to say or about what is being said? A conductor listens with their eyes. They see what the music and musicians are and should be doing. Do you listen with your eyes?
Recognize that team members will have their own styles. Great conductors adjust the performance to suit the individual styles of the musicians they are leading. Adjusting to team members' styles, rather than forcing them to match your style, makes them feel comfortable with you. If they are comfortable, if they aren't fighting to make their style work with yours, the team can focus on producing great work.
Dissonance is what makes music interesting. Without it there isn't any drama; if there's no drama, it's boring. Conductors manage dissonance within the confines of the music's structure. It's the structure that give the dissonance a frame within which it becomes music. Without structure dissonance is noise.
Great talent wants to work with great talent. Show your greatness by creating an environment where all can flourish.
James Hipkin![Reblog this post [with Zemanta]](https://lh3.googleusercontent.com/blogger_img_proxy/AEn0k_uNPNTXK-HgS1vxqGVgwrv_mjW7uDUInfTfEl9fLWOgYBnYelI4VT8Xpl8Ts_1D1I1AeJEoh4JSMPkR3ORNX8rvuVriv-9wsbJs_Z9mlex08lA80dDEz4jYcEqAREheupL-fZyrjHKjROScUch1TzWS=s0-d)
![Reblog this post [with Zemanta]](https://lh3.googleusercontent.com/blogger_img_proxy/AEn0k_sp60C4s3hc9z4l2a7qwbYBXMSMN-csGWKh0PmRmfsI4judi3SJMpoCvVUfpnmMvIgWKSPn3qiPVt-EXOOKBCUc3FV2Cy9Ayoqa9VIB33bMsukJzvlSgkhDgcueEiLSCnTzGp84ZmpIzWel_ZSYKuo=s0-d)
In the late 1970's and early 80's a number of writers ganged up on management. They were looking for a scapegoat to blame for the failure of 
It is not clear what evidence Zaleznik has for these damning charges. He seems to be doing nothing more than extrapolating from Fredrick Taylor's conception of management without ever asking himself whether management as a function is committed to Taylor's characterization of it. Starting with Taylor's worship of machine-like efficiency, Zaleznik has tarred all managers for all time with the same brush.
An easy way of defining leadership and management is to say that leaders promote new directions while managers execute existing ones. In addition, it is widely recognized today that leaders can have widely different personalities ranging from quiet, determined and factual to bubbly, erratic but inspiring cheerleader types. The whole movement to differentiate leaders from managers along personality lines has failed miserably and it is time to give it up. The truth is that both leaders and managers can be inspiring, they just have a different focus. An inspiring leader moves us to change direction while an inspiring manager motivates to work harder. Yes, managers promote efficiency, but this doesn't have to mean Fredrick Taylor's mechanistic ![Reblog this post [with Zemanta]](https://lh3.googleusercontent.com/blogger_img_proxy/AEn0k_u09vXVuFyOH_ec9VN28JscVtJ4qDjxlInvfVZBn0xZYyHOIWtevqIe0ymIv0n9WJRLKKNr5MRXb8ekbCD4rjXYcKK6cpMUK0TF7hPhFGNLFXzCbu83eOQjj-JHv-juJkI5DBFqpLIB8uvay_vWrGI=s0-d)
