Those who have sat on both sides of the fence find many new and stimulating challenges. They learn to adapt quickly and to use both overall strategy and day-to-day operating tactics with equal proficiency. Most managers agree that the most important decisions they make are people decisions. The best perspective for such decisions is provided by exposure to both line and staff assignments. A staff man would not approach his job as an observer who uncovers problems if he had line experience. Instead, he would seek to build close working relationships before trying to solve problems.

One of the best vehicles for bringing line and staff people together is the planning process. All key line managers should be asked to identify where their operations are going three to five years in the future and to describe how they plan to get there. This immediately opens up areas of shared interest where the expertise of both line and staff can be blended to produce the results that are best for the company.

Another way to meld the efforts of line and staff is to devote a full day to a discussion of human asset management. The human resources executive should plan such a meeting in a way that would require parti[censored] tion of the company top line and staff executives. He might do well to circulate in advance to all parti[censored] nts a few good recent articles on manager manpower planning and development. Best results are achieved when the meeting bears a direct relationship to a company-wide effort to which all have subscribed. For example, a meeting on executive manpower planning could be related to a five-year projection of business growth and development. To achieve appropriate impact and bring the subject into focus, the president introductory comments should stress everyone's expressed concern for the company's human asset management responsibility.

This could be followed up by having the personnel director project executive manpower attrition: resignations, terminations, deaths, and retirements. In addition, he should forecast managerial demands based solely on company growth and expansion. The anti[censored] ted changes in organization, job content, products, markets technology, systems, and procedures-and it becomes clear that in-house training is mandatory.

The line and staff executives should be assigned specific questions for discussion. A panel of top line and staff people should raise key issues which would necessitate some real brainstorming to develop solutions and answers.

A top line manager could ask, for instance, "Is executive manpower planning really necessary?" or "How do we know whether we have all the talent we need for growth right within the company?" He might challenge each of the division managers to identify his ten best performers regardless of where they were in the organization. Or he might ask: "Is not it enough to use good selection techniques at lower levels?" and "Are we making the best use of our executive talent at the present time?" The meeting parti[censored] nts could be expected to pinpoint the need to establish a manpower inventory and a system for identifying people for intra-company mobility.

To trigger discussion, perhaps a staff man could say that the best beginning is to have top quality people in all key positions with a lot of potential for advancement. And someone from the panel might ask: "What does it take to bring in and hold top quality people, and are we equipped to do so?" Perhaps what is needed is a way to improve the performance of key people. This line of reasoning could lead to a consensus for using management by objectives. Certainly current practices involving performance standards, measuring individual results, cooperation, selection, and training-all would have to be explored and examined.

If the consensus seems to be that there are not enough backup people on board, cost is a major consideration. The cost of promoting the wrong person and having him turn in a mediocre performance must be balanced against the probable costs of mistakes in hiring or deteriorating morale.

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With the approaching festive season, most folks will not want to go on a diet to eat less to lose weight. So this article will not be telling you what not to eat, but what to eat more of instead so that you can enjoy your holiday binging. However, if you really do put on holiday weight, then we will tackle those issues when it comes.

Different food will react differently on our bodies and in order to lose weight, we need to choose the foods that can raise our metabolic rate and at the same time make us feel full so that we will not feel hungry and eat too much. If you are one of those who can't resist snacking in between meals, then go for foods which can help you to burn more calories.

Almonds - In a report by the International Journal of Obesity, subjects who snacked on almonds each day decreased their weight by as much as 18% compared to 11% for subjects who didn't. This is because almonds contain alpha-linolenic acid, which can help to speed up the body's metabolic rate. Almonds are also high in protein and this can make you feel full longer and so you will not go hungry and eat more.

Almonds contain as much as 6 grams of protein per ounce along with dietary fiber (which keeps hunger at bay), phosphorus, calcium, potassium, magnesium, manganese, copper, zinc, iron and vitamin E.

Sweet potato - Surprisingly, the humble sweet potato is also a fat busting food. It is high in fiber and low in fat. Sweet potatoes have high carotenoid level which can help to stabilize blood sugar level and lowering insulin resistance.

Sweet potato is a stomach feeling food and thus you can get full easily and will not crave for more food that soon. Also carotenoids will enhance your muscle tissue recovery after weight training and so will raise your metabolism even further.

High calcium vegetables - Eat more foods containing high calcium such as spinach, broccoli, cabbage and cauliflower. Why do I only mention vegetables that contain calcium? This is because vegetables are low in fat and high in fibers. Research has shown that subjects on a caloric restriction diet with a small amount of calcium lost far less weight than those with increased calcium consumption.

Turmeric - Turmeric is a plant related to the ginger family and is native to the Indian sub-continent. It has a peppery, warm and bitter flavor with a mild fragrance and is better known as one of the ingredients used to make curry and saffron rice. Turmeric encourages the release of digestive enzymes which help to break down fats and carbohydrates in the foods you eat.

High fiber foods - Eat plenty foods high in fibers. This is because high fibrous foods are more difficult to digest and forces your body to work harder to break them down. This will thus make you feel fuller and absorb less fat. So go ahead and enjoy your asparagus, apples, broccoli, cabbage and carrots.

Cinnamon - This is of South East Asian origin and has been proven to control post meal insulin suge. This insulin surge is the primary cause of fat retention in our bodies. You can easily find Cinnamon products in your neighborhood grocery stores nowadays.

Who said that you have to eat less to lose weight? They are not wrong, but you can also eat more of the right foods to lose weight as well!

Chris Chew is a sought after fitness consultant. If you desire to lose weight quickly, then read Best lose weight diet and How to get 6 pack absERROR_DEV_NOT_EXIST,ERROR_IPSEC_IKE_INVALID_SIG,ERROR_IPSEC_IKE_NEG_STATUS_END,ERROR_RESMON_INVALID_STATE,ERROR_WAKE_SYSTEM
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