For and against euthanasia. Euthanasia - 'for' and 'against' in modern society

Every parent wants their child to grow up physically healthy. Playing sports is the best way to help in this matter. And in order to accurately understand the question of whether an outstanding athlete will turn out from a beloved child and in which specific sport, Yuri Burlan's System Vector Psychology comes to the rescue.

Sports and age. Important not to miss

Modernity dictates the emergence of improved training practices and programs. In this regard, many sports today are “younger”.

Do you want to send your child to rhythmic gymnastics, synchronized swimming, figure skating? Don't miss the age of three. Are you interested in gymnastics? Welcome there from four. Seven years - the beginning of table tennis, sports dancing, acrobatics. Eight years - to start classes various types fight.

It is important to take into account gender, physical data, the desire of the child to play sports. Be ready yourself and prepare your child for the first serious competition at the age of eight or ten years.

One thing is sports for health. And quite another - big sport

“My son will be a great football player”, “My daughter will become a champion in gymnastics”, - many parents dream of sending their child to a sports section or school in the hope of growing an outstanding champion out of him. More often, parents reason this way because of their own unfulfilled desires or according to “fashion trends”. For some, the choice of a sport is influenced by its "status", prestige.

The system-vector psychology of Yuri Burlan provides an opportunity for parents, teachers and coaches in the first years of a child’s life to understand and “see” his predisposition to playing sports according to innate physical and mental properties, qualities of character, given desires.

IN systems-vector psychology Yuri Burlan groups of desires and properties are called vectors. There are eight of them. The top four are responsible for the intellect and the direction of a person's movement through life in general. The four lower ones are responsible for the type of thinking and vitality. One person may have one or more vectors.

From whom to raise a champion?

You are watching a child. From the first years of a child's life, his restlessness, fidgetiness, restlessness, and disobedience are manifested. He likes to be a winner in everything. People say about such children that the awl was in one place. The body is movable as if on hinges.

These are children with a skin vector. They have a good sense of rhythm and trajectory. Flexible, agile and spend all the time in motion. Discipline and adequate prohibition are necessary conditions for their development. It is important to accustom such children to a certain daily routine. This will form in adult life ability to self-restraint, self-discipline and self-control.

A predetermined desire to lead and win will allow leather workers to achieve success and build a career in adulthood. Including sports. It is for children with a skin vector that sports activities are most suitable for development. innate properties.

Different sports - different properties

The system-vector psychology of Yuri Burlan explains that the more complex modern world complicates the person. Everything is born today more people with multiple vectors - polymorphs. The properties of other vectors will necessarily be reflected in success in sports.

For example, you notice that your son or daughter is very gentle, sensitive, impressionable. They often cry, pitying everyone. They say about them that the eyes are "in a wet place." These children create emotional connections With teddy bear, a hamster, a flower ... They like to play theater, dress up, imitate adults in manners.

These properties are inherent in children with a visual vector in terms of Yuri Burlan's system-vector psychology.

Children who have a skin-visual bundle of vectors will be able to realize themselves and achieve high results in "beautiful" sports. Suitable for figure skating, sports and ballroom dancing, gymnastics, synchronized swimming.

The main thing is to correctly direct the innate properties of children for their full development. Beyond development skin properties, develop visual - artistry, sensuality, emotionality, empathy. Then, along with high marks for technique, an athlete, for example, in figure skating, will receive the highest scores for artistry.

A forge of professional athletes exists

Today, thanks to the knowledge of Yuri Burlan's system-vector psychology, parents and coaches can most accurately determine the potential abilities of a child. And accordingly, choose best practices his education and development to achieve high results in a particular sport. Consider the nuances of who is suitable for singles, for whom - team sports. And to whom in general sport is contraindicated and can only harm development.

You can get acquainted with the psychology of athletes in the article: “Oh sport, you are life. The psychology of real athletes.

You can learn more about how to create conditions for the development of all the given innate properties and talents of a child at a free online training on system-vector psychology by Yuri Burlan. Register at the link http://www.yburlan.ru/training/.

The article was written using materials

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Achieving high results in the MLM system is possible with constant efforts to attract new distributors and expand the circle of customers. The solution of these problems is achieved by using special methods and techniques adopted in MLM.

Achieving high performance results of the enterprise involves managing the process of formation, distribution and use of profits. Management includes profit analysis, profit planning and constant search for opportunities to increase profits.

To achieve high results of the entire lithographic process, it is necessary to ensure good adhesion of the resist to the substrate at all stages of processing.

Therefore, in order to achieve high results when testing formations during drilling, it is necessary to perform intermediate operations with the IPT to measure the current values ​​of formation pressures and determine the possibility of reducing the density of the drilling fluid as it approaches productive formations.

An important tool for achieving high results, as well as preventing management risks, is an audit.

In order to achieve high results when shaving, a number of conditions must be met. To avoid radial runout and vibration, the workpiece must have sufficient diameter and length in relation to the outside diameter. The support ends should be parallel to each other and perpendicular to the axis of the hole and located as close as possible to the ring gear.

The bonus system focuses on the achievement of high results by the team of the structural subdivision (section, workshop, department) as a whole.

Audit is an important tool for achieving high results, as well as for preventing management risks. In Russia, in the period of formation market economy arose objective necessity in the services of independent experts who establish the reliability of financial statements. Bankruptcies of enterprises, deceptions on the part of their administration significantly increase the risk of financial investments. The interests of business leaders who act as clients of audit firms usually come down to minimizing taxes and protecting their interests in disputes with tax inspectors. However, they sometimes forget that the auditor, first of all, is obliged to protect the interests of the owners, i.e. shareholders.

One of the main ways to achieve high production results is to release products at the expense of best use equipment, and the organization and planning of equipment repairs play a significant role here.

One of the main ways to achieve high production results is to release products through better use of equipment, and the organization and planning of equipment repairs play a significant role here.

One of the main ways to achieve high production results is the release of products through better use of equipment, in which the organization and planning of equipment repairs play a significant role.

Best Representatives Soviet youth for achieving high results in work are awarded the sign of the Central Committee of the Komsomol For excellence in labor, the Master - golden hands, the Certificate of Honor of the Central Committee of the Komsomol, the sign of the Central Committee of the Komsomol Labor Valor. Komsomol youth teams - winners of competitions in the region, region, republic are presented for awarding with honorary pennants. The heirs of the Stakhanov traditions, the Certificate of Honor of the Komsomol, are entered in the Chronicle of Komsomol Glory, the Book of Honor of the Central Committee of the Komsomol.

Of paramount importance in this process is the achievement of high results in the extraction of boron into solution. For the purpose of determining optimal conditions process, the influence of the main factors on the completeness of the extraction of boron from datolite was studied when processing it with one of weak acids- coal. For the study, the most effective method- fully saturated orthogonal plan.

Procedural criteria: whether a person uses progressive and socially acceptable methods, techniques, technologies to achieve high results. In the work of a leader dealing with another person, the role of procedural criteria is especially great.

Business partners are sometimes interested in each other's achievements. Anyone who has acted purposefully at least once in his workplace will always have something to say. The main thing is to understand what an achievement is. Here we will answer a number of questions that the specialist most often faces. What are significant achievements? How to identify and formulate the main, main, higher or outstanding achievements? Personal and professional achievements - what to write in a resume? What are the best achievements to list? We answer in order.

Can you talk about your goals? professional activity? We hope you can - all site materials help you. Goals tell you what results a person wants to achieve. This is information about the future. The Achievements question asks about what results have been achieved. This is information about the past, what has happened, what has already been achieved to the present moment. If at least once you set clear, precise goals for yourself and at least once you successfully achieved them, getting the result that you originally planned, then you know the main thing. In general, an achievement is a previously planned and successfully achieved result to date.

There is a lot in common between goals at work and achievements at work. The big difference is time. Goals reflect the figures and facts that need to be obtained for a certain period (or by a certain date), and are usually stated in the future tense. Achievements reflect the figures and facts that were obtained by a specialist in a certain period of his activity, and are declared, as a rule, in the past tense. The principles for formulating goal and achievement messages are very similar. Do you want an example? Let's take two sentences as an example. Task: try not to guess where the planned result is declared, and where the result is.

• by the third quarter of the current (2006) year, develop a technical warning system for concentrations in the air ... above the maximum allowable standards;
• in the second quarter of the current (2006) year, a technical warning system was developed for concentrations in the air ... above the maximum allowable standards.

Did you complete the task? No? Great. You are probably well aware of the information on how to correctly formulate information about the result achieved. And now we will note the main thing.

When a question about achievements arises in a resume or at an interview, it means that they are asked to talk about the results that you received in your work in a certain period of time. For example, at the previous workplace or in the previous position, while working on a specific topic or as a result of solving certain problems and tasks - depending on what specific period is being asked. Sometimes in the question of achievements, such a period is not explicitly indicated. This means that the requested period is your entire work activity.

Preparing a preliminary list of achievements

To understand what achievements you have today, you can do a simple thing. Take a list of previous goals that you set for yourself during the requested periods of professional activity. Select from them achieved. Rewrite their wording in the past tense. The first part of the material is ready.

Now remember, did you ever get unplanned, but unexpectedly important, significant results for someone or something on the way to the planned result? - for whom or what exactly is still indifferent. Happened? Then write them down too. The second part of the material is ready.

In essence, you have a list of results in different periods your professional activity. What are these lists for? Your business partner is interested in how you can be useful for him, the organization, target groups. What internal wealth and active resources do you own? It is the active ones that have already allowed you to achieve certain results. Passive resources - which "theoretically" seem to exist, but are not actually used - are not always of interest to real business partners. Why?

From the fact that you possess, for example, some knowledge and skills, to your colleagues, clients, etc. neither hot nor cold. You own it and it's great. Your knowledge and skills become interesting when you can achieve the desired result with their help. Then you demonstrate the availability, quality and usefulness of your resource - a resource that really exists, which you enjoy using and which is constantly honed in experience. Then we are talking about the special knowledge and key skills that allowed you to get what you are talking about. Information about achievements says much more than it might seem at first glance.

Having a list of your achievements and talking about them in a resume or interview, you inform a real or potential business partner of two things. About what results you could achieve yourself or helped others achieve (what hopes can be placed on you, in which you can be especially useful). about how activeresources (abilities, capabilities, knowledge, skills) you have in order to achieve similar or other necessary companies results.

Choosing significant

So, we have compiled a preliminary list of the results of professional activity. Now among them we will look for real achievements. Ready?..

What is and what are significant achievements? People differently evaluate the significance of a particular result in their work. Therefore, each specialist independently decides which of them is worth talking about. However, when talking about achievement, there are two things to keep in mind.

1) . This should be the result which turned out to be useful for someone - important, necessary, having a certain meaning for a particular person, group of people or the company as a whole.

Depending on who exactly the result of the work you are talking about brought more benefit (turned out to be more important), it can be classified into one of two categories:

• personal achievement;
• professional achievement.

2. Results that may but have not yet benefited other people. Even if it is a unique discovery, knowledge, invention or creation of something that gives you a sense of professional pride and potentially has great importance for others, but not yet claimed by them, has not yet brought them specific benefit, such a result on this moment time should be called a personal achievement in professional activity. Remember that the question of achievement is about what has already been achieved. Here it is important not to fall into illusions, but to objectively assess what you really have today. In this case, today you have something that can help someone tomorrow. Key phrases: "you have" and "can help someone." Despite the fact that such results of work are classified as personal achievements, they can be an important competitive advantage for your potential partners.

We will be glad to see information about your professional achievements in the comments.

Individual achievement of results and achievement of results in a team are two different things. You could even say they are opposites. If you work in a team, your personal success includes the success of the whole group of people, but your personal mistake can also Negative influence on the result of teamwork.

If you are a team leader, you need to constantly balance what is good for the team with what is good for the organization as a whole. It's not easy, but you'll love the results. This difficult task, which will require all your skills and help you grow as a professional.

Steps

Be the leader

Become a leader and leader for your team. You need to fulfill these roles both together and separately in order to lead the team to victory every time. The tasks of each of the roles are as follows:

• Leader. As a leader, it is important for you to show human qualities, otherwise the team will not accept you. People expect a leader to have a strong personality, the ability to adapt to various situations V human relations and also to see the connection between the emotional, economic and personal contribution of each person to the common cause. In addition, the leader must be able to evaluate the company's activities objectively, strive not only to achieve short-term goals and think about the needs of the team. Priorities are set in the following way: team member, team, organization.
• Supervisor. As a leader, you need to try to get the team to achieve the goals of the enterprise. Priorities are arranged as follows: organization, team, individual employee.
• Role balancing. You need to perform both functions and combine leadership and managerial role in the context of the command. This will start to happen with experience. Such a skill will allow you to see the personality in each team member and at the same time lead everyone to a common goal.

1. Set goals for the team. Each team member must understand the short and long term team goals. They must also understand how to achieve the goals, what can be the stages, deadlines, processes and individual actions. You, as the team leader, are responsible for communicating this information to each member. You need to clarify the goals and eliminate any misunderstandings at the stage of their approval, and then regularly check whether everyone understands these goals correctly.

   • Monitor progress and progress towards the designated milestone and ultimate goal and use the notification system for everyone about the upcoming deadline.
   • Get rid of misunderstandings. Stop unreasonable conclusions, explain what the main features of the project will be, its format, the main criteria, what the key points will be and how much time is allocated for each stage. People guided by different ideas about tasks begin to work in different directions, and this leads to disappointment, loss of time and waste of energy. It's better to spend a little more time on detailed explanation all stages of the project, than to allow possible misunderstandings.

2. Delegate responsibilities. This will allow you to make time for effective management team and process monitoring. Lack of delegation will expose you excessive load, and the rest of the team won't feel like their input is important either. Many leaders mistakenly believe that only they see the big picture and therefore are afraid to delegate their responsibilities, but this is a misconception that will lead to moral fatigue of the leader and disunity of the team. Assess the situation in which you are now, all the requirements and all the responsibility. Think about what you can delegate at every stage of the workflow and in every work segment.

   • Pay attention to the strengths of employees when delegating tasks to them. Give them a little more responsibility than they should to motivate them to achieve. They will be happy to justify your trust.

3. Know what you want and don't be afraid to state it. Understand what result you want to achieve. Tell employees what you expect from them, provide them necessary documents, rules, instructions, and you will be able to establish a connection between yourself and your subordinates.

   • Answer employee questions appropriately. In the process of explaining things don't consider questions of subordinates as obstacles or obstacles. Questions are a great way to understand what people have actually heard, whether they know what is expected of them. You can help them with your answers.

4. Allocate an area of ​​responsibility to each employee, empower them. Help team members understand that they will have to apply all their knowledge and skills to participate in decision making and development of recommendations. Define recommendation criteria so they know how detailed information are expected of them. Allowing the employee to participate in the discussion difficult problems, you allow him to use all his forces, as a result of which he can offer an original or better solution. It will also help subordinates feel that they can influence something, albeit in a narrow framework.

   • Ask questions. Reach out to employees for advice and new ideas. Ask them what they would recommend, how they would solve this or that problem, how they would implement a new solution. Train yourself to discuss ideas at all stages of a project and listen to what you are told. Of course, not all ideas will be good and not all people will be able to offer something, but your willingness to listen with interest to employees will prove to them that they are important to the organization.

5. Appreciate all the merits of employees. Praise people for their success immediately, without delay, otherwise the employee may leave without waiting for your praise.

   • Do not pass off the ideas of subordinates as your own. Your team members will no longer trust you and will think that you can only use other people.
   • Recognize the contributions of all team members openly within and outside the team, especially in the presence of senior management.

   Support the team

   Monitor the quality of work

   1. Regularly monitor all processes and evaluate their effectiveness. All procedures should be pre-agreed and transparent so that every team member knows what to expect.

      Ask polite questions and try to be positive about the results. Track progress and check if you complete all stages of the project on time.

      As you enter a new phase, review and adjust your goals. Do this at the beginning of a new fiscal period, when launching new products, when opening offices in new locations. Focus on your leadership role and on your team.

   • Every word and action can be used as a means to motivate the team. If your words can destroy the enthusiasm of employees, and actions can push team members into the background, reconsider your approach to the issue.
   • Teamwork is not a panacea and not a remedy for all the ills of the enterprise. It's just effective method to teach people how to use their knowledge, think for themselves and bring the best they can think of to the enterprise. Many people are happy to take on something new because they want to prove that they can handle it. At right approach teamwork saves time for each employee in the long run and allows you to get good results because it brings together the talents and potential of different people.
   • Change roles in the team regularly to use all the skills and abilities of employees. Team members will be able to figure out for themselves which of their strengths most suitable for solving a particular problem. Ask employees for feedback, try to assign roles thoughtfully, but at the same time allow workers to replace each other. Motivate employees to help each other do some work if the need arises.
   • Team management requires a respectful approach to each of its members, including appropriate verbal communication.

   Warnings

   • Each team member should strive to maintain team spirit. Cheer everyone all the time - not the most simple task but the results are beyond all expectations.
   • Do not measure all employees by themselves: their ability to learn, understand and perceive. You became a leader and manager precisely because you are superior to other people in some way, and your experience should help subordinates develop certain skills and abilities in themselves. Communicate with subordinates in a language they understand, do not take on someone else's work, otherwise your generosity will be abused all the time.
   • Employees who do not cope with their duties drain the resources of the enterprise and are a ballast in the team. It is necessary to take timely measures to prevent the development of such a situation and not allow the problem to worsen.
   • The leader must lead by example. There are many eyes watching you and all employees pay attention to all your actions, so make sure everything you do and say makes you good example to emulate.

   What will you need

   • Instructions, documents, requirements, codes of practice, etc. (they must be available to all team members in writing online or on paper)
   • Resources, materials, tools, information for project implementation, etc.
   • Access to people necessary for the implementation of the project, especially access to them by team members
   • An enterprise policy that encourages contacting the manager with complaints, questions for discussion, requests for clarification, etc.
   • Means of fixing progress and alerting about approaching deadlines