Thursday, 24 December 2015

development

How to Stay Positive When Your Job Search Is Dragging You Down

Monday, 19 October 2015

leadership-developent

What is Leadership?

Comp imageFind out what makes a great leader, with
James Manktelow & Amy Carlson.
Leaders are people who do the right thing; managers are people who do things right. – Professor Warren G. Bennis
Leadership is the art of getting someone else to do something you want done because he wants to do it. – Dwight D. Eisenhower
Dream Big, Set Goals, Take Action chalk drawing
The word "leadership" can bring to mind a variety of images. For example:
  • A political leader, pursuing a passionate, personal cause.
  • An explorer, cutting a path through the jungle for the rest of his group to follow.
  • An executive, developing her company's strategy to beat the competition.
Leaders help themselves and others to do the right things. They set direction, build an inspiring vision, and create something new. Leadership is about mapping out where you need to go to "win" as a team or an organization; and it is dynamic, exciting, and inspiring.
Yet, while leaders set the direction, they must also use management skills to guide their people to the right destination, in a smooth and efficient way.
In this article, we'll focus on the process of leadership. In particular, we'll discuss the "transformational leadership" model, first proposed by James MacGregor Burns and then developed by Bernard Bass. This model highlights visionary thinking and bringing about change, instead of management processes that are designed to maintain and steadily improve current performance.

Note:https://www.blogger.com/blogger.g?blogID=4183662568564295020#editor/target=post;postID=1927999667392210638https://en.fotolia.com/Content/Comp/92074085

Sunday, 3 May 2015

video-helpfull-hints

Videography Tips


Half the battle of starting any new project is knowing where to begin. From helpful tips for shooting better video and recording great audio, to video production checklists and talent release forms, our videography tips will give you the jump start you need to begin your new video hobby or career.

The Seven Deadly Camcorder Sins

  1. Headhunting--placing every subject in the center of your frame.
  2. Motorzooming--overuse of on-screen zooms.
  3. Rooting--staying in one spot instead of looking for interesting angles.
  4. Firehosing--panning all over the scene.
  5. Upstanding--shooting everything from standing eye-level.
  6. Snapshooting--taping only two or three seconds per shot.
  7. Backlighting--too much light falling on the background instead of on the subject.
Getting Started: The Seven Deadly Camera Sins
View the video (link is external)

Twelve Helpful Tips for Shooting Great Video

  1. Use manual focus if your camcorder has it.
  2. Set white balance at every location.
  3. When shooting outdoors, keep the sun behind you.
  4. Plan your shoot.
  5. Use a tripod or other image stabilization device.
  6. For handheld stability, imagine that your camcorder is a very full cup of hot coffee.
  7. Use the zoom to compose your shot. Avoid zooming while the tape is rolling.
  8. Move the camcorder only when necessary.
  9. Shoot to edit.
  10. Keep your average shot length between 5 and 10 seconds.
  11. Keep the shot steady (no zoom or pan) for at least 10 seconds.
  12. While shooting, be as inconspicuous as possible to best capture the true behavior of your subject.

Ten Helpful Tips for Recording Great Audio

  1. Use an external microphone if you have one.
  2. Get the microphone close to the talent.
  3. Listen through headphones while you shoot.
  4. Keep hand movements on the camcorder to a minimum.
  5. Use a handheld mike for man-on-the-street interviews.
  6. Use a lavalier or boom mike for studio settings.
  7. Use a wireless mike to avoid cable hassles.
  8. Keep audio in mind when scouting locations.
  9. Don't move mike cables while recording.
  10. Avoid long cable runs to minimize interference.

Preparation Tips

  1. Set a goal to include yourself on videotape for 1 minute for every _______ minutes that you shoot of others.
  2. Store your camcorder in a visible location if possible with blank tape and charged batteries handy.

Packing Checklist

  1. Camcorder
  2. Charged batteries
  3. AC power supply
  4. Microphone batteries
  5. Microphones
  6. Lens cap
  7. Cables
  8. Lens cleaning cloth
  9. Headphones
  10. White-balance cloth
  11. Script
  12. Tripod
  13. Lens filters
Videomaker's Tip Sheet for Videographers (PDF)
Alakazam! The Magic Gear Bag of Tricks

Shooting Checklist

  1. Battery power
  2. White balance
  3. Sound check
  4. Talent release
  5. Lighting check
  6. Tape check
  7. Tripod lock-down
  8. Time/date stamp on/off
  9. Image stabilization on/off
  10. Zoom in/Focus/Zoom out
  11. Compose image
  12. Rehearse
  13. Shoot!
Getting Started: Avoiding Common Camcorder Mistakes

Talent Release

To be read aloud:
I, ______, give ______ the right to use my name, likeness, image, voice, appearance, and performance in a videotape program. This grant includes without limitation the right to edit, mix or duplicate and to use or re-use this videotape program in whole or part. I acknowledge that I have no interest or ownership in the videotape program or its copyright. I also grant the right to broadcast, exhibit, market, sell, and otherwise distribute this videotape program, either in whole or in parts, and either alone or with other products. In consideration of all of the above, I hereby acknowledge receipt of reasonable and fair consideration.
Model Release Form (PDF)
Videomaker Book of Forms





Saturday, 28 March 2015

trick-photography

Image result for trick photography
Trick Photography & Special Effects 2nd Edition - Your complete instructional guide on taking breathtaking special effects shots and cool images your friends won't believe…
It comes with 295 pages of instruction, 9 hours of how-to video tutorials, and contains over 300 creative photographs created by some of the most talented photographic artists around the world.
It's time for you to skip the months and years of being one of those enthusiast photographers - you know those poor guys who read all the magazines but doesn't have enough time to invest in getting the skills he really wants…
… you'll be skipping past that stage totally, and getting right to the point where you're an accomplished photographer, taking pictures that blow everybody away.
You see, I'm impatient.
I've got no time for that kind of learning. So I'm going to teach you the exact same shortcuts I used to become a skilled, effective photographer in no time flat.
You're going to be jumping over all the frustrations and difficulty, all the mystery of not knowing where to start, and instead getting right to the point where you can easily take the kinds of shots y
Trick Photography & Special Effects 2nd Edition - Your complete instructional guide on taking breathtaking special effects shots and cool images your friends won't believe…
It comes with 295 pages of instruction, 9 hours of how-to video tutorials, and contains over 300 creative photographs created by some of the most talented photographic artists around the world.
It's time for you to skip the months and years of being one of those enthusiast photographers - you know those poor guys who read all the magazines but doesn't have enough time to invest in getting the skills he really wants…
… you'll be skipping past that stage totally, and getting right to the point where you're an accomplished photographer, taking pictures that blow everybody away.
You see, I'm impatient.
I've got no time for that kind of learning. So I'm going to teach you the exact same shortcuts I used to become a skilled, effective photographer in no time flat.
You're going to be jumping over all the frustrations and difficulty, all the mystery of not knowing where to start, and instead getting right to the point where you can easily take the kinds of shots you've been dying to take your whole life.ou've been dying to take your whole life.http://learntrickphotographyreview.com/

Sunday, 18 January 2015

business/investing

UK business investment in surprise fall


Car manufacturing at Nissan in teh UK Investment slipped, but the UK economy continued to grow

Related Stories


Business investment in the UK fell unexpectedly in the third quarter of the year, figures show, although consumer spending remained strong.

The Office for National Statistics (ONS) said business investment was 0.7% lower in the July-to-September period from the previous quarter.

However, consumer spending grew by 0.8% in the third quarter.

The ONS confirmed the UK economy grew 0.7% in the quarter, unchanged from its initial estimate a month ago.

It also confirmed that the economy grew by 3% compared with the same quarter a year earlier.
'Cautious approach'
During the April-to-June period, business investment had grown by 3.3% - its fastest pace for in nine years.

However, the fall in the third quarter of the year slowed the annual pace of growth to 6.3% from 11%.

Lee Hopley, chief economist at EEF, the manufacturers' organisation, said: "While business investment posted a bit of a dip, this isn't yet cause for concern as surveys of intentions across the private sector seem to be holding."

However, Howard Archer at IHS Global Insight said the drop could be "a sign that companies are adopting a more cautious approach in the face of increased global growth concerns (particularly weakness in the eurozone) and mounting political uncertainty in the UK as the 2015 general election looms".

"It is important for both balanced, sustainable UK growth and for improving productivity that that business investment holds up well going forward," he added.

This is the last snapshot of the UK economy before the government publishes its Autumn Statement next week.

The UK is one of the strongest performing of the major global economies, and the Bank of England has forecast that the economy will grow by 3.5% this year.

More on This Story

Monday, 17 November 2014

art

Art Gallery One Here are some of the prints currently available to purchase from
Art Of Motoring. Buying Online is easy.

1. "Add To Cart" the print you wish to buy
2.
You can add as many prints as you wish
3. "View Cart"
when finished
4.
Click on the "Secure Checkout" for easy payment


Click picture for close up view


ON TIME£39.00Size 37 x 25cm approx
Limited Edition of 600
Signed and Numbered by Artist




LEATHERBOYS
SOLD OUTSize 35 x 51cm approx
Limited Edition of 195
Signed and Numbered by Artist
Printed with new giclee process


Please Note "Leatherboys" is no longer available to purchase
GOOD COMPANIONS
£42.00Size 39 x 25cm approx
Limited Edition of 500
Signed and Numbered by Artist





AUTUMN TALES
£39.00Size 38 x 31cm approx
Limited Edition of 600
Signed and Numbered by Artist




BONNIE DAYS
£42.00Size 38 x 31cm approx
Limited Edition of 600
Signed and Numbered by
Artist




POWER & THE GLORY
£37.95Size 31 x 25cm approx
Limited Edition of 600
Signed and Numbered by Artist


Friday, 1 August 2014

salary-negotiation-tips

salary negotiation during and after new job interviews - tips for employees (and managers)

While these tips and techniques are ostensibly for employees, they also serve as a helpful guide to managers who are recruiting staff, and want to ensure that people joining are doing so happily and on a sustainable basis. People who join happy that they've been given a fair deal are more likely to stay, and less likely to harbour grudges or feelings of being 'bought' for less than they deserve.
Employers who recruit people at less than their market worth might think they've done a good deal, whereas in fact such employees are likely to become frustrated and feel 'cheated'. Again, see the earnings survey example report below. Help employees to make good, right, and fair decisions about their careers, and they will respect you and your organisation for doing so.
That said, from the employee's viewpoint, changing jobs is a very good opportunity to increase your salary level. Critically, to take advantage of this opportunity you must negotiate before you accept the new job offer, whether the job is an internal or external move. Any manager who fails to give this opportunity to a new recruit is likely to be putting a problem into store for the future.
The most important thing from the employee's perspective is to secure the job offer first. There is no point in negotiating until then.
The employer's initial offer will be based on their own budget and internal pay-scale reference points, and what level of reward they feel is necessary to secure you (or a suitable alternative candidate), and this salary/package level is nearly always negotiable.
The stronger you convince the interviewer and employer that you are the best person for the job - in all respects that need to appeal to them - then the more likely you are to do well when it comes to negotiating the package.
If the employer asks you before or during the interview to confirm your salary/package expectations, give them a broad indication at the top of the range that has already been indicated or discussed for the role (plus 10-20 per cent for good measure if you wish), and say that ultimately your decision will be based on comparing your options (think and behave as if you expect to have more than one).
Tell them 'Let's see if you like me first - then we can discuss/agree the detail.'
It's a matter of personal feeling as to where you set your target salary level for a particular job, ie., how much you'll eventually be happy to accept, and how firmly you hold out for it and anything above it. This will be a combination of what you want, need, whether you have another real offer, and generally what your market value is - these are the reference points.
In terms of negotiating salary and package, your best position is always to secure two job offers from two different employers, which gives you the huge advantage of choice. If you can't or don't, (which is normal), then behave as if you have other options, which of course you do, if not right now.
Do not allow the interviewer/negotiator to set, suggest or argue for a salary level based on your previous one (assuming it's lower) - be very firm about this. It's not relevant. What you earned before and why you worked for that wage is not their business and has no bearing on your value to them and the market now (make that point politely not aggressively of course).
What's relevant is your value in the market, and how much the employer wants you compared to other candidates and their respective salary expectations. It's important to give them the feeling that you are entirely confident in being able to go elsewhere if the deal's not right. Bear in mind also that you can always buy some time to 'think about it' whatever they offer you. Time will generally work in your favour if they want you. They will worry that they'll lose you, perhaps even to a competitor, and so will be more likely to increase their offer, and to justify some extra budget if required.
You do not need to give them a rushed answer whether to accept their offer just because they'd like one. Of course they'd like one quickly because they know they'll get a better deal that way, and they'd like to finalise the recruitment ASAP.
Generally a good manager and employer will respect you more, and feel you are more valuable, if they get the impression that you are in demand elsewhere.
During the negotiation be sure to maintain a positive and committed view towards the prospective new company and the job (assuming of course you feel that way about them). This will prevent the risk of their coming to the view that you are wasting their time or stringing them along. It's important to be fair and right with people, even while negotiating.
While acknowledging the appeal of the opportunity, conduct your discussions professionally, firmly, confidently, and at the same time ask for their understanding that you have a responsibility to yourself and your family to achieve the best 'price' for what you can do in your particular job market.
See the job interviews page if you are changing jobs.
See the earnings survey example report if you've not already done so - it's for UK 2007 but still a useful guide.
And see the guidance on targets and bonuses - mainly for employers, but useful for employees and future leaders too.

 http://www.businessballs.com/payrise.htm

asking for a salary negotiation or pay rise in the same job

If you feel the need to ask for a raise, the most positive way to approach this is to ask for extra work and responsibility and link this to a pay rise, if not immediately then in the future. This is a grown-up approach that employers respond to better than simply asking for more pay for doing the same job.
Another positive approach is to ask for a performance related bonus or pay increase subject to achieving more, based on standards or output greater than current or expected levels. This again should be received positively by the employer because you're offering something in return, and not simply asking for more money, which most people tend to do.
If you do not understand the organization's method of awarding pay increases, your first step should generally be to discuss this with your boss. Pay is normally linked to performance, which allows the company to increase your grade, or promote you, or to award a bonus. Discuss with your boss how you can improve your performance and contribution to the organization, in a way that will enable promotion and grading and pay improvement. At times of low inflation any significant annual pay increase is not automatic or a 'right' of the employee - a pay increase will generally be given in return for achieving agreed objectives or standards and an increased contribution to organizational performance. Find out what process exists in your organization to enable this exchange to happen. It's always essential to keep your boss informed of your position, so talk to them first. If your boss doesn't know then you should ask your personnel department, or person responsible for personnel and human resources, but always keep your boss informed, because their opinion will usually be sought before your employer considers improving your job and remuneration package. You need your boss's support.
Ask for a face to face meeting rather than try to present your case in a letter, which is just a one-way communication and doesn't allow you to develop a mutual understanding of the situation and what to do about it. Simply ask your boss for a review meeting to discuss your responsibilities and remuneration. In the meeting ask what the opportunities are and/or process by which you can improve your salary package. Follow the principles described here - the process needs to be two-way discussion. Approach it positively and constructively. Ask what flexibilities exist and what the rationale is for setting and increasing pay levels. Who does your boss have to make a case to? Will he/she support you? What would improve your case? What commitments would the company want from you? What exchanges can be agreed - what you can put in and what can be given in return. It's a discussion, not a demand.
Separately, before the meeting you must get an objective view and measure of your market worth. Look at other similar jobs outside as well as inside the company and compare them to your own responsibilities and rewards. Personal views about reward and job-load can become very subjective and need to be validated or it's difficult for you (or anyone else) to decide how deserved the claim is.
If you are so nervous about asking verbally for a meeting and therefore need to write, keep it very simple, particularly do not include any details of your position or justification or financial claim. Here's a sample letter for a review meeting request: