Intuit Customer Support: A Cure to QuickBooks Errors!

Intuit, the quintessential success story in the Silicon Valley software industry with a remarkable contribution in giving a makeover to old and worn out face of the 19th-century accountancy, has bestowed the accounting community with reducing the time-consuming paper-based and manual worksheets preparation job and making it a user-friendly digital phenomenon. Not too surpriously, Intuit's or for that matter any Silicon Valley juggernaut's success owes its growth to a rapid breakthrough in the Information technology. The dawn of the internet and the spectacular advances in the computer hardware paraphernalia like printers, fax, and scanners during the era of baby boomers had marked the usher in of a new era for digital accounting. Intuit's astute creators leveraged on the same and created what is today a $ 4.19 billion tech giant.

QuickBooks, one of many Intuit brands with a subscription base of over 1.5 million, has been commanding the accounting community's adulation and accolades for quite some time now. QuickBooks's services like "Creating estimates", "Tracking of time and projects", "Invoice Preparation", "Online Tracking of expenses", and "obtaining financial reports" have turned people's choice in its favor. Further, Intuit has roled out its new product "QuickBooks Self-Employed" which exclusively caters to a burgeoning rise of entrepreneurs and freelancers.

To connect the dots between a sprawling spectrum of brands and user base worldwide, an equally diverse support service is a key necessity that Intuit has acknowledged and entrusted itself into. And to make it successful, it has pooled in its Intuit Customer Support resources to retain its users. Commencing its journey with its maiden product "Quicken" in 1983, which garnered a new hope for accountancy in its quaint days, Intuit did get bloated with issues that its product carried with itself. A topsy-turvy progress then followed with loopholes eradication and momentum gain by launching TurboTax, Payroll, and QuickBooks.

When one searches on Google for "QuickBooks common issues", which show up on one's screen in a flick of seconds, it would not take so long to decide where to glean from. Although to name a few, here are some issues that possibly every rookie user has thought assistance for, at one time or another, from Intuit Customer Support:

• Software installation / Software Setup.

• MS Outlook integration and importing Data to Excel.

• Resolve errors around payment screen.

• Support to generate accurate PF, PT, ESI, and TDS report.

• Data back-up and restoration of QuickBooks.

• Synchronization of QuickBooks with Microsoft Office.

To delight its user base of millions, Intuit has plenty to offer on its customer service package. With easy connectivity to the internet and mobile phones, Intuit has made sure that the users could reach its technical support via any medium they find convenient. The following support services will help users to receive the assistance they have been looking for.

Text Your Problem: Intuit provides "Ask Your Query" / "Submit Your Question" platform on each of its Online Community the users are connected with. The communities like TurboTax community, Quicken community, Intuit Payroll community and Intuit QuickBooks community can be subscribed to free of cost. Quicken and TurboTax have their dedicated websites where users can search for any sort of services they need. So how this support does really works? No rocket science. The user just has to submit his / her query and wait for the responses from other users to get posted.

On Call support: To guide users with a quick assistance through remotely accessed diagnosis, Intuit has provided expert support numbers for Quicken, Payroll, and QuickBooks. The phone support is available only during the weekdays.

Independent Support: Apart from the Intuit Support, users have many alternatives in the form of the third party intuit customer support companies. To entice customers, on top of attractive premium plans, round the year discount schemes are provided. They claim to provide prompt, 24×7 round the clock, and on demand remotely accessed diagnosis to their subscribed customers.

Little Known Dating Tips, Secrets, and Dating Mistakes

I heard it over and over – "It was going so great, and then she disappeared on me … why? What happened – we were having such a great time together. to date sexy women, but I want them to stick around.

Yes, I do. Every time I talk to a guy who tells me this, I discover he's making the exact same mistakes most guys do, dating mistakes that kill his chances of successfully dating sexy women. So, I give him some dating tips to skyrocket his success with sexy women. Here are the most common ones:

Dating tip # 1: Do not date. Yes, that's right – don't date. Think about a traditional "date" – it's full of pressure, awkwardness, evaluation and it just plain sucks. What do you do on a "traditional date?" Dinner, movie, kiss goodnight, she does not return your calls. Or you have drinks, and try to "make your move," and we all know where that ends up. Much better (and cheaper) to meet for coffee – it's fun and relaxed with none of the normal dating expectations.

Dating tip # 2: The less you do and say, the more she's attracted to you. Most guys try to impress sexy women, or "lay a rap" on them. Sexy women have heard it all before. But, if you ask her about herself, shut up and listen, and display a SMALL degree of interest, she'll begin to wonder why you're not slobbering all over her. She'll want to discover more … now you're a challenge, and sexy women love challenging guys. Why? Because they rarely meet one. This is a HUGE dating tip.

Dating tip # 3 Be a "naughty little boy." Another big dating tip. Remember the "class clown" in elementary school – the guy who was "cool and funny" all at the same time? When you're talking to sexy women, make unexpected and mischievous comments, the kind that leave them thinking, "I can not believe he just said that … but I like it." This shows sexy women you're not impressed by their looks, that you need to see more. This is so different from what they're used to they can not help but be attracted. I can not emphasize the importance of this dating tip.

Dating tip # 4 Avoid all canned pick up lines, "laying a rap," or any type of "acting." Sexy women have heard it all before, and as soon as you spout one, you're instantly a JAG (just another guy). And JAG's do not get sexy women – remember this dating tip!

Dating tip # 5 Sexy women are approached and hit on 20 to 30 times a day. This is their world – to get into it, you have to be different from the 20 guys who've already talked to her. (see Dating tip # 3 for how to be different to sexy women).

Dating tip # 6 Look out for her tests. Sexy women (indeed, all women) will test you to see if you'll stand up to them. If you can not stand up to her, you can not stand up for her. If she asks you to buy her things, that's a test – and a perfect opportunity to be a "naughty little boy" (see Dating tip # 3). Say something like, "What do I look like an ATM machine? You should buy ME something, just for the privilege of spending time with me. This is said in a playful – yet firm – manner that lets her know you're onto her. When you pass their tests, it drives sexy women wild with desire. Very important dating tip.

Dating tip # 7 Date multiple sexy women at once, and make sure the others know about it. Sexy women love a man who is attractive to other sexy women, and will compete to "win you." (Here's another dating tip: for proof of this, read any good romance novel). If you want to settle down, you can choose one, but she will always know you're willing by other sexy women – and in a strange way, this creates even more attraction for you. This dating tip really is a secret, but it works very well with sexy women.

OK, guys, that's it for this article. Obviously there are lots of other dating tips, tricks and secrets to put to use, but if you pay attention to these dating tips, you'll be a heckuva more more successful with sexy women. Now, go re-read all the dating tips!

On with the fun …

-John Alanis, Dating Tips Master

"The King of Let 'em Come to You"

Want more dating tips? To discover how to be successful with sexy women, and for more great dating tips, see .

Recession Proof Your Job Interview

Recession: Do not you agree it has become the most familiar word of late? It has hit every strata of the society harder than anyone would have expected. Job losses and salary cuts are just a few of its effects. How does it affect your interview? Moreover, how would you recession proof your interview? Here are some tips to recession proof your interview.

Show Commitment to the Company

Employers would never want to hire someone who might seem to be joining the company only for a short period of time. This only makes them think the applicable is not committed enough to the position and does not regard the job with seriousness as he does intend to stay on it for long. Employers always prefer staffs who work with them for a long term. They are committed and serious about their job and the company. This point should never be forgotten.

Practice your interview with someone before going to the actual interview. Learn to demonstrate interest and enthusiasm. Show your commitment during the interview. Ask them for their opinion as to your performance. This will better equip you for the actual interview.

Do not show Off Excessive Intelligence

Even if you believe you are the best suited for the position you have applied for and you can help the employee with every single of his needs, do not make him think you are trying to show off. Express a calculated response, or else it may adversely affect the person taking the interview.

Follow Ups Are Important

After you have applied for a job and posted or emailed your resume, do not sit back and wait. Try and follow up your application. This should not be too aggressive either. Try to build a rapport even before you appear for the interview. A few call backs do not harm your application. On the other hand, they make your employer notice your application more than he would generally.

Also it shows that you are interested and are quite serious about the job you are applying for, and increases the chance of your selection. It becomes easier to communicate once the ice has been broken. Here, it may help to follow up even after the interview.

Personality and Attitude

A proper attitude and a pleasant personality help immensely to secure you a job. During this tough time of recession, such qualities make you better noticed and considered before the other applicants. This increases your chances of fairing the interview better than your competitors. Try and get to know anyone and everyone you deal with through the selection process. This builds up a relationship with the concerned authorities, and betters your chances of getting the job.

All these factors kept in mind can produce very favorable results to your job search and interview outlet even in this period of recession.

7 Most Common Nurse Retention Mistakes

I've met many of today's influential nurse leaders, human resource professionals and healthcare executives, and I've spoken to hundreds, perhaps thousands, of industry experts.

I've often wondered why these industry power houses all struggle with the same nagging issue – recruiting and retaining skilled nurses – and why they repeat the same disastrous mistakes. I recently discovered the answer to my question during a seminar by LeAnn Thieman, author of the best seller "Chicken Soup for the Nurse's Soul," during the Texas Organization of Nurse Executives Annual Conference.

The presentation inspired me to write "7 most common nurse retention mistakes," bringing together inspirations from the many experts I've met, including Thieman. I hope this simple, but meaningful guide helps organizations find practical solutions to the real problem of hiring and retaining quality nurses.

How many of the 7 most common mistakes can you recognize in your organization?

1. Inadequate staffing levels
Many hospitals today are struggling to find and retain nurses. The reasons are many: staffing cutbacks in the 1990s used to offset rising healthcare costs, a shortage of teaching nurses at colleges, and sometimes even less interest in the profession by Millennials. Despite the cause, the outcome is the same whenever there is a prolonged period of unequate nurse staffing levels. As existing staff members absorb the work load, stress increases and job satisfaction declines, resulting in greater turnover. And so the cycle continues. We've been contacted by hospitals that have tried for years to maintain proper nurse-to-patient ratios, but despite their efforts, the problem is worsened. They're frustrated; nurses are unhappy, and patient satisfaction sufferers, along with patient safety.

With all its complexities and constant change, today's healthcare environment requires a new approach. One focused on a multi-faceted recruiting and retention plan that begins by defining the proper nurse staffing ratios for your facility, sets recruiting and retention goals and uses proven short-term and long-term recruiting methods.

2. Training programs that miss the mark
Many clients find that although they have training programs in place, results are mixed. Nurse trainees are not as productive or satisfied with their new positions as hoped. Why? It may be because training is not sufficiently customized to prepare nurses for the full-range of duties and expectations that will ultimately determine success at their organization.

What better way to learn this than from a co-worker and fellow nurse currently succeeding in the job. I recommend our clients adopt a nurse preceptor program. Begin by asking yourself, "Who in my organization do I want more of?" Then narrow your candidate pool by determining who has the temperament to teach. These are your preceptors. They are strong nurses who willingly participate.

Keep in mind, a good nurse is not necessarily a good trainer. We teach all our nurse placements specific communication skills and learning applications to prepare them for preceptor roles. Look for these skills in your employees or consider training for them. Then, do not forget to adjust your preceptors' workloads to account for their new responsibilities, so they do not experience rapid burnout.

3. Cultural calamity
Every organization has dominant values, beliefs and attitudes that define it and guide its practices. A worker who believes in those values ​​strengthens the organization, as well as fellow co-workers. But, one who is out of step with company culture will bring down morale and inhibit your nurse team's effectiveness. In a high-stress, fast-paced environment where co-workers rely on a fully functioning team, cultural fit is critical. So, whether you're onboarding staff or relying on an agency to train traveling or international nurses, look for both a strong clinical and cultural program matched to your organization. Ask how nurses on assignment are trained, so you know they will fit smoothly into the US healthcare system and understand the needs of American patients. Are your nurseries on assignment prepared to effectively address Americans' health concerns and expectations of their healthcare providers? Do they understand the role of relationships and empathy?

Ensuring cultural alignment to your organization will strengthen your nurse team's performance and bolster long-term retention.

4. Lagging compensation and career opportunities
Not everyone is motivated by money, but recruiting and retention problems are all but guaranteed if your surcharge compensation package does not keep pace with market competitors. Keep in mind, compensation means different things to different people. So, whether it's salary, bonuses, flex schedules or time-off, know what your competitors are offering and match or except that to ensure you do not lose your best nurses.

5. Strategic planning that is not
The best nurseries are usually the hardest to recruit, and even tougher to retain. You need a plan. Engage all stakeholders in developing your strategic solutions, especially nurses on the floor. Think beyond your standard approach. Consider all options before deciding what works best for your organization. Are hiring bonuses viable? Will they help build a long-term, stable nurse team? What role will international nurses play? How will you measure the effectiveness of your strategies?

6. Boomers versus Millennials
By now, we all know that these two very different generations communicate, work and think, well … very differently. But, what does that mean to your organization and how have you prepared your nurse team? Developing relationships outside of our comfortable, niche groups is not natural for most adults – especially Boomers. After all, we've spent a lot of time developing certain styles and patterns, and we appreciate those that think the same. Without sufficient motivation, that will not change. Boomers must look beyond "the lack of work ethic" they see in younger counterparts, and Millennials must think beyond "Boomers just resisting change." To maximize each generation's contribution, your organization must help facilitate the dialogue that fosters understanding and appreciation for each group's contribution. Only then will you have a fully functioning, cross-national team.

7. Overly aggressive competitors
A client located in one state complained to me that, when he thinks he's winning the nurse-shortage battle, a competitor from a neighboring state stakes out in a nearby hotel, and recruits and interviews his nurseries – offering hiring bonuses and better work schedules. My response to that is refer to items 1 through 6 above.

New Businesses Are Just Like Babies

Have you ever noticed how some women get super excited about other women having a baby?

The minute they hear their friend is pregnant, they start planning the shower, thinking of colors and games, gathering all of the info they can so that the mommy to be knows that everyone is thrilled she is bringing a new little life into the world.

I get the same way whenever someone, especially a woman, tells me that she is planning to open a new business.

If she whispers to me "I've decided to start freelancing on the side", it's just like telling me, "We've decided to start trying!"

I love small business so much, I always want to burst open whenever anyone around me catches the fever.

I often go overboard with my ideas for them, their launch, their logos, their marketing plan, possible expansion strategies, how they organize their workflow … you name it. People have stopped me mid sentence lots of times. But I just get so darn excited. I can not help myself.

I tell's a sickness!

I became a small business owner before I became a mother. After thinking about both babies and business, I realized that they are very much alike:

1) They both keep you up at night – Just like a little newborn that demands care and attention from it's exhausted, loving mother, a new business that inspires you from the gut will wake you up at two in the morning with ideas for any aspect of it. And it will not matter that you're tired!

It will demand that you care about it's every detail and push you to organize and plan all of them.

You will dream about the type of office bathroom experience you want your employees and customers to have. (yes … it is that serious!)

You will see your sign in your sleep. You will think of taglines and pitch ideas constantly. You will imagine what people will say about doing business with you.

You will be so in love and thrilled and full of passion, weeks will pass and it will only be then that you notice you have only slept three hours a night ten days straight. But you will not care!

That is what the initial drive feels like. Those special moments feeding your new little one in the still of the night are special for a reason. When babies and businesses are new, they pull forth an energy in us that is so seemingly endless, the likes of which we do not see in ourselves at any other time or for any other reason.

I love this aspect of the newness and I think that is why I prefer working with people in the start-up stage … I guess I become their 'entrepreneurial midwife'. I love the energy of the newness. The passion that people have, it just brings out something so beautiful and hopeful in them. You can see them in a pure way because you see their dreams. It's gorgeous and so, so special. And that drive to take care of everything in the beginning is just as special.

2) They change your life immediately, but it is for the best – No more staying out too late … less time to socialize with old friends (qualifier added: old). You've got someone to get home too!

I remember being an avid party rebel back in the day, before things all changed. It used to be very easy for me to go all day being as unproductive as I wanted to be and then top out the night with all kinds of distractions till dawn.

But things changed and it was definitely for the best.

Just like going out is harder because you just can not tear away from that beautiful new little face and those edible fingers and toes (and infant shenanigans are so much better than any TV I've ever seen), a new business will take over your social life. But usually, this is for the better.

You start to feel the feeling of fifteen other words, time becomes super precious as you become more internally aware of it. You can sense it. Because of this, you will become a lot more productive and focused, because you do not want to waste a moment. Moments are now precious and then, you procrastinate a whole lot less.

And oh boy, when you see it take it's first steps (launch a new product) or say it's first words (marketing the first time where prospects actually connect), all of that productivity yields that you're changed your life in this way. (Let's not even talk about the first poop – or when the first client pays you money!)

But here is the main reason that this is better for your life: as soon as you see how productive you are becoming, you only want to enhance your productivity. You do not want anything to slow your roll. Do you know what this means? It means you start to protect not only your time, but also your 'bubble of influence'.

Your 'bubble of influence' or the people you tend to hang around, morph into a crowd that makes you better (parent and business owner). You will only want to be around people that encourage your new lifestyle and you will start to see and avoid those who discourage it or folks who are negative and always doubting you and your every move.

The 'old' friends start telling you how they do not see you anymore and how you've changed and that they do not know you anymore.

They are right … they do not. And, in the words of Martha Stewart, it's a good thing!

This is always a better way to live, for the sake of the babies and your business growth! Becoming more protective of your time and space allows all good things in your life to grow.

3) They both make you see the future in a way that you have never considered before – I enjoyed my life prior to becoming a mother and I had lots of fun and lived in quite a careful way before starting my first venture. I did not have a lot of worries about my actions affecting other lives or if I took a day off it was my prerogative, etc. My future was going to be just an extension of the present.

Maybe the backdrop or location would change. Maybe some new cast members would evolve in my life movie and its post-trauma sequels.

But my future, though I always had big dreams, was not really solid until I was, what they call in poker, 'all in'.

Now, it was not that it could not be. Lots of folks I know who have decided to not have children are choosing to live a life headed for a future of greatness and impact.

That will be their baby and only real plans and real goal achievement will get them there, along with support, focus and true productivity.

And that's the real truth of the matter – ideas and dreams are very different from real plans and real goals.

There are too many 'want to be's' and not enough brave people who execute and actually decide what their future will really include. There is an indescribable shift of commitment that can not be denied once a person is 'all in'.

Immediately following your admission into parenthood and entrepreneurship (the FOR REAL entrance – not the fake 'I want to someday' stuff) you will see your future differently.

Ideas and dreams become your coach, inner guidance and your project manager. Time is not just passing. Time becomes your supervisor, managing the checklist for all of the items you have laid out on your blueprint specifically for that year and that month and that week.

Things get done.

And when you keep accomplishing all you set out to do, whether big or small, you become convinced that anything you WANT is within your reach.

So you start wanting more … and dreaming more. You get around others to talk about ideas and more dreams, which become projects naturally … and then you realize:

'if I set the goal for (insert your personal' good money 'goal) in sales per year, I can do (fill in the blank) and (fill in another blank) and even (fill in a big blank here)! This can really happen! I better get myself ready, because the way I am rolling along, this is going to be real … wow. '

Now, just stop for a second and consider the gravity of this shift in thinking. From: 'that would be nice if it happened' to 'this is really GOING to happen and it looks like it is on it's way to me.'

That's huge.

When that baby starts understanding things, connecting things and really learning things for the first time in front of your very eyes, it's not just cute. It is a confirmation of levels of development. It is really important that you see your baby is connecting the dots … for it's future.

Their future will be your future.

That is why the things you see for your own future now HAVE to happen and you become so sure they will. Your future will include so much more than it did before the Big Change, things you never thought about for your life before the Big Change. You enjoy the present but you are aching to see the future unfold with all of the new ideas and dreams, developments, life just gets sweeter.

Harder but definitely sweeter!

Babies and businesses are creations that evolve anyone willing to commit to them.

But you have to be committed.

Want to know why? Reread this post ~ 🙂

Are Your Managers Ready for Generation Y Employees?

Generation Y or the "Internet Generation" will dramatically change every aspect of your business in the next five years!

Change will be constant, rapid and revolutionary. Want proof?

First, the Massachusetts Institute of Technology is putting all of their 1,500 courses on the Internet. MIT believes that the "disclosure of knowledge and information can open new doors to the powerful benefits of education for humanity around the world." That means students, educators and self-learners will be able to audit these courses when and where they want.

Second, Bob Lutz, General Motors Vice Chairman, has a blog to communicate directly with his customers. It is an invaluable way to get important information out to the market. It is also a vehicle for timely and accurate feedback. Other GM executives are setting up blogs to talk directly to and get information from their employees. By comparison, Microsoft has over 1,500 customer and employee blogs.

Third, YouTube is an Internet overnight success story. It allows people to upload and share videos over the Internet. To date they have 100 million videos on their site and receive another 65,000 per day. The company was founded in February 2005, and was never profitable. Yet, Google understands the potential of their technology and purchased the company nineteen months later for $ 1.65 billion.

While Gen X employees understand Internet, multitasking and instant communications, Generation Y members excels at use of these three tools, and they will use them to transform business. They will challenge every aspect of the workplace.

How do the different generational employees look managers?

B oomers: The boss is not always right, but the boss is always the boss. I will put in long hours to get ahead. If necessary, I will do so at the expense of my family.

Generation X: The boss is not always right, but I'm not going to be here very long. I watched my parent's jobs being downsized or outsourced so I do not have the same loyalty to a company they did. I'm not married to the company; I value my life outside of work.

Generation Y: The boss is not always right, but are they open to new ways to do business? Events like 9/11 and the Columbine High School shooting have taught us that life can be fleeting. The Internet as exposed us to new ways of approaching life and work. I want to flexibility, to be valued for my ideas and my work and I want time off to volunteer.

They are called Generation Y, as in "why," because they are constantly questioning the status quo. They are almost as large as the Boomer generation and are over 65% larger than the Generation X group. In the next twenty-five years 80 million Boomers will be retiring. As the Boomers retire, the Gen X employees will become the Gen Y's managers. However, because of their sheer size Generation Y will be the overwhelming influence in the workplace for the next fifty years.

Generation Y fully embraces technology. Today's twenty-year-old college graduate was only five years old when the Internet was developed in 1992. They have always had the world at their finger tips. They grow up with instant messaging, text messaging, cell phones, iPods, PDAs, MySpace, YouTube, multitasking and blogging. They think, and act, in terms of instant communications. While Gen X employees understand and used these vehicles, Generation Y is totally immersed in them.

Baby Boomers changed the culture on civil rights, woman's rights, and gay rights. Their world was shaped by the Cold War. The members of Generation Y were born after the Civil Rights Act was passed (1964), the gay rights movement started (1969), the first woman sat on the US Supreme Court (1975), and the Berlin Wall came down (1990). The struggles many of us remember are accepted facts in their world. Generation Y individuals overlap diversity as an accepted norm and until recently knew nothing about war. Their world has always included diversity.

Each of us has memories of some recent tragic events: the Oklahoma bombing, the Columbine High school shooting, the World Trade Center bombing, and three wars-Iraq, Afghanistan and the War on Terror. If you were a thirteen to fifteen year old, how would these events shape your thoughts about the future? In a practical way These Generation Y's remain optimistic.

Generation Y members are group-oriented, confident, goal-oriented and civic-minded. They have a more worldly view than Generation X'ers. These new employees have been coddled by their parents. As children they received trophies for simply participating on a team. Parents told them were special and capable of doing anything. Their non-school activities were scheduled (eg, karate, soccer, etc.), and their parents were not afraid to call a teacher, coach or boy Scout leader if they did not think their child was being treated fairly.

Generation Y kids have been raised with instant communication, unrealistic feedback and rapid decision making as the norm. They believe they have the world in the palm of their hand. And, with their knowledge of today's technology they do.

So what can your managers do to get ready for Generation Y employees? Generation Y employees want to be heard and valued by their company when they start with your company. They place a high value on family and flexibility and will volunteer their time to cause them feel are important. They are fearless and not intimidated by titles or corporate organizational charts.

They love variety and are not afraid of change. If they think they have a good suggestion they will take ownership of the idea. And, they will not be afraid to take the idea up the corporate ladder to be heard.

Successful companies must find ways to harness the new employee's talents, integrate them into the company and turn ideas into a competitive advantage. Progressive companies understand that learning is a two-way street. Generation Y employees will revolutionize internal and external communications. Companies have a lot to teach the Gen Y's, but they have a lot to learn from them also. That will be difficult in rigid, highly structured companies.

Jack Welsh, former CEO of General Electric, stated that "… ebusiness knowledge is usually inversely proportional to age and rank." Hiring, challenging and retaining good employees have always been the hallmark of successful companies.

Successful companies today must develop a culture of learning, sharing and embracing change. They will employ two-way mentoring, blogging, new training platforms, and new ways of hiring and promoting people.

Training Generation Y employees will change. Boring, all-day seminars will become less frequent. Generation Y employees will text message their friends during those seminars. They need the information in the seminar, but companies will have the training available in different platforms and in smaller "bite-sized" portions. These training modules will be downloadable to an employees' Blackberry, iPod or computer. The employee will view the sessions at home, or on a plane or listen to them in the car driving to an appointment.

This is an exciting and dynamic time for business! Change will be constant, rapid and revolutionary.

Generation Y employees will change how we look at hiring, turnover, mentoring, performance reviews, employee orientation, retention issues, and how we communicate with our employees and customers. Are your managers ready for this new employee?

Questions for Discussion:

  1. A new employee takes approximately six months to "learn the routes," and they will probably leave the company within four years. How will your managers take full advantage of the Generation Y employee's creative energies?
  1. What systems within your company need to be reviewed to take advantage of these upcoming changes?
  1. How can you dramatically change the way you communicate with your customers and your employees?

Nursing Shortages to Worsen As Baby Boomers Age

Many baby boomers hit an important milestone last year. Those earliest boomers born at the start of 1946 turned 70, and are now turning that age at a rate of 10,000 people per day for the next 18 years. The Census Bureau also indicates that for the first time in history the aging populations of 65 and older will double that of children (ages 5 and under) worldwide within the next 3 years. This has broad implications on health care and nursing, both now and well into the future, especially as there is already a shortage of nurses.

As the nursing industry deals with this worrisome shortage. * Nursing schools are trying to meet the demand by expanding their programs and offering accelerated coursework; however, it is still projected that there will be a massive scarcity of Registered Nurses (RNs). So where will these shortfalls happen? What states, people and fields will be affected most?

The Growing Problem

According to the American Association of Colleges of Nursing (AACN), the demand for RNs in the work is expected to increase 16 percent to 3.2 million jobs in 2024, one of the highest of any industry in the US Unfortunately; 1 million RNs will be reaching retirement age in the next 10 to 15 years. So, who will replace these retirees and make up for the anticipated demand? That's not clear yet.

Educating Nurses

The AACN reports nursing schools across the country have only seen a 3.6 percent increase in enrollment, where near enough to meet the planned demand of nurses in the coming years. Compounding the problem is the lack of qualified faculty. The AACN reports 64,067 qualified nursing school applicants were turned away in 2016 due to a lack of faculty.

Shortages by State

Who will feel the nursing shortage the most? By 2025, several states will experience the brunt of the nursing shortage according to Becker's Hospital Review including: Arizona, Colorado, North Carolina, Maryland, Nevada and Washington.

Shortages by Specialty

Certain nursing fields will suffer larger shortages than others because they are the fastest-growing fields by 2022. These fields, according to Nurse Journal, include: nurse midwife, nurse practitioner, nurse anesthetist, clinical nurse, psychiatric nurse, trauma nurse and travel nurse .

Traveling nurses are – and will continue to be – one of the highest fields in demand, particularly in certain major US cities like Los Angeles, Denver, Seattle, Atlanta, Minneapolis, Houston and Chicago, as reported by LRS Healthcare.

Preventing Tooth Decay in Babies and Children

The statistics concerning tooth decay in children are an eye-opener for many parents. It is estimated that 5 percent of babies will exhibit some form of tooth decay by the age of 9 months while 15 percent will have cavities by the time they reach their first birthday. The rate increases with age so much so that approximately 40 percent of children 12 years of age and older will suffer from moderate periodontal disease.

With such poor statistics, the obligation of parents to prevent tooth decay in their children can not be overemphasized. After all, parents must serve as role models and look after the welfare of their children when it comes to matters of health, of which dental health is a big part. Keep in mind that good dental health is closely associated with good nutrition, good immunity and good mental well-being.

Start During Pregnancy

What many mothers do not realize is that good oral health starts from the moment their babies are conceived, both for mother and child. This is because strep bacteria from dental diseases can be transmitted from the mother to the baby in the womb. Thus, pregnant women are advised to practice good dental practices before and after delivery.

Upon birth, your baby will pick up the strep bacteria from the genitourinary tract while pick-up of said germs after delivery happened from kissing and direct contact with infected saliva. Studies have proven that mothers with frequent strep oral infections because of poor oral hygiene are more likely to infect their babies. Thus, in preventing tooth decay among infants, the mother must be very conscious of dental health.

Breast Milk and Infant Formula in Caries

The most significant modifier in the prevention of tooth decay in babies and children is their diet. Breast milk per se will not lead to tooth decay until such time that solid foods are introduced, in which case, dental hygienic must then be introduced. However, when your child is bottle-fed and carries a filled bottle in his mouth during the day and sleeps with one in his mouth at night, then there is a higher likelihood for inviting tooth decay and the strep bacteria into his mouth.

Alas, when your baby is on a solid food diet along with breast milk, research has unexpectedly shown that it is 10 times more likely to cause cavities than infant formula! Regardless of whether your baby is on breast milk or on infant formula, you must ensure that your child's teeth undergo several cleaning times each day preferably with a soft toothbrush, provide the appropriate fluoride toothbrush and start professional dental checkups starting at 1 year of age .

Start Early with Good Oral Hygiene

Of course, the best way in preventing tooth decay among children is to start them young on good oral hygiene. You have to teach them how to brush their tea after every meal, use dental floss to clean between the teeth and eat only nutritious food. Sweets like chocolates, candies and soda must be kept to a minimum since their sugar contents are magnets for caries.

It is your responsibility as a parent to ensure that your child adopts healthy oral hygiene at an early age. This way, you are assured that they will be able to take care of their teeth even without your help.

Teenagers – Inside the Teenage Brain

Recent research on the human brain provides parents with shocking new evidence to possibly explain the sometimes irrational, illogical and impulsive behavior of teenagers. Brain researchers can now scan the live teenage brain to observe and examine why these curious and perplexing creatures make so many impulsive and egocentric decisions, that may sometimes lead to risky behavior.

As it turns out, brain development during the teenage years is radically more active and dynamic than previously thought. During these years, the part of the brain that requires a person to make responsible decisions, understand consequences, and process problem-solving is under heavy construction, and much of the time dysfunctional. Even though the brain is almost physically mature, the gray matter in the thinking part of the brain (pre-frontal cortex) is still making connections . So teenagers are left with most of the information reaching their brains being processed in the emotional part (limbic system).

Information processed in the limbic system, without benefit of higher level processing in the pre-frontal cortex, may result in impulsive, egocentric, and possibly even risky, behavior. Because of this ongoing construction in the thinking part of the brain, a teenager is, many times, not capable of fully processing information that is necessary to make responsible decisions. Combine this brain challenge with a teen's temperament, maturity level, developmental stage and environmental impact, and it begins to become understandable because parents may find this time so exhausting and frustrating.

Realizing that major construction is going on inside the pre-frontal cortex of the teenage brain does not excuse inappropriate or irresponsible behavior from the teen. But understanding the teenage brain is crucial to figuring out how to interact with it. For the teenager, this time in his or her life can be a creative and emotional roller coaster ride with plenty of thrills and chills (and maybe some spills), but for parents it can be just nerve-wracking and terrifying. Healthy communication and effective discipline are what a teenager needs to help navigate this important time, especially since the brain is not yet necessarily ready or capable to face all of the inevitable challenges, without support.

Each interaction with a teenager will affect the development of his or her brain, helping the teen make connections in the pre-frontal cortex. During this time of heavy construction, the teenage brain needs focused and intentional support and teaching to help form and solidify these hopefully healthy connections. Parents can benefit from the understanding that there's much work that can be done while the teenage brain in still under construction and with proper perspective and effort, a teenager can learn to be less impulsive and egocentric, and make better and more responsible decisions.

As parents decide how to more effectively communicate with the developing teenage brain, it's vital to also consider who a child actually is, and what kind of parenting styles the child is exposed to. Most of us are the result of an even dose of nature and nurture, and understanding the nature of who a child is, and how his or her surroundings have affected that child, can help parents formulate more effective techniques when facing challenging situations during the teenage years.

The nature of a teenager is a complex and fascinating combination of temperament, stage of development, personality, maturity level, and social connection. In addition, parents need to consider the teenager's emotional health (self esteem) and relational health (to what degree have the teen's closest relationships positively affected his or her development).

And then there's parenting styles. Healthy and effective parenting (described as authoritative), can help the positive development of the teenage brain. Using healthy communication tools like active listening, reframing, timing of teaching moments, I-messages, etc. and effective discipline tools like healthy limit setting, consequences, picking and choosing battles, few rules, etc. can greatly help the teenager's pre-frontal cortex develop solid connections to enable responsible behavior.

For more information on understanding the complex nature of who a teenager is, how his or her brain developments and processes information, and to practice new and easy-to-learn healthy parenting tools, please visit:

© 2008 Marty Wolner, BA, CPE, ICF, PACA

Alzheimers Prevention and Brain Health

First I want to assume that you are reading this because you are starting to worry just a little bit about your memory and the possibility of Alzheimers later in life. You're not the only one-there are 72 million baby boomers taking turns on line every day looking for information, help and hope for the Alzheimers prevention. You may have noticed long time friends or people at work maybe your own spouse decline right before your eyes. It's more than a little scary knowing you could be there too; so we look for answers.

Brain fog is not necessarily an indication of Alzheimers, Age Associated Memory Impairment (AAMI) or any form of dementia. But it is a good indication that your brain health needs attention. It could be that any number of things or a combination of things could make all the difference; but it is up to you to take action. Clearing up the brain fog could very well be the first step in Alzheimers prevention.

A recent study of baby boomers concluded that 62% share Alzheimers as their biggest fear of growing old. Not heart disease, not heart attack, not stroke, not cancer but Alzheimers. I found myself in that group. I also discovered that among doctors, men and women who see more pain, suffering and disease than any other segment of the population, they would prefer anything to Alzheimers.

Alzheimers is characterized by elevated levels of beta-amyloid peptides that cause plaque to build up in the brain. The plaque causes the neurons to shrivel and tangle (fibrillary tangle) which results in the synapses from firing neurotransmitters to relay information through out the brain.

The increase in this disease among people under 65 is increasing at an alarming rate. Alzheimers prevention is the only course of action we can take at this point as there is no known cure for the disease.

So do you bury your head in the sand and hope you get to dodge this bullet or do you take the necessary steps to be healthy and mentally alert your entire life? The good news is that what you do to enhance and improve the most important organ in your body will enhance and improve your entire body. BUT if you think that this disease is just inevitable to some people keep your affairs in order it may become a self fulfilling prophecy.

If on the other hand you want to reduce your risk and increase energy, focus, concentration, memory and overall brain fitness here are several steps to take to make that happen.

First change your diet: there are some foods that do so much to create and maintain brain health they have to be included in a brain healthy diet. Eat whole grain foods that contain the bran, germ and endosperm. Eat apples, yes; an apple a day does keep the doctor away. Include more berries in your diet, all sorts, but the darker the better.

It also turns out that fish really is brain food you should eat fish 3 to 5 times per week; salmon, tuna, herring etc. And remember the tough vegetables- cabbage, broccoli, cauliflower and Brussels sprouts. Yes I know- you hate that kind of stuff- but you are an adult now and Alzheimers prevention is your objective.

On the other hand if you have been avoiding nuts because of the fat content you can quite worried nuts are good for you, the right fat, good slow metabolism, they help you feel full. Along with nuts include all kinds of dairy products but make them low fat when possible.

Eat more greens, the darker the better, spinach, turnip, kale etc. Yes I know …. But remember who you are and what your objective is. Add soy to your diet, it's especially good for Alzheimers prevention.

Sweet potatoes, one of natures most perfect and complete foods over all, is particularly good for brain health. So do not save then for the Holidays; eat them often.

Beans and legumes, there are many varieties and they are all very good for you and good for your brain. Tomatoes are another incredibly healthy fruit for over all health, especially the brain.