The LuxMob Info Tags

Still don’t believe anger kills, and stress ages you? In a
recent study re: Alzheimer’s disease (AD) the psychological
assessment included these questions: “I am not a worrier,” “I
often feel tense and jittery,” and “I often get angry at the way
people treat me.”

The study included 797 individuals with an average age of 75.
Research has proven that chronic stress is associated with
changes in the hippocampus (an area of the brain), as does
chronic depression, and problems with learning and memory.
Researchers therefore suspected that people who frequently
experience psychological distress might be at increased risk for
AD. Their suspicions were confirmed.

Participants were also tested on episodic memory, as impaired
episodic memory is a symptom of the disease.

According to the study, reported in PsychiatryMatters.MD, “over
an average 4.9 year follow-up, 140 individuals were diagnosed
with AD. In addition, those classified as being highly prone to
stress (90th percentile) were shown to have twice the risk of
developing the disorder as those in the lower stress catefory
(10th percentile).”

Further, there was a greater than 10-fold increase in episodic
memory decline. Episodic memory is the recall and recognition of
events, where as non-episodic memory is factual memory and
implicit memory (things you “just know”).

“The results suggest that chronic psychological distress is a
risk factor for AD and that this association probably reflects
neurobiologic mechanisms other than the pathologic hallmarks of
AD,” said lead researcher, R.S. Wilson, in the journal Neurology.

More evidence for the need for emotional intelligence, stress
management and resilience. Source Neurology 2003; 61: 1479-1485
http://www.neurology.org/cgi/content/abstract/61/11/1479

As I try to explain and describe the power of cooperation in
workgroups, I often get lost. Networking Cross-Over is far more
easy to visualize as it has innovative and intuitive parts to
turn efforts to success!

As references to aproach this area I bring the work of Carl
Rogers and Harald Swedner. They made a giant effort scaling down
their discoveries to its essenscial and cognitive structures,
“decoded” to let us access the cumulative effects and synergies
in networking with the experience being present in an designed
dynamic and close encounter of a motivated group.

The interactive and reflective components in these designed
meetings, force real needs to co-function instead of hidden
motives and false expectations that will limit the perception.
Dealing with missions more or less with “brains off” (to let EQ
join common sense) may boost the process to spin-off. That is a
good reason for developing network strategies.

This level is required to recognize and identify the best mix of
options for any given occation. To optimize the alternatives and
secure constructive attitudes, we go crossover culture, borders
and branches. Your treasures need a Network!

A reflection over dynamic groups

To boost motivation and make the outcome accellerate and spin
off? Have the advantage participation in a designed workgroup,
supported by an extended network. This magic covers most skills
used to create the best tools required to consolidate your
businessplan and prepare for extensions.

People are by definition marginalized though they possess equal
capacity as a referencegroup. They are not allowed to access
main social arenas through sofisticated and embedded systems and
subsytems producing “dropouts”. The influence and power to
define the codes , rules and conditions is of course all the
members privelige.

That’s why we choose the strategy to ignore conventional
roadmaps in favour of become aware of unexpected paths and turn
hidden space visible. This approach generates far more
opportunities waiting in the unknown terrain and pardoxal
directories. Children got that magic finding an exiting position
under a table. Hidden and forgotten space! The Crocodile lives
most of the time, waiting for an opportunity to strike from its
hidden space.

Lots of new ways to discover, new knowledge to share and more
experience to add. The proper tools will be invented and
produced as a result of the evaluation and reflection processes
and methaprocesses that follow systematic interventions and
actions as creating values.

Mcleodganj

There have been many studies on the different so-called stages of dying including, of course, the famous Kubler-Ross study and that of Debbie Messer Zlatin, but few, if any, have offered much insight into issues involving the relationship between hope, dignity grief, and mourning. Suffice to say I have always adhered to the theory that the totality of a person’s life as well as his or her own personality and experiences will influence their particular way of coping with impending death.

Obituaries often state that a person passed away “after a brief illness………..” but those words cannot begin to tell the real story, for they fail to state how unexpected the illness was or how valiantly the battle was fought. . Nor do they mention that there may have been different phases to the “brief illness,” phases or stages that may have involved a frustrating roller coaster of buoyant hope and deep despair; stages that may even have required emotional preparation for excruciatingly painful and potentially guilt-ridden surrogate decisions involving the life and death of a loved one; stages that may even have required such a decision to be made. No, obituaries don’t tell this story.

Those who have faced this know that at that dreaded point in time when “reversible” becomes “irreversible” and when “non-terminal” becomes “terminal”, the stairway of hope has diminished and the roller coaster has come to a slow, albeit final stop. But also at this point, another and more definitive phase can be engaged, one in which the transition can offer a new stairway that focuses fully on preserving dignity for your loved one, and while grief overrides all, this effort to embrace dignity can perhaps mitigate the depth of one’s own sense of grief.

There are many ways to do this. if one elects the assistance of hospice as I did, the overall comfort and supportive environment provided by the “angels” who perform their miracles there can be of enormous help. Here the mere presence and closeness of visiting friends, family and loved ones can be supportive and comforting; here tears are shed without shame; here life’s joyous memories are recalled and related; here deeply personal and quiet conversations affirm love, affection and closeness; here intimate and tender whispers of love are exchanged; here prayer and expressions of faith offer comfort; here final “see you latter’s” are poignantly made; and here the final passing is achieved with dignified peace and hands held softly together.

But then, after the burial or memorial, grief tends to set in even more sharply. Someone I loved, is now gone from my life; a piece of me has been torn away from my very fabric and the painfully deep wound must be healed. Grief and mourning are ways by which my mind can heal this hurt. Like snowflakes, these are intensely personal and unique experiences. Grief is a person’s internal experience, thoughts and feelings related to the experience of a great loss, while mourning is the outwardly expression of this grief. Through this expression, we gradually come to accept the loss. For us to go on with our lives and once again care about others……… although with all the risks we have now so painfully learned about…….. we need to let go of those we love who are no longer with us. We need to let go.

But stages of grief often do not occur in any orderly progression. Depending on the situation and the persons involved, one may not even experience some stages, or may move in and out of the same emotional state several times. One thing is certain, though, there is no easy way. Some are stoic and appear strong, others are intensely emotional. Some celebrate or memorialize a person’s life and accentuate the positive. Others never accept death or elect to attach themselves to denial. Some choose to suppress their grief, others share it. Some can never find resolution, others get through it remarkably well. Some turn to grief counselors, others go it alone. Many turn to their faith or spirituality. Some deal with introspection in order to find answers. Some, like the writer Joan Didion, bury themselves in their work or write about it and attempt to articulate thoughts and feelings that many of us would rather not deal with. And when death is unexpected and sudden, grief can truly be more profound…….though even when the death involves a long expected release from a painful illness, it can still be a profound experience and a stark realization of just how fragile and impermanent life is. As Ms. Didion struggles with in her new book, “The Year of Magical Thinking,” sometimes there just is no way to understand the overwhelming nature of grief nor the illusion of one’s control that the random, sudden and scary nature of death can strip away.

On a personal level, I would never, ever begin to suggest a panacea for grieving. There is none. I know, however, that it was helpful for me to move as seamlessly as I possibly could from the highs and lows of hope to the many tasks and issues associated with ensuring that an appropriate degree of dignity could be achieved and preserved for my loved one.

I also know that sooner or later, there will be a deferred effect regarding my own profound issues of loss. How I achieve resolution remains to be seen, but in so doing I shall not delude myself by trying to make any sense out of the senseless.

“Like a bird singing in the rain,
Let grateful memories survive in time of sorrow.”

Robert Louis Stevenson

Ted Sares, PhD, is a private investor who lives and writes in the White Mountain area of Northern New Hampshire with his wife Holly and Min Pin Jackdog. He writes a weekly column for a local newspaper and many of his other pieces are widely published.

Anxiety and panic disorders are the most common emotional disorder. It is reported that one out of every 76 people worldwide will experience a panic attack in their lives. Each year around 1/3 of American adults have at least one panic attack while most of these adults never develop repeated panic attacks. Only 21% of people who ever suffer from anxiety and panic attacks reach out for professional help.

Do I have Anxiety and Panic Disorder?

The truth is if you experience one or several of the following symptoms, it is very likely that you have it: heart palpitations, sweating, trembling or shaking, sensations of shortness of breath or smothering, feeling of choking, chest pain or discomfort, nausea or abdominal distress, dizziness or light-headedness, derealisation or depersonalisation, fear of losing control or going “crazy”, fear of dying, paresthesia, and chills or hot flushes.

What you don’t know about Anxiety and Panic Disorders

We receive thousands of emails via our web site from anxiety, panic attacks, phobias, Post-Traumatic Stress Disorder (PTSD) and Obsessive Compulsive Disorder (OCD) suffers every month. What is very apparent from most of these is that people have a lot of misconceptions about anxiety and panic disorders. In order to cure them we need to know some facts about them first.

Firstly, anxiety and panic disorders are NOT mental illnesses. They are just behavioral conditions stored as memory, instinct and habit in the Amygdala, an almond-shaped set of neurons inside the brain. The National Institute of Mental Health has confirmed that conditions such as anxiety, depression, autism, PTSD, OCD, and phobias are caused by abnormal functioning of the Amygdala.

Secondly, anxiety and panic disorders conditions CAN be eliminated 100% permanently, contrary to what most believe. We already know that stress, bereavement and life circumstances are just the triggers for the anxiety and that Amygdala is THE cause. If we can change the way the Amygdala reacts, you’d be anxiety free. The good news is we can change the reaction of Amygdala quickly and permanently with immediate results.

Please visit our Anxiety Panic Away website listed below for more information on how your can permanently cure anxiety and panic attacks so you can make an informed decision as to the best course of treatment that would best fit you.

Nicholas Ahern is an expert in Anxiety Disorders and Panic Attacks and the Webmaster of AnxietyPanicAway.com . Get free articles, tips and product reviews on Anxiety and Panic Disorders at:
www.anxietypanicaway.com

Why are certain persons more successful than others in their personal lives and in their professional environment? Some are perhaps very successful at their homes, having good relationships with their spouses and children, but having many communication problems in their office: problems with bosses, but good relationships with co-workers or vice versa, good relationship with the bosses, but conflicts with other managers and subordinates. Others again are having good relationships at the office at the expense of their marriages and family life: too much time is being spent at the office and the family at home is being felt ignored and left behind.

The root cause of the problem is communication or to be more exact: effective communication. It is actually surprising that a lot of communication is going well most of the time. However, if a communication problem happens, the question: what went wrong? Usually remains an unanswered question. There are plenty of books, articles and websites dedicated to the problems of communication. Some give scientific evidence of communication barriers and obstacles, but leave finding practical solutions to the reader. More practically oriented recipes are difficult to implement due to lack of time and practice. For example the trait assertiveness: it has become common knowledge that it is important to be assertive in daily life. But how can one be assertive if he or she is introvert by nature? On top of personality (extrovert versus introvert), there is the issue of culture: people from certain countries are simply less extrovert than from other countries.

Wouldn’t is be extremely useful to have a simple formula of effective communication which can be used in all circumstances? I think the following formula would be helpful:

EFFECTIVE COMMUNICATION=
SELF-INTEREST + INTEREST OF OTHERS - DISTUBING FACTORS

OR

EC = SI + IO - DF

Let’s look at the three elements of this formula.

SELF-INTEREST

When people communicate, self interest is probably the main reason for communication. One is far more interested in his or her own interest than in the interests of others. The above formula can actually be simplified even further by simply stating that communication is equal to self-interest. For this reason, communication is rarely effective because one is not trying to find a common ground in interaction processes but merely seeking a way to fulfill certain short-term interests. The most important problem in communication is probably asymmetry. The two parties in question are having different agendas and different interests which is further complicated by asymmetries of, knowledge, power and authority. For this reason, negotiation skills and tactics have become a very important trait of modern civilization. In the old days, physical strength was the determining factor to force the other party to compromise. Thanks to civilization, consensus can now be reached by communication. This civilizing process is basically a shift from a “command and control” communication culture to a “negotiating and persuasion” culture.

This shift has resulted in a greater emphasis on the ability to effectively communicate verbally and non-verbally with each other. This also implies better education in which development of dialogue skills has become the backbone of modern education. One is at a young age already required to be able to express their thoughts clearly in class presentations, essays, reports and not to mention in theses of various sorts in tertiary educational settings.

INTEREST OF OTHERS

The interest of others has probably been the most important issue in many textbooks about effective communication. The ability to listen, to get and give feedback, to control anger (”anger management”), conflict resolution, stress management, etc., have been discussed in great lengths by many authors, scholars, management trainers, etc.

The problem is accommodating the interests of others have become more important with the introduction of information technology and the ability to trade goods and services in cyberspace. True globalization has probably already occurred in cyberspace where a global 24 hour economy has been created where everybody is exchanging goods, services and information all over the world.

Everybody has become a customer! It is important to look at the needs of others as your customer. This marketing concept was first used in transactional settings, but was introduced in learning organizations and now has become an important concept in all corners of life.

The issue of discovering the interests of others has even been infiltrated by non-scientific ‘tools’ like astrology, numerology and tarot cards. Before the discovery of these tools, one was still utilizing (and still is utilizing) many scientific tools offered by psychologists ranging from psychoanalysis, conversation analysis, transactional analysis and the sort resulting in various therapies which might be effective depending on the willingness of the buyer to take it seriously or not.

How can one discover the interests of others? This requires a proactive approach from both parties. Two strategies might be helpful. The first strategy is called the PAIR approval strategy: Placate (listen, empathize, respond with concern); Attend (to the other); Investigate (circumstances details of issue); Resolve (decide on action to take). The second strategy is called the five-step method: listen, respond, decide on action, take action and follow up.

DISTURBING FACTORS

The third element of effective communication is probably the most difficult one: how to eliminate disturbing factors or how to overcome communication barriers. There are basically six types of barriers between people communicating with each other: differences in perception, incorrect filtering, language problems, poor listening, differing emotional states, and differing backgrounds. In order to overcome these barriers, one must be willing to avoid selective perception, condense messages to the bare essentials, use specific and accurate words possible, always verify your interpretation of what’s been said, be aware of the feelings that arise in yourself and in others as you communicate, and attempt to control them.

Communication barriers also exist within organizations. Although all communication is subject to misunderstandings, business communication is particularly difficult. Barriers can be caused by: information overload, message complexity, message competition, differing status, lack of trust, inadequate communication structures, incorrect choice of medium, closed communication climate, unethical communication, inefficient communication, and physical distractions.

There are three distinct moments which can cause many communication barriers in organizations; during negotiations, when dealing with customers, and holding meetings. When you are negotiating, psychological barriers may arise. These psychological barriers may be yours or may belong to the other party. Be aware that people carry some of these barriers and ‘listen’ for their effects. Look for signs of them in the other party (and in yourself) and use your communication skills to ease or lower these barriers. Dealing with customers, in turn, can be very hard because some customers are hard to please and difficult situations can arise. If a high level of service is not provided, the result will not only be loss of business, but often an increase in the number of difficult and even abusive customers. They have not yet been lost. Deal with them professionally. The negotiating process, finally, demonstrates a fundamental tension between the claiming and creating of value. Value claimers view negotiations purely as an adversarial process. Each side stride tries to claim as much of a limited pie as possible by giving the other side as little as possible. Each party claims value through the use of manipulative tactics, forcible arguments, limited concessions, and hard bargaining. Value creators, in contrast, call for a process which results in joint gains to each party. They try to create additional benefits for each side in the negotiations. They emphasize shared interests, developing a collaborative relationship, and negotiating in a pleasant and cooperative manner.

My name is Martin Hahn Ph.D. and I am an industrial sociologist with more than 20 years experience in teaching, management consulting, and corporate training. If you want custom-made advice about communication in your workplace or with non-job related people, please feel free to contact me at martinmim21@hotmail.com. All requests will be handled professionally and your communication problem will be handled in strict confidence.

Millions of workers are at risk because of dust for two reasons; the danger of combustion, and dust-related illness. Dust can cause explosions if there is a concentration cloud of dust and a source of ignition, and it is only through careful management and risk-minimisation that there are relatively few injuries caused in this way in the UK.

Dust-related illness is a much bigger problem for workers, and has been found to be one of the largest occupational killers in the UK. In 2003, there were around 4,000 deaths from industrial illnesses caused by dust such as mesothelioma, asbestosis, asbestos-related lung cancer, and silicosis.

Workplaces where dust may cause health problems
These are some of the places of work in which workers may be exposed to large amounts of dust:

- Mines (coal dust)

- Quarries (silica dust and flint dust)

- Textiles (leather dust)

- Mills and bakeries (flour dust)

- Building sites (cement dust and asbestos dust)

- Agriculture (grain dust)

- Wood-related work (wood dust)

There are 65,000 people who work with flour who are thought to be at significant risk of industrial illness as a result of poor dust control. Over 70 bakeries have been served with notices to improve working practices over the last 3 years as a result of low levels of health and safety regulation compliance.

Dust-related illnesses

Most dust-related industrial illnesses take many years to develop, with people not realising they have them for up to 40 or 50 years in some cases. Pneumoconiosis is the name given to dust-related disease that affects the lungs, of which there are a number, including silicosis and asbestosis. Silicosis and asbestosis cause inflammation of the lungs and scarring of lung tissue, and symptoms such as weight loss, coughing, and severe breathing difficulties may also be present.

Other illnesses that can be caused by dust include:

- Skin conditions

- Eye damage

- Nose damage

- Cancer

- Asthma

How to reduce the risk of dust-related injuries and illnesses
The general health and safety regulations which protect employees from dust include the Health and Safety at Work Act 1974, the Factories Act 1961, and the Control of Substances Hazardous to Health Regulations 1988. There are other regulations which may apply to specific industries, such as The Coal Mines (Respirable Dust) Regulations 1975, that provide extra protection for workers.

These are some ways in which employers can help make a cleaner, healthier environment for their employees:

- Installing an exhaust ventilation system, where dust is removed from the site of generation

- Installing a dilution ventilation system, where dust is spread evenly throughout the area

- Ensuring employees wear proper protective clothing and are aware of the importance of it. Nuisance dust masks are not considered adequate protection by the Health and Safety Executive, with respirators a much more effective solution

- Ensuring employees undergo regular health checks to pick up any early signs of possible illness

What to do if you have been diagnosed with a dust-related illness
A compensation claim against your employer or former employer may well be a possible option, and one that should be explored within 3 years of diagnosis (or of the accident, in the case of an explosion caused by dust).

Employers have a duty of care for those working for them, and if they failed to ensure the well-being of staff and injury was caused as a result, then it is likely the injured worker will be entitled to compensation.

The first step to making a compensation claim is to obtain legal advice from specialists in industrial illness and accident at work compensation who will have experience and knowledge of claims similar to yours. The legal advice should be free and without obligation so you can make the decision of whether to proceed with the claim.

Editorial notes: YouClaim are experts in personal injury law who provide a no cost, no fee compensation service to people in the UK who have been injured through no fault of their own. For more information, please see http://www.youclaim.co.uk or call 0800 10 757 95.

Author notes: Alexandra Gubbins of http://www.youclaim.co.uk

THETA SOUND

The Theta sound is used as a guide to the Theta brain levels. If you want to know how to hear an Alpha or Theta sound can modify your brain levels read The Alpha Centering Sound

Much lower than Alpha (7 to 14 cycles per second) it’s the Theta level (4 to 7 cycles per second), and we can receive great benefits by using this level.

Each time that we activate our mind, it seeks the first place where it can function deductively. If we are meditating at an Alpha level, when we activate it, the brain goes up to Beta, but if we activate it while being at the Theta levels, then it will only go up to Alpha, where we still are at deep levels

The Theta sound can also be used to practice the mind control exercises that are supposed to be done at Alpha level, because as the Theta sound pulses at exactly half the rate of Alpha, it’s easy for the brain to have one Alpha beat for every two beats of the Theta sound.

And since the Theta sound beats at a slower rate, the brain is attracted to a lower rate of pulsing, and makes it easier to remain at alpha.

WHAT FOR DO WE NEED THETA SOUND?

The problems that we want to correct with mind control techniques must be within our reach. Our mind needs to have enough information about a problem to be able to correct it, and if we have never reached the Theta level, then it is closed to us.

Every time that we enter into the Theta level with conscious awareness, that opens that level to us, and puts it within our reach.

And if you learn to master the Theta level, you will be able to control physical pain without taking medicines.

WHAT KIND OF PROBLEMS CAN WE REACH AT THETA LEVEL?

It is said that limiting belief systems could be rooted there because they are usually seeded at an early age.

If a 5 year old child is told that he is stupid, he will simply accept it, because at that age he is not able to react deductively. He loves his parents, he belief in his parents and he just records in his brain cells what his parents tell him.

At hat age, his overall predominant brain frequency will be 5 cycles per second (children frequencies are much slower than adults), so every impression will be made at a very low frequencies.

When those levels come within our reach, then we can program ourselves to reach our goals, and if the limiting belief is rooted in theta, our mind can correct it.

There’s another good reason to open up the Theta levels to our reach, and it is to be able to work over our biological intelligence.

While psychological health problems are rooted at Alpha level (ten cycles per second), biological health problems are rooted at Theta level (five cycles per second).

Theta level is the level that the hypnotists use to have teeth pulled, and even to have surgery, without the use anesthetics.

Our body know how to heal ourselves, but many times they need that we remove the interferences to healing to let nature take care of its natural course.

ORIENT AND THE THETA LEVEL

In mind control exercises we use Alpha level, but do the yogis use Alpha level?

No, they don’t. They use Theta level.

Alpha level is good for a mind that wants to be activated, but Theta level is the level desired for those that want to practice yoga’s passive meditation.

So if you want to practice yoga, if you want to work over your life’s argument or want to practice astral travel. Then you need to master the theta levels, and the easiest way to do it is to practice with my Theta Sound CD

Written by Dr. Roberto A. Bonomi

You will find all that you need to know about, self help, stress control, weight control, stop smoking, mind control, relax, motivation and meditation with subliminal messages at Dr. Bonomi’s web site: http://www.drbonomi.com

What is Stigma?

Stigma is the use of stereotypes and labels when describing someone, and it is often attached to people who suffer from mental health issues. We don’t fully understand how the brain works yet, but one thing we DO know is that it is an organ. Yet our society doesn’t readily accept brain disorders the way we accept other organ disorders. Why is this so?

Stigma is a harsh reality for people who have mental health problems, because it prevents them from enjoying a normal and productive life. So many people today feel uncomfortable about mental health issues, despite the fact that there is growing evidence that more and more people are developing these problems. In fact, many people are so uncomfortable with the stigma that they would rather suffer in silence than get help they need.

Here are a few of the most common misconceptions about mental health problems:

The media has only further fuelled our distorted beliefs about mental health issues. Frequently, characters on television and in the movies that have a mental illness are depicted as dangerous, unpredictable and violent.

What Are the Effects of Stigma?

If you became ill you would go to a doctor. Once you got better, you would expect to get on with life as usual. But it’s not that easy for people who suffer from mental illness. Often, they can suffer from persistent rejections and exclusions by ill-informed members of the community. Some people have been denied loans, health insurance and jobs because of their history of mental health issues. Consequently, these people lose their self confidence and may develop further anxiety or depression, on top of the issues they are already facing.

I witnessed this first hand many years ago, when my brother was diagnosed with schizophrenia. The majority of his friends deserted him; they weren’t able to comprehend or cope with his altered personality and erratic behaviour. Within months he went from being a popular, vivacious and outgoing young man to a shattered, isolated loner. Over the following months, I watched my brother sink deeper into debilitating depression, which ultimately became so unbearable that he took his own life.

What Can We Do?

All of us have times when we feel depressed, anxious or angry. We might even have a series of bad days, where we think that nothing will ever go right for us and the world is against us. For a mentally ill person, these feelings do not go away.

So the answer lies in education and understanding. If you know someone who seems very emotional, down or upset, then lead by example; show compassion and understanding, and encourage them to seek help. And if you’re suffering silently yourself, take comfort in the fact that you’re not alone and that there is hope.

Sonia Devine is a qualified professional hypnotherapist and success coach with a caring and committed approach to healing, who lives in Melbourne, Australia. You can find more of her information on mental health, self image, love, relationships, phobias and much more on her website Manifest Your Success

Workforce experts estimate that the cost of replacing a worker is 1.5 times the annual salary of the worker. To minimize your turnover costs and maintain a productive workplace, employers need to look beyond the salary and benefits.

Work can be a satisfying and positive experience for your employees when their work expectations are being met. Salary and benefits are the obvious compensations that an employee expects from his or her employer, but there are a host of immaterial things that can provide job satisfaction. Whether you, as an employer, are considering a new hire or trying to retain current employees, there are four key factors that can help make work a positive experience.

Environment