The Application of Academic Research


This article will seek to highlight the numerous academic aspects of the martial arts and sciences and how they might be serious interest and value as objects of research by various specialists. It will demonstrate their worth to researchers from other disciplines, providing them with a wealth of potential material to examine, experiment with and catalog. Indeed, they are an extremely rich resource that has, for the most part, been completely neglected, with only a few brave and / or curious even bothering to explore the possibility.

It will highlight the efforts of the IMAS in challenging hard to encourage and promote education, training, research and qualifications in the martial arts and sciences and, by so doing, gradually causing them to become more accepted as an academic subject of very real merit and worth.


Researchers in the following disciplines would find much of worth in the martial arts and sciences:

1. Anthropology

Anthropology is the scientific study of the Human Being, at all times and in all types of societies, cultures, civilizations and situations. The origin of anthropology is to be found in both the Natural Sciences and the Humanities. It asks questions such as: What defines a human being? Why do we tend to have the way we do? And why do we develop particular belief systems?

Therefore, it is quite easy to see from the above that the martial arts and sciences have a great deal to offer this subject specialism, particularly in what is called "cultural anthropology" which is a sub-division that tends to concentrate upon "ethnology" or the study of certain systematic comparisons between different cultures. For example: A well known author wrote and published a definitive work upon the European knight. This book was very well received and, a couple of years later, the same person decided to write another work, this time upon the Japanese Samurai, so drawing comparisons between the two while also highlighting certain differences in the attitudes and behavior of each. (We can see from this example one of the many "crossovers" that frequently occurs between academic disciplines. anthropological text)

The comparison between the different warrior castes and their indigenous martial arts would be a perfectly acceptable study for any cultural anthropologist to embark upon and would no doubt, yield a wealth of interesting data for the researcher (s).

1. Philosophy

Philosophy deals with the life's really BIG questions such as who are we? And why are we here? The meaning of truth and even life itself, Etc. There are many different schools of philosophy, as well as diverse areas of study (Epistemology, Logic, etc.) But, the areas that would be of special relevance in the martial arts would be both Aesthetics (which concerns itself with art) and Ethics (which concerns itself with morals, duty, scruples and generally "doing the right thing for the right reasons)

The martial arts would be most relevant to the oriental schools of philosophy that have their origin in religions such as Buddhism and Daoism, but certain European schools would also find much of interest, in particular Stoicism which concerns itself with the control of the emotions, and the Existentism of Nietzsche, Kierkegaard and Sartre amongst others, that subscribes to the theory that the human being must take full responsibility for the human condition rather than simply blaming it upon "Fate" or "God".

2. Psychology

Psychology is the study of the functions of the human mind. It concerns itself with perception, cognition, personality and behavior, etc. Again, it has many schools (Behaviorism, Cognitivism and Humanism, etc) and specialist areas (such as educational, industrial, etc) However, the martial arts would be of most use to psychologists researching the following aspects:

o Anger Management
o Conflict Resolution
o Stress Control
o Sports enhancement
o Education
o Performance coaching
o Etc.

There is a lot of interest in the way that martial artists utilize certain mental disciplines or "mindset" if you will. The ability to control their mental and physical abilities to the extent where ordinary flesh and bone can be used to break hard objects for example.

The psychology of warfare and the mindset of traditional warrior castes may even be able to shed some light upon the causes and treatment of certain mental health issues suffered by modern soldiers, chiefly, post traumatic stress disorder (PTSD) which causes such a lot of misery to so many. So, once again, martial arts have a lot to offer from a psychological standpoint.

3. Sociology

Sociology is the study of human society and behavior. It encompasss such things as the way society and culture influence the individual and also how individuals manage to find their place in the greater scheme of things and concentrates upon building up a body of knowledge regarding the effect that such things as religious and political beliefs exert upon the attitudes and behavior of communities and society at large.

Up until quite recently, members of local communities maintained quite strong, close relationships with each other. They went to the same school, relaxed in the same bars or cafes, and worshiped in the same church or temple. These days, most of that has changed. Parents will actually up-stakes and move to another area in order to try and get their child in to the school of their choosing, because of the improved transport system, people tend to travel further afield if they want to go for a night out and not that many people are as devout with their religious observances as they were in times gone by. And, even if they are, it is now possible to worship in many different temples and churches, with it being possible to change your conviction, or even your entire religion, almost every week!

Because of this changing social structure, people are now far more independent rather than co-dependent. In the UK in particular, our churches and public houses are shutting down at an alarming rate, so this process is continuing and may even be speeding up somewhat.

In this climate, local martial arts clubs tend to end as bastions of strength in the community. The vast majority are run by local people for local people, and make a very real and concrete contribution to their communities: Martial arts instructors continue to play an important part in keeping their local communities healthy and safer, and can also exert a significant influence upon the children and young people that come to them for lessons. They take part in important events in their local area such as putting on displays at garden parties and fees, and engaging in fund-raising activities for charity, etc. In this manner, martial arts clubs actually help act as the "cement" of their local communities, attracting literally all sorts of people to come together in a spirit of trust and respect. Therefore, as instructors, we must be mindful of this fact: Our field of influence extends way beyond the mat, into the family unit and through the community at large.

Sociologists with an interest in the historical aspects of their science would find much of interest in the martial arts, as wars have always played a pivotal role in shaping the society we live in. The selection, training and fighting arts of the warrior, together with their strict code of ethical conduct, have had a heavy influence not only in the way that wars were gone, but also in how nations ever evolved and came into being.

Therefore, martial arts can prove to be a rich source of both historic and contemporary information to sociologists.

4. Theology / Religious Studies

The martial arts of every country have always been very heavily influenced by certain religious beliefs and philosophies. Even today, it is possible to see the residue of these influences very clearly in not only the various histories of our arts, but also the rituals and traditions that are still so much a part of them. If we look into the historical origins and of many combative systems, we will find monks, practices and philosophers nurturing them and helping them to develop, if not actually inventing them altogether.

Indeed, if it were not for the warrior monks of many cultures and societies, then the martial arts we all know, love and learn today might not have survived at all. This is especially true when we look at such arts as Gatka from India, Shaolin Kung Fu from china, certain styles of Bersilat from Malaysia and Kyudo from Japan. Each of these martial arts is inseparably and indelibly linked to a religious belief and philosophy, with each still retaining certain undeniable aspects of these within their training territory and philosophies. Still other martial arts, such as Thai-Boxing and Sumo wrestling, clearly still bear the marks of theology upon some of their practices, requiring special blessings, prayers, rites and rituals as an integral part of their competitions.

5. Historic

As already stated above: War and religion are two of the sharpest tool's employed in the molding of human culture and society. In this way, it could have argued that the martial arts and sciences have helped to both build and destroy entire empires and nations. Fighting and the use of weapons are so ancient that they actually even predate our own species: The great apes have been shown to demonstrate crude strategy and tactics, as well as modifying sticks into forms of primitive spear. The most primitive of weapons would include the stick, stone and bone, and any combination thereof the martial arts we practice now as a healthy pass time were then, quite literally the tools of the trade. It was upon the battlefield that a great deal of martial arts and sciences have their roots and maintained development, from ancient times up until the present, with people like Fairbairn and Styers researching, experimenting and modifying the traditional techniques found in the Japanese and Chinese systems so that they could be of more efficient use in 20th century conflicts, the Israeli armed forces developing Krav Maga, and the United States Marine Corps with their military martial arts programs of today which aid young marines to prepare for and fight battles, physically and mentally . These constant modifications are a necessary part of evolution where only the strongest survive.

Historians already find much of interest in the martial arts. Here, you have serious researchers who delve into the weapons and armour of bygone eras. In addition, you have very respected institutions such as the Imperial War Museum that actually employ martial artists and masters at Arms to demonstrate their abilities, so allowing the general public a rare opportunity to witness historical combat "up close and personal". Martial arts, then, are actually pieces of "Living History" that allow both historians and the general public a unique insight into the past.

In addition to the above, there are several other disciplines that would find much of interest and worth in the study of martial arts. The very practice of martial arts techniques themselves contains a wealth of scientific application. Anatomy, Physiology, Bio-Mechanics, Kinetics, etc, are all a very real part of any training session. Health and fitness, Sports Science, Teaching methods and coaching all also have their place. It is about time that the martial arts and sciences were acknowledged and accepted as being the rich repository of knowledge that they truly are.


All of the above is already happening (albeit in an extremely sporadic way.) Research papers have been submitted by academics of several students through the past few decades. Even so, there is not enough of this valuable research for martial arts per se to be taken seriously as a subject worthy of stringent academic examination in its own right, with only certain specialized aspects being investigated by researchers from several other specialties. And, it has to be said, the majority of faculty within the Institute (myself included) have, of course, all undergone their academic training and gained qualifications in various academic disciplines other than that of the martial arts and sciences, simply because the opportunity did not exist for us to research the arts we all loved to practice and teach. In a way, this has helped to make our faculty both strong and varied. But, the time has now come for the martial arts to "come of age" as an academic subject in its own right. Indeed, this is one of the main reasons as to why this institute has come into being, and remains one of its primary goals.

Earlier this year, the Institute of Martial Arts and Sciences held its first ever conference. It was a small affair but, never the less several very interesting research papers were submitted and presented. It is held that this research will soon be published so others might gain access to them and perhaps even be inspired to conduct research of their own. In addition, members of faculty permanently work hard at establishing strong links with several other studied institutions and universities the world over, and continuously publishing books, articles and letters in both specialist journals and the martial arts press. So it has already started. The face of martial arts have changed irrevocably for the better, thanks to a scant handful of determined academics, researchers and educators who also happened to be very highly ranked martial arts practitioners. It is those few who have made it possible at last for the martial arts to be studied not only on the mat in a martial arts club, in the sporting arena or even on the battlefield, but also in classes and lecture halls. Martial artists can now also sit academic exams as well as under grading examination tests. And they can gain useful academic, professionally accredited qualifications as well as belts or sashes, and these qualifications mean just as much outside of the martial arts club as they do within it. Martial arts and those who practice them are now beginning to gain the status and recognition they so richly deserve.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Jaimie Lee-Barron

The Role of Project Management Training Companies in Project Management Development


For many years Project Managers learned their trade by experience, typically an Engineer would be promoted to the role of Project Manager and if they succeeded in delivering their first project they would be rewarded with larger more challenging projects (almost until they failed). Organisations, however, found this ‘learning by experience’ approach very expensive, because mistakes made early in a project (such as poor definition of scope or failure to understand risks) can have dramatic consequences during implementation. Since the 1990’s project management has become more recognised as a profession, with widely recognised bodies of knowledge (APM, PMI & Prince 2 methodology) and associated training and certification. An understanding of these frameworks provides organisations and individuals with a structured process for the planning and execution of projects and organisations. Project Management Training has made it their business to provide class room training to teach these methods and support individuals often linked to certification. However organisations and individuals still find the ability to delivery projects successfully challenging.

The aim of this paper is to look beyond training and to the implementation of a learning culture within a world class project delivery organisation.


Training is defined by the CIPD as ‘an instructor-led and content based intervention leading to a change in behaviour’; it often involves time away from the work place in a classroom or equivalent. In many organisations this is the primary form of development for employees.

Learning is defined as ‘a self directed, work based process leading to an increased adaptive capacity’, it involves equipping individuals with the ability to ‘learn to learn’ and possess the capabilities that employers need to build and sustain a competitive advantage. In a learning culture, individuals actively seek to acquire the knowledge and skills required to deliver the organisations objectives. Most individuals learn best from experience and this learning can be triggered by a wide variety of learning interventions which are integrated within the normal workplace. Along with knowledge management, ‘learning’ most definitely holds its place in supporting the longer term development of Project Delivery competence.

Learning Interventions

Training Companies could develop a wide range of learning interventions, including:

Action Learning

The individuals identify a particular project problem, for which they take ownership and define the steps required to resolve it. Colleagues work in learning sets (or groups) to provide support and to challenge each others approach. This provides significant benefit in identifying and addressing specific weakness within the organisation. It can free up inflexible thinking and generate radical solutions. However, clear sponsorship is needed from within the organisations and the solutions can be threatening if radical solutions emerge. Project Management Training Companies can offer support for the facilitation and formation of learning sets within an organisation, providing advice and steering in order to ensure the group maintains momentum.

Blended Learning

It is becoming increasingly more recognised that individuals learn best in small chunks of two to three hours, (school lessons have always been 30-45 minutes). Blended learning, which usually includes e-learning, enables individuals to access information in smaller chunks. Training Companies is proactively evaluating the development and deployment of both generic and bespoke e-learning solutions.

Mentoring and Coaching

Coaching is a one-to-one method of enhancing performance and skills. Coaching is usually organised as a number of short one-to-one sessions over a period of several months, in which individuals are paired with an appropriate coach. Training Companies’s coaching model is a four step process including 1) Setting goals based on reality, 2) evaluating options for development, 3) committing to action and 4) reviewing outcomes. Project Management Training Companies have pilot one-to-one coaching programmes running within Transport for London. We need to evaluate the benefits of these programmes and potential market.

CPD – Continuing Professional Development

Continuing Professional Development supports the ongoing education of project managers ensuring individuals remain up to date. Within the project management community, the APM and other bodies arrange regular CPD events aimed at enhancing an individual’s knowledge usually focussed towards specific knowledge areas (such as Risk, Managing Project Teams etc). Training Companies arranges their own industry specific, regular PM seminars delivered by Guest Speakers and Training Companies’s own consultants. These events generally last for half a day and encourage individuals to share ideas and discuss issues within their own industry.

Within an organisation PM forums can provide a powerful way of debating and discussing issues relevant to the PM community. This can range in duration from 1 hour (‘break and learn’ lunchtime sessions to half day events. Highly bespoke forums can form ‘surgeries’ providing a safe environment for Project Managers to discuss issues. 

Development (or assessment) Centres

In a development centre, individuals take part in a number of job simulations and tests observed by Consultant assessors who evaluate their performance against pre-defined criteria. The APM Practitioner Qualification is one form of assessment centre offered by Training Companies, however the feedback is based on the APM BOK and can be limited and indirect.

Some clients prefer bespoke development centres/job simulation events which focus on the key behaviours important to their own organisation, often involving senior managers from within the organisation as the observers and/or contributors. Training Companies can work with partners who have significant experience developing and delivering management development centres and these will have a pivotal role in any ‘learning’ solution.

Knowledge Management

Knowledge management systems encourage individuals to store, retrieve and make available information which supports the successful delivery of projects. Systems can range from template documents, lessons learned and discussion on key topics, access to key Project Management portals, websites and on-line forums. Project Management Training Companies does not currently support knowledge management systems but is investigating systems to support an alumni community which would have access to such a shared resource.


Class room based project management training is a significant improvement to ‘learning on the job’, providing individuals and organisations with a structured approach to project management. Looking to the future, successful project delivery will require individuals to take the learning out of the class room and apply it back in the day job. In this paper we have identified a number of learning interventions that support the shift from training to learning. Several of these will require significant development effort both in terms of approach and infrastructure. Project Management Training Companies need to seek a client partner to work on these assessing the feasibility of these approaches and define the scope of any Training Companies.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Paul Naybour

The Trapezius Muscle: A Cause of Upper Back, Neck and Shoulder Pain

The lower back gets a lot of attention as one of the leading causes of missed work days, disability and hospital visits per year. Although not as pervasive, upper back, neck and shoulder pain can be just as disruptive as lower back pain.

While sometimes a joint problem is responsible, the most common cause of pain in the neck, upper back and shoulder is muscular. There are a number of muscles in the upper back, the trapezius being the largest. It is triangular, stretching from the mid-spine up to the base of the skull and over to the scapula. Its unique shape makes it responsible for a variety of actions, including tilting the head, supporting the upper body, stabilizing the shoulder joints and serving as a base for arm movements. Since it is located in the neck, shoulder and upper back, the trapezius is a likely culprit for pain in these regions.

If you have injured your trapezius muscle, a number of movements will be painful, including shrugging your shoulders, rotating your shoulders and moving your neck. There are two common causes of neck, back and shoulder pain associated with the trapezius muscle.


Overuse injuries can occur to any part of the body. They are caused by repetitive motions that tax muscles, ligaments and tendons without giving them adequate rest time in between actions. Even light repetitive use of the trapezius can cause an overuse injury. If your job or other activities demand constant movement of a shoulder, the muscle will be contracting frequently without sufficient time to rest between contractions. Rest time is essential, since blood flow depends on a contraction/relaxation cycle. When a muscle becomes chronically tense due to overuse, it does not receive ample amounts of fresh nutrients and oxygen from blood. Chronically tense muscles can develop knots called trigger points that make it even hard for a muscle to relax.

The trapezius can suffer an overuse injury if you use a computer with a mouse throughout the day. Holding a phone between your head and shoulder is another way the muscle becomes chronically tight. If your upper back, neck and shoulder hurt on one side of your body, it is likely that something you do with that side of your body is causing an overuse injury. Being creative about your work station can resolve these types of injuries. For example, using a mouse with a roller ball or investing in a headset or ear bud for your phone would allow the muscle to relax.

You will need to undo the damage done to your trapezius by forcing it to relax. This can be done by self-myofascial release (SMR), trigger point massage or deep tissue massage. See the video at to learn more about SMR for your trapezius.

Postural Dysfunction

We’ve all been told as children to sit up straight, but how many of us practice proper posture at work, at home or on the road? The human body is not designed for prolonged sitting, yet modern life often encourages and demands it. Unless you have a very strong core and pay constant attention to your posture, you likely end up slouching part way through the day. This position entails hunched shoulder and a forward head.

Consider what happens to the muscles in the chest when held in this position. The pectoral muscles in the chest and the teres muscles in the armpit at the bottom of the shoulder blade are tight and shortened. Eventually, muscle memory develops to automatically tighten these muscles. Their shortened length and tension exert a pull on structures surrounding them, including the trapezius. The trapezius lengthens and weakens, and this tug-of-war further encourages stooped posture.

Overstretched muscles suffer tears that can cause pain. These muscles also react by attempting to tighten; this is to protect themselves from further tearing. An overstretched trapezius overworks to prevent further stretching, while it fails to perform its intended job of upper back and shoulder stability. Pain can be felt throughout the length of an overstretched trapezius.

Restoring proper length and strength to your muscle means relaxing the pectoral and teres muscles, then conditioning the upper back. SMR can be used on the chest muscles. You can stretch the pectorals by clasping your hands behind your back and pulling away from the body. The teres group may be stretched by lifting your arm above your head and bending to the opposite side. See for trapezius conditioning exercises.

Once balance has been restored to your upper body muscles, you can practice proper posture and prevent upper back pain from recurring.

Neck, shoulder and upper back pain are commonly caused by muscular problems related to overuse or posture. If your imbalance or injury is severe, you may need the assistance of a physical therapist. Otherwise, you can likely resolve the pain on your own with a little knowledge and motivation.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Sean Burton

Physical Fitness Training For Horses – Before You Begin an Equine Conditioning Program

Equine physical fitness can make or break success in a horse show, equestrian competition, or pleasure trail ride. Every horse rider is a trainer whether they know it or not. Regardless of which sports or disciplines you enjoy, thinking of yourself as your horse’s personal fitness trainer can either help or hinder your horse’s success.

Designing a physical fitness program for your horse is straightforward. Attention to detail and slight tweaks in your horse training routine now will reap dividends in your horse’s performance in the future. It is easy to interweave fitness-building exercises with confidence-building natural horsemanship drills or skill-building horsemanship patterns. Follow the basic rules of increasing physical fitness in your horse and let your creativity run wild!

Before you create your training regime, establish your horse’s baseline. This is “where you are.” Honestly evaluate your horse’s current condition. A small problem now can rapidly become a disaster as you increase your horse’s workload through his conditioning program.

At the same time, consider your horsemanship goals, or “where you want to be.” Does your horse need to be fit enough to mosey along a trail ride on a sunny Saturday? Or does he need to speed through run after run at gymkhanas and jackpots? This answer will guide you in mapping a successful fitness training program.

Horse training for fitness takes you and your horse from “where you are” to “where you want to be.” I like to think of it as building a house, from foundation to roof… to interior decorating!

* A healthy horse is your solid foundation. Your horse should be up to date on vaccinations, deworming, and hoof trimming or shoeing. He should be in good flesh (resource the Body Condition Scale if you have questions.) Be aware of his current level of physical fitness. This will increase throughout your conditioning program.

* Well-fitting tack and equipment are your support walls. You would never train to run a marathon in poorly-fitting running shoes or high heels! Your saddle, bridle and bit must all fit your horse well and be appropriate to your sport.

* Horse training basics form your roof. Is your horse responsive? Is he obedient? As you create your horse’s fitness training program, think about ways you can clarify communication and strengthen your relationship with your horse. This includes YOUR ability to ride correctly and compassionately. Where can you strengthen your own horse riding skills?

* Specialized equestrian skills make up your interior design. What skill set does your sport demand of you and your horse? If you are a training your horse for competitive dressage, the demands are different than if your goal is to “top ten” at an Endurance race. As you create your conditioning program, leave room for training your horse these sport-specific skills.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Kirsten Lee

The Role of Senior Leadership in Driving Excellence

Creating a culture of service, performance, and operational excellence is a journey, not a destination. And guess what? As soon as you feel you have achieved it, along comes increased competition which forces you to be more innovative in your approach.

Regrettably, without commitment, strong leadership, role modeling, and innovation, it is impossible to maintain a competitive advantage within your industry.


Set the Vision. In driving excellence, senior leadership is responsible for setting the vision of the organization. They must provide clarity concerning where the organization is going, and what it aspires to be in 5, 10, or 15 years. The vision should be clear and simple, and an inspirational message that engages stakeholders at all levels, from the boardroom to the storeroom. Maybe your vision is for the organization to be a global leader in your industry, or to be a valued contributor within the community. Whatever the vision is, it must move from your head to the hearts and minds of your employees.

Be a Champion of Excellence. You can not relegate driving excellence to someone else, because you are too busy to be bothered with it. You must be the # 1 guardian of excellence within your organization. This means you talk about it regularly, and demonstrate it in your daily interactions with customers and employees. If you do not have time to champion the cause, it sends the wrong message to your employees.

Communicate What You Expect. Use every opportunity available (employee meetings, newsletters, videos, electronic media) to share from your perspective on how driving a higher level of excellence will not only impact the organization's financial bottom-line, but also how it will increase business and revenue, which creates greater opportunities for growth and advancement for all employees.

Create a WE mentality. Create an environment that is inclusive of you in driving excellence. Use words like "WE" and "OUR" as often as possible when communicating. This verbalizes that you are part of the initiative, and not just standing on the sidelines reflecting and waiting to penalize employees who screw up.

Involve Employees. Engage line staff in the process of driving excellence by soliciting their input, acting on those ideas and solutions that will advance the organization, and recognizing sustained, superior performance. Employees who are encouraged to be involved in the planning of work that affects them are more apt to support the initiative wholeheartedly, and foster a spirit of buy-in within their team.

Hold Mid-Managers Accountable. Make it clear to your mid-managers and supervisors, that compromise in driving excellence is not an option; and that you are relying on their active involvement through the process. Use internal tools and resources to measure what you expect; ie, productivity or quality reports, performance reviews, and incentive plans. Leaders who achieve or exceed expectations in driving excellence should be readily rewarded and recognized. Leaders who fall below expectations should be trained and counseled to ensure improved performance.

So, why is senior leadership involvement central to the achievement and sustainability of service, performance, and operational excellence? Because in your organization's journey to driving excellence, every move you make as a leader will be closely scrutinized. Your actions and behaviors will set the tone and determine the achievement and sustainability of your organization's vision, mission, and values.

Bottom-line, if you wholeheartedly incorporate the essentials covered above as part of your time in driving excellence, you can leave the rest up to your mid-managers and supervisors. But, never forget that driving excellence starts with you . Next, I will clarify the role of your mid-managers and supervisors in driving excellence. Until then, use this information to assess your level of involvement and commitment in driving excellence by identifying what you must START, STOP, or CONTINUE doing; then implement a timeline by which you will act on your commitments.

In the end, you will demonstrate clearly with your words, actions, and behaviors that senior leadership is seriously committed when it comes to creating a culture of service, performance, and operational excellence.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Theo Gilbert-Jamison



Say, you have 10,000 bitcoins.

What’s the best thing you can buy?

Will you spend them on pizza, for instance?

This is what a bloke did less than eight years ago. Back then, his 10,000 bitcoins were sufficient to get him a couple of pizzas. With the current price of the cryptocurrency, you could consider buying Pizza Hut. The company.

BTC rose from obscurity to mainstream recognition largely thanks the incredulous surge in value it saw in 2017. Then, somewhat unsurprisingly, the price went down, sparking yet another heated discussion about the volatile unpredictability of the bitcoin. Read More …

Stress Management – A Critical Factor of Successful Corporate Change

Everyone is placed in situations that require changing their lifestyle, thought patterns and job environment. For some these changes happen regularly. For some they happen rarely. But one thing is for sure, change ALWAYS causes stress at varying levels. Handled correctly it can be made a pleasure and a source of personal and group pride. The current surge in professional change management in companies requires some careful consideration as to the effects of that stress on the individuals and their organization.

Our world has created impressive changes over the past 50 years. The resultant stresses are causing serious mental and physical health issues that in turn translate into huge economic cost at personal, business and government levels. By handling the PERCEPTION of the change properly, a great deal of needless anxiety and serious consequences can be avoided. The perception of change and its expected outcomes must be understood by the individual at an unconscious level in order for the stresses to be reduced to a minimum. This is a very different process to presenting the need for change only at a conscious level and expecting the individual's memory and values ​​system to accept it.

The perception that personal change is different to organizational change is erroneous. Both have the same effect if handled wrongly, but quite an organization behaves in exactly the same way as an individual undergoing change. The only real difference is that in personal change the stress arises from conflict between ill informed parts of the mind, while stress in organizational change is derived from conflicts between parts of the organization (other minds). Where both parts conflict at a personal level and parts conflict at an organizational level occur, very serious consequences will be displayed.

In both situations the Values ​​System of the individual parts needs to be recognized and in some cases modified before stress levels due to change can be reduced. Using very advanced techniques of modality evaluation, we can now identify possible conflicts before a change in time is put into place, reducing the potential for disharmony and personal stress. The economic benefits of this become apparent when you consider the real cost of illness and staff turnover of an organization.

Handling of both personal change and organizational change needs to consider the individuals in a change process as individuals. This involves understanding a number of factors including:

o Values ​​systems

o Ability – technical and learning

o Previous history of change

o Reaction to historical change

o Perception of proposed change

o Perception of work collections

o Perception of the individuals place in the organization

o Ability to integrate technology change

o Assessing the inherent culture of an organization points not only to the historical development of the organization, but also to the management style and social interaction in place.

The second most important component of handling change includes an assessment of:

o What extra commercial risks are introduced through the change.

o The real need for change to occur

o The speed with which change needs to occur

o Based on the past history and expectations of staff, will the change be seen as positive or negative from their point of view?

o Does the change involve technology upgrades that will require higher skill sets?

o Does the staff expected to integrate the technology change have the capacity to do so?

o Will effective training staff be available to transfer skills required?

o Will the company or organization provide the resources to ensure the education process required by individuals PRIOR to change being implemented?

Given an understanding of these factors, a good change manager will be able to develop a highly effective custom program to implement any kind of change. This applies wherever the change is implemented by a therapist on a personal level, or a manager on an organizational level.

In an organization each level, from senior management through to support staff must be evaluated for their ability to implement and solidify changes required. Often, management recognize the fact that "something" is going wrong, but have no idea how to fix the problem. Experience shows that this level is so engrossed in the day to day running of the business from a technical and corporate governance perspective, they ignore the fact that the organizational organism is made up of people.

It is a mistake to believe that individuals can just "role with the punches" and accept any change foisted upon them. It is also a mistake to try to use hard sell techniques to convey the need for change. These techniques do not work and never have. Those people may have broadly varying value systems and the resultant conflict creates high levels of anxiety, anger and depression in organizations, leading to low productivity, substantive staff turnover and high illness levels. The illnesses are no different to the problems presented to me on a daily basis as a therapist and stress management consultant.

From experience, it is often high stress levels in management bought on perceived performance expectations that must be deal with first. Without clear direction and planning and communication, major changes can be seen as "the straw that broke the camel's back" in middle management. This often undermines the success of introduced change in an organization.

A good Change Manager is fully aware of these issues at a personal level and puts in place effective strategies to handle the potential fallout from large scale change before the change is implemented. He / she then must monitor the entire process until the individual and organization are back in a stable environment. By doing this large potential losses can be avoided and the desired result from the change will be seen sooner in the bottom line.

Once the risk assessment has been completed and a customized organizational development plan has been agreed upon, the plan is implemented in the following order:

1. Senior management is coached in what to expect and how to respond to challenges and resistance to the proposed change.

2. Second tier management is trained in the requirements for introduction of new systems or technologies so that they are seen by staff to be congruent with the companies results and are part of the implementation.

3. Training sessions for each group of staff members is implemented in a way that does not disrupt day to day business to a degree degree. This training takes into account the intelligence gathered about these groups and their likelihood to resist the change, accept a move in company policy or efficiency or become part of an overall foster of renewed pride and security in a congruent corporate environment. This training is supported by regular communications to all staff on the progress and especially in the change in customer or other stakeholder's perception of the reinvigorated company.

4. Systems and technologies are implemented in a stagnated process and level of acceptance and integration is monitored by the change management and senior management group.

5. Additional training and communications are added as required to cement the change and make it a permanent factor in the company.

It is important through all of this that potential increases in stress levels be monitored and reacted to in a confidential way for all staff. Done correctly, a properly designed and implemented change program will reduce the risk of abnormal stress blowout and increase productivity by inducing a higher level of pride in the company and increased work satisfaction at all levels of management and staff.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Gary Johnston

Risk Management Certification: Becoming A Risk Manager

A risk management certification is a great example of a rewarding and useful business accreditation that is achievable by any individual with sufficient academic training and work experience. These certificates are submitted by a variety of different oversight associations that monitor the risk management industry, and work with professionals and academies to move the industry forward.

Earning a certificate in this area can lead to a variety of different and rewarding careers. Each of these diverse paths represents a unique and exciting opportunity to realize an increased feeling of prestige and sphere of responsibility within the workplace, as well as earn a greater level of income. One example of a career in this area includes becoming a business management consultant that specializes in risk identification, analysis, and mitigation. However, the majority of individuals who obtain a risk certificate become internal risk analysts or risk managers within a specific organization

When an individual completes a certificate in risk, they are exposed to a broad, skill-based management training curriculum. This certification training prepares the individual to become a competent, resourceful, and contributing member of an organizations management team. A certified risk manager is trained how to identify the unique business risks the organization is exposed to, how to analyze both the risks themselves and the factors that drive their occurrence, how to quantify both the probability that these risks occur as well as their impact should they occur, how to prioritize the risks and duty appropriate resources to their mitigation, and how to monitor the organizations operation to predict when risks may occur.

A successful manager of risk must not only understand the ins and outs of risk identification and risk assessment, but must also possess an understanding of resource management and also be an effective communicator. This manager must be able to prioritize the risks the company is exposed to, and focus resources both efficiently and effectively on the mitigation of the most threatening risks.

Some other roles and responsibilities of a typical risk manager include;

  • Within some organizations a manager of risk is charged with overseeing the company's compliance with government regulation, legal code, or industry specification.
  • This manager can either me a member of a risk oversight team, or be charged with overseeing the team itself. This team is responsible for conducting the day-to-day processes of risk management, and working with representatives of senior management to guide risk-mitigated decision making.
  • Adapting, developing, implementing, monitoring an organizational risk identification and monitoring policy that outlines and codifies the organizations approach to operational hazards.

Many organizations, especially larger company's with expansive operations, have a top-level risk oversight position, such as Chief Risk Officer. This C-suite level position is responsible for the overall effective and efficient governance of the organizations business risks, and reports to the company's executive committee or its Board of Directors. Any individual that is interested in reaching this exciting, rewarding, and prestigious executive position would be very well served to earn a risk management certification.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Christopher Sheppard

How to Send and Receive SMS Using Computer and GSM Modem

Short Message Service (SMS) or TXT messaging is a technology that enables users to send and receive text messages via mobile phones. Apart for personal usage, SMS can also be used for business purpose, such as sending products 'promotions to customers, receiving customers' feedback, informing customers about upcoming events, and even more sophisticated tasks like hosting SMS survey or contest.

In order to perform these business operations, there is a need to have a solution that supports sending / receiving of SMS via computers. Such a solution can be achieved by using a gsm modem that connect to the computer, and a relevant software that can communicate with the gsm modem. To communicate with the gsm modem, one would need to transmit standard AT commands via serial port. In this article, I will show the most basic AT commands required for sending and receiving SMS in text mode.

1. Set preferred message format (+ CMGF)

There are two message formats supported: text mode and PDU mode. In this article, I will illustrate the easier text mode.

To set the preferred message format as text mode:
AT + CMGF = 1 + CR

Possible response from the gsm modem: OK

2.Send SMS (+ CMGS)

To send an SMS in text mode:
AT + CMGS = da + CR + text to be sent + Ctrl-Z

da is destination address, the recipient's number you want to send your sms to
CR is carriage return
text to be sent is the text message you want to send
Ctrl-Z is the character 0x1A, or pressing Ctrl key and Z key together

For example, to send the message "How are you?" to the number "12345678", you key in:
AT + CMGS = "12345678" + CR

The gsm modem will respond with the character ">". Then you key in your text:
> How are you? + Ctrl-Z

The gsm modem will respond with the following if successful:
+ CMGS: + mr

"mr" is the message reference, which is a number from 0 to 255 returned by the gsm modem. This number begins with 0 and is incremented by one for each outgoing message.

3.Receive SMS (+ CMGR)

When a new sms arrived, the gsm modem would send the following byte stream:
AT + CMTI: "SM", 1

To read the message, the computer / software needs to send the command:
AT + CMGR = 1 + CR

The gsm modem will respond with something similar to the following:
+ CMGR: "REC UNREAD", "12345678", "08/10/01 18: 20: 35 + 00", + CR + LF
How are you?

The first part is the command + CMGR, the second part is the status of the message (in this case it is UNREAD), the third portion is the sender's mobile number, the forth portion is the base station time-stamp, followed by the the carriage return and line feed characters, the message content, and finally the "OK" terminating character.

This article aims to provide an introductory guide to how to send / receive sms using computer. The AT commands and packing of PDU mode are much more complex and will not be discussed in this article.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by Dennis Chang

MMA Training Regime – If You Dare to Win, Then Keep Reading For the Ultimate in MMA Training Regimes

An MMA training regime includes exercises, routines and trainings to enhance your capacities of being a fighter. MMA stands for Mixed Martial Arts and is a combination of different combat sports such as Muay Thai, Karate, wrestling and boxing. This full contact sport is primarily for winning belts in an actual ring fight.

With the newest and famous reality show in America, UFC or the Ultimate Fighting Championship, MMA has been nicknamed as Ultimate Fighting as any skill and technique will do as long as you stay rooted to the ground and able to fight back. You win by knockout out your opponent or when he taps the mat as a sign of surrender, then you win by submission victory or tap out.

Looking at the game alone is exhausting. You can see how fighters strive hard to stay on their feet or to get loose from the opponent's wrestling grip. Only two fighters can battle at one time. Although it has a bit wrestling in it, this is not like WWF when 3-5 wrestlers can brawl in one time. That is a different story although as winning in MMA is real, not scripted.

Training is very important. If you want to succeed in MMA, intensive exercises have to be done to strengthen your weak areas. If you're good at a stand up game such as boxing and karate, then what you should focus on and include in your MMA training session is enhance your ground game or the wrestling part.

MMA training time depends on your actual conditioning. You can assess your capacities by a real sparring. Here, you can measure your strengths at the same time identify your weakest points by training with a partner through sparring.

Complete Assistance in the preparation for the implementation of the SMR/CR can be obtained from us at Complaince Consultant Where we have experience in the banking sector from 2015/2016.

Source by R Pinegia