LaTron has a new home!!!

I have moved my blog to www.latronbrown.com. Be sure to visit me there! See ya later!

Where Did Etiquette On the Road Go?

It was run over.

People know me for my calm, patient, demanding, yet understanding nature, but sometimes people just get on my last nerve. Meditation, prayer and breathing exercises do not cure all things. Sorry, anger management supporters. But, people even got on Jesus’ nerves! He went to the temple, over turned tables. But, yet despite their ignorance, he still loved them, and so do I! However, right now I feel rather—expressive. Let me explain.

Drivers

I never claim to be a perfect driver, but I’m pretty close! It seems that some people are simply idiotic once they get behind the wheel—even sober.  Many people claim they can multitask well; however, I am convinced that IQ’s drop significantly once some drivers close the car door. On time, while I am parallel parking— reversal lights active and all—a car speeds up behind me and sits there. I am asking myself,  “‘what the heck is he doing?” I motion my hand for him to go around or back up, but to no avail. It had already been a long day. So, admittedly, out of spite, I sat there too until I got the space that was rightfully mine…lol. We sat there through three traffic lights—RED, YELLOW, and GREEN (thrice). The man was obviously not paying attention and oblivious to the fact that I was motioning for him to get out of f the way! I was NOT going to give up that space after I drove through five times praying for one to open. Oh, no!

 Yesterday, I was leaving from Blue Collar Joe’s about to cross into the middle section, when another car pulled up across the road, waiting also to come into the middle lane to turn in the direction of eastbound traffic. Fortunately, we both received a break in traffic-enough to move in the middle lanes to go our opposite directions. Unfortunately, the not so intelligent individual drove into my lane to turn, while I’m crossing the road. “Whhhhhy?” I asked myself full of disgust and [fed-up-ness]. “Why are you in the lane I am supposed to be in to turn?” Again, not paying attention, and she was oblivious to the fact that she was incorrect determined by the deer-in- the-headlights look, I received as I maneuvered to the incorrect side of the road to avoid hitting her car.

 A third thing that irks my nerve is people not understanding the right of way. If you aren’t there first, wait! If you approach at the same time someone else does, yield to the person on the right, duh. Please go back to the DMV handbook!

Pedestrians

Oh my goodness—MOVE! I was nice enough to stop, now move a little bit faster across the road. I did not stop to watch you flop around. I’m a busy man. Ugh! Second, make up your mind if you are going to cross the road or not! Don’t play footsie with the road—GO! Lastly, if a car doesn’t stop, don’t plop your body into the road until its clear! This is what happens, if the car (driver A) in front of driver B does not notice you, driver A is going to slam on breaks and then driver B has to slam on breaks which brings me to another point in a second.  Although, as a pedestrian who has the right of way, it is not your right to halt traffic, if your behind is on the sidewalk.  Wait until it’s clear or until you have enough time to cross in the leisure that you want. Now, going back to my point about braking. There IS a braking point. Braking points are different in each car. This also means that you don’t need to tailgate the person in front of you, because, you don’t know how quickly someone’s car will stop. BACKOFF!  It’s simple.

Other Things

• If you can’t parallel park in under 10 seconds, then don’t.
• If you want to speed, take the freeway.
• If you are on the freeway, what is the point of speeding, even more? At most, you will only get there about 20-30 minutes faster if that.  Something will negate your efforts to get there faster anyway. COOL IT!
• If you want to use the cell phone, get a voice activated bluetooth or a hands free device.
• If your bad kids do not want to behave, pull over and get them in line. Minimize distractions.
• If you put something in your trunk and it does not close fully, secure it. One time a person’s chair fell out of the vehicle, and guess what….They “didn’t notice it had fallen out” was the excuse once the driver was flagged down.
• Don’t speed up on someone and get an attitude because they are obeying the speed limit or while still speeding, they are driving a bit slower than you are.  Their car might not be running well.
• Don’t stare; it’s impolite.                   
• Lights turn yellow for a purpose—either get out of the intersection or slow down at the line.
• Lights turn green for a purpose—MOVE. Don’t sit there looking crazy. Pay attention and go.

Seriously, what is the problem with some drivers?  It angers me that some people do not pay attention then and they somehow “don’t know how it happened,” when they hit another vehicle.  I’ll tell you why you don’t; you weren’t paying attention. No one will be able to use that ignorant comment on me because I’m constantly watching all sides of my car. So, if I may impart, “wisdom” to you, dear driver, pay attention to your surroundings. You are not invincible in your car; anything can happen!

Operations Management Simulation

Boy, this has been a hectic few weeks! I’m in the seventh week of Operations Management, and this course is DEMANDING. Aside from preparing a presentation every other week and/or writing a paper on a variety of case studies, text problems, and reading The Goal, life is good! I will refrain from complaining!

This week, our teams have begun the second part of the Littlefield Simulation. This simulation allows students to gain “hands-on” experience running a factory that manufactures Digital Satellite System Receivers–exciting, huh?!?! Manufacturing isn’t necessarily my choice in career progression, but I have to say that I honestly like this simulation–at times.  On the first part of the simulation that we competed in about three weeks ago, I was glued to the computer screen. This time, not so much.  However, it is helpful to know that the models that we learn are actually applicable to other situations.

 In the first part of the simulation, we looked at variables such as demand, machine utilization, inventory, and setting work order priorities. This second part of the simulation allows the teams to directly manage inventory by setting reorder points (ROPs) and quanities. Demand doesn’t seem to be that big of a problem this time. We are on day 109 and the demand has remained pretty constant with a slightly negative trend; however, that might change unexpectedly. Thats why our team loaded up on machines at the onset of the simulation! This could work against us too. We also manage contracts with various lead times and revenues per order. We have about 100 days left in the simulation, so there will be some relief. All in all, there is a lot ot do, so preparation is a must in this simulation. If you don’t prepare by learning forecasting methods, queuing models and Reorder point models, etc., you’ll be staring at the computer screen with the “deer in the headlights” look, not knowing what to do! Any, wish us luck.

The Veiled Glory of God?

PONDER THIS: Is this the glory of GOD that David and the other Old Testament Prophets described?

Psalm 18:8-13

“Smoke poured from his nostrils; fierce flames leaped from his mouth.  Glowing coals blazed forth from him. He opened the heavens and came down; dark storm cloud were beneath his feet. Mounted on a mighty angelic being, he flew,  soaring on the wings of the wind. He shrouded himself in darkness, veiling his approach with dark rain clouds. Thick clouds shielded the brightness around him and rained down hail and burning coals. The LORD thundered from heaven; the voice of the MOST HIGH resounded amid the hail and burning coals.”

This photos was taken today from  of the Icelandic Volcano erruption. It’s an astounding photo and it reminded me of that passage that I read this morning! It makes me ponder HIS vast-ness and awesome-ness.

National Bank of Blacksburg, Va Phishing Scam

I want to alert you to a phishing scam that I just received. You or someone that you know might also receive this scam. The email contains a link to a survey that requests you to fill out a few survey questions, and enter your credit card number, pin, CVV, and expiration. It implies that they need this information in order to deposit $50 into each of the accounts and cards that you enter.  It has the National Banks logo at the top and is quite convincing that it might be mistaken as legitimate. The email states as follows:

Customer Satisfaction Survey

At National Bank of Blacksburg, we sincerely value your opinions. As part of our continuous improvement process, we’re conducting a survey
to benchmark the opinions of our customers. We will use the resulting information to better serve all of our customers

We kindly ask you to take part in our quick and easy reward survey.

In return we will credit $50.00 to your account – Just for your time!

http://113.red-80-37-202.staticip.rima-/icons/small/ff.html?id=labrown2@vt.edu [*]

With the information collected we can decide to direct a number of changes to improve and expand our services.

Copyright © 1998-2010 National Bank Of Blacksburg, All Rights Reserved.

* Parts of the link I have taken out to prevent furthering this, atrocity.

Once you click on the link you will find a survey that looks like this:

In haste, this does seem to be legitimate. The survey even had the first four digits of my debit card filled in! However, a wise man once told me, “you should question everything!”

1. First of all….Why isn’t there a proper salutation at the head of the email?  Violation # 1 of email etiquette, duh!
2. In the email, why isn’t there a contact name and email? Violation #2
3. On the survey itself, the 5 questions do not really get to what the “bank” says it is trying to accomplish, key flag to that it only furthers in the agenda of the phisher.
4. To deposit money into an account, a pin number is not necessary.
5. MOST of all, I don’t even bank with National!

Out of curiosity, I thought what idiot would do such as thing and be so dense to believe he/she could get away with this. I traced the email (VT-email) to find the person to whom it belongs. I will not mention any names because this individual’s email address could have been hacked and used to carry out this scheme; however, IF he/she  did do this then shame on you (and that’s the watered down version of what I am mentally exclaiming)!

In conclusion, if you or anyone that you know receives this email, delete it.  Au revoir!

La Tron

AVOIDING PHISHING SCAMS

Personal Branding: The Importance of the Career Inventory

A major part of developing a mature  brand is understanding what you want out of a career and how to best communicate it. If you are like me and are multifaceted, you enjoy the gift of learning new things and constantly seeking new opportunities. However, as you proceed in your quest toward career or entrepreneurial success, it is vital that you discover the underlying characteristics that aid to your success in order to harness them more effectively. This involves taking a career inventory. By doing so, you will be able to know what your transferable skills are and utilize them to the your advantage when seeking new opportunities. Here is how to take a career inventory.

1. Make a table with four columns.

2. First make a list of all of your past jobs in the first column.

3. In the second column, one-by-one,  go through each job and write out the major responsibilities you had in that role.

4. Of those responsibilities, list out the major accomplishments in the third column.

5. Lastly,  of the accomplishments, list the skills that allowed you to reach that accomplishment.

The skills to which you gain insight, are your transferable skills. They are the factors that make you successful across industries, and they are characteristics that will continue to make you a success in the future. Behavioral Consistency Theory tells us that past behavior is the best predictor of future behavior.  These are the factors that you should consistently communicate in your personal brand statement that you develop for your social networks and website.

Perspectives on the Gen Y Workforce Preferences

Data on Gen-Y perspectives indicate that older generations perceive Gen Y employees to be narcissistic, pampered, web-wired individuals who are disloyal to their companies. The same research indicates that majority of Gen-Y are searching for a deeper meaning in the companies for which they work.

With the intensifying movement of personal branding, an emerging thinking pattern is ‘what can the company do for me’ instead of ‘what can I do for the company’. More common than not, companies are utilizing the same tired underlying message, “This is a great place to work because, we have a 401K plan or railroad benefits” or some other long-term incentive plan. Gen-Y is not really concerned about long-term compensation. The focus is on ‘how is my company going to help me succeed, so I can make an impact tomorrow’!

The most prevalent factors that the influence the new workforce’s selection and loyalty is autonomy, company and managerial transparency, work/life balance, lifestyles, innovation, and sustainability.

These factors present a new dilemma for HR managers who are trying to actively recruit and retain younger generations. There needs to be a serious discussion on how to effectively position the company to address these factors. What factors should HR managers and marketers focus on at this moment in employee branding and what should make the gradual transition?

Workplace Perception Modification is a concept of the taking strategic steps to create highly targeted recruitment efforts and increase loyalty by addressing the key characteristics and preferences of the Gen Y workforce. I am currently conducting an exploratory study to gain insight into these perspectives. If you were born between the years of 1980 and 2000, I urge you to take the survey. It will close on March 12^th.

Workplace Technology: Its Impact and Utilization in the Hands of Gen-Y

The Gen-Y workforce is technology driven and thrives on the use of technology for communication, research, and many other purposes.   Employers who are willing to invest in the latest forms of technology and encourage its use, will find that the new workface can work faster, more efficiently and ultimately be more productive and innovative.  As stated earlier, workers who use technological tools on a regular basis earn more. This can be a motivating factor for new employees who come into the workplace. The younger generation is adept to utilizing the computers, and downloading documents and applications to their mobile phone to access Portable document formats (.pdf), Microsoft Word and Excel, email, instant messenger. This tools are essential to finding, applying, and sharing information; it can also lead to new the formation of new information.

Technology has become an increasingly important tool of knowledge management process as it relates to the Gen-Y employee’s careers. The concept of knowledge management empowers individuals to search, store, distribute, apply and create knowledge. The internet and mobile technology has come a long way in aiding this concept through search engines, social bookmarking and applications such as Google apps that can be stored on phones. However, at times there are so many information options, that the young professional can become overwhelmed and not know what path to take to reach their goals. Companies can help employees starting out in their careers by giving them a framework for success as they progress in the company. This can involve teaching them both the hard and soft skills that are instrumental in progressing themselves and the organization. Internal and online software program tools can provide training and development to give them the initial tools needed for knowledge management process. Such as program is the Cornerstone on Demand’s software that Give each employee access to personalized learning portal for completion of critical documentation and access to development and orientation curricula.

Two important characteristics of these programs are they should be accessible and interactive. Accessibility allows the employee to obtain information from their phone or on computers away from the work environment.  Information should also be interactive for training and development to allow for the application of acquired knowledge. Cornerstone on Demand offers additional insights of training and development technology. The first benefit is employees have immediate access to single location for key orientation documentation. The second benefit is employees complete forms and access training and development online, at any time.

Another tool that employees can use for acquiring knowledge is professional social networking sites such as LinkedIn. According to Katherine Lewis, writer for About.com, employees can use LinkedIn to find business opportunities for their employer. They can also connect with other professionals in their specialty and learn how the professional does their job. Employees can use that information to improve their own performance. Another goal of these sites is to build the online mentoring relationship and eventually take it offline to an apprentice relationship if possible. Mentoring allows teaching skills; whereas, apprenticeship allows teaching and learning through hand-on training. For example, a young employee can find professionals in their departments or in the industry and build a mentoring and apprentice relationship with them, furthering the acquisition of departmental or industrial knowledge and its application. Only after the employees have the opportunity to acquire and apply knowledge can they distribute information. This distribution of information can take the form of mentoring, leading teams or possibly writing white papers on company research. The ultimate goal of knowledge management for employees is to create new products and services for the company. The knowledge management process motivates employees because  the tools gives them the opportunity to build business relationships, develop in their career thought training and teach others and eventually create new products and services that will aid in the growth of the company. The knowledge management process categories have many components. Below we highlight common uses of the concept as it relates to technology.

Talent management platforms can take place through online platforms that all employees to align individual goals with the departmental and organizational goals. This ensures optimal productivity for positive results. Typically it addresses the gathering, storing and application of the knowledge management process. These systems help employee identify areas that need improvement through easy to access and automated performance reviews. Employees should be able to find and access the information as needed so they can take the appropriate actions to improve before the yearly evaluations occur and ensure they are consistently performing on an acceptable level. It can help them to make SMART goals (Specific, Measurable, Attainable, Realistic, and Timely), drive accountability, and tie development plans to competency assessment processes. Feedback motivates the new workforce. It is important for the Gen-Y employees to received feedback. If feedback is provide as well as suggestions for training, poor performers are able to know what it takes to move to the next level of employment in their departments. Making this accessible, companies can aid in the process of knowledge management to aid employees for success.

Technology can be used for compensation management. This addresses the gathering, storing and application of the knowledge management process. Having immediate access to these tools help motivate the employee in making appropriate decisions such as deciding whether to stay at a company or perhaps leave for better compensations plans at another company.  If they have a chance to review the information they might reconsider their notice.  Gen-Y employees who view benefits as important, they can utilize the system to make changes toward better plans.

Lastly, technology can lead to innovative employee engagement and increased collaboration.  This addresses the distribution and creation of knowledge in the knowledge management process. Platforms for listening and responding to employees are vital.  It gives the opportunity for each employee to have a voice in innovation and development plans.  Tools such as internal forums, micro blogs, applications (i.e Google apps), and employee opinion blogs provide an impetus for such opportunities. The worst thing in the workplace for Gen-Y is to feel like they do not have a voice. These tools that allow them to make suggestions, voice opinions and can lead to increased collaboration.

Collaboration begins as others comment on postings and make suggestions of their own. Internal collaboration can help connect employees who would otherwise not know each other and build business relationships. Mutual exchanges of communication can lead to the improvement of current products or services and possibly even the creation of new products or services. These exchanges should be open to anyone in the company because all knowledge is not held solely by members of a single department. Collaboration should occur company-wide. Gen-Y employees who contribute will have a boost in their motivation and enthusiasm because they will feel that they were effective in contributing to the creation of new products or services. This could possibly lead to mentoring opportunities, apprenticeships or promotions.

As one can see, technology can provide many avenues for career development through the knowledge management process which we now find include access to talent management and compensation, and collaboration tools to help them make appropriate decisions and lead to new innovations.

These tools are becoming more utilized to keep a connected, well informed, and empowered workforce. The ability to have knowledge at one’s fingertips is greatly beneficial for young employees to increase performance and job satisfaction.  It is vital that managers understand the knowledge management process and create an environment where employees can utilize their skills. Using technology motivates and teaches young employees to do what they understand and enjoy. As a tool for in knowledge management process, it can improve performance through constructive feedback, and make appropriate employment decisions. Lastly, it can provide a platform to share information and create new products and services thorough individual and collaborative efforts.

Get the most out of your 2010 tax return: Begin with the basics!

Tax time seems to be one of the most nerve-wrenching times of the year for most individuals. As a tax preparer this season, I want to provide the best service for my clients to ease their worries! To that extent, there is some education that goes on for the client during the tax preparation. Tax preparers should be mindful to explain the process to their clients.

Many of the concepts are quite easy to grasp once you have done a few. However, one of the most common scenes I continually see is individuals who bring in a huge stack of paper, hoping that I will be able to utilize it to help them obtain a huge deduction. Majority of the time, I can’t use half of the paperwork because it does not qualify as an itemized deduction. Sorry, but gas receipts do not count for the home-work commute! Neither does electricity bills or purchases of appliances. I wish it did! Now, work facility to work facility commuting is a different story as you will see below.

Others times, a client might come in with only interest paid on home mortgage (i.e $1,000) and request to itemize. As a rule of thumb, it is more advantageous to itemize if the total exceeds your standard deduction. Well, what does that mean? You ask. First let’s take a brief look at your filing status. There are five: Single, Head of Household, Married filing jointly, and Married filing separately, and Qualifying widow(er). This year the standard deduction amounts are as follows:

• Single: $5,700
• Head of Household: $8,400
• Married Filing Joint: $11,400
• Married Filing Separately: $5,700
• Qualifying Widow/Widower: $11,400

You are able to itemize if expenses fall in to the following categories:

• Charitable contributions to a 501 3(c) organization (i.e. church tithes, United Way)
• Medical and Dental Expenses paid out of pocket after insurance
• Home Mortgage and Insurance Premium Interest
• Paid Alimony
• Business Use of Home
• Business Use of Car that is not reimbursed by the company you work for.
• Business Travel Expenses that is not reimbursed by the company you work for.
• Business Entertainment Expenses that is not reimbursed by the company your work for.
• Educational Expenses (i.e. tuition payments, interest paid on student loans)
• Employee Business Expenses(i.e. uniforms, footwear, office supplies, unreimbursed)
• Casualty, Disaster and Theft Losses

If your itemized information sums up to more than the standardized deduction in your filing class listed above, then it is best for you to itemize. If not, stick with the standard.

For example, my filing status is single, I drive my car between business facilities. My gas and mileage were not reimbursed by my company. It totaled $2,000. I paid $10,000 in mortgage interest. I WILL itemize because my itemization categories sum to $12,000 and my filing status is single ($5,700 std).

Here’s another example. Our filing status is Married Filing Jointly, our mortgage interest was 10,000. I WILL NOT itemize because it falls below the standard amount of 11,400.

Choosing the appropriate amount will lower your Adjusted Gross Income; thus lower the amount of taxes that you must pay! This could potentially give you a refund if you overpaid, which is always exciting.  I hope this helps you to understand the differences as well as the advantages of choosing itemized vs standard deductions! If you have any questions, feel free to ask me! I won’t charge you for a question!

Response Post: When Elder Care Brings Back Sibling Tensions

Below is my response posting to an article on Time magazine’s website entitled ” When Elder Care Brings Back Sibling Tensions”. I thought I would share it with you to receive your feedback on this topic of sibling tensions related to elder parent care and support. After you read the article, feel free to leave a comment on your experiences and suggestions on how siblings can provide mutually beneficial support. Here is my response:

Sibling rivalry is inevitable, but each sibling needs to provide mutually realistic expectations. I believe all siblings should have the obligation to provide support in one form or another. This support can come financially or psychologically, especially when the caregiver’s siblings cannot be present. The primary caregiver must also understand that siblings who live across the country cannot readily spend the money to fly back and forth across the United States, especially in this economy. Psychological or financial support is realistic and reasonable. I have commonly seen siblings who live 3 or more states out, provide financial support through non-medical home care and caregiver support. However, if the other siblings are local and/or sitting back and not providing any kind of help when they are able to, then it is reasonable to be disappointed. Just as the article mentions, it might be necessary to bring in a third-party mediator (clergyman, counselor, and elder care mediators) when these actions compromise the relationship of the family. Primary caregivers should not resort to the grandiose statements that make the other siblings feel in any way inferior because they cannot be present at all times. I believe the least that other siblings can do is give the necessary psychological support using a tool that costs a fraction of a month’s salary–a cell phone! Lastly, I very much like the idea of having “parent duty” where sibling take turns caring for their parent. Again, it’s realistic if siblings live in a reasonably close and/or they can afford it to be present as often as the caregiver would like.