Gambling Addiction: Recognize, Realize and Repair

Though poker, sports betting, and even a game of blackjack can be a lot of fun, there are situations in which it is important to see if someone has developed a problem. Gambling addiction is terrible and can ruin a person’s life. That is why you should take the time to read trough some of what gambling addiction is about, and how to recognize when it is time to get someone close to you help.

First of all, watch for warning signs from those close to you. For instance, on sign of gambling addition is neglect of family in order to gamble. This can result in divorce and loss of children, which only makes things worse. As the addict becomes lonely and isolated, he or she will actually turn to the gambling more to fill that void in life.

Secondly, look for loss of cash flow for important items because of gambling debt. Gamblers will end up borrowing and borrowing which ends in them not taking care of themselves and falling deeper into debt by the day. Credit cards may be maxed out and utility bills may go unpaid as a result of the addiction.

Thirdly, motivation can go away with gambling addiction. Everything the gambler is into is about poker or the next bet and they can end up losing touch with reality because of that. From there it is motivation that goes away which makes it all the harder to quit. If the addict doesn’t want to quit, it is hard for them to get better.

Look for those who miss days at work because of gambling. If they are staying home to gamble on the computer or sneaking off to the casino to lose money when he or she could be earning it at work instead, then it is time to think about the fact that that person may have a problem. That is when interfering is the best thing you can do.

Anti-social behavior, which is partly how families are lost, can also come up as a symptom of those who have a gambling problem. They withdraw and are always looking nervous. The withdraw from social situations just allows the person to fill that void with gambling, whether it be poker, sports, or even bingo.

Gambling addiction is serious not matter who you are. It can cause you to become anti-social, lonely, and cause you to lose your job if you don’t get the problem taken care of. In addition, you owe it to your friends to point out when you see them displaying symptoms as well. So, keep in mind the symptoms above and you may one day help one of your friends that is in trouble. Addiction can be crippling, but a surefire cure are people who care.

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Hiring: The Manager’s Most Important Decision

Of all the situations that confront a manager, the most important decision to be acted on involves recruitment. The addition of an employee to your workforce is a long-term commitment. Similar to many other circumstances in life, it often is much easier to get into the relationship than it is to undo the arrangement at a later juncture. For this reason, appropriate time, resources and thoughtful consideration need to be dedicated to the recruitment process, in order to optimize your investment.Let’s suppose that there are only two types of managers; those who are insecure and those who are confident. How might these different managers approach a hiring situation and what legacy impact would that have on their organizations?The recruitment process begins by defining the requirements of the position and the development of a comprehensive Job Description. Complementing the Job Description, a profile detailing the attributes of the ideal candidate also should be crafted. If there are particular characteristics that warrant emphasis, for instance punctuality with the young cohort known as Generation Y, these should be highlighted. Finally, formulating a series of behavioural-based interview questions will encapsulate the requirements of both the position and the profile.A slate of candidates can be identified based on a review of the resumes that were received. If high quality candidates are not evident from the resumes and interviews, it is imperative that the manager resists the temptation to compromise the position.Far too often, however, managers may try to truncate the hiring process. There are a variety of reasons that might compel the manager to do this. For instance, the manager may be under significant pressure to fill the vacancy, as quickly as possible. Or, the manager may fear losing the salary allocation. Or, service levels will not be fulfilled. Or, it really isn’t that important and it’s not a perfect world, anyway.But compromising the recruitment process is not an acceptable resolution. Instead, the manager should re-initiate the process, until the right candidate is surfaced. In some instances, broader and different advertising approaches might need to be considered. This will become evermore critical as the competition for labour intensifies due to the changing demographics and the shrinking labour force.The Insecure ManagerInsecure managers have nagging doubts regarding their competencies. Although the insecure manager might be proficient at certain tasks, there resides an implicit acknowledgement that there are deficiencies with many more. The insecure manager lives in fear that the deficiencies will be exposed and that they will be declared a fraud.An insecure manager, naturally, will feel threatened by strong, competent employees who may challenge the status quo or be overly enthusiastic about inventing innovative ways to improve business functions. Such a manager will be inclined, perhaps unconsciously, to recruit weaker employees who will not be seen as a threat to them.Over time, the insecure manager assembles an operating unit that is populated by sub-optimum performers who collectively are not capable of resolving business challenges. In these circumstances, even competent employees will give up when confronted by this impenetrable inertia and debilitating ennui.Now apply this predisposition and the resulting behaviour to the organizational level. If the organization is comprised of insecure, weak managers, then it follows that they will recruit a workforce that mirrors their profile. This commits the organization to a relentless downward spiral. It, quite literally, will be an unimpeded race to the bottom.The Confident ManagerConfident managers, conversely, have assessed and recognize their personal strengths and weaknesses. They also will have identified their blind-spots. Confident managers recruit employees who will offset the manager’s weaknesses and cover their blind-spots. They are not threatened by employees who have ideas and vitality.Confident managers welcome the synergy that blossoms from divergent thinking and healthy conflict. They value competency and collaborative problem solving approaches to business challenges. They assemble an operating unit that is energetic, trusting and vibrant. They recruit action-oriented employees, not excuse-makers.These managers also have a keen eye to the future. Their recruitment strategy extends beyond merely today’s needs. Having spent time considering emergent trends, the confident manager is deliberately recruiting for tomorrow’s environment. Finally, the confident manager is purposely recruiting and grooming their possible successor.Applied to the organizational level, a cluster of confident, strong managers collectively will have orchestrated an outstanding roster of competent, high potential employees. This is a high-performance organization that creates a competitive advantage, now and in the future.It is insecurity or confidence that guides the manager’s hiring process and predilections. The results are self-evident, for both the operating unit and the organization’s legacy.