Should I Stay or Should I Go

Should I Stay or Should I GoShould I Stay or Should I GoHow do you know when its time to make your passive job search active?So you gotta let me knowShould I stay or should I go?- The ClashYoure comfortable in your current position. You make decent money. The company is relatively healthy. The people you work with are nice enough.For the past couple of years, this scenario was often more than people could hope for, as millions of jobs were slashed and entire industries were walking wounded. Now, with the economy departureing to show signs of growth, many people are taking a fresh look at their situations and deciding there is something better out there.Or is there? How do you determine when its time to go from a passive job search (where you casually peruse job listings) to an active job search (where the process of looking for a new job becomes a job in itself)? The decision is not an easy one, especially for high-level professionals whove invested time and political capital in the ir organizations.As the Clash so eloquently asked Should I stay or should I go?There are several factors to consider when making that decision, according to career experts.SatisfactionTom Gimbel, CEO of The LaSalle Network, a professional staffing and recruiting company in Chicago, said personal satisfaction is a major consideration. Before you make the jump to a new job, you must first ask yourself a few questions Are you fulfilled? Are you challenged? Are you continually learning? If the answer is no to these questions, then it might be time for a job change.With the job climate improving but still nowhere near healthy, personal and professional fulfillment may seem like a bit of a luxury if it means climbing out on a limb. However, future growth may depend on it. Some believe if they are content with salary, hours, co-workers, etc., then they should stay with their jobs, Gimbel said. But without personal satisfaction and constant learning, it is impossible to grow professionally. Company checkupWhile your own mental health is certainly a consideration, so is the health of your company - and your industry.Where is your organization going? Growing or shrinking? A shrinking company provides less opportunity to their employees. Thats a fact, said Rich Gee, an executive coach.Industry checkupIn some cases, the health of entire industries has suffered, causing people to consider not just a job switch but a career change. Changing what you do tantamount to changing who you are is no small feat, nor does it come without a tremendous amount of stress and anxiety. But, experts said, the recession has opened some unexpected doors.The thing that I think is most striking is the opportunity to go into different types of jobs and growing types of industries that are emerging from this poor economy, said Dr. Robert Prescott, associate professor of Human Resource Management at Rollins MBA Crummer Graduate School in Winter Park, Fla. These include green-related industries, public sector, technology, networking, these are the expanding types of industries, and that will probably be true in the next five to 10 years.Just dont forget that if you do decide to switch careers, youre now the newbie, competing against all the unemployed people in that particular sector.Manager maintenanceYou also need to consider the health of the relationship between you and your manager. If your manager is standing in the way of your success rather than supporting it and youve done everything in your power to manage the situation to no avail, it might be time to look for a position outside your company (or at least outside the reach of your manager). Conversely, perhaps a manager who has shepherded your career is leaving the organization and you think it might be time to do the same.Ian C. Pilarczyk, director of International Business Law at Boston University School of Law, has been on both sides of the fence counseling employees in toxic environments and, in the past, wo rking to get out of such environments himself. Scenarios that should spur an active job search, said Pilarczyk, include situations where a manager sets one up to fail rather than succeed, where the work environment is not safe, and where a manager stifles rather than encourages personal and professional growth.Act fastPeople who do decide actively to seek a new job may find that theres no better time than the present. When hiring picks up after an economic downturn, Prescott said, the first wave of people to seek greener pastures is typically the best and brightest something that hiring managers know and expect.I think there are some advantages for people who look to leave in todays market, Prescott said. We find that the employees who leave our companies first are the good ones. Why? Because they are very opportunistic in their mindset, and theyre always looking for those opportunities to grow, to enhance, to make more money, to improve quality of life. The perception is, to the h iring company, that the people who are coming to them now are not necessarily those who were laid off but those who are the best employees.But hold your horses as long as you can, said Bruce A. Hurwitz, president and CEO of Hurwitz Strategic Staffing. Dont forget that its much easier to find a job when you have a job. No matter how bad your job gets and/or how good the market gets, dont quit your job until you have a concrete offer.Theres no place like homeThat job change could very well be at the company where you currently work. Bettina Seidman, of SEIDBET Associates Career Counseling, said, all too often, people who are dissatisfied with their jobs neglect to meet with their managers to discuss the possibility of an internal change.Gimbel agreed Before you make this job switch, make your voice heard. Have you talked to your boss about your boredom or asked your superior for more stimulating work? Have you brought up new ideas or taken it upon yourself to find more challenging wor k?Only after you have tried to improve your lot at your current employer should you start looking outside, Gimbel said.

Agricultural Extension Agent

Agricultural Extension AgentAgricultural Extension AgentAgricultural extension agents present information about industry advances that may positively impact local farmers and livestock producers. Duties Agricultural extension agents travel throughout their region or district to provide the latest industry information to farmers, ranchers, community groups, and youth groups. They may present information on scientific advances, farm management, marketing, production, and other topics that are relevant to agricultural businesses operating in their area. Agents must be familiar with the types of agricultural operations that are taking distributionspolitik in their territory. These pursuits may include beef production, dairy farming, irrigated crop farming, fruit farming, egg production, horse breeding, swine production, and more. Agents must also be familiar with the technical terminology, equipment, and other concerns related to each area of production. Significant travel may be a p art of the job, especially if the agent is assigned a large territory. Agents may visit farms, ranches, hatcheries, dairies, stables, orchards, fields, bee farms, aquaculture facilities, and a variety of other agricultural business locations during the course of their day. Agents may also be required to attend a variety of community activities such as conventions, fairs, college events, camps, and 4-H shows. Agricultural extension agents may be required to work evenings and weekends as their situation demands, though many agents are able to work normal day shift hours. Work for this position may take place both indoors and outdoors, so agents must be prepared to deal with changing weather conditions and temperature extremes. Agents must also exercise due caution when working around large animals in the field. Taking proper safety precautions can prevent potentially serious injuries from occurring. A solid knowledge of animal behavior can be invaluable for those agents who liaise wit h animal producers. Career Options There are many employers that hire agricultural extension agents, though they are usually affiliated with government agencies at the federal, state, or local levels. Agricultural extension agents may also find employment with land-grant universities, research organizations, and community education groups. Some agents also teach courses through their university or community college. After working as a field agent, agricultural extension personnel may advance to positions of more responsibility such as multi-county positions, directorships, or program leadership roles. Some extension agents also become involved with 4-H programs and other youth organizations by taking a supervisory role. Education and Training Aspiring agricultural extension agents must complete significant educational requirements to even be considered for a position. An entry-level position in the field of agricultural extension requires a Bachelors degree at minimum. Maste rs degrees are preferred for many positions and greatly enhance an applicants resume. The degree that an extension agent holds may be in one of many areas including education, agriculture, animal science, or other related fields. Coursework that provides training in communications, technology, public relations, agricultural marketing, mathematics, and life sciences prepares the aspiring extension agent well for this career path. New agricultural extension agents generally complete additional training courses once they are hired before they begin their field work. Agricultural extension agents may also join a variety of national and local professional membership groups. The National Association of County Agricultural Agents (NACAA) and the National Association of Extension 4-H Agents (NAE4HA) are two such groups that may provide valuable information, education, and industry contacts. Salary According to the U.S. Department of Agricultures Agricultural Research Service, the averag e salary for extension agents holding a Bachelors degree was $44,293 in December 2010. Extension agents holding a Masters degree averaged $57,889 in 2010. Those holding a Ph.D. degree fared the best with an average salary of $69,375. Of course, starting salaries for new agents are markedly lower. In Kentucky, for example, new extension agents with a Bachelors degree and no work experience start out at a base salary rate of $32,000. Those with a Masters degree and no work experience start out at a base salary rate of $36,000. In North Carolina, new extension agents started out at a similar salary of $32,807 with a Bachelors degree and a salary of $38,124 if they held a Masters degree. Career Outlook The agricultural extension agent career path should remain a solid option for those candidates who have a background in farming or production and the skill to educate professionals in the industry. According to the Bureau of Labor Statistics (BLS), job growth for agricultural position s should be about as fast as the average for all careers from 2008 to 2018. Individuals with advanced degrees, such as a Masters or Ph.D., will continue to have the best opportunities for advancement in the field.

Create a Dress Code that Fits Your Company

Create a Dress Code that Fits Your CompanyCreate a Dress Code that Fits Your CompanyCreate a Dress Code that Fits Your Company RossheimWhile the workplace trend to more casual dress continues, todays dress code isnowhere near that simple. One key considerationMillennialsnow 16 to 34 years old and all of legal age to work make different assumptions than their elders about what to wear at work. And while personal style is in, lack of consideration is out.Finally, diversity and its expression from gender fluidity to religious observance is a hot topic across American society particularly your summer dress code policy.With these crosscurrents in mind, here are 11 tips from managers, geschftliches miteinander owners and a staffing executive for how to create a dress code that conveys your company culture while also making your customers relax and feel respected.Define dress terminology by example. To your company, business casual means Dockers are OK. To another company, business casua l requires dress slacks. So define your terms of dress, especially for workers who only recently came of age.Millennials need definitions of what the dress code means, says Brandi Britton, a district president for staffing firm OfficeTeam. Their professional tends to look more like what we mean by business casual. Spell out your dress code in gender-neutral terms. If your work dress code gets very specific, make reference to articles of clothing, such as shirts and pants, not to gender, advises John Conway, an attorney who represents workers and retirees in labor matters.Discretion need not rule out style. If management has a good relationship with staff, its possible to rule out the provocative without mandating conformity.We had an incident a couple of years ago with a therapist who wore hot pants, says Bob Najjar, co-director of the Psychotherapy Center for Gender and Sexuality at the Institute for Contemporary Psychotherapy in New York City. We couldnt allow that, but we do let people express themselves.Dress up for big clients who might expect it. Whichever way the sartorial winds blow in the American workplace, one guidepost is constant Meetings with big clients often require an attire upgrade. When a major multinational corporation comes in, we dress up a bit, says Richard Laermer, CEO of RLM Public Relations in New York City. I put on a sport coat and nice pants.But dont make clients uncomfortable by overdressing. Some old-school managers think you can never go wrong by suiting up theyre wrong. We dont want a client company to feel like the FBI has raided them, says Britton.Even for virtual meetings, dress with intention. Yes, videoconferences have become ubiquitous. A client could have an office across the street and still wants to FaceTime, says Laermer. But it isnt always OK to come as you are for a Skype meeting. Its safer to wear at least a nice blouse or a button-down shirt even if youre wearing denim where the camera cant see.Give kind guidance to less-experienced workers. While the dress code may seem self-explanatory to old hands, the subtleties of dressing up or down at times will elude newer or younger workers. Sometimes when a client comes in, a junior executive wears a suit and tie, and that cracks me up, says Laermer. A little advice given in private and in advance may be more demonstrative of a culture of respect regardless of seniority.Ask employees to consider their coworkers. Client sensibilities shouldnt be the only driver of your dress code. Last year one of our execs came in wearing a T-shirt, and I had to say no, because it angered other employees, says Laermer.Dont be arbitrary. Your company might get in legal trouble if you say you have no dress code as many smaller enterprises do these days and then nix what an individual chooses to wear on a given day.Employers must give advance notice of the dress code, and enforcement cannot be ad hoc, says Conway. If theres a disagreement, its best to work through it with a deliberative process. Keep in mind that the manner in which you resolve problems will reflect heavily on the culture of your company.Make accommodations for legitimate exceptions. The number one problem in establishing uniform dress code is inflexibility that would allow for accommodation of certain practices such as religious beliefs, says Conway.In EEOC vs. Abercrombie, the Supreme Court ruled against the retailer for declining to hire a woman who wore a head scarf even given the clothing chains rule against head coverings and the fact that the woman did not disclose in her interview that she wore a hijab for religious reasons.Watch your legal exposure. When in doubt, seek legal counsel on your dress code and its enforcement. We sent a guy to work at the front desk of a client, says Britton. He wore a single, long earring, and the client didnt like it. But the legal advice was that they had to allow it.