Keynote Event at the 2015 Congress to Feature Artificial Heart Innovator

Keynote Event at the 2015 Congress to Feature Artificial Heart Innovator Keynote Event at the 2015 Congress to Feature Artificial Heart Innovator Keynote Event at the 2015 Congress to Feature Artificial Heart InnovatorRegistration is now open for the ASME 2015 International Mechanical Engineering Congress and ausgesetztsein (IMECE), the largest interdisciplinary mechanical engineering conference in the world. This years IMECE will feature a number of engaging special events, including a keynote presentation by artificial heart innovator Dr. William E. Cohn of the Texas Heart Institute.IMECE 2015 will take place from Nov. 13 to 19 at the Hilton Americas Hotel and George R. Brown Convention Center in Houston, Texas. The conference is expected to draw more than 4,000 engineering and technology professionals from more than 75 countries and a multitude of fields including advanced manufacturing, aerospace, advanced energy, design engineering, materials and energy recovery, appli ed mechanics, power, nanotechnology, bioengineering and environmental engineering, among others. Artificial heart innovator Dr. William E. Cohn will be featured during the Keynote Event on Nov. 16 at IMECE 2015.Dr. Cohn, the director of the Center for Technology and Innovation, associate director of laboratory surgery research in the Center for Cardiac Support, and director of the Cullen Cardiovascular Research Laboratory at the Texas Heart Institute, will be the featured speaker at the conferences Keynote Event on Monday, Nov. 16 from 830 a.m. to 1000 a.m. Cohn, who is also a prof of surgery at Baylor College of Medicine and an adjunct professor of bioengineering at both Rice University and the University of Houston, holds more than 90 U.S. patents and another 60 international patents for his innovative research and medical devices.This years Congress program will also feature three Conference-Wide Plenary Sessions. Subhendu Ghosh, executive vice president fo r global engineering and design at Tata Technologies Ltd., will present the first plenary on Nov. 17 from 830 a.m. to 1030 a.m. Hai Wang, professor of mechanical engineering at Stanford University, will give the second plenary session on Nov. 18 from 830 a.m. to 1030 a.m. John Elbon, vice president and general manager for Boeing Space Exploration, will present the final Conference-Wide Plenary Session on Nov. 19 from 1130 a.m. to 1230 p.m.Attendees who register for IMECE 2015 by Aug. 10 will save up to $150 on the cost of registration. Visit www.asmeconferences.org/IMECE2015/ConfRegistration.cfm to register now and receive the discount.To learn more about the ASME 2015 International Mechanical Engineering Congress and Exposition in Houston, visit the IMECE web page on ASME.org at www.asmeconferences.org/IMECE2015/ or join the discussion on the Congress group page.

This map shows where Millennials are buying houses (and for how much)

This map shows where Millennials are buying houses (and for how much)This map shows where Millennials are buying houses (and for how much)Millennial homeownership rates are essential to understanding the housing market because they facilitate additional home sales for other people. How does this work? Suppose you make an offer on a house. The current owner is also probably on the market, and he or she likely has a contingent offer on anotlageher house. This sets off a chain reactionthroughout the economy.Millennial homeownership rates are therefore an easy way to judge the economic vitality of any given area. Thats why we created this new map.Our viz takes millennial homeownership data fromAbodo and maps it by metro area across the country. Abodo adopted the data from the U.S. Census Bureau, which regularly collects a variety of information about the population, including the age of homeowners, the estimated value of their homes, and how long it would take to accumulate a 20% down pa yment. Our numbers are from 2015. We then overlaid this information across metro areas with bubbles representing the portion of millennial homeowners in each market the bigger the bubble, the more millennial homeowners there are. We also color-coded each bubble to represent the median value of their homes- dark red circles mean the homes are worth over $500k, and dark blue means under $200k. This gives you a quick snapshot of the overall economy and the housing market.The first trend you can see on the map is a clustering of red circles on both the West Coast and along the Northeast. The most expensive city in the country for millennials is San Jose, CA, where the average millennial buys a home worth $737,077. Seattle, WA in the Northwest is also relatively expensive at $342,769. These are population-dense areas withboomingtech sectors. At the other end of the spectrum, you can see clusters of blue bubbles across the Midwest in old manufacturing cities like Detroit, MI ($148,404) an d Cleveland, OH ($160,251). Memphis, TN is the cheapest place for millennials at $142,795. Southern states like Texas and Florida are also relatively affordable thanks in large part to their suburban sprawl, whichZillow predicts will expand next year.Its no surprise that homes are more expensive in California (think Silicon Valley) than the industrial heartland, but consider how homeownership rates change based on affordability. The red bubbles all tend to be smaller than the blue bubbles. This means that as homes get more expensive, millennials become increasingly unable to afford them. Its not like theres a surplus of ultra-rich millennials buying up all the houses in California and New York. Millennials are just as sensitive to high prices as everyone else.Lets break the map down into a top ten list of the urban areas with the highest rates of millennial homeownership, combined with the average price of their home. A full 42% of the millennials living in Minneapolis-St. Paul, MN own their own home, the highest rate in the country.1. Minneapolis-St. Paul-Bloomington, MN-WI 42.4% and $222,5282. St. Louis, MO-IL 40.2% and $167,7913. Detroit-Warren-Dearborn, MI 40.2% and $148,4044. Louisville/Jefferson County, KY-IN 38.5% and $158,9745. Pittsburgh, PA 37.5% and $152,7316. Indianapolis-Carmel-Anderson, IN 37.4% and $161,8567. Kansas City, MO-KS 37.1% and $170,2548. Nashville-DavidsonMurfreesboro-Franklin, TN 37.0% and $213,0909. Oklahoma City, OK 36.7% and $172,48510. Baltimore-Columbia-Towson, MD 36.3% and $272,805Buying a home is often the biggest financial decision anybody makes, and thats especially true for young people. And theres a lot to consider when buying your first home, but one thing other than affordability to keep in mind is how many other millennials are in the same situation. If youre a millennial looking to buy a home, and you want to live next to other young people, you just might have to move to the Midwest.This article was originally publish ed on HowMuch.

New Labor Model Helps CFOs Build Finance Teams

New Labor Model Helps CFOs Build Finance Teams New Labor Model Helps CFOs Build Finance Teams When a business undergoes significant change, accounting and finance functions feel the impact more intensely than perhaps any other departments in the organization. Mergers and acquisitions, new compliance mandates and fast growth are just some of the major change events that can dramatically increase workloads for these functions with little or no warning. They also often demand team expansion, at least temporarily. However, in today’s dynamic business landscape, CFOs often find these types of events are happening either simultaneously or in rapid succession. In their efforts to manage change, these financial leaders must constantly refine or even completely rethink their staffing strategies. Another challenge many CFOs must help their teams to navigate: Digital transformation initiatives that fuel innovation, create new business models and require the implementation of new technology, including financial systems. Digital transformation is highly disruptive - and it’s changing the nature of work for many accounting and finance organizations, in many ways for the better. The latest Benchmarking Accounting and Finance Functions report from and Financial Executives Research Foundation (FERF) explains that the reduction of manual processes and the addition of new capabilities through automation, cloud computing and digital transformation are helping teams to become more efficient and productive. Those teams are, as a result, capable of devoting more time to projects that add value to the business. CFOs confronting tough talent management questions The challenge for finance leaders, though, is finding skilled talent to work with new technologies like advanced data analytics, cloud computing and robotic process automation (RPA), and help the company identify and pursue new business opportunities related to ongoing digital change. CFOs also need workers to manage essential processes that their accounting and finance organizations have yet to automate - or may not automate, at least in the near term. According to the Benchmarking report, those processes often include financial planning, financial decision making and financial forecasting - activities that require strategic thinking capabilities. To create that mix of talent, CFOs at many leading firms are now embracing a new labor model for finance that is made for the digital age. They are relying more on a flexible labor force that includes full-time employees who are focused on critical initiatives; interim and project-based professionals who help to support them, usually for a finite period; and other specialized resources that can provide additional capabilities and perform high-value work on an as-needed basis. and global consulting firm, Protiviti, a subsidiary, teamed up to create a white paper that explores how more CFOs are turning to this new model to address difficult talent management questions, including: “How do we align the right resources to achieve business process improvements and other key objectives that we’re planning?” and “How do we hire and groom new expertise at a time when the competition for in-demand talent has never been more intense?” This model, supported by the right tools and technology, also allows CFOs to scale their teams up or down quickly in response to new opportunities as well as potential risks. Many firms seek support in managing a flexible labor force Findings from the latest Benchmarking report suggest that flexible teams are becoming increasingly important to the everyday operations of accounting and finance functions at organizations of all sizes throughout North America. In the United States, one-third of finance executives (33 percent) report that their businesses use interim staff, up from 28 percent in the previous survey. And in Canada, 41 percent of respondents say their firms rely on project or temporary professionals, up nine points from 2017. A related trend, discussed in and Protiviti’s white paper, is how more companies are turning to external providers to help them recruit, develop and manage their talent, including full-time and interim staff. These businesses “need partners who possess deeper knowledge of their strategies, risks and opportunities.” That knowledge is critical in the digital age because “it helps ensure that rapidly changing talent needs can be met quickly and effectively enough to exploit new opportunities.” Managed services providers can offer that support. For example, Managed Business Services teams from and Protiviti operate like this: A senior Protiviti consultant leads a combined Protiviti and team of consultants, assembled according to a company’s needs, and handles all planning, onboarding, scheduling, training and quality control duties related to the assignment. The team can also employ technologies such as RPA and other best practices to help accounting and finance teams improve their operational efficiency. You can learn more about our Managed Business Services offering here. A flexible labor force can help address current staffing challenges. Consider that 91 percent of CFOs are currently experiencing recruiting challenges, according to research from Robert Half. And, regardless of the talent shortage, your business must still align the people, processes and technologies it needs to adapt to emerging challenges and opportunities in the digital age. Through the strategic use of comprehensive staffing arrangements, you can better position your organization to not only keep pace with change but also drive it. Read our white paper Responding to business disruptions requires a finance labor model that relies on a broader portfolio of staffing arrangements and technology solutions. Download the free white paper, The Labor Model for Finance in the Digital Age, from and Protiviti for more insights on the benefits of using this approach to source in-demand talent for accounting and finance teams.

Resume Buzzwords That Can Hurt You

Resume Buzzwords That Can Hurt You Resume Buzzwords That Can Hurt You Certain commonly used buzzwords in resumes and personal profiles are hackneyed cliches that can be an immediate turn-off to the reader. According to an analysis by career networking site LinkedIn, here are the 10 most overused buzzwords and cliched phrases appearing in LinkedIn profiles, listed in order, which should be avoided: Extensive experienceInnovativeMotivatedResults-orientedDynamicProven track recordTeam playerFast-pacedProblem solverEntrepreneurial In alphabetical order, here are the top 40 overused buzzwords and phrases in LinkedIn profiles. These buzzwords and phrases, through overuse, have lost their impact and ability to communicate properly. They also tend to be unduly vague. Using these can brand you as a less than satisfactory job candidate, one who does not think or communicate clearly in plain English, or whose accomplishments will not stand up to scrutiny: Best-in-BreedBest-in-ClassBottom-Line OrientedClient FocusedCreative ThinkerCutting EdgeDetail OrientedDriven ProfessionalDynamicEntrepreneurialEvangelistExtensive ExperienceFast PacedGo-To PersonGoal OrientedGuruHighly SkilledInnovativeMotivatedMulti-TaskerOut-of-the-BoxPerfectionistProactiveProblem SolverProven Track RecordQuality DrivenQuick LearnerResults-OrientedRoad WarriorSeasoned ProfessionalSelf-StarterSkill SetStrategic ThinkerStrong Work EthicTeam PlayerTiger TeamTrustworthyValue Add (Added) Works Well Under PressureWorks Well With Others Buzzwords in Interviews In addition to keeping buzzwords and phrases such as these out of your resumes and personal profiles, be careful to avoid them in the course of interviewing, where they can have the same negative impact on your image and prospects. On the other hand, showing that you understand  the basic jargon commonly used in a given industry or career  can set you apart from other job candidates who do not, especially when the interviewer uses such terminology with the expectation that you do. Aim for a judicious demonstration of such knowledge. Excessive and gratuitous use of jargon, especially out of context, is bound to have the same negative impact as spouting hackneyed buzzwords. Replacing Buzzwords Career coaches and counselors advise that you strive to be specific in resumes and personal profiles. For example, instead of saying that you have extensive experience, state the exact number of years you have spent in a given function or field. Also, you might name specific projects on which you have worked, and indicate precisely what your contributions and achievements were. Furthermore, successfully marketing yourself through a resume or a personal profile requires precisely demonstrating what you can do for a potential employer. Source Buzz Words to Avoid in Your LinkedIn Profile and on Your Resume, by Julie Steinberg, The Wall Street Journal FINS online career news, 12/14/2010.

Here are 6 ways to deal with people who act distant

Here are 6 ways to deal with people who act distant Here are 6 ways to deal with people who act distant Some people keep feelings and  emotions  close to the vest. They aren’t bad people, but it can be frustrating when we’re only treated to occasional glimmers of their sparkling personality. Their slow message response times (leaving you “on read”) and unaccepted invitations make you feel unwanted, or that you’re the only person putting in any effort.Having a heart-to-heart with a cheerful, friendly person, however, rarely feels like a struggle. But if everyone was cheerful and friendly, we’d already have world peace. Dealing with people who are distant seems to present a bigger challenge.Chances are they’re not  trying  to make you feel bad. And luckily, continuing the effort can reward you with a wonderful new friend, or a closer relationship with a familiar face.Whether this distant person is part of a burgeoning relationship, a family member you’ve always admired, or a newly reclusive sibling or  spouse, here is how to show them you value their presence.Have Empathy A number of traits and mental illnesses lead to a distant personality. Insecure attachment styles, like reactive attachment disorder and disinhibited social engagement disorder, can make people hesitant to start up conversations, seek comfort in the company of others, or ask for what they want directly.However, just because someone is distant doesn’t mean they qualify for these disorders. In fact, the DSM says these behaviors must be present before  age five  to count as a “disorder.”  Anxiety  and  depression  can also easily manifest as distance. Pushing away loved ones is a common symptom of depression.Even lesser stressors, like buying a home, going through finals, or helping a sick relative can lead a person to someone retreating and acting distant.You may not know specifically what causes a person to distance themselves. They may not  want  you to know, and that’s okay. Don’t push for an explanation. But have empathy when reaching out: Refusing to easily share feelin gs doesn’t mean they’re rude or dislike you.Open Yourself UpSome distant people struggle to share their feelings. They may be embarrassed by their emotions, or scared of being vulnerable.When dealing with a distant person, consider taking a few leaps of vulnerability yourself. Don’t reveal your whole life story - that can scare off even the friendliest stranger! - but show them that you’re not scared of serious conversation. By taking that first frightening step, you provide an opening for them, too.Give Them TimeDemonstrating vulnerability is a fantastic way to engage a distant person. Just keep in mind: distance is not changed in one conversation. It may take time for your friend to fully open up.For example, if a person is distant because  socializing  increases their anxiety, they may only have the energy for one conversation per week. Consider their emotional resources like a battery: every interaction decreases the charge. Refueling time is mandatory, so texts may be slow or they may decline your next invitation out.Relationship progress can be exciting, but don’t be disheartened when a distant person moves more slowly than you.Be FrankWhen you talk to your friend, make sure to used  I-focused  language: “I feel like you don’t respect me when you ignore my text messages” instead of “You are being disrespectful when you ignore my texts.” Accusations may make them  more  distant.Quick caveat: be  frank, not cruel. Since distance may be driven by depression and anxiety, avoiding harsh criticism is best. But many people don’t recognize their own distancing  behavior, and a heads-up might do them a favor.Pay attention to what worksWhenever you interact, keep close tabs on what works - and what makes them shy away. Did sharing your own struggles encourage them, or did you find them more distant after that chat? Did they make an effort to  reach out  more often after you told them how their distance makes you feel? You don’t want to s mother someone who prefers less interaction.Respect Your DifferencesRemember, every person is different. Depending on the reasons for their distance, they may respond better to different approaches. Get to know them and you’ll be better able to predict what makes them tick.Making friends is important - as is getting to know old friends and family better. But if the distance grates on your  mental health, take a time-out break for your  own  sake. And if their unresponsiveness leaves you sad, talking with your therapist can help you set expectations or barriers.This article was originally published on Talkspace.

March Madness basketball games could improve your office relationships

March Madness basketball games could improve your office relationships March Madness basketball games could improve your office relationships The NCAA basketball tournament is here and offices everywhere are in the midst of the madness.Workplaces are embracing March Madness with office pools, brackets and friendly competition. (Friendly, that is, towards every team but the widely loathed Duke University team, which is frequently dominant but was knocked out  early this year amid much schadenfreude).A survey from Bloomberg  even found that out of 1,200 adults, close to three-quarters of them said that a March Madness pool made them look forward to coming to work.Ball State marketing professor Ben Wright says that the tournament is an “opportunity to boost morale and forge a more cohesive workplace.”Bonding over March Madness is fun- as long as you’re not a Duke fanI was fortunate enough to work at offices that not only recognized March Madness as a special occasion, but encouraged employees to participate in all the aspects of tournament, from creating brackets to watching the games. I honestly looked forward to comi ng into the office knowing that the companies I worked for openly celebrated tournament time.It made it much easier that I worked for a sports publication, Bleacher Report. I recall meeting a new hire while we were watching a Duke game together in the office. He mentioned that he went to North Carolina and we both admitted that we chose the Duke Blue Devils to lose early in the tournament due to our shared disdain for the team.I forged relationships with my colleagues and made new friends that I still keep in contact with to this day thanks to Bleacher Report’s initiative to incorporate March Madness into the workday.Why March Madness can bring colleagues togetherThere are a few dovetailing reasons that March Madness is the best opportunity for office bonding all year: it’s the unique combination of competition, nostalgia and unpredictability that’s unrivaled by any other social phenomenon.First and foremost, college basketball is innocent compared to the aggressiveness of pro sports, offering sweeter narratives of young players overcoming barriers. Second, anyone can fill out a bracket to guess the winners even if he or she is not a fan. Unlike pro sports, college basketball is highly unpredictable. Every year, a surprise upset ruins even the best brackets, so the stakes are low. Third, the NCAA college basketball championships give more people a chance to feel included, since every part of the country is represented because of the regional design. Even better, every year a few small, scrappy schools make it in, which gives you a chance to root for the underdogs.  Fourth, March Madness games are often played during office hours, which can produce the illicit thrill of secret viewing among fans. And finally, March Madness is short enough to sustain interest with a lot of thrills, but long enough to keep conversations going. The Super Bowl or Oscars are conversation-worthy for a day or two afterwards, but March Madness keeps the surprises coming for weeks .  March Madness fills the hole left by disappearing communal eventsLet’s get one thing out of the way: the modern workplace is severely lacking in bonding opportunities. Open offices have created a backlash marked by widespread use of headphones and escapes to remote cubicles to work in peace. Office watercoolers don’t exist any more, and “event viewing” has largely been replaced by Netflixian binge watching at our own pace.Add to that the constant change in employees at many offices, as shorter gigs and job-hopping, as well as remote work, all take root. New employees are hired and old colleagues depart for other opportunities.  Establishing a relationship with a new coworker that you hardly interact with can be difficult, but March Madness can help with that awkwardness.Cheering for anything - whether it’s sports or awards shows -  helps to build connections and spark conversations. According to Harvard Business Review, close friendships at work boost employee satis faction by 50%. Partaking in an unpredictable, unique experience like March Madness brings colleagues together around a singular event and can help to reaffirm a group’s potential to rally around a common goal.Coworkers who normally wouldn’t talk to each other may feel looser once there’s cheering involved, and rivals may find some common ground. (Except, again, in the case of Duke, the alums of which should be ready for all kinds of smacktalk).  March Madness can frequently bring up memories of college and college sports teams, which can be a window into a special time from one’s past. The tournament rekindles past rivalries but instead of a stadium, the venue is now the office.How to play March Madness in the office Know the lingo: If you’re not a college basketball fan, it’s easy to be one. (The rules are similar to professional basketball: get the ball in the basket.) March Madness is the casual name for the tournament (conveniently, mostly during March) that decides which college basketball team is the best in the country. There are four regions: East, West, Midwest and South. Each region sends its best teams to the Sweet 16, the semifinal portion of the tournament. The winners of the Sweet 16 go on to the Elite 8, which are the finals of the regional portion. The Elite 8 narrow down to the Final Four, which kicks off the national portion of the tournament. The two winners of the Final Four face off in the national championship. Watch on TV: the tournament starts on Thursday, March 23, and you can get TV schedules from the NCAA. All of the games will be available through the organization’s own streaming. Fill out a bracket: Brackets are available everywhere online: from the NCAA  and from ESPN, to start. For anyone who wants to start an office pool,  Yahoo Sports is a popular option that helps create and score brackets digitally so everyone can check in any time to see how their picks are shaping up. Ultimately, celebrating March Madness really isn’t about basketball. It’s about camaraderie. If you can find even one other person to watch it with you, the madness of it all makes it best time of year in the workplace.

Customize this Area Manager Resume

Customize this Area Manager Resume Customize this Area Manager Resume Create this Resume Karen Hutchinson2941 Turkey Pen RoadNew York, NY 10013(333)-628-5536k.hutchinson@smail.comObjectiveTo obtain a position as Area Manager who will exercise independent judgment and discretion in developing and articulating strategies to drive the business. Summary of QualificationsDemonstrated capability of modeling and leading a strong service-based/ selling environmentSolid record of selecting, developing and growing talentProficiency in the GM roleStrong analytical and technical skills relating to achieving business resultsOutstanding planning, organizing and time management skillsProfessional ExperienceArea Manager, January 2007 PresentHealthport, Gainesville, FL ResponsibilitiesSupervised multiple full-service or clinic operations.Organized and planned territory operations.Provided quality customer service and high customer satisfaction.Responsible for the financial profitability of the company.Trained and instructed workforce.Area Manager, May 2004- December 2006Performance Food Group, Industry, CA ResponsibilitiesAssisted the Manager in contract negotiations.Presented products and services to the market.Evaluated personnel for operational implementation.Facilitated training and interviews for workforce.Reviewed sales performance. EducationMasters Degree in Business Management, 2004Yale UniversityBachelors Degree in Business Management, 2002Yale UniversityCustomize ResumeMore Sample Resumes:Area Manager Resume Armed Security Guard Resume Art Director Resume Artist Resume Asp .Net Web Developer Resume Assistant Buyer Resume Assistant Principal Resume Assistant Property Manager Resume Assistant Resume