Posts tagged establish

Massage therapists are trying to establish the Guinness World Record for the longest chain Moving Massage

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1 year ago
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Kansas City, MO (openPR) 15 March 2006

massage therapists at the Massage Therapy Training Institute, gathered Monday tried 24 October to create a new Guinness world record longest chain of massage movement. Massage Therapy Training Institute sponsored the event, which took place in the school parking lot at 9140 Ward Parkway.


Massage therapists

formed a large circle and each massaged the shoulders of the person in front of them go to put music from a DJ available. Massage Therapy Training Institute in the documentation video of the event to be present, for consideration by the Guinness Book of Records as the longest chain of massage movement.

“It is a great way to start was around Week massage,” says Don Farquharson, Executive Director of the Massage Therapy Training Institute. “The event provided an opportunity to network and celebrate their professional therapists while participating in an event that can be taken up soon in the Guinness Book of Records.”

massage therapists were required, a copy of their diploma, transcript, license number or certification number to be counted in bringing the world record. The participants received commemorative T-shirts and had chances to win prizes.

attempt the world record was the idea of Massage Therapy Training Institute student Angela Lamb. She shared her idea with faculty and staff who help make their dream a reality offered.

event sponsors include the source Center for Natural Health & Wellness, Kansas City Chapter AMTA and LSI International.

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clear = “all”
Massage Therapy Training

Invisalign for Teens: Establish clear teeth, invisible braces

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1 year ago
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Invisalign for me? ) Invisalign treats the vast majority of common problems for adults and ) Can you continue enjoying your active lifestyle during ‘treatment / 3rd p>) Find the best during and after
The metal brackets and invisible braces option in the world has been a great success with around one million adult patients. Until recently

Karnataka plans to establish Ayurveda University

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1 year ago
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Karnataka plans to set up Ayurveda University
Karnataka will set up a university for ayurvedic studies. Apart from a number of ayurvedic dispensaries, the state has ayurvedic colleges in Bangalore, Mysore and Bellary with hospitals. There are several manufacturers of traditional ayurvedic medicines also in the state.

Read more on Business Standard India

Trying to Establish a Basic Understanding of Hypertension

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1 year ago
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The Phrase High Blood Pressure conjures up a variety of things to all people. The Common definition refers to High Blood Pressure without alluding to any cause.

Because of the silent and insidious way it works in the background i. e. no symptoms it is referred to as the Silent Killer. High blood pressure if left untreated and ignored can lead to lethal complications in a wide variety of illnesses. More than 50 million Americans are estimated to have high blood pressure.

In the USA initial investigations would seem to highlight that within the black community 32% off the community how to high blood pressure as opposed to 23% within the White and Hispanic communities. The knock on effect of high blood pressure would appear to be worse for those within the black community.

It would appear that the risks and incidences of high blood pressure increase proportionately with age with over three quarters of women and 4/6 of men over the age of 75 being classified as sufferers. High blood pressure is twice as common among people who are obese as among those who are not.

It is a staggering figure that possibly only two thirds of the potential high blood pressure sufferers in the US have been diagnosed. Of these people, about 75% receive drug treatment, and of these, about 45% receive adequate treatment.

Two terms are used when calculating high blood pressure, the systolic which is the first and greater of the two figures and refers to the highest pressure of the Arteries. The lower value reflects the lowest pressure in the arteries, which is reached just before the heart begins to contract again (during diastole).

The traditional way of reporting blood pressure figures is calculated in millimetres of mercury and described as the systolic over the diastolic (120 over 80 etc). If the blood pressure readings were greater than a systolic pressure of 140 mm Hg and a diastolic pressure off greater than 90 mm Hg than to suffer was deemed to be suffering from high blood pressure.

However it has now been recognized that even these figures may be arbitrary as even the smallest increase in blood pressure is a risk. The change in the approach to these limits has occurred through increased research into hypertension highlighting additional unforeseen complications.

In most people with high blood pressure, both systolic and diastolic pressures are high. It has been found that where High Blood Pressure has been brought about through increased age that it is not unusual to see a normal diastolic pressure matched with a raised systolic figure.

This disorder is called isolated systolic hypertension. Blood pressure that is more than 180/110 mm Hg and does not produce any symptoms is “ a hypertensive urgency.

Where the blood pressure is particularly severe and in excess of 210/120 mm Hg then the condition is deemed to be known as malignant hypertension. It occurs in only about 1 of 200 people who have high blood pressure.

Again the incidences of malignant hypertension is greater within the black community and amongst those people from the socioeconomic groups. Unlike hypertensive urgency, malignant hypertension may produce a variety of severe symptoms. These can be fatal within a period of six months if left untreated.

Scott James writes regularly on High Blood Pressure issues and more information on the above can be found atHigh Blood Pressure ,High Blood Pressure Symptom and also at http://www. livingwithhighbloodpressure. net/treatment. html

ZenBio awarded Phase I SBIR grant to establish novel human cell-based models of NAFLD

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1 year ago
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ZenBio awarded Phase I SBIR grant to establish novel human cell-based models of NAFLD
ZenBio, Inc. announced that it has been awarded a Phase I SBIR grant to establish novel human cell-based models of non-alcoholic fatty liver disease (NAFLD) that will be useful for basic research and as a potential drug development platform. The project stems from recent efforts at ZenBio, Inc. to develop methods for differentiating adipose tissue derived progenitor cells into hepatocyte-like …

Read more on News-Medical-Net

How to establish a good protein diet, and will i start putting on more fat then muscle mass if i start?

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1 year ago
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Im thinking about starting a protein diet. I start the day with drinking an egg (dont bash me with salmonella preaches cause its real rare), i lift weights about every day or every other day and i eat a good amount of meat. I also have a protein shake about once every week. . . i would have more then one a week but buying it from smoothie king is expensive.

How to Establish Routine With your Child Who Has Aspergers

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1 year ago
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This article will look at the importance of routine and consistency for children with Asperger’s. Children with Asperger’s not only need routine, they crave it! To be

honest all children really benefit from routine but it is even more important for children with Asperger’s. Establish daily routines as early as possible and stick to

them. Your child will also have to be prepared for changes in routines, as we all do, so provide them with a method to deal with change. Because as we all know the best laid plans can easily come unstuck. Like for example a trip out in the car being delayed or postponed because of a puncture.

The preparation may include visual reminders, such as a schedule and timer (maybe like an egg timer for younger kids and just a regular watch/clock for older ones). Dependent on the age and ability of your child the schedule can be just writing or have pictures/images too. Another great idea I have seen used is an “oops” card. This is basically a piece of card with the word “oops” written across it in big letters. The children are then taught that this means that there is to be an unexpected change. After time, and a number of experiences of this, they soon begin to associate the card with a change. And cope much better with the change, as a result. So in a strange roundabout way the “oops” card that indicates a change to the routine coming up actually becomes something consistent in their life. And as you know children with Aspergers cope much better with consistency.

When changes need to occur, make sure they have plenty of time to adjust to the change. Give them verbal cues of changes that will take place, in increments as needed. Routine will also need to include a time for homework, a time for bed, and a morning routine in order to make their transition to school successful. To the extent that is possible, avoid changes in routine. When change is necessary, give them the tools to deal with that change (like the “oops” card). This may all seem like a lot of work – and in the beginning it can be. But overall it saves a lot of time and energy for everyone. By taking a “short cut” of not providing any planned consistency the result is likely to be a more distressed child with a lot more difficult and challenging behaviors to cope with in the long term.

To briefly summarize then it is very important for parents to help their child by providing consistency and routine for them in their day-to-day life. Within this a system to help the child cope with the inevitable unplanned changes that can occur is also needed. Taking such an approach will save time and energy for everyone in the long run.

Dave Angel is a social worker with families who have

children on the Autistic Spectrum and is the author of

a new e-book that answers the 46 most asked questions

by parents of children with Asperger’s. To claim your

free 7 day Mini-Course for parents of children with

Asperger’s Syndrome visit http://www. parentingaspergers. com

today.

Drug-Free Workplaces: 10 Myths & Insider Tips: How Employers Establish and Keep Drugs Out of the Workplace

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MYTH:  Most Individuals addicted to alcohol and/or illicit drugs are unemployed.

Reality:  More than 75% of substance addicted persons work. [SAMHSA 2007] The rate of substance addicted workers in the average workplace is about 13%.

Employer Tip:  Search the SAMHSA website for current substance abuse statistics and free information about prevention and treatment. Workplace addiction can be prevented with innovative best practices that save time, money and lives.

MYTH:  The financial consequences of workplace substance abuse are decreasing.

Reality:  Employer expenses related to substance abuse are increasing and may  exceed $250 Billion per year, based only on the following expenses:

-  Workers’ Compensation:  Substance abusers register 50% of all claims and 5X more claims than average. [National Council on Compensation Insurance]

-  Health Benefits:  Abusers utilize 8X greater health benefits and spend >300% more on healthcare than peers. [US Department of Labor]

-  Absenteeism:  Substance abusers account for 35% of all work absences and are 6X more truant than colleagues. [US Department of Labor]

-  General:  Substance addicted employees are responsible for much higher rates of workplace turnover, theft, accidents, deaths and violence.   [Special Congressional Report on Alcohol and Health; US Department of Labor]

Employer Tip:  Implement Drug Free Workplace (DFW) programs featuring zero-tolerance, high integrity drug testing, measurable performance behaviors, and Lean principles to best and most quickly impact substance-related expenses. (Resource:  U. S. Drug Testing Laws By State (http://reduceyourworkerscomp. com//drug-testing-state-laws. php)

MYTH: Absenteeism is the leading substance addiction expense for employers.

Reality:  Untrue!  It is estimated that “presenteeism” (present at work but impaired) may be 6. 5X more costly than absenteeism.   In fact, many substance addicted workers are never intoxicated on the job, but are in an acute phase of detoxification, given the short acting pharmacology of alcohol and most illicit drugs.    In simplest terms, this is brain-impaired presenteeism.

Employer Tip:  Be vigilant for substance related presenteeism (i. e. alcoholism: tremors, sweating, irritability, mistakes, poor judgment, injuries etc. ). Best practice mandates immediate feedback re: symptoms/behaviors, and facilitated discussions with managers and staff to explore presenteeism solutions.

MYTH:  Recent data published in the Wall Street Journal showing a declining rate of positive urine drug    tests means that workplace substance abuse is decreasing.

Reality:  No scientific conclusions* can be drawn from this data about workplace substance abuse.  What definitely is true is that urine drug test adulteration and substitution is big business.   On the day this article was written, a web-search of “How to beat a urine drug test” returned 976,000 results!  These results showed how to beat employment screening, return to duty and random drug testing, even naming specific companies and their urine drug testing protocols to ensure best-practice adulteration method!  SAMHSA’s substance abuse survey data shows worker substance addiction to be over 10% for decades, including the latest results from 2007 (8. 8% illicit drugs and 8. 9% for alcohol).   The Supreme Court shares our concern, recently ruling that regardless of company policy/preference, all workers who test positive  must be observed  during return to duty drug testing.

*[The authors have contacted the Wall Street Journal Editor to clarify any misperceptions].

Employer Tip:  Consult a clinical expert about drug test contamination and the latest drug testing technologies, some of which help minimize adulteration (i. e. lab-based oral fluids testing with “non-mandated” companies).  Be cautious of any research study interpretations which do not match up with SAMHSA’s data.

MYTH:  In 2006, the next drug-class abused after alcohol by individuals 12 years of age and older was THC (marihuana etc. ), as it has been for decades.

Reality:  Surprisingly, for the first time in years, “illicit pain-relievers” inched out THC as that next class of drugs abused after alcohol.

Employer Tip:  Stay current with the latest drug addiction trends, some of which are geographically specific.   It is best-practice to add oxycodone to drug testing regimens, especially in the northeast, where epidemic abuse is emerging. Additionally, parent education must stress this startling development.

MYTH: The DOT’s standard drug test detects oxycoton, because one of the “standard panels” measures for the opiate class of drugs.

Reality:  Not so! In fact most standard drug screens will not detect oxycodone (semi-synthetic opiate) unless it is present in very high quantities. A survey of MDs at a major academic hospital found most physicians to be unaware of this.

Employer Tip:  Annually consult a clinical substance abuse expert to review your DFW plan.   Immediately add oxycodone to all drug screening protocols.

MYTH: The best way to reduce workplace addiction commits most resources to catching abusers, so as to deter other employees from substance abuse.

Reality:  This “war on drugs” enforcement tactic has not reduced worker addiction.   The #1 drug of choice is alcohol, and test-measurable alcohol is almost always “slept off” before work.  A DFW program primarily focusing on drug testing undermines DFW integrity, encourages adulteration and lowers employee morale.

Employer Tip:  Shift strategy/resources to create DFW cultural norms consistent with zero-tolerance, personal responsibility, continuous-improvement coaching, employee empowerment, health/wellness, and employee assistance.   Complete the “win-win” by enhancing leader competency to manage accountability for performance expectations, and gain the competitive advantage of highest employee engagement and increased productivity organization-wide.

MYTH: Transforming a work culture to truly achieve and sustain a substance-free environment takes a significant amount of money and time.

Reality #1:  Not true. Financing a DFW culture essentially amounts to shifting resources (refer to substance related employer costs documented in Myth #2).  

Reality #2:  Integrating best-practice change-management techniques and Lean principles will fast-track DFW transformation and improve/accelerate ROI!  With supportive executives, the infrastructures for a new/upgraded DFW culture can be implemented in less than a week, and instantly begin delivering a huge ROI.

Employeer Tip:  Implement DFW cultures which are leader/employee driven and hard-wire measurable performance expectations. Create a dashboard of success-measures (expense and revenue indicators) and post quarterly, company-wide.

MYTH:  Most companies manage change well, and incremental, slower transitions will improve the chances for success.

Reality:  No, and no!  *McKinsey’s Classic Change Study (2008) found change is successfully managed only 33% of the time and “bigger and timely” transitions predict success.   

Employer Tip:  When initiating or refining DFW programs, consult with both workplace addiction and change-management experts.

*[ Creating Organizational Transformations: McKinsey Global Survey Results - August 2008 ]

MYTH:  In this economy, workplace addiction should become a less important priority, particularly for retrenched companies unable to increase market share.

Reality:  These unprecedented times underscore the quintessential value of employees and the P&L’s bottom-line. For retrenched companies, addressing DFW improves morale/productivity and reduces major expenses (saves jobs). For growing businesses, improving DFW adds to company valuation, reduces risk and improves employee engagement (company of choice).   (workersxzcompxzkit)    

Employer Tip:   Learn as much as possible about workplace addiction.   Consult with the many free resources available, including web-sites sponsored by the US Department of Labor (Partners for a Drug Free Workplace) and SAMHSA.  

WorkersCompKit® Blog Guest Authors:   Bill White MSN and Katharine White MS

Do not use this information without independent verification. All state laws vary. You should consult with your insurance broker about workers’ comp issues. ©2009 Amaxx Risk Solutions, Inc. All rights reserved under International Copyright Law. If you would like permission to reprint this material, contact Info@WorkersCompKit. com

WorkersCompKit® Blog Guest Authors: Bill White MSN and Katharine White MSN, are leadership entrepreneurs who co-founded DFW-Renaissance Inc. (www. dfw-r. com) and co-developed managerial science innovation DFW-R Lean Culture™ (to create/sustain highly engaged drug free workforces). Both are former hospital C-Suite executives with extensive drug treatment, leadership and behavioral health experience. Look for their upcoming headline article in DATIA Focus on DFW Culture Change and Employee Morale. They can be reached by email at billtwhite@cox. net and phone at 401- 447-1168.

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