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KITSCH SOUL MATE WILL SAVE U.S.

I should post the other plates of Rap, but nun me wrong.

I opt for the traditional Christmas card and a delicious themed video.

Now, while those 's illustration above, I get a couple of the fundamental things: I do not know color

A B There's a reason U_U

I noticed that when I go on the nice window "choose a color at random from the options 2000000" my brain receives an electrical charge and releases endorphins every whenever I click on a fluorescent color that does not fit a strain with the rest of instilling in me an effect similar to THIS .

Someone has tried to instill a minimum of color theory, but with little results ... XD

Oh well, patience.

Certainly the world that there is a higher intelligence shares my vision of the color.

That pink elephants be with you always.

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INDICATIONS FOR EVALUATION OF STRESS-RELATED WORK APPROVED BY THE STANDING ADVISORY COMMISSION ON HEALTH AND SAFETY AT WORK

Article 28, paragraph 1, of Legislative Decree no. April 9, 2008, No 81, the following legislative decree no. 81/2008, provides that the risk assessment should be made taking into account, among other things, risks from work-related stress, according to the contents of the Europe Agreement of 8 October 2004. Because of operational difficulties reported repeatedly in order to identify the correct implementation of this legislative provision, during the adoption of corrective measures and supplementary to the aforementioned Legislative Decree no. 81/2008, was introduced in Article 28 paragraph 1-bis, which was attributed to the Advisory Commission to formulate methodological indications as to the proper performance of the obligation, designed to address the activities of employers , their advisers and supervisors. In order to comply by the deadline of 31 December 2010, the provision in Article 28, paragraphs 1 and 1-bis of Legislative Decree no. 81/2008, as subsequently amended, the Standing Advisory Committee on Safety and Health at Work has set up a tripartite committee of its own which, following extensive comparison among its members, has prepared this document, dismissed from Advisory Commission in its meeting of 17 November 2010.

methods indications were developed within and for the purposes identified by Law duly taking into account the extensive scientific production and available on the subject of the proposals received within the Advisory Committee and have been compiled according to criteria of simplicity, brevity and comprehensibility.

The paper suggests a methodological approach that represents the minimum level of implementation of the obligation of risk assessment of work-related stress for all public and private employers.

Definitions and general guidance

The work-related stress is described in Article 3 of the European 8 October 2004 - interconfederal as implemented by the Agreement of 9 June 2008 - as "a condition which may be accompanied by disturbances or malfunctioning of physical, psychological or social, and results from the fact that some individuals do not feel able to respond to requests or expectations placed in them "(art. 3, para. 1). As part of the work that imbalance can occur when the employee does not feel able to respond to work demands. However, not all manifestations of stress at work can be considered work-related stress. The work-related stress is caused by several factors specific to the context and content of work.
The risk assessment work-related stress is an integral part of risk assessment is carried out and (as for all other risk factors) by the employer using the Head of the Prevention and Protection (RSPP) with the involvement of medical competent, if appointed, and after consultation Representative of Workers' Safety (RLS / RLST).
E ', then, must first specify the methodology that allows a correct identification of risk factors for work-related stress, so that this identification derives from the planning and implementation of measures to prevent or, when it is not possible, minimization of this risk factor.
To this end, it is clear that the necessary activities must be carried out with respect to all workers, including managers and supervisors. The assessment looks at individuals but not homogeneous groups of workers (for example, organizational tasks or partitions) that are exposed to risks of the second kind a finding that any employer can do individually on account of actual business organization (may be, for example, shift workers, employees of a particular sector or those who perform the same task, etc).



Methodology The evaluation is divided into two phases: a necessary (preliminary assessment), the other possible, to be activated in the event that the preliminary assessment reveals the risk factors for work-related stress and the corrective measures taken Following that, the employer, have failed.
The preliminary assessment is to collect objective and verifiable indicators, where possible numerically appreciable belonging to at least three distinct families: I.
Sentinel events such as: injury rates, sick leave, turnover, procedures and sanctions, and reports of physicians, specific and frequent formal complaints by workers. The above events are to be assessed on the basis of homogeneous parameters identified inside the company (eg time trend of injury rates reported in the company).
II. Work content factors such as: work environment and equipment, loads and work patterns, working hours and shifts; match between worker skills and professional qualifications required.
III. Contextual factors of work such as: role in organization, decision-making autonomy and control, interpersonal conflicts at work, development and career development, communication (eg, uncertainty regarding the required performance).

In this first phase can be used checklists also apply by corporate entities to enable prevention of an objective, comprehensive and, when possible, parametric factors referred to in Sections I, II and III above.

In regard to the evaluation of the factors of context and content of the above (sections II and III of the list) need to hear the workers and / or RLS / RLST. In larger companies you can hear a representative sample of workers. The choice of methods by which workers feel is left to the employer in relation to the valuation methodology adopted.

If the preliminary assessment does not disclose the risk factors for work-related stress would have required the use of corrective actions, the employer is only required to give account in the document Risk Assessment (DVR) and provide a monitoring plan .

Unlike in the case where major elements of risk from work-related stress would have required the use of corrective actions, we proceed to the planning and adoption of appropriate corrective actions (eg, organizational, technical, procedural, communicative , training, etc). If corrective actions are ineffective, it shall, in the time that the company defines itself in planning interventions, the evaluation phase of the next (known as in-depth evaluation).

The detailed assessment involves assessing the subjective perception of workers, such as through different tools such as questionnaires, focus groups, semi-structured interviews, families of factors / indicators listed above. This phase refers of course to homogeneous groups of workers in respect of which the problems were detected. In larger companies it is possible that this phase of the investigation are made via a representative sample workers. In enterprises employing up to 5 workers, instead of these instruments in-depth evaluation, the employer may choose to use evaluation mode (eg meetings) to ensure the direct involvement of employees in finding solutions and monitoring their effectiveness.

Transitional and Final Provisions

The date of December 31, 2010, the commencement of the obligation under Article 28, paragraph 1-bis of Legislative Decree no. 81/2008, shall be understood as the starting date of the assessment activities under these methodological guidance. The sequencing of these activities and an indication of the period of assessment Final completion of the transactions must be reported in the risk assessment document. Supervisors, for the purpose of taking measures under its jurisdiction, and take into account the effect of the time schedule mentioned in the previous period.
In order to verify the effectiveness of the methodology shown here, also to consider additions to it, the Advisory Commission shall be drawn up a report within 24 months from the publication of these methodological guidelines, following the course of the monitoring activities made. The making of such monitoring will be determined by the Advisory Committee. The
Employers, on the date of approval of these methodological, have already assessed the risk of work-related stress in line to the contents of the Europe Agreement of 8 October 2004 - as implemented by the Agreement of 9 June 2008 interconfederal - no need to repeat the survey but are only required to update the same in the circumstances envisaged by art. 29, paragraph 3, of Legislative Decree no. 81/2008, as described in this document.

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Interview Life People Cosenza December 2010: Anxiety and panic attacks? There speaks a psychologist ...


How many of you have found themselves having to deal with at least one
time in life, anxiety and panic attacks? Sweating,
difficulty breathing, tremors can be a
physical and social discomfort when you can not manage independently.
to clarify things we asked for some clarification on
Cristian Chiappetta, psychologist.
Anxiety disorders and panic attacks are real or imaginary? When leading to the disease, are certainly real to the person who lives
these symptoms. For real I mean
external dynamics that have generated, from birth to adulthood,
intra-psychic conflict.
How can you recognize the symptoms?
anxiety a normal reaction of the body, a serious threat, is to prepare
action: addressing the threat or fleeing.
This reaction of "fight or flight" is essentially a protective:
stimulates the nervous system and triggers of physical responses, such as alteration
breathing, increased heart rate and muscle tension.
This occurs when one perceives a threat,
which can be physical, psychological or imaginary.
panic attacks occur as a reaction to objects, activities or situations
in the case of phobic disorders.
What are the triggers and recognize them as the patient? There is no unique explanation. E '
necessary to analyze multiple factors in childhood education, internal conflicts, such as anxiety
learned response (the onset of the phobia
with an unpleasant event)
physical, if
communicate with them in a negative way and anxious,
ability to compete with the outside
(
show submissive behavior), social agents (bereavement, marital separation,
sexual difficulties, etc...) The patient recognizes his symptoms when
creates an "up and down" or when the degree of anxiety and may occur gradually increases
psychosomatic symptoms that generate
gastritis, tachycardia, hiatal hernia, excessive sweating.
How are they treated? Taking drugs is a palliative. The drug
is necessary when the subject has a high degree of anxiety
so that they can not perform daily tasks. In any case it is advisable to take
individual psychotherapy.
When you need to go to the psychologist? is not the patient who decides to go to a psychologist or psychotherapist.
are usually general practitioners who, not having
physiological conditions, recommended to undertake an individual psychotherapy.
In a minority of cases, the patient to see a therapist
his will. The path to psychotherapy, in general, to provide excellent results
must have a duration of six months with a frequency of two sessions a week
.
Who suffers most from this disorder? All subjects with no distinction of sex and age.
You can heal and how? The healing does not always provide, at least
depends on three factors: the will of the patient, a good therapeutic alliance
and assiduous attendance at sessions.


Service Manuela Magnelli

(extract life from People Magazine and the Province of Cosenza-December 2010)

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Rapunzel!





We
.
will be released in theaters in 3 days.

You should then find the graphic already on the newsstands this week ... In theory

eh:)

For now, place a few fragments of my layouts, then when will be in my hands, and post the final tables credits!






pencils matitose e. ..

Cintiq!

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THE DOCUMENT OF RISK ASSESSMENT

The risk assessment document, the specific part on the assessment / risk management work-related stress, must document the making include the following:
- awareness raising and information made, the parties involved and the tools used;
- the document analysis for the description of work, management system and safety and health flow of information relating to indicators of corporate work-related stress;
- the training activities undertaken for the various internal figures (tools used and duration of action);
- the evaluation process carried out with the instruments of investigation objective / subjective and used the report data analysis with the level of risk areas / groups homogeneous
- the program of preventive measures / collective protection and individual to be activated with the timing of intervention and the role of corporate entities must ensure that;
- any health surveillance targeted at risk groups, implemented in the existing health plan, including health promotion programs on a voluntary basis;
- the plan for monitoring / follow-up with the timing.

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THE PATH OF ASSESSMENT AND RISK MANAGEMENT

The introduction of risk assessment of work-related stress is causing the demand by companies, assessment tools easy, cheap and good. The market offers products apparently effective, mostly in the form of software / check-list, but which, if used exclusively, can be inappropriate, if not counterproductive or damaging.
In fact, the nature of the risk work-related stress, different from other occupational hazards (eg noise) could be approached with standardized methods and tools of measurement, requires more than an assessment tool "mechanistic" application of shared methods of approach the problem with the assessment of specific risk through different instruments, divided between them and the management of corrective actions with the participation of all stakeholders in the system of prevention and protection (employers, managers, supervisors, head of prevention and protection, the competent physician, representatives of workers' safety, workers).
It fostered a virtuous cycle, and this is possible only by clearly defining how a process of risk assessment and management of work-related stress must necessarily follow the steps described below.

5.1 Shares information and communication
These actions are the necessary premise for the entire journey and must be one of motivation as well as informative. Is possible to imagine two distinct strands of communication:
a) awareness of all workers on the problem work-related stress: nature, causes, effects and solutions;
b) an explanation by management's willingness to tackle the problem (by engaging directly in activation) recognition of the role of employee participation and willingness to direct the whole journey in search of common solutions (especially collective prevention).
tools and initiatives should be evaluated according to specific situations. For example, in small companies with few workers and a relatively low level of organizational complexity may be sufficient meetings with all employees, supported by appropriate information materials (booklets / brochures).
For more complex business realities, divided into functional areas
and production areas and with a greater number of employees, should instead arrange for meetings of groups of workers and specific briefings for managers and supervisors.

In all cases we recommend a specific action of "information / activation key figures on the internal (in charge of prevention and protection, workers in the service of prevention and protection, the competent physician, representatives of workers' safety). 5.2 Analysis of documents

's documentary analysis is needed to read the organization of work (plan, production flow, communication flows, human resource management, etc..), The collection of indicators of corporate work-related stress (sick leave , accidents, turnover, job demands change, etc.). and for information about managing health and safety (minutes of regular meetings, annual action plans / long-term, annual reports biostatistics);
5.3 Actions Actions
training courses (training courses for management training courses for workers and worker representatives security, update and competent doctor in charge of prevention and protection) should have as objectives:
- transferring knowledge and skills aimed at preventing the risk, even in order to qualify and promote the effective participation of workers in the assessment phase ;
- strengthen different skills for the ongoing management of specific risk. In
this sense are different training courses for internal figures: a.
courses for managers-in charge. These persons must be trained (D. Lgs. 81/08 art. 37 paragraph 7) the responsibilities identified by law is charged to the employer, for the same directors / officers (together the implementation of the assessment of specific risk,
definition of criteria and methods of assessment, identification of procedures for the implementation of preventive measures with particular reference to the role of the organization, knowledge of issues related to gender, age, geographic origin, type of contract);
b. courses for workers at particular risk, in the training provided for in Article 37 Legislative Decree no. 81/08;
c. courses for representatives of workers' safety, as provided in Article. 37 Section 10 of Legislative Decree 81/08;
d. the expertise of experienced figures can not be limited to general knowledge on the topic of workplace stress, but should ensure the ability to directly (in close relationship with the employer) to assess the specific risk. E 'should be responsible and the doctor in charge of prevention and protection should perfect their skills acquired in training institutions through participation in specific
accredited training (courses, conferences, seminars, etc.)..
Training must be repeated periodically.
5.4 Risk assessment
intervention assessment of specific risk, preceded by the actions described above, includes:
- an objective assessment through direct observation methods;
- a subjective assessment by analyzing the perceptions of workers;
- a final report with data analysis and definition of risk levels to link the preventive / protective work-related stress, which becomes integral part of the overall risk assessment.
The purpose of objective assessment should be to make a "snapshot" organizational reality of business. To do so can be used with tools such as direct observation reports, checklists, job analysis. This first moment of objective analysis will also identify homogeneous groups of workers or organizational partitions with similar characteristics on the risk factors of organization. The subsequent talks on
the process of risk assessment can be made about groups or partitions so identified.
The subjective evaluation, preceded by a statement that aims to ensure adequate participation,
covers activities investigation of subjective perception of work-related stress
homogeneous groups, by means of assessing the size perceived critical work,
resources of individual / group accessible psychological and physical disorders and work-related stress (
mental disorders, somatic complaints);
Based on data collected on the basis of the same s 'identify parametric summary measures of risk level (such as low-medium-high) at the company or organization to partition / homogeneous group.

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EVALUATION OF WORK-RELATED STRESS: THE GUIDELINES OF THE LOMBARDY REGION

Col DDG No. 13559 of the Lombardy Region are approved the "ADDRESSES GENERAL RISK ASSESSMENT AND MANAGEMENT OF STRESS IN THE LIGHT OF EUROPEAN BUSINESS 10/08/2004", with which one of the most careful the problem of safety at work aims to provide guidance relating to 'obscure problem of evaluation of occupational stress.

The document, available to 'address: http://www.sanita.regione.lombardia.it/shared/ccurl/843/708/DDG% 2013559% 2010_12_2009.pdf was carried out by the Laboratory "Stress and Work" , a workshop on the theme started under the Regional Plan 2004 -2006 and continued through the next three-year plan 2008-2010 for the promotion of health and safety in the workplace. Although

on hold, as established by Legislative Decree 106/09, concerning the evaluation of the indications that the Standing Consultative Commission for the health and safety at work could make by August 2010, the document aims to take stock of the situation and, after an analysis of existing tools, to provide a first example of a possible evaluation approach.

First is carefully explored the now famous European framework agreement on work-related stress, that the regulatory level (art. 28-Leg. 81/08) represents and will represent the benchmark for evaluation but also (and it seems that not many have noticed it) for preventive measures.
Then the paper provides a list of the key stressors (stressors) in accordance with the scientific literature, and then analyze the "criteria, methods and tools related stress workplace and the process of evaluation and management of specific risk. "
the fourth chapter we propose a possible approach to evaluate, and conclude with an illustration of the role played by regional and local services.
Very interesting, in particular, the chapters are for the analysis of assessment tools and the schedule of the proposed model, although the approaches set out seem a little excessive.
Without taking anything away, in fact, the extreme importance of the phenomenon and the need to combat it effectively, it must be remembered that the business realities not always possible to engage at 360 degrees all the figures and prevention workers, and for the simultaneous presence of other risk factors to monitor and prevent, both to the needs of manufacturing companies, which at a critical time like the present can not be neglected.
the good work and good intentions, in fact, the study group that drafted this document, draw a profile that is unfortunately sometimes idealistic, and that will collide with the clear requirements of the corporate structure and who guides them. Overcoming these obstacles will be then up to the legislature and control bodies, as at present lacks a culture of prevention rather that is the standard of our countries most committed in the security field. When all the business logic, in fact, include the prevention is the primary factor in savings and increased productivity, then resources will be complex surgery.
Whatever the current situation, however, the guidelines of the Lombardy Region to serve at least do a little light on a topic too obscure. In the economic logic that each professional brings with it new risks, in fact, too many useless tools have been proposed, many of outdated or low level were used, as they are multiplied by agencies or professionals who offer themselves as single point of contact for evaluation.

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Skira, this is for you.

acknowledge the support?

Thanks dear, the agenda is already full of drawings ^ ^

;)
This however is for the people who use harassing emails to ask stupid questions and requests delusional.

Here.

know that because there are educated answer.

But let us comment on the other, and Lucca just passed! The fair

water was very fun and challenging water in buckets, lots of friends and COSPLAYERSSSSSS BLOODY WATER CATAPETERE professional satisfaction. And then many

CURSED COSPLAYERSSSSSS books and comics worth WATER DRY browse and buy.

The volume of NPE Alice was fine.

thank all those who have passed our stand to buy, trade talk and hug 2 (as suggested by the sign behind me) and Andrew Nicholas, Joseph and Amal for the gracious hospitality.

And while we are greeting well Nigraz, Toni Brown, Armin Barden, Tuono Pettinato and Margaret Tramutoli:)

water, the water, the COSPLAYERSSSSS.

I made a 3D face of so much beautiful people (Ms. Ilaria Falorsi was a pleasure, a brief but intense), and I ran like crazy all the time.

I have made merry with DRAWERS and I earn my inexplicably cold slap.

Ah yes, among other things I took home a beautiful volume that advice in the world.

short, a Lucca intense and full of surprises.

Glad to have been there.

: D

....

I've said that rains Flood STYLE AND THAT THERE WERE TRILLION Cursed COSPLAYERSSSSS blocking the roads DO TO MAKE THE PICTURES AND THAT IS WHEN THEY SHOT THE POSE ME MI FRACICAVO like a chick?

I have already 'DETTOOOO? EH??

unreachable peaks of intolerance.

Then tell me I'm bitter.

that have both reason and that have both, but I've never even tried to deny it.

Chiusa Lucca parentheses.

Annunciaziò annunciaziò:

from 17 to 21 I found HERE .

were selected from the 200 talents (various) attending the event.

Now, I still believe that you are wrong ...

XD

In this case I will be present at:

Area

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Talent Corner

Beyond the fact that I do not know if I create more anxiety than the fact of getting on a stage to speak in front of an audience or the prospect of doing the cod front of a camera, every time I think I remember THIS ...

Help.

I'm not cut out for them things.

And I've seen too many horror movies.

I refer to work which is better.

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The psychological training in oncology: psychological intervention



Psychological intervention in clinical oncology has as its main target
the patient and his family. The focus of the project is centered on the crisis,
on assisting the patient throughout the course, particularly in times such as destabilizing recurrences
serious minds, change of therapy etc.. The work of psycho-oncology is focusing more on
contain fear and anxiety and support the patient in all stages of the disease.
psychological intervention may also contact the family to the accompaniment
during the whole procedure, the patient's clinical or the process of mourning.
Psychological intervention in clinical oncology aims to reduce
as early as possible the psychological distress, trying to promote adaptive coping reactions
in order to positively affect quality of life of the patient.
Next to a kind of psychological training that is aimed at all healthcare professionals working in oncology
, you configure another type of training intervention:
specialized psychological training for psychologists, psychotherapists, psychiatrists.
Psychological intervention implemented by the psycho-oncology, depends both on their individual
intrapsychic variables, such as the structure of personality, coping styles and
the phase of the cycle of life, both psychosocial variables such as social and family network, both
variables related to the disease.
The training takes into account the learning of the psychological evaluation of the patient and
regards the monitoring and containment through the analysis of
needs. Explores issues related to family dynamics, because the family
represents an important resource for both the patient and for the team.
Proper training also provides knowledge on the medical oncology
because the type of pathology, the effects of treatment and stage of disease may be influential
than the type of intervention that is proposed.
thus necessary knowledge on the physiology and psychology pain, psychology
cancer which interview techniques, knowledge of communication processes,
health psychology and the life cycle, demand analysis, counseling.
specialized psychological training is aimed at gaining greater knowledge
in psycho-oncology field and the acquisition of specialized technical skills that provide working models
accidents
improving psychological health of cancer patients, their families and new relationship patterns between operators;
provides an elaboration of the emotional content associated with the activity of care;
aims to increase logical thinking, analytical and introspective of each psycho-oncology,
and psychological intervention in relation to teamwork, the goal of eventually teaching the teachers to report
help and support of health professionals working in oncology
.

Dr. Cristian Chiappetta - Psychologist

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SUMMARY The important thing is' not lose your head


How is my Wonderland? Like this

A place where you can do what you want populated by ugly Brucaliffo verbose.

To learn more follow the White Rabbit in Tana.

For now, thanks to the NPE, Amal and Andrea;)

updates will follow shortly.

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Thoughts and Poems: October


O gentle quiet morning in October,
the leaves are ripe to fall;
wind tomorrow, if he has strength, to sweep away all
.
crows above the forest call;
maybe tomorrow they will go in flocks. O silent
mild morning of October;
slow starts the hours of the day.
Fa 'the day there seems less quick.
not sorry if you deceive us gently, in the illusions
so you know.
Detach a leaf at dawn, noon
off another leaf;
one from our trees, and another
far.
Hold the sun with gentle mist;
enchants campaign amethyst.
But slowly, slowly!
For love of the grape, if nothing else, whose tendrils
burn in the frost, which

clusters should be destroyed for the sake of grapes along the wall.
(R. Frost)

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TSUNAMI IN PUGLIA

_Fabrì, accompany me to buy arms?
_No, Well, I beg ...
_But I do not know how to swim ... I have not found the ring last year ...
_Ti keep us enough that we do not do figures of shit.

....

Come and spend a week in Puglia with Betty and her friends!
modest cost, animation included in the price and a free bag of shit figures, Collect them all!

Warning: Gentlemen are requested to hold an umbrella in case there are cement precipitation of fat women ... and this we understand it in a few ...


Then, before anyone else, I autosputtano posting the video of me sfragno on the rocks.
The tragedy lasted five minutes good.
to underline the readiness of friends in the rescue.

Before the video, for your joy, 2 slide demonstration.

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DANCE!

And 'round! Inspiration
say ...
was a fugitive for a while, in fact, well she obviously needed a vacation. In tribute
all the steps:)


LAY

CHINA TO LAY (which do not pencil I felt like it ...)
PROOF CHARACTERS

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And we also slap the dance sequences that more I was impressed.

A labile my mind ...

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White Night of terror, NIGHT OF TERROR BLACK

Yesterday I drew a lot of monsters fat.

I like this much even if he has an expression very sad.

The fact is that I should stop with this damn empathy ...

was meant to be really angry ... That yes, God forbid, it would also have reason ...

But ... Dunno, I did a lot tenderness.

bad for your hands chopped off but there was more room XD

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RELAX ...





I closed the last Friday of Graphic Raunzel, Tangled or if you prefer.
I took a few days to relax.
I was in the pool, the sea and I had a great gitarella sponsored by the travel DeCubello.

Now I'm more tired than before but much happier: D

me enjoy it a little longer and then resumes.
The problem is that all this free time leads me to think ...
And when I think, not on the horizon promises nothing good.

to not be bored I decided to compile a Top 5 things to do: 1

Attend a speed dating dressing as a woman suffering from Tourette's syndrome (and I do not even have to strain).

2_Chiedere Zoological Park near his home during the summer if I can help taking care of aggratise tapir, I'm sure he will become the best friend of my dog.

3_Fare a water balloon from the 5th floor using a menstrual cup .

4_Organizzare a Sculpture Day at my house with the theme

"beautify yourself home Betta creating your personal BY NANO GARDEN "

5_Adottare a goat mawkish.

.... To me the free time it hurts.

lot.

I have to find something productive to do before you posters that my new obsession to conquer the world ...

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EMOTIONAL PROBLEMS AND PROBLEM SOLVING THE PROBLEM SOLVING

Even when problems are interpersonal and emotional nature, the fundamental structure of the Problem Solving remains the same.
However, you need to do some of the important details and make additions. Our world
cognitive and emotional functions as a complex and articulated body. The presence of emotional problems can be interpreted as a disharmony of the individual system.
Problem Solving assume in this case the emotional aspect of trading: how to transform disharmony, conflicts, blockages, and even suffering in benefits for all parties involved and an enrichment of the whole person.
When problems are interpersonal in nature, the negotiation does not only concern the internal parts to individuals, but also the relationship between different people.
In Problem Solving emotional and interpersonal assume, therefore, a critical identification of personal targets and accurate identification of obstacles.
The most recent research and clinical experience show that humans naturally tend to find solutions even when there are problems of an emotional nature. This constant activity of interpersonal and emotional reorganization is not noticed because it is mostly effective.
happens, however, that in some circumstances, in the presence of emotional or interpersonal problems, you end up going around the problem without making any useful change. In these circumstances it is the emotional problem to be noticed and discomfort or pain it causes. This does not mean that we have lost the ability to address and solve problems in a natural way, just that the physiological reworking is interrupted at some point.
In these cases you must restart the process.
psychotherapy often takes precisely this function of "restart" of the natural functions of self-healing.
The emotional and interpersonal problem solving is the set of tools that can help to redefine the problem, identify goals and obstacles, have access to resources, to initiate a process of elaboration and integration.
Phases of Problem Solving are opportunities to reformulate the problem in order to overcome difficulties and vicious circles in overcoming the problem.
Much of the work of problem solving emotional and interpersonal concerns the definition of objectives and obstacles.
The first step is, therefore, right in the back to take care of their deepest needs, and to begin to transform them into goals.
But the most interesting aspect of problem solving to interpersonal and emotional problems, is that in this case, what seems an obstacle is often the only dysfunctional expression of other needs.
Their free speech is the crucial step that allows you to overcome problems.
Problem Solving emotional resembles, in this case, a reorganization of needs and a reformulation of objectives.
The real obstacle in this type of emotional problems, is the cognitive-emotional organization that does not allow the free expression of the parties.
Other times, the block occurs at the generation of solutions. The solutions to a problem in accessing it are often emotional and activation of personal resources that are unknown or ignored or considered irrelevant.
The emotional and interpersonal problem solving is also access to these resources and their activities.

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Problem Solving literally means "to solve problems." The term was originally used mainly in reference to the logical-mathematical problems, but in recent years has been increasingly used to refer to the study of skills and processes involved in addressing the problems of all kinds (from the practical and organizational, communicational and psychological ones) in a positive and effective.
Problem solving skills as a general approach to problems, are taught for many years with remarkable results in various areas: organizations, in business, teaching, coaching, counseling and in psychotherapy. In each of these fields, its use has established itself as the main instrument for increasing the skills of management, teaching, and in the report help to improve communication between people and personal growth.
Depending on the scope of use of problem solving, have been identified specific tools that help to frame the problem accurately. However, the basic skills and fundamental processes of problem solving are the same, whatever their field of application.
Over the past ten or fifteen years, has been tested successfully teaching the fundamentals of problem solving in difficult conditions with significant psychological and social results. So the problem solving has become an essential tool in psychotherapy, in counseling, teaching, psycho-education, rehabilitation and psychiatric classification as the helping relationship.
Art problem-solving consists of several skills. All are equipped to some extent, but it is highly unlikely that possess them all in high degree. A good problem solver is not necessarily at the same time, a creative genius such as Pablo Picasso, a great thinker like Immanuel Kant, and is not necessarily a perfect and rigorous Sherlock Holmes, and at the same time, a person with extraordinary common sense and of fulminant ability to improvise as James Bond.
A good problem solver is one who possesses all these skills in a firm and stable, harmonious and balanced.

Problems, obstacles, objectives and solutions
Problems exist in what are the goals!
We realize you have a problem when we encounter a difficulty in our way, when what we are doing does not yield the desired effects. When we realize that we have a problem (and because we see a specific obstacle, because we live in a state of discomfort), we're finding, in fact, faced with the need, if we are to achieve our goals, to change something in way we see, hear and understand things and in our behavior.
If we are not aware of this need, it creates an overwhelming paradox: the more we remain anchored to the obstacle or hardship, by focusing on them in an attempt solutions, unless we succeed. And this is because mentally retrace the behavior and always the same pathways, which are the ones that actually say this problem. To resolve this problem we have, instead, to change something. We need to invent alternative routes, new, effective, to achieve our goals.
Problem solving is thus the art of strategies to achieve goals.
A goal is a state we aspire to consciously, from our present state.
One problem is a condition in which what we are doing, or the deeds we do so, or the knowledge that we are not sufficient to achieve our objectives by this is a state of uneasiness and identification of obstacles in our path. One problem is an implicit call for change.
One obstacle is the set of impediments to proceed as usual or according to our knowledge and experiences, towards a goal.
One solution is the set of changes in mental status and behavior that allow us to reach our goal. Solutions do not always coincide with the removal of obstacles.
One problem is therefore the recognition of the need to invent and experiment with changes to enable us to achieve our goals. Having a problem means that our map of reality is insufficient, and that if we are to achieve our goal we must strive to amend, extend or integrate it so we need to identify, invent and experiment with new behaviors and mental states.
The stages of problem solving
Although a process of PS includes many steps that can be variously intertwined and integrated with each other, we can classified into four stages.
First step: identify the problem / obiettivo.Seconda phase: generate possible soluzioni.Terza step: choose, evaluate and plan the soluzione.Quarta step: execute the plan and evaluate the results.

Each phase has its specific purpose and uses of a particular mental attitude.

The first phase is to know well the nature of the problem and objectives. It assumes an attitude of observation or knowledge. Knowing, however, here has a broader meaning than that usually attributed to this word. It is not logical and scientific knowledge, but to have access to the deeper aspects of our lives, it is of recognizing and accepting our true needs, our desires, our needs, and why not, our fears. In this aspect we discussed in the previous pages.

The second stage is definitely the most creative of the PS as it aims to generate possible solutions. It requires an attitude that leaves the field open to thought and to afford to abandon their visions, intuitions, feelings and even emotions. At this stage it is important to let your mind free to link together apparently unrelated elements, have access to our resources and make even those who normally exclude hypothesis because seemingly unrealistic or incompatible with our basic ideas. The search for solutions, in fact, sometimes requires the abandonment of certain beliefs that have guided us in earlier, or their integration or modifications.

The third phase aims to produce some real detailed action plans. Requires a realistic and critical attitude. When ideas become projects, it is important to assess their degree of realism, that is, their impact with reality.

The fourth phase is the execution of the plan. Its purpose is to make the plan effective and includes the empirical evaluation of its effectiveness. It is characterized by an attitude of mind operating, practical, executive.

The different stages and different attitudes (cognitive, creative, critic and executive) are part of the same team and it is good that they learn to work for the same purpose, instead of playing against each other, as is a Sometimes it happens.
In a working group or family, for example, it is possible that people with a cognitive style more critical examination of reality tends to be perceived as "sticks between the wheels "when it comes to doing something. Similarly, those who tend to an exuberant creative production, can be considered "reckless" and hanging from the realistic components of gruppo.Nessun problem can be tackled and overcome only by the clarity of ideas, or only with creativity, or you can only do with critical realism and a good attitude in practice. All these components are essential. So that is nothing to blame those who, in a group of people, has a greater predisposition to a type of attitude than the others. Its role must be enhanced and used for the proper functioning of the whole group. Sometimes, when we deal with the PS alone, this fight takes place between different parts of ourselves. In this case our goal is to activate, stimulate and grow the most "lazy", thus contributing to our overall growth. In this case, problem solving can be considered, rightly, the art of harmonizing our creative parts with those observed, realistic and practical guidance to meet our goals.

Here is a summary of the four phases of Problem Solving.

Phase I (observed) IDENTIFY THE PROBLEMA/OBIETTIVO1. Define the objective .2. Analyze the obstacles.

Phase II (Creative) FIND SOLUZIONI1. Generate ideas (Brain Storming) .2. Transform of general ideas in concrete options.

Phase III (Critical-realistic) ASSESSING AND PIANIFICARE1. Evaluate effectiveness, feasibility and conseguenze.2. Set soluzione.3. Plan (who, what, when, how and with what resources).

Phase IV (Executive) Start PRATICA1. Run the piano.2. Evaluate the results.

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How to build self-esteem? ASSESSMENT OF WORK-RELATED STRESS

A child has no self-esteem, but the opinion he has of himself is the direct image and constantly change their opinion of the people with whom he has to do. All people? Certainly not, but primarily those people most important, beginning with parents, siblings and all other relatives that the child attends regularly. If the parents like a child, support his initiatives and curiosity, laughing at his jokes, enabling it to break without punishment so excessive, and when they prohibit behavior, however, indicate the alternative to it, then these parents are working to build a positive image of their child himself, a healthy self-confidence and the right to be amato.In later, life will force this child to have confrontations with other people: other relatives, other children, fellow schools, teachers, professors. The successes and failures that all events will be of great importance that will help shape the progressive image he has of himself in different spheres of life: the ability to be sympathetic to pleasure in general, skills in sports and in the study, physical attractiveness. Over the years this baby will start to consolidate more and more precise picture of himself, where their abilities and their shortcomings have become clearer and more consolidated. During adolescence, however, it "opens the game": intellectual development, emotional and sexual, exposes the individual to an enormous amount of new experiences that call into play the work up to that point established, for better or for worse . New studies, new companions, the body that changes, intellectual abilities considerably more refined, first loves characterized by success and waste, will have an effect in the development of the person. At the end of adolescence, with the adoption of a work role, mental and emotional adult, self-esteem is in most cases rather than consolidated, and at this point are needed significant events since the self-image is put into discussion significantly as, for example, a great success or failure of love or business, the advent of disease or trauma that change in the negative perception of her body, an effective psychotherapy that makes me feel better about the stessi.Se 'self-esteem is fairly consolidated with the entry into adulthood, this does not mean that the degree self-esteem we have of ourselves is appropriate to our real capabilities and features. Many negative experiences or disavowal of our person, in fact, we can consolidate the image of a person not worthy of love, stupid, ugly, even if such an opinion of ourselves is very far from reality. Feel this way will generate unnecessary suffering in our lives and will impact negatively on our life plans and choices emotional and professional, but also on many everyday decisions, apparently banali.L 'self-esteem, however, is not a "thing "we have in mind and which produces its effect simply because that is within us. Self-esteem is an active thing, it is a process, a way of relating to people and the world and is also a way to interpret and give meaning to events in which we are involved. For example, if you believe you are ugly or not worthy of love, when a person comes forward to court, you might think: "Gee, you see that has absolutely no pads," or "It is clear that I teasing or needs something from me, "or, again," But how can you say, after two times I saw, which is desperately in love: it must surely be a fool. " Our self-esteem is a process, something that is a "filter" external events and gives meaning to the events themselves. This also affects our self-esteem, in turn, in this example, instead of being happy to have had a confirmation of our pleasant, we end up thinking that affect only the stupid or because someone wants a favor from us, or only for sex and we are the last wheel of the wagon. At the end of this process, our self-esteem, rather than strengthened, can be further confirmed in a negative or even worse. It's like having more hungry after eating ... The astute reader will have certainly noticed that we are using the term self-esteem in a very general: it is true. Self-esteem, in fact, is not a unique or a unitary process: self-esteem is a set, more or less balanced, overall assessments we make about ourselves and focus on different aspects of our person, such as: beauty, intelligence, culture, social status, professional skills, economic power, the right to be loved, appropriateness in the role of wife, son, lover, parent, and so on.

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The amendment approved in the Senate Budget Committee on June 24 last year, allows individuals, as well as the public, to extend 31.12.2010 what is the duty of fact in the Europe Agreement, 08/10/2004 . The above reads the measure, is motivated by the fact that the extension would allow to take appropriate organizational measures for the assessment, including the various risks to health and safety of workers, including job stress

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RISK ASSESSMENT WORK RELATED STRESS

Decree No. 106/2009 CORRECTED D. Decree 81/2008 amends article. 28 DOING AS THE OBLIGATION OF THE ASSESSMENT OF STRESS-RELATED WORK AS FROM 1 AUGUST 2010.QUALI ARE THE RISKS ASSOCIATED WITH STRESS-RELATED WORK? ARE THOSE WHO scientific literature defines as risk PSICOSOCIALI.LA LAW SAYS YOU NEED CONSIDER THE "RISK work-related stress," NOT "WORK-RELATED STRESS. IT FOLLOWS THAT THIS 'TO BE EVALUATED AND' THE "RISK STRESS" NOT "stress." It 'SO CLEAR THAT THE APPLICATION AND ASSESSMENT' DO NOT DIE OF PSYCHOLOGICAL AND ORGANIZATIONAL CLINICO.NEL METHOD INVOLVES THE ASSESSMENT OF CLIMATE ANALYSIS TOOLS AND APPROACHES, SO THE DIAGNOSIS AND 'THE PERSON BUT ON THE ORGANIZATION. COOPERATION BETWEEN THE MEDICAL AND PSYCHOLOGICAL POWER OF WORKING TOGETHER TO EMPLOYER WORK, AND RSPP RLS E 'definitely the way MAESTRA.PER this assessment, are a must SCIENTIFIC METHODS AND RELIABLE METHOD' form of evaluation.
THEREFORE REMAINS CLEAR THE IMPOSSIBLE 'TO RESORT TO YOURSELF AND SUDDENLY DOCUMENTALE.LE GUIDELINES prevodi MULTIMETODO A PROCEDURE WHICH CONTAINED INCLUDE:
-
OBJECTIVE MEASURES - DATA ANALYSIS
- MEASURES
- SURVEY
- SUBJECTIVE MEASURES
- QUESTIONNAIRE AND / OR INTERVIEWS

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WHAT IS assertiveness' AND HOW CAN 'BE IMPROVED SELF-ESTEEM AND

Assertiveness is always because we are all constantly embedded in social relations where we must constantly negotiate between our and others' needs. Some situations, however, put additional strains on our assertiveness, and therefore make it more likely that we will behave in an overly passive or overly aggressive. Some of these situations are as follows:
Manage the relationship with co-workers and the employer.
relate to people who are authoritative for us (parents, teachers, authorities, employers, partners, etc.)..
unroll effectiveness and authority our leadership role in the family, at work or with friends. Addressing
properly criticism that we are done.
Farci comply within a peer group, capable of great importance especially for a young person who still attends the school environments.
express our most authentic feelings with the people to whom we are connected emotionally.
make choices in the professional and emotional level.
Know how and be able to accept compliments.
Know how and be able to refuse requests.
deal more effectively with the anxiety generated in interpersonal relationships.
The ability to be assertive has an important effect on our self-esteem, that is the opinion we have about ourselves deep, made of words but also with emotions.
Because assertiveness is involved in such a large number of situations, it is clear that if we end up not being very assertive we have great chances of having problems with self-esteem, frustration, anxiety, anger, lack of motivation or depression. All the people around us will be involved to some extent.

How can improvements be our assertiveness

Assertiveness can be improved through exercise, even if within certain limits established by our basic features. A person who has always been very shy and will never be the CEO of a multinational company that moves in a highly competitive environment and competitive, and vice versa.
is first important to understand how and in what situations we find difficult to be assertive.
For example, it may be that a person begins to observe with particular attention and discover that in most cases unable to be assertive, but that tends to become passive when subjected to criticism by his manipulative boss or parent.

Critical manipulative

Criticism manipulation are critical means to cause embarrassment, feelings of incompetence, ignorance, guilt, general anxiety in themselves, as opposed to the constructive criticisms that are aimed at the improvement, welfare or other aid, even if they can provoke guilt and anxiety generic sense of incompetence, or ignorance.
Focus accurately the reality in this way is the first step, without which we can never change substantially the aspects of our behavior that we do not like and do not allow us to better express our potential .
Secondly you will need to understand exactly why the criticisms that are made are manipulative.
Finally, you will need to improve our understanding of what it hinders the use defense capability or replication against these criticisms.
working with people who have difficulty managing the critical manipulative, in fact, usually it turns out that, potentially, have all the ability to defend itself but something inside of them stops them and makes it difficult to defend them against aggression.
Management of manipulative criticism is just one example of a context that can put a strain on our assertiveness. But this is a very important because the critical manipulation can have a powerful effect on our self-esteem and situations are quite common, at least in certain workplaces and families. In addition, criticism manipulative exercise an important effect on our self-esteem because the most effective critics of our behavior can be ourselves, just going to hit us in our weakest points. Finally, you will often find people who have been critical manipulation by important people (eg parents) that even many years later, are still alive in their minds and have a powerful conditioning effect on the serenity and life choices.
Assertiveness can be improved through exercise, even if within certain limits established by our basic features. A person who has always been very shy, in fact, will never be the administrator director of a corporation that moves in a highly competitive environment and competitive. Each person is born with the result of inheritance of characteristics (eg, hair color or have a predisposition to certain diseases) that interact with life experiences, we can not change our genetic code, and we can only change within limits' s effect that our lives and the social context in which we live have on growing our first important to understand how and in what situations we find difficult to be assertive. For example, it may be that a person begins to observe with particular attention and discover that in most situations be able to assertive, but that tends to become passive when some people ask for favors that can not say no, to be refused. Focus on the exact nature of our difficulties is the first step, without which we would not substantially change the aspects of our behavior that we do not like and do not allow us to fully express our potential. You will then need to understand exactly opposite to what people are afraid to say no and we fear what will happen if, instead, we had to do. In so doing so will progressively clear that hinder us in the defense of one of our major interest. Finally, first in our mind and then in Actually, we'll try again and again to use new strategies to deal with in a different way repetitive behavior and limiting our freedom of expression.

How we deal with critical manipulative

The presence of manipulative criticism is part of this development is not optimal self-esteem, as one of the possible ways in which other people negatively shape our image of ourselves.
Definition: critical manipulation is critical that primary aim to create embarrassment, feelings of incompetence, ignorance, guilt, anxiety generic. Definition: Constructive criticism is aimed at the improvement, welfare or aid the other, although they may arouse feelings of guilt, incompetence, ignorance, anxiety generic. Effectively address the critical manipulation is of great importance for several reasons.
1. The critical manipulation can have a powerful effect on our self-esteem. Try, for example, think of a family situation in which we are constantly criticized heavily and verbally violent, we are repeatedly undermined or devalued, our normal freedom of choice is hampered by criticism that they tend to make us feel inadequate, "wrong", stupid, bad or ungrateful. Similar mechanisms may be triggered even in the workplace or school. If we reflect, remember probably an employer, a colleague, a parent, a teacher or professor who have been critical manipulative. Such criticism, in that moment of our lives and sometimes later, they had a long and disturbing effect on us.
2. These situations are quite common, at least in certain workplaces and families.
3. Risk of us becoming too passive or too aggressive, can create feelings of guilt and inferiority, and lead us to undue self-depreciation.
4. Criticism manipulative exercise an important effect on our self-esteem because the most effective critics of our behavior can be ourselves, going to hit us in our own weakest points.
5. Finally, you will often find people who have been critical manipulation by important people (eg parents), criticism, even many years later, are still alive in their minds and have a powerful conditioning effect on the serenity and choices of life. It is not said, in fact, that time all medical injuries: the time may be needed, but unfortunately it is not always enough. Some critics manipulative, therefore, remain in our minds as if they were out of time.

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Assertiveness'

The term "assertiveness" is now widely used in a wide variety of contexts, but especially within psychology and clinical training. As often happens, however, with the same word are given many different things to each other, without which probably can be said that there is a "right" concept of assertiveness.
To get to define what is assertiveness can be useful to begin by saying what assertiveness is not: first, the passive and aggressive behaviors.
Everyone is certainly successful, for example, following a discussion with a person, to walk away and think within ourselves, "Damn, I should say so, I should do something ... but next time I will do differently." In this case we were passive.
Other times, following a discussion, we are uncomfortable with ourselves for having responded too harshly, to have prevailed on a person to have exaggerated our right to defend ourselves, in this case we have been aggressive.
Since these things are certainly happen to anyone, not to speak of a "passive person" or "aggressive people," but only "conduct", which in turn can be passive or aggressive.
The same must be said for assertiveness: There are people always assertive, but only assertive behavior, which can be produced entirely by all. Nevertheless it is true that there are people who tend to be aggressive, passive or assertive in most situations.
We can define the passive behavior as follows: a person who is to put aside their own needs, their rights and also their duties because they find it difficult to approach a situation differently. Sometimes the person who behaves in a passive way you feel frustrated, dissatisfied, anxious, depressed, unhappy. In relation to others can not adequately demonstrate what he can do and what value and thus is likely to be devalued by others as well as by itself.
aggressive behavior can be defined as follows: is a person trying to make their needs and their rights are met at every cost. In this way, perhaps, he also manages to satisfy some needs, but clear potential to affect other important elements of life: friendships, relationships with co-workers, with their partners, their parents and their children. In this way, while achieving success, those who behave aggressively are often found to be dissatisfied with himself. For
difference, however, we can define assertive behavior as follows: those who behave in assertive consider important to their needs, rights, needs and wishes and tries to satisfy them. It does so, however, that their interests should be the least damaging to the rights and needs of others and thus avoid creating a situation which could later regret.
The person who behaves assertive is not always calm and smiling or "diplomatic" The important thing is to know balance, depending on the circumstances, aggression and passivity.
In some cases, assertive behavior is to use passive attitudes: if, for example, we are talking animatedly with someone who has crossed the road, perhaps there is no need to tell him exactly what we think, if we see that in a gun!
Similarly, it can become too assertive behavior, the use of aggressive strategies: if a person on the street does not leave us in peace for 15 minutes because he wants to sell something that we absolutely do not care if we are assertive we can be pretty rude.
In summary, we can say that assertiveness, taking into account their goals and interests, is the most immediate and direct expression of emotions, feelings, needs and beliefs, but balanced, depending on the circumstances, aggression and liabilities, in order to obtain the best advantage or disadvantage for themselves the least in both the short and long term.

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Why 'a multi-disciplinary working?


Good work on the principle of linking more figures specifications is a good resource and strategy for a quality response to the user. (Rosanna Dr. Arpino)
Who is the audience? The audience is the whole range of people of different age groups and for different diseases or problems, then we can talk on either a side of organic and personal-social-emotional counterpart and so on. etc.. , Arriving to return or turn freely, or family pressure, with good advice. A trivial example
a somatoform disorder that we know the specific psychological talk of a neurotic conflict that the person is unable to mentalizing (symbolize) and was moved to the somatic level. A multidisciplinary aspect is useful to the welfare of the person as one should not exclude the other, but work together for a result, any action assessed by the case or the subjectivity of personality through focused analysis should be investigated on a physical and organic, or to exclude competitors or highlight associated diseases. On a cognitive level, as this condition will result "disabling" or performance in other areas. To assess the possible pharmacological intervention. On a psychological level to
- find a sense of discomfort that the subject manifests
-understand how it is manifested in this time of life-
noted that "benefits" offers or unconsciously draws the person
-out in what you are no longer the same
-Retrieve the mental and physical balance through specific techniques, where necessary, through a custom job multidisciplinary
When a person brings a disorder means that it is a psychological, physiological and social, has not been able to initiate or develop strategies to deal with a particular hardship or obstacle. Without proper work does not get the recognition because of the implementation of the "schema" and approach drug alone is not enough to be decisive in a way that does not check whether the person will move to another sector of his life, or recur at certain times of the subject's life.
Rosanna Dr. Arpino, Clinical psychologist and community, diagnostic and neuropsychological rehabilitation, Partner AINP, forensic psychology, Partner Aipg; psychodiagnostic adult and developmental age. Receives by appointment 333/3948591, mail: rosannaarpino@alice.it, the site of Cassino (fr). BOOK NOW THE FIRST INTERVIEW-free advice.