Casinos are a thing of luxury and are adored by both insanely rich addicted gamblers and laymen who just want to indulge in a little gambling fun. As fun filled as casinos may sound, they are not easily accessible, which is why online gambling and virtual casino slots are taking over the internet.
For all of you who are unaware, online gambling refers to indulging in real time gambling, betting and casino experience in a virtual setting for free. In simple words, you can now relish in the experience of a gaming by sitting at your house. Online gambling does not necessarily entail the use of real money; you can even indulge in these using your fake game money.
As you know casinos are famous or should I say infamous for making fortunes, online virtual casinos slots can earn you a good deal of money.
Some countries that support these virtual casino slots are UK, Poland, Norway, USA, India, etc. Amongst these, UK has the biggest legal hub of online casino slots.
Online casino slots are games that provide a virtual casino experience. A lot of online casinos feature classic games like poker, jackpot, etc. along with these, and new trending games are also getting featured on these gaming sites.
These slots can be either played on their respective websites or the software can be downloaded from the web and casino applications can be installed on your personal computer.
The security of your payments and the security of these virtual casino slots is always a topic of ambiguity and uncertainty. Well let me clear it out for you, online gaming and slots are completely secure.
All the reputed sites follow a strict and rigid procedure and unwavering payment policy. The gateway used for making payments is well secured and monitored, so the safety of your payments is surely secured.
Online casino sites use bit encryption which indicates the extremely slim possibilities of your confidential information getting leaked.
The authenticity of this answer can be verified when you will check the list of the names of the countries who have legalized online gambling. All you need to do is run a basic search to find the countries that have not legalized the practice of online casinos. Some of these countries are Poland, Turkey, etc. So keep a track of the status of your country’s online gambling legality.
Considering the level of competition and the race to outshine each other, gaming websites opt for the most superior quality of software that renders most fair results. Apart from this, the best-reputed websites hire accountants to manage the dealings done on the website.
To increase consumer satisfaction and website traffic software opted by good websites promise amazing pay-outs.
A lot of pre-users have the query regarding what to do next after they’ve won a lottery, hit a jackpot, landed a price at an online slot machine or won any similar game. Well, the next logical step is to either collect your winning or earn points to indulge in other games to try your luck.
You can collect your won sum of money through following mediums:
Another similar query is the unawareness of paying for these virtual-reality casino slots.
One can pay for these games using their
The transaction from these mediums is hassle free and secure. The secured payment gateway opted by these sites makes your transactions all the more safe and encouraging.
Now that you have properly learned the basics of using these virtual reality casino slots, the next step is to be aware of all the advantages of using these websites.
The best way to proceed on these sites is to play with small denominations. As for beginners, the chances of winning are less, but this will upgrade as you play along for a longer course of time.
The bottom line is that these enticing and intriguing games can act as part-time entertainment but make sure you’re not spending a lot of time gambling online and burning a hole in your pocket.
Socially Conscious Leadership: Stop leaving everything on the shoulders of the HR team. They get blamed for every problem when it comes to culture. People dont quit organizations and companies; they quit supervisors and managers.
If you get promoted from a doctor to being a manager, director or maybe chief medical officer, you need to know medicine, but your job is to manage the other doctors. You got to know the people side of the house and understanding the context of what it means to manage people. The biggest failures in most organizations are taking the best accountant and making him the manager of accountants.
We take the best doctor and make him the chief medical officer. We take the best at doing the product job and immediately throw them into the management role. Soon, theyre going to be successful because they know the product, but they dont know what they should know, which is the people. You got to know the people if you want to be successful.
We wonder why those leaders treat people the way they do when you treat them like a task because thats what were good at. Theyre good at tasks. Tell me about this notion of socially conscious leadership and why is it important as we look at ending injustice in the workplace? How does that play a part?
Social conscious leadership boils down to your awareness and your actions when you get into a leadership role. Theres this framework Ive developed called a Social Conscious Construct. When you come into an organization or when youre inside an organization, you fall along the continuum of the Social Conscious Construct somewhere, which is their two axes. I want you to think about the Y-axis being your awareness. The longer you are in an organization, the more aware you become of injustice and problems in that organization.
The X-axis is your action axis. The longer that youre in an organization, the more ability you have to take action. I dont care if youre a frontline person. When youve been around a long-time, you know more than anybody else whos just been there a short time. You have an incredible amount of ability to take action, whether youre a leader of influence or a positional leader.
With those two axes, I want you to understand that 50% of people by the bottom quartile of that axis. They have no awareness about problems and they have no ability to take action. You then have 35% of the group of people who are what I call in the middle. They have a little bit of awareness about the problems, but they still dont take action because they believe that its somebody elses job to fix the problem. When youve got 50% of the people who are living in oblivion, they dont know any better, so they dont do any better. They dont know anything is even wrong at work. They just walk around and do that job and they think everything is good.
You then got another group of 35% of people who see the problem every day. “I know Tom is a bad manager. I know that department is screwed up. I know they dont treat people right over there in finance, but I am not going to do anything about it because I dont work in finance. I work in operations. What can little old me do something about this problem? Isn’t that HRs job to fix? Why do I get to be the one to fix it?”
They place the blame of fixing injustice on somebody else. In two groups, we have 85% of people. You then get to the third group, which is a 10%. These are people who are at the top of that Social Conscious Construct. They have the greatest awareness about the problem and the greatest ability to take action, but they also do nothing. As a matter of fact, they reinforce the injustice because they believe that they benefit morally, socially, politically, even financially and economically from allowing the status quo of injustice to maintain.
These are the people who I call the Darth Vaders of the world that they, “I cant possibly help somebody out of a bad situation because then that might take money out of my pocket.” They focus on leaving things the way they are, leaving the injustice as is because they think theyd benefit from it. These are people who many times are in the C-suite. They say, “Im a man. Thats a CEO of a hospital and 80% of my workforce is women. I should probably be a champion for gender diversity and leadership, but if I do that then there might be a woman who might replace me, so Im not going to help a woman get to a leadership role in healthcare because that might cost me my job.”
They operate from a scarcity mindset rather than the abundance mindset. Ninety-five percent of the people who dont have the social consciousness that they need to transform organizations and build fully inspiring and empowering ones, then theres the 5%. Those are the people who I teach, train and develop in the B.
These are the leaders who are always aware of injustice. They have a social consciousness because they know how to ask questions. They know how to dive deep and get beyond the surface. More importantly, they find and develop the tools to do something about whats wrong. They dont take the excuse that, “This problem has been around for ten years. I cant do anything to fix that. I cant do everything, but I can do something to try to make it right.”
More importantly, theyre sold out and committed to finding a way to work and make the organization better. They know that their job is not to just do the job but the job is to make the organization better every day. Thats a Socially Conscious Leader who recognizes, “I see injustice. Im going to find and get the tools and Im going to do something about it.” For that 10% who sit at the top who try to keep the status quo, I want to make them uncomfortable in their skin to know that the status quo is no longer acceptable. It takes a lot of courage for you to be a socially conscious leader.
Для управления слотом Fortune Farm предусмотрено 5 кнопок:
Также в правой верхней части интерфейса имеется клавиша Paytable. Она открывает таблицу, в которой указаны коэффициенты выигрышей за каждую оплачиваемую комбинацию, а также кратко описаны правила игры. Если игрок делает максимальную ставку и собирает комбинацию из 5 изображений фермы на активной линии, он получает главный приз: прогрессивный джекпот.
Если на активной линии начиная с первого барабана в направлении слева направо выпадает как минимум 3 одинаковых иконки, такая комбинация считается выигрышной. После ее выпадения в основной игре в правой части экрана активируется клавиша Double Up. Она запускает в риск-игру. После нажатия на эту кнопку перед игроком появляется свинья, с которой предстоит сразиться в игру «Орел-решка». Если монета выпадет той стороной, которую выбрал гемблер, последний выигрыш удваивается.
Иконка с изображением ведра и табуретки является диким символом. Ему не присвоено самостоятельных коэффициентов выигрышей, но он заменяет большинство картинок в выигрышных комбинациях. В аппарате Fortune Farm есть 7 символов, формирующих оплачиваемые цепочки. Они имеют такие множители линейной ставки за комбинации 3, 4 и 5 соответственно:
Скаттер — изображение свинки. Он умножает текущую ставку в 5, 25 или 50 раз соответственно и дополнительно на количество активных линий.
Портрет фермера в соломенной шляпе используется в качестве значка, открывающего доступ к бесплатным вращениям. Количество спинов, осуществляющихся без снятия средств со счета игрока, зависит от числа иконок:
Если игрок делает максимальную ставку и собирает комбинацию из 5 изображений фермы на активной линии, он получает главный приз: прогрессивный джекпот. Исходя из этой особенности, гемблерам, которые хотели бы извлечь максимум пользы из данного видеослота, рекомендуется ставить максимальную возможную сумму.
Символ | Коэффициенты |
Wild | 75, , прогрессивный джекпот |
Scatter | 5, 25, 50 |
Трактор | 25, , |
A | 15, 35, |
K | 12, 30, |
Q | 10, 25, 50 |
J | 10, 20, 35 |
10 | 8, 15, 25 |
Socially Conscious Leadership: Everyone knows what it feels like to be treated unfairly. You all have experienced it in your lives. If that unfairness isnt made right, it begins to fester inside of you. And you will lash out because of that.
Maybe you got downsized and your coworkers got to keep their jobs or got passed over for a promotion that you deserve because you worked hard to get it, but it was given to the bosss nephew who doesnt work as hard and not as good as you are. Maybe you show up for a boss who discriminates, disdain or just blatantly disrespects you because theyre dealing with their own toxicity that they bring into the workplace.
It starts very small. It starts as a little bit of stress, fear and then it moves to distrust, resentment, isolation, separation and then resignation. I call those things the eight stages of alienation. Alienation starts at the core of injustice. You become alienated when you experience injustice. Look at anywhere in our society. People have become alienated from so many different things that lead to so many more challenges and thats at the core of whats happening in workplaces presently.
Thank you for sharing those stages because that lifts up some red flags or some things that leaders can look for in employee behavior daily beyond like, “Lets do an engagement survey.” What can we do to actively get involved with people that are feeling like you did when you get your grassroots organizer? How can we have CEOs, HR Departments and chief people officers take a more grassroots approach to the employee experience?
I think youre right, whether youre a chief people officer, chief of HR or manage your own department because I dont think we do a good enough job of helping prepare the manager and supervisor for engaging around and building a good culture. We leave it all on the shoulders of the HR team and the HR team is already overworked, overburdened, dont have enough staff, dont have enough resources, but yet they get blamed for every problem when it comes to culture.
Many of these problems are manifested right at the unit level that person who you report up to. People dont quit organizations and companies. They quit supervisors and managers. I try to give people a basic framework of thinking about, “As a manager, what you should be looking for before you do an employee engagement survey?” These are the same three questions every employee asks.
They may never verbalize these three questions. You may never see them written down on a piece of paper, but I promise you, when somebody shows up to work, they want to know the answer to the three questions. 1) Do you care about me? 2) Will you help me to be successful? 3) Can I trust you? No matter who you are, when you show up to work, you want to know, “Does the person I report to care about me or my wellbeing? Am I able to do my job? Is everything out of the way for me to be successful? Do you even care?”
The second question is, “If you do care, will you help me be successful by taking these impediments and barriers out of the way? Making sure I got the personal protective equipment and all of the things that I need to be able to do my job?” The third question is, “Can I trust you? When things get tough and times get tight, are you going to have my back? Are you going to throw me under the bus?” Every employee is asking those three questions of every manager. They dont want to know your verbal answer to those questions. They want to see in your actions the answers to those questions.
Day-to-day, as a manager, are you showing the people that you work with that you care? Are you showing the people that you work with that youre there to help them? Are you showing them how you can be trusted as a leader or a manager? I tell people to start with the basics, showing people you care, youre willing to help them and you can be trusted.
Thats one of those notions of actions speak louder than words in this case. People are inundated with the words. I think a lot of people are tired of the words, especially as we are looking at the COVID transition back to work and all protective equipment that people have to wear and how organizations have responded. Are you creating this place for me to be safe or are you creating this place to open back up? Ive had that conversation a lot with leaders. Thank you for sharing those three questions because before you said them, I was like, “Definitely. You said it every day.”
The context is that you got to understand people. A big part of the success of great leadership and building great culture is knowing people. Ive done some training and been in a lot of training with John Maxwell, a great mentor, business guru, and business leader. He says very clearly and very simply, “People want to know that you care about them and they want to know that you understand them.” Its not about the hard stuff. Its around how you communicate with people and how do you show people that you care.
A lot of leaders become managers or supervisors, and they put on the lens of leading employees when in reality, the lens should be leading people because it actually doesnt change. People are people.
Its not only the people piece of it. Another thing that John Maxwell said is that when you get into a leadership position, 87% of your job is focused on people and only 13% of your job is focused on the product or the service in which you know. If you were a doctor, your job is % focused on your knowledge of the product, which is the delivery of medicine.
Todays episode is with Anton Gunn. Anton is a former senior advisor to President Barack Obama and the world’s leading authority on Socially Conscious Leadership.
This episode is important because the construct of socially conscious leadership is a perspective that I think would resonate with many organizations around the world.
Anton does a great job tying in how this framework can really support leaders at the individual level as it relates to eradicating toxic workplace behavior.
This episode is with Anton Gunn. Anton is a former Senior Advisor to President Barack Obama and the worlds leading authority on Socially Conscious Leadership. This episode is important because the construct of socially conscious leadership is a perspective that would resonate with many organizations around the world. Anton does a great job tying in how this framework supports leaders at the individual level related to eradicating toxic workplace behavior.
Welcome to the show. We have Anton Gunn. How are you?
Im doing fantastic. Good to be with you.
I ran across some of your work in the healthcare industry related to toxic workplaces and leadership. Im excited to have this conversation with you in particular about the industry of healthcare and things like that. Thank you for being here.
Thank you for having me.
Tell the readers a little bit about yourself and further your journey to becoming an advisor to President Obama.
Its definitely been a long winding road. The first I always start is for people to understand my family history. Im a fourth-generation military brat. When I say military brat, literally four generations of men in my family served in the military, all branches of the military, great grandfather, grandfather and my father, all of his brothers, served in the military. However, I didnt serve in the military. My brother joined the Navy. The main context is that I come from a family where leadership was paramount in everything that we did. I had good and bad examples of leadership. That was my framework for the world.
Im a former college football player at the University of South Carolina. When I went to college, I thought I wanted to be a school teacher. That was my career path. I wanted to teach eleventh grade US History and I wanted to coach girls’ basketball. Some people said, “Why is that?” I think girls play a better brand of basketball than boys do. It’s more fundamental. Im a fundamental kind of guy. I ended up not finding a job after college because I had a toxic leadership experience in college football.
It led me to a career in grassroots community organizing. I ended up working for a small nonprofit that hired me to do surveys in the community around how people were being treated at the local hospital or healthcare system. In that conversation, you could imagine those stories that poor people and people are told about how they got treated at the hospital.
I led a big protest march outside of a hospital with patients and family members who were complaining about how the hospital treats patients and the nurses would walk by our picket line and say, “If you think they treat patients bad, you should see the way they treat us.” I said, “What?” The next thing I know is that Im having a conversation with nursing leaders and nursing executives about how they were experiencing toxic workplace culture in their workplace. That led me to a public policy path where I was changing laws, writing letters to the legislature, and meeting with lawmakers.
I got elected to public office and because Id been working in healthcare policy for ten years, I got to know people in DC. One of them was a skinny guy from Illinois who wanted to become president of the United States. The next thing I knew, I was helping him to become president, then a couple of years later, I was working for him as he was trying to make healthcare a right for all Americans.
One theme I hear here is the theme of injustice and how you transitioned from working with those in the community and the injustice they faced in the healthcare industry and hearing from nurses within that organizational system. Injustice comes up a lot as a sign related to organizational culture and thats toxic. You say that injustice in the workplace is the great challenge. Its a very big challenge faced by nowaday’s leaders. Why do you go that route? Why do you say that?
Lets use the basic word, unfairness. Every last one of us knows what it feels like to be treated unfairly. We all have experienced it in our lives. Whenever we experience that unfairness, immediately if somebody doesnt do anything to make it right, that unfairness begun to fester inside of us. It can bring into effect a physiological makeup. It can affect how we look, treat and even lash out at other people. Were finding more often than not that people experience some level of injustice in the workplace.
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