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From The Marina Village to The Holiday Inn in downtown San Diego there are thousands of Christmas or Holiday parties taking place every year in this beautiful county. The majority of the Christmas parties are for companies and corporations that are wanting to reward their employee’s in the holiday season, by having a nice get together with co-workers and spouses for some fine dining and dancing.

Having a Christmas party is easy, fun and most of all it is rewarding for everyone involved. You can easily plan your Holiday party and ensure that it is a success! There are some basic guidelines that will help you on your journey to planning the party they’ll talk about all year long.

First, you’ll have to pick a venue or banquet room within your budget. Do you want something extremely elegant and fancy, or do you want something a little more humble so you can spend the budget elsewhere? You’ll have to find something that fits your needs. An example would be if you are planning on having a photo slide show, will the room have a screen in it or will you have to rent one? You might want to find a banquet room that is centrally located or somewhere reasonable to get to for all of the employees or people coming to the party.

Second, you will need to find your entertainment. Having a magician is often a lot of fun and will create some laughter which usually helps in breaking the ice amongst employees. A professional emcee and DJ is also a very important aspect in planning a party as there will be someone there to make announcements and Emcee the party.

If you plan to have speeches or a slide show at the party, you will have a professional sound system with a microphone for announcements. This is essential in making the party seem as professional as your workplace. Remember that a nice toast either right when you walk in the door, or right before dinner, is essential to inviting your guests into a relaxed environment you are trying to create. Many people have a hard time enjoying themselves in the presence of co-workers so you should make it your goal to avoid this.

There are a handful of professional DJ companies that actually offer planning forms for your party, which will help in creating a time line or itinerary for your event. This way everyone is on the same page and the party follows some professional arrangement — this could be the difference in your co-workers going home early or sticking around and enjoying the food, drinks and entertainment you have provided them.

Lastly you will need to coordinate the events that will take place at the Holiday Party. Are you going to give away awards? When are you going to do this? Are you going to have the CEO come up and give a speech? A “white elephant” or “gift exchange” is also a very popular event to have at a Holiday party but if you do this remember you are going to need some additional time than the standard four hour package as this can sometimes take up to an entire hour if you have a decent number of guests.

As mentioned above, if you have a planning form or itinerary that is decided on prior to the event there is nothing to worry about and the party should go as you have planned. Some companies even find that having Karaoke for your co-workers and friends is a great way to break the ice and ensure that they have a great time!

With this knowledge you should be able to throw a successful Christmas or Holiday party in San Diego County. Get started!

Matt Phipps is a San Diego Wedding DJ who is the owner/operator of Choice Entertainment Disc Jockey Services, specializing in Weddings Corporate Parties Karaoke and Private Events. http://www.choiceent.net

Team building exercises serve to bring together a working community, improve relations and generally facilitate a happier office environment once everyone is back at work. The types of activities chosen for these corporate bonding events vary greatly, and often seem to reflect a psychological need for battle and challenge between co-workers. Personally, I would have bet my last fiver that creating tensions between workers would stir up any underlying tensions, and maybe end in a non-planned boxing event at one of these team building retreats.

It seems that this is definitely not the case. These days are well organised, and are structured to encourage participation and the formation of bonds based on simple psychological functioning of certain areas of the brain. For those that are holding inter-office grudges, it actually functions well as a way of releasing tensions if the source of your aggravation is on another team, or by negating the stress if you are forced to work together.

The way these psychological systems work are not dissimilar to the instinctive behaviour witnessed during times of social stress, such as conflict. The part of the brain responsible for such emotional responses is called the amygdale and it rests in the temporal lobe of the brain forming part of the limbic system. It’s primary role is in the response to fear and aggression. The activity in this area of the brain is greatly increased during times of threat and interestingly during bonding attempts.

Studies of this part of the brain have yielded results that show the amygdala is activated when it comes to a sense of belonging, forming a team and having a goal, such as in the activity of team building events. This can be equated to the same processes involved during bullying. When a group gather in a common cause to inflict negativity on a victim, there is a greater chance that a person will choose to join the side of the majority due to the chemical activity in the brain and the chemical rewards that come from such a response. Some people are obviously not wired in this way, and their response system delivers chemical rewards based on altruistic motives.

These psychological responses can be exercised safely in the controlled and friendly environment of a team building day out, and research shows that these activities could be beneficial for many industries where workers do not have an opportunity to express themselves with each other out of work hours. Many offices and factories often have groups of people that will meet socially, but the interaction from these meetings are limited. It is quite likely that the groups that form will retain their dynamic keep themselves separate from other groups that have formed between workers.

This can be likened to the formation of gangs; and although office workers don’t tend to have a tattoo to show their allegiance to a group of workmates, divisions are clear between groups. By enrolling all of the members of staff on a team building corporate day out, there is a forced interaction that brings about positive results, and can add to the dynamics back at the workplace. By encouraging interaction between already established groups, new workers and employees at various levels of management, there is a chance for new networks and friendships to form.

For some this will show as a emerging with a more positive attitude, for others, the ability to demonstrate leadership skills. This is not only a chance for workers to have fun, it is a social event that can influence the opinions within an office environment based on a wider view of what those brain chemicals display as personality!

Dominic Donaldson is an expert in the team building industry.
Find out more about team building at http://www.accolade-corporate-events.com

Dominic Donaldson is an expert in Business Communications
Find out more about Team Building at

http://www.accolade-corporate-events.com

The communication between a boss and his or her employees is of great importance to maintain a good atmosphere on the job. However, it seems that many employees are unsatisfied with their direct leading manager or boss. Usually one of the reasons is a lack of good communication between both parties.

One thing a boss should do to create clarity on his department is providing his employees with the information he knows. Off course, some information is nott meant for each employee but regular information should not be kept from the employees ears. But he should also let them know what he does not know. As an example: We are moving to a new building during in the spring, but I do not know how much space we will get. This boss will work on clarity in his department.

The Truth and Nothing But the Truth

The boss should never promise things which he cannot realize or that are still uncertain. This is to maintain and build on the trust between bosses and his employees. If a boss keeps telling you that you can get a promotion and you give that little bit of extra every day for a few months and then you notice you are not getting that promotion, the work relationship between the boss and the employee will grow bad.

It is very important for a boss to listen what his employees have to say. Whether it is positive or negative, a boss should hear out his employees when they want to discuss something. The boss might not always be able to meet the wishes of the employee but he can give the subject some thought.

After thinking about the matter he should talk with the employee, and then explain his vision, the reason why things are how they are, and the company policy regarding the first conversation. And in many cases the employees come up with good information or options that might help the productivity of the department. A good boss will listen to his employees no matter what they have to say.

Make Your Employees Feel Valued

Employees will know what is expected from them if there is a good communication between the boss and his employees. On their turn, the employees should be able to talk to their boss about things that bother them, how they think they can improve the work circumstances etc.

Listening to your employees, and I mean really listening and giving consideration to what they say, thinking about what they said and then explain what you want to explain in a second conversation if needed, will give the employee the feeling that his opinion counts to you and that you at least have bothered to spend some time to think about an issue. The employees will feel more valued within the department and will show more dedication and teamwork. And these are some of the ingredients for a good spirit on your department.

Good communication between the boss and his employees will enhance the atmosphere in the department and will motivate the employees to work hard and will give the employees satisfaction.

David Brooke, aka The Brooker, has been a coach, speaker, and motivator for over 25 years. To access his strategies on how to utilize your Daily Gratitude Journal, visit: http://www.thebrooker.com

Is it possible that our behaviors are a tip off that conflict is present in our organization, undercover conflict, what I call “double secret” conflict? It’s double secret because everyone goes around smiling at each other, even actually liking one another, playing on the softball team together – while at the same time they’re just waiting for the right moment to submarine your plans, and sabotage your strategies.

I have found it to be true, I bet you have too, that no matter what I say and no matter how I say I feel about a coworker, supervisor, or boss – it’s what I end up doing that proves what I actually believe.

We think we can tell from someone’s non-verbal communications when they are conflicted, upset, etc. We might sense it in their posture of aggression, their hostile gestures, their unwillingness to make eye contact, or maybe the silent treatment when we’re around.

We think we’re pretty good at figuring out who’s on the team and who is ready to drop the big one. Too bad, another myth busted. The really difficult people are those that smile and say how are you – then slip the knife in when you’re not looking.

For instance one of your coworkers says that they want to be cooperative, they want to share in the information gathering, they want to be part of the team willingly pitching in to help in the accumulation of information around which important plans for the businesses future are being made.

But in reality they withhold critical information until you come begging for it, they incorporate the famous “if they don’t ask, I won’t tell” policy. Until, that is, they can demonstrate their superiority by questioning the final decision in light of what they know nobody else knows. It doesn’t matter to them that the organization has wasted time, energy, and money coming to an erroneous conclusion because of the missing information.

Or they can smile and go along with the planning process, never telling anyone this key information. The decisions are flawed and the organization loses money as a result. Decisions made without all relevant input can be devastatingly costly. In addition the cost of decisions not made or directions not taken can never be accurately calculated.

We pay dearly when members of our teams put their desire for power, their interest in getting over on the company or the boss ahead of doing what’s right.

When the boss thinks they have a saboteur in their midst, they often try to appease them rather than fire them, discipline them, or even have a constructive conflict resolution intended discussion with them. Our organizations are full of people we can not fire , and almost no one has a preemptive workplace conflict resolution strategy designed to seek out conflicts when they are still blips just barely visible on the screen.

The manipulators among us will try to get the boss to take their side in the matter. Or maybe they will report their findings to their supervisor in a way to suggest that only they were capable of ferreting out this information and bring it to them. Unfortunately the boss, who always sees through the ploy, will go along with it just to keep things moving forward.

Every organization is made up of steps, the “critical path” – where something must be done by someone else in order for you to do your job and you must do your job in order for the next person to do theirs. Manipulators understand this all too well – so they work their game on their fellow employees, knowing that their power is in the ability to blockade the process. Their coworkers, again always knowing what’s happening – will go along so the process can move along.

How much time do you think is consumed needlessly with these maneuvers? How much money, actual dollars off the bottom line and out the door is this “double secret” conflict costing your organization? Is there anything you can do about it?

The answer, it depends. It depends on whether or not the person is sacred (can not be dealt with in any productive way) because of their position in the business or the family. If this is true your choices are limited to those with the power in the organization are willing to exert. Often the business collapse because of situations like this.

On the other hand if they are, as is usually the case, good people who want to do better – but have behavioral issues or other issues that conspire to put them in the role of problem instigator, there is hope.

And that hope comes from the organization’s leaders willingness to put in place a conflict prevention strategy around the principle that we are all different and that the key to our long term success is our willingness to work hard at managing those differences whenever they exist .

Individuals who think strategically, plan comprehensively, and execute flawlessly will certainly outpace those who simply set goals and hope for the best. Visit http://www.familybusinessconflict.com and contribute to the conversation based on your experiences. We learn the best from each other.

Praise and rewards can do wonders to bolster an employee’s self-confidence and morale. No one can deny the effect praise and recognition can have on people. Even with your family at home, there are many ways you can reward people for a job well done.

When you praise someone, you let them know you’re aware of their hard work. You acknowledge they’ve put forth a great effort to accomplish something and you’re celebrating with them for their accomplishment.

* Be sincere in your praise. Don’t praise a worker merely to make them feel better. This is even more important to remember with family members. If your praise is insincere, you may be considered manipulative, and you don’t want to give that impression.

* Give praise when it’s due. You cannot follow the old adage, “Better late than never,” when it comes to praising someone. Express your praise as quickly as you can when you see that someone has done something praiseworthy.

* Be specific about your praise. Sure, you can tell someone they did a great job, but what was so great about it? “Your research paper was direct, to the point, and full of facts,” sounds much better than telling them they had a nice paper.

* Praise them in front of others. Giving someone a pat on the back in private may make a person feel good for a few minutes. Recognizing their contribution or success during a staff meeting will extend that good feeling into days, if not weeks.

There’s a double benefit to praising people in front of others: public praise may also encourage others to work harder as well.

As with genuinely praising an employee or family member when they’ve done well, there are other ways to reward them without having to spend money.

Here are some other ways you can reward people for a job well done:

1. Reduce their supervision. Some people are happier and do much better work when they’re allowed to work on their own. Giving an employee more freedom can be an excellent reward.

* By giving your employees less supervision, you’re letting them know they’re trusted and you have confidence in their abilities.

* If you truly trust your employee to do their work without supervision, allow them the flexibility to work from home on occasion. Of course, whether or not you can allow your employees to work at home will depend on the work they do.

2. Give your team members who go above and beyond the call of duty a new title. Job titles don’t always have to mean more money. Sometimes receiving a title means more than getting a few more dollars in their paycheck. It shows that you’re pleased with their work.

3. Publicly recognize people that do their job well. At your next staff meeting, present that person with a certificate. Create a bulletin board in the staff lounge that has photographs of honored employees to continue to recognize them for their good work.

4. Encourage your team by giving them discount coupons to local businesses in your area. This could be a free movie and popcorn at the movie theater, reduced entrance at a family park, or a coupon for a free turkey around the holidays.

When employees feel like they matter, they’re much more willing to give their all for a company.

Use some of these ways to reward people for a job well done. Not only will your team enjoy their job and the workplace much more, but you’ll find they’re more productive as well. Recognize and reward a job well done and your company will ultimately reap the benefits.

Maurice Castle first learned about Search Engine Optimization & Pay Per Click from Search Engine Optimization Marketing blogs. SEO and PPC can help improve your traffic and conversion- learn more at http://MauriceCastle.com/

Chicago is one of the largest and richest cities in the world. The job market is so diverse that the city has earned a reputation for a very balanced economy. In addition to being varied, those companies are also plentiful. In fact, Chicago is home to the second largest central business district in the United States.

With businesses playing such an important role in the city’s economy, it shouldn’t be surprising that many employers are willing to invest in Chicago team building activities for their employees. After all, teams make a company much stronger than it could be when individuals work independently because teams are capable of greater productivity and creativity. This is true for several reasons.

First of all, it is easier to complete large tasks when several people are working on the same project because it can be divided into smaller pieces. This prevents putting too much strain on any one person. Second, teams also have the capacity to capitalize on individual strengths and compensate for weaknesses within the group. And third, teams provide an atmosphere where relationships and trust can form. And all of these things increase employee satisfaction and productivity.

Even though teams can yield these kinds of results, the ground rules for team work need to be established before the work begins. Sometimes those ground rules and channels of communication are difficult to create in an office setting though. That’s why team builders in companies, athletic facilities and schools are starting to incorporate games in their team building efforts.

Professionals have learned that games naturally stimulate competition, conversation and a friendly environment. And, in this kind of setting, friendship and trust begin to form as well. Coincidentally, these are all key ingredients for team work as well. Games don’t need to be complicated or expensive to be effective team building tools, but they should involve everyone in the group and cater to people with different interests and abilities.

Team building activities that are available in or around Chicago include everything from sailing excursions on Lake Michigan to scavenger hunts around local neighborhoods, museums and attractions. Sailing will definitely get the group out of the office environment and teach your employees about the value of team work, but it might take longer than you would like. Scavenger hunts, on the other hand, can usually be completed in an hour or less and they draw on the strengths of the team as a whole. Since many of them take you through the city, the experience will be fresh in their minds every time they come to work.

If you are looking for some exceptional Chicago team building scavenger hunts, visit Watson Adventure’s website (http://www.watsonadventures.com/chicago.html). They showcase all of Chicago’s most popular attractions with creative and challenging clues. The author, Art Gib, is a freelance writer.