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Your first week at a new job is supposed to be exciting -- the start of the next adventure in your career -- and you've been looking forward to doing something different. Perhaps you've made a shift into a new kind of business, leaping from law to finance or from a technology firm to a medical practice.

Whatever the case, starting a new job means you may be confronted with a range of challenges that might include new software or a fresh operating system. You're sure you're up to it, but suddenly you're faced with a learning curve that seems as steep as Mount Everest.

Don't panic. Remember those first days on your last job. You probably felt just as nervous, but after awhile, all those intimidating tasks became second nature. Here are some tips to get you over the mountain.

Ask Questions

Bosses sometimes expect employees to be psychic, but it's best to ask about expectations up front. In today's work world, with more and more workers reporting to multiple bosses, remember that different people may have different preferences.

You also may be assigned a particular person, a supervisor or coworker, to whom questions should be addressed. However, in many offices, no one person holds all the answers or is always available. Therefore, it pays to identify your best sources for questions on different topics. If you're on a team where each person's tasks are similar, you may have lots of people to choose from. Other information sources could include IT specialists for computer matters, mailroom clerks for shipping instructions and human resources personnel for protocol questions. Let everyone know you're the new kid on the block, and ask them to take the lead and guide you.

But Be Sure the Time Is Right

In a really busy office, you may begin to feel like your constant questions are becoming annoying. Pay attention to what others are up to before you interrupt with a question. Consider their body language and tone of voice. Does your coworker or boss appear harried or in the middle of something? If yes, can the question wait? Can you drop that task and work on another until a more convenient time? Consider going to another source or accumulating multiple questions so you only have to bother the person once. Ask for a convenient time to set up an appointment, or email questions so they can be answered easily when convenient.

Take Notes

This may seem like a no-brainer, but the trick to ramping up at a new job is accessing information when you need it. Make sure your how-to instructions and various lists are well-organized. If your job requires some moving around, it's no good to have a helpful Post-it back on your bulletin board. Use a portable notebook or accordion folder with labeled dividers that you can even take home for review.

Ask for Examples

If you're not sure how to fill out a form or craft a document, ask for an example you can keep on file. File these samples in your notebook or folder as well.

Sign Up for Classes

Many companies offer complimentary courses to help employees get up to speed on a variety of tasks, from software to customer service to specialty skills such as medical coding. Ask your supervisor for a list of available classes, an increasing number of which may be online or on CD-ROM for independent study. Many large firms post class descriptions and schedules on their intranets. Also, check software for tutorials, explore "help" sections and sift through manuals.

Finally, don't forget to take a deep breath. Your new workplace has factored in time for the learning curve. When filling a key spot in a fast-paced environment, you may feel pressured to catch up quickly. But if you do new tasks too fast, you're liable to make mistakes. If you're concerned about taking too long, talk to your supervisor and communicate your appreciation of the importance of getting tasks done correctly.

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karan bhalla, Karan Bhalla PMO, Karan Bhalla Encompass, karan bhalla arrest, karan bhalla fraud, karan bhalla cheating, karan bhalla CBI - Best Things You Didn’t Know About Joyce Banda Of Malawi

Joyce Banda is one of the two African female presidents. Her presidency has been compared to that of former Nigerian president, Jonathan Goodluck. She was globally ranked at position 71 as the world’s most influential female leader, and position 1 in Africa by the Forbes magazine. If you can’t figure out who is being referred in the above statement, then you’re yet to learn much about African current history. Joyce Banda, the second female president in Africa and the first female president of Malawi, is one of the extremely few formidable female leaders whose influence is not only felt in Africa, but also with the rest of the world. Joyce Banda is one of the acclaimed African female leaders who have defied the African stereotypes by fighting their way to acquire the top posts in Africa. But behind this powerful female president, there are 12 things that most people don’t know. Let’s find out what they are:

1. She was Once a Victim of an Abusive Marriage: Her first marriage to Roy Kachale, with whom they have three children, was an abusive one as described by her. In fact, that’s what motivated her to get into politics. She’s now married to her second husband, Richard Banda with whom they have a stable marriage.

2. She Once Lived in Kenya: After getting married to Roy Kachale in 1975, she moved to Kenya to live with her first husband who at that time used to work in Nairobi. She divorced him in 1981 before going back to Malawi.

3. She’s the first female president and, at the same time, the first female vice president of Malawi. Before she became the first female president in Malawi, she was the first female vice president under president Mutharika — 2009 to 2012.

4. She was Fired From Vice Presidency: The former Malawian president fired her, but she continued to serve as the vice president as mandated by the constitution. She was even expelled from Democratic People’s Party (DPP), which is the ruling party. This was after she had refused to endorse Peter Muthariki ( president Muthariki’s brother) as the party’s presidential candidate in the next general election, 2014.

5. She Supports Gay Rights: President Joyce Banda is among the few African presidents who supports gay rights. Being the president of a country that was so much against homosexuality, Joyce Banda was quick to repel all laws against same-sex marriages immediately she got into power.

6. She Had a Sour Relationship with the Former President: President Muthariki’s relationship with his vice president Joyce Banda, was a tense one. According to President Banda, President Muthariki refused to keep his promise of supporting her for presidency in the 2014 general election but instead opted to support his brother. This is what brew the animosity between the two.

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karan bhalla, Karan Bhalla PMO, Karan Bhalla Encompass, karan bhalla arrest, karan bhalla fraud, karan bhalla cheating, karan bhalla CBI - Some Best Practices for Employee Wellness Programs

Workplace wellness programs, once seen as an optional benefit that was only available to employees of the largest companies, have now become the rule rather than the Untitled15exception. According to the most recent survey by the Society for Human Resource Management, 70 per cent of all employers offer some type of workplace wellness program, and an additional 8 per cent of companies plan to implement such a program within the next year. And the return on investment for such programs is consistently high: On average, employers see an ROI of $1.50 for every dollar spent on workplace wellness; for those initiatives related to chronic diseases, the ROI skyrockets to almost $4 for every dollar spent.

However, not everyone is convinced that the programs are benefiting individual health — or company bottom lines. According to one new report, outside of chronic disease management programs, many workplace wellness programs are actually increasing costs, thanks in large part to testing. Wellness programs often require certain biometric tests, such as cholesterol and blood sugar screenings, regardless of recommendations from doctors and public health agencies and patient’s individual risk factors. This not only increases costs, but can also create a culture of misunderstanding in which people believe that they are sicker or healthier than they really are.

For example, many programs test cholesterol, but some only test levels of LDL, or “bad” cholesterol, ignoring readings for HDL, or “good,” cholesterol and triglycerides. HDL and triglycerides are actually more accurate determinants of heart disease, meaning that those people who are only tested for LDL cholesterol could be put on medication unnecessarily, or believe that their numbers are fine when they are unhealthy.

Still, because workplace wellness programs have shown some positive results in terms of getting people to exercise, lose weight, quit smoking, and manage chronic diseases like diabetes, they are likely to remain an important aspect of the health care delivery system, especially given the push toward more population-focused health care. Under this model, health care providers are being trained to follow guidelines and make recommendations for patients who have similar characteristics; for example, prescribing cholesterol lowering drugs to all patients who meet certain criteria and share specific risk factors. With that in mind, small businesses can improve the participation in their wellness programs and ensure their effectiveness by following a few best practices.

1. Ensure Programs Follow Best Practices
Untitled16Many workplace wellness programs are “one size fits all,” but not all employees need every test and intervention. Choose a program that applies the principles of population-based health care and conducts screenings based on the individual’s risk factors. Following basic protocols from the U.S. Preventive Services Task Force or a similar organization also ensure that only the most necessary tests are conducted, saving significant costs.

2. Improve Communication
One reason that many employee wellness programs fail to garner results is that many employees aren’t invested in the process. Often, they attend a screening appointment, receive their results, and in some cases, support in necessary lifestyle changes, but more often than not, the programs fade into the background until it’s time to renew health insurance plans. Consistent, meaningful communication related not only to one’s health, but also to the program itself — evaluations, results, wins, and educational programs — goes a long way toward maintaining engagement and keeping employee health on track.

3. Offer Incentives
Without the proper incentives, workplace wellness programs often feel like “just one more thing” that employees have to deal with. Study after study has shown that offering incentives, in the form of reduced health coverage premiums, discounted fitness memberships and classes, or even cash, increases both participation and results in workplace wellness programs.

4.  Provide Trained Health Coaches
Research shows that people who have support when trying to make major changes to their health and behaviors are more successful than those who don’t. By providing trained health coaches to work with employees to offer advice and facilitate change, you’re more likely to see results. Coaches should be trained in overcoming resistance, positive reinforcement techniques, and given the tools necessary to communicate with employees to get and keep them on track.

5. Make Bold Changes
Finally, making big changes to the work environment, such as banning smoking on property or removing unhealthy snacks from the break room, show employees that you take health seriously and that you’re committed to improvement. By “walking the walk” and encouraging healthy behaviors, your wellness program has a greater likelihood of success.

While in some circles, the value of employee wellness programs may still be up for debate, there is some evidence that they are effective in improving employee health and reducing costs. To ensure that your efforts are valuable, keep the best practices in mind and make your investment really count.