#And he constantly incentivizes people to learn and grow for themselves

[hometownrockstar]

i find it satisfying when a character ends up being exactly how i pictured then being, i think im very good at reading characters and extrapolating how they think. Like i figured out what kind of person jing yuan and dr ratio were before they came out by reading bits of their leaked voicelines and such, and i ended up being totally on the money when i saw them in-game. Sorry for bragging im just happy abt them bc i like them and their personalities lots

[sepublic]

Isaac’s Coming-of-Age Moment

           I find Isaac’s talk with the Captain in Season 3 weirdly… sweet, in a sense?

           Like… I kind of get this vibe from Isaac during their conversation that he’s basically some hot-headed, emotional youth, who is confused in a lot of ways, basically a teenager, and he just really needs some actual guidance, a positive adult/parental figure in his life that he can actually count on! Which, I don’t want to infantilize Isaac, but then again he does refer to himself and Hector as children who need to grow up in Season 4, so maybe I’m not too far off.

           I dunno, I just get the feel that as someone who’s been alone for a LONG while, without any real positive interactions with people or older figures… Isaac’s just in a kind of generally moody, angsty sort of headspace akin to an angsty teenager, obviously unreasonable in some regards, but not truly, his feelings are valid and you can tell that by the end of the day, he just wants to be left alone and in peace.

           So it feels really sweet to have Isaac actually like- Talk to an older figure who for once is acting as a mentor, passing on some real wisdom and guidance. The Captain can tell that Isaac needs someone to help him through what is a VERY confusing part of his life, a part that will decide a lot for him –again, like a teenager- and he’s very patiently and considerately advising Isaac; But at the same time, he’s not condescendingly lecturing him either. The Captain shows Isaac a lot of respect and consideration, and is both talking to him as an equal, but also as a mentor if that makes sense.

           And to me, that’s just really nice and heartwarming to watch, because with Dracula also in mind, I’m lowkey getting the impression of Isaac as this like; Jaded youth who secretly yearns for approval by someone for once, we can kind of see this from his abuser in the flashback. 

          Isaac hasn’t quite completely gotten over this, but with the Captain, Isaac can finally get that validation and support that he really needs and craves from an older figure, in a way that isn’t toxic and unhealthy. And I love Dracula and I will always applaud his decision to save Isaac’s life at the end of Season 2, how THAT led to Isaac learning to live for himself, I will forever love that moment even more from now on;

           But I think Dracula and I can both agree that he’s not, like. The healthiest role model nor person for Isaac to look up to, nor dedicate himself towards. Really, nobody is the healthiest person for Isaac to dedicate himself towards, he needs to live for himself after all! So it really was for the best that Isaac had himself cut off from that sort of toxic dependency; Dracula is an ENORMOUS step-up from Isaac’s abuser, sure, but he still represented Isaac’s refusal to really value himself, only just in relation to others.

           Anyhow, I really appreciate that talk where Isaac low-key finds a bit of a Father Figure in the Captain. Maybe I’m just protecting a little, but I found it very endearing how the Captain talks directly to Isaac as a person, in many ways he’s kind of firm and fair, but in a way that shows that he actually CARES about Isaac, and not that he’s just trying to get his own way. 

          Like, the Captain is interested in seeing Isaac prosper, but he’s not toxically dedicating himself to Isaac, the way Isaac would’ve done to Dracula’s memory; And that ability to help others and invest in them, while still being yourself, was no doubt enlightening for Isaac.

           Just… that side-eye glance of Isaac’s bear the end, actually stopping to think and consider, when the Captain tells him that hey, you can be a ruler! An almost endearing kind of immature desire to deny this in a rather “It’s not a PHASE” type of way, but it is in fact clearly getting to him, whether he likes to admit or not, and it’s kind of flustering Isaac. When the Captain gives him no shit but still treats him like a person. In general, all of Isaac’s interactions in Season 3 came from older figures who were a lot more experienced than him, which I think just adds to this idea that… 

          He really is kind of young and inexperienced in a lot of ways. And he really needs some second opinions to surround himself with, perspectives that are at times differing; Which I think is a neat contrast with Carmilla, who mostly relies on an echo chamber of her sisters and isn’t very receptive to different opinions.

           But yeah, Isaac is an utter mood, basically a moody, edgy teenager, who just needs some love and cherishing, some real mentorship and guidance, provided with actual respect and consideration, so he can get through what is an incredibly confusing AND formative period of his life. 

          It makes me all the more happy that it turns out for the best for him, and I really want to see a fic where like; Him and Hector encounter Dracula and Lisa, with all four on healthier terms, and Dracula’s sort of joy at seeing his other two sons being happy and living for themselves like he’d hoped- While Hector and Isaac are lowkey like, “See Dad! See how we’ve really become our own person, isn’t that really cool?” In that sort of excited, endearing way where they show a lot of respect and admiration, and place a lot of faith and trust in Vlad’s opinion. 

          Because even if they aren’t dependent on Dracula’s opinion, it’s still nice to see him validated and swell with pride, to actually see his Forge Masters get along as he’d always hoped. Like a sort of Coming of Age moment where they happily reflect on how much they’ve grown, to people who’d really respect and appreciate it, telling them that hey, your love for me, it paid off- It really meant a lot and I’m happy to tell the both of us that it wasn’t for nothing, it really meant SO much to me and helped, thank you!

           It’s just… Really endearing how we can see Isaac comfortably, in a safe space and level of interaction that isn’t plagued by threat nor violence; Afford to get snappy with someone else, like he can actually express his feelings at the Captain, but he doesn’t have to worry about holding himself to a subordinate level like with Dracula. Isaac can just be himself without having to constantly brace himself for the possibility of conflict or bloodshed, he can just comfortably exist in this space with a stranger and actually, fully, talk with someone who he feels actually gets and understands him on some level.

          Isaac is in a good environment where he can just let himself out, and it’s incredibly refreshing to watch- It was no doubt extremely cathartic to Isaac, I imagine. And it really stands to show that just as Lisa advised Dracula, traveling around the world really can be good for your health, for opening your mind and worldview; So it’s sweet to see that Dracula ended up passing on and applying Lisa’s wisdom to his low-key son, and that wisdom DID end up working out for him in the end! Thanks, Lisa.

         Now I can only imagine Isaac talking to Lisa about this and feeling really grateful, because she ended up inspiring HIM as well… And Lisa just looks wryly at Dracula like, Oh so you DID take my advice, and not only that, passed it onto others as well?

         And THAT just makes me imagine an older Isaac who continues the cycle of not abuse, but growth and guidance, who sees himself later on in another angry youth who reminds him a lot of himself, and then guides them to be more constructive- Because believe it or not, this wise King DOES understand what it’s like.

         He chuckles to himself when he realizes how the tables have turned, how HE’s the one giving The Talk to some kid, and he kindly, nostalgically, gratefully reflects on the Captain’s wisdom, and how it lives on through him and now this youth. Isaac and the kid are not so different and this realization of similarity and common ground just helps Isaac with accepting that human part of himself, and reaching out compassionately.

         Isaac is joked with and given much-needed fun and levity, while still taken seriously and respected as an individual; And I’m sure it means a lot to him, not that he fully realizes it yet. The Captain really expresses faith and belief in Isaac to grow up and support others through his own wisdom, the Captain sees himself in Isaac and that’s really fascinating- How this stranger is acting on this empathy to talk to Isaac and relate to him, to humanize him as a person for once. And it’s kind of shocking for Isaac to realize that others can actually relate to and see themselves in him, this alleged ‘monster’ and ‘thing’.

         It’s just neat to see an older figure express belief and expectation in Isaac to be something good because he thinks the best of him, rather than Isaac dedicating his belief to someone else, and it kind of inspires and incentivizes Isaac to do better with his life. That maybe he CAN grow and this isn’t the end for him, and one day teach others- Because maybe he DOES have something valuable to offer! The Captain recognizes Isaac as someone with potential and growth, and the ability to nurture and be positive, and I love that. 

         Especially with how Isaac dedicates himself to Dracula and his ‘wisdom of ages’, only for the Captain to turn around and suggest that Isaac himself has his own knowledge worth passing on, and that’s more than enough reason for Isaac to live for himself, then. It’s very nice to see Isaac lowkey latch onto a positive authority figure and actually be emotionally rewarded for it like he needs and deserves. And it’s even sweeter how Isaac leaves the Captain with an amicable farewell wave, and even AFTER an immediate negative experience, Isaac still decides to do better, showing that his lessons really can apply and retain underneath hardship.

         Isaac is challenged but in a healthy way that he can actually engage with and really apply himself towards, because he is a very clever person, he’s allowed to think and be rewarded for it. And it makes it all the more interesting how Isaac in Season 4 does see himself as a holy figure in a sense, not necessarily out of arrogance I feel, but from a real understanding that he’s worth a lot himself. And now Isaac can embrace happily his own self-value and what he has to offer, and his ability to do good, that maybe he ISN’T a monster but in some ways a hero, imagine that!

           (Actually, maybe Castlevania really IS a Coming-of-Age tale in a sense. Hector and Isaac’s growth are obvious, we know Trevor and Alucard is admittedly kind of emotionally stunted teenagers who learn to open up and trust, and even Sypha has her moments where she sees how the world can really suck –like the end of Season 3- before deciding for herself to have agency and initiative, and not be a bit player in someone else’s story regardless, in addition to openly defying some Speaker traditions like a rebellious teenager, because good for her! A narrative about really learning to take initiative and control of your own story, to live life for yourself, DOES seem very Coming-of-Age now does it?)

[bondan88]

PolkaParty

This is where the Party’s at!

About

PolkaParty is made for you, as the platform allows users to gain access to all DeFi features just by joining a single party! Read our full brochure to learn more about PolkaParty, which is a cryptographic engine and management system. Voting models .Parties will include members, with a personal wallet built into it. wallet of the parties.Depending on the criteria set by the party when it is formed, the parties will consist of members with voting rights and some without voting rights. PolkaParty governance token and is the main catalyst behind the majority of the platform’s products and features. POLP holders have access to all sorts of exciting giveaways including Season Tickets , exclusive NFTs, Enhanced Pre-sale, revenue and more.PolkaParty is made for you, as the platform allows users to have access to all DeFi features (swaps, offers, liquidity, profit farming, NFT, etc) just by joining a single party!

Our aim is to create an easy-to-use, user-friendly experience that allows anyone to join a party, chat with members, and be rewarded for team efforts. In our research, we found that there is a constantly increasing barrier to entry to understanding the techniques of using specific DeFi features.

Our solution is to create a platform that allows anyone to create or join a party with respected friends, family and most importantly DeFi veterans, navigating the landscape of endless returns from smart decisions. You will no longer feel frustrated with DeFiety (Anxiety), or FOMO with bad moves due to not knowing what to do, as you will be able to research, chat and vote with your friends. participation!

PolkaParty aims to create a convenient DIY DAO (Party) service designed as a convenient passage for all participating “party” members to accumulate their funds for financial activities and features. different main. We designed our platform with your grandma in mind in order to bring the technical side of synthesis to the masses. Have you ever dreamed of running your own venture capital fund? PolkaParty provides a never before seen platform to connect your friends with each other and make real waves in the market. Not only will you compete for sweet profits, but we aim to create a competitive environment that rewards the most loyal and driven parties.

Why PolkaParty?

PolkaParty aims to expand the capital barriers that are indiscriminately set for active communities. The idea that respective retail investors are no longer going to suffer the consequences of drastic drops in public sale token prices, but rather be able to participate in seed & private sales by having the proper capital in devoting to early stage projects.

The reason comes from external wallet addresses being able to contractually link their respective wallets to a multi faceted party wallet, which is controlled by the internal party members (linked wallet addresses).

Beyond the aspects of creating unique decentralized venture capital “funds”, within the nature of DAO’s, there are many other related activities that parties can become preoccupied with if gaining the necessary votes of party members.

The ultimate goal throughout the PolkaParty experience is allowing all users to become easily integrated into the entire ecosystem of DeFi, without having to understand the vast amount of technicalities in decentralized finance. Our belief is in creating an easy to understand user journey, as individuals will have the opportunity to chat, research, and immerse oneself in a respective party with more experienced figures, who understand the formality of more lucrative methods within crypto.

Features

Yield Farming — Parties specifically for yield farming will be available on PolkaParty where a governed wallet will supply the liquidity. This allows users to share greater rewards farming together than if they were farming by themselves.

Lending — PolkaParty will allow users to borrow funds from parties without withdrawing their investments. Users will have access to funds without impacting their credit scores, with more flexible repayment options, as well as instant approval for collateralized loans.

Crowdfunding — Crowdfunding on PolkaParty will be available to allow users to connect with each other over common interest tokens and projects. This feature will be beneficial to get involved with the community and share in greater returns on investments.

ICO Launchpad — PolkaParty will feature upcoming ICO projects and allow them to create parties to join and help raise liquidity to fund them, as it is becoming a popular choice for new projects to raise capital through crypto launchpads.

Property Investment Pools — Investment pools are a great way to bring tangible investments into the crypto world reducing the entry barrier into the property market. This will also allow people all over the world to invest in properties in countries they may not have previously had access to.

How PolkaParty Works?

Parties will consist of members, whose personal wallets are integrated into the party’s wallet.

Depending on party set criteria parties will consist of members who have voting power and nonvoting power.

Wallet addresses with voting power will ultimately be able to provide party guidance by voting actions

HouseKeys are generated for all users that create a party (Public or Private), through users can join the party seamlessly on the main dashboard within the PolkaParties Portal.

HouseKey is required to sign the smart contract, so your wallet will be integrated into the party wallet.

PolkaParty has constructed a time interval based model which permits party’s that are created to allow for Partygoers to be able to withdraw funds within a placed time period

From the actions of the party, a user will be given a Daily, Monthly, or Yearly + Fund Withdrawal Time Sequence, to withdraw profits back to a personal wallet.

Penalty for withdrawing funds early before the time interval of distribution for party members.

Polkaparty Governance of funds action in 4 models.

Democracy — Democratic parties are used to even the playing field and manage a group regardless of who, where, and how much. Democratic parties are straightforward, everyone gets an equal vote. Democratic parties use multisign wallets as a form of governance in which each registered, active, address is entitled to confirmation of transactions sent to the EVM. This is one of the most technically basic forms of party governance.

Weighted Democracy — Weighted Democratic models aim to provide alternative solutions to fund governance. In this model, users hold private interest in a party and can track their percentage of Party Power. It is simple, the higher proportion of the party that a partygoer owns the more power he has over governing votes. Technically, a weighted party could be compared to an LP pool. The more of the pool you own the higher your percentage of payouts, rewards, and party benefits.

Monarchy — A monarchy is the simplest and most risky type of party. Here at PolkaParty, believe in decentralization and equality, with this in mind, allow Parties to be made that give all of the Party’s governance to be given to one wallet, the Monarchs.

Republic — Republics are game-changing not only because of the ability to manage funds in a trust-less manner but since it is the most efficient way to validate a transaction or decision from the individuals in a small group (like a board of directors) that represents a larger entity. It is the most efficient model because it requires full attention from only a portion of a party. This governance model is the pinnacle of PolkaParty’s innovation since it allows a body of representatives to create and manage their own funds. PolkaParty is heavily focused upon creating a universal experience of properly and sufficiently allocating funds to at-large investments.

PolkaParty Kickbacks

Kickbacks are quarterly held IDO events for early-stage projects launching on the PolkaParty platform. These early staged projects will receive immediately verified parties on PolkaParty, obtaining priority promotion on the platform for short-term token launchings, as well as for long-term product features.

Yield farming Parties

Yield farming with pooled funds can be more rewarding than farming on your own. In short, yield farming protocols incentivize liquidity providers (LP) to stake or lock up their crypto assets in a smart contract-based liquidity pool. Many liquidity-related pools take into account factors such as time and amount staked. Thus, it may be a good idea to find a party of LP providers rather than lend on their own. Polkaparty provides a mutually beneficial relationship to these farming platforms since larger amounts of liquidity will be provided.

Social Board

This Social Board will outline a competitive ranking of every party, as well as categorical party growth upon funds, members, activities. The platform will begin to organically grow in volume, users, and overall activities, so will the competitive association with respective party’s. It is important to harness this competitive spirit of Partygoers, as members will hold great pride in their personal association with popular and favorable parties. This distinct quality is the reason for a Social Board, an all-exclusive dashboard for Partygoers to have completely accessible data upon rankings, funds, and growth of the most premier party’s on the platform.

PolkaParty Prizes & Rewards

After daily collection of distribution fees, the total amount that has been collected will be paid out back to users, up to 50% of the total daily distribution fees collected on the platform, who are staking POLP on the platform. If the volume & amount of trades increase in each party, the bonus/payout of holding POLP will increase as well.

What is Polkaparty POLP token?

POLP is the PolkaParty governance token and the main catalyst behind a majority of platform products and features. All protocol management decisions are made by the POLP holders: from new products to asset rebalancing, strategies, and integrations. POLP enables its holders to take control of their financial future.

Tokenomics

Token Name: POLP

Total Supply: 200,000,000

Private Sale : 500,000 (20 mil Tokens)

Public Sale: 250,000 (781 NFTs) (7.81 mil tokens)

Private Sale: $0.025

POLP at launch: $0.032

Conclusion

Polaparty, a place where you, your friends, and your family can all share a wallet with customizable inbuilt governance. As a collective, you can all be part of big decision-making that involves the like of what coins you want to invest in or when you feel is the right time to sell. Polkaparty also has a leaderboard system set up with weekly prizes for whatever party has the most gains based on their percentage.

For More Information Click Links Bellow:

Website: https://www.polkaparty.io/

Telegram: https://t.me/PolkaParty

Twitter: https://twitter.com/Polka_Party

Medium: https://polkaparty.medium.com/

AUTHOR :

Bitcointalk username:bondan88

Bitcointalk profile : https://bitcointalk.org/index.php?action=profile;u=2632383

ERC20 Wallet: 0x0D7fBAd549E0dd2BD7242A8060BB2441CF1f5A3A

[thelagendjz4]

PolkaParty

This is where the Party’s at!

About

PolkaParty is made for you, as the platform allows users to gain access to all DeFi features just by joining a single party! Read our full brochure to learn more about PolkaParty, which is a cryptographic engine and management system. Voting models .Parties will include members, with a personal wallet built into it. wallet of the parties.Depending on the criteria set by the party when it is formed, the parties will consist of members with voting rights and some without voting rights. PolkaParty governance token and is the main catalyst behind the majority of the platform's products and features. POLP holders have access to all sorts of exciting giveaways including Season Tickets , exclusive NFTs, Enhanced Pre-sale, revenue and more.PolkaParty is made for you, as the platform allows users to have access to all DeFi features (swaps, offers, liquidity, profit farming, NFT, etc) just by joining a single party!

Our aim is to create an easy-to-use, user-friendly experience that allows anyone to join a party, chat with members, and be rewarded for team efforts. In our research, we found that there is a constantly increasing barrier to entry to understanding the techniques of using specific DeFi features.

Our solution is to create a platform that allows anyone to create or join a party with respected friends, family and most importantly DeFi veterans, navigating the landscape of endless returns from smart decisions. You will no longer feel frustrated with DeFiety (Anxiety), or FOMO with bad moves due to not knowing what to do, as you will be able to research, chat and vote with your friends. participation!

PolkaParty aims to create a convenient DIY DAO (Party) service designed as a convenient passage for all participating “party” members to accumulate their funds for financial activities and features. different main. We designed our platform with your grandma in mind in order to bring the technical side of synthesis to the masses. Have you ever dreamed of running your own venture capital fund? PolkaParty provides a never before seen platform to connect your friends with each other and make real waves in the market. Not only will you compete for sweet profits, but we aim to create a competitive environment that rewards the most loyal and driven parties.

Why PolkaParty?

PolkaParty aims to expand the capital barriers that are indiscriminately set for active communities. The idea that respective retail investors are no longer going to suffer the consequences of drastic drops in public sale token prices, but rather be able to participate in seed & private sales by having the proper capital in devoting to early stage projects.

The reason comes from external wallet addresses being able to contractually link their respective wallets to a multi faceted party wallet, which is controlled by the internal party members (linked wallet addresses).

Beyond the aspects of creating unique decentralized venture capital “funds”, within the nature of DAO’s, there are many other related activities that parties can become preoccupied with if gaining the necessary votes of party members.

The ultimate goal throughout the PolkaParty experience is allowing all users to become easily integrated into the entire ecosystem of DeFi, without having to understand the vast amount of technicalities in decentralized finance. Our belief is in creating an easy to understand user journey, as individuals will have the opportunity to chat, research, and immerse oneself in a respective party with more experienced figures, who understand the formality of more lucrative methods within crypto.

Features

Yield Farming — Parties specifically for yield farming will be available on PolkaParty where a governed wallet will supply the liquidity. This allows users to share greater rewards farming together than if they were farming by themselves.

Lending — PolkaParty will allow users to borrow funds from parties without withdrawing their investments. Users will have access to funds without impacting their credit scores, with more flexible repayment options, as well as instant approval for collateralized loans.

Crowdfunding — Crowdfunding on PolkaParty will be available to allow users to connect with each other over common interest tokens and projects. This feature will be beneficial to get involved with the community and share in greater returns on investments.

ICO Launchpad — PolkaParty will feature upcoming ICO projects and allow them to create parties to join and help raise liquidity to fund them, as it is becoming a popular choice for new projects to raise capital through crypto launchpads.

Property Investment Pools — Investment pools are a great way to bring tangible investments into the crypto world reducing the entry barrier into the property market. This will also allow people all over the world to invest in properties in countries they may not have previously had access to.

How PolkaParty Works?

Parties will consist of members, whose personal wallets are integrated into the party’s wallet.

Depending on party set criteria parties will consist of members who have voting power and nonvoting power.

Wallet addresses with voting power will ultimately be able to provide party guidance by voting actions

HouseKeys are generated for all users that create a party (Public or Private), through users can join the party seamlessly on the main dashboard within the PolkaParties Portal.

HouseKey is required to sign the smart contract, so your wallet will be integrated into the party wallet.

PolkaParty has constructed a time interval based model which permits party’s that are created to allow for Partygoers to be able to withdraw funds within a placed time period

From the actions of the party, a user will be given a Daily, Monthly, or Yearly + Fund Withdrawal Time Sequence, to withdraw profits back to a personal wallet.

Penalty for withdrawing funds early before the time interval of distribution for party members.

Polkaparty Governance of funds action in 4 models.

Democracy — Democratic parties are used to even the playing field and manage a group regardless of who, where, and how much. Democratic parties are straightforward, everyone gets an equal vote. Democratic parties use multisign wallets as a form of governance in which each registered, active, address is entitled to confirmation of transactions sent to the EVM. This is one of the most technically basic forms of party governance.

Weighted Democracy — Weighted Democratic models aim to provide alternative solutions to fund governance. In this model, users hold private interest in a party and can track their percentage of Party Power. It is simple, the higher proportion of the party that a partygoer owns the more power he has over governing votes. Technically, a weighted party could be compared to an LP pool. The more of the pool you own the higher your percentage of payouts, rewards, and party benefits.

Monarchy — A monarchy is the simplest and most risky type of party. Here at PolkaParty, believe in decentralization and equality, with this in mind, allow Parties to be made that give all of the Party’s governance to be given to one wallet, the Monarchs.

Republic — Republics are game-changing not only because of the ability to manage funds in a trust-less manner but since it is the most efficient way to validate a transaction or decision from the individuals in a small group (like a board of directors) that represents a larger entity. It is the most efficient model because it requires full attention from only a portion of a party. This governance model is the pinnacle of PolkaParty’s innovation since it allows a body of representatives to create and manage their own funds. PolkaParty is heavily focused upon creating a universal experience of properly and sufficiently allocating funds to at-large investments.

PolkaParty Kickbacks

Kickbacks are quarterly held IDO events for early-stage projects launching on the PolkaParty platform. These early staged projects will receive immediately verified parties on PolkaParty, obtaining priority promotion on the platform for short-term token launchings, as well as for long-term product features.

Yield farming Parties

Yield farming with pooled funds can be more rewarding than farming on your own. In short, yield farming protocols incentivize liquidity providers (LP) to stake or lock up their crypto assets in a smart contract-based liquidity pool. Many liquidity-related pools take into account factors such as time and amount staked. Thus, it may be a good idea to find a party of LP providers rather than lend on their own. Polkaparty provides a mutually beneficial relationship to these farming platforms since larger amounts of liquidity will be provided.

Social Board

This Social Board will outline a competitive ranking of every party, as well as categorical party growth upon funds, members, activities. The platform will begin to organically grow in volume, users, and overall activities, so will the competitive association with respective party’s. It is important to harness this competitive spirit of Partygoers, as members will hold great pride in their personal association with popular and favorable parties. This distinct quality is the reason for a Social Board, an all-exclusive dashboard for Partygoers to have completely accessible data upon rankings, funds, and growth of the most premier party’s on the platform.

PolkaParty Prizes & Rewards

After daily collection of distribution fees, the total amount that has been collected will be paid out back to users, up to 50% of the total daily distribution fees collected on the platform, who are staking POLP on the platform. If the volume & amount of trades increase in each party, the bonus/payout of holding POLP will increase as well.

What is Polkaparty POLP token?

POLP is the PolkaParty governance token and the main catalyst behind a majority of platform products and features. All protocol management decisions are made by the POLP holders: from new products to asset rebalancing, strategies, and integrations. POLP enables its holders to take control of their financial future.

Tokenomics

Token Name: POLP

Total Supply: 200,000,000

Private Sale : 500,000 (20 mil Tokens)

Public Sale: 250,000 (781 NFTs) (7.81 mil tokens)

Private Sale: $0.025

POLP at launch: $0.032

Conclusion

Polaparty, a place where you, your friends, and your family can all share a wallet with customizable inbuilt governance. As a collective, you can all be part of big decision-making that involves the like of what coins you want to invest in or when you feel is the right time to sell. Polkaparty also has a leaderboard system set up with weekly prizes for whatever party has the most gains based on their percentage.

For More Information Click Links Bellow:

Website: https://www.polkaparty.io/

Telegram: https://t.me/PolkaParty

Twitter: https://twitter.com/Polka_Party

Medium: https://polkaparty.medium.com/

Author: Thelagend jz4

My Bitcointalk Profile: https://bitcointalk.org/index.php?action=profile;u=2577207

ETH Address: 0x45365defCa88A8c888e9A67F57e0c315f2B1e5F2

[nancygduarteus]

When Schools Tell Kids They Can’t Use the Bathroom

Most people probably take their bathroom privileges for granted, heading to the toilet in their home or office whenever the need arises without thinking much about it. But at school, children don’t always have that luxury.

A recent survey by the Society for Women’s Health Research found that schools often disregard kids’ restroom rights, often by failing to have a bathroom rule on the books and provide staff with education on bladder health. Absent official policies, parents and doctors tell me, many teachers come up with their own regulations, which anecdotes suggest can border on absurd. I heard about a teacher who allegedly stipulated that her students could only go to the restroom during class time once every two months, for instance, and read about some school districts routinely locking restrooms at lunchtime or after school to discourage misbehavior.

Schools seek to minimize the amount of time kids spend in the bathroom during class to ensure that they get the most out of their instruction, and generally restrict students’ access to prevent misconduct in the restrooms, where kids tend to be unsupervised. Well-intentioned yet overburdened teachers might adopt such rules to avoid disruptions and ensure that all their students are accounted for. But treating bathroom use as a discipline issue can have serious health implications, especially when a kid needs to go, but can’t.

Read: Using the restroom: A privilege—if you’re a teacher

A majority (84 percent) of respondents in the recent survey, which was distributed among school nurses serving all grade levels nationwide, said students often have ulterior motives when they ask to use the bathroom—maybe they don’t have to go and just want to meet up with a friend, for example, or perhaps they intend to skip the bathroom altogether and cause a ruckus in the hallway. A little more than half reported that kids misbehave in the bathroom. Underlying these assumptions is the fact that few schools have written policies on students’ bathroom use—just 8 percent of nurses said such rules existed, while fewer than half said students on their campuses can use the bathroom whenever they please, with permission required only as a formality.

And the survey’s results suggest that such realities persist despite growing recognition of the health consequences: More than a third of respondents expressed concern about the adequacy of kids’ bathroom-break time—and three in four said they were aware of bladder or bowel problems among kids at their school.

A separate 2015 study underscores the disconnect between discipline-focused bathroom policies and kids’ health: While 81 percent of the more than 4,000 elementary-school teachers said they allow kids unlimited access to water, 88 percent also said they encourage their students to hold their pee; 36 percent of participants, meanwhile, indicated they had a “protocol in place to encourage students not to use bathroom during class time.” Also notable: About eight in 10 of those educators said bullying, misbehavior, vandalizing, or other negative behavior happens in the restroom.

Some experts point to bedwetting—which according to the American Academy of Pediatrics affects 20 percent of 5-year-olds and can be a symptom of an acutely dysfunctional bladder—as attributable largely to kids holding in their urine and/or feces. This “voiding dysfunction,” as medical practitioners refer to it, can have severe, long-lasting physiological consequences—a swollen colon can damage the nerves feeding into the bladder, for example—not to mention psychological ones.

Despite the growing body of empirical research showing that holding it is bad for kids, schools' mindsets don't seem to have changed much. This is the case even though awareness among campus officials appears to be growing, if only slightly. In a 2012 survey, fewer than half of the 600 school nurses who responded suspected that children with frequent urination or bladder and bowel accidents were suffering from an underlying health problem. Roughly a decade earlier, in 2003, that number was even smaller when similar questions were asked of teachers: Fewer than one in five participants in a survey of Iowa educators suspected that children who demonstrated frequent urination or accidents were suffering from an underlying health problem. A third of them said they’d ordered at least one student requesting bathroom access to wait.

Christopher Cooper, a pediatric urologist at the University of Iowa who coauthored those earlier two studies, says he started researching the issue after noticing a high frequency of UTIs and higher rates of “voiding dysfunction” among his young patients. “It started to seem like, if for eight hours a day you [as a teacher] are the primary caregiver for these children, you’re missing a potential opportunity to pick up on some abnormal things going on,” he says. It’s hard for a kid to advance academically and develop socially and emotionally if she is constantly distracted by her bladder troubles. “Wetting your pants at school is one of the most stressful things a child can face or even imagine,” Cooper says.

One mother in the Seattle area, Maija Brissey, says she will never forget the day her son, who struggles with urinary accidents because of a rare medical condition, came to her at the age of 6 and asked her if he had a disease. Apparently, his classmates had convinced him he did because he kept peeing his pants. Over the years, Brissey says her son started disengaging from classes and from his neighborhood friend group, retreating to his room right after school rather than playing with his buddies. “We’ve got to do a better job of making using the bathroom more comfortable for kids,” says Brissey, a nurse.

When they’re in elementary school, kids' bladder systems—and the psychological responses to these physiological sensations—are at a critical point of development. According to Cooper, children are “very good at ignoring [their bladder] signals” after being regularly denied the opportunity to go when they feel the urge. And the side effects—from incontinence to recurring urinary accidents—can put stress on the bladder, which is a muscle, and thus make it stronger and overactive. Cooper cited the high rates of bladder cancer among truck drivers, who often hold their urine on long drives.

[Read: The long lines for women’s bathrooms are a fixable problem]

Suzanne Schlosberg, a health and parenting writer based in Bend, Oregon, started advocating for policy reforms and greater awareness after experiencing similar issues with her child. A few years ago, Schlosberg teamed up with Steve Hodges, a professor of pediatric urology at North Carolina’s Wake Forest University, to create an online resource for parents, therapists, teachers, and others seeking to help children who suffer from toileting problems. One of the inevitable challenges of this issue is that people often don't want to talk about bathroom issues; as universal and mundane as they are, they can be embarrassing to discuss—not only for kids but also for the adults who care for them. These days, Hodges says he often finds himself writing letters to schools demanding bathroom freedom on behalf of his patients.

Schlosberg says she has often had to contend with teachers whose bathroom policies incentivized her son to resist the urge to go. One teacher, she recalls, relied on the popular classroom-management strategy of rewarding kids for good behavior, in this case through the use of fake money. If a student wanted to use the restroom during class, according to Schlosberg, he or she had to pay a “fine.” “My kid wanted to save his money, so he was having to decide between using the bathroom and saving his earnings,” Schlosberg says. Upon learning of her son’s issues, the teacher was quick to exempt the child but stopped short of changing the class policy.

The reality is that, on K-12 campuses across the country, children’s bathroom needs are left in limbo because schools seldom have established policies and teachers lack the training on how best to balance discipline concerns with kids' needs.Just one in five respondents in the 2015 study of 4,000 teachers, for example, said they’d participated in “professional development” on bathroom regulations for kids. This lack of awareness, combined with sometimes-valid fears about misbehavior and academic disruption, leads to a patchwork of inconsistent rules that teachers may devise themselves.

What’s ironic is that most teachers are familiar with students’ bathroom woes—they seldom have the opportunity to relieve themselves during the school day, either. In fact, in a 2015 survey that asked teachers about the quality of their worklife, its 30,000 respondents listed this problem as one of their biggest sources of everyday stress.

from Health News And Updates https://www.theatlantic.com/education/archive/2019/02/the-tyranny-of-school-bathrooms/583660/?utm_source=feed

[aimitcrabtree]

What is the Most Effective Performance Management Approach?

In an evolving workplace, there is a growing trend suggesting end-of-year performance reviews are no longer effective. To remedy this, some companies have decided to utilize software to improve their process. Other companies have elected to eliminate reviews altogether. What is the most effective performance management approach?

Sarah Haynes

Performance reviews are often the subject of much scorn and mockery in the corporate world.  In my 15 years of consulting with dozens of clients, I’ve only encountered ONE that actually considered their performance management process to be integral to employee development, and truly valuable to their company.  For the rest, it was a forced exercise that did not appear to be linked to results, aside from bitterness and regret. According to a Deloitte Insights survey, 58% of the companies polled reported that they view their current performance management process as not being an effective use of time and only 8% reported that their process drives high levels of value. Why is this?

Performance reviews are almost always linked to compensation.

Reviewees are motivated to score themselves as highly as possible in order to secure the best possible raise for themselves.  Reviewers (the managers) are pushed by the company to average out the performance rating across all individuals in a given cost center. So, for every employee considered “exceptional”, there must be one considered “underperforming”.  It’s a terrible trade-off, and one that often pits managers against staff. I’ve actually had a boss ask me if I’d be OK with a sub-par rating, because he really needed to give a large raise to my co-worker in order to keep him from quitting.

In order to make performance reviews effective, the direct link between reviews and compensation must be broken.  This is the only way to create an environment for an honest conversation, where employees do not have to feel like they’re fighting for dollars and cents.  Secondly, managers should be coached on how to provide effective feedback to employees.  It’s not easy, and many managers will do anything to avoid an awkward conversation.  Lastly, performance feedback should be provided on a regular basis, at least once per quarter.  If you wait until the end of year to provide feedback on annual objectives, it’s way too late to correct course.

Only one of my bosses throughout my career actually cared enough to provide me with constructive feedback, during performance reviews, that I could use to improve my performance.  I truly valued the insightful feedback he provided. Of the others, some were not involved enough with my work to be able to provide feedback, and the rest – well, I guess they just didn’t want to get into it.  I know I would have appreciated it and felt more valued as an employee, if they had.

James Lawther

Fortunately, I am a deeply experienced manager with a track record of motivating and developing difficult employees.  I know exactly how to create a team of world-class employees with outstanding engagement scores. So learning from the workplace I have put in place an annual performance review at home.

I love my wife very much, she is funny, clever, tolerant and — if I say so myself — very pretty.  But when it comes down to domestic chores there are a few things she really could do better at, things that would dramatically improve her output and also increase her sense of work life balance.

It was important that I did this properly, I spent many hours researching my wife’s performance and crafting a review.  My relationship is important to me, so I have done it by the book, I:

Sought out 360 degree feedback, consulting neighbours and children

Made sure the evidence I used was specific and to the point

Catalogued her strengths (of which there are many) first

Captured a few clear weaknesses development areas for her to work on

Her review reads like this:

Annual Performance Appraisal Manager: James Lawther Employee: Christine Lawther Role: Wife Key Skills and Competencies 1. Focus on Results: Below Average Strength – Action focus: Proven capability to cook amazing meals during visits from your parents. B. this strength could be leveraged by cooking amazing meals when your parents are not visiting. Development – Attention to Detail: On 3 separate occasions in the last week I have had to empty the washing machine and load the tumble dryer. This is a task for which I am not responsible as it is contained within your job description (wife). Development – Completing and Finishing: Constantly distracted by fighting children whilst trying to complete simple jobs e.g. ironing. You need to develop your multitasking ability. 2. Influencing Ability: Good Strength – Presentation: Very good at assuring me of the business case behind an investment in an expensive skiing holiday Development – Influencing Junior Staff: Repeatedly have to shout at children in an effort to get them out of the house in time to get to school. This is a particular problem with the 15-year-old daughter. 3. Communication Skills: Below Average Strength – Feedback: Ability to provide strong and timely feedback to me about my personal habits, specifically in relation to nocturnal activity and time keeping. N.B. there is a risk that this strength could become overplayed. Development – Instruction: Your map reading ability is less than perfect. We have repeatedly found ourselves lost in large cities because of your inability to communicate clearly and concisely.  Unfortunately last year’s investment in satellite navigation technology this has not improved performance. Overall Rating: Below Standard The Performance Conversation The meeting I arranged with my wife to discuss her performance didn’t go nearly as well as I had hoped.  My wife was withdrawn and I don’t believe she was really listening.  She was very focused on the overall rating and we didn’t have a value adding conversation about the developmental feedback I had collated.   My “active listening techniques” fell on deaf ears.  Her demeanor was downright chilly until we discussed her annual pay rise.  Then she warmed up quite dramatically. Pay for Performance I’m a big believer in linking performance appraisals to performance pay, nothing focuses attention in quite the same way as money.  As I want my wife to be motivated to improve she needs to understand the consequences of poor performance.  As evidenced in her appraisal her performance was below standard, so I had little choice but to hold her house keeping money at a constant level.  If I had increased it I would have been accused of favoritism. When I explained this to her, my wife had the audacity to suggest that many of the things I discussed were outside of her control.  She then become quite defensive and told me that I was equally accountable for household performance. A Waste of Time I won’t try another appraisal round next year.  My wife wasn’t remotely grateful for all the time and effort I put into it.  Instead I think we might just have a chat every now and then about the children.  It might be more productive.

A Simple Question

If performance appraisals go badly at home, why on earth do we think they will go well at work?

Ted Hessing

The Science of Encouraging High Performance

We humans are funny creatures. We don’t always act in our own best self-interest. And when we get into groups we don’t always make better decisions. Sometimes we build entire organizational practices that are nonsensical, counterproductive, anachronistic, and/or that we ourselves would not want to be subject to. Case in Point; Performance Management.

let’s take a user perspective rather than a managerial perspective. After all, they should be the same thing, right? It’s always a good idea to start with the client in mind and, under this perspective, the contributors we are seeking to encourage to high performance would be our clients. This perspective can be best understood by the concepts of Servant Leadership. Here’s an overview of servant leadership if this term is new to you.

What’s My Motivation?

Most performance management techniques revolve around 2 axis; rewards or penalties. On the rewards side we can call it salary, bonus, compensation, or whatever. But generally people are incentivized to high productivity via rewards. The flip side are penalties which could range from reduction or absence of rewards to reduced or eliminated security, status, and stability.

But is that carrot and stick approach the best system to use? Turns out the science says ‘no.’

Autonomy, Mastery, and Purpose

In Daniel Pinks excellent book Drive: the Surprising Truth About What Motivates Us (and eponymous TED Talks), he reveals that the research say unequivocally no. Rather than re-state Pink’s message (see above 10 min video for a great overview); Rewards don’t work the way you’d expect them to.

It turns out that after a certain amount of compensation, rewards are actually counter-productive in terms of increasing performance in any endeavor requiring a modicum of cognitive skill. After that magic level of compensation, people require other attributes to be present in order to Got that?

In other words, if you want higher performance, you have to pay people enough where they aren’t worried about money but then you have to enable 3 other key attributes; autonomy, mastery, and purpose.

Thus,the overwhelmingly most popular way of incentivizing performance, reward vs penalty, is wrong. if you want to maximize performance, it turns out that you must optimize for motivation.

So, how does one do that? What’s the right way to handle performance management? If rewards are wrong (or at least only part of the story), then it seems we’d best change our performance management process to the other key factors Pink identifies; Autonomy, Mastery, and Purpose.

Let’s take each one step by step.

Purpose

Per Pink, Purpose is each team member being able to say  “I know why I am here and what I contribute with (as an individual or as a team)” How do we maximize a sense of purpose? So, as managers with a strong background in quality and strategic deployment techniques seeking to maximize performance, how do we maximize a sense of purpose?

I like Simon Sinek’s approach of ��Start with the Why. Again, if you haven’t seen this Ted talk, you’re missing out.

To my mind, conveying Why is all about alignment. Alignment between the strategic direction of the company and the front-line personnel executing the vision. Some techniques quality leaders can use that we can use to achieve, communicate and measure that alignment are:

Hoshin Kanri

Value Stream Mapping

Critical to Quality Mapping

Quality Functional Deployment

If we want to maximize performance management, it behooves us to make the alignment of why behind what people are being asked to do explicitly clear.

Often, when we make that alignment clear we find that much of the resources of time, talent, and energy that people are currently expending

are in pursuit of things that don’t matter or don’t matter as much as other goals they could be working towards. And that is clearly a waste.

Mastery

If the next attribute in results is Mastery, then it makes sense to incorporate this into our performance management techniques. How can we best help people pursue and achieve mastery of their professions?

Some tools we can use to monitor and maximize mastery are visual management principles and gauge R&R techniques. Perhaps the two that I like best are Skill Matrix boards – an excellent

visual management of team skill mastery and credibility as described by Ray Dalio in Principles. However, there are countless adaptations of each that we can apply to skill acquisition.

Also, it is helpful to recognize that every member of a company has a profession (what they do) and an industry they perform it in (where they do it.) It makes sense from a performance management standpoint to help contributors to develop a strong understanding of both the skills and context for their role and their industry at large. T shaped employee management is an excellent framework for this/

Autonomy

Now that we’ve addressed how to manage clear alignment and skill acquisition – the why’s and what’s of a role – let’s move on the how’s.

Again Pink helped us by illustrating how autonomy and empowerment are crucial pieces of the performance management puzzle. And we helped ourselves by showing the alignment of the highest strategic goals of the company

Now, autonomy is scary for many managers. To overcome this hurdle we could use a ‘trust but verify’ model of cascading dashboards and assigning responsible parties for work streams. And the autocratic manager will be happy with this. But autocratic leadership has it’s limits.

Sources: Business Case Studies and Cleverism

Perhaps the best way to encourage autonomy to meet our desired performance management goals is to favor the empowerment of a Team of Teams model such as the ones favored by General Stanley McChrystal (and others) in his book Team of Teams.

Autonomy is best served by employee empowerment. There is a link between employee desire to participate on autonomous teams and having a significant sense of ownership in team outcomes. Simply put, members of autonomous teams desire the ability to make decisions in an entrepreneurial climate without too much managerial interference. And arguably employee empowerment is best achieved through managers leading by illustrating a clear vision and then getting out of their way.

 Bringing it All Together

As leaders it is important for us to recognize that performance management is itself a process. It’s subject to an equation Y=f(x) where f(x) is often more complex than we think. But fortunately, like any other process, it can be measured, faults found, and hypotheses tried, tested, and improved upon.

Robert Mitchell

As a Baldrige Examiner, I like to begin my roundtable discussions with a review of the Baldrige Criteria. Category 5 of the Criteria focuses on the Workforce. The Workforce category asks how the organization assesses Workforce Capability and Capacity needs and builds a workforce environment conducive to Engagement and High Performance. The Baldrige Criteria defines High Performance as ever-higher levels of overall organizational and individual performance, including quality, productivity, innovation rate and cycle time.

High performance results in improved service and value for customers and other stakeholders. High performance stems from and enhances workforce engagement. Some characteristics about workforce high performance:

It involves cooperation between management and the workforce; cooperation among work groups and teams; empowerment of employees and building personal accountability.

It may involve learning to build individual and organizational skills; creating flexible job design; decentralized decision making and making decisions closest to the front line.

My career experience, and observations of applicants to state and national quality programs using the Baldrige Criteria has revealed six key processes necessary to effectively encourage high performance:

A Formal on-boarding as part of the New Employee Orientation process

Providing immediate, open and honest feedback

Regular, periodic “pulse” surveys to measure employee satisfaction and engagement

Frank, two-way skip-level meetings between management and its people

A Career Pathing process to manage employee progression

A Learning & Development System that supports organizational needs and employee development

Systems & Structures supporting compensation, benefits and policies, rewards, recognition, as well as incentives to encourage continuous improvement, intelligent risk-taking, innovation and customer focus.

For more information about these key business and workforce processes, I highly recommend learning about the Baldrige Excellence Framework and attending Baldrige Evaluator training.

The post What is the Most Effective Performance Management Approach? appeared first on Quality in Mind.

from Quality in Mind http://asq.org/blog/2018/12/what-is-the-most-effective-performance-management-approach/

[eltonjhays]

What is the Most Effective Performance Management Approach?

In an evolving workplace, there is a growing trend suggesting end-of-year performance reviews are no longer effective. To remedy this, some companies have decided to utilize software to improve their process. Other companies have elected to eliminate reviews altogether. What is the most effective performance management approach?

Sarah Haynes

Performance reviews are often the subject of much scorn and mockery in the corporate world.  In my 15 years of consulting with dozens of clients, I’ve only encountered ONE that actually considered their performance management process to be integral to employee development, and truly valuable to their company.  For the rest, it was a forced exercise that did not appear to be linked to results, aside from bitterness and regret. According to a Deloitte Insights survey, 58% of the companies polled reported that they view their current performance management process as not being an effective use of time and only 8% reported that their process drives high levels of value. Why is this?

Performance reviews are almost always linked to compensation.

Reviewees are motivated to score themselves as highly as possible in order to secure the best possible raise for themselves.  Reviewers (the managers) are pushed by the company to average out the performance rating across all individuals in a given cost center. So, for every employee considered “exceptional”, there must be one considered “underperforming”.  It’s a terrible trade-off, and one that often pits managers against staff. I’ve actually had a boss ask me if I’d be OK with a sub-par rating, because he really needed to give a large raise to my co-worker in order to keep him from quitting.

In order to make performance reviews effective, the direct link between reviews and compensation must be broken.  This is the only way to create an environment for an honest conversation, where employees do not have to feel like they’re fighting for dollars and cents.  Secondly, managers should be coached on how to provide effective feedback to employees.  It’s not easy, and many managers will do anything to avoid an awkward conversation.  Lastly, performance feedback should be provided on a regular basis, at least once per quarter.  If you wait until the end of year to provide feedback on annual objectives, it’s way too late to correct course.

Only one of my bosses throughout my career actually cared enough to provide me with constructive feedback, during performance reviews, that I could use to improve my performance.  I truly valued the insightful feedback he provided. Of the others, some were not involved enough with my work to be able to provide feedback, and the rest – well, I guess they just didn’t want to get into it.  I know I would have appreciated it and felt more valued as an employee, if they had.

James Lawther

Fortunately, I am a deeply experienced manager with a track record of motivating and developing difficult employees.  I know exactly how to create a team of world-class employees with outstanding engagement scores. So learning from the workplace I have put in place an annual performance review at home.

I love my wife very much, she is funny, clever, tolerant and — if I say so myself — very pretty.  But when it comes down to domestic chores there are a few things she really could do better at, things that would dramatically improve her output and also increase her sense of work life balance.

It was important that I did this properly, I spent many hours researching my wife’s performance and crafting a review.  My relationship is important to me, so I have done it by the book, I:

Sought out 360 degree feedback, consulting neighbours and children

Made sure the evidence I used was specific and to the point

Catalogued her strengths (of which there are many) first

Captured a few clear weaknesses development areas for her to work on

Her review reads like this:

Annual Performance Appraisal Manager: James Lawther Employee: Christine Lawther Role: Wife Key Skills and Competencies 1. Focus on Results: Below Average Strength – Action focus: Proven capability to cook amazing meals during visits from your parents. B. this strength could be leveraged by cooking amazing meals when your parents are not visiting. Development – Attention to Detail: On 3 separate occasions in the last week I have had to empty the washing machine and load the tumble dryer. This is a task for which I am not responsible as it is contained within your job description (wife). Development – Completing and Finishing: Constantly distracted by fighting children whilst trying to complete simple jobs e.g. ironing. You need to develop your multitasking ability. 2. Influencing Ability: Good Strength – Presentation: Very good at assuring me of the business case behind an investment in an expensive skiing holiday Development – Influencing Junior Staff: Repeatedly have to shout at children in an effort to get them out of the house in time to get to school. This is a particular problem with the 15-year-old daughter. 3. Communication Skills: Below Average Strength – Feedback: Ability to provide strong and timely feedback to me about my personal habits, specifically in relation to nocturnal activity and time keeping. N.B. there is a risk that this strength could become overplayed. Development – Instruction: Your map reading ability is less than perfect. We have repeatedly found ourselves lost in large cities because of your inability to communicate clearly and concisely.  Unfortunately last year’s investment in satellite navigation technology this has not improved performance. Overall Rating: Below Standard The Performance Conversation The meeting I arranged with my wife to discuss her performance didn’t go nearly as well as I had hoped.  My wife was withdrawn and I don’t believe she was really listening.  She was very focused on the overall rating and we didn’t have a value adding conversation about the developmental feedback I had collated.   My “active listening techniques” fell on deaf ears.  Her demeanor was downright chilly until we discussed her annual pay rise.  Then she warmed up quite dramatically. Pay for Performance I’m a big believer in linking performance appraisals to performance pay, nothing focuses attention in quite the same way as money.  As I want my wife to be motivated to improve she needs to understand the consequences of poor performance.  As evidenced in her appraisal her performance was below standard, so I had little choice but to hold her house keeping money at a constant level.  If I had increased it I would have been accused of favoritism. When I explained this to her, my wife had the audacity to suggest that many of the things I discussed were outside of her control.  She then become quite defensive and told me that I was equally accountable for household performance. A Waste of Time I won’t try another appraisal round next year.  My wife wasn’t remotely grateful for all the time and effort I put into it.  Instead I think we might just have a chat every now and then about the children.  It might be more productive.

A Simple Question

If performance appraisals go badly at home, why on earth do we think they will go well at work?

Ted Hessing

The Science of Encouraging High Performance

We humans are funny creatures. We don’t always act in our own best self-interest. And when we get into groups we don’t always make better decisions. Sometimes we build entire organizational practices that are nonsensical, counterproductive, anachronistic, and/or that we ourselves would not want to be subject to. Case in Point; Performance Management.

let’s take a user perspective rather than a managerial perspective. After all, they should be the same thing, right? It’s always a good idea to start with the client in mind and, under this perspective, the contributors we are seeking to encourage to high performance would be our clients. This perspective can be best understood by the concepts of Servant Leadership. Here’s an overview of servant leadership if this term is new to you.

What’s My Motivation?

Most performance management techniques revolve around 2 axis; rewards or penalties. On the rewards side we can call it salary, bonus, compensation, or whatever. But generally people are incentivized to high productivity via rewards. The flip side are penalties which could range from reduction or absence of rewards to reduced or eliminated security, status, and stability.

But is that carrot and stick approach the best system to use? Turns out the science says ‘no.’

Autonomy, Mastery, and Purpose

In Daniel Pinks excellent book Drive: the Surprising Truth About What Motivates Us (and eponymous TED Talks), he reveals that the research say unequivocally no. Rather than re-state Pink’s message (see above 10 min video for a great overview); Rewards don’t work the way you’d expect them to.

It turns out that after a certain amount of compensation, rewards are actually counter-productive in terms of increasing performance in any endeavor requiring a modicum of cognitive skill. After that magic level of compensation, people require other attributes to be present in order to Got that?

In other words, if you want higher performance, you have to pay people enough where they aren’t worried about money but then you have to enable 3 other key attributes; autonomy, mastery, and purpose.

Thus,the overwhelmingly most popular way of incentivizing performance, reward vs penalty, is wrong. if you want to maximize performance, it turns out that you must optimize for motivation.

So, how does one do that? What’s the right way to handle performance management? If rewards are wrong (or at least only part of the story), then it seems we’d best change our performance management process to the other key factors Pink identifies; Autonomy, Mastery, and Purpose.

Let’s take each one step by step.

Purpose

Per Pink, Purpose is each team member being able to say  “I know why I am here and what I contribute with (as an individual or as a team)” How do we maximize a sense of purpose? So, as managers with a strong background in quality and strategic deployment techniques seeking to maximize performance, how do we maximize a sense of purpose?

I like Simon Sinek’s approach of ‘Start with the Why. Again, if you haven’t seen this Ted talk, you’re missing out.

To my mind, conveying Why is all about alignment. Alignment between the strategic direction of the company and the front-line personnel executing the vision. Some techniques quality leaders can use that we can use to achieve, communicate and measure that alignment are:

Hoshin Kanri

Value Stream Mapping

Critical to Quality Mapping

Quality Functional Deployment

If we want to maximize performance management, it behooves us to make the alignment of why behind what people are being asked to do explicitly clear.

Often, when we make that alignment clear we find that much of the resources of time, talent, and energy that people are currently expending

are in pursuit of things that don’t matter or don’t matter as much as other goals they could be working towards. And that is clearly a waste.

Mastery

If the next attribute in results is Mastery, then it makes sense to incorporate this into our performance management techniques. How can we best help people pursue and achieve mastery of their professions?

Some tools we can use to monitor and maximize mastery are visual management principles and gauge R&R techniques. Perhaps the two that I like best are Skill Matrix boards – an excellent

visual management of team skill mastery and credibility as described by Ray Dalio in Principles. However, there are countless adaptations of each that we can apply to skill acquisition.

Also, it is helpful to recognize that every member of a company has a profession (what they do) and an industry they perform it in (where they do it.) It makes sense from a performance management standpoint to help contributors to develop a strong understanding of both the skills and context for their role and their industry at large. T shaped employee management is an excellent framework for this/

Autonomy

Now that we’ve addressed how to manage clear alignment and skill acquisition – the why’s and what’s of a role – let’s move on the how’s.

Again Pink helped us by illustrating how autonomy and empowerment are crucial pieces of the performance management puzzle. And we helped ourselves by showing the alignment of the highest strategic goals of the company

Now, autonomy is scary for many managers. To overcome this hurdle we could use a ‘trust but verify’ model of cascading dashboards and assigning responsible parties for work streams. And the autocratic manager will be happy with this. But autocratic leadership has it’s limits.

Sources: Business Case Studies and Cleverism

Perhaps the best way to encourage autonomy to meet our desired performance management goals is to favor the empowerment of a Team of Teams model such as the ones favored by General Stanley McChrystal (and others) in his book Team of Teams.

Autonomy is best served by employee empowerment. There is a link between employee desire to participate on autonomous teams and having a significant sense of ownership in team outcomes. Simply put, members of autonomous teams desire the ability to make decisions in an entrepreneurial climate without too much managerial interference. And arguably employee empowerment is best achieved through managers leading by illustrating a clear vision and then getting out of their way.

 Bringing it All Together

As leaders it is important for us to recognize that performance management is itself a process. It’s subject to an equation Y=f(x) where f(x) is often more complex than we think. But fortunately, like any other process, it can be measured, faults found, and hypotheses tried, tested, and improved upon.

Robert Mitchell

As a Baldrige Examiner, I like to begin my roundtable discussions with a review of the Baldrige Criteria. Category 5 of the Criteria focuses on the Workforce. The Workforce category asks how the organization assesses Workforce Capability and Capacity needs and builds a workforce environment conducive to Engagement and High Performance. The Baldrige Criteria defines High Performance as ever-higher levels of overall organizational and individual performance, including quality, productivity, innovation rate and cycle time.

High performance results in improved service and value for customers and other stakeholders. High performance stems from and enhances workforce engagement. Some characteristics about workforce high performance:

It involves cooperation between management and the workforce; cooperation among work groups and teams; empowerment of employees and building personal accountability.

It may involve learning to build individual and organizational skills; creating flexible job design; decentralized decision making and making decisions closest to the front line.

My career experience, and observations of applicants to state and national quality programs using the Baldrige Criteria has revealed six key processes necessary to effectively encourage high performance:

A Formal on-boarding as part of the New Employee Orientation process

Providing immediate, open and honest feedback

Regular, periodic “pulse” surveys to measure employee satisfaction and engagement

Frank, two-way skip-level meetings between management and its people

A Career Pathing process to manage employee progression

A Learning & Development System that supports organizational needs and employee development

Systems & Structures supporting compensation, benefits and policies, rewards, recognition, as well as incentives to encourage continuous improvement, intelligent risk-taking, innovation and customer focus.

For more information about these key business and workforce processes, I highly recommend learning about the Baldrige Excellence Framework and attending Baldrige Evaluator training.

The post What is the Most Effective Performance Management Approach? appeared first on Quality in Mind.

from Quality in Mind http://asq.org/blog/2018/12/what-is-the-most-effective-performance-management-approach/

[bondan88]

PolkaParty

This is where the Party’s at!

About

PolkaParty is made for you, as the platform allows users to gain access to all DeFi features just by joining a single party! Read our full brochure to learn more about PolkaParty, which is a cryptographic engine and management system. Voting models .Parties will include members, with a personal wallet built into it. wallet of the parties.Depending on the criteria set by the party when it is formed, the parties will consist of members with voting rights and some without voting rights. PolkaParty governance token and is the main catalyst behind the majority of the platform’s products and features. POLP holders have access to all sorts of exciting giveaways including Season Tickets , exclusive NFTs, Enhanced Pre-sale, revenue and more.PolkaParty is made for you, as the platform allows users to have access to all DeFi features (swaps, offers, liquidity, profit farming, NFT, etc) just by joining a single party!

Our aim is to create an easy-to-use, user-friendly experience that allows anyone to join a party, chat with members, and be rewarded for team efforts. In our research, we found that there is a constantly increasing barrier to entry to understanding the techniques of using specific DeFi features.

Our solution is to create a platform that allows anyone to create or join a party with respected friends, family and most importantly DeFi veterans, navigating the landscape of endless returns from smart decisions. You will no longer feel frustrated with DeFiety (Anxiety), or FOMO with bad moves due to not knowing what to do, as you will be able to research, chat and vote with your friends. participation!

PolkaParty aims to create a convenient DIY DAO (Party) service designed as a convenient passage for all participating “party” members to accumulate their funds for financial activities and features. different main. We designed our platform with your grandma in mind in order to bring the technical side of synthesis to the masses. Have you ever dreamed of running your own venture capital fund? PolkaParty provides a never before seen platform to connect your friends with each other and make real waves in the market. Not only will you compete for sweet profits, but we aim to create a competitive environment that rewards the most loyal and driven parties.

Why PolkaParty?

PolkaParty aims to expand the capital barriers that are indiscriminately set for active communities. The idea that respective retail investors are no longer going to suffer the consequences of drastic drops in public sale token prices, but rather be able to participate in seed & private sales by having the proper capital in devoting to early stage projects.

The reason comes from external wallet addresses being able to contractually link their respective wallets to a multi faceted party wallet, which is controlled by the internal party members (linked wallet addresses).

Beyond the aspects of creating unique decentralized venture capital “funds”, within the nature of DAO’s, there are many other related activities that parties can become preoccupied with if gaining the necessary votes of party members.

The ultimate goal throughout the PolkaParty experience is allowing all users to become easily integrated into the entire ecosystem of DeFi, without having to understand the vast amount of technicalities in decentralized finance. Our belief is in creating an easy to understand user journey, as individuals will have the opportunity to chat, research, and immerse oneself in a respective party with more experienced figures, who understand the formality of more lucrative methods within crypto.

Features

Yield Farming — Parties specifically for yield farming will be available on PolkaParty where a governed wallet will supply the liquidity. This allows users to share greater rewards farming together than if they were farming by themselves.

Lending — PolkaParty will allow users to borrow funds from parties without withdrawing their investments. Users will have access to funds without impacting their credit scores, with more flexible repayment options, as well as instant approval for collateralized loans.

Crowdfunding — Crowdfunding on PolkaParty will be available to allow users to connect with each other over common interest tokens and projects. This feature will be beneficial to get involved with the community and share in greater returns on investments.

ICO Launchpad — PolkaParty will feature upcoming ICO projects and allow them to create parties to join and help raise liquidity to fund them, as it is becoming a popular choice for new projects to raise capital through crypto launchpads.

Property Investment Pools — Investment pools are a great way to bring tangible investments into the crypto world reducing the entry barrier into the property market. This will also allow people all over the world to invest in properties in countries they may not have previously had access to.

How PolkaParty Works?

Parties will consist of members, whose personal wallets are integrated into the party’s wallet.

Depending on party set criteria parties will consist of members who have voting power and nonvoting power.

Wallet addresses with voting power will ultimately be able to provide party guidance by voting actions

HouseKeys are generated for all users that create a party (Public or Private), through users can join the party seamlessly on the main dashboard within the PolkaParties Portal.

HouseKey is required to sign the smart contract, so your wallet will be integrated into the party wallet.

PolkaParty has constructed a time interval based model which permits party’s that are created to allow for Partygoers to be able to withdraw funds within a placed time period

From the actions of the party, a user will be given a Daily, Monthly, or Yearly + Fund Withdrawal Time Sequence, to withdraw profits back to a personal wallet.

Penalty for withdrawing funds early before the time interval of distribution for party members.

Polkaparty Governance of funds action in 4 models.

Democracy — Democratic parties are used to even the playing field and manage a group regardless of who, where, and how much. Democratic parties are straightforward, everyone gets an equal vote. Democratic parties use multisign wallets as a form of governance in which each registered, active, address is entitled to confirmation of transactions sent to the EVM. This is one of the most technically basic forms of party governance.

Weighted Democracy — Weighted Democratic models aim to provide alternative solutions to fund governance. In this model, users hold private interest in a party and can track their percentage of Party Power. It is simple, the higher proportion of the party that a partygoer owns the more power he has over governing votes. Technically, a weighted party could be compared to an LP pool. The more of the pool you own the higher your percentage of payouts, rewards, and party benefits.

Monarchy — A monarchy is the simplest and most risky type of party. Here at PolkaParty, believe in decentralization and equality, with this in mind, allow Parties to be made that give all of the Party’s governance to be given to one wallet, the Monarchs.

Republic — Republics are game-changing not only because of the ability to manage funds in a trust-less manner but since it is the most efficient way to validate a transaction or decision from the individuals in a small group (like a board of directors) that represents a larger entity. It is the most efficient model because it requires full attention from only a portion of a party. This governance model is the pinnacle of PolkaParty’s innovation since it allows a body of representatives to create and manage their own funds. PolkaParty is heavily focused upon creating a universal experience of properly and sufficiently allocating funds to at-large investments.

PolkaParty Kickbacks

Kickbacks are quarterly held IDO events for early-stage projects launching on the PolkaParty platform. These early staged projects will receive immediately verified parties on PolkaParty, obtaining priority promotion on the platform for short-term token launchings, as well as for long-term product features.

Yield farming Parties

Yield farming with pooled funds can be more rewarding than farming on your own. In short, yield farming protocols incentivize liquidity providers (LP) to stake or lock up their crypto assets in a smart contract-based liquidity pool. Many liquidity-related pools take into account factors such as time and amount staked. Thus, it may be a good idea to find a party of LP providers rather than lend on their own. Polkaparty provides a mutually beneficial relationship to these farming platforms since larger amounts of liquidity will be provided.

Social Board

This Social Board will outline a competitive ranking of every party, as well as categorical party growth upon funds, members, activities. The platform will begin to organically grow in volume, users, and overall activities, so will the competitive association with respective party’s. It is important to harness this competitive spirit of Partygoers, as members will hold great pride in their personal association with popular and favorable parties. This distinct quality is the reason for a Social Board, an all-exclusive dashboard for Partygoers to have completely accessible data upon rankings, funds, and growth of the most premier party’s on the platform.

PolkaParty Prizes & Rewards

After daily collection of distribution fees, the total amount that has been collected will be paid out back to users, up to 50% of the total daily distribution fees collected on the platform, who are staking POLP on the platform. If the volume & amount of trades increase in each party, the bonus/payout of holding POLP will increase as well.

What is Polkaparty POLP token?

POLP is the PolkaParty governance token and the main catalyst behind a majority of platform products and features. All protocol management decisions are made by the POLP holders: from new products to asset rebalancing, strategies, and integrations. POLP enables its holders to take control of their financial future.

Tokenomics

Token Name: POLP

Total Supply: 200,000,000

Private Sale : 500,000 (20 mil Tokens)

Public Sale: 250,000 (781 NFTs) (7.81 mil tokens)

Private Sale: $0.025

POLP at launch: $0.032

Conclusion

Polaparty, a place where you, your friends, and your family can all share a wallet with customizable inbuilt governance. As a collective, you can all be part of big decision-making that involves the like of what coins you want to invest in or when you feel is the right time to sell. Polkaparty also has a leaderboard system set up with weekly prizes for whatever party has the most gains based on their percentage.

For More Information Click Links Bellow:

Website: https://www.polkaparty.io/

Telegram: https://t.me/PolkaParty

Twitter: https://twitter.com/Polka_Party

Medium: https://polkaparty.medium.com/

AUTHOR :

Bitcointalk username: bondan88

Bitcointalk Profile: https://bitcointalk.org/index.php?action=profile;u=2632383

ERC-20 Wallet:0x0D7fBAd549E0dd2BD7242A8060BB2441CF1f5A3A