HIGHLIGHTING LOOKS KOOL :)

streaking lightly one side

Streaking your hair involves many steps and also uses bleaching of your hair and adding stripes of color.

Streaking Bands

There are many different methods of adding stripes of color in your hair. Highlighting is a method where two shades of hair, are added, by bleaching out and adding two different colors that blend together when hair is dry. Streaking on the other hand, uses larger areas to color that appear to be bands in the hair. This also requires bleaching out of the hair, but streaks can be placed only on one side, or as narrow or wide bands. Bands can also be more than one color, so it is not unusual to see red and blue streaks.

Steps

Using Foil

Buy strips of foil in any Beauty Supply Store
Select the size Streaking Brush needed for the size of the streaks.
Decide how many streaks you want, and whether you want them on one side or on both sides of the head.
Brush the bleach only on the strands of hair desired you want to be streaked.
Fold the foil flat over the hair and set the timer according to the directions.
Open the foil when the timer goes off, wash the bleached strips, pat them dry and now add the color onto the bleached out streaks.
Set the timer for the time instructed, when it goes off, remove the foils and wash your hair,
Buy the Streaking Kits that come complete with everything needed including the bleach. Some also include the brush. Follow the instructions carefully.

Using a Cap

Buy a streaking cap at any beauty supply store. At the same time purchase the bleaching products you use.
Pull the streaking cap over dry hair. The caps only comes in one size so make sure that it fits.
Pull small groups of hair strands, as far up as the roots, through the holes with a crochet hook, or the hooks they sell in the beauty supply store.
Realize that the more holes you use, the more streaks you will have. Use less holes, and less hair to get less streaks.
Brush on the bleaching product to those strands of hair that are standing up from the cap.
Apply the bleaching product to the strands of hair that have been pulled through the cap using a small brush.
Wait the amount of time specified on the product packaging depending on how light you want the streaks to be.
Rinse your hair and make sure all the solution is removed before removing the streaking cap,.
Buy the Streaking Kits that come complete with everything needed including the bleach. Some also include the brush and the cap. Follow the instructions needed

Things You Need

A Streaking Kit of your choice for either method.

Tips

Follow the directions in the Highlighting Boxes for best results.
These instructions are meant to give you an idea of how to put the streaks in your hair at home. The directions on the boxes are geared to the specific strengths of the product itself.

Warnings

Do not apply the product too heavily. Follow the directions inside the box.
Do not use a curling iron.

what is OB ? what are its different forms?

Organizational Behavior

Introduction

Organizational Behavior (OB) is the study and application of knowledge about how people, individuals, and groups act in organizations. It does this by taking a system approach. That is, it interprets people-organization relationships in terms of the whole person, whole group, whole organization, and whole social system. Its purpose is to build better relationships by achieving human objectives, organizational objectives, and social objectives.

As you can see from the definition above, organizational behavior encompasses a wide range of topics, such as human behavior, change, leadership, teams, etc. Since many of these topics are covered elsewhere in the leadership guide, this paper will focus on a few parts of OB: elements, models, social systems, OD, work life, action learning, and change.

Elements of Organizational Behavior

The organization's base rests on management's philosophy, values, vision and goals. This in turn drives the organizational culture which is composed of the formal organization, informal organization, and the social environment. The culture determines the type of leadership, communication, and group dynamics within the organization. The workers perceive this as the quality of work life which directs their degree of motivation. The final outcome are performance, individual satisfaction, and personal growth and development. All these elements combine to build the model or framework that the organization operates from.

Models of Organizational Behavior

There are four major models or frameworks that organizations operate out of:

Autocratic - The basis of this model is power with a managerial orientation of authority. The employees in turn are oriented towards obedience and dependence on the boss. The employee need that is met is subsistence. The performance result is minimal.
Custodial - The basis of this model is economic resources with a managerial orientation of money. The employees in turn are oriented towards security and benefits and dependence on the organization. The employee need that is met is security. The performance result is passive cooperation.
Supportive - The basis of this model is leadership with a managerial orientation of support. The employees in turn are oriented towards job performance and participation. The employee need that is met is status and recognition. The performance result is awakened drives.
Collegial - The basis of this model is partnership with a managerial orientation of teamwork. The employees in turn are oriented towards responsible behavior and self-discipline. The employee need that is met is self-actualization. The performance result is moderate enthusiasm.

Although there are four separate models, almost no organization operates exclusively in one. There will usually be a predominate one, with one or more areas over-lapping in the other models.

The first model, autocratic, has its roots in the industrial revolution. The managers of this type of organization operate out of McGregor's Theory X. The next three models begin to build on McGregor's Theory Y. They have each evolved over a period of time and there is no one "best" model. The collegial model should not be thought as the last or best model, but the beginning of a new model or paradigm.

Social Systems, Culture, and Individualization

A social system is a complex set of human relationships interacting in many ways. Within an organization, the social system includes all the people in it and their relationships to each other and to the outside world. The behavior of one member can have an impact, either directly or indirectly, on the behavior of others. Also, the social system does not have boundaries...it exchanges goods, ideas, culture, etc. with the environment around it.

Culture is the conventional behavior of a society that encompasses beliefs, customs, knowledge, and practices. It influences human behavior, even though it seldom enters into their conscious thought. People depend on culture as it gives them stability, security, understanding, and the ability to respond to a given situation. This is why people fear change. They fear the system will become unstable, their security will be lost, they will not understand the new process, and they will not know how to respond to the new situations.

Individualization is when employees successfully exert influence on the social system by challenging the culture.

                 Impact Of Individualization
                     On A Organization
             _______________________________
       High |               |               |
            |               |               |
            |               |               |
            |   Conformity  |   Creative    |
            |               | Individualism |
            |               |               |
Socialization |_______________|_______________|
            |               |               |
            |               |               |
            |               |               |
            |   Isolation   |  Rebellion    |
            |               |               |
            |               |               |
        Low |_______________|_______________|
           Low     Individualization    High

The chart above (Schein, 1968) shows how individualization affects different organizations:

Too little socialization and too little individualization creates isolation.
Too high socialization and too little individualization creates conformity.
Too little socialization and too high individualization creates rebellion.
While the match that organizations want to create is high socialization and high individualization for a creative environment. This is what it takes to survive in a very competitive environment...having people grow with the organization, but doing the right thing when others want to follow the easy path.

This can become quite a balancing act. Individualism favors individual rights, loosely knit social networks, self respect, and personal rewards and careers. It becomes look out for number 1! Socialization or collectivism favors the group, harmony, and asks "What is best for the organization?" Organizations need people to challenge, question, and experiment while still maintaining the culture that binds them into a social system.

Organization Development

Organization Development (OD) is the systematic application of behavioral science knowledge at various levels, such as group, inter-group, organization, etc., to bring about planned change. Its objectives is a higher quality of work-life, productivity, adaptability, and effectiveness. It accomplishes this by changing attitudes, behaviors, values, strategies, procedures, and structures so that the organization can adapt to competitive actions, technological advances, and the fast pace of change within the environment.

There are seven characteristics of OD:

Humanistic Values: Positive beliefs about the potential of employees (McGregor's Theory Y).
Systems Orientation: All parts of the organization, to include structure, technology, and people, must work together.
Experiential Learning: The learners' experiences in the training environment should be the kind of human problems they encounter at work. The training should NOT be all theory and lecture.
Problem Solving: Problems are identified, data is gathered, corrective action is taken, progress is assessed, and adjustments in the problem solving process are made as needed. This process is known as Action Research.
Contingency Orientation: Actions are selected and adapted to fit the need.
Change Agent: Stimulate, facilitate, and coordinate change.
Levels of Interventions: Problems can occur at one or more level in the organization so the strategy will require one or more interventions.

Quality of Work Life

Quality of Work Life (QWL) is the favorableness or unfavorableness of the job environment. Its purpose is to develop jobs and working conditions that are excellent for both the employees and the organization. One of the ways of accomplishing QWL is through job design. Some of the options available for improving job design are:

Leave the job as is but employ only people who like the rigid environment or routine work. Some people do enjoy the security and task support of these kinds of jobs.
Leave the job as is, but pay the employees more.
Mechanize and automate the routine jobs.
And the area that OD loves - redesign the job.

When redesigning jobs there are two spectrums to follow - job enlargement and job enrichment. Job enlargement adds a more variety of tasks and duties to the job so that it is not as monotonous. This takes in the breadth of the job. That is, the number of different tasks that an employee performs. This can also be accomplished by job rotation.

Job enrichment, on the other hand, adds additional motivators. It adds depth to the job - more control, responsibility, and discretion to how the job is performed. This gives higher order needs to the employee, as opposed to job enlargement which simply gives more variety. The chart below (Cunningham & Eberle, 1990) illustrates the differences:

            Job Enrichment and Job Performance
             _______________________________
     Higher |               |               |
      Order |               |     Job       |
            |      Job      |  Enrichment   |
            |   Enrichment  |     and       |
            |               |  Enlargement  |
            |               |               |
Accent on   |_______________|_______________|
  Needs     |               |               |
            |               |               |
            |    Routine    |     Job       |
            |      Job      |  Enlargement  |
            |               |               |
      Lower |               |               |
      Order |_______________|_______________|
             Few                         Many
                   Variety of Tasks

The benefits of enriching jobs include:

Growth of the individual
Individuals have better job satisfaction
Self-actualization of the individual
Better employee performance for the organization
Organization gets intrinsically motivated employees
Less absenteeism, turnover, and grievances for the organization
Full use of human resources for society
Society gains more effective organizations

There are a variety of methods for improving job enrichment:

Skill Variety: Perform different tasks that require different skill. This differs from job enlargement which might require the employee to perform more tasks, but require the same set of skills.
Task Identity: Create or perform a complete piece of work. This gives a sense of completion and responsibility for the product.
Task Significant: This is the amount of impact that the work has on other people as the employee perceives.
Autonomy: This gives employees discretion and control over job related decisions.
Feedback: Information that tells workers how well they are performing. It can come directly from the job (task feedback) or verbally form someone else.

Action Learning

An unheralded British academic was invited to try out his theories in Belgium -- it led to an upturn in the Belgian economy. "Unless your ideas are ridiculed by experts they are worth nothing," says the British academic Reg Revans, creator of action learning [L = P + Q] -- learning occurs through a combination of programmed knowledge (P) and the ability to ask insightful questions (Q).

Action learning has been widely used in Europe for combining formal management training with learning from experience. A typical program is conducted over a period of 6 to 9 months. Teams of learners with diverse backgrounds conduct field projects on complex organizational problems requiring use of skills learned in formal training sessions. The learning teams then meet periodically with a skilled instructor to discuss, analyze, and learn from their experiences.

Revans basis his learning method on a theory called "System Beta," in that the learning process should closely approximate the "scientific method." The model is cyclical - you proceed through the steps and when you reach the last step you relate the analysis to the original hypothesis and if need be, start the process again. The six steps are:

Formulate Hypothesis (an idea or concept)
Design Experiment (consider ways of testing truth or validity of idea or concept)
Apply in Practice (put into effect, test of validity or truth)
Observe Results (collect and process data on outcomes of test)
Analyze Results (make sense of data)
Compare Analysis (relate analysis to original hypothesis)

Note that you do not always have to enter this process at step 1, but you do have to complete the process.

Revans suggest that all human learning at the individual level occurs through this process. Note that it covers what Jim Stewart (Managing Change Through Training and Development, 1991) calls the levels of existence:

We think - cognitive domain
We feel - affective domain
We do - action domain

All three levels are interconnected -- e.g. what we think influences and is influenced by what we do and feel.

Change

In its simplest form, discontinuity in the work place is "change."

Our prefrontal cortex is similar to the RAM memory in a PC -- it is fast and agile computational device that is able to hold multiple threads of logic at once so that we can perform fast calculations. However it has its limits in that it can only hold a handful of concepts at once. In addition, it burns lots of high energy glucose (blood sugar), which is expensive for the body to produce. Thus when given lots of information, such as when a change is required, it has a tendency to overload and being directly linked to the amygdala (the emotional center of the brain) that controls our fight-or-flight response, it can cause severe physical and psychological discomfort.

Our prefrontal cortex is marvelous for insight when not overloaded. But for normal everyday use, our brain prefers to run off its "hard-drive" -- the basal ganglia, which has a much larger storage area and stores memories and our habits. In addition, it sips rather than gulps food (glucose).

When we do something familiar and predictable, our brain is mainly using the basal ganglia, which is quite comforting to us. When we use our prefrontal cortex, then we are looking for fight, flight, or insight. Too much change produces fight or flight syndromes. As change agents we want to produce "insight" into our learners so that they are able to apply their knowledge and skills not just in the classroom, but also on the job.

And the way to help people come to "insight" is to allow them to come to their own resolution. These moments of insight or resolutions are called "epiphanies" -- sudden intuitive leap of understanding that are quite pleasurable to us and act as rewards. Thus you have to resist the urge to fill in the entire picture of change, rather you have to leave enough gaps so that the learners are allowed to make connections of their own. Doing too much for the learners can be just as bad, if not worse, than not doing enough.

Doing all the thinking for learners takes their brains out of action, which means they will not invest the energy to make new connections.

from: http://nwlink.com

What Life is all About..Must Read for All

A Long time ago, there was an Emperor who told his horseman that if he could ride on his horse and cover as much land area as he likes, then the Emperor would give him the area of land he has covered.

Sure enough, the horseman quickly jumped onto his horse and rode as fast as possible to cover as much land area as he could. He kept on riding and riding, whipping the horse to go as fast as possible.

When he was hungry,thirsty or tired, he did not stop because he wanted to cover as much area as possible. Came to a point when he had covered a substantial area and he was exhausted and was dying. Then he asked himself, "Why did I pushed myself so hard to cover so much land area? Now I am dying and I only need a very small area to bury myself."

The above story is similar with the journey of our Life. We push very hard everyday to make more money, to gain power and recognition. We neglect our health, time with our family and to appreciate the surrounding beauty and the hobbies we love to do.

One day when we look back, we will realize that we don't really need that much, but then we cannot turn back time for what we have missed.

Life is not about making money, acquiring power or recognition. Life is definitely not about work! Work is only necessary to keep us living so as to enjoy the beauty and pleasures of life.

Lessons to Learn from The Story:

Life is a balance of Work and Play, Family and Personal time. You have to decide how you want to balance your Life. Define your priorities, realize what you are able to compromise but always let some of your decisions be based on your instincts.

Happiness is the meaning and the purpose of Life, the whole aim of human existence. So, take it easy, do what you want to do and appreciate nature. Life is fragile, Life is short. Do not take Life for granted. Live a balance lifestyle and enjoy Life!

Never take some one for granted,Hold every person Close to your Heart because you might wake up one day and realise that you have lost a diamond while you were too busy collecting stones." Remember this always in life.

Strange Beauty tips for men and women

Puffy Face, Get a Tea Bag

If you have sensitive skin that is sometimes irritated and results in puffiness, then steep a green tea-bag for a minute or two, let cool, then dab it on your face. The antioxidants in the tea bag will reduce the inflammation.

Dried Out, Get Diaper Cream

If you suffer from dry spots, try putting diaper rash cream on them, it will heal cracked elbows feet.

Rough Dry Feet, Get fish

A popular trend in China, Japan and Turkey, that if you have dry rough and cracked feet then they soak them in a small pail filled with hundreds of miniature fish that will then eat the dead skin off your feet. These fish are called doctor fish or gara rufa and they are completely harmless except for eating dead skin.

Dry Pits-Exfoliate Them

If your underarms start to feel dry and flaky, exfoliate them with a gentle face scrub to keep skin smooth and natural looking for those sleeveless days. It will also help to properly absorb residue from underarm deodorant.

Need a Shave, Use Hair Conditioner

Run out of shaving cream then double up on the hair conditioner. It will soften the hair making it easier to shave and leave your legs feeling silky smooth.

Got a Blemish, Dab on Honey

Cover the blemish with a dab of honey then cover with a band-aid. The honey will kill the bacteria, keeping the skin sterile, which will help the healing process.

Feeling Rough, Slap on an Avocado

Remove the pit and skin from an avacado and mash it in a bowl. Slather the mashed avacado all over your body and let sit for 10 to 20 minutes, then rinse off. Your skin will be smooth and soft. Avacado is a natural moisturizer.

by: debra mann

healthmad.com

FAIZ AHMED FAIZ...LAST NIGHT

LAST NIGHT
Urdu

Raat yunh dil mein teri khoee hui yaad aayee
Jaise veeraaney mein chupkey sey bahaar aa jaye
Jaisey sehra on mein howley se chaley baadey naseem
Jaisey beemaar ko bey wajhey Qaraar aa jaaye

English Translation

Last night, your lost memories crept into my heart
as spring arrives secretly into a barren garden
as a cool morning breeze blows slowly in a desert
as a sick person feels well, for no reason.
........................................................................

........................................................................................

Each star a rung,
night comes down the spiral
staircase of the evening.
The breeze passes by so very close
as if someone just happened to speak of love.
In the courtyard,
the trees are absorbed refugees
embroidering maps of return on the sky.
On the roof,
the moon - lovingly, generously -
is turning the stars
into a dust of sheen.
From every corner, dark-green shadows,
in ripples, come towards me.
At any moment they may break over me,
like the waves of pain each time I remember
this separation from my lover.

This thought keeps consoling me:
though tyrants may command that lamps be smashed
in rooms where lovers are destined to meet,
they cannot snuff out the moon, so today,
nor tomorrow, no tyranny will succeed,
no poison of torture make me bitter,
if just one evening in prison
can be so strangely sweet,
if just one moment anywhere on this earth.

Inspirational Story " Gautum Buddha and The man"..Must Read for All.

Gautum Buddha was sitting under a banyan tree. One day, a furious man came to him and started abusing him.
The man thought that Gautum Buddha would reciprocate in the same manner, but to his utter surprise, there was not the slightest change in the expression on his face.

Now, the man became more furious. He hurled more and more abuses at Buddha. However, Gautum Buddha was completely unmoved. Actually there was a look of compassion on his

face. Ultimately the man was tired of abusing him. He asked, "I have been abusing you like anything, but why are you not angry at all ?"

Gautum Buddha calmly replied, "My dear brother, I have not accepted a single abuse from you."

"But you heard all of them, didn't you?" The man argued half-heartedly.
Buddha said, "I do not need the abuses, so why should I even hear them?"

Now the man was even more puzzled. He could not understand the calm reply from Gautum Buddha.

Looking at his disturbed face, Buddha further explained, "All those abuses remain with you."

"It cannot be possible. I have hurled all of them at you," the man persisted.

Buddha calmly repeated his reply, "But I have not accepted even a single abuse from you ! Dear brother, suppose you give some coins to somebody, and if he does not accept them, with whom will those coins remain?"

The man replied, "If I have given the coins and not needed by someone, then naturally they would remain with me."

With a meaningful smile on his face, Buddha said, "Now you are right. The same has happened with your abuses. You came here and hurled abuses at me, but I have not accepted a single abuse from you. Hence, all those abuses remain with you only. So there is no reason to be angry with you."

The man remained speechless. He was ashamed of his behavior and begged for Buddha's forgiveness.

Lessong to Learn from This Story:

Inner calmness and peace are keys to contented life. My Advice is Live life as per your goals and ambition in life. You know who you are and what you want in life, So don't respond to what person said about you in anger. Control your anger with patience and calmness. That is biggest Strength of Wise men.

SAHIR'S WAITING .... (INTEZAR)

- Sahir Ludhianavi-

(Intezar in english)Waiting

The moon is dull, the sky is silent,
in the lap of sleep the whole world is still.

In the distant valley the white clouds
are bowing down and loving the mountains.
And my heart full of unfulfilled desires
has been waiting for you for long.

Come in the shadows of spring
for love might not last for long.
Come, I am an unfortunate one,
I might not last till 'morrow comes.

Come, the stars might get lost
in the morning dust as always.
Come so that my wide open eyes waiting
sadly for you could rest for a night.

The moon is dull, the sky is silent,
in the lap of sleep the whole world is still.

*****

(Waiting in Urdu) intizaar

chaaNd maddham hai, aasmaaN chup hai
niiNd kii god meN jahaaN chup hai

duur vaadii meN duudhiyaa baadal
jhuk ke parbat ko pyaar karte haiN
dil meN naakaam hasrateN lekar
ham teraa intizaar karte haiN

in bahaaroN ke saaye meN aa jaa
phir muhabbat javaaN rahe na rahe
zindagii tere naa-muraadoN par
kal talak meh’rbaaN rahe na rahe

roz kii tarah aaj bhii taare
subh kii gard meN na kho jaayeN
aa ! tere Gham meN jaagtii aankheN
kam se kam aik raat so jaayeN