This article was originally posted on OneZero.  I have to say that I have been in this position in the past and did not succumb to the wishes of the company trying to same money.  When I encountered the Mobile Device Management (MDM) profile, I said no and requested a company phone for other reasons.

Very good article for those like me that hate to double-phone-it.  For your own security, don’t accept MDM on your device.  Please read as there is great and insightful information article and echos my same sentiments. 

 

Mobile Device Management potentially gives your company the ability to spy on your location, your web browsing, and more

Owen Williams

Jul 23

Many of us have given up on the idea of carrying around a dedicated work phone. After all, why bother when you can get everything you need on your personal smartphone?

Here’s one reason: Your work account might be spying on you in the background.

When you add a work email address to your phone, you’ll likely be asked to install something called a Mobile Device Management (MDM) profile. Chances are, you’ll blindly accept it. (What other choice do you have?) MDM is set up by your company’s IT department to reach inside your phone in the background, allowing them to ensure your device is secure, know where it is, and remotely erase your data if the phone is stolen.

From your company’s perspective, there are obvious security reasons for installing an MDM on an employee’s phone. But for employees, it’s difficult to tell what these invisible profiles are collecting behind the scenes, as they provide people at your company with invisible control over your device. That’s why when it comes to your phone, no matter how much you trust your IT department, it’s a good idea to keep work and pleasure separate.

Peering into your life

MDM profiles, paired with device management tools, allow companies to track employee phones in a single dashboard. They can mitigate security breaches or potential harm from a rogue employee; if you work for a law firm, say, and your boss worries you’re leaking sensitive emails from your smartphone, they could remotely wipe your data. MDM profiles can also force you to use a long password on your device, rather than a simple PIN, among other policies.

Until the iPhone debuted over a decade ago and brought smartphones to the masses, it was common practice for companies to issue a corporate BlackBerry or Palm Pilot, allowing their employees to check email on the go, and do more work.

When the iPhone arrived, employees suddenly wanted to use their slick, new phones at the office, not the chunky, work-provided one with the physical keyboard. They added their work emails to their smartphone if they could, or devised sneaky workarounds to gain access to it.

MDM functionality was around before this shift, but with the smartphone boom, it became a core part of IT policy. Companies were happy to let employees access their email on their own devices, which saved the cost of buying separate work phones and data plans, but it also meant that individuals who accepted the arrangement lost control over their sensitive data.

In many cases, MDM gives companies the ability to track your location and install a corporate VPN. This means they can route your traffic through a network the company owns — and if they own that network, the company can monitor traffic on it, providing a one-way mirror into your life, with no way to peer back.

Some third-party MDM tools relate all of this to worker productivity. Hexnode, for example, markets its tool by saying that “employee performance can be evaluated by monitoring the location report of these devices” and that “the duration of time spent on a particular location gives an overall idea about their performance.” Sound familiar?

Technically, iOS and Android don’t allow tracking location data without a user’s consent. But third-party solutions can circumvent this by forcing you to install an app that performs the tracking itself when you add a corporate email address to your device.

These tools often allow administrators to pry into how the phone is used as well, retrieving call logs, SMS history, and in the most extreme cases, full logs of web browsing. You might reasonably expect this kind of monitoring on a dedicated work device, but perhaps not on your personal phone. Once your work email and MDM is installed, however, the two are essentially the same thing.

Do you trust your admin?

A bad actor in the IT department could abuse their access to track employee location, or peer into the private lives of people without them ever knowing it is happening. There’s essentially no way for you to see who has access to your data, or whether or not it’s been viewed. Only the administrator has access to the logs that would show this, despite it being information about a device that you own.

Last year, the New York Times wrote about how the internet of things has enabled domestic abuse, and there are many parallels in how little consideration corporate IT tools give to the safety of users being subjected to their surveillance. You probably sort of understand that your boss can access your email — albeit only with genuine cause — but how about tracking your every move, on demand?

These tools blindly assume that the IT department and management are trustworthy and infallible, and they seem not to consider whether an abuser might have direct access to them, or how these tools may be used to harass someone within the company.

So, it’s a good idea to pause as you’re adding a work email to your device, and it prompts you for the installation of an MDM profile. How can you be sure there are proper controls in place to stop someone from exploiting access to your device?

On Android, there are tools that help prevent IT from reaching into your phone. If it’s allowed by your admin, you can create a separate “work” profile that contains sandboxed versions of your apps to avoid blurring the line between personal and work. The work profile can then be disabled on demand and flipped back on only when you need it, providing a level of control that iOS doesn’t yet allow.

For iOS users, if an app is required to be installed with your work email, flip off location access in the settings to cut it off from GPS, or consider adding a “restriction” via parental controls that doesn’t allow it to start in the first place.

Personally, I would prefer to keep work off of my personal phone altogether. The most powerful thing you can do to protect yourself in the first place might mean keeping your work email off your own phone and demanding a work-provided one. At least nowadays it won’t be a Palm Pilot.

This post originally appeared at LinkedIn. Follow the author here.

The eight-hour workday is an outdated and ineffective approach to work. If you want to be as productive as possible, you need to let go of this relic and find a new approach.

The eight-hour workday was created during the industrial revolution as an effort to cut down on the number of hours of manual labor that workers were forced to endure on the factory floor. This breakthrough was a more humane approach to work two hundred years ago, yet it possesses little relevance for us today.

Like our ancestors, we’re expected to put in eight-hour days, working in long, continuous blocks of time, with few or no breaks. Heck, most people even work right through their lunch hour!

This antiquated approach to work isn’t helping us; it’s holding us back.

The best way to structure your day

A study recently conducted by the Draugiem Group used a computer application to track employees’ work habits. Specifically, the application measured how much time people spent on various tasks and compared this to their productivity levels.

In the process of measuring people’s activity, they stumbled upon a fascinating finding: the length of the workday didn’t matter much; what mattered was how people structured their day. In particular, people who were religious about taking short breaks were far more productive than those who worked longer hours.

The ideal work-to-break ratio was 52 minutes of work, followed by 17 minutes of rest. People who maintained this schedule had a unique level of focus in their work. For roughly an hour at a time, they were 100% dedicated to the task they needed to accomplish. They didn’t check Facebook “real quick” or get distracted by e-mails. When they felt fatigue (again, after about an hour), they took short breaks, during which they completely separated themselves from their work. This helped them to dive back in refreshed for another productive hour of work.

Your brain wants an hour on, 15 minutes off

People who have discovered this magic productivity ratio crush their competition because they tap into a fundamental need of the human mind: the brain naturally functions in spurts of high energy (roughly an hour) followed by spurts of low energy (15–20 minutes).

For most of us, this natural ebb and flow of energy leaves us wavering between focused periods of high energy followed by far less productive periods, when we tire and succumb to distractions.

The best way to beat exhaustion and frustrating distractions is to get intentional about your workday. Instead of working for an hour or more and then trying to battle through distractions and fatigue, when your productivity begins to dip, take this as a sign that it’s time for a break. Real breaks are easier to take when you know they’re going to make your day more productive. We often let fatigue win because we continue working through it (long after we’ve lost energy and focus), and the breaks we take aren’t real breaks (checking your e-mail and watching YouTube doesn’t recharge you the same way as taking a walk does).

Take charge of your workday

The eight-hour workday can work for you if you break your time into strategic intervals. Once you align your natural energy with your effort, things begin to run much more smoothly. Here are four tips that will get you into that perfect rhythm.

Break your day into hourly intervals. We naturally plan what we need to accomplish by the end of the day, the week, or the month, but we’re far more effective when we focus on what we can accomplish right now. Beyond getting you into the right rhythm, planning your day around hour-long intervals simplifies daunting tasks by breaking them into manageable pieces. If you want to be a literalist, you can plan your day around 52-minute intervals if you like, but an hour works just as well.

Respect your hour. The interval strategy only works because we use our peak energy levels to reach an extremely high level of focus for a relatively short amount of time. When you disrespect your hour by texting, checking e-mails, or doing a quick Facebook check, you defeat the entire purpose of the approach.

Take real rest. In the study at Draugiem, they found that employees who took more frequent rests than the hourly optimum were more productive than those who didn’t rest at all. Likewise, those who took deliberately relaxing breaks were better off than those who, when “resting,” had trouble separating themselves from their work. Getting away from your computer, your phone, and your to-do list is essential to boosting your productivity. Breaks such as walking, reading, and chatting are the most effective forms of recharging because they take you away from your work. On a busy day, it might be tempting to think of dealing with emails or making phone calls as breaks, but they aren’t, so don’t give in to this line of thought.

Don’t wait until your body tells you to take a break. If you wait until you feel tired to take a break, it’s too late—you’ve already missed the window of peak productivity. Keeping to your schedule ensures that you work when you’re the most productive and that you rest during times that would otherwise be unproductive. Remember, it’s far more productive to rest for short periods than it is to keep on working when you’re tired and distracted.

I have been looking for a replacement for my sort of operational MS Trackball Explorer 1.0 for over 10-years.  Well I finally found one.  The Elecom Huge

 

This thing is the shit.  It also has programmable buttons that work on WIN and MAC, but unfortunately not LINUX, yet.

I will up date this post in a few weeks after I get used to it.  So far a 10 out of 10

ELECOM, JP

 Update.  have been using the HUGE for a almost a month now and I am still in love.  The only change that I would personally make would be to orientate the thumb buttons further forward of the rest.  It is sometimes awkward to keep thumb in locked position when utilizing repetitive left clicks.

Other than that….. WOW !!!!

If you love trackballs, you cannot go wrong.

Mark Andrews, 8/9/19

 

The very traits we thought led to leadership success no longer hold true, according to research.

Egomaniacs are on the rise, especially within the leadership ranks of companies across the world, which is detrimental to good business outcomes.

Leadership and management expert and best-selling author Ken Blanchard warns us:

The ego is one of the biggest barriers to people working together effectively. When people get caught up in their egos, it erodes their effectiveness. That’s because the combination of false pride and self-doubt created by an overactive ego gives people a distorted image of their own importance. When that happens, people see themselves as the center of the universe and they begin to put their own agenda, safety, status, and gratification ahead of those affected by their thoughts and actions.

The challenge is keeping such self-centered leaders and managers from taking their teams or companies down a path toward self-destruction. After all, we speak of personality characteristics–some of which border on personality disorders. 

So how can we curtail the mechanisms that keep feeding egomaniacs into the higher echelons of corporate society? The answer is not so simple. It will require a systemic shift not only in our leadership selection processes but in our collective minds.  …………

 

https://www.inc.com/marcel-schwantes/2-signs-that-instantly-identify-someone-with-bad-leadership-skills.html?utm_source=pocket-newtab

This was too funny not to share:

Report: Average Male 4,000% Less Effective In Fights Than They Imagine

WASHINGTON—Contradicting the long-held belief that they would just go off and destroy anyone who tried to mess with them, a Department of Health and Human Services report published Thursday revealed that U.S. males would be on average 4,000 percent less effective in a fight than they imagine. “Despite the typical American male’s conviction that he would viciously beat down anyone who came at him and end the whole thing with one punch, we found that in the event of an actual violent altercation, most adult men would almost certainly injure themselves far worse than any assailant,” read the 80-page report, which went on to confirm that nearly all American males would be unable to execute a single maneuver they ……..

Since WordPress does not allow embeds, follow the Onion Link below to see the entire article. 

The Onion

Tony Robbins

FORGIVENESS IS THE GIFT YOU GIVE YOURSELF, NOT A GIFT YOU GIVE SOMEONE ELSE

So many people today yearn for happiness, joy, and love — seemingly, to no avail.

We live in a world with so many choices, and resources, and freedoms, and so much technology, yet so many of us seem to live lives that are filled with MORE stress and LESS enjoyment than ever in history. Why is this? What are we missing?

There are, of course, many ways to try to answer this question, but having worked with more than 50 million people in 100 countries around the world, I can tell you people have patterns of perception. That is, in all the ways of looking at and labeling our experiences of other people, the events that occur in our lives — many cause people to feel frustrated and constricted with life.

Still, I have met a few amazing people over the years who consistently experience a life filled with abundance and purpose. They are those who lead meaningful lives, and they are truly, genuinely happy (and it’s rarely, if ever, because their lives are any easier than yours or mine).

The remarkable thing is, that no matter how blessed a life may be with health, wealth, family, close friends, opportunities to learn and grow, and a chance to give backthe number one pattern that denigrates, and, in some cases, completely destroys people’s lives, is expectations.  

That’s it; that’s the catch. Expectations.

… Really

Picked this up one page in this morning.  Journalism, and publishing at its best.  Yes that last paragraph is doubled up in the story on-line.

 

https://www.msn.com/en-us/autos/enthusiasts/new-toyota-supra-gr-–-and-the-cars-that-inspired-it/ss-AABp72j?ocid=spartanntp

 

 

Whenever a boss acts like a dictator – shutting down, embarrassing, or firing anyone who dares to challenge the status quo – you’ve got a toxic workplace problem. And that’s not just because of the boss’ bad behavior, but because that behavior creates an environment in which everyone is scared, intimidated and often willing to throw their colleagues under the bus, just to stay on the good side of the such bosses.

A toxic company culture will erode an organization by paralyzing its workforce, diminishing its productivity and stifling creativity and innovation. Now more than ever business leaders need to be addressing issues of workplace toxicity. It makes the difference in retaining good staff and also whether your company fails or succeeds. Employees aren’t afraid to jump ship when faced with a toxic workplace—and it’s usually your high performers who will go first.

 

The biggest concern for any organization should be when their most passionate people become quiet.

10 Signs your workplace culture is Toxic

  • Company core values do not serve as the basis for how the organization functions.
  • Employee suggestions are discarded. People are afraid to give honest feedback.
  • Micromanaging -Little to no autonomy is given to employees in performing their jobs.
  • Blaming and punishment from management is the norm.
  • Excessive absenteeism, illness and high employee turn over.
  • Overworking is a badge of honor and is expected.
  • Little or strained interaction between employees and management.
  • Gossiping and/or social cliques.
  • Favoritism and office politics.
  • Aggressive or bullying behavior.

 

What’s the cure for a toxic work culture?

While toxic work cultures are the end result of many factors, it’s generally a combination of poor leadership and individuals who perpetuate the culture. It starts with those at the top. Leaders must show – Respect, Integrity, Authenticity, Appreciation, Empathy and Trust.

Toxicity in the workplace is costly. Unhappy or disengaged employees cost companies billions of dollars each year in lost revenues, settlements and other damages. Once you identify the major problems by gathering information. Develop a plan and follow through. It may mean training, moving or simply getting rid of bad bosses who are the root cause of toxicity in the work place. Show employees you care and are committed to improving their workplace environment. Your employees can be your greatest asset but it all depends on how you treat them.

Sadly, if you do not cure the cancer in the root of the tree, not only with the branches and leaves die; but so will the tree.