Authentic Check

[Norine Wiltshire]

Sincethese calculators are products used as educational tools for long periods of time, materials that ensure robust key durability and prevent wear or fading of key markings are used to ensure product quality.

Counterfeits consume 5 to 10 times more electricity! They may also have battery installed different than the designated one, rendering your spares unusable. The genuine products will last longer in operation and are consequently much more economical than counterfeits.

The Web Authenticity Check estimates the authenticity of the hologram sticker based on trends of the read status of the QR Code.

This check does not necessarily guarantee that the product is genuine.

Note

The Web Authenticity Check estimates the authenticity based on ID validation and trends of the read status of the QR Code.

This check does not necessarily guarantee that the product is genuine.

Notice

Among the fake products, there are models which cannot even produce a QR code or either produce a fake QR code that cannot be read.

If your device cannot scan or read the QR Code produced, that calculator may possibly be a counterfeit model.

Once you've purchased a genuine scientific calculator, create a user account!

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Tackling mental health discussions at work is like trying to solve a Rubik's Cube blindfolded. It's a challenge, and companies, in their quest to be supportive, often find themselves navigating through the maze with varying degrees of success.

As usual, I won't claim to write an article that will have all the answers. But, we have to call out performative change, again. Ditch the theatrics, and opt for authentic strategies. Let's take a look at why, and how.

When mental health initiatives become a check box exercise, it might 'look good', but it lacks substance. Employees are not fooled by the perfunctory (such a good SAT word) approach. They want meaningful engagement, not just another task on the corporate to-do list. Flashy campaigns, one-off events, and reminding people once a year about the EAP won't cut it if there's no real commitment behind the scenes.

Employees can spot this performative act a mile away, and the eye rolls are practically audible. The "See, We're Doing Something" Mirage, creating an illusion of caring, doesn't cut it. Employees want substance, not a performance. It's time to go beyond optics and focus on real, tangible change, and everything that comes with that - warts and all.

Performative mental health strategies are like a virus in the workplace culture. The consequences? An attrition domino effect. Employees, feeling the lack of authenticity, start updating their #LinkedIn profiles quicker than you can say "corporate charade." A toxic culture becomes the stage for a mass exodus. Attrition rates rise, and the best talents head for the exit, leaving a void that's hard to fill. People will vote with their feet when they can. And if they can't, get ready to see a change for how they show up at work, and do their work. Why would they continue to put in their best for an organization that doesn't give its best to them?

The COVID-19 pandemic was a critical catalyst for change in how we approach talking about #WorkplaceMentalHealth . The abrupt shift to remote work, coupled with the uncertainties and challenges brought about by the pandemic, underscored the importance of prioritizing mental well-being, for good. Why you ask? I'll give you 5 reasons:

Increased Stress and Uncertainty: The pandemic brought about unprecedented levels of stress and uncertainty. Remote work, health concerns, economic instability, and the blurring of work-life "boundaries" added to the pre-existing emotional toll on employees. Recognizing and addressing these stressors became imperative for maintaining some semblance of a healthy work environment. Remote Work Challenges: With the widespread adoption of remote work, individuals faced new challenges such as isolation, lack of in-person social interaction, and the constant juggling of professional and personal responsibilities. These factors had a direct impact on mental health, prompting organizations to reassess their support structures. Destigmatizing Mental Health: The shared experience of navigating a global crisis helped destigmatize discussions around mental health. As individuals openly shared their struggles and coping mechanisms, it became clear that mental health is a universal concern that can affect anyone, beyond a pandemic. This shift in perception laid the groundwork for more open conversations in the workplace, in many businesses (even though some resisted, and still do). Recognition of Work-Life Integration: The pandemic highlighted the need for a more holistic approach to work-life integration. Organizations started recognizing (more) the importance of supporting employees in their overall well-being, understanding that personal challenges can directly impact professional performance. Prioritizing Employee Well-being: The pandemic underscored the importance of placing employee well-being at the forefront of organizational priorities. Companies that actively promoted mental health initiatives and created supportive environments demonstrated a commitment to their employees' holistic success.

The #Covid19 pandemic forced a reevaluation of workplace norms, putting a spotlight on the critical need for mental health discussions and support. Organizations that embraced this shift not only fostered a healthier work environment, but also demonstrated their commitment to the overall well-being of their employees.

The genie has been and will continue to, be out of the bottle. There's no putting it back. So if you want to try to create authentic change, or get back to creating it if you fell off the wagon, here's 5 tangible things you can start working on:

Open Dialogue - Real Conversations, No Scripts: Encourage genuine conversations about mental health - throughout the whole company. No rehearsed scripts, no corporate jargon. Create spaces where employees feel comfortable sharing their experiences, without fear of judgment. Provide Tangible Resources, Not Rhetoric: Invest in real resources. Counseling services, mental health days, and wellness programs should be more than buzzwords; they should be integral to the corporate toolkit. Do what you can with what you can afford, because it's better than nothing. There are countless free resources out there too - so you can't beat the cost. Leadership Training - Beyond the Boardroom Act: Leadership needs to move beyond the scripted act. They must participate period. Provide training on empathy, communication skills around talking about mental health at work, and recognizing signs of distress. Authentic leadership should be a core competency - I can't believe I'm still saying this. Decision-makers need to lead by example. Hold them accountable for championing mental health initiatives, not just paying lip service. Authenticity starts at the top. Equip Your Workforce: Everyone needs to have this skill set to some degree, to talk about mental health at work, regardless of job title of tenure. Maintaining this change long-term goes beyond just equipping your leaders - it means equipping everyone. Conversations can happen in so many different ways, so don't create a bottleneck of who knows how to receive or facilitate them. Invest in making sure your whole workforce has access to, and understands the importance of, having (and maintaining) this conversational literacy. Mental Health Metrics - Measuring What Matters: Make mental health a key performance indicator. Success should be measured not only in profits, but also in the well-being and satisfaction of the workforce.

Ditch the performances, lead with authenticity, and make 2024 the year your workplace becomes a stage for genuine, lasting change. It's not about being left behind; it's about leading the way into a future where mental health isn't a checkbox, but a fundamental aspect of a healthy and functional workplace.

If your business needs help with creating an effective mental health at work strategy, please reach out to me and I would be honored to help your business. Note: A version of this article was originally posted to my blog: Real Talk. On the blog, I offer tips and tools for you to have successful conversations about mental health with your coworkers, employees, leaders, and staff. Take a peek to learn more.

I know that this is generally a bad idea but I'm incorporating this in a script that first creates a new virtual server at my cloud provider and then automatically calls my ansible playbook to configure it. I want to avoid any human intervention in the middle of the script execution.

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