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Driving the future of Transportation
Preventing Accidents
Reducing Congestion
Conserving Energy
Future
Preventing Accidents
Reducing Congestion
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TOYOTA RESEARCH INSTITUTE JOINS STUDY OF WORKFORCE IMPACT FROM AUTOMATED VEHICLES

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ACM, State of Michigan Celebrate Grand Opening

Read the Press Release

What is the American Center for Mobility?

The American Center for Mobility is a non-profit testing and product development facility for future mobility, designed to enable safe validation of connected and automated vehicle technology, and accelerate the development of voluntary standards.

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The American Center for Mobility is workingto combat these numbers.

35,200

people died in traffic accidents in 2015, according to preliminary annual numbers from the National Highway Traffic Safety Administration.

Traffic fatalities are

up nearly 8%

over 2014, according to NHTSA’s most recent data.

Of those, the most significant increases came

for pedestrians and bicyclists,

according to NHTSA.

Building the American Center for Mobility (ACM)

The American Center for Mobility’s mission is to collaborate with industry and government to accelerate the development of voluntary standards for connected and automated vehicles. We need standards before we’ll see widespread deployment of these vehicles, and the benefits they are expected to provide in terms of safety, energy use and mobility.

For decades, Willow Run supported our freedom as a nation and as travelers seeking choices. MDOT officials are proud to play a role in reinvigorating this iconic site to ensure that Michigan remains the world’s mobility leader.

Michigan is proud of its auto heritage, but our goal is to be the leader in this industry for generations to come. We need to stay on the cutting edge of technology connected with our vehicles. The approval of start-up funds for the American Center for Mobility will help keep Michigan the global leader and continue to create more and better jobs in a thriving automotive industry.

We’ve made great progress in Michigan, and we need to continue working to boost investment in our state and create more and better jobs. Providing start-up funds for the new American Center for Mobility will fuel new economic activity across Michigan and retain our position as the proving grounds for automotive innovations.

And, if you’re prone to panic attacks and serious anxiety problems, chest discomfort and difficulty breathing can be common symptoms.

The bottom line is that pain or tightness in chest feelings aren’t normal. They can be signs of serious health problems that you simply can’t ignore.

If you experience chest pain, even if you feel it’s just from exertion or “overdoing it a little,” you should tell your doctor. Be ready to describe the feelings as accurately as you can (sharp, achy, pressure, etc.) as well as what seems to bring on those feelings, how long they last and what, if anything, helps them go away.

The diagnosis may be a very manageable condition. But you won’t know until you get it checked out.

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Information, as we know it today, includes both electronic and physical information. The organizational structure must be capable of managing this information throughout the information lifecycle regardless of source or format (data, paper documents, electronic documents, audio, video, etc.) for delivery through multiple channels that may include cell phones and web interfaces.

According to Wikipedia, Information management (IM) is the collection and management of information from one or more sources and the distribution of that information to one or more audiences. This sometimes involves those who have a stake in, or a right to that information. Management means the organization of and control over the structure, processing and delivery of information.

AIIM agrees with this definition. Information, as we know it today, includes both electronic and physical information. The organizational structure must be capable of managing this information throughout the information lifecycle regardless of source or format (data, paper documents, electronic documents, audio, social business,video, etc.) for delivery through multiple channels that may include cell phones and web interfaces. Given these criteria, we can then say that the focus of IM is the ability of organizations to capture, manage, preserve, store and deliver the right information to the right people at the right time.

Information management environments are comprised of legacy information resident in line of business applications, , , , , Knowledge Management (KM), Web Content Management (WCM), Document Management (DM) and Social Media Governance technology solutions and best practices. Information management requires the adoption and adherence to guiding principles that include:

Information management is a corporate responsibility that needs to be addressed and followed from the upper most senior levels of management to the front line worker. Organizations must be held and must hold its employees accountable to capture, manage, store, share, preserve and deliver information appropriately and responsibly. Part of that responsibility lies in training the organization to become familiar with the policies, processes, technologies and best practices in IM. That training is available through AIIM.

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Maarten van Hoof

The dictionary defines the adjective “meaningful” as “full of meaning, significance, purpose or value; purposeful; significant.” All these terms, which define the term ‘meaningful,’ are also synonyms. This directly translates to feelings and perception.

When you’re an employee, you bring in revenue and contribute to the growth and success of the company. This brings back the question; how meaningful is your work? To answer the question, it is best to focus on different angles, mainly from your angle as an employee and that of your manager/supervisor lead as your employer.

Once you find out the meaningfulness of your job, work becomes a hobby. And common sense makes humanity understand that it is easier to be engaged in a hobby than work. As an employee, when looking for work, first and foremost, you focus on what you can possibly make/month after taxes and bills. The rest follows after. On the other hand, it is easy to forget that money is not everything. Yes, money eases pain and makes life more bearable, but what about fulfilment?

When you are looking into how meaningful your work is, you need to take into consideration the following factors; responsibilities, duties and interactions about the surrounding psychological conditions.

Responsibilities are the everyday tasks that you’re employed to ’solve.’ These have a significant bearing on your self-sense of meaningfulness at work. Based on the responsibilities outlined in your letter of employment, you need to know the worthwhile cause which is the end result. After identifying the outcome, is it valuable and does it relate to your beliefs? And how about your mental health? Meaningful work contributes to the greater good of humanity.

When evaluating how meaningful your work is, the relationship between your duties and self-worth plays a huge role. At times, it becomes necessary to reflect and look at your expertise, compensation and status in relation to your duties in the company. Try and make it a point that your duties complement your natural abilities, fit with your skill set and challenge you to be better every day. A fulfilling duty gives power to the meaningfulness of your work.

In line with interactions, you can tell whether or not your work is meaningful by the significance of conversations. Interactions that fall into the category of work include those with colleagues, employer and customers. Depersonalization is one quick way of putting an individual down. As part of the main psychological conditions, the environment has to advocate for and promote a sense of self. If the interactions promote your self-worth, appreciation, dignity, sense of value and do not affect your mental health negatively, then…yes, there is meaningfulness to your work.

The 2009 study conducted by Abraham Carmeli, Ravit Cohen-Meitar and David A. Waldman helps understand meaningfulness. The study concludes that;

“The results confirm a sequential mediation model in which meaningfulness in the workplace is positively associated with supervisor ratings of employee creativity, via identification and positive psychological experiences (vitality, positive regard and mutuality, and organization-based self-esteem).”

As far as psychological experience goes, it is the duty and task of the employer to ensure that the workplace promotes mental health. A healthy mind is a healthy soul. An absent employee does not simply mean physical absenteeism. An employee can check in for work but mentally be miles away. This all starts with psychological balance. In his study of psychological conditions and employees, William Kahn declares that “people occupy roles at work.” The study makes investigations which indicate that all psychological conditions correspond to existing theoretical concepts. Theoretical concepts are set and predetermined by the employer. So, the question becomes, does the workplace provide a sturdy psychological environment for all employees at any given time?

Finding a psychological balance within the workplace is another approach that can help employees find meaning in their work. Although most people think that physical fatigue is draining, mental exhaustion can be worse. In any case, there must be a psychological balance between the environment and employees. Kahn explains that employees’ experiences of themselves and their work contexts influence moments of personal engagement and disengagement. Based on an individual’s psychological experiences of self-in-role, employees can swiftly express, withdraw, defend or apply their preferred selves to the task at hand. The best solution to date is to strike a balance on psychological conditions to motivate employees’ internal work motivations.

Conclusion

It is possible to fully engage an employee and get their undivided attention. By building high levels of employee engagement, immediate supervisors and managers can develop a sense of meaningfulness in the workplace. Employees need to be empowered to find what they can do that is worthwhile and will leave them feeling valued and valuable with the ability to give and receive from their work. As an employer, try to make it a point that your employees’ duties complement their natural abilities, fit with their skill set and challenge them to be better every day. And when discussing employee productivity, it is important to look at it from an angle of employee engagement. Because engaged employees find meaning in what they are working on. A fulfilling duty gives power to the meaningfulness of work.

Meaningfulness
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