A great manager is someone who can provide direction for a team in a results oriented environment and due so with ease. There are many managers in positions of authority who are terrible managers and certainly not great managers. Because of this the truly great managers are always in high demand and can expect to earn more than their peers.

I believe there are three types or categories of managers.

You obviously have the bad managers, whom typically don’t last long in any position of power. They are erratic in behavior and cannot or don’t understand how to be effective and produce results in a leadership role. They cannot separate their ego from their job functions and have very high turnover rates for both their careers and their team members.

Surprisingly enough there are many bad managers in senior level positions, which mystifies me to this day. Perhaps that is the reason we have corporations that make many operational mistakes that a business 101 graduate wouldn’t dream of making. Just because someone has tenure doesn’t mean they are efficient directors of talent or know how to effectively manage people. The bottom line is they snuck under the radar somehow and their deficiencies will be discovered sometime in their career guaranteed.

The Mendoza line for managers would have to be the good managers. These are your “B” and “C” students in the professional arena. They know enough to get the job done effectively and produce results, but they could do better if they wanted to. True, they are a notch above the bad managers and their turnover is not as alarming, but they will never clearly embrace the overall big picture or exceed the long-term goals.

They are often content in the position they have and are comfortable where they are in their career. They are very reliable and absolutely necessary for a fully functional team in any organization. Their biggest downside is the extreme compassion they show for everyone and sometimes this can get them distracted for caring too much about the wrong things in operations. Everyone loves these managers and they are a valuable tool to boost morale and team building.

The highest level of any manager is the great manager. This is the manager that consistently exceeds expectations because they have a clear perception of what they can deliver and when. These are the rock stars that produce time and time again and are the envy of all their peers. Because they understand how to delegate, motivate and follow up, they can achieve the bottom line results far quicker than their counter parts and with much less energy expended. They are always awesome coaches and leaders, but they can be misunderstood in their practices. Not everyone understands the whys behind their actions and great leaders are often forced to make quick decisions, which could be unfavorable but necessary.

Without the great managers it would be impossible for any production to exist and the long-term goals accomplished. They are the captains, which sail their ships into uncharted waters and somehow still know where they are going. They know what it takes to get the job done and how to succeed. They are the winners and have the mindset that any mistake or misjudgment can be overcome with the right action plan.

They are the rare and valuable assets that many corporations need to be successful and generate most of the company revenues. They will not falter in any given situation and are unafraid of taking new actions or thinking outside the box. They also aren’t fearful of ruffling a few feathers to get things done. Without them we would have no economy or existing businesses to speak of. They are truly a diamond in the rough!

In conclusion, if you are a manager, which type are you?

A truly great manger is a master of self-assessment and would already have this question answered with little thought or hesitation.

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“What’s going on with kids these days? They just don’t have the same work ethic we do.” Many have uttered these words in frustration and confusion, expecting it will change eventually. Reality is setting in that “kids these days”, known as the Millennial Generation, don’t have the same work ethic that their older managers and supervisors do. They’re not conforming to Boomer ways; instead they are the catalyst to reworking work ethic altogether.

Millennials, in their early to mid twenties, are entering our companies in massive numbers, and they simply don’t view work in the same way we do. The “we” in this case, are representatives from the Baby Boomer generation, likely the ones to be at the helm of today’s organization in management and supervisory roles. We Boomers have been in the majority, enjoyed strength in numbers, and built work-rules and codes of conduct that were clearly understood by our own. But our rules and codes are as cryptic as Morse Code to the younger crowd - here’s why.

The Boomer Work Ethic
A typical workweek could be sixty hours, and we often bring work home. We had to compete viciously to get to where we are today, and climbing the corporate ladder is an important driver in our success. We have high expectations of ourselves, and others, for contributing 110% or more to the job. Sound familiar? Let’s take a stroll down memory lane to see why.

Work ethic was formed long before we got to our first jobs. Our families, schools, neighborhoods, and society molded us into the competitive and driven creatures that we’ve become. We came into the world in big numbers, which meant that we had to frequently compete for the attention of our parents, teachers, and other adults in order to get noticed. We lived with structure and rules and respected authority. We got our first job at a young age, and learned early on what it meant when our bosses said, “it’s my way or the highway”.

As we developed in our careers, we found that if we didn’t work harder and smarter than the next person, we could easily be replaced, or eliminated altogether. Therefore, we always worked with our noses to the grindstone and struggled to pull ourselves up to the next rung of the proverbial ladder.

Baby Boomer Babies = Millennials
Millennials, the children of Baby Boomers, are a completely different animal at work, and we have ourselves to thank for it. Like any parent, we want more for our children than we had ourselves. One of the most obvious displays of this is the amount of attention Boomer parents have paid to our children. We coined the phrase, “quality time, not quantity time”. We’re still working sixty-hours, but also making opportunities to tend to and focus on our children. Since we had to struggle for individuality, praise, and doting on, we laid it on thick for our precious cargo (remember the Baby on Board signs we proudly displayed in our cars?). As a result of our abundant encouragement, our children grew up confident, involved, and applauded for their efforts (not necessarily achievements). Parents praised their children for running the field, not necessarily for scoring the goal. Everyone on the soccer team got a trophy, not just the Most Valuable Player.

So now we have these tended-to individuals in our workplaces, and we wonder why they’re so praise-needy and sure of themselves. Once we recognize why they are who they are, and that they’re unlikely to change with our version of “my way or the highway”, we’ve won half the battle. The other half is changing work rules that better suit the new work ethic.

The Millennial Work Ethic
Millennials do have a lot to offer their employers, but they’ll only deliver under the right circumstances and in the right environment. The alternative is taking the highway, which they do without hesitation. Because they had significant attention, guidance, and kudos growing up, they expect it at their job as well. Boomer managers are not necessarily the best praisers of their employees (ironically since they’re so good at it at home), and giving it freely for everyday tasks is a tough pill to swallow. But those who “get it” and can deliver it genuinely are the ones seeing results: happier employees, more productivity, and less turnover. Millennials will commit themselves to people, not companies. That means that if they report to a mentor (“boss” is a dirty word) that nurtures them, gives them meaning in their work, and thanks them often, they’ll stay (longer than the average 16 months they’re statistically known to). Here are some other key characteristics to consider for better understanding “kids” these days:

1. They need to hear from you. This group does not subscribe to the notion of “no news is good news” from their managers. They need feedback, and they need it often. They won’t accept waiting for the annual review to hear about their contribution. Remember, they were raised by parents who directed and redirected them regularly. If delivered in a way that is positive and constructive, Millennials will respond well to your verbal check-ins on a frequent basis.

2. Be prepared for dual feedback. They’re confident in their abilities and will make a point to let you know about it. When giving feedback or advice, you best be prepared for some in return. They’re used to their opinions counting; so if you ask for their thoughts, and really listen, you’re sure to see a favorable response.

3. The don’t care about the corporate ladder. They’re not as interested in putting extra time and effort in to achieve promotions and titles like Boomers are. They enjoy the flexibility of a corporate lattice, not ladder. They want to move up, down, or laterally when it suits their life.

4. They get bored easily. These kids grew up with a lot of stimuli. They were provided computerized, interactive toys since early childhood, not the Slinky that entertained a Boomer for hours. A Time Magazine article in March of 2006 reported that kids are hardwired to some devices for more than six hours a day on average. Therefore, when they get to the workplace, if they don’t have variety of tasks, high-tech equipment, and the opportunity to switch things up, they get bored and frustrated – fast.

5. They’ll do the meaningful and interesting work first, and best. If they can understand the meaning of their job - and tasks - and feel they contribute in an important way, they’re likely to stick around. They need to understand their role within the organization, and feel good about it. Gone are the days of “job descriptions”. Forward-looking organizations are writing “role descriptions” and finding it to make a difference.

6. They have a life. They won’t wait a year before getting one week of vacation time. They need to have some flexibility in their schedule, even if it means taking an unpaid day or week off. They have busy lives, and unlike Boomers and our parents where work came first, they focus on their personal interests and recreation wth more zest and zeal than their jobs.

7. They like to have fun. You might hear, “Lighten up, it’s just a job.” from this group. They expect work and fun to be interconnected. They’re social, used to working in groups, and like to break up a day with an entertaining diversion.

8. They’re connected. With a few clicks on their myspace profile, or comment in their blog, they can let hundreds – even thousands – of their peers know just what they think about their employer. This could be a very powerful recruiting tool for the company that “gets it” and embraces the expectations of their group.

The bottom line on the newest members of our companies is that their work ethic is very strong, but different, than what Boomer employers have grown accustomed to. Millennials are quick studies, goal oriented, and loyal to individuals. They have a lot to contribute to the workplace. Just ask one.

In the United States, Physician Assistants (PAs) are non-physician clinicians licensed to practice medicine with a physician's supervision.

With over 13.5 million jobs in the United States, the healthcare industry is one of the fastest growing in the nation. The demand for certain health-care workers is growing faster than the supply. There are more people needing more health care, and the numbers will only grow.

What Does a PA Do?
PAs are formally trained to provide diagnostic, therapeutic, and preventive health care services, as assigned by a physician. Working as members of the health care team, PA’s take medical histories and perform physical examinations; order and interpret lab tests; diagnose and treat illnesses; and assist in surgery. They also treat minor injuries, by suturing, splinting, and casting. PAs take notes on progress, give patients’ instructions and counseling as well as order or carry out therapy.

Training
Physician assistant programs usually last at least 2 years, but admission requirements vary by program, but many require at least 2 years of college and some health care experience. All states do however require that physician’s assistants complete an accredited education program and pass a National exam to obtain a license. You will need to go to school full time to earn your degree as a Physicians Assistant.

Why Become a Physicians Assistant?
Being a physician’s assistant is one of the best jobs in healthcare according to Money Magazine. Money Magazine, in conjunction with Salary.com, lists physician assistant as the "fifth best job in America" based on salary and job prospects, with an anticipated 10-year job growth of 49.65% for the profession. According to the U.S. Department of Labor Statistics reports that employment of physician assistants is expected to grow "much faster than average for all occupations through the year 2014, ranking among the fastest growing occupations.” Our aging baby boomer population and a growing healthcare industry are major factors for large growth in this field.

The American Academy of Physician Assistants reported that first year graduates in this field can expect to earn about $65,000 per year with the average salary of a physicians assistant being $74,264. Salaries will vary by specialty, training and geographic location.

Everyone should be in a job that they like and that they are good at and the better that society places people in jobs that they are good at, the more we will all enjoy the productivity of our civilization. This is one of the basic tenets of Plato's Republic.

What type of degree would a creative genius wish to get? A creative genius will create in just about any endeavor that they are thrust into as long as they feel at home and enjoy it or if it challenges their mind. But why does a creative genius need a degree to get a job?

After all, they could be self-employed too, as 10% of the population is and 75% of the population works in a small business and most of those folks do not have any advanced degrees. Not all creative geniuses choose to pursue an academic career, although many do.

So if we are looking for the best place to find creative geniuses in society we have to look beyond academia and people in corporate America. Where should we look?

Well, I suppose some end up at the top of the food chain and thus socially speaking this is a good place to find the imminent achiever creative genius. Other creative geniuses probably allow them selves to be walked on and taken advantage of, because they see the game as perhaps not worth playing.

Maybe they are simply not interested in the sound and fury of mankind and all the emotional sound bytes on the TV or the myriad of gossip topics that prevail in normal conversation. Therefore it appears a creative genius can be found just about anywhere and they probably do enough to fit in and join in the benefits of strength in numbers and rewards of socialization and hopefully find something they really like or excel at and go do that.

Plato warns us about this and tells us that each person is good at something and should do what they are best at and be alleviated from those things they are not good at. For instance, I am an entrepreneur, I should not have to sit in an office and do paperwork. I hate paperwork, accounting and such. So that is what I should be doing - building, creating, achieving, winning, etc.

Someone else who is good at something should be doing what they do best right? Perhaps you can hear what I'm saying and see the reality too. We can teach children at an early age to work on their self-esteem and allow them to taste success in something and then use those successes to transfer into other aspects of their life.

If children learn an early age the types of things they are good at and excel in those regions and in work on the things that they are not good at to better themselves they should have no problem finding a job later in life if they are a creative genius.

It is crucial to know your work values if you want to find your ideal job. Your work values are those things in your work life that you consider to be important. When you design your career based on your values, your motivation will be greatly increased and your chances of success and fulfilment improve hugely. Otherwise you’re faced with spending 1/3 of your life doing something that doesn’t fulfill you.

Are you aware of your work values?

Taking the time to think about the things that really matter to you is a good starting point for finding your ideal job.

Find a quiet place where you won't be disturbed. Relax your body and mind. Look at the values listed below. Make a note of the top ten values which are most like you and the five that are least like you. Take as much time as you need.

• Independence
• Helping others
• Risk taking
• Change and variety
• Stability
• Making a difference
• Prestige and the social status
• Leadership
• Teamwork
• Advancement
• Material benefits
• Security
• Artistic creativity
• Work environment
• Self expression
• Adventure/excitement
• Working outdoors
• Recognition
• Competing with others
• Influencing others
• Work-life balance
• Sense of achievement
• Intellectual stimulation
• Challenge
• Structure and predictability
• Making decisions
• Supervision
• Public contact
• Working with… (children/data/machines/numbers/ideas/hands/tools, etc)
• Working alone
• Working for a good cause
• Physical work
• Traveling often
• Being an entrepreneur
• Working in a fast-paced environment
• Having regular work hours
• Setting your own hours/having flexibility
• Location
• Having fun at work

Now that you’ve discovered your values you should be starting to get a sense of what is important to you in terms of your career plan.

Write a few sentences describing or summarizing how your values translate into your ideal job.

Consider how each is reflected in the work you currently do. Don’t assume that to find your ideal job you have to change careers completely. If you like your job but you are not happy with long working hours, is there scope for you to negotiate fewer hours? Maybe your job allows you to work from home a couple of days a week? Be imaginative! Changes don’t always have to be drastic to be effective.

If you are happy with your career but find yourself working for a company whose values are totally different from yours, you are in the wrong place. In this case, you might consider applying for another company whose values align with yours.

If work-life balance is very important to you but you spend 4 hours commuting each day, this will take valuable time away from your family and the ability to pursue other activities that you would normally enjoy. Start looking for a job close to your home.

If you are sure that changing careers is the only way you will be happy, then start preparing yourself for the transition.

Remember : Confucius said, "Find a job you enjoy, and you'll never work a day in your life."