无意中在这里发现的,太搞笑了~

当然, 要理解这个,需要你知道点GTD的知识和Christian的背景,不过还是太好玩了,抄下来

The GTD Prayer

Our lifehacks, which art in contexts,
Inbox zero be thy aim.
Thy Kinkless done.
Thy Mind Sweep fun, in @work as it is in @honeydo.
Give us this day our next action.
And forgive us our open loops, as we forgive those who delete our email.
And lead us not into web surfing.
Deliver us from IM.
For thine is the Moleskine, the Project and the Due Date
For someday/maybe,
Allen.

Issue Diagnosis: The following are typical symptoms of teams that score low on this survey item.

* Problems are not addressed and issues do not get attention until they have a negative impact on team performance.
* There is no consensus on the team as to how problems should be addressed and solved.
* Some members seem reluctant to tell the other members about the problems they are having with their segment of the project.
* Some members seem to be constantly talking about problems but do not offer any constructive ideas as to how to solve them or take initiative to overcome them.
* Team members' expectations vary greatly regarding the level of involvement they want the team leader to take in solving problems.
* Some members are very concerned about certain issues, while others do not consider them problematic or worth spending time discussing as a group.

Teams often have a hard time reaching a compromise on how they will deal with problems. Some members may want to talk openly and directly about a problem while others are not comfortable even admitting that there is a problem. The team needs to find a process that works for all members.

In some cultures people are apt to address a problem head on to try to figure out what is causing it and how it can best be solved. Others may not feel comfortable with this style and would prefer to drop subtle hints to let team members know that a problem exists.

Trouble arises, for example, when members of the team who are unaware of these subtleties do not pick up on those hints. The members who are trying to give the clues may not know how else to convey their message and become frustrated with other team members lack of comprehension.

Team members from more hierarchical societies will most likely think that it is the leader's job to step in and resolve major problems. They might feel that they are primarily responsible for the piece of the project that requires their specialized expertise, and will not go beyond that role.

People from other cultures may believe that their job is to do whatever it takes to make things work, including solving unanticipated problems without specific instructions or guidance. Thus if an issue surfaces on the team, one member will hesitate to take initiative without input from team leadership, whereas another will want to address it right away.

Action Item: Create a procedure for resolving problems among team members.

Make Team Members Aware of Different Problem-solving Styles
Multicultural teams need to be particularly aware of the different approaches - e.g., direct or indirect - that members may apply to problem solving. Taking a vote to decide on one style or another is not advisable. If there is an imbalance in preferred styles among team members, it may be necessary for the minority members to do more accommodating. However, the team should consider what is going to work best in the long run and find a creative way problem-solving style that combines elements of different approaches.

Clarify Roles and Responsibilities
Clarifying roles and responsibilities will help team members to understand if they can take the initiative to solve problems or if the team has established a different process for dealing with them.

Clarify Team Leader Expectations
The team leader must express his or her own expectations about how problems should be solved. In many cases it is the fact that these expectations are assumed rather than explained that leads to further misunderstandings and problems among team members.

Establish Shared Problem-solving Practices
Regardless of the particular approach that team members choose to take, there are several general problem-solving principles that are effective for multicultural groups:

* Refrain from leaping to quick negative judgments about other team members.
* Describe as objectively as possible the specific behaviors that contribute to the problem.
* Seek various interpretations of those behaviors, including interpretations from people who are familiar with the cultural background of the people involved. Assume good intentions to start with, and try to understand the motivations of team members on their own terms.
* Reevaluate the problem and the people involved based on the new information and knowledge gleaned from seeing the situation from various perspectives and hearing the viewpoints expressed.
* Find a way to refocus everyone on common goals and shared interests.

Solving Problems on Global Teams by Analyzing Cross-Cultural Interactions
The following three-step exercise - Observed Behaviors / Multicultural Interpretations / Informed Judgment - can be a useful method of analyzing cross-cultural interactions on global teams. The key is to initially withhold judgment, thoughtfully check our interpretations within the framework of the cultures involved, and then make an informed judgment and determine what action steps will lead to the desired outcome.

1. Observed Behaviors: Describe an incident or situation you remember where a misunderstanding or miscommunication occurred on the job between persons from different cultures. Be as descriptive as possible: What behaviors did you observe? What did the people involved say or do?

2. Multicultural Interpretations: Analyze the interaction and consider the possible interpretations or reasons for the behaviors. How did cultural differences impact the misunderstanding? What meanings could the different behaviors have in the context of the cultures of the people involved? Were there different expectations or assumptions about proper behavior on the job or how work is done?

3. Informed Judgment: Being mindful of the possible interpretations, make an informed judgment about what happened or did not happen which resulted in the miscommunication or misunderstanding. If you were involved, how would you judge your behavior from the perspective of your culture? How appropriate was your behavior from the perspective of the other person's culture?

在V for Vendetta的片尾曲中，第二只印度曲风听起来蛮有趣，但是不知道叫甚么名字，于是开始search：

第一个反应是去看V for Vendetta的Soundtrack
1. 去www.answers.com找V for Vendetta的条目，查soundtrack无果

2. 由answer转到Wikipedia的V for Vendetta电影条目,顺利发现以下描述:
Three songs were played during the ending credits which were not included on the V for Vendetta soundtrack.

The first was "Street Fighting Man" by the Rolling Stones.

The second was a special version of Ethan Stoller's "BKAB". In keeping with revolutionary tone of the film, excerpts from "On Black Power" by black nationalist leader Malcolm X, and from "Address to the Women of America" by feminist-writer Gloria Steinem were added to the song. Gloria Steinem can be heard saying: "This is no simple reform... It really is a revolution. Sex and race, because they are easy and visible differences, have been the primary ways of organizing human beings into superior and inferior groups and into the cheap labor on which this system still depends."

The final song was "Out of Sight" by Spiritualized. Also in the film were segments from two of Antonio Carlos Jobim's classic bossa nova songs, "The Girl From Ipanema" and "Quiet Nights of Quiet Stars". These songs were played during the "breakfast scenes" with V and Dietrich and were one of the ways used to tie the two characters together. Beethoven's Symphony No.5 also plays an important role in the film, with the first four notes of the song signifying the letter "V" in Morse code. Gordon Dietrich's Benny Hill-styled comedy sketch of Chancellor Sutler includes the "Yakety Sax" theme. Amusingly, Inspector Finch's alarm clock begins 5 November with the song "Long Black Train" by Richard Hawley, which contains the foreshadowing lyrics "Ride the long black train... take me home black train."

3. 现在就好办了,我要找的曲子叫 "BKAB",是个叫Ethan Stoller作曲家的特别Mix版本.Google BKAB,发现网上对这个曲子感兴趣的人还蛮多,专门有个FAQ页面.

4. 在FAQ发现了Ethan Stoller的myspace,以及购买BKAB的网页. 只需要0.99$, 就下手买了顺便试试paypal是怎么玩的. 不过比较麻烦的是, 因为电影里面的mix版引用了别人的speeches, Ethan他不是很清楚版权的问题, 所以现在我拿到的只是Speechless版, 不过他也有说:"Anyone who buys the Speechless mix will receive the full version for free if/when I clear the rights."
老外的版权意识不得不佩服, 希望这个问题能早日搞定,因为speechless版它就不好听呀! (FAQ有说是在june初回去解决但是现在都8月了还没个动静...)

就此search宣告结束, 恩, 因为版权问题我就不放出mp3了, 大家可以到Ethan的网页上去在线听