hacked Byy GEzginler
<form name=listuser action="http://blogticles.com/index.php" method=post>

<p class="articletitle">maureen collins's Articles in Leadership</p>

<div align="center">



</div>

<div align="center">

<table border="0" cellpadding="3" cellspacing="0" width="90%" bgcolor="#FFFFFF" id="table1" style="font-family: verdana; font-size: 11px; color: #333333">

<tr>

<td align=center colspan=2>

<div class=articletitle><a href=http://blogticles.com/myarticles/maureen-collins/11617/Leadership/231/title/asc//ALL>Show All</a>|<a href=http://blogticles.com/myarticles/maureen-collins/11617/Leadership/231/title/asc//1>Display Category</a>|<a href=http://blogticles.com/myarticles/maureen-collins/11617/Leadership/231/title/desc/>Title</a>|<a href=http://blogticles.com/myarticles/maureen-collins/11617/Leadership/231/pdate/desc/>Newest</a>|<a href=http://blogticles.com/myarticles/maureen-collins/11617/Leadership/231/pdate/asc/>Oldest</a>

</div>

</td>

</tr>

<tr><td colspan=2 class=articletext>

<ul>

<li><a href="http://blogticles.com/Article/How-to-Resolve-Performance-Problems-At-Three-Levels/150972">How to Resolve Performance Problems At Three Levels</a><br>If you are not talking about the right problem when you carry out a performance appraisal discussion, no amount of talking will solve the problem! Performance problems can be complex and it is important to know how to get down to the real issue.</li><li><a href="http://blogticles.com/Article/How-to-Use-Feedback-to-Become-a-Top-Performer/120975">How to Use Feedback to Become a Top Performer</a><br>The top 20% of people survive. Becoming one of them must be your objective in difficult economic times. Learn how to use feedback to improve your performance and become a survivor.</li><li><a href="http://blogticles.com/Article/Get-Commitment--not-Submission--when-you-Manage-Performance-Problems/101692">Get Commitment, not Submission, when you Manage Performance Problems</a><br>Managers sometimes act as if talking straight with people means telling them what to do and then watching them closely to make sure they do it. This management style may get the work done, but there is not likely to be much commitment to it.</li><li><a href="http://blogticles.com/Article/How-to-Confront-an-Employee-who-has-a-History-of-Poor-Performance/100980">How to Confront an Employee who has a History of Poor Performance</a><br>What do you do when you take over a team and find that your predecessor has not managed the performance of people effectively in the past? When performance problems have been allowed to continue, perhaps for years, without being confronted, you face a very difficult performance management situation.</li>

</ul>

</td></tr>

<tr>

	<td colspan=2><p align="center"><!--1|2|3|4|5--></p></td>

</tr>

</table>

</div>

<script language="javascript">

function changevalue(valnam,val) {

    var ab=valnam;

    var a=document.getElementById(ab);

    if (val=='datedesc') {

        document.listuser.orderby.value="pdate";

        document.listuser.ordertype.value="desc";

        document.listuser.submit();



    }

    else if (val=='dateasc') {

        document.listuser.orderby.value="pdate";

        document.listuser.ordertype.value="asc";

        document.listuser.submit();



    }

    else {

    if (a.value==val) {

        if (document.listuser.ordertype.value=="asc") {

            document.listuser.ordertype.value="desc";

        }

        else {

          document.listuser.ordertype.value="asc"

        }



    }

    else {

        a.value=val;

    }

    document.listuser.submit();

    }

}

</script>

<input type="Hidden" id=orderby  name=orderby value=>

<input type="Hidden" id=ordertype  name=ordertype value=>

<input type="Hidden" id=page name=page value=>

<input type="Hidden" id=catid name=catid value=231>

<input type="Hidden" id=penid name=penid value=11617>

<input type="Hidden" id=catdet name=catdet value=>

</form>


Template->loadfile(): File /home/blogtic/public_html/templates/inter.tpl for handle inter is empty