Massage as medicine a career in myotherapy

krpermassage as medicine a career in myotherapy Massage as medicine a career in myotherapyPosted February 16, 2016, by Leah SorliRegardless of whether you book in for regular weekly krpermassages or youve yet to treat yourself, there are numerous benefits to using massage therapy. From relieving stress and reducing muscle fatigue to increasing blood flow, this form of manual therapy is perfect for people of all ages, and with all manner of ailments.But how do you know what type of massage is right for you? Should you try a shiatsu massage if a remedial massage will do? Would a reflexology session be better for your body than a Traditional Chinese Massage? And what about myotherapy does this massage technique trump them all? I get asked a lot about this last, lesser-known form of massage, so I thought why not share my myotherapy knowledge. After all, when youre onto something good, why wouldnt you share itWhat is myotherapy?Myotherapy is a manual therapy that combines a range of trad itional and contemporary massage techniques. Soft tissue therapy, myofascial stretching, rehabilitative exercises as well as temperature therapy (the use of hot and cold packs), can all be used within this highly individualised therapy. Myotherapists may even make nutritional and lifestyle recommendations, offering clients a holistic treatment that will improve their physical and emotional health.What conditions can it treat?Myotherapy can be used to treat a range of physical ailments includingChronic painMuscle sprains, tears and/or injuriesTendonitisLower back painPoor postureTennis/golfers elbowThis form of massage can also be used as a preventative method to keep the body functioning at its best. Myotherapists may also recommend that other forms of massage, acupuncture or physiotherapy be used in combination with your treatment in order for you to get the best results.Can anyone use myotherapy?Regardless of your age, current physical status or past experiences with massage thera pies, a professional myotherapy treatment session can help you get back to your best. Recommended for athletes and active people alike, myotherapy can help to reduce the effects of muscle spasms, strains and tears.Not an overly active person? Still looking for a proven way to reduce chronic pain and muscle stiffness? Myotherapy treatments are also perfect for people who are suffering from lower back pain, stiff necks, carpal tunnel syndrome as well as headaches, making it a go-to treatment for treating office injuries.Its all hands on deck for budding myotherapistsNow that Ive highlighted what myotherapy is, how it can help you get back to your best and who can use it, I thought Id talk a little about the professionals practising this technique. What are their charactersitics? How does working in the wellbeing industry make them feel? And of course, probably the biggest question out there do I have what it takes to build a career in myotherapy?First things first anyone can become a myotherapist. It doesnt matter if youre beginning a career as a therapist or you want to add a new skill to your repertoire, myotherapists come in all shapes and sizes. All you need is a Certificate IV in Remedial Massage (or an equivalent qualification), a reputable massage college to study with, and a passion for helping others regain their mobility and independence.Secondly, myotherapists (as with the majority of massage professionals), have a deep love for what they do. Whether it is helping someone get back to their best after an accident or reducing the effects of chronic pain, myotherapists are called upon to treat a range of physical ailments and they love being able to help. As long as you have an empathetic and energetic personality, then you should consider following your calling and becoming a professional myotherapist.Have you heard the call? Do you want to build a career within the booming massage industry? The Australian Institute of Applied Sciences (AIAS) offers a range of specialised massage coursesincluding their latest on-campus offering, the Advanced Diploma of Myotherapy. Author bioHaving completed her masters at Sydney University, Leah is now developing, editing and maintaining the content for three educational websites at StudyGroup (FIAFitnation, AIAS Martin). Her writing experience has included everything from promoting daily deals to educating students about new course offerings. A passionate, creative and downright nutty writer, Leah loves blogging about health, happiness and all things wellness.Myotherapy ResourcesMy first resumeCover letter for my first jobCareer Insider StoriesShelley Lask - Body Positive Health & FitnessInterested in becoming a?MyotherapistMassage TherapistPopular Career Searchesremedial massage courses bendigomassage courses coffs harbourmassage courses wollongongremedial massage courses darwinmassage courses gold coastMyotherapy CoursesBachelor of Social WorkEnquire ansprechbar Enquire OnlineCertificate II I in Health AdministrationEnquire Online Enquire OnlineBachelor of Criminal JusticeEnquire Online Enquire OnlineCertificate III in Allied Health AssistanceEnquire Online Enquire OnlineLeah SorliRelated ArticlesBrowse moreUniversityGuide to tertiary qualifications which one is for you?To get your foot in the door you often need one important thing a formal tertiary qualification.WORKFORCE TRENDSAustralians work longest hoursAustralians work the longest hours in the developed world, with an average of 1855 hours at work each year, which is 200 hours more than employees in other countries, according to a study by the Australia Institute.Career changeCAREER INSPIRATIONPost-sporting careers - game over or career makeover?When a sprinter is crossing the line first to claim Olympic gold or a League player is converting the winning try the last thing on their minds is what career they will pursue once their sporting prowess fades and the next generation steps in.

Dealing With Romantic Relationships in the Workplace

Dealing With Romantic Relationships in the Workdistribution policyDealing With Romantic Relationships in the WorkplaceWhats love got to do with it? Quite a lot, actually. To answer Tina Turners proverbial question, current research on workplace romance was reviewed. If its just about sex, a dalliance, an extramarital affair, or a relationship to move an individual up the career ladder, co-workers and companies tend to frown on love relationships in the office. If a couple is genuinely serious about dating and building a relationship, popular opinion is more favorable. How Co-workers Reactto an Office Romance Amy Nicole Salvaggio, an assistant professor of psychology at the University of Tulsa,conducted a studyof nearly 200 full-time workers in a variety of workplaces. Her findings indicated that most respondents do elend mind seeing a romance develop between two unmarried colleagues. However, they do object to relationships in which one or both co-workers are married to someone e lse, and they also oppose romances when the relationship is between a supervisor and a direct report. Andrea C. Poe, an HR freelance writer, also found in a Society for Human Resource Management white paperthat adulterous affairs were a problem in some workplaces. From data gathered from a Vault.com survey of several thousand employers and employees, she determined that inappropriate sexual behavior in the workplace is common on company time and at company locations. Workplace Romance Policies Considering the amount of time most people spend working, where else is a couple to meet? Traditional places like church, family events, and leisure time activities dont present the saatkorn pool of candidates as they did in earlier times. The workplace provides a preselected pool of people who share at least one important area of common ground. People who work together also tend to live within a reasonable dating distance, and they see each other on a daily basis. So should romance be dis couraged? In a 2017 SHRM survey, 57 percent of individuals responding said they engaged in a romantic relationship at work.In other surveys, 55 percent of the HR professionals who responded said that marriage is the most likely outcome of the office romances they experienced. Other studies have reported a higher level of productivityfrom dating couples at work. And yet, an SHRM workplace romance survey found that only 42 percent of companies have developed a formal, written, workplace romance policy. The low percentage of policies and regulations that are in place are likely due to the unwillingness of employers to police workers and their relationships in the office. According to Dana Wilkie, an online SHRM editor, periodic surveys by SHRM show that 99 percent of employers with romance policies in place indicate that love matches between supervisors and staff members are not allowed. That percentage is up significantly over the last fifteen years. Many organizations forbid intimate relationships even outside supervisory relationships. Thirty-three percent of organizations forbid romances between employees who report to the same supervisor, and 12 percent wont even allow employees in different departments to date. Romances Between Clients or Customers The SHRM research also found that some companies forbid hookups between their employees and clients or customers, and 11 percent forbid romances between their employees and employees of their competitors. HR and Management Concerns Respondents to the SHRM surveys who discouraged or forbade dating in the workplace cited concerns with potential sexual harassment claims, retaliation, claims that a relationship was not consensual, civil suits and workplace disharmony if the relationship should end. Depending on the discretion of the dating couple, gossip in the workplace can become rampant and disruptive. They also worry about losing valuable employees who might seek employment elsewhere if the relationship e nds. Tips for HR Professionals Organizations walk a fine line between ensuring employee productivity and interfering in the private affairs of their employees. Powell, in the cited study, states, that policymakers in most organizations believe that workplace romances cannot be legislated away and should be ignored unless they present a threat to the individual, group, or organizational effectiveness. Decision makers in most organizations recognize that some form of managerial intervention is required when a workplace romance presents a serious threat to the conduct of work or group morale. As anHR professional, you also want employees to perceive your staff members as advocates for their well-being and high morale, not as the rule-making, interfering, systematizing arms of management. With both of behauptung concerns in mind, consider taking the following actions. Provide Training About Work Romances Provide training for supervisors and managers about how to discreetly addre ss overt sexual behavior in the workplace. You will also want the supervisors comfortable coaching the dating couple if the relationship results in lowered morale and productivity for themselves or co-workers. Additionally, Powells study of the literature found that workplace romances are particularly hazardous for gay and lesbian employees due to negative reactions to homosexual relationships in general. Supervisors will need to know how to address these issues should they arise. As a result, comprehensive training is recommended. Office relationships are often the focus of intense gossip, so supervisors need to know how to keep their ears open for damaging behaviors. Supervisors should understand the appropriate disciplinary actions they should take if a romance derails and disrupts the workplace as a result. If romance becomessexual harassment, supervisors should know what to do to take immediate action. As a result, comprehensive training should be implemented. One SHRM study fo und that only 12 percent of the surveyed organizations provided training to managers and supervisors regarding how to manage workplace romances. A good first step would be to advise supervisors and managers as to how they might discreetly address overt sexual behavior in the workplace. Broadcast Your Sexual Harassment Policy Have a formal, written sexual harassment policy that is posted, appears in theemployee handbook and is listed on all company policy documents. Thesexual harassment policy should addresshow a sexual harassment claim will be handled. Train all employees that the company has zero tolerance for sexual harassment. Provide information about the consequences of such behavior on their continued employment. At the same time, employees need to understand that it is OK to ask a co-worker out on a date. Harassment occurs when the employee indicates no interest and the unwanted attention continues. All employees need to understand where the line occurs. Most organization s ask employees to sign a document indicating they understand and will abide by the sexual harassment policy. Develop an Appropriate Relationship Policy About Office Romance You may want to think about your organizationalcultureand the work environment you want to provide for employees. Are there certain romantic situations you want to prohibit or, at least,have a policy in placeto address? An example is a fraternization policy which you may want to consider. Make sure that your employees are aware of all the rules and policies regarding workplace romances. A policy that prohibits dating, sex, and romance entirely is not recommended. Any policy that is seen as overreaching or intrusive may encourage stealth dating. Policies are developed to guide employeesin creating a legal, ethical, harmonious workplace, not to control the bad behavior of a few. You might consider a policy that prohibits supervisors from dating any employee who reports directly to him or her. The policy may al so state that you expect staff members to behave in a professional manner while dating. Let your employees know that you expect that office romances, relationships, or affairs will be kept separate from the work environment. The organization will not tolerate sexual liaisons and sexual behavior at work. Spell out the consequences if the romance is negatively impacting the workplace. If Youre Involved in a Workplace Relationship If Cupid strikes and you find yourself attracted to a co-worker, these actions will minimize any possible damage to your (and their) career. Know your organizations written and unwritten policies about romantic, sexual, extramarital, ordating relationships.Keep the relationship private and discreet until you are ready to publicly announce that you are a couple.Behave discreetly in the workplace. Keep public displays of affection off limits at work.Know whether youre required to report a dating relationship to HR. Dont blindside your HR staff. They can hel p you with gossip control and with understanding whatis expected and appropriate in your workplace. Give them the opportunity to help. Limit the number of people at work with whom you share this confidential information.If your position and responsibilities require you to work together, attend the same meetings, and so on, behave professionally at all times. You are encouraged to be yourself, maintain and speak your continuing opinions, exhibit the same skills, and conduct yourself in the same manner as you did prior to the relationship.Discuss, as a couple, the potential impact of your relationship on your work. (Will one employee have to leave a department or the company? Will your organization respond favorably to your relationship?) Know your company, and make a plan before the organization requests one. Be happy and build a successful relationship that adds value to the world produces well-adjusted children, should you choose to have them and that adds great value and happiness to your life all through the years. Love, sex, and romance in the workplace will likely increase as time goes by. Expect these relationships you need to prepare in advance to handle them and their potential impact on your workplace. Did you enjoy this article? Youll want to sign up for the free HR newsletter now because you want to read all of the new articles as soon as they are available. DisclaimerPlease note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and ?employment lawsand regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.