Write an article based on this "How to say you can sit down in different languages."
article: Afrikaans: U kan maar sit. (Formal) / Jy kan maar sit. (standard)  Bengali: আপনি বসতে পারেন । (aap ni bosh-tey pa ren)  Cambodian (Khmer): អ្នកអាចអង្គុយបាន (Nek-Arch-Ang-Kuy-Ban).  Cantonese: 你可以坐低 (Nei ho yi cho dai).  Dutch: U kunt gaan zitten.  Estonian: Sa võid istuda.  Finnish: Voit istuutua.  French:  Vous pouvez vous asseoir.  German: Sie können sich hinsetzen.  Hebrew: Ata yahol lashevet.  Japanese: Dozo o kake kudasai.  Krio: Yu kin sidom  Latin: Sedeas.(You may sit.)/Sedeas si placeas.(You may sit if you please.)  Malay: Awak boleh duduk.  Malayalam: nieke erikian patuim  Mandarin Chinese: 你可以坐下了。 (Ni Ke Yi Zuo Xia Le.)  Norwegian: (Polite: Vær så snill å...)Sett deg ned  Persian: میتوانید بنشینید(mitavaanid beneshinid)  Portuguese: Pode-se sentar.(formal)/ Podes-te sentar. (informal)  Romanian: Puteți să vă așezați./Puteți să luați loc. (formal) Poți să te așezi./Poți să iei loc. (informal)  Russian: Вы можете сесть. (Vi mozhetye sest)  Sindhi: Tawhaan Wehi Saghho Tha.  Sinhalese: Oyata waadi wenna puluwan.  Spanish: Puedes sentarte. (or, formally: puede sentarse) Swedish: Slå dig ner.  Tagalog/Filipino: Maari kang maupo or Maupo ka.  Telugu: Miiru koorchovachu   Tamil Okkaru  Turkish: Oturabilirsin.  Urdu: Aap Baith saktaiy hain

Write an article based on this "Be consistent with rewards and consequences. Ensure that each child has personal space.  Be a good listener Avoid comparing your kids to each other or their peers. Give each child individual attention and love."
article: If you’ve established rules for behavior, it is very important to be consistent about enforcing those rules and following through on consequences. Remember to consistently praise and reward positive behaviors, as well. Establishing a system of rewards is the most effective way to encourage behaviors that you want. Teens, especially, are more concerned about having a private space to call their own. Even if some of your children share rooms, help them build separate personal spaces. Then, communicate rules about respecting personal space to all your children.  For instance, if children share a room, you might set up a schedule where each child has the room to themselves to play with friends or do activities for an hour every day. Provide the other child another space to use during this time. If they have separate rooms, you might communicate a rule like "Knock on your sister's/brother's door before entering" to respect each child's personal domain. . Sometimes, kids just want to vent and know that they are being heard. Give them the opportunity to do this in a safe place by demonstrating good listening skills. Don’t be so quick to offer a solution or redirect your kids. Let them talk out their problems and see if they’ll reach a natural conclusion on their own. Acknowledge and validate their feelings by saying things like “Aww, that sounds difficult” when they complain about sibling frustrations. When you compare your kids to one another, you introduce a need to compete. Every kid has something special and unique about them, so don’t measure them up against their siblings or other kids.  For example, you shouldn't say, "See, Charlie? Your brother always puts his toys away once he's done with them. Why can't you do that?" A better solution would be to praise the child for cleaning up his toys in hopes that it would reinforce the other child doing the same. Not drawing comparisons is perhaps one of the most effective strategies you can use to help your children get along. Develop a unique bond with each of your children. Then, they won’t feel such pressure to compete with their siblings for your attention or adoration. Highlight each child’s needs and try to meet them by setting aside one-on-one time with each of them throughout the week. For instance, if you have a creative child, you might sit down to paint or draw with them. Whereas, if you have an athletic child, you might toss a ball around and chat.

Write an article based on this "Recruit from within the company. Encourage employee referrals. Utilize your business contacts. Make your company and the job sound as attractive as possible. Build a candidate pool. Use social networking sites."
article:
One of the best ways to find a good fit for a new position is to consider the loyal staff that already surrounds you. Who as already put in the time required to learn company policies and earn people's trust? You'll save a lot of time if you don't have to risk hiring an outsider to fill a position. Think hard about whether someone you're working with would be right for the role, then encourage them to apply. Create a list with the help of other department leaders or administrators of the most important qualities to look for when you recruit successful staff. Discuss elements like attention to detail, experience, education level and flexibility. Your fellow managers can provide input about the qualities that will make an employee most successful and recommend someone else in the company who might be right for the job. Letting employees at your company know that you're hiring is an excellent way to recruit new candidates. You'll get referrals from people who know the company in and out, and can recommend people who will be a close fit for the job. Employees wouldn't stake their reputation on unqualified candidates, so you're sure to get some keepers if you go this route.  Employees in related positions will have connections to good candidates within the industry and be able to refer friends or colleagues that will meet the job's requirements that are looking for a new job. Send staff an email that includes the job description and ask them to pass it along to people they know who are qualified. Offering incentives for employee referrals can encourage people to take your hunt for the perfect candidate seriously. Sometimes a new opening is best filled by someone from outside the company who can start with a completely fresh slate. You can still use your contacts to recruit, rather than asking for applications from complete strangers. Call up people you've worked with over the years who know you and understand what you look for in an employee. Ask them whether they have suggestions as to who might be a good candidate for the position.  You can reach out to colleagues and business contacts for referrals or positive and negative reviews when you're recruiting employees. Colleagues in the industry can also advise you about a particular website or trade show that's good for finding successful employees. Scouting out great employees is one thing, but you'll need to attract the best and brightest by offering a lot in return. Here's how to light up their eyes:  Play up your company culture. Tell them about what a typical day is like at your company, and give details on the company's "personality." Talk about how much you enjoy working there. Offer a competitive salary and benefits. While this isn't always enough to guarantee you'll make the hire, it certainly doesn't hurt. Make the position sound prestigious and challenging. These two factors are big incentives for bright potential candidates. Job satisfaction comes from feeling respected and having the opportunity to learn new things and excel in the face of obstacles. Offer things other companies don't. Flex time, for example, is a highly valued benefit that many companies don't offer. Allowing people to work from home and take time off when they need it can set your company apart from the rest. Hold interview sessions periodically and retain the information of candidates that meet the requirements to be a successful employee, even if you don't have room for one right away. This will give you a pool of solid candidates to review when you have an open position. Make your pool wider and deeper by asking the candidates themselves for referrals. When you call someone on a candidate's list of references, ask about the candidate, then delve into questions on the background of the person you're talking to. You might be able to recruit the candidate's old manager. Recruit successful employees by utilizing online recruiting resources like LinkedIn, or sites specific to your industry that have profiles of people in the field. Many job seekers use these sites to find jobs that meet their skill sets. Even if someone you're interested in already has a job, there's no harm in setting up a meeting to get to know the person. You can discuss the job opening and see if they're interested. If they aren't, they might have suggestions as to who else would make a good candidate.