However you celebrate the holidays, Classical KUSC has musical selections to keep you company throughout the season. Here are some musical pleasures that we anticipate this season.
The Holiday Spirit Channel
From festive brass to Christmas carols and more, we have the soundtrack of your holiday season streaming live on our Holiday Spirit Channel page and on our free site. Apple and Android applications. On demand 24 hours a day whenever you need a little Christmas. Just this minute.
The evening program with Jim Svejda
Thursday November 26 | 7:00 p.m. to midnight
Music to give thanks to a full interpretation of Nutcracker.
Friday December 4 | 9 p.m.
Monday December 14 | 9 p.m.
Wednesday December 23 | 9 p.m.
Jim's annual tradition with three interpretations of Handel Messiah for the Christmas season.
KUSC's Annual Hanukkah Program
Wednesday December 9 | 7 p.m.
Our annual Hanukkah celebration with The story of Hanukkah with Leonard Nimoy and Western Wind, and the story of George Frederic Handel, the oratorio Judas Maccabaeus.
An evening of holiday music
Sunday December 6 | 7 p.m.
Candles Burning Brightly - Mindy Ratner is a host and producer with the Classical Music Department of Minnesota Public Radio, where she is heard on weekends. She began her career in public broadcasting after graduating from the University of Wisconsin-Madison, working first for the local public television station and then for Wisconsin Public Radio. She joined the Cincinnati and Philadelphia stations before joining Minnesota Public Radio in 1983. In 1998 and 1999, Ratner took time off to work as a music host and producer for China Radio International in Beijing. His free time is devoted to international travel; folk, ballroom and contradiction; sing in the Minnesota Choir; her two cats and trying to stay ahead of the weeds in her garden.
Sunday December 13 | 8 p.m.
Welcome Christmas - There is no better way to welcome Christmas than Welcome Christmas, the holiday concert by VocalEssence. It's classic, cheerful new holiday music.
Sunday December 20 | 8 p.m.
A Chanticleer Christmas - An hour-long program of holiday favorites, new and old, performed in concert by the superb 12-piece ensemble known as "an orchestra of vocals."
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A festival of 9 lessons and Christmas carols
Thursday, December 24 | 7 h
A glorious KUSC tradition! Live from King's College Chapel in Cambridge, England, the King's College Choir, composed of 30 voices, participates in this annual service of music and Bible readings. Michael Barone greets.
48 hours of classic Christmas
Thursday December 24 - Friday December 25 | All day
48 hours of classic Christmas favorites from Christmas Eve to Christmas Eve!
Classical KUSC, located in the USC building in downtown Los Angeles, broadcasts classic commercial-free performances, expert music commentary, and southern California arts coverage. The listener-backed station has been broadcasting for over 60 years as a broadcast service for the University of Southern California at 91.5 (FM) in Los Angeles and Santa Clarita, 88.5 KPSC in Palm Springs, 91 , 1 KDSC in Thousand Oaks, 93.7 KDB in Santa Barbara and 99.7 KESC in Morro Bay / San Luis Obispo. It is broadcast live on kusc.org, attracting listeners from around the world.
We all know that talking about others behind their back is bad. Gossip should be abhorred. I remember reading in a spiritual text that “backbiting extinguishes the light of the soul. ” DEEP. And it is.
Gossip is incredibly detrimental to any organization. And, what I think often gets missed is why people gossip. But, before we answer the question, “Why do people gossip at work ? ” let’s clear one thing up. I truly believe it is the peu connue person who chooses to gossip simply to be mean and hurt the reputation of the person or entity being talked about. Often gossip occurs for one of four reasons :
1 ) People fear the unknown. If people don’t have information that they want, they fear the unknown and will try to garner it from others – especially if that information appears to be hidden. This is why closed door conversations are so detrimental.
2 ) People want to belong and be included. If people believe they don’t have information that others have, they will feel excluded and on the outside of the “inner circle. ” Information is power. Everyone wants to be part of the team, to be included and the easiest way to identify those who are part of a tribe are those who are “in the know. ”
3 ) People crave intimacy and a sense of connection. I would suggest that because of the rampant pace we real at and the lack of real deal authentic communication with one another, many people crave a sense of genuine human connection and intimacy. Gossip is one of the quickest and easiest ways to connect with another human being. The secrecy, forbidden and exclusive nature of confiding in someone something that’s a bit subversive or judgmental is social super glue. Through the veneer of momentary vulnerability and trust, the two are bonded. Unfortunately gossip is a very sloppy second to real, meaningful connection.
4 ) People want to work with people they think of as peers. Meaning, if someone isn’t carrying their own weight, isn’t competent or capable enough to do their travail or simply isn’t a good culture fit, then there will be gossip. Rather than being a “narc, ” employees will talk both about said individual and leadership’s lack of awareness/action. And they will talk often. The longer said individual goes unaddressed, the louder and more embedded the gossip becomes.
When it comes to gossip, these four reasons : fear, belonging, intimacy and the desire to work with others who carry their own weight, are all things that can be handled with some focused time and attention.
How do you want your employees to talk about your company ? How do you want them to feel when they walk in the door ? While this touchy-feely stuff may make you feel a little light-headed, when it comes down to it, company culture matters.
Many owners are taking a second look at their company culture to make sure it’s the one they envision – one that supports their company’s mission, vision and values.
Insperity has spent the past 30 years building a human resources company committed to helping businesses succeed so communities prosper. In that vein, our leadership team offers these tips on having a great company culture.
You might think that trying to cultivate a positive workplace as an elusive, time-consuming waste of important resources, but studies show that the opposite is true. Creating a positive company culture begins with fostering happy employees.
Happy employees are 85 percent more efficace, experience a 60 percent drop in absenteeism and stay twice as long in their jobs as their less happy colleagues, creating a measurable effet on engagement, retention, safety, wellness, employer brand and even cost control goals, according to the study, The Science of Happiness, conducted by Globoforce.
Happiness is a habit that needs to be modeled. As a manager or leader, your demeanor and attitude in the office has an impact on your employees. When you demonstrate happiness you’re training your employees to follow suit.
Get in the habit of being grateful and showing gratitude for what you have. It can be a small thing – I am thankful for this cup of coffee, for the sun coming out today. When you make an effort to find things to be grateful for, you’re training your brain to be on the watch for more of what is good in your world. By making gratitude a habit, you will set the example for others and create a positive work environment. Focus on the positive when interacting with your employees. Point out their accomplishments and abilities. Remind them that they are a positive intensité within your company and that they have much to offer. This is a powerful motivation tool and it will help to create a “can-do” attitude in your workforce.
As a leader you’re influential – your opinion matters, especially to your employees. Make it a goal to compliment people. Recognizing even small accomplishments and praising your team members in meetings or in an mail can make a big effet. It doesn’t have to be a big gesture.
We all know that sometimes work can get monotonous and overwhelming. Say for example that Mike is feeling a bit underappreciated and is frustrated with his current project. He comes to a meeting feeling defeated and unmotivated. Then you, as his manager, compliment his efforts and praise him for a travail well done. The effet is immediate – he feels valued. His demeanor changes, he becomes engaged and leaves the meeting with a newfound energy to tackle his project.
People need to have a sense of purpose at work. Their happiness is directly connected to knowing that they make a difference. It’s not enough for a manager to dole out tasks. Take the time to explain why the individual task is important to the company as a whole. This will give your employees a sense of purpose and belonging that will motivate them to strive for more. Engaged employees are efficace, enthusiastic and are willing to do what it takes to help your organization succeed. Creating a sense of purpose for your employees is an investment in developing a positive workplace.