Bale returned and won Madrid without having to do, at all, with one another. Because the Welshman repeated his pedestrian attitude in a team forced to fight extremely in hostile land. The 70 minutes of Bale were long in the game at the tremendous expected. Years go by, templates and technicians change, but games like this are repeated between Osasuna and Madrid, full of rhythm and rumble. In the end, the Navarrese heart did not lose his mind to Zidane’s team.The Sadar decrees San Fermín with each visit from Madrid to Pamplona, a chupinazo of adrenaline that shoots at Osasuna. This time it rang loudly. Three minutes later they had shot the reds three times, inflated by that atmosphere that so overwhelmed Madrid. There is no restraint in Osasuna in games like that. It doesn’t attack, it pounces. Do not defend, devour. Even without Chimy Ávila, his last flag, injured for the entire season. Even when he lost to Moncayola, his reference midfielder, at eight minutes, when his heels were stuck in the grass to damage his knee.For that Vietnamese party, Zidane chose Bale, perhaps the only footballer in the world who does not threaten to leave but to stay, to appeal to his permanence clause instead of the termination clause. About him Zidane returns repeatedly, who knows if because for parties where the volume goes up he needs his experience or if he really fulfills the dreaded threat of exhausting (the perfect verb for that matter) his contract. The point is that he left and not Vinicius, the agitator of the last two games.Bale’s negligence symbolized the horrific exit of Madrid, without genius or order. Casemiro, who was returning to carry out his usual police work, could not stop the header at the plate of the Unai García power plant that advanced the Navarrese after three Osasunista occasions and a clear error from Bale, who received a great in-depth pass from Isco, another of the novelties, and he let himself be hunted by Estupiñán. The speed train that Madrid bought seemed close to the Ecuadorian sprint, a source of energy for its equipment. Faced with running or dying of Osasuna, Madrid took a long time to find the ball, the weapon of self-defense. And he did it already with the scoreboard against (and he could do inferiority if Gil Manzano punishes with a red strike of Ramos), an overload for a team with notable deficiencies in the auction. However, he let go some good occasions: David García and Estupiñán saved two goals with Herrera out of the frame and Bale had a header without opposition in the precise center of Carvajal. In half an hour it was corrected. Bale tried a left-footed shot that made a punishable entry of Estupiñán defective and the ball fell to Isco, who spliced right to the net. The goal prevented the intervention of the VAR, which would probably have recommended the previous penalty.Madrid changed from its sides. Precise and intelligent Carvajal, overflowing and explosive Mendy. They took the team out of the mud and found help in other players called for the remove and added to the charge. The second goal came in two headers in the area that Osasuna tolerated. Casemiro put his in the first suit and Ramos, the final, in the goal of Herrera. In five minutes the Arrasate team went from solid to gaseous, largely because Madrid, dragged by the wise honesty of Modric, a couture midfielder able to roll up his sleeves, had been tying the intensity game.The second half began with a mess because Gil Manzano, with the necessary complicity of the VAR, swallowed a penalty from Estupiñán to Modric and a red penalty to Nacho Vidal, who hunted Valverde. The double mistake ended the concentration of Madrid and pushed Osasuna again, which chained three very clear opportunities. Thus, accelerating and braking, trumpeting, the Navarrese team was shown throughout the game.Twenty minutes from the end, Zidane ran out of patience with Bale and put Lucas Vázquez, a proletarian solution to a game of hard work and at that point he had returned to balance. Madrid began to breathe for Isco, always an exit in combat matches, and Arrasate was replacing strikers in search of a second impulse. That ended with a blow of science from Benzema, who marked the pass to Modric and I hope, attracting vigilance, until Lucas came with the rapier and finished a game that reinforces the leader. Then Jovic took that to the win. The game ended up being able to fury.
A seminar’s effectiveness means more than what the attendees may have learned. The real measurement is whether the training impacted the attendees’ behavior and whether there were measurable improvements in the work-related areas or issues that the training was trying to target. At the end of the day, all training programs should be put to this test. Q Our company has taken many steps to deal with and prevent illegal harassment. The other day, my supervisor told an offensive religious joke but said it was OK because he was joking about his own religion. I’m not a member of his religion, but I thought the joke was offensive, and I’m sure most people of his faith would feel likewise. Is he right? A When a supervisor tells an offensive religious joke, it is not uncommon to find that employees lose faith in him. The fact that it dealt with his own faith is irrelevant. This type of humor or lack of humor can easily create an intimidating and hostile environment. It makes no difference whether your supervisor was teasing himself, and his intent does not matter. At least one person found the joke to be offensive, and that does matter. Tell him that you are offended by his comments, and you want them to stop. If you are fearful of telling him because of possible reprisals, you should approach his manager or your company’s human resources department. And if you are fearful of approaching them, you should consider approaching your state’s fair employment agency. Q We just sat through a three-hour seminar and were given a test at the end. The instructor said our high test scores are an important measurement of the seminar’s effectiveness. As a manager, I don’t like being tested after training, and I’m not convinced a test can measure a seminar’s effectiveness. What do you think? A Given a choice, or for that matter a multiple choice, people do not like to be given tests. However, there can be good reasons for having them in company training programs. First, some programs require testing at the end, such as training for various certifications or legally mandated programs. In addition, tests can be a useful measure to determine whether the attendees actually learned the key points that were presented. At the same time, your instructor’s comment about high scores being an important measurement of the effectiveness of the seminar is a bit of a stretch. High scores on the test can mean many things. On the surface, such scores can indicate that the instructor and materials imparted the information well. However, it is also possible that the attendees already knew the information before attending the session. High scores can also be the sign of an easy test. Since your company is committed to dealing with this type of harassment, you should have no problem addressing the matter internally. However, one question still remains: if your company has taken many steps in this area, how can your supervisor be so out of step? Your company’s management will hopefully take steps to answer this. Q Management puts out a spread of cookies and every Friday. I have told my manager that it is not healthy to eat all this fat and sugar, and the company should put out fruits instead. My manager said this was tried in the past and the employees were not happy. What do you suggest? A Giving out cookies and doughnuts is sweet, possibly too sweet. There certainly is sufficient data to prove that consuming large amounts of foods that are high in sugar and fat is not healthy. However, no one is requiring employees to eat these sweets, and those who would like to limit the amount of such foods can do so by showing some restraint. The problem, of course, is that this is easier said (or written) than done. Since management at your company tried giving out fruit in the past but found this to be a fruitless effort, perhaps a more balanced approach would work. For example, instead of going with cookies and every Friday, perhaps some variety might help. Maybe there could be fruit on one of the Fridays, sugar-free (yet very tasty) treats on another Friday, low-calorie treats on another, and a mixture of all of these on yet another Friday. It is actually surprising that more employees have not complained about having the same treat every Friday. After all, even the same cookies and doughnuts doughnuts doughnuts can get a little boring. If management wants employees to buy into a change in the treats, the best step is to solicit the employees’ input. Given the opportunity, employees can come up with palatable solutions to all sorts of problems. Ken Lloyd, Ph.D., is an Encino-based management consultant, coach, and author who specializes in organizational behavior. He is the author of “Jerks at Work: How to Deal With People Problems and Problem People.” Write to him at [email protected] local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set!