Harvard Business course 職場上的那些事如何完美處理？

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How to deal with workplace problems？

Stress management

Bring to mind a conflict at work, and you’ll probably have the perpetrator in mind: your incompetent boss, that passive-aggressive colleague, or the resource-hoarding peer in another department. We spend an inordinate amount of time complaining about these people, avoiding them, and fighting with them. But if you want to manage conflict in the workplace, you can’t start with someone else. Usually there isn’t just one culprit, and if you want less fighting and a more enjoyable, productive workplace, you have to understand your own role in it and what you can do to break a vicious cycle that starts with frustration and stress and ends with workplace wars.

Constant challenges breed frustration. A healthy dose of frustration can be good, leading to determination and creativity. Unfortunately, instead of the occasional obstacle at work, we are often buried in an avalanche of problems. We don’t have the resources we need to do our job, and the goalposts keep moving. We blame the relentless, do-more-with-less nature of our shortsighted, quarterly-results-driven business climate for our frustration, or we pin responsibility on unending change or corporate culture. Whatever the reason, many of us are chronically frustrated at work.

Toxic emotions are stressful. Chronic frustration often morphs into fear and anger — “destructive emotions” that serve as an early warning system that we’re in danger. When the alarm rings, our bodies go into high alert, adrenaline and hormones course through our veins, muscles tighten so that we can move quickly, hands sweat, and breathing and heart rates speed up. This would all be well and good if it happened infrequently and saved us from actual danger. Unfortunately, frustration, low-grade fear, irritation, and even rage are familiar companions at work. Many of us are hyperalert all the time. We don’t thrive physically, we are disengaged and unhappy at work, and our brains don’t work properly.

Stress feeds conflict — and conflict breeds anger, resentment, and unhappiness. It’s easy to fool ourselves into thinking that stress isn’t all bad. In fact, when we’re under pressure, we may perform well on routine, well-rehearsed tasks. But when we’re under chronic stress, our complex thinking, reasoning, and social skills all suffer. Our ability to process and use information is compromised, as is our judgment. We have more difficulty with being flexible or open to new ideas, and we start seeing things in simplistic ways. We overreact to minor irritants, and everything and everyone starts looking like a threat. In this state, we are more likely to cause problems than solve them — especially in relationships.

This is when the vicious cycle becomes an endless loop. We don’t think straight. We pick fights. People aren’t pleased, and they let us know. Stress escalates, and our reasoning and behavior suffer even more. We lash out, hide out, or opt out.

A Three-Step Process to Interrupt the Vicious Cycle

If you want to break this cycle and have fewer destructive conflicts at work, the first step is to become more aware of your feelings and reactions to pressure and stress. The second step is to consciously manage your emotions, and the third is to start seeing people as people, not as threats.

Step 1: Develop self-awareness. To interrupt the frustration-stress-conflict cycle, you need to begin by recognizing what causes you to feel thwarted, scared, or threatened and what drives you to the battleground. This sounds easy, but even well-intentioned people typically put self-reflection last on the list — there just aren’t enough hours in the day. Telling yourself you don’t have time or are not inclined to “work on yourself” will keep you stuck in a bunker mentality at work. Instead, make time and tap into curiosity and courage to try to figure out what kinds of situations (and people) send you into the stratosphere. The more you know about your triggers, the better you can control your emotions.

YOU AND YOUR TEAM SERIES

Conflict

How to Control Your Emotions During a Difficult Conversation

Amy Gallo

How Self-Managed Teams Can Resolve Conflict

Amit Maimon

Even Experienced Executives Avoid Conflict

Ron Ashkenas

Step 2: Employ emotional self-control. Once you’re aware of the emotions that are driving your behavior, you can employ another important emotional intelligence competency: emotional self-control. This is what enables us to check and channel our emotions so that we don’t get stuck in a permanent amygdala hijack. We can manage negative feelings, see reality through a clear lens, and stop lashing out when we feel threatened.

Step 3: Build friendships at work. To minimize stress and conflict at work, we need to replace “I, me, mine” with “We, us, ours.” We need to stop seeing each other in terms of what we can get, and replace it with what we can give. This shift would result in less stress and fewer negative emotions. It would also lead to warmer, friendlier relationships — something most people need and want at work.

Developing self-awareness, increasing your emotional self-control, and recharging relationships at work takes commitment, but you don’t have to remake yourself to improve how you deal with strife. Here are a few practical tips to help you with the above steps:

Build mindfulness practices into your daily life. Mindfulness practices like yoga, meditation, deep breathing, and taking a solitary walk are invaluable when it comes to developing self-awareness, learning to manage our emotions, and short-circuiting the stress response. The research is mounting by the day: Even a few minutes of slow, deep breathing several times a day helps us to clear our minds, calm down, and choose our actions more consciously.

Schedule time for self-reflection. Like mindfulness practices, self-reflection helps tremendously with self-awareness and self-control. It’s hard to find time to think about our viewpoints and actions in our always-on world, however. So start small. You might, for example, reserve 20 minutes at the end of each week to reflect on what went well and what didn’t. But remember: Don’t fall prey to the “beat myself up” trap and spend this time lamenting what you didn’t get done or what you should’ve done differently. All that does is engender more stress.

Lean in to your natural empathy and compassion. Concern for others, empathy, and compassion help us to survive and thrive. Like self-reflection, this muscle may not be one you use often at work. But you can get better pretty quickly if you make a point to ask yourself questions that help you understand others’ points of view. Try these:

What is he thinking and feeling about the situation?

How is she different from me? How are we the same?

What can I do to make him feel better about this situation and about me?

As you ask yourself these questions, remember that we all have a story — loves, sorrows, and joys in life and at work. And chances are that while another person’s story might seem different from yours, our human experiences are remarkably similar. As tempting as it is to blame others for our strife-ridden companies, the best way to make work a more enjoyable, productive experience is to lean in to our natural empathy, learn to care for ourselves and others, and take responsibility for our feelings and actions. by 

• Annie McKee

想到工作上的衝突，你可能會想到肇事者：你無能的老闆，那個消極攻擊的同事，或是另一個部門囤積資源的同事。我們花費過多的時間抱怨這些人、躲避他們、與他們爭吵。但如果你想管理工作場所的衝突，你不能從別人開始。通常罪魁禍首並不只有一個，如果你想要減少爭吵並擁有一個更愉快、更有成效的工作場所，你必須了解自己在其中的角色，以及你可以做些什麼來打破一個以沮喪和壓力開始並結束的惡性循環與職場戰爭。

持續的挑戰會滋生挫折感。一定程度的挫折是有好處的，可以帶來決心和創造力。不幸的是，我們在工作中並不是偶爾遇到障礙，而是經常被大量的問題所困擾。我們沒有完成工作所需的資源，而且目標不斷改變。我們將我們的挫敗感歸咎於短視、以季度業績為導向的商業環境的無情、少花錢多辦事的本質，或者我們將責任歸咎於無休止的變革或企業文化。無論出於何種原因，我們中的許多人都長期在工作中感到沮喪。

有毒的情緒會帶來壓力。長期的沮喪常常會演變成恐懼和憤怒——“破壞性情緒”，作為我們處於危險之中的早期預警系統。當警報響起時，我們的身體進入高度戒備狀態，腎上腺素和荷爾蒙在我們的靜脈中流動，肌肉收緊以便我們能夠快速移動，手上出汗，呼吸和心率加快。如果這種情況很少發生並且能夠使我們免受實際危險，那就太好了。不幸的是，挫折感、低級恐懼、惱怒，甚至憤怒是工作中常見的夥伴。我們中的許多人一直處於高度警覺的狀態。我們的身體不健康，工作不投入、不開心，大腦也無法正常運作。

壓力助長衝突－而衝突又會滋長憤怒、怨恨和不快樂。我們很容易欺騙自己，認為壓力不都是壞事。事實上，當我們面臨壓力時，我們可能會在例行的、經過充分排練的任務上表現出色。但當我們長期處於壓力之下時，我們的複雜思維、推理和社交技能都會受到影響。我們處理和使用資訊的能力受到損害，我們的判斷力也受到損害。我們更難以保持靈活性或接受新想法，並且開始以簡單化的方式看待事物。我們對輕微的刺激反應過度，一切事物和每個人都開始看起來像是威脅。在這種狀態下，我們更有可能製造問題而不是解決問題——尤其是在人際關係中。

這就是惡性循環變成無限循環的時候。我們不直接思考。我們挑釁。人們不高興，他們讓我們知道。壓力會不斷升級，我們的推理和行為會受到更大的影響。我們猛烈抨擊、躲藏或選擇退出。

中斷惡性循環的三步驟過程

如果你想打破這個循環並減少工作中的破壞性衝突，第一步就是更了解你對壓力和壓力的感受和反應。第二步是有意識地管理你的情緒，第三步是開始將人們視為人，而不是威脅。

第一步：培養自我意識。為了打破挫折-壓力-衝突的循環，你需要先認清是什麼讓你感到受挫、害怕或威脅，以及是什麼驅使你走向戰場。這聽起來很容易，但即使是善意的人通常也會把自我反思放在最後——一天中沒有足夠的時間。告訴自己你沒有時間或不願意「為自己工作」會讓你在工作中陷入困境。相反，騰出時間，發揮好奇心和勇氣，試著弄清楚什麼樣的情況（和人）會讓你進入平流層。您對觸發因素了解越多，就越能控制自己的情緒。

第二步：運用情緒自我控制。一旦你意識到驅動你行為的情緒，你就可以運用另一個重要的情緒智商能力：情緒自我控制。這使我們能夠檢查和引導我們的情緒，這樣我們就不會陷入永久性的杏仁核劫持。我們可以管理負面情緒，透過清晰的鏡頭看待現實，並在感到威脅時停止猛烈抨擊。

第三步：在工作中建立友誼。為了最大限度地減少工作中的壓力和衝突，我們需要用「我們，我們，我們的」來代替「我，我，我的」。我們需要停止以我們能得到什麼來看待彼此，而以我們能給予什麼來取代它。這種轉變會減少壓力和負面情緒。它還會帶來更溫暖、更友好的關係——這是大多數人在工作中需要和想要的。

發展自我意識、增強情緒自控力以及在工作中重新建立人際關係都需要付出努力，但你不必重塑自己來改善處理衝突的方式。以下是一些實用技巧，可協助您完成上述步驟：

將正念練習融入您的日常生活中。瑜珈、冥想、深呼吸和獨自散步等正念練習對於發展自我意識、學習管理情緒和縮短壓力反應非常有價值。研究與日俱增：即使是每天數次緩慢深呼吸幾分鐘，也能幫助我們理清思緒、平靜下來，並更有意識地選擇我們的行動。

安排自我反思的時間。就像正念練習一樣，自我反思對自我意識和自我控制有很大幫助。然而，在我們這個永遠在線的世界裡，很難找到時間來思考我們的觀點和行為。所以從小事做起。例如，您可以在每週結束時預留 20 分鐘來反思哪些進展順利，哪些進展不佳。但請記住：不要陷入「打敗自己」的陷阱，並花時間哀嘆自己沒有完成的事情或應該以不同的方式做的事情。這樣做只會帶來更多的壓力。

依靠你天生的同理心和同情心。對他人的關懷、同理心和同情心有助於我們生存和發展。就像自我反省一樣，這塊肌肉可能不是你在工作中經常使用的肌肉。但如果你主動問自己一些問題來幫助你理解別人的觀點，你很快就能變得更好。試試這些：

他對這種情況有什麼想法和感覺？

她和我有什麼不同？我們怎麼一樣？

我該怎麼做才能讓他對這種情況和我感覺更好？

當你問自己這些問題時，請記住，我們都有一個故事——生活和工作中的愛、悲傷和歡樂。雖然另一個人的故事可能與你的故事不同，但我們人類的經驗很可能非常相似。儘管很容易將我們充滿衝突的公司歸咎於他人，但讓工作變得更加愉快、富有成效的體驗的最佳方法是依靠我們天生的同理心，學會關心自己和他人，並對我們的感受負責和行動。

Harvard Business ：Who are the change seekers in company culture?

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何者是公司文化的求變者？

by 

• Ursula Kralova  

• from Harvard Business 

Whether or not you believe the  Great Resignation is upon us, it’s safe to assume that how we think about attracting, retaining, and nurturing employees needs to change in light of the upheaval caused by the pandemic. Much of that change will start with company culture — a word that has taken on new meaning this past year.

Culture is an aspect of work particularly important to Gen Z, many of whom are just now entering the workforce after having spent the past two years grappling with the impacts of Covid, as well as social and political injustices around the world. Combined, these events have driven their desire to instill meaning and uprising  into all areas of their lives — including their work.

Fortunately, Gen Z has strong advocates at the top who feel the same. Millennials, another generation known for seeking purpose in their jobs, have now moved into management roles. In fact, more than 60% of millennials now have direct reports, giving them the opportunity to drive real change within their organizations and on the teams they lead.

If you’re among those leading the charge, you may wonder where to start, especially if you are in a management role for the first time. As you consider ways to foster a more meaningful work environment, one that helps your team members grow as both employees and as people, remember that incremental change often has a long-lasting impact.

With more than 20 years of experience leading teams at organizations like McKinsey, T-Mobile, and now at Bloomreach, I’ve seen firsthand how small changes beget large cultural shifts. More specifically, there are five key steps you can take that are likely to have a big impact on your company culture.

1. Unlock The Power of Transparency

For generations that have grown up with all the world’s knowledge just a click away, access to information is important. Your team members will likely place high value on organizations that are transparent about both their successes and business challenges — as well as the roadmap between the two.

As a manager, there a few ways you can be transparent.

First, be as open as you can about the inner workings of your business. Your direct reports should understand what’s driving your decisions as a leader and what part their contributions play in the larger organizational strategy. Once your company sets its quarterly goals, for example, schedule one-on-one meetings with each of your team members and explain how their individual responsibilities fit into the big picture. Then, leave room for questions and feedback. Do they understand why their role is important to the organization’s overall success? Do they see other ways to contribute?

Next, don’t hide business challenges from your team, but do keep in mind that this kind of transparency requires balance. Avoid stating problems without offering some kind of proposed solution or plan of action — otherwise, you risk inciting unnecessary panic. If you remain level-headed and place your focus on the path forward, your team will likely follow suit.

For instance, if you work in sales and lose a big deal, be honest. Provide context and explain how you plan to recover. You might say, “Our competitors won the deal over us this time, but here’s what we learned and what we’re going to change to ensure that doesn’t happen again.”

Finally, when sharing valuable information, remind your team that knowledge comes with responsibility. If you say it’s confidential, then it must remain so. The trust that comes with transparency is a two-way street.

2. Trust Employees To Be Productive From Anywhere

This past year, companies around the world were able to see just how efficient their employees can be without the structure of an office. The freedom to work from anywhere not only allows your people greater balance and flexibility, it also cultivates a culture of trust. It is a way to signal to your employees that you have confidence in their ability to perform even without a manager looking over their shoulder.

Though you may not have control over your company’s work-from-policy, this level of trust can still be achieved in an office. The trick is to focus on outcomes as opposed to hours worked. Try giving your employees the freedom to manage their own projects and schedules, so long as they reach their goals, meet expectations, and deliver results on time.

You can lead by example by making your own calendar open. Schedule gym time or short breaks during your less productive hours, even if those hours are in the middle of the day. Demonstrate that outcomes matter more than the time spent at a desk.

3. Emphasize Autonomy

Today’s employees have big aspirations and no shortage of ambition. If you give them independence and autonomy at work, you’ll stoke that drive rather than stifling it. Once you’ve created an environment where people can thrive — get out of their way.

A manager’s role should be to remove obstacles and provide useful feedback or coaching. The more you can empower your team to figure things out on their own, the more those employees will feel pride and find meaning in the work they’re contributing.

For example, try to share your experiences instead of giving answers when offering learnings to your team. Let them judge if and how your experience might fit into the situation they are trying to solve. It can often be a springboard to an even better idea. This approach keeps people in the driver’s seat as they search for a solution.

4. Explain What Your Company Is Doing For The Greater Good

In a survey from Monster, 74% of Gen Z ranked purpose as more important than a paycheck at work, so show employees the impact your company aims to have on the world. What gives your work meaning, on a large or small scale?

Your answer may come from the impact you’re having on society or the ways in which your product revolutionizes the space you’re in. It may also come from the impact your company has on its employees’ lives: creating meaningful jobs within a community, centering itself as a career launch pad for new graduates, or establishing an inclusive work environment that encourages all to grow and learn.

If you’re struggling to answer this question, think about what you can do as a leader to make your work more purposeful. Can you introduce mentoring programs for your interns or junior team members? Can you partner with nearby universities and offer guest lectures? Can you promote ways for your team to lend their professional expertise to volunteer organizations or small businesses?

5. Focus on The Whole Employee

As established earlier, our jobs are no longer confined to the hours of 9 to 5, nor are they restricted to the four walls of an office. Employees want to know that you recognize the strain this can cause and are actively trying to help. From free therapy and counseling to additional time off or employee fitness programs, there are a myriad of ways you can focus on the whole employee, helping them succeed not only in their professional lives but in their personal lives too.

As a new manager, you can also take smaller, more immediate actions to let your team know you are prioritizing their wellbeing, such as making it clear that you’re logging off at a decent hour and you expect the same from them, promoting “Meeting-Free Mondays,” or encouraging team members to take mental health days as needed (no questions asked).

After decades of enduring company cultures that often seem stale or out of touch, the time has arrived for real change — a new evolution of culture that emphasizes trust, purpose, mission, and employee wellbeing. If you’re finally in a position to affect real change, don’t miss your opportunity.

The results are Millennial Managers Can Change Company Culture for the Better

台北時尚蔬食薈2023-2024月例會活動

歡迎加入時尚蔬食薈吃蔬食救地球活動

別以為暖化問題不嚴重，小心萬物被燒滅

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親愛的時尚食薈會長幹部們暨所有會員們

在此，總會想藉此機會向時尚蔬食薈會長們和全體幹部會員們表達最誠摯的感謝。感謝您們和全體會員的辛勤付出與無私奉獻，您們每次承辦的月例會活動都緊扣宗旨：節能減碳，友善環境，吃蔬食救地這個永續時尚的理念，大家的共同努力讓我們的蔬食會不但得以順利成立，且讓每位參與者深了自己的生存使命：身為地球人需努力維護地球的純綠！就因有利地球，積福家人的單純善信，在會長暨團隊和大家的共同努力下，吸引了志同道合的大家加入這個利己利他的時尚蔬食薈。在總會，各會長和大家的共同努力於互相支持下，各項活動得以順利開展，即提升了大家對蔬食文化的認識，也促進了大家的凝聚力。總會再次感謝各會長及所有加入蔬食薈的幹部會員們，因為有您們，蔬食薈的每次活動才更加圓滿，我們吃蔬食救地球的理念才得以開枝散葉。

目前全球都在進行救地球降溫運動，目前地球因過度使用開發，浪費，已不堪負荷，氣候暖化越來越嚴重，兩年前歐盟等所提出的要達到1.5度C 似乎永遠遙不可及，10月9日總會長在世界投資週論壇中記下了台灣碳權交易所田總經理所講出來的數據：不是每棵樹都能吸收二氧化碳，台灣只有相思樹可以，且只有6-10年的樹才可以吸收非常少的二氧化碳，古樹根本無此功能，現在台灣和全世界所要努力達成的降溫目標是不要升溫至3度。因為到3·3度，全球就會灰飛煙滅，目前的溫度在2·6c 。這些數據在在說明吃蔬食是最有效，最省錢最容易做到的節能減排，防止地球暖化的方式。因此，我們GCIOSGF時尚蔬食薈做了最時尚最永續最友善地球的事，它不但有利地球，有利國家，有利動物，有利環境，它更有利自己與家人的健康和福份！總會堅信這個吃蔬食救地球的話題與活動只會越來越夯，永不退流行。因此，各會長和其團體需承擔起管理推廣整個GCIOSGF時尚蔬食薈吃蔬食救地球的意義非凡的活動團體責任，相信在會長們和其團隊的總籌和帶領下能夠延續其宗旨，更進一步推動拓展，時尚蔬食薈將會有更多創新與突破，和得到更多人的響應與參與。讓我們的友善地球，健康自己的理念越來越深入人心，越多人加入這個時尚過生活，永續救地球，潮健康的蔬食薈，那麼淨零，降低暖化，Go green 就不是一個無法達成目標的口號！

讓我們共同努力，攜手推動蔬食救地球，潮健康，正時尚的活動與發展，為舒適的環境和健康長壽的生活方式貢獻一己之力。期待未來的每一個成就，都是我們共同努力的結果。

謝謝大家！

敬祝  

GCIOSGF時尚蔬食會會務繁榮昌盛興旺！

GCIOSGF總會會長

Dear Fashion Veggie Clubs’ presidents, leaders and all members

Here, we would like to take this opportunity to express our most sincere gratitude to the presidents and all leaders and members of Fashion Veggie Club. Thank you and all members for your hard work and selfless dedication. Each monthly meeting held by you closely adheres to the purpose: energy saving and carbon reduction, friendliness to the environment, and the sustainable and fashionable concept of eating vegetables to save the earth, and strive to make our Fashion Veggie Clubs was not only successfully established, but also allowed each participant to understand our own survival mission: as earthlings, we must work hard to maintain the pure greenness of the earth! Because it is good for the earth, the simple benevolence of Accumulating blessings for our families , with the joint efforts of the president, team and everyone, has attracted like-minded people to join the fashion veggie club-gathering that benefits both self and others. At the federation of GCIOSGF with the joint efforts of the presidents and everyone and mutual support, various activities were carried out smoothly, which not only enhanced everyone’s understanding of vegetarian culture, but also promoted everyone‘s cohesion. Once again, the presidents of the Federation GCIOSGF and all the cadres and members who have joined Fashion Veggie Clubs,because of you, every activity of GCIOSGF Fashion Veggie Clubs  is more successful, and our concept of eating vegetables to save the earth can be spread.

The world is currently engaged in a global cooling campaign. The earth is currently overloaded due to overuse, development, and waste. Climate warming is getting more and more serious. The goal of reaching 1.5 degrees Celsius proposed by the European Union and others two years ago seems to be forever out of reach. On October 9, the president of GCIOSGF noted the data given by General Manager Tian of the Taiwan Carbon Solution Exchange at the World Investment Week Forum: Not every tree can absorb carbon dioxide. Only acacia trees in Taiwan can, and only 6-10 year-old trees can absorb very little carbon dioxide, but the old trees can’t. Ancient trees have no such function at all. The cooling goal that Taiwan and the world must strive to achieve is not to raise the temperature to 3 degrees. Because at 3.3 degrees, the world will be wiped out. The current temperature is 2.6 degrees Celsius. These data prove that eating a vegetable diet is the most effective, cheapest and easiest way to save energy, reduce emissions, and prevent global warming. Therefore, our GCIOSGF fashionable vegetable food gathering has done the most fashionable, sustainable and earth-friendly thing. It is not only beneficial to the earth, the country, animals, and the environment, but it is also beneficial to the health and well-being of ourselves and our families! I always firmly believe that this topic and activity of eating vegetables to save the earth will only become more and more popular and will never go out of fashion. Therefore, the presidents and their groups need to take on the responsibility of managing and promoting the entire GCIOSGF Fashion Vegetarian Gathering, a meaningful activity group that eats vegetables to save the earth. I believe that under the general planning and leadership of the presidents and their teams, all can continue our purpose. By further promoting the expansion, Fashion Veggie Clubs will have more innovations and breakthroughs, and receive more responses and participation from people. Let our concepts of being kind to the earth and healthy ourselves become more and more popular among the people. The more people join this fashionable life, sustainably save the earth, and trend healthy vegetarian meals gatherings, then net zero and reduce global warming, Go green will not be an impossible to achievable goals!

Let us work together to promote vegetarianism to save the earth, promote healthy and fashionable activities and development, and contribute to a comfortable environment and a healthy and long-lived lifestyle. We look forward to every achievement in the future being the result of our joint efforts.

Thank you all!

右台灣碳權交易所田總經理

Best wishes

GCIOSGF Fashion Veggie Clubs’ events are prosperous and prosperous!

From GCIOSGF General President

 GCIOSGF Newsletter 會訊：

Host : BP Wang & Yen Of STW

Edit: OF of GCIOSGF 

https://forms.gle/BznfYiigynXabUaz8 蔬食薈章程及入會表

綠色的蔬菜，金色的穀物，彩色的蔬果，在蔬食的世界裡，美食不僅是口感，更是一種生活態度。南區時尚蔬食薈十月五日的月例會，也是蔬食薈邁入第二年換屆的首月。感恩您們的主辦參與，祝蔬食薈在各級會長的帶領下，在會員們的積極參與響應下，會務昌盛，隊伍壯大。吃蔬食救地球為更多人願意想要採取參與之行動。

Green vegetables, golden grains, colorful fruits and nuts , in the vegetarian world, food is not only the taste, but also an attitude towards life. The monthly meeting of the Southern District Fashion Veggie Club of GCIOSGF on October 5th is also the first month of the second year of the South TW Fashion Veggie Club of GCIOSGF new leadership of the Vegetarian Club. Thank you for your hosting and participation. I wish Vegetarian Food Club a prosperous conference and a strong team under the leadership of presidents at all levels and the active participation and response of members. Eating vegetarian food to save the earth is an action that more people can and want take and Participate.