More important, in terms of personal happiness than money, are such things as: marriage, good relationships with friends, family, coworkers; making a contribution; professional status; living fully, immersed in life; manifesting our potential; challenging our mind; exercising our body; developing our heart (caring, connectedness ) and spirit.

Interestingly, studies show that when executives who find they've reached their career limits and aren't getting promoted, adapt by working shorter days and spending more time with family, friends, sports and vacations, they feel stronger, calmer and clearer at which point they're often promoted.

Especially in times of high employment, employers have to go out of their way to attract and retain valuable employees.

Informal conversations help build valuable personal bonds between coworkers, and work friendships are one of the main reasons all of us go to work in the first place.

A Checkpoint Systems survey of 20,000 job applicants found that 28% said they might be tempted to steal from an employer, 22% said they associated with fellow employees who admitted stealing from the company, and 8% admitted they'd stolen money in the past 3 years.

Executives and other managers can create a value-based workplace that increases employee honesty. For example: treating employees with fairness and accurate information, valuing employees' work and personal needs, having a social cause that's genuinely supported. But when employees see the workplace as valuing profit before people or feel unfairly treated, then resentment and an 'everyone for themselves' philosophy grows, leading to greater self-interest and dishonesty. When people feel valued and fairly treated, pride, loyalty and honesty grow.

There's good news about golf as exercise. After studying over 100 golfers for five months, Finnish scientists found that playing 2-3 rounds a week led to striking health benefits golfers lost an average of 3 pounds, dropped an inch around their middle, increased their level of HDL (good) cholesterol, and lowered blood pressure. Unfortunately the key to golf's health benefits is walking the course. A typical 18 hole course is 3-4 miles long, plus side trips into the woods looking for the ball. 60% of Americans do no regular form of exercise and obesity is rapidly growing.

Meanwhile, proof of the benefits of mild and moderate exercise are increasing. It's been said that golf's a good walk, spoiled. But if you want the health benefits of golf, try going without the cart. Then, regardless of your score, your round will be a good walk, helping.

The American Journal of Health Promotion reports a study of 46,000 employees that found that 8% ($24 billion) of total health costs was due to stress related illness. Many research studies have shown that psychological services offered to employees (to help them learn stress reduction techniques, more effectively deal with personal and work problems ) dramatically reduces absenteeism and disability claims, while increasing productivity and morale. It pays to look after employees' personal and professional needs.

How? Create a safe environment in which staff members can say what's on their minds.

Start with positive questions: 'What have you accomplished since our last meeting?' 'What are the challenges you've had to overcome?' This helps you, the affirming manager, know what's going on, reinforces their efforts, and let's team members receive acknowledgment for their accomplishments.

Then ask , 'How can we improve what we're doing?' welcoming all suggestions and inviting concerns or problems in need of solutions. Create a step by step, achievable action plan that can be realistically implemented and measured (when possible).

Also ask, 'As a group, what could we have done better since our last meeting to increase revenues, decrease expenses, save time or make the company a better workplace?' Welcome their ideas and develop the ones that are worthwhile into an action plan.

A more personally risky, but equally valuable question (which might be better asked individually) is 'What can I, as your manager, do differently to better help you accomplish your job and career goals?' Just asking this question is almost always appreciated, especially if you listen factually and non-defensively to what they say and learn what you can about your employees' needs.