text:
Marcia Passos Duffy
Right to the source
When a key position in your company needs to be filled, do you know how to work with a direct-hire recruiter to fill that position quickly and with the right person?
"Direct-hire recruiters need to know not only a laundry list of the job descriptions but also background information on the company, the department and the corporate culture, in order for the positions to not just be filled but be filled by the right employees," says Ruth McCurdy, Vice President of Corporate Connections for Talent Tree, a staffing company based in Houston.
Smart Business spoke with McCurdy about techniques businesses can use to work more efficiently with direct-hire recruiters so they are better equipped to find the right person for the job.
What are some of the mistakes businesses make when working with direct-hire recruiters?
The problem is that often the only information given is the skills and experience needed for the job. Not much insight is given to the recruiter about the company. Many CEOs or business owners tend to look at a recruiter's job as a transaction rather than a relationship. In order for the recruiter to bring the right person to a company, the business owner needs to spend time with the search consultant and talk to him or her about the company, its values, missions, culture and goals. This information goes a long way when the consultant is attempting to fill a vacancy.
It is even better if the direct-hire consultant talks to more than one person in the company for a complete picture. Introduce the consultant to the hiring manager and the supervisor of the department, as well.
How does this kind of legwork help the company?
Despite the high unemployment rate, it is still difficult to find great employees, particularly in specific fields. Often a key position can take months to fill. Many times, CEOs and business owners don't realize the true cost of vacancy.
Once a CEO or business owner of the company realizes that vacancy of key positions results in loss of revenue for the company, it is a great 'aha!' moment and the employment process is suddenly not relegated to just the HR department. One book I recommend CEOs and business owners read on this topic is 'The Workforce Scorecard,' by Mark A. Huselid and Brian E. Becker, which focuses on the importance of managing human capital.
A key position that remains open will affect the overall profitability of the company. Key positions can be in the sales department, but it varies depending on the company. For example, in a chemical company the key positions are scientists; for manufacturing, it's usually engineers; and for pharmaceutical companies, it would be research and development employees. Candidates to fill these positions are often difficult to find, so learning how to work effectively with direct-hire recruiters is very important.
What are some tips for effectively working with direct-hire recruiters to fill these key positions?
- Be open about the position, the reporting relationships and why the job is open. The more the candidate knows about the position, the better.
- Realize that details about salary and job description alone are not enough to get the right candidate in for an interview. The candidate is interested in the big picture. Let the direct-hire recruiter know about the company's values, goals and culture.
- Have the recruiter talk to employees who can tell positive stories about working for the company. Take these stories, or testimonials, and put them on your Web site for potential employees to read.
- Ask the recruiter to take a look at your company's Web site and ask for suggestions to 'brand' the employment aspect of your business. Businesses spend so much time branding products and services but very little time branding their company to attract good employees.
- Develop a partnership with your direct-hire consultant. Don't think of executive recruiters as a 'quick fix' to a pressing problem you are having at the moment in filling a key position.
Remember that you need to be constantly thinking about positions that need to be filled. If your direct-hire recruiter knows your company and understands what you are looking for in a candidate, filling positions will happen much quicker and more successfully.
RUTH MCCURDY is Vice President of Corporate Connections at Talent Tree, www.talenttree.com, a staffing company based in Houston. Reach her at (713) 361-7555 or email@example.com.
A winning equation
Most CEOs and business owners continually strive to improve the quality of a business's product or service in a variety of ways — from new equipment or technology to changes in management to employee incentives. But, quality does not come from superficial adjustments, says Louie Hendon, director of quality programs at Corporate College.
"There are two elements that must be in place if a business is to achieve quality in products or services: good leadership and good teamwork," Hendon says. "And one goes hand in hand with the other."
Smart Business spoke with Hendon about how business owners can achieve quality in their products or services by making some fundamental changes in their leadership style, making teamwork possible.
You say teamwork and leadership are prerequisites to quality. How does that work?
Teamwork is always a top-down approach. The leader needs to be part of the team and not just sitting alone issuing directives from an ivory tower. The CEO of Pillsbury, for example, always walks the shop floor and talks to the employees. He is truly a part of the team. It is important for every supervisor, even midlevel managers, to do this and not insulate themselves from what is happening in the team. This is not micro-managing but simply staying involved and encouraging people to think about teamwork and quality as part of their jobs. Having the leader be part of the team is a critical part to developing a team atmosphere.
At the same time, this kind of leader must also be willing to let go and allow leadership to emerge from a team. Leaders must be able to train their subordinates to take charge and own a project. Leaders need to ask themselves: If I left for a month, would the objectives still be met? The team members must be able to operate independently from the leader. A CEO who becomes a micromanager and does not encourage leadership abilities of individuals below him or her thwarts good teamwork.
Why is this kind of leadership important to creating a good team?
Because you want everyone talking the same language and working toward the same company goals — there should be no disconnect between upper management and staff. For example, if you wandered around your office right now and randomly picked an employee and asked him or her, 'What is one goal for the company this fiscal year?' would that employee know the answer? It is important that everyone does know the goals, and it is the responsibility of the leaders to make sure that everyone understands those goals and is on the same page.
Is this approach to quality possible for every company?
Most traditional companies operate under the idea of a strict hierarchy, with many levels of authority that are increasingly removed from the workers. Employees only hear the 'quality talk' from their CEO once a year, if ever. However, newer, smaller companies inherently use this leadership model because everyone — even the CEO — has to share the load.
It isn't impossible for larger, more established companies to become connected with their employees and 'walk the talk' of teamwork. But the leadership does need to make an effort and, in most cases, it is a huge paradigm shift. This kind of leadership shift is a change businesses must undergo in order to survive in today's global economy. Business owners are beginning to understand that quality initiatives are intricately tied to leadership attitude and many team-building exercises and leadership workshops have been created to fulfill this emerging paradigm shift.
Could you sum up the link between leadership/teamwork and quality?
This basic premise is the same no matter what type of company or industry you are in — service or manufacturing. Basically, it all boils down to good leadership, which is more than just telling people what to do. True leadership encourages teamwork by allowing employees to emerge as leaders and make decisions. When there is team-work, employees understand that they are important in the bigger scheme of the company and feel ownership. When there is a feeling of ownership, high quality of products and services emerge from that feeling.
LOUIE HENDON is the director of quality programs at Corporate College, which offers employers custom-designed training programs to enhance future work force development, job growth and job retention in Northeast Ohio. Contact Corporate College at (216) 987-2917.
Who can fill your shoes?
If you have an executive or senior management role, chances are you haven't given much thought to what would happen if you suddenly had to step down from your position. Would relationships with clients continue on a good note? Would projects continue to run without a hitch? If you can't answer an unequivocal "yes" to these questions, you are not alone.
According to a recent survey, nearly four out of 10 (39 percent) of advertising and marketing executives feel uncertain that someone in their company could fill their shoes if they had to leave. The national poll, developed by The Creative Group, a division of Robert Half International (RHI), included 250 responses from advertising and senior marketing executives from the top 1,000 largest firms in the United States.
"While the majority of ad and marketing executives in our poll reported having a succession plan in place, what is troublesome is that many still do not," says Carrie Muehlemann, branch manager of The Creative Group in St. Louis. "By taking proactive steps, a manager's departure becomes a workable issue rather than an imminent crisis. You need a plan so that someone can step into a role without massive panic."
Smart Business spoke with Muehlemann about the importance of creating a succession plan, and how to develop one.
What are the benefits of creating a succession program for not only advertising and marketing firms, but all companies?
Succession planning lays the groundwork for a smooth transition when a manager moves on, or in the event he or she leaves unexpectedly. It is not only good 'disaster prevention' in case of an employee's sudden departure, but it is good for everyday occur-rences, such as vacation or sick leave. A succession plan helps employees feel secure that there is a plan in place for the business to run as usual, even if key personnel are missing either temporarily or permanently.
What are some common reasons companies don't create succession programs?
Many managers are simply caught up in the present dealing with daily activities, putting out office fires and have trouble making time to plan for the future. Plus, the idea of creating such a plan can be daunting; who really wants to think about and create a plan to replace themselves? A better way to think about succession planning is to look at it not only as a plan of replacement if something happens to the manager, but as a succession plan for when employees are promoted.
What do managers stand to gain from succession planning?
For managers, having a trusted replacement to cover for them while they're away from the office can relieve some day-to-day stress. It certainly diminishes the pressure of what to do during vacations or any leave of absence they may need to take. Managers can rest assured that things will be under control and handled, and work will not be piled up when they return. They also may feel better about accepting a new role either within or outside the organization if there is someone ready to fill their shoes.
In addition, a succession plan helps instill loyalty among employees who are groomed for the next step, as well as the managers who are grooming them.
What qualities should managers look for in potential succession candidates?
Strengths executives may look for in succession candidates are strong leadership skills, communication skills, strategic thinking, commitment to the company and the initiative to execute change. One thing to keep in mind is that a successor may not necessarily be the next in line for that position. It should be an employee who shows leadership abilities, is able to make good decisions, and is ready to take the next step on the career ladder. But that person once identified needs to be moved up to second in command in order to avoid resentment among co-workers. The successor should preferably be someone within the company (as opposed to recruiting new staff) since promoting from within breeds loyalty. Succession also flows more seamlessly from within the company since the employee already understands the corporate culture.
How can managers help candidates grow into leadership roles?
Once a successor is identified, managers need to let that person know immediately. This not only reinforces to the employee that he or she is on an upward career track, but it also offers the chance for the person to decline, if he or she so chooses. Managers may want to include protégés in strategy meetings and discussions to help them acquire planning and leadership skills, as well as a broad vision of the company and its goals. The successor should start to gain ongoing knowledge of the role for the day he or she may need to jump right in. Managers should also provide regular feedback, plus offer perks or incentives to keep these future leaders engaged and committed to their career paths and the company. A trial run, which can occur during the manager's vacation, is a good way to assess if the successor is ready for the job.
CARRIE MUEHLEMANN is branch manager of The Creative Group in St. Louis. Reach her at email@example.com or (314) 621-8367. The Creative Group (www.creativegroup.com), a division of Robert Half International, is a specialized staffing service providing marketing, advertising, creative and Web professionals on a project basis.
Human capital
Successful companies measure everything, from the effectiveness of a marketing campaign to sales quotas to the productivity rate of a new manufacturing operation. But most companies rarely measure the people side of the equation: human capital investments.
"A business's wealth and competitive advantages are not only based upon the hard assets it owns, such as buildings, land and inventory, but also by the knowledge employees bring to a company," says Michael Manser, vice president of human capital solutions for Talent Tree of Houston. "Companies that understand how to measure human capital are the ones that have become the most successful companies today and will hold that success in the future."
Smart Business spoke with Manser about the importance of measuring human capital and some simple formulas to get you started on measuring the "people power" of your own business.
First, what exactly is considered 'human capital,' and why has it become so important?
Human capital is the collective set of skills, dexterity, intelligence and psychological makeup and judgment of your staff.
What we have seen in the past 10 years is an increasing importance in human capital in relation to the revenue of a company. For example, when a company changes its CEO, you will see the stock either go up or down. If the CEO makes a difference in future performance, why not the vice president of sales, a CFO or a key scientist? These employees all have value and an impact on the bottom line.
It has become so important that stock analysts are now looking very closely at the movement of employees.
How can business owners measure human capital?
Employees are often not part of the financial table of the company. But there is a simple way business owners can get some basic information about the value of their human capital.
Employees can be measured in terms of productivity and efficiency. Productivity equals revenue per employee. For example, if you have 100 employees and your annual revenue is $100 million, the average productivity per employee is $1 million. Efficiency is the net income of a company divided by the employee base. For example, if your $100 million revenue business makes $10 million in net income, your 100 employees drive $1,000 net income per employee.
What can a business owner do with this information?
The interesting part is when you compare these numbers from your own business to that of your competitors. The numbers show if your employees' performance (human capital) is positioning your company to be a leader in market share or return on investment.
Below is a real example of three publicly traded firms. Company A uses this competitive information to confirm it is achieving its desired market strategy of being the profit leader in the space. It is going to also use these benchmarks for value pricing strategies and productivity goals as it expands its presence in the coming years.
|Company A
|Company B
Company C
|Rev. ($mill.)
| Net inc. ($mill.)
| Margin
| Net income
| Productivity
| Efficiency
| Prior Year
Rev. Growth
|Lowest productivity, but highest efficiency
|High productivity; low efficiency situation
|Highest margin, meaning
value proposition, middle of the pack on productivity and efficiency
*Company A confirmed the statistics fit with their desired market strategy of being the profit leader in the space. But they are going to expand their presence in the coming years and will leverage their existing employee base to be even more productive.
Is this the human resources department's role rather than financial department to analyze these statistics?
Yes, HR departments should step up, present this information and take a more strategic role in driving a company's growth. The CFO wil not traditionally show human capital performance metrics as a formula in the financial statement. HR can drive strategy by sharing benchmark data with executive teams and utilizing these financial measures to drive performance standards, and determine staff size relative to market goals.
In today's sophisticated and competitive landscape, we need to ensure we are strategically maximizing every capital investment. These basic human capital measures serve as a bridge between HR and finance, giving CEOs a comprehensive perspective on performance and how it impacts their strategies.
MICHAEL MANSER is the vice president of human capital solutions for Talent Tree, based in Houston. Reach him at (713) 361-7303 or by e-mail at firstname.lastname@example.com.
Beat the downsizing blues
It seems as if every day brings more bad news about the economy. As you watch the approaching clouds of recession, you may wonder if an economic downturn would mean having to downsize your work force.
"Laying off employees is probably the worst task a CEO or business owner must face," says Ryan Matusik, Business Consultant from the Employco Group, a human resource outsourcing company in Westmont, Ill. "It's never easy to let employees go, but the pain can be lessened by following what I refer to as the four 'Cs' of downsizing: confidentiality, compliance, consistency and compassion."
Smart Business spoke with Matusik about how these four Cs can help you prepare for the worst-case scenario.
What is the first thing you need to do to prepare your company for layoffs?
The first 'C,' confidentiality, is important in order to prevent rumors of an impeding layoff leading to speculation as to who will be laid off. If employees learn of an impending layoff before it is official, employees that you want to retain may leave to pursue other options. It is important to perform due diligence and assess the entire situation among appropriate parties before making an official announcement to staff. It is crucial that all parties involved in the decision-making process respect the confidentiality of the matter.
Be mindful of compliance issues — the second 'C' of downsizing. Meet with your lawyer, human resource professional and other trusted advisers to make sure that you are in compliance with all federal and state labor laws. It is important not to single out a particular group of workers and risk violating equal opportunity laws.
Consistency, the third 'C,' comes into play when deciding which employees will be terminated. Do not let emotions play a role in the decision-making process. This decision should be based on past performance and skill set of each employee. This should not be a difficult process as long as your firm has kept up-to-date performance evaluations for all employees.
How should you position the layoffs to your employees?
The fourth 'C,' compassion, is important when addressing staff with the unfortunate news of a layoff. The way you treat employees who have just lost their jobs reflects not only on your company but also on you as a business owner.
Losing a job is an emotional experience for workers and their families. You, as a CEO or the business owner, need to be empathetic to your workers' situations and offer support — however limited that may be.
And what ways should be considered?
There are actually many things that even a cash-strapped company can do to lessen the pain of a layoff.
Provide a severance package. This may not be possible depending upon the financial state of the company. However, even the smallest severance package shows your appreciation for the worker's service to the company.
Provide a useful information package. Include pertinent information about the layoff, including any monies due to the employee, such as vacation or personal time not used; benefits, such as how long the employee is eligible and where to apply for COBRA coverage; and unemployment information.
Provide help in job seeking. Be proactive in directing former employees to local job fairs, resume-writing organizations or outplacement services.
What can you do to minimize low morale among employees after the downsizing?
You need to give your workers an open and honest assessment — through verbal and written communication —about why the layoffs took place. After discussing the reasons for the layoffs, outline steps you are taking to remedy the financial situation. You also need to outline positive steps the company will take to increase revenue, such as landing new accounts or launching new products.
Explain the business plan to the staff and set a goal to reassess the new plan in six months or a year's time. Keep open lines of communication with your current employees on a weekly or even daily basis regarding the status of the company. The key is to be honest and consistent in your message.
RYAN MATUSIK is a Business Consultant with the Employco Group (www.employco.com), a division of The Wilson Companies. Employco handles human resource outsourcing for 400 small and medium-sized Midwest companies. Reach him at (630) 286-7356 or firstname.lastname@example.com.
Under your wing
Entry-level accounting and finance professionals are rarely taken under a mentor's wing, a new survey suggests. According to a poll developed by Accountemps, a specialized staffing service for temporary financial professionals, the majority (58 percent) of the 1,400 CFOs polled said that it is uncommon for newly hired employees to be matched with mentors, either formally or informally, within their organizations.
"Mentoring is one of the best ways for a business to get a new employee up to speed, but it is a practice that is rarely implemented in business," says Melinda Alison, St. Louis regional vice president of Robert Half International, the parent company of Accountemps.
Smart Business spoke with Alison about the reasons businesses should put a mentoring program in place and the benefits it can offer a company.
What are the benefits of a mentoring program, from both from the mentor and protégé point of view?
For the newly hired, having a mentor within the company is a wonderful way for the person to feel secure, supported, and guided on what it takes to be successful in the organization. It also helps employees enhance their own skill sets, which makes them more valuable to the company. For mentors, it allows them to hone their own leadership and communication skills. It is also a huge form of flattery for top workers to be identified as strong employees who are good role models. What this means to the business, ultimately, are happy employees who are, in turn, loyal employees.
Why aren't more companies providing mentors to entry-level staff?
The best explanation is that the benefits of mentoring programs are not yet on many businesses' radar screens. It is not expensive to implement a mentoring program, but it does take time and planning.
What steps need to be taken to create a mentoring program?
Identify the employees' needs. What do your newly hired employees need? Some might need a mentor on technical aspects of the job. Others might need help on communication or leadership skills. Identify the categories of employees that need mentoring. Often, it's not only new employees who need mentoring. See if mentoring can reach other areas of your staff, such as administrative or newly promoted managers.
Identify the mentors. Don't pair an employee with his or her supervisor this does not make for a comfortable mentoring situation. Instead, find employees in another area of the company who have proven track records in managing or coaching employees. The mentor does not necessarily have to be in a leadership role, but, instead, should be a person who has characteristics that you want other employees to learn and emulate.
Get a mentor agreement in writing. You might want to contact your HR department for help on writing up a formal agreement. Identify a timeline for the mentor program with specific goals and objectives.
Track success. Discuss the mentoring program at monthly management meetings and share success stories with the rest of the company.
What can professionals do to find a mentor when their employers don't provide them, either formally or informally?
Some employees who are very career-focused and want to move up within the organization will sometimes seek out informal mentor opportunities on their own. Professionals may need to be proactive in their search and give potential mentors good reasons for wanting to spend time with them. Networking with industry-specific organizations can also pinpoint mentors outside a company.
No one person knows it all, and it's perfectly acceptable to work with more than one mentor at a time. Perhaps one individual might help you hone technical skills, while another provides management expertise or industry knowledge. An experienced mentor can also provide insight into areas that aren't taught in school but are essential to career success, such as office protocol and how to handle sensitive situations. Your number one priority should be to maximize what you can learn from a mentor.
Employees both those in need of mentoring, and those that feel that they have the capacity to become mentors should discuss the benefits of formal and informal mentoring opportunities with their supervisor or HR department.
MELINDA ALISON is the St. Louis regional vice president of Robert Half International (www.rhi.com). Reach her at (314) 456-6574 or firstname.lastname@example.com.
The new skills
In the past, the human resource department was often viewed as the paper-pushing, policing and hiring/firing arm of a company. While these tasks still remain important in order for businesses to run efficiently, the character of many HR departments is changing with the times, says Kenyon Mau, training consultant with Corporate College, based in Cleveland, a training center for businesses in Northeast Ohio.
"Human resource professionals, by necessity, are becoming more customer-centered," says Mau. "They are becoming employee advocates, trainers, recruiters, coaches and consultants to management."
Smart Business spoke with Mau about why this change occurred and how business owners and CEOs can best utilize the HR department to recruit and retain employees.
Why is the role of HR changing?
In the past, people stayed with companies longer — sometimes for their entire careers. So, the role of HR consisted of form-filing, record-keeping and generally depersonalized tasks to keep employees records and payments orderly. Many HR departments in companies still operate this way. However, the trend is to better utilize the HR personnel to interact more with employees and their concerns and problems.
This trend has happened for three reasons. First, many companies have — out of economic necessity — 'flattened' themselves, creating less layers of departments, so fewer people are around to do this kind of employee-counseling work. Second, HR departments have become more efficient because of technology. Lastly, the hiring environment today is very competitive, so HR often needs to step in to help recruit and retain talent.
What kind of skill sets do HR managers need in order to effectively step into this new role?
Human resources personnel need to be some of the more versatile employees of a company. They not only have to be completely computer-savvy with systems and databases to track employee information, but they also must have many soft skills to interact with employees. The HR manager also must be willing to take a leadership role in implementing changes in a corporate culture. These people skills and leadership skills are paramount for a HR manager to be able to recruit and retain employees.
How can HR managers have an influence on lessening the impact of the talent shortage in their companies?
The first person in a company a prospective employee meets is most likely the HR manager; the attitude of the HR manager toward the candidate can make or break the candidate's decision to work for a company.
In the past, HR and hiring managers had a 'what can you do for us' attitude with job candidates. In this new talent-shortage environment, businesses that are successful in recruiting are asking prospective employees: 'What can we do for you?'
This paradigm shift is important for several reasons. First, the generation that is coming into the work force now has a very different take on work than the previous post-WWII generation; members of this generation don't expect to stay at a job for the duration of their careers. Many of them know that there are plenty of opportunities at the moment and, therefore, tend not to be as loyal as their predecessors, and many expect companies to offer life-balance benefits, such as flex-time, telecommuting, etc.
The conversation that needs to happen between the HR manager and the prospective employee is very different than the conversation in the past. It is more of a two-way conversation and a partnership.
What is one question an HR manager could ask a potential candidate that would reflect that shift in attitude?
One question an HR manager who is screening potential candidates could ask, along with the other important interview questions, is, 'What will get you up in the morning, other than a paycheck?' Listen very closely to the answer. The answer is very important because it reveals motivation. That answer could range from feeling engaged, being creative, making a difference, having good co-workers, getting good training, etc.
This information could then be passed on to the hiring manager, who could then implement some kind of a goal and incentive plan if the candidate is hired.
How could the HR manager help to not only recruit but also retain employees?
The No. 1 reason people leave jobs is not financial, but because of conflicts with managers. The HR person can be instrumental in helping resolve conflicts by acting as mediator and counselor. The employee often will not go to the manager with concerns but will go to the HR department for guidance.
The troubling fact is that if an employee is not happy, he or she will leave — and will do it in a heartbeat because there are ample opportunities elsewhere. But, an employee will think twice about leaving if the business cares about the employee's concerns and is willing to take some kind of action to help create a better work environment. That is where the HR department can step in to fill that gap and help influence retention.
KENYON MAU is a training consultant with Corporate College, www.corporatecollege.com, based in Cleveland, which offers employers affordable, cutting-edge and custom-designed training programs to enhance future work force development, job growth and job retention in Northeast Ohio. Reach Mau at (216) 987-2925 or email@example.com.
Temporary services make cents
While many business owners consider using temporary service workers for primarily traditional support functions — such as receptionists, secretaries and assistants — a new breed of temporary services firms has emerged that can help businesses overcome worker shortages in a variety of specialties and higher-function roles.
"Temporary firms are now highly specialized," says Rob Wilson, president of The Employco Group, an Illinois-based human resource firm. "This opens up a whole world of time and money savings opportunities for a business."
Smart Business spoke with Wilson about how businesses can best use temporary employees to help improve their bottom line.
Could you give an example of the types of specialized temporary firms that are available today?
There are temporary firms that specialize in placing workers with experience in manufacturing, accounting, nursing, IT, engineering, marketing and even executive roles, such as CEOs or CFOs. The places in which these workers are placed also range widely from offices to hospitals to industrial and construction sites.
Why is there a demand for such a wide range of temporary workers?
Typical reasons why businesses need temporary workers include the short-term vacancy of a full-time employee for vacation, maternity leave or medical leave. There has also traditionally been high demand for temporary workers in industries that are cyclical, such as retail or assembly work.
But with the uncertainty of the economy, the high cost of health care for employees and the current talent shortage, the reasons for hiring temporary workers have changed. Temporary workers are now hired for long-term staffing solutions. This can save a business money because the onus is on the staffing firm for the employee's taxes, health care, hiring and firing.
Where are you seeing the biggest growth in temporary service placements?
Businesses are demanding more accountants, IT workers and engineers, and hospitals have an increased need for nurses. We're also seeing a high demand for companies that need workers to help them start up or shut down a division or help a business make the transition to relocate to another part of the country. In these cases, these temporary executives can stay at a business for two months or two years.
Generally, what kind of worker or executive decides to only take on temporary assignments?
We see individuals with a lot of experience who have retired after 20 or 30 years of service. These people are usually collecting retirement benefits or pensions. What they want is to supplement their retirement income — but they don't want to commit to a part- or full-time job.
Other younger temporary workers consider themselves more like consultants than 'temp' workers. They do not want the constraints of a full-time job and consider themselves sole proprietors.
What, then, is the difference between hiring a temporary executive and a consultant?
Bigger companies usually have a stable of consultants that they can contact whenever it is needed. However, the small-to-mediumsized company often does not. It is very time-consuming to find the right consultant for a particular job, particularly if a company does not have a human resources department. Using a specialized temporary staffing firm gives a company the benefits of tapping into talent that is available immediately. And, if the person is not the right fit, there is no firing involved; the temporary agency can replace that person with a better fit.
What questions should a business owner ask a firm when trying to make a selection?
- Does the firm have a specialty or specialties? Do these specialties match up with
your needs?
- Can the firm provide personnel who are
familiar with your type of industry or the
specialties you are looking for?
- How well can the firm source these people for you?
- Does the firm have multiple candidates it
can send?
- How well-documented are these
employees from an immigration standpoint?
- What are the costs — are they competitive with other staffing firms?
How can using a temporary service firm help a business save money?
Typically, a business will pay a staffing company within 30 to 60 days. So, instead of paying an employee each week the business has the benefit of keeping cash longer — thus improving its cash flow. The business is also not responsible for paying the temporary employee vacation, sick time, disability, health care, 401(k) or other benefits.
ROB WILSON is president of The Employco Group (www.employco.com), a division of The Wilson Companies. Employco handles human resource operations for 400 small and medium-sized Midwest companies. Contact Wilson at (630) 286-7345 or by e-mail at email@example.com.
A little levity
Employees love a boss who has a good sense of humor and, according to a new survey, most bosses already have a funny bone. Ninety-seven percent of professionals polled felt it is important for managers to be able to laugh at themselves or at difficult situations; and 87 percent of workers surveyed said that their supervisors were, in fact, witty.
The survey was developed by Robert Half International the world's first and largest staffing service specializing in accounting, finance and information technology and included responses from 492 full- or part-time workers 18 years of age or older and employed in office environments.
"The bosses most people enjoy working with know how to laugh and look at the lighter side of things," says Lisa Morgan, branch manager with Robert Half International's Akron, Ohio, office. "It's not only the wittiness that people enjoy, but it is the fact that a sense of humor makes you more approachable and personable."
Smart Business spoke with Morgan about how work and humor can mix and how levity can be used to build rapport with staff and ease stressful situations.
Why is it important for a manager to have a good sense of humor at work?
If you think of the times when you had to be around a dour-type personality, you already know how difficult it can be to work with someone who never cracks a smile. Approaching someone who is always serious can be difficult. Subordinates are less likely to approach this type of manager to express ideas or ask questions. It is much harder to build rapport with staff if a manager never laughs. Frankly, these people are missing out on a lot of great exchanges with their employees because they are not as approachable as the more lighthearted bosses.
What does a 'good sense of humor' in the workplace mean?
When you are defining a 'sense of humor' in a boss, it is not someone who is always clowning around, has a roster of good jokes or is always quick and witty. Not everyone has those talents, or is a natural-born comedian. But, a manager with a good sense of humor can appreciate humor in situations or laugh at others' jokes or humor. Often, a boss can show a good sense of humor without even saying a word, but by simply laughing at a good joke. Bosses with a good sense of humor also laugh at themselves or poke fun at their own foibles.
Can humor be taken too far?
Yes, it can. Managers need to be very careful not to make one person the target of all the jokes. It is okay to make fun of situations or yourself, but not any one person in particular.
There is also a time and place for humor. While injecting a humorous comment in a tense situation is often a welcome relief, there are times when humor is inappropriate. For example: During a serious performance discussion, or in a crisis situation when quick action is needed. The bottom line is that if humor hurts someone, you have crossed the line.
Also, the primary function of the work-place is to get work done. So if someone is cracking jokes all day, he or she is probably not very productive.
Would you consider sarcasm a form a humor that's appropriate for the workplace?
I think sarcasm is a dangerous form of humor. The problem with sarcasm is that there could be a problem differentiating what a person's sarcastic comment means, and that uncertainty can put people off. When a person uses a lot of sarcasm, others often don't know when that person is kidding or serious. So, I would stay away from sarcasm.
Do you have any advice for the overly serious manager?
Our survey indicated that 87 percent of employees said that their superiors had a good sense of humor. For the 13 percent of those bosses with little to no funny bone, I would suggest that they lighten up a little. This doesn't mean they have to start cracking jokes, but maybe start small by simply smiling at a joke made by a co-worker. You can find humor in almost any situation, and a mutual joke helps a manager build rapport with someone quicker and helps to gain respect.
LISA MORGAN is the branch manager of Robert Half International in Akron, Ohio. Robert Half International has more than 350 staffing locations in North America, Europe and the Asia-Pacific region, and offers online job search services at www.rhi.com. Reach Morgan at firstname.lastname@example.com or (330) 253-8367.
Qualities of business leaders
Good old-fashioned honesty continues to be a highly coveted trait for leaders in corporate America. According to 31 percent of chief financial officers polled in a recent survey, integrity is the most important quality for a business leader to possess, followed closely by experience and communication skills.
The survey, developed by Robert Half Management Resources, the world's premier provider of senior-level accounting and finance professionals on a project and interim basis, was conducted by an independent research firm and includes responses from 1,400 CFOs from a random sample of U.S. companies with 20 or more employees.
"Integrity in both managing assets and managing people has always been important in business," says Cecil Gregg, president of the Southwest District of Robert Half International. "But in today's environment, it is not only important for a CFO to be honest, he or she also must able to communicate that integrity."
Smart Business spoke with Gregg about the importance of the interrelationship of integrity and communication skills.
Why is it important to not only be honest but be able to communicate integrity?
The corporate scandals of the recent past have underscored the need for sound corporate practices and transparency in financial reporting. Financial executives must have not only the technical expertise and knowledge to do this correctly, but they also must be able to effectively communicate complex concepts to other people from many walks of life from investors to board members and the general public in language that everyone can understand. Communicating openly is the key to motivating and inspiring people, as well as fostering trust.
Many of the CFOs who have risen through the ranks have excellent communication skills, and frankly, those that have experience and integrity are much better positioned if they are able to communicate openly to others. For those assuming the CFO role, it has become a prerequisite that these leaders are competent interacting externally with investors, analysts and the media, as well as internally with key leaders and staff.
Employees also look to their leaders to practice what they preach. Anyone can say the right thing, but an honest leader's actions back it up.
How can the lack of communication hurt a CFO's perceived integrity?
Without frequent communication, honest actions can sometimes be perceived as dishonest either by employees or by outsiders looking in. Actions may be misrep-resented or misunderstood if they are not openly discussed.
For example, take the scenario of a corporate buyout when decisions need to be made about the acquired company's leadership. Evaluations about the acquired company's employees are usually made behind the scenes and naturally, should never be discussed or publicized. But there are two sides to every story, and those that are shut out of the buyout most likely will not have positive things to say. Before that happens, however, good leaders with integrity will come forth and explain why key leadership moves were made or not made. It takes a leader with strong integrity, experience and communication skills to walk that fine line of explaining reasons without damaging anyone's reputation and sharing the wisdom of the decision made to key stakeholders.
The key is to keep communication open and decision-making transparent, because in the long run, the more insiders and outsiders know about how a company operates, the more comfortable people feel about the integrity of its leaders.
It sounds like the role of the CFO has become more complex over the years.
The CFO's job has definitely become more demanding, particularly with the Sarbanes-Oxley Act and more complex financial reporting requirements. CFOs also have more paperwork and administrative duties than in the past. At the same time, the demand to communicate this information is intense. CFOs need to understand more deeply and feel comfortable that their company is operating in full and transparent disclosure.
What are companies doing to effectively groom accounting professionals to assume today's CFO roles?
Offering a mentoring program is certainly an effective way to do this. Many firms have implemented or enhanced their ethics training for employees. Those fresh from colleges and business schools are more aware of ethics because of the corporate scandals. Some companies are also assisting professionals with tuition reimbursement for CPA or MBA degrees, as well as attaining professional certifications.
CECIL GREGG is president of the Southwest District of Robert Half International, and is based in Houston. Reach him at (281) 296-2812 or by e-mail at email@example.com. A division of Robert Half International, Robert Half Management Resources has more than 140 offices throughout North America, Europe and the Asia-Pacific region, and offers online job search services at www.roberthalfmr.com.


text:
Get your boat in ship-shape with top-notch replacement parts for bottom dollar!
This is a complete drop-in replacement Control Cable for engines 1965 and up. Stainless steel and brass fittings. Stainless steel cable wire.
State Cable Length, as available in the Shopping Cart below. Order yours ONLINE today!
Sierra® Single Lever 600A-type Control Cables forMercury® / Mercruiser® / Mariner® engines
You qualify for a free gift. It will be added to your cart automatically.
Shop Similar Items
to find something that we have now or that can be backordered.
If you would like to be notified when we have this item available for sale, click
and enter your email address to receive an email notification.

subset: commoncrawl


text:
To learn more about the intricate process of bone marrow transplantation, it is important to first learn about the blood and its components. Listed in the directory below you will find additional information regarding the anatomy of blood and bone marrow transplantation, for which we have provided a brief overview.
If you cannot find the information in which you are interested, please visit the Transplantation Online Resources page in this Web site for an Internet/World Wide Web address that may contain additional information on that topic.
Overview of Blood and Blood Components
Bone Marrow Transplantation
Last reviewed: 3/19/2011
Topic Index
Bone Marrow
The Heart
The Kidneys
The Liver
The Lungs
Chronic Illness and Transplantation Issues and the Adolescent
Online Resources


text:
Motown's Bryan Terrell Clark takes viewers inside "Studio B," where he's got a hat for every occasion, a life-saving coffeemaker and his mood-setting Marvin Gaye connection.
In an exclusive interview, mega-producer Cameron Mackintosh talks to Broadway.com's Imogen Lloyd Webber about Susan Boyle's game-changing "Dream," the new Miss Saigon and memories of Judi Dench almost starring in Cats.March 20, 2014
In the final Lion King character study video, South African actor Andile Gumbi brings us behind the scenes as he transforms into the "energetic" Simba. Find out what similarities Prince Simba has to an African warrior.November 13, 2012
Here, friends, grab a tissue. You'll need it. This is the final episode of The Princess Diary. Get ready to laugh, cry and say goodbye to Laura Osnes, Santino Fontana, dear Herman and everyone at Cinderella on Broadway.January 29, 2014
Feel all the feelings as you watch Kelli O'Hara and Steven Pasquale in footage from Broadway's lushly romantic Bridges of Madison County.February 28, 2014
Get a taste of the national tour of The Book of Mormon.September 1, 2013
"Dancing Queen" from the smash hit Broadway musical "Mamma Mia!"January 25, 2010
In the first episode of Looks Not Books, Matilda's Lesli Margherita brings viewers backstage of the Shubert Theatre and shares her obsession with tights, video games and Robert Pattinson. Taylor Trensch stops by to share some, um, kind words.October 7, 2013
As the shaman Rafiki, Tshidi Manye kicks off The Lion King with the signature song "Circle of Life." Hear how the South African actress prepares before each show and how the role is a connection to her culture.November 12, 2012
Bryce Pinkham dispels the myth that people backstage at A Gentleman's Guide to Love and Murder take themselves too seriously.March 20, 2014
Watch Tony nominee Jessie Mueller channel singer/songwriter Carole King with this sneak peek at Broadway's Beautiful. Tap your toes to these show clips, then see the new musical at the Stephen Sondheim Theatre beginning November 21.November 20, 2013
"Rock of Ages" star Constantine Maroulis sings "I Wanna Rock"January 21, 2010


text:
With the new Jackie Robinson biopic "42" opening this week, take a look at our picks for the top 25 sports movies of all time.
No. 8: "Major League" (1989) was a hit baseball comedy starring Tom Berenger, Corbin Bernsen and Charlie Sheen, and stars-on-the-rise Wesley Snipes and Dennis Haysbert.


text:
Fly Free Collar for Cows
Fly Free Zone
Fly-repellent collar that creates an actual "fly-free" zones several inches from the cow's face and neck. Protects cows from biting and disease-transmitting flies, gnats and mosquitoes. All-natural, inner cork contains 65% Citronella, 20% Cedar Oil & 12% Penny Royal to repel pesky flies for up to 2 months.
Endorsed by the creator of Defy the Fly!
Customers Ratings and Reviews
Write an online review and share your thoughts with other customers


text:
It sounds like a drain, but you need to rule out the water supply side as a possibility. You can remove the flanges or escutcheons around the valve handle and the shower heads. Use a flashlight, run the water and look for signs of a leak.
Assuming it is the drain, you are going to have to open up more ceiling. Water travels along subfloor and along joists, which is why you have it appearing in many places. The most likely leaks will be directly under the tub or shower drains. At these locations, there should be an opening in the subfloor, so if you open the ceiling at that spot, you should be able to see something.
One last idea: do these leaks appear during a shower or mostly connected with a bath? If anyone is in the habit of filling the tub above the overflow plate, there is a gasket here on the back of the tub. Check this out.


text:
Recent Stories
A volume of light
Audemars Piguet is pleased to launch the fifth video of its intimate conversation series, this time talking to British photographer Dan Holdsworth.
Full collection
From the iconic Royal Oak, sporty Royal Oak Offshore, contemporary Millenary, and classic Jules Audemars and Tradition collections, comes a bold and prestigious line-up with a precious twist.
A History of Art & Innovation
Our timepieces are inextricably tied to our history. They are the result of craft honed over generations, combined with a commitment to following our own way.Discovery Our Story
Audemars Piguet History
Rooted in the watchmaking tradition of the Vallee De Joux since 1875.
Heritage #1Learn More About Our History


text:
Understanding Citrix®Provisioning Services 7.0
Citrix Provisioning Services is designed to connect to administrative roles within a Citrix Provisioning Services farm. A Citrix Provisioning Services administrator role is to govern the components an administrator can manage or view in the Citrix Provisioning Console. There are several components that make up a Citrix Provisioning Services farm that are explained in this article by Puthiyavan Udayakumar, author of Getting Started with Citrix®Provisioning Services 7.0, along with system requirements for running the software.Read Understanding Citrix®Provisioning Services 7.0 in full
Improving proximity filtering with KNN
In this article by Paolo Corti, Thomas J Kraft, Stephen Vincent Mather, and Bborie Park, authors of PostGIS Cookbook, you will learn how to make use of KNN filters to increase the performance of proximity queries.
PostGIS Cookbook uses a problem-solving approach to help you acquire a solid understanding of PostGIS. Hopefully, this book provides answers to some common spatial questions and gives you the inspiration and confidence to use and enhance PostGIS in finding solutions to challenging spatial problems.Read Improving proximity filtering with KNN in full
Diagnostic leveraging of the Accelerated POC with the CRM Online service
This article written by Chandru Shankar, Vincent Bellefroid, and Nilesh Thakkar, the authors of the book Customer Success with Microsoft Dynamics Sure Step discusses the activities and covers in detail the Decision Accelerator Offerings that help to accelerate the sales cycles and bring them to a close while also helping the customer with their due diligence process.Read Diagnostic leveraging of the Accelerated POC with the CRM Online service in full
Good time management in CasperJS tests
In this article by Éric Bréhault, the author of Instant Testing with CasperJS, we will learn how to test our use case with CasperJS and how timing is everything.Read Good time management in CasperJS tests in full
The Design Documentation
In this article by Hersey Cartwright, author of VMware vSphere 5.x Datacenter Design Cookbook, we will cover the following topics:
- Creating the architecture design document
- Writing an implementation plan
- Developing an installation guide
- Creating a validation test plan
- Writing operational procedures
- Presenting the design
- Implementing the design
XenApp® Policies
In this article by Esther Barthel MSc, the author of book Citrix® XenApp® 6.5 Expert Cookbook, we will cover the following topics:
- Creating a XenApp Computer or User policy
- Adding filters to a policy
- Comparing XenApp policies and templates
- Simulating connection scenarios with Citrix® policies
- Configuring policy priorities and exceptions
Branding SharePoint with Device Channels and Design Packages
In this article by John Chapman, author of the book SharePoint 2013 WCM Advanced Cookbook, we will cover packaging out-of-the-box branding elements and targeting the branding for specific devices. We will cover the following recipes:
- Creating a device channel for mobile devices
- Applying a master page to a device channel
- Creating and exporting a design package
- Importing and applying a design package
- Importing a design package to all site collections with PowerShell
- Listing the device channel master pages


text:
Dr. Ferlini, the Research Institute's director of cancer research, is a world-renowned physician-researcher.
The new organization - comprising Danbury Hospital, New Milford Hospital, Norwalk Hospital and their affiliates - includes some 822 beds that will have a unified mission to promote the health and well-being of people in the communities it serves.
Families with children in crisis will have access to a private pediatric treatment area tailored to meet the unique medical needs of young patients when Danbury Hospital opens its state-of-the-art Emergency Department next spring. "Kids are not little adults," said Dr. Arguello. "They have specific health care needs."
The purpose of the new Preventive Medicine and Public Health program is to increase the number of preventive medicine physicians and promote greater access to population-based healthcare.
See All News »
See All Events »
A free membership program to empower women towards better health and lifelong wellness for themselves and their families
March is Colorectal Cancer Awareness Month. Although it's the second-leading cause of cancer death in the U.S., it's also preventable through proper screening.
A new health information system for our community and the region that Danbury Hospital serves across Connecticut and New York that enables doctors to better manage patient-focused care
Nutrition information on eating right, recipes, nutrition programs and other good stuff for a healthier you
Select Text Size
For a doctor referral online or call 1-800-516-3658
Advanced Search
Employment and Nursing opportunities at Danbury Hospital.
Easy directions to Danbury Hospital and free parking options.
Find any department or area on the Danbury Hospital campus.
Share your thoughts or concerns with our staff.
Request an appointment, view your bills and pay online.


text:
APNA 2013 Elections
We are pleased to announce the newest members of the APNA Board of Directors and 2014 Nominating Committee:
Please join us in welcoming these members to our Board and Nominating Committee. To all of those who were involved in the electoral process, we extend our sincere appreciation! The members will assume their new positions during the Annual Meeting and Town Hall at the APNA 27th Annual Conference, October 9-12, in San Antonio, Texas.
View the Press Release


text:
Welcome International Customers
We're excited to share our jewelry collection with you!
Just choose your country and currency to personalize your shopping experience.
We're excited to share our jewelry collection with you!
Just choose your country and currency to personalize your shopping experience.
Scott Kay 3.50 Carat Blue Topaz Ring With Diamonds in Sterling Silver
Clearance: $449.99
Scott Kay Black Onyx and .20 ct. t.w. Diamond Ring in Sterling Silver
Clearance: $599.99
Scott Kay Platinum Four-Prong Princess-Cut Engagement Ring Setting With Diamond Accent
Clearance: $620.00
Item#: 165131
Scott Kay is the master of wearable, contemporary style. His sterling silver signature basketweave ring is graced with a 4.30 carat blue topaz center and a .22 ct. t.w. diamond halo. Exceptional craftsmanship and wonderful styling are the characteristics of this sterling silver and 18kt gold ring!
Ross-Simons is pleased to provide Free Shipping on this item in the US. However, no additional discounts apply.
Details Gift
Box Our 100%
1/2 inch
Silver and 18kt
Stone 1:
Topaz TOPAZ: Available in a stunning selection of shades, the topaz's sky blue hue is one of the most popular colors for jewelry designs. Once thought to offer protection, today topaz is favored for its durability and affordability. Yellow topaz is the birthstone for November while blue topaz is for December. (Color: Blue, Quantity: 1, Weight: approx. 4.30 carats, Size: 10x10 mm)
Stone 2:
Diamond Diamond: The hardest and most brilliant of all gemstones, a diamond can make the heart race with its pure and fiery spark. An ancient symbol of love, a diamond is the preferred gemstone for tokens of affection, such as rings, earrings, necklaces and bracelets. Diamond is the birthstone for April. (Quantity: 32, Shape & Cutting Style: Round, Color Grade: G-H, Clarity: SI2, Weight: 0.22 ct. t.w.)
Recently Viewed Items
You May Also Like
Scott Kay "Cypress" 7.10 ct. t.w. London Blue Topaz Station Bangle Bracelet in Sterling Silver. 7"
Price : $985.00
Scott Kay "Cypress" 2.50 ct. t.w. London Blue Topaz and .21 ct. t.w. Diamond Bracelet in Sterling Silver. 7"
Price : $795.00
Scott Kay 6-6.5mm Pearl Link Bracelet in Sterling Silver. 7.5"
Price : $550.00
Scott Kay .15 ct. t.w. Diamond Cuff Bracelet in Sterling Silver. 7"
Clearance: $499.99
Learn More About: Scott Kay Jewelry Topaz Diamond Free Ring Sizer


text:
The Rosen Library will offer extended hours on select days during final exams. Please make note of the following hours:
Our break hours (8am-5pm, Monday through Friday) will begin on Wednesday, April 30th and go through Sunday, May 11th. Normal hours will resume on Monday, May 12th, the first day of the Summer Semester.
Questions? Contact us!
Thanks to Student Outreach Services (SOS), we have both large (full sheet) pink scantrons and small (half sheet) brown scantrons available, while supplies last.
Just stop by and ask for a scantron at the front desk. Please keep in mind that the Rosen campus free scantron program is limited to one per student, per day, as per SOS's policy. Additional scantrons may be purchased in the bookstore. Please plan ahead before exams, as the library and bookstore hours vary.
Please note: we do not carry green or small pink scantrons. These can be purchased in the bookstore.
Questions or suggestions about the free scantron program? Contact Rosen Student Outreach Services at email@example.com. Good luck on your tests!
Did you know that you can reserve a study room in the Rosen Library? We have 3 small group study rooms that are perfect for getting together with your group to work on an assignment or hold a study session. To reserve a study room, simply call us at 407-903-8100, email email@example.com, or stop by the library front desk.
Please know that Rosen study rooms must be reserved at least 24 hours in advance. If a room is not reserved, it is open on a first-come-first-serve basis. This is a busy time of the semester, and we highly recommend reserving a room.
Any questions? Contact us!
The University Writing Center (UWC) offers FREE writing consultations at the Rosen Campus!
Get advice on writing your papers, including tips on developing ideas, structuring your papers, using proper grammar, and much more. The UWC will even assist with non-school writing, such as resumes, job applications, and grad school application essays. The UWC will meet with individuals or groups.
Visit http://uwc.cah.ucf.edu (and click on the TutorTrac logo) or call the UWC at 407-823-2197 to set up an appointment.
The UWC will not be at Rosen during the summer but appointments are available at main campus. The UWC will be back this fall!
Walk-ins without appointments will also be helped, if availability permits. If these hours don't fit your schedule, the UWC also offers remote consultations using phone, chat, or Adobe Connect.
Need help with your accounting & finance courses this semester? Come to the newly formed Accounting/Finance Tutoring Lab in the library! The lab is brought to you by the Accounting and Finance faculty from the department of Hospitality Services, and will operate through exams. You can find the tutoring lab in the large meeting room (120F) in the library.
Hours for the lab are subject to change. Current hours for the Accounting/Finance Tutoring Lab can be found at the following page: hospitality.ucf.edu/tutoringlabschedule.
The Accounting Lab will be open during Spring Exams and then closed for the summer. It will resume hours during the fall semester.
Please note that the Library does not run the Accounting/Tutoring Lab. We are simply providing the information as a courtesy.
Need a ride to main campus? Take the shuttle provided by UCF Parking and Transportation Services. The shuttle makes several round trips each day, Monday through Friday, from the Rosen College parking lot to the main campus near the Student Union and Classroom Building I.
You can find the the complete schedule for the shuttle service at:
Please note: Although not yet listed on the shuttle schedule, due to scheduled 8:50pm classes at Rosen there will be a final departure from Rosen at 9:00 PM on Mondays through Thursdays Spring of 2014.
Please note: The Rosen shuttle currently does not run on weekends or holidays. The shuttle runs on a modified schedule during final exams.
The Library is not involved in providing shuttle service. We are just providing this information as a courtesy. For more information, contact UCF Parking Services.
Rosen Library Homepage | Ask a Rosen Librarian | Rosen Library Hours


text:
Vocations in which I have engaged: Sound-board operator, typesetter, graphic designer, curriculum developer, imaging-center manager, professional granola maker, box-office manager, course manager, catalog manager, programmer, editor, conference planner, speaker, book-information expert, columnist, reporter, radio guest.
I was trained as a typesetter, one of the last such apprenticed in that profession, and have a degree in graphic design. I learned how to typeset and print on a letterpress in college, and recently took a class to refresh and extend my knowledge. I worked on my elementary school, junior high, high school, and college newspapers, both as an editor and typesetter/graphic designer.
From 2000 to 2013, I wrote a column every two or four weeks for The Seattle Times about Apple stuff. For a decade, I wrote nearly daily at my own wireless data site, Wi-Fi Networking News. I published quite a bit at Ars Technica at times, and still occasionally contribute. Between 1998 and the late 20-oughties, I wrote at various times extensively for The New York Times, Wired, Popular Science, and Business 2.0. I have written something like 20 books, many of them in the Take Control ebook series produced by TidBITS Publishing, and all the rest by Peachpit Press. If you hear me on the radio, that's because I regularly appear on APM's Marketplace Tech Report. I'm occasionally on an NPR program, like All Things Considered, or on my local public-radio station, KUOW. I worked for Amazon for six months in 1996–1997 and never regret having left when I did. I know more than most human beings on the planet about the vagaries of book data, such as page count and authoritative titles. My first computer was a 1979 OSI C1P. I love the smell of letterpress ink, ladybird beetles, and goat-cheese fritters. At one time, I thought HD Radio would be the next big thing in technology. There are probably other things I could tell you that would bore the pants off you. My old site is still reachable with outdated content at links like this and this, but I'm only maintaining it to avoid breaking a few useful static pages.


text:
Two struggling Pacific Division rivals face off Thursday as the Phoenix Coyotes host the Vancouver Canucks. Phoenix is 1-6-0 this month and enters with a four-game losing streak during which it has scored one goal three times. The Coyotes were outscored 7-2 in losses at Winnipeg and St. Louis following a 2-4-0 homestand.Vancouver looks to rebound from an embarrassing 9-1 loss at Anaheim on Wednesday. The Canucks, who have allowed 10 goals while scoring just one over the first two contests of their three-game road trip, surrendered six power-play tallies while collecting 58 of their 73 penalty minutes in the third period. Vancouver has lost seven of its last eight overall games (1-4-3) and six of its last eight on the road.TV: 9 p.m. ET, RSN Pacific (Vancouver), FSN Arizona (Phoenix)ABOUT THE CANUCKS (24-15-9): Vancouver gave the Ducks a 5-on-3 power play for seven minutes in the third period as Tom Sestito and Jannik Hansen each received instigator minors and fighting majors while no Anaheim player was penalized. Sestito collected a total of 22 penalty minutes, Hansen registered 17 and Zack Kassian and defenseman Kevin Bieksa recorded 12 apiece. Joacim Eriksson had an NHL debut he'd like to forget, allowing six goals on 31 shots in relief of fellow rookie Eddie Lack, who was pulled after yielding three tallies on 13 shots.ABOUT THE COYOTES (21-16-9): Phoenix is struggling in every facet of the game since the start of the calendar year. The Coyotes have scored more than three goals just once in their last seven contests while allowing a total of 23 tallies in that span. Mike Smith is 0-5-2 over his last nine appearances, surrendering 25 total goals.OVERTIME1. D Oliver Ekman-Larsson scored the lone goal in each of Phoenix's last two games after going 23 contests without a tally.2. Vancouver G Roberto Luongo remains day-to-day with an ankle injury.3. The Canucks and Coyotes split their first two meetings this season, with each team earning three points.PREDICTION: Canucks 4, Coyotes 3
Preview: Canucks at Coyotes
POSTED: 12:21 AM Jan 16 2014 UPDATED: 12:21 AM Jan 16 2014
Text Size:
Distributed by Internet Broadcasting and The Sports Xchange. This material may not be published, broadcast, rewritten or redistributed.
The views expressed are not those of this site, this station or its affiliated companies. By posting your comments you agree to accept our terms of use.


text:
Amoonguss is one of the best pivots in the RU tier, sporting impressive bulk and a handful of useful resistances as well as an excellent ability in Regenerator, which together allow it to switch in and out repeatedly without much support. Its movepool, while fairly shallow, is tailored to this role perfectly, and in particular contains the coveted Spore. Between these attributes, Amoonguss is capable of taking on a variety of Pokemon, including Sceptile, Feraligatr, and Galvantula, throughout the course of a battle without much fuss.
However, even with all the positive attributes Amoonguss sports, it does get held down by several notable negatives. Amoonguss's low Speed and mediocre Special Attack make it extremely exploitable by a variety of offensive threats after Spore has put something to sleep. Even with Spore available, sleep is a status that is highly prepared for in RU, with nearly every team utilizing any of a Sap Sipper or Vital Spirit user, a Choice user carrying Sleep Talk, Lum Berry sweepers that can take out Amoonguss after a boost, Heal Bell support, or some combination of these to prevent Amoonguss from simply using Spore and incapacitating a Pokemon for the rest of the match. What's more, Amoonguss faces direct competition from its Grass-type cousin Tangrowth, which likewise has access to Regenerator and its own sleep move, while sporting better physical bulk, higher offensive stats, and coverage moves that can better deter common sleep absorbers from switching in for free. While Amoonguss can be a very effective multi-purpose pivot, it must be used with caution in order to avoid being exploited by a metagame well prepared for what it aims to accomplish.
Due to Amoonguss's respectable overall bulk, good defensive typing, and access to Regenerator, it can take on a variety of offensive Pokemon, both physical and special. Spore is a huge draw for Amoonguss, allowing it to cripple any Pokemon unless the opponent carries a Vital Spirit or Sap Sipper user. Giga Drain provides Amoonguss with a moderately powerful STAB attack that also recovers HP, letting it comfortably take on Water-types such as Feraligatr and Lanturn. With Clear Smog, Amoonguss can neutralize stat boosts and hit Grass-types for reasonable damage, allowing it to effectively check an assortment of boosting Grass-, Fighting-, and Water-type Pokemon. On the other hand, Sludge Bomb, while no longer letting Amoonguss indefinitely combat certain boosting sweepers, provides a more powerful secondary STAB. This allows Amoonguss to not only better take on Pokemon such as Substitute + Bulk Up Gallade, but also better threaten incoming Fire-types such as Moltres and Entei, especially with Sludge Bomb's high poison rate. The final move is largely influenced by individual needs. Stun Spore gives Amoonguss a secondary status move to cripple faster Pokemon after Spore has been used, as well as Pokemon unfazed by Spore. Synthesis eases the strain on Regenerator for recovery, allowing Amoonguss to better take on powerful off-the-bat attackers such as Galvantula. Lastly, Hidden Power Fire is an option to hit incoming Steel-types fairly hard, most notably 2HKOing Escavalier and OHKOing Durant, two common switch-ins to Amoonguss.Team Options & Additional Comments >>>
Though commonly regarded as a defensive pivot, Amoonguss has a respectable base 85 Special Attack and access to Regenerator, which allow it to serve as a surprisingly versatile tank. While initially appearing outclassed by the very similar Tangrowth, which has higher physical bulk, Special Attack, and Speed than Amoonguss, the latter has certain traits that allow it to remain useful. Spore is the first of these traits and a natural choice for any Amoonguss set, as being able to incapacitate a single Pokemon with perfect accuracy is a great improvement over Tangrowth's sometimes-shaky Sleep Powder. In addition, its Poison typing and superior special bulk make Amoonguss preferred over Tangrowth against dangerous Grass- and Electric-types, such as Sceptile, Lilligant, and Rotom, while also better handling Bug-types, such as Accelgor, in a pinch. Giga Drain provides Amoonguss with a moderately powerful STAB attack with the added benefit of recovering lost HP, mitigating damage from Life Orb recoil and attacks aimed at it. STAB Sludge Bomb provides respectable neutral coverage alongside Giga Drain, hitting Grass-, Dragon-, Flying-, Fire-, and Bug-types that might otherwise switch in fearlessly. Moreover, Sludge Bomb is capable of hitting common Sap Sipper users, such as Bouffalant and Sawsbuck, that try to switch into Spore or Giga Drain, severely hurting the former and OHKOing the latter. Hidden Power Fire rounds out Amoonguss's coverage, hitting Steel-types hard, preventing Pokemon such as Escavalier and Klinklang from switching in for free after a Pokemon has been put to sleep, and letting Amoonguss switch into Ferroseed and beat it. Hidden Power Ground, while leaving Amoonguss vulnerable to Escavalier and to an extent Durant and Ferroseed, allows Amoonguss to hit Poison-types, most notably Drapion, hard.Team Options & Additional Comments >>>
Other Options
Amoonguss makes for a respectable Rain Dance user, as its solid bulk and good synergy with Water-type Swift Swim users, as well as its ability to use Damp Rock to good effect thanks to Regenerator passively healing it, give it quite a few opportunities to set up rain. Body Slam can be utilized over Stun Spore in order to possibly paralyze Bouffalant and other Sap Sipper users, though its usefulness doesn't extend beyond this. Similarly, Toxic offers Amoonguss the ability to put defensive switch-ins such as Cryogonal on a timer, which can prove more useful than Stun Spore against more defensive teams. Lastly, Substitute allows Amoonguss to use Spore more conservatively while also preventing it from being scared out by strong attacks as quickly.
Checks and Counters
The task of taking on Amoonguss is largely determined by whether or not it has put something to sleep yet. Magmortar can switch in with near impunity thanks to Vital Spirit and threaten Amoonguss with powerful attacks. Sap Sipper Pokemon, most notably Bouffalant, can capitalize on Amoonguss's Grass-type attacks to net an Attack boost and, in Bouffalant's case, threaten it with a powerful Head Charge. Sleep Talk users such as Entei, Escavalier, and Emboar can absorb sleep well and proceed to threaten Amoonguss with their powerful STAB attacks. Lum Berry sweepers such as Swords Dance Gallade and Absol, while not immediately threatening Amoonguss, are capable of setting up on it as it attempts to inflict them with status in vain and KO it in the proceeding turn. However, these Pokemon should remain wary of offensive variants of Amoonguss, which can pressure most Lum Berry carriers with Life Orb-boosted Sludge Bombs. Roselia is capable of switching into Amoonguss with near impunity due to Natural Cure and set up Spikes on it.
After Spore has put an opposing Pokemon to sleep, a lot more Pokemon can check or counter Amoonguss. Steel-types such as Aggron and Klinklang can switch in and potentially set up on Amoonguss thanks to an immunity to Clear Smog, though they must be wary of Stun Spore in doing so. Fire-types such as Moltres and Typhlosion have little trouble switching in on anything in Amoonguss's arsenal barring Stun Spore and Life Orb-boosted Sludge Bombs and can proceed to OHKO with their powerful STAB attacks. Moreover, Pokemon with good special bulk and Substitute such as Substitute + Bulk Up Gallade and Substitute + Calm Mind Uxie can safely set up all over Amoonguss, avoiding both Clear Smog and Stun Spore.


text:
Will Fly You to His Town Will Come To Your Town Will Travel with You
Miami, United States
London, United Kingdom
Sydney, Australia
i play sports..i love to go in spain for holidays
Beutiful Girls, Blonde and Brunette especially
MissTravel.com is a travel dating website that matches generous travelers with attractive travel girls (or guys). If you are a frequent traveler you can easily search, find or meet a hot travel companion, sexy travel mate or beautiful travel buddy. And if you are an attractive travel lover who lacks the financial resources, we'll match you with a traveling sponsor or help you earn frequent flyer miles you may redeem for free travel, free airline tickets and free hotel rooms. Best of all our website is 100% free for attractive men and women.
Copyright © 2010-2014 MissTravel.com - All Rights Reserved
Note: MissTravel.com is strictly an online dating website. Escorts are not welcome.


text:
- Genesis G7.2f Receives Audio Product of the Year from Positive Feedback Online
- Marc Philip of Canada's Magazine Audio awards the Genesis G7.2p loudspeaker "Editors Choice"
- The Genesis G5.3 loudspeaker receives a "Coup de Coeur" from editor Marc Philip of Canada's Magazine Audio
- Premier Canadian hifi magazine The Inner Ear reviews the Genesis Reference Amplifier
- Genesis Loudspeaker Setup Procedure (PDF 1.5 MB)
When he couldn't find a speaker cable he liked enough, Gary decided to design his own. Since then, they have been hailed by customers and reviewers as "ultimate performance at an affordable price". Now, Gary has a full range of superlative speaker cables, interconnects and power cords available on his underground website at www.absolutefidelity.com.
- The Dialectical Audiophile with CEO Gary L Koh
A dialectic is a dialogue between two parties (who may have conflicting viewpoints) and yet wish to seek the truth of the matter through discussion and refinement of those ideas and view points. Join CEO Gary L Koh as he discusses various audio viewpoints, or listening points as the case may be.
Genesis Advanced
Technologies is a leading developer of high-end hi-fi stereo systems.
From cost-no-object high-end loudspeakers to high performance, high
efficiency power amplifiers to Absolute Fidelity® component, loudspeaker,
and power interface cables, Genesis shows its commitment to the absolute
best. Genesis products show uncompromising quality throughout the range
utilizing the same driver and crossover components in every product
from the exclusive, custom flagship loudspeaker system down to the affordable,
petite stand-mounted loudspeaker.
Genesis 7c reviewed by Andre Marc at Audio Video Revolution
Mr. Marc has this to say of the speakers:
"I have had dozens of stand-mounted monitors come through my listening systems, but none have offered this much resolution, immaculate imaging, and precision as the G7c. Other speakers have been more forgiving, and matched the G7c for coherence, but none have allowed me to peer into to a recording as deeply."
Like us on Facebook at www.facebook.com/GenesisAdvancedTechnologies for all our latest news, play lists and musical finds.
Absolute Fidelity Power Interfaces reviewed at Hi-Fi Zine.
Reviewer Patrick Dillon was so impressed with the Absolute Fidelity power interfaces, he had this to say, "The Absolute Fidelity power interface made such an instant impact on the sound that I almost doubted what I was hearing… I find myself thinking my next upgrades have to be Absolute Fidelity cords"


text:
We hope you have all been enjoying the Only One Man tour so far! Those that have attended may have … READ MORE
The wait is over! Dates and venues for Russell's 2014 Uk tour have finally been announced. Details and tickets are … READ MORE
Here is the official tracklisting for Only One Man: 1. Without You 2. Seventeen 3. Tell Me 4. Here Comes … READ MORE
Russell would like to congratulate his dear friends Alain Boublil and Claude-Michel Schönberg on the amazing box office success of … READ MORE
Russell Watson is thrilled to announce a charity concert at Preston Guildhall for Katy Holmes Trust on Friday 6th December, … READ MORE
Russell Watson officially announced details of his new album at an intimate event at the British Grove Studios in London, … READ MORE
Released: Nov 11, 2013More info


text:
NASHVILLE, Tenn. - Goodwill's Career Solutions in Murfreesboro held the first job fair in their new building on Wednesday and it was nothing but a success.
Seven employers interviewed more than 200 applicants during the fair.
It started at 9 a.m. and lasted until 3 p.m. at the building on Memorial Boulevard
Those in attendance were encouraged to bring plenty of resumes and other important documents.
The new Career Solutions facility features a larger computer lab with more
computers, as well as a separate training room which will be used to host
community events, workshops and job fairs such as the one held, Wednesday.


text:
RS Download Links:
Mac Version
Windows Version (FIXED VERSION)
Original Blogpost:
source: Dev-Team Blog - redsn0w in juneQuote:
redsn0w in june
Read the whole post in full before attempting anything!
redsn0w is an easy to use, multi-platform, multi-device jailbreaking and unlocking tool for the iPhone 2G (original iPhone), the iPhone 3G (but not the 3GS) and also the iPod touch (first and second generation). Currently it is available for Windows and Mac OS X (there are some issues using redsn0w with OS X PPC, please use an Intel Mac until we have this problem resolved).
If you want to build custom firmware files with more flexibility it is suggested that you use PwnageTool on Mac OS X.
1. GOLDEN RULE: If you are using a 3G iPhone with yellowsn0w and rely on yellowsn0w to obtain cellular service, then you should NOT use redsn0w right now. Ultrasn0w (the 3G carrier unlock) is not included with this release and therefore your baseband will be locked and unable to use an operator other than the official one it was bought for. UltraSn0w will be released via APT (cydia and icy) soon. If you have an original iPhone (1st generation) then 3.0 carrier unlock works with this redsn0w release.
2. Yellowsn0w in its current form will NOT work with the baseband version that is present in the 3.0 update, you will need Ultrasn0w, which will be released sometime soon, Ultrasn0w will work with all iPhone 3G models (but not 3GS), even ones that were previously unlockable, Ultrasn0w (when available) will be released via APT (this means you will be able to get it via Cydia or Icy).
3. Please read all parts of this post before downloading and using these tools.
4. Read items 1, 2 and 3 again and again.
5. At the bottom of this post are the bittorrent files for the latest version of redsn0w.
6. This app is suitable for the recent 3.0 release
7. redsn0w will NOT work for the iPhone 3GS.
8. redsn0w WILL work for Original iPhone (1st Generation), Original iPod touch, iPod touch 2G and the iPhone 3G (not the iPhone 3GS).
To use redsn0w simply upgrade the device in iTunes to firmware version 3.0 and run redsn0w to activate and jailbreak the device (and if you are using an original iPhone 2G, it will unlock it too!)
* SHA1(redsn0w-mac_0.7.zip)= 284639d37fd6675056814b6c8a5b0583ad91c370
* SHA1(redsn0w-win_0.7.zip)= dbe5052359ae96c17b7821e67b54364e4a1beb01
Official Bittorrent Releases -
* Mac OS X torrent - http://torrents.thepiratebay.org/496...42.TPB.torrent
* Windows torrent - http://torrents.thepiratebay.org/496...34.TPB.torrent
Unofficial Mirrors
The following links are unofficial download mirrors, you download these at your own risk, we accept no responsibility if your computer explodes or if it becomes part of a NASA attacking botnet or even worse if your hands fall off mid-way during the use of these files. We do not check these links or archives and we accept no responsibility with regard to the validity of the files, or with other content these links provide or with the content that is on the linked site. Always check the published SHA1 sums. We would prefer that you downloaded the official bittorrent release that is linked above, but you are welcome to try these if you really must. Mirror owners should email direct links only to email@example.com , please dont place mirrors in the comments as they will be deleted.


text:
Rutland high seniors Quinton Jones and Randall Grier sign Thursday to play football at North Georgia Sports Academy.
The Hurricanes' TyAsia Grayer is living her dream. She recently signed a letter of intent to play college basketball at Middle Georgia State College.
Dublin High School is proud to celebrate three seniors who will be continuing their stellar athletic careers in college.
The Jones County School Board unanimously approved Justin Rogers, former Griffin High School assistant head coach and offensive coordinator, as its next head football coach at its meeting Tuesday night.
Both the boys and girls teams have been extremely successful since the school opened in 2010, but they could use some better facilities.


text:
Amid uncertainty, Milwaukee and Jennings find a common ground
Story Highlights
Both the Bucks and their point guard, Brandon Jennings, face an uncertain future
Jennings enters year without a contract extension; Bucks lack a long-term plan
Also: Get to know: Wizards' Kevin Seraphin; breaking down Miami vs. Memphis
During the Bucks' 2-0 start, Brandon Jennings was leading the way with NBA-best averages of 13 assists and four steals. The 34 points he scored over those two games -- including a last-second three-pointer to beat the Cavaliers -- were inspired by the failure of his contract negotiations.
"It's a humbling experience again for me," Jennings said of his inability to agree to an extension with the Bucks in advance of the Oct. 31 deadline, setting up the 23-year-old point guard to test the free-agent market after the season.
The last time he had so much to prove was during the 2008-09 season, which he spent mainly on the bench as a 19-year-old in Italy. Coming off that experience, he put together a terrific NBA rookie year in which he started every game while leading the Bucks to the playoffs.
"When I went to Europe it was humbling, and this one now -- not getting an extension,'' he said. "So I just go out there and play every game and I just push myself."
So the absence of a new contract was bringing out the best in him?
"Oh, yeah, no doubt," he said. "I can compare this year to the Europe year when I didn't play at all, and I came back from Europe so hungry, just trying to go get it.''
Jennings isn't alone in his uncertainty. The Bucks could make the playoffs and continue to build on the promise of their young roster. Or conspiring events could lead to the departures of everyone from Jennings (who will be a restricted free agent next summer) to shooting guard Monta Ellis (who could opt out to become unrestricted) to coach Scott Skiles and general manager John Hammond, who are each in the final year of their contracts.
"When you use terminology like, 'We're trying to figure it out,' people probably think you've got to be better and you've got to be smarter than to use terminology like that," Hammond said. "But that's where we are. We're a work in progress, and I don't know what road we're going to go down. Can we eventually acquire enough young assets? We have some now, and we're going to have to acquire more. Can we acquire a group that's good enough to contend?"
The Bucks aren't seeking to trade Jennings because they want to keep him and because they're trying to make the playoffs -- trying to win even as they rebuild with youth.
"Everybody wants young players, and they want to see a bright future, but obviously they want to win," Hammond said. "I always talk about what Danny did." He was referring to the course established originally by Celtics president Danny Ainge, which was to rebuild through the draft. Then the Celtics lost the 2007 lottery, and Ainge traded most of his young assets for veterans Ray Allen and Kevin Garnett.
"He sits here today with a championship and still a very competitive team," Hammond said. "And that's where we want to be someday."
That's the ultimate example of figuring it out along the way. The best plans are subservient to unpredictable events.
The Thunder serve as a model for how to develop a small-market franchise. But the Thunder established their foundation of young players first by picking No. 2 when a franchise player was available, which was fortunate because a star like Kevin Durant isn't on the board every year; and also by losing an average of 55 games for four straight years, which is something the Bucks haven't been willing to endure.
"Oklahoma City was built with the second pick, the third pick, the fourth pick and the fifth pick," Hammond said. "The projection for our team going into the season is, if they don't have us as a playoff team, they have us right at the cusp of being in the playoffs. So we're still trying to serve two masters, to be honest with you. We're trying to win now, we're trying to do it with young talent, we're trying to do it with a fair salary structure.
"A top-five pick has a 42 percent chance of being an All-Star," added Hammond, referring to a 20-year study of NBA drafts. "In the last few years, we haven't been drafting in the top five. We've been in the 10-through-15 range the last four years, and it's difficult to do it that way.
"I hate to say these kinds of things because when you're an NBA general manager and you say we're still trying to figure it out, people say you've got to give me something better than that. But sometimes that is the terminology that is appropriate for what we're going through right now. ... I hate to go to the word luck, but small-market teams still need that luck. You need that lottery ball or that pick to fall your way."
The Cavaliers got lucky with LeBron James. The Magic got lucky with Dwight Howard. And the Bulls won the right to select Derrick Rose No. 1 when they entered the 2008 lottery with the ninth-worst record.
On Wednesday, the young Bucks endured their first loss, 108-90 to visiting Memphis and its behemoth front line. Jennings shot 6-for-20 and finished with 20 points and five assists, and his team was outshot 53 percent to 38.5 percent. The hard work will continue all season long, and no one can say where it will lead.
Some quick thoughts on a few hot topics around the NBA:
Q: How much will the Pacers miss Danny Granger whilehe recovers from a knee injury over the next three months?
A: We're seeing the impact right now. The Pacers are struggling to score without Granger and Darren Collison, who tried to push the pace for easy baskets. But they may yet benefit if Granger's injury forces Paul George to become a go-to scorer ahead of schedule.
[Rob Mahoney: Is George up to the challenge for Indiana?]
Q: Should Thunder fans worry about OKC players snapping at each other during games?
A: It may turn out to be a good thing. They're trying to make the hardest NBA move -- from contender to champion -- and there should be accountability between Thabo Sefolosha and Russell Westbrook. Kevin Durant, Serge Ibaka and Kendrick Perkins shouldn't let it slide when they're unhappy with each other's play. The Thunder are approaching that stage in their development where the bottom line is more important than anything. Tension among ambitious people isn't necessarily a bad thing.
Q: How have the devastation of Hurricane Sandy and the ensuing nor'easter storm affected the Knicks and Nets?
A: Who cares?
There are more important issues. Here are two suggestions on how to help:
1. If you'd like to donate goods to the stricken familes of the storms, please visit https://www.facebook.com/SendingSunshine2012.
2. If you'd like to donate money, please visit: jerseyshorerelief.com.


text:
Mercury "Friendship 7" on display in the Milestones of Flight gallery at the National Mall building.
Image Number: 97-16234
Credit: Photo by Eric Long, National Air and Space Museum, Smithsonian Institution
For print or commercial use, please contact: Smithsonian Institution
Reproductions are not currently available. If you would like to use this image as-is, please submit a permission request.
Large JPEG (3000 x 2376 pixels)


text:
13th annual fundraiser stocks local soup kitchen
A line snaked around the Grand Valley Catholic Outreach soup kitchen Saturday morning as hundreds of people waited to receive a handmade bowl and then have it filled with soup. The irony of…
Want to read more?
This article and other exclusive local content now require a subscription. (Learn More)


text:
"If you're not pleased with the FM reception you're getting, hunt up the Godar and give it a try. I think you'll find it a very $ensible antenna choice." -- Thom Moon, $ensible Sound, No. 98, Jan/Feb 2004.
We've tried a lot of different indoor FM antennas in our offices. Most don't work worth a darn. Trouble is, our building has a metal skin over a steel girder frame which destroys an FM antenna's performance. Here's an easy to install, compact FM antenna that really works! Introducing the remarkable Godar Electronics FM-1A "Super Antenna." The FM-1A is compact - only 17" wide, 9.5" deep, and 1" thick. Placement is easy - you can put the FM-1A on top or even underneath your FM tuner! For better reception, place the FM-1A near the window.
Inside the durable high-impact ABS plastic case is a 14-element stainless steel antenna array. The antenna is omni-directional for local stations and directional for distant stations - up to 100 miles away! And the FM-1A is passive, which means properly tuned stations come in clearly without hiss. The FM-1A connects to your tuner via a supplied 75-ohm coaxial cable.
"I like seeing what unusual stations I can pick up from out of the ether. So the Godar is not going back to the dealer; it is my new [FM antenna] of choice. If you're not pleased with the FM reception you're getting, hunt up the Godar and give it a try. I think you'll find it a very $ensible antenna choice."-- Thom Moon, $ensible Sound, No. 98, Jan/Feb 2004
|Product Reviews Click here to review this item
|Ok but not great
Wanted to get an upgrade from the wire antennae that came with my receiver. This is better, but not much. Close by stations come in more clearer, but not much gain in distance stations.
|- John H, FL


text:
For more information about employment opportunities or a career at Dallas Regional Medical Center, please view our job openings and fill out an online application, or contact our Human Resources Department at (214) 320-7798.
Physician Opportunities
Find out more about positions for medical doctors with Dallas Regional Medical Center.
Hospital Opportunities
Apply for open jobs at Dallas Regional Medical Center.
© 2014
1011 North Galloway Avenue, Mesquite, TX 75149


text:
Former Florida TE A.C. Leonard transfers to Tennessee StateFriday, August 3rd, 2012
Ex-Gator A.C Leonard enrolled at Tennessee State and will play there immediately.
Ex-Gator A.C Leonard enrolled at Tennessee State and will play there immediately.
Urban Meyer said at the SEC Spring Meetings in Destin he expected one player to be transferring out of the program shortly, and junior linebacker John Jones made it official this week when he chose to leave the Gators for the Tennessee State Tigers of the Ohio Valley Conference, according to The Tennessean.
Jones, a former four-star linebacker from Sarasota-Booker, saw a stacked Florida depth chart — not only is every linebacker back from last year's team, but freshmen Jon Bostic and Jelani Jenkins will push for playing time — and wanted to go a different school to showcase his talents.
Jones dressed for 13 games in 2008 and compiled 18 tackles, mostly on the kickoff unit. Because Tennessee State is in the Football Championship Subdivision (formerly I-AA), Jones does not have to sit out a year and can play this fall.
Jones told The Tennessean that he sought the advice of his good friend, Arizona Cardinals 2008 first-round pick Dominique Rodgers-Cromartie, a former TSU cornerback who also is from Sarasota.
"Dominique's dad and my dad grew up together, and then me and Dominique played against each other in high school," Jones said. "I looked at the success he had at TSU and I felt like I could do the same thing there."


text:
Snap on 2&4 feat. CharlesJazz
Local fans of old-school funk and soul are likely familiar with Charles "Wigg" Walker's work as frontman for The Dynamites — since forming in 2007, this roof-rattling groove outfit, complete with a blazing horn section, has recorded two full-lengths and toured the world. It's been an impressive rebirth for Walker, a former Chess Records artist and veteran of soul music's '60s and '70s heyday who shared bills at The Apollo Theater with the likes of James Brown and Wilson Pickett. This weekend, Dynamites fans have a chance to savor Walker in a more intimate musical setting: fronting a superb organ trio featuring Hammond B3 powerhouse Charles Treadway, guitarist (and onetime Chet Atkins protegé) Pat Bergeson and drummer Pete Abbott, who's played with everyone from Average White Band and Blood, Sweat and Tears to Tom Jones and Keb' Mo'.
Fri, Feb 8 | 8:00 PM
Nashville Jazz Workshop
$10.00 - $20.00
[Venue Details]