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United Nations High Commissioner for Human Rights Zeid Ra'ad Al Hussein has warned the government of Gambia to stop persecuting LGBTIs after it passed laws that would see homosexual 'serial offenders' and people with HIV jailed for the rest of their lives
The United Nations High Commissioner for Human Rights has warned Gambia that it is failing its international human rights commitments by its continued persecution of LGBTI people, citing the passage of new laws that even further criminalize sexual minorities.
Homosexuality was already punishable with up to 14 years in prison in Gambia but earlier this year the government passed a vaguely defined law punishing 'aggravated homosexuality.'
Senior official says culture is no excuse for denying human rights
The US has urged India end to discrimination against LGBTI people and said culture is no excuse for denying human rights.
Sarah Sewall, under-secretary for civilian security, democracy and human rights at the US state department, made the comments yesterday (13 November) while delivering a lecture on human rights in New Delhi.
Kees van Baar, human rights ambassador for the Netherlands, wants to work with corporates to improve life for LGBTIs around world
The new human rights ambassador for the Netherlands wants to work with the world's biggest firms to make the world a better place for LGBTI citizens.
In particular, Kees van Baar hopes to change cultures in countries where homosexuality is illegal, by encouraging big employers to promote diversity for gay, bi and trans employees.
He said it would be one of his aims during his time as the human rights ambassador, a four-year term which started two months ago.
Former US president praises speed of LGBTI movement but warns against complacency
Former US President Bill Clinton last night urged LGBTI activists to continue fighting for equality following recent victories for gay marriage advocates.
'I've never seen a civil rights movement, at least in our country, move as far and as fast as your movement, ever,' he said at the Human Rights Campaign (HRC) annual dinner in Washington DC.
Since the beginning of October, the number of states that allow gay marriage has shot from 19 to 32, as well as the district of Columbia.
The bill was passed in a landslide vote earlier this month
The United Nations human rights office has urged Kyrgyzstan to scrap a draft law that punishes the spreading of 'gay propaganda' with up to a year in jail.
The Kyrgyz parliament passed the Russian-style bill in a landslide vote at its first reading earlier this month.
Korea University council is the first student body to ban discrimination against LGBTI people
The student council of Korea University in Seoul has revised its rules to ban discrimination against LGBTI people after several homophobic incidents on campus.
It is the first student body of a South Korean university to do so.
Earlier this year, a placard welcoming new LGBTI students was torn down by unidentified individuals. A similar incident occured at Ewha Womans University, sparking concerns about homophobia on campuses.
Fireworks will be going off not just for the new year this NYE, but for the first ever same-sex marriage in Scotland
Gay couples hoping to get married in Scotland finally have a date from when they can say their vows, following an announcement today (13 October).
The first official same-sex marriages will take place in Scotland on Hogmanay, 31 December 2014.
The Marriage and Civil Partnership (Scotland) Act will come into force on 16 December. This means any gay couple in a civil partnership can convert it into marriage, free of charge, from that date.
Amnesty International is the latest organization to call upon the President of Chad, Idriss Deby, to scrap a homophobic bill that is currently passing through the Chad parliament
In September, Government ministers voted in favour of a draft law that would make Chad the 37th African state to criminalise same-sex relations.
Its proposed penal code threatens jail sentences of between 15 and 20 years, and a fine of between CFA francs 50,000 to 500,000 (the equivalent of between £60 and £600.)
Ministers said at the time that the law was being introduced to, 'protect the family and to comply with Chadian society'.
The male gender marker will also be removed
A Kenyan transgender activist yesterday won a landmark case to change the name on her high school exam certificate.
The high court gave the Kenya National Examinations Council (KNEC) 45 days to change the name from Andrew Mbugua to Audrey Mbugua on her Kenya Certificate of Secondary Education.
She graduated with an A- grade.
The male gender mark will also be removed and any cost will be met by Mbugua.
Mbugua described her win as 'a huge watershed moment.'
LGBTI advocacy groups are very concerned about the new proposals
UK minister Chris Grayling, who believes B&Bs should have the right to turn away gay couples, wants to choose your human rights.
The Justice Secretary has said if the Conservatives win the next election, he wants to scrap the Human Rights Act by coming up with a new Bill of Rights.
Grayling has also said the Conservatives are prepared to distance itself from the European Convention of Human Rights, which requires rulings in Europe to be complied with in the UK.
On 1 October 1989 Denmark became the first country in the world to provide legal recognition for gay and lesbian couples – taking the first step on the road to marriage equality
Denmark is celebrating its Silver Anniversary of legally recognizing same-sex couples with civil partnerships this week – marking 25 years since it became the first country in the world to provide legal recognition of same-sex relationships.
On 1 October, 1989 the first 11 Danish same-sex couples were wed through civil ceremonies at the Copenhagen Town Hall by the then deputy mayor of the city Tom Ahlberg.
The same civil ceremony that was used for heterosexual couples to marry was used but with the word 'marriage' replaced with 'registered partnership.'
After surviving a total of seven hostile amendments from Egypt, resolution passes 21-16 with seven abstentions
The United Nations Human Rights Council on Friday (26 September) passed a resolution which condemns discrimination based on sexual orientation and gender identity.
Chile, one of the co-sponsors of the resolution, states that it 'does not seek to create new rights. ... There are some whose rights are more violated and need more protection.'
Brazil, Chile, Colombia, Uruguay were joined by 42 additional co-sponsors.
'I'm a person who believes in standing up for his friends'
True Blood actor Joe Manganiello has revealed why he is such a staunch fighter for LGBTI equality.
'I had to watch my friends endure challenges not experienced by the straight community,' he said last weekend in Seattle while accepting the Ally for Equality Award from the Human Rights Campaign.
Manganiello shared how he saw friends in school struggle with their sexuality and having their families not accept them and later he saw friends struggle in the job market or live in secret.
Activists fear the gay marriage bill has been shelved indefinitely
More than forty marriage equality and civil rights groups gathered outside the Taiwanese legislature in Taipei this morning calling on lawmakers to pass a marriage equality bill they say has been deliberately set aside.
They also announced a larger protest that will see 99 civil rights groups surround the Legislative Yuan when it reopens on October 5.
A bill that criminalizes inciting homophobic violence has been approved
About 500 gay rights activists protested outside the Greek parliament in Athens on Friday evening after legislation on civil unions for gay couples was delayed.
Nearly three years after it was first brought to parliament, lawmakers approved a bill that criminalizes the incitement of violence on the basis of race or sexual orientation, but civil unions were left out of legislation.
Justice Minister Haralambos Athanasiou said further study was needed on how the civil unions would affect tax, social insurance and family law.
Adoption and social security rights will also be extended to gay couples
Coahuila on Monday became the first Mexican state to formally approve gay marriage through its legislature.
Lawmakers approved 40 changes to the state's civil code that will extend all marital rights to gay couples, including adoption and social security.
The changes were passed by 19 votes to three and could come into effect as early as next week.
Leftist congressman Samuel Acevedo, who proposed the changes in March, told journalists the change was 'a great step forward.'
The country's Constitutional Court has ruled in favor of a lesbian who wants to step-adopt her partner's biological children
Following a five-year legal battle by a lesbian couple, Colombia's Constitutional Court has ruled that sexual orientation must not be regarded as a discriminating factor by welfare services considering second-parent adoptions.
Ana Leiderman and Veronica Botero, who live in Medellin, share the upbringing of Leiderman's children: a six-year-old girl and a four-year-old boy. Both children were born after Leiderman underwent artificial insemination. The women underwent a civil union in Germany in 2008, and Botero first applied to adopt the-then baby girl five years ago.
Group 'condemns all laws, regulations and rules or practices that discriminate' against an LGBT person
At its annual meeting in Boston this week, the American Bar Association officially adopted a policy recognizing the rights of people who are lesbian, gay, bisexual or transgender as basic human rights.
A four paragraph resolution passed by the association's 560-member House of Delegates condemns laws, regulations, rules and practices that discriminate against LGBT people on the basis of their status and encourages the US government to work to end this discrimination.
Because the leaders of the two African countries refuse to change their laws criminalizing homosexuality, 10 American politicians want President Obama to hit them where it hurts: Their economy
Almost a dozen of America's senators want US President Barack Obama to reconsider trade agreements with Nigeria and Uganda because of their homophobic laws.
Obama is scheduled to meet with African leaders next month from 4 to 6 August during the first-ever African Leaders Summit held in Washington DC.
UK Trans woman Avery Edison was held in a men's prison in Canada in February, and is now filing a complaint to stop it from happening again
A UK trans woman who was held in a men's prison in Canada is filing two human rights complaints.
Avery Edison, a 26-year-old trans woman from London, UK, was detained in February this year when she was travelling to Canada.
Egypt and Sierra Leone put forward a resolution at the UN Human Rights Council on the 'protection of the family' which was passed without language inclusive of LGBTI families with the help of Russia
The United Nations Human Rights Council has passed a resolution on the 'protection of the family,' but attempts to have it amended to recognize there are a variety of family structures – including those headed by LGBTI people – were blocked.
The resolution was put forward by diplomats from Egypt and Sierra Leone during the Human Rights Council's 26th Session yesterday and calls for a plenary panel on the protection of the family and its members at the Human Rights Council's September Council session.
The Government of Mongolia is proposing to pass new laws protecting LGBTIs and ethnic minorities from hate crimes after a wave of attacks by neo-Nazis against vulnerable groups in recent years
LGBTI people and ethnic minorities will be protected from being subjected to hate crimes in Mongolia if a government proposal goes forward.
Homosexuality has been legal in Mongolia since 1961 but homophobic views are pervasive throughout society and LGBTI rights were only discussed in parliament for the first time in April of last year.
LGBTI people have been subjected to a number of severe violent attacks in recent years, as have ethnic minorities, as there has been an up swell in neo-Nazi inspired nationalist groups in the country.
But nation's top diplomat acknowledges 'there's cloud hanging over this journey right now' with anti-gay laws in Uganda, Russia and more
US Secretary of State John Kerry celebrated his country's advances in LGBT equality on Friday (20 June) but said there must be 'push back' against a global trend of rising violence and discrimination against LGBT persons.
'We can palpably feel the wave of new, growing - the trend if you will, in some places for anti-LGBT laws that are metastasizing in various places,' Kerry said at the Gays and Lesbians in Foreign Affairs Agencies Pride Celebration.
Human rights group ARC International is calling for non-government organizations to sign on to a statement calling on the United Nations Human Rights Council to adopt a new resolution ensuring LGBTI rights violations remain a priority at the UN
Non-government organizations from around the world are being invited to endorse a statement calling on the United Nations Human Rights Council to pass a new resolution prioritizing the recording, discussion and attention to human rights violations against LGBTI people in member states.
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text: breaking-bad By August 8, 2013 3:23 PM Share on Facebook Share on Twitter Category: Share on Facebook Share on Twitter More Leave a comment Send to a friend! Print this page Pin it! Reddit This! Share on Tumblr! More from WKDQ School Lunches Not What They Used To Be? The Enhancement Talent – Sting's Historic WWE Debut, Survivor Series Review [VIDEO] Kelsea Ballerini Shares Emotional New Song, 'The First Time' [Exclusive Premiere] Santa Is Stinking Up the Bathroom in a New Ad for "Poo-Pourri" [VIDEO] Best of the Web

subset: commoncrawl


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Yeah, I'm in Sandy... I'm looking for a wingless trunk too... I'll let you know if/when I find one (in case you're still interested in a STi winged trunk).
hey are you in slc? i'm looking for a wingless or STi winged trunk if you wanna trade or when you get the new one


text: SDT Halloween View full-size image < previous next > Is this photo a winner? "For halloween our sorority decided to be the baseball players from A League of Thier Own. We needed a place that could make 18 girls a tee shirt to fit the costume and we found you!!" - SigDelt (Dec 01, 2006) Share this photo on: Twitter Facebook Pinterest Similar Photos: white | sorority | american apparel girly raglan crew | sigma delta tau | halloween | buffalo state Feeling inspired? Visit the CustomInk Design Lab to start your own group order. Design Your Own


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I had a blast spending the afternoon with Georgia at Rollins College shooting her senior portraits. She's sweet, smart, and an awesome lacrosse player!
Georgia's Senior Portraits//August 20, 2014
Vintage Travel Themed Wedding//July 23, 2014
Mission Inn Sangria Shoot//July 16, 2014
I had a blast recently shooting some sangria images for the Mission Inn. And if you're wondering, yes, they're as delicious as they look!
Travel :: Jamaica Inn//July 9, 2014
I can't say enough good things about my recent trip to the Jamaica Inn in Ocho Rios. The resort is adorable, the people are utterly charming, and the food is calorie laden and delicious (everything it should be when you're traveling!) Four days was not enough and I was sad to leave it all behind, but planning a return visit someday gives me something to look forward to!
In Print :: Eleuthera :: Islands Magazine July/August 2014//July 2, 2014
Wonder what it might be like to live in the Bahamas? I found out in this story written and shot for Islands.
In Print :: Sir Bani Yas :: Islands, June 2014//May 13, 2014
Check out my latest story in print in the June 2014 issue of Islands Magazine.
Engagement :: Kendall + Matt//March 31, 2014
Kendall and Matt have such warm, fun personalities. It's a good thing too, because it was (the Florida version of) freezing when we shot their engagement photos out in Daytona! Despite the cold and they wind they, and Kendall's dog, Chance, were troopers and we had a blast! I can't wait for their wedding this fall at Casa Feliz!
On the Road :: Maui//March 24, 2014
In Print :: Islands Magazine April/May 2014 issue :: Abu Dhabi//March 10, 2014
As always, it's super exciting to see my work in print! If you ever make it to the UAE, be sure to visit Abu Dhabi and the Sheikh Zayed Grand Mosque – it's an experience not to be missed!
Refer a friend + get free stuff (because who doesn't love free stuff?)//March 5, 2014
Between the holidays and Valentine's Day, I'm willing to bet you know someone who just got engaged! That's great news for them AND for you because I'm currently running a special referral promotion!
Refer a friend and if they book their wedding photography with Lori Barbely Photography, you will receive a complimentary portrait session.
The nitty-gritty fine print details that you really don't want to read, but probably should:
- Only valid on new wedding bookings
- The wedding couple must provide your name as the source of referral at the time of booking (defined as: when they complete their contract and pay their retainer)
- The Petite Collection is ineligible for this promotion
- You will receive your complimentary session when the completed contract and retainer are received from the wedding couple
- Complimentary session is a one-hour long photo shoot with Lori in the Orlando area and includes high-resolution digital files
- Complimentary sessions must be used within six months and are non-transferable
- Referral promotion expires December 31, 2014
- Not redeemable for cash
If you have any questions, feel free to email me!


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November 28, 2014
LAS VEGAS (AP) - Police say a 22-hour standoff ended overnight with a mother wounded, at least one police officer slightly hurt and two young children rescued from a southeast Las Vegas home.
Police say SWAT officers entered after hearing a gunshot a little before 10 p.m. Tuesday inside the house near Tropicana Avenue and Mountain Vista Street.
Police say the woman retreated to a bathroom with one of the children and shot through the door at police before she was wounded in the head.
She's now hospitalized but is expected to survive.
Police say the woman's husband and 10-year-old son got out of the house before police were called to a domestic dispute a little after 11 p.m. Monday.
The woman stayed barricaded inside all day with her 2- and 3-year-old boys.
Copyright 2014 Associated Press. All rights reserved. This material may not be published, broadcast, rewritten, or redistributed.
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Cuffed Denim Capri
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A wardrobe essential that you can wear again and again. Dressed up or down these denim capris will add texture to your look. Plus size denim capri features a looped waistband that leads to a button front zip fly closure, stitched detailing at back patch pockets and is finished with a 5-pocket style and cuffed detailing at legs.
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November 27, 2014
Police have taken someone suspected in a hit and run accident in South Bend into custody.
One person was hurt in the accident that happened around 7 a.m. Tuesday. It happened on the 11000 block of South Michigan Street near Ivy Tech Community College.
No word yet on how serious the injuries were.
Click Here to access the online Public Inspection File
Viewers with disabilities can get assistance accessing this station's FCC Public Inspection File by contacting the station with the information listed below. Questions or concerns relating to the accessibility of the FCC's online public file system should be directed to the FCC at 888-225-5322, 888-835-5322 (TTY), or email@example.com.


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Category Archives: Organizational Justice
How Leadership Styles and Fairness Can Help Increase Job Performance
Stress is an inevitable part of working life within any organization. Every employee encounters different types of stressful situations, which ultimately shape our attitudes towards, and perceptions of, the organization we work for. The authors of "It's Not Fair….Or Is It? The Role Of Justice And Leadership In Explaining Work Stressor-Job Performance Relationships" proposed that people encounter two types of stress in the workplace, which includes challenge stressors and hindrance stressors.
Challenge stressors consist of stress related to workload, the levels of complexity of a job and time constraints. These stresses are common in most jobs, and can be considered to be a normal part of any work environment. Employees feel that even though Challenge stressors can be burdensome, the employee will ultimately receive some sort of "reward."
Hindrance stressors consist of stress related to ambiguity within the workplace, which involves roles and responsibilities not being clearly defined. It is also related to office politics and unnecessary red tape within the organization. In essence, Hindrance stressors add unnecessary burden on an employee without any perceived benefit.
The researchers acknowledged that both forms of stress can cause an employee mental fatigue and affect job performance. But employees generally have a better acceptance of Challenge stressors because, in the long term, this type of stress can be beneficial for developing our ability to cope with stressful work environments. The study found that different leadership styles within an organization can also have an impact on an employee's stress level.
Transactional Leadership focuses on a transactional exchange between the organization's leader and its employees. Generally, leadership will provide employees with specific deadlines, goals and objectives to complete. Employees can usually expect a system of rewards or punishment in regards to completion of their tasks under specified criteria.
Transformational Leadership focuses communicating the vision, mission and direction of the company to those within the organization. It can also include getting the "buy in" from employees regarding the direction of the organization and allowing them to have an invested stake in the company. In short, it's effective for empowering employees.
The types of stress and leadership we encounter within the workplace can shape whether we perceive the actions of the organization's leadership as being fair or not. This concept of fairness is described as Organizational Justice.
In other words, do we feel that we are being properly compensated for the work stress we endure? If we do not feel that the stress we encounter is "just," then it is bound to negatively impact our overall job performance. As a result, if an employee feels the stress is unwarranted, they will take steps to avoid unnecessary mental fatigue.
To examine the connection between leadership styles, fairness and job performance, researchers performed a study consisting of 339 employees and 88 supervisors.
Employees were asked about their attitudes and beliefs regarding their supervisors and job. They were measured on several items that focused on challenge, hindrance stressors and organizational justice. Questions regarding challenge stressors focused on workload, time constraints and complexity of projects. Hindrance stressors included items such as red tape, contradictory instructions, ambiguous responsibilities and office politics. Organizational justice questions focused on promotions, pay and perceptions of procedures used to reach various outcomes.
After three weeks, the supervisors were contacted and asked to rate the job performance for the employees who completed the first survey. Supervisors were asked how the employees faired in regards to completing their tasks, level of involvement with the company, behavior that could be considered "destructive" to the work environment and ability to creatively come up solutions to improve overall performance.
The study led to some interesting findings, which included:
- Organizational justice (fairness) buffers the impact of Hindrance stressors, largely avoiding negative impacts on job performance.
- Greater exposure to transactional leadership can indirectly serve as a buffer for negative Hindrance stressors, having less of a negative impact on job performance.
- Greater exposure to transformational leadership can indirectly impact Challenge stressors' effect on job performance through improved organizational justice.
Reading this article, I found two major takeaways from the research:
The study found that transactional leadership affects an employee's view of fairness, which indirectly lessens the negative impact of Hindrance stressors, but does not do the same for Challenge stressors. Basically, transactional leaders provide a clearly defined set of rewards and punishment regarding tasks, which allows employees to know precisely where they stand.
The study also found that transformational leadership affects an employee's view of fairness, which lessens the stress associated with Challenge stressors, but does not do the same for Hindrance stressors. A transformational leader helps employees take ownership of their work, and the employee, in turn, sees Challenge stressors as opportunities for them to grow within their role and improve the organization. Transformational leaders are not as effective with Hindrance stressors because employees may view them as "out of touch." They don't address the bureaucracy, as they are more focused on big picture objectives.
In the end, the article makes a case that transformational and transactional leaders both have their place. This supports previous research suggesting that the best leaders have aspects that are both transactional and transformational. Having a leader that is able to inspire employees with big picture objectives while also providing enough structure to reduce ambiguity provides a sense of balance within an organization. By offering a more balanced work environment, these leaders can help reduce the negative impacts stress has on an organization, which ultimately helps to increase job performance among employees.
With OCBs and Justice For All (IO Psychology)
Topic: Organizational Justice, Teams, Citizenship Behavior, Performance Appraisal
Publication: Journal of Applied Psychology (NOV 2012)
Article: Examining Retaliatory Responses to Justice Violations and Recovery
Attempts in Teams
Authors: J.S. Christian, M.S. Christian, A.S. Garza, A.P.J. Ellis
Reviewed By: Ben Sher
Should managers deal fairly with their employees? Well yes, of course, if they are concerned about being nice people or perhaps want to be told the correct location of the
holiday party. But what if managers are only concerned with bottom-line organizational effectiveness, profit, and ruthless getting-ahead in life? For these types, research by
Christian, et al. (2012) has shown that treating employees unfairly can lead to certain negative workplace outcomes.
The authors conducted an experiment with teams of simulated employees and found
that employees who are treated unfairly respond in two harmful ways. The first is that
these employees engage in fewer organizational citizenship behaviors (OCBs). This
refers to things that an employee might do to help out at work, but are not technically
considered part of the employee's job. The second thing that employees do in
response to unfair treatment is give supervisors lower performance ratings.
But worse than that, these retaliatory behaviors may not be confined to the individuals
who were treated unfairly. The authors found that entire teams of employees banded
together and performed fewer OCBs as a response to a teammate's unfair treatment.
When teammates perceive that someone is getting treated unfairly, they may have an
emotional response of moral outrage that moves them to supportive action.
Another interesting discovery is that these findings do not work equally for all people.
The authors describe "strategic core" employees, or employees whose work is
instrumental for team success, and who encounter more problems and a heavier
workload than the typical employee. When these employees are treated unfairly,
they respond with even fewer OCBs than ordinary employees would under similar
circumstances. Also, teams more drastically reduced their OCBs when a strategic core
employee was wronged.
This research shows the importance of treating employees fairly. But what can
managers do if they have already behaved unfairly toward an employee? Luckily
this study provides a solution. "Recovery" is an attempt to atone for past injustice
by correcting the injustice or showing genuine remorse. Recovery was successful
at raising levels of OCBs as well as improving subsequent performance ratings of
managers. In this situation, the wronged employee's teammates also increased OCBs
and managerial performance ratings. In other words, don't underestimate the power of
simply saying "I'm sorry".
Christian, J.S., Christian, M.S., Garza, A.S., & Ellis, A.P.J. (2012). Examining retaliatory
responses to justice violations and recovery attempts in teams. Journal of Applied
Psychology, 97(6), 1218-1232.
human resource management, organizational industrial psychology, organizational management
source for picture: http://www.freedigitalphotos.net/images/Business_People_g201-Officers_Working_In_Computer_p55344.html
Why Should Managers Care about Being Fair? (Human Resource Management)
Topic: Fairness, Organizational Justice, Organizational Performance
Publication: Journal of Applied Psychology
Article: Fairness at the collective level: A meta-analytic examination of the
consequences and boundary conditions of organizational justice climate.
Authors: Whitman, D. S., Caleo, S., Carpenter, N. C., Horner, M. T., and Bernerth, J.
Reviewer: Neil Morelli
Organizational justice, or how fairly an organization treats its workers, is a big deal to employees. To an individual employee, organizational justice helps determine his or her attitude about the job and as well as his or her productivity. But this perception doesn't exist in a vacuum. Because this perception is often shared with co-workers and team members, called justice climate, Whitman and his co-authors conducted a meta-analysis to summarize and clarify how organizational justice climate exists at the team (unit) level and can influence team effectiveness.
Being an ambiguous term in itself, Whitman et al. defined effectiveness as having four main parts: attitudes (e.g., job satisfaction), processes (e.g., citizenship), withdrawal (e.g., turnover), and performance (e.g., profit). They predicted that a more positive justice climate at the team-level means that workers would be able to trust their leaders to a greater extent, which would result in the team achieving more group goals. The authors also predicted that the different parts of organizational justice, distributive (i.e., how fair rewards are to input), procedural (i.e., how fair company policies are), and interactional (i.e., how fair workers are treated interpersonally by their managers), would be related to the components of effectiveness in different ways.
Using 37 studies that totaled 4,600 teams (units) with 11 employees per team on average, the authors discovered that the mean-corrected correlation between justice climate and effectiveness was .40—this means that how fair the team perceives the organization to be overall, the more likely they are to be effective. As for the separate pieces of organizational justice, the authors found that distributive justice has a stronger relationship (than the other two justice climate types) to both performance and attitudes. This means that the rewards have to be judged as fair when compared to the work performed by the team. Procedural justice had the strongest relationship with how often team members are absent or turnover. And last but not least, interactional justice had the strongest relationship with process effectiveness—teams are unlikely to go above and beyond if they do not view their interaction with leaders as fair.
So, noticing that your team's performance has leveled off or team attitude and morale is spoiling? You have to make sure you're seen as being fair. Also, keep in mind that you should not just focus at the individual perception of fairness, you should also focus on making sure rewards are appropriate for the team, team-level policies and procedures are fair, and they have treat each team equitably in their day-to-day interactions.
Whitman, D. S., Caleo, S., Carpenter, N. C., Horner, M. T., & Bernerth, J. B. (2012). Fairness at the collective level: A meta-analytic examination of the consequences and boundary conditions of organizational justice climate. Journal of Applied Psychology, 97(4), 776-791.
human resource management, organizational industrial psychology, organizational management
source for picture: http://www.freedigitalphotos.net/images/Other_Objects_g271-Balance_p11750.html
When It Comes to Employee Health, More than an 'Apple a Day' is Needed (IO Psychology)
Topic: Health & Safety, Organizational Justice, Fairness, Burnout, Stress
Publication: Journal of Applied Psychology (2012)
Article: Perceived Unfairness and Employee Health: A Meta-Analytic Integration
Authors: Robbins, Jordan M.; Ford, Michael T.; Tetrick, Lois E.
Reviewed By: Lauren A. Wood, M.S.
Practitioners and employers alike have expressed concern around the effects of poor employee heath. When employees are not well, the organization can not only incurs costs due to direct medical expenses, but can also pay for poor employee health in the form of absenteeism, decreased productivity and moral, and even turnover.
Recent research has linked employee perceptions of organizational unfairness to employee health. There are four ways in which perceptions of unfairness are thought to be experienced. These are through feelings of distributive injustice (i.e., fairness of outcomes of decisions), procedural injustice (i.e., fairness of the process of the decisions), interactional injustice (i.e., fairness of the exchanges between individuals in the organization), and psychological contract breach (i.e., failure of the organization to live up to the expectations of the employee).
In general, perceived organizational unfairness was found to be associated with poor employee health indicators such as mental health conditions, physical health conditions, and number of absences. Moreover, unfairness was most strongly related to more proximal health indicators such as employee feelings of burnout, negative mood, and job related stress.
Additionally, the four types of unfairness were related to different health related indicators. For instance, procedural justice was more strongly related to physical health problem, while distributive justice was more predictive of mental health issues. Psychological contract breach was most strongly associated with employee perceptions of burnout. Of the four, interactional justice was the least predictive of the health indicators.
What can be done to promote employee health and well-being in the workplace?Well, one good thing is that perceptions of fairness are malleable aspects of the workplace, meaning that organizations have a great deal of control managing fairness (and unfairness) perceptions. To increase feeling of distributive justice, organizations should strive to make policies with outcomes that are the same for all employees regardless of gender, race, and tenure. While, increasing perceptions of procedural justice can be accomplished by insuring that decision-making processes treat all employees equally. Finally, to increase perceptions of a sturdy psychological contract, openly and clearly communicate to employees, provide them with information, direction, and support in times of change, and treat employees with respect.
Robbins, J. M., Ford, M. T., & Tetrick, L. E. (2012). Perceived unfairness and employee health: A meta-analytic integration. Journal of Applied Psychology, 97, 235-272. doi: 10.1037/a0025408
source for picture: http://www.freedigitalphotos.net/images/Fruit_g104-Fresh_Apple_p36862.html
Are cognitive ability tests insulting your applicants? (IO Psychology)
Topic: Organizational Justice, Fairness, Interviewing, Assessment, Selection
Publication: Personnel Psychology (WINTER 2011)
Article: Status and organizational entry: How organizational and individual status affect justice perceptions of hiring systems
Authors: Sumanth, J. J., & Cable, D. M.
Reviewed by: Alexandra Rechlin
It is well known in the field of IO psychology that cognitive ability tests are very predictive of employee performance. However, applicants often see them as unfair and do not like taking them; more informal and much less valid methods (like informal interviews) tend to be preferred by applicants. In this study, Sumanth and Cable (2011) investigated the effect that the status of the organization and the career status of the applicant would have on applicants' perceptions of the selection system's fairness.
In this quasi-experimental study, the authors tested their hypotheses with two samples of adults (one of MBA alumni in the United States, one of executives in the United Kingdom). All participants were told that the hiring organization would use behavioral interviews, and half of the participants were told that they would also need to complete a cognitive ability test.
Organizational status is the reputation of an organization; a high-status organization (e.g., Google) is seen as being very reputable and prestigious. High-status organizations tend to be known for the rigor of their selection systems. The authors found that when low-status organizations (as opposed to high-status organizations) used cognitive ability tests as part of their selection system, applicants were less likely to view the organization attractively.
Individual career status refers to one's beliefs about his or her career accomplishments and status (i.e., respect, prominence) within and outside of an organization. It is plausible that applicants with high status might be insulted by having to take a cognitive ability test when applying for a job; for example, they may think that their accomplishments should speak for themselves. Procedural justice is the fairness of the procedures used to make decisions. The authors found that when an individual's status was high and cognitive ability tests were included, that person was more likely than low-status individuals to have lower perceptions of procedural justice. In other words, the process was seen as unfair. High-status individuals also were more insulted by the inclusion of a cognitive ability test.
These results indicate that even though cognitive ability tests are highly valid, they may repel high-status applicants who may see the process as unfair and insulting. My recommendation based on these findings would be to make it clear to applicants why cognitive ability tests are being used (i.e., their high validity) and that the exact same procedure will be used for all applicants.
Sumanth, J. J., & Cable, D. M. (2011). Status and organizational entry: How organizational and individual status affect justice perceptions of hiring systems. Personnel Psychology, 64, 963-1000. doi: 10.1111/j.1744-6570.2011.01233.x
human resource management, organizational industrial psychology, organizational management
source for picture: http://www.freedigitalphotos.net/images/Business_People_g201-Businessman_Holding_Hands_Up_p65923.html
How Employees Really Feel about Workplace Romances
Topic: Organizational Justice, Sexual Harassment
Publication: Journal of Business and Psychology (DEC 2009)
Article: Workplace romance: A justice perspective
Authors: N. Cole
Reviewed By: Benjamin Granger
Workplace Romances(WRs) are a fact of life. Some statistics suggest that as many as 40% of employees report having had a WR at some point in their careers. Though organizations are often concerned about the potential performance and legal ramifications of in-house WRs, general attitudes toward WRs appear to be changing; employees are much less secretive about WRs than they have been in the past.
Cole (2009) interviewed 100 employees who reported witnessing a WR in their workplace. In general, study participants reported that the fairest managerial action was to treat WRs as inevitable and take little or no action against the employees. However, managerial action was considered fair if the WRs have a negative impact on the work environment and/or job performance. In fact, under these conditions, coworkers may find too little managerial action unfair.
Additionally, employees find managerial action against WRs fair when the parties work in the same department and when the organization has a formal written WR policy. Although positive effects of WRs are sometimes discussed in the literature, Cole notes that none of the participants mentioned potential positive effects of WRs. When participants discussed effects on performance and the work environment, they were always negative. Thus, if positive outcomes are present, coworkers may not perceive them.
Although organizations may have little control over the existence of WRs, Cole's results highlight the importance of having formal, written WR policies. Surprisingly, most organizations do not have written WR policies, but probably should (see review of Pierce & Aguinis, 2009 for WR policy recommendations). Written policies legitimize managerial action in response to WRs and improve coworker perceptions of such action. Overall, employees seem accepting of WRs, so long as they do not negatively impact the work environment or performance.
Cole, N. (2009). Workplace romance: A justice perspective. Journal of Business and Psychology, 24, 363-372.
Explanations Can Leave a Sweet Taste in Job Applicants' Mouths
Topic: Organizational Justice, Selection
Publication: International Journal of Selection and Assessment (DEC 2009)
Article: Effects of explanations on applicant reactions: A meta-analytic review
Authors: D.M. Truxillo, T.E. Bodner, M. Bertolino, T.N. Bauer, and C.A. Yonce
Reviewed By: Benjamin Granger
Oftentimes, job applicants run a gauntlet of various selection tests, assessments, and interviews and it is important to understand how they affect applicants' reactions toward the organization. Providing job applicants with explanations for the various selection procedures is a cost-effective and easily implemented intervention. Additionally, according to Truxillo and colleagues' meta-analysis, explanations can positively impact applicants' reactions toward the employment process and organization as a whole.
Firstly, Truxillo et al. found that explanations have a positive impact on job applicants' fairness perceptions (e.g., how fair they perceive the selection process to be) and perceptions of the organization as a whole. Explanations were also found to have a more favorable impact on the fairness perceptions of personality employment tests as compared to cognitive ability employment tests (although this relationship is still favorable).
Interestingly, explanations have a positive effect on job applicant motivation which positively impacts job applicants' cognitive ability test scores. Finally, Truxillo contrasted college student samples with real job applicant samples and found that the relationship between explanations and outcomes tends to be stronger for non-student samples (i.e., "real world" situations).
Ultimately, there is little doubt that organizations should be concerned with job applicants' reactions to the employment process. Truxillo and colleagues' findings are encouraging because they suggest that providing explanations to applicants during the employment process is cheap, fast, and effective at improving job applicants' reactions.
Truxillo, D.M., Bodner, M., Bertolino, T.N., Bauer, T.N., & Yonce, C.A. (2009). Effects of explanations on applicant reactions: A meta-analytic review. International Journal of Selection and Assessment, 17(4), 346-361.
Who is holding the glass ceiling in place?
Topic: Compensation, Organizational Justice, Motivation, Rewards
Publication: Journal of Human ResourcesArticle: Who is holding the glass
ceiling in place?
Author: N. Fortin
Featured by: Benjamin Granger
Many 21st century women still earn less than their male counterparts. However, this injustice may not be due fully to chauvinists and stereotypes. In her article, The Gender Wage Gap among Young Adults in the United States: The Importance of Money versus People , Nicole Fortin investigates influences that women themselves exhibit which may contribute to their smaller paychecks. As women more often choose to volunteer with organizations that are altruistic in nature, and tend to place more importance on workplace success rather than rolling in the dough, it is easy to follow Fortin's argument that such noncognitive factors inevitably influence the gender wage gap.
Using data from the National Longitudinal Study of the High School Class of 1972 and the National Educational Longitudinal Study of 1988/94, Fortin explores the possible impacts on the gender pay gap by examining four noncognitive functions:
· The importance of money and work
· The importance of people and family
· Self-esteem
· Locus of control (the extent to which a person feels they- rather than their environment have control over their own success).
In addition to human capital and cognitive factors, Fortin argues that these noncognitive qualities significantly influence the discrepancy in wages among men and women.
Fortin finds that lower locus of control and higher importance of people and family tend to widen the gender wage gap, while higher self-esteem and importance of money and work tend to lead to more equitable wages for workers in their early thirties. Although the research shows that the differences due to these noncognitive factors are largely insignificant over time, the importance of work and money should not be overlooked, as it plays the largest role of the four noncognitive factors.
Fortin, N. (2008, Fall2008). The Gender Wage Gap among Young Adults in the United States. Journal of Human Resources, 43(4), 884-918. Retrieved March 14, 2009, from Advanced Placement Source database.
Identifying the Roots of Sexual Harassment
Topic: Organizational Justice,Sexual Harassment, Workplace Deviance
Publication: Journal of Applied Psychology
Article: Organization justice and men's likelihood to sexually harass: The moderating role of sexism and personality.
Author: F. Krings, S. Facchin
Featured by: Benjamin Granger
Researchers Krings and Facchin (2009) set out to uncover the reasons why men engage in sexual harassment at work. The authors hypothesized that certain personality traits make some men more likely to engage in sexual harassment, but that sexual harassment might also depend on certain organizational factors.
Krings and Facchin found that men reported being more likely to engage in sexual harassment when they perceived low interactional justice (feel that they are not treated fairly by their supervisors). Overall, this finding suggests that sexual harassment is more likely following unfair interpersonal treatment.
However, as expected by the authors, individual personality factors also played an important role in the sexual harassment process. Specifically, perceptions of low interactional justice were more strongly related to sexual harassment when men were low in agreeableness (not very oriented toward interpersonal relationships) and high in hostile sexism (general antipathy toward women).
Important note: To measure sexual harassment, Krings and Facchin utilized the Likelihood of Sexual Harassment (LSH) scale, which specifically measures the likelihood of engaging in certain behaviors, not the actual occurrence of sexual harassment.
So what can we take from this research?
Although organizations often have minimal control over the personality factors of its employees (unless the organization specifically selects employees based on the personality factors of interest), organizations CAN more readily affect their employees' perceptions of interactional justice. Generally, when employees feel that they are treated unfairly, they are more likely to subsequently "get back" (engage in deviant behaviors, including sexual harassment) at the organization or organizational members to "even the score." By placing a heavy focus on fairness, organizations can nip deviant behaviors such as sexual harassment in the bud.
Krings, F. & Facchin, S. (2009). Organization justice and men's likelihood to sexually harass: The moderating role of sexism and personality. Journal of Applied Psychology, 94(2), 501-510.
Fair is Fair
Topic: Organizational Justice
Publication: Journal of Management
Article: Perceptions of discrimination: A multiple needs model perspective.
Blogger: James Grand
I know the saying goes "Life isn't always fair – sometimes you're the bug and sometimes you're the
But in truth, things aren't usually that black and white (or life and death, if you will). One theory of organizational justice (fairness) that has begun to grow in prominence within the research literature in recent years is that of Cropanzano et al.'s (2001) multiple needs model of justice.
In short, the multiple needs perspective states that every human being has three needs that contribute to the experience of justice: economic needs (e.g., "I'm paid fairly for my share of the work"), interpersonal needs ("My manager treats my ideas with respect") and moral needs ("My company takes the ethical high road"). Thus, according to the theory, a sense of unfairness is likely to arise if any one or more of these needs goes unfulfilled or is transgressed. While perhaps intuitively sensible, one of the major problems with the multiple needs theory is precisely that it has largely remained a theory—there has been little empirical data to support the claim that negative actions in the environment can violate these needs, and that failures to meet these needs lead to meaningful outcomes for organizations and their employees. Heeding this very call, Goldman and colleagues (2008) attempted to test these hypotheses using a sample of nearly 6000 American workers across a variety of occupational titles.
In their study, Goldman et al. attempted to test a sequential model in which 1) employees' levels of perceived discrimination were negatively linked to each of the three justice needs (economic, interpersonal, and moral); 2) each need was predicted to positively affect job satisfaction and organizational commitment; and 3) job satisfaction and commitment would be negatively related to turnover intentions.
Without exception, the researchers found support for all three of these linkages in the model. While it is important to note that the conclusions from this study are entirely correlational (e.g., it could not be proved that the fulfillment of justice needs caused enhanced feelings of satisfaction and commitment), the data did reveal at least two intriguing findings of use to future research and practice: Perceptions of discrimination were most strongly related to the violation of interpersonal and moral needs, rather than economic needs (though this relationship was also significant and negative). In other words, employees who thought their company had done something discriminatory tended to feel as though their workplace was somewhat financially unjust towards them but was definitely socially and ethically unjust.
The fulfillment of interpersonal needs was the strongest predictor of job satisfaction and organizational commitment; thus, although providing financial and moral reinforcement to employees was important, it appears that feelings of respect and justice in interpersonal relations goes much further in predicting positive job attitudes.
Goldman, B. M., Slaughter, J. E., Schmit, M. J., Wiley, J. W., & Brooks, S. M. (2008). Perceptions of discrimination: A multiple needs model perspective.
Journal of Management, 34(5), 952-977.
R., Byrne, Z., Bobocel, D. R., & Rupp, D. (2001). Moral virtues, fairness
heuristics, social entities, and other denizens of organizational justice.
Journal of Vocational Behavior, 58, 164-209.


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From dental surgery to dentists, Hotfrog showcases an extensive range of businesses in the South Wales region. If you want a more specific search, browse by suburb using the left navigation menu. We make your search easier.
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Smithing trainingTalk0
this wiki
Smithing can be a slow and difficult skill to train because of the high cost of materials, but many players believe the reward of being able to produce runite weapons and armor to be worth the effort.
Firstly, to begin training smithing, smith the highest level item possible with bronze bars and iron bars, until it is possible to smith with steel bars.
Seasoned smithers should know that Al Kharid has the closest furnace within range of a bank, and similarly Varrock West has the closest anvil to a bank. It is also useful to know that there are certers in Zanaris who are also close to bankers, and will exchange ore and bars for certificates and vice-versa. Finally, smithers should utilize the stat boosting brew, the Dwarven Stout, to boost their level by 1 when they wish to make items just above their reach. Superheat item may be used for additional magic experience while smelting, and generally speeding up the smelting process if Nature-Runes are at the player's disposal.
A popular method for achieving 99 smithing is solely through smelting steel bars and smithing steel plates starting at level 48. This requires one to amass 237,000 iron ore and 474,000 coal. Coal and iron are some of the most traded commodities and retain a relatively low market value. If players choose to mine coal and iron themselves, utilizing the mining guild and the Varrock southeast mine is recommended. Every smithable product gives the same experience per bar, and every bar gives the same experience per coal, so other types of ore may be used instead of iron, but mining them may be much slower and buying them more expensive. Steel plates are often alchemized with High level alchemy, as even when buying Nature-Runes this should produce a profit if the materials were obtained by the player.
Another way to gain experience is to obtain the Gauntlets of goldsmithing from the Family Crest quest. These gauntlets provide 33.8 smithing experience per gold bar smelted from level 40 onwards. Using the gauntlets, it would require 385,700 gold ores to achieve level 99 smithing from level 1 smithing. It is recommended that players mine gold ore in the Tree Gnome Stronghold mine and utilize world hopping to amass gold ore quickly; this location is faster than the crafting guild. However, goldsmithing for smithing training is not very popular, due to the low speed of mining gold, the low speed of smelting compared to smithing, and the high cost of Nature-Runes, which are required to cast Superheat item. Gold ore, bars, and amulets are not often traded, making it difficult to profit or even break even through this method. Dragonstone Amulets are the most commonly traded amulets, but dragonstones are rare, only obtainable by using a Crystal key on the Crystal chest, and producing and selling amulets in general is slow.


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10 guests maximum
150 m2
5 bedroom apartment
2 bathrooms
10 single bed
A few words about the apartment…
There are actually 10 beds in this flat? And it's in a central location too? Wow, that's exactly what you and your friends (or really big family) are looking for! It also has a refreshing and uplifting vibe that everyone is sure to enjoy. So gather up in the kitchen for a nice meal and then head out to explore the city. Public transport is close by!
Check-in / Check-out
The standard check-in time is from 15:00 and the check-out by 11:00.
Arrivals and departures outside this standard time are always tried to be accommodated depending on other guests.
Payment method upon arrival : cash
Refundable damage deposit upon arrival : € 150.00 cash. The damage deposit will be returned at check-out.
City tax : please check details after clicking the "book now" button
For a late check-in after 22:00 or an early check-out before 08:00 there is an extra cost of € 30.
Please note : non smoking, pets are not allowed, no parties please
Facilities and amenities
- Internet
- Pets allowed
- Smoking allowed
- International TV
- Air conditioning
- Heating
- Fan
- Bed linen
- Towels
- Baby cot
- Washing machine
- Dryer
- Dishwasher
- Microwave
- Oven
- Complete kitchenware
- Balcony
- Terrace
- Garden
- Swimming pool
- Parking
- Lift (apt. is on 1st floor)
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SearchAll Refuges
Lostwood Refuge hosts an annual birding event typically held in June featuring guided tours and prairie wildflower walks.
Learn More
The Lostwood Refuge contains a 5,577-acre Wilderness Area. It was established in 1975 to best represent the northern mixed grass prairie.
Lostwood NWR has been designated a "Globally Important Bird Area" by the American Bird Conservancy. The Refuge provides breeding habitat for the Great Plains population of the threatened piping plover. Also, many declining grassland-associated bird species, such as Baird's sparrow, benefit from the intensive grassland management programs on the Refuge. Using prescribed burning and grazing, Refuge staff reduce encroachment by exotic plants and woody vegetation. The native mixed-grass community is slowly being restored.
The Lostwood WMD Complex, located in northwest North Dakota and northeast Montana, encompasses five ND and three MT counties. It is comprised of six National Wildlife Refuges and three WMD's.
Lostwood is managed as part of the Lostwood Wetland Management District Complex.
The National Wildlife Refuge System, within the U.S. Fish and Wildlife Service, manages a national network of lands and waters set aside to conserve America's fish, wildlife, and plants.
The refuge headquarters are open Monday-Friday from 7:00am-4:30pm year round, except Federal holidays.
Phone: (701)848-2722
Fax: (701)848-2702 Lostwood NWR
8315 Highway 8
Kenmare, ND 58746
The recently restored, 7 mile long road with turn ins available offers a scenic look at native prairie and unique wildlife. Visitors are encouraged to pick up a brochure that highlights the interesting stops along the route.
Lostwood Refuge offers several hunting opportunities including deer hunting (archery & rifle) and late season upland bird. Biking and hiking trails are available during the summer. A grouse blind located just off the tour route offers visitors a great opportunity to get close with nature.
Please visit the Lostwood Wetland Management District website for information regarding activity outside the refuge.
A rare and declining songbird of the northern prairie, Sprague's Pipit is a small bird of the open grasslands. Though it feeds and nests exclusively on the ground, the species performs the longest known flight display of any bird.
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Lady Victoria Hervey Wears Next to Nothing at Golden Globes After-Partyby Hilton Hater at . Comments
Earlier today, we recounted the Golden Globes Best & Worst Dressed via a photo montage of stars on the red carpet.
However, Lady Victoria Hervey was not included in that collection of photos because she wasn't actually invited to the event.
But also because her outfit deserves its own article.
The British model and socialite attended a Golden Globes after-party hosted by Netflix and The Weinstein Company and wore a sheer dress that left VERY little to the imagination.
Very, very, very, very little. Ogle it now and then sound off below:
What do you think of this fashion statement?
She looks amazing...
Best dress ever! !!!!!!!
Hasn't Cher worn something as revealing as that? She has a nice body, as does Cher even at her age. Go for it!
This would be fantastic for a Sinners and Vickers party or a weekend long sex party. But again, if you can't fill the dress out, don't wear it.
Why wear anything then? It might have looked good if she had even a few millimeters of curves. The dress screams too old, pathetic, trying too hard, can't get a real man, and so not sexy.
I wouldn't wear but it sure looks awesome on her.


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To reduce irrigation water use in northwest Texas, Senninger Irrigation offers a solution to mount center pivots with Low Energy Precision Application bubbler pads and double their drops from 60-inch increments to a tighter 30-inch spacing between heads. Bubblers apply water near the soil surface and directly into crop rows. Keeping the water close to the ground, producers avoid wetting crop leaves and reduce the amount of water lost to evaporation. With 30-inch spacing, producers can also water the majority of the soil surface to reduce dry spots between rows. The theory behind the application method is the weight of standing water on a soil's already wetted surface will push water deeper into the soil to fill the profile. For more information, see a dealer or visit www.senningerirrigation.com.
May Wes Manufacturing, Hutchinson, Minnesota, has expanded the Slide-N-Drive Poly Fifth Wheel Cover product line, and two new poly covers were brought to market, making 20 different product offerings that cover the Holland, Fontaine, Jost, Simley, ASF, Reese and Robin Industries lines. Made from ultra-high molecular weight polyethylene (UHMW-PE) material, Slide-N-Drive Poly Covers eliminate the need for greasing the fifth wheel plate surface. Kits come with everything needed for a basic installation. For more information, see a dealer or visit www.maywes.com.
Zoetis, Florham Park, New Jersey, announced the addition of ONE SHOT BVD to its comprehensive vaccine portfolio. The new vaccine helps provide combined respiratory protection against Mannheimia haemolytica and bovine viral diarrhea (BVD) Types 1 and 2 viruses in a single dose.
ONE SHOT BVD helps cattle producers expand respiratory vaccination programs that currently include INFORCE 3 respiratory vaccine, which is used to help protect beef and dairy calves.
Young calves need additional respiratory protection due to underdeveloped immune systems and exposure to environmental stressors, which can cause them to fall victim to respiratory infection.
As the second-most significant disease impacting dairy operations and the leading cause of death in beef calves between 3 weeks of age and weaning, BRD can negatively affect the health, productivity and profitability of young calves.
ONE SHOT BVD is available in 10- or 50-dose vials and can be purchased through veterinarians or animal health retailers.
For more information, see a representative or visit www.zoetis.com.
Peanut growers looking to control their fields' toughest weeds—including Palmer pigweed, waterhemp, lambsquarter, giant foxtail, and nightshade, among other small-seeded broadleaf weeds and grasses—have yet another tool for the 2014 growing season.
The Environmental Protection Agency (EPA) recently approved Warrant herbicide for use in peanuts. Warrant is an encapsulated acetochlor, first introduced by Monsanto in 2010, that has been used on millions of acres to control weeds in cotton, soybeans and grain sorghum.
Growers will be able to use the treatment in most peanut-growing states where acetochlor is currently labeled—including Alabama, Arkansas, Georgia, Mississippi, North Carolina, South Carolina, Oklahoma and Texas, according to Monsanto officials.
Warrant will be labeled for pre-emerge and post-emerge application, but officials emphasized that pre-emergence application is not recommended due to potential for crop injury. Instead, Monsanto recommends application from post-emergence through flowering. Warrant's rate is 3 to 4 pints per application, not to exceed 8 pints in a single season.
Warrant was also recently approved for use in sugarbeets.
For more information, see a representative or visit www.RoundupReadyPLUS.com.
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The New Products News page of the High Plains Journal is published weekly,
in 52 annual issues. Product listings are free. For consideration, products
must have a use for farmers, ranchers or rural residents. The HPJ reserves
the right to edit all submissions, as needed, to ensure they conform to
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Send all submissions to: High Plains Journal Attn: New
Products PO Box 760 Dodge City, KS 67801
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1.) Send us an e-mail message with your name, address and telephone
number, and the Products you would like to know more about (use product
letters as your reference). We will route this information to the manufacturer,
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2.) You can call the telephone number listed at the end of each product's
short review on this page. This puts you directly in contact with the product
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text: Representative Amy Loudenbeck of Clinton has authored a bill to establish a recognized Child Death Review program, and affirm the already existing system into Wisconsin law. The Republican says the CDR is a collaborative process that reviews all preventable child deaths from a public health perspective. Most other states have laws to help programs like these collect comprehensive information to make their recommendations. Loudenbeck says a law would allow the program better access to records. A committee hearing is planned Wednesday.


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Can Vikings Defense Carry Solid Preseason Form Into Regular Season?Posted by on September 5, 2010 – 12:25 pm
The Saints benefitted at times from opportunistic and aggressive defense – INTs by CB Tracy Porter in the final minutes of both the NFC Championship Game and the Super Bowl – during the 2009 season en route to capturing their 1st Super Bowl win in franchise history.
But make no mistake, it was a high-powered and lethal offense that paced New Orleans throughout the season. The Saints ranked 1st in total offense and points per game during the 2009 season and in 2010 QB Drew Brees and Co. return an offense mostly intact from a year ago.
All of this means the Vikings defense will face a stiff test right out of the gates in 2010.
In last year's NFC Championship Game, the Vikings defense was up to the challenge as they held New Orleans to just 257 total yards – 146 yards below the Saints season average. If the Vikings defense can come up with a similar effort on Thursday evening, odds are the Saints won't be able to overcome it this time.
If the preseason is any indication, the Vikings defense looks to be in similar form to last year's NFC title game effort. The Vikings finished the preseason ranked 4th among all NFL teams in points allowed per game (14.8) and sacks (13); the Vikings allowed just 59 points in the 4 exhibition games, which is the 4th lowest total in franchise history. The Vikings defense also ranked 5th in first downs allowed (62) and 7th in yards per game allowed (286.0).
In fairness we must point out that these are preseason numbers, and preseason results are not always an indication of how a team will perform in the regular season. At the same time, if the Vikings had struggled in the statistical areas mentioned above, many would be forecasting trouble for the defense as they prepare to face a loaded and explosive Saints offense.
What say you, Vikings fans? Keeping in mind how well the Vikings defense played in last year's NFC Championship Game and also how well the defense played this preseason, will they be up to the task of containing New Orleans' offense on Thursday night?
Posted in All | 37 Comments »
37 Responses
to "Can Vikings Defense Carry Solid Preseason Form Into Regular Season?"
By vikesfan10 on Sep 5, 2010 | Reply
vikes win 42 to 17!
By Sarge on Sep 5, 2010 | Reply
The best defense will be a running game and no turnovers. Score touchdowns and hold N.O. to field goals. That said, the play of the safeties will be crucial as Brees and company look to exploit our thin corner back depth and the defensive front seven will need to limit the time Brees gets to survey the field. The defensive schemes and pressure will determine how well the Vikings can control the game. With Griffin not ready to play and Cook injured, a CB before Tuesday would be helpful.
By matthew groves on Sep 5, 2010 | Reply
the vikings arnt the best deep if we pressure bress and make it make mistake we can capitalize. plus we need more depth in defense . we shouls get revis from the jets seeing as he is holding out
By vikingsfan1955 on Sep 5, 2010 | Reply
There are concerns with the secondary but I have also heard good reports about them from training camp. Winfield may have lost half a step but I feel this is the year out cb's step it up. This team knows that again this is the best chance to get it done and that will inspire them to step it up.
By B on Sep 5, 2010 | Reply
I'm worried about how our secondary will hold up going against a team that enjoys using 4 receiver sets with only 3 healthy corner backs. The D line needs to have a huge game to cover up for our injury depleted secondary.
By brian on Sep 5, 2010 | Reply
forgot to talk about the other team members of the saints and that is the REF they allowed so many late hits
By don on Sep 5, 2010 | Reply
the vikings will do great this year. but this first game could be a loss. last year the passing game took a few games under their belt to get going…. with favres ankle, sidney rice out… new faces, an unknown state about our offensive line… this could be a very tough outing for the team. I still think they have a shot, but I wouldn't be surprised if the season started slow.
By Lito on Sep 5, 2010 | Reply
Vikes defense is not a problem. Consistent protection from the Vikings offensive line will determine the Vikes success. I hope the Vikes will be able to get a humongous offensive lineman, another deep threat wideout, and a cornerback/special teams/return specialist.
By don on Sep 5, 2010 | Reply
I am very excited about chris cook and look forward to his return. This is one kid to keep an eye on. I hope he returns by week 2, and start racking up points in defensive rookie of the week and ultimately def rookie of the year
By Viking Glen on Sep 5, 2010 | Reply
Our season will only be defined by the NO game if we lose key players due to injury. Defeating the SB champs on their turf would be a nice feather in the cap, but it's not a do or die game like last year.
It's going to be an exciting season.
By VikingsDx3 on Sep 5, 2010 | Reply
The Viking's Defense when capping on all cylinders really looks impressive to say the least. Although there may be some wrinkles that need to be ironed out, I have no doubt they are up to snuff.
By fmfan on Sep 5, 2010 | Reply
Hopefully our D-line will come alive. This preseason they had only 5 tackles (1 sack by Edwards) and they will have to get to Drew for us to win!
By rawman on Sep 5, 2010 | Reply
looking foward to watch percy and sidney!!!
By rawman on Sep 5, 2010 | Reply
And the IRON MAN!!!
By GMan on Sep 5, 2010 | Reply
The answer is no….the defense will not hold up vs. the Saints. The Vikes will need to score 34 points to win this game because Brees will walk all over the corner backs. Once Griffin returns they'll be fine…until then the games will likely be track meets with lots of scoring.
By rocksalt on Sep 5, 2010 | Reply
Vikes D will perform well, except for 3rd & longs….we are suspect in our pass D….real concern is our O line……I hope Brett doesn't get killed….
By beavis on Sep 5, 2010 | Reply
Rawman, you won't be seeing Sid for a long time.
By Bruce on Sep 5, 2010 | Reply
Our defense should just keep in their minds how their defense treated Brett last year.
By Bruce on Sep 5, 2010 | Reply
I guess having two refs behind the QB this year might prevent missed calls. We will see…..
By Donna on Sep 5, 2010 | Reply
I seen part of the game today 9-5-2010. 90% they play a good football game. Last year was a good year for the Vikings. I am a true Viking fan. Are we going to see Brett this year. Maybe later long right. When you pay someone that kind of money yearly he should play. But he a very very good quarterback just too he is 41 years old. He should be only 35 than more years to be a quarterback. So good luck again for this year Vikings. Go Brett. We love you and you did a very good job last year. So good luck in getting back your ankle.
By jesse sandoval on Sep 5, 2010 | Reply
Dear Lord, the battles we go through life,
We ask for a chance that's fair
A chance to equal our stride,
A chance to do or dare
If we should win, let it be by the code,
Faith and Honor held high
If we should lose, we'll stand by the road,
And cheer as the winners go by
Day by Day, we get better and better!
Til' we can't be beat…WON'T BE BEAT!
By Pat the Viking on Sep 5, 2010 | Reply
I really like how our D plays
By John Sharpe on Sep 6, 2010 | Reply
Opening night against the team that ended their SB dream? Are you kidding? These guys will be flying around the ball all night. It's a good thing they will have 10 days to rest up before the next game. I would worry more about Brett's ankle than the defense.
By secondnature815 on Sep 6, 2010 | Reply
If we're going to win Thursday night, Adrian Peterson is going to have to have a huge game. I like his chances because he should know that, as do all the Viking players, the best team got left out of the SB last year and that should be MOTIVATION ALREADY!!! P.S. Has Childress gone Lady GAGA? T.J. better in practice so he should be great against other teams 2cd teams? Since when do teams play there reserves in the REGULAR season? As for Reynauld, let's trade him and take our starting WR's to return kicks and get pounded on even more! His presser proves that he doesn't have a real "Poker Face" and his back up plan is to bluff because he's the only Ace in the Hole that doesn't have a clue how to play the game……NFL or Texas Hold'em!!!!!!!!!!!!!!
By purplehorn on Sep 6, 2010 | Reply
The Vikings defense is so deep, that a good linebacker in Nate Triplett was waived. The Saints can't run and will once again throw because they have to. The front seven need to boggle Brees mind to win this game by creating blitz pressure and then never let up. He wasn't pressured enough in the NFC Championship game. Pressure is the key for both QB's. The Vikings will run the ball, even if they are only chips. I think A.P. is gonna bust some wide open. Have fun and play super aggressive with the front seven and you will dominate the Saints.
By OLDSCHOOL on Sep 6, 2010 | Reply
Just got done watching Chilly and his press conference……….can't wait to see the day when he wakes up and the trainers come and knock on his door and tell him that Percy has a headache today and he freaks out trying to figure out who will be returning the football on that day because he traded Reynaud away! Idiot!
By MGR4FUN on Sep 6, 2010 | Reply
i see it a little different than some … it doesnt matter what the aints do … as long as the purple do what they do and do better than the aints … 1st the purple stop the run as good or better than any in the nfl … 2nd stop the run on the aints side of the line of scrimmage leavin down and distance complications for the aints all night long … 3rd pummel #9 every EVERY play hit him and hit him some more … 4th then turn up the heat and send more than 4 i am smilin as i type that cuz it is true 1-3 will be done with just the front four and not many if any teams can claim that let alone back it up … with E.J. in the mix #9 is in for a long night … 5th the purple d gotta get off the field 3 and out (again and again over and over) … 6th and a very important 6th adrian and toby gonna crush the collective wills of the aints d all night long just keep poundin the riock right up the middle at a less than 100% vilma and his backup as well as sharpers backup once that is done about mid 2nd quarter turn #4 loose …
By Don H. on Sep 6, 2010 | Reply
Hey MGR, I LIKE IT…………A LOT!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!
By Silverfox2dallas on Sep 6, 2010 | Reply
Our defense has been great, although we haven't really gotten to see how it would flow together besides against the Seahawks there have been a number of guys that have looked rather impressive. Its a shame that Chris Cook will be out because the saints receivers are not very tall giving him the edge over most of them. The saints will never win back to back superbowls because everyone knows the truth which is they should have never one their first. We will beat them and i cant wait to see it on sportscenter when the champs go down
By TrueVikingsRealist on Sep 6, 2010 | Reply
Did anyone watch the pre-season? I was not impressed with our first team defense, it didn't seem like they pressured the quarterback at all or got very many sacks. Our second team d-line were the ones who did anything impressive. They didn't seem to blitz at all either. I'm hoping they were just saving the exotic blitzes for the Saints. If they don't pressure Brees it will be a long night.
By woodboat on Sep 6, 2010 | Reply
Exactly, realist. Our first team D didn't look great in preseason. I, for one, do not like the look of our injury report right now. The players in the center of the field, as well as OLT, have to be on top to win games. If Sully is out, look for Brett to get the snot beat outta him all night. We are hurting at CB, O line, WR, and blocking RB. I HOPE its a low scoring game. If the Saints get a 2 score lead, I think we are in big trouble.
By Jones on Sep 6, 2010 | Reply
I liked the energy of how this team played against denver last week, I know it was only preseason but if we carry that vibe over to the regular season we shouldn't lose many games. I liked how we played fast and aggressive like blood hungry sharks. Ready for the season opener can't wait will be a great game we will destroy them I hope we smack brees around like a ragdoll.
By Jones on Sep 6, 2010 | Reply
We will probably run the ball down their throats with good defesne and kill the clock keeping brees off the field as much as possible. The only problem with that method is if the saints are up we can't run anymore and have to play catchup and be one dimensional. If ap doesn't fumble and favre doesn't throw any interceptions we will win. No turnovers hard physical game we will take this game.
By miko on Sep 6, 2010 | Reply
i have a question that very much concerns me. If we look back at last year, the Defensive Linemen was one of our healthiest positions on the field. Yet we have 10 defensive linemen. While we have only 4 healthy corners and not much depth, and 4 healthy WR's and not much depth. I just dont get it. Instead of trying to prepare for the future like what Chilly be saying. We need to fix whats happening now. Our depth needs to more equal than having an overload at one position and slim on another. but thats just me
By OLDSCHOOL on Sep 6, 2010 | Reply
Can Jones and MGR4FUN explain to me how we are going to RUN the ball of a sudden with that O-Line that seems as though they can't pick up blocks to protect our 40 year old QB but also have showed…….they can't move D-Lines to open up running lanes for AP or anyone else?! BUT…..all of a sudden this is going to happen on Thurs. night…………..????!!!!!!!! REALLY?!I hope you guys are right…..I don't think you are….but I hope you are right!
By Corey on Sep 6, 2010 | Reply
We will come out fired up no doubt about it… I dontknow how you could be a football player and have the team that ruined your season last year week 1 and not be ready to bust skulls.. A.P has something to prove.. maybe not to us because he is a great running back but to himself after the NFC Championship… I dont think we will come out with play action or open up throwing Ithink chilly and staff will have faith in our O-line and run right at the saints D… Peterson is going to look like a man possesed and break their defense down… Vikes 1-0 after Thursday baby! LIGHT UM UP
By JMANN612 on Sep 6, 2010 | Reply
Do you love your Vikings? Do you love your money? Of course you do! Make sure to stay tuned to NBC Tuesday & Wednesday 9/7 and 9/8 at 8/7c to see the NFC North Champion Minnesota Vikings' very own Bernard Berrian, Visanthe Shiancoe, and Anthony Herrera go for a chance to win $1 MILLION DOLLARS for some of their favorite charities! Go Guys! Go Vikings! http://www.facebook.com/minutetowinit


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Are you getting ready to take the SAT or PSAT and want a little practice before the big day comes? On Saturday, September 11th @ 11:00 AM join the Princeton Review @ the Freeman Branch for a FREE SAT Practice Exam. This is a two-part program, with a scores-back session on the following Saturday (September 18) so that you can review your scores, see what areas need improvement, and get some helpful test-taking strategies. Registration is required, so come visit us @ the Library, give us a call, e-mail me, or leave us a comment.
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Tara Parker-Pope of the New York Times blog Well featured my prior post, on the feelings some patients have as they imagine whether their psychotherapists have been in therapy themselves. My post was about patients' fantasies, not the reality of therapy for therapists. Nonetheless, many of the comments argued for the great value of such therapy, and one or two expressed amazement that such therapy is not universally required. I agree that psychotherapists have much to gain from personal therapy, and in this follow-up post I'll offer some reasons why.
Is therapy required in order to become a therapist? In the U.S., generally not. According to Geller, Norcross, and Orlinsky [1]: "In most European countries, a requisite number of hours of personal therapy is obligatory in order to become accredited or licensed as a psychotherapist. In the United States, by contrast, only analytic training institutes and a few graduate programs require a course of personal therapy."


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White House Issues Executive Actions and Legislative Recommendations for High-Tech Patent Issues 05 June 2013 Legal News Alert: Intellectual Property On June 4, 2013, the White House issued a press release through the Office of the Press Secretary identifying five executive actions and seven legislative recommendations... Supreme Court Hears Oral Arguments in "ACLU/Myriad" Gene Patenting Case 15 April 2013 Legal News Alert: Intellectual Property On April 15, 2013, the Supreme Court heard oral arguments in one of the most controversial and publicized biotech patent cases, the "ACLU/Myriad" gene patenting... Supreme Court Holds That New Evidence and De Novo Review Apply in Section 145 Action 18 April 2012 Legal News Alert: Intellectual Property A patent applicant who is denied a patent after appealing to the U.S. Patent and Trademark Office's Board of Appeals and Interferences has the option of either appealing... 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Gripping and tender, yet bleakly funny, Magpie stars Craig Russell as a negligent father who makes an unwelcome appearance at his young son's funeral, where he drunkenly steals the coffin. With his estranged wife (Daisy Aitkens) in tow, he has one last chance to connect with his family. This new, dramatic take on the classic road film genre was shot on location in London, Cornwall and writer/director Marc Price's native Swansea without a script. Instead, working in the manner of Mike Leigh, Price opted to workshop scenes with the actors based on a carefully designed structure. What follows is a journey with no destination, just a desperate desire not to return. Official Web Site
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Daisy Aitkens, Craig Russell, Phil Deguara, Alastair Kirton, Les Kenny-Green, Carina Wan, Richard Corgan, Veronica Aitkens, David Day, Alicia Gray
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Barclays Hiring For Henderson Center
(Henderson, NV) — Barclaycard US a subsidiary of Barclays is hiring ! A company spokesman says their adding 400 positions at the company's new customer contact center in Henderson.
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A 22-year-old man told Henderson police he didn't believe a gun was loaded when he fatally shot his roommate.
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The Clark County District Attorney's Office has determined that the Henderson Police officers involved in a November 2012 shooting death acted reasonably and lawfully.
Murder Search For Teen Continues
A police report says the mother and child were killed sometime Tuesday, three days before their bodies were found.
Mom, Son Found Slain In Henderson; 2nd Son Missing
Authorities say a 40-year-old woman and her 10-year-old son have been found slain in Henderson, and police are looking for her missing 16-year-old son.
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Police say a 23-year-old passenger died and a driver was badly hurt in a high-speed weekend crash into a block wall in Henderson.
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A Henderson man is suing the City of Henderson and the Henderson police under the Third Amendment.


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Where Are the Ethics Police? The area of ethical relations - or rather, unethical relations - between pharmaceutical companies, CME providers, and physicians was the chief topic of concern and controversy at the American Medical Association's 11th Annual Conference on CME Provider/Industry Relations held in September - and one of the most outspoken participants was Melinda Steele, director of CME, Texas Tech University Health Sciences Center in Lubbock. Steele, who has been involved in CME ...
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