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ATLANTIC CITY, N.J. (AP) — Atlantic City's crumbling casino market disintegrated even further Saturday as the owners of the Trump Plaza casino said they expect to shut down in mid-September.
Trump Entertainment Resorts told The Associated Press that no final decision has been made on the Boardwalk casino. But the company said it expects the casino to close its doors Sept. 16.
Notices warning employees of the expected closing will go out to the casino's 1,000-plus employees Monday.
If Trump Plaza closes, Atlantic City could lose a third of its casinos and a quarter of its casino workforce in less than nine months. The Atlantic Club closed in January, the Showboat is closing next month and Revel might do likewise if a buyer can't be found in bankruptcy court.
The head of Atlantic City's main casino workers' union demanded state lawmakers help head off what he called a "pending catastrophe" that will affect the state's tourism industry and tax collections.
Trump Entertainment Resorts told the AP that its managers and board of directors "have been reviewing alternatives for the property. Although this review has not been completed and no final decision has been made, the company expects that it will terminate the operations of Trump Plaza Hotel and Casino on or shortly after September 16, 2014."
A source with direct knowledge of the situation who was not authorized to speak to the media told the AP that the company has hired a search firm to solicit buyers for Trump Plaza, an effort that remains ongoing. So far, no buyer has emerged.
The company did not indicate what might become of the building after it is closed.
Bob McDevitt, president of local 54 of the Unite-HERE union, said 7,000 casino workers — or about one in four — have been warned their jobs could disappear within 60 days.
"While this is a personal tragedy for every family involved, it is also a crisis for the state," he said. "We expect Trenton to react with more than just sympathetic sound bites; we demand action equal to the magnitude of this pending catastrophe."
Continue reading this story on the...


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Liverpool rivalled for signature of Borussia Dortmund star
AC MILAN have joined Liverpool in the race for Borussia Dortmund star Ciro Immobile, according to reports.Daily Express » 10h
AC MILAN have joined Liverpool in the race for Borussia Dortmund star Ciro Immobile, according to reports.Daily Express » 10h
Martin O'Neill needs to find the right balance in midfield, Kieran Gibbs should start for England and Gareth Bale can shake off his clásico disappointment Group C looked likely to be a doddle for Spain and Uefa's decision to bloat the tournament means that, despite their early setback in SlovakGuardian » 18h
Arsenal have set their sights on Borussia Dortmund's Marco Reus amid speculation over the future of Theo Walcott.EatSleepSport » 18h
With the international programme upon us, Tor-Kristian Karlsen picks 12 players aged 23 or under who are likely to become stars for their national teams Continue reading...Guardian » 1d
MANCHESTER UNITED are plotting to pair Atletico Madrid youngster Jose Gimenez with Borussia Dortmund star Mats Hummels next season, according to reports.Daily Express » 1d
Germany 2-2 Australia Jedinak scores eighth goal in Socceroos' shirt Continue reading...Guardian » 1d
The drubbing many feared never materialised as an injury-rocked Socceroos stood tall against the reigning World Champions on home soil • Match report: Germany 2-2 Australia Australia's first real step on the road to Russia to 2018 should, in all likelihood, be its hardest, and the new kings of�Guardian » 2d
Substitute Lukas Podolski grabbed an 81st-minute equaliser to rescue a 2-2 draw for World Cup winners Germany in an entertaining friendly against Asian champions Australia on Wednesday. Podolski, who has been mainly on the bench for Inter recently, stroked the ball home from close range with his…Guardian » 2d
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Distracted drivers do crazy stuff, survey saysMonday, March 30, 2015 09:38 PM
WASHINGTON — Have you ever had a romantic adventure while driving? Changed your clothes or flossed your teeth behind the wheel? If you said yes, you're not alone. If you said no, you might be surprised how many people say they have.
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text:
Pronunciation: Chaume de Talvat
Added on: 2013-03-23 Listened: 15 timesin: wine, chablis premier cru, Burgundy
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I am considering purchasing this AR-10 and would greatly appreciate some input from any senior members who can tell me the good, the bad, a better model perhaps?? Thank you. http://www.armalite.com/ItemForm.aspx?item=10A4CF&ReturnUrl=Categories.asp x?Category=f4bd4a13-55d1-41aa-aea0-49488ec48776
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I would also take a serious look at the Rock River Arms LAR-8
More options and very accurate.
I have a friend who works for another company and he advised (direct quote) "Unfortunately you rather get a good one or a bad one that gives you problems".
Something is amuck!
There was/is another thread with this title that was going earlier this morning.
That thread is now listed as being started by neilage66 (me).I did not start the thread.
I was the first to reply to the OP capnklump.
The maximum use of force is in no way incompatible with the simultaneous use of the intellect.


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'DACC Tirreno' was delivered at the Oshima shipyard in Japan yesterday, the first of four Supramax bulk carriers for the dACC Maritime Limited fleet, the joint
Austal USA combined two classes to graduate a total of 48 members of Austal's cutting-edge four-year apprenticeship program yesterday at a formal ceremony held at the Arthur R.
BAE Systems announced it will invest approximately $100 million to expand drydocking capabilities at its San Diego shipyard.
The investment, which will include
The Wall Street Journal ran a story yesterday describing how the increasing number of seaborne migrants making the journey from Africa to Europe has not only
Hamburg Süd christened its third container vessel in the new San class yesterday, officially naming newbuild San Vicente at the Cuenca del Plata terminal in Montevideo.
Shipping freight rates for transporting containers from ports in Asia to Northern Europe fell 5.5 percent to $586 per 20-foot container (TEU) in the week ended on Friday,


text:
Keywords: B drug resistance surveillance; New Caledonia; epidemiology of TB; tuberculosis
Document Type: Regular Paper
Affiliations: 1: Institut Pasteur of New Caledonia, Noumea, New Caledonia 2: Committee for the Prevention and Control of Tuberculosis, Centre Hospitalier Territorial G. Bourret, Noumea, New Caledonia 3: Mycobacteria Study Group, International Pasteur Institute Network, Unité de Génétique Mycobactérienne, Paris, France
Publication date: March 1, 1999
The International Journal of Tuberculosis and Lung Disease publishes articles on all aspects of lung health, including public health-related issues such as training programmes, cost-benefit analysis, legislation, epidemiology, intervention studies and health systems research. The IJTLD is dedicated to the continuing education of physicians and health personnel and the dissemination of information on tuberculosis and lung health world-wide.
Certain IJTLD articles are selected for translation into French, Spanish, Chinese or Russian. They are available on the Union website


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Attraction to employment advertisements: advertisement wording and personality characteristics.
"... established stable firm seeks conscientious general shop person ..." (Denver Post, 2007).
"... demonstrated assertive and outgoing personality...." (Hotjobs. com, 2008).
"... the perfect fit for our Sheetz team would be someone that is people oriented, self motivated, dependable ..." (Careerbuilder.com, 2008).
"... adaptable and comfortable to changing dynamics ..." (Monster. com, 2008)
A recruitment source that is frequently utilized to attract prospective employees is the employment advertisement. The quotes above are indicative of employment advertisements that seek applicants possessing certain personality characteristics. Through recruitment, organizations hope to build an applicant pool from which they can select one or more employees who best fit their organization. Recruitment sources that attract individuals who are more likely to fit with the organization and screen out those that do not will reduce the time and expense involved in the selection process. There is a developing literature in regard to this notion of person-organization fit (Kristof, 1996; Ravlin and Ritchie, 2006). The idea is that, when hiring people, it is to the organization's advantage to select individuals that fit with the organization's culture. The advantages of successful person-organization fit (P-O fit) include increased job satisfaction, organizational commitment, feelings of work group cohesion, organizational tenure, individual performance (Boxx et al., 1991; Bretz and Judge, 1994; Cable and Judge, 1996; Chatman, 1991; Downey et al., 1974; O'Reilly et al., 1991; Tziner, 1987) and decreased turnover and intentions to quit (Cable and Judge, 1996; Chatman, 1991; O'Reilly et al., 1991).
One way of viewing the notion of P-O fit is through Schneider's Attraction-Selection-Attrition (ASA) framework (Schneider, 1987; Schneider et al., 1995). According to this model, employees within an organization tend to be homogenous because they were attracted to, selected by, and chose to remain with the particular organization. According to the model, the key factor that influences the relationship between the person and the organization "is the fit of the individual's personality with that of the modal personality of the organization" (Schneider et al., 1998: 463). Research pertaining to the attraction-selection-attrition model has been supportive. For example, research on the attraction piece of the attraction-selection-attrition model has shown that people are attracted to organizations that fit their personality (Judge and Cable, 1997) and that fit their needs (Cable and Judge, 1994; Turban and Keon, 1993). Other research has provided support for the homogeneity aspect of the attraction-selection-attrition model (Ployhart et al., 2006; Schneider et al., 1998).
Given the advantages of successful P-O fit, it would seem to be advantageous for employers to attempt to recruit individuals who will fit their particular cultures. Ployhart et al. suggest that during recruitment, firms with high levels of particular personality traits should "emphasize this information as part of the organization's 'personality' because doing so will attract and retain individuals with similar personalities" (2006: 674). Previous recruitment research based on signaling theory (Spence, 1973) has shown that individuals use information obtained from the recruitment process as signals of organizational characteristics (Highhouse et al., 1999; Goldberg and Allen, 2008; Goltz and Giannantonio, 1995; Rynes et al., 1991). For example, in a laboratory study, Goltz and Giannantonio (1995) found that the perceived friendliness of interviewers was related to participants' positive inferences regarding unrevealed organizational characteristics.
One way of accomplishing Ployhart et al.'s suggestion would be to include personality-related information in employment advertisements as a way of sending organizational personality signals to prospective applicants. Although employment advertisements continue to be a common source of employee recruitment (Breaugh and Starke, 2000; Ruiz, 2007), very little research has been conducted to determine if these advertisements can successfully attract individuals that possess specific or desired characteristics (Barber, 1998; Breaugh and Starke, 2000). As Barber indicates, even though the effectiveness of different recruitment sources has been extensively researched, "this research has little to say about the primary outcomes of recruitment: the identification and attraction of applicants" (1998: 22). The recruitment source research that has been published tends to focus on the effect of sources on post-hire outcomes such as job performance and turnover (Rynes, 1991; Rynes and Cable, 2003). Rynes and Cable (2003) note that the results of this research have been inconsistent and relatively weak. They point out that such results have caused researchers to call for future source research to focus more on prehire outcomes. The present research answers this call by focusing on the relationship between characteristics of employment advertisements and applicant attraction.
In particular, the present research examines whether the wording of employment advertisements can potentially attract applicants with specific attributes. In addition to contributing to the research literature on recruitment sources, this study addresses a need for additional research on recruitment content. The vast majority of research that has been done on the impact of recruitment content on applicant decisions has largely focused on the impact of "compensation, location, and diversity or fairness policies on application decisions" (Barber, 1998: 42). An exception is a study by Mason and Belt (1986). They argued that job applicants try to match their interests and abilities with the requirements of advertised jobs. In a laboratory setting, student participants viewed four job advertisements for a fictitious electrical engineering position and indicated the likelihood that they would apply for the jobs. The advertised jobs differed in how specifically the job and the qualifications for the job were presented. Two groups of participants rated the advertisements--a "qualified" group of electrical engineering students and an "unqualified" group of nonelectrical engineering students. The study's results indicated that unqualified students were less favorable towards the advertisements where qualifications were specifically indicated (as opposed to a vague indication of qualifications). Thus, the Mason and Belt study provided initial evidence that people pay attention to how well their individual characteristics fit the stated qualifications within job advertisements.
Employers seek many different characteristics when recruiting and selecting employees. As can be seen from the above excerpts from employment advertisements, one such characteristic is personality. The use of personality as an employee selection criterion is receiving increasing attention today. Although the use of personality as a staffing criterion was once thought to be of little use (Guion, 1965; Guion and Gottier, 1965), recent research has seen a resurgence of interest in personality.
This resurgence in interest is largely due to the fact that in the past several years, personality researchers have begun to agree on a five-factor model of personality that can serve as a taxonomy for investigating personality-related issues (Digman, 1990). Origins of the five-factor model of personality lie in what is known as the lexical approach. This approach utilizes lists of words that are used to describe individual attributes of people (Digman, 1990; Hogan, 1991; Mount and Barrick, 1995). The notion is that personality characteristics have been encoded into the language that people use to describe one another. When self-report and peer ratings on terms derived in such a fashion have been factor analyzed, five dimensions (the "Big Five") have consistently been recovered (Digman and Takemoto-Chock, 1981; Goldberg, 1990, 1992). Furthermore, this factor structure has been found in a multitude of non-English languages and cultures (Mount and Barrick, 1995). These five factors of personality (the "Big Five") are Extraversion, Emotional Stability (Neuroticism), Agreeableness, Conscientiousness, and Openness to Experience. Research by Barrick and Mount (1991), Mount and Barrick (1995), and Salgado (1997) has demonstrated the usefulness of the five-factor model for predicting job performance. As such, there has been increased interest in using personality characteristics as a basis for making staffing decisions and in understanding the implications of personality for work outcomes. In this regard, little is known about how the use of various recruiting procedures, such as the ubiquitous employment ad, influences the personality composition of the applicant pool.
The present research attempts to discern whether the wording used in employment advertisements can systematically influence the attraction to the organization of individuals possessing higher levels of certain dimensions of personality. According to attraction-selection-attrition theory, people are attracted to organizations that are composed of individuals with personalities and values like their own (Schneider, 1987; Schneider et al., 1995). Similarly, according to the person-organization fit model (Kristof, 1996), individuals with higher levels of a particular characteristic (such as a particular personality dimension) should be attracted to organizations that epitomize this characteristic. This particular conceptualization of person-organization fit is often referred to as the needs-supplies perspective which maintains that person-organization fit "occurs when an organization satisfies individuals' needs, desires, or preferences" (Kristof, 1996: 3). Previous research by Mason and Belt (1986) provided preliminary evidence that job applicants pay attention to a job's required qualifications when determining their level of interest in an advertised position within an organization. The present research builds upon this finding to determine whether individuals with higher levels of specific dimensions of personality will be more attracted to organizations that advertise for characteristics of these personality dimensions than will individuals with lower levels of the personality dimensions. This study sets forth hypotheses related to three of the Big Five dimensions of personality--conscientiousness, extraversion, and openness to experience. The decision to use these three dimensions as opposed to all five was based both on the desire to create a concise and time-efficient advertisement measure and because of previous research related to the value of these three dimensions in predicting work-related outcomes (c.f. Barrick and Mount, 1991).
Conscientiousness. Conscientiousness "reflects dependability; that is being careful, thorough, responsible, organized, and planful" (Barrick and Mount, 1991: 4). Conscientiousness has been shown to be predictive of job performance and training proficiency in a wide variety of occupational groups (Barrick and Mount, 1991 ; Mount and Barrick, 1995). Additionally, Judge and Cable (1997) find that more conscientious individuals are attracted to organizations with demanding, achievement-oriented cultures as well as cultures where precision and attention to detail are important. Thus, firms with such cultures would be well served if employment advertisement wording could influence the propensity of conscientious individuals attracted to their organization. The words used in employment advertisements may serve as a signal to applicants about the culture and hence employee makeup of an organization. According to attraction-selection-attrition theory, conscientious individuals will be attracted to organizations with conscientious-oriented cultures and employees. Thus,
Hypothesis 1: There will be a positive relationship between conscientiousness and attraction to advertisements that list conscientiousness-related characteristics as requirements.
Extraversion. The extraversion dimension is frequently associated with traits such as "being sociable, gregarious, assertive, talkative, and active" (Barrick and Mount, 1991: 3). Extroverts enjoy people, large groups and social gatherings (Costa and McCrae, 1992). Introverts, on the other hand, are reserved and independent (Costa and McCrae, 1992). Extraversion has been shown to be predictive of the job performance of managers and salespeople as well as training proficiency in a wide variety of occupational groups (Barrick and Mount, 1991). Further, Judge and Cable (1997) find that more extraverted individuals are attracted to organizations with competitive cultures as well as organizations with team-oriented cultures. Hence, employment advertisements can be of greater service to such firms if their wording can influence extraverted individuals to be more attracted to the firm. Attraction-selection-attrition theory indicates that extraverted individuals will be attracted to organizations with extraversion-oriented cultures and members. Therefore,
Hypothesis 2: There will be a positive relationship between extraversion and attraction to advertisements that list extraversion-related characteristics as requirements.
Openness to Experience. Open individuals have intellectual curiosity, a preference for variety, and are interested in learning (Costa and McCrae, 1992). Those who are low on openness "tend to be conventional in behavior and conservative in outlook. They prefer the familiar to the novel" (Costa and McCrae, 1992: 15). Openness to experience has been shown to be predictive of training proficiency in a wide variety of occupational groups (Barrick and Mount, 1991). Additionally, Judge and Cable (1997) find that more open individuals are attracted to organizations with cultures that promote risk-taking and experimentation and to organizations that stress detail-oriented, precise cultures. Firms with such cultures would be well served if employment advertisement wording could influence the attraction of open individuals to the firm. Attraction-selection-attrition theory indicates that individuals with higher levels of openness will be attracted to organizations with openness-oriented cultures and employees. Thus,
Hypothesis 3: There will be a positive relationship between openness to experience and attraction to advertisements that list openness-related characteristics as job requirements.
The study was performed in two steps. First, participants completed a personality inventory so that information on the Big Five personality traits would be available for the analysis. Second, after a three-month interval, participants completed an employment advertisement measure so that the extent to which they were attracted to each of seven advertisements with different personality descriptors would be available for analysis. Details regarding the participants, the personality inventory, and the employment advertisement measure are discussed next.
The participants consist of undergraduate students at a large midwestern university. The students were enrolled in four business-related courses and were from a variety of academic majors (57 percent indicated majors within the business college). Data were collected from 178 students. Incomplete data were provided by 27 of these students yielding a usable sample of N = 151. There were 76 male and 75 female participants. The age of participants ranged from 19 to 47 (M = 22.52, SD = 3.47).
Personality Inventory. Each participant completed the Revised NEO Personality Inventory (Costa and McCrae, 1992). This inventory (the NEO PI-R) consists of a booklet containing 240 statements on which respondents are asked to indicate their relative agreement on five-point scales ranging from "strongly disagree" to "strongly agree." This personality inventory was specifically designed to measure personality according to the five-factor model. A seven-year test-retest reliability study found reliabilities ranging from .63 to .81 for the five dimensions in men and women (Costa and McCrae, 1992). For the current study, all personality scores are expressed in standardized form (i.e., T-scores (M = 50, SD = 10), with higher T-scores indicating a higher level of the personality dimension).
Employment Advertisement Measure. The participants were given the Employment Advertisement Measure (EAM) three months after they completed the NEO PI-R. The EAM was created for the purposes of the present study and was designed to assess the degree to which people would be attracted to organizations with differing personality characteristics as qualifications. Specifically, the EAM presents seven employment advertisements (see Appendix). Common descriptors for the personality dimensions of extraversion, conscientiousness, and openness were included in the advertisements. The advertisements differ only in the personality characteristics that are required of applicants. All other advertisement text (with the exception of the advertisers' post office box numbers) is consistent across the advertisements. The seven employment advertisements include advertisements requiring applicant characteristics related to: (1) extraversion, (2) conscientiousness, (3) openness to experience, (4) extraversion and conscientiousness, (5) extraversion and openness to experience, (6) conscientiousness and openness to experience, and (7) extraversion, conscientiousness, and openness to experience. Five different versions of the instrument were prepared with the advertisements presented in five different random orders.
On a separate sheet of paper, participants were asked to indicate the extent to which they were attracted to each of the seven advertisements. Specifically, for each of the seven advertisements, participants responded to three statements: (1) "I would apply for this job," (2) "I would do well in this job," and (3) "I would pursue this job," using seven-point scales ranging from "very strongly disagree" to "very strongly agree." To determine how consistent responses to these three statements were, internal consistency reliability analyses were conducted for each of the seven sets of the three statements. The resulting alpha values were all equal to or greater than .89. Because of the high internal consistency of the ratings for the three statements that followed each advertisement, composites were computed for each scenario by averaging the responses to the three statements.
The hypotheses considered in this study are concerned with the interaction between a participant's levels of extraversion, openness to experience, and conscientiousness and the content of each advertisement. Though
the data conform to a policy capturing or hierarchical regression design, multiple regression analysis is used to test the hypotheses. The motivation behind this choice is the paucity of data for each individual participant. As the data include seven observations from each participant, computing a separate regression equation for each participant would not provide reliable estimates of coefficients. In contrast, by using interaction terms in a multiple regression analysis to capture the interdependence of variables' effects on participants' scores, a single regression can be performed with a much larger data set.
To that end, each of the 151 participants' seven ratings of the different advertisements was coded as a separate observation resulting in 1,057 (151 x 7) observations. In the corresponding seven observations for each participant, the between subjects variables (gender and the Big Five dimensions of personality) were duplicated for the seven advertisement ratings. These variables control for the relationship between the observations recorded from the same subjects. Each observation from the same subject has the same values for these control variables; therefore, the adjustment from the regression will be the same for each observation taken from each subject. Hence, the regression accounts for the dependence of the seven observations from each individual by making an identical adjustment for gender and the Big Five personality dimensions to each observation from the same subject. Though the same person provided all seven ratings, by including that individual's gender and ratings on the Big Five dimensions of personality in the regression, the study controls for that individual's characteristics so that the only remaining factor is stochastic error which is independent across the seven ratings.
Specifically, to control for between subjects factors in the regression model, gender is included as a dummy coded variable (0 = male, 1 = female) along with the participants' standardized scores on the Big Five personality dimensions (neuroticism, agreeableness, extraversion, openness and conscientiousness). To test the hypotheses, interactions are included between extraversion and a dummy coded variable EAD (0 = extraversion-related descriptors are not indicated in the advertisement, 1 = extraversion-related descriptors are indicated in the advertisement); openness and a dummy coded variable OAD (0 = openness-related descriptors are not indicated in the advertisement, 1 = openness-related descriptors are indicated in the advertisement); and conscientiousness and a dummy coded variable CAD (0 = conscientiousness-related descriptors are not indicated in the advertisement, 1 = conscientiousness-related descriptors are indicated in the advertisement). The resulting model appears below:
advertisement attraction = [[BETA].sub.0] + [[BETA].sub.1] x gender + [[BETA].sub.2] x neuroticism + [[BETA].sub.3] x agreeableness + [[BETA].sub.4] x extraversion + [[BETA].sub.5] x openness + [[BETA].sub.6] x conscientiousness (1)
[[BETA].sub.4] = [[alpha].sub.0] + [[alpha].sub.1] x EAD (2)
[[BETA].sub.5] = [[alpha].sub.2] + [[alpha].sub.3] X OAD (3)
[[BETA].sub.6] = [[alpha].sub.4] + [[alpha].sub.5] x CAD. (4)
Equation 1 represents how advertisement attraction depends on the respondent's personality and gender. Equations 2, 3, and 4 represent how the importance the respondent places on a particular personality dimension depends on the inclusion of descriptors of that personality dimension in each advertisement.
Substituting Equations 2, 3, and 4 into Equation 1, a single composite regression model for analysis can be obtained. The composite model uses new variables (eproduct, oproduct, and cproduct) representing the product of the personality dimensions (extraversion, openness and conscientiousness) and the advertisement content variables (EAD, OAD, and CAD). That is,
eproduct = extraversion x EAD (5)
oproduct = openness x OAD (6)
cproduct = conscientiousness x CAD. (7)
It is these new variables with which the hypotheses are concerned as they take on the value zero when the relevant personality dimension is not listed in an advertisement and the value of the personality dimension when it is listed in an advertisement. The resulting composite regression model for analysis appears below and a classification of the variables as "control," "independent," and "dependent" appears in Table 1.
advertisement attraction = [[BETA].sub.0] + [[BETA].sub.1] x gender + [[BETA].sub.2] x neuroticism + [[BETA].sub.3] x agreeableness + [[alpha].sub.0] x extraversion + [[alpha].sub.1] x eproduct + [[alpha].sub.2] x openness + [[alpha].sub.3] x oproduct + [[alpha].sub.4] x conscientiousness + [[alpha].sub.5] x cproduct. (8)
Table 2 reports means, standard deviations, standard errors, and 95% confidence intervals for advertisement attractiveness ratings by position announcement and by personality factor. Table 3 reports means, standard deviations, and correlations for all variables examined in the analysis. As can be seen in Table 3, the correlations between the within subjects variables (EAD, OAD and CAD) and the between subjects variables (the Big Five and gender) are zero. This is because each subject evaluated the same seven advertisements. The nonzero correlation between the within subjects variables occurs because some of the advertisements listed more than one personality dimension as qualifications.
To test the relationships between the variables and advertisement attraction, the composite model was fit using ordinary least squares regression. The [R.sup.2], adjusted [R.sup.2,] and model significance appear in Table 4. The resulting coefficients, standard errors, standardized coefficients, significance levels, and variance inflation factors (VIF) also appear in Table 4. Low VIF values suggest that multicollinearity is not a problem for this regression model (Myers, 1990).
As indicated by the [R.sup.2] value, the model explains 15.6% of the variation in advertisement attraction (F = 21.483, p < 0.001). Furthermore, as indicated in Table 4, extraversion is significantly related to advertisement attraction independent of advertisement content ([BETA] = 0.248, p < 0.001), conscientiousness is given significantly more importance when the advertisement refers to conscientiousness-related descriptors ([BETA] = 0.224, p < 0.001), and openness is given significantly more importance when the advertisement refers to openness ([BETA] = 0.235, p < 0.001). The first result suggests that higher levels of extraversion contributed to advertisement attraction for all advertisements whether or not extraversion was indicated in the advertisement. The second result supports Hypothesis 1, suggesting that including conscientiousness-related characteristics as qualifications in an advertisement will increase the attraction of applicants who are higher on the conscientiousness dimension of personality. Finally, the third result supports Hypothesis 3, suggesting that including openness-related descriptors in an advertisement will increase the attraction of applicants who are higher on the openness dimension of personality.
The results of the present study have practical implications for improving the likelihood of success in an organization's recruitment efforts. As indicated above, the results provide support for Hypotheses 1 and 3. As hypothesized, there is a significant, positive relationship between conscientiousness and attraction to advertisements that list conscientiousness-related characteristics as requirements. Similarly, as hypothesized, there is a significant, positive relationship between openness to experience and advertisements that list openness-related characteristics as requirements. In other words, the more conscientious an individual is, the more he/she will be attracted to advertisements that stress conscientiousness as a requirement. Likewise, the more open to experience an individual is, the more he/she will be attracted to advertisements that stress openness as a requirement. Attraction-selection-attrition theory maintains that people are attracted to organizations that are composed of individuals with personalities like their own (Schneider, 1987; Schneider et al., 1995). Similarly, according to the person-organization fit model (Kristof, 1996), individuals with higher levels of a particular personality characteristic should be attracted to organizations that epitomize this characteristic. Thus, the present research indicates that it may be beneficial for organizations that have cultures that are epitomized by conscientiousness and/or openness to include descriptors of these personality dimensions in their recruitment advertisements. As Rynes and Cable (2003) have indicated, the recruitment source literature has primarily focused on post-hire outcomes (e.g., job performance, turnover). The results of the present research are a first step in answer to their call for future source research to focus more on pre-hire outcomes. Furthermore, the results also indicate that including personality-related wording in the content of employment advertisements may contribute to the attraction of individuals with these personality characteristics. This result furthers the content literature which previously has largely focused on the impact of "compensation, location, and diversity or fairness policies on application decisions" (Barber, 1998: 42).
Hypothesis 2 was not supported. It was hypothesized that there would be a positive relationship between extraversion and attraction to advertisements that list extraversion-related characteristics as requirements. However, it was found that extraversion was significantly related to advertisement attraction independent of advertisement content. In other words, the more extraverted an individual was, the more he/she indicated an attraction to all of the advertisements. A possible explanation for this result can be found in extraverts' desire to obtain rewards. According to Gray (1973), the more extraverted an individual is, the more sensitive he or she is to a signal of a reward. Stewart (1996) supported this notion by demonstrating that salespeople higher in extraversion excelled on job performance dimensions that provided the greatest reward.
Given the relationship between extraversion and the desire for rewards, it is possible that more extraverted individuals view obtaining a job offer as a reward (Kristof-Brown et al., 2002). In the context of the present study, if gaining employment is viewed as a reward, then it may be that more extraverted individuals indicate a preference for all of the advertisements because indicating a preference for and seeking out a larger number of employment opportunities increases the probability of obtaining a reward (job offer).
Another possible explanation for why more extraverted participants were attracted to all of the advertisements could be related to the sociable nature of extraverts. Given the extraverts' desire for social interactions, the inclusion of any personality-related wording in the advertisement may have caused them to be more attracted to the advertisement.
Limitations and Implications for Future Research
One possible limitation of the present study is the experimental design using student participants. While the use of students is not ideal, it is not unreasonable. The use of university students in studies of job and organization choice has a well-established history (Kristof, 1996). Further, given that the study participants are currently involved in the job search process or will be in the near future, the sample is prototypic (Sackett and Larson, 1990). Additionally, when researchers are concerned with universalistic research questions (i.e., whether at a fundamental level, relationships can be established), student samples and laboratory studies are particularly apropos (Kruglanski, 1975). Given the nascent level of this study, it seems appropriate to limit confounding factors and emphasize internal validity to establish relationships between variables of interest.
In light of the self-report nature of the present study, another potential limitation is the possibility of common method variance. However, to minimize this possibility, data were collected on two separate occasions. The advertisement attraction data were collected three months after the personality data were collected. Thus, while common method variance is a possibility, the length of time between when the two sets of data were collected minimizes this possibility.
Another limitation of the study is the use of only three of the Big Five personality variables. While the three personality dimensions in the present study are important, they do not fully describe all possible characteristics of an organization or its members. Thus, future research should explore the use of agreeableness and emotional stability-related wording in employment advertisements as well as descriptors for other individual difference variables.
A further limitation of the study is that the employment advertisement measure did not contain an advertisement that was devoid of all descriptors of the personality dimensions. While participants that were not attracted to any of the personality dimensions did have the ability to rate the advertisements on the low end of the attractiveness scales, having the option to rate a "non-personality" related advertisement would serve as a control and improve the measure and study.
While the present research does have its limitations, it also makes a valuable contribution. Research pertaining to the ability of advertisements to successfully attract individuals that possess specific characteristics is very limited (Barber, 1998; Breaugh and Starke, 2000). Further, no research to date has examined the ability of employment advertisements in attracting applicants with specific personalities. Given research findings regarding personality and employment (cf. Barrick and Mount, 1991; Mount and Barrick, 1995; Salgado, 1997), a finding that employment advertisements can potentially be used to attract individuals with desired personalities (e.g., higher levels of conscientiousness and/or openness to experience) is significant. Given the findings of the present research, further research is encouraged to investigate whether these findings will hold under other experimental settings and in the field. Research should be conducted to determine whether the current findings can be replicated in other experimental settings. Further, experimental research should be conducted to determine if the wording of employment advertisements can be used to attract individuals possessing other characteristics. Additionally, research should be conducted in the field to determine if the results of the present study will hold in actual recruitment settings.
In summary, despite the widespread use of employment advertisements, little research has evaluated their efficacy in attracting individuals possessing characteristics that are deemed desirable by the advertising organization. The current study demonstrated that in a laboratory setting, individuals possessing higher levels of conscientiousness were attracted to advertisements that stressed conscientiousness as a requirement. Additionally, it was found that individuals possessing higher levels of openness to experience were attracted to advertisements that stressed openness as a requirement. Such findings provide valuable insight into the usefulness of a very common recruitment tool.
Job Advertisement Measure
Help Wanted: Professional
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Positions available in all areas of our business. These positions require applicants who are assertive and outgoing. Additionally, applicants need to be dependable, achievement-oriented individuals. Positions available in locations throughout the U.S. Competitive salaries. Excellent benefits including 401k and full health coverage. Send applications to P.O. Box 913, Minneapolis, MN.
Positions available in all areas of our business. These positions require applicants to be willing to try new tasks and to have a preference for variety in their work. Additionally, applicants need to be dependable, achievement-oriented individuals. Positions available in locations throughout the U.S. Competitive salaries. Excellent benefits including 401k and full health coverage. Send applications to P.O. Box 785, Minneapolis, MN.
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Charles D. Stevens
Associate Professor of Human Resource Management
North Dakota State University
Joseph G. Szmerekovsky
Associate Professor of Management
North Dakota State University
Table 1 Classification of Variables Classification Variables Control gender, neuroticism, agreeableness, extraversion, openness, conscientiousness Independent eproduct, oproduct, cproduct Dependent advertisement attraction Table 2 Mean Attractiveness Ratings for Each Stimulus Advertisement Personality Standard Standard Lower Upper Descriptors Mean Deviation Error 95% 95% Conscientiousness (C) Only 5.17 0.843 0.069 5.03 5.31 Extraversion (E) Only 4.62 1.042 0.085 4.45 4.79 Openness (O) Only 5.15 0.965 0.079 5.00 5.30 C and E 5.58 0.900 0.073 5.44 5.72 C and O 5.14 0.882 0.072 5.00 5.28 E and O 5.58 1.007 0.082 5.42 5.74 C, E and O 5.51 0.946 0.077 5.36 5.66 All Advertisements with C 5.36 0.912 0.037 5.29 5.43 All Advertisements with E 5.11 1.023 0.042 5.03 5.19 All Advertisements with O 5.36 0.967 0.039 5.28 5.44 Table 3 Means, Standard Deviations and Intercorrelations Label Mean SD 1 2 1. Neurotocism 47.64 10.54 -- 2. Extraversion 52.22 10.77 -0.20 *** -- 3. Openness 47.52 10.36 -0.01 -0.01 4. Agreeableness 51.47 11.85 0.10 ** 0.03 5. Conscienciousness 51.28 9.98 0.17 *** 0.03 6. Gender 0.50 0.50 -0.02 -0.07 * 7. CAD 0.57 0.50 0.00 0.00 8. EAD 0.57 0.50 0.00 0.00 9. OAD 0.57 0.50 0.00 0.00 10 Ad attraction 5.20 0.98 -0.02 0.24 *** Label 3 4 5 6 7 1. Neurotocism 2. Extraversion 3. Openness -- 4. Agreeableness 0.20 *** -- 5. Conscienciousness -0.05 -0.02 -- 6. Gender -0.10 ** 0.04 0.01 -- 7. CAD 0.00 0.00 0.00 0.00 -- 8. EAD 0.00 0.00 0.00 0.00 -0.17 *** 9. OAD 0.00 0.00 0.00 0.00 -0.17 *** 10 Ad attraction 0.00 -0.03 0.10 ** -0.04 0.18 *** Label 8 9 1. Neurotocism 2. Extraversion 3. Openness 4. Agreeableness 5. Conscienciousness 6. Gender 7. CAD 8. EAD -- 9. OAD -0.17 *** -- 10 Ad attraction -0.11 *** 0.19 *** Note: Gender is coded 0 = male, 1 = female. N= 1057. Reported significance levels are two-tailed. * p < .05; ** p <.01; *** p < .001. Table 4 Multiple Regression Predicting Ad Attraction Unstandardized Standardized Coefficient Coefficients SE Coefficients (Constant) 3.678 0.290 Neuroticism 0.001 0.003 0.012 Extraversion 0.023 0.003 0.248 Openness -0.004 0.003 -0.042 Agreeableness -0.004 0.002 -0.043 Conscientiousness 0.004 0.003 0.038 Gender -0.035 0.056 -0.018 Cproduct 0.008 0.001 0.224 Eproduct 0.000 0.001 -0.013 Oproduct 0.009 0.001 0.235 Coefficient Significance VIF (Constant) 0.000 Neuroticism 0.675 1.092 Extraversion 0.000 1.114 Openness 0.167 1.124 Agreeableness 0.141 1.063 Conscientiousness 0.199 1.089 Gender 0.536 1.022 Cproduct 0.000 1.117 Eproduct 0.660 1.123 Oproduct 0.000 1.129 Note: R = 0.395, [R.sup.2] = 0.156, Adjusted [R.sup.2] = 0.149, F = 21.483, p <.001.
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He must have had a bad case of the munchies.
Because a breakfast burrito doesn't make enough sense on its own, Taco Bell is adding the waffle taco to the rapidly expanding list of options available to those who just can't decide between savory and sweet in the morning.
Hopefully not all of Taco Bell's workers love the shells as much as it appears one of its California employees does.


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This is a great stainless electric kettle. There are some plastic parts that come into contact with the water however. on the inside there is a plastic piece that when the water is boiling, it hits this piece then shuts off. a nice feature but with a plastic piece. Also, the plastic knob on the lid goes through to the inside, so if you were really concerned about plastic, you might not want it. I think it is a great product and I don't mind that the water will occasionally come in contact with plastic, but I wouldn't have picked it out had I known... unless all the other stainless ones were the same way.
Fantastic kettle and holds a lot more than it appears. Be careful where you point this as it will give a solid stream of steam. Have had it only a short few months so we'll see how durable it is but so far so good.
This kettle is used daily. You don't have to worry about forgetting to turn off the stove, this electric kettle turns itself off once the water boils. Every tea drinker should own one.
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The company said quarterly earnings climbed nearly 60 percent.
The Toro Co. reported first-quarter earnings growth and said it will strengthen its presence in China through the acquisition of a "micro-irrigation" company.
Bloomington-based Toro, which provides turf, landscape, rental, and construction equipment, as well as irrigation and outdoor lighting products, said its performance was driven by strong demand for large turf equipment and growth in micro-irrigation sales. Micro-irrigation refers to systems that slowly drip water to the roots of plants.
Toro's earnings for the quarter that ended February 1 totaled $31.4 million, or 53 cents per share, up about 58 percent from the same period a year ago. Revenue, meanwhile, climbed about 5 percent to $444.7 million.
The company's earnings exceeded the expectations of analysts polled by Thomson Reuters, who anticipated 43 cents per share. Sales, however, fell short of the $461.6 million that analysts predicted. Shares of Toro's stock were trading up 0.02 percent at $45.25 Thursday morning.
"The optimistic outlook of customers across our businesses is encouraging, as we prepare for our primary selling season," chairman and CEO Michael Hoffman said in a statement. "Barring new economic headwinds, we anticipate the momentum our golf, landscape contractor, and micro-irrigation businesses enjoyed this past quarter will carry into spring. Our residential business retail potential looks solid as well."
For the rest of the story, click here.
3032E and 3038E are the newest additions to the compact utility tractor line.
Oxalic acid will target varroa mites, which are a threat to honeybee colonies.
Zero-turn and stand-on mowers get all the attention, but walk-behinds can show your clients you are paying especially close attention to their properties.
Charging for design work has its benefits.
Try these seven search engine optimization quick-fixes for your lawn care and landscaping website.


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HAVE: Morning Glory Plants
GardenHits(9a PHOENIX)April 5, 2005
Yep I have plenty of MG plants to trade. Mostly heavenly blue and a purple variety. There may be some grandpa otts or flying saucers mixed in.
Let me know what you have to trade.
If you do not have anything to trade and want some morning glories really bad. I am always looking for any lavender plants 4 inch pot size are fine or if you want bigger or multiple plants gallon size will be even better to trade. (they are cheap at lowes, & home deport)
I also love scented basisil, like cinnamon or siam or thia.
I also like mints,


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Spinach (Spinacia oleracea) was cultivated over 2,000 years ago in Iran. Cultivation of spinach began during the Greek and Roman civilizations. Our name for spinach is derived from the Persian ward "ispanai" which mean "green hand" which later became "spanachia"(Late Latin), to spinach and spinach and spinage(English). In 647 A.D. spinach was introduced into China and was then transported to Spain in 1100. The prickly seeded form was known in Germany in the 13th century and the smooth seeded form was not described until 1552. It is the smooth seeded form that is used today in commercial production. By 1806, spinach had become a popular vegetable and was listed in American seed catalogs. In the 1920's the U.S. pushed spinach commercially, with Popeye the Sailorman cartoon being a great advocate in spinach consumption.Spinach contains large amounts of minerals and vitamins, especially vitamin A, calcium, phosphorus, iron and potassium. Spinach also has high levels of protein. Ninety-one percent of spinach weight is water. A serving of spinach contains 3.2 grams of protein, 4.3 grams of carbohydrates, and 0.3 grams of fat. It also contains Vitamin A, and C, thiamine, riboflavin, and niacin. Calcium, phosphorus, iron, sodium, and potassium are also found in spinach greens.
Storing and Cooking
Store in a plastic bag in your refrigerator for 3 - 7 days.
Spinach is used as a leafy green and eaten raw in salads. It is also used as a cooked green (potherb) much like turnip greens or collard greens. Cooking spinach causes for a more acidic flavor, hence many recipes will call for butter or cream added to the recipe to counteract the spinach flavor. Spinach may be steamed, sauteed or braised. Please note that when cooked, spinach will shrink by 90%!Spinach Recipes:
Spinach Cakes
Spinach Catalan
Spinach Smoothie
Did you know?Each year, an estimated 911 million pounds of synthetic pesticides are applied to conventional agricultural crops throughout the United States & looking upon the globe, the number reaches 5 billion.
Quotes"We didn't inherit the land from our fathers. We are borrowing it from our children."
~Amish belief
CSA 2010 is closed
Where We Are
Spring is Coming!
Thursdays are open for visitation. We are packing seed orders and chatting it up with friends and family. In addition to eggs and seeds, there are also dry beans and some root stocks floating around and available. The home farm is located at 10145 Oxford Rd. We hope to see you soon!
Boulder Farmers Market re-opens Saturdays on April 2 from 8-2 and Wednesdays on May 4 from 4-8
This year we will also have seeds at the Longmont Farmer's Market for the first 6 markets.


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You'd never guess you were looking at the inside of an RV.
Floral Home Décor
In the kitchen, Alex Bates paired contemporary West Elm chairs with a weathered farm table that belonged to the home's previous owners. The oyster plates were a gift from Bates's mother-in-law.
A vintage breadbox, earthy vessels by Heath Ceramics, and blue Martha Stewart bowls stitch together the room's beach-inspired color scheme.


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Fantastic location. One level off the Stradun, steps to the Prjeko restaurant strip, and 15 minutes to the cable car ride north. You can't ask for a more strategically located old town guest room.
Not directly related to Vicelic, but there is a major renovation taking place down the steps from the Vicelic. They start construction machinery early (7am)and they may still be on exterior work during Summer 2013 tourist season.
Here's why:
We're not the seller
At KAYAK we don't set prices, so it's not possible for us to guarantee what other companies are selling.
We aggregate tons of data for you
Our service lets you quickly and easily compare results from hundreds of travel sites at once. In this sense, KAYAK is a search engine and we don't guarantee prices we find.
Why aren't prices accurate 100% of the time?
Prices on airline seats, hotel rooms and car rentals can change frequently. Several people may also be trying to buy the same travel option simultaneously. As a result, you may find on occasion that certain prices are no longer available.
More questions or if you have a bad price to report to us
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Founded in 1951, The Kennedy Center, Inc. is a 501 (c) 3, non-profit community-based rehabilitation organization offering innovative and comprehensive program services to persons with special needs and disabilities, from birth through their senior years. Founder Evelyn Kennedy established The Kennedy Center as a grassroots organization, with a dozen other parents, all of whom had children with special needs and disabilities. Since 1981, The Kennedy Center has sought and consistently achieved the highest accreditation from the CARF International (Commission on Accreditation of Rehabilitation Facilities) standards setting organization. The Kennedy Center is one of the most comprehensive rehabilitation facilities in the State of Connecticut. On an annual basis, over two thousand individuals receive program services through our departments of Rehabilitation Services, Residential Services and Kennedy Industries.Our mission is to promote the empowerment of our individuals with diverse abilities, disabilities and experiences toward optimal participation and inclusion in the community.
Residential Services provides: individualized group home placement; independent living skills training; supported living services; a Caring for the Caregiver program; family support and respite services.
1. Opened the Maggie Daly Arts Cooperative program in Bridgeport providing instruction and training in multiple art disciplines for individuals with and without disabilities.
2. Achieved three-year accreditation from the CARF International (Commission on Accreditation of Rehabilitation Facilities) standards setting organization. The organization received only one recommendation out of thousands of applied standards placing The Kennedy Center among the top 1% of rehabilitation organizations internationally.
3. Purchased a building in Stratford that now houses our Children's Services and four Adult Day programs.
4 4. Received a three-year contract to provide employment & training services to individuals receiving Supplemental National Assistance Program (SNAP) services in Waterbury CT.
5. Published "Know How To Go", mobility resource guide in collaboration with the Department of Transportation and the Federal Transit Administration.
Top Goals:
G.1. Increase collaboration and communication among consumers, staff, service provider's families and the community to empower consumer choice, self-determination and decision making.
G. 2. Expand outreach to include other geographic areas, school districts, underserved individuals and people of diverse cultures and needs including individuals with Autism and Alzheimer's disease.
G.3. Expand job opportunities and choices as well as social, educational, residential, recreational and therapeutic supports to all eligible persons requesting services within their community.
G. 4. Develop and enhance resources for consumers, parents, families and/or guardians of persons with disabilities.
G. 5. Advocate for and develop housing opportunities for persons with disabilities to live in their own communities.
1. Increase the general operating funds.
2. Replace the high mileage vehicles in the transportation fleet.
3. Acquire and implement new therapeutic technologies.
4. Upgrade our facilities.5. Acquire Alzheimer's program funding
It was in February 1951, that Evelyn Kennedy and a dozen other parents with children with disabilities met to establish The Kennedy Center as a pioneering grassroots organization. Our agency was founded through the efforts of loyal, hardworking, dedicated volunteers and continues to thrive largely because of their efforts today. From its humble beginnings, The Kennedy Center has grown from a program serving fifteen children, to a statewide multifaceted organization that serves nearly 2,500 consumers annually. Today, we serve individuals from birth to senior years, with various disabilities and special needs. The Kennedy Center has sought and consistently achieves the highest accreditation from the CARF International (Commission on Accreditation of Rehabilitation Facilities) standards setting organization, which places it among the top 1% of rehabilitation organizations nationally. As a result, families choose to send their loved ones to The Kennedy Center because of its long-standing reputation in the community for innovative and comprehensive program services. Throughout The Kennedy Center's history the agency has always gone the extra mile to meet the practical life needs of the individuals we serve.
The Kennedy Center is dedicated to preserving the safety and wellbeing of the deserving individuals we serve. Individuals with disabilities are an integral part of our community who deserve the same quality of life as their neighbors. Unfortunately, the needs of these individuals tend to be invisible to the general population. State funding for programs/services are severely limited, and projected to decrease even further. Nonprofits have continually been asked to do more with less, especially in the provision of health and human services. Despite these challenges, we remain committed to advocating on the behalf of individuals with disabilities to address their unmet needs and the needs of our greater community.
Martin D. Schwartz
President and CEO
The cuts in funding by the State of Connecticut, coupled with a difficult economy that has impacted many current and potential private donors continues to offer significant challenges to The Kennedy Center. And in spite of these challenges The Kennedy Center not only continues to provide superior service to its consumers, but regularly introduces new programs to respond to the practical life needs of the community it serves. In 2011, The Kennedy Center was awarded two new group homes from the State of Connecticut. Additionally, requests from the community led to the newly established Autism Project for children and young adults and The Norma F. Pfriem Foundation Alzheimer's Center for individuals with Down syndrome and Alzheimer's disease.
My daughter Alison is a consumer of The Kennedy Center. Ali is 33 years old and was placed in a supported employment position through The Kennedy Center. As a result she is a housekeeper at Stern Village, an assisted living facility in Trumbull, CT. She has been there for 5 years and enjoys her interactions with the residents. It has taught her the discipline required to hold a job while increasing her tolerance of elderly people who often require assistance and patience. Ali's job coach picks her up each morning, transports her to work and brings her home at the end of her day. Her coach serves as a mentor and a friend offering valuable advice on how to improve her performance. Additionally, Ali attends many social events with her friends at The Kennedy Center's "Drop In" that is held every week. The Kennedy Center has made a huge different in Ali's life and has positively affected our family in ways we never imagined.
Throughout The Kennedy Center's history, the objective has been to expand services to include all populations with disabilities and create relevant program supports, as each service need has become apparent. Whether it was our establishment of the first group and apartment homes for individuals with intellectual disabilities in the State of Connecticut, or the creation of our Kennedy Employment businesses such as Cutting Edge Lawn Service, and Kenn Kleen Custodial Maintenance service, the agency has always gone the extra mile to meet the practical life needs of the individuals served.
It is an honor to be the Chairman of the Board of The Kennedy Center. Our Board of Directors is composed of a diverse mix of individuals who bring various strengths to the table and insure measured and well-thought out decisions. We are also blessed to have such a professional and dedicated management team in place, led by Martin Schwartz our President and CEO. The Board and the staff have a synergistic relationship that anticipates and manages issues as they occur and allows The Kennedy Center to remain strong in difficult times.
Stephen A. Smith
Chairman of the Board
The Kennedy Center, Inc.
The Kennedy Center celebrates the potential in people with disabilities and special needs from birth to senior years. With dignity and respect, our person-centered plans are individually designed from a team approach involving the individual, their family and our staff. A choice of innovative comprehensive program services are selected to create a plan that both meets the specific needs of the individual as well as promotes empowerment towards optimal participation and inclusion in the community.
Our wide array of specialty programs and services address the needs of people with intellectual disabilities, autism spectrum disorders, mental illness, acquired brain injury, Alzheimer's, deaf and hard of hearing, blind and visual impairments, learning disabilities, physical disabilities plus those who are at risk.
The Kennedy Center was established by families with children with disabilities, who wanted nothing more than what was their children's inevitable right – to be given the same opportunities as other children. We continue to embrace those original hopes and dreams and develop programs that will ensure each individual's potential now, and into the future.
The Residential Department continues
to thrive and has had another busy year, full of accomplishments. In
2013 the department served more than 165 people across New Haven and Fairfield Counties.
Services included twenty-four hour residential care for individuals with
intellectual and developmental disabilities, respite services to families,
supported living services to those living in apartments, and independent living
skill-building to those residing with family members. During the course of this
year we served 2 new individuals within our group homes, 1 additional
participant in the independent living program and 19 new consumers in the
Family Support programs.
Long term outcome: To provide a variety of community-based options to persons with cognitive and other disabilities for the purpose of assisting them in reaching their fullest independent living potential in the most integrated environment.
In addition
to our competitive employment programs funded by BRS, we also have two grants
with the Department of Mental Health and Addiction Services to provide employment
planning and job placement assistance. These
are our Work Services programs which are based in Bridgeport and Waterbury. Staff provides guidance and support around
identifying career options, reorganizing resumes to increase marketability,
analyzing potential employment options and the labor market demands, and
preparing individuals for interviews. The Work Services Team in Bridgeport
successfully placed 40 individuals during this fiscal year and the Waterbury
program placed 31.
Our group day
employment programs funded by the Department of Developmental Services (DDS)
also experienced significant change. The
Kennedy Center has been responsive to DDS' Employment Initiative Campaign to
reduce sheltered workshops and increase integrated employment options for
persons with disabilities. Although this has been an objective for The Kennedy
Center for many years, the changes in funding options and the additional
supports through DDS are affording greater opportunities for teams to explore
alternative employment without the risks that families have been so concerned
Our quest to be
part of the creative place-making efforts in Bridgeport, coming to fruition as
a result of the agency being chosen as the 2013 recipient of The Fairfield
Christmas Tree Festival. The proceeds generated from the 4-day event will fund the
Artist Cooperative, recently named
the Maggie Daly Arts Cooperative (MDAC), in honor and in memory of a wonderful
supporter of The Kennedy Center. Maggie was very influential in the development
of both The Kennedy Center Art Therapy Program and the Unique Perspective
calendar. MDAC is designed to provide a
creative environment for individuals with intellectual disabilities to
participate in and express themselves through all forms of art and is
scheduled to open in March 2014.
Our Children's
Division continues to forge new friendships, social skills and creative outlets
through our Autism Social Skill Groups (SAG), Saturday Art Programs, Family
Partnership after-school program (FPP), our partnership with the Bridgeport Lighthouse
Program and our Triple P Program (Positive Parenting Program). Two one year projects were funded: one in
collaboration with Autism Speaks our Mobility Services Department
and our Autism Services to produce a Travel Training curriculum for students on
the Autism Spectrum; the second was an in-home, short-term behavioral support
system, to address the needs of families and their child on the autism
spectrum. As well, our Mobility Services
area was funded to produce a film and guidebook on the advantages of public
transportation. Finally, our Community
Experience department added new communal contacts through our volunteer
initiatives and local neighborhood friendship.
The Kennedy Center's biggest challenge is to identify and obtain sufficient operating revenue for our organization so we can continue to provide cost effective, quality services for the very deserving individuals we serve. As a result of continued level funding, and the implementation of a new attendance based payment system by the State of Connecticut's Department of Developmental Services, The Kennedy Center is potentially facing a deficit between its operational revenues and expenses. To continue to provide our level of quality programming, we must identify and obtain additional funding resources.
University of Bridgeport, Doctor of Humane Letters, honoris causa, May 2000
University of Hartford
Member of State Legislative Blue Ribbon Task Force 1991
Member of the Trumbull Commission on Accessibility
Handicap Compliance Board
Vice-President, 1996 – Present
Member of the Board of Directors
Bridgeport Regional Business Council
Master's in Social Work, May 1973; Major, Social Group Work
University of Connecticut, School of Social Work, West Hartford, Connecticut
Bachelor of Arts, May 1971; Major, Sociology
Stonehill College, North Easton, Massachusetts
6/79 - present Vice President of Community Facilities
THE KENNEDY CENTER, INC., Trumbull, Connecticut
Responsibilities: Administrator of 12 community residence programs which are licensed by the Department of Mental Retardation, as well as a Supportive Living Apartment Program. Prepare residential budget plans in accordance with the Department of Mental Retardation guidelines, foster maximization of government funding resources for residents, work with Residential Management Team to provide supervisory oversight to each program area, coordinate the Local and State licensing inspection process to assure compliance with the applicable regulations, develop and update Residential Policies and Procedures Manuals as needed, develop additional alternative community residences, staff of 180 residential employees.
3/76-6/79 Licensing and Certification Section
DEPARTMENT OF MENTAL RETARDATION, Hartford, Connecticut
Responsibilities: License and certification administrator for on-going operation of DMR licensed residential facilities and ICF/MR distinct units within the Bridgeport, Lower Fairfield, Southbury and Danbury regions. Performed periodical on-site surveys of private facilities to determine eligibility for licensure and certification based upon State and Federal regulatory requirements.
6/73 - 3/76 Social Service Department
NEW HAVEN REGIONAL CENTER, New Haven, Connecticut
Responsibilities: Primary case coordination and social work services for mentally retarded individuals who reside in two of the residential units at the NHRC. Participant on an inter-disciplinary team which met regularly to formulate long/short range case plans for the residents.
9/72 - 5/73 WEST HAVEN COMMUNITY HOUSE, West Haven, Connecticut
Responsibilities: Group worker for Senior Citizen Friendship Group.
Field Work Supervisor for Southern Connecticut State University School of Social Work, and Fordham University School of Social Work, 1982, 1983, 1984, 1985, 1993, 1995, 1996.
October 2004 to Present -- Vice President of Rehabilitation Services
Oversee the Rehabilitation Division which includes Competitive Placement Programs, Acquired Brain Injury Program, Case Management Services, Mental Health Services: work services supported education, peer-mentoring services, Intake, Marketing Services and School-to-Career Transition Services. Supervise a team consisting of over 75 employees, which include 7 managers and 5 program coordinators. Ensure integrity of grants, contracts, and overall quality of services delivered. Lead Quality Assurance of case management systems for the entire agency. Liaison with various funding sources: BRS, BESB, DSS, DMHAS, DDS etc. to secure and maintain contract funding. Oversee a divisional budget of approximately 2.5 million.
August 2001 to September 2004 -- Supervisor of Employment Services
Oversee all Competitive Placement Programs, Acquired Brain Injury Program, Department of Worker's Rehab Services, and School-to-Career Transition Services. Supervised a team consisting of more than 20 individuals. Directly oversee two team coordinators, six job developers, and 12 employment specialist staff. Re-organized School-to-Career Transition Program to target identified constituent needs. Developed marketing strategy for expanding all employment services, including school-to-careers transition program. Member of the Business Advisory Council and Chair monthly Case Record Review Committee.
January 1996 to August 1999 -- Acquired Brain Injury Services Coordinator
Assist in creation and development of new comprehensive program and position. Perform any necessary testing needed to determine community cohesiveness. Direct and supervise inter-departmental teams consisting of more than 10 individuals. Developed new Person Centered Individual Program Planning system
Marist College, Poughkeepsie, NY
Master of Arts Degree in Counseling/Community Psychology May 1994
Bachelors of Arts in Psychology May 1993
State of Connecticut School Transition Taskforce, 2000 to present
Trumbull Business-Education Initiative 2000 to present
Business-Education, Inc. of Trumbull
Board Member, 2000 to present
Foundation President, 2003 to 2007 and 2009 to 2010
Association of Persons in Supported Employment (APSE) Connecticut Chapter
Vice-President, 2009 to present
American Counseling Association
1988 - Present: The Kennedy Center, Inc.
Vice President of Kennedy Industries
Support children, youth and families with diverse economic, social cultural and community linkage needs to successfully reach personal goals.
Crisis Intervention and behavioral support training to area school systems.
Develop new funding mechanisms and innovative strategies.
Extensive grant writing and coordination with all major funding sources.
Both oversight and direct responsibility for behavioral supports and plans for children and adults with disabilities.
Manage five business concepts.
Effectively maximize community inclusion for all citizens with disabilities.
Manage diverse professional staff of 275.
1984 - 1988: The Kennedy Center, Inc.
Special Services Director
1979 - 1984: The Kennedy Center, Inc.
Art Therapist
1978 - 1979: Fuller Memorial Hospital, South Attleboro, MA
Art Therapist / Occupational Therapy Aide
Newtown College, Newtown Massachusetts, B.A. in Fine, Graduated Cum Laude
Lesley College, Cambridge, Massachusetts, M.A. in Education, concentration Expressive Therapy
Business Leadership Program, 1992 Graduate, Bridgeport, Connecticut
Professional Certifications
Registered Art Therapist, American Art Therapy Association
CPI Instructor, Master Level, International Association of Nonviolent Crisis Intervention
Responsible for CARF International Accreditation Process in which the agency received two "perfect" surveys, placing the agency in the top 1% of all rehabilitation programs. Provide technical assistance to area agencies for CARF preparation.
Speaker and trainer at local, state and national conferences.
Work Experience: The Kennedy Center, Inc., Trumbull, CT 06611
1985 – 86 Placement Counselor
1986 – 87 Counseling Coordinator
1987 – 93 Supervisor of Vocational Rehabilitation Services
1993 – 97 Administrator of Vocational Rehabilitation Services
Duties expanded to include supervision of vocational rehabilitation department and community based services; coordination of services to community day programs and supported employment consumers; monitoring compliance with CARF (Commission and Accreditation of Rehabilitation Facilities) and ICF (Intermediate Care Facility) standards. Development and supervision of comprehensive case management system.
1997 – 01 Administrator of Quality Assurance
Assure quality of programming through several accountability systems including program evaluation, case management and CARF. Responsible for coordination of agency's Strategic Planning process. Coordinator of agency's volunteer and internship programs.
2001 Vice President of Human Resources and Administrative Services
Expanded responsibilities include administration of agency's human resource functions, including recruitment, hiring, orientation and training. Promote positive employee relations through staff appreciation activities and diversity exercises. Serve as trainer in the areas of conflict resolution and employment practices. Established Kennedy Institute of Leadership and Mentorship Program. Ensure agency policies and procedures are in compliance with state and federal statutes.
Associate Vice President of Development, 2004 – Present
The Kennedy Center, Inc. Trumbull, CT
Not-for-Profit Rehabilitation Agency for People with Disabilities & Special Needs.
Supervised all fundraising efforts for agency including fundraising events, grants, annual giving campaigns, endowment and capital campaigns. Developed and designed all marketing materials including brochures, invitations, banners, program books, giving letters, videos, PowerPoint presentations and most recently website. Increased annual giving dollars in five years by 125%; event dollars by 49% and grant dollars by 81%. Facilitated capital campaign raising over $1 million in a one year period.
President / Merchandising Director
JAM Productions, LLC Norwalk, CT, 1998-2004
Trading Company representing overseas clothing factories to the U.S. Market
Merchandised product for nationally known brand and designer companies. Collaborated with clients on strategic marketing plans and design developments. Supervised production management for multi-million dollar orders with overseas factories.
Project Manager
Praxis Media Norwalk, CT, 1996-1999
Communication Consulting Firm to Fortune 500 Companies.
Supervised and Coordinated "Top 100 Moments of Sports" awards dinner in Madison Square Garden. Produced and edited short promotional videos. Planned and executed special projects for major corporate management retreats (American Express and UPS) that achieved results. Sourced vendors, prepared and administered budgets. Arranged all meeting agendas, on-site logistics and travel arrangements.
Director of Retail / Merchandising Manager
Big Enough Stamford, CT, 1993-1996
Children's Clothing Company.
Reorganized and Managed retail outlet stores. Created business plan for home show sales organization. Increased Sales Projections by 50%. Developed all promotional, visual and direct mail campaigns.
Corporate Retail Director
Las Colinas Corporation Dallas, TX, 1980-1983
Real Estate / Management Corporation
Created and Merchandised 5 retail stores specifically targeted for Community. Supervised all operations and staff. Created and directed all aspects of advertising and promotions. Compiled and Managed business plans and open-to-buy programs, maximizing sales volume and profitability. Developed each store's identity through visual merchandising, packaging and logo design
BA, Advertising / School of Journalism, University of Kansas Lawrence, KS
Computer Skills
Microsoft Word, Outlook, Excel, PowerPoint, Raiser's Edge, Quark, Photoshop, Adobe Acrobat, Windows Movie Maker
The Kennedy Center, Inc. has an extensive network of collaborative partnerships with both state and community entities to include: The Board of Education and Service's for the Blind, The Department ofChildren and Families, The Department of Developmental Services, The Department of Social Services, local school districts as well as a myriad of community human service organizations that are too numerous to be listed here.
Indirect Public Support HelpIndirect public support represents revenue received through solicitation campaigns. This includes funding United Way and other federated fundraising organizations, but does not include donor designated contributions.
Earned Revenue HelpEarned revenue represents income generated in direct exchange for a product or service.Earned income includes income from government contracts.
The Kennedy Center creates its annual projected expense budget by including the total cost for full staffing. As a result of typical staff vacancies throughout the year The Kennedy Center is able to bridge the difference between projected revenues and expenditures at the end of the fiscal year.
This profile, including the financial summaries prepared and submitted by the organization based on its own independent and/or internal audit processes and regulatory submissions, has been read by the Foundation. Financial information is inputted by Foundation staff directly from the organization's IRS Form 990, audited financial statements or other financial documents approved by the nonprofit's board. The Foundation has not audited the organization's financial statements or tax filings, and makes no representations or warranties thereon. The Community Foundation is continuing to receive information submitted by the organization and may periodically update the organization's profile to reflect the most current financial and other information available. The organization has completed the fields required by The Community Foundation and updated their profile in the last year. To see if the organization has received a competitive grant from The Community Foundation in the last five years, please go to the General Information Tab of the profile.
A healthy community is a rich community. When we enjoy good health, when we engage in wellness activities – and when we support people living with disease or disabilities -- there are profound physical and psychological benefits. Simply put, we are all stronger and happier. To support the health and wellness initiatives in your community is to put good health within reach of all.
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Dr. Nelson B. Yount, MD
- 307 Detroit St
Delhi, LA 71232
- 2 Locations
- (318) 878-9072
Dr. Nelson B. Yount graduated from the Louisiana State University School of Medicine at Shreveport in 1990. He works in Delhi, LA and 1 other location and specializes in Nephrology. Dr. Yount is affiliated with Glenwood Regional Medical Center and St Francis Medical Center.
Gender: Male
Languages Spoken: English
Medical School: Louisiana State University School of Medicine at Shreveport; Graduated 1990
*This physician has multiple office locations. See Office Information for details.


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Not all archaeological discoveries are found buried in the ground - at least not in Westport. In the narrow storefront space at 301 Westport Road, last occupied by the Broadway Roasting Co. as a retail annex, Laura Norris discovered a gas-operated stone fireplace hidden behind panels of drywall.
"I think this dates back to the 1960s, when the original Pryde's of Westport was in this space," Norris says. Later, in the 1980s and '90s, the space was leased by the Optical Shop of Aspen Inc.
Now she's hoping to launch her first restaurant in the space, putting that fireplace to work come autumn. The stone hearth will become the focal point when Norris opens Cucina della Ragazza (which translates, roughly, as "the kitchen of the young girl"), an Italian deli and full-service trattoria with counter service during lunch and a full dinner service on weekends.
If the name Laura Norris sounds familiar, it's because the Kansas City native has led several high-profile careers around here, including six years as vice president of external affairs for Planned Parenthood of Kansas City and her current role as executive director of the nonprofit YouthFriends. But now she's following her longtime dream of opening her own restaurant. Norris' mother, born Marie-Therese Budetti, is an Italian-American, and Norris hopes to serve some recipes from the Aeolian Islands, off the coast of Sicily, where her grandparents were born.
Norris' vision is for a culinary operation very different from Cupini's and from Jake Imperioli's iconic Brookside grocery and restaurant Bella Napoli. "I've already gone to talk to Jake about what I want to do," she says. "He's a friend of mine. I am not going to have pizza. I've already decided that."
She has plenty of other friends in the restaurant business, too, and she says they've all been giving her advice. Her parents have also been supportive of her career change, she says. "I wasn't expecting that, but they've been completely in my corner."
There are still hundreds of details to be worked out before she opens the doors. But her enthusiasm is obvious, and after spending a few minutes with Norris, I found myself giving her advice myself. After all, I got myself fired from a couple of really good midtown Italian restaurants back in the day.
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