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Category Archives: Emotional Intelligence
Which Leadership Style Leads to Burnout?
Leadership style is often indicative of the type of emotional response strategy that leaders will use when interacting with their employees. According to the researchers (Arnold, Connelly, Walsh, & Martin Ginis, 2015), leaders engage in three primary response strategies: surface acting, deep acting, and genuine emotion. They say that the type of response strategy will affect the likelihood that a leader will experience burnout. Here is a brief description of each type of acting that leaders may use:
- Surface acting is when a leader displays one emotion to his or her employees, while internally experiencing a different emotion.
- Deep acting occurs when a leader can manage his or her internal emotions to meet the needs of a situation.
- Genuine emotion is an outward display of a leader's spontaneous reaction to a situation.
Traditionally, so-called "transformational leaders" (visionaries who inspire others) are known for their ability to utilize deep acting and genuine emotion to help guide their employees. These methods are effective because leaders appear more genuine when dealing with their employees.
Similarly, "transactional leaders" (typical managers who try to maintain the status-quo) also use deep acting but are more likely to engage in surface acting as well. While surface acting is considered less emotionally demanding, this type of leadership can be viewed as superficial, which may lead to employees becoming less trusting of management and less engaged in their work.
Finally, "laissez-faire leaders" (passive leaders who grant autonomy and support) are most likely to use genuine emotion when dealing with employees. Genuine emotion is the least emotionally demanding method and, while beneficial in some circumstances, is used by laissez-faire leaders more to avoid doing mental work rather than to solve problems. This form of leadership is considered the most organizationally destructive and offers little value to employees.
Researchers found that transformational leaders were more likely to use deep acting and genuine emotion. Transactional leaders were more likely to use deep acting and surface acting; however, surface acting was not an indicator of burnout. A strong association was found between laissez-faire leadership and using genuine emotion. Oddly enough, the use of genuine emotion was found to have the strongest relationship with burnout, indicating that transformational leaders and laissez-faire leaders are more likely to experience burnout than their surface acting peers. These results were opposite of what the researchers expected.
Organizations want leaders who can motivate, engage, and instruct. Clearly, research indicates that the laissez-faire leader may not be as well suited for these purposes. Furthermore, although transactional leaders may be effective at getting employees to work, it is clearly the transformational leadership style that offers organizations the largest upside. Finally, while transformational leaders are commonly thought of as the best at their craft, they too are human and must be cautious not to emotionally overexert themselves when working and potentially risk burnout.
Developmental Job Experience Might Not Be for Everyone
Organizations often give top performing employees developmental job experience in order to prepare them for the next level. These experiences are useful for enhancing managerial skills, and employees with a preference for learning new things are likely to reap more benefits from them. However, research on the benefits of developmental experience shows mixed results.
The authors defined developmental job experience (DJE) as an individual's experience of taking on demanding assignments that offer opportunity for learning and leadership. The extent to which an assignment brings DJE can depend on how the particular employee views the opportunity in his or her own mind. Developmental assignments usually share some common features: unfamiliar responsibilities, opportunity to create change, high levels of responsibility, working across boundaries, and managing diversity.
DJE is associated with growth and future benefits as well as with substantial risks and uncertainty. Depending on whether an individual perceives the assignment as a challenge or a threat, combined with their ability to use coping skills, he or she will experience pleasant or unpleasant feelings. These feelings lead to an overall positive or negative outcome. The authors examined advancement potential as a positive outcome and turnover intention as a negative outcome in the study. The authors explained that because DJE can contribute to both pleasant and unpleasant feelings at the same time, both positive and negative outcomes can occur.
Results confirmed that when employees perceive that their job contains more developmental features, they also experience higher levels of both pleasant and unpleasant feelings. Pleasant feelings promote engagement (or how dedicated employees are to their work) and creativity, and it's actually because of these resulting pleasant feelings that developmental experiences are associated with higher advancement potential. The authors also found that when employees experience pleasant feelings, they also have lower levels of turnover intention. In the opposite direction, unpleasant feelings lead to defensive behavior and ineffective coping and were associated with higher turnover intention. In fact, it's because of these negative feelings that developmental experience is associated with turnover intention.
The researchers also studied the role that emotional intelligence plays in developmental experience. They found that when employees had higher levels of emotional intelligence, unpleasant feelings did not lead to higher turnover intention, as it did when employees had lower levels of emotional intelligence.
First, it is recommended to have organizational practices in place to support those carrying out developmental assignments. This will help promote pleasant feelings in employees.
Similarly, organizations should develop a climate where errors and risk-taking are tolerated. Thus, employees are likely to experience fewer unpleasant feelings.
Also, organizations can identify employees with high emotional intelligence and give them more opportunities for developmental experience. Employees with low emotional intelligence can be trained to improve their emotional intelligence by enhancing their interpersonal skills regarding recognition and control of emotions.
Last but not least, it is important to monitor the amount and degree of developmental experience that employees are receiving, in order to make sure no one is overwhelmed by the challenges associated with developmental assignments.
Managing Your Emotions: Four Simple Steps to Success
Fact: All people think negative thoughts from time to time.
We may feel sad or gloomy, or find ourselves in a funk that's hard to shake. We're human; it happens. Attempting to suppress such feelings (or even worse, buying into them) can leave a person feeling drained.
Strong leaders know that it's okay to think undesirable thoughts on occasion. But being a strong person means keeping things in perspective and not letting these thoughts take over. Managing your emotions is a key skill that can benefit everyone, both personally and professionally.
Susan David and Christina Congleton, the authors of Emotional Agility, offer four practices that can help you manage your emotions and tackle negative thoughts in a healthy and productive way.
- Recognize your Patterns: Pay attention to signs that negative thoughts and emotions are beginning to take over and cloud your better judgment.
- Label your Thoughts and Emotions: This allows you to see your negative thoughts as transient emotional responses that come and go.
- Accept your Thoughts and Emotions: Validate your feelings of frustration rather than merely brushing them aside. Allow yourself to experience negative emotions in response to important topics or difficult situations.
- Act on your Values: Once you've given your feelings the credence they deserve, you free up time to achieve your goals and become the person you hope to be.
Following these four practices can make the process of managing your emotions much easier, removing the stumbling blocks that prevent you from achieving your highest potential.
Quantitative Evidence that the Emotional Labor in Jobs is Easier with Emotional Intelligence (IO Psychology)
Topic: Emotional Intelligence
Publication: Journal of Applied Psychology (SEP 2011)
Article: The Primacy of Perceiving: Emotion Recognition Buffers Negative Effects of Emotional Labor
Authors: Myriam N. Bechtold, Sonja Rohrmann, Irene E. De Pater, and Bianca Beersma
Reviewed by: Mary Alice Crowe-Taylor, Ph.D.
Are jobs that require emotional labor seemingly everywhere? Well, since the service industry continues to be a growing sector of all western economies, and jobs in the service industry often do, the answer is a resounding "Yes!" Employees in these jobs must manage their own feelings in order to display correct emotions for job performance. For example, to be effective, nurses need to display a range of positive emotions, and not many negative ones. This emotion regulation constitutes emotional labor and can be quite stressful.
Previous research has shown that this job-related stress can result in low work engagement (an indicator of job-related motivation and well-being) which in turn can result in absenteeism, low organizational commitment, low job satisfaction, fewer organizational citizenship behaviors, even lower performance.
On the other end of the continuum, highly engaged employees experience greater motivation and well-being at work. They are perceived as authentic, empathetic, and dedicated to delivering a high quality performance for customers.
Therefore, EMPLOYERS need to find ways to reduce the negative effects of emotional labor and therefore increase work engagement in their employees. In this study of service providers (specifically hospice nurses and police officers), these researchers found that those with higher levels of emotion recognition (the ability to read others' emotions) experienced less stress from the emotional labor inherent to their jobs. Four weeks later, they also reported greater work engagement than those with lower levels of emotion recognition.
So what are the takeaways from this study? Stated succinctly, if you want to decrease the stress your employees experience from the emotional labor required by their jobs, train them in emotional intelligence. Ensure that emotion recognition is part of this training. Other options? Hire employees who are already high in emotional intelligence, specifically emotion recognition.
Some organizations claim that it is enough to instruct their employees on which emotions they should display to customers. However, multifaceted or recurring customer interactions require more than general emotion display policies. These interactions require employees to be sensitive to customers' changing or ambivalent mood states. That is, emotion recognition is often required in order for customer interactions to be less stressful and more satisfactory for both employees and customers.
Bechtold, M. N., Rohrmann, S., De Pater, I. E., & Beersma, B. (2011). The primacy of perceiving: Emotion recognition buffers negative effects of emotional labor. Journal of Applied Psychology, 96(5), 1087-1094.
human resource management, organizational industrial psychology, organizational management
source for picture: http://www.freedigitalphotos.net/images/Business_People_g201-Happy_Young_Women_Peeking_Through_A_Blank_Board_p33912.html
Keep Cool: The Effectiveness of Avoiding Anger and Maintaining Poise in Negotiations
Topic: Conflict, Emotional Intelligence, Human Resource Management
Publication: Journal of Applied Psychology (SEP 2011)
Article: Hot or Cold: Is Communicating Anger or Threats More Effective in Negotiation?
Authors: Sinaceur, M., Van Kleef, G. A., Neale, M. A., Adam, H., & Haag, C.
Reviewed By: Thaddeus Rada
Although there are few certainties in organizational life, the presence of conflict is one facet of organizational dynamics that is virtually guaranteed to occur from time to time. When conflict does occur, there is likely to be a negotiation process between the parties involved to resolve it, and as part of this negotiation process, two things that may be communicated are anger or threats. Although these communication strategies are similar, there are some key differences between them that may impact their effectiveness in negotiations. A new paper by Marwan Sinaceur and colleagues explores these differences.
After an initial pilot study, the authors conducted three experiments to assess the effectiveness of conveying anger or threats in negotiations. Among the authors' hypotheses, they suggested that threats (i.e. "If you do not submit your report by Friday, there will be x consequence") would be more effective than anger at obtaining concessions in negotiations, and that threat would be mediated by poise. The authors note that anger is more emotion-based, while threats are more calculated and emotionally-neutral. This relates to the hypothesis of poise mediating the threat-concessions relationship: the authors believe that the calmer, relatively controlled nature that may characterize the communication of threats may be viewed more favorably than a more dramatic, emotional communication of anger.
Results of the experiments supported the authors' hypotheses. The main practical implication of these findings is that it is beneficial to be rational and focus on the problem itself in negotiations, as opposed to being emotionally involved and focusing on the other participant personally. By conjunction, organizational training programs that cover conflict resolution, and even informal instruction from managers to employees, might emphasize the importance of communicating rational threats, instead of anger, when confronted with conflict and disagreements in the workplace.
Sinaceur, M., Van Kleef, G. A., Neale, M. A., Adam, H., & Haag, C. (2011). Hot or cold: Is communicating anger or threats more effective in negotiation?. Journal of Applied Psychology, 96, 1018-1032.
human resource management,organizational industrial psychology, organizational management
Group Job Satisfaction Determined by the Emotional Intelligence of Its Leader
Topic: Leadership, Teams, Emotional Intelligence, Job Satisfaction
Publication: Small Group Research (JAN 2011)
Article: Managers' Trait Emotional Intelligence and Group Outcomes: The Case of Group Job Satisfaction
Authors: L. Zampetakis & V. Moustakis
Reviewed By: Allison B. Siminovsky
Regardless of the nature of an organization's end goals, it is in any organization's best interests to have employees that are satisfied with their jobs. Individual job satisfaction has been linked to increased performance and higher organizational loyalty, amongst other positive implications. It has been found in the past that individual job satisfaction and trait emotional intelligence, or one's emotional self-awareness, are linked, as being able to identify and regulate one's emotions has had positive effects on job satisfaction.
As organizational structure is becoming more and more group-focused, this study raises the possibility that the trait emotional intelligence of a leader could play a role in group job satisfaction. If such a relationship could be found, organizations could use this information to place those employees with high trait emotional intelligence in leadership roles, potentially boosting group job satisfaction and benefiting the organization as a whole.
Supporting the notion that groups tend to develop shared judgments and evaluations over time, the researchers found that the groups they studied developed unitary evaluations of their leaders' emotional intelligence.
Emotional Intelligence: A tangled web of definitions, predictors, outcomes, and models
Topic: Emotional Intelligence, Job Performance, Leadership
Publication: Industrial and Organizational Psychology: Perspectives on Science and Practice
Article: Emotional Intelligence: Toward Clarification of a Concept
Author: C. Cherniss
Selected commentary authors: Kaplan, Cortina, and Ruark (2010); Antonakis, J. & Dietz, J. (2010)
Reviewed by: Samantha Paustian-Underdahl
Emotional Intelligence (EI) has been one of the most popular topics studied throughout the history of I/O psychology. Given its popularity, it has been defined and measured in several different ways throughout time, leading to some confusion and controversy in the field. Cherniss (2010) argues that despite these multiple definitions and models, most researchers generally agree on what EI is: ''the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion, and regulate emotion in the self and others'' (Mayer, Salovey, & Caruso, 2000, p. 396). Despite a common definition, some researchers model EI in different ways, with some arguing that EI is a kind of intelligence, meaning it is a set of related abilities like reasoning, problem-solving, and the processing of information (Mayer, Caruso, & Salovey, 1999) while others describe EI as a set of competencies or Emotional and Social Competencies (ESC), which are competencies that are clearly linked to EI (i.e., the perception, expression, understanding, and regulation of emotion in oneself and others). Cherniss (2010, p. 116) believes that there will always be a gray area around EI, however there he proposes one view of EI that encompasses multiple perspectives, "
that the core EI abilities, such as emotional perception, provide the foundation for emotional and social competencies such as ''influence'' or ''stress tolerance.''
Another concern amongst scholars is the validity of EI measures. Cherniss (2010) proposes that measures of EI can be divided into different categories: ability tests, self-report measures, and alternative measures. Amongst these categories of tests, Cherniss believes the MSCEIT (an ability test) has the strongest support for content validity and reliability, the Schutte's self-report emotional intelligence test (SREIT) has high reliability (amongst self report tests), and multi-rater or "360" assessments are a promising alternative to these self-report and ability measures. While some of the EI tests are supported in the literature, there are several limitations including weak discriminant and divergent validity. Thus, Cherniss (2010) believes that new measures should be developed that take into account the context in which they will be used. Cherniss proposes that researchers and practitioners should consider more ecologically valid, behavior-based assessment strategies such as assessment centers, event-based interviews, and role-plays.
Finally, Cherniss (2010) discusses complications related to outcomes of EI and ESC. Recent research suggests that EI is positively associated with job performance. One study found a correlation of .43 between company rank and EI, and a correlation of .35 between merit salary increase percentage and EI as measured by the MSCEIT in a group of analysts and clerical employees (Lopes, Grewal, Kadis, Gall, & Salovey, 2006). However, Cherniss (2010) believes that, in many situations, certain ESCs may be stronger predictors of performance than EI. Further, social context is likely to moderate the relationship between EI or ESC and outcomes.
Selected Commentaries:
Kaplan, Cortina, and Ruark (2010) commend Cherniss for beginning to "disentangle the jumble" of models and definitions of EI. However, these authors criticize the general approach that has been taken by most IO psychologists in studying EI. They believe that much of the focus of EI, up to this point, has been on its predictive value, regardless of the outcomes it may or may not predict. They suggest a practical approach to studying EI by following an outcome-driven strategy. Instead of trying to determine ''how well EI predicts,'' a more useful strategy for organizational researchers will be to start with the outcome of interest and then work backwards to identify those particular socioemotional constructs that predict specific dimensions of that outcome. Their approach is outlined below:
Step 1: Carefully identify organizational phenomena and outcomes in which emotions and emotionally relevant processing are most relevant and impactful (like supportive leadership, participative decision making, etc).
Step 2: Explicitly define and map out the dimensionality of that outcome. Researchers of EI should (a) make distinctions among the particular components of EI, (b) make distinctions among the specific types or dimensions of the outcome domain, and (c) consider the moderating role of contextual factors.
Step 3: Identify the predictor variables that are most likely to explain or account for the specific dimensions of the outcome of interest. Kaplan et al (2010) agree with Cherniss who argued that focusing on any one definition or conceptualization of EI, to the exclusion of other important socioemotional variables, is likely to result in a failure to appropriately capturing all relevant predictors, thereby resulting in a less than optimal prediction of organizational outcomes.
Antonakis and Dietz (2010) agree with Cherniss that emotions are important for many organizational phenomena, however, they disagree with Cherniss regarding the incremental validity (or lack thereof) of EI and ESC over and above IQ (general intelligence) and personality tests. Antonakis and Dietz (2010) also raise concerns regarding Cherniss's take on EI and ESCs:
They believe that there are important conceptual problems in both the definition of ESC and the distinction of ESC from EI, (b) that Cherniss's interpretation of neuroscience findings as supporting the constructs of EI and ESC is outdated, and (c) that his interpretation of the famous marshmallow experiment as indicating the existence of ESCs is flawed.
In summary, Antonakis and Dietz (2010) generally believe that there is not considerable support for many of Cherniss's arguments about EI. They feel that the only way EI research can move forward successfully would be to commit firmly to the ability definition of EI (e.g, Mayer, Caruso, & Salovey, 2000) and its consequences—then there is no need to include ESCs as they may unnecessarily complicate our understanding of EI.
Focal article:
Cherniss, C. (2010). Emotional intelligence: Toward clarification of a concept. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 110–126.
Antonakis, J.& Dietz, J. (2010). Emotional Intelligence: On Definitions, Neuroscience, and Marshmallows, Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 165-170.
Kaplan, S., Cortina, J. & Ruark, G. (2010). Oops. . . . We Did It Again: Industrial Organizational's Focus on Emotional Intelligence Instead of on Its Relationships to Work Outcomes. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 171–177.
Lopes, P. N., Grewal, D., Kadis, J., Gall, M., & Salovey, P. (2006). Evidence that emotional intelligence is related to job performance and affect and attitudes at work. Psichothema, 18, 132–138.
Mayer, J. D., Caruso, D. R., & Salovey, P. (1999). Emotional intelligence meets traditional standards for an intelligence. Intelligence, 27, 267–298.
Mayer, J. D., Salovey, P., & Caruso, D. R. (2000). Models of emotional intelligence. In R.J. Sternberg (Ed.), Handbook of intelligence (2nd ed., pp. 396–420).
Does It Pay to Measure Emotional Intelligence During Selection?
Topic: Assessment, Emotional Intelligence, Staffing
Publication: International Journal of Selection and Assessment (MAR 2010)
Article: Emotional intelligence in selection contexts: Measurement method, criterion-related validity, and vulnerability to response distortion
Authors: N.D. Christiansen, J.E. Janovics, and B.P. Siers
Reviewed By: Benjamin Granger
Emotional intelligence (EI) is a hot topic in both the personnel selection literature and the popular business press. While there are many available measures of EI, approaches to its measurement can be organized into two general categories: (1) self-report questionnaires and (2) performance-based measures. Self-report EI questionnaires are similar to personality measures in that they treat EI as non-cognitive traits and temperaments. Performance- or ability-based EI measures, on the other hand, treat EI as a largely ability-based trait that reflects how people process information related to their emotions and the emotions of others.
These two general approaches are both intended to measure EI. In a recent study, Christiansen, Janovics, and Siers (2010) compared two popular self-report measures of EI (TMMS and SREIT) to a performance-based EI measure (MSCEIT). They found evidence that the performance-based and self-report approaches operate quite differently and actually don't appear to measure the same thing. For instance, the self-report measures were very strongly related to measures of personality, whereas the performance-based measure was not.
Conversely, the performance-based measures of EI were much more strongly related to cognitive ability than were the self-report measures. Christiansen et al. even note that it may not be appropriate to label self-report measures of EI as measures of "intelligence" at all! Another difference is that supervisory ratings of employee performance were predicted by scores on the performance-based EI measure but not by scores on the self-report measures. Finally, self-report measures of EI tend to be more easily "fakeable" than performance-based measures. That is, with the self-report measures, it is quite easy for job applicants to choose the "best" answer and endorse it – even if it is not representative of their typical behavior.
Overall, Christiansen et al.'s findings suggest that measures of EI – even performance-based measures – offer very little additional information about job applicants when measures of cognitive ability and personality are already used in the selection process. Self-report measures of EI are largely redundant when measures of personality are already present, and performance-based EI measures add little predictive power beyond cognitive ability and conscientiousness. This calls into question some claims in the popular press about the power of EI for predicting job performance and career success (e.g., Emotional Intelligence is even more important than cognitive ability).
It may also pose a dilemma for organizations currently using EI for employee selection.
Christiansen, N.D., Janovics, J. E., & Siers, B. P. (2010). Emotional intelligence in selection contexts: measurement method, criterion-related validity, and vulnerability to response distortion. International Journal of Selection and Assessment, 18, 87-101.
Does Your Boss Give You The Blues?
Topic: Emotional Intelligence, Leadership
Publication: The Journal of Vocational Behavior Article:
Article: Negative emotions in supervisory relationships: the role of relational models.
Author: A.M. Game
Featured by: LitDigger
If you feel negative emotions resulting from your relationship with your boss, a recent article by Game (2008) provides an interesting theoretical explanation. The author proposes that the employee's attachment style has something to do with it. Attachment?!?! Yes, you might remember this from your developmental psych class… secure, anxious-ambivalence, avoidance…ring a bell?
The researcher found some support for an exploratory model that investigated the possibility that various emotional reactions in employees may be attributed to differences in how supervisory behavior isinterpreted by employees. Such interpretations may be affected by employees' long history of attachment relationships over their lifetime AND/OR their attachment style regarding their relationship with their supervisor. The study's model wasn't entirely supported, but there were some findings that lead us to conclude that further research investigating the relational context of employee-supervisor relationships is worthwhile if we want to learn more about the nature of employees' negative emotions.
So (pretend YOU are the employee here), what you believe, perceive, and expect from your relationship with your supervisor may affect the degree to which you feel negative emotions from your supervisory relationship . . . AND your lifetime of experiences with relationships in general may also influence these emotions felt at work.
Do employees have the right to gripe about their boss if that's the reason they're feeling blue? Well, it is safe to say that it IS in the best interest of the organization to find a remedy for negative emotions in the workplace . . . otherwise, the organization is risking other unfavorable outcomes such as employee turnover, lack of motivation, or workplace deviance. So what's the moral of the story?
Managing Grief in the Workplace
Topic: Emotional Intelligence, Wellness
Publication: Academy of Management
Article: Grief and the workplace.
Blogger: Benjamin Granger
To shed light on the issue of grief in the workplace, Mary Ann Hazen (2008) provided several suggestions for how managers and organizations can effectively respond to grieving employees.
Several suggestions provided by Hazen (2008) are presented below.
Managers can:
(1) First, acknowledge that an employee is grieving (this seems simple, but it can have a major impact on the griever).
(2) Make themselves available to listen to the griever if he/she needs to talk (this communicates compassion and caring and may lead to less strain on the part of the employee).
(3) Recognize and make themselves aware of the common responses of grievers (e.g., understand how people typically respond as they move through stages of grief).
Organizations can:
(1) Support and encourage the managerial behaviors listed above (managers cannot be effective without organizational support).
(2) Provide opportunities for employees and managers to learn about the grieving process (provide courses, workshops, referrals and/or employee assistance programs).
(3) And MOST IMPORTANTLY, recognize that although employee grief can hurt the organization as a whole (e.g., lost productivity), it's not all just about dollars and cents!
Most successful organizations maintain "a sense of moral purpose, extra-organizational support, and excellent leadership" (p. 84), and this contributes to the emotional, psychological, and physical well-being of their employees.
Hazen, M. A. (2008). Grief and the workplace. The Academy of Management Perspectives, 22(3), 78-86.


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Comments Thread For: Malignaggi: I Hurt Both Hands, Left is Possibly Broken
BoxingScene caught up with former junior welterweight champion Paulie "Magic Man" Malignaggi shortly after his one sided unanimous decision victory over Jose Miguel Cotto. The scores were 99-91 twice and 97-93. Malignaggi had a slow first round and then controlled most of the fight using a left jab and throwing combinations to keep Cotto off of him through the middle rounds. Malignaggi all but abandoned his right hand in the later rounds leading many in the media to believe that he had broken his right hand again. Malignaggi has a history of hand problems. [Click Here To Read More]
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He should get some of those margo. Hand pads for his gloves
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I enjoyed watching him last night. It's really unfortunate that he has this problem.
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If Ortiz beats Berto I see Golden Boy putting Malignaggi VS Ortiz
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Personally, I think Paulie should retire. He couldn't crack an egg before and now moving up in weight again, he won't be able to beat anyone of note. Add that to his chronic hand problems and he is in for a rude awakening, especially if he steps in with a guy with a sturdy chin and punching power. He's got skills but his hands are telling him to quit...
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If ortiz beats berto be looking for the four horsemen of the apocalypse.
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As a fan of Paulie, dont wanna see him with the big guys at 147.
Matthew Hatton vs Malignaggi would be good fight, both light handed.
Zaveck too is the only option for him.
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Malignaggi looked good last night hes still got it and
i noticed a small bit of extra power in his punches.
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Ozzie Guillén
Oswaldo José "Ozzie" Guillén Barrios is a Venezuelan former professional baseball player and manager. He managed the Chicago White Sox from 2004 to 2011 and then managed the Miami Marlins in 2012. Born in Ocumare Del Tuy, Venezuela, he played in Major League Baseball as a shortstop for the White Sox, Baltimore Orioles, Atlanta Braves and Tampa Bay Devil Rays. He batted left-handed and threw right-handed. As a player, Guillén was regard...... more on Wikipedia


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Albin Vega 27 for sale
To all
Just found this posted on another website:
You are a beastly man, SD. You know how I am with Albins. *must ... not .. buy ... boat*
Actually, I've sorta ruled out the Vega. You can get them for a song, but their rudders and props are funky (unless this one has been reworked) and it can be difficult to tell if the arch supporting the deck-stepped mast is starting to crush. But if I was to go big bluewater in a 27 footer, the Vega would be the boat. Once held the transatlantic record for a boat in that size range: something like 14 days and change from the Cape Verdes, singlehanded! (It's not so hot upwind, however.)
Thanks for getting me all worked up. Hey -- Christmas is coming! If everyone chipped in a few bux, I could give this boat to my girlfriend....
I posted that just for you...with Christmas coming up and all... :)
I'm just a bad evil doggy... Yup...that's me. :) WOOF! :)
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That's because when Brandom and his co-workers originally envisioned the endeavor, home stereos and TV systems weren't that advanced. But today's HD screens and surround-sound speaker systems can allow an entire concert to beam into a home in high fidelity – with the live piano rounding out the concert experience.
This technology "is the piano's ability to remain relevant in the 21st-century multimedia living room," said Jim Levesque, marketing manager at Yamaha.
Yamaha plans to launch the streaming concert technology this spring as part of the company's existing subscription radio service for about $200 a year or $20 a month.
The radio service allows owners of the pianos, which range from $20,000 to $170,000, to set them to specific stations of streaming piano music.
Other forms of entertainment born in the 20th century have left the instrument playing second string, but Yamaha hopes the technology provides new reasons for the piano to be in homes and schools.
"The obvious benefits for employing the Internet for musical performance art is for people who aren't in the same location to play together, and people who aren't in the location where the music is played can enjoy it," said Christopher Dobrian, a music professor at the UC Irvine Claire Trevor School of the Arts who has worked on synchronizing performances over the Internet.
"It's very much more exciting to hear it come out of a real piano than to hear it come out of speakers."
The high-tech gadgetry might be too pricey for most, but it provides a new forum for the piano.
"The piano industry in the 20th century you might say has seen a steady decline," said Stephen Carver, senior piano technician at Juilliard. "It continues to hold an utter fascination for a small percentage of the population. ... I think it's a durable thing in society."
Contact the writer: 949-229-2426 or email@example.com


text:
UN aid call as 'Pablo' toll tops 600
More News from Agence France-Presse
MANILA, Philippines – The United Nations is set to launch a global appeal Monday for aid for millions of Typhoon "Pablo" (international codename: Bopha) victims as the death toll surged past 600, with nearly 800 people still missing.
UN Humanitarian Coordinator Luiza Carvalho will outline plans for an immediate aid package as well as long-term support for the southern region of Mindanao, hardest hit by Typhoon Bopha, UN spokeswoman Imogen Wall said.
"Five million people were affected and they need express assistance," Wall, spokeswoman for the UN Office for the Coordination of Humanitarian Affairs, told Agence France-Presse.
"Their priority needs are food, water and shelter but there's also a big emphasis on helping people's livelihood," she said.
"So many farmers have lost their crops and it's such a poor area. People need to earn money immediately and agriculture has to be rehabilitated," she added.
She declined to give an estimate of the needs of the hard-hit region, the centre of both the country's banana as well as gold mining industries.
But she said a number of villages were still completely cut off and not receiving any aid, a week after the typhoon struck.
The region would need sustained assistance for at least six months, she added.
Carvalho is due to outline the aid plans at 0730 GMT in Davao city, near the area worst hit by the typhoon.
The civil defence office in Manila said 647 corpses had been recovered after landslides and floods obliterated entire communities in the typhoon's path.
A total of 780 people are still missing, including about 150 fishermen from General Santos, the country's tuna capital, who had put to sea ahead of Pablo's landfall.
Civil defense chief Benito Ramos has said many of those missing could be among the hundreds of unidentified bodies, many of them bloated beyond recognition.
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text:
After DoT cracks whip, operators shed many subscribers
Getting a mobile number may now be as difficult as acquiring a ration card.
Telecom operators have tightened subscriber verification norms following a notification by the department of telecommunications (DoT).
Across telecom service providers, new applications (customer acquisition forms) for prepaid or postpaid connections are being vetted with unprecedented thoroughness and new SIMs issued only after all criteria are complied with.
This follows the DoT cracking the whip on bogus mobile connections on the basis of a Supreme Court directive.
The apex court had sought the constitution of an expert panel to formulate measures to streamline procedures for identifying subscribers before a SIM card is issued.
Under the new DoT guidelines that took effect on November 9, the subscriber has to not just furnish documents for identity and residence proof, but also present himself at the point of sale (PoS) so the dealer can cross-verify the photograph and other original documents of the customer.
The practice of retailers issuing pre-activated SIMs as soon as a subscriber fills in an application form has been abandoned.
"Activation of SIM which was initially in the first stage of customer-operator interface has now been pushed to the final stage," an industry spokesman said.
The guidelines also make it mandatory for the licensee (telecom service provider) to sign the application form prior to activation of the SIM card certifying the information provided on the form is correct.
Even after a subscriber has fulfilled requirements at the dealer level, a tele-verification will be carried out before a SIM is activated.
The DoT has also envisaged stiff penalties for any lapses on the part of PoS officers while subscribers who secure SIM by submitting fake documents could have the police knocking at the door. Guidelines have also been fixed for issuing SIMs for outstation customers and foreign tourists visiting India, and for short-term mobile connections.
It is not just new connections that are subject to stricter verification; existing subscriber databases are also being cleaned up. Bogus or defunct connections are being deactivated.
The shake-up has led to many operators shedding subscriber numbers by up to 5 per cent of their databases.
"The industry has matured over the years and the focus is not so much on customer acquisition as on quality of service and customer retention. However, it is important that compliance to these norms is uniform across operators," a BSNL spokesman said.
Keywords: SIM cards, mobile phones, mobil phone subscribers


text:
The meeting convened by the Bijapur district administration and the National Thermal Power Corporation (NTPC) officials to convince farmers of the need for acquiring land for the proposed 4,000-MW thermal power plant at Kudagi village of Basavan Bagewadi taluk here on Thursday faced another setback.
As soon as the meeting began, farmers opposed the decision of the district administration to fix compensation of Rs. 2.75 lakh per acre of non-irrigated land and Rs. 3 lakh per acre of irrigated land for the project. They said that the compensation amount was too low compared to land acquired by the Government for different projects elsewhere.
They said that the amount came to less than 50 per cent of compensation fixed for farmers who would lose land for the greenfield airport at Burnapur village in the district. The authorities had fixed Rs. 8 lakh per acre of land in that village, they said.
The farmers said that the land identified for the project was suitable for cultivating horticulture crops of export quality. However, owing to shortage of water, they had not taken up cultivation there. The land would fetch them more profits if proper irrigation facility was provided. Keeping this in view, the authorities should fix suitable compensation for the land, they added.
The farmers did not agree with the proposal made by NTPC officials that all unskilled jobs in the plant would be given to them and that the candidates for skilled jobs would be selected based on qualification and eligibility of farmers who gave land for the project.
They said that Rs. 30 crore would be invested in developing infrastructure around the village, including roads and underground drainage. There was a plan to establish an Industrial Training Institute (ITI) College to train eligible candidates for skilled jobs.
However, the farmers demanded that a member of every family that lost land for the project should be given a job in the plant and a pension of Rs. 5,000 a month should be given to the aged farmers.
After a detailed discussion of more than two hours, Deputy Commissioner S.S. Pattanshetty proposed to fix compensation for non-irrigated land at Rs. 3.75 lakh per acre and Rs. 4.25 lakh for irrigated land apart from other benefits promised by NTPC.
But the farmers refused to agree and left the meeting hall stating that the amount was too low.
Keywords: Bijapur protests, Kudagi thermal plant, NTPC


text:
Synker - The Sync Widget
100,000 - 500,000 downloadsAdd this app to your lists
+ By afterhoursdevelopers.com
The sync notification service provides feedback about which accounts are actively syncing whether caused by Synker or some other mechanism.
The Accounts and Sync Inspector provides additional information about the accounts on your Android device and their auto-sync properties and sync settings. The inspector overview screen will allow you to toggle the state of the Android global auto-sync setting, force sync all accounts, cancel all pending/active syncs, and display a list of all sync-able accounts available on the device including non-user facing sync adapters. The inspector account detail page provides detailed information about an individual account including some interesting statistics such as total number of sync attempts per sync source, last successful sync time, last sync failure time, last sync failure message, and initial failure time. Also, the inspector account detail page will allow you to toggle the state of the Android auto-sync setting for the specific account/authority, force sync the account, cancel any active/pending syncs on that account, and edit the auto-sync period.
Check out the Synker FAQ.
Our YouTube channel with videos including Tasker and Synker as a plug-in.
Join the Synker beta tester community, for the latest and greatest!
Known Issues:
Force Close on Vizio VTAB1008
SEO: Synker, syncer, Android, sync, synced, synchronization, widget, auto-sync, auto-sync off, sync settings, force sync, sync all, manual sync, sync now, sync everything, sync toggle, account sync, corporate sync, contact sync, calendar sync, twitter sync, Google sync, Gmail sync, Tasker, Locale, plugin, plug-in, sync inspector, sync notification, sync statistics, sync errors, sync information, sync troubleshoot, sync tweak, periodic sync, sync adapter
Tags: sync widget, synker beta, synker beta apk, manual sync widget, synker, thesync, synchronise widget, script synchronization on off, tasker force sync, code for synchronizing accounts in.
-- Initial accounts selected to mirrors Android settings (Prevent 'errors' from attempting to sync accounts that are not setup)
-- Updated notification icon
-- Update to support new unlock key versions
-- Key detection and key check in progress improvements
-- Updated AdMob SDK
(48 stars)
Really like the Tasker integration.
(48 stars)
Latest update screwed everything out doesn't work anymore io error both in Nexus 7 and Nexus 5
(48 stars)
Especially with addition to xposed services WE don't want, but overall always been a good tool even without this.
(48 stars)
however, calendar sync gets stuck forever. i've been told it's because of two calendar widgets competing - but if synker activation is manual, the device should sync just once regardless of other apps
(48 stars)
Pretty much useless without the paid version. I can't even test any of the features I need
(48 stars)
Doesn't play well with kit Kat . No matter the settings it wants to sync everything and errors on things you need to buy the key for.
(48 stars)
Just the widget I was looking for. Thank you!


text:
GARDEN CITY -- Garden City is celebrating its second federal grant in three years.
The latest grant will be used to build the West Bridge that will connect stretches of the Greenbelt on both sides of the Boise River.
Garden City Mayor John Evans says this is the missing link along the Greenbelt.
From the east end of town clear through the west end of town and then when this bridge is in over the river to connect to the Eagle pathway system, said Evans. Commuters and recreational riders that actually want to go from one place to another will have a great avenue to do that without having to interface any major street crossings.
The Federal Highway Administration is giving Garden City over $700,000 to build the West Bridge.
The plan for the bridge is still in the design phase.
Evans says it will look similar to the recently built 36th Street Bridge.


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Tech Helproom
It's free to register, to post a question or to start / join a discussion
Outlook express issue
Likes # 0
Posted May 16, 2012 at 7:39PM
The host 'smpt' could not be found. Please verify that you have entered the server name correctly. Account: 'pop3', Server: 'smpt', Protocol: SMTP, Port: 25, Secure(SSL): No, Socket Error: 11001, Error Number: 0x800CCC0D cant send mail the above is the error message thanks
Likes # 0
Posted May 16, 2012 at 7:44PM
Have you just set up this email account? If so, make sure you have entered the server as smtp and not smpt as you've typed a couple of times in your posting.
Likes # 0
Posted May 16, 2012 at 7:50PM
Thanks so much ill try that I have never been able to use it
Likes # 0
Posted May 16, 2012 at 8:36PM
Easy way to remember how it is spelt - smtp - S end - M ail - T o - P eople
Likes # 0
Posted May 16, 2012 at 8:46PM
thanks so much now how do I change it to smtp?keep looking in help but very confusing to me
Likes # 0
Posted May 16, 2012 at 10:32PM
Thanks so much its working now
Likes # 0
Posted May 16, 2012 at 10:47PM
Good, you found it :)
Outlook Express >Tools > Accounts >Mail tab > click on the email account so it is highlighted, Click on 'Properties' button on the right >Servers tab and click in the Outgoing mail (SMTP) box and alter the text, Click on Apply and OK. popup window will close, Click on Close on the remaining popup window.
To green tick this thread as 'Resolved' click on the big grey tick at the side of mgmcc's post (as that solved it) and tick will turn green. Next time page is refreshed thread will be marked 'Resolved'
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text:
The Jayhawks Tickets & Tour Dates 2015
The Jayhawks are an American alternative country and rock outfit hailing from Minneapolis, Minnesota. Formed in 1985 out of the Minnesota Twin Cities music scene, they found fame in the late 80s and 90s, though theyre still around and performing today, despite a number of short breaks and hiatuses.
Consisting of frontman Mark Olson and Gary Louis alongside bassist Marc Perlman, keyboard-player Karen Grotberg and drummer Tim OReagan, The Jayhawks remerged from a 2005 to 2009 break and to release their latest album 'Mockingbird Time' in September 2011. The band return to the UK for three shows in July 2014, having confirmed visits to London's O2 Shepherd's Bush Empire, Liverpool Kazimier and Bristol Trinity. Tickets can be found below!
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It's time to open up the Ghirardelli Easter Treats and Enjoy! We have put this wonderful gift together with many delicious Ghirardelli Chocolate favorites from Milk Chocolate Eggs to Milk & White Chocolate Tasting Squares!
Product Features
- Green Woven Basket
- Ghirardelli Dark Chocolate Raspberry Tasting Square .53oz
- Easter Egg fille with Candy
- Jack Allen Snickerdoodle Cookies 2oz
- Almond Roca Toffee Crunch Cookies 3oz
- Ghirardelli Milk Chocolate & Crisp Eggs 3.5oz
- Ghirardelli Milk Chocolate Eggs 3.5oz
- Ghirardelli Milk & White Chocolate Tasting Squares Bag 4.58oz
Additional Information
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|Products ship in their original packaging. Please be aware that its contents will be visible to the recipient upon delivery.
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As Seen On PC: Defiance Beta Begins This Month
Games and TV haven't exactly had the best relationship over the years. Nor have games and movies, or books, or pretty much anything that's not games. I've wondered for quite a while, though, whether transmedia's series of spectacular face-plants has been due to fundamental incompatibility between mediums or a simple lack of meaningful collaboration. Defiance ' with its frequent, meticulously planned crossovers ' might be able to answer that question. But honestly, if the game's not any good, why should anyone care about what the tiny people who live inside their televisions do or say? Naturally, then, Defiance's upcoming beta events are of interest. You can scope out its vision of an alien-overrun Wild West future San Francisco and maybe help make it better. A little. Details after the break.
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NIGERIA - Privatising of The Oil Refining Sector.
President Olusegun Obasanjo on June 13 ordered security forces to destroy illegal oil refineries which he said had been operating in the country's south. The decision was made at a meeting with governors of the turbulent southern Niger Delta, where most of the country's crude oil is produced. It added that the destruction should take place immediately. The Niger Delta has been the scene of tension since March 2003, when an uprising cut off 40% of Nigeria's oil output.
Total on Aug. 5 said oil output at its onshore Obagi field had been stopped since Aug. 1 due to local unrest. The French major said it was negotiating with local communities to solve the problem and resume operations at Obagi, which produces 35,000 b/d of crude oil equivalent and 6 MCM/d of natural gas. Nigeria's oil production is frequently slowed by ethnic violence and labour unrest. Total's oil and gas production in 2004 averaged 271,000 b/d of oil equivalent, mostly from offshore fields. Obagi, in the OML-58 block, is Total's only onshore field in operation in Nigeria since the company shut down its Upomami, in OML-57, where five workers were killed in 2003.
Downstream-Linked E&P Offering: The Department of Petroleum Resources (DPR) will award licences for about 47 oil E&P blocks on Aug. 26 under the 2005 bid round linking them to downstream investments in the oil refining and power generation sectors. The DPR on Aug. 1 began issuing bid certificates to the qualified firms, including local and foreign companies, to an Aug. 26 bid conference. All 12 blocks put on offer in the deep offshore will be awarded, and six on the continental shelf will be given, together with six onshore blocks in the Niger Delta.
The DPR said 13 of the 14 fields being offered were dedicated to downstream investors. Eight companies competing for six of the latter blocks had indicated interest in the Port Harcourt and Kaduna refineries as core investors. Six companies will complete for another four oil blocks designated to promote independent power projects (IPPs). The 2005 bid round represents a major platform for Abuja to realise its ambition of raising the nation's crude oil reserves to 40 bn barrels by 2010.
In October 2002, President Obasanjo laid the foundation stone of a $1.5 bn refining project at Tonwei. That was to be Nigeria's first private refinery. It was said the plant would have an initial capacity of 100,000 b/d and could be expanded later on to 200,000 b/d. But no progress on this has been indicated since then.
The government of Lagos state has been studying the possibility of establishing a refinery. Lagos, Nigeria's biggest city with a population of about 13m, consumes more than 50% of the country's petroleum products. The refinery, if built, will serve Lagos and Nigeria's other south-western states.
The Akwa Ibom state government has announced plans to build a 12,000 b/d refinery. Ventech of the US has done the designs for this. It was said in 2003 that the refinery would be built in prefabricated modules in the US and then shipped to Nigeria for assembly. The facility was to be located in Eket, adjacent to the Qua Iboe crude oil terminal.
The Edo state government has obtained approval from the federal government to build a refinery with a capacity of 50,000 b/d. It was said in 2003 this would be owned by a consortium of local petroleum marketers. The plant was to be built within the Abuja region.
In the summer of 2003, only one of the four state refineries, the 150,000 b/d plant at Port Harcourt, was in operation at about 60% of its capacity. This was a key factor to a serious fuel crisis, which began in late June and lasted until July 7, 2003, caused by a general strike. There was a similar crisis in February 2003 which coincided with a strike by oil workers; panic-buying from that strike increased demand at a time when the refineries at Port Harcourt were offline, and the country was unable to import fuel in order to cover the shortfall.
The federal government in early 2002 began inviting private companies, foreign and local, to apply for oil refining ventures. Operators were to pay a non-refundable $50,000 as an application fee, followed by a $50,000 preliminary licence fee, and then a $100,000 fee for an operating licence.
In considering applications, the then presidential advisor for petroleum Rilwanu Lukman told a news conference at Abuja that the government was to look at the location, size and type of the proposed refineries as well as the operators' sources of crude oil.
Based on the 445,000 b/d capacity of state's four plants and the way they were built, Nigeria should have had the most sophisticated oil refining sector in West Africa. But decades of mismanagement, labour unrest, ethnic violence and sabotage have turned this sector into one of the least efficient in the OPEC world. Combined with a poor distribution system, the result is a frequent shortage of fuels in the country, compelling the government to import refined products.
In March 2003, Chevron signed an agreement with the state-owned Nigerian National Petroleum Corp. (NNPC) to take over the management of the Warri and Kaduna refineries and its crude oil tanks in Delta state. NNPC was to retain ownership of the refineries. But no progress has been reported since then.
On May 19, 2003 the federal government announced plans to sell 51% in the four refineries to major oil companies operating in Nigeria. Companies said to be interested included Shell, ExxonMobil, Chevron, Total and Agip - which are the main oil producers in the country (see OMT & Gas Market Trends of this week). The Abuja government said it will hold on to a minority interest of 49% in the four plants.
The privatisation arrangement, agreed to by the Bureau of Public Enterprises (BPE) and NNPC, had been endorsed in the previous week by the National Council on Privatisation (NCP). President Obasanjo then ordered the sale to be commenced immediately. But subsequently the blue-collar National Union of Petroleum and Natural Gas (Nupeng) and the white-collar Petroleum and Natural Gas Senior Staff Association of Nigeria (Pengassan) stated they were opposed to the privatisation as this was to cause a loss of many jobs. Union representatives said an immediate sale of the refineries was at odds with the ongoing work of a committee set up by Vice-President and Chairman of the NCP, Atiku Abubakar, to study the problems of the downstream sector. The unions staged nationwide protests against the privatisation in September 2002.
In late June 2003 a products pipeline explosion in a rural part of the south-eastern state of Abia killed at least 105 people. The blast occurred when gasoline leaking from the damaged pipeline was ignited by a spark as locals attempted to scoop it up. Locals claimed that the pipeline, transporting fuels from Port Harcourt to the domestic market, had been leaking for up to eight months. NNPC officials said they had no knowledge of any earlier complaint, and that the explosion had been caused by thieves who had deliberately pierced the pipe.
Thieves seeking to syphon off fuel often attack oil pipelines in Nigeria. In recent years explosions have killed hundreds of looters and bystanders. When the Abia pipe began to leak it was carrying kerosine. But shortly before the blast, NNPC had begun pumping gasoline - more volatile. A paralysing general strike over fuel prices took hold across Nigeria on June 30, 2003. Stores and offices in Lagos were shut for fear of looting. International and domestic airline flights were stopped later as air traffic controllers joined the protest. Government offices and businesses in the capital, Abuja, the northern cities of Kano and Kaduna and the south-eastern oil city of Port Harcourt were also closed. The protest came after the government raised gasoline, kerosine and diesel prices by more than 50% on June 20. Officials said the hike was necessary to end shortages and curb smuggling of cheap fuel to neighbouring countries. Union leaders said the hike was causing great hardship for millions of Nigerians earning a dollar a day or less. Many people had died by July 7, 2003, when the strike ended and the government reduced fuel prices.
There have been several attempts to privatise the refining sector, along with the state gas utility Nigerian Gas Co. (NGC) and other public enterprises. But before putting the plants up for sale, Abuja needs to invest more than $1.5 bn (mostly in foreign exchange) just to improve the refining sector. Experts have estimated that Nigeria could save more than $100m per annum by shutting its refineries and importing all of its product needs.
The Pipeline and Products Marketing Co. (PPMC), an inefficient unit of NNPC, is in charge of the local market and acts as a monopoly. It is frequently compelled to import fuels to meet local needs. With the advent of private refining ventures and a further privatisation of the retail business, PPMC's monopoly will end and gradually the market will be deregulated.
Under normal conditions, Nigeria's oil products demand exceeds 350,000 b/d. But continued refinery problems has brought actual fuel consumption down to about 330,000 b/d in the past seven years.
All fluid catalytic crackers were repaired early this year. They produce 100,000 b/d of gasoline, reducing gasoline imports to 90,000 b/d. With the market partly deregulated, diesel, jet kerosine and gasoil now are on a par with international prices; shortfalls are mainly imported by private retail firms. Union opposition prevents NNPC from phasing out gasoline subsidies, which cost the state about $1 bn per annum (see Vol. 61, No. 6).
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Finally TDWombat sails in Portugal..
Man...what a ride we had today.....started off well, finished in hell...winds and seas were bad on the return home.
As I told you guys before, we were hit for 5 days by a freak strom this week, that even allowed the 1st ever tornadoe to touch Portuguese land...a thing we have never seen....the seas have been very very high and bad and we had 160km/h winds...
The TD has been visiting monuments as we waited the weather to improve a little..this morning..we saw the sun, the winds were around 20 to 22 kts in the morning...so I got the Wombat and off we went...
We started of in 18 knots apparent from the 65deg, allowing us to sail a steady 10 knots boat speed, TD reached the 11 knots every now and then, and even called his wife at 11 knots....
We headed for Lisbon, and back, a 35 to 38 mile round trip...the forecasts all said the wind would die in the PM (yeah right).
Unfortunately as the day progressed, so did the wind and on the return home, the wind shifted, the Nortada kicked in earlier and we ended the day runing away from a squall and a hughe black cloud (we beat the cloud as we were heading West and it was moving south), the wind was constant 23 apparent, gusting up to 26 to 28 apparent sometimes a bit more.
The true wind was around 19 to 25 knots seas were very erratic with a lot of white caps in the end. The current was also very strong. Both from the nose, where else...
We ended up reefing once the main, still not enough, reefed the genoa too, still not enough...then I decided no need to punish the boat, and break something, I hate reefing, and am not used to sailing like that, I was not at all confortable with that, and asked TD to head into the wind as I lowerd the sails, besides, we had drifted to dangerously close to the shoals of the coast of Lisbon, where the waves are like a beach...I am not risking nothing.., specially hurting TD and myself, so we did the last 7 miles of the 35 we sailed, under power in heavy heavy winds, as the storm that left us yesterday seemed it was returning. So better safe than sorry...sails down iron sail on and we ran home, for shelter...we docked in those winds and 2 dock men helped keeping my baby safe from impacts...TD was very very handfull.
2 hours after we docked, the wind died completely...we did beat the squall.
TD is a very experienced sailor, with whom it is a pleasure to sail, he is collectd and pays attention and above all he does not do the same mistake twice.
Granted the sailing "vices" and the handling of my boat seems nice and smooth, but when the wind picks up, and she moves, she can bite back..which she did...
As he admited, its not the type of sailing he is used to, and my boat is not exactly a smooth cruiser, but I believe he loved it, for what my boat does and how it sails, which can't be hiden, even bt dodgers and lazy bags..I did love it for sure..and gained another friend...a real friend..
I hope he posts his experience on my boat and can tell you guys what he thinks.
Obrigado Andre!!!!
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FRIDAY, May 27 (HealthDay News) -- Contrary to the belief of some television producers, spiking cartoons with a dose of violence doesn't make kids enjoy them more, a new study reveals.
Although an estimated 70 percent of children's TV shows now contain some degree of violent content, Indiana University researchers found that young children watching animated shows identified more with non-violent characters.
"Violence isn't the attractive component in these cartoons, which producers seem to think it is," study co-author Andrew J. Weaver, an assistant professor of telecommunications in Indiana University's College of Arts and Sciences, said in a university news release.
"You don't have to cram violence into these cartoons to get kids to like them. They'll like them without the violence, just as much if not more," he added.
Weaver and his team reported their findings in the current issue of Media Psychology.
For the study, the researchers sought the opinions of 128 youngsters following exposure to a series of animated programs. The participants were between the ages of 5 and 11 (from kindergarten through fourth grade), and included as many boys as girls.
The children viewed one of four different edits of short animated pieces that ran for about five minutes and were designed specifically for the study. All were slapstick in nature, but the versions differed in terms of the degree of violence included. Afterwards, the researchers led the children through questionnaires about the different episodes.
The investigators found that violent content was actually a turn off for boys, depending on how they connected with the characters involved. In fact, the less violent the characters, the more boys identified with them and enjoyed the program at hand.
"That was a little surprising," said Weaver, who has two young sons. "There is a lot of talk about boys being more violen
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The crash, at a section of the Hukun (Shanghai to Kunming)
highway in Shaoyang in Hunan province, happened in the early
hours of Saturday when the van drove into the back of the
passenger coach, triggering a fire and explosion, the
official Xinhua news agency said.
Six people were injured, including four with severe burns.
Five vehicles were destroyed, Xinhua said.
Last week, 11 people were killed, including eight children,
when a school bus crashed into a reservoir in Hunan.
A series of accidents in recent years involving vehicles
carrying school children have made such incidents a sensitive
issue, particularly in China's rural areas where roads are
often poorly maintained.
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Audition Dates
2014-15 Scholarship Audition / Open House Days
- Monday, Jan. 19, 2015 (MLK Day)
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Note: We prefer that you visit us at one of the above listed times, but, if these dates do not fit your schedule, you may wish to submit a video taped audition.


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Funny Video – George W. Bush Discusses Global Warming.
Thanks to my friend Emily who sent along this video thinking I would find it funny…and I sure did.
If you are reading this in a newsreader, click through to see the video!
Someone please give that kid his own show before the November election! Oh, and SNL – please somehow get Will Ferrell back!Like this post? If so, please consider subscribing to my full feed RSS. Or, if you would prefer, you can subscribe by Email:
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Excellent! The kids did good!


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by James Slater - It is high praise indeed to even suggest it, but a number of boxing experts are saying unbeaten 22-year-old Nathan Cleverly will very likely be the British fighter who takes over at the top of the 175-pound division now that his fellow Welshman Joe Calzaghe has retired.
Cleverly, 17-0(7) added the British light-heavyweight title to his Commonwealth crown this past Saturday, as he proved to be way too good in all areas for a brave Danny McIntosh (also unbeaten going in). And it's fair to say two things: number-one, "Clev" put on the best performance yet in his now four-year pro career, and number-two, he is a fighter who has improved, and will continue to improve, in every fight.
Once trained by Joe Calzaghe's father, Enzo, the rock-solid, 6'3" natural 175-pounder learnt his trade well. Now, still friends with the Calzaghes, Cleverly is being looked at by good judges as the next man from Wales to dominate the light-heavyweight division..
Yes, it's still early days and there is, as Nathan himself acknowledges, a lot of work to be done first, but a world title seems to be in the talented and intelligent maths student's future (Cleverly is currently studying hard for his maths degree).
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Watch This Artist Make A Picture By "Plopping" Paint Out Of Her Vagina
Swiss performance artist Milo Moiré has a somewhat unusual painting technique.
1. So this is "Plopegg Painting", as seen at Germany's Art Cologne fair.
Ms Moiré has pushed a load of eggs filled with ink and acrylics into her vagina, you see.
2. Then she squats over the canvas, and this happens.
3. She has quite a lot of eggs on her person.
4. Really, a lot.
5. Anyway, eventually this splendid pattern is created.
6. And folded over to make this pattern.
7. Moiré says her work embodies the "casual and creative power" of womanhood.
"To create art, I use the original source of femininity: my vagina."
8. And here's the full video.
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Federer Chop backhand slice---It doesn't work
I am trying this Chop slice Federer uses and it doesn't work for me. I can't get it consistant. I miss 5 out of 10 shots and it always goes into net. At my level, I should be making at least 8 out of 10 shots or 9 out of 10 shots. When I hit the more traditional Ken Rosewall backhand, I am much more consistant. Why is this ? Guys like Will Hamilton might have the answer.
There could be a number of reasons. The Fed chop shot is probably best when used against a ball that is hit with enough pace. Fed isn't generating much of his own pace, just slowing the ball and slicing it crosscourt and low.
You probably don't have Fed's eye-hand coordination, so your racket face is not at the right angle and you're not getting the racket speed through contact.
Lastly, you probably just over-estimate your own playing ability and need for practice. Change the racket face angle if you're hitting them into the net.
and even leads him to a few UEs in bad situations too.
Take his across the ball aspect and use that with a less aggressive downward
drive and see if that doesn't fix things..:)
Why not just stick with the Rosewall drive slice?
not that Feds slice doesn't work, you can't execute his slice. try not to confuse.
as we are discussing here, then change to bring it more across where the racket
face will follow the hand and come out tot he contact.
Pulling to the ball feels like a pretty straight path, but is really more of a
shallow arc, which then gets more sharp as you work the hand across.
OP you are not doing it right.
The Fed slice is a superior technique comparing to the Kenny slice, in the context of the modern rackets.
advantages -
1) easier face control - the chop generates centrifugal force that pulls the racket taut, so you can be extremely precise... the Kenny slice is a flip and requires more forearm strength.
2) easier timing - the high to low motion goes with gravity, the around-the-body swing path also makes the arm more connected to the body... the Kenny flat-push slice - arm extends out, can have timing problems.
3) better reach - you can throw the chop very wide or very low without losing balance, you also generate side spin to make the ball curve.... you can't do that with the Kenny slice.
4) as others said, better in handling incoming topspin.
The execution of the shot is actually quite simple.. I call it 'aim-and-cut'.
step 1 - at the top of the back swing, aim the face at exactly the intended trajectory
step 2 - cut down and push forward at the same time... you do shift weight to the front foot.
key point (many people do this wrong)... the back of the wrist is 'cupped' at the top of the back swing, but it flattens out and become slightly 'bowed' at the end of the follow thru.... this is the only way to ensure that the face looks at the exact same direction from the start to the finish.
you have this imaginary windshield... it is behind you at the top of the back swing... it is slightly open, and the racket face is on the windshield.... now you wipe it while pushing the windshield forward at the same time... when you finish the shot, the racket face is still flat on the windshield.
you can't miss with this technique.
Here is the Nadal slice, which tends to be quite good in matches.
Even though the arc gets sharper close to contact, the arc with him is clear
from the start.
I think the pros can use more arc throughout due to the incoming pace.
In rec play & jrs, it often helps to pull a bit straighter to the ball as you align the
contact...imo due to lack of incoming pace.
Here are fundamentals of slice backhand
make sure you push forward when you slice a ball that has no pace.
It just takes good timing since you've got a much smaller window where the racket is in the path the ball is taking.
Practice against a wall, add pace or spin as needed.
Just because you couldn't hit it on your first day doesn't mean it don't work.
And who says you're doing it close to correctly?
The modern slice (it's not just Fed) is a great shot in general. You can get wicked spin on the ball that can be hard for your opponent to handle, even the though the ball is not going any where near as fast as with a topspin ground stroke. The net clearance is much less than with a ts groundie so that can increase ufes, but swing path is generally simpler so that helps mitigate some of the risk.
I find the lower balls easier to handle. You can sweep across the ball and put a lot of side spin on it. If you're more aggressive with the racquet the shot can be more effective, but you can hit a pretty safe shot with good back and side spin on the lower balls.
I've found that you have to be aggressive with it when it's high. Otherwise you're just blocking it back one handed without a lot of spin. Those balls get pounded, often for winners, so I try not to do that.
Thought of this video when I saw the title...good stuff
What do you mean by 'cupped wrist'?
Anyway here are the check points for the fed slice:
. start w/ racquet up high and behind head
. every thing is relaxed and loose at this point. no tension in arm and wrist
. bring the racquet down and across the body. the swing actually goes across the body. don't chop down on a straight line towards the net. this will cause you to open the face resulting in a floater. the racquet path goes across.
. weight transfer and hit off the front foot.
. make contact only very slightly in front of your front foot. almost on the side of your body. Not far out in front as in a 1hbh.
. firm wrist at contact. don't break the wrist with any radial deviation or extension. The wrist and racquet stay in the same relationship as it was when it was above your head at the beginning of the swing.
. throw your off hand back otherwise you will open up before contact and that will result in a floater. Don't swing by rotating your trunk. keep that relatively still. use the off hand to prevent that.
. you should finish w/ racquet and off hand both behind your body.
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NEW ORLEANS New Orleans police are currently investigating the city's latest double shooting.
Two people were wounded around 3:30 a.m., in a shooting that happened at the intersection of Almonaster and Higgins in the Desire neighborhood.
Police have towed away a truck with a Texas license plate from the area, and they say that one victim has been taken to the hospital in stable condition while the other victim is currently in critical condition.
Details are minimal at this time but WWLTV.com will bring you the latest as more details become available as to who a suspect may be as well as a motive for this double shooting.


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Rallies at PH embassy in Malaysia peaceful
More News from Jerome Aning
More News from Philippine Daily Inquirer
MANILA, Philippines—Malaysian activists held rallies in front of the Philippine Embassy in Kuala Lumpur on Thursday and Friday but the diplomatic mission's operations remained normal because the demonstrations were peaceful, according to the Department of Foreign Affairs (DFA).
"The Philippine Embassy remains open, and its personnel committed to their work, in light of the peaceful and orderly rallies that were held in front of it in relation to the incidents in Lahad Datu and other places," the DFA said.
On the afternoon of March 7, a 40-member group from the United Malays National Organisation (UMNO)-Youth held a brief rally in front of the embassy to which they handed a letter of protest.
The organizers stated that the gathering was not a protest against the Philippine government, but against Sultan Jamalul Kiram III, whose extradition to Malaysia they were seeking.
On Friday morning, representatives from nongovernment organizations numbering around 20 also held a rally in front of embassy, and also handed over a letter of protest.
In the afternoon, at an event called Ops Bunga (Operation Flower), a number of Malaysians brought flowers to the embassy gate as a gesture of peace.
The DFA said the embassy had put in place added security measures for the safety of its personnel and their families, its property and embassy clients and visitors.
Philippine Ambassador Eduardo Malaya and other embassy officials were in Sabah the past few days to monitor the conflict and attend to the needs of Filipinos there.
Teams from the embassy, with augmentation from the DFA and other government agencies, are in the Lahad Datu and Semporna/Tawau areas on a humanitarian and consular mission for the affected Filipinos.
In New York, United Nations Secretary General Ban Ki-Moon met with Malaysia's permanent representative, Hussein Hanniff, to discuss recent developments in the Sabah conflict.
"The secretary general noted the efforts that were being made by the governments of Malaysia and the Philippines to find a peaceful resolution to the situation," Ban's office said in a statement posted on the UN website.
Del Rosario sued
On Friday in Manila, lawyer Oliver Lozano, representing the Rumah Bicara or Supreme Royal Council of the Sulu Sultanate, sued Foreign Secretary Albert del Rosario for "losing" a letter from Raja Muda Agbimuddin Kiram who had sought the sultanate's participation in the peace talks with the Moro Islamic Liberation Front (MILF) in order to revive the longstanding Philippine claim on Sabah.
Lozano, in his three-page complaint-affidavit filed in the Office of the Ombudsman, said Del Rosario could be prosecuted under Article 225 of the Revised Penal Code, which punishes any officer "who shall remove, destroy or conceal documents or papers officially entrusted to him."
Last Wednesday, Del Rosario took responsibility for the "missing" June 28, 2010, letter which he said had been found in the foreign office's keeping.
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Gewurztraminer at it's most extreme, produces flamboyantly rich and aromatic white wines packed with smells of lychee, rose water, ginger and musk. Some examples teeter on the brink of sensory overload, which In the case of this salad will more than likely stand you in pretty good stead. For such an extreme combination of ingredients you really need a wine with enough weight, spice and intensity of flavour to simply stand up to it, let alone match it. And so for that reason Gewurztraminer is a god option, and producers worth seeking out include Huia, Delitite Hugel and Trimbach.
Place the beef on a pre heated grill and cook until med/rare.
Mix the garlic, coriander roots, lime leaf, lemon grass stalk and salt in a mortar and pestle without mashing it to a paste. Add the fish sauce, soy sauce, lime juice and palm sugar.
Mix the bean shoots, tomatoes, eggplant and mushrooms in a large bowl.
Slice the beef into thin strips and add to salad.
Toss the dressing, beef and salad together, add the herbs and serve.
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Shiraz, Cabernet Sauvignon and Grenache are the best wines to pair with Thai Beef Salad.
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Recipe by Tobie Puttock from Tobie & Matt: Asia
Recipe by Tobie Puttock from Tobie & Matt: Asia


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with no prep, but being forewarned, magneto and dr. doom from between different futures and pasts, accept an alliance to stop scarlet which. dr doom from marquis of death future visits magneto from the past of necrosha.
doom - "magneto..."
magneto - "DOOM!? how did you enter my domain without triggering my alarms and magnetic senses?"
doom - "silence! since these are of more concern than your privy inquiries!"
magneto - "how dare y----"
doom - "you're daughter of the past has triggered a chain of events that is causing chaos and spreading them across time lines and space. your aid is required for the purpose of DOOM!!"
magneto - "wanda? i knew that she had untapped potential here, but of course the paradox of time changes all those possibilities in other realities... what is it do you want?"
doom - "i just needed to forewarn you, master of magnet! now let us be off!!"
battle rules:
- this is post proteus magneto
- magneto IS FOREWARNED
- this is post marquee doom
- doom is forewarned
- the two of them go to the time of HOM with no further prep
- wanda is talking to her present father, magneto in the throne room (there are two magneto's in the table now)


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running my 1st tennis tourny
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Join Date: Apr 2010
Location: Minnesota, USA
Posts: 192
You should decide how high of quality you want you tournament to be. As others have said, for affordable non-USTA tournaments make the event nice and laid back and have people bring their own can of balls. You don't really have to worry about singles sticks either.
For USTA tournaments, if you are charging enough then you should be providing most everything. High quality balls (championship quality, good endurance), water, singles sticks if you can, other nice things like Gatorade, fruit, etc. Basically, the more you charge the more you should be providing so people want to do it again next year.
Either way, you should definitely use
to help with your scheduling. You can input all the players manually and have it create draws and schedule automatically for you. If your event is on TennisLink it will download all the players for you (except for those who register by mail). Although to do that you have to get "Tournament Director" status from your section.
TDM has an option for scheduling called the Garman system which helps avoid having as many open courts (but leads to a little more waiting sometimes), it also allows you to choose what you think the average match time for each event will be. Since I usually have open courts when I run my events I just let the average be 2 hours and go with block scheduling and people like it because they never have to wait for a court to open. But if you have big draws and not many courts you will need to squeeze them in as best you can.
Back to the insurance, that's great the facility isn't requiring that from you. Oftentimes the facility will hold you liable for some certain amount for damage to the property even though they don't require proof of insurance, so you should check that out. I would suggest you at least look into a few insurance quotes even if you decide not to get any. While the facility may not hold you responsible for damages, a player who gets hurt during the tournament could try to get some money from you. It's very rare, but still...you can always limit your risk by making a waiver and having all the players sign it before their first match.
Once you get past all the headaches of organization I'd be happy to help you work out the scheduling.
Currently USTA 4.0, and a certified USTA official.
Wilson nTour nCode, ALU Luxilon Big Banger 53lbs.
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Dogs celebrate Valentine's Day too
Dogs have reasons to celebrate Valentine's Day too.
On Feb. 24, dogs, accompanied by their owners, will march on streets of Lapu-Lapu City in a Valentine day out dubbed as "Bark for Love."
Now on its second year, the whole-day activity spearheaded by the Lapu-Lapu city government through the city veterinary, in partnership with D'Dog House Cafe and Grooming Salon, will offer free services to dogs, such as neutering, rabies vaccination, vitamin supplementation, deworming, treatment and pet blessing.
There will also be a dog grooming, games and awarding, and a live band performance play. Celebrities like Matt Evans and KC Montero were also invited as guests.
The activity from 8 a.m. to 9 p.m. will start with an assembly at the Mactan Shrine for the parade to Mactan barangay hall and back for the opening ceremony and registration.
The free clinic will be done at the Veterinary Office at the Lapu-Lapu City Hall.
The organizers remind the participants to observe rules, including the no leash/no entry policy, pet owners should take responsibility in disciplining their dogs, children below 12 years old must be accompanied by an adult, only food concessionaires are allowed to sell food, only organizer can sell beverage, liquor is prohibited as well as glass and bottles.
Mayor Paz Radaza said the activity will also give pet owners tips on how to care for their pets. "The city is aiming to be rabies free and this activity is part of our efforts to achieve our aim," Radaza said.
The city's veterinary office has been conducting seminars to dog owners in the barangays as well as vaccinating and registering their dogs. It has also been catching stray dogs in the streets.
Dr. Rodulfo Berame, city health officer, said they will strengthen their efforts this year to achieve their aim of a rabies-free city. Last year, they were not able to achieve their goal after the city recorded one rabies death.
Lapu-Lapu City has a dog population of 10,200 in 2012, of which 8,000 were vaccinated.
"Dog owners should register their dog and have it vaccinated regularly, else they may be penalized once the dog bites somebody," said Dr. Janicce Tugonon, the city veterinarian.
She requested those who want to adopt a dog to visit the city veterinary office.
She said impounded dogs that don't have claimants will be subjected to euthanasia if nobody would adopt them.
Aileen Radaza who is managing a Pet House in Lapu-Lapu City sees pet lovers were responsible enough to care for their pets, more and more people are into raising and caring pets in the city. /CORRESPONDENT NORMAN V. MENDOZA
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