text:
Hearing from the GiantsPosted by on October 31, 2012 – 2:59 pm
Re: Running backs coach Jerald Ingram:
He is an excellent coach. He's been with me a long time. He was at Ball State and I hired him as the offensive backfield coach at Boston College. When I had the opportunity to go to Jacksonville, I invited him to go with me. He's been very loyal. He's a Michigan guy. He's from Western Pennsylvania and played in the great football lore out there, and he went to Michigan to play for Coach [Bo] Schembechler. So, he has all of that great background. He's been a real solid guy for us here and has been very loyal to this program. He's a hard worker and he's developed and believed in the same principles that we do in terms of ball security and the way in which it's taught and being primarily responsible as a runner for protection first and those kinds of things. Those are the reasons he's a good coach and he's done very well and he's developed some talented runners over the course of his career, including Fred Taylor in Jacksonville.
What have Ben Roethlisberger and Eli Manning meant to their respective franchises?
They've been outstanding players for their franchises. If my math is right, both have two Super Bowls. They're outstanding leaders. I know Eli does and what little I've been able to note of Ben in his career, he's done a good job of working the chemistry of his team and that's the way Eli has worked here. Both have been the voice of their franchise and done a good job of that. That was a very good, talented draft, and both the Steelers and the Giants got a couple of outstanding players.
Did you have issue with the timekeeping at the end of your game against Dallas last week?
You think you're going to get me into that, do you? The only issue I've got is I try to think of myself as somebody that's always interested in trying to sculpture down and realize what you can do with a limited amount of time. I've had a difficult time thinking you could get three plays off, two of which are throws into the end zone, in ten seconds. That was my only thing. If that's possible, then I've been going about it the wrong way because I've stopped and kicked field goals with seven seconds left because I was worried something would happen and we wouldn't get the field goal. I was surprised that you could get that many plays.
Re: This current Steelers team:
I think that based on most recent history, the Steelers did a nice job with the Redskins the other day and we were fortunate to win in our game. We keep everybody in the stands right until the very end at our place and it took an outstanding play at the end between two outstanding players for us to make it happen. The Steelers have always been, in my tenure in coaching, going way back to the middle of the 90s, and we were trying like heck to be as good as that franchise, so that we could have something to say about postseason play. Even now today, during all those years, the Steelers have been certainly a benchmark for anybody who's trying to develop their team as the example and model of toughness.
Re: Your relationship with Coach Mike Tomlin:
I just admire him as a young coach and the opportunity he's created for himself in Pittsburgh and what a great job he's done there. I really enjoy being around Mike and his family and seeing them at the league meetings and the coaching meetings is fun too. He's never at a loss for some challenging words, whether it be officiating meetings or whatever. He's very respectful of it but he's not about to stifle himself in terms of asking and inquiring.
Are the Steelers surprising on defense or do you know what you're getting coming in?
I think you've always got that card. We all study everything. We study in the offseason. When there's a new opponent on our schedule we research in the offseason and we try to gather as much information as we can. But there's always something that comes up during the game because the people that are doing the planning, in this case it's Mike Tomlin and Dick LeBeau, whether it's our defensive staff here with Perry Fewell, you're looking for something which allows you to be little bit different or attack a certain way or a style or perhaps a formation or concept. But, therein lies the difference. So whether it be something on third downs, whether it be something on early downs, there's always going to be something different. That's the nature of the game.
Have you approached this season differently in terms of winning the championship last season?
No. We tried to do a good job of talking to our team about what we call "build a bridge," bridging over from the six-game run that we had at the end of last season and the championship, and into the new season. It remains to be seen whether we've captured all of those outstanding elements but we continue to strive to do that. But our approach, no, our approach, and everyone in this league, their approach has been modified by our new collective bargaining agreement and to be honest, I think some of us, and me included, are still trying to find the best way to prepare your team for the season ahead under the new regime.
Would you like to hit a little more in practice if you could?
I don't know. I suppose practice would help. We're currently into the real belief in trying to do, as long as we can have all the jog-thrus, and those things are great, and we're hoping we're making progress mentally with that throughout the course of training camp. But the fact of the matter is you're not going full speed, and when it comes time to go full speed you have an awful lot of things you're trying to capture that you know is accumulative and whether or not you get the time spent as you start the season, sometimes you shake your head and it takes you awhile. Even when you're talking about having played X amount of games, still sometimes you're not sure. Coaches are always going to be looking for more, you know that. But as far as our approach to this season, it wasn't really any different. Quite frankly, we counted on having played longer than most of the teams and the league and we thought that was going to be an advantage for us.
Quarterback Eli Manning
Re: Team's mindset coming into this game:
We know we've got a big, tough challenge ahead of us. It's not a team we play very often but it's a team with a lot of talent and a good scheme. We've got to do a lot of preparation to get ready for all the different looks and for their players. We've got to have a good week of practice and we know we've got a good team on our hands and we've got to play great football.
Do you view this game as you versus QB Ben Roethlisberger?
No, I don't. This is Giants versus Steelers. My focus is on getting ready for their defense and I know their offense is capable of making plays and scoring points, and he does a great job leading his team. This isn't about me and him, and I'm sure some people are trying to make it that way. This is us playing against a top-quality team in the NFL and us trying to go get a win.
Have you followed Roethlisberger's career?
Yeah, of course. I think you always pay attention to guys in your draft class, and especially quarterbacks at the same position. In my case, you root for the guys and when people look back years from now, you say that was great draft class, Philip Rivers and Roethlisberger and some of the quarterbacks. I've really kept up and I can't recall his stats but I know he's played in three Super Bowls and won two of them, obviously that being the most important thing.
Will you talk with your brother about facing the Steelers?
I talked to him a little bit last night. We talked a little football. I asked if they had anything and he said they do what they always do and they have good players and a good scheme. He didn't have anything earth shattering to tell me that I wouldn't see from previous games that we played against them over the years or just watching the film from this year.
Is your team finding the challenge of trying to repeat any different than last time?
I think we've done a good job of not worrying about repeating. You can't repeat in the regular season. All you can do is go out there and compete and try to play well and try to win games. Our goal is to get into the playoffs. The only way to ensure that you get into the playoffs is winning your division and we had a big game last week versus Dallas and the week before versus Washington, division games. Now it's a matter of continuing to play well and trying to win these games. You never know how it's going to end up, six or seven weeks from now where everybody is going to be. All we can do is worry about ourselves and try to win games.
Have you ever had a team come back like Dallas did last week?
Not that I know of. Obviously, we don't want that to be the case where we didn't score any points in the third quarter and didn't do much in the second quarter as well. But in the fourth quarter we put ourselves in a bind and were down and responded well with two good drives in the fourth quarter that we scored points on and gave us the lead. The defense did a great job holding onto it. In this league, you take wins however you get them. It wasn't the prettiest. Offensively, we've got to do a better job on some things but we did respond when we needed to.
Did you find it easier or more difficult to win your second Super Bowl?
It's hard. It is difficult. You get in there the same time you completely realize how hard it is and how things have to go your way. You get breaks and if you get a little break you've got to ride it out and take advantage of it, and that's what it's about. You realize just making it to the playoffs is hard. That's something to be proud of every year if you can make it to the playoffs, and winning those four games in a row against good teams is tough. You've got to make plays. All three phases, offense, defense, special teams, have to play great together and for a long period of time. It's not easy and we feel very fortunate that we've worked hard, and last year our team deserved to be champions.
What's your reaction to playing the Steelers defense likely without their two starting safeties?
Obviously, that can change things a little bit. Troy [Polamalu] is a tremendous talent and all over the field and just a playmaker. I think their scheme stays very similar though, and it's a defense where everybody knows what they're doing and everybody is on the same page. They don't make mistakes, they're very fundamentally sound, they have good players and they let their players play fast. We've got to be prepared for whatever they throw at us.
Is WR Victor Cruz getting better by the week?
I think so. I hope so. He's a guy who works extremely hard. He treats practice very seriously. He competes in practice. We talk a bunch. We grind and we want to make practice perfect, and we think that carries over into games. I'm proud of the way he has not lost focus and has come out and done some great things. We need him to play well for us.
Is the league going back to a balanced offensive attack?
It's tough. Everybody has their differences. Some people want to throw it. We try to have a balance. We try to have the run mix in with the pass and have them complement each other. Sometimes it just depends on the game. Sometimes that's what you want. If you're running it well, you're going to keep running it. If you're having a tough day running it but you can throw it well, let's throw it. If we're getting one or two yards a run, that's not helping us. Let's throw the ball and take some shots and take quick throws, hit these quick gains and still get plays. You want to be flexible. If both of them aren't working, that's how you get into tough days. We go in with a game plan but if something's not working or you get in a situation where you want to do one more than the other, we feel very flexible and confident we can be successful using both of them.
Is it tough concentrating on football in the wake of the storm?
These last couple days have been a little different but the most important thing for the players is staying safe and that their families are safe. Coach Coughlin let us come in later this morning and have a little time to get our situations settled. For me, I was excited to get in this morning, see the teammates, check on everybody and get back to preparation, get back to practice. I think once you're in the facility, once we get these meetings started up, our focus will be on football, on Pittsburgh and doing everything we need to do to get a win.
Re: The Giants defense creating so many turnovers:
It's great. As an offense you love that. It's great momentum. The defense is getting turnovers and getting us great field position. Offensively, we've got to do a little bit better job of taking advantage of that and scoring touchdowns when they've put us in those situations. Our defense starts with our front four and our pass rush. We get to the quarterback, make the quarterback throw it before they want to, make them throw it a little high and then guys being in the right spot and making some great plays for us.
Were you or the stadium or the facility affected by the storm?
No, the facility is fine. We're in here. Everything is up and running and we're working well. My building is without power right now. My family is safe and in a good situation now. I'll probably stay at a hotel the rest of this week until we get some power.
Re: Peyton Manning's performance this year:
I'm proud of the way he has played this year. I know he's worked extremely hard to get back to playing at a high level. Last year was frustrating for him. Being injured is always frustrating but he is grinding and grinding and this is a long process. He had his date set for the first game of the season being ready to play and play at a high level. I think he's accomplished that. He's gotten better and better over the weeks and more comfortable in learning a new offense, being in a new city. A lot of changes have gone on. He's playing at a high level. The team is playing well and winning games. I'm just happy for his success and I hope it continues.
What has FB Henry Hynoski brought to the offense?
Henry is a guy who just has toughness. He's very smart. He's always got questions for me. Every Saturday he has his four or five questions on a call I'm going to make and how he's going to block this and how we're going to do this. He's a guy who wants to make sure he's got everything down and he does not want to make a mental mistake. He has great toughness and is just a good person and a great teammate.
Are you going to get Hynoski a touchdown?
We almost had him one the other week. He got tackled at the one. He made a good catch and got tackled at the one-yard line. We're going to try to get him in the endzone one day.
Posted in News | Comments Off on Hearing from the Giants
Sorry, comments for this entry are closed at this time.


text:
Choose one of our carefully selected beach hotels for your relaxing Palma getaway.
Plan and book your holiday with British Airways, online or by phone. Enjoy all these great benefits:
Variety is certainly the spice of life on holidays in Palma de Mallorca – enjoy a cosmopolitan city break in the attractive capital or a relaxing beach escape on the Mediterranean coast.
From the lively nightlife of Magaluf to the idyllic coastal village of Deia, it's no wonder that this Spanish island attracts such a wide range of people. The charming ambiance of Palma makes it ideal for a short break – with its Italian renaissance feel and picturesque promenades. Visit Le Seu and learn about the city's history, then discover a hidden tapas bar or stylish boutique as you wander the old town's narrow backstreets. Our carefully selected hotels boast a range of locations – stay near the beach or opt for a country retreat. Explore the coves of Cala D'or, the sweeping sands of Alcudia or the verdant vineyards located at the foothills of the Tramuntana Mountains.
Take in views of the western Mallorca shoreline and the Mediterranean from your boat as you head toward Sant Elm. Pass Cala Mayor, Portal Nous, Palmanova, Magaluf and continue to the Portals Vells area. Stop at several locations to swim, or simply relax. Indulge in a complimentary lunch of paella with cava, and enjoy on-board Spanish music. Stop at coastal caves and when the weather allows it, cruise up to beautiful Dragonera Island, located off the westernmost point of Mallorca.
Spend a fun, family-friendly day at Aqualand el Arenal, a Mallorca water park just nine miles south of Palma. Aqualand boasts waterslides, wave pools and artificial rivers that are suitable for all ages. The colourful kid-friendly pools are perfect for the little ones, while the Congo River is ideal for those seeking something calmer. Experience a rush of adrenaline as you tackle the Rapids' whirlpools or the Kamikaze free-fall waterslide.
Have a fun day swimming and snorkelling off the beautiful coast of Mallorca on this 6.5-hour catamaran cruise. Admire views of the breathtaking shoreline and enjoy several swimming and snorkelling opportunities in the Mediterranean Sea. On the north route, you'll cruise along the Bay of Pollensa toward Formentor Beach. On the east route, you will depart from Colonia Sant Jordi and stop at the beautiful beaches of Es Trenc and Es Cargol.
Explore and experience the best things to do in Palma de Mallorca with this 24-hour ticket. See all the main sights, as you hop-on and hop-off 15 conveniently located stops around the city. Palma de Mallorca is the capital of the island of Mallorca. Famous for its beaches and beautiful sea, it has a beautiful historic quarter, deeply marked by history. The cathedral, the Palace of Almudaina, the fish exchange, and Plaza Mayor are just some of the 'must see' attractions.
Enjoy a fun day surrounded by dolphins, sea lions, penguins and more at Marineland in Mallorca. See exciting animal shows featuring sea lions and dolphins. Discover turtles and tropical fish in the Tropical Aquarium, watch the penguins in their igloos and laugh as parrots and other exotic birds show off their abilities at the Aviary. If you're looking for a thrill, visit the Tropical House to get up close to anacondas, pythons and piranhas. Then relax at Marineland's private beach or visit the Mini Park for some family-friendly fun.

subset: commoncrawl


text:
An "Upanisad" is a teaching session with a guru, and the thirteen texts of the "Principal Upanisads"—which comprise this volume—form a series of philosophical discourses between teacher and student that question the inner meaning of the world. Composed beginning around the eighth century BCE, the Upanisads have been central to the development of Hinduism, exploring its central doctrines: rebirth, karma, overcoming death, and achieving detachment, equilibrium, and spiritual bliss. Speaking to the reader in direct, unadorned prose or lucid verse, the Upanisads collected here embody humanity's perennial search for truth and knowledge. Valerie Roebuck's powerful new translation blends accuracy with readability and retains the oral style of these stirring and profound philosophical explorations.
Key text for students of Hinduism, Eastern Religion, and religious thought
Includes introduction, information on Sanskrit pronunciation, suggestions for further reading, explanatory notes, and glossary


text:
The Royal Kashqai rugs are made from 100% wool,combining traditional Persian Qashquai designs with an antique patina for classic style. The subtle colouring within each rug will allow coordinating in both modern or traditional interiors. Manufactured in Belgium and machine woven. Free delivery on UK mainland.
© 2004 - 2012 E Rugs Direct Ltd.
Online Retailers of Carpets & rugs - London, England UK


text:
- Glenn Barres
- North Fort Myers, FL
- United States
Co-Founder, Idea Sponge, Inc.
This conversation is closed.
What inspires loyalty within the organizations you work with?
This can be customer loyalty for a brand AND/OR employee loyalty towards an employer.
Please feel free to share stories that help us understand why as well as what are the key elements to this feeling of loyalty.
Linda Taylor
Apr 8 2012: I prefer to be loyal to people, not organizations..
- +6
Apr 8 2012: Well said!
There is a saying which sounds something like.....employees seldom leave organization but frequently their bosses.
Apr 17 2012: Hi Linda,
I totally Agree with you! That shed some light on this conversation as I skimmed through.
According to this documentary (http://www.thecorporation.com/index.cfm?page_id=2), corporations would be crazy if they were people.Apr 9 2012: that is great but it wasn't the question. It is still insightful however; if corporations behaved more like people maybe they would inspire more loyalty.
Apr 9 2012: Undedrstand you think the answer was not to the point, but if we keep aside people for the time being then what will organization look like ?
Does organization mean a Brand Name only ? Even if it is so , who made that Brand ? Is not it people behind ?
If it is Trust, Empowerment, Service delivery , Culture, Openness, Innovation, Job satisfaction and so on.....are not those again related to people to execute ?
That's why People issue is so pivotal & feel it answers your question. You being CEO I am sure you are well aware of it.
Also I am pretty sure you also practice in your organization the common HR practice named 'Exit Interview" to know why people leave......me as an employee and keen observer of the issue with multiple country experiences I feel that doesn't work......despite of many cultural variations usually leaving employee doesn't speak their heart as s/he need to be in the job market....and who knows the boss whom s/he is leaving can have influence in the next job s/he is looking for...
Just sharing one incidence......one of my team members in a country whom I rewarded and recognized well, shortly after that decided to leave. That person was a star for me, whom I didn't want to lose so requested HR to have a thorough Exit interview. HR did and gave me the feedback that the star performer is leaving because there is a better salary offer + better work life balance from a competitor. Not being convinced, wanted to have another round of informal exit discussion with me....result was same as HR told me.
After many months when I was leaving my that assignment to move to another country in the same company got call from that ex-STAR, offering me a lunch invite (Exit Lunch for me :) ) I accepted.....During lunch the person told me the real reason of leaving team was immediate boss, who was treating the person discriminately though I valued, but I am not day to day supervisor / coach of that person....
It's an interesting topic you opened up....thanks
tiền vũ
Apr 11 2012: i acpreciate your saying, you know, something useful for my study in uni and my work soon. thanks for your sharingg!!Apr 11 2012: My pleasure tien vu , you are welcome.....
- 0
Just a word of caution , please be careful while answering in university exam with real life example which is not in Text book !!!
Not sure what kind of teachers you have around , but again from my experience I found most teachers don't like answers which are not there in TEXT book ......
Wish you are in more flexible educataion setting compared to mine :)
All the best wishes for your study and work.
P.S. : Couldn't find any "REPLY" button under your comment so being undone used the REPLY option of GLENN's comment.Apr 14 2012: Glenn
In case you haven't figured it out yet, loyalty is a human trait. We have that trait for a reason. To apply it to an organization or brand is anthropomortizing. I have NO loyalty for brand or organization. It is just silly and a complete waste of time and energy. As long as I am getting paid by my employer I will stay, if not I am gone. That is business. If a brand works, I will use it. If it cheaps out and ceases to be as effective, I will not use it anymore. Or if something comes out that has better results I will switch. This is not rocket science.
Apr 14 2012: Then you are an anomaly Linda because most people will buy things regardless of the quality so long as it is from a company they trust and they will continue to support a company even when that organization is found to be doing bad things. And many people will stick with an organization if it is aligned with their own goals regardless of the pay.
Organizations are simply Ideas put into action and People are the lifeblood of Ideas. So an Organization will quite often have Human characteristics/traits that inspire or discourage loyalty.
So the better answer would have been about what inspires you in people, instead of trying to turn this into a debate when it is clearly in the Questions category. This is not rocket science :)
If you doubt what I am saying above, simply read everyone else's replies.Apr 15 2012: Well Glen, You didn't like the first answer. So I clarified and you didn't like that one either. I am not trying to debate this. There is nothing to debate. I am somewhat amused that you keep telling me what my answers should be. Interesting. Says a lot. I am not posting my answers to substantiate your reality. Either you are interested in answers or don't ask the question.
Apr 15 2012: Oh I am very interested in answers to the question that was asked. Your first response did have a lose connection to the what your answer should be "about" (not "be", but "be about", there is a difference). I did recognize this connection in my reply and even gave you a thumbs up for it. Also in my reply I was merely clarifying what I was looking for with my original question. No need to get hostile.
And just in case there is still some confusion I was specifically talking about "what traits organizations have that inspire loyalty", not "whether or not you think it is a good idea to be loyal to organizations". Loyalty being an automatic or trained response to admirable/respectable traits.Apr 15 2012: "Then you are an anomaly Linda because most people will buy things regardless of the quality so long as it is from a company they trust and they will continue to support a company even when that organization is found to be doing bad things."
Glenn, Linda is not alone in this.....many of us women. who usually do the shopping and cooking, are always alert to decline in quality.....we will switch companies, or brand names, if they are not up to our standards.....I will agree with you to a certain degree though....because look, sometimes people don't know what they are buying, they see everybody with a certain brand name, and bam, they go out and buy it......regardless of the quality....."the path of least resistance".....
In a way both of you are correct.
I can't imagine buying any brand of anything that will leave me with a bad conscience. But that't me.
AND.....While t's wonderful to work at a place that promotes the ideals you believe in.... that in and of itself is a rarity.....unless you are working for an NGO, or a charity...or the like....and even then, if you just don't feel welcomed and respected, and your ideas are not heard.........why stay?..........of course, some people have no choice...they have bills, and what not.
Both of you make good points.....you complement each other nicely.
Apr 15 2012: Mary thanks. http://brandshandy.com/2010/11/04/brand-loyalty-men-are-from-bars-and-women-are-from-asos/
I honestly think it makes no difference with the gender, nor with the kind of organization. Just look at Google, Apple, Microsoft and most of the tech and food industries including fast food. Everyone knows McDonanlds is bad for you but many still go regardless. Microsoft (windows) is notorious for being a much more expensive route in development vs going Open source(linux) yet MS has the biggest market share despite not always being the best solution.
And lets not get started on the iPhone frenzy.Apr 15 2012: @ Glenn. You call me an anomaly, try to tell me what to say, and then tell ME I am hostile. If it wasn't so pathetic I might be angry about now. You don't even see that what I am telling you is important if you are looking to inspire loyalty.
@ Mary. You make good points. I do know some people will buy a brand just because of the brand. I have never had the luxury of having expendable cash to do something like that so my experience is limited in that area.
Apr 15 2012: Being an anomaly is not an insult, and if you took it that way you have some defensive issues, (look up the word, i just means not standard). As I mentioned in my last reply, I did acknowledge the benefit your initial reply had in it. I also did the same thing in my initial reply to you. If you walk around with you gun out or your sword drawn, expect to always find enemies when there are none. Look at the words you are using towards me and then look at mine. Just because I am seeking a better answer that directly pertains to the question doesn't mean I am attacking you or find no value in what you say.
My words are not inflammatory and many of them are actually positive reinforcements. I even gave you a Thumbs Up. Your's however are blatant attacks or passive-aggressive jabs at my character and/or intelligence level. Please note these points because they do matter.
People have written books about that kind of behavior but don't take my word for it. The choice is your though, either be the writer or be the subject.Apr 16 2012: "I have never had the luxury of having expendable cash to do something like that so my experience is limited in that area."
Ditto for me.....well, even though I have had my share of success......I am simple minded, sensible, frugal......my mom has another word for me....but let's not go there.
I'll tell you what happened today. My daughter starts laughing out of the blue, and I ask why. She says "mom, can you imagine if we had bought all the silly bands when they were in style, what a waste of money that would have been?.....nobody wears them anymore."
We try not to be followers of trends, and do our research before spending time and resources on nonsense......I chalk it up to my critical thinking skills.....which, by the way, we are discussing in another conversation started by Jaime Lubin...You might want to check it out, if you haven't already.Apr 15 2012: Seriously? I did not call you any names. I did not tell you you were incorrect. I did not attack your character or intelligence. And you are very correct. There are book written about this behavior.
Apr 15 2012: Would you like for me to point it out for you? Very well.
"This is not rocket science". (Yes I did say this to you in turn which was meant to point out the irony)
"I am somewhat amused that you keep telling me what my answers should be. Interesting. Says a lot." Here not only are you wrong about the point you were making but you even tried inferring a negative about my character. (If you didn't catch it the book reference was tossing your own words back at you)
"If it wasn't so pathetic I might be angry about now." This one is obvious.
These are all passive aggressive jabs. Isn't there a TED talk about how guilty people rarely admit fault? That is what is happening here, your amygdala is overriding most if not all of your reasoning skills and you are getting defensive over being told you were wrong.
At each turn I have not attacked you, simply pointed out where you were wrong. Even though you acknowledged my point when Mary made it for me. Your understanding of what loyalty means is obviously skewed by your description of it being a human trait that we can't ascribe to non-human objects. If this where true then why do we have loyalty towards nations, football teams, states, or even family names/crests?
It is not bad to be wrong. It is however bad to defend being wrong. Be well Linda.Apr 27 2012: In order to become loyal for company, it is important to see your higher management sticking with the company for years... in case they are moving out at regular intervals, faith of lower management decreases. Its important for any organization to keep hold on its higher management, and having a retention policy of at-least 5 years for them. Those who have climbed the corporate ladder by their seniority and not by merit, shall be excluded from this practice.May 1 2012: Hello Glenn,
In my view it is impossible to have loyalty to an organization or to a brand. Humans can be loyal to other humans, even to some animals (our pets, usually), but to try to extend the term "loyalty" and bring under its umbrella a brand, or a company creates ambiguity around it
If you have a great job, and you respect and admire many of your co-workers, it is very likely that you will develop a feeling of loyalty towards them. This is not, however, loyalty towards a particular employer, but loyalty towards specific individuals.
If all those individuals are removed from the company, i would suspect that this feeling of loyalty would be greatly diminished. Work ethics could replace it, as we all try to do our best and work in an honest and efficient way. But work ethics does not equal loyalty
Brand "loyalty" is a different kind of monster. We humans are creatures of ritual, and our brains prefer the things that we know over things unknown. If i have used an apple computer for years and someone comes with a "pear" brand of computer, even if i see them to be identical in functionality, my subconscious will drive me to prefer the one i know. Marketing specialists know this fact very well, and exploit it to create the perception of "brand loyalty". They also use our subconscious weakness against peer pressure and our subconscious need to feel that we belong to the "in" group. I would not call this drive "loyalty"
Have you ever felt loyalty for an organization completely independent from its individuals? or, have you ever felt loyalty towards a brand (excluding that "loyalty" based on peer pressure or group belonging) and such loyalty not being the result of an interaction with another individual?
To me, understanding these two facts can form the basis of developing and fostering loyalty within individuals in an organization, and developing loyalty from a customer through their personal experiences with support or sales staff.
cheersApr 27 2012: Loyality is a great word and smb must deserve it. When companies are displaying their loyality to the staff or to the concrete person, then for sure this company can expect this loyality in return. For example, when company highly values every employee, doesn't think to pay or not to pay for their job, provides training and career enhancement, then employees are glad to thank the company with their loyality, because they view their future and person development in this company which will benefit both company and staff.
Apr 28 2012: As you say, loyality between companies and employees comes from benefit on both sides. But it is difficult to continue such a good relation because companies and staffs are seeking for each benefit.
Apr 28 2012: No i mean that loyality will lead to benefit for each side. If company is loyal to employee, employee will be loyal to company which will make both sides prosper.Apr 12 2012: With people, it is genuineness.
I reckon that if I make it obvious that I am being genuine about myself, others will invariably be genuine towards me. This seems to self-perpetuate a feeling of mutual trust and loyalty with that person. Someone has to make the first move - why not me?
With many organisations it is different. I have found that genuineness seems to be incompatible with the organisation's main goals and aspirations. I think it has something to do with businesses thinking of themselves first and foremost as money-making entities, rather than producing products and services that actually please people - and genuinely wanting to continue to please them long after the initial sale has been made.
Being genuine, respectful and honest with customers inspires solid loyalty. That is the foundation on which profits should be built up. Short-sighted organisations who disingenuously put profiteering first at the cost of end-user loyalty, do not last long. And I for one, am very thankful for that.
Mary Harris
Apr 30 2012: In my experience I find people want to be respected and heard no matter what our station in life. We all want to know that what we do and who we are makes a difference. We all want to be appreciated, some publicly and others privately. When the employee feels they are valued by the employer,( not just employee #32478), and we take the time to see them as a person and appreciate thier contributions, add to that a sense of purpose and I believe you have a recipe for loyalty.
- +2
May 2 2012: I agree, when people feel appreciated they tend to be loyal.Apr 28 2012: core values and ambience!!Apr 28 2012: As far as my experiences are:
1. Act by reducing the ego as often as possible. All tasks carried out as what it is but without the accompanying too high for ego.
- Benefits: (attitude) controlling ego unconsciously has an effect on our attitude to be more calm and exudes a friendly and give an honest response of tolerance from others.
2. Instead of trying to enforce loyalty to the company or to defend the company, i'd rather to defend the main objective in the work that is to be able to share the goodness, for the family, yourself or friends.
- Benefits: People always tend to unconsciously narrowed in the quality, so if we put the area of corporate loyalty, then over time, will be narrowed to personal loyalty (ego) and we will fail to get the benefits as described in point 1.
But by extending the work to share their goals, so hopefully always broader than loyalty to the company, so the area of corporate loyalty was also obtained, and when there is narrowing of loyalty, then the narrowing is not so fast, and enough for us to realize there is a decrease in the quality of ourselves and quickly make a correction without stuck to the narrowing of the area of corporate loyalty or merely personal interest.
These two important actions when performed by the top brass at the company, it will emit a friendly working atmosphere, tolerance, which may end up to the loyalty of a vast and difficult (not easy) to fade so quickly.
The secret behind this is: controlling ego. By mastery controlling ego, we can dominate wisely without the other person feel dominated. And for ourselves, it prevents us from being excessive, and enables us to intuitively act in a fair way. Soon, (hope) this will inspire loyalty silently.
Why the key of this lies in maintaining a proper ego. I think this is because the simple truth i believe that "OUR FALLACIES CENTERED ON DIFFERENT LEVEL OF ARROGANCE".
But in the end there is no such perfect people, (hope) this is the best that can be done.
Apr 28 2012: Great reply. To me too much ego also spoils the fun. I have been a fiercely loyal employee in the past and it always went bad when the boss had too much ego and not enough brains lol.
Apr 29 2012: Thank you for bringing up the question , cheers :)
Anne Dagen
Apr 27 2012: Customer loyalty rarely exists. What actually happens is repeat transactions. People will buy because a product is good, or the outlet is convenient, or because something has become fashionable. That doesn't mean that they either want or have a personal relationship with the supplier, which is what loyalty implies.
- +2
Currently many companies put a lot of effort into sales and marketing in order to acquire and retain customers, but undervalue the product quality and delivery which is what customers want. All the talk of customer loyalty programmes suggests that companies don't understand the fundamentals of what customers are looking for.
Ayan Ghoshal
Apr 19 2012: Loyalty comes from the quality of your delivery . Be it your employee or customer . But often we fail to understand this simple thing in our actions and practices .Apr 17 2012: Loyalty like respect, sincerity and others are like two way streets, if an organization is loyal to you then you will respond in kind.Apr 17 2012: Leadership...
- +2
I am in charge of a small group of people at work.
My experience may be different from everyone´s else but i will share it.
I subdivide leadership in:
1. SET THE EXAMPLE, (The leader of the team must delegate but must also work, as anyone in the team, the leader must never forget he is also a worker
2. RESPECT (Respect to be respected, Remember the Golden Rule?)
During my years in my job my team has changed several times, and i have always achieved the same effect applying this principles. I still need to tryi it in a place wher i have to deal with a large number of people ans see if i can achieve the same results
Apr 17 2012: Roberto, these are wonderful principles, not only in leadership positions, but in interpersonal relationships.
So tell me, if you can, when someone in your team does not contribute to this mindset....they do not want to participate in teamwork.....what have you done to gain their loyalty?
Apr 17 2012: I usually don´t go through that situation, but when it happens i work in my relationship with that individual. Not all people can be approached in the same manner. When something goes wrong our natural reaction is to put the blame on others, and maybe that is true but first i check my actions and make sure i am not the one sending the wrong signals. As team leaders our goal is to obtain pre-established levels of production. Only once i had to be very tough with one individual but always in the field of respect. And he is not on the "wave" but as a worker he resoponds as i expect him to do.
Another detail and on this one i would really want to know what you think. The word "boss" is banned in my work area. Since the first time newcomers are warned that they are not allowed to call me "boss" or chief or "jefe" (in spanish). I picture myself as an older brother that is in charge of the house while parents are not present. At first i thought i was lucky but in another field i have accomplished similar results. But as i said before i am looking for a chance test myself with larger groups of people.
Apr 17 2012: Well, I am very impressed with your success and wonderful leadership skills.
I don't like the use of the word boss either. I like treating people by name.
I have always had leadership pushed on me..........I have a good work ethic, but cannot deal with telling people what to do.....it's not in me. I love educating people, and organizing, and I am a stickler for details......I am very detail oriented, and can stay one step ahead of everyone else, but I hate supervising adults......hence, I am a teacher........but still, I have had my share of headaches with assignments dealing with leadership.
It is wonderful that you work in a good environment. The way you describe it, your job sounds like something volunteers would do for no pay.....you know, like working for a charitable organization and the like.
I hope that you are able to continue to practice your great skills as an older brother, and that when you are supervising more individuals you will have equal success!
Thank you for your reply Roberto. Buenas Noches.Apr 17 2012: Dealing with people is not easy but you mentioned a key word "education". I also have traninig sessions. People make mistakes, that is normal. But when someone makes a mistake i dont jump at him. What i do is to cover that module in the next training session. I give people as much theory as i can. At first i thought it was difficult to tell people what to do. But sometimes instead of telling them what to do, you can educate them to do what they have to do. There are many ways to tell the same thiing. Methods are infinite.
Have good night
Apr 16 2012: Yes - I too had the fortune of joining such a company.. ( which is what I have summarised).. Very many of the senior staff remained with the company for a very long time.. Over time it changes with the market forces, leadership changes and take overs etc.. But yes - there are such very HR friendly comapnies -- and the results also show!!!
- +2
JiaChao Lin
Apr 15 2012: Loyalty is not something you can look for in an employee or a customer.Loyalty depends on tastes and preferences.If you love your job, can you bear to leave it for something else you dislike just because they offer a bigger and jucier paycheck? When you work at something you like, you feel that you have a purpose there. The feeling that the things you do matters makes you loyal to that ideal, which is then characterised by preferences.
- +2
But money does play a part in this, if another company also lets you do what you love and pay more, it would be rational to transfer to that company, cetris paribus.
Apr 15 2012: "cetris paribus"...........meaning please, thank you :)
JiaChao I enjoyed your explanation. Don't you think also that, as Linda says, our loyalty should be to people, not organizations or brands?
I thought of something while reading your comment.......many times, it is because we are loyal, or have a sense of duty to our family and their welfare, that we work at a job we dislike.
I think the word loyal is so specific to a virtuous person.....someone whose heart conditition moves them, and who doesn't just do things "legallly".......I remember reading something about this once. It was a paper from the 1800's where someone defined a loyalist and a legalist person.
Anyways, I am rambling. I enjoyed your comment. Thank you for your reply in advance.
JiaChao Lin
Apr 15 2012: "cetris paribus" is a latin term commonly used in economics, it means with all other things or conditions held constant, which in this case things like the working environment, proximity to the workplace and working hours.
- +1
I agree that Linds's statement concerning applying loyalty to an organisation is also true to a certain extent but what you are actually loyal to is the company's ideals and not just the company. A brand or a company just by itself is nothing.
Thank you for your reply in advance and you're welcome.
Apr 15 2012: Thank you for explaining the term.
I had never heard it before.....you know JiaChao, it is interesting that my parent's generation grew up with a sense of 'loyalty' to the shops where they did their everyday purchasing.......then when they arrived here in the states, little by little, they learned that you can comparison shop.....it was a totally new way of dealing with everyday life for them.
People here change brands, change homes, jobs, and sad to say, friends, and spouses....I think the word loyalty involves serious consideration.
I feel that it involves what we stand for. I therefore, personally, use it pretty much to mean how I feel about my relationship with God, and my integrity to uphold bible principles.......I strive to be loyal to what I stand for.........but of course, in the thread of this conversation I know exactly what Glenn means.....I don't like making a big deal about words. I much prefer to discuss ideas and interact on any given subject.
Hey, thanks for your input. I have learned something knew today. :)Apr 15 2012: http://dictionary.reference.com/browse/loyal
Apr 15 2012: Speaking of brands: Loyalty or return customer, when I am 100% satisfied with the product. If I am not here's what I do....return it.....if I notice that it is a quality control issue, I email, or call up the manufacturer.....which I have done with all kinds of items.....colored pencils, ice cream, tomato sauce, cold compresses for back aches...etc. I am always happy to receive coupons for receiving another FREE item from the manufacturer.....I usually wait a couple of months, then go back and purchase the exact same item to see if it was just a fluke....because mistakes do happen.
- +2
I am happy to report, that I have been able to use alot of the same brands for many years, but only because the quality is to my liking. I have also stopped consuming many different items, because they have lost quality, and have never regained it.
As far as employer....well, I'm with Linda......if I get paid, I stay.
As an educator, I don't deal much with alot of the office politics and goings on in other places. I'm in my room with my students....which is where I love to be.....
I would imagine that feeling job security, being respected, being considered in the decision making process, and good pay and benefits, might make one loyal to any employer.............but, we are all replaceable.....so best to not use "loyal". That is just my opinion of course.
Great question. Did it rain all day in N. Ft Myers?.....it's been raining all day here in S. Florida.:)
Apr 15 2012: loyalty can be ascribed to anything we support. Be it a brand, an employer, a cause, or even a sentiment. The factors that determine just how loyal we are may be different for everyone and different for each "thing of interest" as well.
For example: I am loyal to the United States because I was born here. The United States does some pretty messed up things around the world that I don't like no agree with at all, yet I am still loyal to the country I love.
And as for rain, just a few drizzles that I noticed.
Apr 15 2012: How are you loyal to the United States?
Apr 16 2012: While I encourage global prosperity at every turn, I believe we have to fix our own backyard first. While our government may have taken a wrong turn I am still loyal because our nation is supposed to represent, freedom. So there are connections in many other areas too. I have lived here all my life minus a short work period abroad. There is a geographical tie as well as one of blood, most of my family live here.
I could probably go on the more I think about it. The previous sentence also brings up a good point. Many of the things that drive us in our decision making are subconscious. Which is why questions like this one are good, because they bring them into the focus of our conscious minds.Apr 16 2012: Glenn, I did not ask why are you loyal, I asked How are you loyal.
Out of curiosity, how are you loyal to the US?
Apr 16 2012: Touche.
How I am loyal: By championing it's strengths. By paying taxes. By remaining here. By putting forth ideas on how to fix some of what needs fixed. By advocating other solutions that may work. By supporting causes and coming up with new ones. By simply saying "I am an American" and being proud of it.
Apr 16 2012: Great, thanks for answering.......so then, sticking around a company that has issues and working with it, or buying a brand of something even though it is not the best sometimes might be necessary if we see ourselves as loyal. Just like to stick around the US, and say you are American and are proud of it, some might see their job, at a less than reputable firm as something to be proud of. Because maybe, just maybe, they feel they have something wonderful to offer it, and want to be part of the brains behind fixing whatever is wrong.
- +1
The US is a work in progress....much like many companies, gadgets, and dare I say, individuals.
Just my humble opinion......nickel knowledge, you might say.
Apr 16 2012: well said. I'd thumb that one up but it says I have reached my max for you lol.Apr 16 2012: Well Glenn, I wasn't sure I was making any sense in my use of logic there.
I'm glad you understood my humble thoughts. It has been a pleasure discussing this topic.
I like being loyal to the conversations I participate in, and not take off until I get the feeling that the person who initiated the conversation has a good idea of my viewpoint.
I'm at that point now.....thank you for talking back and forth.....you are loyal as well Glenn.
Be Well.....see you around TED.
Apr 17 2012: Thanks you too :)
Eun A Jo
Apr 10 2012: Common goal and trust.Apr 10 2012: Being respected and valued...being paid well...being told what a vital role you play... None of these things are done in Spain, which is why there is such a brain drain in the country...and the only reason people stay with their companies is out of fear rather than loyalty.
- +2
Kent Spencer
Apr 10 2012: I believe loyalty in organizations can be created best when a group starts from nothing with each other. If goals are being accomplished, everyone will be content. It's also important to that every member of that group honestly is willing to sacrifice for the benefit for the well being of the group. Soon, this will automatically make the groups bond stronger. It would be stupid for one of those members to risk losing such a sure connection while being surrounded by selfish people in today's society.
- +2
Jon Miner
Apr 10 2012: Organizations are best suited to following the Silver Rule: Do unto others as they would have you do unto them. Treat people in a way that they want to be treated. Within the organization, treat everyone with respect.
- +2
In the operation of the organization, don't create rules that seem motivational, but are in reality time wasting, stupid, and condescending. Don't think that making people work longer hours will endear them to the organization. Productivity is related to work effort as well as work time. As time increases, effort, and productivity, decreases.
Students are not treated with respect at the deepest levels. In essence, they are told what to do and when to do it. This may be clothed in velvet by providing a variety of approaches or the freedom to choose partners or other flexibility. But the bottom line is that schools make students learn what society wants them to learn. Some students find loyalty through their school's sports activities, or by the personality of their favorite teacher. But the core structure of schooling today does little to promote loyalty neither in the students, nor the staff. Stupid, time wasting requirements, in the name of responsibility or accountability are driving teachers ever deeper into adversarial positions with both the school administration, and society at large. At the very moment when the future needs the best and brightest teachers, fewer of the best and brightest students are electing to choose teaching as a career. And I don't blame them.
Of course not all schools follow this downward spiral. I applaud The Sisters of St. Joseph of Carondelet for their creation of a suitable environment for education. I hope the administrators of other schools will learn to apply a shared sense of purpose to their schools. But it seems that politics is much more important than the Silver Rule. It is easier to blame than to provide a loving environment.
Apr 11 2012: Great response, thank you.Apr 10 2012: We have all had great bosses and lousey bosses, excellent projects and dogs, Supervisors who liked us and some that would push us out of the window. In big companies your a number. If you woudl be loyal to a company then not a single employee would ever leave Google, Voted the best company to work for. I have only had three jobs and have retired from all three. I liked my work, I outlived many bad bosses/supervisors, I never invited a fellow worker to my home although there were good and bad people in the offices. So my answer is that I was never loyal to the company, the bosses, supervisors, or even fellow workers. I stayed as a matter of integerity. I signed a contract to provide services for compensation. I did my best to fulfill that contract and to be a trusted and valued employee. In the final analysis "unto thy own self be true" rules the day. All the best. Bob
pat gilbert
Apr 9 2012: Purpose
- +2
See the Simon Sinek video
Fritzie -
Apr 9 2012: Loyalty to an organization is undermined if the leadership shows itself to be deceitful or corrupt either in public or in private dealings. Staff want to know that leaders will stand by them when they are in the right, even when that takes courage because of the political environment or the leader's personal ambitions. Staff want leaders to tell them the truth and to share information appropriately so that staff can do their best work.Apr 8 2012: To have an empathic leader with clear goals and and actions plans.Apr 8 2012: Involvement. Almost all people will respond positively to attempt to make them part of a larger group effort. As long as you make someone feel like their energy is invested in an outcome they will be loyal to it. It seems to work the same way with brands. The more experience and involvement a customer feels it has with brand the more loyalty that customer will feel. On the opposte side though, an employee who feels ignored or unimportant in a system will, at the first opportunity, strike out at or try to harm that system.Apr 7 2012: Fairness, respect, vision and consistency by the companyApr 7 2012: Loyalty.....clear and consistent messages
- +2
Ability to make a difference
Room to move
Collegial atmosphere
Flexibility, adaptability, commitment to excellence
a forward view
Ayd Asraf
May 6 2012: Honestly i cannot find or express for an answer better than this amazing TED Talk
- +1
Ivana Kordic
May 6 2012: Management which recognizes that WHAT we achieve (reflected in quarterly reports, profits, clients - things you can measure and put a number to) must not whipe out the importance of HOW we came to do it (sharing responsibility in decision making, creating an environment in which people feel they are a valuable part of the process, that their opinion matters - therefore, things which are difficult to quantify and chart).
- +1
Ryan Ingogia
Apr 30 2012: Let me start by saying that I have tried to work for large corporations and have discovered that primarily due to the decision making process and the overall treatment of employees that Corporate America is not for me. The last company I worked for was a small family owned company. I was treated with respect and I was empowered to make decisions (right or wrong). I would have to face the realistic consequences of my wrong decisions, but nothing out of line. My ideas were heard and considered even if all of them were not implemented. I suppose the long story short is that I was treated as part of the company and not as an employee. I was unfortunately let go due to the closing of an office, but still feel a loyalty toward them.Apr 28 2012: I do not know this loyalty, you speak of. I see as much loyalty as is required to stay within the shared behaviors protocols. Anything more than that, is a bonus. Loyalty is somehow linked to your pay cheque - no?Apr 28 2012: Hi Glenn,
- +1
Admire your question,Well according to me , transparency between the employee and employer is definitely going to create loyalty within any organization. The senior management/board of directors has to be completely frank about their profit and loss statements with the employees of the organization.
Transparency between manager and employee and clear communication will definitively inspire loyalty within the organizations
Creating more recreational activities like fun at work within the organization will definitively help employee build a good relationship with the organization
Michelle Lam
Apr 29 2012: Hi Bharath,
- +1
I am an associate veterinarian and I agree with what you say. It is not for lack of effort that I have tried to be a leader and inspire my coworkers. Unfortunately, the low morale and disgruntled employees comes from a problem deep within the organization and stems from a boss who does not know how to manage a practice. I am not given any authority or power to change anything, but I try and keep a positive attitude. I had started to plan some fun activities outside of work to rebuild good relationships, but then it fell apart.
How do you inspire the boss to want to build a happy workplace?? I have had numerous talks and discussions, to no avail. To be quite honest, I think that is what is burning me out more than anything. His lack of concern for the well-being of his staff. He is not open about his P&L and instead, keeps me and the other associate in the dark and we have not had any mention of raises or bonuses in 2 years. I just started with this practice 2 years ago, and things seem to be going well enough for the boss to have a second home with sailboat and hire an au pair for his kids. Other concerns are questionable ethics regarding some decisions the boss has made, and I cannot trust his motives.


text:
Accessing your personal data
How to access information that the Council holds about you and your family
Accident & Collision Data
Request accident statistics and road traffic collision data on Devon's roads
Committee Minutes and Agendas
An archive of minutes, agendas and reports
Community Directory
Community health and safety organisations
Deceased Persons Records
Details of how you can access records relating to deceased people
Devon Community Magazines
Community magazines distributed across Devon
Data Protection
Explaining the Council's obligations under the Data Protection Act 1998
Devon Newscentre
The latest news from Devon County Council
Devon Places
Historic information on all parishes in Devon
Community magazine distributed across Devon
Environmental Information Requests
Your right to request environmental information held by the Council
Facts and Figures
A range of statistics about the people and county of Devon
Freedom of Information Disclosures
Read the Council's responses to past Freedom of Information Requests
Freedom of Information Requests
Your right to request documented information held by the Council
Jobs and Careers
Check online for vacancies and recrutiment advice
Journey Devon
For information on public transport in Devon
Keeping Devon's Data
information about how long we keep different types of records and why
My Devon
Contact details for the County Council's key services
Online reference
Free access to a range of online reference sources
People who have died intestate
Find out the details of individuals of people who have died with no next of kin
Regulating land use through strategic and local plans and development control
Publication Scheme
Find out how to access information that the Council publishes
Search the web
Links to some of the most popular search engines
Social services
Supporting the social care needs of older people, adults with disabilities and carers
Watch and listen to council meetings online
Your Community
News & information about communities in Devon and an A-Z of Devon Community Websites.
Transparency Code
Devon County Council publishes a rnage of information to comply with the Transparency Code
Also on devon.gov.uk
Other Web Sites
There are currently no related links.
Contact Us
Information Governance Team
Customer Relations & Information Governance Service
Room 120
County Hall, Topsham Road
Exeter, EX2 4QD
Tel: 01392 383445
Media and Public Relations
Devon County Council
County Hall, Topsham Road
Exeter, EX2 4QD
Tel: 01392 383262
Planning Service / Development Management
Devon County Council
County Hall, Topsham Road
Exeter, EX2 4QW
planning @devon.gov.uk
Tel: 01392 381459


text:
The Home of Fashion Film
Report by Anders Christian Madsen on 20 September 2013.
There was a certain ghetto vibe about the collection, heightened by the bling of big cuffs and rocks on dresses, and the killer swag of seventies' sportswear elements such as stripy legwarmers and web sandals. ('Miuccia Prada for American Apparel,' quipped a writer in Block A.)
A bold statement of colour, single-minded and flat, yet, vivid. @JoshWoodColour @prada #Mfw #SS14 http://t.co/QNMChG7i4C
Miuccia Prada never fails to deliver. NEVER, I'm telling you. http://t.co/467DoQYKFx
Backstage Prada: think strong. http://t.co/ZWfWMkwcq2
Yet again Mrs @Prada dances to her own tune and as always its so right - dress get in my closet! #SS14 #mfw http://t.co/Mk2hVQptX2
First look @prada #mfw a clash of art, opulence, sport and hip-hop http://t.co/Zvo890MSgO
The details... So beautiful! #MFW @Prada http://t.co/ozqjzOHSdi
It's a high-octane collage of pop art, heavy embellishment, and bra tops for @Prada Spring 2014 #MFW
Sportswear elements meet art and bejeweled embellishments. Miuccia Prada always makes her juxtapositions to delight her fans.
Knit mini Prada. Show starts http://t.co/DGlnTLDGAZ
The catwalk is covered in industrial rubber as a reference to 'the urban and street and murals' @Prada #mfw
@elle_es ready for @Prada show http://t.co/iyK6Hw8clG
Rugby scrum of a queue outside the Prada show #mfw http://t.co/8dGHnlzXAf


text:
|Tech / General Engine Is your car making a strange sound or won't start? Thinking of adding power with a new combination? Need other technical information or engine specific advice? Don't see another board for your problem? Post it here!
Sponsored by Weld Racing
|Welcome to ThirdGen.org!
Welcome to ThirdGen.org.
You are currently viewing our forum as a guest, which gives you limited access to view most discussions and access our other features. By joining our community, at no cost, you will have access to post topics, communicate privately with other members (PM), respond to polls, upload content and access many other special features. Registration is free, fast and simple, join the ThirdGen.org community today!


text:
Haven Storage Panel Crib Toddler Bed Conversion Kit
Designed with a minimum of adornment and a multitude of built-in storage, the pieces in our Haven Collection blend beautifully with both antique and modern furnishings. Best of all, they offer unrivaled – and much welcomed – functionality.
- Converts crib (sold separately) into charming toddler bed
- Expertly crafted of kiln-dried hardwood with fine veneers
- A hand-applied finish in washed white allows the wood's natural beauty to shine through, imparting subtle visual texture
- Our cribs are designed and engineered to the highest safety standards. In addition to our own superior level of safety standards that meet or exceed those set by the Consumer Product Safety Commission and American Society for Testing and Materials, each crib undergoes rigorous testing by independent laboratories for compliance with all US and Canadian crib regulations.
- This item is handcrafted with meticulous care. Given its hand-finished nature and natural variations in the wood grain, each item is unique and no two will be exactly alike.
- Wipe with a soft, dry cloth. Avoid direct sunlight and heat to protect the finish.
- Wood swatch is 6" square; free shipping
Haven Storage Panel Crib Toddler Bed Conversion Kit
- Toddler Bed Conversion Rail: 50½"W x 1"D x 13½"H
- Toddler Bed Conversion Rail Weight: 6 lbs.
Haven Storage Panel Crib Toddler Bed Conversion Kit
Haven Storage Panel Crib
Organic Crib & Toddler Mattress
Luxury Crib & Toddler Mattress
Premium Crib & Toddler Mattress
Wood Swatch - Washed White


text:
verb \ˈjilt\
: to end a romantic relationship with (someone) in a sudden and painful way
Full Definition of JILT
transitive verb
: to drop (as a lover) capriciously or unfeelingly
— jilt·er noun
See jilt defined for English-language learners
See jilt defined for kids
Examples of JILT
- She was crushed when he jilted her.
- <still trying to get over being jilted by his longtime girlfriend>
Ask The Editor Videos
First Known Use of JILT
Definition of JILT
: one who jilts a lover
Origin of JILT
alteration of jillet flirtatious girl
First Known Use: circa 1674
Learn More About JILT
Seen & Heard
What made you want to look up jilt? Please tell us where you read or heard it (including the quote, if possible).


text:
Marina Day last Saturday was a historic one for a historic ship as the schooner Governor Stone docked at the Port St. Joe Marina for the first time.
While the vessel had made numerous appearances in Carrabelle, Apalachicola and Panama City, over the years and the Gulf Coast Tourist Development Council approved funding to bring the ship to town in order to help celebrate the national event.
"We felt bringing the vessel to the Marina was a great way of showing our support for the marina and would enhance visitor experience while in Port St. Joe,' said TDC director Jennifer Jenkins.
The Governor Stone docked mid-week and hosted a sunset cruise on Friday for local guests who helped bring the ship to town. During the Marina Day festivities on Saturday, locals boarded the vessel for a guided tour and history lesson.
While on board, guests learned a bit more about the ship, its history and how it came to be in Port St. Joe.
The first schooners were built in Gloucester, Massachusetts inthe 1700s. Designed to be sleek and fast they were used to carry fish from port to port and often as fishing ships. Crews would be able to fill their hull with fish, race back to port to sell at market and then quickly get back to prime fishing areas.
The word schooner comes from the Scottish word "scoon," which means, "to skim." During the American Revolution, most schooners survived attacks from British warships due to their speed and maneuverability. After the war, they became cargo vessels and could be found across the Great Lakes.
The Governor Stone, a floating national historic landmark, was constructed in Pascagoula, Mississippi in 1877, originally built for Charles Greiner as a cargo freighter for his chandlery business. Greiner named the vessel in honor of the first post-Civil War Governor of Mississippi, John Marshall Stone.
The Governor Stone is the last known schooner from an era where similar vessels numbered in the thousands.
In the past 100 years the boat carried equipment and materials to deep-draft ships lying off shore, and hauled general freight between ports along the Gulf Coast.
For 60 years, while owned by Nathan Mulford Dorland and Patrick and Thomas Burns, it fished the near shore waters of the Gulf and operated as an oyster buy boat, visiting the oyster tongers, transporting their catch to the local markets.
Dorland, an Alabama settler, was a successful terrapin farmer who rose to fame after killing the last Gulf Coast pirate, Spud Thompson. Dorland purchased the Governor Stone for $425.
Once Dorland grew tired of the oyster trade he sold the boat to Patrick Burns who continued using it as a buy boat, captained by his son Thomas. Burns' son eventually added a 16-hp motor to the vessel and made his own living, using the ship to bring contraband rum shipments ashore from Cuba for $500 a trip.
Designed with a flat bottom, these ships could easily reach ports that kept larger cargo vessels at bay. The Governor Stone's speed was made possible by a hull constructed of yellow cypress, juniper and heart pine. The vessel, and others like it, provided the communication and transport abilities that made the development of the coastal South possible.
As it turns out, the Governor Stone has been through more than oyster-buying and questionable activities.
While under the ownership of Burns, the ship sank…twice.
In September of 1906, a hurricane devastated the gulf coast and destroyed a fleet of schooners in Heron Bay, Alabama that included the Governor Stone. While 21 men were lost in the storm, Capt. Burns survived and eventually the vessel washed up on shore with $600 worth of damage.
Burns kept the ship for another 33 years until 1939 when it sank in a storm. By that time, the wooden schooner was outdated, replaced by motorboats and Burns left the boat to the ocean.
Years later, Mississippi resort owner Isaac Rhea had the boat salvaged and fully rebuilt as a day-sailing ship. Once back on the water, the vessel was renamed Queen of the Fleet and ferried tourists around the area from 1940 to 1943.
In 1942 the boat was briefly commissioned by the U.S. government as a war ship and was used to train merchant Marines. In 1947 the boat was returned to Rhea with an upgraded engine.
The boat continued to cycle through various names and owners until it was purchased by John Curry in 1965. Curry and his wife were avid sailors and lived on the boat. They sailed the history of the boat and interviewed people who were connected with it ultimately learned out the original name and re-christened the ship as the Governor Stone.
In 1991 Curry donated the boat to the Apalachicola Maritime Museum where it became a sail trainer for at-risk youth for the next 13 years. The same year, the Governor Stone was designated as a historic landmark by the U.S. Dept. of the Interior. It is owned and maintained by the non-profit volunteer group, Friends of the Governor Stone.
"It's a historic landmark that floats," said Harry Dennard, President of the Friends of the Governor Stone. "It's the only one of its kind."
The vessel requires certified operators for each port it visits.
Capt. Bill Hamilton has been a friend of the Governor Stone, and a captain, for three years. Hamilton sailed in his youth and went on to teach scuba lessons and host dive charters. For him, joining the Friends of the Governor Stone was a way to get back to sailing. Though the group has 130 members, the captain sees raising awareness for the boat as a worthwhile cause.
"We have more hope than money," said Hamilton. "People won't want to save it if they don't know how it is."
Port St. Joe was the last stop for the boat in 2013. After leaving the marina it returned to its home port in St. Andrews where it will be dry-docked while repairs are completed on the 133-year-old ship.
The Friends organization recently received a historic preservation grant and plans to use the funds to restore the boat as close to its original state as possible.
The ship will be assessed and repairs will be made to the keel and deck structures along with the lines and sails. These improvements are expected to take 18 months to two years.
Hamilton and Dennard are excited to complete the project and have the Governor Stone back on the water as soon as possible.
"It's the last one," said Hamilton. "You sail on it, and you get a sense of what history was like."


text:
Selecting the correct cover for your Corvette is an important decision and not something to be taken lightly, particularly if you're serious about protecting your interior and exterior paint and trim. Various factors will enter into your cover choice, but the most important is where you are parking or storing your Corvette. Do you simply need a garage dust cover or a super cover that will stand up consistently to inclement weather? Both types, and everything in between, are available from aftermarket suppliers; but here we'll look at some of the criteria surrounding Corvette covers and how to select the right one for your contemporary or classic.
Kimberly-Clark manufactures most of the popular cover materials. Covercraft, a leading manufacturer of custom-fit Corvette covers, uses a variety of Kimberly-Clark fabrics. Available from Corvette retailers or OEM accessory programs, Covercraft covers are usually more expensive than generic non-fitted covers, but also do a much better job protecting your car. Covercraft offers fitted patterns for '53 to present Corvettes in any type of material you might need. Custom covers can be created using a special measurement template available on Covercraft's Web site.
Let's look at the most popular materials and what they can do to protect your Corvette. In the accompanying chart, each material is rated from poor to best, under the most common weather conditions. Not all car covers are created equal; we've all seen the torn cover blowing in the wind. Regardless of the manufacturer you select, the highest-quality covers feature: double-stitched overlapping seams to prevent against rips; Neoprene elastic sewn into the front and rear hems to hold the cover in place; reinforced non-scratch grommets with protective flap; and optionally available, a vinyl-coated cable and lock for theft protection. Some covers feature a coating or laminate on the outside only, which can wear off or delaminate. Always compare construction of your Corvette cover as closely as you examine the protection value of the material.
Let's look at what type of cover will work for you. Some fabrics focus on protection from a specific element, such as intense sun or dust/dirt. One of the most important factors to consider is breathability; you don't want to trap moisture under the cover. Condensation causes mildew and rot, and can ruin your paint in a short time. If your vehicle is stored in a closed, dry garage, Tan Flannel or Dustop would probably be your best Covercraft choice. Both breathe and protect the paint finish. If you have a carport or partially exposed exterior parking, then an all-weather cover like the Block-It 200 Series would be a good choice. For the completely exposed, "let it all hang out in the weather" parking condition, either NOAH or Covercraft's latest breakthrough fabric, WeatherShield, would most likely work best.
WeatherShield is a unique new fabric exclusive to Covercraft. It's lightweight (less than 5 ounces per square yard) and folds into a small, easy-to-store bundle, which is ideal for the small storage area in a Corvette. Constructed from materials developed for outdoor performance wear, the Nextec encapsulation process uses precision placement of polymers around the fabric fibers to create a durable, breathable barrier within the woven fabric. Therefore, the protection is inside the cover material as well as on the surface. WeatherShield sheds water immediately, allows heat or condensation under the cover to escape, prevents UV damage to paint, and is virtually dust- proof.
Cover maintenance and storage are also considerations. Do you have to have the cover professionally cleaned or can you wash it at home? When not in use, are you going to store it in the vehicle or in the garage? Obviously, having a cover you can wash and dry at home is advantageous, as is a tiny storage footprint in your Corvette. WeatherShield fulfills both of these important qualifications.
So, you can see that buying a quality cover is not as simple as handing over your credit card. Once you make the decision on the type of cover that's right for you, check out the various brands, construction, and what will fit into your budget. But remember the old adage: "You get what you pay for!" Buying a top-quality Corvette cover is like life insurance for your interior and paint finish. Don't skimp on the one item that will give your investment the protection it deserves.


text:
As a graduate student in English Literature I can tell you exactly where I stand on the subject. Whether Shakespeare wrote all of the plays that have been attributed to him does not matter to me.
The text speaks for itself. The author's name could be unknown. The only way that this could alter the way we view his works is that had Shakespeare as a name not been attributed to these plays, the works might not have been as canonized as they are right now.
Yet, the works themselves stand on their own, they're brilliant.
The author could be called: Poohcarrot and it still wouldn't matter. When you read a work, the text should stand on its own. Far too much emphasis is placed on the author and their 'intentions'. Unless the author is in front of you, it is very difficult to determine their intentions and as such the works have to speak for themselves and we (the reader) bring context to the text.


text:
Coming up in the next {{countdown}} {{countdownlbl}}
Coming up next:
Skip to this video now
Now Playing:
Related Videos
Now Playing: {{itm.title}}
Play Video
This transcript has been automatically generated and may not be 100% accurate.
Terrorist Threat Causes Worldwide Travel Bulletin
The threat from Al Qaeda did not indicate a specific target or even country.
Now Playing: Terrorist Threat Causes Worldwide Travel Bulletin
Now Playing: Threat Closes U.S. Embassies in Muslim World
Now Playing: Why a 3-Year-Old Boy Was Issued a Parking Ticket
Now Playing: Fighter Jet and Small Plane Collide; FBI Searches Subway Spokesman Jared Fogle's Home; Man Ties Himself to Helium Balloons
Now Playing: EU Foreign Policy Chief Announces Flexibility With Iran Nuclear Deadline
Now Playing: Camping Out to Attend a Papal Mass
Now Playing: U.S. Only Training 60 Fighters in Syria
Now Playing: No New Bailout Plan for Greece at Eurozone Summit
Now Playing: Pope Greeted by Millions in Tour of Ecuador
Now Playing: Extended Deadline for Iran Nuclear Negotiations Nears
Now Playing: Walter Reed Medical Center On Lockdown, President Obama Remarks On ISIL, Confession To Murder In San Francisco
Now Playing: Inside Princess Charlotte's Royal Christening
Now Playing: Team USA Beats Japan in Women's World Cup Final
Now Playing: What Does Greek Debt Crisis Mean for US Economy?
Now Playing: Greeks Vote No on International Bailout
Now Playing: The World Awaits Results of Greek Debt Referendum
Now Playing: Iran Nuclear Talks Near Deadline
Now Playing: Women's World Cup Final Preview
Now Playing: Greece's Economic Fate Goes to the Ballot Box
Now Playing: Sen. Tom Cotton: Military Action Against Iran Must Remain an Option
Now Playing: Baby Charlotte Elizabeth Diana Ready for Royal Christening


text:
Mfg.: Elkay
Model: Elkay Foodservice ADR482412-MX
This item is brand new and ships directly from the supplier. Please note the image above is for reference only.
Item: Elkay 48" x 24" x 12" Tubular Aluminum Dunnage Rack Heavy Duty
Description: This item is perfect for use in restaurants as well as walk-in coolers and freezers by keeping food ingredients from being directly on the floor.
There are currently no reviews for this item. Be the first to write one.


text:
Good for Apache Servers (likely 1.3 and higher)
1. Create a page "antisopa.html" and place it in the root of your web directory (eg, /var/www/html/antisopa.html)
2. Insert the following at the end of your httpd.conf
RewriteEngine On #RewriteCond %{REQUEST_URI} !^/omit.* RewriteRule /.* http://www.yourdomain.com/antisopa.html3. Save your config and restart your apache server service and test.
On the second line (RewriteCond...), you can add directories to omit or select directories to only redirect for. Currently it's set to not redirect any request to the "omit" directory. Uncomment and change it if you need.
For today:
Recomment the last 3 lines, save the config file and restart your apache service and your site will be back to normal.
Then, uncomment the relevant lines and save the config. All you'll need to do on the 17th is restart apache for it to take effect.
Open to any suggestions on how to improve this.
Edit: I have uploaded a"antisopa.html" document that I'm using, just incase it's helpful for anyone else. It's XHTML 1.0 Strict compliant.
Attached Files
Edited by cybertimber2008, 15 January 2012 - 21:47.


text:
For those who have seen all of Torchwood children of the Earth, this is a question for you.
IF you haven't seen it and don't want any spoilers don't go on reading!!!!
I started seeing the first episode yesterday on tv, but this morning someone told me they've killed Ianto, in the upcoming episodes. They did? If so, they brought him back in some way or is he gone forever? He's my fav character


text:
Telecommunications and Network Services
The Greater Southwest Region's Network Services Division manages voice and data systems for federal agencies in most government-owned and leased buildings in our five-state region: Texas, Oklahoma, Arkansas, Louisiana and New Mexico.
The following services are available - call us today to install or update your current equipment!
- Local and long distance dial tone services
- Wire and cable installation and support
- Voice mail
- Wireless solutions including cellular, microwave and optical
- Installation of equipment / support services
- Project integration including design, procurement, installation and follow-on support
- Telecommunications services needed to move into a new facility
- Satellite services
- Audiovisual services
- Teleconferencing support
- Customer moves, adds and changes
- Financial management and centralized billing
- "First/last mile" commodities and services including key systems, hubs, routers and switches, and help desk services.
GSA is committed to providing agencies with the highest quality service available in the telecommunications industry today. We provide a variety of value-added support and professional expertise in the acquisition of telecommunication services and equipment.
GSA can help agencies procure the newest telecommunications products and services that best support their missions using fully competed contracts. Most importantly, our professional telecommunication managers help agencies sort through the maze of technological options.
GSA offers a variety of contracts, local and long distance to fulfill needs for internet access, email, technical assistance and support and telecommunications infrastructure. Contracts available are locally awarded IDIQ contracts, Local Services Acquisition, Metropolitan Local Services Acquisition, Telecommunications Expense Management Services, Local Services Acquisition-2, and Networx.
These contracts are fully competed in accordance with Federal Acquisition Regulations to deliver any telecommunications infrastructure requirement. Let us be your one-stop shop for any office building, campus, or base environment to deliver any level of demand for equipment – (e.g. routers, switches), support services (e.g. systems integration, operations support) and billing services.
The above contracts also cover a full spectrum of wireless communications solutions including cellular phones with local, regional, national or international calling plans, paging equipment and services as well as satellite services.
GSA leverages the government's buying power to obtain a full range of end-to-end telecommunications products and services using these region-specific contracts and national contracts to offer large scale volume pricing.
On November 24, 2009, the Greater Southwest Region awarded the TelServ contract in support of the purchase of telecommunications equipment and services. This contract offers telecommunications equipment and labor in direct support to federal agencies within Region 7. The contract allows the federal agencies the ability to place orders directly with the vendors or seek the assisted services offered by the GSA/FAS Region 7 staff. This initiative will provide federal agencies the ability to procure comprehensive telecommunications equipment and services, that will streamline the ordering and management of projects and services, and ultimately lower the total cost of commercial products and services.
The TelServ award is made to an 8(a) Service Disabled Veteran Owned business, AmeriCom Automation Services, Inc of Las Cruces, New Mexico. This contract is a fully competed Indefinite Delivery Indefinite Quantity (IDIQ) Firm Fixed Price (FFP) direct order, direct bill non-mandatory single award contract for a five year period, one base year and four option years. The contract value is set at $49.5M. The minimum per order value is set at $50.00 and maximum per order value is set at $1.5M. Check here to view the "User Guide" and "Brochure".
Federal agency clients can order phones, internet access, fulfill project integration requests or direct any other question by using our contact in the upper right corner.
Besides assisting agencies in sorting through the maze of technological products and services, we also assist agencies in acquiring equipment and services by defining requirements, identifying solutions, ordering services and managing the ongoing provision of services, to include billing operations
Once requirements are defined, we will assist agencies with implementing, integrating, deploying and training on equipment and services; maintain and manage telecommunications services and equipment.
A variety of advanced voice communications (dial tone) and data transmission facilities are offered to federal agencies on a common-user basis.
The shortcut to this page is www.gsa.gov/r7telecom.


text:
Medtec Ireland is a dedicated event providing a platform for suppliers together with professionals to meet and do business. The 2015 event will host a number of exhibitors from global leaders to niche suppliers who are leaders in their own field plus an enhanced education programme making it a must attend for medical technology professionals.
As part of UBM's Advanced Manufacturing portfolio, our events and media in Medical, Packaging, Plastics, Design & Manufacturing and Process & Ingredients connect the industry across the globe.
This year Medtec Ireland returns with the Start-Up Academy– a place where start-up businesses showcase their latest innovations to potential partners from the medical device industry.
The competition is aimed at uncovering the very best in start up innovations from across Europe. A shortlist of the most impressive start-up companies will each be given a free exhibition stand at Medtec Europe where they will be able to meet potential business partners in our start-up pavilion.
Medtec Ireland will bring together industry professionals looking to source and buy products from a range of medical technology device manufacturing suppliers. By booking a stand with Medtec Ireland, you can take advantage of the number of advertising opportunities before the event takes place to raise your company's profile and encourage attendees to visit to your stand ahead of your competitors.
Medtec Ireland brings together medical device companies and advanced technology providers to discuss and share the latest product developments, research and innovations in healthcare. In 2015 the show will continue to provide a cutting-edge education programme showcasing case study led seminars, product demonstrations and panel discussions which have been identified after consultation with an international advisory board.
Plus features to ease the meeting process with many suppliers available to speak with at the event, see the latest products in action and take advantage of the networking opportunities to meet with peers and colleagues.