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- Think of the peaches!
- Grab an electric can opener and a jar opener for $16 from Get It Now.
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What did we do before electricity? Not open cans, that's for sure. Think of all those tins of peaches, just sitting there... Grab an electric can opener and a jar opener for $16 from Get It Now.
- Place the One Touch Can Opener on top of the can, press the button and the can will be open in seconds
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- Opens cans of all sizes
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Information and opportunities for young people across Europe.
Information about volunteering opportunities
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Are you a young social entrepreneur working for social change or children's rights in your community? YouthActionNet can support your project through this fellowship programme!
When young people manage to combine their hobbies with their work, meaningful things and projects can come out of this combination. Projects meaningful not only to them but also to others. Such projects, when supported and set right, have a good chance of success. What kind of action are you going to take? Start right now!

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Websterville man arrested in NJ on drug charges
provided photo Eric Deltoro, 38, of Websterville is seen in this police booking photo.
BARRE Prosecutors say a Websterville man is facing charges for allegedly having around $25,000 worth of cocaine and a loaded handgun while traveling with his wife and young son in New Jersey.
Eric Deltoro, 38, pleaded not guilty to charges of possession of a controlled dangerous substance, possession with the intent to distribute, possession with the intent to distribute within 1,000 feet of a school, and possession of a firearm while committing a narcotics offense.
A statement from the Mercer County prosecutors office in New Jersey said police arrested Deltoro on Jan. 30 after the offices Special Investigations Unit received information that he would be traveling to the Hamilton Township area to purchase a large quantity of powder cocaine.
Officers saw Deltoro buying gas, and Hamilton police pulled him over later that evening, according to the prosecutors statement. Deltoro was taken into custody, and a police dog searching the vehicle reacted positively to the scent of narcotics, the statement said. Police searched the vehicle and found a cloth bag containing nine ounces of powder cocaine and a fully loaded .40-caliber Glock semiautomatic handgun with a laser sight.
Deltoro also had $2,375 on him at the time of his arrest, prosecutors said.
Deltoros wife was not charged and was released. His bail was set at $250,000, and it couldnt be confirmed Tuesday evening whether he was still being held.MORE IN Central VermontBURLINGTON It was an unlikely place for a labor protest: 120 migrant workers, students and... Full StoryWhile the rest of the country celebrated this country's birth, residents in Worcester celebrated... Full StoryBURLINGTON When he came to Vermont in the late 1960s to help plan the upending of the old... Full Story
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Lady Gaga's Paris concert plans foiled by mother nature
Lady Gaga may be on top of the world as 2010 comes to a close, but she's no match for severe weather.
The "Alejandro" singer was forced to cancel a Paris concert on Sunday (Dec. 19) due to a severe storm, much to her frustration. "All 28 of my trucks for the Monsterball [tour] were detained by the French government," she tweeted Sunday morning.
"2 of my employees were arrested trying to get into Paris so we could perform," the pop star added. "I am furious and devastated, its unfair to my fans and to me."
The trucks were reportedly detained due to dangerous slush conditions in Paris, banning large trucks from the road. They carried all set and sound equipment for the show.
"I asked if I could do a stripped version of the show, but there would be no sound or power source, its all been detained," Gaga continued on Twitter. "I'm so sorry, angry+sad."
Monday's show is expected to go on as scheduled, while the canceled performance has been tentatively rescheduled for Tuesday. We hope the French "little monsters" are understanding.
Photo/Video credit: Getty Images


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Revive a lawn
Reviving a troubled lawn requires continuous attention. (Gene Hamilton / August 18, 2014)
If you want to hire out the job, a landscaper will charge $483 to weed, level, aerate, fertilize and seed a 100-square-foot patch of lawn. You can do the job for $200, the cost of lawn seed and soil amendments. That includes $90 for a day's rental of a power aerator if it's necessary.
The scope of the job depends on the condition of the soil and extent of the damage. Typically, it involves short, incremental tasks that include removing the weeds and raking and leveling the soil before fertilizing and seeding. If there are thick clumps of thatch or compacted soil, rent a power aerator to loosen the soil and create drainage. Then add amendments such as organic matter, fertilizer, lime or sulfur to the soil and seed the area. The follow-up work is important: protect and watch for new growth, and water and nurture the seedlings until they are strong and thriving.
To find more DIY project costs and to post comments and questions, visit http://www.diyornot.com and http://www.m.diyornot.com on smartphones.
Pro Cost -- DIY Cost -- Pro time -- DIY Time -- DIY Savings -- Percent Saved
$483 -- $200 -- 22 -- 28 -- $283 -- 59 Percent
(c) 2014 GENE AND KATIE HAMILTON, DISTRIBUTED BY TRIBUNE CONTENT AGENCY, LLC.


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Wheel hub bearing is an important part that carries the weight of the vehicle and offers more comfortable driving experience. The wheel hub bearing located right at the wheels gives the lubrication required for the wheels to rotate smoothly. The wheel hub bearing packed with grease are sealed to ensure that water does not get into the wheel bearing which leads to rust formation. Most of the vehicles will require the replacement of the wheel hub bearing on crossing 100,000 miles. When you leave your vehicle at the service station, you can check for the working condition the wheel bearings. Also when you hear any unusual noises from the wheels or if you feel any vibration while driving then it is the indicator that your Dodge Dakota wheel hub bearing is running out of life. When you overlook the replacement, then you may end up in lose of steering control and locking up of wheels during the drive. Every factory fitted equipment needs replacement and you need to look for genuine wheel hub bearing which can last really long as the OEM equipment.
In Car Parts Warehouse, you will find a whole gamut of car and auto parts. Just you need to enter the make and year of the vehicle and you will be listed the after market parts. We assure that all the parts with us are tested to meet the industry standards and also they come with warranty. To help our customers, we have got a toll free number where you can call and speak to our experts. Call us at 1-800-565-5021 and you can get a clear idea about the parts.
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Get to know your new neighborhood with our Local Picks and visitor favorites.
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5 Ways To Break Free From Bills
This Couponing Hack Could Save You Thousands
Should You Spring for Pet Insurance?
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Katy Perry's 'Dark Horse' Music Video Premieres: Watch It Now!
FINALLY! The moment we have all been waiting for. Katy Perry's music video for 'Dark Horse' has arrived and it is AMAZING. Katy-Pätra travels back to ancient Egypt for some man eating, Flaim' Hot Cheetos AND JIFF THE POM. This is all too much for me to handle so you just have to watch for yourself:
What was YOUR favorite part of the Dark Horse vid?
You'll ♥
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Lana Del Rey's Third Album Is Called 'Honeymoon' And Sounds More Like 'Born To Die' And 'Paradise'
Lana Del Rey isn't wasting any time between albums! Ultraviolence, the gloomy diva's extremely underrated sophomore LP, was only released six months ago but


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Phosphodiesterase-5 inhibitors, such as sildenafil
(Viagra), tadalafil (Cialis), and vardenafil (Levitra), have revolutionized the
treatment of
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blood pressure fall too low, possibly leading to a
stroke, a
heart attack, or death. Do not take nitrate-containing
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(Levitra), or up to 48 hours after you take tadalafil (Cialis).
Medicines that contain organic nitrates include:
Nitrates found in foods are not a danger when taking
phosphodiesterase-5 inhibitors.
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Originally written on The Majors Detroit | Last updated 1/2/13
Pistons forward Charlie Villanueva was fined $25,000 dollars for a flagrant 2 foul on Sacramento's Isaiah Thomas Tuesday night. The play in question came just before halftime as Thomas was driving to the net with little time left on the shot clock. As he drove the lane he was met in the air by Villanueva who ended up catching the undersized Thomas with a forearm to the face. Thomas fell to the ground and immediately got up to get in the face of the Pistons forward before getting restrained by DeMarcus Cousins of all people. Villanueva was eventually ejected from the game after the refs deemed the foul a flagrant two while Thomas remained in the game. Apparently though Thomas' outburst wasn't just because of this particular foul, it was Villanueva's play in general according to Jason Jones of the Sacramento Bee: The Kings said it wasn't the first hard foul by Villanueva. Thomas said the fact he was airborne on the play wasn't the worst part for him. "No, it was just the fact that it...
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Category Archives: Counter-Productive Work Behavior
Unethical Employees May Have Been Socially-Ostracized at Work
Unethical employees can plague a workplace, costing companies money as well as their reputations. But organizations don't always have fool-proof ways to combat unethical behavior. New research by Kouchaki and Wareham (2015) has identified one type of workplace activity that may lead employees to increase unethical behavior. Using state-of-the-art equipment, they were able to measure physiological changes in certain employees that may have caused them to act unethically. So what is the culprit? What makes certain employees act unethically?
First, the authors point out that unethical behavior occurs when someone has defied the standards of society in general, as oppose to workplace deviance, which is when employees defy standards specific to a particular place of work. They say that people can usually stop themselves from behaving unethically, because unethical behavior typically makes a person feel anxiety or guilt. These feelings may signal the perpetrator that his or her actions are morally unjust, and the behavior might stop. The real problem occurs when the perpetrator can attribute the feelings of anxiety to some other outside cause. In this situation, the person will not readily consider the moral dilemma at hand, and may continue acting unethically.
In the current study, the authors conducted two studies and found that employees who were socially-ostracized or excluded exhibited a heightened sense of arousal (such as increased anxiety). When these employees were about to act unethically, they could easily attribute the anxiety to their troubling social situation, and not the fact that they were about to do something unethical. This seemed to lead these employees to increase their unethical behavior.
This research is important for several reasons. First, it provides organizations with a better understanding of when unethical behavior can occur. By showing that excluded employees increased their unethical behavior, the study provides organizations with a way to combat the unethical behavior. Leaders can make an effort to help all employees feel like they are part of the team, through their words and their actions. Besides for increasing interpersonal fairness toward potentially excluded employees, this study shows that it will also help the organization as a whole, by likely decreasing unethical behavior.
The authors also note that the specific finding of this study, namely that excluding employees may lead them to increase unethical behavior, can turn into a vicious cycle. When these employees are known to commit unethical behavior, their coworkers may exclude or ostracize them even more. This is a warning call to organizations to try to stop this cycle by mitigating exclusionary behavior in the workplace.
Another contribution of this study, note the authors, is that it highlights the role of emotional or physiological influences on decision making. We like to think of decision making as a completely rational process. But research shows that this is not always the case. In this study, physiological changes in a person's body were at least partially to blame for unethical behavior. Interestingly, these physiological changes had nothing to do with the unethical behavior itself, and instead emanated from a completely non-related outside source. Organizational leaders need to be aware of this dynamic when trying to explain or influence workplace behavior.
The Dark Side of Procedural Justice: When Being Fair Isn't Enough
A common belief in the workplace is that if managers make decisions in a fair way (procedural justice), then employees will be happier and organizational outcomes will be positive. Both the research literature and common sense indicate that managers should be fair, but a recent study by Khan, Quratulain, and Bell (2014) suggests that being fair may not be enough. It appears that fairness doesn't always lead to good behavior by employees.
We've all experienced envy at some point. Have you ever looked at a friend's Facebook pictures from an amazing vacation and felt at least a little bit envious? I thought so. Have you ever seen someone else get an incredible job that you wish you had? Your envy may be fleeting and you may not do anything about it, but a lot of people do. Envy in the workplace has previously been linked to counterproductive work behavior (CWB), like backstabbing or sabotaging the envied person. These CWBs can make the envious person feel more empowered, help them release their negative emotions, and can possibly even lead to beneficial outcomes for the envious person (for example, the rival might fail because of something that the envious person did).
Procedural justice is when employees perceive that the processes that lead to important outcomes are fair and just. For example, the process of how a manager gives raises will be seen as unfair if he only gives raises to his friends. We tend to think of fairness as always being a good thing. However, if someone else receives a good outcome (for example, a promotion) and you think the process was unfair, you can easily blame someone else. If the process appears to be fair, then it's pretty hard to blame anyone but yourself for missing out.
In this study, the researchers surveyed employees from 16 organizations and found that higher levels of workplace envy were associated with higher levels of counter-productive work behavior. This relationship was stronger when employees thought that there were higher levels of procedural justice, and attributing blame (internal vs. external blame) appeared to be the reason why. For example, if Jennifer perceives a process to be fair and Chuy gets a positive outcome, then Jennifer is more likely to be envious, make negative self-attributions, and act out in a counterproductive way.
Despite the potential for counter-productive work behavior, managers should always strive to be fair. However, the possible negative effects of fairness may be lessened if managers support their employees' self-esteem and strive to reduce envy. The authors encourage managers to support their employees and help them to find productive ways to improve workplace outcomes.
Intelligence Testing: Is It Always the Smartest Thing to Do?
Smart employees tend to be better at doing their jobs. This is considered one of the most important findings in the history of I-O research. Meta-analysis, which is a method of compiling results from many different researchers and studies, has shown that intelligence (or general mental ability) is associated with better job performance for basically any job. But there are other important components that make organizations successful besides narrowly-defined task performance (parts of a job that are in the job description). New research (Gonzalez-Mulé, Mount, & Oh, 2014) investigates whether intelligence can also predict other measures of workplace success.
Intelligence Testing: CWB vs. OCB
The authors conducted a meta-analysis to determine if intelligence is related to two major measures that are important to organizations:
- Counterproductive work behavior (CWB) is anything that employees do that breaks organizational norms or expectations. This behavior can be directed at a coworker (i.e. bullying or harassment) or at the organization (i.e. stealing from the employer or unnecessary absences).
- Organizational citizenship behavior (OCB) refers to anything that employees do that is not formally recognized in their job description. For example, helping out a coworker or suggesting a new way of doing things that can help the organization save resources.
The Results: Intelligence Associated More with OCBs
The meta-analysis found that intelligence was associated with more OCBs, meaning that smarter employees also went beyond their job descriptions more frequently. The authors explain that smarter people are typically better at seeing the big picture, for example they may understand that helping a coworker has benefits for the organization in the long run. Also, smarter employees may sometimes have greater capacity to help out others. They may be the only ones who are capable of devising a solution to a problem that eventually helps out the organization.
However, when it came to CWBs, there was no real relationship with intelligence. The authors had predicted that smarter employees would engage in less bad behavior because they are more readily capable of seeing the dangerous outcomes such as harming the company or harming themselves by getting caught. But the data didn't support this conclusion.
Intelligence Testing vs. Personality Testing
The authors also compared intelligence testing with personality testing to see which was generally more useful for predicting success on the job. As predicted, intelligence testing predicted better than personality testing when the outcome was task performance, or the parts of a job that are listed in a job description. When using the other outcomes of job success (OCBs and CWBs), the authors found a different story. First, when it came to organizational citizenship behavior, intelligence and personality were about equally useful in predicting which employees will go above and beyond. When it came to counterproductive work behavior, personality was actually a better predictor than intelligence.
What Does This Mean for Organizations?
This study supports the idea that the best predictor of job success is general intelligence, specifically because it has the ability to predict good old fashioned task-performance. It pays to hire smart employees, but that's not the entire story. The conclusions here also indicate that intelligence isn't the be-all and end-all of how to hire employees. Organizations should also have the foresight to care about extra effort and misbehavior at work. If you want employees who strive to make the workplace better for everyone, intelligence testing may still help, but it is not any better than personality testing. But if you want employees who don't misbehave, personality testing may be the way to go.
Sleep Deprived Employees Engage in More Unethical Workplace Behavior
When employees engage in unethical behavior, organizations suffer. For example, employee theft or dishonesty can hurt organizations both internally and in terms of public reputation. New research (Welsh, Ellis, Christian, & Mai, 2014) has identified several key links in understanding the dynamics that lead to employee deception, which is a type of unethical behavior.
The authors based their research on past findings that show that sleep deprived employees are more likely to engage in unethical behavior (Christian & Ellis, 2011). When faced with an unethical opportunity, people need to use a certain amount of self-control to prevent themselves from doing the unethical thing. Researchers call this self-regulation, and people have a certain "reserve" of resources that they can use to self-regulate themselves. When people are sleep-deprived, the brain undergoes physiological changes that deplete the resources available to self-regulate. When this happens, a person may no longer have the ability to stand up to temptation, and it becomes more likely that they will actually behave unethically.
In the current study, the researchers found that tired employees who also consumed caffeine were less likely to have depleted self-regulation resources. In other words, the lack of sleep did not affect them as much, and they were more likely to maintain the ability to control themselves and stand up to the temptation to behave unethically. As we all know too well, caffeine has the ability to temper some of the effects of sleep deprivation.
A second major finding was that when people's fatigue lowered their ability to self-regulate, it didn't always lead to unethical behavior. The authors found a condition that made it more likely that unethical behavior would result. The condition is called social influence, which refers to the influence that people receive from other people, kind of like peer-pressure. One of the pitfalls of having a decreased ability to self-regulate, is that you can be more susceptible to the suggestions of other people who are themselves acting unethically.
The major takeaway from this article is that sleep deprivation among employees is bad for organizations. Besides for some of the more obvious problems that we might expect (i.e. lower productivity, more mistakes or accidents) sleep deprivation can actually cause employees to act unethically. As the authors mention, employees are now being asked to work an increasingly greater number of hours during the week, making sleep deprivation a greater challenge in the workplace.
The easiest solution is to encourage employees to get enough sleep, and to structure work schedules and workloads to support that goal. But that's not always an easy thing to do. What else can organizations do?
Specifically, this article provides two ways that organizations can lower the amount of deceptive behavior that their employees engage in, even if they are sleep deprived. First, caffeine was shown to help. There may be something to supplying your office with a fresh pot of morning coffee. However, as the authors point out, this doesn't mean that caffeine is the perfect solution. Technically considered a drug, caffeine does have harmful side effects such as increased anxiety and heart-rate. So don't go overboard.
Second, organizations should realize the role of social influence. Even when sleep deprived employees lose the ability to stop themselves from unethical behavior, it doesn't mean that unethical behavior will result. In this circumstance, peer-pressure to behave unethically is the real enemy. If organizations work to create an environment where employees behave ethically, and strive to hire more ethically inclined individuals, then even the occasional sleep-deprived employee won't be too much of a problem.
Workplace Bullying: Corrupt and Harmful to Organizations
In recent years, there has been a noticeable rise in bullying, and the workplace is no exception. In fact, it has become such a pervasive issue, with such profound effects, that it is considered an extreme threat to the health and wellness of all businesses. Many argue that bullying is not only the newest form of discrimination in the workplace, but that it should also be recognized as a form of corruption.
The mishandling of bullying complaints and the inability of organizations to effectively provide support for employees, have led to the widespread growth of workplace bullying. From physical aggression to unfavorable treatment, bullying has become an increasingly problematic issue that companies must now face. This is especially true considering the health and safety risks to employees and the immense organizational costs through loss of resources and poor performance. Often incredibly distressing to victims, bullying also poses threats to individual health, personal and professional relationships, and can even interfere with career development.
In the past, institutional corruption has typically been defined as blatant illegal acts, including fraud, embezzlement, and extortion. However, this narrow definition fails to encompass all of the complexities that truly define corruption. Researchers now define corruption not only in terms of illegal acts, but also misuse of authority to violate personal rights and workplace norms, misuse of resources for gain, and other oftentimes legal activities that impede an individual's ability to succeed.
The author provided several examples of workplace bullying that may also be considered corruption:
- Abusing power through information withholding, manipulation, and misdirection. This makes it difficult for employees to complete work and for organizations to distribute resources.
- Misuse of power in influencing employment processes like hiring or salary (for example, nepotism), or enacting policies that harm employees' professional status, job satisfaction, or physical and emotional well-being.
- Participating in or encouraging unscrupulous behaviors or practices that thwart others' efforts.
- Attempting to control employees through purposeful isolation, drastic reduction of workload, or through harassment and intimidation. This may include misusing private information to humiliate, undermine, or isolate employees.
Why should organizations care about workplace bullying? There is burgeoning awareness of the severe consequences bullying behaviors have, not only on victims' physical, emotional, and mental health, but also on the role of bullying in undermining organizational success. Ultimately, more research in this area will provide greater understanding on how bullying may affect employee retention, development of healthy workplaces, as well as employee motivation and wellness. In the meantime, practitioners should recognize the potentially harmful effects of bullying, and strive to reduce its prevalence in the workplace.
Abusive Supervision may have Roots in Childhood
Supervisor anger is a common workplace problem. This can include a supervisor who is angered too easily or a situation when the supervisor's anger is disproportional to the situation at hand. This study explores the true reasons behind this anger, hypothesizing that a history of family aggression is the root of angry reactions and abusive supervision.
Parents are the main role-models for children when they are young and children have a tendency to adopt the same coping techniques and reactions that they see their parents using. When a child grows up seeing an excess of family aggression, there are conscious and unconscious consequences. Exposure to aggression shows a child that this is acceptable behavior and this carries over into adult life, potentially creating an abusive supervisor. Seeing aggressive behavior lead to a successful outcome will also solidify the notion that aggression and abusive behavior will get the desired action or reaction. This ultimately means that children who grow up watching family aggression have the potential to become abusive supervisors for the simple reason that they were taught that aggression brings about desired results.
The study finds considerable evidence showing that family aggression does in fact increase the chances of abusive behavior in the workplace. This effect goes beyond the anger that is caused by situational factors, organizational mistreatment, demographical variables, or subordinates' personality. The social learning theory was supported, meaning children who grow up seeing, and surrounded by, family aggression learn that abusive behaviors will produce the outcome they desire.
The authors also found that rumination, or the tendency to focus and dwell on negative past events, can make things worse. The association between abusive family life and abusive supervision was stronger when these supervisors engaged in more rumination. By focusing on the unpleasant aspects of growing up amidst family aggression and turmoil, supervisors became more likely to think hostile thoughts and experience hostile feelings. This led ruminating supervisors to act more hostile in the workplace.
The importance of this study is that it helps identify the root cause of abusive behavior in the workplace. This is important because abusive supervisors can have strong negative impacts on employees and the company as a whole. Two steps can be taken to decrease the negative outcomes of abusive supervision. The first is to train abusive supervisors through cognitive-behavioral coaching. This may include emotional intelligence training, in order to help supervisors gain control of the angry behavior. Training can also help limit rumination for supervisors, which may help decrease the occurrence of angry thoughts and feelings, even when supervisors are predisposed to have them. The second step that organizations can take is to not let supervisors with abusive potential into the organization in the first place. This can be done by altering the recruitment and selection process to help identify those supervisors who are most likely to lead employees in a positive manner, and not those who are reduced to abusive supervision.
Is It Lonely At the Top? The Victimization of High Performers
High Performers are defined as the group of talented employees that increase both team and organizational performance.
Previous research has suggested that individuals high on cognitive ability are more likely to experience workplace victimization, and High Performers might be the target of interpersonal harm.
The current study by Eugune Kim and Theresa Glomb extends this line of research by examining the extent to which High Performers are victimized due to group members' envy, and whether work group identification can reduce this potential negative consequence of high performance.
Compared to average workplace performers, High Performers tend to enjoy more financial and social resources, and they receive more attention in their work groups and organizations. As a result, they are often at the risk of being victimized by other organizational members.
The researchers conducted two separate studies– one with staff members at a large university in the United States, and the other with employees from three organizations in South Korea. In both samples, High Performers were found to be victimized more than low performers.
As a result of being constantly compared to High Performers, the study found that other group members' self-evaluation might suffer.
They also discovered that such feelings of inferiority may motivate group members to victimize high performers, with the intention of reducing their advantages in the workplace.
In short, the researchers found that envy usually explained why high performers were more likely to be victimized.
The researchers also found that work group identification can reduce High Performer victimization in the workplace.
When group members identify themselves with the group and have strong bonds with one another, they don't tend to develop feelings of envy and/or don't let their feelings of envy translate into victimization.
The current study highlights the importance of promoting work group identification, such as engaging in team building activities or social gatherings to reduce envy towards high performers.
High performers might also consider downplaying their accomplishments and maintaining a humble outlook to avoid potential victimization in the future.
Are Defiant Employees Causing their Bosses to be Abusive?
Both managers and employees sometimes act inappropriately in the workplace. For example, managers can excessively yell at, ridicule, or make fun of those working for them. We'll refer to this as abusive supervision.
Similarly, employees can deliberately break rules and ignore norms, harming the organization they work for in the process. We'll refer to this as organizational defiance.
Researchers have always believed that abusive supervision and organizational defiance often seem to occur in the same workplaces. But which one is the cause, and which one is the result?
The traditional belief is that abusive supervision leads to organizational defiance. Basically, if the boss treats employees poorly, they ultimately retaliate against the organization.
Although many psychology studies have a hard time determining which is the cause and which is the effect, theory can step in and help shed light on the answer. When employees experience abusive supervision and feel like they're being taken advantage of, they may feel a need to punish the organization in order to restore balance.
Alternatively, when dealing with abusive supervisors, employees may have to focus so much of their attention on the abuse that they have trouble devoting attention toward controlling their impulses. This can lead to acting in ways that are inappropriate.
In the current study, the authors examined the possibility that, when employees act out, it causes supervisors to become abusive.
When supervisors need to deal with employee misbehavior, they lose some of their own ability to practice self- control. This may lead managers to have reactions that have otherwise been inhibited. Also, in response to employee defiance, managers may feel the need to "save face" or project an aura of authority, which could lead to acting in a more authoritarian or controlling manner.
Finally, sometimes employees who act out may be inadvertently sending cues to their managers, inviting them to join in the same norm-violating behavior.
The current study used an advanced data-collection method to show that organizational defiance by employees causes abusive supervision by managers, which is the reverse of what previous researchers had assumed.
But, like many aspects of human behavior, it's not quite so simple. The researchers also showed that abusive supervision can sometimes cause employee defiance. This was especially true when the employees did not have a lot of self-control, and when they intended to leave the organization. Under these circumstances, employees who face abusive leadership are unable to refrain from bad behavior, and they have little incentive for doing so, since they plan to leave the company anyway.
The authors also showed that, if abusive supervision and employee defiance are capable of causing each other, a vicious cycle emerges where both negative aspects can feed off of each other and escalate into an unpleasant work environment for everybody.
So how can organizational leaders create a workplace that curbs inappropriate behavior from both managers and employees? The results of this article indicate that simply firing offenders may not be the right answer, since firing abusive managers won't help if their behavior was caused by defiant employees.
What organizations can do is stress the importance of standards for employee conduct, insisting that abusive management is no excuse to retaliate against the organization. This can help slow the vicious cycle.
Also, employees and managers can be selected specifically for their capacity for self-control. This helps to make sure a bad situation does not escalate, and that both employees and managers can always respond to others in a level-headed manner.
Social Media at Work: Implications for Productivity
A pair of researchers recently set out to examine how certain people use social media at work, and how that impacted their performance.
Their survey of individuals across various industries and jobs revealed various ways that people believe social media at work helps and harms their performance. The researchers then conducted a series of studies in developing a questionnaire for measuring social media behaviors, only one of which will be the focus for this review.
This study ultimately showed that some of the factors that were perceived to be positive behaviors, such as crowd-sourcing a problem and new customer/client outreach, did not have any significant connection to increased performance.
There were eight dimensions of social media behaviors identified in the study that people thought would help improve their work performance. These included communicating with existing customers, new customer/client outreach, participating in an online work community, infra-office communication, reputation management, information gathering, crowd sourcing a problem, and using social media as technical solution to a problem. Later, four factors encompassing these original eight dimensions were identified.
There were also nine harmful dimensions that the people surveyed believed would negatively affect their work performance. These included representing the organization in an unbecoming manner, plagiarism, harmful behaviors that could adversely affect one's reputation, offensive content, multitasking, time theft (such as using social media for personal use during office hours), former unprofessional relationships with co-workers and/or customers, making disparaging comments, and refusing a friend request from co-workers (which could lead to subsequent workplace tensions). These nine factors were also mapped into 4 higher order factors that encompassed all of these elements.
It's not surprising to learn that the study showed harmful social media behaviors were directly related to decreased performance at work.
But what is interesting is the fact that the beneficial behaviors seemed to have no significant relationship to performance whatsoever, meaning that there may be little added value created by these actions.
The study does have its limitations. There are various industries that were not sampled that rely heavily on social media. There are also some elements of using social media at work that, while not directly responsible for increasing productivity, were tangentially related. For example, certain social media behaviors may provide stressed-out workers with a degree of relaxation, which can be related to increased performance.
This study fills the gap in the literature related to social media behaviors within the workplace.
The research in question can help employees realize the potential harm to their job performance that may be caused by certain behaviors they may have thought would prove beneficial. These findings could also inform social media training interventions in various work settings.
In short, some activities that may be permitted at work and are typically deemed beneficial by employers may in fact be superfluous.
The Negative Effects of Knowledge Hiding on Organizational Trust and Creativity
Have you ever encountered a situation where a colleague purposely withheld pertinent information? How did that change your interactions with them, or the dynamics within the office?
A recent study addresses the topic of Knowledge Hiding, and how consciously withholding information can affect both trust and creativity.
The act of hiding knowledge leads to what the researchers describe as "the distrust loop." In this cycle, employees who intentionally hide information lose the trust of their peers. In order to impart a sense of justice, the effected peers will then withhold information from the knowledge hiders. This, in turn, affects the knowledge hider's ability to collaborate effectively and generate creative ideas.
The researchers felt it was important that the organizational environment be factored into the equation, and examined two types– the mastery climate and the performance climate. A mastery climate is one in which cooperation, employee development, and mastery of skills are encouraged. A performance climate is based on an employee's ability to outperform colleagues and receive recognition/rewards relative to that of their peers.
The researchers conducted two studies to test their hypotheses. The first consisted of 240 employees and 34 supervisors. Employees were measured on their creativity, how they perceived the organizational climate, and if they considered themselves knowledge hiders. The supervisors were then asked to provide their perception of the creativity of their employees.
The second study consisted of 132 undergraduate students, who were asked to complete a business scenario in which students were places in three groups. The scenarios consisted of conditions that measured of the mastery climate, performance climate or no climate. Some students were also randomly selected to be knowledge hiders.
The researchers learned that knowledge hiders in a performance climate found themselves within the distrust loop, limiting their collaboration with peers and ultimately making them less creative than other groups. Knowledge hiders in this group were more concerned with protecting themselves, which hindered their ability to be creative in comparison with the other groups.
The groups without knowledge hiders proved more capable of freely exchanging ideas and, as a result, were more creative. Interestingly, in mastery climates, employees were generally less likely to be knowledge hiders. The mastery climate fosters such an environment of collaboration and knowledge sharing that it ultimately decreases the need for knowledge hiding, and thus does not affect creativity
In organizations in which innovation is important, encouraging employees to collaborate allows them opportunities to more readily engage each other. It allows employees to openly share ideas and drive organizational initiatives.
The big picture take-away from this study is that fostering an environment of collaboration in the workplace removes the necessity for knowledge hiding, which is ultimately beneficial to the creative progress of the entire organization.


text: I love that this place uses fresh local high quality ingredients! I have no fear giving this stuff to my son. The grilled Cheese was awesome, the cakes and snacks are all delicious and made with better ingredients. Soups were superb. I wish there were more places like this...sure you can... read more


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Fans, Heat Sinks & HVAC: 4,059 Products Found
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Great Decor in a Flash Without a Lot of Cash
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Polka Dot Chalkboard Frame
By: Heidi Borchers
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Before you buy your next gift, consider trying some chalkboard paint craft projects instead. A Polka Dot Chalkboard Frame from Heidi Borchers can be quickly customized with meaningful words and phrases. Get the kids involved with this fun project - it's appropriate for all ages.
- Aleene's Tacky Dot Rolls
- Wood frame
- Wood shapes
- Acrylic paint – colors of your choice for frame and polka dots
- Paint brush
- Pencil with eraser
- Chalkboard paint (brush-on or spray)
- Chalk
- Sandpaper
- Wax paper
- Paper towel
Paint wood shapes with chalkboard paint according to package directions.
Paint frame with base color. Let dry.
Pour small puddles of paint onto wax paper.
Dip eraser into first color of paint. Press onto frame to create dot. Dip into paint again to create next dot. Re-dip into paint each time. Wipe eraser clean with paper towel before changing to new color. Let dry.
To prepare new chalk pieces for use, sand the end of chalk with sandpaper. This removes the hard coating. To "prime" the pieces, gently rub chalk over wood shapes and wipe away the chalk.
Write desired words onto pieces.
- Apply Aleene's Tacky Dots to back of shapes and press in place on frame.
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The former US congresswoman, critically injured in a mass shooting two years ago, has told Congress to be "bold" and "courageous" in tackling gun violence.
Gabby Giffords' speech comes six weeks after the Sandy Hook massacre.
"Speaking is difficult but I need to say something important. Violence is a big problem. Too many children are dying. Too many children. We must do something. It will be hard, but the time is now. You must act," the 42-year-old told US politicians.
Giffords was shot by a lone gunman in Tucson, Arizona in January 2011. Though she survived, she is left with mobility and speech problems.
Responding to outrage following the latest mass shooting, President Barack Obama has asked Congress to pass the largest package of gun restrictions in decades.
But America's powerful pro-gun lobby thinks the proposals won't work.
- 1Tsipras keeps options open ahead of Greece bailout vote
- 2Saakashvili warns of Odessa region's importance to Ukraine
- 3Thousands rally in France in support of Greek "no" vote
- 4Finland tops European countries in latest happiness survey
- 5Stay in, stay cool and stay calm – Europe swelters as heatwave stretches
- 1Greek Prime Minister Tsipras confirms referendum, calls for Greeks to reject creditors' proposal
- 2Time runs out: Greece misses 1.6 billion-euro IMF repayment
- 3Crowdfunded site for Greek debt nears €1,500,000 in contributions
- 4Greece's eurozone future in balance as bailout expires
- 5Ukraine stops buying Russian gas over price row
- 1euronews live TV - News | euronews : the latest international news as video on demand
- 2Spain's first case of diphtheria in 30 years: parents of six-year-old 'oppose vaccines'
- 3Greek debt crisis is "absolute supremacy of capital over humans"
- 4[Live updates] NGO flotilla bids to break Israeli blockade of Gaza
- 5[LIVE UPDATES] Greek debt deadline looms
- 6Istanbul Gay pride quashed by riot police, rubber bullets and water cannon
- 7[LIVE UPDATES] France: man decapitated, several wounded in chemical plant attack
- 8Israel prepares to repel boarders as 'Freedom Flotilla 3' tries to run Gaza blockade
- 9Large Hadron Collider ready to embark on an unprecedented voyage of discovery
- 10NewsWires : euronews : the latest international news as video on demand
- 11Greek debt summit – Live updates
- 12'Distractingly sexy' scientists hit back in lab chemistry polemic
- 13Romania, Hungary and Bulgaria focus of EU cash fraud probes
- 14Interpol issues 'red notice' for accused ex-FIFA bosses
- 15Summit up in Brussels as Greek proposals give food for thought and rumours fly
- 16Battle of Waterloo, live-tweeting 200 years on
- 17Greek PM faces day of crucial bailout talks in Brussels
- 18Citizens take power in Spain's largest cities as a political revolution sweeps the country
- 19Italy discovers biggest illegal waste dump in Europe
- 20Greek banks, stock exchange will not open on Monday, Tsipras announces
Wires > News
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- 03:26 CET Colombia capital on edge after two small explosions
- 02:13 CET Divers search for missing after Philippine ferry sinks, 38 dead
- 01:32 CET Forced labour shows back-breaking lack of reform in Myanmar…
- 01:09 CET Syria rejects U.N. criticism of barrel bombs, says 'technical'…
- 23:22 CET Malaysia tells U.N. Security Council of push for MH17 tribunal
- 23:18 CET No sweat? Colombia turns to lie detectors to tackle government…


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Manufacturer's Description
The DellTM PowerEdgeTM M1000e Modular Blade Enclosure is a breakthrough in enterprise server architecture. Built from the ground up to combat datacenter sprawl and IT complexity, the M1000e delivers one of the most energy efficient, flexible, and manageable blade server product on the market. Flexible and scalable, the M1000e is designed to support future generations of blade technologies regardless of processor/chipset architecture. The M1000e is optimized for use with all Dell PowerEdge Blades. The M1000e is the most power efficient blade solution on the market, built on Dell's energy smart technology. The M1000e can help customers to increase capacity, lower operating costs, and delivers better performance/watt than leading blade competitors. The M1000e enclosure takes advantage of thermal design efficiencies, such as ultra-efficient power supplies, dynamic power efficient fans with optimized airflow design to efficiently cool the chassis and enable better performance in a lower power envelope. Energy efficiency and performance/watt that HP and IBM can't beat. The M1000e helps reduce the cost and complexity of managing computing resources so you can focus on growing your business or managing your organization. Centralized management controllers provide redundant, secure access paths for IT administrators to manage multiple enclosures and blades from a single console making the M1000e one of the easiest blade solutions to manage. Dynamic power management provides the capability to set high/low power thresholds to help ensure blades operate within your power envelope. Real time reporting for enclosure and blade power consumption, and the ability to prioritize blade slots for power provide optimal control over power resources. One of the only blade solutions with an integrated KVM switch, enabling easy set up and deployment, and seamless integration into an existing KVM infrastructure.
Manufacturer's Website


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black nylon and leather pocket front laptop tote
designer's notes
Safe keep your laptop in style with the help of this signature Prada nylon tote.
color: Black Signature nylon with saffiano leather trim and polished silvertone hardware Front zip compartment with zip and flap pocket overlays; rear zip pocket Open top with center zip compartment 19'' double handles with 6'' drop; 44'' removable shoulder strap Logo jacquard lining with zip pocket Includes laptop cover with zip closure and dual front pockets Measures approximately 15�'' wide x 13�'' tall x 5�'' deep, 5 lbs. Certificate of authenticity included Nylon / Leather; Italy; style# 322469801


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Rugby Union
Select a team
Six Nations
- England
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- Ireland
- Italy
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- Wales
Aviva Premiership
- Bath
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The Rugby Championship
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Guinness PRO12
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- Oyonnax
Neil Clark
Neil Clark to swap Exeter Chiefs for ProD2 champions
Tuesday 23rd April 07:19
Exeter hooker Neil Clark has been announced as one of 11 new signings at Top 14 new boys Oyonnax.
Pack stars commit to Chiefs
Thursday 20th January 08:32
Exeter Chiefs have been buoyed by news Richard Baxter and Neil Clark have committed their futures to the club.
Clark to get Bath running
Tuesday 31st July 14:43
Neil Clark has joined Bath on loan to cover Lee Mears at the start of next season.
Quintet to stay at Bristol
Wednesday 25th January 15:43
Richard Hill has received a big boost with the news that five players have signed new deals.
Rupert Cox's Off Load: Clermont, England Sevens and Jean Deysel come under scrutiny
Rupert Cox shares his highlights from the week's rugby action in his round-up blog.
Hits and tries
The biggest and toughest hits and tackles plus the best tries from the world of rugby union.
Rupert Cox's Off Load: Hurricanes, Toulouse and Nick Williams all come under scrutiny
Rupert Cox shares his highlights from the week's rugby action in his round-up blog.
Experts & Blogs
Phil Edwards
Read the thoughts and opinions of Phil Edwards with skysports.com


text: bmwluvver October 06, 2013 7:15 PM Hanged, drawn, and quartered.....body parts displayed at all remaining rounds!!! But in all honesty, when Honda spend so much on their bikes, who on earth routed the TC cable in such a vulnerable place??? The photo's I saw showed it sticking straight out from the sensor before bending it so it could run along the swinging arm. A right angled fitment may surely have tucked the cable away much more from vulnerability. Do the engineers consider crash/impact survivability??


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The Fryer's Delight
The Fryer's Delight serve a variety of fish and chip meals as well as sausages, burgers and fishcakes. Catering for vegetarians is also available.
This content has been supplied by The Fryer's Delight
Venue Details & Map
The Fryer's Delight
- Address
19 Theobald's RoadHolbornLondonWC1X 8SL
- Telephone:
- +44 (0)20 7405 4114
- Public transport:
- Holborn, Underground
So according to Yelp and Google Fryers Delight is open now. We walked all the way there only to find out they're CLOSED ALL SUNDAY. So beware of their ambiguous opening hours!more
Best fish and chips in London. Huge portions and delicious mushy peas make this a perfect dinner or post-drink indulgence. Plus, there's a good chance you'll have to share your booth with a stranger, making it even more of an adventure!more
Not a bad chippy, just a little bit pricey for what is was. At just under 9 pounds, I got cod, chips and mushy peas. The fish was a little disappointing as it was made up of lots of batter and not too much cod. The chips had quite a few ends in there. The best thing was the mushy peas. Absolutely delicious.
All in all, not a bad place to visit and my lowish score is probably a result of...more
Portions are huge. Tried mushy peas for the first time here, which is a pretty big thing in London and it was interesting. It wasn't amazing but it's something worth a try if you're in London. I really liked the chips. Unfortunately you have to pay for tartar sauce? 40p a pack. It's a small little place but that's where I hear you get the best fish and chips!more
After hearing about this place from friends, it was definitely in my list of things to try in London!
It lived up to my expectation, that's for sure. In the day and age of fancy coffee shops and hipster food trucks, it always feels good to enter a classic chippy. There's something nice and real about these almost tacky colours everywhere, somethings that just tells you that "this is it, no...more


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Chemical Week Magazine :: Specialty Chemicals
Hexion, Residents Finalize Class-Action Settlement
8:45 AM MDT | August 6, 2007 | Kara Sissell
A U.S. district court judge has approved a class-action settlement between Hexion Specialty Chemicals and residents who live near the company's phenolic resins plant in Louisville, KY. The settlement requires Hexion to spend about $4 million to upgrade the facility, which includes improving air pollution controls and the water treatment system, and enhancing control of odors from the plant, the company says. Hexion will also pay a further $1.25 million to the residents and their attorneys. The company will build a landscape buffer between the plant and...
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04 Apr PLAYGROUND
posted on Friday, April 4, 2014 in OUTFIT
photos by marcel @ onedapperstreet.com
So, one day I was interchanging laces from one pair of shoes to another, only to realize how awesome they looked without any. Don't these babies look so unbelievably designer now? Maybe it's literally just because they look very impractical. But speaking of practical, Coach borough bags are the best. I have a mini in black and now a large in tan, and I must say, my bags have never been so organized. So many endless compartments. Definitely a very useful investment item, just saying.


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next gen kepler to support dx 11.1, also take a year to rollout all cards
View Single Post
Join Date: Jul 2003
Posts: 1,719
Re: next gen kepler to support dx 11.1, also take a year to rollout all cards
Originally Posted by
Actually, and i don't mean this in a mean way at all, your reputation/credibility in many other forums where you post under rollo or other aliases, isn't exactly stellar either( i'm putting it nicely here), as many say you simply talk out of your ass practically all of the time.
You do know there are a lot of people on the forums who are paid to post that I am "talking out of my ass" right?
I know of three PR firms that use viral marketing ATi/AMD have employed: High Road, Design Reactor, and Edelman. A lot of those people you see that mysteriously always have uber rigs, are always online, always post positive AMD and negative NVIDIA are just doing their jobs.
Originally Posted by
But anyways, back to the topic at hand and that latest article i posted, wich according to fudzilla, Nvidia is already going to do it's first Kepler deliveries in february and aimed for notebooks that will be released in april, when intel will release ivy bridge, and to also compete with the mobile versions of AMD's HD7000 series, available by then too.
So if plans are already being disclosed for the mobile part introductions, why isn't there any information on the desktop version of keplar?, since according to you, they're supposed to also launch in april as well?....Actually you mentioned that the midrange version of kepler will beat the higher end HD7970 a little earlier, wich is one hell of a claim to make, and i will remember that once april comes along you know...Just saying
No one is posting ANYTHING except unsubstantiated rumors at this point. Every one who knows at this point is under NDA and could lose their job and be prosecuted for leaking info. People like me with press NDA know very little, and won't until very near launch date.
Your logic is illogical "We've heard rumors about one chip but not another so the other one must be late". Are you SURE you want to put that out there and assert that I talk out of my ass? What you just posted makes no sense at all.
As far as mid range Kepler being around 7970 performance, that it not a stretch at all. With 7970s a measly 15-25% faster than a GTX580, and Kepler likely being 50% faster than a 580 or more, the 7970 will in all likelihood be as fast as the 2nd or 3rd tier Kepler part.
Sort of like the 570 was around the same speed as the 6970, the 5870 was around the same speed as the 470, etc.. ATi's cards are almost always around as fast as NVIDIA's 2nd or 3rd tier chips.
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Legha clan
From Wikipedia, the free encyclopedia
|This article needs additional citations for verification. (May 2009)
Legha or Lega is gotra of Jats. They are descendants of Nagavanshi mahapurusha named Aligi.[1] This gotra Jats are found in Sikar district, Barmer district, Bikaner district, Jaisalmer district, Nagaur district, Bhilwara district of Rajasthan. They are also found in Punjab, Haryana, Maharashtra, and Madhya Pradesh.
Notable people[edit]
- Chaudhary Bansi Lal - Former Chief Minister of Haryana
- Maluram Legha -former M. L. A. of lunkaransar[2]
- Ramrakh Legha - First jat wool trader in bikaner[3]
- ^ Dr Mahendra Singh Arya, Dharmpal Singh Dudee, Kishan Singh Faujdar & Vijendra Singh Narwar: Ādhunik Jat Itihasa (The modern history of Jats), Agra 1998, p. 279
- ^ http://eci.nic.in/eci_main/SR_KeyHighLights/SE_1980/Statistical_Report_1980_Rajasthan.pdf
- ^ http://www.getit.in/listing/ramrakh-legha-brothers/3687661/2348976/


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Local Resources - Orchestras
- Cleveland Orchestra
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July 7, 2015, 12:30 pm
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Erica Snowden, cello (BM '10, MM '12)
Emily Grabinski, piano (MM '13)
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The Sony Pictures hack has exposed the inner workings of one of Hollywood's biggest studios.
Startup plans to use the funds to meet demand for its iPad point-of-sale platform for retailers, restaurants and grocery stores.
The app for syncing, sharing, and editing photos -- available on iOS since 2011 -- has now made its way to Google's mobile operating system.
In response to fears over privacy, small social networks offer encryption and refrain from selling user data. Now their services are coming to mobile devices.
Twins Jacob and Evie Frye lead the Assassin's charge.
Han Solo and Chewbacca hang out with new characters in Annie Leibovitz's latest "Star Wars" portraits for Vanity Fair magazine. Plus J.J. Abrams reveals his Jar Jar death fantasies.
Brad Garlinghouse, CEO of the collaboration and data-sharing service, says customers' data-security worries slow their purchasing. And Hightail has had to change its own business.
The government is increasingly turning its attention to hacking and cybersecurity issues. Now it's opening a new office in hopes of working with the talent that powers Silicon Valley's biggest tech firms.
The civil liberties group argues that younger adults have an "overwhelmingly positive opinion" about Edward Snowden, leaker of NSA secrets -- and that governments should take note.
Missile maker Raytheon spends $1.9 billion on joint venture to build "defense-grade solutions" that help companies protect themselves against hacks.


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Hate Incidents
Incidents of apparent hate crimes and hate group activities listed here are drawn primarily from media sources. These incidents include only a fraction of the approximately 191,000 reported and unreported hate crimes that a 2005 government report estimated occur annually.
Search returned 2 results.
Mount Holly, NJ
Fliers from the white nationalist group the Advanced White Society were distributed in a neighborhood.
Maple Shade, NJ
The letters `KKK` were written in chalk on a black family's residence.
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And since when is Miz's arrogance underlying? He practically smashes people over the head with it. :confused:
I can't say that I have ever been a fan of Miz. I don't hate him as I respect what he does and think he has put his whole heart into whatever he has been given; I just don't like him. He isn't entertaining to me. He isn't someone who gives me that feeling of excitement when he comes on screen. If anything, he is a click for my FF button on my DVR. Maybe one day I'll get to see what everyone is talking about with the guy, but when I look at the guy, I just see US title, IC Title, Tag Team Title. Even knowing he's a former WWE champion doesn't change the way I see him in promos or how I view his performance in the ring. I just see "upper mid-card/Main Event Filler" when I look at him. Maybe next time he is on, I will try harder to not FF past his promos, skits, or matches... But that's a stretch.
I didn't mind when Miz first came out, though I missed the Miz TV segment. He seemed good to me but that could also be because I'm a little sick of Punk. He seems so......uninspired lately and Miz scored some cheap heat off that I think. What Punk needs to do is commit an act akin to what The Rock did to Mankind at the famous Royal Rumble 'I Quit' match to really turn the tide of opinion. Right now, I sense an indifference.
But I can see that it would make sense to throw Miz straight in there with CM Punk. The Ryback feud won't have the legs to keep going much longer and Punk needs someone to go against. Give Miz the rub, firmly install him as a face but where to from there, for Miz, I can't say.
Also, if bringing that up rubbed you off the wrong way, i sincerely apologize as I'm not trying to escalate things outside civil discourse.
The coming weeks should be telling in regards to just how behind Miz people get. Move him on to a lower-watt heel and then let's see how he fares.
I did, however, not think that Miz's execution against Punk was any great shakes, so I don't agree with it being presented as fact. That's an entirely subjective position. Genuinely sorry if you didn't like the way I went about contesting that.
Seriously, there are ways to play with established conventions and make them one's own. Miz just needs to find a way to do that.


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Tearful Rescue
This little guy was the only one left and no one wanted him because everyone said he was ugly. He was getting ready to be "disposed" of.
He looked so relieved to ride in my van and find his new home with us. There were tears rolling down his little face…
Find Out More About This Emotional Adoption »
A Seeing Eye Dog For A Dog?
Glenn and Buzz were abandoned, but the relationship between the two is startling, and uplifting. »
Don't Let Greed Harm Our Pets
Pet food has long been a source of worry for pet owners and health officials. But a new proposal from the FDA promises stricter standards and safer food.
Unfortunately, large manufacturers and importers will likely oppose this long-awaited move.
Help Protect Our Pets from Tainted Food »


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Join us at Sacred Heart University for an intensive week of boys volleyball!
This camp is designed for boys of all ability levels ages 10-18 years old. The camp will focus on individual skills, as well as team offense, defense, and transition skills. Campers will also be introduced to high level individual skills and team concepts.
As the Varsity Assistant at Lake Oswego High School, Efstathiou helped lead the Lakers to their first Three Rivers League championship in 20 years. As a head coach at Oregon Juniors' Volleyball Academy, Efstathiou coached the top 17's team to finish as the second ranked 17's team in the Columbia Empire Region.
Efstathiou graduated from Sacred Heart University in 2010 and served as Captain of the Men's Volleyball Program during the 2009 and 2010 seasons. Under the leadership of esteemed Head Coach Rob Machan, Efstathiou served as the Student-Assistant coach for the Women's Volleyball team at Sacred Heart in 2009 and 2010. In 2009, Efstathiou was named a District I Academic All-American by CoSIDA and ESPN The Magazine for his Athletic and Academic Achievements. The EIVA Hay Division named Efstathiou as the Player of the Week 6 times during his career. During his career at Sacred Heart, Efstathiou led the EIVA All-Academic team with the highest GPA in the conference for three consecutive seasons from 2008-2010.
Overnight campers: Dormitory housing on campus and all meals are provided.
Extended Day campers (9am-9pm - except on first and last day): Lunch and dinner are provided.
24-hour supervision is an important feature of every NIKE Volleyball Camp. Staff members reside in campers' quarters and participate in all activities.
Volleyballs: Molten Volleyballs may be purchased when you register for camp for an additional $15. Volleyballs must be paid for at the time of registration. Campers do not need to bring a ball to camp and purchasing one is optional.
Check-in: between 1:00pm-3:00pm on Monday July 27th
Volleyball instruction begins after check-in. Dinner will be the first meal.
Check-out: at 2:00pm on Thursday July 30th
Ratio: 1:8
Players Grouped by: skill, age, years of experience
Evaluation: Written by coaching staff
Equipment Needed: Volleyball shoes, knee pads and a water bottle
Dorm: Seton Hall
Campers Per Room: 2
Roommates: guaranteed if requested 14 days prior to camp
Bathrooms: On each Floor
Linens: Not provided. Please bring own linens or sleeping bag, pillow, pillowcase and a towel
Air Conditioning: Yes, both the dorm and the gym have AC
Key Deposit: $100
Spending Money: $40
Medical Facility: Athletic trainers are on-site and a Hospital nearby
If eight or more campers register together, as a group by mail or fax, each camper will receive a $30 discount. Click "Get Brochure" above and print the application. All applications must be received at the same time via mail or fax. If all members of your group pay with a Visa or MasterCard, feel free to fax your applications to 415-479-6061 to expedite processing. Late or individual registrations are not eligible to receive the group discount. Discount does not apply to team only camps.
Located between New York City and Boston, in beautiful suburban Fairfield, Connecticut, Sacred Heart University provides campers with first-rate coaching and one of the finest athletic centers in New England.


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Outdoor Journal
Fly Fishing | Autumn Paddling | Bike Trek | Owl Banding
Check out the Outdoor Journal page or scroll down for segments, resources, and more episodes!
Deer Herd Management 2015Deer Hearing - 2015Fly Fishing | Autumn Paddling | Bike Trek | Owl BandingSteelhead Fishing | Bristol Pond | Turkey Hunting | SurfingBass Fishing | Autumn Horseback | Mount HorridVT Fish, Deep-woods Trail, Camping at Burton IslandBristol iNaturalist | Kayak Fishing | White River Raftinggot your deer yet? An Outdoor Journal SpecialDeer Herd Management: An Outdoor Journal SpecialIce Fishing, Shooting Ranges, Bob Klein, Bald Eagle SurveyDog Sledding / Timber Rattlers / Wenlock WMAScuba Diving, Panning For Gold, Rock River WMA, GillnettingHudson River Stripers, Doe Camp, Podunk WMA, Goose Round-UpKent Pond Bass, Bat Research, Vermont SkydivingRestoring The Battenkill, High School TaxidermyWildlife Habitat Incentives, Deer ManagementFrostbite Derby, Electrofishing; Middlesex WMACrappie, Victory Basin WMA, Brilyea DamSpring Mushrooms, Brook Trout, Peregrine FalconsYouth Deer Hunting, Atherton Meadows WMA, Ice ClimbingBlack Bears, Grand Isle Festival, Johnson Farm WMAZip Line, Female Hunters, Terry Tyler Collection
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Halloween's Coming. So Is Alice Cooper!
His performances have been described as "Vaudeville meets a horror movie", Macabre, and insanely exciting.
His performances have been described as "Vaudeville meets a horror movie", Macabre, and insanely exciting.
They cover all the bases, Rock Pop, Zydeco, Blue eyed soul, and more.
Winners Club members have a chance to win the Train "Sail Across the Sun" cruise! Prize package includes:
My amazing son treated me to a birthday weekend in Memphis with an outdoor concert with Lisa Marie Presley at the very venue her father, Elvis Presley, first performed live, a meet and greet with Lisa Marie Presley and Priscilla Presley at Elvis' car museum, autographs and pics, and a private midnight tour of Graceland with a Graceland archivist. But the most beautiful part of this monumental trip for this huge Elvis fan, was being the father of the son in this video.
We'll start in the 7 am hour with CJ and Debbie Ray, and give a pair of tickets away every hour, through the no - repeat workday.
Beyonce's fans sure are handsy. A few months ago, one slapped her on the backside, and this weekend, an even bolder concert-goer dragged her off the stage.
Festival producer/ director Quint Davis said, "We are honored that George Strait, the King of Country Music, has chosen the 5th Annual Bayou Country Superfest, in LSU Tiger Stadium, Baton Rouge, for his final performance in Louisiana; and one of the last dates on his final tour,"
Hope you had a great time Friday as Kidz Bop invaded the Heymann Center in Lafayette. If you made it to the concert, be sure to check out the gallery below and see if you're in our photos!
Last night Rick Springfield rocked the Heymann Performing Arts Center In Lafayette, La.
Fall is a popular season in these parts for several reasons, football, a break from the heat, and Festivals Acadiens et Creoles.
Rick Springfield was lost earlier today, and could not be reached by even his management!