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28 of 29 people found the following review helpful
4.0 out of 5 stars A Easy To Read Book With Some Good Insight
At 210 pages, "Good To Great: Why Some Companies Make The Leap and Others Don't" reads very quickly (The last section of "Good To Great" consists of many notes and appendices). The core of the book emphasizes what Collins refers to as a 'hedgehog' strategy that is necessary to achieve greatness. I'm not sure why a 'hedgehog' is necessary to explain such a simple strategy...
Published on May 16 2002 by Peter Hupalo
2 of 2 people found the following review helpful
3.0 out of 5 stars A Great Hook, Not A Great Book
The book is very well researched and reads very smoothly. At 210 pages, "Good To Great: Why Some Companies Make The Leap and Others Don't" reads very quickly. Jim Collins writes in a clear, concise style that uses effective analogies to get his points across. But I gained little from reading this book. The insights are good but not great, they are simply not new. The road...
Published on Nov. 17 2002 by A. Petrotchenkov
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28 of 29 people found the following review helpful
4.0 out of 5 stars A Easy To Read Book With Some Good Insight,
Peter Hupalo (MN United States) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
At 210 pages, "Good To Great: Why Some Companies Make The Leap and Others Don't" reads very quickly (The last section of "Good To Great" consists of many notes and appendices). The core of the book emphasizes what Collins refers to as a 'hedgehog' strategy that is necessary to achieve greatness. I'm not sure why a 'hedgehog' is necessary to explain such a simple strategy. But, I guess we can live with the rodent analogy.
Collins says great companies are like hedgehogs in that they stick to what they know and can do well. Collins says when a fox attacks a hedgehog the hedgehog curls into a prickly ball and the attacking fox must leave it alone. Then, the fox runs around and tries another point of attack and never learns. The hedgehogs only needs to do one thing that works well and consistently.
In short, after much research and writing, Collins finds the key to business success is functioning within the intersection of three circles.
The first circle represents an endeavor at which your company has the potential to be the best in the world. The second circle represents what your company can feel passionate about. The third circle represents a measure of profitability that can drive your economic success. You must choose to do something that's profitable and know how to focus upon that profitability.
To find the circles, Collins makes the excellent point that you must begin with the right people. Collins emphasizes that the people must come before you decide exactly how your company will achieve success.
We learn that in great companies there is often heated debate about what's best for the company. The culture of great companies is open in the sense that the truth will be heard. That's very different from debating for the sake of protecting private turf and self-aggrandizement.
Collins' research says the CEO's at the time companies become great aren't egotistical business leaders. Rather, they tend to be reserved people who channel their ego into building their companies. Collins is a little vague on exactly how you get other employees and key players to channel their egos into building the company. The hope is that, if you select the right people, they'll do what's best for the company rather than for themselves. I'm not so sure that's always true.
Finding something you can be passionate about is the other key. And, all employees must be passionate about the endeavor. Because most employees won't get jazzed about making the CEO and shareholders wealthy, a company should have a purpose beyond just making money. Collins says a company should have 'core values.'
Collins says it doesn't matter what these 'core values' are, just that they exist. He says Philip Morris is happy to provide the strongest brand recognition of 'sinful' products. Maybe, they're rebelling against political correctness, or health, or whatever. If it works for them, it's cool. Fannie Mae, on the other hand, prides itself on providing mortgages to new, less-affluent homeowners and helping people buy homes. That sounds good, and is probably true, but it reads a little bit like a publicity statement.
Incidentally, the Great companies chosen were: Abbot Labs, Circuit City, Fannie Mae, Gillette, Kimberly-Clark, Kroger, Nucor, Philip Morris, Pitney Bowes, Walgreens, and Wells Fargo.
While many of Collins' observations have insight and are well worth reading, I can't help but feel that certain points are forced to conform to Collins' ideas. For example, Nucor realized it could be the world's best steel manufacturer. Why? Had Nucor failed, I could imagine reading that Nucor tried to run around like a fox. Possibly, this is only the result of needing to fit all Collins' research into a short book, and Nucor had a truly viable reason to believe it could be the world's best steel maker.
As another example, Collins tells us Walgreens spent $100 million to create its own satellite system in an attempt to enhance profit per customer visit. Collins admires this because they used technology to stay focused upon their key ratio of profitability. Of course, the Internet came along and offered easier communication between the stores, so that you can pick up your prescription at any store, even when away on vacation. But, should a drugstore rodent really be messing with satellites? Is that within his inner rodent?
My feeling is that if this had all bombed and Walgreens had not been bailed out by the Internet, Collins would be using Walgreens as a good example of going too far outside what your company can be the best at! I see a hedgehog on the information freeway following the shinny bright lines.
In short:
--Get the right people on the bus. Get the wrong people off the bus. Be sure everyone is in a seat that suits them. Collins says that the right people are your best asset. Let them choose their own song. 99 Bottles Of Beer On The Wall, or whatever...
--Let the right people discover something your company can be great at. (This won't always work for ultra-small companies-- by the time you have the right people and are paying them, you'll be out of money before anyone figures out what you should be doing!)
--Choose something that the company can be passionate about. Passion isn't dictated, it's discovered.
--Find your best single measure of profitability. Collins asks: If you could maximize profitability per x, what x would have the biggest long-term impact on your company's success? Then, stay focused on improving that one key ratio.
--Stop making 'to do' lists. Start making "stop doing" lists. Stop doing anything that doesn't fit within your inner rodent.
--Know that you will succeed in the end. Have faith in your company's destiny. But, realize it might take many years that really suck to get there. Collins says you must confront the brutal facts of your company's reality.
Peter Hupalo, Author of "Thinking Like An Entrepreneur"
7 of 7 people found the following review helpful
5.0 out of 5 stars Better Than Good, This Book Is Great,
Todd Hudnall (Colorado Springs, CO) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
If you liked Jim Collins' book, "Built to Last," you will love his follow up called, "Good to Great." This is one of those rare cases, where the sequel is actually better than the original. "Good to Great" is more than a business book. It is a book with principles applicable to many aspects of life. Collins challenges his readers to aspire to greatness rather than the mediocrity of being good. He says, "Few people attain great lives, in large part because it is just so easy to settle for a good life."
In Collins' study to be considered "great," a company's stock had to earn more than triple the general stock market for fifteen consecutive years. The research found seven keys common with the eleven companies, which were able to make the "Good to Great" transition:
1. LEVEL FIVE LEADERSHIP - They had leaders who were a paradoxical blend of personal humility and professional will.
2. FIRST WHO...THEN WHAT - People are not the most important asset. The right people are.
3. CONFRONT THE BRUTAL FACTS - They maintained unwavering faith that they would prevail in the end, and at the same time the discipline to confront the most brutal facts of the current reality.
4. THE HEDGEHOG CONCEPT - Their core business was that at which they could be the best in the world.
5. THE CULTURE OF DISCIPLINE - When a company employs disciplined people hierarchy, bureaucracy, and excessive controls are not necessary.
6. TECHNOLOGY ACCELERATORS - Technology by itself is never a primary, root cause of either greatness or decline.
7. THE FLYWHEEL AND THE DOOM LOOP - Good-to-great transformation never happened in one fell swoop but as a relentless push to breakthrough and beyond.
I like that Collins' work is not from the perspective of a practitioner who models his "how I did it" formula. Such a formula is often based on an extraordinary person in a unique circumstance and, as such, it isn't easily transferable. Neither is it the postulation of an unproven theory by a philosopher. Rather it is the objective conclusion of a researcher, who found what has worked and is reporting it for our benefit. As a pastor, I like the fact that the principles (especially the leadership findings) square with Scripture, and many of them can be directly applied to the local church. I think you will find the same in your occupation or profession. Whether you are a businessman or a person wanting to experience higher levels of achievement and satisfaction in life, I highly recommend "Good to Great."
2 of 2 people found the following review helpful
5.0 out of 5 stars Game Changer,
@kiltedbroker (Regina) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
Saved from over a year ago - reread my blog post - here were my initial thoughts on Good to Great - its a Game Changer for sure -
So I finished the book Good to Great on the weekend and I have been working through some of the ideas all week' pretty solid material in there. I would strongly recommend anyone in business to check it out.
Here are my highlights from the book, (kinda like a grade 5 book report) these are the main points that stuck out to me as it pertains to my business.
~ Business is like a bus, you have to bring the right people on the bus, that also means getting the wrong people off the bus. Once you have the right on and the wrong off, at that point you can figure out where people will sit. Hire the best possible people regardless of their skill sets, skills can be taught but quality character is tough to find.
~ You need to be doing something you are passionate about
~ You need to be doing something that you can be the best in the world at
~ You need to build a culture of discipline. This means having a to do list and a to dont list.
~ Once you have a clear vision of what you want to accomplish, pursue it relentlessly, make decisions according to what will get you there' and keep going. Great opportunities will present themselves, but if they don't line up with where you are going, they will kill the momentum of your forward direction.
~ What you don't do is just as important as what you do
So that is what I think anyway' pretty simple, but what a great book' it is sitting in my head like it weighs 400 lbs.
2 of 2 people found the following review helpful
3.0 out of 5 stars A Great Hook, Not A Great Book,
A. Petrotchenkov (Moscow, Russia) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
The book is very well researched and reads very smoothly. At 210 pages, "Good To Great: Why Some Companies Make The Leap and Others Don't" reads very quickly. Jim Collins writes in a clear, concise style that uses effective analogies to get his points across. But I gained little from reading this book. The insights are good but not great, they are simply not new. The road to greatness according to Jim Collins is:
1. Get the right people
2. Set the right goals
3. Execute relentlessly
The data mining exercise that Jim Collins put his team through yielded few surprising results, and whatever useful lessons can be drawn from the exercise I can summarize in 10 pages. This is a deep quackery, another "Who Moved My Cheese" for people who spend all day in meetings trading consultant speak, thinking they're working and "adding value".
1 of 1 people found the following review helpful
4.0 out of 5 stars A management classic for everyone,
B. Pich� (Montr�al, QC Canada) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
Good to Great is a new and different research on the forces that drive change in all types of organizations. Written in textbook style, Jim Collins' book aims to help the reader bring his organization from a good (read average) level of performance to a great one by presenting and analyzing the case of a dozen Forbes 500 companies that have achieved the deed.
According to Good to Great, the first step in achieving greatness lies in the selection of a special, ``Level 5'', manager who will install a climate of passion, debate and performance in his company while remaining modest. Other important factors in becoming great are a management that analyzes and believes in data, a culture of discipline inside the company, a well-defined and well-applied business concept and the creation of a talent-pool. Overall, Jim Collins doesn't invent any new concepts, but shows the importance of basic management ideas in an easy-to-follow manner.
Good to Great concepts are always made recognizable to the reader (by the means of special formatting) and a summary at the end of every chapter enables the reader to quickly grasp the main ideas. The actual text is mostly filled with examples of companies that have successfully or unsuccessfully applied the findings of the author and his research team.
Personally, I have found this book to be very easily applicable in any sort of teamwork. Jim Collins does a good job of condensing the information and saying only what is necessary. This book is often criticized because the chosen companies may have benefitted from a random factor, but I was satisfied with the answers the book gives to these critics. An enjoyable piece of writing I rank as ``great''!
1 of 1 people found the following review helpful
1.0 out of 5 stars Leaves gaps and is contradicting,
Scott K. Johnson (Columbus, IN United States) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
I had to read this book for my university and write an essay on it. If I were to write an essay on this book it would sound too offensive and degrading to Jim Collins. I think this book is absolute crap. So many Americans are in love with it though. I have made notes on nearly every page where he contradicts himself over and over just to make one company sound better than another. Anyone could write this book and abuse data the way Collins does. Save your money and time.
3.0 out of 5 stars But, what about........?,
D. McGrath "dmack58" (Canton, MI United States) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Audio Cassette)
Read it - but maybe buy it used
This books does however ask some good questions about how to go from being good to GREAT such as:
1. What am I(or what is the company) intrinsically passionate about?
2. What is the company\I good at? and does this "thing" come naturally?
3. Finally does this area that was chosen have "GREAT" potential?
On the other hand, here are some questions that I felt were left unanswered:
Can't you be GREAT at two things at the same time?
According to Jack Welch's book, you should strive to be #1 OR #2.
btw: Aren't there three medals awarded in the Olympics?
What about sales? The Mary Kay Company motto is "Nothing happens until somebody sells something." (from her book)
What about creating barriers to entry for competitors? (to protect market share like Carnegie or Rockefeller did)
Why didn't you include MORE on the failures of the Good to Great companies? Not just the failures of the competition. Guys like Edison, Lincoln had many defeats before they found ultimate success.
Doesn't bouncing back from failures have something to do with going from Good to Great?
The author mentions getting the right people in the right seats on the bus and the wrong people off. I believe this is an oversimplification. Age, salary, tenure, unions, hierarchy etc make this a very difficult task to accomplish!!
Yes this book took 5 years to write and was supported by 21 staff researchers BUT I am not totally convinced of the results. (and I liked the first book - Built to Last)
That's why I gave it only 3 stars
3.0 out of 5 stars Thought provoking, but with some big assumptions,
Allen (Charlotte, NC USA) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
Collins does a great job of displaying the direct results of leadership decisions and character on big business. The book is insightful and well written. There are several assumptions however, for instance: that the reader's desire is to build a big business like Nucor or Walgreens. The book also assumes that the corporate climate of the last 50 or so years will continue into the future. The basic premise of the book seems to be passionate non-diversification. I think this book is helpful but should be balanced with a counter-perspective such as Tom Peters' "Re-imagine." The right answer is likely a little of both.
There is also somewhat of a disconnect (particularly in the audio version of the book) between Collins' dedication to empirical evidence and his passionate presentation of the results as being right. The results of what caused these 11 companies to meet Collins' standards are presented as universally correct with almost moral absolution. This makes it seem less scientific than it claims to be.
5.0 out of 5 stars Good to Great review,
Andrew Rikli (Omaha, NE USA) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
There is a silent revolution occurring in today's workplace, and one of the prime movers in this revolution is Jim Collins' book, Good to Great. Sectors ranging from public schools to professional sports teams have all flocked to Collins credo that "Good is the enemy of great." At last count, almost 1.5 million copies of the book have been printed and sold, according to publisher HarperCollins, and it's expected to pass 2 million copies by year's end.
So what is the secret behind the phenomenal success of Collins' work? In a word, versatility. Collins and his team of graduate students based the book on five years of research and analyzed over 1,400 public companies to first distinguish the "great" companies from the "good" companies and then attempt to explain how the great companies made the leap. Collins' team ultimately identified 11 firms as sustained great performers over a requisite 15 year timeline.
Collins succinctly identifies the distinguishing characteristics of these high-flyers. First, all great companies analyzed by Collins' team had Level 5 leadership A Level 5 leader is characterized not by ego and self-aggrandizement, but by humility coupled with an iron will. Michael Eisner and Lee Iacocca, for example, are seen as brilliant business leaders but clearly not Level 5 leaders. Abraham Lincoln, by comparison, is cited by Collins as the consummate Level 5 leader.
Having a Level 5 leader is only the beginning though. Collins also stresses the importance of "getting the right people on the bus" and once you have the right people on the bus, getting them in the right seat. To illustrate this point, Collins recounts the work of Hewlett-Packard when upon expanding, began a frenzy of hiring candidates based not solely on the individual's academic record or job experience, but based on their talent. According to this philosophy, a firm should first and foremost hire talented people and then worry about defining roles rather than the roles defining the individuals.
Collins also speaks of the importance of identifying a "Hedgehog Concept". Simply state, this means an organization focusing one the one thing they can do better than any other company. When companies begin to focus their efforts on a hedgehog concept, the company begins turning a "flywheel" which gains momentum with each push.
Just as important as his clever catch-phrases, Collins' work is backed up by meticulous research. It is obvious after reading this book that Collins and his army of graduate students did their homework not only in identifying the good to great companies, but also analyzing what factors contributed to their increased performance. Hard empirical data and practical solutions, not gooey platitudes and empty rhetoric, are the earmarks of Good to Great.
By any measure, Good to Great is a fine read and a significant addition to the body of business research. It should find itself among the classic management books of our generation as it combines first-rate research with an element of practicality that few others can match.
5.0 out of 5 stars Good to Great is required reading for school administrators,
Lisa St. Clair (Omaha, Nebraska) - See all my reviews
This review is from: Good To Great: Why Some Companies Make the Leap...And Others Don't (Hardcover)
Good to Great should be required reading for school administrators. There are some striking concepts that make sense for school leaders. First, it's not that Level 5 Leaders aren't ambitious or have self-interest, it's just that their primary ambition is for the success of the institution. Humility and will (an unwavering resolve) are essential for Level 5 leadership. One of the analogies of a Level 5 leader is "plow horse rather than show horse." Great leaders tend to come up from within the company, rather than a celebrity outsider.
I found it interesting that Level 5 leaders tend to attribute their success to luck, not greatness within themselves. This seems to contradict earlier thought wherein women were encouraged to stop attributing success to luck and to accept kudos for doing well. In the past, it was thought women limited their acknowledgement of success by attributing it to sources outside of themselves.
Another concept in the book that I strongly agreed with was to lead with questions. This strongly concurs with what I believe about good leadership. Companies that tend to ask open-ended questions and search out the "what if's" would seem to be positioned to capture market changes more quickly than companies that stride ahead on one path without considering options. Cisco Systems seems to do this well and, as a result, didn't suffer in the same way as many of the other Silicon Valley companies.
It seems to me that Warren Buffet exemplifies Level 5 leadership. He strikes me as a steady, methodical plow horse, rather than showy. Collins also addresses the importance of mentoring others to eventually replace the Level 5 leader. I wonder how easy or difficult it is for great leaders to mentor others?
Many school leaders typify Level 5 leadership; however, some are still are on the journey to get there. I would encourage every school leader or emerging leader to add this book to their reading list this summer.
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Good To Great: Why Some Companies Make the Leap...And Others Don't by Jim Collins (Hardcover - Sept. 20 2001)
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Penn State and Wisconsin are always competing against other top competition. Always. Even in losses they never get blown out.
Once again, this falls under Coaching. Ohio State isn't very well Coached, and Tressel is a stubborn idiot. Needs to get gone. Ohio State is gonna be at the bottom of the Big 10 in a few years.
Blue Chip recruits will not be coming here anymore after that destruction by USC.
I said, and I'm definately one of the 1% of Ohio who said since 2004, that Jim Tressel is in over his head. He won the title game against Miami with Cooper's boys. NFL talent all over the place. Since then, he's screwed up the Texas game in 05, the Wiscy game in 04, the Illinois game, the Florida game, the LSU game, and almost lost the Michigan game had it not been for Troy, Ted Ginn, and a few others in the NFL.
Tressel is not a big game Coach. He's a recruiting genius. He needs to stop Coaching the offensive plays. He's a moron. He needs a defensive coordinator that has a clue. He needs a staff that can prepare this team to A+ status.
Tressel is a decision-making disaster. Either all this needs to be fixed IMMEDIATELY, or Tressel and the Athletic Director needs to be fired ASAP. Because Ohio State has gotten it's heart and soul destroyed in the last 3 years.
At any rate, Beanie better play at least at 85% or USC is gonna trounce the Buckeyes. Tressel isn't smart enough to stick with one back.. Herron ran the ball very well in the 3rd qtr last week, and Tressel removed him the bery next drive. Tressel will be outcoached by Carroll.
Also, Boeckman isn't competent enough, or accurate enough, as well as, doesn't have the WR's. Robiskie and Hartline are a joke. And Posey and Small don't get enough playing time. This team may keep it close initially, but Carroll's halftime adjustments will prove fatal for Tressel and OSU.
pjs19, you aren't very bright or you're not watching enough College Football. Troy can actually finish 10-2 this year, losing only to Ohio State and LSU. They also put up 34 pts vs Florida last year. This team is no slouch by any means. Research facts before you spout of foolishly.
As for OSU, the media and the rest of College Football looks for USC to end OSU's chances of a title shot early on, as was in the article of Coaches stating they'd pick a 2 loss SEC team over a 1 loss OSU team. With that said, a USC loss pretty much means the end of OSU's National title hopes. And doesn't guarantee they fully recover to win out either. I'd say they better go in there and not lose by more than 7 pts. Anything more and OSU's charma falls tremendously.
Yes!! Let the real losing begin!! People all this mindless cheering is for idiots. You know good and well from what we've seen and all the injuries, this team is about to go 0-2.
Ummm, sorry Ignatius you suck. GO GLENVILLE!!
I said it as soon as the schedule was released, and from judging on DA's performance against a pathetic schedule (19 ints) as well as RAC's coaching ability. (Lack of preparation and adjustments all year)
This team was in serious trouble. And it's showing in preseason. The MEDIA hyped this team to the world and to the rest of the NFL. Bad omen for the Browns when that happened.
Better Coaches, and better talent marked the Browns as a target. And teams are making sure they jump all over them when they play. RAC will be fired this year, and if not, Lerner needs to sell the team before someone hurts him. He knows nothing about football, and Savage isn't making great Draft decisions.
Bring in Cowher, and let a real Coach take this team to the next level. Cleveland will finish 7-9 this year. 6-10 if another scrub team pulls a defeat.
Excellent game. I'm proud of Glenville.
Sad thing about these teams like Ohio and Youngstown.. is if Ohio State gets a huge 4th quarter lead, preferably 20+, it could easily end up 34+ after Terrell steps in unstoppable. There should be no such thing as wasted downs when he's in there. At least very rare.
Sorry Youngstown and Ohio. Just the luck of the draw. LOL
NOTE: Troy wont be such the pushover as these other two schools, but should go down nonetheless.
Sorry but this young male will NOT be traumatized from having sex with a 23 yr old young woman teacher. When I was in High School, there were 3 teachers that were fine as hell, and the boyz wouldve lost their minds had these young women tried any of them.
And I mean this in a GOOD GOOD way. Matter of fact, any male speaking otherwise is either a complete liar or a faggot. Case closed.
And I agree with the conviction debates. Had it been a white male, he'd have gotten 6 yrs. A black male would've gotten 10-15 yrs.
The Government and the Criminal System is a complete fraud.
Too slow on D? mjp96 is your I.Q. really this low? OSU has one of the fastest secondaries in the country. Chekwa is a track and field sprinter for fast notes. And Jenkins runs a 4.4/40 heading into the NFL Draft.
We already know the speed at LB. My gripe isn't speed on defense, it's how smart are they. They were very young and stupid in the LSU game. Have they grown up heading to USC? We'll see.
But don't come on here again with that retarded SEC notion that the Buckeyes are slow. And then CLAIMING to be a grad. Research your football team then moron.
I'm so sick of you morons calling the Big Ten weak. Well it's that same weak Big Ten that seems to smack the SEC around every year. OSU is not the only Big Ten team. Michigan, Wisconsin, and Penn State all win against the SEC in bowl games.
So how weak does this make the SEC? Also, the SEC never travels outside of the south. And they can't play defense at all either. I should know having moved from Ohio to southeast GA, near Jacksonville and watching SEC games weekly. They stink on defense.
The SEC is not great. The Big 12 was the great Conference last year. But Ohio State is sitting pretty at #3. Go 2-0 heading into USC. Even a loss to a possible #1 team will not drop OSU very far in the Top 10 rankings, putting them in position to then run the table. A win in USC only adds fuel for OSU even in the event of a loss down the road.
Case closed.
All of you whining. We'll see where the DA-bots are when Dallas and Pittsburgh's defense comes to town.
Guarantee when you look back at this archive, the same names will be nowhere in sight. And BQ aka Doodle Bop is not the answer as of yet either.
Let's go Glenville!! Represent all of inner-city Cleveland. Marcus Hall should be ashamed of himself speaking the name *Michigan* as a choice.
Enjoy Cleveland. Having the best basketball player on the planet, and forcing him out in 2 years.
All of you nerds need to shut your mouths. Archie Griffin is a 2-TIme Heisman Winner. If he says in his opinion Wells runs like Jim Brown, then so be it. He didn't say he was as great as Jim Brown, or better, he said the kid RUNS like Jim Brown.
Many of you morons have a problem with understanding and comprehending logic. It was a simple statement and you've taken it completely out of context.
And Beanie Wells runs a 4.5/40 at 6'2 237 lbs. He is grizzly. Just go ask the LSU defense that he trounced for 163 yds last year before that idiot Tressel put the game into his *Great White Hopes* hands to lose.
Two recruits from USC and UCLA. That's the bottom line. Mil'von was picked on an awful lot to have 19 break-ups at corner. And he seems to have made his point. But being built like a safety, the question is does he have some speed. If not, does he have shutdown bump and run skills like my boy Hanford Dixon brought to the NFL.
Either way, if he pans out, Cleveland has 3 nice young corners in Wright, James, and McDonald. Hopefully we resign Jones. And the secondary should be fine.
WHAT?!?! What the hell new DNA Technology is being used and how? I'm not one to believe anything the beast says anymore. Either prove it or stop lying to the general public.
How do u morons know what happened? Were you there? If he was a bystander, he doesn't deserve 25 years. I'd give him 5 for allowing it. If he participated, then I can see 10-15. But 25?
What about murderers who get less time than this? Where were you idiots then? Especially the white serial killers who don't even get the death penalty and get movies made after them.
Bunch of racist morons on here. I'm glad Cleveland is the stench of the U.S.
This schedule is wicked. And before any of you homers start calling out 10-6 or 11-5, lets keep it real.
Cleveland's first two games will be rough. They HAVE to get a split. Mandatory. 0-2 is season over. With a 1-1 they have much to take into the meat of the season.
My biggest gripe is DA and his bad decisions and staring down receivers. Against weak teams last year he didn't show improvement. This season there isn't much room for error against these teams.
It will all unfold against Dallas. See you then fellow Browns fans.


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BackgroundYatagarasu was originally released in 2011 as a Japan-only title. Art direction and character design by fan-favorite artist Styleos, game design and balance by ex-SNK designer Umezono and game engine by Shiza–the three-man team makes up Circle Edge. Yatagarasu also features a unique optional commentator system that mimics the tournament trash talk experience.
Game Play
- Eight playable characters
- Single and 2P Vs. modes
- Training and Replay modes
- Four-button attack system with Parry System
- Character design by Styleos
- Classic 2D hand drawn sprites
- Original soundtrack
Hardware Info
Recent threads
- What is this? Aug 23
- Introduction Thread Aug 23
- Yatagarasu Is Coming To PlayStation Vita As Legend Of Raven Aug 22
- Genre: Fighting (3DS)
- Developer: Circle Edge
- Publisher: Nicalis


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- About
- Academics
- Admissions & Aid
- Student Life
- Athletics
- Giving
- Evening/Graduate
- Alumni
- News
(Bethlehem, Pennsylvania)— Moravian College is offering summer session classes, day and evening, from June 2 to July 14. Among the selections are courses to meet general education requirements, requirements in the majors, and electives.
In Art, students may select from studio courses like photography, ceramics, community murals, painting I, and graphic design. Math and science offerings include Calculus I and III, general chemistry, biology of the birds, and introductory physics.
Foreign languages and global studies include elementary French, German, and Spanish, and Politics of Art in China's Cultural Revolution and International Politics. Courses in literature, history, philosophy, psychology, sociology and criminal justice can meet general education and major requirements.
Business courses include finance, business law, human resource management, and economics.
For registration information, contact the Continuing and Graduate Studies Office at Moravian at 610 861 1400.
Moravian College is a private, coeducational, selective liberal arts college located in Bethlehem, Pennsylvania. Tracing its founding to 1742, it is recognized as America's sixth-oldest college. Visit the Web site at www.moravian.edu.


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process has begun, but much remains to be done before satisfactory measures are available. Moreover, the effect of reengineering on the number and characteristics of future beneficiaries also needs further study. The agency, therefore, is now engaged in a multiyear, complex research effort to develop and validate the redesigned decision process. Considerable thought, study, and effort is being invested in developing a research agenda.
SSA has requested the National Academy of Sciences to conduct an independent, objective review of, and make recommendations about, the reliability, validity, adequacy, and appropriateness of its current and proposed research activities as they relate to the proposed redesigned disability decision process. Included in the review is the approach, survey design, and content of the complex multiyear DES. The results of that review are the subject of this interim report and of the committee's ongoing work. (See the Appendix for the study mandate.)


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Wilmette's entertainment destination, offering top quality first run and art films and a variety of live theater, concerts, comedy, and kids' shows.
Executive Director
I'm deeply honored to be entrusted with the leadership of a cultural organization that supports artists and offers a creative place for the community to experience the arts. There is tremendous support for the Theatre in our community from the businesses and residents. We all believe that a vibrant Theatre is an important anchor in the continued revitalization of downtown Wilmette. This is truly an exciting time for the theatre and I'm very proud to be a part of it.
Most independent theatres are not-for-profit, as we need the financial support of our communities to continue to remain open. A typical independent theatre receives about 25% of its revenues in the form of donations and other forms of financial support. Many receive government funding. The Wilmette Theatre is supported only by private donations and sponsorships. We are very thankful for the generosity of our community.
Prior to joining the Theatre, Wendy was a business consultant, advising companies on acquisitions, divestitures, strategic planning and operations improvement, most recently as a Principal at Deloitte. She has worked with business of all sizes, from start-ups to multi-billion dollar international companies. Wendy joined the Wilmette Theatre board in 2012, serving as Treasurer and Co-President. She has an undergraduate degree from Miami University (Ohio) and an MBA from the Kellogg Graduate School of Management at Northwestern University.
Executive Director/Director of The Actors Training Center
Carole Dibo has been in "the business" for over twenty five years.
After starting her career in the Washington D.C./Baltimore market as an actress, she moved to Chicago in 1985, where she has worked extensively in the film, television and industrial film markets. Carole is the Director and Founder of the Actors Training Center at the Wilmette Theatre, a professional training ground for young actors that wish to pursue acting as a career. Carole's years of industry experience enables her to help students bridge the gap between the industry's needs and young actors abilities. Carole also teaches at Northwestern University and in Los Angeles with L.A. Casting Director, Deborah Dion. She has also worked as a Casting Assistant for Tenner Paskal Rudnicke Casting and Steppenwolf Theatre Co. She continues to work on camera as well as teach and coach young actors. Carole lives in Wilmette with her husband David. They have three daughters: Whitney, Alayna and Natalie.
ATC Education Director
Becky comes to us from Normal, IL where she graduated from Illinois State University with a B.A. in Theatre. She's been in Chicago for more than 6 years and has worked as arts administrator and freelance casting associate for many performing arts organizations including Stage Left Theatre, A Red Orchid Theatre, Chicago Symphony Orchestra, and Chicago Human Rhythm Project. She's also an actor and has worked in both film and on the stage with a variety of Chicago companies.
Theatre Manager/Building Maintenance Manager
Born in Baghdad in 1984, his family left Iraq in 1999 going first to Jordan and then Austria before finally arriving in United States in 2002. Lazar attended Amundsen High School in Chicago while working part time and eventually joined the Wilmette Theatre staff in 2007.
This historic building couldn't survive without his attention to building maintenance details. His work ethic and always positive attitude make him a very valuable part of the Wilmette Theatre family.
Operations Manager
Charli Williams hails from Texas where she earned a BA in Criminal Justice from the University of Texas San Antonio. While working as a Juvenile Probation Officer, Charli studied acting through workshops, classes and private coaching in the hopes of turning her love of the arts and performing into her true career. Her Texas theatre credits include Annie, To Kill A Mockingbird, Fabulation or the Re-Education of Undine, and Dearly Departed.
In 2011, Charli relocated to Chicago to pursue acting full time and made her Chicago debut in the chorus of The Church. Some of her other Illinois credits include A Piece of My Heart, No Child, Hair The Musical, and Hoodoo Love and Rent the Musical.No stranger to the camera, Charli had the privilege of working on several national commercials including T-Mobile, PBS, and Payless. She has appeared in several independent and Industrial films. Charli also had the privilege of working on several print ads including Harley Davidson and AT&T.
Wilmette Theatre © 2010 - 2013


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Two sided electric paper that can be written onto on both sides by having a layer of conductive material between two sheets of electric paper. The electric paper is made of small balls encased in a liquid so that they are free to rotate, and then suspended in a solid substrate. Each ball has two hemispheres, one white and one black, each hemisphere also having a different electrical quality. Thus, in an electric field, the balls can be made to rotate to create an image of black and white areas. The intermediate conductor electrically isolates each sheet of electric paper so that both sides can be written onto at the same time.
1. Two sided electric paper comprising:
a layer of conducting material, and
two sheets of electric paper, one attached to each surface of said layer.
2. The paper of claim 1 wherein said layer of conducting material is larger than said sheets of electric paper, so that the conducting material protrudes from said electric paper to form an electrical contact.
3. Two sided electric paper comprising:
a layer of conducting material,
two sheets of electric paper, one attached to each surface of said layer, and
two sheets of transparent protective material, one attached to each exposed surface of said sheets of electric paper.
4. A system for printing on two sided electric paper comprising:
a layer of conducting material,
two single sheets of electric paper, one attached to each surface of said layer to form a two sided electric paper, and
two print bars, one adjacent to each side of said two sided electric paper, and located so that the print bars will print on said two sided electric paper as said two sided electric paper is moved between said print bars.
Two sided reusable electric paper, either side of which can be independently erased or written onto, and more specifically, two sheets of electric paper separated by a conductive ground plane to allow independent erasure and writing.
One sided electric paper consists of a polymer substrate with little balls embedded that are white on one side and black on the other, as described in U.S. Pat. No. 5,604,027, Some Uses of Microencapsulation for Electric Paper, by Nicholas Sheridon, incorporated herein by reference. Under the influence of an electric field, the ball rotates so that either the white side or the black side is on top.
Printing is accomplished by imposing an electrical pattern over the sheet, where there is a voltage difference between the top side and the bottom side. A typical way to do this is to pass the paper under a charging bar. As the paper passes under the bar, voltages are applied along a set of closely-spaced electrical contacts, one for each pixel or printing element. This is the same kind of amorphous silicon charging bar that is used for printing on regular paper, except for differences in required voltages.
Approached in this way, electric paper supports "printing" on only one side. The back side of the paper is either a negative image of the information, or an opaque plastic. Any attempt to put the paper through again to print on the other side would erase the information on the first side. An improvement would be a configuration that would allow printing on both sides.
Two sided electric paper can be produced by sandwiching a conductive metallic sheet between two pieces of regular electric paper. The metalic sheet should be arranged so that electrical contact to it can be made during the printing process. For example, if it is slightly larger than the sheet of electric paper on both sides, a conductive strip could be accessible along both edges.
There are many possible variations for this. For example, there could be access along one edge only. In general, it is suggested that the exposed conductors be configured so that their orientation on the page is the same when the paper is flipped over, so as to simplify the printing mechanism and so as to assure that the user does not have to think about the orientation of the page when he puts it in an electric paper printer.
The internal metal sheet acts like a ground plane when printing, and electrically isolates one side of the electric paper from the other. This makes it possible to print on one side and then the other. With the appropriate doubling of the print bar in the printer, it would be possible to print on both sides of the electric paper at once using the internal sheet as a ground plane.
On advantage of this resultant system of printing is that it would allow two sided printing, a feature that all existing xerographic, ink jet, laser and mechanical printers lack. Not only is two sided printing enabled by this invention, but also, the resultant printer is mechanically simple and inexpensive, and would use a minumum of resources. More specifically, the printer would consist of nothing more than two electrical print bars and some rollers. As a result, the system would be far simpler than current printers since there is no need for a paper handler to turn the paper over to print the other side.
One more reason for using electric paper instead of regular paper is the conservation of resources. A piece of electric paper is saved and reused where paper made from trees is routinely thrown away after one use. However, electric paper in single sheets is not what we are used to handling. Regular paper printed on one side will be blank on the other side, while electric paper printed on one side has a negative image on the other. Two sided electric paper is more conventional. If it is printed on one side only, the other side can be white, or it can be printed on both sides, just like the regular paper that we are accustomed to.
FIG. 1 is an expanded view of the two sided electric paper assembly showing the tow sheets of electric paper, the ground plane and the charging bar.
FIGS. 2, 3 and 4 show various configurations of the elements when assembled.
FIG. 5 is an expanded view of another embodiment of two sided electric paper.
FIGS. 6 and 7 show the arrangement of print bars and rollers in relation to the electric paper.
FIG. 1 is an expanded view of the two-sided electric paper, showing an upper sheet 16 and an identical lower sheet 17 separated by a a layer of conducting material such as a metallic ground plane 12. Each sheet 16 has black and white balls 15 floating in a liquid sphere, and imbedded in the substrate 11. The charging bar 10 comprises a number of electrical points which can be slid over the surface of the sheet 15 to force either the white or black side of the sheet to be upward, to erase or create an image. The ground place 12 is between the sheets, 16 and 17, so that writing on the upper sheet has no effect on the lower. Finally the sheet can be turned over to erase or write on the other side.
FIG. 2 shows the outline of the elements when assembled. The two sided assembly 14 shows the ground plane 19 as being slightly wider then the electric paper 18 so that there is a suitable surface for the attachment of a grounding contact to the ground plane, This view shows the ground plane as projecting from both sides, which is probably the most user-friendly configuration since the user can, place the paper on a printer without considering, or being limited to, which edge must be forward in the printer.
To make the metal layer accessible, it could extend past the electric paper material in various other ways. For example, it could extend out on only one of the long sides, as in FIG. 3, or on the short sides as in FIG. 4. Also, there could be a slot in the electric paper layer or a series of holes, not shown, to facilitate contact. The holes or slots could be on one or both sides (e.g., top or bottom, or both) of the sheets of electric paper. Ultimately, the most convenient configuration would be that the ground plane would be exposed on both sides, top and bottom to facilitate printing in a way that works no matter how the paper is inserted into a paper tray.
An alternative embodiment is shown in FIG. 5. The transparent layers 23 and 24 are transparent protective material such as polymer sheets. The top sheet 23 and the bottom sheet 24 would be bound together at the edges to help provide integrity for the package. The electric paper layers 16 and 17 would be smaller than the others so that there would be a writable surface area slightly smaller that the total paper size. A means must be provided for making good electric contact with the metal foil layer 12, such as an exposed edge on one or two sides or through a slit or series of holes on one of the surfaces. Optionally, a thin adhesive layer could be used between the material layers.
Electric paper can be moved into a printer or copier by various paper handling mechanisms such as by pinch rollers 30 as shown in FIG. 6. A print bar 10 is used to print one line of pixels across the page by applying a timed voltage at various pixels across the page. Another connection enables the metallic foil, such as aluminum or copper, to be the ground plane for this voltage. When there is one print bar 10, the paper must move through the printer twice in order to print both sides. In a variation of the printer design, there is a print bar 10 on each side of the paper, as shown in FIG. 7. This variation makes it possible to print both sides at the same time. In other variations, different means for moving the paper, other than pinch rollers, can be used, such as moving belts.
The print bar comprises a large number of conductive points etched, integrated or layered onto a substrate, each having a relatively positive or negative voltage applied. The voltage to each individual point is then turned on or off as the bar is drawn across the paper to form an image.
While the invention has been described with reference to a specific embodiment, it will be understood by those skilled in the art that various changes may be made and equivalents may be substituted for elements thereof without departing from the true spirit and scope of the invention. In addition, many modifications may be made without departing from the essential teachings of the invention.
Patent Citations
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L.E.K. Consulting – Why Work For Us?
Our people give only their very best. To make this possible, new employees receive extensive training, support and mentoring from our Partners and are encouraged to bring initiative and outside-the-box thinking to each engagement. They learn to approach each project with an open mind, apply sophisticated analysis, and let the data lead them and their teams to the insights and solutions that offer the greatest benefit for our clients.
A career at L.E.K. involves exposure to a wide range of industries, and opportunities to provide strategy, mergers & acquisitions, shareholder value management, operations & organization, and marketing & sales consulting to many of the world's foremost companies and organizations. Working at L.E.K. also means working alongside the brightest and highest achieving people, helping our clients ask the difficult questions and make the important decisions - together.
We recruit only the best and brightest from leading graduate and undergraduate programs, and from successful careers in industry - providing opportunities to work with exceptional peers and leading companies.
Helping business leaders make informed decisions
L.E.K. is a global strategy consulting firm with offices across Europe, the Americas and Asia-Pacific. We counsel our clients on their key strategic issues, leveraging our deep industry expertise and using analytical rigor to help them make informed decisions more quickly and solve their toughest and most critical business problems.
Founded in London in 1983 by three partners, we now employ more than 1,000 professionals worldwide. We advise and support global companies that are leaders in their industries.
Companies come to us because they know we offer the knowledge, insight and guidance they need to move forward with confidence. Our consultants deliver world-class and rigorous analysis, deep knowledge of their industries, and pragmatic solutions to produce practical, high-impact results – quickly.
Whether it's a global pharmaceutical company evaluating its strategy in the face of an impending revenue "cliff" from loss of patent exclusivity on key products; an airline seeking new revenue sources in a challenging de-regulated industry; or a global footwear company repositioning its brands, our clients rely on L.E.K. to help them meet their toughest challenges, and take advantage of their biggest opportunities.
L.E.K. provides a comprehensive range of capabilities around the globe, including Strategy, Shareholder Value Management, Mergers & Acquisitions support, Operations & Organization and Marketing & Sales. We have deep expertise and a proven track record in a broad range of industries:
- Aerospace & Defense
- Aviation & Travel
- Biopharmaceuticals & Life Sciences
- Building Materials & Industrial Products
- Business Services
- Consumer Products
- Energy & Environment
- Financial Services
- Healthcare Services
- MedTech
- Media, Entertainment & Technology
- Natural Resources
- Private Equity
- Public Sector
- Retail
- Surface Transport & Logistics
When you join L.E.K., you take the first step toward accelerating your career as a business leader. We invest heavily in the career development of every consulting professional at L.E.K. and give frequent, individual feedback. But results are what count, and the record of success is impressive:
- Our training program is developed to prepare our staff for success at L.E.K. and onward
- Associates enter and excel in the top business schools and other top graduate programs worldwide
- Those who choose to leave L.E.K. are recruited by large corporations, private equity firms and start-ups, and quickly advance to senior positions
The professional experience, training and mentoring we offer to our consulting professionals create a springboard to advancement and partner status, as well as other future endeavors.
Quality of Professional Experience
All of our business strategy development, M&A and value management services involve formulating and delivering advice on the toughest, highest value issues our clients face. Our consulting professionals are exposed to the big picture and senior executive challenges and how to meet them. Our focus is on solving tough issues rather than implementing processes.
Variety of Work
Staff is allocated to a wide range of projects, and our cases average about 4-8 weeks in length. The result is that our professionals are continually exposed to new industries and new challenges. There is no better or faster way to develop strategy consulting and business leadership skills. In addition to typical casework, we offer select opportunities to broaden experience through international assignment and client engagements.
Immediate Responsibility
Our unique structure, two Associates for each Consultant, gives every team member significant responsibility. Consultants have management responsibility from day one with the opportunity to test hypotheses with data and analysis, and to generate understanding and insight faster and further. Associates have immediate responsibility to get the facts and analysis right and, as they gain experience, become increasingly involved in guiding the analytical progress of a case and the efforts of more junior team members.
Partner Interface
You will have frequent interactions with the Partners who spend 70% of their time delivering casework and ensuring the overall quality of advice. This presents an unparalleled opportunity to challenge your thinking and develop commercial judgment.
Training begins on the first day of employment with an orientation designed to provide employees with an initial introduction to the firm and with the tools necessary for on-going success.
On-the-job experience is supplemented by regular training sessions, tailored to the needs of your position. Ongoing courses cover detailed technical topics relating directly to work as well as wider topics of general business interest and education. The objectives of these courses are to:
- Provide knowledge and skills required in the practice of strategy consulting
- Reinforce consistent and high standards in the execution of our work
- Keep the firm in the forefront of methodological and conceptual development
- Provide opportunities for professional and personal development
Mentor Program
Each office provides a mentoring program specific to the needs of its staff. Each new employee is assigned a mentor who helps guide the employee through day-to-day project challenges and career decisions.
Our dynamic work environment, with its emphasis on teamwork, flexibility, and creative thinking, reflects the traits we value:
- Intelligence: to race up new learning curves; to understand and be motivated by complex problems; to strive for fresh insight
- Honesty: to be straight on the facts; to adhere to the highest professional standard at all time; to maintain strict confidentiality and be open about what we know and don't know
- Diligence: to deliver the highest quality product, to never stop challenging and questioning, to respond to clients' needs
- Employee-Driven: a variety of case initiatives, responsibility and a mix of employee-directed social and community efforts
- Collaborative: to share facts and insights; to collaborate, to interact effectively with different personalities and cultures
- Ownership: we expect people to be collaborative, but in the end get the credit for and take responsibility for their work and findings
- Personable: to keep the pressures of uncertainty and complexity in perspective; to keep ego in check; to be respectful of others and enjoy the work place
Our work force is diverse, representing over 30 nationalities. We're a company with rich, wide-ranging and rewarding opportunities for new recruits to learn, gain experience and advance.
We recognize that success requires teamwork. All partners spend over 70 percent of their time working with Consultants and Associates to deliver client projects. We celebrate team successes, encourage our employees to get to know one another, and foster a sense of camaraderie by hosting numerous in-house and off-site events.
L.E.K. is committed to fostering a diverse and inclusive workplace in which men and women of all ages, races, ethnicities, religions and sexual orientation are respected and valued. Our global workforce is diverse, representing a range of professional and personal backgrounds and over 30 nationalities. We strive to make L.E.K. a company in which all individuals have an opportunity to excel regardless of their background, ethnicity, gender or sexual orientation.
As part of our commitment, we actively engage in diversity recruitment through partnerships with a variety of organizations and events. For example, we are a corporate partner with The Consortium, and attend events with MBA Jumpstart, Reaching Out and sponsor multiple activities through campus clubs and organizations. We continually look to expand our participation and outreach to further enhance our diversity efforts.
In addition, L.E.K. has established The L.E.K. Women's Network, an internal organization created to develop and retain female employees and enable them to become future leaders at L.E.K. and beyond. Through this network, all female staff have the opportunity to connect to other women in the L.E.K. community through both formal and informal activities, including our Women's Network mentoring program.
In the U.S., L.E.K. has recently become one of a small number of consulting organizations to expand the value of our benefits for same-sex domestic partners by now covering the additional tax paid to the IRS by employees with same-sex domestic partner health insurance coverage. Our organization is providing this benefit to ensure those staff with same-sex domestic partners are provided with the same equal benefits as our married employees who cover their opposite-sex spouses under the firm's health plans.
L.E.K. recognizes that outstanding, talented people come from all walks of life, providing different perspectives and solutions to complex problems. Diversity contributes to a stronger and more dynamic team environment. The diversity among our employees makes L.E.K. a better place to work and allows us to meet the needs of our clients at the highest quality.
L.E.K. Consulting Photos
L.E.K. Consulting ReviewsL.E.K. Consulting 206
"Strong culture, tough hours "
- Work/Life Balance
- Culture & Values
- Career Opportunities
- Comp & Benefits
- Senior Management
I worked at L.E.K. Consulting full-time (More than a year)RecommendsPositive OutlookRecommendsPositive Outlook
Some of the smartest and most friendly people out there with great opportunities for advancement, overall a great place to kick-off a career.
Very long hours that in many cases seem to be self-imposed, although that is typically the norm for the industry.
L.E.K. Consulting Interviews
Interview Experience
Interview Experience
Getting an Interview
Getting an Interview
Interview Difficulty
- No OfferNeutral ExperienceDifficult Interview
The process took 2 weeks – interviewed at L.E.K. Consulting.
I applied from a non-target school. Did not have any connections within the company. Contacted HR and was finally granted an interview. Was not told there would be a case component but read glassdoor aprox. 2 days before. I crammed case interview studies but needed more time to prepare. Round 1: Two 30-45 min case interviews 1 market sizing, 1 in-depth case (including market sizing) Supposedly the next round was three-45 minute interviews in the office.
Interview Questions
- New product (Netflix for Magezines), decide whether to spend 300M marketing this product or not Answer Question
L.E.K. Consulting Awards & Accolades
Additional Info
L.E.K. Consulting is a global strategy consulting firm comprised of the brightest and highest achieving people whose work has transformational impact on organizations that reach millions of people. At all levels, our staff have outstanding career development opportunities, taking on a wide range of roles with increasing complexity, responsibility, and exposure to clients. L.E.K.'s deep industry insight and global reach help our clients achieve tangible, high-impact results--and our people develop impactful solutions that enable and expedite our clients' success.


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Early Childhood
Children are ready for kindergarten.
KConnect is a community-wide effort to increase student achievement and put all children in Kent County on the path to school success and economic self-sufficiency. No one program or organization can accomplish that on its own its own. KConnect marshals the efforts of all those who are working to improve the conditions of children and their families.
For many years, public agencies, school districts, private foundations, and non-profit organizations have worked diligently to improve the lives of children and families in Kent County. These efforts have had isolated success, impacting one child or family at a time. However, when we look at collective indicators - poverty rates, abuse/neglect rates, over-representation of minority children in the child welfare system, and standardized test scores of students in school districts with high poverty - we see the overall situation is getting worse.


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Spending a morning among triathletes and their followers brought back memories of … Thorstein Veblen and "The Theory of the Leisure Class." Are triathlons a form of conspicuous consumption?
Probably, although it's hard to say how representative the Saturday gala was, given that it was a national event. This being a blog, though, we'll hazard a few generalizations:
The competitors this weekend struck us, predominantly, as people of means. College graduates, overwhelmingly. No wonder the chamber of commerce types loved this expo—these transients were monied! We came away with the distinct impression that triathlons are an upper-middle-class pastime, and that with participation comes a badge of elevated socioeconomic status.
People who make their living doing physical labor are not likely to spend their idle hours training for triathlons. Ordinary white-collar working grunts aren't great candidates either, because they don't have the wherewithal.
Who can afford to spend all the time to train, and all the money necessary to buy the requisite equipment (wet suits, racing bikes and accoutrements) and to travel all over the country to competitions? The relatively well-to-do, that's who.
Members of the Leisure Class find many ways to distinguish themselves from ordinary working stiffs, and one of them, we suppose, is to take part in upscale athletic showcases for the avocationally fit.


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Department of Music
Music Faculty Win Again
Dr. Chad wins the Swenson-Bunn Teaching Award for 2015, following Dr. Brandon Dean's win last year. Award-winning faculty, an almost fanatical dedication to excellence and opportunities galore...why go anywhere else?
Congrats, Graduates!
What can we say? Thanks to all of you seniors who have enriched our lives so deeply for the past four years. Have fun on your recitals and those final ensemble performances, we'll miss you!
Wish to stay up-to-date as you move forward into your careers? Join the Friends of Music at a discounted rate for the first years after graduation.
Welcome Class of 2019
We have an AMAZING class of musicians coming in the Fall, and we cannot wait to get started. Expect your ensemble audition materials to arrive during the summer!
Music Scholarships
The Jussi Björling Scholarships assists students of merit with their college costs and are renewed annually. Contact Admissions to apply. We will continue to use our electronic audition process, but also offer traditional live auditions upon request.Gustavus leverages various awards to remain competitive even with state institutions. Considering the value of a Gustie education, it is no wonder why so many musicians choose to study here.
So What Will You Do With a Music Degree?
Have a look at our Graduates in Music Booklet. Here you will find inspiration and direction as you consider your options. A Gustavus degree in music offers the discipline, creativity and flexibility for a wide variety of professions. Dr. Rick Orpen explains:
The Graduates in Music Booklet is a first attempt to chronicle the music activities of Gustavus Graduates. It is my intent to include all Music Majors but also those non-majors who continue significant involvement with music (music career, professional ensemble, employed by music organization, etc). I welcome your feedback on your listing (additions, corrections, updates) and any others. I expect I have unintentionally missed some graduates, especially those who were not a major, and I wish to include them. Please pass the word about checking this out. All correspondence concerning the Booklet can be sent to email@example.com.
Discover More About Your Music via Our Colloquium
Come to a Music Colloquium event, free and open to the public! This unique series of talks or pre-concert lectures focus on anything from opera to jazz and pop. Click here for events coming soon. For an overview of the entire series click here.
Looking for something other than the common college music experience?
At Gustavus, we understand music is the key to unlocking your genius, no matter what your major field of study may be. We know music has inspired you to achieve great things thus far. Why not see how far it can take you?
- World-class professors devoted to you and your goals
- Small class sizes
- Updated technology to fuel your imagination
- Scholarships for music majors and non-majors alike (more than $500,000 in music scholarships given last year)
- Ensembles which enable you to perform all over the world
- The musician-friends you have longed for, ready to explore with you
Come see how we can serve your musical passion by applying online or with your iPad today!


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For a gal who has been in the public eye since 1908, Anne Shirley is certainly getting a lot of attention lately. If it isn't legendary singer, Aretha Franklin, asking for her address, it's Canadian readers who just recently voted her as "Canada's most iconic character" after a four-week online poll on CBC.ca. While Anne's story is obviously well known, readers may be surprised to learn how much more there is to the story. L.M. Montgomery and her iconic redhead have connections to more than you think.
2014, the 150th anniversary of the Charlottetown conference, also marks the 100th year since the start of the First World War, a war that was the inspiration for one of the most unique works in Montgomery's writing career. Rilla of Ingleside was the final book in the original series about Anne Shirley, and unlike the others, it was written with a very specific purpose—to shed light on the way of life in Canada during the First World War, with details taken straight from Montgomery's own wartime experiences. It is an intriguing and revealing work about Canada's history that has never garnered the level of attention it deserves.
An upcoming conference looks to change this and to open up discussions about war, conflict, the Canadian Home Front, gender roles, and more. "L.M. Montgomery and War," the 11th biennial conference of the L.M. Montgomery Institute of UPEI is set for June 25–29, and all are invited to join in the conversation. Keynote speakers include distinguished historian Jonathan Vance; Montgomery scholar, LMMI founder, and former UPEI President Elizabeth Epperly; and Canada Research Chair Irene Gammel. In addition to the full conference program, there will be a public exhibition at the Confederation Centre Public Library entitled "The Canadian Home Front: L.M. Montgomery's Reflections on The First World War," curated by Dr. Laura Robinson of the Royal Military College; a fantastic one-woman play, "Maud of Leaskdale" at the Carrefour Theatre; and much, much more.
"This is truly a conference with something for everyone. Those interested in Canadian history, war history, and women's history will have tons of topics to choose from, but it goes deeper than that," says conference coordinator, Elizabeth DeBlois."The Great War is a part of the family experiences of almost all of us. Montgomery has given us a look at a chapter in our common past that has been somewhat forgotten."
The conference is connected to many other events this year. The 50th season for "Anne of Green Gables – The Musical" is being celebrated and Elizabeth Epperly is curating an exhibition for the Confederation Centre of the Arts, entitled "This Anne Place: Anne of Green Gables as Idea, Book and Musical." The LMMI is also inviting those with stories and/or collectibles related to Montgomery and/or the Canadian Home Front and the First World War to share them at a special digitization session offered in conjunction with the Public Library exhibition on Saturday, June 28. Collected stories and items will be made part of an online digital archive.
For more information on the conference or to register, go to the LMMI's website http://www.lmmontgomery.ca or contact conference coordinator, Elizabeth Deblois at email@example.com


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Here she is, America's scorned sweetheart Sandra Bullock, looking every bit the shafted wife of a cheating poon-hound while out for a hike in Northern California. Sandy just happened to be out for a wilderness stroll, pondering the meaning of love and life without her wedding ring, when – looky there! – a cameraman from Getty popped out from behind an evergreen and snapped a pic. Er, not so fast.
According to Page Six, Sandra and her team of PR vultures arranged the exclusive shoot with the photo house, successfully spurning the paparazzi and starting a bidding war among tabloids and celebrity talk shows. Entertainment Weekly walked away with the pics and a $60,000 hole in their pocket.
Well played, Sandra! We hope you and your divorce lawyers take down Jesse James in a similarly planned and precise manner. Screw attempting to play up that Oscar (which is surely worthless after Tattoo F*ck Fest 2010), his suffering = your refurbished image!


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WATCH: 10 Here TV Shows That Changed Our View of LGBT Life
BY Daniel Villarreal
May 09 2013 3:30 PM ET
3. The Donald Strachey Mysteries
Donald Strachey is probably the first out gay detective you've ever seen in a cinematic pyschological thriller. He's a shrewed, wise-cracking gumshoe who isn't afraid to dig up dirt on the town's gay residents. He'll even fight a gun battle if he has to, though he'd rather not.
Charming (and gay) actor Chad Allen brings Detective Strachey to life in four Strachey films adapted from the novels of mystery writer Richard Stevenson. Of Stevenson's 13 Strachey novels, four were turned into films for Here TV. Each one is chock-full of intrigue, plot twists, and more than a little heat.
In the series' third film, On the Other Hand Death, legendary actress Margot Kidder plays Dorothy Fisher, a lesbian high school guidance couselor whose home and job both get threatened after she refers a conservative parent's son to a suicide prevention hotline for gay and questionining youth.
Actress Morgan Fairchild played an important role in the Strachey film Shock to the System, in which Detective Strachey went undercover into a shadowy "ex-gay" treatment facility — very cool.
Watch the trailer for Third Man Out: A Donald Strachey Mystery below:
- Op-ed: The Far-Reaching Consequences of Dating App Racism
- I Am Jazz: 14, Transgender, and the Star of My Own Docu-series
- Folk Singer Janis Ian: Bill Cosby Blackballed Me From TV as a Teen
- The Top 175 Essential Films of All Time for LGBT Viewers
- The 13 Biggest Trolls in Media
- Katelynn on Caitlyn: I Am Cait Through the Eyes of TV's First Trans Reality Star


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Superman (casting, rumors, pix till release)
View Single Post
April 29 2011, 04:47 AM
Too Much Fun
Re: Superman (casting, rumors, pix till release)
JarodRussell wrote:
TRUTH... JUSTICE... All that stuff.
Still remember how many Americans were so totally upset about Superman Returns because of this.
I'm not even American and I thought it was pretty lame how they glossed over the line like that, apparently to make Superman sound more "international". I know, it doesn't really matter since he's an alien so he doesn't technically belong to any earth nationality, but I like the idea of him being represented as an American hero.
I thought it was pretty cool how he flew to the White House at the end of
"Superman II"
to put back the flag Zod and co. had knocked down and promise the U.S. President
"I won't let you down again"
Maybe some people think patriotism in movies is lame these days (possibly because America pushed it so hard after 9/11), but I think it's a good thing for superhero movies. Unlike others, I didn't mind all the pro New York stuff in the Spider-Man movies.
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Oracle ADF Real World Developer's Guide
Oracle ADF Real World Developer's Guide
Book Details
About This Book
- Full of illustrations, diagrams, and tips with clear step-by-step instructions and real-time examples.
- Get to know the visual and declarative programming model offered by ADF.
- In depth coverage of ADF business components and ADF binding layer.
- Teaches you the ADF best practices and fine-tuning tips.
Who This Book Is For
If you are an ADF developer looking forward to building healthy and better performing applications using Oracle ADF, then this is the best guide for you. You need to be proficient with Java and ADF before getting started with this book.
Table of Contents
What You Will Learn
- Get started with building business services using ADF business components
- Master how to use ADF controller to define navigation flow in an application
- Get to grips with building reusable web modules using ADF task flow
- Learn how to validate business data in different layers of an application
- Understand the use of EJB and web services in an ADF application
- Get some tips to fine tune an ADF web application
In Detail
Oracle ADF in combination with JDeveloper IDE offers visual and declarative approaches to enterprise application development. This book will teach you to build scalable rich enterprise applications using the ADF Framework, with the help of many real world examples.
Oracle ADF is a powerful application framework for building next generation enterprise applications. The book is a practical guide for the ADF framework and discusses how to use Oracle ADF for building rich enterprise applications.
"Oracle ADF Real World Developer's Guide" discusses ADF framework in detail. This book contains a lot of real life examples which will help developers to design and develop successful enterprise applications.
This book starts off by introducing the development environment and JDeveloper design time features. As you read forward, you will learn to build a full stack enterprise application using ADF. You will learn how to build business services using ADF, enable validation for the data model, declaratively build user interfaces for business service and enable security across application layers.


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What a wonderful not-for-profit organization! They paid the bulk of charges for surgery and PT for my New Horizons service dog Eagle several years ago and have continued helping when the need arises! God Bless them!
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Anthony Fernandez
Susana Munoz
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Too interview some peopleand learn there experiences in finding there place in the world and how they got to where they are today.
Office Management, Careers in Education
Emerita Bustos
Home Base:
Duarte High School
All Rights Reserved
Well i just want to finish this and do my interviews already. The problem is that we havent chose people to interview yet and my deadline is coming up real (read more)
Written on November 30, -0001 at 12:00am
What Am I most Excited about
What I am most Excited about is that me and my partner got the interview and are going to go interview that person real soon. so that is a little relief off my end and I hope everything else goes (read more)
Written on November 30, -0001 at 12:00am
Start Date: 06/13/2011
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Space: RUN ▼: Document Index
Page: Autoscaling explained
Automatic scaling of your application (autoscale) sometimes causes concern (will it cost me too much? how does it work?).
All it is simple is a layer of continuous monitoring and measurement to ensure your app stays with in certain constraints (which relate to your users experience) while running. This article hopefully will explain it some more.
Firstly - lets look at an apps request graph (from the console):
You can see this is fairly "peak" ish - in this case it isn't to do with time of day. If it is time of day related, would be a bit "smoother" and perhaps have some curves:
So - in the above graphs there is a red and green line (put there by me). Lets say that above the red line - user experience suffers. Below the green line means that we are wasting money ! (running too many servers). ie: the ideal would be for requests to sit in between the lines as much as possible (optimal user experience for amount of money spent).
That is all autoscale does ! It tries to keep things in the applications "happy place" as you describe it. There are many things you can measure and base it on (request count per server is usually good simple one).
Note: keep an eye out for *why* your application may be responding that way - if it is due to errors and client retries - then adding servers may not always help it (unless it really is a capacity issue).
In the console, go to the configuration page, and find the section that sets the scaling - and set it to "Automatic":
The set "maximum instances" to 4.
Then put in some settings like this (this is typical - almost recommended, setup) - this assumes a single instance of your app can handle 1000 requests PER MINUTE happily (adjust accordingly):
For most people - a setting like the above should do nicely - if you want to know more - read on!
What this says is that "when an instance of my app gets more than 1500 requests per minute, scale up, if there is less than 1000 requests per minute - scale down) - ie add or remove instances. "Request count" in this case is really "requests per minute" - you select "median" or "average" to say "the average value of requests per minute, over this time window" - you want to average this out (or median) - as more servers come on line - you will naturally get more data captured in your measurement window.
Set min/max instances to set the limits of your cluster - min of 2 means you will always have at least 2 instances.
Defaults are fine for this.
Measurement window describes how much data to take in - ie look at your statistics every 1 minute, or 10 minutes (1 minute is typical) - anything that is older than 1 minute is discarded.
Cool down means that after taking an action (eg adding a server, removing a server) - it will wait (for example) 1 minute before doing another action (limits the rate of change to your app)
Request Count: Requests Per minute - for this - use average or median (recommended) - how many requests per minute your app (a single instance of it) is processing.
Response Time: time taken to process a request.
Active sessions: the number of active sessions per instance of your app.
Each instance of your app reports data - as more instances of your app report data, they are captured in the "measurement window". You need to use an aggregate (eg average) to smooth these out to give a value you can decide to scale on. The "measurement window" captures data from multiple instances of your app - or multiple reports - as your app reports stat data once per minute.
Settings in the console like the above would try to keep your application within the red and blue lines (red being 1500 requests per server per minute - green being below 1000). As autoscale adds more servers - the load is spread out - thus reducing the per-server counts (and so on).
There are many metrics you can use to trigger scaling - could be CPU or threads or memory, every application is different (but request count is a great starting point). Note that "request count" in this context means per server count - which is over the period of time selected below:
You also set upper and lower limits of course (so in the worst case you would be running 10 app instances).
The measurement window is how long to take the samples over (a minute is sensible).
Cool-down means how long to wait after taking action before taking action again - this allows the change to take effect before autoscale will re-evaluate and decide if more corrective action is required.
You can see these are short periods of time - so you can quickly let the system adapt to changes in load and hopefully save some money and hassle !
A picture is worth a few words:
Each app instance that runs is supervised by an agent - part of this agents job is to collect all sorts of statistical information and health data. This data is then pushed onto a message bus (we call it the "app.stat" stream) - this stream is then tapped into by the Autoscale service.
The autoscale service also knows about your applications preferences - this is stored as a list of scale rules - in JSON. The service then listens to the app.stat stream and does very simple stream processing over it (keeping a short window of data to calculate means, medians etc over) - should it detect that your application is outside of its "happy place" - it will send a message to the deployment api service - this will then add more capacity or reduce capacity as it is told - as long as it is in the range that you specified (it won't go crazy and just keep adding or removing servers). Tools like New Relic can provide insight to help you identify what the triggers should be for your application.
Hopefully this takes some of the mystery out of the autoscale service. Interesting trivia: the autoscale service is written as an erlang application.


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September 1, 1987
Vol.03, No.01
An Alternative to Star Wars
Jack Merritt, emeritus professor of physics at CMC, who has done extensive work on nuclear strategy and arms control, issues the following invitation for an evening of discussion (which begins with an Athenaeum reception and dinner at 5:30 p.m.):
"Come to a progress report on the problems of shifting from nuclear deterrence by threat of offensive retaliation to deterrence by defense. Last spring I gave an Athenaeum talk outlining a possible path from today's MAD world to deterrence by defenses. The talk was based on a short article written by my son and myself."
"Late this spring we sent the article out for comment to about 20 experts. Included in the group were former Secretary of Defense Harold Brown; Ambassador Gerard Smith, who negotiated the ABM; Gen. Brent Scowcroft, former National Security Adviser to President Ford; and Dr. Robert Cooper. I will report on our current views in light of their comments."
Use the reservation coupon in this Fortnightly to sign up.


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- 18 & over
- Two item minimum
- Seating First Come First Serve
- All Shows Have Adult Content
Ten Times Funnier Comedy Show
Share with your friends:
Purchase Tickets
Performing Artists (Click on Artist for Reviews and Previews)
Show Details
- Ticket Price: $10.00 - $30.00
18 & over
Two items minimum
Seating First Come First Serve
All Shows Have Adult Content
Ten Times Funnier is quickly becoming one of the premier live comedy brands in Hollywood Ca. Producing a plethora of comedy shows every year. Ten Times Funnier has been said to have some of the funniest comedians in the country by sources ranging from Ambiance Magazine, LA Weekly & The Hollywood Reporter.
Creator Black Kasper & Executive Producer of Ten Times Funnier Mr. Eddie Griffin attracts comedy stars such as Jon Lovitz, Chris Tucker, Kevin Hart, Katt Williams, David Spade, Dave Chappell & Bret Butler just to name a few. On a regular basis Ten Times Funnier has consistently been a place to see the funniest comedians in the country you have seen them on HBO Def Comedy Jam, Comedy Central, BET ComicView, Martin Lawrence First Amendment, Bad Boys of Comedy, Premium Blend, Last Comic Standing & Telemundo, as well as blockbuster movies and hit television shows. Don't miss your chance to have Ten Times Funnier laughs


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Group Name:
ACC Aerobics Northridge2
Austin, TX 78704
let's all motivate each other to get fit this semester!
Last posted:
Tuesday, January 30, 2007, 11:00 AM
Other Info:
Members profiles:
I am 20 years old and I go to school full time and work part time. I have a tendency to procrastinate when it comes to working out. I used to take dance classes all the time. Through this class I hope to get in shape so that I can take a dance class again!
I will be turning 34 next week. I quit my job as a financial manager of 8 years, so that I could go back to school full-time. School is a lot more difficult at this age. The only regret I have is that I didn't complete my degree right out of high school.
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Property is in very high demand and likely to sell quickly, even if it is overpriced or not in the best condition. Sellers receive multiple offers and the price is usually bid up above the seller's initial asking price.
Rental property is in high demand and availability is low. Rent prices have increased by 34% over the past 3 months. This is 10% higher than the county average of $1,681 and 36% higher than the state average of $1,198.
The average home price in Columbus is $262,690. The average home price per square foot in Columbus is $110 and about 0% of all homes in Columbus sold in the last 6 months. For Columbus home values, real estate prices, and city market trends, research the 20,855 property records or search our 0 recently sold or 425 homes for sale listings. The listings and properties in Columbus are only a part of the 2,059,029 properties and 41,733 homes for sale in Indiana. Because of this, the average home price and average home value of Columbus also influence the average home price $134,400 and average sale price $93,050 of Indiana. Listing counts, Columbus home prices and home values in Columbus are sourced daily from listing and property data on realtor.com®, which is the most up-to-date and accurate aggregation of real estate listings in the industry and includes approximately 800 regional MLSs and is the official website of the National Association of Realtors®.


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Socials are a great way to network with fellow alums and other successful business people from the community.
Upcoming Calendar of Events:
Network. Socialize. Connect. Join other Seidman College of Business Alums after work at Grand Rapids Brewing Company! This event is sponsored by SoundOff Signal!
Date: June 25, 2015
Location: Grand Rapids Brewing Company
Time: 5:30-8:00pm
Speaker: Mark Sellers
RSVP: Click Here!
Questions? Contact Ryan Slusarzyk at email@example.com
Wednesday, February 25, 2015
Featured: Rick Breon, CEO, Spectrum Health
Sponsored By: Truscott Rossman & Compucraft Technology Solutions
Wednesday, October 8, 2014
Featured: Dean Diana Lawson, Seidman College of Business
Wednesday, July 9, 2014
Wednesday, April 9, 2014
Featured: Fred Keller, CEO, Cascade Engineering
Wednesday, February 19, 2014
Featured: Doug Small, CEO/President, Experience Grand Rapids
Wednesday, November 20, 2013
Featured: Sam Cummings, Principal, Managing Partner, CWD Real Estate Investment
Wednesday October 16, 2013
Featured: Elissa Sangalli Hillary, Executive Director, Local First of West Michigan
Wednesday, April 24, 2013
Featured: Mike Stevens - Founders Brewing Co
Jason Spaulding - Brewery Vivant
Wednesday, January 16, 2013
Featured: Hank Meijer
Thursday, October 17, 2012
Featured: Ralph Hauenstein/J.C. Huizenga
Mike Lichterman: "Truly enjoyed what I was able to hear, and I thought the format (community leader interviewing community leader) was unique and very enjoyable. Thank you!"
Bradley Charles: "The venue was great! A bit of a step up from Peps. Also, the stories we got to hear from our speaker were astonishing."
Jessica Scudder: "Very much enjoyed it!! I think part of the sound issue may have been that he was fighting a cold too?? The event was awesome overall and space was nice."
Jeff Wanner: "Thanks for hosting yet another quality GVSU Alumni Social gathering the other day. I find those events extremely fascinating, both in terms of the caliber of professional that agrees to speak as well as the depth and breadth of topics covered. I always leave those events feeling energized and determined to be successful in the West Michigan marketplace."


text:
Rusty & June Bryan
firstname.lastname@example.com Gulden Creek Road
Havelock, NC 28532
Phone: 252-447-7688
Show kids for sale? No.
Limited unregistered Boer service available. Some meat animals for sale
throughout the season. Occasional dairy does for cross breeding or receipts.
Show kids for sale? Yes!
Limited outside LaMancha breeding. Occasional family milkers for sale. ADGA
appraised, DHIR records, TB and Brucilous certified. CAE free. CL free. Many
SGCH and EX appraising animals. Animals place well in National Show classes.
NCDA&CS Markets Division - Livestock Section, Neil Bowman, Manager
Mailing Address: 1020 Mail Service Center, Raleigh NC 27699-1020
Physical Address: 2 W. Edenton Street, Room 402, Raleigh NC 27601
Phone: (919)707-3151; FAX: (919) 733-0999
Jobs | Mission Statement | Accessibility Statement | Disclaimer | Privacy Statement
Steve Troxler, Commissioner of Agriculture


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NORTHRIDGE, Calif. ---
The Cal State Northridge women's tennis team (12-9, 3-5 Big West) lost 4-0 to Hawai'i Sunday in a Big West Conference match at Matador Tennis Complex. CSUN got a doubles win from Vivian Lin and Jessica Warren, but could not overcome the Rainbow Wahine in singles play.
On a hot day in the San Fernando Valley, the Matadors and Rainbow Wahine engaged in a battle with Big West Tournament implications. The four-day event in Indian Wells, Calif., runs from April 24-27.
With the loss, CSUN finished 3-5 in the league and earned the sixth seed in the tournament. Hawai'i improved to 5-2 and will be the third seed. That means the teams will meet in the Big West Quarterfinals on April 25 at 8 a.m. at the Indian Wells Tennis Garden.
Lin and Warren won 8-3 in their second doubles draw to improve to 2-1 on the season. Lin is now 11-9 in doubles play while Warren improved to 5-4.
Freshmen tandem Kristen Poei and Mickey Hsu lost for the first time since March 8 with an 8-6 setback in the top doubles draw. The duo is 17-2 on the year and finished 6-2 against league opposition.
In singles action, CSUN lost the three matches to finish. The Matadors led in two of the matches that did not finish and the third was tied in the third set.
Sunday's match was Senior Day for CSUN's Lorraine Cheung. One of the most dogged and driven competitors to ever grace the courts for CSUN, Cheung was a 2013 All-Big West Doubles Honorable mention selection and is 46-28 in singles play and 39-27 in doubles for her career.
Hawai'i 4, CSUN 0
April 20, 2014
1. Suworowa/Petriskova (UH) def. Poei/Hsu (CSUN): 8-6
2. Lin/Warren (CSUN) def. Nguyen/Faltusz (UH): 8-3
3. Gealer/Kostalova (UH) def. Rodriguez/Cheung (CSUN): 8-6
1. Nguyen (UH) def. Lin (CSUN): 6-3, 6-4
2. Suworowa (UH) vs. Hsu (CSUN): Did Not Finish
3. Kostalova (UH) def. Rodriguez (CSUN): 6-4, 6-2
4. Petriskova (UH) def. Poei (CSUN): 6-4, 6-2
5. Cheung (CSUN) vs. Gealer (UH): Did Not Finish
6. Warren (CSUN) vs. Daguio (UH): Did Not Finish


text:
The Blog Maildentity provides tips, how a holistic e-mail management and marketing can be implemented conforming to the corporate design with the help of tools like Exclaimer Utilities, and presents sample e-mail design.
The contributions are mainly in German.
The Blog tools4exchange describes in its articles, how Exchange & Active Directory environments can e made more efficient with the help of administrative tools.
The contributions are mainly in English.


text:
Google Chrome is a free web browser. Google Chrome Browser is available for Windows, Mac and Linux computers.Read More
Google Chrome Beta Download Latest version
You don't want to wait for the latest "major" release of Google Chrome and want to play with the newest Chrome featuresRead More
Google Chrome
Google Chrome is a free web browser developed by Google that uses the Blink layout engine.Read More
Google Chrome Download for Android
Google Chrome for Android available for download since June 27, 2012.Read More
Avant Browser
Avant Browser is a free web browser from a Chinese programmer named Anderson Che.Read More
Opera Browser
Opera Browser is a free web browser developed by Opera Software and use the Blink layout engine.Read More
Firefox Browser
Firefox Browser is a free and open-source web browser developed for Windows, OS X, and Linux, with a mobile version for Android, by the Mozilla Corporation. Firefox uses the Gecko layout engine to render web …Read More
Internet Explorer
Internet Explorer is a graphical web browsers developed by Microsoft as part of the Microsoft Windows and requires a Windows licenseRead More