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Procedia Social and Behavioral Sciences 1 (2009) 50–60
World Conference on Educational Sciences 2009
Academic staff's perceptions on stressors originating from interpersonal relations at work setting: a case study
Ilhan Gunbayi*
*Akdeniz University, Faculty of Education, Educational Sciences Department, Antalya, Turkey
Received October 07, 2008; revised December 23, 2008; accepted January 05, 2009
Abstract This study provides an analysis of academic staff's perceptions on stressors originating from colleague-colleague interpersonal relations in faculty setting. The objectives are to analyse what stressors originating from colleague-colleague interpersonal relations in academic setting are and what academic staffs' perception on stress as a result of stressors originating from colleague-colleague interpersonal relations in academic setting – informal and formal relations with colleagues- are and what their views are in overcoming those kind of stress. The research sought to use qualitative methods to gather the relevant data via semi-structured interviews with academic staff – both in Sheffield Hallam University, UK and in Akdeniz University, TRworking in their present faculty for at least five school period years. The outcome of the research addresses important implications for the professional work life of academic staff in understanding how stress influences colleagues' performance negatively and positively and identifying where unhealthy and healthy stress exist in academic setting.
© 2009 Elsevier Ltd. All rights reserved Keywords: Stressors; interpersonal relations; academic staff; faculty.
1. Introduction Stress has been defined in various ways as a feeling of tension and anxiety in the presence of either pleasant or unpleasant experiences (Fooner, 1981); a response syndrome of negative effects such as anger or depression mediated by an appraisal of threat to one's self-esteem or well-being ( Kyriacou & Sutcliffe, 1978); a consequence of or a general response to an action or a situation that places special or psychological demands, or both, on a person (Jax, Beehr, & Roberts, 1992); a process in which environmental forces threaten an individual's well-being (Hiebert & Farber, 1984); a wear and tear on the body (Hans, 1984); a response to challenging events (Caplan, French, Harrrison, & Pinneau, 1975); a dynamic condition in which the person is confronted with an opportunity, a constraint, or a demand for which resolution is both unclear and of importance (Schuler, 1980) and as a realization by the individual unable to deal with the demands placed upon him/her sufficiently (Lazarus, 1966).
* lhan Gunbayı. Tel.: +90-242-310-2135; fax: +90-242-226-1953. E-mail address: email@example.com.
1877-0428/$–see front matter © 2009 Elsevier Ltd. All rights reserved. doi:10.1016/j.sbspro.2009.01.013
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At a personal level the stress experienced by the individual may cause negative physical and psychological and behavioural effects (Sauter, Hurrel & Cooper, 1989). Physiological effects of stress may include increased blood pressure, increased heart rate, sweating, hot and cold spells, breathing difficulties, muscular tension, and increased gastrointestinal disorders. Emotional effects of stress may include anger, anxiety, depression, lowered self esteem, poorer intellectual functioning (including an inability to concentrate and make decisions), nervousness, irritability, resentment of supervision and job dissatisfaction. Behavioural effects of stress may include decreased performance, absenteeism, higher accident rates, higher turnover rates, higher alcohol and drug abuses, impulsive behaviour, and difficulties in communication (Hellriegel et all, 1995; Sauter, et all, 1989). Work stress may have both positive and negative effects. However, research on work stress tends to focus on its negative effects (Hellriegel, Slocum & Woodman, 1995). The positive and negative aspects of stress are most apparent in the relationship between stress and performance. Studies of the performance-stress relationship in organizations often show a strong negative correlation between the amount of stress in a work team or department and its overall performance (Allen, 1990). That is, the greater the stress, the lower the productivity and the less stress, the lower the productivity as well but the more optimum level of stress, the more productivity. Eustress is called a positive, healthful and developmental stress response. The body's resources are mobilized to deal with the stressful stimulus, its aroused sympathetic system returns to normal (Selye, 1974). Just as tension causes muscles to strengthen, some level of stress may lead to better performance and a more adjusted personality. On the other hand, distress includes those stress responses that weaken a person's physical and psychological capacity to cope with the environmental stressors. As long as one becomes less resistant to stress, he or she may perceive a larger number of more severe stressors in the environment. This may make it more difficult to cope, leading to more serious physiological and psychological problems (Tosi, Rizzo & Carroll, 1990). Thus, stress is not necessarily negative, an optimum level of stress at work will activate and energize staff, which strengthen their physiology and psychology and make them resistant to stress. Nowadays, work related stress is of increasing concern as it has significant economic implications for the organizations through employee dissatisfaction, lowered productivity and lowered emotional and physical health of the employees (Matterson & Ivancevich, 1987). Namely, occupational stress contributes to a significant portion of worker compensation claims, health-care costs, disability, absenteeism, and productivity losses (Sauter, Murphy, & Hurrell, 1990).The causes of stress are called stressors. Stressors vary in type and in severity (Dalloway, 2008a). Work stressors take various forms, and numerous studies have identified specific stressors and their effects. Cooper and Cooper & Arbose (1984) identified stressors as overload, inadequately trained subordinates, long working hours, attending meetings, and conflicts between work and family and other social relationships. Managers and employees need a framework for thinking about and diagnosing sources of work stress caused by stressors: workload, job conditions, role conflict and ambiguity, career development, interpersonal relations in the organization, and conflict between work and other roles (Hellriegel et al., 1995). As mentioned above, among other job related stressors interpersonal relations in the organization can cause stress on the condition that they are poor. Stress from poor interpersonal relations can occur because of the relationships and communication between co-workers, managers, customers, and vendors. This is a high source of stress, especially when employees are working in teams. Co-workers can be rude and disrespectful. Clients can be difficult to work with. When there is stress across departments, people get emotional and impatient and manners go out the window and communication breaks down (Dalloway, 2008b). Groups have a tremendous impact on the behaviour of people in organizations. Good working relationships and interactions with peers, subordinates, and superiors are a curial part of organizational life, helping people achieve personal and organizational goal; when poor and missing, they are sources of stress (Hellriegel et all, 1995). At work setting intrusions by others such as interruption by noisy co-workers, ringing telephones and other people walking into and around their work stations can be principal sources of stress (Sutton & Rafaeli, 1987). Many factors determine how employees experience work stress, including their perception of the situation, past experiences, the presence or absence of other employees and a variety of individual differences and interpersonal relationships can be a source of stress or the social support that effects how employees react to stressors (Hellriegel et all, 1995).Most people want to work with others whom they can like and respect. Many people meet needs for belonging and love through work. Being able to feel close to your co-workers makes one feel a part of the team. One's association with other workers thus brings him or her satisfaction (Sasse, 1981).
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In academic setting, stress originating from colleague-colleague interpersonal relations can be of concern as it is likely to have significant personal implications through academic staff dissatisfaction, lowered motivation and lowered emotional and physical health of academic staff. Thus a study to be done to understand the academic staff's perceptions on stressors originating from colleague-colleague interpersonal relations in faculty setting will contribute us to realize the influences of this kind of stressors and help us create a friendly academic setting where academic staff can work effectively. The purpose of this study was to understand the academic staff's perceptions on stressors originating from colleague-colleague interpersonal relations in academic setting and to understand the influences of this kind of stress on academic staff. Thus, the study examined what stressors originating from colleague-colleague relations in academic setting are, what academic staffs' perception of stress are and what their views are about how to overcome stress as a result of stressors originating from colleague-colleague interpersonal relations in academic setting – informal and formal relations with colleagues? 2. Method A qualitative approach was selected for this study because this research was more concerned with understanding individuals' perceptions of the world and seeking insights rather than statistical analysis (Silverman, 2005). Because investigation of academic staff's experiences related to stressors originating formal and informal relations took place in faculty setting, faculty was viewed as an instrumental case study. Case studies can establish cause and effect, indeed one of their strengths is that they observe effects in real contexts, recognizing that context is a powerful determinant of both causes and effects. Further, contexts are unique and dynamic, hence case studies investigate and report the complex dynamic and unfolding interactions of events, human relations and other factors in a unique instance (Cohen, Manion & Morrison, 2007). Thus, the focus of this study was influences of job stressors on academic staff in the faculty setting and their perceptions by informants. Particular attention was paid to the influence of stressors originating from colleague-colleague interpersonal relations in faculty setting - informal and formal relations with colleagues. 2.1 Sampling This study was conducted in a faculty in the city centre of Sheffield in UK and in a faculty in the city centre of Antalya in Turkey. A non-probability sample was used because 'the sample derives from the researcher`s targeting a particular group, in the full knowledge that it does not represent the wider population, it simply represent itself. This is frequently the in small scale research, for example, as with one or two schools, two or three groups of students, or a particular group of teachers, where no attempt to generalize is desired; this is frequently the case for qualitative researches such as action ethnographic or case (Cohen et all, 2007). The informants in this study were academic staffs. I had conduct with eight academic staff -four in Sheffield Hallam University and four in Akdeniz Universitywho were volunteers working in the present faculty for at least five year school period. There was no limitation to age of academic staff because most of the academic staffs working in faculties were over 40 years old.
Table 1.Participants' status and accompanying data collection Position NE RS PG SJ YT KK HK TA Senior Lecturer Senior Lecturer Senior Lecturer Senior Lecturer Senior Lecturer Senior Lecturer Senior Lecturer Senior Lecturer Full Year Yes Yes Yes No Yes Yes Yes Yes Study Field Curriculum Development Educational Research Educational Research and Sociology Educational Politics Language Teaching Educational Administration Curriculum Development Educational Administration University Sheffield Hallam, UK Sheffield Hallam, UK Sheffield Hallam, UK Sheffield Hallam, UK Akdeniz, TR Akdeniz, TR Akdeniz, TR Akdeniz, TR Audiotape Interviews Yes (1) Yes (1) Yes (1) Yes (1) Yes (1) Yes (1) Yes (1) Yes (1)
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2.2. Data collection In order to investigate academic staff's perceptions on stressors originating from colleague-colleague interpersonal relations in academic setting, semi-structured interviews were used because it would provide an in depth exploration of the topic, it would allow me the flexibility, for example, to change the order of questions, simplify the questions and to probe the interviews ( Cohen, et all, 2007). Data was collected from May, 2007 through July, 2008. This included a 45 minute recorded interviews with the informants with initial interview questions. I used face-to-face interviews. I recorded informants' experiences, thoughts and feelings in a taped diary. 2.3. Data analysis Data analysis began with repeated readings of interview transcripts from conversations with academic staff. The purpose was to determine the essence of the phenomenon and structures of experiences of academic staff related to stressors originating from colleague-colleague interpersonal relations in academic setting and to understand the influences of this kind of stress on academic staff. During data analysis, the data were organized categorically and chronically, reviewed repeatedly and continually coded. Interview transcripts were regularly reviewed. In addition, data analysis process was aided by the use of a qualitative data analysis computer program called NVIVO. These kinds of computer programmes do not actually perform the analysis but facilitate and assist it. That is NVIVO does not perform the analysis but only supports the researcher doing the analysis by organizing data and recodes and nodes etc (Kelle, 1995; Cohen et all, 2007). 2.4. Interview process and mapping The aim of this study was to understand the academic staff's perceptions on stressors originating from colleaguecolleague interpersonal relations in academic setting and to understand the influences of this kind of stress on academic staff. Thus the mapping of interview questions was carried out in three levels. Firstly, they were asked what kind of formal and informal interpersonal relations they had. Secondly, they were asked which of these relationships they found stressful. Finally, they were asked what made those relationships stressful for them and follow up questions related to those answers and how to overcome stress originating those relationships. 3. Results This section will cover what lecturer said about formal and informal interpersonal relations, what made those relations stressful for them and how to overcome stress originating from those relations. It will deal mainly with their responses to questions and follow up questions. 3.1. Formal relationships in faculty setting Lecturers were asked about what kind of formal interpersonal relations or formal meetings they had at work and follow up questions related to this. NE stated that she had three kinds of formal relationships in faculty setting with the person who was her manager and the person who was the head of area she was in and also with people who headed up the programme and union meetings as a union representative from the faculty. She stated about the content of those meetings: 'They are very formal meetings, meetings with agenda and minutes and would be discussing business of the area which is about the funding and general purposes of what we are doing. The programme meetings would be looking at the quality of teaching those going on together with targets or notes what we are trying to achieve, those related with teaching or working. Those are main source of meetings.' RS stated that he had four kinds of formal relationships in faculty setting with managers, colleagues in department meetings, committees in meetings in research centre, and one to one appraisal meetings. He also used to have some meetings with the union. He added that one of the formal groups as a part of job was one to one meetings where things like appraisal was done. In those meetings either he was the one who appraised or he was the person being appraised in every year. PG stated that he had four kinds of formal relationships in program area, teaching in different courses and exam boards and monthly meetings related to trade union activities. SJ stated that he was not full member staff and doing little lecturing in the faculty and he had a little bit contact with the senior lecturers there and his formal relationships were conferences, courses and meeting with supervisors. YT said that he had formal relations such as formal notifications, petitions and department and program meetings. KK said that he attended formal meetings such as programme, department, management committees and sometimes general academic meetings arranged by dean or rector. HK said that she had department, program, faculty academic committee and
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education centre meetings. She also added that sometimes she had daily but not planned meetings with other lecturers and research assistants usually for an academic study and sometimes for supervision. TA said that she had one to one and face to face formal interpersonal relations with her colleagues, head of the department, and head of the program due to her administrative duty as a coordinator of the program responsible for course arrangements and program meetings. She also added that she had department and program meetings. She explained why she had one to one and face to face formal interpersonal relations with colleagues and managers: '...I usually have one to one and face to face relations. It seems as if my relations were informal. I think I can express myself better in this way. I knock colleagues' door and call in and communicate with them face to face. I rarely use telephone…' 3.2. Lecturers' perceptions on stressors originating from formal relationships Lecturers were asked about what was stressful for them due to formal interpersonal relations or formal meetings they had at work and follow up questions related to this. Generally speaking, though they experienced some stressful events in their formal relations in the past and expressed those stressful events, NE, RS, PG and SJ stated that those formal relations were not really stressful for them; the things which were stressful for them were workload, lack of administrative support and unpredictability. For instance, NE thought that these meetings were not stressful and she was never worried about them in anyway and she was quite comfortable in relationships with people in those meetings. However she confessed that sometimes the way which the meetings were run could be stressful due to not sharing very well, some colleagues talking to each other, over her and interrupting her during meetings, difficulty to reach a decision and so going on a long time, which affected her due to her heavy workload negatively and caused stress. She generally stated that she rarely experienced stress due to her formal interpersonal relations with managers and the people who headed up the programme. She stated one of stressful experience with managers: '…When I first drove to university, the person who headed up the area I was in when I was very new to university, I found it very difficult. The reasons I found relationships with that individual very difficult was she didn't give me the information I needed to do with my job. So actually I couldn't get on with things. If I asked her for information, then she would be very defendant and get cross with me. It decayed ours being innocence, led ours being aggressive. That was very difficult. I think she was also very stressed at that time…' She also complained about the way managers used power: '…the way they want to control things and not wanting let other colleagues get on with the work so they tended to…there was an assumption that the way I was doing was more important than what other colleagues were doing. Mmm and they were very domineering in meetings and they would put down and make other people feel very small in meetings by what they said and challenge … it was bullying. It was bullying because they feel insecure about their own positions.' Just like NE, HK also complained about the managers: '…managers who run the meeting dominate others in the meeting and ignore my and others' views and contributions and this is really very stressful for me and my colleagues.' NE also added that long meetings as a result of colleagues' talking too much could be stressful for her due to lack of time for her responsibilities at work. Besides, RS thought that those formal meetings were not stressful, either and he was relaxed in those formal meetings. However he confessed that pressure on time was important and those meetings could be stressful because of a lot of work to do before and after and during meetings, pressure to think about, lots of rush, being away from things essential to job and things to do, difficulty to reach a decision, so going on a long time, conflict in argument and being affected by the decision against someone's values and things the way someone was accustomed to do. He complained about argument in formal meetings: '…Sometimes stress during meetings can be argument. It depends on how you feel about conflict in argument. I am not good at conflict and arguments and I attempt not to do them. Stress comes from some people because they are difficult and like arguments and conflict. Instead of expressing about feelings, if you don't let things go by or you are worried about conflict as well, there can be stress for you. However some people like conflict and they are not stressed in formal meetings...' Just as RS do, TA admitted that she always avoided from conflicts because she thought that those arguments and conflicts caused the occurrence of informal groups against management in program and in department and that this was not the way she was used to and against her way of life and personality. Similarly, PG also thought that these meetings were not particularly stressful for him. What he found stressful in the past was that if there were people who did not know what they were talking about or they were dominating meeting or there might be some interpersonal conflicts going on and also to get everybody to agree on something when leading a group. He also added that when leading a group, there should be a balance in responsibility and power, if not, it could be source of stress. Besides, he complained about work load and unpredictable aspects: '...Yesterday we were invited to research project. I wasn't planned to do that. So if I take on board, that can be quite stressful. It is stressful because, it has a
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short deadline and also because I need to do something. There are other people relying on it and that is additional aspect of stress… Work load and unpredictable aspects are stressful. If you have to work unexpectedly, those kinds of things are stressful.' Both PG and NE complained that there was very little administrative support and thus this increased their work load, which caused stress. As for SJ, he did not think that he found teaching stressful in the faculty because of getting very good feedback from students, which motivated him while teaching education policy and subjects related to it and he was quite good with people and at interacting with them and he had quite positive and enjoyable formal and informal relationship with his colleagues and supervisors because he was good at distinction between being professional and friendship. In contrast to NE, RS, PG and SJ, YT, KK, HK and TA stated that they experienced stressful events in their formal relations and those formal relations were really stressful for them in the past and at the moment. For example, YT felt stress as a result of his formal relations at the meetings partly because managers or colleagues were not professional and instead of doing things according to rules and laws, they were individualizing the decisions and dominating others at the meetings and he also indicated that from time to time, he petitioned head of department or dean for solving problems because he was not able to solve problems by talking face to face and authority was indifferent to subordinates desires and they behaved against the rules. Similarly, KK stressed on the same problem with managers '… the most important problem and a source of stress in this faculty are the managers. They do not fulfil their responsibilities although they have legal power for this…managers are not professional and they either do not know or little know about higher education laws which they are to obey and instead of taking care of laws and rules, they insisted on making decisions and doing things based on their past experiences.' Besides, KK stated that he felt stress as a result of his formal relations, too and he thought that his faculty was not institutionalized and that things related to management were not done formally but informally. He was also unhappy with the way formal meetings were run. He thought that in those meetings topics were not discussed legally but how the manager liked. He added that pressure on time was a source of stress due to badly and long run meetings. Sometimes he thought that the topics which should be discussed in other meetings were discussed and so the topic which should be discussed in the meeting could be ignored. For HK, what was stressful in those meetings were that sometimes those meetings were not run legally, they were not planned and pressure on time as they lasted longer than expected. She stated that the topics to be discussed in the meeting were not well arranged before meeting, which caused meetings badly run just as KK stated. She also thought that if people were close friends, this effected badly when decisions were made in meetings because decisions were subjective but objective as a result of intimacy of colleagues. As for TA, what were stressful in those meetings were arguments and conflicts. She thought that people were not understandable and empathic and even they did not try to understand each other. She was also restless when she felt that she went between because people gossiped about each other rudely on her formal visits to colleagues' rooms for coordination. 3.2. Informal relationships in faculty setting Lecturers were asked about what kind of informal interpersonal relations or informal meetings they had at work and follow up questions related to this. RS stated about informal meetings and their content: 'They range from a lot of, one to one incidental relationships with colleagues to accidental ones. Sometimes I have also relationships with people I work close to. Sometimes I have unplanned and accidental meetings in the dining room and in campus with people I come to know. Those meetings are sometimes social and sometimes related to a business to deal with. I also need to talk to students and their supervisors and so whatever. There are a lot of interactions in formal meetings. There are a lot of interactions in the work place and in the office in formal meetings because you work close to people." Other academic staff stated nearly same things about the type and content of their informal relations. For example, SJ said that he had quite positive informal relationships with his supervisor and other colleagues in conferences. PG exemplified his informal interpersonal relations such as chatting with close friends and with others for acknowledgment. Besides, NE exemplified her informal relationships as chatting with the colleague with whom she shared her room and with others in their rooms at lunch or coffee breaks. YT stated that he had informal relations with his colleagues in their rooms, in canteen and sometimes outside work setting. He met them and talked about personal things, problems related to faculty and nation. Additionally, KK stated that he was close to
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colleagues physically at work and saying them hello and being at tea and coffee breaks together were informal interactions with colleagues. HK stated that she had informal relations with colleagues at lunch in canteen and sometimes room and home visits. She added that she talked to other colleagues informally when she needed a solution to a problem related to job or personal and usually she talked about personal issues in those meetings. On the other hand, frankly TA said that she had quitted her informal relations with colleagues but she stated that in the past she had informal relations with 3 or 4 colleagues in colleagues' rooms, in canteen and sometimes outside work setting where she met them and talked about personal things and other colleagues. 3.3. Lecturers' perceptions on stressors originating from informal relationships Lecturers were asked about what was stressful for them due to informal interpersonal relations or informal meetings they had at work and follow up questions related to this. Generally speaking, though they experienced some stressful events in their informal relations in the past and expressed those stressful events just as they did in their formal relations, NE, RS, PG and SJ stated that those informal relations were not really stressful for them and they were happy with their informal relations with their colleagues. For example, NE was pleased with sharing her room with other two colleagues although sometimes she could not concentrate on what she did because of noise of other colleagues' chatting each other and getting interrupted by colleagues. However she admitted that when she had an argument with colleagues on anything, she sometimes felt stress and got cross with each other and she immediately added that this was temporarily and relations went back good again. Similarly, RS was also pleased with sharing his room with other colleagues and he preferred to share the room with people. However, he complained about noise and interruption, just as NE did, '…But a lot of students comes and see him, there can be a lot of interruptions from job and be very noisy. So this could be stressful. If you are pressured too much, I find it is not easy to do work in this way…'. Both NE and RS agreed that stress as result of informal relationships was from work setting and workload but from people. As for PG, he thought that chatting with colleagues was just a normal situation. What was abnormal was that when he was imperative to do something in short deadline, colleagues were not understandable. Both PG and NE agreed that colleagues were very understandable to each other in the faculty. For example PG stated this sensibility of his colleagues: 'By coming to work I want to concentrate on something. I know that I can be interrupted. I know someone calls in here and wants to drink a cup of tea. That is just normal. If I am absolutely imperative to finish something by twelve o'clock, I say I am sorry and I can't do this today… So, most people will understand this. I can say I am sorry ……see you later. That is just normal.' Besides, SJ stated that he had quite positive and enjoyable informal relationships with colleagues because he was good at distinction between being professional and friendship. He thought that as long as a colleague distinguishes between being professional and friendship, he or she would get on well with each other and so informal relationships would not be a source of stress. In contrast to NE, RS, PG and SJ, YT, KK, HK and TA stated that they experienced stressful events in their informal relations and those formal relations were really stressful for them in the past and at the moment as they stated for their formal relations. However, they all accepted the importance of informal relations in work life. For example, YT stated that he felt stress as a result of informal relations if topics which should be talked in formal settings were talked and tried to solve in informal settings such as canteen and tea breaks in rooms. He also believed that in the faculty informal interpersonal relations were not as they should be and they effected formal relations as well and the reason for this as he stated in formal relations was no institutionalization in this faculty. Just like YT, KK believed that interpersonal informal relations were important in creating a positive atmosphere in an organization on the condition that they should not affect formal management and decisions. HK also thought that informal relations could be stressful if the decisions in the formal meetings were affected by informal close relations. Additionally, YT thought that as he spent most of his time in faculty even more than the time at home, colleagues should be friends and be kind to each other and that as long as he did not have colleagues in whom he could trust, he felt stress to a great extend. Besides, both KK and HK stated that they were sharing their room with another colleague and this could be a source of stress both for them and the other colleagues and they complained that a lot of students came and saw them and added that there could be a lot of interruptions from job and be very noisy. KK believed that what was ideal was that every colleague should have their own room alone in order to work effectively. Moreover, he stated his view about chatting being unnecessary: '…Chatting about others is a loss of time and instead of chatting, we can discuss the things related to job in the future…' For HK, sharing room could be stressful when she had personal phone calls and visits and when those things were heard and seen by her colleague. However, she also focused on the importance of informal relations: '…colleagues can be happy, feel self esteem and
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job satisfaction if they have healthy informal relations…' As for TA, she was the one who felt the most stress originating from informal relations. She indicated that she had no colleagues to call in because she had quitted her informal relations. However, she complained about other colleagues' friends: '…His close friends call in the room and discuss about what has happened and what is happening in the faculty and talk about other colleagues and this make me feel restless because I do not want to hear about colleagues and go between them and this is not fair when people talk about others and they do not know what they are talking about themselves.' However she also confessed that she was not happy to work in a faculty where people are not friendly and hostile to each. 3.4. Lecturers' views on how to overcome stress due to formal and informal relations and meetings Lecturers were not asked about how to overcome stress due to formal and informal relations and meetings directly but in follow up questions they talked and commented about how to overcome stress. For example NE focused on the importance of informal relations in overcoming stress. She thought that people needed to chat to each other in order to get rid of what made them stressful and that she would rather chat to colleagues than go on working to maintain good informal relationships: 'There are times when I stop doing something I really need to get done because the person really needs to talk and they need to get some information they urgently need from me or because they are upset about doing something and he or she needs something to talk through….. I think these colleagues create a nice working environment. I think it is worth.' YT thought, just as NE did, that close informal relations would decrease stress at work: 'We spend much of time at work not at home. It is natural that colleagues should have close and intimate relations…after seven years in this faculty now I have colleagues in whom I can trust, which diminishes my stress. Thus informal relations are so important and as long as close informal relations develop, you feel yourself belonging to the faculty.' RS overcame stress due to arguments and conflicts in meetings by avoiding: 'Sometimes stress during meetings can be due to argument. It depends on how you feel about conflict in argument. I am not good at conflict and arguments and I attempt not to do…' On the other hand, TM overcomes stress due to relations by avoiding informal relations with her colleagues: 'I keep myself away from colleges unless I have to communicate. If possible I am trying to be formal in my relations…I see that being informal effects formal relations and thus objectivity is lost.' PG accepted stress as natural and sometimes necessary. He thought that understandable colleagues would diminish stress: 'I don't agree with the assumption that stress is a negative thing…. Stress is not necessarily a bad thing. Some forms of stress can energize people and not necessarily bad for people…. I accept stress as a part of job. As long as other people understand the pressure under which you work, that is OK. If people don't understand, that can be very stressful.' SJ focused on the importance of analyse and control and the distinction between professional and friend and being positive in reducing stress: 'Actually if you are experiencing stress in any situation the way to do with it is to analyse what stress is and feeling about control of what is happening to reduce stress. If you feel of control, you reduce stress if you don't; you are the victim of stress…. They are friends as well as colleagues. I have had quite a lot of time with them although obviously I am in professional situation with these people. We have to be professionals and friendship at one side….. Trying to avoid negative relationships with people, trying to provide support to other colleagues who are finding work stressful and trying to be very positive in every way in everything we do. That is generally how I deal with stress. I gain control over it and analyse it and try to be as positive as much as I can in what I am trying to do.' KK also noticed the importance of the distinction between professional and friend in overcoming stress: 'It is good to communicate with everybody in the faculty to the extend that informal relations do not suppress formal relations. Colleagues should develop their relations not with emotions but with system of regulations and this will decrease stress originating from formal and informal relations.' HK emphasised the importance of written communication in dealing with stress: 'Written communication comforts me because it is registered and objective and causes little confusion and it is also objective and easy to follow because nothing is lost and everything complies with rules. So, I think it is suitable for me.' 4. Discussion This study was done to understand the academic staff's perceptions on stressors originating from colleaguecolleague interpersonal relations in academic setting and to understand the influences of this kind of stress on academic staff. I researched job stress originating from formal and informal relations through semi-structured interviews. Findings showed that though they experienced some stressful events in their formal relations in the past
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and expressed those stressful events, NE, RS, PG and SJ stated that those formal relations were not really stressful for them. However the things which were stressful for them were workload, lack of administrative support and unpredictability. This finding is consistent with Young's (2004) findings in his study called "An investigation of occupational stress among psycho educational teachers in middle and south-eastern Georgia". In his study, he found that teacher perception of staff development opportunities and administrative support were significantly related to occupational stress levels. It is also worth noting that all of the academic staff except SJ complained about the way managers behave and run the meetings and the way colleagues behave in meetings. For example, NE criticized managers and colleagues: 'they were domineering at meetings very much and they would put down and make other people feel very small at meetings'. Similarly, YT criticized the way managers behaved: 'We have problems such as managers' and some colleagues' individualizing the issues. They see themselves over the rules and behave as if they were expert in management and knowing everything…they just think how they can influence others and make them decide as they think.' The reason for this can be the lack of being professional as KK stated: 'Managers are not professional here, they are not trained well and they do not know how to put rules into action. Instead, they behave according to their experiences in the past.' and the lack of balance between responsibility and power and not knowing how to keep this balance as PG stated 'a fair amount of power in relation to amount of responsibility …. Then it is more likely that you can get something done.' The findings also showed that informal relations were not really stressful for NE, RS, PG and SJ whereas they were really stressful for YT, KK, HK and TA in the past and at the moment. However, all the staff accepted the importance of informal relations and their role in diminishing stress in work life. This finding is parallel with the view that school is an organization where friendly relations of intimacy in interpersonal relations should exist (Halpin, 1967). The other finding related to informal relations is those room visits by students and colleagues. Except PG and SJ, all other informants complained about those visits. For example NE complained about those visits: 'Yes, it is if you are supposed to do work, try to concentrate and at that moment getting interrupted by your colleagues, Yes, that's stressful.' Besides, KK : ' I have no personal problem with the colleague with whom I share the room. However, when my or his students call in the room to ask something or for group study, we are interrupted and do not study effectively.' This finding is also consistent with Sutton & Rafaeli's finding (1987) in their study called 'A characteristics of work stations as potential occupational stressors' that at work setting intrusions by others such as interruption by noisy co-workers, ringing telephones and other people walking into and around their work stations can be principal sources of stress. The solution to this problem can be interview rooms where colleagues can welcome their students and other colleagues who want to visit them. Work stress may have both positive and negative effects. Research on work stress done so far tends to focus on its negative effects (Allen, 1990; Hellriegel et all, 1995). However, PG was against the assumption that work stress is necessarily a bad thing: 'If stress is everything which disturbs your normal balance, there must be some level of stress. With your questions I get the assumption that stress is negative. Well I don't necessarily agree with this assumption…. to teach well, you need a little bit stress. If you are completely relaxed, you can't teach well and it is also necessary for a good performance.' As it can be understood what P.G. said, some forms of stress can energize people, not necessarily bad for people and people need an optimum level of stress and eustress. Additionally, if people are completely relaxed, they cannot do their job well and so stress is also necessary for a good performance. 5. Implications These findings have important implications for the professional work life of academic staff. This study analyses the perceptions and past experiences of academic staff on work stressors originating from formal and informal interpersonal relations and those analysis are likely to enrich knowledge in understanding how stress influences colleagues' performance negatively and positively and identifying where unhealthy and healthy stress exists in
Ilhan Gunbayi / Procedia Social and Behavioral Sciences 1 (2009) 50–60
academic setting. In addition, this study suggests important implications about what can be done to help academic staff to overcome or reduce the effects of negative stressors originating from interpersonal relations in academic setting as academic staff themselves expressed their views and suggested solutions on how to overcome stress. One another implication the study has is that stress is not necessarily bad and a negative thing. In a sense, stress to some extend is necessary to activate and energize people and for a good performance.
6. Conclusion In faculties there can be formal relations such as meeting with manager, programme and department meetings, union meetings, one to one formal meetings, committees, teaching courses, exam boards, conferences, supervision meetings, formal notifications and petition. As a result of those formal relations, there can be stressors such as badly planned meetings, being interrupted, pressure on time, difficulty to reach a decision, workload, lack of administrative support, dominating, talking too much, conflict in arguments, not to know what to talk about, imbalance between responsibility and power, being professional, individualization, institutionalization and unpredictability. Besides, in faculties there are informal relations such as sharing room with a colleague, chatting, relations with supervisors, close relationships, relations with others for acknowledgement, meeting at social breaks such lunch, coffee, cocktail, outside work setting. As a result of those informal relations, there can be job stressors such as noise, being interrupted, student visits, arguments with colleagues, no time to chat due to workload, distinction between a friend and colleague. Lecturers' views on how to overcome stress due to formal and informal relations and meetings are close informal relations, avoiding conflicts, being positive and understandable, distinction between a friend and colleague, analysing and control and written communication. To sum up, there are intensive and various kinds of colleague- colleague interpersonal formal and informal relations in academic setting and those relations might have negative effects on academic staff as well as positive effects to some extend in universities. Thus, both academic staff and managers had better be aware of the stressors which are likely to affect academic work life negatively and positively in universities in order to create an academic setting where friendly relations in interpersonal relations should exist and thus where colleagues work effectively. Acknowledgement This study was supported by Akdeniz University Research Fund. References
Allen, D.S. (1990). Less stress, less litigation, Personnel, January, 32-35. Caplan, R.D., French J.R.P. Jr., Van Harrison, R., & Pinneau, S. R. Jr.(1975). Job demands and worker health. US Department of Health, Education and Welfare, Washington DC. Certo, C. S., Appelbaum, S. H., Devine, I. (1989). Principals of modern management. 3rd Edition, Allyn and Bacon Inc., Canada. Cohen, L., Mannion, L. & Morrison K. (2007). Research Methods in Education. Routledge, Taylor & Francis Group. Cooper, C.L., & Arbose, J. (1984). Executive stress goes global. International Management. Canada, 42-48. Dalloway, M. (2008a).Stress Management. Retrieved from http://www.stress-vacation.com/stress-management.htm on June 28, 2008. Dalloway, M. (2008b).Navigating Change and Transitions. Retrieved from www.ascpa.com/Content/39563.aspx on June 28, 2008. Fooner, A. (1981). Teacher Burnout. Forecast for Home Economics, 1981, 26, 13-14. Halpin, A. (1967). Theory and Research in Administration. New York: Macmillan. Hans, S. (1984). The stress of life. New York: Mc Graw-Hill. Hellriegel, D., Slocum, J. W., Jr. & Woodman, R.W.(1995). Organizational behavior. Seventh Edition. New York: West Publishing Company. Hiebert, B., & Farber, I. (1984). Teacher stress: A literature survey with a few surprises. Canadian Journal of Education, 9, 14-27. Jax, S.M., Beehr, T.A., & Roberts, C.K. (1992). The Meaning of occupational stress items to survey respondents. Journal of Applied Psychology. 623-628. Kelle, U. (1995). Computer aided qualitative data analysis. London: Sage. Kyriacou, C. & Sutcliffe, J. (1978) A model of teacher stress. Educational Studies, 4, 1-6.
Ilhan Gunbayi / Procedia Social and Behavioral Sciences 1 (2009) 50–60
Lazarus, R.S. (1966).Psychological Stress and the coping process. New York, NY, McGraw Hill. Matterson, M.T. & Ivancevich, J. M. (1987). Controlling work stress: effective human resource and management strategies. Jossey Bass, San Francisco. Silverman, D. (2005). Doing Qualitative Research. London: Sage Publications. Sasse, R. Connie. (1981). Person to Person. Bennett Publishing Company, 1981. Sauter, S., Hurrel, J.R., & Cooper, C. (1989). Job control and work health. New York: Wiley. Sauter, S.L., Murphy, L.R. & Hurrell, J.J. Jr. (1990). A national strategy for the prevention of work-related psychological disorders. American Psychologist, Vol. 45, 1146-58. Schuler, R.S. (1980). Definition and conceptualization of stress in organizations. Organizational Behavior and Human Performance, 2,184-215. Selye, T. (1974). The stress of life. N.J.: McGraw-Hill. Sutton, R. I. and Rafaeli, A. (1987). Characteristics of work stations as potential occupational stressors. Academy of Management Journal , 1987, 30, 260-276. Tosi, H. L., Rizzo, J. R. & Carroll, S. J. (1990). Managing Organizational Behaviour. New York: Harper Collins Publishers. Young, T. L. (2004). An investigation of occupational stress among psychoeducational teachers in middle and southeastern. Georgia, Capella Unıversıty AAT 3117422; December.
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Finis Freestyler Hand Paddles
|£7.52 - £39.09
- Patented Hydrodynamic Surfboard Shape Decreases resistance through the water and planes the hand forward, lengthening each stroke
- Patented Skeg Design Streamlines and straightens hand entry Instant Stroke Feedback Paddle rotates and will straighten itself if swimmer's hand enters incorrectly
- Improves Body Position Creates a more balanced body position and prevents drag by streamlining hand entry and eliminating cross-over
- Reduces Shoulder Stress Prevents hand entry cross-over that causes shoulder injury Junior Size Available Made specifically for youth and smaller hands
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Product Description
The Freestyler Hand Paddles from Finis are a swim training tool specifically designed for freestyle swim training. They are shaped like a fin and help you to achieve a strong pull through, improved rotation of your hips and increased stroke efficiency. The finger strap is adjustable to give you a perfect fit and the narrow design will prevent shoulder strain.
From the Manufacturer
Product Description
Specifically designed for freestyle training, the Freestyler Hand Paddles plane the hand forward through the water, improving reach and distance-per-stroke. With a long fin shape and unique skeg design, the Freestyler Hand Paddles promote a strong pull through, better hip-rotation and increased efficiency. An adjustable finger strap offers a perfect fit and the narrow surface area helps prevent shoulder strain.
Features and Benefits
Patented Hydrodynamic Surfboard Shape
Decreases resistance through the water and planes the hand forward, lengthening each stroke
Patented Skeg Design
Provides instant stroke feedback to streamline and straighten hand entry
Reduces Shoulder Stress
Prevents hand entry crossover that causes shoulder injury
Improves Body Position
Streamlines hand entry to create a balanced body position and eliminate crossover
What do customers buy after viewing this item?
Customer Reviews
Top Customer Reviews
If you're struggling with a smooth stroke, or crossing the centreline, or just feel like your hands are 'slipping' and not really getting a good 'grip' on the water I recomend these outright. They give you the knowledge of what a good paddle stroke should feel like, and your swimming will improve straight away. Just resist the temptation to 'cheat' and wrap your fingers around the edges so they can't fall off!
Most Recent Customer Reviews
Yep really helping me adjust my stroke to a more efficient less injury prone one. I am 40 and learning new tricks thanks to thesePublished 7 months ago by Emma Dyster
Perfect for smaller adults who don't have man sized hands ! Very pleased.Published 14 months ago by Emily
Bought these after several people who had been on Swimsmooth courses reported good feedback and I can concur that they are much better than using traditional style paddles. Read morePublished 14 months ago by MR C J FLAVELL
The rubbers were pain to get in, but the product itself seems to do what is promised.Published 16 months ago by Janar Novitski
Unfortunately, the Finis Freestyler Hand Paddles do not come with the rubber tubes shown in the pictures and therefore I am unable to use them.Published 18 months ago by Mr. P. G. Lewis

subset: commoncrawl


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Games and Movies
Separate names with a comma.
you know what a good game was... Zelda: Ocarina of Time on the N64. It was a masterpiece and still is. I pull it up on the emulator every now and...
JD argueing with the Janitor
"Hey! The little fella figured out the latch...Just like the snakes."
"There never was any sourball."
Young JD in maybe 6th grade. Good quote.
"My mommy had an abortion! My mommy had an abortion!"
I'll go ahead and start with another quote because I think Keith was right.
"Not around the devil woman!"
EB at my mall said not until next Tuesday will they have it. Circuit City won't be getting any. Target won't have any until the 30th. Luckily...
Mr. Bober I think was his name.
"Farewell stranger. I shall toast you with my heartiest wine."
"I smell cake! If Uncle Berny died someone's gonna have to call in a beer run!"
I was praying for a Rome 2, but the more I think about it the more I see how this game will be epic. Still, would love to see warhounds tearing into...
Vehicle: Crane w/ Wreckingball
Personality: Loves to smash buildings and autobots.
Turk or "Call Turk" as he was named in the fantasy
"It's beautiful, but my parents will kill me if I marry a black guy"
"Would you love a virgin dakari. It's a normal dakari I'll just let him give it to ya"
"I know my own body!"
Hint for my quote above: Season 6 Episode 9
JD I think
"Man is the only animal that wears pants during twosies"
"Fat guy! GO GO GO, Move Out!"
One of Jordan's friends that came to town when her brother died. I don't know their names.
"I'm staring at that picture above your head. Now is...
Cox and Kelso
"President Reagan should be on the one-dollar bill."
That sounds like a Dr.Cox quote but its not very tricky then. If I'm wrong ignore my quote.
"No soup for you!"
Dr.Cox to JD
"Fantastic. Let's make cancer feel foolish."
Troy the cafeteria worker.
"Why is there silverware in the pancake drawer"
JD on Dr. Acula
"Keith...More Popcorn..."
Kelso wins my vote. He is so evil and I love it, but he can be noble too. I get the most laughs out of him. Next is a tie: J.D. and Turk. The...
Clever post. However i will not be flooding in torrents or cracking up since i preordered a copy.
When i first heard about this game i got really excited and considered buying it over the new Total War game which comes out on the same day. Im...


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You can track your order by providing your order number.
Please Note: You can check the status of orders placed within the last 30 days. Any tracking information will not be provided until after midnight of the day your package ships.
Holiday glow! The spicy warmth of real imported stick cinnamon with a hint of cloves.


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Afraid in your homes ladies? Don't buy a machine gun - just get a shotgun and fire a warning shot from your balcony.
That's the advice from US Vice-President Joe Biden, who has told Americans that a few blasts of a shotgun is ample for self defence, as part of his push for White House gun reforms.
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Joe Biden: Buy a shotgun
Americans don't need semi-automatic weapons to protect their homes when a couple of shotgun blasts will scare off intruders, US vice president.
"If you want to protect yourself get a double-barrelled shotgun," Mr Biden said, on a Facebook forum hosted by Parents Magazine, as he related advice he once gave to his wife Jill, as their home in Delaware was in a secluded area.
"'Jill, if there is ever a problem, walk out on the balcony, flick that double-barrelled shotgun and fire two blasts outside the house'."
"You don't need an AR-15 assault rifle) ... it is harder to use, and in fact you don't need 30 rounds to protect yourself. Buy a shotgun."
Biden's typically colourful language came as he made a point that no one needed a fast-firing assault weapon to assure their own defence, and to fulfil their constitutional right to bear arms.
Following the massacre of 20 young children at a school in Newtown, Connecticut last year and other rampages, the White House is calling on Congress to reinstate a ban on assault weapons.
President Barack Obama also wants Congress to impose limits of the size of fast-firing magazine clips and to close loopholes in background checks required by current laws for people buying firearms.
The measures have been rejected in full or in part by the gun lobby, led by the National Rifle Association, many Republicans and some Democrats from conservative states who are facing re-election in 2014.


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A premiere of Satish Kaushik's play, Mr & Mrs Murarilal was held in Mumbai and some Bollywood celebrities attend the premiere. Let's take a look at... ...http://www.rediff.com/movies/report/pix-rishi-kapoor-meera-chopra-watch-satish-kaushiks-play/20160717.htm
The teenage daughter of one of India's best known movie directors has had her first chart hit—with a song she wrote when just 11 years old.... ...http://www.theweek.in/news/entertainment/shekhar-kapur-daughter-kaveri-kapur.html
Another terror attack shocked the world when seven militants opened fire on the Holey Artisan Bakery in the Gulshan neighbourhood and diplomatic... ...http://www.bollywoodhungama.com/movies/features/type/view/id/10862
Shekhar Kapur and Suchitra Krishnamoorthi's daughter Kaveri is following in her mother's footsteps with her singing talent. Proud papa took to... ...http://indiatoday.intoday.in/story/eyecatchers-of-the-week/1/704290.html
In the years when Indipop was actually a successful thing, the music video was an entity which commanded attention. From Suneeta Rao's Pari Hoon... ...http://www.firstpost.com/bollywood/watch-disha-patani-tiger-shroffs-befikra-music-video-is-a-glorified-bollywood-film-2862170.html
1 Followers


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What's NewPictures from the "Third ISA Forum of Sociology"
Some pictures from the "Third ISA Forum of Sociology" held in Vienna from 10 to 14 July 2016 have been uploaded in the Photo Gallery: click here to see the […]Postdoctoral Research Fellow/Research Fellow position
The Institute for Social Science Research at the University of Queensland is currently advertising a Postdoctoral Research Fellow/Research Fellow position. Please see the following link for detailed information on the […]Two vacancies for postdoctoral researchers
Dear all, We have two vacancies for postdoctoral researchers at our Sociology research group Institutions, Inequalities and Life Courses (IIL), each for three years. The positions are also affiliated with […]


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Sue Thomas: F.B.Eye 2002 | TV Show Watchlist
Season 1, Episode 18 Billy the Kid
First Aired: May 18, 2003
A federal judge is shot by a man (Christopher Ralph) whom Jack helped to beat drug addiction and get a job at the FBI. Even though drugs are found in the accused man's system, he swears he didn't take them. Sue Thomas has a cameo. Libby Dotson: Linda Carter. Dan Chambers: Tony Craig.
Guest Cast
Tony Craig Tony Craig Dan Chambers
Linda Carter Linda Carter Libby Dotson
Christopher Ralph Christopher Ralph Billy Marshall
Charles Gray Charles Gray Stan Eldridge
Cast & Details See all »
- Premiered: October 13, 2002
- Rating: TV-PG
- Premise: The true story of a deaf woman whose lip-reading skills land her a surveillance job with the FBI. (more)
Trending TonightSee all »
Botched8:30 pm | E!I'll Watch607 Watching
BrainDead10:00 pm | CBSI'll Watch371 Watching
The Last Ship9:00 pm | TNTI'll Watch203 Watching
Watch This
Who Said It: Taylor Swift or Meredith Grey?
Popular Shows
- 1. Orange Is the New Black
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A spectacular view of The Matecumbe Story presenting Action Hero Moments with Britney Spears when it's hidden in tarps
This shooting presentation tells the story of the Best Beloved War in all its rusting glory. Featured in the presentation is the inflating story set to music, "Two Navy Seals." The climax comes with a fermenting rendition of the Woods Address by a lonesome replica of President Spears.
Beware Princess Mode
© copyright 2011–2016
A Pants Aflame production


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Stamas gives tour of Alpena on Heritage Route
July 16, 2016 ALPENA — The Sunrise Side of Michigan played host to several state officials taking part in the Heritage Route 23 Legislative Tour. more »»
PI County purchase surveillance equipment for courthouse
July 16, 2016 ROGERS CITY —New surveillance will soon be installed in the Presque Isle County Courthouse Probate Court Room at a cost of $4,962. more »»
Large prizes offered at Walleye Tourney at MBTF
July 16, 2016 ALPENA — Michigan Walleye Tour and Thunder Bay Walleye Club are teaming up to put on the largest and richest walleye tournament in Alpena so fa. more »»
'Woods and Waters' theme of 13th annual garden walk
July 16, 2016 BLACK RIVER — This year's selections for the 13th annual Sunrise Garden Club's annual garden walk, will be located in northern Alcona County and even in part of southern Alpena County, according to... more »»
Top O' Michigan Insurance Agency of Alpena selected one of 5 star award winners
July 16, 2016 ALPENA—Fremont Insurance, a Michigan, exclusive property and casualty insurance carrier, announces that Top O' Michigan Insurance has been named as one of the company's Five Star Agency award ... more »»
PIE&G Communities First Fund awards more than $17k in grants
July 16, 2016 Presque Isle Electric & Gas Co-op members continue to generously assist area community organizations and individuals through the voluntary round up of their electric and natural gas billings. more »»
Presque Isle County Fair Association receives grant
July 16, 2016 PRESQUE ISLE—The First Federal Community Foundation awarded the Presque Isle County Fair Association a $500 grant this week that will go towards electrical wiring for the new pavilion at the... more »»
Lappan Agency has been named top 10 in agency growth
July 16, 2016 Auto-Owners Insurance is pleased to announce the Lappan Agency of Alpena has been named one of the TOP 10 growth agencies for the company in the Traverse City Region for 2015. more »»
Oral history
July 16, 2016 From polka music to rock 'n' roll and many genres in between, Alpena has always boasted a wealth of talented musicians who either have shared their talents locally or gone on to play bigger venues... more »»
Valuable life skills gained through Safe Sitter program
July 16, 2016 ALPENA – Skills learned in a Safe Sitter program at MidMichigan Medical Center - Alpena are valuable life skills. more »»
Local eye doctor certified as Dry Eye Center of Excellence
July 16, 2016 ALPENA — Robert M. Currier, D.O. more »»
Tying knots
July 15, 2016 more »»
'Dog-gone' excellent employee
July 15, 2016 ALPENA — There is a new employee at Alpena County Regional Airport who will be in charge of helping to keep the runways clear of birds and allow for safe take off and landings for the planes. more »»
14 women ready for challenge of Big5Dive
July 15, 2016 ALPENA — Fourteen women will embark on a race against the clock beginning Saturday at 12 a.m. more »»
Ella White 5th-graders need community to vote
July 15, 2016 ALPENA — Ella White Elementary School fifth grade students are in the running as a national finalist in the "Green Your School Fund," through a project the class submitted with teacher Bob Thomson t... more »»
Habitat for Humanity begins first new construction in 2 years
July 15, 2016 ALPENA —Despite the hot weather, heavy humidity, and blowing winds this week, work has begun on the first new Habitat for Humanity of Northeast Michigan home in two years. more »»
Lake Sturgeon season to begin Saturday
July 15, 2016 ALPENA - Anglers in the State of Michigan will get a chance to catch a fish of a lifetime with the opening of the hook-and-line Lake Sturgeon season, July 16. more »»
Extent of repair for Alcona County roadway, bridge unknown
July 15, 2016 LINCOLN — Work to stop an artesian well that sprung up on Bamfield Road near the Alcona Dam should begin on Saturday by Consumers Energy, according to Jesse Campbell, managing director of the Alcon... more »»
MSP troopers to assist at RNC
July 14, 2016 LANSING — Members of the Michigan State Police are heading to Cleveland Saturday for a seven-day deployment to assist at the Republican National Convention event. more »»
News, Blogs & Events Web


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Recently Awarded Achievements
Memoir '44 Online also features a sophisticated system of Achievements. Depending on how you perform during games, you may be awarded some badges or medals at the end of the game.
There are 3 categories of Achievements: Honor Badges, Specialist Badges and Expert Awards.
Honor Badges are usually pretty easy to get.
Specialist Badges are Achievements that are focused or rely primarily on the mastery of specific features of the game. This rewards raw skill over the social aspects of the game.
Expert Awards are rare Achievements that reward exceptional performance in a battle and/or during the career of a player.
Back to list
- Second Lieutenant erer3r4r34
- Awarded on 2016-06-16 20:34:57 at Sword Beach
- Second Lieutenant 101stMoxin
- Awarded on 2016-06-15 02:23:16 at Pegasus Bridge
- Captain GenPattonST
- Awarded on 2016-06-14 01:24:48 at Moyland Wood
- Second Lieutenant MacBurne
- Awarded on 2016-06-12 21:35:08 at Sword Beach
- First Lieutenant jugal
- Awarded on 2016-06-12 17:25:04 at Pegasus Bridge
- Second Lieutenant tiger501
- Awarded on 2016-06-12 12:39:49 at Battle for Hill 178
- First Lieutenant florentgachet
- Awarded on 2016-06-11 21:52:57 at Pointe-du-Hoc
- First Lieutenant player2037322
- Awarded on 2016-06-11 20:55:51 at First Assault Wave
- First Lieutenant dariosalvatore93
- Awarded on 2016-06-11 20:43:27 at Operation Cobra
- First Lieutenant juraj.peteja
- Awarded on 2016-06-11 13:26:37 at Carentan


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Cathron Day Davis
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I am 87 years old and I have been researching our families- mine and my late husbands- since 1958.I love every minute of it and especially the relatives list I have created.
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Carthron Day Davis
Are still active on Find A Grave. Love and hugs, Alice & Paul
Added by
on May 23, 2016 6:19 PM
Teresa Germann-Garside
Frank Suchy
F.A.G. reported the following problem: I searched the entire section and could not locate monument for the individual. Many monuments in this section no longer exist, were made of wood and have since deteriorated, are broken, or are not otherwise visible. So sorry! :(
Added by
Teresa Germann-Garside
on Jul 27, 2014 8:52 PM
Teresa Germann-Garside
RE: Frank Suchy;s grave
I am no relation however, I looked the Suchy's up and found nothing that you haven't posted on already. I put in a photo request for all of the Suchy's in Walnut Hill Cemetery, sometimes that will reveal something. I will contact you if the requests get fulfilled and hopefully the stones will reveal some answers if you don't live close to the Cemetery to check it out yourself. Keeping fingers crossed and hoping you get answers!
Added by
Teresa Germann-Garside
on Jul 25, 2014 9:07 AM
Edward Davis
Dear Cathron,
Something has happened to your husband's good pic. on F.A.G. It is shows up very small now, and looks nothing like him. When you click on the little pic it does enlarge to the very good pic of him. You may want to delete and re-enter his photo so it will show up well, as it once did. It is such a good picture.
I was looking at memorials in T. Memorial Park and created a memorial for Janie Arabella Darden as we can now link back to her mother and grandparents. You had told me Janie was buried beside her husband.
Our best!
Alice and Paul
Added by
on Sep 10, 2013 6:03 PM
Dennis and Heather
RE: Addington S. Day
You are so welcome. It was my pleasure to do so. Heather
Added by
Dennis and Heather
on Jun 15, 2013 11:25 PM
J.R. Scott
RE: Day Cemetery
I believe you may be the one confused. If you look on Find A Grave you will find the Speegle/Day cemetery and it is located in Morgan County, Alabama. I have no knowledge of another one in another location as you indicated. I went out there myself and took the picture you see of the cemetery and my relatives are also buried there. My Great Grandmother was Nancy Jance Gibson who was the daughter of Thursey Eliza Day. It is located on a hill southwest of Massey, Alabama.
Added by
J.R. Scott
on Feb 18, 2013 5:42 PM
William Byrd Day, Sr.
I forgot to ask you if your gr grandfather was Confederate soilder with 17th AL Infantry. I found a record of this on ancestry.com, but did not know if he was my g-g grandfather. Hoping you will know.
Our best!
Alice and Paul
Added by
on Jan 31, 2013 5:30 PM
RE: William Byrd Day , Jr.
Thank you so much for your information. We created a memorial for Willima Byrd Day, Jr. in the Day Cemetery in Oakman so we could fill in the family links.(# 104450004) We also sent you a question via Ancestry.com about John Day and his wives--It can be confusing.
If you look at the headstone of William B. Day, Sr. #49375563 --it says he died Jul. 16, 1901 --which would be a few months after his son WBD, Jr. Then on his wife's # 49376566, Nancy Harbison Day, there is one headstone marker that we are unable to read. Was thinking maybe William Byrd Day, Jr. was listed on that headstone. It shaped differently from oter two-
Will get back in touch. Thanks again --especially for the obituary of Wm. B. Day, Jr. Blessings!
Alice and Paul (gr. grandson of William B. Day, Jr. and Josephine Whitston Day)
The picture you have of WBD Sr. on Ancestry.com is greatly appreciated too.
Added by
on Jan 31, 2013 4:12 PM
P.S. Day Family History
Would appreciate any additional information or stories you may have about our Day family. I am the great grandson of Josephine Whitson Day, and grandson of Caroline "Carrie" Byrd Day Roberts Allen. My mother was M. Josephine Day-Roberts Felgner.
Paul Felgner
Added by
on Jan 30, 2013 5:59 PM
William Byrd Day , Jr.
William Byrd Day, Jr.(my great grandfather) was the son of William Byrd Day 1817-1901. Would you happen to know where Jr. was buried or the date of his death? We have them both dying in 1901. Would appreciate any information you may have.
Paul Felgner
Added by
on Jan 30, 2013 5:45 PM
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No biography at present.
Pictures of Mead, Margaret / Wikipedia


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Tangled up in pooh, the flowers of
Existence left unpicked, seed a burden
To the scattered vine. Indulgence turning
Over, soiled earth inheriting. The price of
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The sure. Blood money won't remember
Scaling back or wai the ginger root has been.
Stemming from a can do it of worms
Mixed fortune's life and death, so
Catching what the driftwood left behind.
Sleeps upon a wreath of figure eights
Accosted by the floating butterfly.
Betraying the existing wait
to tranquilize inside a downing sun.


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I've successfully set up a test plan in Jmeter that can execute 500 threads and loop through a few http requests on a single machine and integrated with Hudson. So let's say I want to increase my threads to 6000.
For starters I set up a few machines to accommodate a smaller total thread number like 1500. I use the built-in feature of running Jmeter in distribution mode. I enter 1500 threads in the master test plan. So here are my $10 questions:
- Why does each of the client run 1500 threads and not intelligently share the total thread count from the controller/master? (Did I configure my test plan incorrectly?)
- Is this even possible for Jmeter to also keep track of each machine's number of threads allocated to them and also keep track of the consecutive counting of counters?
Did I totally misunderstand the concept of executing load in distribution mode (I think so)? Do I manually need to configure variables, threads, loops etc. and run them separately and manually on each machine if I want to split the load?
Thanks for reading!


text:
V.21 No.26 |
The Daily Word in world temperature record, Carlsbad wildfire, Breaking Bad tour
By E.J Maliskas [ Mon Jul 2 2012 9:15 AM ]
Voters will get a say on Obamacare.
"Today my mother declared my bedroom a disaster area."
Millions are without power amid record heatwave across the U.S.
A sound historian at Indiana University recreated the oldest record in history using just a printed photograph of the album.
Sign up now for your ABQ Trolley Co. 'Breaking Bad' tour.
New wildfire burning near Carlsbad caverns has grown to 5,000 acres.
Best thing to do when accused of cat hoarding: Deny, deny, deny.
Scientists at Brookhaven National Laboratory break world temperature record with high of 7.2 Trillion degrees Fahrenheit.
Shooting in Hobbs has left one man dead and another arrested.
The news just does not get any more hard-hitting than Lindsay Lohan's hair evolution throughout the years.
RIP Minitel (France's predecessor to the world wide web).
Today's Events
Edgewood Music and Arts Fest at Wildlife West
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Scotty and the Atomics • rock, reggae, funk at The Palace Restaurant and Saloon
Art Fight 21: Summer Block Party at Tractor Brewing Wells ParkMore Recommended Events ››
Low Life Vids'n'Vinyl • 8.11.2016
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Heal the World!
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Tic-Tac-Toe (also known as Noughts & Crosses) is one of the oldest games and is an excellent tool that can be used to improve your thought process. In addition to giving you an excellent way to pass time. This game also gives you interesting information about the game of Tic Tac Toe itself, which improves your knowledge.
Simple puzzle domino game for kids
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Objective is to gently land the cargo on the yellow landing-pad without triggering an explosion. If it lands outside the landing-pad or hits the side pillars it will explode. The space ship's thrusters can be controlled by using the arrows at the bottom. Requires skill to apply appropriate thrusters to the spaceship to guide the cargo to safe landing.
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text:
Microsoft has begun implementing behavioral targeting of display ads on MSN sites.
The behavioral targeting technology will place Web customers into one of 18 segments as dictated by a combination of their online search habits and Web pages visited. Based on their segment, customers will be served display ads that are relevant to their interests.
Some of the segments available for targeting include parents, new/expecting moms, mobile users, power users, gamers and movie watchers. In addition to an auto buyers category, Microsoft breaks out researchers of luxury cars, sports cars, pick-up trucks, SUVs and passenger cars. For travel-related categories, there are segments for hotel, cruise, and airfare seekers. Financial categories include home buyers, credit card shoppers and personal investors.
An advertiser could, for example, choose to show ads to new mothers and parents, and MSN would show the ads to those visitors to any Microsoft sites that have been identified as members of that segment, while showing other ads on the same page for visitors from other segments.
"The benefit is two-fold: Consumers benefit from ads that are relevant to their interests; and advertisers benefit by reaching relevant audiences and increasing ROI," said a Microsoft spokesperson.
Microsoft first previewed the targeting capabilities to select advertisers at its Strategic Accounts Summit in May. Altough these display ads are not yet being served through Microsoft's adCenter platform, they eventually will be. Improved targeting, including behavioral, has been at the core of adCenter since it was first previewed to advertisers last year. The company revealed some of its targeting tools in June, through the adCenter Labs project.
Yahoo has offered behavioral targeting across its network for a few years, first with its Fusion and Impulse offerings, and more recently with new targeting capabilities with segments for "Engagers" and "Shoppers." More behavioral targeting tools are also expected in Yahoo's upcoming Panama search ad platform, expected later this year. For its part, Google has said that it has no plans for behavioral targeting this year, but it's likely to be offered at some point, especially in light of some of its patent applications that reference it.
EDITOR'S NOTE: This story has been updated to clarify that these behaviorally targeted display ads are not yet being served through adCenter.
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"Where Fillmore County News Comes First"
Online Edition
Wednesday, July 27th, 2016
Volume ∞ Issue ∞
- 8:39:21, Jul 27th 2016 - Middle Man - Trump leaves a lot to be desired, hopefully if elected he surrounds hims ... [Read More]
- 7:13:53, Jul 27th 2016 - Aunt Barb - I am so proud of you, Michael, working to make this world a more peaceful ... [Read More]
- 12:36:54, Jul 27th 2016 - left luvr - @sv85 Where are you getting this stuff? One server for classified info a ... [Read More]
- 6:36:59, Jul 26th 2016 - What the ???? - @sv85 Where is this fact vs opinion stuff come from? Left luvr is mak ... [Read More]
- 2:34:51, Jul 26th 2016 - LOLZ - I think someone needs a dictionary or possibly his ears cleaned. 1) Misogyn ... [Read More]
- 1:46:43, Jul 26th 2016 - SV85 - @left luvr "I don't like Hillary because she is incompetent, that is a fact, ... [Read More]
- 9:27:19, Jul 26th 2016 - Kim Wentworth - @lolz- you could not show one example of a bigot, racist, or misogyni ... [Read More]
- 5:46:46, Jul 26th 2016 - LOLZ - WOW, the Trump worshipers are out in full force. He is a bully, a fraud, a meg ... [Read More]
- 11:04:13, Jul 25th 2016 - former left winger - @sv85 Are you so angry you can't see straight? Left luv never c ... [Read More]
- 10:43:02, Jul 25th 2016 - left luvr - @sv85 You just don't get it do you. I don't like Hilary because she is i ... [Read More]
Neil J. Byers
Fri, Oct 18th, 2002
Posted in Obituaries
Posted in Obituaries
Neil J. Byers, 76, of West Salem, Wis., formerly of Preston, died Oct. 14, 2002 at Lakeview Center Nursing Home in West Salem.
He was born Oct. 30, 1925, in Preston, grew up there and graduated from Preston High School in 1942. From Jan. 25, 1944, to July 18, 1946, he served with an anti-tank company in the Marines. He served in the South Pacific, including at Okinawa, and achieved the rank of private first class. After his discharge, he returned to Minnesota and studied journalism at Mankato State College and Winona State University. He was married and later divorced. He is survived by an uncle. The funeral for Neil J. Byers was Oct. 18, 2002 at Thauwald Funeral Home in Preston, with the Rev. Carolyn Westlake officiating. Burial was in Crown Hill Cemetery in Preston with military graveside rites by the Preston VFW and American Legion posts.


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text: Pedersen v. Office of Personnel Management Defense Of Marriage Act Violates Equal-Protection Principles August 13, 2012 share share on linkedin Facebook share on twitter share on google+ Share With Email Send Thank you for sharing! Your article was successfully shared with the contacts you provided. print reprints U.S. District Court U.S. District Court 3:10cv1750 Jul 31 2012 (Date Decided) Bryant, J. Section 3 of DOMA, the Defense of Marriage Act, violates the equal-protection rights of individuals who are married to individuals of the same sex, because it defines "marriage" as "a legal union between one man and one woman," and "spouse" as "a person of the opposite sex who is a husband or a wife." More from Connecticut Law Tribune Paralegal Who Stole From Firm Accused of Violating Probation Special Ed Students Being Shortchanged a Year, Suit Says Supreme Court Rules Blind Sex Offender Should Still Receive State Rental Assistance Court Reinstates Conviction in Murder Case More from the ALM Network Previous Next Kim Kardashian vs. Taylor Swift: The Legal Implications of the Snapchat Recording Williams & Connolly Argues to Block Clinton from Questioning The National Law Journal Georgia's Same-Sex Adoption Is Valid in Alabama, US Supreme Court Says Daily Report The Quotable Thomas Perez: Secretary of Labor and Possible VP Pick Corporate Counsel How Women Can Be Assertive (and Lovable) Why We Kicked Dentons Off the NLJ 500 and Am Law 200 Lists The National Law Journal Brexit Fallout Begins for the Legal Industry Texas and Volkswagen Shake Hands on $50M Partial Settlement Texas Lawyer Updated: Supreme Court Strikes Down Abortion Restrictions in Texas In-House Lawyers Slam Order Requiring Yelp to Take Down Reviews Corporate Counsel Ali's Lawyers, Counsel to The Champ, Recall Representing The Greatest The Am Law Daily Headed Back to Class, Ken Starr Faces Trust Issues, Experts Say The National Law Journal Verrilli, Who Defended Obama Policies in Landmark Cases, is Leaving Justice Department Yelp Review of Pet-sitting Company Protected by Free-Speech, Defendants Argue Texas Lawyer When It Comes to Workplace Bullying, Jurisdiction Matters Corporate Counsel Law Firms Look for Lessons—and Clients—in Panama Papers Leak The Am Law Daily George Mason Law Faculty Declares Support for School's 'Scalia' Name Change The National Law Journal A Call for Legal Ops to Ditch the Silos and Share Corporate Counsel Judge Grewal to Leave Bench for Facebook The Recorder Supreme Court Decision Returns Beloved Dog to Owner Texas Lawyer


text:
Company Overview of All3Media Limited
Company Overview
Berkshire House
168-173 High Holborn
London, WC1V 7AA
United Kingdom
Founded in 2003
44 20 7845 4377
44 20 7845 4399
Key Executives for All3Media Limited
All3Media Limited Key Developments
ALL3MEDIA Limited has appointed Angela McMullen as the group's new Chief Financial Officer. McMullen will be joining company on November 9th from Liberty Global plc where she has held the post of Managing Director – Operations and Chief Financial Officer for Liberty Global's media investments group. McMullen has been with the Liberty Global group for over 14 years in senior finance and more recently operational positions and she was instrumental in building the Chellomedia business. Previous to this McMullen held roles as Group Financial Controller, Reed Business Information and Senior Vice President Finance, Walt Disney International.
All3Media appointed Simon Knight as the new Chief Executive Officer of Maverick Television. Knight will join Maverick from Ricochet where he has held the post of Creative Director for the last two and half years, prior to which he spent a year as Director of Factual Entertainment. In his previous role as Executive Producer at BBC Bristol, Knight.
All3Media appointed Dónall Crehan from rival super-indie Endemol Shine Group to head up its legal operations. Crehan will join the company, which is joint-owned by Discovery and US cable giant Liberty Global, in October in the newly created position of general counsel. He will provide legal counsel for All3Media and the 21 operating companies within the group, reporting directly to chief operating officer Sara Geater who joined in April. As Endemol Shine's senior legal director, Crehan was responsible for the integration of the Shine companies into the group following the merger.
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