text:
I'm a geek. Yeah. A geek. Uh-huh.
So yup. Pretty much that. A geek.
Oh. And I have curly hair. /Really/ curly hair.
And do martial arts.
Joined:Jul 02, 2011 12:04PM
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Featured work.
By SherlockMalpense
Social data: 30 reads. 2 votes. 2 comments.
Description: How loud can money speak? When money is the root of all evil, the rich have regretted their decision to enhance their children for hundreds of years. Many generations later the Enhanced still walk the street...

subset: commoncrawl


text:
What Jeb Bush was really saying
Former Florida Gov. Jeb Bush made news last weekend at the 25th anniversary celebration of his father's inauguration while speaking about his approach to a potential presidential run in 2016. Even when appearing extemporaneous in an interview with Fox News' Shannon Bream, he was delivering a deliberate message to the party faithful.
Here is some of what he said, with my interpretation of each quote.
Jeb Bush: "We need to elect candidates that have a vision that is bigger and broader and candidates that are organized around winning the election, not making a point."
Translation: Political parties exist for one purpose — to win elections — not to be ideological vessels. So our party needs to decide now: Do we want to win this thing in 2016, or nominate one of the usual suspects whose primary or caucus strength will never translate into a general election contest against Hillary Clinton? I'm interested in winning, and I believe that, to do so, we will need to do well with Hispanics and independents.
JB: "Campaigns ought to be about listening and learning and getting better. I do think we've lost our way. I'm not being critical of my party, but campaigns themselves are reflective of this new America."
Translation: Actually, by saying that I am not being critical of my party, I am doing the opposite. C'mon. That nomination process in 2012 was an embarrassment, especially the debates. Remember when every candidate on the debate stage raised a hand and said he'd reject a 10:1 tax cut to the spending hike deal? Guess what. I'd have kept my hands in my pocket. And regardless of my feelings on the death penalty, I wouldn't have saluted Rick Perry for overseeing 234 executions. I would never have stood silently when a war veteran was booed for revealing he was gay. And I would not have let people in the audience cheer at the notion that someone without health insurance should be allowed to die in an ER. Those incidents formed an impression of our party that we couldn't shake in the fall.
JB: "The way I look at this, and this is not, you know, and I'm going to say this and it will be on tape and so be it."
Translation: I'm about to say something really important. Get out your recorders.
JB: "The way I look at this is, someone who comes to our country because they couldn't come legally, they come to our country because their families, a dad who loved their children, was worried that their children didn't have food on the table, and they wanted to make sure their family was intact, and they crossed the border because they had no other means to work to be able to provide for their family. Yes, they broke the law, but it's not a felony. It's an act of love, it's an act of commitment to your family."
Translation: Let me talk about Hispanics, both because I believe in what I am about to say and because if we don't do well with this constituency, we cannot win in 2016. First of all, immigrants don't come here to malinger. They come here to provide for loved ones.
JB: "I honestly think that is a different kind of crime, that there should be a price paid. But it shouldn't rile people up that people are actually coming to this country to provide for their families. And the idea that we're not going to fix this but with comprehensive reform ends up trapping these people when they could make a great contribution for their own families, but also for us."
Translation: The type of risk-taker who risks everything to live here embodies the same characteristics as entrepreneurs who provide benefit to our economy. Our economy actually needs this influx.
JB: "Can a candidate run with a hopeful, optimistic message, hopefully with enough detail to give a sense that it's not just idle words? And not get back into the vortex of the mud fight?"
Translation: Don't expect me to fight dirty if I get into this thing. I'm cut from the same cloth as my old man, and I believe in a fair fight.
JB: "He's the real deal. ... He's a spectacular guy."
Translation: Gov. Christie gets what I am saying. I know he is fighting this bridge thing, and I'm willing to stand with him in his time of need because he would have been the standard bearer for the people I wish to represent, and he's not like Sens. Ted Cruz and Marco Rubio, former Sen. Rick Santorum, Rep. Michele Bachmann, ex-Speaker Newt Gingrich and former Gov. Mike Huckabee. He's practical and pragmatic, like me.
JB: "Leading from behind is so odd to me."
Translation: President Barack Obama is not my guy. Don't mistake anything I've said as a willingness to further the liberal policies that are anathema to me.
JB: "I just don't feel compelled to run for cover when I think this is the right thing to do for our country."
Translation: I abhor litmus tests on things like Common Core, and I will not bend to interest groups on either side of the aisle to capture the nomination. Remember, I'm the guy who said in 2012 that Ronald Reagan and my dad would have had a "hard time" succeeding amid the "disturbing" hyperpartisanship of today. Each succeeded with bipartisan support, and that is the way I would approach the job, just like I did in Florida.
So, to quote Jack Nicholson in "As Good as It Gets": "Sell crazy someplace else. We're all stocked up here."
Michael Smerconish writes for The Philadelphia Inquirer. Contact him via www.smerconish.com
Across the Board
The Journal Sentinel Editorial Board's blog on the day's happenings as they happen.


text:
hey everyone
so my name is sophie, im 15 years old.
i dont really have much hobbies or interest's or anything. i like watching movies and shows and stuff though
some shows I watch are :
ghost adventures.
ghost hunters.
the vampire diaries.
the walking dead.
True Blood.
game of thrones.
teen wolf.
American horror story.
once upon a time.
the secret circle
true detective.
gossip girl
pretty little liars
Being human
puberty blues.
I love rock music.
Im really antisocial and I hardly ever leave my room. im also really awkward so sorry if I don't reply to your messages. I suck at making conversations.
Im a very lazy person so I don't update my stories as fast as I should but I try.
I have a lot of fictional crushes, im kind of in love with Damon Salvatore from the vampire diaries.
I love horror movies, it's my favourite genre.
I also love horror and thriller books.
I love anything supernatural and paranormal.
and um what else Is there to say about me.... um... I love animals and um yeah. thats pretty much all about me, I don't really have much of a life.
I mostly just eat, read , sleep and watch TV shows :P.
so um yeah... that's about it.
btw if you follow me then I will follow back.
...V...Put this
...A...On your
...E...That crazy
...S...Obsession over vampires
█ 10% Hyper
██ 20% Devious
███ 30% Gets confused O_o?
████ 40% Dancer
█████ 50% Daydreamer
██████ 60% Smart
███████ 70% Loveable :)
████████ 80% Funny
█████████ 90% Fashionable!
❒ Single
❒ Taken
✔ Mentally dating a character that doesn't exist
Location:my room
Joined:Oct 22, 2012 05:08AM
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ThatVampireChick Dec 08, 2014 02:27PM
it's my birthday today :)View all conversations
Featured work.
The Book of Horror
By ThatVampireChick
Social data: 2.6K reads. 92 votes. 64 comments.
Description: This book is filled with short scary stories and scary urban legends. reader beware your in for a scare, read this book if you dare!.
Other Works by ThatVampireChick.
Song Lyrics
this book just has some lyrics to some of my favourite songs and songs I like and can relate to.
save me from myself
17 0 0
she sits in a room all alone with nothing to save her from her dark depressing thoughts
20 Facts about me
26 1 0
title says it all
Letters To My Future Self
80 4 3
letters to my future self. (this isn't really a story or anything. it's just some personal letters...


text:
Sheraton Hua Hin Resort & Spa
1573 Petchkasem Road, Thambol Cha-Am, Hua Hin, 76120, Thailand
Phone: (66)(32)708 000
4.6/5 (346 reviews)
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Rates starting from THB 5,500+++ per room per night for single/double occupancy in a Garden View room.
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Enjoy a spectacular all-Inclusive package at Sheraton Hua Hin Resort & Spa including:
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Valid for stays booked and completed by December 17, 2016Book This Offer
Terms & Conditions
© 2016 Starwood Hotels & Resorts Worldwide, Inc
Guest Reviews
Hear from our guests about their stay from 346 verified guest reviews
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recommend this hotel
Sheraton Hua Hin, my favorite in Hua Hin, I love going back, the rooms are well done, and the pool access rooms are so convenient to get in to the pool from your room, food is good, breakfast variety is excellent, service good.
4.6 /5
Rooms & Suites
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- Check in: 3:00 PM
- Check out: 12:00 PM
- 10,000 Starpoints® for a free night
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Explore Hua Hin
Our Location
Situated a short two-and-a-half-hour drive south of downtown Bangkok, the resort in nestled 15 minutes from the seaside town of Cha Am
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- Events


text:
Reported by Maria Rotelli
Scarlet Staff
Tuesday September 25th
23:00 – Woman in a short shirt seen stumbling in the street.
Wednesday September 26th
11:31 – Non-electric car parked in the charging station.
Thursday September 27th
8:36 – Wild chicken on the loose in the administration lot.
Friday September 28th
9:45 –Bike was found secured to emergency doorat the Sackler Science Center.
19:10 –A student came to police headquarters to reclaim his bike.
19:39 – Escort van hits a mirror.
Sunday September 30th
15:05 – Student saw car running, doors open, and someone leave car.
16:39 – In Bullock hall thepower was out in one room only.
17:02 –A kitten was found on the main campus.
In addition, there were 8 calls for Escort, 9 calls for EMS, 8 various complaints including 2 reports of suspicious people, 3 weed-related incidents, 8 alarms went off and 24 various other services this week.


text:
Welcome to the Referee Courses section of our website. Here you will find all the information you need regarding The FA Referee Courses in Surrey.
The Football Association has made many changes to the FA Referees Course which is only for those who wish to referee 9v9 / 11v11 football. The FA has introduced a specific referees Course for those who wish to only referee Mini Soccer (football played by those in the age banding of U7 to U10).
These courses are entirely different and there will be a conversion course available to 9v9 / 11v11 football for those who attend the FA Mini Soccer Course. Places on the courses (24) will be allocated to those with a Surrey address first prior to other applicants. Out of County applicants will be allocated a place if space is available.
The cost of the courses are as follows:
• FA Referees Course (9v9 / 11v11 football only) = £150
• FA Mini Soccer Referees Course (U7 to U10 aged football) = £100
For both courses, those aged 16 and over that referee in youth football will need an FA CRC (Criminal Records Check) which is £10. Details of the 6 Units and 5 modules that make up the FA Referees Course can be found below in the documents section at the bottom of this page.
For further information please also complete the Referee Courses Questionnaire in the documents section at the bottom of this page and contact us.
Please contact firstname.lastname@example.com for further information. The Surrey FA are always keen where possible to assist you in your refereeing journey.
Are you looking for inspiration? Why not read the news report involving 5 Surrey FA referees that took part in the Dana Cup, the worlds 3rd largest football competition involving over 1,000 teams and 250 referees - click here for the full article.


text:
By Laura Bramon
My first rosary is invisible: a string of children's voices ricocheting off the concrete walls of a slum convent, flying up to God and to the cold gray batting of the Altiplano sky. The children's eyes are chapped with wind and cold, lines feathered like wings in their brown skin. This gives them a mask of wisdom: as if they can see beyond what I see, as if they can see God.
They see His Mother alive in the tiny concrete woman in the outdoor niche, to whom we herd them so they can bark their prayers. Sweet children, whose soft heads smell of moss and cold, whose breath is warm and gluey with the dried milk we feed them. First, we train the sucker feet of their lips to the tipped cups; we place in their hands the round, fleshy little loaves of bread they rip up and eat.
And then we line them up and walk them out into the sunlight to say the rosary in their backwater Spanish. I stand in their midst and stare at a woman I don't know, her mantel draped like a crenulated shell, the warmth of the children's bodies like a shuffling tide lapping at my hands and knees. I learn the prayers from the children's mouths and we shout them out to her. [Read more…]


text: Posted February 7, 2011 Gantt has said that Scherer had a bad knack for overcomplicating things. Yup and Jake basically said after he left that he let Scherer get into his head a little too much. Could also explain the total brain cramp Moore experienced this past season? I can tell you from hanging out at practice that as the starting QB was walking out Scherer was almost always in his ear talking about something as they walked. Share this post Link to post Share on other sites


text:
News By Tag
Industry News
News By Location
Industry News
Ayurvedic Health and Wellness Center Opens in Mountain View, California
Wellness center offering full range of services including the essential mind/ body detoxification therapy, Panchakarma - recommended for restoring optimal health and peak performance.-
As part of its comprehensive menu of services, specifically designed to improve quality of life for busy Silicon Valley professionals and their families, the Center also provides the highly sought-after Ayurvedic rejuvenation program "Panchakarma"
"As healthcare in the United States transitions from "sickness care" to "wellness care" in the 21st Century, there is a growing need for holistic and wellness centers, says Dr. Jay Apte, founder of the Ayurvedic Health and Wellness Center. "An increasing number of people are opting for complementary and alternative medicine approaches such as Ayurveda and other natural philosophies, to solve their health problems because these therapies emphasize prevention, incorporate all aspects of human being – body, mind, spirit – instead of focusing only on physical body. We create "custom tailored" wellness plans, rather than one size fits all programs."
Centrally located in the heart of Silicon Valley, near many of the world's leading technology companies, the Center offers corporate wellness programs to address the special needs of high stress individuals and provides informational programs and seminars for individuals, groups, and businesses on Ayurveda, as well as other disciplines such as acupuncture and chiropractic. Plans are also in place to open a holistic store to offer various health and wellness products including holistic, ready-to-cook, pre-packaged foods and herbal supplements.
The Center will celebrate its grand opening with an open house on September 11th and 12th between 9:00 AM and 6:00 PM. The public is welcome to attend and learn about the Center's variety of body and mind rejuvenation programs and services. Those booking appointments while at the open house will receive a $25.00 discount that can be applied to any service and a free bottle of rejuvenating herbs. For more information, call 650-868-5582 or email email@example.com.
# # #
About Dr. Jay Apte: After practicing medicine in India, Dr. Jay Apte migrated to the United States and dedicated herself to Ayurvedic practice and teaching. She established The Ayurvedic Clinic in the Dallas/Ft. Worth metroplex in 1987 and relocated the clinic to Foster City, California in 2000. She founded "Ayurveda Institute of America" offering Ayurvedic educational programs to healthcare professionals. She also founded "Herbal Care", the first company in the United States to develop and market Ayurvedic herbal supplements and AyurFoods, which provides holistic and healthy, ready-to-cook, pre-packaged meals. To learn more about Dr. Jay Apte and the Ayurvedic Health and Wellness Center, go to www.hnwellness.com.
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text:
Almost everybody wants to take a vacation at some point during the year, but a recent poll suggests that vacation time might not be taken as often as it once was for U.S. workers. This should come as no surprise, given that the average number of vacation days employees take per year has declined from 20.3 in 2000 to 16.2 in 2015. While a myriad of reasons may be to blame, two likely causes would seem to be technology and overwork.
Technology, especially the reliance on electronic forms of communication and document sharing, has steadily increased over the past 15 years. Although there are a variety of benefits, the reliance on electronic communication has also resulted in about 44 percent of people reporting they check work messages at least once per day when on vacation, with a small minority of workers (11 percent) reporting they check work messages hourly when on vacation.
There is also no doubt that technological advances have made U.S. workers more productive, allowing fewer workers to perform more activities today than would have been possible 30 or 40 years ago. However, increased efficiency from technological advances is not without its downsides. Often, this increased efficiency means there are fewer people to whom work can shift when someone goes on vacation. Add to that the emphasis on increased efficiency and doing more with less that occurs during a recession, and many organizations have been left without the slack resources that would permit workers the flexibility they need to effectively take vacation.
The "do more with less" attitude has permeated the workplace. APA's Stress in America survey highlights the impact of work on people's stress levels. Two-thirds of U.S. workers reported that stress is a somewhat or significant source of stress, second only to money. Furthermore, the latest results from the Work and Well-Being Survey indicated that a burdensome workload and long work hours were cited as two of the top five sources of work stress.
Previous research has shown that the psychological detachment that corresponds with various types of breaks from work (with vacations being one type of break) offer significant benefits for stress, health and well-being. However, these benefits are often short-lived. If workers are on vacation but still investing their resources into work activities, one would have to wonder whether such a break would possess the requisite psychological detachment to be of benefit.
We Need More Than Encouragement to Get the Most Out of Vacation
With all of these factors working against employees being able to effectively take vacations (and benefit from them), it is not sufficient for managers to simply encourage employees to take some time off. The issue is much broader than that; the system has to be designed to allow employees to regularly detach from their work.
Yet, in the era of doing more with less, most systems are not designed to provide the appropriate detachment necessary to support ongoing health and well-being. While manager support and encouragement is important, the following should also be addressed:
- Provide deliberate attention to the issue of temporary responsibility shifts. This may include using technology to aid workers in coordinating vacations across the unit, so that work unit staffing can be appropriately managed.
- Provide cross-training so workers can actually shift their work. When only one employee is capable of performing a given task in the unit, and said task if required on a regular basis, that employee can seldom ever fully detach from work. But when multiple employees are capable of performing that task, it becomes easier to manage around one worker's absence. Cross-training can be an effective way to develop important competencies in multiple employees, which can be a benefit when employees take vacation (not to mention offering a myriad of other benefits).
- Ensure vacations avoid peak periods. Avoid scheduled absences that would put undue pressure on other employees. Many employers have blackout periods and require sufficient notice before an employee is permitted to take a vacation. This allows them to ensure that those employees who will be in the office are not unduly burdened while the vacationing employee is absent. However, many organizations lack such structure, and the vacation process can result in significant increased stress for employees still in the office.
- Employees should plan appropriately to ensure a relaxing vacation. Employees should prepare to shift their responsibilities when they leave. Appropriate planning needs to occur so those who will be overseeing job responsibilities while a given employee is on vacation have the needed information to do so.
- Make time off a regular occurrence, not a once-a-year perk. Because the benefits of vacation are short-lived, time off from work should be encouraged regularly. It does not have to be weeklong vacations, but taking one or two days off on a regular basis can be beneficial for worker health and well-being. Furthermore, if organizations were to proactively build such an emphasis into their cultures, they could create systems and processes that are easier to manage than when employees scramble to cram their vacations into a shorter period of time.
If organizations and employees would begin thinking more strategically and systemically about vacations and other forms of time off, worker well-being and organizational productivity would both benefit. Such win-win scenarios are the hallmark of a psychologically healthy workplace, and the opportunity to detach and recharge is a necessary component of such a workplace.
Editor's note: This is the first post in an ongoing series that shares some of the initiatives, events and activities that support employee health and well-being at the American Psychological Association. We don't only talk about how businesses and organizations can be psychologically healthy. It's a model we've also adopted ourselves.
You've heard of happy hour, but what about a healthy hour? At the American Psychological Association employees have the chance each month to gather at Healthy Hour for a break from their work and participate in physical and mental competitions, play sports and dance games on a Wii and socialize with colleagues.
Organized by APA's Staff Initiatives Office, the monthly event energizes employees, increases healthy behaviors, improves morale and creates camaraderie among the staff.
Competitions range from hula hooping to memory games and plank holding to hopping across the room on one foot. Physical activity isn't the only offering: employees can watch funny TV shows and snack on healthy foods. Winners of the games are rewarded with fun prizes, but let's face it—with healthy breaks we are all winners.
Encouraging employees to get active pays off: Research has shown that employees who spend 2.5 hours a week being physically active were more satisfied with the quantity and quality of their work, reported increased work ability and took less sick time than employees who did not engage in physical activity.
At a recent Healthy Hour, APA employee Heather Dade takes a break during her workday to play a game, meet up with coworkers and snack on fresh-cut vegetables, fruits and dip. "Participating in Healthy Hour always rejuvenates me," she says. "I love the games and other activities offered, the healthy snacks, and getting a chance to chat with co-workers that I don't get to see regularly.
"I get my energy level up playing ping-pong or one of the cool activities that is offered there and come back to my office ready to get to work."
These types of healthy breaks are good for the employee and also benefit the employer.
People who take short breaks are more productive and able to focus on a task for a prolonged amount of time than people who do not, according to a 2011 study published in Cognition. While this may seem counterintuitive, breaks leave employees feeling more refreshed, recharged and able to complete their next task.
Towhanna Boston never misses a healthy hour. "I attend our healthy hours because it forces me to feel better mentally, physically and emotionally. It is a true refresher in between our daily APA routines."
Tara Davis is director of the Staff Initiatives Office, which is part of APA's Center for Organizational Excellence.
I was perusing the internet recently, and I came across a piece called "Happiness is the New ROI." The article equates happiness to a sense of engagement and being a part of a company that is a great place to work. The problem here is that happiness and engagement are not the same thing.
Unfortunately, both of these terms seem to be popular buzzwords in 2016 and have been for several years now. They have been pirated to promote a variety of nonsensical, pseudo-scientific self-help schemes – usually for the purposes of selling books, consulting services or life coaching. A search for the term "happiness" on Amazon will result in more than 92,000 hits on its list of books, and a search for "work engagement" (to avoid any books about getting married) will result in more than 14,000 hits.
Yet, the two constructs are fundamentally different from a scientific standpoint. Dr. Dan Haybron, a philosopher who has been instrumental in moving the study of happiness forward, would most succinctly define it as "emotional well-being" (for a more sophisticated explanation, you might also check out the Stanford Encyclopedia of Philosophy).
Engagement, on the other hand, would be best defined as "...a positive, fulfilling, work-related state of mind that is characterized by vigor, dedication, and absorption." It is the persistent experience of a high level of energy and identification with one's work. It drives us to marshal the mental, physical and emotional resources needed toward the fulfilment of some goal (or set of goals).
While work engagement can contribute to one's overall happiness, it is not happiness itself.
Happiness is a much broader conceptualization of well-being, one that is affected by a lot more than just the workplace. In fact, research would also suggest that, at most, engagement is one element that influences happiness (along with others, such as pleasure and meaning). To state the situation more simply, engagement is insufficient by itself to produce happiness, and insufficient research exists to determine even whether engagement is a necessary to create happiness (though few researchers would deny that it is helpful).
In addition, the pursuit of happiness as a goal in and of itself is fraught with challenges. People are fundamentally flawed when it comes to knowing what will make them happy, and sometimes the pursuit of happiness itself can be counterproductive. In some ways, this is probably because people have a sense of when they are happy, but they are not necessarily very good at figuring out why they are happy.
Yet, we seem to live in a buzzword society. Self-help gurus and consulting firms generate an extraordinary number of sales with promises to create happy and engaged workers. They use faulty surveys and gimmicky, scientifically unvalidated tactics (like happiness projects) as their tool kit. Yet, for all their efforts and all the sales of books and consulting services, I have yet to read any headlines indicating that happiness and engagement have skyrocketed.
There is no universal solution for how to be happy, just as there is no universal solution for how to increase engagement among workers.
However, what we can conclude based on research is that happiness is much broader than work engagement and defines a sense of well-being that extends far beyond the workplace. Instead of trying to focus on making workers happy or engaged, organizations should consider focusing on what they can do to make the organization a better place to work, asking questions such as:
- How can we reduce or eliminate structures, practices, and processes that keep people from being productive?
- How can we improve the ability of workers to flexibly respond to the various demands they face, both at work and at home?
- How do we show people they are valued so they will remain with the organization?
- How can we improve the management and leadership that exists throughout the organization?
- How can we identify what is most important to our employees and take steps to address those needs?
I suspect that if organizations ask these questions, rather than focusing on how they can make their workers happy, they will find much greater long-term success. As a goal, increasing the happiness and engagement of workers may be too broad and convoluted (not to mention paternalistic). However, identifying and promoting resources to support productivity, flexibility, retention and other key outcomes is a much more attainable goal.
A recent article by Mark Murphy on the Forbes website cautioned against the use of items on employee surveys that assess employee satisfaction. He argued that satisfaction is synonymous with contentment, and that contentment is antithetical to employees giving 100 percent at work. Rather, he argued that employees must be inspired "to give [their] best effort," which is not achieved when they are simply content (or satisfied) with their job. Unfortunately, his perspective may be only partially accurate.
Previous research would suggest that he is correct about the difference between satisfaction and engagement. Warr and Inceoglu (2012) found that the smaller the difference between the desired and actual features of a job (in terms of a supportive environment, ethical principles, and other factors), the more satisfied they were.
This, of course, comes as a surprise to absolutely no one. However, the more interesting result was that when employees perceived their jobs to lack some of those key features (in other words, features of the job were less than desired), they actually experienced more engagement – likely because they were motivated to pursue those desired job features. In other words, employees were motivated to make their jobs fit better with their preferences.
Overall, the results point toward two phenomena that make perfect sense from a motivational standpoint:
- Workers can be satisfied with their actual levels of specific job features, but when they desire greater levels of those features, they experience more engagement.
- When their job possesses more of those key features than desired, satisfaction suffers.
Engagement is a motivational experience; we experience it when we are pursuing a desired goal or outcome. Satisfaction, on the other hand, suggests that what we have is sufficient; it is a state of contentment.
To use an example, consider the issue of control. Some people are very satisfied with the amount of control they have over their work. Their primary motivation is simply to maintain what they have. However, others may be moderately satisfied with the control they currently possess, but would prefer to have more of it. These employees may, therefore, experience engagement when they have the opportunity to utilize or pursue greater levels of control over their work.
Neither set of employees is necessarily poor-performing. However, engaged workers will be more likely to value and take advantage of new opportunities to develop themselves in their job. So, in some ways, Murphy is right. Being highly satisfied is antithetical to the experience of engagement.
If you want people to strive for more, they should not be overly satisfied with their job as it is now; they have to want something more (i.e., a goal). If employees would change nothing about their current job (everything about the job is exactly how they want it), they may be satisfied, but they are not likely going to be motivated to pursue something more. That motivation comes from some perceived disconnect between how their job is and how they would prefer their job to be.
This is an underlying principle of what researchers would call self-regulation, which is nothing but a fancy way of saying that people have goals (which are outcomes they value), and they are motivated to achieve them. It implies that what we want in the future is somehow different than what we have now, and we are motivated when we see opportunities to close the gap between our present experience and desired future. However, our desire to close this gap can necessitate a variety of behaviors.
And this is where Murphy's argument requires some caveats. While engagement is a motivational experience stemming from a desire to achieve a valued goal (i.e., to give our best effort, as Murphy says), if our best effort fail to produce results (i.e., some level of contentment), then we may cease to give our best efforts. Instead, we may choose to withdraw our efforts, either becoming disengaged or perhaps leaving the organization.
And that creates the conundrum. Sure, you want to avoid a scenario in which workers are fully satisfied with the status quo, unmotivated to change anything. Being too satisfied can be detrimental to motivation. However, if workers see too many discrepancies between what they value and their current condition (in other words, they have too many valued goals they are trying to pursue at any point in time), you could be creating a scenario that is also detrimental to motivation.
Instead, it would seem as though the optimal approach would be to create an environment that promotes a moderate level of satisfaction, but also one that promotes the motivation to push for something more. In that way, you could benefit from both satisfied and engaged workers.
We spent the month of February asking people to tell us why they love their jobs. Here's our final selected submission, sent in by Ansley Gammage, human resources coordinator at the American Accounting Association
"My job is great. I wish everyone enjoyed their company as much as I enjoy my work and coworkers at the American Accounting Association. They truly respect each and every one of us and want us all to feel appreciated. I work hard daily complete work that makes myself, my team, and my boss proud.
"When we accomplish something huge, whether as individuals or as a team, it's discussed and we're praised. We have monthly team interactions, and we have task forces that work together to create lunch and learns and our association newsletter, AAA News and Views.
"The fun doesn't stop there, though! This wonderful place is dog friendly, so they wander around looking for love--and treats, of course. If we are sick, we either take one of our MANY sick days or we can work from home. They want us to be well, and not to spread our germs so they are very persistent that we take the day off if we are under the weather.
"This appreciation for the American Accounting Association has definitely spread, because many applicants would take any position with us just to get their foot in the door. I'm so very grateful to be working here."
Thanks, Ansley, for your submission. Look for a delivery of special treats as our appreciation for helping to spread the love.
What do you love about your job? Tell us in the comments. The month of February is over, but love of a job can last year round. Whether it be making a difference, working with fantastic colleagues, feeling proud of the organization you work for, having great benefits or whatever else -- it's always a good time to spread the love.
William A. (Bill) Gentry, PhD, an expert on leadership and director of applied research consulting services at the Center for Creative Leadership, will deliver the keynote address at APA's 2016 Psychologically Healthy Workplace Awards, which will be presented on Saturday, Feb. 27, in Washington, DC.
In his keynote address, he will talk about the "The Engaging and Engaged Leader" and how leadership development contributes to a healthy workplace.
A senior research scientist at CCL, Dr. Gentry is also an adjunct assistant professor in the psychology department at Guilford College and an associate member of the graduate faculty in the organizational sciences doctoral program at the University of North Carolina, Charlotte.
Dr. Gentry graduated summa cum laude from Emory University in 2000 and received his PhD in industrial-organizational psychology from the University of Georgia in 2005. Before joining CCL, Dr. Gentry was an organizational effectiveness specialist at United Parcel Service.
In applying his research into practice, Dr. Gentry's current focus is on helping new leaders who are managing for the first time in their lives, particularly those on the frontlines in entry- and first-level positions in organizations. His research interests are in multisource (360) research, survey development and analysis, leadership and leadership development across cultures, leader character and integrity, mentoring, managerial derailment, multilevel measurement, and in the area of organizational politics and political skill in the workplace. He also studies nonverbal behavior and its application to effective leadership and communication, particularly in political debates.
More about Dr. Gentry is available on the CCL website.
In 2011, Dr. Gentry was inducted into the inaugural class of the University of Georgia's "40 under 40," as one of the top 40 graduates of the University of Georgia under the age of 40 to have made an impact in business, leadership, community, educational and/or philanthropic endeavors, demonstrating dedication to the University of Georgia and its mission of teaching, research and service; and representing the very best of UGA graduates.
In September 2016, Bill's first book on first-time managers and new leaders will be published by Berrett-Koehler Publishers titled "Be the Boss Everyone Wants to Work For: A Guide for New Leaders."
Dr. Gentry also frequently posts written and video blogs about his research in leadership and first-time managers (usually connecting it with sports, music, and pop culture) on CCL's "Leading Effectively" blog. You can follow him on twitter: @Lead_Better.
It's been two years that Ashley Uhl has worked for an association management company, and her employer doesn't just meet her expectations--it goes beyond. Ashley's submission is our selected pick of the week during our "I Love My Job" campaign in February that highlights the positive aspects of work.
We want to know why you love your job. There is still time to send us your "I love my job" story or submission. We're collecting submissions through the end of February. Our selected submission each week -- like Ashley's -- will receive a sweet treat and care package to share with coworkers.
Here is why Ashley Uhl, senior association manager at Meeting Expectations, loves her job:
"I've been at Meeting Expectations for nearly two years, and I still love coming to work every day. I have fun with my co-workers, and we work hard to deliver the best results for our client.
"The company itself is flexible, giving employees the ability to work from home or flex hours when needed. You can volunteer for new opportunities and to learn new skills with other client teams. And as is the case with people who work hard, we also play hard.
"The entire company (four offices and other remote employees) gathers in Georgia each summer for a fun retreat--where we are NOT allowed to bring our laptops. It takes the focus off of work and deadlines and lets you get to know other people you've never worked with before. And maybe throw someone in the pool."
Thanks, Ashley for your submission. Look for a delivery soon of special treats as our appreciation for helping to spread the love.
What do you love about your job? Making a difference, working with fantastic colleagues, feeling proud of the organization you work for, having great benefits, something else? Let us know. Tell us in writing or send us a photo or video. Help us spread the love and you might even be the next person featured!
Brie Reynolds works for a company that promotes remote and telecommuting jobs, so it's no surprise that her own job is a flexible one. And she loves it. Her submission is our selected pick of the week during our "I Love My Job" campaign in February that highlights the positive aspects of work.
We want to know why you love your job. Send us your "I love my job" story or submission through the end of February. Our selected submission each week -- like Brie's -- will receive a sweet treat and care package to share with coworkers.
Here is why Brie Reynolds, director of online content at Flexjobs.com, loves her job:
"I love my job because I know I'm helping people every day, both directly and indirectly, to find jobs that better fit their lives. We hear from people who need better work-life balance for many reasons (Among the reasons: They're caring for children or elderly parents. Their spouse is in the military. They live in a rural area without a lot of opportunity. Or even finding a better balance between work and life is important to them).
Within the content team, I get to write and produce career and job search advice that helps people become better job seekers, so they can land flexible jobs. I also love my job because I'm using the skills I love (writing, research, advising) every single day.My coworkers are way too much fun to work with. I get to work from home every day with flexible hours. Not having to worry about a daily commute means less stress and more time to spend with my family or cultivating new hobbies. I'm not so much a work-hard, play-hard kind of person. So I like to say my job lets me be a work-hard, relax-hard person."
Thanks, Brie, for your submission. Look for a delivery soon of special treats as our appreciation for helping to spread the love.
What do you love about your job? Making a difference, working with fantastic colleagues, feeling proud of the organization you work for, having great benefits, something else? Let us know. Tell us in writing or send us a photo or video. Help us spread the love and you might even be the next person featured!
Every February, we host "I Love My Job" to highlight the positive aspects of work. We're receiving great submissions from people who are telling us the reasons they love their job.
We're featuring the best submissions each week here, on Facebook, Twitter and other social media pages. The person or team who provides our favorite entry for the week receives some special treats to share with his or her co-workers.
Send us your "I love my job" story or submission
Here is our favorite submission from last week, sent in by Alena Callaghan, a senior manager for marketing operations at Opower, an enterprise software company in Arlington, Va., that helps utilities elevate the customer experience (including saving energy.)
Why do I love my job? Let me list the ways...
- The Arlington office is dog-friendly. I don't have a dog of my own, so I'm able to get my puppy fix by playing with my coworkers' pooches.
- We're treated like adults. We all have the capability to telework thanks to company-issued laptops, and I'm able to flex my hours to take care of deliveries, appointments and more. My managers trust me to get my work done without requiring me to clock in at a specific time.
- Management listens to our concerns. There are regular Q&As with the management where we can submit anonymous, public questions through slide.do. When several people raised concerns about lack of diversity, they formed a committee to come up with concrete plans, such as having a consultant come in to one of the company meetings to teach about unconscious bias.
- The pantry is filled with delicious, free, healthy(!) food: avocados, fresh fruit & veggies, ice cream, granola, and more.
- There's plenty of room for growth and learning. I'm able to attend conferences, sign up for online training, and create a development plan to advance in my career.
- We help the earth. One of the major benefits of our software is that energy users are able to save energy... over 9 million kilowatt hours and counting (enough to power every home in New Mexico for a year!)
Thanks, Alena, for your submission. Look for an office delivery next week of special treats as our appreciation for helping to spread the love.
What do you love about your job? Making a difference, working with fantastic colleagues, feeling proud of the organization you work for, having great benefits, something else? Let us know. Tell us in writing or send us a photo or video. Help us spread the love and you might even be the next person featured!
Recently, the press release for an article appearing in Academy of Management Discoveries made some waves with the headline "Contagion of off-site work drains the company office of its value and appeal, new study finds." Media picked up the headline and ran with it, offering comments such as "…people started working from home because everyone else was doing it" (New York Times) and "Giving your employees the chance to work from home might not be the win-win proposition many believe it to be" (Business News Daily).
Before you use this information to kill telecommuting because it's bad for business, the press release about that article does not tell the whole story. In fact, a review of the methodology and results from the underlying study suggests the media's portrayal is not exactly accurate.
The premise that working outside the office acts like a virus that kills off everyone's motivation and the company's values is not justified by the results of the study. Those comments came up only in some of the original interviews the authors conducted with 29 IT employees of the company. Follow-up surveys conducted with hundreds of employees from across the organization did not even study this "contagion effect."
Rather, survey respondents from across the organization were more likely to indicate they telecommuted for beneficial reasons. The three most frequently cited reasons for working from home were the perceptions of being more productive (67 percent), being better able to manage work-family demands (63 percent) and because it made their job more satisfying (43 percent). Only 29 percent reported that it was because few people from their team worked in the office much. While selecting that reason predicted how much time people spent working from home, so did selecting other reasons. It was subsequently unclear how many people selected the office being empty as their primary or only reason for working from home.
Did someone from @TheOnion guest wrote an article for @nytimes? "The office became this isolated wasteland" https://t.co/zSfUsTEj67— Andrew Bezzub (@abezzub) January 14, 2016
To be sure, there is likely going to be some loss of social interaction when people telecommute regularly, but this is not news to anyone. In the early 2000s, the Center for Work and Family at Boston College produced a report that argued:
Not every position can be accomplished remotely and not every individual is suitable to work remotely or to manage remote workers. Assessment of person and job-fit to a telecommuting arrangement is essential.
The report also concluded that telecommuting by one or many employees will impact other organizational members, relationships among co-workers, and relationships between telecommuters and their managers.
An article written by Wayne Cascio and published by the Academy of Management Perspectives in 2000 – which was cited in the recent Academy of Management Discoveries article – already highlighted potential issues of isolation, loss of synergies due to decreased personal interactions, and decreased levels of trust, if not managed properly.
So, slow down the frenzy already.
If you have telecommuting at your office and it's working well, congratulations: You're helping employees by providing them a more flexible workplace. If not, then the recent article published in the Academy of Management Discoveries is not going to help you. It really does nothing but highlight two things we already knew.
First, a no-holds-barred approach to telecommuting may not always be in a company's best interests. If employees are free to pick and choose when they come into the office (or if they come in at all), you run the risk of creating a scenario in which people stop showing up to work because when they choose to go, they don't get anything out of it. Rather than simply letting employees do whatever they want when it comes to telecommuting, companies should be deliberate about how they go about implementing that flexibility.
Second, regardless of how well it's managed, not everyone is going to think working from home is the ideal work arrangement. Everyone has different needs they fulfill through their work – including needs for achievement and affiliation. If people value face-to-face physical interactions as a way of meeting their affiliation needs, then obviously they may not thrive as well in a virtual environment.
Neither of these two issues, though, are new in any way and have been studied in past research (though, admittedly, more research on this topic can always be done). Regardless, it is important for us all to remember that telecommuting is not something we should allow to simply pop up in an organization. Like any other work process, it requires a strategy, effective management, and integration and coordination, among other work processes. It also requires that workers are a fit with this way of working and that management processes and infrastructure can effectively support it.
So, before you conclude that telecommuting is bad for business, you should delve deeper into the research.


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[http://active.typepad.com/.shared/image.html?/photos/uncategorized/steroid.jpg]Steroid abuse in sports has been a growing problem for many years. Until now many states have done little to stem the tide of this public health problem. (As well as certain Major League sport leagues headed by one Bud Selig.) But the Garden State is trying to change that on that local level.
Beginning this school year the state of New Jersey will test nearly 5% of the some 10,000 high school athletes who will participate in state tournaments. New Jersey is the first state to administer steroid tests to high school athletes in such a wide-spread manner.
Athletes will be chosen at random and tests will be analyzed by the UCLA Olympic Analytical Lab in Los Angeles. Each test will run about $175���a large reason why many states have not taken the lead on this issue. It���d be great if this forces the other 49 to step up and take some immediate action.
Should NCAA Pay for Athletes' Injuries?
Tom Slot
Should Bat Maker be Liable for Athlete's Death?
February 2009 Snapshotz Winner
Should Bat Maker be Liable for Athlete's Death?
Should Bat Maker be Liable for Athlete's Death?
ACTIVE is the leader in online event registrations from 5k running races and marathons to softball leagues and local events. ACTIVE also makes it easy to learn and prepare for all the things you love to do with expert resources, training plans and fitness calculators.


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Kellan Lutz Kisses Girlfriend Sharni Vinson
Cory Lopez
| November 14, 2012 - 10:12 am
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State Sen.: Stenger's Political Ties to McCulloch Could Cost Him County ExecutiveThe fight to remove St. Louis County Prosecutor Bob McCulloch from the Michael Brown case could hurt Steve Stenger's run for County Executive.
Credibility Concerns in Michael Brown InvestigationMissouri authorities leading the investigation into the police shooting death of Michael Brown are increasingly facing questions about whether their eventual findings can be seen as credible.
Nasheed Calls for McCulloch to Step Down in Michael Brown InvestigationState Senator Jamilah Nasheed (D-St. Louis) requested that McCulloch recuse his office from the investigation into the shooting death of Michael Brown so that a special prosecutor can be appointed to oversee the investigation.
Grand Opening Held for North Sarah Redevelopment City leaders are celebrating the grand opening of a new housing and retail development in North St. Louis.
Fair St. Louis Responds to Claims of SegregationState Sen. Jamilah Nasheed says R&B bands were relegated to lesser stages in Forest Park.
Capitol Perspectives: The Art of CompromiseThese past few weeks, we've seen signs of how difficult it has become to pursue compromise in Missouri's General Assembly.


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I was 17 when i got my dui. When i went to court the judge told me if i finished the dui first offenders classes in 6 months it will be dismissed. Once it's dismissed can i get my license back?
Personal Injury Lawyer
It depends. The DMV should have also conducted an Administrative Per Se Hearing. If you failed to win that hearing, then your license will be suspended for 1 year, no matter what happens on the court side. You can however, apply for a "critical need" driving permit through the DMV no matter what happens. Find a good local DUI attorney in your area that can assist you with this. California DUI Lawyers Association is the best place to find a DUI attorney in CA.
DUI / DWI Attorney
When you were arrested for the DUI, were you given an temporary license. If so, did you contact DMV within 10 days and request a hearing. These questions are critical to whether or not your license can be reinstated without a request for a "critical need" restriction.
If you did not request a hearing, there is most likely a suspension in effect on your license that was imposed, not by the court, but by the DMV regardless of court action. If this is the case, you will need to request the restriction described by Aaron Hicks - critical need restriction.
DUI / DWI Attorney
Both of the above answers are correct, and assume the same that I would. You should contact the DMV and see how long the suspension is in effect for. If you're already on a suspension, your only option would be to apply for a "critical need" to get the license back anytime soon. The DMV suspension is separate from what the court would do.
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Sandals Collection
Spring Summer 2012
DescriptionComposition 60% Calf, 40% Goat, 100% RubberDetails Fussbett sandal in calfskin. Two-band sling-back. The swallow-tail pattern creates a contrasting color effect and decorates the upper, mounted onto a rubber-and-rope anatomic sole, which provides for comfortable fitting.Product Code 44391031pe
Shipping & Returns
We offer both Standard and an Express shipping: choose the service that best meets your needs at Checkout.Returns service: you have 20 days from delivery to follow our quick and easy return procedure.


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- Report: #1008576
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Complaint Review: Enerbank USA
Enerbank USASalt Lake City, Utah United States of America
Enerbank USA Completely Unprofessional, Out to rip off anyone they can. Salt Lake City, Utah
*UPDATE Employee: Response from EnerBank USA
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and didnt contact me for another 7 months. They stated the the $1000. was put towards the interest the loan would accrue for that year. There would be $0 taken off the principle and I would have to continue to make interest payments each month. When I told them I wanted to pay off some of the balance of the principle, they told me I would have to send them more than the interest payment, and also state that the additional would go to the principle.
If I didnt state that, any additional monies would go towards future interest. I started out with a loan of about $6000. and my loan is now $7000. I have made all my payments on time, but they continue to say that my payments are late. When I told them I can afford to pay them interest for the rest of my life, they said, "then you should have thought about when you took out the loan". I told the guy that I have children and dont make much money and that my children come first.
He said and I quote, "maybe you should have thought about not having children, and its not his problem and that the loan should come before feeding my kids". The company is completely unprofessional, and I truly believe they are ripping people off intentionally. They should not be allowed to operate and I am sure if they were investigated they would be shut down.
This report was posted on Ripoff Report on 02/04/2013 10:53 AM and is a permanent record located here: http://www.ripoffreport.com/r/Enerbank-USA/Salt-Lake-City-Utah-84106/Enerbank-USA-Completely-Unprofessional-Out-to-rip-off-anyone-they-can-Salt-Lake-City-U-1008576. The posting time indicated is Arizona local time. Arizona does not observe daylight savings so the post time may be Mountain or Pacific depending on the time of year.
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text: On Tue, 2009-09-15 at 07:57 -0400, James Marcinek wrote: > Hello all, > > I have several clusters which have been built using system-config-cluster. > > I would like to now add a quorum disk and possibly a multi-cast address to the cluster as well. Can someone tell me how to go about this using system-config-cluster? I've tried looking over the tool but cannot find these fields. Quorum disks are not always necessary. :) (I don't know the answer to your question about how to configure it using s-c-c) > -With the initial cluster build, do the cluster nodes heartbeat by default over their service IP or is the quorum disk or multi-cast required to do this? By default, openais uses the IP associated with the name in cluster.conf for multicast traffic. > - Do I need to set 'fence levels' - I've defined a fencing device for the cluster? The state of the cluster indicates that they are not fenced (as I would expect because there are no issues) Yes, at least one per node. -- Lon


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Publicado el 19/08/2016
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The Breast Cancer Research Foundation, founded in 1993 by the late Evelyn H. Lauder, is dedicated to funding clinical and translational research on breast cancer at major medical facilities worldwide. Currently, more than 91 cents of each dollar spent by the Foundation, over $425 million cumulatively since 1993, goes directly to breast cancer research grants and awareness programs. Our mission is to achieve prevention and a cure for breast cancer in our lifetime. The Foundation's Board of Scientific Advisors directs grants where they will have the greatest impact, to innovative research projects that have the potential for rapid clinical application and success. The Foundation welcomes contributions from individuals, foundations and corporations, in the hope that through concerted efforts, we will achieve our mission.
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Email: Ingresa para ver las direcciones de email.
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Teléfono: (866) FIND-A-CURE
Fax: (646) 497-0890
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Toledo O-Lineman Suplexes Own RB
November 21st, 2013| by Lost Lettermen
When fighting for a first down against an undefeated team, you have to resort to certain things. Such as suplexing your own running back in order to get said first down.
That's what Toledo's Greg Mancz did with teammate David Fluellen against Northern Illinois on Wednesday night. Fluellen was tripped up in the hole by the Huskies defensive line, and it looked like he'd fall short of the marker. Realizing this, Mancz grabbed Fluellen, kept him upright and threw him backwards for the necessary first down yardage.
If Mancz was weaned on professional wrestling, it looks as though it finally paid off on the gridiron.


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Harrisburg – Pennsylvania's first human cases of West Nile Virus of 2012 have been detected. A Franklin County woman is now recovering after being hospitalized with meningitis due to WNV. A Lancaster County woman is also recovering after contracting West Nile fever, the milder form of WNV.
Due to an unprecedented level of mosquitoes carrying the West Nile Virus, the Department of Health strongly urges residents to minimize their exposure to mosquitoes.
Statewide sampling shows higher numbers of WNV-infected mosquitoes than any other summer since monitoring began 10 years ago. This is likely due to last year's mild winter.
As a result, Pennsylvania could see a greater number of human illnesses in 2012 than in recent years. The risk for WNV infection is highest during August and September and will not end until the first hard frost.
Department of Environmental Protection conducts regular surveillance and control to manage mosquito populations around the state. So far, DEP has detected WNV-infected mosquitoes in 42 counties. However, it is likely that WNV is present in other areas as well.
Monroe has 27 positives this year, 22 in mosquitoes and five in birds and Pike has none.
For more information, including current test results for mosquitoes, birds and horses, visit www.westnile.state.pa.us and click on the Pennsylvania map, or call 1-877-PA HEALTH.
Location, ST | website.com


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Get involved! Whether you are here to ask or give help - we are happy you stopped by and look forward to seeing you in the future! Please watch our Welcome Video to get started.
04-15-2013 11:20 AM edited {1}
My webcam for sony vaio - VGN-CR21S is not working with skype. How do i get it working ? thanks
04-17-2013 07:02 PM edited {1}
Hi lg.
Does the issue persist with all the applications?
Are you getting any error message while trying to use the webcam?
If the issue persists only with the Skype, try re-installing it.
You can get back with the operating system currently installed in your computer.


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Make learning more fun for little girl with Munchkin bath learning toy pack. This pack has vocabulary cards, floating letters and numbers and other bath time toys. Theyre made of foam and float in the bath tub. These kids learning toys introduce your baby to shapes and colors. Their compact size makes them travel friendly. Includes 60 pieces.
Manufacturer's Suggested Age: 3 Years and Up
Includes: bathtime vocabulary cards, floating letters and numbers
Fill Material: 100% Foam
Educational Focus: Letters and Numbers, Shapes and Colors
Number of Pieces: 60
x 22.000 L
Product Weight: .750
Care and Cleaning: Air dry, Wipe Clean with a Damp Cloth
other Info.
- Online Item #: 13356335
- Store Item Number (DPCI): 030-04-3873
- Made in the USA or Imported


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Walney fire station
CELEBRATING Abbi McLaughlan and Kieran McCormack
Walney School pupil Amy Henry
Joshua Livesey with his bike
FLOWERS Pat Ellis, Monica Pugh and Laura Darragh who run Toddler Praise LINDSEY DICKINGS
Vickerstown Institute, Central Drive, Walney
Walney fire engine
Vickerstown Institute
Public site meeting at Tummer Hill, Walney, to discuss a slow worm relocation project
Walney resident Maureen Slater who complained to Cumbria County Council about them clearing the gorse bushes at Tummer Hill. JON GRANGER
Car key found by Tammy Suart
Harry Harper
Councillor Andrew Butcher assess the water levels near North Lonsdale Road.
An organisation which helps the homeless is among the grant recipients
Pupils and staff at Low Furness School


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Definición de politburo en inglés:
sustantivo (plural politburos)
1The principal policymaking committee of a communist party.
Oraciones de ejemplo
- He retired from the politburo at the Communist Party's sixth convention in 1986, when the country's 'doi moi' economic reforms were formally endorsed.
- The FSLN National Directorate, like a Communist Party politburo, was the sole entity governing both the instruments of coercion and the judicial system.
- The agenda for the three-day party convention does not include discussion on succession or earlier demands from dissenters that Mugabe's powers be reduced and the party politburo, its main policy-making body, be elected not appointed.
1.1 (Politburo) The principal policymaking committee in the former Soviet Union, founded in 1917. Also called (1952–66) the Presidium.
Oraciones de ejemplo
- During the remainder of 1970, Honecker built up support within the Politburo and the Central Committee.
- Zaisser, a Party supporter all his life, was stripped of his job and kicked out of the Politburo, the Central Committee, and the Party.
- Prodded by the Stasi chief, the Politburo persuaded the Czech government to close its borders to East Germans.
From Russian politbyuro, from polit(icheskoe) byuro 'political bureau'.
For editors and proofreaders
Saltos de línea: pol¦it|buro
Definición de politburo en:
¿Qué te llama la atención de esta palabra o frase?
Los comentarios que no respeten nuestras Normas comunitarias podrían ser moderados o eliminados.
Muy popular en Reino Unido
Muy popular en Australia
= de moda


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The Kitchen Cart with Stainless Steel Top adds valuable storage and work space to your kitchen. It has a spacious cabinet with an adjustable shelf for storing bakeware, cookware, small kitchen appliances and other accessories. This kitchen cart also has a spice rack that keeps these ingredients within easy reach. Its towel bar can be used to hang oven mitts, dish towels or other linens. This cart has a hardwood frame with a modern, ebony, black finish to complement any kitchen décor. Designed with heavy-duty, locking casters, this wood kitchen cart is easy to move.
Solid wood construction; black finish; stainless steel top
Spice rack and towel bar
Spacious storage cabinet with an adjustable shelf
Heavy duty locking casters
Features: Adjustable Shelves
Cart Style: utility/working cart
Frame Material: Hardwood
Hardware Material: Steel
Wood Finish: Ebony
Metal Finish: Stainless Steel
Surface Material: Stainless Steel
Finish: Lacquered
Number of Drawers: 1
Number of Shelves: 1
Accessories Included: Casters
Care and Cleaning: Wipe Clean with a Damp Cloth
Dimensions: 35.500 H x 32.500 W x 18.000 D
Weight: 71.000
Assembly Details: assembly required, tools provided
Placement: Floor
other Info.
- Prop 65 warning
- Online Item #: 696109
- Store Item Number (DPCI): 249-04-1073
- Made in the USA or Imported


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Grambling football coach resigns
Published: Friday, February 4, 2011 at 8:56 a.m.
Last Modified: Friday, February 4, 2011 at 8:56 a.m.
GRAMBLING — Grambling State athletic director Lin Dawson says head football coach Rod Broadway has resigned to take the head coaching job at North Carolina A&T.
Broadway arrived at Grambling in 2007 and has gone 35-12 in his four seasons, which included a Southwestern Athletic Conference championship in 2008.
Reader comments posted to this article may be published in our print edition. All rights reserved. This copyrighted material may not be re-published without permission. Links are encouraged.


text: I'll post the first six when I get them... 6)I know that you didn't have any part in Extreme GB, but if you've seen any of it, what do you think of the series? And fans want to know, 'Is it considered Cannon with the original?' Question#6: I never even saw one episode of Extreme GB. It was a concept of Hasbro to try and re vitalize the franchise to sell toys (I never saw a toy either). I think they may even have paid to get it produced, not sure. 7)What would you like to see released as extras on the animated Ghostbuster DVD's? Any particular forms, ala season sets or best ofs? Any current plans to put these out? 7:It's a shame there is no collection of the best shows. The first set of videos was when video tape was still a young industry. There were only a few shows completed and some were just terrible...we were still feeling out how to do the show. One of my favorites was the chickens show and the very sophisticated boogie man show...too many others to recall...but I wish there would be a good collection. I'm surprised we haven't seen the show being aired anywhere at all... 8)Last RGB question....There's supposedly a Ghostbuster Revival going on. A new Comic Book has appeared, shifting away from the RGB Designs(Fans of Egons hair from the series are dissapointed ), and going with a more movie toned look. If this is a success, do you think a new animated series based on the book can make it in todays toon market? 8:I haven't seen a new comic...can you send me one? I have no idea if it could come back to life...my feeling is no...that was then and this is now...new audiences, etc. 9)First of the Movie questions. What was it like working with these guys in their prime? Where they really as wild as reports during their Saturday Night Live days would have us beleive? 9:No not nearly. I knew Bill (and in fact John Balushi's wife was my assistant in my National Lampoon days) during those days...they WERE wild, By the time the movie was made, no one was wild anymore. 10)Dan Ackroyd is apparently really into ghosts and spooks, as is one of his brothers. I'm curious if he ever took you to a 'live haunted house'(no pun intended) as research for the movie? And have you had any real ghost encounters? 10anny talked a lot about the super natural and I'm aware of his brothers interest...but no we never did any thing approaching the subject. The closest thing we did for "research" was movies...we screened "Ghostbreakers" "Scared Stiff" (the same movie but with jerry Lewis instead of Bob Hope...same script, director, some scenes even picked up)...and others. But actual haunted houses etc...no. 11)Who's idea was the 'Stay Puft Marshmellow Man'? One of the best movie ideas and designs ever . You just feel so sorry for the poor guy when he gets burned to bits . 11anny came up with Stay Puft in his very first draft. The actual design was figured out at the effects stage. We were very unsure of the idea all through filming...thought we might be crazy and we were worried...but the first screening calmed those fears...he went over HUGE,,,then we asked ourselves, how could we have doubted ourselves. 12)With CGI as prevalent as it is Today, what type of Ghost effects do you think you can get away with compared to the 80's? Or do you think that CGI can ruin the 'realism' that a puppet or manaquin can represent? 12:No cgi has only made effects better. We struggled with transformations, etc..today, kids stuff. On the other hand it is a good example of how it is concept and writing that in the end count. 13)Many people are wondering if a 20th anniversary DVD of Ghostbusters is in the works? I don't know why it would be needed since the first one, with the MST3K Style Commentary, is one of my favorites ever made . They are also hoping Ghostbusters 2 can get the same treatment..Is it possible to get the 4 guys to do a Cast Commentary for one of them if the first or second are ever re-released? 13:I think the DVD that exists is IT...anything else would be milking it. #2 with commentary? I don't know....doubt it....we've all gone our separate ways...but hey 6 years from now? First lets see who is still alive. 14)Whatever happened to Ghostbusters 3? Was there ever serious talk behind getting it started? So many rumros, and then it just stopped.... 14nly rumors about#3....especially after EVOLUTION...ouch. 15)During the end Credits of Ghostbusters 2, we see what appear to be bloopers. (There's one of Murray dancing near a refrigorator). Do any bloopers of the two movies exist for a possible DVD re-release? 15:The bloopers (or more accurately out takes or scenes cut) probably are in the vaults...I don¹t know. Sony doesn¹t even speak to me..... didn't consult on HEAVY METAL for instance. And 16)If there where a Ghostbusters 3, what directino would you like to see it go in? All new Cast? All new villains? etc.. 16: too hypothetical a question.....but my guess is that it would have to be so different it would have to take place on Mars. Michael C Gross


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Meet the Academic Advising Team
Rebecca Chabot-Wieferich, Dean of Advising Services
email@example.com, 617.585.0215
Rebecca is originally from Michigan and received her M.Ed. degree in Higher Education and Student Affairs Administration from The University of Vermont. Prior to coming to the BAC Rebecca lived in Connecticut where she was the Transfer/Sophomore Mentor at Sacred Heart University. Rebecca started at the BAC as an Academic Advisor in 2008 and advanced to the Director role in the fall of 2012. Most recently she has taken on the role of Assistant Dean of Students where she also supervises the offices of Student Activities and Student Life. Rebecca enjoys working with students and is proud to be a member of the BAC community. In her free time she likes to be outside, enjoying activities such as snowshoeing and kayaking, with her family.
Karen Stephanides, Associate Director of Advising and Disability Services
email@example.com, 617.585.0274
Karen was born and raised in Massachusetts and received her M.S.W. degree from the Simmons School of Social Work in Boston. Prior to joining the BAC's Academic Services Team, Karen spent three years at Bay State College as a Student Success Coordinator/Disability Support Services Coordinator. She has a passion for supporting and advocating for students and takes great pleasure in joining them as they celebrate their many successes. Karen enjoys spending time with her family, visiting warm places, and taking full advantage of every free moment to spend with her rambunctious pup, Toby!
Christina Liu, Academic Advisor and Writing Instructor
firstname.lastname@example.com, 617.585.7352
Christina earned her M.F.A. degree in Creative Writing and Publishing from Emerson College in 2003. She has taught and tutored at Emerson College and Berklee College of Music prior to becoming an Academic Advisor at the BAC. Here at the BAC, she teaches Expository Writing and Research Writing, in addition to her Advisor role. Christina is a published poet and has been the featured poet at various Boston and Cambridge venues including Stone Soup Poets, The Cantab Lounge, and The Lizard Lounge. She has also worked as a translator and outreach worker to the Asian community in Quincy, MA and served as an ESOL Counselor for Quincy Community Action Programs as well as Quincy Asian Resources, Inc.


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- Report: #724073
Report - Rebuttal - Arbitrate
Complaint Review: james sweeney
james sweeneyfredriksted fredriksted, Select State/Province United States of America
james sweeney i am not going to let another person be victim of these crooks he need to be expose fredriksted, Other
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Archive | LV Life
Pottermore transforms muggles into wizards
After fans mourned the end of the eighth and final movie of the Harry Potter series, author J.K. Rowling announced the continuation of the series online.
Galloping toward a friendlier Los Angeles County Fair
When most people think of the Los Angeles County Fair they think about the rides, games and deep fried foods while the racetrack is often forgotten.
Students dance past basics
Students at the University of La Verne are learning much more than just new moves from this semester's Contemporary Social Dance class.
Class finds a voice in revolution
Students at the University of La Verne are being conditioned to lead their generation with revolutionary speeches in the style of those given by Winston Churchill, Nelson Mandela and John F. Kennedy.
Rockstar nails bring a party to the fingertips
Move aside painted nails, "Rockstar" nails are lighting a new trend.
Indian club hopes to share culture
Aksheta Verma, a sophomore education major, has started a new Indian Cultural Association club, with the hope of bringing together Indian students and sharing Indian culture with the La Verne community.
Claremont Farmers Market reaps what it sows
Oscar de Leon, an alumnus of the University of La Verne, proves constant care is another key ingredient in cultivating a healthy and thriving farmers market.
Women flock to new feather trend
Feather hair pieces are a fast growing trend, both permanent "clamp-in" feathers and temporary "clip-on" feathers are here to stay for the fall season according styling experts and retailers.


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Practical Nursing Bridging Program for Internationally-Educated Nurses
Program Code: 9352
School: School of Community and Health Studies
Credential: Diploma
Program Type: Fast-track program
Program Length: 1 year/ 3 semesters
Start Date: Fall, Winter
Location: Morningside Campus
Email: email@example.com
Telephone: 416-289-5000, ext. 8068
Program Overview
The Practical Nursing Bridging program for Internationally-Educated Nurses is designed as an academic pathway to transfer skills and nursing knowledge to a Canadian setting.
The program will meet the needs of:
- Internationally-educated nurses who are interested in working as registered practical nurses (RPNs) in Canada
- RPNs who hold a certificate and wish to upgrade to an Ontario college diploma
- RPNs who have been out of practice for ten years or less and need a refresher program
The curriculum of the Practical Nursing Bridging program for Internationally-Educated Nurses courses is in accordance with the College of Nurses of Ontario's Professional Standards and Entry-to-Practice Competencies for Ontario Registered Practical Nurses. It will focus on assisting students in developing their knowledge and critical thinking, communication, teaching and learning, professionalism, advocacy, research and leadership, and ethical-decision making skills — and applying these skills in acute health care settings.
Taking three semesters to complete, including 14 weeks of consolidation experience, the School of Community and Health Studies program considers students' needs so that they may continue with their studies towards a diploma while maintaining part-time employment and/or personal commitments.
The diploma resulting from this Practical Nursing Bridging program for Internationally-Educated Nurses may enable students to continue their academic studies at the baccalaureate level.
RPNs with a diploma in practical nursing (with a minimum 3.0 GPA and no failures or repeated courses on their transcripts) may continue their studies at Centennial's Bridging to University Nursing program and, upon completion of this program, can apply to Ryerson University's post-degree completion program to earn a Bachelor of Science in Nursing.
This program is only offered on a full-time basis. Those interested in taking it on a part-time basis will need to speak to the program supervisor.
The Practical Nurse Diploma for IEN's at Centennial College is currently approved (Category 1) by the College of Nurses of Ontario. Current graduates from this program are eligible to apply for registration as registered practical nurses in Ontario.
For further information regarding this CNO approval process, please go to: www.cno.org/become-a-nurse/
For more information or questions regarding the approval process, please contact Dr. Dianne McCauley, Chair of Nursing at firstname.lastname@example.com.
Program Outline
|Course Code
|Course Title
|College Communications 1
|Morningside Campus
|Pathophysiology/Pharmacotherapeutics 1
|Morningside Campus
|Introduction to Nursing in Ontario
|Morningside Campus
|Theoretical Concepts in Nursing 1
|Morningside Campus
|Nursing Practice in Ontario 1
|Morningside Campus
|Health Assessment: A Holistic Approach
|Morningside Campus
|Course Code
|Course Title
|College Communications 2
|Morningside Campus
|Pathophysiology/Pharmacotherapeutics 2
|Morningside Campus
|Issues, Trends and Leadership in Nursing
|Morningside Campus
|Theoretical Concepts in Nursing 2
|Morningside Campus
|Nursing Practice in Ontario 2
|Morningside Campus
|Course Code
|Course Title
|Practical Nursing Pregraduate Clinical Applications
|Morningside Campus
Career Opportunities
Program Highlights
- The Practical Nursing Bridging program for Internationally-Educated Nurses will be delivered at an accelerated pace that will get students into the field quicker.
- Students will have the opportunity to showcase their skills through a two-day-per-week practice course in the second semester and a 14-week consolidation period in the third semester, which will allow the application of theoretical knowledge in clinical settings under the direction and guidance of faculty/staff nurses who have expertise in acute, chronic and long-term care.
- The School of Community and Health Studies' Practical Nursing graduates have achieved a high pass rate on the Canadian National Exam for Registered Practical Nurses for the past two years.
Career Outlook
- Nursing consultant
- Clinical nurse
- Private duty nurse
- Community health nurse
- Critical care nurse
- Intensive care nurse
- Nurse researcher
- Occupational health nurse
- Educator
Admission Requirements
Academic Requirements
- Completion of a post-secondary certificate in practical nursing
- Current College of Nurses of Ontario (CNO) certificate of registration
- International students are required to submit their letter from the CNO, stating the courses required to write the practical nurse registration exams
- Applicants must have practiced as a nurse or completed their nursing education within the last 10 years as indicated in the letter of direction from the CNO
Additional Requirements
- Interview with program coordinator required prior to submitting an application
- Transcript and resumé review may be required
- English assessment is mandatory and math skills assessment may be required
How to Apply
1. Apply Online
Are you an International Student? Apply directly to Centennial College here.
If you are applying through the Second Career Strategy, please apply at the Employment Training Centre for Second Career (Progress Campus). Second Career Strategy is a funding initiative for those who have been laid-off and are in need of training. For more information go to Second Career Strategy.
If you have previously attended a full time program at Centennial College, you may be eligible for a Program Transfer. Visit Enrolment Services at any Campus for information.
All other applicants must apply online at Ontariocolleges.ca. A non-refundable application fee of $95 must accompany applications. The fee is payable online, by telephone, online banking, by mail, or in person to Ontariocolleges.ca. For more information go to Ontariocolleges.ca Application Fees.
2. Submit Documents
Current Ontario high school students and graduates from Ontario high schools: Notify your guidance counsellor that you have applied to college and your school will forward transcripts to Centennial College via Ontariocolleges.ca.
Graduates of college/university, or high school outside Ontario but within Canada: You are responsible for requesting that your educational institute sends any required documents and transcripts to Ontariocolleges.ca.
Applicants who attended school outside of Canada: If you are submitting transcripts to meet admission requirements, you must have the transcripts assessed by an independent credential assessment agency such as World Education Services (WES) or International Credential Assessment Service (ICAS).
For more information go to Submitting your Transcripts.
3. Confirm Your Offer of Admission
Offers of Admission are sent by mail to eligible applicants. When you receive your offer, you must login to your account at Ontariocolleges.ca and confirm before the Deadline to Confirm noted in your offer letter.
You may confirm only one college and one program offer at a time.
You must confirm your offer by the Deadline to Confirm noted in your Offer of Admission letter or your seat may be given to another applicant.
When you confirm your Offer of Admission at Centennial College you are given access to your personal myCentennial account where you can check your email, grades, register for courses, pay tuition fees, and see your class timetable.
4. Pay Fees
Centennial fees statements are sent by email to your personal email account and to your myCentennial email account. Fees statements are not mailed.
You must make a minimum payment by the Fees Deadline noted in your Fees Statement or your seat may be given to another applicant.
5. Build Your Timetable (Register for Courses)
Build your timetable (web-register for courses) at my.centennialcollege.ca.
Fall registration begins mid-July
January registration begins mid-December
May registration begins mid-April
Your web-registration will not open if:
You have not submitted your minimum fee payment by the deadline
You received a Conditional Offer of Admission and you have not met the conditions of your offer.
Once you have paid your fees or have made appropriate arrangements, register for your courses online through myCentennial.
Tuition and Fees
Fees noted below are estimates only. Tuition is based on two semesters, beginning Fall 2015.
|Tuition (2 Semesters)
|Incidental Fees


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Fathaer of two, employed full time, married. Active runner.
"Good the first time"
The first run through of the audiobook was good and lively. The replay with slight additions- not so much- adding new material is fine but the entire replay was redundant and distracting, it took away from the overall experience.
"Interesting and funny"
Never heard of this guy before. However, he has interesting points of views of ordinary situations and tells them hilariously.
"Incredibly funny audiobook!"
George Carlin is a genius and the greatest comedian who ever lived. This book will make you laugh and think at the same time. Highly recommend it!
"George Carlin is legendary!"
Carlin's material is made to be listened to. A lot of the sarcastic, snarky emotion would get lost without his voice. I would love the collection so much more if I hadn't heard so many of the jokes in "Life is Worth Losing" and "Parental Advisory." I love how his material isn't typically laugh-out-loud punchline material, but more of things that get you thinking. A master at his best.
All Carlin fans should own this. It is not stand up routines and has unneeded music. But still classic carlin.
Would your life make a good movie? Live a good story.
"Forgot to Return this one..."
If you don't mind a bunch of cuss words, you have more of a likelihood of enjoying this book (or first paragraph) than I did.
"The music at the end of ever joke was annoying."
I know when to laugh I don't need a little ditty played at the end of every joke to let me that George just said something funny.
"A must have."
Haaaaaaaah!!! One can never go wrong with anything by George-- unless you are an over-sensitive softy. Always funny - always worth the trip.
Absolutely loved it! I rewound it several times to hear some parts over again. R.I.P. George.