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Military Strategies and Tools for Swedish Family History
Sweden was founded in 1523 with Gustav Vasa as king. Since this time forward to the present, Sweden has continually had a military. During this time hundreds of thousands have served and have been an important part of the population. The many wars during the 17th and 18th centuries involved a significant portion of the male population. Many people with Swedish ancestry can trace their lineage back to an ancestor who served in one of the branches of the Swedish Military. Various records have been created and preserved for those serving in the military. These records may give information to help extend a line or they may give insight into the ancestor's life and living conditions thus creating a richer family history record.
Research Strategy (1692-1901)Step 1: Military records are organized by regiment (by company for the Navy). Before beginning research in Swedish military records, you need to determine the branch of the military, the regiment, company and the soldier number for your military person. The first step is to find out these 5 things about your military person.
|Must Know
|Resources to help find it
|1. Branch of Military
|Military records are organized by regiment within a branch of the military.
|The occupational title of the man found in the church records will identify the branch.
|2. Regiment
|Military records are organized by regiment within a branch of the military.
| Grill's Books
Maybe the Central Soldier Index
|3. Company number or name
|Knowing the company will narrow down your search and save time.
| Grill's Books
Maybe the Central Soldier Index
|4. Military number of the man
|Knowing the man's number will save time in searching for your soldier as they are listed in numerical order.
| Grill's Books
Maybe the Central Soldier
|5. Time period of service
|The military man is generally only recorded in military records while in active service.
|If he is listed with one of the military occupational titles in the church records,he is in active service at that time period. "Avsked" with a title indicates that he has been discharged and is no longer in the service.
Occupational Title of Military Man
To find the branch of the military in which your ancestor served, note his occupational title used in the church records (christenings of his children, his marriage, his death, the death of his children or wife, household examination records). Compare the occupational title of your military man to the table below to determine the branch of the military.
|Occupational Title
|Branch of military
|Allotment Division
|Professional and enlisted men stationed in various garrisons in Sweden and coastal garrisons 1681-1793 (not part of the allotment)
|Cavalry or Infantry/Army
Examples of military occupation titles in Church Records
Household Examination Record with Sold. (Soldat) Clas Nilss. Bohm. Sold. indicates that he was in the infantry. AD online Daretorp parish AI:1 1790-1812 b.75 s. 136
Birth Record of Gjertru daughter of Båtsm. (Båtsman) Måns Brink and wife Ingri Svensdotter. Båtsm. (Båtsman) indicates he was in the Navy. AD online Fridlevstad CI:4 (1766-1834) Bild 148/sid 285 (v95712.b148.s285).
Marriage Record of Ryttaren Åke Modig and pigan Elna Trulsdotter. Ryttaren indicates the groom was in the Cavalry. AD online Glumslöv EI:1 (1796-1861) Bild 7/sid 11. (v.109477.b7s11)
Sources: "Soldatforskning – några grundläggande källor". Lars Ericson Wolke. SLÄKT Historiskt Forum NR 4 2010 page 29-31
Research of Soldiers, Sweden. Hans Högman. http://www.algonet.se/~hogman/swegen.htm "Find Your Ancestors in the Swedish Military Sources".
Using Grill's books
To find the name of the regiment in which your ancestor served, consult the set of books called "Statistiskt sammandrag af Svenska indelningsverket" (Statistical Digest of the Swedish Army System) commonly called "Grill". During the years 1855-1858, Claes Lorentz Grill, an artillery officer, compiled two volumes containing four parts.
Volume one contains part 1 which includes: 1. An index of parishes in Sweden 2. A lengthy introduction to the allotment system, 3. Tables of the cavalry regiments Volume two contains parts 2 - 4. 1. Part 2 – tables of the infantry regiments 2. Part 3 – tables of the navy companies 3. Part 4 – tables of the extra units
Steps to finding regiment in Grill 1. In the index of parishes at the beginning of part 1 Volume one find your parish.
Image: Parish Index in Grill
The parishes are arranged alphabetical followed by an alphabet letter in parenthesis. The letter designates the name of the county. (For a list of the counties with their assigned alphabetical letter click here). Next will be a Roman numeral which indicates the part number in Grill's books. The number following the Roman numeral is the page where this parish in found in the particular part indicated. Example: Folkärna is in (W) county which is Kopparberg county part two (Volume 2) page 29. It is also found in part four (Volume 2) page 10.
2. Once you know the volume number, part number and page number in Grill's books turn to the page. Here you will find the name of the regiment, company name and/or number, Soldier number of individual. (Note: Grill's books are reliable only after 1858. Before 1858 company numbers may vary. Also the books were compiled before the spelling reform and will contain the old spellings of places.)
Example: Skärsta parish (Jönköping county) is found in volume two, part two, page 148 By turning to page 148 the name of the regiment is written across the top of the page. Find Skärsta parish on the left of page. Here we see all the names of the rotar that supplied soldiers. These farms were named Gestra, Rudu, V. Bosgård, N. Bosgård, Edsqvarna, Krubbarp, etc. Some rotar supplied more than 1 soldier. Each soldier was given a number and the soldier number (or numbers) follow the name of the rote. This particular parish was responsible to supply 38 soldiers to the Jönköping regemente. Notice the columns to the right. All the companies in the regemente are listed. In the column labeled "N:o 1 Lif-Kompaniet" the number 38 is written. All 38 soldiers were serving in this regiment. The numbers in the righthand columns indicate the company name and/or number.
Image: Skärsta parish on page 148
The navy was not divided into regiments but was divided into companies with each company assigned to a naval base. For example here we see that the parish of Onsala in Halland County was assigned to supply 13 sailors to the "Norra Hallands (1:a) Båtsmans-Kompani which belonged to the Karlskrona navy base. Name of Company is given at top of page. The Naval base (instead of regiment) is given just below the name of the Company . Again the rotar or rusthåll that supply the sailors are listed along with the sailor numbers. Onsala supplied 13 sailors (numbers 1 through 13). Valda parish supplied 9 sailors (numbers 14 through 22).
Image: Onsala parish page 52 (Part III)
Source: Släktforskarna och Krigsarkivet, En vägvisare till de militära källorna. Meddelanden från Krigsarkivet XIX. Page 51 "At hitta rätt kompanie".
Translations of above article
Page 51
When someone doing Swedish genealogical research finds an ancestor listed as a soldier in the household examination record new opportunities are opened but also some problems. As a rule only the title (type of military service) is given in the household examination record – that means "soldat" (foot soldier), "ryttare" (cavalryman), batsman (sailor) or the like. To find a soldier in the regiment archive only with the help of the title is possible but will take a very long time. It is therefore, simplier to find out which regiment and company to which the soldier belonged.
Thanks to the artillery officer, Claes Lorentz Grill (1817-1907) there is a simpler way. During the 1850's he wrote "Statistiskt sammandrag af svenska indelningverket eller tabellariska förteckningar öfver arméens boställen samt öfver samtlige rusthåll och rothåll i riket" (Statistical summary of the Swedish Allotment System or Table lists over the military residences and the units supplying men for the military) commonly referred to as "Grill". At the first glance it appears rather complicated with many tables and columns but it is very easy to use when the system is understood.
"Grill" consists of four parts (indicated by Roman numerals) which came out separately during the years 1855-1858. They were later compiled in two volumes which the first volume consisting of part I and the other consisted of parts II-IV. Part I contains a lengthy introduction to the allotment system, the history, the organization, recruiting, discharging, and many other things – very interesting reading. Later follow the tables of the cavalry regiments (rusthållet).
In the second volume is part II about the infantry regiments (rotehållet) and part III covers the navy (båtsmanshållet) . Finally comes part 4 which covers the extra units called at times of war and special needs.
The tables for the cavalry and the infantry regiments are arranged in the same manner, but sometimes use different meanings. The Cavalry's unit responsible to supply a cavalryman was the rusthåll while the comparable unit responsible for the infantry soldier was the rotar. The cavalrymen were in Skvadroner (Squadrons) and the infantry were in companies. Hereafter companies and rotar will be used while talking about both the cavalry and the infantry.
The tables begin with a short description of the regiment, when it was created, name changes and reorganizations, and how many men were serving Thereafter follows an enumeration of all the officer's residences listed after the officeräs rank, with the name of the residence, the size and where it was located. Furthest to the right in the table if information about which rank and company the residence belonged to before 1833.
Under the heading "Nummerstyrkans Förläggning och Indelning i Kompanier" comes the pages wich are of real interest for the genealogist. Her are listed all the rusthåll and rotar within the regiment. All the rotar from a specific parish are readily shown together. The parishes in turn are organized by härads and by län. The rotar are mentioned by name and number. Furthest to the right on the table is a column for all companies within the regiment. For each parish is given how many rotar there are in a respective company. As a rule all the rotar in one parish are in the same company, but sometimes they can be divided between two companies.
Last for each regiment where the company headquarters lies is given, where each respective company should gather before departure together with where they meet and drills take place. Finally is given in which area the regiment's drafted soldiers are mustered.
NAD (Nationell Arkiv Databas) http://nad.ra.se/
Using NAD to find military units for a soldier. NAD can be used to obtain regiment name and also name and/or number of company for army and cavalry units in each parish. (NAD gives company name or number for sailors) NAD does not give the individual soldier numbers within the parish. There are, however, only 100 to 200 soldiers in a company so knowing the company narrows your search down to that number.
1. Go the the website http://nad.ra.se 2. Click on "Orter". 3. Type in the name of the parish. 4. Click on Sök (search). 5. Click on the blue link for Kyrksocken (Number 1). 6. Here under "Historik" you will find a jurisdiction box and at the bottom the military units (Militär indelning) are given for the parish.
Image: Example in NAD of Kristdala parish
Here we see this parish supplied cavalry men, Infantry men, and also sailors.
Central Soldier Index (Centrala soldatregistret) http://soldat.dis.se/
This free online database is an index of soldiers who served between the years 1682-1901 and were part of the new allotment system. The database is not comple for the entire time. Many of the men who served in the navy are not included.
This index will give you the regiment and the company number for you military man if he is included in the index. This will help you go directly to your soldier in the general muster rolls and other military records.
Soldiers in the index database are assigned a number. For example KR-07-0884-1869-1848-SkGu. The key is as follows:
KR = abbreviation of the regiment (Kronoberg Regemente)
07 = company number (7th company)
0884 = cottage number of the regiment (see explanation below)
1869 = year he started as a soldier
1848 = year of birth
SK = first two letters of his military surname
Gu = first two letters of his first (given) name
The cottage number of the regiment is the same as the military man's regimental number. Men can be found by either regimental number or company number in the general muster rolls.
Source: The Central Soldiers Register. http://soldat.dis.se/ About the database.
Military Strategies and Steps 1692-1901 (New Allotment System)
- Find branch of military, regiment, company number, service man's number, and time period he served.
- Find military man in every general muster rolls from enlistment to discharge or death.
- Find military man in additional military records besides the general muster rolls.
General Muster Rolls (Generalmönsterrullor)
General Muster Rolls are the basic documents used in genealogical research for Swedish soldiers. These records were kept from the 1680's to the 1880's and listed the unit's entire staff and an account of equipment, horses, etc. The name comes from the record being written in connection with the mustering or inspection of the entire regiment at the drill location. A muster was to be held every third year (later every 5 years). In wartime, however, much longer gaps occur and some General Muster Rolls have been in the field for the entire regiment or the portion which was at the battle field.
In research of army soldiers and officers it is best to search General Muster Rolls first so that you get a picture of the scope of the person's military service. Be sure to get all muster rolls that your military man was in rather than just one. Thereafter, this information may be supplemented and extended with a variety of other military documents.
Four copies were made of the General Muster Roll.
- One copy was sent to the "Krigskollegium" in Stockholm and is now found at Krigsarkivet. This collection of the General Muster Rolls is the largest and the best preserved.
- Another copy went to "landshövdingen" and is now found in the provincial archives (Landsarkivet).
- One copy was kept by the regimental commander. This copy is now part of the regimental archive (regementsarkiven) kept at Krigsarkivet.
- One copy was divided out to the company captains. This copy is now part of the regimental archive (regementsarkiven) kept at Krigsarkivet.
Organization of the General Muster Rolls
- Within each general muster roll the soldiers were listed company by company.
- Higher ranked officers, the so-called regimental officers, are listed in the beginning of the GMR (Major down to Colonel).
- The first and second lieutenants plus the captains were called company officers. They were listed in the beginning of their respective company. The non-commissioned officers are accounted for in the beginning of their respective companies. The lower ranks are listed among the men.
4. Information in the general muster rolls varied greatly from one regiment to another and from one time period to another time period.
- Originals are available at Krigsarkivet (The Military Archives) in Stockholm, Sweden (part of the National Archive http://www.riksarkivet.se/).
- The copy that went to the "landshövdingen" is kept at the various provincial archives (Landsarkiven).
- General Muster Rolls are available on microfilm at the Family History Library and the Family History Centers.
- General Muster Rolls are also available on the subscription website "Svar" (http://www.svar.ra.se/).
- Many General Muster Rolls are available at the subscription website ArkivDigital (http://www.arkivdigital.se/).
Space for image
(Generalmönsterrullor livregemente till häst Södermanlands Compagnie - Used by permission of Krigsarkivet.)
Here we see the first and second lieutenants listed at the beginning of the general muster rolls for their company.
Following are three general muster rolls for three centuries. They show how information expanded through the centuries.
Space for image
Kronobergs-regemente 1697 General Muster Roll Bild 109-sid95 ArkivDigital
Column headings
1. Härad / District
2. Sochn (Socken) / Parish
3. Nummeris – Indelning / Number in the allotment system
4. Nummeris – Regements / Number in the regiment
5. Nummeris – Compag. (Compagni) / Number in the company
6.Knechtar Namne / Soldiers names
7.Blef knecht åhr / Year became soldier
8.1693 åhrs General Munstring annotation / The notes from the year 1693 General Mustering
9. 1697 åhrs dito / The year 1697 ditto (notes from General Mustering)
Space for image
Västgöta-dals-regemente 1767-1773 Arkiv Digital Bild-232-sid 442
The column headings for the above muster are:
1.Nummer Regements / Number in the regiment
2. Nummer Compani / Number in the company
3. Rotarnas namn / Name of the "rote"
4. Soldaternes namn, beskaffenhet och födelse ort, med the sedan 1749 års General Munstrings skedde förändringar / The soldiers' names, condition and birth place with changes that have taken place since the General Mustering in the year 1749.
5. Ålder Age
6.Tienste år / Service years
7. Gift eller ogift /Married or unmarried
8. 1749 åhrs General munstrings Annotioiner / Annotations from the General mustering in 1749
9. Närvarende munstrings anmärkningar / Notes from the present mustering
Space for Image
Västgöta-Dals-regemente 1872-1875 (Arkiv Digital Bild 622)
Column Headings
Swedish English
1. Regements Nummer / Number in the Regiment
2. Kompani Nummer / Number in the Company
3. Roternes namn och belägenhet / Name of the "rote" and location
4. Manskapets förra och nuvarande namn, födelse ort och tid, antagnings-datum samt sedan sista General-Mönstring med detsamma skedde förändringar. / Military man's previous and present name, birth place and date, admission date and any changes that have occurred since the last General Muster.
5. Lefvads-år / Age
6. Tjenste-år vid annat Regemente / Years of service with another regiment
7. Summa Tjenste-år / Total years of service
8. Längd – fot / Height – feet
9. Längd – tum / Height – inches
10.Gift eller ogift / Married or unmarried
11. Sista General-mönstrings Anteckningar / Notes from the last General Muster
12 Närvarande General-mönstrings Anteckningar' / Notes from the present General Muster
Ericson, Lars. Källor för Soldatforskaren. Kronobergs Genealogiska Förening. Första upplagan 1988.
Högman, Hans.
Additional Military Records of the Army and Cavalry
FHL = Family History Library, SV = Svar, AD = ArkivDigital, KA = Krigsarkivet, LA = Landsarkiven
|Name of Record
|Why Use this Record?
| Avlöningslistor
Pay rolls
| Payrolls of officers in Swedish Army. Includes register of regiments (all ranks) and commanders
Time span: 1636-1791
| Avmönsterrullor Karelska dragonregementet
Muster-out rolls
| Army inspection, approbation and muster-out rolls of the Karelian Finnish Dragoon Regiment.
Time span: 1768-1809
| Avmönsterrullor Livregementets dragoner
Muster-out rolls
| Army muster rolls of the Royal Dragoon Regiment (Uppsala, Stockholm, and part of Gävleborg counties)
Time span: 1793-1820
| Avmönsterrullor Karelska Jägarkåren
Muster-out rolls
| Inspection, general muster rolls, muster-out rolls of the Karelian Finnish Rifle Corps in the King's Service.
Time span: 1795-1808
| Avmönsterrullor
Muster-out rolls
| Army muster-out rolls of the Finnish Artillery Corps of Mikkeli County
Time span: 1808
| Brevbok
Book of letters
| Contains letters to the Military High Command, specifications, memorials, etc.
Time span: 1629-1723
| Brödmönstringar
Interim Musters
| Similar record to General Muster Rolls but kept between the General Muster Rolls. Also include peacetim works. Could give additional information about soldier and also knowledge of work projects during peace time and injuries incurred during project.
Time span: 1820-1901
| Fullmaktsböcker
Authority books
| Contains orders and instructions to Army commanders, capitulations and contracts, including officers and regiments from Finland.
Time span: 1634-1684
| Generalmönsterrullor
General Muster Rolls
| Often the soldier's patronymic surname is not known. General muster rolls often will give the soldier's surname. Also use for interesting family history information that can be found such as height, and other miscellaneous facts.
Time span: 1685-1885
|KA, LA, SV, FHL, and AD (not all regiments)
| Handlingar
| Contains various transactions, correspondence, applications and accounts etc. of the Army Pension Fund
Time span: 1757-1880
| Kommendörrullor
Records of military peacetime projects
| These are a more detailed account of the military peacetme works. Family history information about dates, projects, equipment, injuries, etc.
Time span:
| Krigsmanshuskontoret
| Likvidationer "Namnserien"
Liquidation Name series
| Contains salary settlements and other accounts of Army officers (Finland included)during the Great Northern War. Heirs are often named. Also a number series available -- arranged by numbers instead of names.
Time span: 1699-1721
| Likvidationer "Regementsserien"
Liquidation regiment series
| Contains salary settlement accounts of claims by Swedish army officers, their heirs of assignees of units existing after the Great Northern War (Finland included).
Time span:1699-1742
| Likvidationer för pensioner, stipendier och brudskattedonationer
Liquidation for pensioners, stipendiary accounts, and bridal tax revenues.
| Contains claim and salary settlement accounts of militaray pensioners, stipendiary accounts, bridal tax revenues.
Time span:1620-1742
| Likvidationer för värvningar
Liquidation for enlisted men
| Contains claim and salary settlement accounts of voluntary enlisted military men.
Time span: 1620-1744
| Likvidationer och inlösta fordringar
Liquidation and claims
| Contains final parliamentary liquidations and claims of Swedish oficers
Time span: 1719-1766
| Likvidationer, löneavräkningar för Krigskollegium
| Contains claim and salary settlement accounts for army and supply personnel in the War-office.
Time span: 1620-1745
| Meritband
Merit and service records
| Contains transactions of the Army Pension Fund and includes merit, seniority, and service records of commissioned and non-commissioned officers of Sweden and Finland and enlisted soldiers of Germany,Pomerania, Baltic States in Swedish military service.
Time span: 1751-1849
| Meritförteckningar
Service Records
| Contains merit and service records of officers, non-commissioned officers of various Swedish and Finnish regiments.
Time span:1614-1903
| Militieräkenskaper
Military Accounts
| Military accounts and army lists of Greater Sweden, including Finnish units and German enlisted soldiers, with a card index.
Time span: 1537-1630
| Mönsterrullor
Muster rolls
| Various collections of muster rolls, inventory of regiments and commanders including areas belonging to Sweden during Stormaktstiden. Availability varies greatly from one regiment to another.
Time span:1620-1865
| Pensionsansökningar
Pension applications
| Contains pension applications of Swedish widows of military officers, and civil administrators.
Time span: 1711-1827
| Regementsräkneskaper
Regimental Accounts
| Use these accounts records when you have an officer or a non-commissed officer during this time period to learn about your officer or if he died you may learn about his next of kin (wife, children).
Time span: 1654-1723
| Rekryteringsrullan och Inmönstringsrullan
Recruitment and enrollment rolls
| May find information about the soldier, such as his patronymic surname, date and place of birth. May also find certificates (minister, employer, doctor's) presented at recruitment.
Time span: Mainly after 1800
| Roterings och utskrivningslängder
Conscription Rolls
| This record lists all men 15 years of age and older within the parish and farm or village. This record can be used in a similar manner and as a substitute for the mantalslängder.
Time span: Mainly 1620-1680
| Rullor 1620-1723
Rolls 1620-1723
| This is the most import source about soldiers during this time period. Use for early soldiers
Time span: 1620-1723
| Rullor fr o m 1724
Rolls starting from 1724
| Use as a complement to the General Muster Rolls. May cover possible gaps in the General Muster Rolls.
Time span: 1724-
| Sjukrullor
Medical Rolls
| Find the sickness or disease the soldier had and the type of treatment they received.
Time span: From the 1800's on
| Soldatkontrakt
Soldier's Contract
| Learn the terms of agreement between the soldier and the rote (or rusthåll) at the time the soldier was recruited)
Time span:
|KA, AD for some regiments
| Stora Nordiska Kriget
The Great Northern War
| Contains records of prisoners of the Great Northern War and exchanges of prisoners. (Regiments of Finland included.)
Time span:1700-1721
| Straffrullor
Punishment Rolls
| Could find out type of misdemeanor and the punishment received
Time span:
| Strödda militiehandlingar
Various military transactions
| Contains various military transactions, muster rolls of officers and men, some army units also stationed in Finland, Estonia etc., salary settlement accounts of prisoners, personnel having returned to Sweden or other specifications.
Time span: 1536-1633
| Strödda militiehandlingar indelningsverk och utskrivningslängder
Various military transactions, allotment, and conscription book
| Contains army classification, levying rolls, etc. of Sweden and parts of Finland.
Time span: 1500-1600
| Ståndrulla för indelta armén
Territorial reports
| Territorial reports of army units in the allotment system
Time span:1805
| Suppliker
| Letters of requests to the Army High Command, usually by the widiw of a soldier who was killed in war or taken prisoner, to receive the soldiers salary. Here you may learn about the wife and/or family as well as what happened to the soldier. There is a card index
Time span: 1656-1684.
| Torpsyneprotokoll
Soldier crofts inspections
| Learn about the croft where your soldier served. These inspections give deficiencies and faults of the croft and how and when they were to be corrected. More detailed for officers' homesteads.
Time span:
|KA, LA, AD for some regiments
Table for Navy
|Name of Record
|Why Use this Record?
| Arbetsinrättningarna i Karlskrona och å Kungsholmen
Workhouse institution of the navy in Karlskrona and Kungsholmen
| Use these records if you have a person that was sentenced to hard labor.
Time span: 1805-1833
| Båtsmanshållet/Båtsmanskompanier
General muster rolls for the naval companies
| Often the sailor's patronymic surname is not known. Muster rolls often will give the Sailor's surname. Also use these records for interesting family history information.
Time span: 1658-1912
| Diverse mönsterrullor
Miscellaneous muster rolls
| Use these muster rolls if you have a sailor who was a volunteer, or was a hired sailor, was sick, was a cabin boy, etc.
Time span: 1677-1798
| Diverse rullor
Miscellaneous rolls
| Rolls containing information about military and civil personnel as surgeons, and barber-surgeons
Time span: 1709-1884
| Finska rullor
Finnish rolls
| Use is you have a Finnish sailor. Contains Finnish general muster rolls, muster and muster-in rolls, pay and various other rolls for Swedish navy.
Time span: 1675-1810
| Förhyrda kompanier
Hired companies
| Contains various rolls of Naval worker, muster- and payrolls etc.
Time span: 1789-1809
| Kofferdibåtsmanskompanier
Merchant Marine companies
| Contains the general muster rolls of the merchant marine companies of the Royal Swedish Navy.
Time span: 1796-1823
| Kostrullor och mönsterrullor
Quartermaster rolls and Muster rolls
| Contains quartermaster and musterrolls
Time span: 1796, 1810-1833
| Lotsrullor
Pilotage Service Records
| Muster rolls, census lists and various other rolls of navigators, and civil workers in the pilotage service.
Time span: 1693-1882
| Matroskompanier
Seaman Companies
| General muster rolls and records of enlisted seamen companies in the Swedish Navy
Time span: 1825-1914
| Meritförteckningar
Merit and Service lists
| Contains the merit and service lists of officers, administrators, navigators, training cadets, etc. of the Royal Swedish Navy.
Alphabetical listing by Surname
| Mönsterrullor
Muster rolls
| Contains navy muster rolls
Time span: 1689-1790
| Mönsterrullor
Muster rolls
| Contains navy muster rolls
Time span: 1701-1873
| Mönsterrullor
Muster rolls
| Lists and rolls of the departing sailors 1788-1790. Also inspection muster rolls and more for 1806. 1808-1809.
Time span: 1788-1790, 1806, 1808-1809.
| Rullor på Amiralitetsstaterna
Officer rolls of the Royal Swedish Navy
| Contains the rolls of the officers of the Royal Swedish Navy.
Time span: 1642-1883
| Rullor på Volontär-, Sjöartilleri- och Marinregementena samt Mariniärkåren
Rolls of the volunteer, coastal artillery, and the Marine regiments and corps of the Navy
| Contains the navy rolls of the volunteer, coastal artillery and marine regiments
Time span: 1721-1869
| Rullor över officerare, underofficerare, lotsar, voluntärer, båtsmän allehanda hantverkare, civilbetjänter, etc.
Time span: 1680-1829
| Skeppsgossekompanier
Time span: 1748-1912
| Stockholms stations räkenskaper
Time span: 1641-1721
| Timmermansrullor
Time span: 1692-1872
| Underofficersrullor
Time span: 1805-1884
| Underofficersrullor
Time span: 1823-1873
| Verifikationer till Amiralitets krigsmanskassas huvudbok med förteckningar över passageraravgifter
Time span: 1798-1851
Modern military records (After 1901)
|Name of Record
|Why Use this Record?
Through the 1901 års försvarsbeslut (the Defense Decision of 1901) a compulsory draft system was inaugurated in Sweden. During the 1900s, the greater part of the male population has completed military service. The system has left an archive where male relatives can be found. Among other records Krigsarkivet has preserved 2.5 million stamkort(military cards) of those drafted between 1919 and 1969. Some cards have been lost but most remain. The stamkort shows the military service completed, basic education, exercises, and deferments with all the dates.
Image of Stamkort
Example of a stamkort. The name of the man is in the upper right corner. His name is Bengt-Åke Lennart Fredriksson. His personnummer precedes his surname. The first 6 digits of his personnummer are his birth date (451101 means born 1945 November 1)


text:
Thursday was a two-tiered sort of day in the market: There was precious little selling in the Dow stocks and a handful of other big-cap names, but plenty of unloading elsewhere. Statistically, however, not much changed, and the numbers are keeping me in the camp calling for further correction.
On an intermediate-term basis, the market is still overbought. The McClellan Summation Index has now rolled over for the Nadsaq as well as for the NYSE. About the only good news on this indicator is that, if the recent bearish action continues for another session or two, the indices will become very oversold on a short-term basis. At present, in order for the slide to halt in the NYSE McClellan Summation Index, the advance-decline line would need to reach plus 2700, and plus 4000 would reflect a very oversold market.
While anything is possible, it is hard to imagine that we'll get two more days of such selling. I say this because the Nasdaq closed at 3131 -- not terribly far away from its rising 50-day moving average, which is currently at 3105. I believe that level will provide very short-term support the first time down.
Speaking of the Nasdaq, the number of stocks making new lows finally expanded on the index. It's nothing dire, but the amount has now doubled from a week ago.
Meanwhile, it's been a few weeks since I've harped about Europe -- so, with the Italian general election set for this weekend, I thought we would revisit the chart of Italy's FTSE MIB. The benchmark index ought to find some support in that 15,000-to-15,500 area you can see on the chart, where the lines begin to intersect. In addition, that top measures to around 15,000. Should the price reach that area, I'll look for an oversold bounce.
Turning to currencies, I am still a fan of the U.S. dollar. However, the dollar index has run quite far and has a little bit of resistance up at current levels, from a previous high just over 81.5, so a pullback or a rest shouldn't surprise any of us. I would love to see a pullback to the 81-ish level. The base eventually measures to between 82.50 and 83.
If the dollar backs off somewhat, commodities should enjoy some sort of an oversold rebound after the pounding they took this week. That said, I thought gold would have an oversold bounce Thursday, and it simply went sideways instead. I still think it should bounce from current levels; in fact, I'll be shocked if the dollar backs off and gold doesn't rally.
In Top Stocks, Helene puts her 20+ years of experience in technical analysis to work for you. Take advantage of Helene's time-proven approach and her action-oriented analysis of technical indicators. Try it now. Get a 14-Day Free Trial.

subset: commoncrawl


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text:
Excerpt from Mr. Adnan Oktar's live interview dated September 5th, 2011
Surat al-Furqan, 41
When they see you they only make a mockery of you: 'Is this the one Allah has sent as a Messenger? There is this constant perversion in some people. For example, they will laugh at Hazrat Mahdi (pbuh), as if to say, "can this possibly be the Hazrat Mahdi (pbuh) sent by Allah. Or Jesus the Messiah?"
Surat al-Furqan, 42
He might almost have misled us from our gods had we not stuck to them steadfastly!' In other words, the Mahdis who have come strive so very hard that we might "almost" have abandoned our gods. He says they had such a powerful effect. And it is the same now, isn't it? They resist but come to faith in the end.
Surat al-Furqan, 43
Have you seen him who has taken his whims and desires to be his god? Will you then be his guardian?
They act according to their own ideas, not on the basis of the Qur'an. You provide explicit commands and evidence from the Qur'an. I describe matters. I have cited the example of the Prophet Moses (pbuh), for example. And the Prophet Solomon (pbuh). And our Prophet (saas). But people still deny it. They insist on evidence from an idol. Allah wants us to provide evidence from the Qur'an. I say, "I have given evidence from the Qur'an." But they deny it. "I reject the evidence from the Qur'an," they say. So what kind of evidence do they want? They want evidence from an idol. But then I will not accept such evidence. You must accept the Qur'an. There is no other option. There is nothing to be done if you oppose the Qur'an with an idol. Because you confront me with an idol. But I say you must abandon that idol and take up the Qur'an. "The Qur'an by itself is not enough," they say. But in that case they have nothing to do with religion any more. Because we will be held to account for the Qur'an in the hereafter.
Surat al-Furqan, 44
Do you suppose that most of them hear or understand? They are just like cattle. Indeed they are even more astray!
The verse says that most people do not hear. "…or understand." Allah says that most are unintelligent. "They are just like cattle. Indeed they are even more astray!" A large part of the world is now in a terrible state, may Allah forbid.
Surat al-Furqan, 45
Do you not see how your Lord stretches out shadows? If He had wished He could have made them stationary. Then We appoint the sun to be the pointer to them."Do you not see how your Lord stretches out shadows?" Allah says that He creates shadow purposely. Light and shade are created separately. "If He had wished He could have made them stationary." Almighty Allah says that shadow might not have moved. He says that He causes it to move. People imagine that shadow automatically forms of its own accord. But shadow and light are actually created separately. "Then We appoint the sun to be the pointer to them." He says He has created the Sun to make shade. He says He has created the two separately.
Surat al-Furqan, 46
"Then We draw them back to Ourselves in gradual steps,"says Allah. He says, "We draw them back." In other words, I am responsible for that gradual retraction.
Surat al-Furqan, 47
It is He Who made the night a cloak for you and sleep a rest, and He made the day a time for rising.
Who makes it a time for action.
Surat al-Furqan, 50
"We have variegated it for them so they might pay heed but most people spurn anything else but disbelief."
In other words,the Qur'an and Allah command us to think deeply and reflect. "…but most people spurn anything but disbelief." That is why the signs leading to faith are so important. It is very important to tell people about them. You can tell most people about religious jurisprudence, but they will not understand. But they will if you tell them about the signs leading to faith, insha'Allah.
Surat al-Furqan, 52
So do not obey the unbelievers but use this to battle against them with all your might.With what? With the Qur'an alone. What am I doing? I use the Qur'an alone. Do I add anything else? No.
Some people pay no heed to the Qur'an. Allah always says that most people "do not have faith or think or reason."


text:
The AnandTech Podcast: Episode 1by Anand Lal Shimpi on 8/13/2012 8:53 PM EST
- Posted in
- CPUs
- Motherboards
- Smartphones
- Mobile
- Podcast
57 Comments
Back to Article
GuniGuGu - Monday, August 13, 2012 - linkAnandtech podcast!! YES! My life is now complete :) Can't wait for the RSS feeds. Reply
sciwizam - Monday, August 13, 2012 - linkSo, video podcasts via Google Hangouts next? :) Reply
lightsire - Monday, August 13, 2012 - linkYou guys gotta get an intro song for your podcast! Also just wanted to say don't be afraid to have fun, nothing wrong with an off topic rant here or there!
I will be looking forward to the next one! Reply
Brian Klug - Monday, August 13, 2012 - linkI should note that at one point I said Verizon standardized on RSSI instead of RSRP, then correct myself to RSCP. This is incorrect.
I shouldn't have corrected myself, Verizon has standardized on RSSI for LTE, not RSRP on LTE, which is analogous to RSCP on UMTS.
-Brian Reply
ImSpartacus - Monday, August 13, 2012 - link*tears up*
They even correct themselves? It's better than I could've ever imagined. Reply
Brian Klug - Monday, August 13, 2012 - linkAlso the echo/reverb on my side should be fixed next time, among other weird audio issues on my side, which are embarrassing. Anand and I were both using Blue Yeti USB microphones.
-Brian Reply
ImSpartacus - Monday, August 13, 2012 - linkOh my fucking God, it finally happened. Reply
jamyryals - Monday, August 13, 2012 - linkThis makes the internet just that much more informed. Thanks guys Reply
kreshwolf - Monday, August 13, 2012 - linkThe m4a link is broken for me, I downloaded the mp3 but would prefer the m4a. Reply
dagamer34 - Monday, August 13, 2012 - linkAWESOME. Reply
bplewis24 - Monday, August 13, 2012 - linkThis is going to be awesome! Reply
NitroWare - Monday, August 13, 2012 - linkDont forget K SKUs have some feature flags disabled in favour of the unlock.
If you do the following apps : VPro, Virtualisation
K part wont help, need the standard non suffix part. K sku has TXT and VTd disabled in favour of unlock
Check Intel ARK for more details where you can compare feature flags
Also despite SNB-E being old, in XEON Romley format its compelling as you get the full eight physical cores x 2 socket. Yes the clock sucks but for people like Brian they need moar power. COmbined with a WS board like the ASUS dual socket its compelling.
ARS did a brand name workstation review recently.
First time I have ever heard of Pentium II supposed to be a socket, yes PPro/Socket8 and its likely early prototypes were on socket 8 but wow. Reply
iamkyle - Monday, August 13, 2012 - linkPip pip cheerio and all that what.
FOR THE COMMONWEALTH!!! Reply
secretanchitman - Monday, August 13, 2012 - linkawesome! i am absolutely pumped for this. my rotation of podcasts include the vergecast, the verge mobile podcast (the verge mobile show), and the engadget hd podcast. the anandtech podcast will round out my podcasts covering all the topics and extreme nerdery that the other dont/didnt!
anand, you should consider putting the anandtech podcast on itunes and zune! so much easier to stream them on the go :) Reply
fpsvash - Monday, August 13, 2012 - linkGreat podcast guys! Only thing I would change, as secretanchitman said, would be to add the podcast to iTunes.
Keep up the superb work! Reply
owbert - Monday, August 13, 2012 - linkGreat show!
Show notes would be greatly appreciated. Say like Newegg links to products linked! Reply
euskalzabe - Monday, August 13, 2012 - linkIt would be even better if you guys published this on the Zune Marketplace and iTunes! That way I could listen to it on my phone, otherwise there's no way to do it (other than syncing the file to the phone, and Zune software doesn't want to play nice with win8RP)... Reply
EnzoFX - Tuesday, August 14, 2012 - linkI just switched family plans to TMobile, bill is now almost half of what it was on ATT. TMobile seems to really be going after users through costs. They're even targeting people with ATT phones with their refarming of the 1900mhz spectrum that is supposed to be complete early next year. That means iPhones will work at 3G speeds at last heh.
Anyways, they have value plans without phone discounts, so they're putting to practice unsubsidized model, which is great. You get the perks of a contract, like free mobile to mobile, at the prices of prepaid. Like the $30 walmart plan mentioned here. The value really kicks in with more lines however, though right now the 3,4,5, lines are free to add. I now see the convenience of not being at the mercy of their upgrade cycles, and I can buy a phone from any source I like. Unlimited data is $10 per line too! I'm hoping TMobile gets some momentum, hate to see them go away, competition is good, do not like where ATT and Verizon are heading. Reply
Spivonious - Tuesday, August 14, 2012 - linkI'm on the T-Mobile prepaid and use roughly $10 per month. If you don't need data (and really, most stores have free wi-fi these days), it's a great option. Reply
radium69 - Tuesday, August 14, 2012 - linkWould like to see a video podcast, I think it's a nice way of keep listening especially if it is one hour. I really liked the videos from anand. We are still human and not robots so mistakes can happen. But I'd take that for granted because you guys put a lot of effort into this!
Keep up the good work! Reply
samirsshah - Tuesday, August 14, 2012 - linkvideo, video, video. Even if it is talking heads. Reply
tipoo - Wednesday, August 15, 2012 - linkAgreed. Reply
prdola0 - Tuesday, August 14, 2012 - linkThis is a great idea. I downloaded the podcast and listened to it while on my way to work. It's much easier to listen while traveling than to read.
I have just one wish - would it be possible not to include Apple stuff in the future? Not trying to hate on Apple, but there is lots of Apple articles on the net already, but only one site, where I can get clever insights into technology and hardware - AnandTech. So instead of the time used for Apple stuff, for me, it'd be nice to have more of your traditional content. Reply
Peanutsrevenge - Tuesday, August 14, 2012 - linkI disagree about the Apple stuff.
I'm an Apple hater and read news in varying places, but Anandtech is the MAJOR site that I trust and respect. I'd rather they talk about everything, if it's about stuff I read about elsewhere, it helps me gauge the other sites knowledge and bias level.
Besides, there are a lot of Apple users who might not frequent multiple sites. Reply
thebeastie - Tuesday, August 14, 2012 - linkI love podcasts, and I am betting Anands will rock. Reply
MrCromulent - Tuesday, August 14, 2012 - linkWow, enormously high mp3 bitrate for a voice-only podcast. Not complaining, I appreciate it :) Please don't zip the mp4 file though... Reply
Tanclearas - Tuesday, August 14, 2012 - linkAgree. I know you want to save bandwidth, and normally I am all about it, but zipping already compressed audio to save 1% ends up being more hassle than it's worth.
If you really want to save bandwidth, take a long, hard look at your web site. Over 2MB for a web page?! THAT is where you really need to trim the fat. Reply
Fergy82 - Thursday, August 16, 2012 - link222kbps VBR mp3 is really overkill for anything especially voice. Reply
Mr Alpha - Tuesday, August 14, 2012 - linkHow about doing QA episodes? You could have some way for people to submit questions and then you could spend the occasional episode to answer dozen or so of the questions. Reply
webmastir - Tuesday, August 14, 2012 - linkhell yeah! Reply
dishayu - Tuesday, August 14, 2012 - linkFew remarks that i have.
- Anand sounds an awful lot like the kassemG guy on youtube.
- The gabe-newell-styled-subtle giveaway about solder coming back on Haswell has convinced me to stick with my for Q6600 another 8 months till Haswell.
- Around the middle of the podcast...
"I was doing some hash... computations." I totally flipped out. Had to pause it, laugh for a good 30 seconds before continuing.
- I don't know why it's always just these 3 : iPhone 4, One X and SGS3 that are compared for the top spot. The HTC One S has the horsepower of One X and SGS3, and has a size which lies in between iphone and the other 2. Why does that always gets left out? That's is by far my favorite phone out of the 4 and i believe many others are with me on that as well.
I thorougly enjoyed the podcast. Please keep them coming. I say, make them a weekly feature, even if it means they are 10 minutes long. Reply
Spivonious - Tuesday, August 14, 2012 - linkIf you do end up doing this regularly, could you get it listed in the Zune marketplace? I'd love to subscribe to it on my Windows Phone. Reply
Hiperkubs - Tuesday, August 14, 2012 - linkOne of your microphones or recording software doesn't cancel out background noise while talking, it is a bit annoying.
I enjoy the format of the show, not to mention the fluent dialogue and monolgue...
Time listings would be nice though... Reply
Peanutsrevenge - Tuesday, August 14, 2012 - linkGood to see/hear this at last guys, but I do think a Google Hangout / VLog would be far better and more upto date.
Better still, make it a podcast / VLog, so people can listen to it if on the train or in car or something or choose to watch when able.
Also, on the warranty side, it's common to receive updated replacements as the manufacturers no longer produce the old crap and wanna keep their limited inventory for specific requirements.
And BTW, it's not just yanks that frequent this site, please stop with the assumption that it is. Reply
Zanegray - Tuesday, August 14, 2012 - linkWhat a wonderful surprise this morning :) Reply
edgarde - Tuesday, August 14, 2012 - linkI could use a smaller, unzipped file for RSS purposes. 111MB is overkill for an hour of voice. MP3 or M4a are both fine for me.
Also, replaygain prevents playback being jarringly louder or annoyingly quieter than whatever precedes or follows.
Looking forward to this RSS feed. Yay. Reply
Baroobob - Tuesday, August 14, 2012 - linkIt was good to hear about what's going on at the high end of x86 development and speculate about where Intel is going with that business now that they have effectively no competition and many customers in no hurry to upgrade.
Always enjoy Brian's take on the current state of the mobile phone market.
Would like to hear more discussion of how the x86, ARM battle is likely to play out in the mobile phone, low end laptop and game system, HTPC space. Reply
AtwaterFS - Tuesday, August 14, 2012 - link2 raptors - got back velociraptors.
similar thing with external drives Reply
SeannyB - Tuesday, August 14, 2012 - link1. Look into "brickwall limiting" (aka "limiting" or "maximizing" or "look-ahead compression"), which is a way to boost the volume while preventing distortion. The level on the podcast is too low. It doesn't have to be *loud*, but I don't like having to crank my system to listen to the podcast.
2. The MP4 version can be (data-) compressed far more aggressively with little quality loss. Voice recordings compress very easily, and MP4 doesn't have the low bitrate issues that MP3 has. Reply
Terry Grant - Tuesday, August 14, 2012 - linkI'm glad you're doing this. It's a great way to get to know you all a little better.
I think the historical composite rant you all did was fine but too long. I really wanted to hear more about what you recomended for the high end desktop/workstation machine for content creation.
Thanks guys. Reply
cantcurecancer - Tuesday, August 14, 2012 - linkLoved it! Would definitely like to hear more about smartphone news and reccommendations, the market moves so fast that you need to regularly adjust what you think is a "wise buy".
Also would really like to have these in video instead of audio only. Reply
kawatwo - Tuesday, August 14, 2012 - linkFinally, something else to keep me occupied between MaxPC podcasts :) Reply
Peroxyde - Tuesday, August 14, 2012 - linkExcellent idea. Thank you very much. Reply
ATC9001 - Tuesday, August 14, 2012 - linkOutstanding job guys.
I love the open discussion format, flows very well.
Only possible suggestion could be to add time stamps for major topic shfits...i.e. shift from CPU to Mobile...so people who don't care to hear about something can jump right ahead. Nit picky, but might help some.
Thanks again for keeping it real! Reply
kureshii - Wednesday, August 15, 2012 - linkRe one-drive-letter setups, you can still achieve this with multiple drives/partitions simply by using the mount-in-folder option instead of assigning the partition a letter.
I've actually sent in a 2TB Caviar Green during RMA, and gotten back a 2TB Caviar Black. That was a *really* nice experience. Reply
deject - Wednesday, August 15, 2012 - linkAs soon as this hits iTunes I'm subscribing. I think the podcast was pretty great. Reply
critical_ - Wednesday, August 15, 2012 - linkFor years I have gotten replacement hard drives from Seagate, Maxtor, and Western Digital that were bigger than the ones I sent back. It doesn't happen all the time but it does happen quite frequently.
Where this was problematic was a bad Western Digital WD20EADS (2TB green) that could enable TLER for hardware RAID which was replaced with a newer TLER-less WD20EARS. WD considers TLER an Enterprise feature but we could always enable it with a utility. They later disabled it in their consumer drives in the hopes of us pushing RAID home users like us towards their much more pricey drives so the WD20EARS was a downgrade. Many of us moved to Hitachi's green drives as they allow the use of TLER but that may be in jeopardy now as they were recently bought by WD.
The other place a non-like-for-like replacement policy trips us up is hardware RAID set ups where it is a good thing to have similar drives throughout an array. I just though I'd share this with you all. Great podcast! Reply
Lucian Armasu - Wednesday, August 15, 2012 - linkYou should discuss Cortex A5, Cortex A7 and big.Little next time. Compare Cortex A5 with Cortex A7 performance, and then A7 vs A9 performance, and then talk about the role of A7 in big.Little.
You should discuss OpenGL ES 3.0, too, and all the new GPU architectures supporting it, like Mali T600, Adreno 300, Tegra 4, etc. Reply
five_seven - Wednesday, August 15, 2012 - linkThe first hour of my office job this morning just got a lot less boring! Thank you! Reply
meloz - Wednesday, August 15, 2012 - linkI hope you guys fix the annoying audio issues. Decent first episode, but keep improving. Want some feedback? Heheh...
1. Anand's audio quality is the best of the three. Ian is second, but only because he has some occasional echo (?) issues. I think Ian's room acoustics are _far_ better than Anand's, whose sound like a bathroom. Some acoustic foam (or thick curtains) in Anand's recording room will improve his sound.
As for Brian, total disaster. Anand should probably write a tutorial ("Babby's First Podcast...") so that Brian can copy whatever Anand is doing with his audio to make it sound so good. It is not all about the mic, you have to make some effort and be professional. Experiement with mic placement as well, if you are not using a headset.
2. You should also prepare an 'index' for the program, which topic is discussed at which time in the program. Publish it as as a list alongside the download link.
3. Include a technical description of the podcast (length, filesize, bitrate etc) in a simple format (standardize, and then stick to it), and please don't hide / clutter the download links in a paragraph.
4. You can safely reduce the bitrate and not compromise the audio quality. For the audiojehadist, include a .flac. On a torrent (TPB?) if you are scared of bandwidth wastage. The rest of us will be perfectly fine with 128 kbps, if not 96. Most audiobooks sound awesome even when they are 64 kbps bitrate. Room acoustics and low noise levels while recording are far more important to sound quality of the finished product than mere bitrate. Reply
mikael.skytter - Thursday, August 16, 2012 - linkThis is great! Reply
G-Man - Thursday, August 16, 2012 - linkI mailed Anand for more indepth suggestions, but what crossed my mind:
- Audio quality seems fine, I didn't react to Brian's quality.
- Anand introducing himself is all the intro I need. No need for music or anything like that, it breaks with the aesthetic of the site and articles.
- I love predictive discussion about "how you think things are going to be with Haswell, next ipHone" etc. Becuase if anyone knows about it, you guys do!
- The discussion felt a bit haphazard, jumping from one topic to the next. I'd rather you covered a few topics more in detail, but I'm guessing you are testing the waters with this episode. I feel it needs more structure.
- To be honest the discussion about intel CPUs felt kind of boring. I have a 2500K myself, I like following the development of CPU-technology, but it felt too "specific", I couldn't really relate to it. Maybe that's just me.
I suggest you try to structure it more like:
1. What have you been doing/reviewing this week Anand, Ian, Brian?
2. Topic of the day: Haswell/Apple event/quarterly earnings etc.
Thanks for a great first try! Reply
risa2000 - Friday, August 17, 2012 - linkWhen added to iTunes, it shows as "Anand Shimpi's Album" podcast. I am not sure this is what you wanted.
If you spent ~100MB on voice, you may want to spent 200KB on nice cover art. It will not add much to the content, but it is nice to look at on vintage 2009 iPod Touch (which won't play any MP4 video). Reply
GKluss - Friday, August 17, 2012 - linkEven if we Germans are usually not known for enthusiastic wording, i found that first podcast awesome!
It didn't do over-professional reciting of already published facts but gave a good insight of the work you guys are doing and a lot information / stuff which doesn't make it into published articles.
Very much appreciated. Keep it going.
@Ian: I like that British accent. ;-)
Best regards
Gregor Reply
Will Robinson - Sunday, August 19, 2012 - linkCongrats on getting a podcast up and running.
As many of the forum members will be your listeners it would be a good thing to comment on interesting or popular forum posts and posters.
Having one as a guest on the podcast would be neat too.
Best of luck AT podcast crew! Reply
cosmotic - Saturday, August 25, 2012 - linkHow many times did everyone say the phrase "Right?" Way to many. Reply
Lipozene321 - Monday, August 27, 2012 - linkThis is what I have been searching in many websites and I finally found it here. Amazing article. I am so impressed. Could never think of such a thing is possible with it...I think you have a great knowledge especially while dealings with such subjects. <a href="http://www.health10online.org">Lipozene<... Reply


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Happy Black Friday everyone! The picture above is my family and I from last year sometime in the fall. JD (our son) is so much taller and leaner now, but still has that magnetic smile. Danielle (my wife) still looks as good or better than the day I met her in 2001. I am a blessed man. I am grateful, and really lack for nothing in my life.
Over the past few months I have started a process of giving away anything that is not being used regularly in my life. Clothes, shoes, sports equipment, whatever. There is less in my closet and storage areas and I cannot tell you how good that feels. Why?
For years in my life I would use shopping as a way to feel better about whatever I was going through in life. Not feeling that great? I better pick up that new Ipod. Tough day at work? I bet Target has something I need. You have to understand that I did very little of this consciously, it just happened. Over time I realized this pattern and have really taken a step back from the needless consuming that I did for so many years.
Now I ask questions, do I really want something, and do I even need it? Quick illustration. I am an Ipod killer. I routinely destroy Ipods in the wash, and other fun ways. I have had a few in the past few years and not only have they not lasted (because of me) I also had thought I always need to newest one. At some point is the 8 GB Ipod from three years ago still plenty of Ipod or do I really need the 16 GB Ipod to upgrade? If it works, and it serves your needs, just use what you have.
Do not get me wrong here, I still shop. It is just that I apply different screens to buying things now then when I did not think much at all about dropping money on things that were not that important – even if I thought they were at the time.
As today is Black Friday, I chuckled to myself earlier as I looked at Amazon.com and browsed the 'deals.' I realized I did not really need anything and was glad that I did not. That fun family and I are headed to the library in a bit to check out some free books after taking a cold walk to that library. I can't wait, and it will cost us nothing.
Thankful in Minneapolis


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Every year, 200 thousands in US, four thousands in Germany and more than five thousands in France and UK are embracing Islam. There are also thousands who convert to Islam in other European countries. The number of mosques and Islamic Centers in the West increases in concurrence with the number of increasing Muslims. However, the number of the mosques is still inadequate.
There are 1209 mosques located in US. Most of them have been constructed recently. Besides, there are more than 2000 mosques and Islamic centers in Germany while this figure is 2000 in UK, 1900 in France, 450 in Italy, 330 in Austria and 240 in Belgium.


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You exercise your body to stay physically in shape, so why shouldn't you exercise your brain to stay mentally fit? With these daily exercises you will learn how to flex your mind, improve your creativity and boost your memory. As with any exercise, repetition is necessary for you to see improvement, so pick your favorite exercises from our daily suggestions and repeat them as desired. Try to do some mentalrobics every single day!
The average adult human brain weighs 1.3kg (2.8lb). That's twice the weight of a giraffe's brain and three times the weight of a cow's brain. A newborn human baby has a brain that weighs about 350 grams (.8lb), which happens to be the same size as an orangutan's brain.
The size of the brain has very little to do with how smart the animal is. For example, an elephant has a 6kg (13lb) brain, but everyone knows that an elephant is not 5 times smarter than a human. The large size of the elephant's brain is probably how it got a reputation for having such a good memory.
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RC Flea Market forum rules -- MANDATORY:
(If you don't follow the rules below in full, YOUR POST WILL BE DELETED without warning)
Warning: Trading (item for item) is extremely risky and fraud-prone, and thus very strongly discouraged. Individuals in small towns can acquire a proof of shipment receipt from a "friendly" US Postal Service employee while an item is actually on hold at the postal station, thus trades can only be based on blind trust.
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02/24/16Scientific Drilling Successfully Deploys Relief Well Active Ranging System in Fort Worth Test Well
Read More >>
The Titan 22 is engineered to support the most demanding drilling environments to deliver reliability and durability across a wide range of applications.Learn More >>
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At Scientific Drilling, the largest independent provider of drilling services, we are committed to a customer experience that makes it easy to do business. It's our goal to work safely and with minimal environmental impact while offering you a wide range of technologies and solutions to solve your downhole challenges.
We are proud to design, engineer, and manufacture directional drilling and production logging technology targeted for the oil and gas, geothermal, coal-bed methane and mining applications. Our global footprint, coupled with our independent spirit, ensures our long-term commitment to our customer success. Scientific Drilling makes it Easy for you to do Business while targeting what's important.
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Quality and quantity in balance
Creating a powerful emerging market strategy has moved to the top of the agenda for many multinational companies such as Hilti, a European-headquartered global provider of products and services for construction professionals. In less than 10 years, 65 per cent of total global construction growth will occur in emerging markets, with half of this growth in China. This ongoing expansion has already resulted in a severe shortage of talent.
For a specialised industrial company like ours, the challenge is magnified as we don't always appeal to Generation Y, and our brand is not yet universally recognised beyond its own industry. As such, the company has had to develop a strategic approach to attracting and retaining the most talented individuals.
Most companies fall into the trap of salary wars, while competing for talent. The attempt to attract and retain talent exclusively through the use of monetary rewards is, however, shortlived, and tends to have a limited impact. Competitive remuneration and benefits are, of course, necessary but in the end, the employee experience is what counts. The ability to provide a great employee experience is a key differentiator for us. We have always believed that it is our organisational culture that has made the difference when it comes to attracting and retaining talent.
Accordingly, we highly stress the importance of our managers' ability not only to deliver business results, but also to deliver convincing progress with regards to organisational development. Both aspects paired together are crucial for future company growth.
This combination of hard and soft results is the main criteria for career advancement. For someone aspiring to be a manager at Hilti, merely achieving short-term financial results is not good enough.
India and China are definitely not short of growth opportunities. However, the ability to adjust organisational development to match high-growth patterns is a decisive success factor. In India, for example, we experienced strong double-digit growth rates in the past 10 years which led to headcount additions of more than 30 per cent annually. Proactive manpower planning helped to master this challenge.
Using our three- to five-year business plan as a guide, we were able to forecast our people demands in terms of quantity and quality.
As part of this, it was important to carefully consider our expected organisational evolution, as well as natural market turnover rates.
For example, to reach the target of 80 per cent of our managerial staff being promoted from within, it was necessary to ensure that 20 per cent of all our employees at any level possessed the talent to be promoted one to two levels up. Such analysis helps Hilti know if it has enough internal talent to meet future needs.
Hilti used to select and hire employees based on educational background, work experience and behavioural-based interviews. The hypothesis was that if the company could match the candidate's personality profile as closely as possible to a specified ideal, the prospects of future performance could be further enhanced, which in turn would have a positive impact on the company.
However, our experience showed that despite careful selection, only 50 per cent of hires would turn into strong performers. A subsequent internal study focusing on our sales team found that there were several distinguishing personality factors among our top performers. Based on these distinguishing criteria, Hilti now issues an online personality questionnaire, in addition to the standard recruitment process. This helps increase the probability of hiring top performers. In addition, we also regularly track their performance to confirm the correlation between personality and performance and to fine-tune the model further.
Future plans
After identifying the openings of key positions in the next three to five years, Hilti then identifies potential successors for critical positions and arranges the selected talent to take up development assignments to prepare them. The employee feels that the company is willing to invest in them with guidance, coaching and support.
Since 2005, we have begun to pay more attention to cross-cultural issues. Today, more than 75 per cent of key positions are given to local talent.
Peter Stracar, president for Asia-Pacific, Hilti Corporation


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BANDING TOGETHER: Band of Outsiders' Scott Sternberg is ready to take his business to the next level — and is getting some help to speed him along. Reached as he boarded a New York-bound plane in Los Angeles Tuesday, Sternberg said, "I have to be slightly vague" about a cadre of new investors in his firm.
"I maintained total control of the business, but with these really awesome people putting money and experience and support in," he said. "It's not like I'm looking for an out or anything like that. It's the opposite. It's very about investing in a really important expansion phase."
RELATED STORY: Band of Outsiders Fall 2013 >>
This story first appeared in the February 27, 2013 issue of WWD. Subscribe Today.


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HOUSTON - Ahead of Black Friday, stores were stepping up safety measures to comply with federal regulations.
The Occupational Safety and Health Administration now enforces how retailers handle chaotic shoppers surging through the doors in hopes of finding the best deals.
"OSHA has now taken the position, whether or not you're a retailer or you're in the petrochemical industry or some other industry that they have historically regulated, that you're on notice," said Houston attorney Collin Warren.
Warren has several retail clients for the Adams and Reese Law Firm. He said the new rules require crowd management and emergency procedures.
"You tell the clients that what OSHA expects is for you to evaluate the workplace, to remove any kind of recognized hazards, that you implement a plan and that you train your employees," said Warren.
Shoppers can expect tighter restrictions, including being handed a number outside a store to see who gets inside first. The new rules may cut back on the chaotic push through the door.
Stores without those plans in place could possibly face six-figure fines.
KPRC Local 2 contacted OSHA inspectors for the Houston area, but they declined to comment on whether they are actually visiting some of the stores when the doors open Thursday night.
Copyright 2011 by Click2Houston.com. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.


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Assessment |
Biopsychology |
Comparative |
Cognitive |
Developmental |
Language |
Individual differences |
Personality |
Philosophy |
Social |
Methods | Statistics | Clinical | Educational | Industrial | Professional items | World psychology |
Social psychology: Altruism · Attribution · Attitudes · Conformity · Discrimination · Groups · Interpersonal relations · Obedience · Prejudice · Norms · Perception · Index · Outline
William Swann is a professor of social and personality psychology at the University of Texas at Austin. He is primarily known for his work on the self and self-esteem, but has also done research on relationships, social cognition, group processes, accuracy in person perception, interpersonal expectancy effects, blirtatiousness, personality and attitudes. He received his Ph.D. from the University of Minnesota and undergraduate degree from Gettysburg College. His work has had considerable impact, with over 5,000 citations to his work in scholarly journals.
See alsoEdit
- Swann, W. B., Jr. (1983). Self-verification: Bringing social reality into harmony with the self. In J. Suls & A. G. Greenwald (Eds.), Psychological perspectives on the self (Vol. 2, pp. 33-66), Hillsdale, NJ: Erlbaum.
- Swann, W. Jr. (1999). Resilient Identities: Self, relationships, and the construction of social reality. Basic books: New York.
- Swann, W. B., Jr. Chang-Schneider, C., & Angulo, S. (2007). Self-verification in relationships as an adaptive process. J. Wood, A. Tesser & J. Holmes (Eds.) Self and Relationships, Psychology Press: New York.
Book ChaptersEdit
- Swann, W. B., Jr. Chang-Schneider, C. & McClarty, K. (2007) Do people's self-views matter? Self-concept and self-esteem in everyday life. American Psychologist.
- Swann, W. B., Jr., De La Ronde, C. & Hixon, J. G. (1994). Authenticity and positivity strivings in marriage and courtship. Journal of Personality and Social Psychology, 66, 857-869.
- Swann, W. B., Jr., Milton, L. P., & Polzer, J.T. (2000). Should we create a niche or fall in line? Identity negotiation and small group effectiveness. Journal of Personality and Social Psychology.79, 238-250
- Swann, W. B., Jr. & Pelham, B. W. (2002). Who wants out when the going gets good? Psychological investment and preference for self-verifying college roommates. Journal of Self and Identity, 1, 219-233.
- Swann, W. B., Jr., Pelham, B. W., & Krull, D. S. (1989). Agreeable fancy or disaagreeable truth? Reconciling self-enhancement and self-verification. Journal of Personality and Social Psychology, 57, 782-791.
- Swann, W. B. Jr., Polzer, J. T., Seyle, C. & Ko, S. (2004). Finding value in diversity: Verification of personal and social self-views in diverse groups. Academy of Management Review, 29, 9-27.
- Swann, W. B., Jr., & Predmore, S. C. (1985). Intimates as agents of social support: Sources of consolation or despair? Journal of Personality and Social Psychology, 49, 1609-1617.
- Swann, W. B., Jr., & Read, S. J. (1981). Self-verification processes: How we sustain our self-conceptions. Journal of Experimental Social Psychology, 17, 351-372.
- Swann, W. B., Jr., Stein-Seroussi, A. & Giesler, B. (1992). Why people self-verify. Journal of Personality and Social Psychology, 62, 392-401.
- Swann, W. B., Jr., Wenzlaff, R. M., & Tafarodi, R. W. (1992). Depression and the search for negative evaluations: More evidence of the role of self-verification strivings. Journal of Abnormal Psychology, 101, 314-371.
- Swann, W. B., Jr., Wenzlaff, R. M., Krull, D. S., & Pelham, B. W. (1992). The allure of negative feedback: Self-verification strivings among depressed persons. Journal of Abnormal Psychology, 101, 293-306.
External linksEdit
|This page uses Creative Commons Licensed content from Wikipedia (view authors).


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S&P raises Comcast debt rating after NBC deal
Standard & Poor's Ratings Services said Thursday that it has raised its credit rating on Comcast Corp. after the cable company agreed to buy the remainder of NBCUniversal it did not already own, for $16.7 billion.
S&P raised the rating to "A-" from "BBB+" and said that the outlook is positive. Both ratings are investment grade.
S&P said it was raising the rating in part because the financing plan for the deal includes only $6.7 billion in new debt. Its previous rating was based on the expectation that Comcast would rely solely on debt to buy the rest of NBCUniversal from General Electric Co.
Comcast already owns 51 percent of NBCUniversal. It plans to finance its purchase of the rest with $11.4 billion of cash on hand, $4 billion in debt owed to GE, $2 billion from its own credit lines and $725 million in preferred stock issued to GE.
Comcast's widely traded Class A shares rose 39 cents, or 1 percent, to $40.52 in afternoon trading.


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Silicone Tools
The use of silicone products has become so important in the kitchen area. This product withstands the heat and is longer lasting than plastic. I have been especially happy with the basting brush. No more picking out hairs and strands while cooking, and you don't have to replace this tool as often because it is heat resistant up to 482 degrees!


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From My Wife, May 2003:
My dearest Aaron-
I hope that this e-mail finds you well. I miss you alot and wish
that I could at least hear your voice on the phone. Coming home this
time was really hard. I love you so much. Well, I will keep this e-mail
short because I don't know how long it will be before you read this.
This week has been really hard. I wish that you were here that
would be very nice. I pray for you daily and hope that you pray for me,
because sometimes I really feel all alone. I know that I am not, but I
can't help feeling that way sometimes. Well, I just wanted you to know that
I think about you constantly and that I love you. Just write me, or
please e-mail me soon.
Love Your wife--


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Rated 5 out of 5�by 2 reviewers.
Rated 5 out of 5�by Maxi Wonderful Matelasse! Best!! I bought the Parchment Coverlet last year and this year decided to order the matching Pillow Shams. Perfect Match one year later! I have washed the coverlet and shrinkage was less than 1%...great for all cotton. The pattern is beautiful and goes with the Oriental motif in the master bedroom, as well as Floral in the guest bedroom. It is very soft and oversized for my super-sized mattress. You won't be disappointed! August 1, 2012
Rated 5 out of 5�by Rhp746 Great Item I needed shams to match my mattelasse bedspread. These aren't exactly like it but go very well. They are beautiful, well made and look good. July 2, 2012
1-2 of 2
100% Preshrunk Supima Cotton
Care Instruction:
Machine Washable
100% Supima Cotton
Care Instruction:
Spot Clean


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"This is a recipe that is great for the hot summer weather. It's light, healthy, easy and packed full of flavor. You don't have to spend an arm and a leg at your favorite Mexican restaurant anymore cause this one is just as good or better than any ceviche out there. As with any ceviche, use only fresh, very high quality seafood as I'm doing here. Try it for yourself and let your guest give you all the kudos," Chef Lee said.
Makes: 4 servings
1/2 pound shrimp, U10/U15 white Mexican prawns, peeled, deveined and cleaned
2 garlic cloves
1/4 teaspoon kosher salt (optional)
1 teaspoon sugar (optional)
2 limes
1 large yellow lemon
2 juice oranges
1 avocado, peeled, pitted and diced
1-2 tomatoes, seeded, and diced
1 medium cucumber, peeled, seeded and diced
1 bunch scallions
1 celery stalk, thinly sliced
1 tablespoon crushed red chile flakes, to taste
chopped fresh cilantro, to taste
1. Cut the shrimp all the way down the middle, flatten and cut into 1/8 inch strips and set aside. Keep chilled.
2. In a small Cuisinart, blender or molcajete, blend together the garlic, sugar and salt (if using) until creamed together completely into a paste.
3. Squeeze the lime, lemon and orange and add the juice to the garlic mixture. Crush or blend until well combined. Strain the mixture.
4. In a large bowl, combine the shrimp with garlic-citrus mixture. The juice will "cook" the raw shrimp. Toss the remaining ingredients and set aside, chilled, until the ceviche is ready to serve, no longer than 2 days in the refrigerator.
5. Serve the ceviche with tortilla chips, saltine crackers or Tequila. To add another layer of flavor, add red onions if you wish.
Copyright 2012 by Click2Houston.com. All rights reserved. This material may not be published, broadcast, rewritten or redistributed.


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We are excited to announce the winners of the third Solution Showcase, held in New York on Aug 25. Once again we were overwhelmed when we received 13 entries for this showcase event. There were some wonderful and stunning entries! Congratulations to the winners:
- SQLI – RIA CRM Flex add on for SAP CRM
- SQLI – Tactile HR Application for Retail Stores
- Pico – ACCS – Advanced Communication Chatting System
- ALTI – Set on Demand
- Cognasent/ScanDoc – Mobius – Electronic Medical Record
These lucky winners of the showcase in New York will join the 16 winners of the previous events in San Jose, Washington and Amsterdam.


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Where Have All the Heels Gone?
by, 03-29-2013 at 09:04 AM (5220 Views)
This blog is dedicated to the memory of Paul Bearer.
What's up everybody? Renevious here. Now it's been a seriously long time since I've written a blog, but there's a topic out there that I just can't leave alone anymore. And in the wake of the legendary Paul Bearer's passing, I feel like this must be addressed. That, my friends, is the lost art of being a a good and effective heel. Wrestlers used to seriously take pride in how much heat they could draw from a crowd. Lots of guys even made their entire careers from it. But today we live in a sissified politically correct world that is way too worried about hurting someone's feelings or offending someone. Now I honestly don't know if there is even a chance that we can get back to the way things used to be, when entertainment was just entertainment. Or are we forever stuck in a downward spiral of politically correctness that will inevitably kill off anything we used to actually enjoy watching? That's rhetorical. Don't try to answer it.
Think back to the 1980's. Many of us consider this to be the golden era of wrestling. Now technically, that was the 1950's, but for the sake of modern times, we're going to stick with the 80's. Wrestling was becoming a worldwide phenomenon, and everyone had their favorites. Guys came out, and they were like real life comic book or cartoon characters. And we knew without a shadow of a doubt if someone was good or evil. It really wasn't until the 90's that it got popular to blur the lines and have a character with tendencies of both face and heel. Either way, if it's done right, it's great. That's not my point. My point is, think about what types of things heels used to do back then to show us that they were evil. Roddy Piper knocked out a guy from Fiji with a coconut. The Iron Sheik would spit on the American flag. Lex Luger offered Ron Simmons (a black guy) a job as his servant/driver. The list goes on. And this was a PG era! Here's what I'm getting at. Heels back then weren't afraid to really get down and nasty and do controversial things to generate heat. That's how we knew they were bad guys. The faces had it easy. All they had to do was sit there and take it for a little while and then come back and beat the bad guy's ass. It was about as simple of a formula as you could make, but it was extremely effective.
Now I'm going to sort of skip over the 90's and the Attitude Era, because it was a time when there weren't every many "good" guys or "bad" guys. Everyone was just a bit nastier back then. Heroic acts were performed by both, and extremely evil acts were performed by both. And we all loved it. It's what was right for the era.
But let's fast forward to today. We're PG again, and that's fine. I'm not complaining about that at all. But things just aren't the same. If you try and look at the business through the point of view of the powers at be themselves, you probably think that the business has come full circle. They think that they're putting on a product like they did in the 80's. The show is back to being family friendly, and good guys are actively playing the part of role models to kids all over the world. But something is missing. We see it, but they don't. The heels are just not the same. Bad guys are only labeled as such because we're told that they're bad. For the most part, all someone has to do these days to be a top heel is say some mean things about the audience or not get along with an existing good guy. It's sad the lack of effort that goes into establishing these characters. But whose fault is it really? It seems like society doesn't even allow these characters to exist anymore. WWE is sort of making the effort, but they keep getting shut down. Look at Jack Swagger and Zeb Colter. Love them or hate them, you have to admit they are an extremely effective heel persona. And they are great at generating some genuine heat from the fans. But, as soon as it gets going, fucking Glen Beck has to accuse the WWE of having some hidden political agenda. It's just a character! Same thing goes with CM Punk and the whole Paul Bearer thing. WWE had to bend over backwards to make it known that the Moody family gave their full consent for this storyline. Now think about how much more emotional it could've been if they would've kept that to themselves. It's just to generate heat. And they did a damn good job of it. I mean, what real wrestling fan would think for a second that Bill Moody would have had any objections at all to this story? This guy was part of storylines where people got fucking ritualistically crucified and dead bodies were dug up and brought on the show. Every superstar today could take a lesson from the level of commitment that man made for the sake of entertaining the crowd. And now he's being more effective dead than what most of the roster is doing alive.
In closing, I wish it were as easy as blaming the talent or the writers for watering down the product to a point where we no longer find it interesting. But I'm afraid the problem lies much deeper than that. Until society as a whole learns to grow a pair and stop being offended by every little thing they see or read, we're just going to have to suffer through sub par entertainment.
Thanks so much for reading, and I apologize if this blog was a little unorganized as I am extremely out of practice on my writing. All comments are welcome. And as always, God Bless.


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Hey there, time traveller!
This article was published 25/8/2014 (1094 days ago), so information in it may no longer be current.
Canada's longest-running comedy club is about to reach a major milestone, and it's bringing a heavyweight-hilarious lineup to town to help it celebrate.
Rumor's Comedy Club is marking its 30th anniversary this fall by booking four of its most popular acts ever — Derek Edwards, Daryl Lenox, Mike Wilmot and Dave Hemstad — for a weekend of special shows Nov. 14 and 15. All four comics, plus a few surprise guests, will take the stage for each of the weekend's four shows.
Tickets for the diamond anniversary weekend are $30 here. The comedy club is closed for renovations until Sept. 7 due to damage caused by last week's heavy rainfall.


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Each and every fantasy football season, a group of third-year receivers finally reach their ultra-productive point. Fantasy worlds call these players the Third-Year Breakout Wide Receivers. Below is one that really stands out to me: T.Y. Hilton.
Third-Year Breakout Wide Receivers
TY Hilton's current ADP is at the back of the fifth-round at 58 overall. Hilton has shown an increase in production in each of his first two seasons, though his average yards-per-catch declined in 2013. Still, his overall stat line last year was 82/1083/5TDs, which proved to be a respectable WR2 (221 pts), and he was a 7th-round pick at that time (August of 2013).
We know the Colts are going to score points this coming year. A number of factors point to Hilton increasing his production in 2014. First, he falls into the "Third-Year WR Breakout" theory. Sometimes receivers breakout sooner, like AJ Green, Alshon Jeffery, or Anquan Boldin in year's past, and other times a receiver just needs two full seasons under his belt before reaching that next level of production (ex: Dez Bryant, who went from 63/928/9TDs during his second year to 92/1382/12 during his third-year breakout season). Now couple all that with consistency, as Hilton enters 2014 with the same coach, quarterback and quick-strike offense that he has matured in. Thirdly, he won't face many double coverages in 2014 with notable peers Reggie Wayne and newly-acquired Hakeem Nicks requiring attention.
When Reggie Wayne went down last year, Hilton filled the void admirably, producing better-than-expected results, yet I still believe the loss of Wayne impeded Hilton's overall production. I took note of a recent report that stated that Hilton was working out of all four wide-receiver position during the Colts' mini-camp. This was interesting, as this could make it tough for defenses to scheme him from week to week, but of course this would also require the presence of a healthy Reggie Wayne, and/or a version of Hakeem Nicks that can adapt to the offense.
I have nothing but respect for Reggie Wayne, but I have a difficult time believing that a 35-year-old NFL wide receiver can be productive the season following knee surgery. History suggests a negative impact. I'm not sure where he is in his rehab, but at his age, he won't be able to pull off what Adrian Peterson did, where he was running lateral drills in a sand pit 9 months removed from his LCL, ACL, and MCL surgery. Sorry, Reggie, I won't expect that from a 35-year-old receiver. I will expect to see more of LaVon Brazill.
Where Hakeem Nicks will fit into that Colts' offense remains to be seen. Staying healthy is still a concern for Nicks, but the combination of Wayne and Nicks is sure to leave Hilton in some good spots all over the field in 2014. Plus, I expect to see the Colts' 3rd-round draft pick, Donte Moncrief, stretch the field often in 2014; he has both size and speed and should be a great red-zone target, even as a rookie.
Hilton might be sitting at #58 overall right now, but come August, I anticipate him moving up fantasy draft boards. Dynasty league owners should start trying to acquire him now while he maintains low trade value.
2014 Projections: I have T.Y Hilton pulling in 92 receptions for 1,250 yards and 9TDs this upcoming year.
Full List of 2014 Third-Year Breakout Wide Receivers
Below are players already playing like studs and/or suspended:
• Alshon Jeffery (already broke out in 2013)
• Michael Floyd (already broke out in 2013)
• Josh Gordon (already broke out in 2014; facing possible suspension in 2014)
• Justin Blackmon WR, JAC (suspended indefinitely)
- TY Hilton WR, IND
- Kendall Wright WR, TEN (semi breakout in 2013)
- Marvin Jones WR, CIN (semi breakout in 2013)
- Jarrett Boykin WR, GB
- Rueben Randle WR, NYG
- Jermaine Kearse WR, SEA
- Andre Holmes WR, OAK
- Stephen Hill WR, NYJ
- Rod Streater WR, OAK
- Cole Beasley WR, DAL
- Brian Quick WR STL
- Ryan Broyles WR, DET
- Mohamed Sanu WR, CIN


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"Game changer" is a term you hear often when people talk about how technology has changed their industry.
A decade or two ago, one would have been hard-pressed to name any CEOs advocating for empty parking lots and office cubicles. Fast-forward to the 21st Century, where over 50 percent of the workforce can be mobile on any given day, and being out is in.

 According to a 2008 benchmarking study by Runzheimer International—which focused on assessing employee mobility management trends, as well as financial and productivity metrics of leading organizations—54 percent of U.S. employees today are in positions considered highly mobile (1).

 As more and more work is being done outside of the traditional office space, organizations must become highly competent in strategically managing their employee mobility programs. The payoff in terms of improved organizational agility, better employee relationships, and revenue growth is significant. From the cost savings standpoint alone, organizations can improve profitability by 1-4 percent.

 Technological advances enable employees working outside of traditional offices to maintain (and in some cases increase) productivity compared to their counterparts working within corporate facilities. While empty offices and cubicles are an unwelcome sign of excess capacity from a real estate standpoint, they can be a leading indicator relationships with prospective clients and partners are being developed, ideas for new products and services are being identified, and client needs are being met.

 The Costs are Significant

 While most organizations accrue expenses related to at least 3-4 areas of employee mobility, few have taken the time to tally up their mobility expenses across the board. When all programs are combined, the total investment in mobility is significant…yet most organizations don't realize it and many cannot track it.

 When total employee mobility expenses are divided by the total number of workers employed, regardless if employees are mobile or not, investments approximate $7,208 per employee per year. This amount is comparable to employer costs of providing health insurance to employees (2).

 Companies Investing More Grow Faster

 Runzheimer's benchmarking study separated participating organizations into two revenue growth groups—firms with two percent or less of revenue growth year over year and companies growing at 10 percent or more annually. As measured on a per-employee basis, and regardless of whether an employee is mobile, companies with high revenue growth rates spend more on mobility in comparison to firms with stagnant or declining revenue (3).

 Business Model for Total Employee Mobility

 Total Employee Mobility, as defined by Runzheimer International, is the process of placing the right employees in the right location when they are needed most. This process removes geography as a barrier to growth and success for organizations. Employee mobility approaches within the typical organization appear in 3-6 different areas supporting two key business objectives: enhancing talent management capabilities and/or enabling revenue growth.

 Making an investment in one area can affect others. For example, virtual office and business travel programs can be viewed as substitutes to domestic relocation or international assignments.

 At the same time, if an employee chooses to conduct additional meetings via audio, Web, and video conferencing, virtual office can, to various degrees of its application, replace business travel or business driving.

 The Benefits of Integration

 CEOs seeking new opportunities for cost savings, revenue-generating capabilities, and greater organizational agility must look at how their mobility programs are managed. One example is a leading pharmaceutical company that took a cohesive approach to its travel and virtual office program management. It created a reporting dashboard tracking the number of trips by duration of overnight stays as well as use of travel alternatives such as audio, video and Web conferencing tools for each business unit.

 Because of this effort, the company successfully achieved a 20 percent reduction in the number of business trips up to one night in duration.

 Other organizations are following suit, from launching integrated expense reporting solutions for all of their mobile employee expenses to policy and process implementations providing employees with the most reasonable transportation option available—whether it be traveling by commercial airline, corporate aircraft, or vehicle.

 Embarking on Total Employee Mobility

 As mentioned at the beginning of this article, in the 21st Century, being out is in. An integrated approach, when properly executed, yields competitive advantage. That said, as with any improvement initiative that involves many different areas in the organization, transformational improvements are only possible when a senior executive pushes for change. In the absence of this leadership, the gravitational pull will always be toward marginal gains.

 Visibility across your organization is the first step. You can't manage what you don't measure. If cost savings, greater agility, and better employee relationships sound attractive, and if a substantial improvement in operating income is appealing, the case for action is strong.

 End Notes

 1, 3. "Total Employee Mobility Benchmarking Report," Runzheimer International, October 2008.

 2. "Employer Health Benefits 2007 Annual Survey," The Kaiser Family Foundation/Health Research and Educational Trust (Kaiser/HRET), September 2007.

 Greg Harper is president of Runzheimer International.


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