text:
hi we're thinking of booking for next year and have always used virgin holiday but we wonder whether to do it ourselves this year or use a travel agent.
Where would we go for flights and how would we book the resort and cars if we did it ourselves?
hi we're thinking of booking for next year and have always used virgin holiday but we wonder whether to do it ourselves this year or use a travel agent.
Where would we go for flights and how would we book the resort and cars if we did it ourselves?
Well, I'm not a huge help to you, as I don't get to travel out of the country much, but we are planning a trip to Ireland, and we'll be doing it ourselves.
We watch the flights like a hawk, and will choose those that have the best fares for when we want to travel.
We research the areas we want to visit and make a hotel selection based on what the internet site for the hotel tells us, what reviews have to say, and if possible word of mouth from other sites (like this one!).
Cars, we'd do the same. Typically, we research and see what car hire companies are available at our arrival airport and make a choice from the one with the best price.
I know what our TA package trip cost last time and proportionately (allowing for increased prices, ect.) we are certain we can do it better ourselves. It takes loads of work though, so be prepared!
Also, it helps a bit that we've already been once, so we have a tiny idea of what we want to do and how to accomplish that.
The biggest issue for us is the hotels, and that would probably hold true for you too. If you didn't select a Disney resort, I cannot suggest strongly enough, you check out the offsite hotel through as many means possible before booking. There are some horrid Orlando area hotels out there!!!
As for car hire, if you stay with the major companies here, you won't have any real problems. Dollar, Budget, Thrifty, Alamao, National, Avis, Hertz... are some of the larger companies. Hertz is often pretty expensive though, so check carefully.
Like Tink, I live in the US, so most of my thoughts are general.
I tend to prefer DIY, as I can control the various aspects without going through a third party. That said, a knowledgeable TA can be an incredible asset when you aren't familiar with your destination. In the case of WDW, be sure to use a Disney certified TA, such as Val (in the UK) or Johnie (in the US), both of whom are members of this site. General TAs don't always understand the Disney system, which can cause headaches. Disney certified TAs have to complete certification showing knowledge of various things Disney, including booking, ADRs, resorts, parks, etc.
Whatever you do, learn as much as you can about WDW before booking anything. It will make life so much easier! Once you decide on your dates, you'll need to work on both transportation and rooms. Sometimes it works better to book them separately, even if you use a TA. Other times a package may be more economical. And, keep in mind that a package through a holiday company is priced differently than separate components. Price them both ways.
If you plan to rent a vehicle, you'll also need to pay for insurance. That can be an expensive part of the holiday. I'm sure many of our UK members can help you with the best rental agencies to try for the best rates. The ones that work best for US drivers with personal auto insurance may not be the best for your circumstances--their insurance rates tend to be very high. Not always, but usually.
We love helping others plan their holidays--particularly at WDW! It helps the withdrawal pangs for those of us who won't be visiting any time soon!
Just went back and read your post again.
Whether you book DIY or through a TA, these are the steps I recommend:
1. Determine your travel dates.
2. Determine your holiday budget.
3. Get an idea of airfare prices--it's a significant portion of the budget.
4. Learn about the WDW resorts, amentities and pricing. There are several categories: Value, Moderate, Deluxe and--hmmmm...can't remember what they're calling the DVC resorts now. It used to be Home-Away-From-Home, but they changed it a while back. Deluxe and DVC resorts tend to be the most expensive, but the DVC resorts can be a really good value. There are some perks for staying on site, even in the Value resorts.
5. Learn about offsite resorts and villas in the Orlando area. We have several members who rent holiday villas in the vicinity of WDW, and there are other sites specializing in holiday villa rentals, as well. Check Travelocity or Hotels.com or any other sites you like for off site hotels, motels and resorts in the Lake Buena Vista/Orlando area. Read as many reviews as you can within the last six months to a year. Keep in mind that more people complain than praise, so take all comments with several grains of salt. Get an idea of pricing for the time of year you will be traveling. 2010 rates may not be available yet, but you can get an idea from the current rates.
6. Learn about the things to do in the Orlando area. If you're staying 3+ weeks, as many of our UK members do, you may want to visit more than WDW--although you certainly don't have to! Search for Orlando, FL in your favourite browser and look for the visitors site (should end in .org). There is a lot to do there! You can plan your lodging around your interests, perhaps staying on International Drive (I-Drive) or at Universal Studios or in an off site villa part of your visit, then staying at WDW while visiting those parks.
Many of our members have posted trip reports. Isafari, in particular, has visited many of the attractions in and around the Orlando area. WDW is a huge resort in and of itself, and the Orlando area is extensive as well. The best thing you can do to ensure a magical holiday is to educate yourself before making the major holiday planning decisions. So, pull up a comfy chair and get busy reading!
i have found kayak to be really good for flight prices but i constantly check places like opodo, expedia and all the reputable airlines home pages.
hotels i do the same -search around and see which offers the best deal- i also would make sure you're just guaranteeing the room with a credit card and it can be cancelled.
car hire- usrentacar seem to have the best deals for me anyway.
don't forget to book everything on your credit card as this will protect you
On our last two trips to the US we booked DIY.
Like BC said l check Kayak and all the other sites for flights. In 2003 we flew indirect with a stop off at Atlanta and then onto MCO. This took alot of £'s off the price. The other good thing about this is you clear immigration at arrival airport and can then shoot through MCO quickly.
We have stayed in villas the last few times and we found these through word of mouth.
Car rental is so easy in the US. All l would say is make sure that you get an airport rental and not an ID or 192 pick up location.
ive only ever done a package once because it was such a good deal.
first time we went in 2000 booked VA direct as i didnt know any better
but now i book thru a third party for VA flights, never ever got good priced thru opodo, expedia and certainly nothing close to what i pay from VH they are sooooo expensive wow!!!
never stayed onsite always in a villa


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April 17, 2013Follow @SunDevilVB
Pac-12 Release
WALNUT CREEK, Calif. - Macey Gardner of Arizona State's volleyball team has been selected to play on the Pac-12 Conference's All-Star Volleyball Team that will tour China June 15-27.
The all-star team, made up of 12 Pac-12 student-athletes, will be coached by USC women's volleyball skipper Mick Haley. The team will play at least six matches against Chinese Professional Club Team over two weeks in Beijing and Shanghai.
"The Pac-12 is at the forefront of providing opportunities to further the student-athlete experience. Sun Devil Athletics shares the same goal and as such, is willing to partner with the Pac-12 to offer this opportunity to Macey," head coach Jason Watson commented.
Represented on the tour are student-athletes from Pac-12 teams that distinguished the Conference during the 2012 season with seven NCAA Tournament bids, tied for the most of any conference in the country. The team was selected by the coaching staff and Pac-12 liaison and includes two setters, one libero, three middle blockers and six outside hitters.
Macey Gardner is one of two freshmen to be chosen on the 12-person squad. A Pac-12 All-Freshman and All Pac-12 honoree, Gardner rewrote the ASU freshman kill record (577) and finished the year as one of only three freshmen ever to lead the Pac-12 Conference in total kills.
"Macey has proven, in a short time, to be an athlete of considerable talent. She will represent both the Pac-12 and Arizona State University with class, humility and appreciation for the efforts of all associated with this trip."
2013 Pac-12 Volleyball All-Star Team
Inky Ajanaku // Stanford // Freshman // MB
Liz Brenner // Oregon // Sophomore // OH
Hayley Crone // USC // Junior // S
Shelby Dalton // Utah // Sophomore // OH
Kelcey Dunaway // Washington // Senior // MB
Macey Gardner // Arizona State // Freshman // OH
Marcelina Glab // Washington State // Junior // MB
Natalie Hagglund // USC // Junior // Libero
Madi Kingdon // Arizona // Sophomore // OH
Arica Nassar // Oregon State // Sophomore // OH/MB
Lauren Plum // Oregon // Junior // S
Kelly Reeves // UCLA // Junior // OH
Head Coach: Mick Haley, USC
Assistant Coaches: Jen Greeny, Washington State; Beth Launiere, Utah
Player bios of the entire @pac12 All-Star Team are available here pac-12.com/Sports/Volleyb...-- Sun Devil Volleyball (@SunDevilVB) April 17, 2013


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New York City is made up of five boroughs: the Bronx, Brooklyn, Manhattan, Queens and Staten Island. Each one has enough attractions—and enough personality—to be a city all its own. Learn more about them with this guide.
A homey slice of the New England countryside on the Upper West Side, Good Enough to Eat serves up rich comfort food like bacon waffles, strawberry-butter pancakes, buttermilk biscuits and a smoked salmon sandwich with goat cheese. New Yorker-by-way-of-Belgium chef Carrie Levin opened the spot more than 30 years ago, and it has been a beloved neighborhood brunch destination ever since.


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|Your link to the past since February 1996! Search for your ancestors in free Ships' Passenger lists, Naturalization Records, Palatine Genealogy, Canadian Genealogy, American Genealogy, Native American Genealogy, Huguenots, Mennonites, Almshouse Records, Orphan Records, church records, military muster rolls, census records, land records and more. marks FREE genealogy records.
| Olive Tree Genealogy Blog was one of MyHeritage top 100 Genealogy blogs, one of the 25 Most Popular Genealogy Blogs by Technorati and one of the Top 40 Genealogy Blogs 2011 & 2012.
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Alms House Admission Foreigners & Nativity Records with Ships Names 1819 (New York City, New York)Source: Alms House Admission Foreigners & Nativity Records (; New York; City, NY) Item 5 LDS Film 1304647 Bond Registers 1819-1840. Original records in the Municipal Archives, New York , New York;
In the early 1800's port cities in the USA bore the burden of immigration. By the time they arrived, so many immigrants were tired, hungry and poor they ended up in the City Almshouse. This meant the citizens had to take care of them. At first the citizens of the city asked the Mayors for funds to support the poor. Eventually they asked the states, and by mid-century some states (PA, NY, MA) set up State agencies to deal with the issue. Eventually, beginning in the 1880's, the Federal Government nationalized the programs.
Dating back to the colonial era, New York City assumed responsibility for its citizens who were destitute, sick, homeless, or otherwise unable to care for themselves. The city maintained an almshouse, various hospitals, and a workhouse on Blackwell's Island (now called Roosevelt Island) for the poor. Read more about New York City Almshouse...
Lorine's Note: There are 2 pages for each name in this ledger. I have only copied part of the left hand page. There is more information on the microfilm, including Captain's Name, Owner's Name, Date of Bond, Sureties, Date Discharged, Death Date, Remarks, Bonded, Commuted & Total. For example, under date 1820 March 11 - Elizabeth Kennedy age 34 is listed as having died June 14, 1820; her daughter Mary Ann died Nov. 5, 1820
I have not had time to track down the exact arrival date of each of the ships named, but interested researchers could use the clues (admission date, captain's name, owner's name, etc) as well as census records, to narrow the time frame of arrival. Families with children born in one country, such as England, and then in New York will find it much easier to narrow the time frame of immigration.
For individuals recorded in 1855-1858 the information includes ship name, date of sailing, ports of departure and arrival
Ship arrivals with partial passenger names before Oct. 1819: Ann, Caroline, Cleatham, Cossack, Dublin Packet, Ellerd, Emulation, Felix or Phoenix, Iris, John Dickinson, Little Bill, Margaret, Nancy, Ontario, Phoenix, Prudence, Rosella, The Otis, Visitor
Date of Admission; Foreigner (Surname); Foreigner (First Name); Age; Place of Birth; Vessel Name; Where From
Choose from New York Almshouse Bond Registers with Ship Names and Ports of Arrival in 1819 | 1820 | 1821 | 1822 | 1823 | 1824 | 1825 | 1826 | 1827 | 1828 | 1829 | 1830 [1831-1840] to follow | 1855-1858
URL: http://olivetreegenealogy.com/
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text:
inFOCUS Quarterly
Spring 2016
Israel - Beyond the Headlines
The JPC on
Top Research Issues and Regions
Most Viewed
by Cory Missimore • Jun 6, 2008 at 2:42 pm
The JPC has produced a flurry of work in recent days. We encourage readers to note the following:
1. The launch of Palestinian Rocket Report - a new JPC initiative designed to generate increased public awareness of the Palestinian bombardment of southern Israel.
2. Our first report, penned by celebrated radio talk show host and JPC scholar Michael Medved, is entitled "Rockets Illuminate Three-Way Choice for Embattled States"
3. Jonathan Schanzer, JPC's director of policy, weighs in on the Iran engagement debate. Read his Weekly Standard piece here.
4. Schanzer also has a book review in the Jerusalem Post detailing the shortcomings of Professor Noah Feldman's latest book "The Fall and Rise of the Islamic State."
Related Topics: Cory Missimore
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text:
Product description:
This tester is a integrated tester for plug. It is used to test the continuity, insulation, high-volt, leakage current of power plug. It meets the requirements of many international standards such as BIS, UL, CSA, VDE, BSI, DIN, CCC, IEC, etc. It is a automatic testing machine make your operation more convenient and simple.
* All of the test subjects will be done automatically.
* The inner/outer high-volt value and persistence time can be adjusted separately.
* Test speed very quick, all test subjects will be achieved only in less than 2 seconds.
* The PLC control system is come from Mitsubishi, Made In Japan.
* The relay is come from Schneider, Made In French.
* If the sample is incompetent, there is a alarm by noise and alarm light.
* If the sample is incompetent, this machine will stop at once and show you which subject is incompetent. After pushing the emergency button, it will restart to a new test. And a switch with key can be made to order to replace the high-volt starting button, it is very useful, because when a alarm happen, the operators can not restart this machine, only when the managers have checked over and restart it by key the machine will be working again.
* When test over, the sample will be pushed out automatically, and a T or other characters will be marked on it (only English characters).
* used for double-headed power plug. This makes your test more quickly.
Technical parameter:
Polarity test: Test E, L, N wires in sequence
Insulation test high-volt: DC 500V +- 10%
Insulation resistance: 2, 7, 20, 50, 100MΩ (can be made to order)
Inner high-volt: 0~5KV +-5% (adjustable)
Outer high-volt: 0~5KV +-5% (adjustable)
Leakage current: 0.5, 1, 3, 5, 10mA (can be made to order)
Rated power: 500VA
Cylinder power: compressed air with 0.4 to 0.6Mpa
Dimensions: 750mm W, 540mm D, 520mm H
Power source: AC 220V +- 10%, 50Hz
Weight: 40 kg, approximate
1. Inner high-volt is applied between L, N, E wires, and the outer high-volt is applied between L, N, E wires and jacket.
2. Both 3-wire and 2-wire power plug can be tested by this machine.
Approximate Price: N/A
Minimum Quantity: 1 Set(s)
Payment Terms: N/A
Green Product/Solution: No
Organic Product/Solution: No
Fair Trade Product/Solution: No
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by Patricia Maroday Jan 7, 2015
Much of the world is quickly learning the long-term significance of Latin American economies. Central America has been overlooked for decades until recently and those doing business in the area continue to grow and prosper from the numerous opportunities and advantages.read more
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Researching all trade agreements and blocs between Latin America and Asia? View this in depth article detailing APEC, PeSFTA, TPP and more...read more
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text:
This movie was in the 1980s or 90s.
One scene involves a black girl who looks homeless, where the main protagonist is a man. When the man comes up to the girl, she is frightened and tries to pull out a Swiss army knife or some other Multics tool. She accidentally pulls out something else and the guy looks annoyed until she pulls a knife out. Her grandma or some lady comes out and she starts fakes crying.
Another scene is where she is a girl scout wearing yellow and a baget hat. The guy might have been her father or he adopted her.
I think it was a father/daughter movie. There was another scene where the man and the girl have a heartfelt moment where she has to leave and they say goodbye to each other. The man may have adopted her and she was homeless.


text:
To the delight of most summer travelers, oil prices have fallen 4.93% over the past month, which in turn has resulted in reduced pressure at the gas pump. As you can see from the chart below, the bullish attempt to send prices higher in July failed when the price neared the resistance of the 200-day moving average.
From a trading perspective, this lower high defined the right-most shoulder of the famous head-and-shoulders pattern, which has been used by traders over the past couple of weeks as a signal of a move lower. As key indicators such as the Relative Strength Index and full stochastics near oversold territory, it's not surprising to see short-term bounces. However, traders will expect the price to face resistance from the combination of the 200-day moving average and the neckline of the pattern (99.80).
We'll take a closer look at an exchange traded fund that is used by traders to track oil prices as well as major companies to see if the entire sector is due for a correction. (For more, see: How To Trade The Head And Shoulders Pattern.)
United States Oil Fund (USO)
Unsurprisingly, you'll find the same head-and-shoulders pattern developing on the chart of USO. This ETF is commonly used by traders for trading changes in the spot price of light, sweet crude oil. The $37.80 level has acted as a very strong level of resistance, which will likely be used traders to protect their short positions. It is interesting to note that recent price action has found support near the 200-day moving average. The recent strength and accompanying bounce suggests that a move toward the resistance is likely. Bearish traders will likely add to their positions near the horizontal trendline and those with a stronger tolerance from risk will likely only exit a position when the price moves above the 50-day moving average (blue line). (For more on this topic, see: Moving Averages Tutorial.)
Uptrend in Giant Oil Companies
When taking a look at the chart of Exxon Mobil Corp. (XOM) as a gauge for the giant oil companies, it's apparent that it's trading within a strongly define uptrend. The company recently released its most recent quarterly earnings and reported the lowest level of global oil production since 2009. The global increase in oil production as a result of hydraulic fracturing has put a cap on price increases because of increasing supply. In addition, it is becoming more expensive for companies to compete in this area and to develop fields that will significantly add to their bottom lines. These two factors could be enough of a fundamental head wind that it causes the recent price declines to become more severe. Active traders will use a drop below the ascending trendline, shown by the dotted blue line, as a sell signal and confirmation of a trend reversal. (For related reading, see: ExxonMobil's Massive and Reliable Money Machine.)
The Bottom Line
Weakness shown on the chart of oil prices and oil-related companies is suggesting that a correction is on the way. As shown above, the clearly identified head-and-shoulders pattern on the spot price of oil could start to impact margins at the big oil companies. In addition, lower production levels, combined with increased supply and competition, could be enough of a fundamental headwind that traders will use as a signal to send the prices of the mentioned assets below their last levels of support shown by the 200-day moving averages and long-term trendlines. Closes below these levels will be a clear signal of a long-term move lower. (For further reading, see: Why The Price of Crude Oil is Dropping.)
At the time of writing, the author did not own any shares of companies mentioned in this article.


text:
Vince Chadwick -Feb 18, 2013
Peter Seidel, public interest partner at Arnold Bloch Leibler, which represented the men. Applicant Daniel Haile-Michael is in the blue shirt.
Victoria Police has promised to investigate how it deals with ethnic groups after it settled a civil case over racial profiling of Afro-Australian men.
Police will hold an inquiry into their public relations and cultural awareness training as part of a settlement with six young men who claimed they were racially discriminated against in the Flemington and North Melbourne areas between 2005 and 2009.
The men, who were teenagers at the time, claimed they were assaulted by police and were often stopped, questioned and searched because they were black.
An announcement on what actions police will take in response to the inquiry is due by December 31 this year.
An analysis of data from the police LEAP database by Melbourne University Professor Ian Gordon, commissioned on behalf of the six men, found that:
In a joint statement released on Monday, the parties involved in the civil case said racial profiling occurred when law enforcement decisions were made on the basis of race or ethnicity, rather than a legitimate policing reason.
Documents discovered in the six years since Flemington Kensington Legal Centre first lodged claims of discrimination have been made public to encourage greater transparency and accountability in how police question, stop and search the public.
The settlement was reached on the day the trial was due to start in the Federal Court in Melbourne, where police chief commissioner Ken Lay was expected to be among the first to take the stand.
Former director of public prosecutions, Jeremy Rapke, QC, representing the African men, had earlier told the court he intended to ask Mr Lay what he did and did not do after commissioning a report into race relations in the Flemington area in April 2006, while he was deputy commissioner and responsible for the north-west region.
"The police commissioner is off the hook", Justice Shane Marshall said on Monday.
As well as naming four police officers, the African men had sought to hold the police chief and the State of Victoria vicariously liable for failing to take all reasonable steps to prevent racial discrimination.
Peter Seidel, public interest law partner at Arnold Bloch Leibler, the firm that represented the men pro-bono, said "it is obvious that past reviews into relations between the African-Australian community in Flemington and the police have failed dismally".
He said the new inquiry was a "watershed moment in Victoria's history", which would benefit police and the public.
Police have invited public comment on the inquiry into community contacts and cross-cultural training.
Speaking outside court applicant Daniel Haile-Michael said the inquiry was a ''monumental event''.
''It's finally time that something is being done about [racism in Victoria Police],'' he said.
Mr Haile-Michael described the frustration when police would repeatedly stop and question him and his friends at the Flemington housing estate.
''Playing in the basketball court, which is like your own backyard, asking what you are doing in your own backyard... on a daily or weekly basis. By that stage obviously the officers knew us personally, they knew who we are, they knew where we lived and still they ask you the same questions. And on occasions they actually beat us up. That's the honest truth.''
He said racial discrimination by police was still a problem but that systemic change was the only answer. ''I myself have been beaten up but ... it is not a personal thing. We understand it is a systemic issue and that is why we are trying to address it in a systemic way. It's not about one police officer, it's about changing a whole system''.


text:
How to Text from Gmail
Did you know that you can send free SMS text messages to your friends, directly from your Gmail account? You can! It's easy to do, and for some, a lot easier than texting with two thumbs. Get started with Step 1 below to learn how to do this easily.
Of course, you should probably continue with the article and follow the directions below...
1Get the information you need. In order to email a text, you'll need two pieces of information: the recipient's full phone number (10 digits for the US) and their phone carrier (AT&T, Verizon, TMobile, etc.).[1]
2Log in and open your email. Log on to your Gmail account.
3Start a new email. Click "Compose Mail" to start a new message.
4Enter their phone number. Write out the full 10 digit phone number in the address bar.
5Fill out the carrier info. Follow the phone number with the SMS gateway listing (the "domain name" for the carrier which reroutes the message). It should come out looking something like "firstname.lastname@example.com" or "firstname.lastname@example.com". The most common SMS gateway listings are[2]:
- Verizon: @vtext.com
- TMobile: @tmomail.net
- AT&T: @txt.att.net
- Pinger: @mobile.pinger.com
- Sprint: @page.nextel.com (Credo worked via sprint using @messaging.sprintpcs.com )
- Cricket: @sms.cricketwireless.net
6Write your message. Enter your message as normal and click send when you're done. Your SMS will be sent to the phone number you entered.
Community Q&A
I have a PCS Metro cell phone. What is the SMS gateway for Metro?
What is the domain name for Walmart Family Mobile?
Will Cricket service work on an unlocked TMobile phone?
Will the text also appear on my phone?
What are the most common SMS gateways in African countries like Kenya and Somalia?
- Keep the message short. Remember, they read it as a text message.
- This is for SMS messaging. Not all services support things like picture messaging, so you'll need to check with the carrier for that information.
- Google doesn't charge for SMS service, but any standard charges may apply when your friend responds to your text via their phone.
Article Info
Categories: Gmail
In other languages:
Italiano: Inviare un SMS da Gmail, Français: envoyer des SMS à partir de Gmail, Español: enviar mensajes de texto vía Gmail, Deutsch: SMS von Gmail senden, Português: Enviar Mensagem de Texto pelo Gmail, 中文: 用Gmail发手机短信, Русский: писать текстовые сообщения через Gmail, Nederlands: Een sms versturen vanuit Gmail, Bahasa Indonesia: Mengirim SMS Dari Gmail, العربية: إرسال رسالة نصية عن طريق Gmail, हिन्दी: जीमेल से मैसेज (SMS) करें, ไทย: ส่งข้อความผ่าน Gmail
Thanks to all authors for creating a page that has been read 609,044 times.


text:
If Dark Souls II Is "Hardcore," What's Titanfall?
This one word has generated countless debates in the realm of video game culture. Obviously, the biggest issue is that it's a very subjective term; nobody can agree on an exact definition. That being said, regardless of your definition, chances are, you will label the recently released Dark Souls II as a "hardcore" title. In other words, only the core gaming crowd will be interested.
"I'll bet you every penny I own that the majority of people who buy Dark Souls II won't buy Titanfall, and vice versa."
Now, that's probably true. But what about the other massive launch in the first part of March? What about Titanfall, which is receiving similar critical acclaim? The reason I ask is because I happened across an interesting conversation in a local GameStop:
"Dark Souls is for real gamers; Titanfall is for kids..."
This is how that conversation began. As there weren't many people in the store, it wasn't difficult to miss. Now, stereotypically, the individual who said it ranked about a 9.7 on a 10-point nerd scale. His debate partner probably only measured a 4; social clichés aside, the conversation itself caught my attention.
The Titanfall supporter said it was ridiculous to say that just because the game is a shooter, it's for the casual crowd. He admitted that Dark Souls II is definitely a product for the "hardcore," but it doesn't make any sense to say that no hardcore gamers will play Titanfall.
The Dark Souls supporter countered by saying:
"I'll bet you every penny I own that the majority of people who buy Dark Souls II won't buy Titanfall, and vice versa."
His argument was that the two games are too drastically different, that one "type" of gamer would play one but not the other. The Titanfall supporter didn't believe this for a second.
What IS "hardcore?" What IS Titanfall?
The interesting part about this is that despite all the subjectivity and personal opinion, it seems we can all agree that Dark Souls is a "hardcore" game and franchise. Okay, so if we can do that, can't we extrapolate a little? Is it too absurd to say that if you're interested in Dark Souls II, you likely won't have any interest in Titanfall?
Furthermore, the Call of Duty contingent is all about Titanfall for several reasons: Firstly, the developer is Respawn Entertainment, formed by ex-Infinity Ward bosses Jason West and Vince Zampella. Secondly, CoD is most popular on the Xbox platform and, at least for now, Titanfall is only available on Xbox 360 and Xbox One (and PC, but no PlayStation platforms). See, a common belief these days is that CoD really is just for teen boys; hence, the transference concerning Titanfall.
However, Respawn's game definitely isn't "just another Call of Duty." It offers a relatively refreshing form of multiplayer entertainment, and that's no small feat. It may not be revolutionary in the strictest sense of the term, and the bottom line is that you're still running around shooting things, but it's hardly a rehashed FPS.
Will you play both games?
That's a big question. Are you planning to play both games? What about people you know? If you agree that Dark Souls II is "hardcore," what do you have to say about Titanfall?
Games Dark Souls 2Dark Souls IITitanfall
Genres ActionAdventureRPGShooter
Tags dark souls 2dark souls iigaming culturegaming industryhardcore gamingtitanfall


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SCHEDULE- Spring 2016
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SCHEDULE- Summer 2016
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Map of Tinley Park & Orland Hills
The Bookmobile is a mobile branch of the library to better serve the patrons of Tinley Park & Orland Hills who cannot easily get to the library. The Bookmobile makes runs on Monday - Thursday stopping at over 40 neighborhoods, parks, and street intersections throughout Tinley Park & Orland Hills. Our goal is to visit every neighborhood at least once in a three-week rotation.
- The Bookmobile offers a collection of children & adult popular fiction, seasonal nonfiction, Wii & PS3 games, DVDs, CD audiobooks, music CDs, & magazines.
- Books can be checked out & renewed onboard. Items that were checked out at the main library, or from another library, can be returned to the Bookmobile.
- You may also obtain or renew their library card & pay fines.
- For additional information please call the Library's Outreach Services Dept. at (708) 532-0160 x6. In the event of inclement weather or mechanical difficulties, the library may cancel a scheduled Bookmobile stop.
- Come visit us on the Bookmobile at a stop near you & see what we have to offer!
Do you need a new release or "how to" DVD for the weekend? What about music or audiobooks for your train ride? Movies for the kids? The Bookmobile will stop every Friday morning at the 80th Avenue Metra station, from 7:00 am to 8:00 am.
(Made possible with funds from a Library Services and Technology Act grant.)
If you can't come to the library . . . the library will come to you! The goal of the Outreach Services Dept. & its Bookmobile is to meet the needs of qualifying patrons who are unable to visit the library. Those who are elderly, live alone, homebound, or physically challenged may be eligible for homebound service. For more info, please contact Fran Heinemann, Outreach Services Manager, at (708) 532-0160, ext. 6.


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Linda DuguayAssociate Professor (Research) of Biological Sciences
Contact Information
E-mail: firstname.lastname@example.com
Phone: (213) 821-1335
Office: CAS 200
USC Sea Grant Program
Wrigley Institute for Environmental Studies
USC REU Program in GEOBIO
Biographical Sketch
|DR. LINDA DUGUAY was born in Providence, Rhode Island. She spent her first 21 years in the Ocean State where she developed her life long interest in Ocean Sciences. She obtained her undergraduate education in Biology at the University of Rhode Island (URI) and completed her MS and Ph.D. research in Biological Oceanography at the Rosensteil School of Marine and Atmospheric Sciences (RSMAS) of the University of Miami (UM) on Virginia Key, Florida. Her research focused on life history traits, physiological adaptations, and factors regulating the population dynamics of sub-tropical marine organisms. She has held research and teaching positions at the State University of New York at Stony Brook (SUNYSB) Marine Sciences Research Center (MSRC), Southampton College of Long Island University (LIU), the Chesapeake Biological Laboratory of the University of Maryland (UMD) Center for Environmental and Estuarine Studies, and St. Mary's College, St. Mary's City. She served as a program manager at the National Science Foundation (NSF) in Washington, DC, in Ocean Sciences and the Office of Polar Programs from 1990 to 1999. In August of 1999, Linda moved to Southern California to become the Director of the Southern California Sea Grant program and Deputy Director of the Wrigley Institute for Environmental Studies. She has also served as Chair of the USC Program in Environmental Studies. In 2001, she was also appointed as Executive Director of the Tyler Prize for Environmental Sciences. Linda lives in Rancho Palos Verdes with her spouse, Dr. Douglas G. Capone. They have two lovely daughters, Rebecca M. Capone, USC BS in Business 2007 now a third year law student at Loyola in Los Angeles and Jennifer L. Capone, BS in Business University of Virginia, 2001 and MS in Planning from USC School of Policy Planning and Development, 2007. Jennifer now resides in Arlington, VA with her husband Daniel J. Barrett and her son Rhys Alexander Barrett born July 13, 2008.
|Ph.D. Biological Oceanography, Univeristy of Miami, 5/1979
|M.S. Biological Oceanography, University of Miami, 5/1973
|A.B. Biology, University of Rhode Island, 6/1968
Academic Appointment, Affiliation, and Employment History
Non-Tenure Track Appointments
|Research Associate Professor, Department of Biological Sciences, University of Southern California, 01/01/2000-
|Research Assistant Professor , University of Maryland Chesapeaker Biological Laboratory, Solomons, Maryland , 07/01/1987-06/30/1999
|Research Assistant Professor , State University of New York, Stony Brook, 09/01/1982-06/30/1987
Visiting and Temporary Appointments
|Visiting lecturer, Sabbatical Replacement , St. Mary's College of Maryland, St. Mary's City, MD., 09/01/1987-06/30/1988
|Assistant Professor, Sabbatical Replacement. , Southampton College of Long Island University, Department of Natural Sciences, Southampton, NY. , 09/01/1982-06/30/1983
Other Employment
|Program Manager for Arctic Natural Sciences (oversee all Biology, Physical, Chemical and Biological Ocean Science, and Atmospheric Sciences Proposals), National Science Foundation, Office of Polar Programs, Arctic Science Section, Arlington, VA , 05/01/1998-10/01/1999
|Program Manager for Science Planning, Advanced Projects, and International Coordination, Antarctic Science Section, National Science Foundation, Antarctic Office of Polar Programs, Arlington, VA, 09/01/1996-05/01/1998
|Special Programs Manager, Office of Polar Programs, on detail from the Biological Oceanography Program, Geosciences Directorate, , National Science Foundation, Arlington, VA, 09/01/1995-09/01/1996
|Associate Program Manager, Visting 90-91 and permanent 91-96, National Science Foundation, Washington, DC and Arlington, VA , 01/01/1990-09/01/1996
Description of Research
Summary Statement of Research Interests
|Currently no active research projects as primarily serve as a research administrator for 3 USC programs. Director of Research for the Wrigley Institute for Environmental Studies, Director USC Sea Grant and lead PI for NSF Center for Ocean Science Excellence in Education (COSEE)- West, I also coordinate and direct the BISC/Wrigley Catalina semester program.
Research Keywords
|Ctenophores, foraminfera, symbiotic associations, benthic ecology of dredge spoil sites, water quality, beach health and status.
Research Specialties
|Biological Oceanography. Biological Sciences. General Oceanography. Physiological ecology of marine invertebrates. Zooplankton ecology and physiology particularly of gelatinous forms. Nutrient cycling within aquatic systems. Algal invertebrate symbioses (particularly with Foraminifera). Effects of dredging and dredge spoils on benthic populations. Beach health and water quality issues.
Funded Research
Contracts and Grants Awarded
|Los Angeles Charter School Science Partnership / CaMSP (California Math Science Partnership), Linda Duguay, Inner City Education Foundation, $649,984, 01/01/2010-06/30/2013
|COSEE-West Community-Based Ocean Sciences Education (National Science Foundation), Duguay, Linda, Anthony Michaels, $1,021,741, 10/01/2007-09/30/2012
|Natural Resource Fellowship: Implementing the West Coast Governor's Agreement (NOAA), Linda Duguay, $75,000, 02/01/2010-01/31/2012
|Outreach On Preventing The Introduction And Spread Of Caulerpa Species to Independent Retailers, Hob (Fish and Wildlife Service), Duguay, Linda, $49,996, 10/02/2006-09/30/2011
|Ocean Protection Council & California Sea Grant Partnership For (California Coastal Conservancy), Duguay, Linda, $200,000, 10/04/2007-05/31/2010
|USC Sea Grant RASGAP Proposal Fy 2008-2009 (California State Resources Agency), Duguay, Linda, $42,920, 03/03/2008-04/30/2010
|USCSG Omnibus Proposal FY 2008-2009 (National Oceanic and Atmospheric Administration), Duguay, Linda, $921,000, 02/01/2008-01/31/2010
|Proposal To Resources Agency Sea Grant Advisory Panel State Of (California State Resources Agency), Duguay, Linda, $42,953, 05/01/2007-06/30/2009
|Pacific Northwest Regional Marine Research Plan: Coalescence Of Stakeholder Input and Prioritization (Oregon State University), Duguay, Linda, $67,725, 06/01/2006-05/31/2009
|Ocean Protection Council & California Sea Grant Partnership For Ocean and Coastal Research (California Coastal Conservancy), Duguay, Linda, $200,000, 09/15/2006-05/25/2009
|REU Site: Geobiology - Marine Science At The Interface Between (National Science Foundation), Duguay, Linda, Michaels, Anthony Francis, $200,490, 04/01/2006-03/31/2009
|REU SITE: GEOBIOLOGY - MARINE SCIENCE AT THE INTERFACE BETWEEN (NSF), Linda Duguay, Anthony Michaels, $66,830, 04/01/2006-03/31/2009
|Knauss Fellowship 2008 - J. Steele G. Roberts (National Oceanic and Atmospheric Administration), Duguay, Linda, $83,000, 02/01/2008-01/31/2009
|Knauss Fellowship 2007 - Fung Ginsburg Vogel (National Oceanic and Atmospheric Administration), Duguay, Linda, $124,500, 02/01/2007-01/31/2009
|Collaborative-Cosee-West (National Science Foundation), Duguay, Linda, Michaels, Anthony Francis, $1,272,717, 09/01/2002-08/31/2008
Proposals Submitted
|National Oceanic and Atmospheric Administration, Funded, Linda Duguay, $43,500, 02/01/2009-01/31/2010
|National Oceanic and Atmospheric Administration, Funded, Linda Duguay, $6,764, 02/01/2008-01/31/2009
Affiliations with Research Centers, Labs, and Other Institutions
|STC for C-DEBI, Research Program Coordinator, http://www.darkenergybiosphere.org/
|USC Sea Grant Program, Director, http://www.usc.edu/org/seagrant/
|Wrigley Institute for Environmental Studies, Director of Research, http://wrigley.usc.edu/
Journal Article
|Knap, A., Dewailly, E., Furgal, E., Galvin, J., Baden, D., Bowen, R., Depledge, M., Duguay, L., Fleming, L. E., Ford, T., Moser, F., Owen, R., Suk, W., Unluata, U. (2002). Indicators of Ocean Health and Human Health: Developing a Research and Monitoring Framework. Environmental Health Perspectives (EHS). 110 (9):839-845. Environmental Health Perspectives (EHS). Vol. 110 (9), pp. 839-945.
|McDonnell, J., Banta, G., Chen, B., Cook, S., Duguay, L., Mesner, N., Sharp, G., Smith, L., Stairs, W., Sponberg, A. (2009). Education and Public Outreach in the Aquatic Sciences: A View from the Field. American Society of Limnology and Ocaenography.
Honors and Awards
|Cabrillo Marine Aquarium's Suzanne Lawrenz-Miller Award for Education to the COSEE-West Program, 2008-2009
Service to the Profession
Professional Offices
|Treasurer, elected to 2 terms 2001-2005, Relected Treasurer in 2010 will server from January 2011 - January 2013, National Sea Grant Association , 09/01/2001-08/31/2005
|Secretary for Ocean Sciences Elected to two terms, American Geophysical Union (AGU) , 06/01/1999-05/31/2002
Professional Memberships
|National Marine Educators Association, 09/01/2006-
|National Sea Grant Association, 09/01/1999-
|American Geophysical Union (AGU), 09/01/1992-
|Estuarine Research Federation (ERF), 09/01/1990-
|Sigma XI, 09/01/1985-
|American Society of Limnology and Oceanography (ASLO), 01/01/1972-
|The Coastal Society, 09/01/2002-09/01/2010
|Faculty may update their profile by visiting https://mydornsife.usc.edu.


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Lucky man. Just when Mitchell felt like he couldn't take anymore, like he had to get out of this failed relationship, along came a honey of a job market—4.3 percent unemployment at press time. After 12 years, he's looking to get out, and it's going to be very easy.
And very satisfying. Revenge is sweet, you know.
That's right, all you downsizers and 'reengineer-rs,' all you executives who talked about the pain of laying off workers on the way to the golf course. All you employers who stretched and stretched the workweeks, who put careers on the backburner, and brushed families to the side. All you companies who treated employees poorly—just because you knew they had nowhere else to go. You had it good for most of the '90s. No more. It's payback time—and you know what they say about paybacks.
Even if your company really did its best, you're in for a tough time. The anti-employer sentiment runs deep. It's a job hunter's market, and employees are looking (even the ones you think aren't). Smart HR people will take the time to find out just why they're leaving (because they CAN), what they're looking for (R-E-S-P-E-C-T) and how to hold on to the ones you've got.
Workforce talked to job-hunters (whose names have been changed within this article), and along with E-span, an online job-posting service, conducted a survey of professional and managerial employees to give HR people the information they need for hiring—and retaining—this much-coveted group.
Wake-up call: Do you know where your managers are?
For the past five years, Mitchell would begin the workweek in a sweat and get worse from there. The firings came on Fridays, so as the 14-hour workdays ticked down, the stress built up. Once Friday was over and his job was still intact, he'd take a deep breath, then start the cycle again. He considered himself fortunate—he was a rare bird, a middle manager with a job. But with the market as it is now, he's had time to lick his wounds—and build his resentment.
"This upswing in the economy is a blessing," he says. "I'm getting out."
Adam King, a supervisor at a Mid-west manufacturer, also speaks of Friday firings and the loss of co-workers, of years "waiting for the ax to fall." Like Mitchell, he sees his imminent resignation as just desserts for a company that "did a really poor job of [reengineering]. There was no communication. The executives didn't share their grand plan with anyone below the director level ... I feel like, hey it's my turn to make you guys sweat it. I'm holding the cards, and it feels really good."
In Kansas City, Missouri, Barry Jackson, workforce planning and staffing director for Hallmark Cards Inc., says he hears this refrain repeatedly from managerial employees proffering their resumes. They're coming to Hallmark, he says, because the card company offers a balm for employees who feel they've been burned by their employers.
"They're looking for an organization that will be committed to them, and Hallmark has that image," he says. "We're seeing more people looking at us because they're tired of the vagaries of what Wall Street does to the public sector, or what their public company has done to them in the way of downsizing. Our private ownership allows us to be more long-term focused; we're not driven by the stock market or by quarterly earnings reports."
But it's not just employees hit (or missed) by a downsizing who are bitter. Many others feel they've been poorly treated, whether by career stagnation, lackluster management or a generally unhealthy corporate culture.
And the very scary part is, you probably won't be able to pick out the ones harboring resentments. Most of the job searchers Workforce spoke with said they'd kept dissatisfactions to themselves because they felt their superiors or HR didn't really care—and didn't need to care—with the job market as tight as it was for most of the '90s.
They complained that the only time their superiors asked them if they had problems or concerns was during the shaky ground of a performance review, when, conventional wisdom goes, the smart employee nods and smiles and waits to hear whether there's going to be a raise.
That is, if they got a performance review—another chief complaint. What to executives is a six-month delay to an employee is a half-year insult. Anne Flaherty, a sales director for a Minnesota computer products company, is looking for a job that will give her more customer contact. Asked if she had ever told her supervisors this, Flaherty replied, "They've never asked. They give performance reviews when they feel like it. They don't care enough to do it on time. And it's not just about the money. It's the one time a year when you have one hour of your boss's complete attention. I waited eight months for my last one. It's not just bad business, it's rude and thoughtless. I don't care if you're busy—to me it signals you don't give a damn."
It's not that employees are expecting a corporate Nirvana to come floating their way—few wear those kind of rose-colored glasses anymore—but many think they can do better.
In fact in the Workforce/E-span survey, of 114 professional-level employees who planned to change jobs in the next 12 months, 85 percent said the culture and values of the organization would influence their decision.
As Mitchell, who's willing to move and take a pay cut for the right position, explains: "Right now I just want control over my life. Sane hours and a company that respects me."
The most important of your company's offerings may be simple respect.
It's not a better paycheck most job searchers want (OK, it's not JUST a better paycheck—89 percent of 115 job-hunters surveyed said salary would play a role in their search).
But just as important, employees want to believe their company really cares about them. That can take form in a number of ways, but it generally boils down to career development, adult treatment and appreciation for a job well done.
Tracy Bumpus, a job-search coach for First Impressions in Murfreesboro, Tennessee, says most of her clients—and she has many these days—are already employed but seriously looking. "People who've been working jobs for paychecks are now seeing an opportunity to work for a company they love."
Kevin Daniels, a marketing manager in Memphis, is looking for a company that will give him room to grow—unlike his current employer. Despite five years of gushing reviews and satisfactory raises, he feels like he's been stagnating. The problem: The company's outdated seniority system. Promotions aren't based on merit, Daniels says, but on the number of years an employee has punched in. He worries that he could languish another decade in the same job, with the same skills, before someone leaves and opens a position.
"I'm looking for a company that takes its people seriously," he says. "I'm interviewing with a company right now for a position at my current level and same pay. But this company has its own corporate school, and they pay for university work. They really seem to want their employees to do well. Which, of course, makes sense."
Indeed, of the surveyed job-hunters who plan to jump ship in the next year, 94 percent said job responsibilities would be "very" to "extremely" influential in their decision.
In that line, corporate training is one thing Gary Beu, partner in charge of HR for the Chicago office of Arthur Andersen LLP, has long emphasized to candidates. He says that most recruits mention Andersen's reputation for commitment to continuing education, opportunities to advance and its wide range of client services that helps employees develop new skills. "Those are the qualities that have always attracted top people to us," he says.
Bumpus agrees that job searchers want an organization where they can grow. "Lots of my clients have been stuck at companies not offering any employee development. That's the difference between leaving and staying for most of them."
Erni Bridges, technical recruiter at Data Systems Analyst Inc. in Fairfax, Virginia, says she also hears job hunters talk of the desire for a place to stay and grow—and, in the white-hot market of information technology, she needs as many as she can get. So she sells the entrepreneurial spirit of DSA, and the length of service, which averages twelve and one-half years.
And she gives them a healthy dose of the R word. "People want to associate themselves with companies that are really doing it, not just lip synching it: respecting individuals." She starts "doing it" right from the get-go. When she meets a promising professional at one of the 12-plus job fairs she attends a year, she immediately faxes his or her resume to managers back at base—and lines up interviews right on the spot. A quick response shows DSA is serious—and respects the job hunter's time.
For other professionals, respect falls more into the quality-of-life category. Surprisingly, this seems to have less to do with work-family goodies like daycare and more to do with basic work-life respect, such as flexible scheduling. (In fact, only 9% of those surveyed said child-care considerations would affect their decision to stay or leave their companies.)
Alice Dawson, a Dallas business consultant, is looking for an organization that will give her exactly what her former company refused her four years ago: some control over her time. When Dawson had twins in 1994, she realized full-time work and full-time mommying weren't feasible, so she asked to cut back her hours. "If they'd shown even the slightest interest in my situation—even letting me [use flextime] or take one day a week off, I'd have stayed, because we really needed that second paycheck."
Instead, Dawson started her own consulting business to bring in extra money. But with the twins ready to start school this year, she wants to get back in a company fold. "But I won't go to a company that doesn't have a really amazing work-family structure, that realizes employees are living people with lives outside work."
That's a quality Jan Bremner, deputy director of HR at Illinois State University in Normal, can brag on. Being an educational institution, Bremner says, ISU puts a lot of emphasis on flexibility and family. In fact, the school has done so well in attracting people, it's never had to really sell itself. "We've always had good work-life benefits, but we never really called them that," she laughs. "But people in the community hear about them and know this is a good place to work: flexible schedules, and the whole environment is pretty laid back."
That's not something Ed Simon would ever say about his Boston employer. Simon, an account manager, says he's tired of being treated like a college kid, with his superiors marking the time he comes in, the time he leaves, even how long his lunches are.
"The culture is ridiculous. It's like all the employees are pitted against each other. You feel like if you take a long lunch you have to explain to everyone that you'll stay an hour later—when it's really nobody's business as long as you're doing your job. I'm sick of coming into work already defensive. . .I want to work with grown-ups."
How do you hold on to the employees you've got?
You know why they're leaving, you know what they're looking for. . .can you keep them? The answer is. . .maybe. You're in for a bumpy ride if you're in the technology business (but you probably already know that). With salaries expanding exponentially, companies may just have to do what Janet Leavey, an East Coast computer engineer suggests: "Show me the money! Whatever company gives me the best bid, that's where I'm going." Leavey says there's a realization among tekkies that these are the last of the good old days—in just a few years, college grads will flood the market with the very skills now in such short supply. "I figure I'd better lock in while the going's good," she says.
Of course, money is an issue with most professionals. But that doesn't mean you have to keep upping the paychecks. It goes back to respect—employees want to feel fairly treated.
At Inland Star Distribution Centers in Fresno, California, an ESOP does just that. Eighty-two percent of the company is owned by employees. Kerry Haverty, director of human resources, says that's just the key to getting people to stick with the transportation firm: She doesn't know of any other companies in Inland's particular industry that offer ownership. The other catch, of course, is that employees aren't fully vested until they've been there six years. "I think that helps keep people here," she says.
Seventy-five percent of job-hunters surveyed agreed—they said long-term rewards such as stock ownership would influence their decision to stay at a current job.
But in the end, keeping employees often means giving them what they came to the company for in the first place. At Andersen, that's development, development, development. Of course, a company can't be all things to all people. Beu knows, through exit interviews, that some people grow weary of the stress, long hours and frequent travel Andersen's career path requires.
And occasionally, that careful training and development makes employees so desirable they get raided by other companies—or even Andersen's own clients. But Beu and the other executives accept this as an inevitability. "We often soothe our frustrations over losing people by recognizing it as a tribute to our ability to attract outstanding talent and shape it further. We're the victims of our own success in that regard," Beu laughs.
Hallmark is another promise-keeper. It promises a family atmosphere and a concerned management team, and it delivers, Jackson says.
Employees really are part of the fold—owning one-fourth of the company has that affect. And, through flexible hours and the like, they really do have more time for themselves.
Of course, the other side to that coin, Jackson admits, is that Hallmark doesn't have the highest compensation package in the market—but the high payers, he points out, are also more demanding of time. "We don't ask for your soul when you show up at this place," he says. "That's not what we're about."
Finally, the company really does take an interest in development: Approximately 90 percent of management positions are filled internally. It all pays off. The average employee tenure is just over 14 years. Even employees who quit may not be gone for long: 16 percent of those who left in '96 came back. The reason they cited for their return? They missed Hallmark's people and culture (a culture that won the company the 1996 Quality of Life Optimas Award from Workforce).
Maybe the current job-switching trend all boils down to a favorite saying of Jackson's: "Most companies today say employees are their greatest assets. My question then is, why do they treat them like they're liabilities?"
If they do, they'd better stop. Right now. Just like any relationship you want to thrive, HR professionals need to take good care of their workforces. Limit downsizings, or at least make them respectful. Ensure career growth, or at least show interest. Work with employees to give them the schedules they want, or at least the schedules they need. Treat employees right. Of all the tricky, complicated tasks HR professionals must perform, this should be one of the easiest—and most pleasurable.
Workforce, June 1998, Vol. 77, No. 6, pp. 46-52.


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Why it's caveat emptor when it comes to some educational research
Every week Tom Bennett will be shouting at the laptop about some damn fool idea in education, or else he'll be writing about classrooms, students, or why teaching is the most important job in the world. This week, Tom questions the validity of some educational research…
Many of the more brainless ideas trialled in education in the last few decades have been supported by research of apparently impeccable pedigree. Unfortunately it often doesn't take a lot of poking to realise that some research is better than others. Here are the most common problems I find in social science research:
Poorly phrased hypotheses, or titles
This is when you have a title that nearly reduces you to tears of mirth or sadness, depending on how strong your stomach is: 'How does emotional intelligence best increase performance in postgraduate studies?' 'Using brain gym as a tool to promote multiple intelligences,' that kind of thing. Papers loaded with so many assumptions and presumptions that you would need a crowbar to separate them all from each other. This is why physical scientists weep when they look at these kinds of papers. If they tried to get funding for 'The causal relationship between fairies and dream catchers,' there would be a riot in the Sorbonne. But some social scientists launch into their grand expeditions with, it seems, not a care in the world.
Papers so obviously designed to prove their point that the reader feels clobbered if they presume to disagree
This is one of the most common errors. 'Research from the Academy of Flutes,' the article will start, 'Shows that flute usage, or flutage, adds on average two grades to a pupil's GCSE outcomes…' and so on. 'We asked 200 Cambridge professors from the University flute society if they felt that flute playing was useful to their overall well being. 110% said yes..' and so on.
Research that is unfalsifiable
Also common. Claims that 'capitalism is inevitable, but so is Communism,' may impress them in the shipyards, Mr Marx, but there's no way of showing this to be false, unless you want to wait until the end of time and see every civilisation ever.
Analysis that reaches past the data
This is the work of the devil; when a paper takes the opinions of, say, 100 school children, and presents it as a fait accompli that these opinions are representative of the whole population. Or worse, that then claims this evidence shows that 'children are not being listened to enough' or so on. Which leads me into my next, and least favourite social science trope:
Mistaking facts and values
If I interview 100 teachers and find out that 90% of them would like longer summer holidays, that is a fact - that 90% of them think that. For a paper to then suggest that 'this means teachers should have longer holidays' is an absurd leap from fact to value; the writer is peddling the latter, which is fine, have all the opinions you want, but don't dress them up as research. I think that dogs should shut the hell up when I'm trying to sleep, but I haven't kept a dream diary to back this up.
Social science is often not science. It is investigation; it is commentary; it often illuminates, and helps provide valuable light and guidance in human affairs. What it does not do is offer reliable predictive powers, nor irrefutable explanatory mechanisms for processes. Merely commentary, case study, opinion, and subjective analysis.
And that's fine. If we don't conflate the two. Why?
Lots of reasons. One is the quality of some of the research itself. Leslie K John of Harvard Business School said that '1/3 of all academic psychologists admit to questionable research practices.' For example: stopping data collection at convenient points, when the desired results had been found, and omitting other tested variables. One third! No wonder it gets a rep. There have been a variety of scandals uncovered in social science research that shows how problematic this is for the integrity of the whole subject. Note how difficult it is for scientists to duplicate, and therefore test the claims made by previous researchers in social science. Which makes open release of all data even more important, and when this isn't done then it's simply a case of, well, making it all up, and then you can say anything and science is dead.
And that's barely the surface of it. Next time you read a piece of educational research, see how many of these sins it commits.
Educational research conference
And now I'm putting together a conference in September to talk about exactly these kinds of issues, how to make sure that educational research is as useful as possible, and ways of getting the research and the teaching communities to work together in ways that assist both. It's called researched 2013, and if you're interested, please have a look. I think there are areas where research can transform understanding and therefore practice, and areas where research has limited efficacy due to the inherently qualitative nature of education, but the key thing is to discuss where and when these boundaries lie and apply. Many teachers feel that research is dropped on them from high, like a perpetual stream of steaming avian stew. Many teachers are trying to do their own research. Many teachers think research has nothing to teach them. And many are elbow patch deep in research, working with others. They need to be talking to each other a bit more.
Read Tom's previous blogs;
- Why do you teach?
- Dealing with the fear
- How to solve the behaviour crisis
- Better out than in: Why exclusions are often the answer
- When it comes to behaviour, are you a plasterer?
- Why Gove's U-turn might be quite the reverse
- They called me mad
- The cult of multiple intelligences
- I think therfore I learn
- Elitism in education
- How to be an educational blogger
- Where the magic happens
- Why teachers leave the profession
- Fighting injustice with injustice
- Educational research – useful classroom tool or pseudo science?
- Inspirational figures?
- A level playing field
Who is Tom Bennett
Tom is a full-time teacher in an inner-city school and he'll be blogging for us weekly on pedagogy and classroom management. Tom offers regular behaviour advice on the TES website and runs the TES behaviour forum. He also writes for the TES magazine, trains teachers across the UK and is the author of The Behaviour Guru, Not Quite a Teacher and Teacher.
Comment (3)
I don't know why you say education is "inherently qualitative". Learning is measurable, and there is a growing field of cognitive science research in which it is routinely measured all the time. And randomized trials of different methods of instruction are performed. Unfortunately this work is unknown to the professors in education schools.
APS recently brought together some of the main findings from this work here:
Lots of good points, though commentor above also has one when pointing on 'educational' research and 'qualitative' research aren't synonymous.
As for the assertion that social scientists falsify and otherwise cook their evidence, there has been a fair bit of investigation showing 'real' scientists do this too. For a very unacademic reference on this, put #overlyhonestmethods into twitter.
I'd agree with you that there's nothing wrong with recognising the inherent differences between natural and social sciences, as long as we don't presume the former as some kind of intellectual superiority.
Hi Tom
Thanks, lots of interesting ideas here. A few thoughts I thought worth sharing, but only off the top of head and late on a Friday night...
1. Your point about papers designed to prove a point is a good one but reminds me more of policy documents and how policy makers use research to generate a "common sense discourse" via the exclusion of data, arguments and research which contradict; marginalising opponents and their views as out-of-touch and representing vested interest; and using linguistic devices to suggest certainty and authority for their own views.
2. Be wary of educational research or statements which use quantitative presentations to lend authority and rigour which is perhaps not warranted. Effect sizes is one example; another would be inspection reports and summaries which use possibly spurious numbers to suggest objectivity in an ultimately subjective process.
3. There are obvious questions relating to how a qualitative methodology such as a case study approach can be generalised more widely, but there are arguments in favour of "comparability" or even "naturalistic generalisation" which might be worth exploring. See Schofield, J., 2002. Increasing the Generalizability of Qualitative Research. In A. Huberman & M. Miles, eds. The Qualitative Researcher's Companion. Thousand Oaks, CA: Sage. pp.171-204.


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Program requirements for the Master's Program in Women and Gender Studies will change as of the 2014-2015 academic year.
WGS graduate courses are offered in the Fall/Winter session. Certain enrolment restrictions apply. First preference is given to students registered in graduate programs at the Women and Gender Studies Institute.
New Core Course as of the 2014-2015 academic year:
WGS5000H Feminist Theories, Histories, Movements I
This core course explores interdisciplinary feminist theories, methodologies and epistemologies, with particular attention to transnational feminism, anti- and post-colonialism, global capitalism, critical race theory, nation and state formation, gender and sexuality studies and affect theory.
Enrolment is restricted. Please contact firstname.lastname@example.com for details.
Instructor: Professor Marieme Lo
WGS Electives (not all courses are offered every year):
WGS1004H S History and Biopolitics
This course explores the current and past politics of knowing and governing human and non-human forms of life. It seeks to challenge Michel Foucault's concept of "biopolitics" – defined as practices that imbue living-being with politics – through engagement with interdisciplinary scholarship that investigates how embodiments and environments are sites in which race, capitalism, colonialism, sexuality, property, dispossession, and technoscience are produced and entangled.
Instructor: Professor Michelle Murphy
WGS1005Y: Master's Research Paper
This course provides students with the opportunity to undertake an individual research project on the topic of their choice under the supervision of a Women and Gender Studies core faculty member. The Master's Research Paper (MRP) is normally 50-60 pages, double-spaced, exclusive of references. Students are expected to demonstrate a thorough engagement with the conceptual frameworks relevant to their topic, to provide a clear formulation of their own perspective, and to provide substantial references to the relevant scholarly literature. Students are required to submit a two-page proposal to their advisors by January 31, 2015. Students who plan to do research projects which involve human subjects will normally want to submit ethics proposals for review early in the winter session. Advisors will, after reviewing proposals, sit down with students to work out more detailed timetables for research and writing that are appropriate for the individual projects. Please keep in mind, when making your plans, that sometimes faculty are not available during (all or much of) the summer. You may need to thoroughly discuss your project in April/May. Your faculty member at UofT (to be decided upon and approached by you and your faculty advisor, during the winter session). The final mark for the Master's research paper is decided by both readers, and submitted by your academic advisor. Unless alternative arrangements are made with your advisor and second reader, you should plan to submit your Master's research paper no later than August 14, 2015.
WGS1006Y Community Engagement (Practicum)
This course provides students the opportunity to study, engage directly in, and reflect upon the multiple definitions of feminist social change work outside the university classroom. Students can choose from among many organizations in the Greater Toronto Area. Students will develop new understandings of the relationship between academic and activist work, thinking critically about the practice of experiential learning. Students will spend approximately 7-10 hours a week in their organization from September through February and will have scheduled progress meetings with an on-site mentor. They will gain exposure to the breadth of tactics organizations use, and will think about the politics of scale, coalition across groups/movements/borders, intersectionality and diversity, and neoliberalism. Students will learn how to conduct feminist social action research and program evaluation, and will gain practical skills in areas such as writing grant applications, press releases, outreach materials, organizational histories, and participating in community organizing. The final project is a written case study that contends with a central organizational problem or contradiction.
Instructor: Professor Judith Taylor
WGS1007H F/S Independent Research and Reading in Women and Gender Studies
Offers students the opportunity to design a reading list, research project and/or writing assignments in their designated area of interest. Students are only permitted to conduct independent research if there is no course being offered in another department that relates to their project. Also, students must find a faculty member willing to supervise their project. Time, location and course requirements are decided in consultation with the course instructor.
Students are required to fill out a "Request for Reading and/or Research Course" form, subject to approval by the WGSI Graduate Coordinator.
WGS1009H Digital Networks and Transnational Activism
In the last few decades, online networking has offered women an important venue for reimagining activism and forging transnational feminist networks. The seminar will be a space for a collaborative examination of how activism is represented, experienced and performed among selected online communities of women around the world, including women in diasporic spaces.
Not offered in 2015-2016
Instructor: Professor Victoria Tahmasebi-Birgani
WGS1010H S Black Feminist Thought
Various discourses, theoretical frameworks and ideological proclamations have been employed to analyze, criticize and interrogate everyday lived experiences of black peoples. This course examines the multiple oppressions and social representations of black women using a black feminist theoretical framework. Part of the course will be devoted to black feminist theory — a theory developed out of black women's experiences and rooted in their communities. The course will also examine the following issues among others: strands of feminisms with particular emphasis on feminisms as advocated by the visible minorities; the divergences and similarities of black feminisms; and the heterogeneous nature of black women's experiences. The course will be sociological and historical in nature and will examine the intersections of race, class, gender and homophobia.
Instructor: Professor Njoki Wane
WGS1013H F Restructuring Work and Care: Family, State and Market in Times of Crisis
This course is designed to introduce students to the basic dimensions of the contemporary crises in work and care and how they are related to questions of law and policy. The course will explore two inter-related issues. The first is how care work is distributed and compensated along lines of gender, race and citizenship, the vulnerabilities that care work entails, and the way that issues around care intersect with experiences and problems in the labour market. The second is the transformation of work. We will examine the legal and social underpinnings of the decline of the 'standard employment relationship' and feminization of work; the rise of precarious forms of work; and the interconnections between labour market change, transformations in the state and economy, and growing economic insecurity and inequality.
Instructor: Professors Kerry Rittich and Professor Jennifer Nedelsky
WGS1014HS: Troubling Militarism: Space, Affect, Economy
In this course we examine the spatial politics and affective economies of militarism. Our approach is feminist, queer, and geographical, and combines questions of geopolitical and geoeconomic inquiry. Rather than approach "militarism" as a coherent set of ideas and practices that must simply be opposed, resisted or reversed somehow, we seek to trouble militarism and its affective mobilization. We will grapple with the violence of militarism, not only in the immediately martial practices that the term typically denotes, but also in the imperial and colonial political geographies out of which the modern use of the term arises, and through its everyday and banal attachments. The ultimate aim is to develop conceptual and theoretical tools to explain militarism, militarization, and militancy through a critical engagement with ideas of race, class, gender, identity, and difference.
Instructor: Professor Deborah Cowen and Professor Ju Hui Judy Han
WGS1020H Gender and Globalization: Transnational Perspectives
This course critically examines current interdisciplinary scholarship on globalization and its intersections with gender, power structures, and feminized economies. Related socio-spatial reconfigurations, 'glocal' convergences, and tensions are explored, with emphasis on feminist counter-narratives and theorizing of globalization, theoretical debates on the meanings and impacts of globalization, and possibilities of resistance, agency and change.
Not offered in 2015-2016
Instructor: Professor Marieme Lo
WGS1021H F Black Diasporic Feminisms: Modernity, Freedom, Citizenship
This course examines transnational feminist genealogies of the black diaspora, paying careful attention to the contexts and movements that generated key questions, and exploring how these interventions disclose preoccupations with modernity, freedom and citizenship. Topics include history, trauma and memory, diaspora and indigeneity, racialised embodiment, queer kinship, Afrofuturism, confinement and deportation, and the careful calibration of political communities.
Instructor: Professor Alissa Trotz
WGS1022H F Queer Archives and LGBTQ History
This course explores the "archival turn" in feminist and queer studies, and explores the role of archives in LGBTQ history, with an emphasis on post-45 US and Canadian historiography. We will read some interdisciplinary work theorizing archives (such as Foucault, Derrida, Stoler, Munoz, Cvetkovich, and Eichhorn). We will consider how queer and trans* artists, activists, and community organizations use "the archive" in their cultural interventions. Finally, we will read recent work in post-45 US and Canadian queer and trans* history that draws upon archives to anchor historical claims. The course is not meant as a comprehensive overview of LGBTQ history in the post-45 period. Instead, we will ask questions such as: how has the availability of particular archives shaped the production of queer and trans* histories? What is the relationship between the discipline of academic history and homonormativity? How does one archive the ephemeral, including affect, gesture, and glance? What is the role of sex and porn in the production of LGBTQ history? Students will be asked to work closely with, or create themselves, a queer archive as their final project, and to develop a piece of writing or media production based on that archive. The course will provide tours of the Canadian Lesbian and Gay Archives and the University of Toronto's Sexual Representation Collection (among other GTA resources) as part of the seminar
Instructor: Professor Elspeth Brown
WGS1023H F Studies in Aesthetic Imagination, Creativity and Radical Hope
This course treats aesthetic imagination and and creativity as the processes by which we give value to human experience and make knowledge. Students will study the relationship between aesthetic expression and radical hope/futures. Readings will be drawn from the fields of cultural theory, affect studies, and psychoanalysis. Students will also examine and reflect on expressive texts.
Instructor: Professor Dina Georgis
WGS1024H S: Space, Power and Geography: Understanding Spatiality
The course charts new ways of thinking about space and power that are non-Cartesian, non-Hobbesian, and non-representational originating in divisions in Enlightenment thinking 400 years ago. Contemporary manifestations of this shift can be seen in the work of Foucault and Deleuze, Hardt and Negri, Bruno Latour their growing influence in geography manifest in geo-philosophy, non-representational space, emotional geographies, geographies of affect, politics of the multitude, networks and assemblages. The course explores the conceptual developments that give rise to this shift, introducing students to new ways of thinking about the nature of power, the nature of resistance, forms of social organization and mobilization, and the organization of space itself.
Instructor: Professor Susan Ruddick
WGS1024H Women and Revolution in the Middle East
This course examines the complex and conflictual relations between women and revolutionary struggles and focuses on a number of theoretical and empirical issues relevant to the Middle East and North Africa context.
Not offered in 2015-2016
Instructor: Professor Shahrzad Mojab
WGS1025H F Decolonial Indigenous Aesthetics: Performance, Hip Hop, and Indigenous New Media
Engages intersectional analysis of decolonial aesthetics created through Indigenous new media, Indigenous performance, and Indigenous hip hop feminist texts. Fosters the use of critical reflection and embodiment as strategies stemming from Indigenous hip hop feminist critique to explore Indigenous gender production, and racialization practices. Explores pedagogical implications of hip hop feminism in relationship with Indigenous new media to create new world(s) into being.
Instructor: Professor Karyn Recollet
WGS1026H F Race, Space and Citizenship
How do we come to know who we are and how is this knowledge raced, as well as "embodied, engendered and embedded in a material context of place and space" (Duncan, 1996)? Drawing on recent scholarship in critical race theory, critical geography, history and cultural studies, the course examines how we learn who we are and how these pedagogies of citizenship (who is to count and who is not) operate in concrete spaces, bodies, nations, cities, institutions. This course is intended for graduate students who wish to consider how their own research might draw upon the concepts associated with the production of racial and gendered subjects in space and time. It is organized as an intensive ten-week seminar (with readings equivalent to thirteen weeks or approximately 100 pages per week) and a mandatory day-long conference during which students present their work.
Instructor: Professor Sherene Razack
WGS1027H F Reproductive Health Law in Transnational Perspective
This course addresses significant developments in the legal regulation of reproduction in transnational perspective. The course builds primarily on this century's legal developments including judicial decisions, constitutional amendments, regulatory reforms and informal laws to ask why and how abortion law is changing. It explores possible responses by analyzing developments in abortion law through four themes: constitutional values and regulatory regimes, procedural justice and liberal access, framing and claiming rights, and narratives and social meaning. The course will illustrate various dimensions of the transnational enterprise including the transnational influence of religious teachings, social movements and technological innovations on the evolution of reproductive health law.
Instructor: Professor Rebecca Cook
WGS Research Seminar
The WGS Research Seminar is a student-focused monthly forum, for the presentation of work-in-progress engaged in interdisciplinary feminist studies and its many intersections. Like a departmental colloquium, the seminar's goal is to foster friendly, yet critically engaged, conversation and to feature the excellent emerging scholarship by graduate students and faculty. The research seminar's overarching goal is to create opportunities for regular participation in the intellectual life of interdisciplinary feminist studies and research here on campus.
All Ph.D. students and Collaborative Ph.D. students in Women and Gender Studies are invited to present their dissertation research in the seminar at least once before graduating.
Core Courses offered from 2009-2010 to 2013-2014:
WGS1000H Theories, Histories, Feminisms
(This course will be discontinued as of the 2014-2015 academic year)
What is the context in which we now study histories and theories of feminism? This course will identify some themes and concepts important to feminisms of the past and evaluate them in light of new historical conditions. It will interrogate the status of feminism and examine its place and value in contemporary thought. What, for instance, can be said in the name of women? How do we understand sexual difference? And under what sign of sex? How do we understand feminism's relationship to race and class beyond simplified analyses of intersectionality? Why the move to transnational feminism?
WGS1001H Feminism, Transnationalism and Postcolonialism
(This course will be discontinued as of the 2014-2015 academic year)
Over the past fifteen years, feminist studies has been defined by a turn towards transnational and postcolonial perspectives. In this course, we will conduct a genealogy of this turn, reviewing some defining texts and reflecting on their impact. We will examine the political and theoretical milieu in which transnational and postcolonial approaches have gained currency. We will explore the kinds of questions that are facilitated, and also those that are eclipsed, by such approaches.
WGS1002H Feminist Methodologies and Epistemologies
(This course will be discontinued as of the 2014-2015 academic year)
How do we know what we know? What are the underlying epistemological and ideological assumptions we bring to this project of knowing? What are the terms upon which we can claim that project as a particularly transnational feminist one? And what are the set of ethically grounded practices that delineate it? Why are some forms of knowledge and ways of knowing privileged over others? Where do Mystery and uncertainty fit into this project? These are some of the questions that this course takes up for examination. We will seek to understand the processes of transnational feminist knowledge production by paying close attention to the problematics of place, space, time, genealogies, multiple histories, and cross-cutting identities and the various ways these are made to matter in this thing we call knowledge.


text: Icarians The French Icarians in Western Illinois By Chris Lovingood • May 29, 2013 Chris Lovingood While Nauvoo is well known today for its ties to the Church of Jesus Christ of Latter Day Saints, another group also has a long history with the Hancock County town. Smithsonian Exhibit in Nauvoo By Rich Egger • Oct 19, 2012 Rich Egger Rich Egger's guest on Emphasis is Kim Orth, Executive Director of the Nauvoo Tourism Office. They talk about the traveling Smithsonian exhibit Journey Stories and the accompanying local version of the exhibit. The local exhibit can be seen in the Nauvoo Tourism Office, 1295 Mullholland Street. The national traveling exhibit is housed next door. Orth said the local exhibit focuses on four groups that played key roles in Nauvoo's history: Mormons, Catholics, Germans, and Icarians.


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- Home
- Listen to the podcasts by clicking on the Red Description on the posts
- Listen to the podcasts by clicking on the Red Description on the posts!
Jose is our resident movie critic. Chances are you have read some of his reviews on our facebook page. Since he watches good movies and we watch bad ones, we thought we'd give him a call to make some Oscar predictions.
All this movie talk prompted us to dig up some commonly misquoted movies, and play a little game to give away some tickets to see Geoff Tate.
If North County becomes it's own county what will be a good name for the county? Atascabama, West Bakersfield, Wild West, and Dump County all names that were considered on today's show. Very Funny Stuff.
This message paid for by the Daughters of the Revelution and the united municipalities of ——>


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The number of Latino-owned businesses is expected to grow nearly 42% within six years to 4.3 million, with total revenues of $539 billion, according to a recent HispanTelligence report, "Hispanic-owned Businesses: Growth Projections to 2012."
Although the recession has disproportionately hurt Latinos in comparison to white, black, or Asian-Americans, Hispanics continue to start businesses at a faster pace than the overall population, a trend that is expected to accelerate given the continued growth of this ethnic group.
But how to start a business, and more critically, how to grow it to generate more profit, eventually helping the anemic U.S. economy recover?
Enter Deborah Rosado Shaw. You might remember her from the Oprah show. She is the founder of several companies including Dream Big Enterprises and Multi-ethnic Success Ventures, has negotiated with and advised Fortune 500 companies such as Accenture, Wal-Mart, Microsoft, and JP Morgan Chase, is the author of Dream BIG!:A Roadmap for Facing Life's Challenges and Creating the Life You Deserve, and serves on Pepsico's Ethnic Advisory Board.
Former U.S. President Bill Clinton says of Rosado Shaw: "Your success in private industry is a testament to the American free enterprise system." Pardon me, Mr. President. I'll simplify: Rosada Shaw is a testament to the American spirit. A daughter of Puerto Rican migrants, she survived New York's Spanish Harlem and the South Bronx to become a successful and powerful business woman.
But how? By hanging out her shingle and mobilizing these 5 strategies.
- Take Risks.
- Build your Configuration of Power.
- Be guided by your ganas or passion; don't forget to have fun!
- Throw down a rope to those coming up, now that you're in a "corner office."
- Reject "no." It's not an option or an answer you'll accept.
Watch the video here:
Next 6 Minute Career Climb:
My name isn't Barrington Harrington Carrington III (pronounced, the thhhuuuhhhdddd) so I guess that means I can't make it in America, right? WRONG. Deborah Rosado Shaw reveals why claiming your past–immigrant, working class, poor, scholarship kid, whatever–is integral to your success.
TWLC's 6 Minute Career Climb reveals the secrets of HR and highly compensated and successful business leaders to negotiate the best offer, strategies to turn professional obstacles into assets, all to keep you and your career advancing.
Why 6 Minutes? Let's face it, 5 minutes isn't enough. And we're too busy for 10. Bonus: videos allow you to listen–and learn–while you multi-task: make your cafecito, travel, on-line shop, prepare din. Click here to watch previous webisodes chock full of career advice.
Please share: If you had to choose one success strategy from Deborah Rosado Shaw's list, which would you pick according to your work experience and why?
What career topics would you like TWLC's 6 Minute Career Climb to tackle?


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Carrie Bradshaw's dreams have come true; there is a house with 30,000 pairs of Manolo Blahnik shoes in it, and it belongs to the man himself.
BY Bibby Sowray | 14 August 2013
Photo: REX
We often wonder what the homes of fashion designers are like. Occasionally we get a glimpse, like when Oscar de la Renta showcased his palatial Dominican Republic getaway in Architectural Digest , but for the most part we're left to imagine.
READ: Manolo Blahnik joins London Fashion Week schedule
Manolo Blahnik's is one such home we have thought of often. We already knew he lived in historic, picturesque Bath, which instantly won swoon points, but we assumed that his abode was one of order and gentlemanly chic.
Little did we know. In fact, Manolo cohabits with 30,000 pairs of his self-designed shoes, all of which are prototype designs.
"I don't live in a house. I live in a shoe museum! 'Shoe mausoleum' would be better!" Canary Islands-born Blahnik tells Vanity Fair of his house, which is formed of two adjoining Georgian terraces.
"I lost about 300 in a flood in London. But it's O.K. I saved some of them," he adds. Hero.
We probably shouldn't have expected less from one of the world's greatest shoe designers.
IN PICTURES: Through the keyhole: a look inside designers' homes
The interview threw up a number of other tasty titbits about Blahnik, who will join the London Fashion Week schedule for the first time next month:
He's "totally" allergic to vinegar and wine.
He wanted to be a movie and theatre designer.
He doesn't like photographs of himself; "I see my photo and I think I vomit!"
Lindt white chocolate with coconut and vanilla ice cream are his favourite treats.
He hates his fame; "Isn't it awful? All the fames."
Can he be our friend please?