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Stehlik's experience illustrates a blending of U.S. and Japanese business practices: Nippon was using Japanese shared decision-making—called ringi—to implement a written human resources management policy, which is a distinctly American phenomenon. The incident also shows how differently Japanese firms approach human resources management. In contrast with U.S. firms, in which leadership and direction tend to come from upper management, Japanese managers attempt to foster consensus on business decisions.
Human resources management is becoming a vital part of globalization for Japanese corporations. Because of the surge in Japanese direct investment in the U.S. during the last few years, the number of U.S. workers employed by Japanese subsidiaries in the U.S. also is increasing. Japanese direct investment in the U.S. is growing at an average rate of 35% a year, from approximately $5 billion in 1980 to $85 billion today, according to the U.S. Commerce Department's Bureau of Economic Analysis.
HR experts estimate that Japanese subsidiaries employ 350,000 U.S. nationals, and predict that the number could grow to one million by the year 2000. From banks to high-tech firms to massive manufacturing operations, Japanese multinationals hire greater percentages of U.S. nationals, as they gradually become assimilated into the local economies.
"There's no question that there has been a concentrated effort among Japanese firms here to increase the localization of the work force," says Alan Parter, president of Parter International Inc., a New York City-based consulting firm that advises companies on good corporate citizenship. Like other multinationals that are doing business in the U.S., he says, "these companies realize that to succeed, they need to become more American."
A greater proportion of the employees of large manufacturing operations tend to be local residents, while organizations in the service sector tend to have more Japanese expatriates on staff. At some of the Japanese automobile factories in the U.S., for example, more than 95% of the employees are U.S. nationals. In Japanese banks, on the other hand, generally only 25% to 40% of the employees are U.S. nationals.
At the heart of these changes is human resources management. Because Japanese companies traditionally approach personnel management differently from their U.S. counterparts, virtually all of them are finding that they must make changes to adjust to the U.S. business environment. Some pattern their human resources policies closely after U.S. models, while others retain many Japanese elements. But for many of these companies, HR management is in a state of flux, because they're still maturing as multinationals and only now are building a global work force.
Consequently, assimilation hasn't been easy. Some Japanese companies have drawn criticism for the way they handle employees who are U.S. nationals. Numerous sexual- and racial-discrimination suits have been filed against Japanese firms operating in the U.S. Another complaint is that the companies refuse to promote U.S. nationals to senior positions (See "Japan's Response to Allegations of Discrimination.)
In response to such criticism, many Japanese government officials and executives are promoting good corporate citizenship as a way to ease tension between the U.S. and Japan. The term is used broadly to include HR management practices as well as community involvement and philanthropic donations. Because personnel management is one of the most visible aspects of a corporation, it can contribute to—or detract from—the company's image.
Japanese firms emphasize the team.
Historically, the Japanese corporation has played a societal role that is different from that of the U.S. corporation, in that it supplies lifetime employment and social welfare for its employees. Although the tradition is changing, HR experts estimate that as many as 80% of the workers in Japan are given lifetime employment. In addition, many Japanese companies provide housing and social activities for their workers, as well as day care and assistance in planning their children's education.
In Japanese firms, the emphasis is on the corporate team rather than on individual performance. Business decisions, for example, are made through consensus building, or nemawashi. Loyalty, rather than individual initiative, is rewarded by Japanese companies.
"The Japanese human resources system is based on the assumption that employees have a strong loyalty to the company, so that even if they aren't paid high wages in their younger days, they'll work hard, because they know their future will be protected," says Yasahuru Yoneda, senior vice president for strategic planning at the New York City branch of the Industrial Bank of Japan. He says such long-term loyalty is difficult to cultivate among U.S. workers, who are accustomed to greater career mobility.
Many Japanese companies recognize the critical role of HR management in building their international business. "As a global bank, we need to have the best human resources we can throughout the world," says Yoneda, adding, "Among all the departments, human resources is the most important for the bank." Indeed, many Japanese corporate leaders do a stint in HR administration on their way to the top in their companies.
But Japanese companies see HR management less as a specialty or profession than as an important skill for all departments. "They don't really see HR as a science. They see it as something everyone needs to know for good management," says Michael E. Pilnick, who for four years was manager of training and development at Secaucus, New Jersey-based Matsushita Electric Company of America, and now is manager of training and development at Edison, New Jersey-based Sea-Land Inc.
U.S.-based Japanese subsidiaries frequently hire U.S. human resources professionals because they need seasoned local HR managers to be pathfinders or ambassadors between the Japanese headquarters and the local work force. These managers also must interpret the labyrinth of personnel laws in the U.S. Japanese companies face far greater legal constraints on human resources policies here, driving many of them to develop written policies for the first time.
"Things aren't done in writing in Japanese companies, but we're encouraging them to have written policies on personnel issues," says Barbara Fox, assistant director for corporate affairs at the Japan Society in New York. But developing formal HR policies can be tedious. At Tokai Bank Ltd. of New York City, for example, just getting an employee handbook written and approved took 16 months.
Still, Japanese companies often are reluctant to turn over personnel decisions to local HR managers. A number of human resources executives here say that they have less authority than they would in a U.S. company. "In many Japanese companies, the human resources manager is given virtually no authority. In many cases, I end up going to the headquarters in Japan for approval," says Terry Myers, senior vice president of personnel at New York City-based Tokai Bank Ltd., a subsidiary of Tokai Bank. HR managers at many other U.S. subsidiaries of Japanese companies frequently must clear decisions, such as those related to hiring, with the headquarters in Japan.
The Japanese hire for attitude.
In recruiting employees, Japanese companies often seek a much broader background than U.S. employers do. Because positions in Japanese firms are far less specialized than in their U.S. counterparts, Japanese managers often don't write formal job descriptions. Some human resources executives say Japanese firms prefer to hire an employee who is team-oriented rather than experienced. At Nissan Motor Manufacturing Corp. U.S.A., for example, a cooperative attitude is one of the most important qualifications for workers.
Demonstrated commitment to one's company also is desirable, but not always easy to find in the volatile U.S. job market. "If the prospective employee has jumped around to several different companies, it may not look good to a Japanese employer, whereas a U.S. company may think that such movement is promising because it shows the person has gained experience," says Ken Blenis, marketing manager at the San Francisco branch of Persona International, an executive search firm owned by Tokyo-based Temporary Center.
In interviewing job candidates, Japanese recruiters typically ask personal questions, such as marital status, age, hobbies and family background. They must eliminate such questions, however, to comply with U.S. antidiscrimination laws. "In many ways, a company looks at an employee's personality as much as it looks at his or her character as a professional. What's most important is whether he or she can fit in as a member of the company," explains Kaz Sugiura, who is executive director of the San Francisco-based Japanese Chamber of Commerce of Northern California.
Japanese pay plan is based on loyalty.
One of those areas in which Japanese companies differ most from their U.S. counterparts is in their compensation policies. "Japanese employees are paid on the basis of their loyalty to the company, whereas if someone is hired at a U.S. company to be a manager of real estate, the employee is paid for that job, whether he or she has had 10 years of experience or 25," explains Susan Schenkel-Savitt, a partner in the New York City office of Epstein, Becker & Green, a law firm specializing in human resources cases.
In Japanese companies, the gap between the lowest and highest salaries is far narrower than in the U.S., and managers typically don't receive such benefits as company cars, stock options or even their own offices. Pay scales are more rigid and offer little reward for individual initiative. In many Japanese companies, a bonus simply is a portion of the salary that's withheld and later paid out in a large installment.
Others may pay 75% of the base salary in regular wages and require the employee to bill the remaining salary in overtime hours. Given their long work hours, Japanese managers' overtime billings frequently raise their actual earnings to as much as 150% of the original salary.
Lifetime employment traditionally has been a major incentive for Japanese employees. U.S. nationals, by contrast, are highly mobile, carving out individualized career paths. The promise of long-term employment isn't a sufficient incentive for U.S. nationals, who are accustomed to pay based on merit.
To attract top managerial talent in the U.S. marketplace, some Japanese companies have started to offer compensation packages that are more generous, even if it means paying above the company's salary scale. At Fujisawa USA Inc., a pharmaceutical company based in Deerfield, Illinois, executives are offered a company car, an allowance for personal investment planning, a health club membership, and year-end bonuses that are tied to company profits. "We decided that to attract and retain the best U.S. managers, we needed to be competitive [in salaries and benefits]," says John Fowler, assistant to the chairman at Fujisawa.
Japanese companies don't like making individuals into star players, but they're realizing that in certain areas, they have to attract the best U.S. talent, according to Michiko Ito, a partner in the New York City office of the law firm Morrison & Foerster, which has represented several Japanese corporations in labor matters.
Recently, for example, a major Japanese company had to sweeten a benefits package to lure a senior U.S. executive. Persuaded by SpencerStuart, the executive search firm it hired to negotiate the deal, the Japanese company raised its vacation package from its standard one week to four weeks. "We thought their vacation offer would break the deal," recalls SpencerStuart director Davis Hawkins.
The Japanese broaden employee skills.
Japanese manufacturers have drawn praise for their training programs. "We spend a great amount of time and resources training our employees—much more than any company I've ever been associated with," says Bucky Kahl, director of human resources at Nissan Motor Manufacturing Corporation U.S.A., located in Smyrna, Tennessee.
At the Nissan plant, for example, prospective employees begin training even before they're hired. They undergo a 48-hour, non-paid, pretraining program to ensure that they can handle industrial work. Completion of that training, says Kahl, also demonstrates an employee's commitment to his or her prospective employer.
Companies tend to rotate employees through several different areas of operation, which not only builds worker expertise but also alleviates burnout. And rather than lay off workers during slow times, Japanese manufacturers put them through additional training to continue building their skills.
"After a Japanese company hires employees, it usually trains them to be generalists. Even though a person may have been hired as an accountant, three or four years later, the company may retrain him or her for a transfer into the sales department," Sugiura explains.
On the other hand, in the service sector and in managerial positions, Japanese companies frequently offer less formal training than their U.S. competitors do. "The Japanese feel training happens largely on the job, whereas U.S. workers require classroom training," says Stehlik. She says that, at Nippon Credit Bank, the entry-level training program is only two weeks long, compared with six months for U.S. banks.
According to Pilnick, Matsushita Electric Company of America spent only about one-fiftieth as much on training compared with top U.S. manufacturers. "There's probably less spent on formal training, but they tend to use a lot of cross-training on the job," he says.
U.S. employee reaction to employment at Japanese companies tends to differ sharply between hourly workers and management-level staff. Many managers who were born and raised in the U.S. say that they feel constrained by the Japanese decision-making process, which rewards consensus rather than individual initiative.
By contrast, U.S. factory workers often praise the Japanese management style because it gives them greater input in the manufacturing process. Nissan Motor Manufacturing Corporation USA, for example, uses a participatory management style, which brings its line workers into all decisions that concern production.
In addition, at many U.S.-based Japanese plants, autoworkers are allowed to shut down the entire assembly line if they see a defect. Hourly workers "really are the winners in a Japanese environment," says Pilnick.
Compared with hourly workers, U.S. managers have less authority in Japanese companies than they would in U.S.-based firms, because decisions are reached only through extensive consultation with colleagues and even subordinates. In some cases, say human resources executives, U.S. managers may become frustrated because they're hired at a high salary and a senior position, but lack the authority they would have had in a U.S.-based company.
The Japanese value seniority.
The promotions and raises in Japanese companies traditionally are based on such characteristics as seniority, age, gender and marital status. The rationale for the system is that workers are rewarded for their loyalty.
Japanese workers are promoted along with others of their age and rank. Japanese managers, on the other hand, have found that such a strategy doesn't work as an incentive to U.S. workers, who are driven by salary and career advancement, not by lifetime employment. "In Japan, many of the older employees who aren't working as hard as the younger generation earn more money. That's accepted in the Japanese environment, but it doesn't work here," says Yoneda.
Annual performance reviews are superfluous for managers in Japanese companies. "In a Japanese organization, people work such long hours together that everyone knows where they stand. They don't feel the need to sit down for a performance review once a year," explains Hawkins.
U.S. human resources managers, however, are encouraging Japanese organizations to conduct more thorough evaluations, develop standard evaluation forms and document evaluations. At Nissan Motor Manufacturing Corporation USA, for example, employees who are being considered for promotion are evaluated not only by their supervisors but also by their peers.
Because of the expectation of loyalty between the company and the employee, terminating employees is difficult for Japanese companies. The task becomes even more difficult in the U.S. because the companies fear that fired employees might sue the company.
At one company, for example, it took almost five months just to authorize the firing of a receptionist. "Ninety percent of Japanese companies here say they're afraid to terminate employees," says Ito.
Although Japanese managers continue to express frustration in what they perceive to be disloyalty and opportunism on the part of U.S. employees, who change jobs far more often than the Japanese, they're changing their practices so they can retain talented U.S. nationals. Some Japanese companies are starting to promote their local U.S. employees, instead of simply bringing in Japanese expatriates.
At the Nippon Credit Bank, for example, 70% of local employees have been promoted. And at Nissan Motor Manufacturing USA, line managers are encouraged to apply for manager positions. Clearly, savvy human resources management is a critical factor in the globalization of Japanese companies. Their success in building an international business depends on their ability to effectively manage and develop a truly global work force. Says Kahl, "Fair treatment, teamwork and development of our people—those are our global personnel management principles. But tailoring them to the local situation is the job of the human resources department."
Personnel Journal, November 1992, Vol. 71, No.11, pp. 30-38.


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By Varun Nair
Meltdown – A Binaural Sound Game
On 28, May 2012 | No Comments | In Software, Sound Design, Work | By Varun Nair
A wormhole is detected.
Nothing is seen. Disturbances are felt. Things can be heard.
You hear creeptures amongst a swarm of sounds.
Find and kill all seven of them. You have ten minutes. You have your ears.
Meltdown is a location based binaural sound game that was developed as a prototype to explore the use of location based technologies and their influence on sound.
The game: a sonic rift and wormhole has been detected at a park and the effects cannot be seen but felt. If the creeptures aren't killed, the infected area will become a sonic dead zone. You have the technology to listen to them amongst the sounds they have trapped in space. Eliminate them and return the area to normalcy.
The search and destroy concept of the game is not new. What makes it interesting is that the player interacts directly with the environment (within a fixed area). There is no screen. There is no typical game controller. Armed with just an iPhone (which is a weapon and scanner) and their ears, they must walk and think like a hunter. On encountering a creepture they must binaurally locate it, bring it closer to them (using a gesture) and kill it by stabbing the iPhone in the correct direction. The game is immersive not only because it is binaural but also because it includes sounds from the environment. For example, the player might hear the swing moving (properly localised with the correct distance and angle calculations) but won't see it moving. They might hear someone running across or a dog barking without seeing any of it while they interact with the environment and react to it with their body and minds.
The game has limitations in its current form. GPS accuracy isn't great (although we found work arounds). Being a prototype that was developed in little time, it does not run natively on the iPhone. Instead, the iPhone communicates with a computer running Max/MSP. The game was completely developed in Max/MSP (and JavaScript). We built most of the systems ground up – interactive sound players, interactive mixer, synthesis modules, granulated file playback systems, dialogue system, gesture identification scripts, location and binaural angle calculators, etc. The binaural processing was made possible (thankfully) with IRCAM's spat family of objects. Max has its limitations, although, it is fantastic as a prototyping system. Given the time (and budget) it would be great to develop this as a native app (that could be played regardless of the location) and have the freedom to make it sound better with varying layers and levels of complexity and better gameplay.
Here's a video of the gameplay which was recorded live. The soundtrack is binaural, so please use headphones! It shows different snippets of the game – the tutorial, a few kills, location specific sounds and a successful mission.
Below are a few elements of the soundtrack in isolation. Binaural content again, keep those headphones on!
The Creepture:
Meltdown – Creepture on SoundCloud
SonicEchoes (the trapped sounds swimming around the environment):
Meltown - SonicEchoes on SoundCloud
Ambience (a tonal bed that responds to the player's movements):
Meltdown – Ambience on SoundCloud
We got lots of interesting feedback from a whole lot of people who played the game and most of them wished they had it on their smart phones. We put some statistics together (just because we could!) after the first preview and here's what was concluded:
I would be happy to break the Max patches and scripts down and show what we did. Maybe I will over the coming weeks.
Created by:
Abesh Thakur
Richard Robinson
Orfeas Boteas
Varun Nair
and Roz Ford for the AI voice.
Made possible with the University of Edinburgh
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subset: commoncrawl


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Skate & Create II: Boxton Square
Posted By etnies in Skate, Skip To The Comments (9)
Aug 25 2009 / Tuesday
At last, The Legend of Boxton Square is up now on TransWorld. Check out our WINNING entry for Skate & Create 2 featuring MVP Sean Malto, Kyle Leeper, Mikey Taylor, Tyler Bledsoe and Davis Torgerson. Watch it now, but keep it tuned here for lots of behind the scenes action and b-roll footage.


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Advisory Board
The Computer Engineering Industrial Advisory Board (IAB) consists of industrial, government and academic affiliates. The current Computer Engineering IAB consists of members from the following partners:
- United State Air Force Research Laboratory
- Alstom
- Teletronics Technologies
- Intel
- Harris
- Critical Links
- Xelic
- Fisher-Price
- Synaptics
- Carestream
The IAB objectives and benefits to board members are listed below:
IAB Objectives
- Review the department's goals, objectives and operational policies from an external perspective
- Provide feedback related to curricula, research directions, and external interactions
- Help identify external funding sources and profitable external interactions
- Meet with the CE faculty for annual review meetings
- Actively participate and provide comments, suggestions and feedback on departmental issues, especially with respect to the ABET 2000 accreditation criteria
Benefits to IAB members
- Ensure that the CE students and graduates have received the best possible education and training in modern facilities
- Gain exposure and visibility with CE students early in their program of study
- Help shape the direction of research and graduate study in Computer Engineering to fit industry needs and future trends
The IAB meets annually for review and assessment of the Computer Engineering program. Maps and directions are available on the RIT Maps web site. For more information, contact the Computer Engineering Office at (585) 475-2987 or via firstname.lastname@example.com.


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All free guest memberships include a free photo personal ad, free browsing, free matching, and the events calendar.
Subscribing members access live chat, message boards, Mingle Mail, and more!
To browse through thousands of photos and start meeting other singles, click here.
My name is Cory, I live in Canada. I am on here to meet some new people. If I only make friends off this site that is fine with me or if I meet my future wife on here that is fine as well. The first thing I must say is that if you look at my profile you will see I have not served a mission. Now to most people they would see that as a huge disadvantage. Which to a certain extent could very well be. If you hold it against me then I am sorry but you are passing on a great guy. In the past three years my callings have been Executive Secretary followed by Elders Quorum President and now I am back to Executive Secretary in a YSA Branch. I LOVE THE GOSPEL. Now that I got that out of the way, I am an easy going guy who loves to have fun. I love making people laugh and if I may say so myself I am pretty good at it. I love sports whether playing or watching though I definitely prefer playing. I am currently in my second year of university. I am doing a bachelors in business administration with a major in accounting. I know fun stuff right lol. Definitely not for everyone but I really enjoy it. Now if you are reading my profile and you would like to know more please send me a message. I promise you right now I am a hoot and a holler :)
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Spark Networks USA, LLC is a wholly-owned subsidiary of Spark Networks, Inc., a NYSE MKT Company (LOV).


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Simone Torres – Mustang Sally – The X Factor – Video
Simone Torres auditions with "Mustang Sally" on The X Factor season 3.
Was not expecting that voice!
Simon Cowell: This was the best audition. Where did that come from?
Demi Lovato: I think everyone can agree we all just want to hug you.
Paulina Rubio: I didn't expect you to sing that well.
Kelly Rowland: I think that this was one of the best auditions all day.
4 Yes's!


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As twilight faded into darkness, Seattle native Capt. Robert Prince and his team of 110 Army Rangers stormed the barbed-wired World War...
As twilight faded into darkness, Seattle native Capt. Robert Prince and his team of 110 Army Rangers stormed the barbed-wired World War II compound where Japanese captors tortured, terrified and starved more than 500 American prisoners of war.
Six decades later, director John Dahl has captured the bold rescue operation on film. "The Great Raid" opened to American audiences last weekend, with Prince's character serving as the movie's narrator.
The real Bob Prince, now 85, graduated from Garfield High School and Stanford University. After the war he returned to the area, working for 28 years as an apple seller in Wenatchee.
Prince, now retired, served as a consultant throughout the filmmaking, viewing parts of the film during production and judging them for accuracy. Prince, who has seen the finished picture, said the movie holds up to the history.
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And what a history. From his condo in Port Townsend, Prince recalled the January 1945 raid near the town of Cabanatuan, Philippines.
"I was excited and apprehensive to the point that we wanted very much to succeed, not just for ourselves, but for the people we were trying to rescue," said Prince, then 25 and a 3 ½-year Army vet. "We were aware of their mistreatment, but not just how bad until we talked to them."
Many of the prisoners were survivors of the 1942 Bataan Death March, where they were forced to walk 65 miles while watching their comrades die of thirst, starvation, malaria, dysentery or execution.
Those at the Cabanatuan prison camp had endured nearly three years of abuse. And in August 1944, facing a losing war, the War Ministry in Tokyo ordered that the prisoners, like all POWs, be killed. In December 1944 the Japanese burned alive 150 Americans at the Palawan POW camp.
So the rescue of the Cabanatuan prisons the following month — the "great raid," under the command of Lt. Col. Henry Mucci — was a race against time.
"The plan developed after we got into the area," Prince recalled.
Along with Prince's Rangers, the attack involved the Army's special reconnaissance Alamo Scouts, Filipino guerrillas and civilians, and an Air Force plane.
"We were forced to delay a day because of a sizable Japanese force that drove by. We had to wait 24 hours, and during that time we got better information as to the layout of the prison and how we would structure our attack that was very helpful."
The attack had to be invisible.
"We had to crawl across their field not on your hands and knees, but on your stomach, cradling a rifle," Prince recalled.
The job of the Air Force P-61 night fighter pilot was to divert attention away from the Rangers as they crept over a dry streambed in broad daylight.
"He did a wonderful job," Prince said. "He cut his motor once, which sounded like he was in trouble."
Then, at dusk, the raid began. Success came quickly.
"It was 30 minutes from the time the shooting started until I was standing there almost in silence," said Prince, describing a "deathly quiet" that followed the cacophony of the quick attack. By its end, the POWs were on their way to safety, Prince's Rangers were out and the Japanese were all dead, he said.
Prince said he walked through the camp and checked the barracks to be sure all the POWs had been extracted.
"The best part came the next morning — I was the last man, the rear guard, when we delivered the last of the prisoners to safety," Prince said. It was "10:30 the morning after the raid, and we'd covered about 25 miles during the night. Mucci arrived [with the first prisoners] at our lines at about 8 o'clock, so it took us about 2 ½ hours to straggle in."
Prince emphasized that the mission would have failed without all five elements, including the Filipino civilians, who provided ox carts for transporting immobile POWs.
"We had both a good plan and some good luck," he said. "It could have been a real bad one if it turned out the other way."
Judy Chia Hui Hsu: 206-464-3315 or firstname.lastname@example.com


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אנחנו בפייסבוק
Study compiled by US Center for Strategic and International Studies (CSIS), headed by a former Pentagon analyst, explores several hypothetical scenarios for unconventional warfare in our region. Authors find 'Israel's residents and economy could weather nuclear war with Iran'
Yitzhak Benhorin
Published: 12.24.07, 10:11 / Israel News
Yitzhak Benhorin
Photo courtesy of csis.org
The bottom line, according to this study, is that Israel quite simply has more potent and effective bombs. Israel currently has a 1megaton (mt) nuclear bomb, whereas Iran does not yet have the ability to develop a bomb with more than 100 kilotons of power. What this means, in essence, is that the Israeli bomb can lead to three times as many casualties as its Iranian counterpart (chiefly due to third-degree burns), and has an "area of extreme lethality" (the range within which a nuclear bomb is fatal) ten-times as great.


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Dancing With The Stars
Val Chmerkovskiy Defends Zendaya As Best Choice to Play Aaliyah
It's been a year since Shake It Up alum Zendaya and Dancing With the Stars pro Val Chmerkovskiy formed the superpower Valdaya and took second on DWTS Season 16. The two had a hipster cool brother/sister relationship that has not slowed down a beat since spring 2013.
Zendaya is part of Val, Maksim Chmerkovskiy and Tony Dovolani's SWAY show next month, and she tweeted support for Val's bro Maks when he was criticized during Season 18. Now Val is tweeting his support for Zendaya, as she faces criticism for taking the role of Aaliyah in Lifetime's planned biopic. Some fans are upset at the casting of Z, while others are upset because the late star's family is opposed to the Lifetime movie.
Zendaya has shared her own feelings on being part of the project, but Val jumped in with his thoughts in this series of tweets on June 18:
• "Haters are always going to hate, but talent and work ethic will always prevail. Stay focused on your craft and give em some more to hate on."
• "There's no one better for the part. Point blank. Period."
• "She's on a different level. Figuratively... and literally."
• "So whoever is writing all this bulls**t save the cyber ink and make yourself useful. somehow. Work hard and deserve yourself the pleasure. ... of watching my girl in a role of a lifetime. no pun intended."
Nice! We hate seeing Z under fire, but at least she knows Val — and her DWTS family — will always have her back. We already know Z is a triple-threat superstar with maturity and wisdom beyond her years (she proved it when weathering DWTS "ringer" criticism at age 16), and she'll celebrate Aaliyah's legacy with respect. Stay positive!
Source: Val on Twitter


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Deschutes Inversion IPA
"In a sea of hundreds of IPA's that make up Binny's shelves, this is one catch that is memorable. Why? Because its not over the top - a blend of 6 hops and 80 IBU's are…
Read more »
Reviewed by: Kyle Fornek
Available - Check All Stores »


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100% Cotton, Click On Image For DetailsVoile is a semi-sheer lightweight fabric that drapes wonderfully. Since it is so lightweight cotton voile is great for warm weather. It is perfect for making flowing dresses, breezy blouses, tunics and skirts.
Description: From Robert Kaufman Fabrics, this light cotton voile fabric is light weight, semi sheer and has a beautiful drape. It is perfect for creating stylish peasant blouses, skirts, dresses, and heirloom projects. It can also be layered to give more ...
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Now that we're in the midst of the post-housing bubble foreclosure mess, it's easy to lose sight of part of how we got here: "liar's loans."
Liar's loans were mortgages that didn't require the wannabe borrower to prove she could repay the loan. They came in various flavors, allowing the borrower to state without proving her income, or assets, or both. These loans violated all the basic principles of underwriting, the process banks abandoned during the housing bubble. And it's no wonder most are ending in foreclosure.


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Wanblee Man Pleads Guilty to Distributing Marijuana
|U.S. Attorney's Office October 15, 2012
United States Attorney Brendan V. Johnson announced that Royce Gone, age 32, of Wanblee, South Dakota, appeared before United States District Judge Jeffrey L. Viken on October 11, 2012, and pled guilty to a superseding information that charged him with distribution of a controlled substance. The maximum penalty upon conviction is five years in custody and a $250,000 fine.
On April 3, 2012, Gone distributed more than five grams of marijuana at Wanblee, South Dakota. The investigation was conducted by the Bureau of Indian Affairs-Office of Justice Services, the Oglala Sioux Tribe Department of Public Safety, the Northern Plains Safe Trails Drug Enforcement Task Force, and the Federal Bureau of Investigation. The case is being prosecuted by Assistant United States Attorney Ted McBride.
A presentence investigation was ordered, and a sentencing date was set for January 14, 2013. The defendant was released on bond pending sentencing.


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Grimaldi's Finally Steps Into the Limelight
And she's open!
After a few hiccups (none of them beer-induced), Grimaldi's sends word that it finally, finally opened in the Limelight Marketplace at 11:30 a.m. today. Revisit our slideshow here.
And she's open!
After a few hiccups (none of them beer-induced), Grimaldi's sends word that it finally, finally opened in the Limelight Marketplace at 11:30 a.m. today. Revisit our slideshow here.
The Absolute Best Cocktail Bar in New York
The Absolute Best Bar in the East Village
The Absolute Best Chinese Restaurant in Sunset Park
A Brand-New Brooklyn Restaurant Specializes in Modern Taiwanese Food
The Absolute Best Downtown-Hotel Bar
It's like Silicon Valley with whiskey instead of algorithms.The Absolute Best Downtown-Hotel Bar
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The five best places to foster romance above 60th Street.


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Summer planting improved over the last week but till Friday was still 45% less from a year before, while seasonal showers dropped 34% from a benchmark average and water reserves fell further, prompting the government to predict much lower grain production this kharif season than a year earlier, reports fe Bureau in New Delhi. However, officials say if monsoon shower continues to lash central and northwestern regions as it has over the past two days, the rainfall deficit will narrow and outlook on production would brighten.
Of the record grain production of 264.38 million tonnes in the last crop year through June, kharif crops accounted for 49%, or 129.37 million tonnes. As per preliminary trends on sowing and present rainfall scenario in the country, production of kharif crops during 2014-15 is likely to be far below the record levels of production achieved during the last year, minister of state for agriculture Sanjeev Kumar Balyan told the Parliament in a written reply.
While the planting of paddy has improved due to showers over the eastern regions, what still worries the government is a 72% drop in the sowing of oilseeds and a 62% and 60% fall in that of coarse cereals and pulses, respectively, despite a recent pick-up in sowing. Overall planting was down by almost half until July 10.
Thankfully, the Met office said on Thursday that the monsoon had entered an active phase and heavy rains are expected over the next 10 days. So the grain-bowl regions in the northwest, oilseed and pulse areas in central India and the cotton-producing western regions are now expected to receive heavy rainfall in the coming days.
This could also boost the water reserves level, which, at about 40 billion cubic metres as of Thursday, was down 39% from a year ago and 12.6% from the normal 10-year average.


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The 1991 state champion Lancaster High School baseball team will be saluted Friday night prior to the Bruins' Region III-AAAA home game with Rock Hill High School at 7 p.m.
The Jones' siblings capped the indoor track season, gaining national honors with a combined effort reaping 11 medals as they competed as unattached athletes at AAU Southern Indoor National Championship hosted by East Tennessee State University in Johnson City, Tenn., on March 4-5.
New Nation Ford coach has link to Lancaster High
Veteran Lancaster High School fans who recently learned about the new head football coach at Nation Ford High School in Fort Mill, probably did some wondering unless they were already in the know.
The Falcons' new head football coach is Michael Allen, who has a solid Lancaster link. Yes, that's the same Michael Allen, who as a youngster roamed the sidelines at LHS football games while his dad, Gus Allen, was the head football coach.
Staff Reports
Buford broke open a tight Region IV-AA baseball game, igniting for five runs in the sixth inning on the way to an 8-4 win over county foe Andrew Jackson on Friday night at Buford Park.
BHS, up 3-1, rallied for the five spot to forge an 8-1 lead on the Vols.
AJ rallied for three in the top of the seventh, but the Jackets had done too much damage the inning prior to take the win.
Staff Reports
The 2011 edition of the Lancaster High School girls soccer team is one of great senior leadership and high expectations this spring.
The 5-1 Lady Bruins are led by captains Sarah DeVenny and Morgan Gardner, who prepared for these leadership positions by their experiences shared over the summer in their trip to Panama.
"There were many valuable lessons learned in regards to personal responsibilities, self-discipline and self belief which has shaped their leadership roles," LHS coach Bo Sylvia said.
Staff Reports
The 37th annual Universal Martial Arts Championships, held March 12 at the Springdale Recreation Center, continued in the tradition of the tournament.
The event was hosted by Grandmaster James White of Universal Karate studios of Lancaster and the National Universal Karate Association.
The event continued its legacy as one of the Southeast's top Sport Karate tournaments. It has been called the "battle of the best with capacity attendance."
Lancaster area
Lancaster County swim team registration for the Tigers and Makos teams will be held April 12, 14, 18, 19, 25 and 28 at the Lancaster County Parks and Recreation Commission office on Springdale Road.
The Indian Land Lady Warriors' basketball program will be front and center Saturday at the annual North-South All-Star basketball game at North Myrtle Beach High School.
Andrew Jackson edged county foe Indian Land, 8-6 in Conference IV-AA baseball action Tuesday night at the Vols' field.
The 2011 Lancaster High boys soccer is completely different from the 2010 team.
Copyright © 2016
The Lancaster News is your source for local news, sports, events, and information in Lancaster County and Lancaster, South Carolina, and the surrounding area..


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Best of the 80s
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Re: Best of the 80s
Originally Posted by
My dinner with Conteh
1. Hagler
2. Leonard
3. Chavez
4. Tyson
5. Spinks
6. Hearns
7. Sanchez
8. Fenech
9. Holmes
10. Duran
1980-1989. Irrespective of what went before or after the decade.
Excellent list.
I tried when doing mine, to think of it being the the 1st January 1990...
As time has gone by, I think I would of put Chavez higher up, Pryor lower and maybe Fenech a bit higher. Plus my loathing for Leonard has grown and grown.
Although I do like doing these top 100 lists, I can understand the argument about after top 30 or so it is a bit of a mere mentions list, and the numbers against the fighters names should be taken with a large pinch of salt (Minter #62; what **** was I on?).
But Minter a side, I like this list and IMO no fighter is more than 15/20 places above or below where they should be; which for a top 100 list is good going!
I am a pretentious ****er sometimes
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My old stove is 220 V hard wired.
The simplest solution to me would be to just hard wire in the new stove.
However, the guy at the store said that it may be against code to not have a plug behind the stove for the oven to plug into. Because it may need to be unplugged in a fire (what fireman would pull back a burning stove from the wall to unplug it I don't know but whatever). He also said that the people delivering the stove can do nothing beyond just plugging it in. So I would have to wire it myself or wire an outlet for plug.
Anyways, is there any truth to this or can I just swap the wiring from my old stove directly into the new one with no intermediate plug?
In other words, is hard wiring safe for an oven?
Thanks very much!
- Forum >
- Electrical & Lighting >
- Hard wiring oven against code?
Yes, your range can be hard wired. You will need to obtain a padlocking device for the circuit breaker that feeds this circuit. The padlocking device must be permanently installed and come from the same manufacturer as the circuit breaker.
If you only have fuses and no circuit breaker, then you will need to install a receptacle for the stove.
If you only have fuses and no circuit breaker, then you will need to install a receptacle for the stove.
- 15 Old House Features We Shouldn't Abandon
- 13 Lazy Cleaning Tricks for a Spotless Home
- Laundry Room Ideas to Knock Your Socks Off
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- 11 Easy DIY Projects to Declutter Your Home
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- 10 Killproof Plants for a No-Effort Landscape
- 9 Insanely Easy 1-Hour Backyard Projects


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-- F-35A: $172 million per aircraft;
-- F-35B: $291.7 million per aircraft;
-- F-35C: $235.8 million per aircraft.
And that's not the end of the price escalation as these planes need millions of dollars in rework to an extent not even known yet.
Each subsequent LRIP tranche has been more expensive than the previous one. To say prices are coming down, is simply false. I am not anti F-35 for the sake of it. But at these prices and a serial mismanagement in terms of broken promises and budgets - spanning years - it's time to think about if this is wise. The armed forces can easily wind up with so few of these, like in the case of the F-22, that it becomes questionable as a system, IMHO.
Regarding the F-22, I did not know that 60 of them do not have the more advanced radar, which was done to save money. So we have about 120 fully capable F-22s of which many are down for maintenance as they have a very low readiness rate - meaning only very few can be deployed in a sustainable fashion. If the F-35 suffers a similar fate, we'd be making a terrible mistake and wasting gobs of money.
I think the risk is too high with the F-35, akin to gambling in Las Vegas, hoping that whatever extra money will be needed will miraculously appear. It didn't for the F-22 and won't for the F-35, IMHO.


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May 30, 2016
Jackson, Mississippi State transportation officials say half of Mississippi's highways will be in poor condition by 2035 if current funding levels continue.
That analysis by the Mississippi Department of Transportation was presented Wednesday to a task force of lawmakers, business leaders and others created by the state Senate to look at highway needs.
The analysis shows that $400 million is needed annually to maintain Mississippi highways, but only $150 million was being spent.
The analysis shows while the need to maintain road grows, the development of more efficient vehicles has impacted Mississippi's motor fuels taxes, which are consumption driven
The task force expects to have a report completed for the 2014 Legislature.
The Northeast Mississippi Daily Journal reports that the group will visit communities around the state this fall.
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Monday, June 15, 2009
What local newspapers should do #3
3. Realign the internal operations of local newspaper companies to make marketing, advertising and editorial partners every step of the way. This will involve a zero-based approach to the structure and commitments of the company. Newspapers tell their advertisers how critical it is to get out their message on a regular basis. Yet newspaper companies appear to see marketing as the first place to cut. Marketing doesn't mean traditional ad campaigns, although it could include some of that. It does mean an entire organization telling a consistent story about itself and living up to that story. Google says its mission is "to organize the world's information and make it universally accessible and useful." That's pretty easy to understand. If a local newspaper had as clear a mission – "to be the central source of news and information on (x place) and make it easily accessible and useful" – it would enable the entire organization to tell a consistent story and evaluate every potential use of resources against the mission statement.
Here are some concrete steps:
• Locate advertising, marketing and editorial types in close physical proximity so they're working together and talking every day.
• Make each main content focus of the organization its own channel, or sub brand, with a business manager attached to the content type. Establish separate tracking for audience, reach and revenue for each channel: sports, news, multimedia and business, for example. Share that information with the staff. Give the channel managers responsibility and authority to develop new products.
• Develop or hire expertise in social networking and viral marketing. Every advertiser needs to be exposed to new ways to reach customers and offer them benefits.
• Make mobile the focus of this new approach. This should be the fastest-growing part of any newspaper and as the new frontier it will be the place where there will be the fewest institutional obstacles to experimentation.
Next: Make the classifieds a separate, standalone business.
Previous: Establish a clear and credible public service mission.
7 comments:
Does it strike anyone else as hilarious that this sage advice comes from a guy who just closed one newspaper, and whose previous paper in Albuquerque, the Trib, also shut down.ReplyDelete
Temple must be among the most arrogant and egomaniacal editors ever. And now, working without a net (or an editor), he exposes himself for the world to see.
"The advertiser is the enemy. The big advertiser is the mortal foe of honest journalism....You must remember that that particular class of men that make up the advertisers are men of extremely sordid minds. Their lives are given up to dollar-getting. They presume -- and they have a perfect right in this country to presume -- that every man is equally sordid. They presume publishers are venal and that they have but one object in view and that is to obtain advertising patronage and make a profit...I would advise you to begin your course as editor of this paper with one object and only one object in view and that is to serve the class of people and only that class of people from whom you cannot even hope to derive any other income than the one cent a day that pay you for your paper. Be honest and fearless with them, always without regard to the goodwill or ill will of the so-called business community."ReplyDelete
----E. W. Scripps, 1911
@paul and @edwardReplyDelete
You guys are awesome with snarky comments. I wish I were that good.
"each channel"ReplyDelete
Interesting. Similar to Procter & Gamble's approach.
I, for one, don't understand why the Denver Post (among many papers) still has a separate Classified Ads section. It just makes it easier to throw away.
Thank you for your comments. A few thoughts.ReplyDelete
Paul, you may recall Scripps executives lauded the efforts of the Rocky newsroom, describing their work as a model for what newsrooms should be doing. Their decision was financial. The Tribune newsroom was also widely recognized for its innovations and the quality of its journalism.
Edward, you're absolutely right that E.W. said what you report. But his own company couldn't follow his views because it wouldn't have survived if it had. Just because he was a brilliant newspaperman and builder of a media empire, doesn't mean his ideas hold for today's news organizations.
Dave, I totally agree about the separate classified section. I worked at papers that used to run classifieds as "run of paper" at the back of a section. That was typical at one time.
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When Mariska Hargitay welcomed her daughter Amaya Josephine six months ago, she started thinking about adopting another child down the line.
She never imagined the new addition would be right around the corner.
Within a week of processing their paperwork for the second time, Hargitay, 47, and her husband Peter Hermann brought home a son, Andrew Nicolas Hargitay Hermann, who was born over the summer.
MORE: Matt Damon, Julianne Moore Put Baby Hand-me-downs on eBay for Charity
"We never in a million years thought it would happen this quickly, but something inside of us knew that this was right, and we said, 'Yes, yes, yes!'" says Hargitay, who is also mom to son August, 5.
"We knew this was our guy. Everything about it felt right. It felt divinely right."
Two babies may be a handful, but the "Law & Order: SVU" actress -- who will continue working four days a week -- says Andrew and Amaya have already bonded.
"They'll lie in the crib together, and she'll hold his hand and put her arm around him," says Hargitay. "She's already so protective of him."
CNN, People


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There is a dime-sized hole about a 1/4-inch-deep in a driveway I poured recently that doesn't want to set up. It has been this way for several days now. I've been pouring concrete for 15 years and have never seen anything like this. What is it?
Is there a quick test to detect the presence of iron sulfide in aggregates? The aggregate I am considering will be used in an exposed decorative application, so repeated wetting and drying of the aggregate will occur at the surface. I also am concerned it may cause staining.
We watched a concrete pour where concrete was revibrated after it had set up. The vibrator head did not "readily penetrate" the concrete as described in ACI 309. In fact the inspector said "it took 15 to 30 seconds of vibrating at each pass for the probe to enter the older concrete." The "older"...
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Reliever signs minor league deal with Yanks
Brian Gordon's first impression in a Scranton/Wilkes-Barre uniform was a terrific one.
Five shutout innings. Just four hits allowed. Seven strikeouts on top of it all on July 5, 2011 against Lehigh Valley.
Few realized that first impression would be his last.
Until, it appears, next April.
The New York Post reported the Yankees have signed Gordon to a minor-league contract, reuniting the veteran right-hander with the organization that gave him his most extensive big league look back in the summer of '11. The 35-year-old is expected to provide veteran pitching depth with the RailRiders in 2014.
Gordon pitched in Korea through 2012. He spent all of last season in the Oakland organization upon returning to the states, posting a 4-0 record, 3.57 ERA and 23 saves in 51 games for Triple-A Sacramento.
Baker suspended
Longtime Scranton/Wilkes-Barre reserve catcher Ryan Baker has been suspended 50 games by Major League Baseball for violating the minor league Drug Prevention and Treatment Program.
His offense? Well, that's just the thing: Nobody knows if he took any banned substances.
Baker simply refused to take the required offseason test given by minor league baseball. Refusal is a violation of the agreement and punishable by a 50-game fine.
It was a crazy end to a strange season for Baker, a veteran catcher who has spent most of the last two seasons on the RailRiders' roster without catching a game. Most of his tenure was spent on the phantom disabled list, and both the games in which he appeared were as a pitcher.
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« Jef Holm Hurt Over His Brother's Allegations That Emily Maynard Cheated | Home | Katherine Jenkins Clears The Air On David Beckham Affair Rumors »
Nobody Else Wanted Britney Spears On Their Show
August 24, 2012 10:00 AM by Gina Hall
Of the three most popular singing competition shows on American TV, only "The X Factor" wanted singer Britney Spears to hold a spot on its judicial bench.
Britney Spears reportedly negotiated for months with the network. In May, she replaced "X Factor" judge Paula Abdul, who was fired – presumably for poor judgment.
The "X Factor" judges also include the show's executive producer Simon Cowell, which might strike some as a conflict of interest; still, he has not recused himself. The other judges are Epic Records chairman and CEO Antonio "L.A." Reid and singer Demi Lovato.
Britney Spears has never been on "American Idol," and as far as is known publicly, her name has not yet come up in the lists of celebrities who have been in talks to be a judge on the show during the various changes in the show's judging panel.
Neither "American Idol" nor the "The Voice" were eager to hire Britney.
Paul Telegdy is NBC Entertainment's president of alternative and late-night programming confirmed that the network did not want Britney to be a judge on "The Voice," but he gushed about Mariah enough to make it apparent that NBC did want Mariah for "The Voice" before Christina Aguilera was hired for its judiciary.
Paul spoke with the Hollywood Reporter, saying this: "We made no secret of the fact that we think Mariah is an extraordinary singer…but there are no hard feelings with Mariah for doing 'Idol.' She's a great person, wonderful company, really fun and an exceptional talent. They should be humbled, delighted and grateful that she's doing the show."
When asked if he would "shower similar praise on Britney," he said, I think people's curiosity around Britney will always be there. Will it be around her as a panelist on one of these TV shows? That depends on whether she's good at it," implying that there was some skill involved.
Want more? Follow our tweets on Twitter and like us on Facebook! Click here for more information about The X Factor. For other great reality TV news, please feel free to check out SirLinksALot: TheXFactor.
Photo Credit: FOX
Topics: FOX Reality TV Shows, The X Factor |
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The inspiration for the Fanlight pattern came from the magnificent architecture of the Georgian period of 18th century Dublin, known as "The Age of Exuberance", when everything had not only to be functional but beautiful. The main motif in this delightful pair has been inspired by the Fanlight over the Dublin Doors of Merrion Square.
Additional Information:
Measures: 8-1/2"H x 2-1/2"W (1.2 lbs). Each glass has a 5 oz capacity. Made of crystal. For indoor use. Made in Ireland.
Care Instructions:
Fine crystal should be hand washed separately in warm soapy water, rinsed thoroughly and dried with lint-free cloth. When washing and drying stemware, do not twist the bowl in the opposite direction to the stem as this can cause damage. We do not recommend using a dishwasher to clean your crystal as it can dull and damage the surface. Avoid pouring iced liquids or very hot water into crystal as extreme temperatures can crack or break your crystal. The finely made rims are the most fragile part of your crystal glass. Do not turn upside down while drying or storing.


text: Threat to NI fire and rescue cover 04 Sep 2014 Stormont budget cuts to the Northern Ireland Fire and Rescue Service could result in front line cover being reduced across the entire region, UTV can reveal. Share Share Share Story by UTV Staff, Belfast The Health Minister, who has responsibility for the service, has told fire chiefs they must reduce their budget by 2.5%.That will amount to £2m for this year to a service which already has a budget shortfall of £3m.Dermott Rooney of the Fire Brigades Union said his organisation would fight to defend the service.He said: "We believe this will impact services across Northern Ireland."It will affect rural stations and stations in larger towns and cities. If you reduce fire cover, if you change the way fire cover is delivered to try and save money there will be an impact, we believe, on front line service delivery and on firefighter and community safety."Northern Ireland has almost 70 fire stations, staffed by more than two thousand people and there are concerns over jobs losses with part-time firefighters most at risk.Dermott Rooney added: "The Northern Ireland public deserve the best in terms of a fire and rescue service."We believe we are the best fire and rescue service in the UK and we are prepared to defend that."Our members are angry and are prepared to defend the service and we don't believe the public has the appetite to see the fire service eroded."East Londonderry MLA John Dallat said it was important to retain front line services.He said: "We can't see enough in terms of the ordinary firefighters those who are at the front of the service."Those people are the salt of the earth and they need to be reassured as well that the service they are carrying out is not threatened with cuts," the SDLP representative said. © UTV Share Share Share


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Click here to send an email to Cllr Alan Dean
020 8397 9522
12 Frimley Road HookChessingtonKT9 1QT
I have been selected to stand as a Liberal Democrat councillor and I feel very privileged to be given the opportunity to serve our community in this way. I've been a Liberal Democrat voter for many years, and I have felt that their policies and ethos are closest to my own. Recently I have become involved with delivering literature and talking to our residents on their doorsteps about the local and national issued involved. For many years now I have tried to serve my community, mostly through the connection with our local church. I served as an elected church warden for five years and have been elected onto the church council for much longer. May I make it clear though that I think that we are very fortunate in this country that we live in a tolerant, multicultural society.
The majority of my work life has been spent in financial services, the last 27 years working for the same building society. In this role I saw the main priority as trying to help people, whether it be with mortgages to buy their homes or with other financial facilities. In October 2009 after weighing up the options carefully I decided to take the retirement option, so now I have much more spare time which I hope to devote to serving as a councillor in our local ward.
We have lived in Hook, in the ward, since 1988 and I have raised my family here. My wife is a special needs worker at a local school. I have a son who is just starting his first proper job and a daughter who should be at university in September. We are very pleased that we have been fortunate enough to have them grow up here. One of the things I care about passionately is that we should provide an environment in which today's young people can live and provide a worthwhile future for themselves and their own families. I also have a deep commitment to the elderly and more vulnerable members of our community.
Liberal Democrats have 18 seats on Kingston Council. The Conservatives have 27 seats, Labour have 2 seats and there is one Independent councillor.
Click here for the results in 2014.
Click here to order from Amazon and they will make a contribution of up to 10% to Kingston Liberal Democrats!
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Published and promoted by Kingston Borough Liberal Democrats (Liberal Democrats), all at 21 Berrylands Road, Surbiton, KT5 8QX


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Chief justice urges grads to protect rule of law, judicial independence
Student Jane Diange shares what makes Charleston Law a unique place to attend law school
The Princeton Review ranks Charleston School of Law professors in Top 10 for student satisfaction
Schedule a visit and discover what makes the Charleston School of Law unique
Charleston School of Law
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Charleston, SC 29403
Mailing Address:
P.O. Box 535
Charleston, SC 29402
Tuesday, May 31 - Maymester Exams
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Wednesday, June 1 - Mini-Orientation for incoming students taking Criminal Law
The Charleston School of Law is hosting an Open House on Saturday, June 18, 2016. Come interact with our top-ranked faculty and learn more about becoming a Charleston Law student.
Monday, July 4 - July 4th Holiday
President Bell discusses the positive changes and future of Charleston Law in The Post and Courier
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Jennifer Dziura writes career and life advice on TheGloss and is headquartered on GetBullish.com.
I am a 27 year old first time woman entrepreneur! So far I am in the beginning idea phase of starting my own small business in San Francisco. I am extremely passionate about educating and providing the public with healthy smoothies and juices. As a long time gluten-free vegan it is my ultimate goal to show the world that doesn't mean you have to sacrifice taste! I wanted to start a mobile business traveling from parks to office buildings and beyond offering smoothies and juices that lack artificial sugars and promote healthy fruits and veggies among other things! My question to you as someone who has no prior business experience is mainly where and how to start with a business plan? Do you have any good resources you can share with me? Any good advice or tips? Anything at this point is helpful!
Hi there! I have very strong opinions about this!
What people are usually talking about when they talk about a "business plan" is primarily a document for investors. These plans contain financial projections that in many cases are entirely fictional. You don't need the kind of business plan that business plan consultants are paid for and business plan software helps you create.
Writing a 20-page "plan" for a business that doesn't yet exist isn't necessary in your situation.
One reason: Your customers may not be who you think they are.


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Nice! Share it on Facebook so that your friends can join you here.
happy bday buddy!
HI guys,
Thanx for all the wishes , and sorry 4 being so late in my reply. by the way gandharva thanks for the gr8 pic of mine......:)..will thank you personally soon.
DO keep in touch. Bye for now. Tc
hmm..... Two minutes left for the day to change and the guy in question hasnt even posted yet.... i think the spammers need to take a lesson from this guy .. come on praneet , just one post ....
happy bday my man..have a gr8 yr and njoy mumbai atb
MMHROTD dude!
Have a gr8 party!!
MMHROTD dude!
Have a gr8 party!!
Saala why is everyone after you for treat,
a).Lots many kicks yaad hain????
b).And now that you've started copying a Certain Self Centered(me me) guy's(yeah thats me!!) Lingo guess that calls for Copy Right Infringement.
Pehle Record was JNU main khaana ab 3 baar JNU main khaana aur ek aur cheez "free ke pass"....
Thanks ramseys
I was neary certain thats the guy , fir bhu why leave anything for doubt.. I heard u still havent taken the party from chaitanya ... and GG , u were supposed to join us on sunday kya hua ?
Great_II SaysFOR people who don't recognise Praneet here's what he looks like barring the graffiti.
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Monday movies in Dewey bringing large crowdsEvent seeing record-setting numbers this summer
Dewey Beach — The weekends in Dewey may still belong to the college kids, but during the week the town is full of families who are enjoying its family-friendly events.
Proof of this is the record-setting attendance seen at Monday Night Movies so far this summer.
Dewey Beach Mayor Diane Hanson, speaking at the commissioner's meeting July 11, said the Rehoboth Beach-Dewey Beach Chamber of Commerce has sponsored the event for years, but it's finally starting to take hold with the families coming to town.
The Rehoboth Beach-Dewey Beach Chamber of Commerce sponsors the event.
Steve Montgomery, Starboard owner and chamber executive board member, attended the record-setting movie night with his two young children June 30, the Monday before July 4.
In an email to the Cape Gazette, Montgomery said there were over 750 people on the beach for the viewing, breaking the previous record of 450 set last summer. He said a combination of timing - July 4 week and the popularity of the movie - "Frozen" - brought the crowd.
It was a perfect summer night with low humidity, Montgomery said.
Hanson also said combination of the the movie and the perfect weather as a "superstorm" that brought out such a great crowd.
Montgomery said the only issue was that it was hard to hear all the way in the back. In response, he said, the chamber purchased additional speakers to help alleviate the problem in the future.
Montgomery said the bonfires on the beach on Wednesdays is also going well and credited the town for offering free parking from 5 to 11 p.m., Monday through Wednesday, to accommodate the family-friendly events.
"The kids' movies and bonfires are going incredible," he said.


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First female police officers in Oklahoma City proved they could do the job
Sitting in an Oklahoma City restaurant earlier this month, three women laughed as they reminisced about their rough and tumble days working for the Oklahoma City Police Department.
Sherry Garcia, Julie Smith and Gladys Loflin are three of the five women who were hired in December 1972 as Oklahoma City's first female police officers.
The other two women were Shirley Conner, of Tuttle, who was too ill to join them that day, and Norma Adams, of Oklahoma City, who died in December.
"We all get together and sometimes you may not think that we are friends — because we can argue over whether the sun is shining or not — but the point of it is that we are," Smith said. "It is because of the shared experience and we were it.
"Anyone who came after us never became a part of us. It's not that we didn't feel for them or that we didn't like them, it just wasn't the same like the ones I went through recruit school with."
While Garcia, Smith, Loflin, Conner and Adams were the first women to complete police training and carry a gun, they are not recognized as Oklahoma City's first female police officers. In 1955, a group of women were hired to work traffic and issue tickets.
"What they went through must have been hell. What we went through was hell," Loflin said. "They were the policewomen of their era. They started opening that door for us to become full-fledged police officers. I just wish they would take credit for that."
It was November 1972 when then-police Chief Sam D. Watson announced the department would begin hiring female officers.
According to a Nov. 14, 1972, article in The Oklahoman, 47 women applied at police headquarters the day after the announcement was made and many others were turned away and asked to return the next day.
"The line for applying snaked around the whole building," Garcia said. "There had to have been almost 200 women in line."
Garcia was a recently divorced, single mother looking for work. Loflin had moved from California with her husband and was working at the Berry House juvenile detention center. Smith — who at 22 was the youngest — worked at Pinkerton as a security guard.
"One of the other security guards told me about the hiring announcement and then he told me if there was any woman who could do the job, it was me, so I applied," Smith said.
Facing resistance
Others did not think a woman could do the job.
"I'd hate to have a frail little girl back me up when the bullets are flying," an Oklahoma City police officer said, according to the newspaper article.
Many of the police officers' wives picketed City Hall, saying the recruitment of female officers would lead to more divorces among officers, Smith said.
The applicants were interviewed by secretaries, who asked how much they drank, if they smoked, if they had a boyfriend and how often they went out. After the initial interview, the women said they were polygraphed for hours.
"I think the reason why we all got hired was because none of us had a history with drugs. That was definitely a feat back in the '60s and the '70s," Smith said.
Garcia found out she had been hired when a television reporter asked her what she would do to change the department.
"What a stupid question to ask. I had no idea what to say. I think I may have said something about the curtains," Garcia said.
Adapting to change
The department did not have female uniforms or a sexual harassment policy in place when the women entered the academy.
They wore civilian clothes during inspections and usually had points docked, while men were in their crisp uniforms. They didn't get their uniforms until shortly before they graduated from the academy, Smith said.
Every decision made about the female uniforms was a fight, Garcia said. Should the women have a side zipper or a front zipper? What kind of shoes should they wear? Could they have a purse?
The uniforms the women wore during their graduation were A-lined skirts, short heels and Women's Army Corps hats with K9 badges.
"I remember a lot of the men tried to look up our skirts," Smith said.
Loflin said when she became a supervisor years later, a female officer reported another supervisor was sexually harassing her and the supervisor was disciplined. It wasn't like that for the five.
"There was no law for harassment. Sexual harassment was not known," Loflin said. "If one of us had done that, they would have looked at us and said 'If you can't handle it, you can't take it, get out.'"
It took about a year before the women were considered real police officers, said Garcia, who was the first female officer to get into a violent, physical altercation with a suspect.
After the fight, Garcia and her partner were giving their statements to the typists at the office.
"I was holding my hair that had been pulled out during the fight for evidence. It still had pieces of my scalp still on it," she said. "A younger female cop approached me and told me, 'I'm so jealous of you.' My partner turns to me and asks 'What the hell is she talking about? We just almost died.'
"But I knew exactly what she meant. I finally proved myself," Garcia said.
Paving the way
Oklahoma City police Capt. Kimberlee Flowers met the five women after she was hired in 1982. While female officers still had to prove themselves to their male partners, a lot had changed in 10 years, Flowers said.
"They really paved the way for us," she said. "We are a lot more accepted now and it wouldn't be that way without them."
Today the police force has 118 female officers.
"We were on the cusp of change and we didn't even realize it," Garcia said. "If one of us messed up in any way, there would not be any policewomen because they would use that as an excuse to hire no more. That we had to make it and we had to make it stepping on glass and stepping around obstacles."
Smith became the first female major in the department. Loflin ended her career as a lieutenant, and Garcia, Adams and Conner were inspector sergeants.
"We knew men and women are different but we can do the same job, but in different ways," Loflin said. "We had to learn our own limitations and our strengths and to use them."
Each of the five women worked for the department for more than 20 years — the years it takes to be eligible for retirement — and took a trip to Puerto Vallarta to celebrate.
In January 2012, Loflin was honored as the city of Apache Woman of the Year. That was the last time all five women were together.
"Norma's death has left a hole in our group that we can't really ever fill," Loflin said.
We were on the cusp of change and we didn't even realize it. If one of us messed up in any way, there would not be any policewomen because they would use that as an excuse to hire no more. That we had to make it and we had to make it stepping on glass and stepping around obstacles."
Sherry Garcia,
One of five women who were Oklahoma City's first female police officers


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Michael M. Zuber Jr.
Jan. 1, 2013
Michael M. Zuber Jr., 62, of Summit Hill passed away unexpectedly Tuesday afternoon at Pocono Medical Center, East Stroudsburg.
Michael was born in Coaldale on July 13, 1950. He was the son of the late Marie E. (Juracka) and Michael M. Zuber Sr.
He was of the Catholic faith and was a member of St. Katharine Drexel, Lansford, where he also sang with the choir.
Michael was a graduate of Panther Valley High School, Class of 1967. He received a Bachelor of Science degree in education from Penn State University and a master's degree in counseling from Indiana University of Pennsylvania.
Before retiring, he worked for Social Security in various administrative roles.
He was a member of St. Katharine Drexel Church Choir, Bach and Handel Chorale, Jim Thorpe, a social member of Flying Aces MC, Rockport, lifetime member of AMA, ABATE of Pennsylvania, lifetime member of HOG, and the Penn State Alumni Association.
In addition to being an accomplished musician, he enjoyed riding his Harley, woodworking and gardening.
Michael is survived by his sister, Catherine, wife of Thomas Knepper, Columbus, Miss.; nephew, Greg Knepper, Kent, Wash.; niece, Alexis Knepper, Columbus, Miss.; uncle, Frank Juracka, Summit Hill; and several cousins.
A Mass of Christian Burial will be held Saturday at 11 a.m. at St. Katharine Drexel Roman Catholic Church, Lansford, with the Rev. Kenneth Medve officiating.
Burial with will take place immediately following services at Ss. Cyril and Methodius Cemetery, Nesquehoning.
Family and friends may call today from 7 to 9 p.m. at Shawn E. Clark Funeral Home, 200 E. Bertsch St., Lansford, and Saturday from 10 a.m. at the church.
The family requests donations to be made in Michael's memory to the St. Katharine Drexel Memorial Fund, 124 E. Abbott St., Lansford, PA 18232, or the American Heart Association, 613 Baltimore Drive, Suite 3, Wilkes-Barre, PA 18702.
Shawn E. Clark Funeral Home, 200 E. Bertsch St., Lansford, has been entrusted with the arrangements.
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Jack McCollough and Lazaro Hernandez of high-end brand Proenza Schouler talked to Grazia about fall trends and Racked has the scoop. Hernandez said, "We work on Broadway near Topshop and are so over seeing all those young girls showing so much skin." Us, too.
Hernandez also talked about money, remarking, "I often wonder, sometimes I think the people who buy our clothes live in a parallel universe. Hell, we can't even afford our clothes." At least they're honest!


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This is really cool. You nailed the design really the armor the cloth even the henna (?) tattoo's are hyperdetailed.Everything is killer except the foreshortning on the right arm (for her ) is a little off.
Not that I am by any means better at that , but whay helps me is to draw the foreshortened parts in wireframe, so you can see thru it ( it makes more sense when you do it)
Foreshortning is just really hard and gets easier with lots and lots of practice.
I heard Mangastudio has a mannequin function too.
I use PoseManiacs.com when I can't come up with something or when I am drawing manga ( I am currently working on chapter 1)
For the background , I'd personally would do something like a snowy landscape with smuldring( is that a word lol ) footsteps in it , to show the viewer she packs a power(ful punch)
You will get far if you stay determined , I know you are really good and stuff and u allready came a long way judging by the skill.
Just keep in mind that as an artist you are competing with ''every'' other artist out there.
You have to accpet flaws and embrace them , learn why they are there and baleet the shit out of em.
Learn all those scary things that you can't do (yet) untill you are on a level which satisfies you.
I personally find that I never really know how badly I suck ( I guess everybody has that at some points)
But as an other artist I can tell you that you allready showed that you've got what it takes , the only thing left is determination and lots of hours of drawing.
Respect from a supporter from Holland ^^
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Michael Rosenthal Art Gallery
A Sneak Peak at Voyager: Clothing Store, Surf Shop, Art Gallery ... and Submarine
By Mark Lukach on June 17, 2011 1:11 PM
The Mission is going to have a mall. Well, not really, but kind of, once Voyager opens.
Voyager is a one-of-a-kind concept: It's a big space, divided up into smaller sections, with each section run by a different business. It's almost like a permanent street fair, with the booths cooperating rather than competing in design, purpose and structure. The shops inside Voyager are all local successes in their own right: Revolver, Mollusk Surf Shop, and the Michael Rosenthal Art Gallery.


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ROCKFORD (WIFR) -- On Saturday October 5th, 2013 from 4:00pm to 6:00pm, photographers from all over the world of all walks of life and skill levels gather together, usually in downtown areas to socialize, learn new tips from each other, and explore their corner of the world through photography for the 6th Annual Worldwide Photo Walk. The walk was started by Scott Kelby, president of Kelby Training and the Worldwide Photo Walk is the world's largest global social photography event in the history of photography.
Starting at the Rockford Library in downtown Rockford and ending at Octane Lounge on Main St, artists will visit various places along the route including the Rockford Library, the Rock River, Beattie Park, The Coronado Theatre, Memorial Hall, and many other great things along the Main Street area.
All you need is a camera and a passion for photography. It doesn't matter what kind of camera you use. People have used simple point-and-shoot and even disposable cameras in the past, had a blast, and left with a new appreciation for photography and some great local connections.
The social aspect of this event has also transcended into the online world of social networks as well. Participants in the Worldwide Photo Walk post updates to Twitter before, during and after the event under the #WWPW hash tag, and get updates from Kelby Training via its Facebook page.
In addition to enjoying a day of photography with other local photographers, participants may also be eligible to win prizes from the Worldwide Photo Walk's sponsors if their photo is chosen as the best photo of the day by their walk leader. Each winning walk photo is then entered into a global competition where Scott Kelby picks the single "best photo" of the event along with 10 runners-up. Full details are available at: http://worldwidephotowalk.com/
For more info on our local walk, or to register for free, visit http://tinyurl.com/rockfordphotowalk or visit Worldwidephotowalk.com and search for Rockford, IL.


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Woohoo! I'm honored to have been invited to lead a webinar next Thursday, 20 September organized by GlobalGiving, by far my favorite online giving platform. I recommend GlobalGiving strongly for all Kabissa members and like it so much that I had our developers add the ability to display a GlobalGiving donation widget on Kabissa profile pages (here's how).
The webinar is open to all and will be given twice in one day to accommodate organizations in different time zones - I hope you can come! Read on for details on how to join in (no RSVP needed) or head straight over to http://bit.ly/M2S2PO to request to be reminded of the event.
If you're not a member of GlobalGiving yet, you can nominate your organization at http://www.globalgiving.org/non-profits.
GlobalGiving Online Trainings
GlobalGiving is very excited to welcome Tobias Eigen, the President and Executive Director of Kabissa, for the webinar next Thursday. Kabissa is a volunteer-led non-governmental organization founded in 1999 and organized in the United States as a 501(c)3 nonprofit organization. The Kabissa mission is to help African civil society organizations to put Information and Communication Technology (ICT) to work for the benefit of their communities.
Kabissa's current priority is to support the networking, information sharing and ICT peer learning needs of African civil society organizations, which we do by maintaining an online platform at http://www.kabissa.org with a searchable organization directory, community blog and monthly member newsletter.
Kabissa participated in our Global Open Challenge back in 2008 and succeeded in the joining the site. Tobias has since posted several blog posts on his site about tactics for success in the GlobalGiving Open Challenge and will share those tips in the online training.
Hosted by: GlobalGiving, and Tobias Eigen, Kabissa
Date: September 20, 2012 Time: 9am EST - 10am EST OR 3pm - 4pm EST
Conference Call number: +1 -202-464-6816
Webinar Link: www.anymeeting.com/globalgivingUS1 (no password required)
To receive reminders for this training please RSVP here with your name and email address: http://bit.ly/M2S2PO
Crossposted from http://www.saidia.org/2012/09/join-me-for-a-globalgiving-webinar-about-online-fundraising-and-my-tips-for-succeeding-in-the-globalgiving-open-challenge/


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The Consumer Financial Protection Bureau (CFPB) released a report today on the first three months of collecting consumer complaint information about credit card issues.
Of the 5,074 complaints received by the CFPB, 83.8$ were forwarded to the credit card issuer.
Of those forwarded to the credit card issuers, 74% were reported as a full or partial resolution. 71% of the consumers did not dispute the reported resolution.
The top ten most common identified complaints were:
- Billing Disputes
- APR or Interest Rate
- Identity Theft / Fraud
- Closing or Canceling an Account
- Other Fee
- Credit Card Payment / Debt Protection
- Billing Statement
- Collection Practices
- Credit Reporting
- Advertising and Marketing
Consumers can submit a credit card complaint to the CFPB online here.
Get Out of Debt Guy – Twitter, G+, Facebook


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It Works wraps are pieces of cloth infused with a powerful and all-natural plant-based formula designed to tighten, tone, and firm skin.
These wraps are the result of a lifelong pursuit by Dr. Luis Mujares to find a product that could help make the skin look younger, fresher and more supple.
Once the wrap has been applied and secured to an area of your choice, its botanically-based formula begins seeping into your skin through your pores. The body wrap is left in place for at least 45 minutes, where the user is encouraged to relax, watch television or even to sleep.
The ingredients continue penetrating your skin over the course of 72 hours while the user is encouraged to drink at least 8 glasses of water (or half your body weight in ounces) every 24 hours to achieve optimal results.
Because they are good nutrition for your skin! The It Works Wraps were formulated with real results as the end goal and only mission. The ingredients chosen are of the finest quality, and the manufacturing processes have been fine tuned over the course of over 10 years.
It Works Body Wraps were designed to work alongside your body to tone, tighten and firm your skin.
But, rather than us telling you every reason why they work, why don't you just try one for yourself… (or ask one of the hundreds of thousands of happy It Works customers!)
There are three different ways you can get involved:
1. Host (or attend) a wrap party to try It Works wraps and other products at their retail cost. Contact me to schedule a live or online wrap party!
2. Become a loyal customer and buy any products from the It Works! line at wholesale pricing. Get Wholesale Pricing Here!
3. Join us as an independent distributor and run your very own wrap business! Join here for only $99!


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- 430Promote
Framed Art Print
i.am.nerd. : Lizzyby Heather Landis
Choose from a variety of frame styles, colors and sizes to compliment your favorite Society6 gallery, or fine art print - made ready to hang. Fine-crafted from solid woods, premium shatterproof acrylic protects the face of the art print, while an acid free dust cover on the back provides a custom finish. All framed art prints include wall hanging hardware.
well done!
Thank you, Ben.
love love love!
great work!
Cool!! :)
LOve it!
Love the nerd series.
Sooooooo good! :D
great piece!!!!!!
Yeah, really great piece!
amazing x
Aww, merci!
creepy...i have blonde hair...my name is lizzy....and i am a nerd...
Soooo goood! Solid work. :)
Amazing, super cool; love it.
Ha ha! Lizzy lips you are too funny! But, I agree that is a strange coincidence.
Really nice!
Seriously terrific painting-- love this stuff!
Thank you, David!
Thank you, Aaron!
wonderful ...
Amazing !
absolutely incredible. love your style! amazing work!
Wow !!
Great portrait!
Cool!! love it :)
Very cool portrait!
haha, very nice! promoted!!
Nice work!
nice !
Absolutely awesomwe Heather!
Love this!
Fantastic. Promoted and added to my faces collection.
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aplaceforusoffice nice
Show More Likes
Office floors are done! I went with the hire instead of the DIY :) glad I did! Looooove it! I will probably never do dark wood again so this color is the perfect compromise:) and it was on clearance too! #nice #aplaceforusoffice
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@mrserikaward giiiiirl! You already know!!! Lol! I remember when I walked in the room and all I saw was RED all over my boys! My heart dropped until I realized it was paint!!! Lol!!
What was the name of this flooring? Love it!!
@aplaceforus @mrserikaward that sounds like a goo story! Lol
I am pretty sure we have the same floors. Are getting ours from lumber liquidators and it is that exact color.
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UK Property Law
Get UK Property Law Questions Answered by Experts
Thanks for the info, it's as I suspected, one further thought. The lady who owned the house before us (for 30 years) put her bins in the lane outside her gates. We did so too (with the previous owners of the house behind ours) for 7 years, maybe 6.5 years. So until we were asked to move the bins they certainly HAD been there for > 35 years.
This 'right by prescription' you mention, if it wanted / chose to 'fight' how would I go about achieving such right by prescription? Would I need to go to court/engage a lawyer? etc
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May 26, 2016
Michigan school districts are doing a better job keeping their buses in good working order. State Police tell WILX.com a little more than 89% of buses passed inspection. That's a slight increase from last year.
Three hundred, two schools had a 100% passing rate.
Inspectors red-tagged nearly 1,400 buses, meaning they had to be taken out of service immediately until they're fixed.
That's down from 1,500 last year.
Click Here to access the online Public Inspection File
Viewers with disabilities can get assistance accessing this station's FCC Public Inspection File by contacting the station with the information listed below. Questions or concerns relating to the accessibility of the FCC's online public file system should be directed to the FCC at 888-225-5322, 888-835-5322 (TTY), or firstname.lastname@example.com.