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I got it. Can you post that here?
1- Sue sees herself in the otherside of the street. The doppelganger. -> I liked the fact that you imply that the actors are fake and the characters are real. That's funny and has a ring of truth to it, but I think this thought has miss guided you in this part. Clearly Sue and Nikki are linked by the same body and Sue is aware of Nikki and vice-versa."At 1:13:50, Sue looks down and sees a more desperate version of herself sitting on the floor, looking up with terrified eyes. Is this the same doppelganger? Is this a representation of the prostitute state?"This is Sue looking at Nikki, in fact there are 2 ways you can look at this: 1- Nikki got insane, that suffocating rubber clown suit. 2 - Or that's Sue, and she is dead inside, she is going to kill Smithy - whatever the reason is, murder is never a sane thing to do. It's not good for the soul.In that scene they both see each other. In fact I think Sue's conscience grows after doing that silk thing, a very spiritual thing, and she is going to put a stop on that "spell" that forever-repeting-tape.So in the walk of fame, I always saw it has a mirror of what could have been. Remember that Doris is going to kill, who ever is the one on the other side, Sue or Nikki. But she doesn't know that something has changed and she will die for it.2 - Who is the blurry-faced man in the opening hotel room scene?There is one thing you didn't mentioned on the explanation and to me it helped a lot figuring a lot of the things out.I know they shot things on Poland and the movie (the original) was on Poland, but what you are seeing is the 47 the GERMAN film. That's what Kingsley says.So what you call Old Poland is infact 47 the german movie. The blurry opening scene is a scene from that film. Lost-Girl was a character in that film and she became trapped in it, that's why Sue goes to that apartment.In a way you can see that corridor has a big hotel (Lynch likes hotels for metaphors, like on Lost Highway) with lots of rooms and in those rooms there's always the same story, the lost of innocence or the never-ending-repeting-story of INLAND EMPIRE in all it's different versions.That's also an explanation for the Rabbits. Kingsley says that the original GERMAN film was based on a POLISH FOLK Tale, so it's ok for it to be filmed in Poland and in Polish. But the rabbits are the FOLK TALE. There's a tale in Poland about 3 rabbits being a representation of god, or whatever suits you better.But your thoughts about them being in the PURGATORY are real and it fits all of this. In fact I already had notice on the "Rabbits" show that they all talked in the past, so I always assumed they were dead.And if you pay attention the Rabbits have the EXACT same HOUSE has Sue's, only in Green. For David, green is the divine, hope, and all that comes it with. And they play the film again.So if I explained myself just right. Polish Folk Tale (origin, Rabbits)->47(GERMAN FILM)->On High on Blue Tomorrows (REMAKE).I think David's smallest mistake was having the Old Poland scenes in POLISH, it would ring in peoples mind if they were talking in GERMAN. Maybe he just found that out latter.In fact you can see Jack The Rabbit on the same table has Nikki/Sue, that's the beginning of the story, like Visitor #1 just said, "a boy...and then the variation".In fact in the beginning Jack The Rabbit gets out of the house and then it appears the PHANTOM, it's all ok: the reflection and EVIL followed the boy"3 - We hear the line "it was the man in the green coat" several times in the film. Smithy and Janek both have green coats. What does this mean, if anything?I think it can be two things:1 - Janek is also reincarnated and was also a victim of the same story, so was Smithy's.2 - The blame on the GERMAN version was on Smithy's, and for somewhat reason he finds Janek and they want their revenge, because they acted wrongfully ???What do you think ? Let me know
have you tried the internet?
makes plain sense
plain sense


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Posted: Jun 19, 2017
LAWRENCEVILLE, Ga. - The Southern Collegiate Athletic Conference (SCAC) announced its Student-Athlete Academic Honor Roll today for the 2017 spring term and 456 student-athletes made the list.
Since its inception in the fall of 1997, over 25,000 male and female student-athletes have been recognized for their contributions in the classroom.
To qualify, a student-athlete must maintain a minimum grade-point average of 3.25 for the term and be a regular member of a varsity athletic team in a sport sponsored by the conference.
To view the complete list, click here.
To view the SCAC Academic Honor Roll homepage, click here.

subset: commoncrawl


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As many of you may know already, Tropical Storm Agatha hit Guatemala, Honduras and El Salvador this weekend with devastating results.
Today, we received word that five sponsored children from CFCA's Atitlan project in Guatemala are confirmed dead from mudslides, with four sponsored children still missing. This is updated from our news story posted yesterday. Our policy is not to release names of the deceased until we are able to contact their sponsors. Projects in Honduras and El Salvador have not reported any deaths.
Staff members in all three countries are still assessing damages. We will update you as we receive more information from the field.
Please pray with us for the precious children who lost their lives and for the healing and comfort of their families, communities and sponsors. We also pray that the four missing children will be found, and for the recovery of all those affected by the storms.
For more details, please see the news story on our website.
Sponsors and others wishing to help may donate to CFCAís Disaster Assistance Fund. One hundred percent of donations to this fund are sent to CFCA projects to help individuals and families affected by disasters. Funds donated are used where they are most needed, and CFCA retains discretion as to the use of the funds. In addition to emergency relief, contributions may be used for long-term assistance.


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Atheists living in the Sunshine State, Florida.
Location: Florida, USA
Members: 196
Latest Activity: Feb 6, 2019
Started by Emma Lennon. Last reply by Donna Darko May 14, 2013. 2 Replies 0 Likes
Started by Emma Lennon. Last reply by EJN Mar 8, 2013. 1 Reply 0 Likes
Started by Blacknonbelieversmetroorlando Feb 18, 2012. 0 Replies 0 Likes
Looking for atheists in northern Florida
Created a new meetup group
Hello All! I am in Avon Park-- anyone close by?
Tampa! Well, Lutz, but close enough!
I'm down here in Orlando.
anyone near disney?
Hola I'm from Ocala
Howdy, I'm from the Sarasota/Bradenton area. It'd be nice to have someone to talk to. If you're from my area give me a shout. Maybe we could grab some coffee and chat.
Hello, I am in Orlando
Hello! Newbie here, I am in good ole North Florida resident living in a small town.......
It is good to know there are some other Atheists in the state, even if this group doesn't seem all that active right now...
Hello from Citrus County, home of the manatee, the only other organism more revered here than the Republican!
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It's lunchtime on the set of "The Muppets," the high-profile Hollywood production, bringing the beloved characters back to the big screen for the first time since 1999, and co-writer/star Jason Segel is in the mood for mischief. Looking over the vast array of trash and recycling bins designed to accept various forms of waste, Segel turns to the 23-year-old woman standing guard over the receptacles and loudly asks, "Hey, Yazmin! What bucket does the vomit go in?"
Yazmin Watkins blushes and laughs along with the rest of the cast and crew. She's good at taking a joke, which might as well be part of her job description. As the environmental steward for the film, she's the person responsible for reducing the amount of waste produced on set and cutting down on the energy, water and other natural resources that go into production — not an easy task on a project with a reported $40 million budget that involves months of shooting and thousands of cast and crew members.
Her job starts several weeks before any filming begins, giving her time to hunt down and hire green vendors, such as waste haulers that are willing to transport compost and caterers who cook with organic ingredients. She meets with each department, such as wardrobe, construction and locations, to discuss the most environmentally friendly choices for the film. On set, she refills reusable water bottles for the puppeteers — a task that would usually fall to a low-level production assistant, but that Watkins gladly takes on so that no one will be tempted to drink from a plastic bottle and toss it in the trash.
We're desperately trying to avoid the cliché here, but let's just come right out and say it: Kermit was right when he sang about the lack of ease of being green.
"The Muppets" is being produced by Disney, which launched the environmental steward program in 2009. "The environment is affected by every single department in a motion picture," says producer Whitney Green, who helped make Disney's "Race to Witch Mountain" more eco-conscious. "We realized, when we started looking at it, how much we could potentially accomplish if we had someone devoted full time to this. This could be a job."
Since then, Disney has placed an environmental steward on every production. Watkins (right, on set with Kermit) applied for the job as a senior at Dickinson College in Carlisle, Pa., where she learned from career services that Disney was hiring for a new position requiring passion for the environment and an interest in film. As a vegetarian and someone who cares about the environment, Watkins thought the position sounded like a dream. "The Muppets" is her second complete gig, after working in Utah on the science fiction film "John Carter" (about a former Confederate soldier who is transported to Mars) and a shorter stint helping out on "Pirates of the Carribbean IV."
Segel isn't the only one on "The Muppets" set who gives Watkins a (mostly) good-natured hard time. She's been called Green Police, Green Queen, Oscar the Grouch, Green Gestapo, Eco Terrorist and Flower Child — and those are just the ones she remembers off the top of her head. It helps, though, that many of the more senior producers have her back.
"Sometimes the vendors aren't on board day one," says John Scotti, co-producer and unit production manager for "The Muppets," where the catering department balked at the cost of providing biodegradable cutlery instead of the disposable plastic variety. "I had to explain to the caterer, 'Listen, I'm not expecting you to eat the difference,'" Scotti says. "I'll write you a check for the difference so we can have 100 percent compostable-cutlery and be a green show."
Exactly what being a "green show" means isn't monitored or regulated by the government or anyone else. But many studios have implemented sustainability initiatives in recent years, and they're working together on ways to judge success. In January 2010, the Producers Guild of America launched GreenProductionGuide.com, a free resource that includes a database of green vendors that producers have worked with and trust. It also provides a carbon calculator template designed for entertainment productions and a compilation of the sustainability guidelines followed by some of the industries' biggest players, such as Warner Bros., Disney, NBC Universal, Fox and Sony Pictures Entertainment.
One of the biggest challenges for a green steward is finding ways to reuse items from a film set that would otherwise be discarded. The Muppets, for instance, produced a lot of difficult-to-recycle color gels. Watkins suggested donating them to film schools in Southern California for use in student projects. Whenever catering had extra food, Watkins called the Midnight Mission in downtown Los Angeles to come and pick up the leftovers. "In this industry," says Teddy Yonenaka, the film's craft services director, "we use something, toss it, and keep going. That's just the nature of the film business. So Yazmin being here, we can kind of watch that."
So maybe Kermit was only partially right: It's not easy being green, but when someone's around to remind you, it gets easier.
Solvie Karlstrom wrote this article for OnEarth Magazine. Solvie writes for NRDC's Smarter Living and Smarter Cities websites, Rodale.com and other online outlets, and serves as web editor and marketing support for Green Media Solutions, an environmental consulting firm serving the entertainment industry.


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South African Journal of Economic and Management Sciences
versão On-line ISSN 2222-3436
versão impressa ISSN 1015-8812
S. Afr. j. econ. manag. sci. vol.15 no.1 Pretoria Jan. 2012
Employee susceptibility to experiencing job insecurity
Leigh-Anne Paul DachapalliI; Sanjana Brijball ParumasurII
IDepartment of Human Resource Management, UNISA
IISchool of Management Studies, University of KwaZulu-Natal
Employees attach value to their job features/total job and when they perceive threats to these and experience feelings of powerlessness, their level of job insecurity increases. Since job insecurity is a subjective phenomenon, the study aims to assess who is more susceptible to experiencing job insecurity by assessing biographical correlates. The research adopts a formal, hypothesis-testing approach where quantitative data were collected using a cross-sectional, survey method from a sample of 1620 employees. The results, generated using the ANOVA model, indicate that biographical influences do exist in terms of job insecurity. The implication is that change managers need to take cognisance of these influences and develop suitable strategies for each group to reduce the prevalence of job insecurity. Recommendations are made in this regard.
Key words: importance of job features; existence of job features; perceived threats to job features; importance of total job; perceived threats to total job; powerfulness/powerlessness; biographical correlates
1 Introduction
Working life has been subject to dramatic change over the past decades as a result of economic recessions, new information technology, industrial restructuring and accelerated global competition (Hartley, Jacobson, Klandermans & van Vuuren, 1991; Hellgren, Sverke, & Isaksson, 1999). As a consequence, organisations have been forced to engage in various adaptive strategies in order to tackle new demands and remain vigorous in this unpredictable environment. They have two options to become more profitable; they can either increase their gains or decrease their costs, often by reducing the number of employees (Burke & Cooper, 2000; Tetrick & Quick, 2003). These organisational options often surface in actions like outsourcing and privatisations, often in combination with personnel reductions through layoffs, offers of early retirement and increased utilisation of sub-contracted workers (Burke & Cooper, 2000; Tetrick & Quick, 2003). These changes have impacted tremendously on organisational structures and have created a continuous need for organisational changes in terms of retrenchments, rightsizing, mergers and acquisitions and downsizing. As a result of these changes, job insecurity has emerged as one of the most important issues in working life and has brought the issue of insecure working conditions to the forefront (Sverke, Hellgren & Näswall, 2002).
2 The definition and nature of job insecurity
Job insecurity is situated between employment and unemployment because it refers to employed people who feel threatened by unemployment (Hartley et al, 1991). Job insecurity has been conceptualised from two points of view, that is, as a multi-dimensional concept or as a global concept. In terms of the former, Greenhalgh & Rosenblatt (1984:438) define job insecurity as a "sense of powerlessness to maintain desired continuity in a threatened job situation". In terms of the latter viewpoint, job insecurity signifies the threat of job loss and job discontinuity (De Witte, 1999). Hence, job insecurity is said to be an individual's expectations about continuity in a job situation (Davy, Kinicki & Scheck, 1997); the perception of a potential threat to continuity in his or her current job (Heaney, Israel & House, 1994). This definition has been applied in the context of organisational crisis or change in which job insecurity is considered as a first phase of the process of job loss (Ferrie, 1997). Researchers who adopt a multi-dimensional definition of job insecurity argue that job insecurity refers not only to the degree of uncertainty, but also to the components of job insecurity, namely:
The severity of the threat concerning job continuity or aspects of the job;
The importance of the job feature to the individual;
The perceived threat of the occurrence of a total negative effect on the job situation;
The total importance of the changes; and
Powerlessness and inability of the individuals to control the above mentioned factors.
Job insecurity is more than the perceived threat of job loss but also includes thoughts about losing valued job features such as pay, status, opportunity for promotion and access to resources. Very often individuals further characterise the threats to the entire job as more severe than the threats to the job features, because one can lose one's job features but still maintain organisational membership. However, loss of the entire job entails potential job loss or loss of career advancement (Greenhalgh & Rosenblatt, 1984).
Likewise, Hellgren et al. (1999) differentiate between two different forms of job insecurity: quantitative job insecurity, that is, worrying about losing the job itself, and qualitative job insecurity, that is, worrying about losing important job features. Whilst quantitative job insecurity is related to the general, comprehendsive operationalisation of the construct, qualitative job insecurity refers to feelings of potential loss in the quality of the organisational position, such as, worsening of working conditions, lack of career opportunities and decreasing salary development (Sverke & Hellgren, 2002).
The underlying theme behind the various definitions is that job insecurity is a subjective phenomenon, that is, it is based on the individual's perceptions and interpretations of the immediate work environment (Hartley et al., 1991). Job insecurity refers to the anticipation of this stressful event in such a way that the nature and continued existence of one's job are perceived to be at risk, thereby implying that the feeling of job insecurity only occurs in the case of involuntary job loss. Two main themes identified within job insecurity are differentiated by Borg & Elizur (1992) as being:
Cognitive job insecurity, which refers to the likelihood of job loss.
Affective job insecurity, which refers to the fear of job loss.
3 The dimensions of job insecurity
In this study it is believed that in order for qualitative job insecurity to take place, individuals must attach importance to the job features and they must regard the existing job features as being salient. Therefore, the dimensions of job insecurity include:
The importance of job features: This determines the salience of job features such as pay, status, opportunity for promotion, access to resources, career opportunities, and position within the organisation.
The existence of job features: This determines the extent to which salient job features exist in the organisation.
Perceived threats to job features: This refers to the estimated likelihood of losing salient job features and feelings that important job features are being threatened.
Importance of the total job: This determines how salient the total job is to the individual.
Perceived threats to total job: This refers to the estimated likelihood of one's job itself being at risk or perceptions of losing one's job.
Feelings of powerfulness/powerlessness: For example, during a process of transformation individuals do not know how to protect themselves and this sense of powerlessness of being unable to secure their futures intensifies the insecurity that they experience.
4 Perceptions of job features
Greenhalgh and Rosenblatt (1984) indicate that job features are as important as the total job, because loss of valued job features represents some aspects of job insecurity, but will be less severe than losing the total job itself. Brun and Milczarek (2007), like Chovwen and Ivensor (2009), find a significant relationship between the existence of job features and perceived threats to job features, such as position within an organisation or career opportunities. This reveals that although the job features do exist, individuals perceive that threats to these job features are a result of the restructuring that is taking place in the organisation.
5 Perceptions of total job
Ugboro and Obeng (2001) find that the relationship between perceived threats to job features and perceived threats to the total job have direct significance. This indicates that as threats to job features increase so do the threats to the total job.
6 The consequences of job insecurity
Since job insecurity involves the experience of a threat, and implies a great deal of uncertainty regarding whether individuals get to keep their jobs in the future, it has been described as a stressor (Barling & Kelloway, 1996; De Witte, 1999; Mauno & Kinnunen, 1999). Like other work-related stressors, job insecurity is associated with a number of detrimental consequences for both the individual and the organisation. The perception of job insecurity is frequently linked to reduced organisational commitment (Borg & Dov, 1992; Forbes, 1985), job satisfaction (Lord & Hartley, 1998), job involvement (Sverke et al., 2002), job performance and productivity (Dunlap, 1994), work effort (Brockner, Grover, Reed & De Witte, 1992), mistrust in management (Ashford, Lee, Bobko, 1989; Forbes, 1985) and intention to leave the organisation (Ashford et al., 1989; Davy et al., 1997; Greenhalgh & Rosenblatt, 1984). Job insecurity is also associated with decreased safety, motivation (Borg & Dov, 1992; Greenhalgh & Rosenblatt, 1984) and compliance, increasing the risks of workplace injuries and accidents (Probst & Brubaker, 2001). Evidently, job insecurity is consistently associated with lower levels of relevant job attitudes and behaviours. Furthermore, job insecurity is also associated with higher levels of burnout, anxiety and depression and psychosomatic complaints (De Witte, 1999; Hartley et al., 1991). Several research studies have suggested that job insecurity should be related to different negative outcomes which may be roughly categorised as attitudinal, health related and behavioural (Ashford et al., 1989; Dekker & Schaufeli, 1995; et al., 1994; Sverke & Hellgren, 2002; Hellgren et al., 1999; Probst, 2003; Sverke et al., 2002). Prolonged job insecurity is more detrimental and acts as a chronic stressor whose negative effects become more potent as time goes by (Dekker & Schaufeli, 1995), thereby emphasising the importance of early identification of its occurrence.
7 The dimensions of job insecurity and biographical data
Evidently, job insecurity is a subjective phenomenon. Hence, the aim of the study is to determine whether specific biographical correlates exist in terms of job insecurity in order to assess which employees, if any, are susceptible to job insecurity.
7.1 Age
Villosio, Di Pierro, Giordanengo, Pasqua and Richiardi (2008) find a significant relationship between age and importance to job features indicating that older workers attach more importance to job features than younger workers. Mohr (2000) finds a strong, direct relationship between age and threats to job features, indicating that older employees experience more threats to job features than younger employees. Sverke, Hellgren and Näswall (2006) find a significant relationship between age and importance of total job, where employees in their 30s and 40s attach more importance to total job because of their family responsibility. Green (2008) and Mauno, Kinnunen, Mäkikangas & Nätti (2005) and Villosio et al. (2008) find that younger workers are likely to feel more insecure than older workers. However, Pedraza and Bustillo (2007) find a significant difference in the level of threat to total job experienced by employees in the different age groups, indicating that younger workers between the ages of 16 and 24 do not fear losing their jobs, because they do not have family responsibilities unlike those who are above 45 years.
7.2 Tenure
According to Bender and Sloane (1999), a strong relationship is found between tenure and the importance that individuals attach to their jobs. Maurin and Postel-Vinay (2005) find that workers on a fixed-term contract attach less importance to their job features than those on permanent contracts. Cheng and Chan (2008) find a significant relationship between tenure and threats to job features. Bender and Sloane (1999), unlike Ugboro (2003), find a strong, direct relationship between tenure and powerlessness.
7.3 Race
Ugboro and Obeng (2001) find that White employees attach less importance to their job features because of the insecurity that they feel whereas their other counterparts attach more importance to job features. However, Burgard, Brand and House (2006) find that Blacks indicated less attachment to their jobs as compared to their non-Black counterparts. Orpen (1993) finds a significant relationship between threats to job features and race indicating that Black employees experience more threats to job features than White employees. Van Wyk and Pienaar (2008) find a significant relationship between perceived threats to total job and race, indicating that White employees experience higher levels of threat to their total job than their Black counterparts. Labuschagne, Bosman and Buitendach (2005), unlike Jorge (2005), find that White employees experience more powerlessness and job insecurity than Black employees.
7.4 Number of years in current position
Ugboro and Ubeng (2001) find that individuals who have spent a number of years in their current position do not attach importance to their job features; however, they do feel powerless. Thus, employees with very short and with very long job tenures in their current position experience a relatively high level of job insecurity and attach less importance to their job features (Erlinghagen, 2007).
7.5 Gender
Male employees experience more insecurity than females and may feel that organisational change will affect the features of their jobs (Ugboro & Obeng, 2001). However, Green (2008) finds that female employees are more insecure than male employees thereby indicating that males are more confident of the existence of the salient features in their jobs. Erlinghagen (2007), on the other hand, finds no gender-specific differences with regard to job insecurity and Burke, Mattiesen, Einarsen, Fiskenbaum and Soiland (2008) reveal no relationship between gender and importance of job features. Ojedokun (2008) reveals that there is a significant difference in the threats perceived by males and females regarding their job features. Likewise, Rosenblatt, Talmud and Ruvio (1999) find a significant difference between the genders and perceived threats to job features, in that, men are more insecure than females because they emphasise financial concerns and family responsibilities whereas women express concerns about their job features, such as, work content and work schedule. Furthermore, Rosenblatt et al. (1999) and Elizur (1994) find a significant difference between gender and importance of total job in that females attach more importance to their jobs than males. However, Mauno and Kinnunen (2002), Bridges (1989) and Tolbert and Moen (1998) indicate that males attach more importance to their jobs than females. Harpaz (1990) and Scozzaro and Subich (1990) find no gender differences in this regard. Whilst Erlinghagen (2007) found no genderspecific differences with regard to threats to total job, Kinnunen, Mauno, Nätti and Happonen (2000) find that women feel more threatened by job insecurity and display higher levels of powerlessness than males in the banking sector whilst the converse is true in the study of Mauno et al. (2005).
7.6 Region
Whilst no results were found for region, results for different countries were noted. Green, Burchell & Felstead (2000) identify Bulgaria, France, Russia and the UK as the countries with the highest levels of job insecurity and Denmark, Norway, the USA and Netherlands as those with the lowest levels. Bustillo and Pedraza (2007) find significant differences in the perceptions of people living in different regions (Belgium, Germany and the Netherlands) towards perceived threats to job features. Probst and Lawler (2006) indicate a significant relationship between countries (China and the US) and the importance of total job and job insecurity respectively indicating that people in the US attach more importance to total job and experience less job insecurity than employees in China.
Undoubtedly, the increasing antecedents and the detrimental consequences (individual and organisational) of job insecurity necessitate the study of the potential biographical correlates so as to attempt to reduce susceptibility to job insecurity in the future.
8 Research design
8.1 Participants
In this study, the target population consists of 8341 employees from a telecommunications company. The population is made up of employees from the Gauteng and KwaZulu-Natal provinces. A sample of 1620 employees was drawn from both regions using a probability sampling technique, namely, simple random sampling, whereby subjects were extracted using a random number selection process. According to Sekaran (2003), the corresponding minimum sample size for a population size of 8341 is 367, which confirms that the sample size of 1620 is more than adequate for the study. The adequacy of the sample for conducting Factor Analyses was further determined using the Kaiser-Meyer-Olkin Measure of Sampling Adequacy for the measurement of Job Insecurity (0.914) and Bartlett's Test of Sphericity (66210.340; p = 0.000), which respectively indicated suitability/adequacy and significance. The results indicate that the normality and homoscedasticity preconditions are satisfied.
When categorised on the basis of region, the majority of the respondents (63.8 per cent) were from Gauteng whilst 36.2 per cent were from KwaZulu-Natal. In addition to region, the sample is classified on the basis of biographical data, namely, age, tenure, race, number of years in current position and gender. In terms of age, the highest percentage of respondents (42.1 per cent) fell in the age group of 30-39 years, followed by 40-49 years (36.5 per cent), 50 years and above (12.5 per cent) and 20-29 years (8.8 per cent) respectively. The majority of the respondents are in the age group 30-49 (78.6 per cent). In terms of tenure, 54.5 per cent of the respondents had been working at the company for 16 years or more, 28.1 per cent for between 6 and 10 years, 9.3 per cent for between 0 and 5 years and 8.1 per cent had been serving the organisation for 11 to 15 years. Furthermore, the majority of respondents are Whites (45.1 per cent), followed by Blacks (28.1 per cent), Indians (19.2 per cent) and then Coloureds (7.6 per cent). When distinguished on the basis of number of years in current position, it is evident that 53.8 per cent of the respondents have been in their current position for more than ten years, 23.7 per cent for between 7 and 9 years, 11.9 per cent for between 0 and 3 years and 10.6 per cent for between 4 and 6 years. Furthermore, the sample is comprised of 74.3 per cent male respondents and 25.7 per cent females.
8.2 Measuring instruments
Data was collected using an adapted version of the measuring instrument of Ashford et al. (1989) to assess the level of job insecurity. The questionnaire was comprised of two sections, namely, Section 1 which included biographical data relating to age, tenure, race, number of years in current position, gender and region, which were measured on a nominal scale and Section 2 which assessed the level of job insecurity. Section 2 was comprised of structured questions using closed-ended questions, relating to six sub-dimensions of job insecurity:
The importance of job features to the individual relating to opportunities for promotion, freedom to schedule one's own work and, current pay (17 items);
The existence of job features which encompass perceptions of the extent to which the individual believes that the salient job features exist in his/her job (17 items);
The perceived threats to job features which relate to perceived fear by the individual that his/her job features will be under threat in the process of change (17 items). The greater the extent to which the individual perceives job features to be threatened, the greater the job insecurity;
The importance of total job in terms of the individual's current job (10 items);
The perceived threats to total job which encompass the perceived fear by the individual that his/her job will be under threat in the process of change (10 items);
Powerfulness/powerlessness which encompass an individual's ability/inability to counteract the threats (3 items). Those who are high in powerfulness or low in powerlessness should not experience much job insecurity.
These sub-dimensions were measured on a 1 to 5 point itemised scale ranging from very unimportant (1) to very important (5) and, a 1 to 5 point Likert scale ranging from strongly disagree (1) to strongly agree (5).
8.3 Research procedure
In-house pretesting was adopted by distributing the designed questionnaire to colleagues and experts in the field to comment on the items, structure and layout of the measuring instrument. In addition, pilot testing was used to detect whether weaknesses in the design and instrumentation of the questionnaire exist, using the same protocols and procedures as those designated for the actual data collection process. Fifteen questionnaires were distributed to various categories of employees that reflected the demographics of those included in the main study. The pilot study confirmed, interalia, the adequacy of the items.
8.4 Statistical analysis
The validity of the questionnaire was statistically analysed using Factor Analysis (Table 1). The Principal Component Analysis was adopted using the Varimax Rotation Method and 6 Factors with latent roots >1 were generated. Only items with loadings >0.5 were regarded as being significant and when an item was significant on two or more factors, only the one with the greatest loading was considered.
Table 1 indicates that sixteen items load significantly on Factor 1 and account for 11.84 per cent of the total variance in determining job insecurity. Since all sixteen items relate to perceived threats to job features, Factor 1 may be labeled likewise. Furthermore, Table 1 indicates that fifteen items load significantly on Factor 2 and account for 9.39 per cent of the total variance in determining job insecurity. Since all fifteen items relate to importance of job features, Factor 2 may be labeled likewise. Table 1 also reflects that fourteen items load significantly on Factor 3 and account for 9.34 per cent of the total variance. Since all fourteen items relate to existence of job features, Factor 3 may be labeled as existence of job features. From Table 1 it can be noted that eight items load significantly on Factor 4 and account for 7.35 per cent of the total variance in determining job insecurity. Since all the items relate to importance of total job, Factor 4 may be labeled likewise. It is evident from Table 1 that eight items load significantly on Factor 5 and account for 6.52 per cent of the total variance. Since all eight items relate to perceived threats to total job, Factor 5 may be labeled likewise. Table 1 reflects that five items load significantly on Factor 6 and account for 4.17 per cent of the total variance in determining job insecurity. Two items relate to perceived threats to total job and three items relate to powerfulness/powerlessness. Since more items relate to powerfulness/powerlessness, Factor 6 may be labeled such since the three items had moderate to high item loadings.
The reliability of the questionnaire was statistically assessed using Cronbach's Coefficient Alpha and indicated a very high level of internal consistency of the items (Alpha = 0.901) with item reliabilities ranging from 0.899 to 0.902 and hence, reflecting a very high degree of reliability. Descriptive statistics (frequency analyses, mean analyses and standard deviations) and inferential statistics (general ANOVA model) were used to analyse the results of the study.
9 Results
Table 2 indicates the descriptive statistics for each of the sub-dimensions of job insecurity. The greater the mean score value, the greater the extent to which the sub-dimension exists. However, in the powerfulness/powerlessness sub-dimension of job insecurity, the greater the score value, the greater the extent of powerfulness and the less the degree of powerlessness displayed.
Table 2 reflects that employees strongly reflect that job features are very important to them (Mean = 4.28). However, whilst they do believe that these job features do exist in their jobs (Mean = 3.54), it is evident that they perceive a high level of threat to these job features (Mean = 3.25) that are so valued. Likewise, Table 2 reflects that employees believe strongly that their total job is important to them (Mean = 3.88). However, they do perceive that their total job is under threat (Mean = 2.88).
9.1 Hypothesis 1
The interactive influences of all the biographical variables (gender, age, tenure, race, number of years in current position, region) result in significant differences in overall job insecurity amongst employees (Table 3).
Table 3 indicates that all of the biographical variables combined (gender, age, tenure, race, number of years in current position, region) significantly influences overall job insecurity amongst employees. Hence, hypothesis 1 may be accepted at the 1 per cent level of significance.
9.2 Hypothesis 2
The interactive influences of all the biographical variables (gender, age, tenure, race, number of years in current position, region) results in differences in each of the dimensions of job insecurity (importance of job features, existence of job features, perceived threats to job features, importance of total job, perceived threats to total job, powerfulness/powerlessness) amongst employees respectively (Table 4).
Table 4 indicates that all of the biographical variables combined (gender, age, tenure, race, number of years in current position, region) significantly influence three of the dimensions of job insecurity (existence of job features, importance of total job, powerfulness/powerlessness) amongst employees, at the 1 per cent level of significance and a further two dimensions of job insecurity (importance of job features, perceived threats to total job) amongst employees, at the 5 per cent level of significance. Table 4 also indicates that all the biographical variables combined do not influence employees' perceived threats to job features. Hence, hypothesis 2 may be accepted in terms of all the dimensions of job insecurity except for perceived threats to job features.
Although the interactive influence of all the biographical variables on importance of job features and perceived threats to total job are significant, in-depth analysis indicates that gender and, gender and age interactively do not significantly influence these dimensions of job insecurity (importance of job features, perceived threats to total job) (Table 5).
10 Discussion
From the results, it is evident that whilst employees experience a high level of perceived threat to their job features (Mean = 3.25) and a high level of perceived threat to their total job (Mean = 2.88), they also reflect a moderate level of powerfulness/powerlessness, which reflects their potential to experience job insecurity.
10.1 Susceptibility to experiencing job insecurity
The study aims to obtain a biographical profile of employees who may be more susceptible to experiencing job insecurity in an organisation undergoing major restructuring. The interactive influence of all the biographical variables (gender, age, tenure, race, number of years in current position, region) result in significant differences in overall job insecurity amongst employees (Table 3). Furthermore, the aggregated effects of the biographical variables on each of the dimensions of job insecurity (importance of job features, existence of job features, perceived threats to job features, importance of total job, perceived threats to total job, powerfulness/powerlessness) amongst employees were assessed. The results indicate that all of the biographical variables combined (gender, age, tenure, race, number of years in current position, region) significantly influence five of the six dimensions of job insecurity (importance of job features, existence of job features, importance of total job, perceived threats to total job, powerfulness/powerlessness), thereby reflecting no significant influence on perceived threats to job features. With regard to the influence of age, Kam (2003) finds that older people are more associated with powerlessness than younger people whilst Kinnunen et al. (2000) find that powerlessness is not significantly influenced by age. The influence of tenure on job insecurity is supported by the studies of Bender and Sloane (1999), Maurin and Postel-Vinay (2005), Ugboro and Obeng (2001) and Erlinghagen (2007) and, by Cheng and Chan (2008) in terms of threats to job features. The influence of race on job insecurity is supported by the studies of Ugboro and Obeng (2001), Burgard et al. (2006), Cheng and Chan (2008), Orpen (1993), Buitendach, Rothman and De Witte (2005) and van Wyk and Pienaar (2008). With regard to gender, Mauno et al. (2005) find that men reported more powerlessness than women; however, Kinnunen et al. (2000) find the converse. Whilst other studies did not assess the influence of region, Probst and Lawler (2006) find a significant relationship between countries and importance attached to total job.
It must, however, be noted that although the interactive influence of all the biographical variables on importance of job features and perceived threats to total job are significant, in-depth analysis indicates that gender and, gender and age interactively do not significantly influence these dimensions of job insecurity.
11 Conclusions and recommendations
The aggregated biographical variables (gender, age, tenure, race, number of years in current position, region) significantly influence overall job insecurity and, all the dimensions of job insecurity, except for perceived threats to job features. Gender and, gender and age interactively do not significantly influence these dimensions of job insecurity. However, all the other biographical variables significantly influence the dimensions of job insecurity. Evidently, biographical profiles of employees that are susceptible to experiencing job insecurity do exist. Potential reasons include family responsibilities, fear of the consequences of change and policies and procedures on redress and equity in terms of gender and race. It is therefore, recommended that change managers take cognisance of these biographical influences in attempts to reduce susceptibility to job insecurity during a process of restructuring by designing appropriate strategies and channelling them to the relevant employees. This by no means implies that different programmes and information would be given to different groups depending on gender, age, tenure, race, number of years in current position and region. Instead, it means that all demographic groupings should be given the same information using different and appropriate approaches or, by bundling the different subgroups that have different roles. For example, if employees with greater tenure are prone to feelings of powerlessness, to enhance feelings of powerfulness, these employees can be allocated the role of mentors so as to ensure a feeling of belongingness and importance. In addition, the result of females exhibiting higher levels of powerfulness than males can be strategically and diplomatically used. For example, a joyful competition may be held and females may be asked to generate all possible problem areas in the change process and males may be asked to respond with potential solutions. Interesting and fruitful outcomes can be achieved in this way thereby turning a potentially stressful change process into fun and games, which also has the potential to balance differences in powerfulness/ powerlessness. Adopting such an approach to address demographic differences ensures that strategies implemented are appreciated in the spirit of diversity management rather than an unfair labour practice or discrimination. Furthermore, programmes, information and interventions should emphasise how family responsibilities may be maintained and should focus on continuous social responsibility. Older employees should be given honest information and should be allowed to provide input into change initiatives, and the organisation's stance in terms of gender and race compositions and the direction that the organisation is taking in terms of these must be clearly communicated.
12 Limitations of the study
The study was conducted in a particular telecommunications company and the results cannot be generalised to other telecommunications companies or other organisations that are undergoing major restructuring. Furthermore, the study assessed susceptibility to experiencing job insecurity using a cross-sectional data collection method.
13 Suggestions for future research
Due to the lengthy duration of a major restructuring process, it would be valuable to assess the prevalence and magnitude of job insecurity using a longitudinal time frame such that comparisons can be made before, during and after the process of transformation so as to assess whether differences in the magnitude of job insecurity during a period of major change exist and when it is the highest.
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Accepted: January 2012


text:
Cinnamon Raisin English Muffin Bread with Cinnamon Sugar Butter
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Cinnamon Raisin English Muffin Bread with Cinnamon Sugar Butter – No-knead, foolproof recipe so you don't have to buy English muffins anymore!
I used to fear making bread with yeast, worrying that it wouldn't turn out and that I would just wind up wasting precious time, energy, and ingredients for all nothing.
I'm over my fears now.
If you've never made bread before, this is a great one to start with because there's no kneading. There's also no need to first dissolve the yeast in water. Basically, this is a dump-it-in-a-mixing bowl kind of recipe. My favorite kind.
And what emerges from the oven are the best English muffins I've ever had in bread, rather than muffin, form. I prefer to make pans of bars, or a big cake, rather than scooping out individual cookies or dolloping out muffin batter. And I prefer to make a loaf of English muffin bread rather than individual muffins. Forming individual muffins sounds like a pain but I assure you this bread was not.
I love English muffins with their pock-marked and dimpled texture and the cratered surface is prime for soaking up warm melted butter, which gets trapped in all those holes and valleys.
I also love cinnamon-raisin bread. My grandmother's cinnamon-raisin bread was the best I've ever eaten but her recipe died with her. My own mother is not a bread baker and no one will ever know how Grandma made her bread, but I wanted to combine my appreciation of English muffins with my fond memories of cinnamon-raisin bread, and roll it all into one dense, chewy, hearty loaf. It also happens to be World Bread Day today, a happy yeasty serendipitous twist. Plus, I've recently seen Jessica, Rebecca and others on Tasty Kitchen make various versions of homemade English muffins and I had to take the plunge.
English muffins don't really become true English muffins for me unless they've been toasted and I think they're downright mealy and nearly inedible in their untoasted state. A couple minutes in a toasty box transforms them into magical discs and although this bread is okay untoasted, it reaches its white carbtastic peak after being toasted and then slathered with cinnamon-sugar butter. The butter melts and seeps into the porous surface and sinking my teeth into it makes me wonder why I haven't been baking bread all my life. I won't be able to ever look at a storebought English muffin the same way.
Also the English muffins at my grocery store don't have raisins in them, and although the raisins may be omitted if you're not a raisin person, the extra chewiness from their wrinkled texture, the subtle sweetness, and the touch of added moisture that they impart into the bread are welcome additions. Plus, raisins pair perfectly with cinnamon. I think I ate a cinnamon-raisin bagel every single day for about four years in late high school and early college. I love the cinnamon-raisin combination, especially in bread, but I'm even down with it in a Cinnamon Raisin Bread Smoothie.
I'm also a cinnamon fiend. I usually double the amount of cinnamon in most recipes if I'm using someone else's, and for the true die hard cinnamon freaks, use more than I indicated; however, cinnamon is worked into this bread in three ways. First, it's added to the dough. Secondly, I added a sprinkling of cinnamon-sugar to the top of the loaf before baking it, and finally before serving, a healthy smear of the cinnamon-sugar butter, which is amply spiced with cinnamon, goes a long way in boosting the cinnamon intensity.
When you're ready to make the bread, in a mixing bowl simply combine about half of the flour, the yeast (doesn't need to be dissolved and can be added in dry and straight from the packet), the sugar, warmed milk and warmed water (heat it in a microwave-safe cup for about one minute; you should be able to stick your finger in it and it should be warm but not burning hot; yeast dies at about 140F so don't overheat the liquid and kill it), cinnamon, salt, baking soda, and let the machine whip it all together for about three minutes. Then, add the remaining flour and mix until just combined and don't overmix, stir in the raisins, and your dough-making is done. As easy as making cookie dough, really.
The dough will be sticky and on the gloppy side; this is bread dough not cookie dough. Resist the urge to add more flour as this will make the resulting bread too heavy and too dense. As it is already, this is a dense bread; after all, English muffins aren't exactly light and fluffy croissants. Plus, homemade bread has a tendency to be denser than commercially-prepared bread, which has lots chemically-laden fluffers and puffers added to make it lighter in general. Homemade English muffin bread is denser than its storebought counterparts and adding excess flour will make a density-prone situation head into lead balloon territory.
Remove the dough from the mixing bowl and without kneading it, place the gooey wad into a sprayed or greased 9-by-5-inch loaf pan, which can optionally be dusted with cornmeal beforehand for increased English muffin authenticiy, and then cover the pan with plasticwrap or a dishtowel and wait for the yeast to work their magic by allowing the dough to rise in a warm place until it's doubled in size, about 45 to 60 minutes.
If your house is cold, a little tip to create a warm environment is to turn on your oven for one minute as if you were going to bake something at 400F. Just begin the preheating process for one quick minute, and shut the oven off. Very quickly open the oven door so that the hot air doesn't escape, slide the loaf pan in, close the door, and voila, a toasty environment for rising. Just double-check to make sure that you shut your oven off. I hesitate to even write this because I worry someone will get confused and allow their oven to reach 400F. No, don't do that. One minute on is all you need and shut the oven off because in that one minute, your oven will probably get up to 90F or so, a nice and toasty environment for your bread to rise in, accomplished in one minute.
After turning out the dough from the mixer and placing it into the pan to begin the one-hour rise, this is what it looked like. The dough laid low in the pan, only about 2 inches high.
About 55 minutes later it had risen to nearly the top of the pan.
I made a mixture of one tablespoon each of brown and granulated sugars, and one half teaspoon of cinnamon, and sprinkled about half the mixture over the top of the loaf before baking.
While it baked, the cinnamon-sugar produced the most lovely crunchy, golden browned top on the bread.
The photos don't show any crunchy topping bits on top because although I thought that my bread had cooled completely, and I wrapped it up in plasticwrap, put it in a gallon-sized Ziplock, and went to bed. However, the next morning I was ready to photograph the bread and discovered that it hadn't sufficiently cooled and the trapped residual heat caused the cinnamon-sugar crunchy coating to melt and it turned into a cinnamon-sugar syrup. A very happy accident.
Another tip about bread-baking is that unlike cookies, which should be left on baking sheets to cool and firm up a bit before moving them, bread needs to come out of the pan or off the baking sheet and immediately go onto a rack to cool.
Also, bread isn't considered fully baked until it's cooled completely and all the trapped steam has been released, which is why you shouldn't slice into hot bread as it disrupts this stage of the post-oven baking process. Allow the bread to cool completely first, thereby completing the cooking process. Plus, slicing into hot bread is tricky and you can mash down the whole loaf. However, waiting is easier said than done when you have a scrumptious baked loaf staring at you in the face and the fumes of cinnamon-sugar and bread-baking have been wafting through your house for what seems like an eternity.
The cinnamon-sugar butter adds a special touch and comforting quality to the bread. Plus, after sprinkling the top of the bread with cinnamon-sugar before baking, there's a bit of extra cinnamon-sugar mixture left over and the best use for it is to stir it into half a stick of softened butter, whipping and stirring vigorously so that the butter becomes puffy and whipped, in addition to being sweetly spiced.
I never want plain butter and plain English muffins again. Or storebought ones.
Cinnamon Raisin English Muffin Bread with Cinnamon Sugar Butter
Cinnamon Raisin English Muffin Bread with Cinnamon Sugar Butter - No-knead, foolproof recipe so you don't have to buy English muffins anymore! At averiecooks.com
For the Bread
- 2 tablespoons cornmeal, optional
- 2 1/2 cups all-purpose flour, divided
- 2 1/4 teaspoons active dry yeast (one 1/4-ounce packet, I recommend Platinum Red Star Yeast
- 1/4 cup granulated sugar
- 2+ teaspoons cinnamon
- 1/2 teaspoon salt, optional
- 1/8 teaspoon baking soda
- 1 cup milk, warmed to 120°F to 130°F
- 1/4 cup water, warmed to 120°F to 130°F
- 1/2 cup raisins
Cinnamon-Sugar Topping & Cinnamon-Sugar Butter
- 1 tablespoon light brown sugar, packed
- 1 tablespoon granulate sugar
- 1/2 teaspoon cinnamon
- 1/4 cup (1/2 of one stick) unsalted butter, softenend
- For the Bread - Spray a 9-by-5-inch loaf pan with floured cooking spray or grease and flour the pan. Optionally, add corn meal to the pan, shaking it around so cornmeal sticks to the sides and base of the pan, discard excess; set pan aside.
- To the bowl of a stand mixer fitted with the paddle attachment, add 1 1/2 cups flour, yeast (not necessary to dissolve it first; just add it in dry), 1/4 cup granulated sugar, 2 teaspoons cinnamon, salt, baking soda, milk, water and beat on low speed for 30 seconds. Then beat on medium-high speed for 3 minutes. (To warm the milk and water, I poured them into a glass measuring cup and heated in the microwave for 1 minute on high power. I could comfortably stick my finger in the liquid after 1 minute; it was warm but not hot. If you don't have a thermometer this method will likely work. If you can't stick your finger in it, it's too hot; you will kill the yeast over ~140F)
- Add the remaining 1 cup flour and beat until just incorporated, about 30 seconds; do not overmix. Batter will be gooey and sticky. Sprinkle in raisins and turn dough out into prepared pan without kneading it, leveling it in the pan as much as possible with your hands or a spatula. Cover pan with plasticwrap or a dish towel and allow dough to rise in a warm place for 45 to 60 minutes, or until it has doubled in volume.
- In the last 15 minutes of rising, preheat oven to 375F and make the cinnamon-sugar mixture, for both sprinkling over the top of the bread and for the butter.
- For the Cinnamon-Sugar Topping & Cinnamon-Sugar Butter - Combine 1 tablespoon brown sugar, 1 tablespoon granulated sugar, and 1/2 teaspoon cinnamon in a small bowl and stir to combine. Before baking the bread, sprinkle a scant 1 tablespoon over the top of the loaf. Combine the remainder of the cinnamon-sugar mixture with the butter, stirring with a whipping motion until incorporated and fluffy.
- Bake loaf for 28 to 32 minutes, or until golden and set; some say tapping on the loaf should produce a hollow sound. Immediately remove bread from loaf pan and place on a rack to cool completely before slicing and serving. Bread may be served untoasted but toasting it is highly recommended. Bread will keep for up to 4 days in an airtight container or in a ziptop food storage bag at room temperature. Extra butter will keep in an airtight container in the refrigerator for up to 2 months.
- Note that if bread has not sufficiently cooled before wrapping, the cinnamon-sugar crunchy topping will melt from the trapped residual heat, creating a cinnamon-sugar syrup. I wrapped the loaf before bed and while it was about 90% cooled, the next morning the crunchy topping had turned into a syrup, a happy accident.
- Inspired by Taste of Home and King Arthur Flour
Related Recipes:
Cinnamon Sugar Crust Cream Cheese and Jelly Danish Squares – Tastes like an Entenmann's danish, with a crispy and crunchy cinnamon-sugar coating, and are filled with smooth cream cheese and jelly. The squares use a shortcut and are a snap to make
Cinnamon Bun Pie – Best cinnamon rolls I've ever made (to date) and they're ready from start to finish in less than 30 minutes. I'm working on yeast-based cinnamon rolls next
Strawberry Jelly Rolls – These start out as white dinner rolls that I doctored up and baked, and in less than 15 minutes I was eating a warm jelly roll
Baked Cinnamon Bun Donuts with Vanilla Cream Cheese Glaze – A cross between a Krispy Kreme donut and a Cinnabon cinnamon roll. Yeast-free and easy and although I haven't tried it in muffin tins, if you don't have a donut pan, try them as muffins
Cinnamon Oatmeal Date Bars with Chocolate Chunks (no-bake, vegan, gluten-free, no added sugar) – The cinnamon flavor is pprominent and the dates used to bind the bars have a raisin-like quality for the cinnamon-raisin pairing I adore. Skip the chocolate topping and the base of these bars is a perfectly healthy, no-bake, vegan, gluten-free, granola bar
Cinnamon Raisin Bread Smoothie (vegan, GF) – Tastes like drinking a glass of cinnamon-raisin bread, although no actual bread was used. Close, but not quite
Do you like English muffins? Cinnamon Raisin bread?
Have you ever made bread with yeast?
If you have any tips, tricks, thoughts, favorite recipes, or anything at all to add about bread-making, please feel free to chime in and link up your favorite recipes.
I am learning as I go and am having a blast making bread and discovering this whole new cooking world. I've made a few flat loaves and some dense bricks but even the worst 'failure' still tastes good and we've eaten it all; even the less than stellar loaves are better than storebought.
I wish I had started years ago but in the meantime, I've been researching, googling, reading cookbooks, reading bread-making forums, practicing, playing around, and trying to soak up all the yeasty knowledge I can. We have had plenty of bread around here lately, which isn't an awful problem. My grandma used to freeze bread and if push comes to shove, I can always try that; but Scott never met a piece of bread he didn't inhale and I'm not having any trouble twisting his arm to eat my experiments. I also have some recipes coming up using, you guessed it, leftover bread, as well as more bread recipes coming.
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Dr. Cohen's Acuball Kit - As Seen on the Dr. Oz Show
The Acuball's specially designed acupoints and heat stimulate blood flow. This increases circulation, helping to 'flush out' built up toxins that accumulate in tight muscles causing pain. As these toxins release over time the muscle itself relaxes. Direct pressure from the acupoints also massages muscle and mobilizes joints, further enhancing pain free body movement.
Kit includes: The Acuball, Acuball Mini, 190 page instructional book and 60-minute DVD. 90 day warranty.
The Acuball's effectiveness is the result of a number of unique design features:
1) Heatability
If you like the feeling of heat on tight sore muscles, you'll love the Acuball's unique patented heating ability. You certainly don't have to heat it, many people use it at room temperature, but you should try it. People have remarked countless times that they love the sensation of deep penetrating warmth on sore, achy muscles. Many people love taking a heated Acuball to bed with them.
Why does it feel so good when it's heated?
Heat expands muscles, causing blood vessels to open up, bringing more blood to tight areas.
This increased blood flow flushes out accumulated wastes, calming irritated nerves and loosening muscles back to their normal relaxed state.
2) Spine Align Belt for Releasing Tight Vertebrae
Many spinal problems come from tight muscles which cause vertebra to lock together, 'jamming up' instead of flowing freely. The Spine Align Belt, a precision molded groove running around the middle of the Acuball, allows you to lie directly on the Acuball - opening and loosening your spine one vertebra at a time.
Like pulling an accordion open, this helps to 'free up' your spine all the way from your low back up to the top of your neck. The acupoints at the side of the Spine Align Belt also give an acupressure treatment to the important postural muscles running along both sides of your spine (the erector spine muscles), allowing them to open and relax.
Better spinal motion, improved Central Nervous System flow (since your Central Nervous System runs through your spine) and improved posture result.
The area where your neck meets the back of your head is a key area for wellness enhancement. Why? Because it is here that your brain exits your skull and becomes your spinal cord, transmitting vital information to every part of your body. Any tightness here affects your brain's ability to optimally communicate with your body, so you want this area to be as loose and flexible as possible. Because we spend so much time with our heads bent forward - working, computing and care-giving this area is almost always tight. The Spine Align Belt allows you to open this crucial area, which as you'll experience for yourself, feels truly wonderful.
3) Dual Stimulation Zones for Large & Small Muscles
The zone on the bottom of the Acuball has multiple smaller acupoints for doing lighter work like releasing tight muscles in your scalp, face and temples or massaging your child. The larger acupoints on the rest of the Acuball are for deeper work like loosening larger muscles in your neck, legs, hips and low back.
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Austral, New South Wales – July 27, 2017 – Being the renowned dentists in Melbourne, Invisible Braces offers the high quality invisible brace that provides amazing benefits that are unmatched by traditional dental braces. Treatment times for invisible braces are usually much quicker than traditional braces. The cost of invisible braces in Melbourne is now absolutely affordable, and the treatment is covered by insurance providers all over Australia.
A spokesperson stated, "Invisible Braces are every adult's dream come true. We are proud to offer top quality invisible braces at affordable prices. Long gone are the days of embarrassing and chunky metal braces. Invisible braces give you the opportunity to gain a long lasting, beautiful smile with absolute ease. We also offer HICAPS, Private Health Insurance Rebates for some items and flexible payment plans with interest free periods for your convenience."
Invisible Braces in Melbourne specialises in offering top quality invisible braces which are almost invisible to the naked eye and everyone around the patient won't even notice that they are wearing the braces. These invisible braces not only help the patients to develop a better set of teeth and a greater smile; instead, it will also help them to restore their confidence.
"The cost of Invisible Braces treatment is something that most people will look out for before scheduling their treatment. The costs of invisible braces in Melbourne is not often more than traditional braces, but our service was created with the aim to lower the costs of invisible braces as much as possible and is now among the lowest in the country even when compared to conventional braces. The costs are certainly worth the money in the long run because of the quality of work and the amazing results that you get from this treatment. Also, you will feel more secure and confident when you are going through treatment because it gives you the flexibility and convenience that tradition braces can't," the spokesperson added.
The total costs are divided according to the number of months needed for your invisible braces treatment. Once the dentist has settled on the plan of the patient's choice, they will be able to proceed with the necessary procedures. The final instalment must be paid before the completion of the treatment.
About Invisible Braces :
Based in Melbourne, Invisible Braces patients can rest assured that they will achieve the straight smile they want, without compromising comfort or having to wear unsightly braces.
To know more, visit http://www.costofbraces.com.au
Media Contact
Company Name: Invisible Braces
Contact Person: Dr Leon Anaf
Email: email@example.com
Phone: 1300 217 858
Country: Australia
Website: http://www.costofbraces.com.au


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Hope Solo Arrested for Domestic Assault Against Family Membersby Thomas Chau | PopCrush
Hope Solo, the goalkeeper for the U.S. women's soccer team, was arrested early Saturday morning in Seattle and charged with two counts of domestic violence. Solo, 32, was charged with assaulting her 17-year-old nephew and her sister at a family gathering.
The Seattle Times reports that around 1 a.m., cops were alerted to a 911 disturbance call in which a male stated that a female at a residence was hitting people, and that they could not get her to stop or leave the house.
When police arrived, Solo appeared "intoxicated and upset." There were also visible injuries on Solo's nephew and her sister. Officers then determined that Solo was the primary aggressor and had instigated the assault after interviewing members of the family.
This wouldn't be the first assault case that Solo has been involved with. On Nov. 12, 2012, Solo's then-fiancée Jerramy Stevens was arrested for domestic assault that left Solo injured. He was never formally charged with a crime due to a lack of evidence. Solo and Stevens then got married the next day, Nov. 13, 2012.
Solo has won two Olympic gold medals as part of the U.S. women's soccer team. Solo also appeared on the 13th season of 'Dancing With the Stars' which premiered in 2011.


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SAN DIEGO -- A Coast Guardsman fired several gunshots from an inflatable boat before it was slammed by another vessel in a crash that caused the first American law enforcement fatality since the smuggling of drugs and immigrants by boat began spiking along the California coast several years ago.
A criminal complaint filed Monday against two Mexican nationals aboard the suspect vessel disclosed the gunshots and other measures taken by the crew to avoid getting hit early Sunday near the Channel Islands, about 180 miles (290 kilometers) northwest of the U.S.-Mexico border.
Chief Petty Officer Terrell Horne III, 34, died from head trauma after being struck by a propeller. The complaint doesn't say which boat hit him.
Horne was assigned to the Halibut, an 87-foot (26.5-meter) patrol cutter based in Marina del Rey that was dispatched after a Coast Guard C-130 plane spotted the 30-foot (9-meter) "panga" vessel without lights near Santa Cruz Island, the largest of the eight Channel Islands west of Los Angeles. The panga was suspected of involvement in a drug smuggling operation.
The cutter carries a 21-foot(6.4-meter)-long, rigid-hull inflatable boat that the Coast Guard routinely uses on missions that require more speed and agility than the cutter can deliver.
Using the inflatable boat, Horne and his team came within about 20 yards (meters) of the suspect vessel at 1:20 a.m. The Coast Guard boat flashed its blue lights and the crew ordered the suspects to stop in English and Spanish before the panga gunned its engine, knocking Horne and colleague Brandon Langdon into the water, the complaint states.
Jonathan D'Arcy, one of four officers on the inflatable boat, fired several shots at the panga to avoid a collision, the complaint said. Crew member Michael Walker attempted to steer out of the way, but the panga struck the front and left side of the Coast Guard boat.
Langdon was treated for a knee injury. D'Arcy and Walker were unharmed.
Coast Guard crews followed the suspects by air and sea for nearly four hours until the vessel's engine died 20 miles (32 kilometers) north of the Mexican border.
An officer used pepper spray on suspects Jose Meija Leyva and Manuel Beltran Higuera, who were charged with killing a federal officer while the officer was on duty.
Meija Leyva identified himself as the captain and told authorities he was taking gasoline to lost friends, according to the complaint. Beltran Higuera told authorities he was offered $3,000 to deliver gasoline to another boat that was waiting for them, but they never found it.
The complaint makes no mention of drugs being found on the boat. Coast Guard investigator Joel Widell said in an affidavit that drug or immigrant smugglers may have been using the boat to supply fuel.
Attorneys for the men did not respond to phone messages seeking comment. A judge scheduled a preliminary hearing for Dec. 17.
Horne is the first law enforcement official to die off the California coast since a spike in illegal activity began several years ago. At least six people aboard suspected smuggling vessels have been killed since the 2010 fiscal year.
In growing numbers, smugglers are turning to the California coast to bring people and drugs to the United States from Mexico. The number of Border Patrol agents on land has doubled in the past eight years, and hundreds of miles (kilometers) of fences and other barriers have been erected, driving smugglers to the Pacific Ocean.
U.S. authorities spotted 210 suspected smuggling vessels along California shores during the fiscal year that ended Sept. 30, up 15 percent from 183 incidents the previous year and more than quadruple the 45 incidents in 2008.
Migrants pay thousands of dollars to launch from beaches and small fishing villages south of Tijuana, Mexico. They typically use the old, single-engine wooden fishing skiffs known as pangas.
In October, a Mexican woman told authorities she agreed to pay $12,000 to be smuggled by boat into the U.S. A criminal complaint says she was among 16 people - all but one a suspected illegal immigrant from Mexico - found in a 31-foot vessel that appeared to be taking in water in the Newport Beach harbor.
-- Associated Press writer Robert Jablon in Los Angeles contributed to this report.


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Happy New Year!
I hope 2011 was as good for you as it was for most of the world's cruise lines. Yes, there were a few rogue waves for the industry, but, overall, cruise companies have precious few complaints.
The coming of unique ships that were not copies of a series was announced. Europe's market continues to grow. Australia and Asia also experienced growth spurts. River cruising took a big jump that will become even bigger in 2012.
When you start hearing conversations among cruisers "that I have to give it a try," then you know a segment of the market is gaining traction. Veteran cruisers accustomed to seeing the world go by from eight or nine stories up now want to see it at eye level, precisely what river cruising offers.
A lot of buzz came from Viking's announcements in 2011. In the coming 12 months, Viking will launch six "longboats." Rivers in Russia, China and Vietnam also saw new or refurbished ships slip into their waters. The Mississippi, devoid of river cruisers for several years, will see two paddle wheelers operating in 2012.
On the oceans, many sister ships were launched last year, but most of the talk was about Disney's prototype new ship - the Dream - and Oceania's Marina. The Dream was Disney's first new ship in 12 years. Meanwhile, when Oceania launched the Marina, the venerable Mary Hart was the godmother, and a variety of interesting restaurants, including one by the late Julia Child's French cooking pal Jacques Pepin, was introduced. Sister ships to both will be launched in 2012.
Destinations went through a range of emotions. Some were euphoric, others started breathing again, and others were devastated.
Alaska returned. The new governor of Alaska didn't waste any time in reducing the head tax, along with some promotion, and the combo worked. Alaska cruising was popular again. Meanwhile, for Bermuda, the devastating news was that Carnival will not be back this year, and Princess and Holland America are gone when this season ends. The problem is fixable. Allow gambling while the ships are in port to enhance the revenue and fix some of the transportation problems, and the ships - I'll bet - will eventually return.
Australia grew at a record pace, and, with the announcement that Celebrity's Solstice, Holland America's Oosterdam, and Carnival's Spirit are coming next winter, that hot pace will continue.
Europe was flooded with ships from North America. Royal sent half its fleet, and in parts of the continent, cruise prices became very attractive. In 2012, there will be even more ships and, while the Caribbean had, and is having, a great year, some European product is not selling as expected. It's nice to have it on sale, but if your airfare is higher than the cruise fare, it becomes problematic.
Asia's growth is noticeable. Royal's Legend of the Seas and Voyageur of the Seas will both sail there, with Costa carrying the flag for Carnival Corporation.
My hopes for more overnights have been partly answered. Azamara started the ball rolling, followed by Oceania and the luxury brands, and now, even the larger ships are falling in line.
I am such a fanatic, since there is nothing like being in an iconic port for 36 hours or more, so you can enjoy the city at its fullest, day or night.
It was a surprise to many that two major cruise-line ships failed the tests by the U.S. Center for Disease Control. Cunard's Queen Mary and Royal Caribbean's aging Monarch of the Seas both failed. Queen Mary bounced back immediately, and I suspect Monarch will as well. It had been three years since a major line's ship failed the test.
Unless fuel-oil prices go through the roof, cruisers, depending on the destination, should periodically find some pricing bargains on several departures this year.
Visit portsandbows.com for daily updates on the latest cruise news, best deals and behind-the-scenes stories from the industry. You can also sign up for an email newsletter on the site for even more cruise information.
Sponsored by Cruise Connections. Phil can be contacted directly at email@example.com.


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According to UESP, there are a total of sixteen races in Skyrim - ten playable, six non-playable:
- Playable
- Non-Playable
All other races in the game are classified separately as Creatures.
For almost all of the above races, there are clear male and female varieties. The one possible exception among those is Dremora - all the ones I've seen could most closely be defined as male, although they may in fact be gender-neutral.
Some of the Creature races seem to also have gender-specific appearances.
- Lower-level Draugr appear to have male and female varieties.
- Hagravens appear exclusively female.
- Giants appear exclusively male.
- Flame Atronachs have a distinctly feminine appearance.
- Ghosts come in male and female forms.
- Wispmothers are exclusively female.
- Spriggans come in female-specific and male/gender-neutral varieties.
My question is this: In the guts of the game, where perk and blessing effects are calculated, do Creatures actually have a gender? Are there more Creature races which are considered to have gender affiliations, in addition to the obvious ones I've noted here? Or are all Creatures, regardless of appearance, considered neuter?


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Reading NFC tags on my mobile phone
Choosing network mode for my mobile phone
Turning NFC on my mobile phone on or off
Diverting calls to another number
List of display icons
Want to download new apps from Google Play? It's easy, but remember you need to set up your mobile phone for internet and activate your Google account on your mobile phone before you can use this function.
Find "Play Store"
Tap Apps.
Tap Play Store.
Find app
To search by category:
Tap APPS or GAMES.
Tap CATEGORIES.
Go to the required category.
To search by name:
Tap Google play.
Key in the name of the required app and tap the search icon.
Install app
Tap the required app.
To install a free app:
Tap INSTALL.
Tap ACCEPT.
To buy an app:
Tap the price.
Follow the instructions on the display to install the app.
Tap the Home key to return to the home screen.
Use app
Tap the app you've just installed.
Follow the instructions on the display to use the app.
Tap anywhere to dismiss
Share this article via email! Just fill in these details and the characters in the box.
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Among the many skills required of nonprofit executive directors, development directors, and board members, public speaking is one that doesn't receive much discussion.
It is, however, a skill that people in the above roles may have to call on for various reasons: to give a welcoming or fundraising speech at a gala dinner or other event, to address a group of decision-makers at a foundation, to represent your nonprofit at a community fair or other public event, to speak with a radio or television reporter on air, and so on.
So, does public speaking make you nervous? (Or, I should ask, do you suffer from "glossophobia?") Around three quarters of Americans reportedly do.
If you're among them, you'll find no lack of advice on dealing with the topic — everything from breathing exercises to picturing your audience in their underwear. For a simple, straightforward message, however, check out marketing guru Seth Godin's blog today, titled, "Speaking in public: two errors that lead to fear."
Godin doesn't single out nonprofits, but his points couldn't be more relevant to them. When you focus on the cause, not yourself, and "realize that you have a chance to be generous in this moment, to teach and to lead," your fears will recede into the background.


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The Mind GO club's second largest go club in Israel is re-opening this week. The club, in Rehotot at Weizmann Science Institute, is opening under the auspices of Professor Peleg, Dean of Mathematics faculty at the Institute. Meetings start this Wednesday, June 26, 20:00 in the Ziskind building (Math and Computer Science), second floor, room 261. All are welcome. Shavit Fragman first opened the club at the Weizmann Science Institute in 2004 and it was run then successfully run for several years by Dr. Andreas Doncic from Sweden. For further details, contact Shavit @ 054-4500453.
American Go E-Journal » travel
Mind GO Club Re-Opens This Week in Rehovot, Israel
Tuesday June 25, 2013


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YOU ARE WATCHING: Big Hero 6: The Series: Season 1
Have a nice day! All The Best
Big Hero 6: The Series: Season 1
As the new prodigy at San Fransokyo Institute of Technology, Hiro now faces daunting academic challenges and the social trials of being the little man on campus. Off campus, the stakes are ...
Genres: Animation, Action, Adventure
Actor: Scott Adsit, Jamie Chung, Jenifer Lewis, Khary Payton
Director: N/A
Country: USA
Movie: Big Hero 6: The Series: Season 1
Production Co:
Duration: N/A
Release: 2017