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Fire in the belly: Both Dhoni and Modi are real gamechangers
Both Modi and Dhoni would probably be seen as the ultimate icons of the neo-middle class. The problem at times is that this class isn't concerned about the means but only focuses on the end result, writes Rajdeep Sardesai.columns Updated: Jan 10, 2015, 03:45 IST
You know a 'small town' boy has made it really big when he stays at London's upscale Mayfair, when he has an office in Hyde Park, and leads a company with revenues of more than Rs 77,000 crore. Two years ago, while interviewing Anil Aggarwal, the scrap dealer turned billionaire head of Vedanta Resources, I asked him what his success mantra was. "Fire in the belly, when you live in a small town it comes naturally," said the Patna-born businessman in less than perfect English.
I recall Aggarwal's success formula while looking back at the life and times of India captain Mahendra Singh Dhoni on his retirement from Test cricket. There are various ways to assess Dhoni's career. The easy way is to look at his achievements in pure statistical terms: Most catches for an Indian wicket-keeper, most runs as an Indian Test captain, a man who led India to a T20 World Cup win, victory in the 50-over World Cup, a rise to the number one Test team in the world. But to restrict the Dhoni legacy to mere statistics would do grave injustice to his persona. Dhoni is special because he, more than any other Indian cricketer before or since, has come to typify the 'democratisation' of Indian cricket, its spread from clubs and gymkhanas to every nook and corner of this country. Much like Aggarwal represents the triumph of Indian capitalism beyond the bright lights of Nariman Point.
Yes, before Dhoni there was Kapil Dev (like before Aggarwal, there was Dhirubhai). The 'Haryana Hurricane' was seen to challenge the dominance of the metropolitan elite over the sport, even bowling fast, something that was considered unthinkable in the land of spin. Dev, with his toothy smile and effervescent all-round skills, was undoubtedly a magnetic personality. And yet, he is, in my view, a transitional figure, someone who still belonged to a pre-liberalisation age when cricket still hadn't fully discovered its commercial potential. It is with Dhoni that the circle is complete: He exemplifies the ultimate rise of the small town boy with a determined glaze in the eye and a feverish self-belief to a life of unimaginable riches and glory. Is it any surprise that it is in the age of Dhoni that the Men in Blue have addresses from Rajkot to Meerut?
In a sense, Dhoni is to cricket what Narendra Modi is to politics: A real gamechanger. Vadnagar, the prime minister's home town, is much smaller than Ranchi: The capital of Jharkhand has a bustling city centre with its favourite son staring at you from neon-lit hoardings. Vadnagar is a dusty, sleepy, temple town that could easily fall off the map. If Dhoni's cricket career was shaped on the matting wickets and bumpy maidans of Ranchi, Modi's worldview was determined by the hard, unforgiving environs of Vadnagar. When you play cricket in Ranchi, or cut your political teeth in Vadnagar, then it's highly unlikely that you will play by the rules set by the traditional elites.
Dhoni has been successful because he has refused to be cowed down by history or reputation. There is a delicious story, possibly apocryphal, of how Dhoni was once asked what he thought of Farokh Engineer, India's original wicket-keeper batsman hero. "I haven't heard of him," confessed Dhoni. Clearly for him the past was dispensable; like many of this generation, he wants to live in the moment. Which is perhaps why he is such a fearless cricketer, ready to take a close match to the final over, convinced that he possesses the skill and power to win a game off his own bat.
In that sense, he is a bit like the prime minister, who Congress leader Jairam Ramesh once accused of playing "Bodyline" politics. In the 2014 elections, Modi changed the rules of election campaigning, defying conventional wisdom, which suggested that the BJP couldn't win a majority on its own. If Dhoni would explode with a 'helicopter shot', Modi had his 3D 'brahmastra'; if Dhoni has been tireless across all formats of the game, Modi too set a punishing schedule for himself. Both relish an aggressive approach to any contest, unwilling to take a step back when faced with a challenge.
Of course, there are significant differences too in style: Dhoni is a man of few words unlike the prime minister who is a natural orator. While Modi takes great delight in constantly being in front of the camera, Dhoni has preferred to shun the arclights, zealously guarding his privacy and choosing to switch off with a near Zen-like composure. And while Dhoni is seen to have been a genuine team-man, who could inspire both his younger and older teammates, there is still a question mark over whether the prime minister's authoritarian style is suited to taking along his entire team with him.
Both Modi and Dhoni would probably be seen as the ultimate icons of the neo-middle class, a reference to the aspirational, post-liberalisation Indian who is looking to ride on the super-highway to instant gratification. The problem at times is that this class isn't concerned about the means but only focuses on the end result. So, Dhoni's supporters brush aside charges of 'conflict of interest' and even perjury in the Chennai Super Kings case as inconsequential just as Modi's cheerleaders don't see any reason for their leader to show greater remorse for his failures during the Gujarat 2002 riots. So long as Dhoni was delivering results on the field much like Modi has now mastered electoral strategy, little else seems to matter.
Post-script: I once referred to my late father, Dilip Sardesai, as the Dhoni of his generation in the 1960s. Born in Margao, he remains to date the only Goa-born cricketer to play for India. I remember asking him once why he thought he had succeeded at the game whereas I hadn't. "Fire in the belly son, you big city boys just don't have it!"
Rajdeep Sardesai is a senior journalist and author of 2014: The Election that Changed India


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text:
BP: Oil to dominate world energy balance
Baku, Azerbaijan, May 12
By Vagif Sharifov - Trend:
Oil will dominate the world energy balance until 2035 and will account for up to 29 percent of it, says Spencer Dale, group chief economist at BP.
BP expects the oil demand to rise by 20 million barrels per day throughout 20 years and reach 110 million barrels per day, said Dale during the presentation of the BP Energy Outlook 2035, in Baku May 12.
During that period, gas and coal will account for 26 percent and 25 percent of the world energy balance, he added.
Dale also noted that additional 20 million barrels of oil per day can be delivered to the market thanks to the OPEC countries, which may increase the supplies by additional seven to eight million barrels per day throughout 20 years.
He added that the US, Canada and Brazil are among the non-OPEC countries that can contribute to the global oil supply growth.
Russia will produce on average 11 million barrels of oil per day, believes Dale.
The US Energy Information Administration (EIA) forecasts that the consumption of oil and other liquid hydrocarbons in the world will increase to 95.24 million barrels per day in 2016 and will reach 96.78 million barrels per day in 2017.
The world oil supplies are expected to reach 96.23 million barrels per day in 2016 and stand at 96.99 million barrels per day in 2017, according to the EIA.
Moreover, the EIA forecasts that the OPEC oil output will reach 32.43 million barrels per day in 2016 and stand at 33.09 million barrels per day in 2017.


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In Human Resource Management ( HRM ) Recruitment, the choice and motive procedure is one of the most of import factors in easing the growing and success of an organisation. Recruitment and choice of the incorrect people for an administration can take to increased labor costs, increased labour turnover, and furthermore could take down the morale of the bing employees of the company. On the other manus motive can increase the length of service of staff into organisation and increase the productiveness of the organisation. For that ground HR demand to name those people who are eager to work with their 'best ' and give them developing and motive for the success of concern. To make this organisation needs a successful HR function and scheme, can supplying equal aid, motive and preparation to staff.
The intent of this survey is to develop a theoretical account specifying the function and importance of Human Resource Strategies of an organisation in maintaining its staff motivated. To carry through this, it is necessary to discourse the history of HRM, the alteration from forces direction to human resource direction, and how the HR section can maintain the staff motivated within the organisation. This chapter defines the nature & A ; range of the research, its background and importance, the construction of the study/ undertaking and the intent of the research.
This study besides discusses the backgrounds of forces direction and human resource direction, bing concern organisation, construction of organisation, and the alteration from personal direction to human resource direction. The purpose is to find what alterations need to be made to the bing human resource direction and to specify the function of human resource direction within the organisation.
Nature & A ; Scope of Research:
The research will find the different period alterations of HRM, its function and what challenge it brings into an organisation. The execution of a plan directed by this challenge will be discussed in this study. This instance survey based research will besides garner coherent informations from different secondary beginning. Different phase of HRM into an organisation will be discussed.
Research Background:
The purpose of this research is to analyze alterations in Human Resource Management format over clip, and to analyze the function and importance of HR schemes in maintaining staff motivated. The research discusses the really earliest format of HRM which arose from consideration of Industrial public assistance, and was expressed in 1883. This research study considers HRM in the nineteenth century, how it was implemented and how it worked in the administration, and continues to discourse its history of modernization in the twentieth century as, due to the success of modern scientific discipline, people started to utilize the latest engineering towards accomplishing their ends in administrations. HRM made an of import part in developing schemes for the function and successful usage of such engineering. The latest construct of HRM is Human Capital Management ( HCM ) . This does non intend that people are seen as an economic unit ; instead it is about enabling them to develop their endowments – which will convey benefits into the concern
During the behavior of this research most of the day of the month has been collected from secondary beginnings such as – web site, books, online, library, category note and diary. As an illustration of HRM process, the research worker has collected some primary informations by a short interview of a member of staff of HSBC bank plc from 40-24-10 subdivision. All the information beginnings are detailed in the mention list.
Purpose of the research:
The intent of this survey is to develop a theoretical account specifying the function of Human Resource Management of an Organization which is maintaining its staff motivated.
This research has peculiarly focused on the maps of enlisting, preparation, motive and development.
The chief intents of this research are:
To happen out how the HRM of an organisation motivates the staff to increase productiveness.
To happen out the impact of un-motivated staff on the organisation.
To analyze the effectual strategic part of HRM on an organisation.
To analyze the entire human resource activities within an organisation.
Importance of the Research:
The importance of this research is the consideration of the cognition gathered about the past signifier of HRM and how it related to the present state of affairs. This entails researching the present schemes of HRM in the administration, and how they are working, both in footings of personal development and concern success. It besides means placing the motive processs of the company in the same footings. The impacts of unmotivated staff on the administration have besides been discussed.
Structure of the Project / survey:
This research study has been conducted on the footing of secondary informations and some primary informations. Structures of the undertaking are as follows:
Chapter 1 discusses the basic construct of HRM and the background, importance and intent of research
Chapter 2 discusses the HRM and its new paradigm, organisational constructs and construction, employment rhythm and human capital.
Chapter 3 analyse the methodological analysis of this research
Chapter 4 discusses the consequence of research
Chapter 5 discusses findings and recommendations.
Chapter- 2
Literature reappraisal
2.1 Introduction:
In this digital information age the organisational focal point has changed from physical to rational. The cardinal points for success of an organisation are knowledge, accomplishments and engineering. Administrations need to utilize these valuable assets positively in order to win, and concentration on them means concentration on rational assets, i.e. People! In today 's clime of limited fiscal assets, valuing and heightening rational assets will be important to make organizational ends.
Harmonizing to Beer et al. , 1984, " All direction determination and action that affect the nature of relationship between the organisation and employees – it is human resource " .
Harmonizing to Lipiec 2001,
" Human Resource professionals fundamentally deal with such countries as employee enlisting and choice, public presentation rating, compensation and benefits, professional development, safety and wellness, prediction, and labour dealingss every bit good as direction of diverseness, occupation analysis and occupation design " .
So HRM is the procedure of developing a relationship between direction and labor which involves determinations about staff enlisting, public presentation rating, benefits and compensation, and which takes into history besides the demand for diverseness of direction attack to different issues.
2.2 Background:
Due to alter in the economic and societal activities of an organisation, Human Resource Management changes its format in different times. Industrial public assistance was the first construct of HRM. In 1833 an act was passed by Parliament saying the mill supervisor must be a male member of staff. In 1878 another act was passed that kid and female work hours should be 60 hours per hebdomad. At the beginning of the twentieth century industrial public assistance workers formed an association by the name 'Chartered Institute of Personnel and Development ' . During 2nd universe war all the organisation focal point was on enlisting, choice and preparation, bettering motive, subject, wellness and safety and rewards policies. At that clip this Personnel Management construct formed. During 1990 organisations began to utilize this construct as a portion of Human resource direction programme. At the beginning of the twenty-first century, e-commerce and m-commerce brought another construct of HRM which is Human Capital Management ( HCM ) . This construct is that the organisation will utilize the human accomplishments and endowment by supplying modern technological preparation, motive to accomplish their end dramatically. The successful activities of HCM will increase the productiveness of an organisation. [ 1.Source: www.webpronews.com ]
2.3 Personnel Management and Human Recourse Management
Peoples are the chief assets of an organisation. Business passages, communicating with clients and the media, account direction etc. would non be possible without people. Today 's organisations are continuously altering, and these alterations impact non merely on the organisation, but besides on the employees. In order to maximize the effectivity of the organisation HRM must guarantee that the employees are capable of run intoing its ends.
Harmonizing to Gunnigle et al. , ( 1997 ) , 'people are the lifeblood of an organisation ' . It is really hard to pull off homo of an organisation: it means covering with the people who is differ physically or psychologically. However, there are two labels of people direction we can see, one is Personnel Management and 2nd is Human Resource Management.
Harmonizing to Gunnigle et al. , ( 1997 ) the chief activities of forces direction are as follows:
Scheme and Organization
Employee resourcing
Employee development
Reward direction
Employee relation and
Employment and forces disposal.
Personnel direction in Britain has its roots in the industrialisation of the latter half of the nineteenth century, when public assistance workers were employed to run into the concerns of paternalistic employer for their workers. The term 'Personnel Management ' came into usage during the Second World War. The aims of forces direction where to run into the concerns of employers to make and keep good relationships, which meant sing the well-being of all persons. This would include methods of enlisting, choice, preparation and instruction, footings of payment and working conditions.
Harmonizing to Armstrong ( 2003 ) , Personnel Management is " to obtaining, Developing and Motivating employees and doing best usage of their accomplishments " .
Some Scholar says that 'Human resource Management ' is merely a expansive term for a mundane map, stand foring 'old vino in new bottles ' . Others argue that HRM reflects a cardinal displacement in employment dealingss, made necessary by alterations in organisational environment. Many organisations ' position is that employees are their most of import plus. HRM appears to stand for a typical attack to pull offing that plus. [ 2 ]
In the late 1890ss, due to additions in competitory force per unit area on the concerns, increased globalization and a by and large harsher concern environment, HRM dramatically changed its map, which increased concern activities and productiveness swimmingly.
HRM can be defined as a portion of direction concerned with:
All the factors, determinations, principals, schemes, operation, maps, activities and any sort of methods related to the direction of people as employees in any sort of organisation.
Every activity related to people in their employment relationship, and
Adding value to bringing of service and to the quality of work life for employees. [ 3.Source.www.hrsgb.org.za ] .
HRM gives strategic and consistent construction to the direction of an organisation. It is its most of import plus. The people who work at that place contribute separately and jointly to accomplishment of the organisation 's aims. The term HRM and HR have widely replaced the term of 'personnel direction ' as a description of the procedure involved in pull offing people in organisations. So we can state HRM means enrolling people, bettering their capacity, supplying proper preparation and instruction, using their endowments to the full. It means happening ways to actuate them in order to keep their service in melody with the demand of the organisation.
By comparing with Human Resource Management and Personal Management, we can see that HRM is the accomplishment of organisation which gives the strategic solution. On the other manus Personnel Management gives the short term solution of the organisation.
Armstrong, ( 2003 ) defined HRM as " a strategic attack to the acquisition, motive, development, and direction of organisation 's human resource " .
However, HRM was founded on the guess that it should be include in the top degree corporate scheme of an organisation as a portion of its long- term position.
2.3.1 Transformation of personnel direction into Human Resource Management:
Harmonizing to Gopinathan Thachappilly ( 2009 ) :
" Personnel Management was focused on employment contracts, disciplinary issues and compensation. Human Resource Management sees employees as high-value concern resources " .
As the above definition points out, we can state that Personnel Management country was really limited in the work topographic point. That section used to make the service contract, and follow the organisational regulation for subject and compensation. Modern engineering meant that, by utilizing their cognition in this country strategically in different sectors, people could go major assets to the organisation. It has mostly replaced forces direction, which traditionally viewed organisational civilization and leading as issues concerned with organisational development, whereas HRM highlights the duty for pull offing organisation civilization and leading issue as being concerned with personal development
Comparison diagram between PM to HR.
[ 4Source: www.alagse.com ]
2.3.2 Human Capital Management:
Human Capital Management is the modern version of Human Resource Management. Strategically people need to be used in the organisation to accomplish a better result for the concern. Today, human resources are dramatically shift to all across the Earth. The influence of engineering efficaciously caused industry leaders everyplace to alter their focal point from the usage of less skilled worker to the encouragement of extremely skilled workers. It is necessary for those who manage people to foster them by educating them and developing their technological accomplishments alternatively of garnering up immense Numberss of workers of unskilled workers and directing them off the Fieldss or industry.
HRM emphasises that people are the most cardinal assets to a company and is focused on happening the right sort of people to acquire the occupation done. The thought behind HCM is first and foremost the transmutation of a worker into a competitory resource. For concern to win, HCM needs to concentrate modern engineering and HR package to present the right endowment in the right clip. [ 5 ]
2.3.3 The Organization and its construction:
An organisation is created when two or more people get together and hold to organize their activities to accomplish their ends. Every concern faces jobs when get downing up, and get downing to turn. The chief job is construction. All establishments in the universe maintain altering their activities, every bit good as their organisational constructions, in support of modernisation.
The undermentioned definition was developed in 1969 at the clip when the organisation was considered to be much like a stable machine comprised of meshing parts.
" Organization development is an attempt planned, organisation – broad, and managed from top, to increase organisations effectiveness and wellness through planned intercessions in the organisation process- utilizing behavioural- scientific discipline cognition " .
( Beckhard, " Organizational development: Schemes and theoretical account " , Addison wesly- 1969 p 9 )
As per Cummings and Worley, " organisation development and alteration " 6th edition, south western publication, 1997, p2.
" Organization development is a system broad application of behavioral scientific discipline and cognition to the cognition of the planned development and support of the organisational scheme, construction, and procedure for bettering an organisation 's effectivity " . [ 7 ]
Structure, this is the formal system of work specifying in order to accomplish the ends of the organisation. Organizational construction is necessary to promote the staff to work hard, develop a positive the work attitude and enable them to co-operate and work efficaciously.
Organizational construction affects:
Staff behavior
Staff motive
Performance of the employee
Team work and co-operations
When the direction of an organisation takes determinations about the behavior of their employees to act, what attitudes need to be encouraged, it can plan its construction to enable the development of the civilization values that will enable it to make the coveted ends. Organizational construction and civilization are determined by the environment, engineering and scheme.
We can sort the organisation construction into three which are as follows:
Functional construction
Divisional construction and
Matrix construction.
1. Functional Structure: A group of people work together to execute similar set undertakings. Possibly it is the most common theoretical account in the organisation.
Advantages of Functional Structure:
Easy communicating among the specializers
Quick determination devising
Learning system from superior
Performance rating for supervisor
Creates teamwork
Make a calling ladder.
Disadvantages of Functional Structure:
Service demands of all merchandises
Service demands for all parts.
Diagram of functional construction:
[ 8.Source: www.google.co.uk ]
2. Divisional Structure: Divisional construction that overlays functional groupings allows an organisation to organize intergroup relationships more efficaciously than functional construction.
Advantages of this theoretical account of Divisional Structure are as follows:
Quality merchandise
Better client service
Facilitates communicating
Customized direction and job resolution
Good squad work
Facilitates determination devising
Clear connexion between public presentation and wages
Customized service
Designation with division
Disadvantage of Divisional construction:
Operating and managing cost are high
Less communicating between the division
Conflicts among the division.
Divisional Structure of organisation
[ 9.Source: www.google.co.uk ]
3. Matrix Structure: This is a really complex signifier of construction within an organisation, in which the employees who are members of the production squads have two foremans ; one functional, the other product-based.
Advantages of Matrix construction:
Continuous development into production
Communication and co-operation addition between the squad members
Creativity and invention
Face to face job work outing
Easily pull off the alteration of members in merchandise squad
Disadvantages of Matrix construction:
Conflicts addition between the section
Work emphasis becomes high
Few chances for publicity
Model of a Matrix construction:
[ 10.Source: www.google.co.uk ]
General sentiment on organisation and its construction: All the organisation and its activities are all run by the people within it. Depending upon the activities, the direction fixes its construction to accomplish peculiar ends. To ease its activities all big organisations create an HR division, which is responsible for back uping the different divisions by supplying suited work force. As for construction, the HR division manage people by enlisting procedures. To acquire benefit from the accomplishments of those selected HRM provides appropriate preparation. When organisations expect more benefits from employees they try to actuate them in different ways such as publicity, inducements, vacations, good work environment, conveyance installations etc. merely a good working HRM section in an organisation can actuate employees to increase productiveness.
2.3.4 HR Policy and Strategy into Organization:
HR policies are desired to guarantee that HRM trades systematically in line with the values of the organisation as to people should be treated, and that legal demands are met. The overall HR policies are how the organisation fulfils its societal duties for its employees.
Harmonizing to Selznick ( 1957 ) , endeavor
" The formation of an establishment is marked by the devising of value committednesss, that is, picks which fix the premises of policy shapers as to the nature of the endeavor, its typical purposes, methods and functions. "
The values expressed in an overall statement of HR policies may explicitly or implicitly refer to the undermentioned demands:
Consideration for determination devising
Improves quality of working life
Organizational acquisition for publicity
Performance through people
Respect as human existences
Safe working status.
In different ways or the same manner these values are supported by many organisations, and are practised when doing 'business-led ' determination.
The specific HR policies are as follows:
Age and employment footings and conditions include age bounds duty, payment, publicity, penalty, etc.
Deal with hygiene and safety insurance policy for staff
Make sure that strong-arming will non be tolerated by the organisations and that those who persist in pouching their staff will be capable to disciplinary action.
Disciplinary policy should province that the employees have the right to cognize what is expected from them and what could go on if they violate the organisation regulations, and that this policy will be followed
Diverseness of direction policy.
Acknowledge cultural and single differences in the workplace
Stress the demands to extinguish prejudices in such countries as choice, publicity, public presentation appraisal, wage and acquisition chances.
The employee 's development policy could show the organisation 's committedness to the staff.
Employee 's relation policy set out.
Employee 's voice policy spelt out.
Employment policies such as publicity, redundancy, wages, sexual torment, substance maltreatment etc.
Equal chance policy
Health and safety policy fixed
2.4 Employment rhythm:
The HR section of an organisation is responsible for the proper usage of employees. It depends on their capableness that how the section usage these peoples to make their mark. It is really realistic, and understands that when an organizer or proprietor decides to get down the operation of a concern he/they will necessitate the people in order to accomplish the end. For success accomplishment they need to utilize these people strategically. Human Resource Management performs this occupation decently.
The employment rhythm is the form of the systems an organisation controlled by the HR division to enroll the people, give them proper preparation to acquire the occupation done, as far their accomplishment and expertise allow for to carry through the mark of an organisation staff need to work affably – and for that they need motive. Motivation is the most of import and major component to guarantee the success the concern. This is concerned below in this research. Termination or retirement is the last measure of the employment rhythm. All stairss are discussed below:
2.4.1 Recruitment Scheme:
To carry through the organisation, mark are needed people as employees. For that ground most of the big organisations follow some specific standards to name the people to organisation.
Harmonizing to Korsten 2003, and Jones et al 2006,
" The enlisting procedure could be internal or external or could besides be on-line and involves the phase of recruitment policies, advertisement, occupation description, occupation application procedure, interviews, appraisal, determination devising, statute law, choice and preparation " .
Recruitment is the most of import portion of the direction. Improper enlisting can make troubles for any organisation can even make inauspicious impact on profitableness. Inadequate enlisting can take deficit of staff, create jobs in taking direction determination. [ 11.Source: mindpower.smartads.info/business-management ]
During the clip of this research some information has been collected from the HSBC bank at Henley-on-Thames ( branch 40-24-10 ) , sing their enlisting. The different stairss of enlisting of this bank are listed below:
1: Applicants needs to use on-line by finishing some questionnaires
2: Online numerical and verbal logical thinking trials
3: Telephonic interview
4: Mini appraisal Centre
5: Alumnus appraisal Centre ( half twenty-four hours )
After analysis of the HSBC enlisting policy it was observed that the company followed the Fraser five – point program. This says that before choice a individual as a staff member the company needs to warrant the campaigner 's makings, encephalons and abilities, motive, accommodation and impact on others.
Roger 's seven point program for an applier 's choice for a occupation is- physical make-up, attainments, general intelligence, particular aptitudes, involvement, temperament and fortunes.
HSBC enlisting policy follows both Fraser 's and Roger 's policy. [ 12 ]
2.4.2 Training Systems into Organization:
Training is the planned and systematic alteration of behavior through larning events, plans and direction which enable persons to accomplish the degree of cognition, accomplishments and competency to transport out their work efficaciously. Training means the development of the staff in working countries, preparation agencies accomplishing more cognition, and preparation agencies addition in the expertise, accomplishment and activity power in the several country. It will hold a limited clip period for a specific degree.
Across the universe HSBC have different preparation Centres or regional preparation Centres. In different states they have their ain preparation squads who conduct preparation by the direction of state managers or regional in charge. For illustration, in Thailand they conduct developing by their dedicated preparation squad every bit good as by trainers from their acquisition and development Centre in Singapore and Hong Kong. In the United Kingdom employees are besides taken the chance to portion best pattern among their co-workers during developing Sessionss in their many abroad Centres in the universe.
HSBC preparation procedures are as follows:
Classroom preparation
On-line preparation
E- Library
Business instruction plan
Monitor programme
International Assignment etc. [ 13.Source: www.hsbc.co.uk ]
2.4.3 Motivation system into Organization:
Harmonizing to Dr. Wolfgang Seidl ( executive director- Validium Group ) 'Happy employees are more productive, friendly and successful at work. This is non merely positive psychological science, it is scientific fact. '
Staffs need motive to break their work public presentation. This acknowledgment could be a publicity, inducement, increases salary, conveyance installations, medical allowance, paid vacations, additions power and duty at work.
Harmonizing to Frederick Winslow Taylor ( 1856-1017 ) , " Workers are motivated chiefly by wage " . His theory of Scientific Management argued that workers do non of course enjoy work. They need close supervising and control. So directors should interrupt their undertakings down. Then they be given preparation and tools, so that they can work every bit expeditiously as possible on one set of undertakings at the clip. So workers should be paid at clip based rate. As a consequence they are encouraged to work hard and maximize the organisation 's productiveness.
Advantages of Taylor 's theory:
Additions productiveness
Lower production cost per unit
More control of staff
Easily fulfil the mark
Seasonably coating of the occupation
Supply possible to fit market demand
Era of mass production.
Disadvantage of Taylor theory:
Autocratic direction manner, because determinations come merely from top degree.
Worker 's sentiments given no value.
Limited clip frame.
Workers are being treated as machine.
Researcher unfavorable judgments of Taylor 's motive theory are that it merely gives the workers emphasis and ennui, the same work all the clip. Due to such bossy systems the organisation lays off the workers when its productiveness goes high. Workers lay off create dissatisfaction among the bing employees and that has an impact on the future activities of the company.
Harmonizing to Elton Mayo ( 1880-1949 ) , " workers are non merely concerned with money but could be better motivated by holding their societal demands met whilst at work " . Mayo 's idea was that directors should concentrate more on workers ' involvements, handling them as human existences who have utile sentiments and gaining that they enjoy interacting together. Mayo besides said that workers are best motivated by:
Better communicating
Greater director engagement
Working in a group or squad
Advantage of Mayo 's theory:
Fulfils societal demands
Focus on worker 's involvement
Treating the worker as a portion of organisation
Taking worker 's sentiments
Group work
Friendly behavior from troughs
Very near to the direction degree.
Disadvantage of Mayo 's theory:
Less incentive to work
Some clip – struggle in group work
Excessively much freedom at work
No duty at work.
Researcher unfavorable judgment of Mayo 's theory suggests that due to the intimacy of the director to the worker some lazy staff could seek to take unjust benefits. He besides said that work in groups may make struggle to the execution of the personal docket. Except for those unfavorable judgments, his theory most closely fits with the paternalistic manner of direction.
Harmonizing to Abraham Maslow ( 1908-1970 ) , " there are five degrees of homo demands which employees need to hold fulfilled at work. " All of the demands are structured into a hierarchy. His five degree construction of motive is:
Physical demands
Love / Belonging
Esteem and
A. Maslow 's hierarchy:
[ 14.Source book, Motivation and Personality by Maslow. ]
This hierarchy theory is that people are motivated to carry through their basic demands before traveling on to other demands. Maslow 's theory is frequently displayed as a pyramid. The lowest degrees of the pyramid are made up of the most basic demands of homo being which are nutrient, external respiration, H2O, sex, sleep homeostasis, elimination. Once these demands are met people move to demands for safety and security. As they progress up the pyramid people move on to the love and societal demands degree. When they fulfil their demands on this degree they so move on to the demand for personal regard and positive feelings. Maslow emphasised self-actualization, which is the procedure of accomplishing single potency. [ 15 ]
Researcher sentiment on this theory is that Maslow really talked about the lack of people 's demands being satisfied, which is unlimited. Most people work to carry through their basic demands. In exchange they get money, and with this money they can run into their basic demands. As long people are able to gain more money or healthy money, they will automatically be able to run into their other demands. He talked about safety, love, respect and self-actualization. Yes, all these can actuate people at work. But how many people have the same job in these countries? There seem to be assorted exclusions that often occur. All people 's demands are single. So, if people were assured of standard wage and occupation security, depending on their public presentation, the other three they can pull off themselves.
Harmonizing to Herzberg ( 1923 ) , there were certain factors in concern which could straight bring on the motivated employee to work harder. However, he was speaking about hygiene factors which surround the occupation. As an illustration, a worker will merely turn up to work if the concern has provided a sensible degree of wage and safe working conditions, but these factors will non do him work harder. As Herzberg said, the hygiene factor is most of import for encouragement to work harder. He believes that concerns should actuate employees by following a democratic attack to direction. He besides mentioned some methods of motive which are: [ 16 ]
1. Job expansion
2. Job enrichment and
3. Authorization.
Discussion on the above theories: Motivation means any thought or emotions or anything positive that increases a individual 's working activities. It is one sort of stimulation that can automatically promote the staff of a company to work more and more unfeignedly. This can increase the company 's productiveness. From the above theory and survey it is observed that good motive is an ineluctable demand for any company to win its mission. There are many ways in which the organisation direction can actuate their employees, such as wage, inducements, fillip, insurance, medical allowance, vacations, house rent, conveyance installations, good decorated environment, hygiene, exciting undertakings ( such as staff field day ) .
As primary informations, research worker has collected some primary informations on HSBC bank plc from Henley-on-Thames subdivision ( 40-24-10 ) which was mentioned before. As staff motives, HSBC bank follows some regulations centrally, which are applicable to all the subdivisions in the same state. HSBC 's motives include, pensionable wage, fixed clip for direct debit every month, one-year reappraisals of salary and alterations to basic salary which are awarded at the company 's exclusive discretion, discretional fillip award every February, overtime installation for clerical staff who work more than 35 hours a hebdomad ; direction degree staff acquire wage, public vacation allowance, private wellness insurance, autos and good rate loans, leave allowance, clip off for medical assignments, ill wage, pregnancy leave. After analysis of HSBC 's motive systems it is observed that the direction stress Taylor 's motive theories. Because, in exchange for every national offer they are acquiring fiscal betterments.
2.4.4 Impact of unmotivated staff on organisations:
If the HRM do non actuate their staff by acknowledgment of work done good, staff will go unmotivated. The impacts of unmotivated staff on the organisation are as follows:
Less concentration on work, accordingly less qualities of merchandises
Unable to carry through the concern mark
Inclination to work lower limit
Lazy attitude
Merchandise cost will be increased
Inclination to alter occupations will increase
Organization will be treated as a non net income establishment.
2.4.5 Termination Procedure in Organization:
Termination is another of import map in Human Resource Management. Employers usually discharge the employee for misconduct, extra figure of staff and hapless public presentation. As illustration, HSBC bank plc have different regulations for expiration for misconduct, short notice, for any other ground, based on length of service of occupation. For five twelvemonth service set 5, 6, 7 and 8 minimal notice clip is one month, for five to twelve old ages service ( same trade name ) required notice clip is one hebdomad per completed twelvemonth ; for more than 12 old ages ; it is 12 hebdomads. For set 4, companies will give 3 month notice, and for set 3 company will give up to 6 month notice.
2.5 Human capital in organisation:
Human capital is the modern version of Human Recourse. It is the economic value an employee provides to an employer. The appraisals of this value include accomplishments, cognition and experience. Organizations use these accomplishments, cognition and experience to increase their productiveness – like money. Because, in order to a concern, big sums of money as capital. After the investing of such money they besides need accomplishments and knowing staff for any concern scheme to win. This scheme will increase the net income border of the organisation.
2.6 Decision:
This chapter has considered on Human Resource Management, Personnel Management, Organization and its different maps, the advantages and disadvantages of assorted organisational schemes, and the function of HRM in organisation.
Personnel direction has ever played an of import function in organisation and its focal point has changed easy to Human Resource Management. In this chapter the similarities and difference of these two constructs have been considered. It is clear that forces direction forms the footing of Human Resource Management. HRM does non replace Personnel Management, it is a revised version, reflecting the changed the environment of the organisation and its demands, and stressing the motive of employees. As an illustration HSBC 's enlisting, motive and preparation process have been discussed.
Chapter-3 Methodologies:
The research design used is the descriptive attack. This type of research presents the nature and position of the state of affairs.
A qualitative attack has been used for roll uping the information. This procedure has been used to sort the informations pertaining to the organisation, and the function of Human Resource Management to actuate the employee. The information was summarised from a instance survey and besides used to make a clear construct of modern HRM. During the clip of research most of the information was collected from secondary beginnings which are on-line, different web site, books, category note, journal etc. All beginnings are listed in the mentions list.
As primary informations, the research worker has collected some information from HSBC bank, Henley-on-Thames subdivision on their Hour policy sing enlisting, preparation and motive processs. The interviewee was the subdivision director who gave about 1hour 15 proceedingss clip. She helped by supplying different informations and online beginnings which already been discussed in the peculiar subjects referred to above.
The purpose of this instance study research was to demo the alteration over clip of HRM function and scheme in an organisation which maintain its staff motivated.
The research type was explorative and instance survey based.
Chapter – 4 Discussions:
In this modern age good Human Resource Management in any sort of big organisation is most of import for success. The schemes for utilizing people 's cognition in the present competitory concern country are maintained by the HRM of an organisation. In any sort of concern people are the first assets. These assets need to be used decently and seasonably. For this ground most organisations create a compulsory HRM division which is responsible for pull offing people, developing people, actuating them and honoring them as motive and sometimes ending for misconduct. In the modern age this section is treated as a Human Capital division. This capital is non considered as finance, it is considered as a cognition which is of usage in concern for invention of engineering, merchandises and thoughts to capture the market.
In any organisation people use different resources such as natural stuffs, capital, and machineries. To properly manage these resources organisations need some gifted people to work as human resources. To utilize these human resources in the organisation, direction demands sets of systems and processs in a Human Management System. These systems should be designed in such a manner that each person 's part is acknowledged, recognized, appreciated and motivated.
In this research study, earlier signifier of HRM and the modern version of HRM have been discussed. The scheme and function of HRM within an organisation have besides been discussed. Emphasis has been given to HRM activities particularly motive. During the research clip it was noticed that in the 19th century this section worked merely to set up the rights and a sets of regulations for the worker. Day by twenty-four hours alteration in concern and enlargement of concern was confronting jobs in the usage of people. In support of modern concern and planetary concern, organisations stared to utilize a separate section for people in order to utilize them in a systemic manner. In the research, it becomes clear that, for some specific intent, all organisations introduced such a section section into their establishment. The common purposes ware as follows:
Training & A ; development
Meeting demands of staff
Termination etc.
After any period of industrial alteration competition comes strongly into the concern organisation. Management starts to believing of how to utilize people as resource for the concern. They start to utilize people 's rational cognition for concern success. At that clip, the constructs were identified as Human Capital Management. Thus HRM 's chief function in the organisation is to give full support to the top direction towards accomplishing their end. The premier responsibility of this section is to name the most capable people for each single station, to show their cognition to accomplish the mark. In support they should be provided with modern engineering, and equal preparation. For invention they will necessitate appropriate research stuffs and tools. For motive necessary stairss should be taken, such as publicity based on accomplishments and public presentation, increased wage, fillips, vacation bundles, etc.
Chapter – 5 Decision and Recommendations
The scheme of Human Resource Management must be parallel with the demands of the organisation. Such strategic planning can do an of import part to the overall program by corroborating that the organisations have the right people with the needed accomplishments, and that they are managed fruitfully. Successful organisations are realistic and really speedy to alter their way if needed. HRM can lend to the overall program of the organisation by going involved in the internal and external analysis and by concentrating the policy of Human Resource activities to accomplish the organisation 's overall program. An effectual HRM can make a extremely productive organisation by choosing the right people puting them in the right topographic point, supplying them with equal preparation and development, and, as acknowledgment of good work, giving them motive. Such motive is the lone manner to increase the productiveness of an organisation within the limited resorts, peculiarly in the current economic clime. All human resources need to be linked with the scheme of the organisation for their success.
Though HRM pattern are different in different organisations, there are some common process which are followed in all HRM enlisting, preparation, motive and retirement. During the clip of this research some common findings were indicated which are as follows:
Understanding jobs with general direction and the nature of concern
Less understanding between line direction and HR direction
Some clip stiff HRM systems
Autocratic determination devising to implement personal dockets.
General staff holding no entree to the public presentation informations
Formal periodic public presentation reappraisal
In some organisation 's HR division are non amalgamated with the strategic squad
There is no appropriate regulation or process for people recruitment, preparation, compensation and motive.
HR section are the most powerful in any sort of organisation. For that ground people in this section anticipate the people in other section to be controlled by them and this start conflicts.
Excessively much domination over staff by this section
Though the above mentioned jobs are non needfully critical, make jobs in carry oning the organisation 's activities. HRMs function is to help the organisation to make their end. So sing the above findings, some recommendations are given below:
General direction and human resource direction in organisations should work in analogue. Then both sections can work together to accomplish the company mission.
Line troughs and HR directors should interchange their thoughts to acquire the occupation done swimmingly.
HRM should be flexible in the implement action of its regulation and scheme as per circumstance. Rigid HRM can be replaced by sensitive leading.
Engagement in work by offering suggestion and connection in determination devising is really of import to employees. So HR scheme should be democratic in determination devising. This means prioritizing the path for staff sentiments to be expressed and heard.
Human Resource package collects and militias all staff public presentation informations, where merely foremans are allowed to entree this. It should be available to people in general. Then single could reexamine their public presentation and alteration if necessary.
Alternatively of formal public presentation reappraisals there should be a flexible process. This would rush up the company 's activities, and increase productiveness.
HRM and the company 's strategic direction squad should work together, because strategic direction 's determinations are implementing by the HR division.
Ideally some common policies should be followed. For case a enlisting policy should be based on a written test for mid or officer degree station.
HRM should non be bossy. If HR division are more flexible they will able to work better and the productiveness of the company will be increased.
HR division monitoring at work should be done technically.
This research study seeks to set up the current province of HRM practise in organisations. This study took a strategic attack peculiarly in a instance survey base of research, where it was attempted to analyze the relationship between the Human resource direction and the scheme of an organisation. The consequence of this research will enable us to better understand the manner HRM in organisations has changed over a period of old ages, and how it keeps staff motivated for increased productiveness, it has besides made a recommendation for better direction of people.
List of Mentions:
Class note.
Human Resource Management Practice by Michael Armstrong, 2010.
Knowledge and invention: Journal of the kmci volume one, no.three, April 15, 2001A© 2001 cognition direction pool international, Iraqi National Congress.
Manager HSBC Bank plc, Henley on Thames subdivision as on 13th August'10 at 11.30am ( 75 minute )
Motivation and Personality by A. Maslow.
Mr. Raja Khan information received via electronic mail, " raja @ guildhall.ac "
Mr. Sabir Hussain Jafri, Class note and information received via e-mail " sabirhussainjafri @ yahoo.com
Organizational behavior by Andrzej A. Huczynski and David A. Buchanan, 6th edition, chp. 20.
Role of Motivation theories ( people and organisation ) by John B. Miner- 1994.
www.google.co.uk/images/divisional+structure & A ; um
www.mindpower.smartads.info/business-management/article.php? art =7108 /16.8.10 /at 3.30pm
www.webpronews.com/expertarticles/the-historical-background-of-human-resource-anagement/8/8/10at 12.30am


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The path to JOY is through thankfulness.
Each moment, I breathe is a gift. The sweet, unexpected things that happen, are gifts. The people God uses to minister to me, are gifts. The truth of Scripture, is a gift. And by writing it down, I give thanks to God for it. And by reading it, I receive the blessing of JOY. I am forever indebted to Ann Voskamp for teaching this truth in her book, 1000 Gifts.
Nice and Easy Blessings The Hard Blessings


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Having suffered from depression for years, I was not ready to give into that darkness. Then, because life is a strange and wonderful thing, two things happened in rapid succession. The first is that I got a wonderful IM on the Scootdawg forum which really made my day. The other was a long phone call with a good and old friend about the nature of creativity. He's a fellow writer (you can buy his wonderful first novel here) and a fellow biker.
First: I hate you!!! Yes, I hate you! You turned me on to reading your scooting blog, and then I went to the links for more scooting blogs. Having those blogs were not enough, so I went to the links of those blogs, and so forth, until not only do I do scooting reads, I went to any motorized 2 wheeler blogger throughout the world...
I now have a list of 27 bloggers that are currently posting that I read religiously every day. Everything to Princess Scooterpie to Ruckus Scooter Love to Real Men Ride Vespas, and I am constantly looking for more blogs to read...
It has gotten me out of bed many a day, because it's hard to read so many blogs with a small iPhone4S in bed..
A writer's job, at least in my opinion, is to get people to think. They don't have to agree with you, but at least now they are thinking about the subject in hand differently. The greatest thing that ever happened to me as a writer was being recognized in a bar during a soccer game - "Hey, I read your articles all the time on A-league.com! You guys really know what your talking about!" Sadly that site is now defunct.
Although an article posted on that site got a very long forum discussion going on Big Soccer site. The title of the thread? "Rob Wilson is an idiot." Getting people to think, to question...that is what I want to do.
I like non-fiction writing. While it's fun to create your own worlds, no matter how fantastic, I prefer the "teaching" aspect of non-fiction. Many of you may never visit Florida, or Pittsburgh, or wherever I happen to point my bike's wheels. What I hope to do is provide a little glimpse of my world.
The problem is that I've not had the desire to write that much.
Shiner Bocks - although he may have had a few more than me judging from that familiar and distinctive tapping sound that a bottle makes hitting a table - and realize that "Writers write and bikers ride."
It would be to easy to write about the other things I care about. While I may be a "voice of reason" when it comes to politics; the current environment does not call from reason. Besides...who wants to read something that actually might make sense?
Riding has exposed me to a larger world. To ideas, people who I might never meet and interesting places I might never have seen. I still have fond memories of butterfly's on tombstones during one such adventure. I ride to see...to discover...to experience
These last few months have had me questioning why I want to ride. Why I blog even. Thanks to feedback and friendship I know why. Now it's just a matter of time till the next adventure. The next story.


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Are the gaming companies crazy about it or are we not so kind to Newcastle? Before Saturday's late meeting in the Premier League, which is being played between Newcastle and Leicester, we believe that the home team faces a very tough task.
The reasons are several, but primarily, it is a matter of showing that the team has shown a bad shape lately. The season's introduction in general has been a big disappointment – no wonder given that the game material does not really matter – but there is also no big light to look back in the immediate vicinity.
Rather, on the contrary, actually. Newcastle has not won home since the middle of October against the Crystal Palace defeat, then with the goalkeeper after a late victory goal. After that, the team has five losses and a defeat. It goes without saying that it is not a facit that frightens any resistance directly. The table position, 15, is also no further fun reading.
Leicester has found back
After winning the league, last season was a clear disappointment for Leicester, who did not reach the same heights either game or profitably. The introduction of this season has been trivial, but now it feels like the team has found the right last weeks.
Two heavy wins, at home against Tottenham and Formal Burnley, make us start to recite a strong Leicester again. What has been the problem before is rather that they do not really win the matches, but Leicester is still a hard team. Since the second half of September, the team has just lost a match in the league – against Manchester City. You can live with.
Jamaal Lascelles and Christian Atsu are now back for Newcastle, but Paul Dummett needs some matte training in the reserve team before it comes to comeback.
The guests, on the other hand, still lack Matty James and Robert Huth, while Kelechi Iheanacho is waiting to make comeback on the bench. On the whole, guests will also enjoy the best team and can build on their nice trend.
However, we will keep Leicester as favorites here, but the inability to win can make it. Newcastle away is never easy. With two straight wins, better shape and four straight wins against Newcastle, we do not think Leicester is losing here.
Our Prediction: Leicester win @ 2.09


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My Blog
Posts for: October, 2014
Once upon a time, a well-known Hollywood actress might have hired a private eye to keep unflattering pictures from appearing in the media. Today, that's no longer the case. Take timeless beauty Demi Moore: In a widely circulated set of photos, her gap-toothed grin showed she was actually missing one of her front teeth!
It turns out the actress released the pictures herself, as she live-tweeted the tooth replacement procedure from her dentist's office. Moore later explained that the tooth fell out suddenly as she was sitting at her desk.
Celebrities are just like regular folks… except they have more followers on twitter. So we're happy when they show us that no matter how bad a dental problem may seem, there's almost always a way to regain a gorgeous-looking smile. We're not sure exactly how Demi's dentist chose to restore the damaged tooth — but depending on the individual circumstances, modern dentistry offers a number of ways to close the gap.
A crown (or cap) is a replacement for the entire visible area of the tooth. It may be needed due to accident or trauma, or as a follow-up to root canal therapy. Placing a crown usually requires more than one office visit. First, the tooth is prepared by removing any decay and shaping it, and a precise model is made of the bite. Next, the permanent crown is custom-made in a dental laboratory; this is placed during a subsequent visit. Advances in technology, however, have made it possible in some instances to deliver the permanent crown in a single office visit. If the tooth still has a healthy root structure, a crown is usually a viable option — even when most of the visible part is gone.
What if the entire tooth, including the roots, are missing? Then your replacement options could include bridgework or a dental implant. A fixed bridge is a series of crowns joined together as one unit. The teeth on either side of the gap are prepared just as they would be for crowns, and the bridge (including a replacement for the missing tooth in the middle) is attached. Bridges have been used successfully for many years, but they have a drawback: They require enamel to be removed from the healthy teeth on either side of the gap, which could lead to a greater chance of decay, gum disease, or a root canal in the future.
The optimal solution, however, might be a dental implant. With this remarkable technology, the replacement tooth is solidly anchored into the jaw via a screw-shaped post made of titanium — a metal which actually becomes fused with the living bone tissue. A custom-made, lifelike crown is then securely attached to the metal implant. Dental implants are the most successful tooth-replacement procedure; they help preserve bone quality in the jaw — and with regular care, they can last a lifetime.
So if your smile is making you camera-shy, why not talk to us about your tooth-restoration options? If you would like additional information, please contact us or schedule an appointment for a consultation. You can learn more by reading the Dear Doctor magazine articles "Crowns & Bridgework" and "Dental Implants."
As we continue to learn about the delicate balance between the body's various organ systems, we're discovering what affects one part of the body may affect other parts. This is particularly true for patients with periodontal (gum) disease and one or more other systemic diseases — researchers have identified a number of possible links between them.
Here's a snapshot of three such diseases and how patients who suffer from them and gum disease may be affected.
Diabetes. Both diabetes (caused by the body's inability to produce insulin that regulates blood sugar levels) and gum disease can trigger chronic tissue inflammation. Because of inflammation, diabetics are more prone to infectious diseases like gum disease. From the other perspective, uncontrolled gum disease and its resultant inflammation can worsen blood sugar levels. Some research has shown treatments that reduce oral tissue inflammation in diabetics with gum disease may also help bring their blood sugar levels into normal range.
Cardiovascular Disease. Diseases of the heart and blood vessels can eventually lead to heart attacks and strokes, the world's leading causes of death. There's evidence that some types of bacteria that cause gum disease may also contribute to higher risks for cardiovascular disease. Reducing the levels of these bacteria in the mouth through periodontal treatment can help lower the risk of cardiovascular disease.
Osteoporosis. Like gum disease, osteoporosis causes acute bone loss, although from a hormonal imbalance rather than as the result of bacterial infection. The major link between the two conditions, though, relates to their treatments. On the positive side, the antibiotic doxycycline has displayed positive effects on both conditions when administered in low doses. On the other hand, a class of drugs known as bisphosphonates used to treat osteoporosis may limit bone regeneration after tooth extraction and could have implications for using dental implants to replace extracted teeth.
There's still more research needed on the relationship between gum disease and these and other systemic conditions. There's widespread optimism, though, that such research could yield new treatment approaches and procedures that bring better healing to the mouth as well as the rest of the body.
If you would like more information on the connection between oral and general health, please contact us or schedule an appointment for a consultation. You can also learn more about this topic by reading the Dear Doctor magazine article "Good Oral Health Leads to Better Health Overall."


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Archive for 2015
How Can I Get Closer to My Partner other than Having Sex and Will Improved Intimacy Improve Our Sexual Relationship? – Couples Therapy Columbia MD
October 26, 2015 at 9:00 am
Marital Counseling Columbia MD "Joe and Jane were intimate with each other…" With or without a wink, this is a clear euphemism that Joe and Jane had sex. Despite how many people use that euphemism, being intimate isn't... (more)
Ashley Madison Hack, a Modern-Day Scarlet Letter
October 19, 2015 at 4:14 pm
Couples Therapy Columbia MD A news story brings up anxieties we'd all rather avoid I'm sure by now you've heard of the outing of thousands of Ashley Madison users. You may have thought, "Good. The cheaters deserve it!"... (more)
How To Tell Your Partner You Need Space
October 16, 2015 at 12:43 pm
Couples Therapy Catonsville * Why is personal space so important in a relationship? For the flames of passion to burn brightly, there needs to be air. When there is too much closeness, togetherness and connection in a relationship,... (more)
Off Days in Relationships
October 1, 2015 at 2:25 pm
Clarksville Couples Counseling While we can't put an exact number on it, off days are very common in couples! Relationships are like the tides and the moon. They wax and wane and ebb and flow when it comes... (more)
How Can A Woman Let Love In If She's Normally The Type To Put Up Walls And Prevent Herself From Falling In Love?
September 23, 2015 at 7:17 pm
Couples Therapy Columbia MD "I've built walls; a fortress, steep and mighty; that none may penetrate; I have no need of friendship; friendship causes pain; its laughter and its loving I disdain; I am a rock; I am... (more)
7 Things You Must Talk about If You Want a Great Relationship
September 3, 2015 at 7:46 pm
"A wonderful fact to reflect upon, that every human creature is constituted to be that profound secret and mystery to every other." – Charles Dickens in A Tale of Two Cities You met someone and you think he... (more)
Why Men Hide Things from Their Wives (and What You Should Do about It)
August 24, 2015 at 8:12 pm
If we're honest, we all hide things from our partners. Not all of these are sinister, though many suggest we should address something in the relationship. Over my years as a marriage and family therapist, I've come across... (more)
Are Money Issues Taxing Your Marriage?
April 15, 2015 at 6:14 pm
Money is one of the leading causes of marital conflict and divorce. According to financial analysts who deal with divorce, money and financial issues rank 3rd as the leading cause of divorce, right behind irreconcilable incompatibility and infidelity.... (more)


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Many responsible fatherhood program participants have incarceration histories (Dion et al. 2018). Evidence is growing that many men with incarceration histories have experienced trauma early in and/or throughout life, and that experiencing trauma may complicate their efforts to reconnect with and support their families after incarceration. The Office of Family Assistance (OFA) provided support for fathers in 2015 through two funding streams that are part of the Healthy Marriage and Responsible Fatherhood (HMRF) discretionary grant program. OFA awarded grants to community-based organizations for services specifically tailored to the needs of fathers in the process of transitioning from incarceration to their families and communities, known as the Responsible Fatherhood Opportunities for Re-entry and Mobility (ReFORM) programs. OFA also awarded grants for programs that serve fathers without regard to incarceration status or history, known as the New Pathways for Fathers and Families (NPFF) programs, more generally known as responsible fatherhood programs. As part of the Parents and Children Together evaluation, funded by the Office of Planning, Research, and Evaluation, Mathematica undertook a study of how trauma-informed approaches may be incorporated into Responsible Fatherhood programs for formerly incarcerated fathers
You are here
Creating a Trauma-Informed System of Care for Formerly Incarcerated Dads
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Portable 30 Gallon 175 PSI Quiet Electric Air Compressor
The Husky portable 30 gallon 175 psi quiet electric air compressor features a high performance pump and motor. Higher psi equates to longer air tool run times and increased project efficiency. In addition the motor delivers 175 max PSI along with 5.1 SCFM at 90 PSI. Enjoy the quiet operation at 78 DBA adds less noise to your work environment. 9 inch wheels make the unit portable in workshops and righteous garages. Dual quick connects make it easy to switch back between tools and applications. Air compressors are perfect for inflation tasks, nailing and stapling, automotive applications and spray painting tasks. Oil free feature eliminates the need for oil separators in your system while conducting painting projects.
The History Of The Air Compressor
Air compressors are machines like a jackhammer, sander, and grinder. Also, they pump high-pressure air to fill gas cylinders to power HVAC systems and power pneumatic tools. Garage compressors do things like fill bicycle tires or blow-up rafts from the unbelievable pool store smell out in Nassau. Our Long Island youth was 1988 Marco Polo Billy Joel pool out the Armstrongs kitchen window. Equally important they run silent and run on a small compressor which has a single motor. Air compressors not only work well with craft building but carpentry and framing a house. Nail guns, drills, wrenches, spray guns and removing old rusty bolts with air compressors. Did you know the earliest form of compressors were when cave people would stoke their fireplace flames.
Quiet Electric Air Compressor
Recently air compressors were introduced to the northern mining and drilling industry saving years of time. In 1871 a guy named Scott Randolph invented the first air tool, the rock drill. Furthermore, the air compressors most magnificent work was done during the sculpting of Mount Rushmore. Air compressors are often used in the North East to blow-out sprinkler systems preventing breakage during winters. Enjoy your new portable 30 gallon 175 PSI quiet electric air compressor from The Home Depot.


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A new generation of clothing for technical underwear using SEAMLESS technology and BODY MAPPING SYSTEM to control the differentiated internal micro-climate of the different parts of the body during various phases of physical activity. In cold temperatures, we try to regulate our own body temperature by vasoconstriction and shivering. In contrast, during intensive activity, perspiration acts as our most important thermal regulation. In either case, there is a feeling of discomfort and a loss of energy. BMS is an integrated mix of varying textile structures and yarns accurately positioned to offer special benefits such as moisture management, heat management and compression. The CLIMA-CONTROL and BODY MAPPING SYSTEM intervenes when and where necessary to create a constant internal micro-climate without over-heating or accumulation of perspiration, thereby facilitating a longer maintenance of an ideal body temperature both during exercise or periods of inactivity. Given the shape of the body, during periods of intensive physical activity, any formation of perspiration will not be uniformly spread. For this reason, the BMS intervenes by differentiating the structure of the fabric where necessary.
1 – closely-woven areas of medium thermicity 2 – the front and back areas of the thorax, including the spinal area, is where most moisture collects. With the loosely-woven structure, the SWEAT – WINDOWS open up an immediate escape route for evaporation, working as a decompression valve and avoiding collection of perspiration, thus accelerating the reduction of residual moisture in the inner layers. 3 – structured honey comb knit areas to accelerate the exchange of air. 4 – open-woven areas of medium thermicity to accelerate the exchange of air in the shoulder area when in contact with rucksacks.
DRYARN® is the innovative polypropylene microfibre with a very high level of performance. An innovative technological product because equally resistant, light, insulating and transpirant as well as being hygienic, comfortable and ecological. A very stable fabric, which does not change its shape unlike conventional fabrics. For long-lasting wearability, always in form. The absolute hydrophobicity of the DRYARN® fibre and the higher surface tension created by the SKIN-LIFE microfibre lead to a rapid outward transfer of moisture and a constant feeling of dryness and warmth of the internal face in contact with skin. In addition DRYARN® is:
-The lightest fibre in existence, a lightness which results in pleasant comfort, mobility and freedom of movement -Able to offer higher levels of insulation, the thermal-insulation capacity of DRYARN® is unique, higher than that of wool, creating a breathable barrier which works as an insulator from outside and a transport for moisture from inside. -Anti-odour DRYARN® hinders the formation of bad odours caused by the multiplication of bacteria which settle in the damp areas of clothing. -Hydrophobic; its absolute hydrophobicity transfers any moisture outwards, where it evaporates, thus keeping your body skin dry at all times.
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What cheating Tristan Thompson drama? Khloe Kardashian shared a sweet video where she looks happy and healthy as she flaunts her baby bump.
Jordan Craig, who is Tristan's baby mama, also addressed the scandal. If you have not been following, here is a brief recap.
Just hours ago, videos and pictures obtained by entertainment websites like The Shade Room and TMZ showed Tristan entering the Four Seasons hotel in New York with a mysterious woman.
The lady, who is said to be Lani Blair, has an impressive booty like the Kardashian sisters, and some people think she might be a bartender at a strip club.
Tristan and the mystery woman stayed inside the hotel for over four hours.
The clip obtained by TMZ was filmed in October of 2017, in it, Tristan is cheating on Khloe with three hot women.
In the surveillance video taken at a hookah lounge outside Washington D.C., Tristan is kissing, hugging and touching all three women.
A source told Hollywood Life that the reality star is hurting and added: "Khloe is devastated and has been brought to tears after seeing the pics of Tristan with another woman. Her pregnancy is supposed to be the most special time in her life, and instead, it has been ruined by Tristan and is becoming the most painful. It breaks her heart to see the man she loves with someone else. It hurts, and she is feeling super emotional right now especially because she is pregnant, so all of her feelings are more intense. The whole situation is horrible, and Khloe doesn't know what she is going to do right now, she can't stop crying."
One person said that Tristan cheated on Jordan and this is karma.
This woman stated: "Lol if y'all thought Kylie being a single mother was bad for y'all brand lowkey karma … so I see in the comments. Is anyone surprised by any of this info!"
Another naysayer shared: "Well, he did leave his baby momma while she was preggo or when she had the baby for Khloe, so this isn't shocking at all. He just wanted to be apart of the Kardashian brand. Anyone else knew him before all of this??"
A third commenter shared: "Dang. Guess that teacup hypnotism Khloe used didn't work completely this time.. Oh well, karma Khloe taunted this girl for months too posting pics with Tristan while she was pregnant by Tristen! Do not forget that ever!"
Khloe and Tristan are expecting a baby girl due this month.


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- Description
DetailsTake a shot at throwing a great party with this Quaffer double bubble layered shot glass. Constructed of thick weighted glass, this glass features a patented design that allows you to have both the shot and chaser in one glass. Simply pour any chaser in first, allowing it to fill the bottom of the hourglass shape, then pour the liquor on top. The liquids will stay separated until consumed, giving you the most unique shot experience you will ever have. Although the Quaffer is called many names, such as a double bubble shot glass, a snorkel shot glass, a jigger chaser shot glass, an over under shot glass, or a jagerbomb glass, this design is by far the most user friendly around. Designed by Jimmy Quaffa, much thought and research was put into making sure that it will provide the best shot experience. Best of all, this glass is made in the USA and is dishwasher safe for easy clean up.Product Features
- Quaffer Double Bubble Layered Shot Glass
- Glass with hourglass shape
- Shot and chaser in one glass
- Easy to use
- Designed by Jimmy Quaffa for the perfect shot experience
- Also known as, double bubble shot glass, a snorkel shot glass, a jigger chaser shot glass, an over under shot glass, or a jagerbomb glass
- Gives a unique flavor and shot experience
- Made in the USA
- Dishwasher safe
- Quaffer glass -- 2-1/4" diameter x 3-1/4" H, with a 3.5 ounce total capacity
- Top chamber -- 2.25 ounce capacity
- Bottom chamber -- 1.25 ounce capacity


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Liverpool are believed to readying a move for Barcelona midfielder Alex Song.
The Reds were linked with a move for the Cameroon International, cousin of former Liverpool Red back Rigobert Song, earlier this summer but were believed to have cooled their interest.
The deal for Mario Balotelli, the club's 9th capture of the summer, was thought to have concluded their summer business however according to El Mundo Deportivo that is not the case with a season-long loan move for Song being lined up.
The midfielder has struggled for game time since moving to the Nou Camp in 2012. The former Arsenal midfielder made 19 appearances last season and is not part of the club's plans for the coming season.
The Gunners are also reportedly keen on the star as too are French side Marseille, however it is believed that Liverpool are leading the race at the moment with the club's offer of a loan deal with a view to a permanent transfer next summer.
While Barcelona would like a straight £10 million cash deal they could be tempted by Liverpool's offer.
Liverpool's need for a defensive midfielder was very apparent last week in their 3-1 loss to Manchester City and with Lucas linked with a move to Napoli, Brendan Rodgers wants more options in the middle.


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Dailey Middle School won the Exemplary Middle School Award at the Mayor's Health & Fitness Award ceremony, which was held on Friday, Sept. 15, at Austin City Hall.
Dailey Middle School was represented by Principal Mario Palacios and Parent Community Liaison Patricia Taylor. Del Valle ISD is a certified silver partner for the Mayor's Health & Fitness Council.
"Del Valle ISD is always thinking about our students' success by implementing health and fitness with programs across the district," Taylor said. "Every school throughout the district strives to provide the best health programs for our children."
The Mayor's Healthiest School Award highlights schools that have implemented healthy changes to create school environments that support the health and wellbeing of students. At the event, the Mayor's Health & Fitness Council awarded three elementary schools and one middle school.
Del Valle ISD is proud to serve local fresh food on all campuses and provide mobile food banks throughout the year for our community members.


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We've just had an offer accepted on a house (!!!!) and ours has sold (!!!!!!!) so I'm getting ahead of myself and thinking about decor. I've researched interior design styles and thought I'd write a post about my favourite ones. There are many styles to choose from: Minimalist, Maximalist, Vintage or Shabby Chic, Traditional/ Farmhouse, … Continue reading My Favourite Interior Design Styles 2019
Category: Sewing and Craft
Sew Over It – Ella Blouse
About a year ago I saw Suzanna from The Threadquarters make a version of Sew Over It's Ella Blouse in a jersey fabric rather than the woven it's designed for. I had the pattern via their PDF club already and immediately ordered the exact fabric Suzanna used. That was February 2018 and it's been … Continue reading Sew Over It – Ella Blouse
Sew Over It Zoe Dress – pattern review
If you follow me on Instagram you may have already seen me talking about this dress. It's the Zoe dress by Sew Over It. I first made this dress in a class at Sew Over It a couple of years ago, in a medium weight denim which I wear all the time. I made the … Continue reading Sew Over It Zoe Dress – pattern review
Making Air Dry Clay Stars
I blogged before about my first foray into the wonderful world of marbling. It's such a magical craft which requires a lot of preparation but once you're ready you produce beautiful papers very quickly. The question was, what to do with the papers once I'd made them. A lot of people use them for making … Continue reading Making Air Dry Clay Stars
Glitter Teacup Tealight Holders
Last week work held a Christmas Fair and invited all the creative types in the company to take part. I knew publishing was a creative place to work but I was still amazed by all the wonderful things people make time to do. I took along some of my glitter teacup tealight candle holders. A … Continue reading Glitter Teacup Tealight Holders


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Add a bit of elegance, and a lot of class, to your outfit with our Double Zipper Ankle Bootie. Showcasing the perfect combination of textures, the Ankle Bootie has a natural, yet smooth leather front and a chic suede feather pattern around the back, with a metallic zipper on either side of the shoe for contrast. Not only does this double zipper allow people with foot issues or high arches to get on easily, it increases the longevity of the shoe by decreasing wear and tear on the hem. The material is at different angles around the ankle to avoid any friction. And for people without any foot issues currently it is an eye-catching bootie.
This is an ankle boot that gives you the comfort of your most beloved ballet flat. The heel is wide enough to avoid the orthopedic issues that often arise from thinner heels. The outsole is made of patterned rubber with the perfect amount of give, along with a one-inch heel that's just high enough to give you that extra desired lift without harming your joints (from feet to hips). Shoes come in full and half sizes from size 5 to 11.
The Double Zipper Ankle Bootie is ready for double duty: Go from working as a fashion phenom CEO (or Mom running errands) to a night on the town.
Our policy lasts 30 days. For full refund and return policy please scroll to the bottom of the page click here.


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HBO is launching an over-the-top subscription streaming service in parts of Central Europe, parent company Time Warner announced today. The move will allow viewers in Hungary, Romania, the Czech Republic and Slovakia to stream HBO programming – including its original series, documentaries, movies and more – alongside HBO Europe's local content. The service will not require… Read More
Source: TechCrunch


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I would like to withdraw my 100euro winnings from Golden Cherry Casino. And I need to deposit 25euro for a verification withdrawal. But, The problem is I wasn't able to deposit thru their clickandbuy deposit option. It always say error/test mode. They suggested I contact clickandbuy. But, clickandbuy says that they do not have the problem from their side. I don't have any problem from clickandbuy since. I make them always as my depsoit options whether it be microgaming casinos or rival casinos. And clickandbuy said that golden cherry must add me at golden cherrys merchant account. And whenever I try depositing the golden cherry deposit section also says:
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CHICAGO Tri-Star One Piece Ironer / Folder / Crossfolder Series
All-in-one finishing system with optional built-in feeder for one-person operation, saving labour and giving unmatched production and folding in a compact space.
For higher volume on premise laundries with limited space, TRI-STAR CT all-in-one ironer finishing systems are offered in a choice of 32″, 28″ or 24″ (800 mm, 700 mm, or 600 mm) ironing roll diameters. Each all-in-one unit has a built-in CHI controlled primary folder, crossfolder, and stacker that provides complete finishing of up to 800 pounds (360 kg) per hour in less than half the floor space of a separate ironer and folder. The optional built-in O.P.L. spreader / feeder for large pieces and multi-lane folding for small pieces is also available.
After traveling through the drying ironer, linen moves directly into the primary fold section where one or two primary folds are performed by timed air pulses. The crossfold section and stacker / conveyor are identical to those found on the Skyline large piece folder series featuring self-contained motor drives for improved efficiency and reduced maintenance. Chicago's exclusive air jet crossfolding eliminates the punch blade at the third crossfold. A neatly crossfolded package with hidden selvage edges is delivered to the left side receiving shelf or in adjustable height stacks on the optional automatic stacker with conveyor.
- Our all in one ironer provides the same quality you'd expect from one of our separate units, but provides the space saving convenience of a combination machine.
- Complete high speed ironing/folding and stacking in less than half the floor space of separate units
- Optional OPL Built In Spreader Feeder for single person operation
- Choice of three powerful roll diameters: 24″ (600mm), 28″ (700mm) and 32″ (800mm) with finishing widths of 120″ (3048mm) or 136″ (3454mm)
- Labour savings with less operators
- Environmentally safe Nomex high temperature textiles for longevity and easy replacement
- High-efficiency POWER burner produces maximum drying power for faster evaporation of moisture from wet linen
- On gas fired models, Eagle-Eye electronic touchless ironing temperature sensor assures pinpoint temperature control without need for mechanical contact shoe
- Offers one or two primary folds with up to three crossfolds and stacker/conveyor (dependent on model)
- Four lane primary folding is also an option
- Available in gas or steam heating
|Product code
|Roll - 600mm, 700mm, 800mm


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Auto-create groups
Note: You are currently viewing documentation for Moodle 1.9. Up-to-date documentation for the latest stable version is available here: Auto-create groups.
- Create/edit group
- Assign users to group
- Auto-create groups
- Groupings tab
- Overview tab
- Groups vrs groupings
- Groups FAQ
In Moodle 1.9 onwards, groups can be created automatically, with members being allocated randomly or alphabetically according to their first or last name.
Specify and Group/Member count work together.
You can specify if you would like to create
- x number of Groups or
- each group contain x number of students
- When selecting Members per group the Prevent last small group will allocate additional members to an existing group rather then create a new group with fewer members than x.
A naming scheme can be created automatically. For example: Group @ will create group with a naming scheme Group A, Group B, Group C, etc and Group # will create group with a naming scheme Group 1, Group 2, Group 3. Class @ will create group naming scheme Class A, Class B and etc.
Create in grouping and Grouping name allows you to create a new grouping and allocate the groups to be created to it.


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Real Madrid have agreed a deal to sign FC Porto defender Eder Militao, who is also a target for Manchester United, the club announced on Thursday.
Real Madrid have made an official announcement to confirm that they have secured the services of Eder Militao, who will make his way to the Spanish club in the summer transfer window. The FC Porto centre-back, who was also the subject of interest from Manchester United, has signed a six-year deal with Los Blancos.
Eder Militao has made quite an impression since making his first foray into Europe last summer, when he joined FC Porto from Sao Paulo. Having quickly become a mainstay at the back for the Portuguese heavyweights, the player has made a mark with his ability to read the game smartly.
5 March: Knocked out of the Champions League
11 March: Santiago Solari sacked.
11 March: Zinedine Zidane appointed manager.
14 March: Sign Éder Militão for reported fee of €50m.
Real Madrid are not messing around. 👀 pic.twitter.com/8TuK8lRQ4p
— Squawka News (@SquawkaNews) March 14, 2019
In addition to his defensive acumen, the 21-year-old, like most modern defenders is adept on the ball and is known to be proficient in building up play from the back. His exploits with Porto have also helped Eder to break into the Brazilian National Setup, making his debut last year, while also attracting interest from the likes of Real Madrid and Manchester United.
Real Madrid do have two top class centre-backs in Raphael Varane and captain Sergio Ramos. Beyond the first-choice duo, however, there has been a lack of consistent options to choose from, with Nacho only being a backup, while Jesus Vallejo and Javi Sanchez have their fair share of shortcomings.
To make matters more concerning, both Varane and Ramos have blown hot and cold throughout the campaign. The interest in Eder Militao thus, made a lot of sense, with widespread reports suggesting that Real Madrid were the favourites, ahead of Manchester United, to sign him.
Manchester United, meanwhile, have been known to be in the market for a centre-back since the days of Jose Mourinho. Several defenders from across Europe have been linked with the Premier League giants, largely owing to the inconsistencies of Phil Jones, Eric Bailly and Chris Smalling, meaning a long-term partner for Victor Lindelof needed to be swooped in.
To that end, Eder Militao had been named as a target. But, Manchester United seemed to be likely to finish second best in the race to sign the Brazilian, whose agent Giuliano Bertolucci claimed that Spain was his preferred destination. And, Real Madrid have now prevailed in his pursuit.
Los Blancos have announced that they have reached an agreement with FC Porto on a deal to sign Eder, who will put pen to paper on a six-year contract. They thus, have a player who could be the long-term successor for Sergio Ramos and can also play as a right-back, if needed.
Real Madrid look like they mean business after announcing the return of Zinedine Zidane. As per MARCA, Los Blancos have shelled out €50 million to land him, and it now remains to be seen if Eder Militao can be a top class signing for them, once he makes his way to the Bernabeu in the summer.


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Adorable mouse game Moss comes from PSVR to PC
The Playstation VR experience is a garbage fire. Believe me, I know. So when there's something good, or at least something that tries something new, I love to give it my time and money. One of the only VR experiences that has been worth a darn (and easily the best one on the platform) is this cute platforming game about being the spirit guide to a mouse who wants to save the day. It's about two hours long and it's available through Steam for both HTC Vive and Oculus Rift right now.
Moss follows the adventures of Quill, who must conquer a mysterious force in order to restore order to its collapsed world. To do this, Quill needs to battle monsters and solve puzzles, although you're not directly in control of Quill. You mostly send Quill on the path to puzzle resolution and let the mouse do the work. It's an interesting VR system that also eliminates motion sickness, so that's pretty clever.
Check out the trailer below:
You can grab Moss off Steam right now.
Here's 25 minutes of gameplay if you want a look at, well, maybe a quarter of the entire game. I'd just skip this part and grab the game if you have any interest and the ability to play it.


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Protein Powder Bulk DealsWe Can Pack any of Our Powders Into Larger Quantities for You.
We are now stocking 10kg NZ Whey Protein sacks in some of the most popular flavours, contact us for details!
Buy in Bulk and Save
NZProtein can pack any of our products into larger bulk quantities such as 10kg, 20kg, or more.
We can flavour it in any one of our great tasting flavours, or can leave it natural unflavoured if preferred.
We hold some in stock, otherwise bulk quantities can be custom packaged when batches are manufactured (so there may be a short lead time).
Contact us and we'll give you a price and lead time (if any). Make sure to tell us how much you want, which area you're in, and which flavour(s) you're after!
Place a Review on this product
Dave/NZ Protein supply a great product and it always arrives at something just short of the speed of light. Regards, Jason.http://intensifire.co.nz/
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Thanks you ll be getting another order once i v finished the 16 kg of protein i now have :-)


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Welcome to the official website of the APAB
The Association of Professional Architects of Belize is a non-profit organization that promotes the responsible development of Belize by (1) regulating the practice of Architecture; and (2) promoting the use of Architecture as a tool to achieve safe, healthy communities. The APAB is currently a member of observer status in the International Union of Architects (UIA) comprising 120 member countries worldwide; the Federation of Caribbean Architectural Association (FCAA); and related bodies.
To find out more, visit our About Us page.