text:
Master’s students in the interior design program at the University of Manitoba took on the task of designing an ideal office and resource centre for the Vision Impaired Resource Network as part of a class project.
The Vision Impaired Resource Network has a wish list of things it would love to include in its ideal office resource centre. High on that list would be a mock apartment where those with recent vision loss could relearn their way around a kitchen, a recording studio, a gym and a cafe.
The grand reveal of these designs was held before Christmas in the Harvey Hall at Lions Manor. Of course, vision impairment is not a one size-fits-all phenomenon and it often co-exists with other conditions. Before lifting a pencil, the students listened to a number of those in VIRN’s community who generously shared their vision-loss journeys. Many of the suggestions were incorporated in the beautiful and innovative designs.
Computer-generated images with people photo shopped in for scale really put you inside the offices. Tactile maps featuring engraved braille lettering and engraved patterns delineating each area ensured the tabletop design models were accessible to all.
Durable and attractive cork flooring was often picked for hallways, as it dampens sound. Those with visual impairment respond to multiple cues in their environments and noise pollution can be very disorienting.
The textures, acoustics and colours of the finishes in the designs were carefully picked so that wayfaring to different areas of the office and resource centre would be easier.
From strip lighting along the bottom of hallways that’s wide enough for those using white canes and those with guide dogs, to a Japanese wood-burning technique (Shou-sugi-ban) used on the ceiling and walls of the gym so it can be identified by smell — there were many ingenious wayfaring aids in the designs.
A new office resource centre is just a dream for now but, thanks to the students’ hard work, everyone who attended the event learned more about inclusive design and how little design tweaks can make life easier for those with visual impairments.

lowercased:
master’s students in the interior design program at the university of manitoba took on the task of designing an ideal office and resource centre for the vision impaired resource network as part of a class project.
the vision impaired resource network has a wish list of things it would love to include in its ideal office resource centre. high on that list would be a mock apartment where those with recent vision loss could relearn their way around a kitchen, a recording studio, a gym and a cafe.
the grand reveal of these designs was held before christmas in the harvey hall at lions manor. of course, vision impairment is not a one size-fits-all phenomenon and it often co-exists with other conditions. before lifting a pencil, the students listened to a number of those in virn’s community who generously shared their vision-loss journeys. many of the suggestions were incorporated in the beautiful and innovative designs.
computer-generated images with people photo shopped in for scale really put you inside the offices. tactile maps featuring engraved braille lettering and engraved patterns delineating each area ensured the tabletop design models were accessible to all.
durable and attractive cork flooring was often picked for hallways, as it dampens sound. those with visual impairment respond to multiple cues in their environments and noise pollution can be very disorienting.
the textures, acoustics and colours of the finishes in the designs were carefully picked so that wayfaring to different areas of the office and resource centre would be easier.
from strip lighting along the bottom of hallways that’s wide enough for those using white canes and those with guide dogs, to a japanese wood-burning technique (shou-sugi-ban) used on the ceiling and walls of the gym so it can be identified by smell — there were many ingenious wayfaring aids in the designs.
a new office resource centre is just a dream for now but, thanks to the students’ hard work, everyone who attended the event learned more about inclusive design and how little design tweaks can make life easier for those with visual impairments.


text:
This might be good for the likes of those who live at this rural spot - I recently quoted them for a EAD circuit to rescue them from the paltry 0.3 Mbps connection they can get on copper. The Excess Construction Costs were staggeringly high.
Whilst providing the geographically challenged speeds of 10 Mbps sounds great; speed and the need for speed will continue to outpace their requirement. Streaming 4K Ultra High Definition, for example, requires about 25 Mbps speeds and although it is relatively new right now, it will be the norm in the coming years and 10 Mbps will not suffice.
We are seeing this in the EAD circuits we are delivering to customers at 2 Circles. There is already a fierce trend building on bearer circuits, where we no longer sell 10Mb bearers as they are too limiting. The amount of 100Mb bearers is in sharp decline as businesses conclude that within a mere 36 months they might require greater. 1Gb bearers are becoming the norm, where some customers have ordered and installed (subject to the usual postcode lottery) a 1Gb circuit running at the full 1 Gbps speed for less than £500 per month. 2017 has also seen our first internet facing 10Gb bearer order and we have more in quote stage right now.
It’s difficult to see how 10 Mbps speeds in 2020 is going to make any real difference to 0.3 Mbps today for the UK Small Business. Plus ça change, plus c'est la même chose?
"Homes and businesses will have a legal right to demand faster broadband speed by 2020, the government has said, after rejecting a voluntary offer from BT."

lowercased:
this might be good for the likes of those who live at this rural spot - i recently quoted them for a ead circuit to rescue them from the paltry 0.3 mbps connection they can get on copper. the excess construction costs were staggeringly high.
whilst providing the geographically challenged speeds of 10 mbps sounds great; speed and the need for speed will continue to outpace their requirement. streaming 4k ultra high definition, for example, requires about 25 mbps speeds and although it is relatively new right now, it will be the norm in the coming years and 10 mbps will not suffice.
we are seeing this in the ead circuits we are delivering to customers at 2 circles. there is already a fierce trend building on bearer circuits, where we no longer sell 10mb bearers as they are too limiting. the amount of 100mb bearers is in sharp decline as businesses conclude that within a mere 36 months they might require greater. 1gb bearers are becoming the norm, where some customers have ordered and installed (subject to the usual postcode lottery) a 1gb circuit running at the full 1 gbps speed for less than £500 per month. 2017 has also seen our first internet facing 10gb bearer order and we have more in quote stage right now.
it’s difficult to see how 10 mbps speeds in 2020 is going to make any real difference to 0.3 mbps today for the uk small business. plus ça change, plus c'est la même chose?
"homes and businesses will have a legal right to demand faster broadband speed by 2020, the government has said, after rejecting a voluntary offer from bt."


text:
Help support Palmer Land Trust via the Give! campaign during this social event at Gold Hill Mesa on December 10 featuring a short presentation by mountain biking World Champion, former Olympian and US Bicycling Hall of Fame inductee Alison Dunlap. Food, beer and wine provided by Gold Hill Mesa and Bristol Brewery.
Please register by December 7.

lowercased:
help support palmer land trust via the give! campaign during this social event at gold hill mesa on december 10 featuring a short presentation by mountain biking world champion, former olympian and us bicycling hall of fame inductee alison dunlap. food, beer and wine provided by gold hill mesa and bristol brewery.
please register by december 7.


text:
Some time in February I went to visit the Neurologist an experience I wrote about in the above post. I expressed very little about my experience with Dr. S as I was, at the time, extremely emotional. When I went into the meeting I was under the impression that I was meeting with my new Neurologist. I was excited and hopeful that I was going to get answers and treatment options, something Dr G had not provided. I had no idea that I was stepping into an ambush but that is exactly what it was an ambush.
Dr. S was extremely condescending and accusatory. When I explained the mix up to her in detail and with the collaboration of my husband she flat out told me that I have memory and mental health issues and thus I cannot expect anyone to trust my version of the story. She also indicated that I should not trust my own experience given my issues. I walked out of that appointment in tears. I cried for days afterwards. Sam wanted to report Dr. G for gross incompetence but I told him without written proof we don’t have a case. I am a terrible record keeper and tend to delete and dispose without much consideration so I figured even if we did scour our records the likelihood of finding something to corroborate our side of the story was unlikely. I wanted to move forward with treatment for PNES and put everything behind me. The experience was horrible and it severely damaged my trust in the health care system. Worse than that the experience has caused me to second guess myself to an unhealthy and debilitating degree.
I have been doing extensive spring cleaning over the last few weeks and today I decided to tackle some of our paperwork a task I have been dreading for years! Today I found proof a certified letter from Dr. R stating that I have Epilepsy. I can’t tell you how much it means to me. Why is it so important? Because it validates and corroborates what I’ve been telling Dr. G all along. Dr. R told me on numerous occasions that I had Epilepsy but Dr. G and Dr. S insisted so much that I was lying that I had started to believe I’d brainwashed myself and all my friends and family besides. I needed to see written proof. No I don’t plan to pursue legal action because I want nothing at all to do with any of the doctors involved. No I don’t plan to find a new Neurologist for treatment of Epilepsy I am still proceeding with this being psychological in origin. I doubt the competence of every doctor involved but the facts remain that medication was not effective so I have no choice but to take an alternate route.
I received an unsettling letter in the mail recently asking why I wanted to discontinue counseling services. I emailed my therapist promptly telling her I had no such intentions. I asked her why she thought I wanted to discontinue and it appears that when Dr. S discontinued my services that she attempted to discontinue more than just my Neurology services. Am I pissed off? You bet but I have a feeling if I attempt to contact Dr. G or Dr. S in any form they would just make a mess of everything. I do wonder if I need to find a new therapist as this one has been in contact with Dr. S and Dr. G and has already been confused. I fear I might not be able to straiten the situation out properly and establish a trusting relationship.

lowercased:
some time in february i went to visit the neurologist an experience i wrote about in the above post. i expressed very little about my experience with dr. s as i was, at the time, extremely emotional. when i went into the meeting i was under the impression that i was meeting with my new neurologist. i was excited and hopeful that i was going to get answers and treatment options, something dr g had not provided. i had no idea that i was stepping into an ambush but that is exactly what it was an ambush.
dr. s was extremely condescending and accusatory. when i explained the mix up to her in detail and with the collaboration of my husband she flat out told me that i have memory and mental health issues and thus i cannot expect anyone to trust my version of the story. she also indicated that i should not trust my own experience given my issues. i walked out of that appointment in tears. i cried for days afterwards. sam wanted to report dr. g for gross incompetence but i told him without written proof we don’t have a case. i am a terrible record keeper and tend to delete and dispose without much consideration so i figured even if we did scour our records the likelihood of finding something to corroborate our side of the story was unlikely. i wanted to move forward with treatment for pnes and put everything behind me. the experience was horrible and it severely damaged my trust in the health care system. worse than that the experience has caused me to second guess myself to an unhealthy and debilitating degree.
i have been doing extensive spring cleaning over the last few weeks and today i decided to tackle some of our paperwork a task i have been dreading for years! today i found proof a certified letter from dr. r stating that i have epilepsy. i can’t tell you how much it means to me. why is it so important? because it validates and corroborates what i’ve been telling dr. g all along. dr. r told me on numerous occasions that i had epilepsy but dr. g and dr. s insisted so much that i was lying that i had started to believe i’d brainwashed myself and all my friends and family besides. i needed to see written proof. no i don’t plan to pursue legal action because i want nothing at all to do with any of the doctors involved. no i don’t plan to find a new neurologist for treatment of epilepsy i am still proceeding with this being psychological in origin. i doubt the competence of every doctor involved but the facts remain that medication was not effective so i have no choice but to take an alternate route.
i received an unsettling letter in the mail recently asking why i wanted to discontinue counseling services. i emailed my therapist promptly telling her i had no such intentions. i asked her why she thought i wanted to discontinue and it appears that when dr. s discontinued my services that she attempted to discontinue more than just my neurology services. am i pissed off? you bet but i have a feeling if i attempt to contact dr. g or dr. s in any form they would just make a mess of everything. i do wonder if i need to find a new therapist as this one has been in contact with dr. s and dr. g and has already been confused. i fear i might not be able to straiten the situation out properly and establish a trusting relationship.


text:
Søgne is an elegant dress, perfect for festive occasions in the cold part of the year. It’s made of a stretchy and soft velour fabric, which drapes comfortably around your body.
The dress comes in an Emerald green colour, inspired by the colour palette of the Mallard duck.
HEKNE is a slow fashion brand offering garments made of organic, recycled and natural materials. The brand’s visual design concept is inspired by nature; every collection carries the colours of a selected bird. The company was established in 2013 by Anja Birgitte Daatland Hekne and Siglinde Maria Lunde. Anja has a BA degree in Fashion Design from Ravensbourne College in London and has studied Marketing Management at CPHbusiness in Copenhagen. Siglinde has a MA degree in PR and marketing from BI Norwegian Business School in Oslo.
Standard Mainland UK and Europe, estimated delivery times for non- made to order items on average is 3-7 days. Made to order items may take longer and will be decided upon once measurements and details are exchanged. International delivery prices on average will take between 5-10 days and further estimated delivery times will be displayed in more detail on each product page and at checkout.
© 2018 Modafirma. Modafirma and the Modafirma Logo are registered trademarks of Modafirma Ltd and are registered in various locations globally.

lowercased:
søgne is an elegant dress, perfect for festive occasions in the cold part of the year. it’s made of a stretchy and soft velour fabric, which drapes comfortably around your body.
the dress comes in an emerald green colour, inspired by the colour palette of the mallard duck.
hekne is a slow fashion brand offering garments made of organic, recycled and natural materials. the brand’s visual design concept is inspired by nature; every collection carries the colours of a selected bird. the company was established in 2013 by anja birgitte daatland hekne and siglinde maria lunde. anja has a ba degree in fashion design from ravensbourne college in london and has studied marketing management at cphbusiness in copenhagen. siglinde has a ma degree in pr and marketing from bi norwegian business school in oslo.
standard mainland uk and europe, estimated delivery times for non- made to order items on average is 3-7 days. made to order items may take longer and will be decided upon once measurements and details are exchanged. international delivery prices on average will take between 5-10 days and further estimated delivery times will be displayed in more detail on each product page and at checkout.
© 2018 modafirma. modafirma and the modafirma logo are registered trademarks of modafirma ltd and are registered in various locations globally.


text:
Ensemble Table 4 Chaises SERNAN Coloris Gris H Tre CONFORAMA Ensemble Table Et Chaise Conforama G 495853 A Ensemble Table Et Chaise Conforama 2 is free HD wallpaper. This wallpaper was upload at October 22, 2018 upload by in Maison Et Decoration.
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ensemble table 4 chaises sernan coloris gris h tre conforama ensemble table et chaise conforama g 495853 a ensemble table et chaise conforama 2 is free hd wallpaper. this wallpaper was upload at october 22, 2018 upload by in maison et decoration.
description: ensemble table 4 chaises sernan coloris gris h tre conforama ensemble table et chaise conforama g 495853 a ensemble table et chaise conforama 2 from the above resolutions which is part of the maison et decoration. download this image for free in hd resolution the choice "download button" below. if you do not find the exact resolution you are looking for, then go for a native or higher resolution.
download ensemble table 4 chaises sernan coloris gris h tre conforama ensemble table et chaise conforama g 495853 a ensemble table et chaise conforama 2 with original resolution click here!
6 photos of "ensemble table 4 chaises sernan coloris gris h tre conforama ensemble table et chaise conforama g 495853 a ensemble table et chaise conforama 2"
related posts of "ensemble table 4 chaises sernan coloris gris h tre conforama ensemble table et chaise conforama g 495853 a ensemble table et chaise conforama 2"


text:
Len Hjalmarson has some thoughts on Good to Great, which I mentioned recently. Collins identifies a certain type of successful CEO which exhibits what he calls “Level 5 Leadership.” Len links to a Fast Company article from 2001 which provides a good overview of Collins’ book, which includes a section on how change occurs. I find not only Collins’ thinking on effective leadership to be of note, but also his outline of how change occurs. Slowly, gradually, gaining momentum… until the tipping point (not his phrase, I’m mixing metaphors again). I think this perspective is instructive for the missional church, on both counts.
I picked up Good to Great about a week ago and I’m finding a lot of links about the information as it applies to personal goals, non-profit (I read the monograph on the social service sector before the book, an order I don’t recommend), and the church.
Bill, I’m quite struck by your comment that Level 5 leadership is out of line with Mat. 20:25-28. My own reaction was how similar they are. Level 5 leaders are personally humble and put the good of the company over their own aspirations. In the book it also talks about executives who gave their workers privileges and benefits that they themselves didn’t have. A servant leadership model runs through the book, so I’m not sure where you see incongruity.
I would tend to see Level 5 Leadership as more like a business implimentation of servant leadership rather than a model for biblical leadership. It doesn’t purport to be that, and though I see some parallels I don’t think it’s a good idea to force the comparison to run in the wrong direction. I am also troubled at the widespread use of Collins for church purposes, maingly BHAGs as you say. A “spiritualized BHAG” might still just be presumption and personal ambition. The contexts using Collins in the church seem to be more Willow Creed Pastor-as-CEO types, and I’m uncomfortable with that whole scene. As Jude says, I do see a servant leadership them running through the book, but that might tend to be ignored in the Pastor-as-CEO type of thinking. I don’t think the leadership the Collins describes is incongrouous with the New Testament, but it’s only a small slice of the picture… but it doesn’t try to be any more than what it is.
Recently I’ve been thinking about the flywheel and the idea of the emerging/missional church gaining momentum, which I really like.
For the record, I read the book as a business owner looking for its insights for business purposes… whatever I’m taking from it for church leadership contexts is for me secondary and incidental. I’m not sure I would recommend it for anyone looking for insight specifically and only for the church… for those who just want a good overview for that purpose, read the article I linked. For those interested in the business angle, I can’t recommend it more highly than to say it’s the most important book I’ve read since Cluetrain.
Rob suggested that I contact you. I’ve been watching the site since spring.
He said that we each had some common experiences re the ch and ch leadership.
I am continuing research and would like some contact and input from others.
Maybe you could contact me via email. Thanks.
The challenge of godly leadership and its requirements continue to challenge the thinking and paradigms of leadership by many. Keep at it.
Jesus himself drew upon business analogies – but didn’t use business as a basis for designing the kingdom. I hear BM (that is a rather unfortunate initial set for your pseudonym, isn’t it) on making sure one doesn’t run the comparison the wrong way. I see it as when one follows biblical principles, even when not necessarily trying to be biblical, it tends to work. I think it’s unfortunate that ethics didn’t enter into the topic at all, and that Phillip Morris was included as a great company. Nonetheless, it is a fabulous book in identifying principles that will help any individual or organization get where they want to go.
Can anyone tell the difference between Willowback’s “Pastor-as-CEO”, the New Apostlic Reformation’s self-identified “apostles & prophets of the city and/or nation”, and Collins’ Level Five leaders?
I say that because, as someone who was royally “burnt” (or you can insert more colourful metaphors if you prefer) by the pastor-as-CEO types, I clearly recall them all carrying and quoting Collins’ Good To Great like it was the fifth Gospel.
In the place I came from, the pastors were seen carrying the Bible around and quoting it plus the leader’s/”apostle’s” interpretation as if it were the fifth gospel. Incessant quoting of Collins in this way proves to me that they don’t “get” it and that they are not operating as level 5 leaders.
Yes, since Collins wrote for a business crowd about business, there is a lot that the CEO-aspiring pastor will latch onto. What he says about leadership is mostly contained within a single chapter, and it’s almost an aside about the common qualities of successful leaders/CEOs. Some of the major commonalities are that they were largely unknown, they often rose from within the ranks of the company, and they are incredibly humble, not needing the limelight. They point to others following succeses, and they point to themselves following failures. How many CEO-aspiring pastors does this sound like? Precious few… or none, I’d say.
Don’t let their use of Collins’ work turn you off of him. There are some real nuggets in there about managing change… change from good to great. Let’s say the inherited church is the “good” but we’re hoping to make something great. So what do we need to know about how change takes place? Now you’re digging for the right stuff in Collins’ book. If you want to know how to be a great grand-poobah CEO leader, there’s stuff in there… but if that’s what you’re looking for, you won’t like what you find, and you won’t be properly equipped to negotiate the change being considered. That’s the issue with so many of these CEO-aspiring pastors, they’re not on the same page as this, and they can’t even see it.
I tend to much prefer “Bro.M.” for obvious reasons. The inclusion of Phillip Morris is discomforting from an ethical standpoint, but considering what Collins is on about and why, it must be acknowledged that PM is or was a very well-run company in the timeframe, and as such they help to inform Collins’ findings. This is one of things that’s so valuable about his book… it’s not a data sample of qualifying companies, it’s based on all of them.
I’m curious about the monograph though, as I haven’t read it. Does it genuinely add much for nonprofits, or just change a couple of the terms involved (like changing “profit” in the hedgehog concept)? Mostly wondering if some of those shifts or adaptations are fairly obvious even without the companion piece.
Robbymac, might I say, moi aussi.
I’m a fan of Collins for business. The church isn’t one. I’d be happy to NEVER see G2G or Built to Last in a church leader’s office. My experience (scars included) suggests they’ve done more harm than good.
The monograph makes a point of saying that non-profits should not try to run like businesses, because most businesses aren’t following concepts that will lead to greatness. Collins notes that although they used businesses to identify good-to-great concepts, it was primarily because stock prices made it easy to come up with a set of guidelines to separate great companies from the rest. Collins doesn’t see the priniciples as business concepts, just that businesses were used to identify them. So in the monograph, Collins says that these priniciples can be applied to the non-profit sector, including churches. But he did rework the profit-per-unit concept (what was it called, the economic denominator?) as abviously we don’t measure ourselves by $$.
Other than that I’ve forgotten a lot of the monograph. After reading it I realized I needed to read the book and understand the concepts before I could appreciate the adjustments for the non-profit sector.
Another book worth a look is Joy at Work by Dennis Bakke. Bakke, a Christian business man, writes about the company he co-founded and the culture they created was very similar to what Collins talks about, only Bakke directly relates them to his faith, although the book is written to a secular audience.
I’m still a bit surprised by the negative reaction to church leaders using the principles of GTG. I frankly think that the church needs a good dose of a lot of what’s in there. Too many Level 4 leaders, trying to bring about change through motivation strategies and one more conference, eternal optimism about the healings and revival without any reality checks. I could go on and on. But I’m a bit jaded right now and probably not that balanced. What’s true is true no matter where it’s found. I could easily see someone trying to use the book to apply prinicples that the book is against. But then again, people do that with the Bible, too.
I have just stunbled to this blog and am interested in the article you refer to above.
But cannot find the link. Would you be so kind as to email it to me, or post it here.

lowercased:
len hjalmarson has some thoughts on good to great, which i mentioned recently. collins identifies a certain type of successful ceo which exhibits what he calls “level 5 leadership.” len links to a fast company article from 2001 which provides a good overview of collins’ book, which includes a section on how change occurs. i find not only collins’ thinking on effective leadership to be of note, but also his outline of how change occurs. slowly, gradually, gaining momentum… until the tipping point (not his phrase, i’m mixing metaphors again). i think this perspective is instructive for the missional church, on both counts.
i picked up good to great about a week ago and i’m finding a lot of links about the information as it applies to personal goals, non-profit (i read the monograph on the social service sector before the book, an order i don’t recommend), and the church.
bill, i’m quite struck by your comment that level 5 leadership is out of line with mat. 20:25-28. my own reaction was how similar they are. level 5 leaders are personally humble and put the good of the company over their own aspirations. in the book it also talks about executives who gave their workers privileges and benefits that they themselves didn’t have. a servant leadership model runs through the book, so i’m not sure where you see incongruity.
i would tend to see level 5 leadership as more like a business implimentation of servant leadership rather than a model for biblical leadership. it doesn’t purport to be that, and though i see some parallels i don’t think it’s a good idea to force the comparison to run in the wrong direction. i am also troubled at the widespread use of collins for church purposes, maingly bhags as you say. a “spiritualized bhag” might still just be presumption and personal ambition. the contexts using collins in the church seem to be more willow creed pastor-as-ceo types, and i’m uncomfortable with that whole scene. as jude says, i do see a servant leadership them running through the book, but that might tend to be ignored in the pastor-as-ceo type of thinking. i don’t think the leadership the collins describes is incongrouous with the new testament, but it’s only a small slice of the picture… but it doesn’t try to be any more than what it is.
recently i’ve been thinking about the flywheel and the idea of the emerging/missional church gaining momentum, which i really like.
for the record, i read the book as a business owner looking for its insights for business purposes… whatever i’m taking from it for church leadership contexts is for me secondary and incidental. i’m not sure i would recommend it for anyone looking for insight specifically and only for the church… for those who just want a good overview for that purpose, read the article i linked. for those interested in the business angle, i can’t recommend it more highly than to say it’s the most important book i’ve read since cluetrain.
rob suggested that i contact you. i’ve been watching the site since spring.
he said that we each had some common experiences re the ch and ch leadership.
i am continuing research and would like some contact and input from others.
maybe you could contact me via email. thanks.
the challenge of godly leadership and its requirements continue to challenge the thinking and paradigms of leadership by many. keep at it.
jesus himself drew upon business analogies – but didn’t use business as a basis for designing the kingdom. i hear bm (that is a rather unfortunate initial set for your pseudonym, isn’t it) on making sure one doesn’t run the comparison the wrong way. i see it as when one follows biblical principles, even when not necessarily trying to be biblical, it tends to work. i think it’s unfortunate that ethics didn’t enter into the topic at all, and that phillip morris was included as a great company. nonetheless, it is a fabulous book in identifying principles that will help any individual or organization get where they want to go.
can anyone tell the difference between willowback’s “pastor-as-ceo”, the new apostlic reformation’s self-identified “apostles & prophets of the city and/or nation”, and collins’ level five leaders?
i say that because, as someone who was royally “burnt” (or you can insert more colourful metaphors if you prefer) by the pastor-as-ceo types, i clearly recall them all carrying and quoting collins’ good to great like it was the fifth gospel.
in the place i came from, the pastors were seen carrying the bible around and quoting it plus the leader’s/”apostle’s” interpretation as if it were the fifth gospel. incessant quoting of collins in this way proves to me that they don’t “get” it and that they are not operating as level 5 leaders.
yes, since collins wrote for a business crowd about business, there is a lot that the ceo-aspiring pastor will latch onto. what he says about leadership is mostly contained within a single chapter, and it’s almost an aside about the common qualities of successful leaders/ceos. some of the major commonalities are that they were largely unknown, they often rose from within the ranks of the company, and they are incredibly humble, not needing the limelight. they point to others following succeses, and they point to themselves following failures. how many ceo-aspiring pastors does this sound like? precious few… or none, i’d say.
don’t let their use of collins’ work turn you off of him. there are some real nuggets in there about managing change… change from good to great. let’s say the inherited church is the “good” but we’re hoping to make something great. so what do we need to know about how change takes place? now you’re digging for the right stuff in collins’ book. if you want to know how to be a great grand-poobah ceo leader, there’s stuff in there… but if that’s what you’re looking for, you won’t like what you find, and you won’t be properly equipped to negotiate the change being considered. that’s the issue with so many of these ceo-aspiring pastors, they’re not on the same page as this, and they can’t even see it.
i tend to much prefer “bro.m.” for obvious reasons. the inclusion of phillip morris is discomforting from an ethical standpoint, but considering what collins is on about and why, it must be acknowledged that pm is or was a very well-run company in the timeframe, and as such they help to inform collins’ findings. this is one of things that’s so valuable about his book… it’s not a data sample of qualifying companies, it’s based on all of them.
i’m curious about the monograph though, as i haven’t read it. does it genuinely add much for nonprofits, or just change a couple of the terms involved (like changing “profit” in the hedgehog concept)? mostly wondering if some of those shifts or adaptations are fairly obvious even without the companion piece.
robbymac, might i say, moi aussi.
i’m a fan of collins for business. the church isn’t one. i’d be happy to never see g2g or built to last in a church leader’s office. my experience (scars included) suggests they’ve done more harm than good.
the monograph makes a point of saying that non-profits should not try to run like businesses, because most businesses aren’t following concepts that will lead to greatness. collins notes that although they used businesses to identify good-to-great concepts, it was primarily because stock prices made it easy to come up with a set of guidelines to separate great companies from the rest. collins doesn’t see the priniciples as business concepts, just that businesses were used to identify them. so in the monograph, collins says that these priniciples can be applied to the non-profit sector, including churches. but he did rework the profit-per-unit concept (what was it called, the economic denominator?) as abviously we don’t measure ourselves by $$.
other than that i’ve forgotten a lot of the monograph. after reading it i realized i needed to read the book and understand the concepts before i could appreciate the adjustments for the non-profit sector.
another book worth a look is joy at work by dennis bakke. bakke, a christian business man, writes about the company he co-founded and the culture they created was very similar to what collins talks about, only bakke directly relates them to his faith, although the book is written to a secular audience.
i’m still a bit surprised by the negative reaction to church leaders using the principles of gtg. i frankly think that the church needs a good dose of a lot of what’s in there. too many level 4 leaders, trying to bring about change through motivation strategies and one more conference, eternal optimism about the healings and revival without any reality checks. i could go on and on. but i’m a bit jaded right now and probably not that balanced. what’s true is true no matter where it’s found. i could easily see someone trying to use the book to apply prinicples that the book is against. but then again, people do that with the bible, too.
i have just stunbled to this blog and am interested in the article you refer to above.
but cannot find the link. would you be so kind as to email it to me, or post it here.


text:
China and Finland - a burgeoning cooperation on ice. China head coach Juha Nurminen (left) together with assistant coach Hu Jiang (right).
Kites are said to rise highest against the wind, not with it. For the ascent of the Chinese dragon, a combination of inexperience and bad luck has so far seen results go against them at the 2019 IIHF World Championships Division II Group A.
Without any points on board so far and facing Belgium during the final day, the prerequisites for China´s senior men´s team are simple: A regular time win will keep China in the group and instead send the Belgians down to Division IIB next season.
It is a relegation-decider which could have major implications for China in their attempts to assert themselves in the hockey world ahead of hosting the 2022 Beijing Winter Olympics.
In order to speed up the development, twelve members on the Chinese roster currently playing in Division IIA spent most of their season honing their skills deep in the Finnish forests at the Olympic Training Center in Vuokatti, 500 kilometres north of its capital Helsinki.
“When the players first came to Vuokatti and I talked to the players, hockey was all about who scored the most goals. Today, they talk about how to defend and first after that how you score,” said China head coach Juha Nurminen, who worked with the Espoo Blues U20 team when China came calling last September.
Jumping at the chance to work with future Olympic athletes, Nurminen rolled up his sleeves and has since October last year worked intensively with 14 skaters and three goalies from its base in Finland.
“The skill level is a bit different from a Finnish hockey player, but they learned a lot. The players came to Vuokatti with a good attitude and normally we have two sessions on ice per day. First, we work on skills for 75 minutes and then later we work on our game for another 75 minutes. I think there has been a big difference from the middle of October to this day,” he said.
With communication initially being a challenge, Nurminen grew accustomed to speaking through an interpreter and soon threw the Chinese into the deep end with exhibition games against Finnish opponents.
“We won against all the teams we faced from the II-division (fourth level). We then lost in overtime against Haukat Jarvenpaa from Suomi-sarja (third tier) and against the U20 team of the Espoo Blues it got a little bit too hard for us. In all these games we played good ice hockey,” he said.
In Belgrade at the World Championship Division II Group A, it has been a mixed bag of performances so far. In China´s opener, Spain scored an empty netter to win 5-3. They followed it up with an undisciplined 0-7 loss against Croatia. China then gave away a three-goal lead in the final frame against hosts Serbia to lose 5-6. They were at it again when late penalties cost them dearly against Australia who in the end turn the game to edge China 2-3.
In short, a lot of room for improvements for a group of players who in less than three years should be the core of skaters to represent China at the 2022 Beijing Winter Olympics.
“It is difficult to say how many of these will play at the Olympics, but most of them that are here should play for China. I don´t know where they will find other players. There are good players in both the U18 and U20 team and they have three years’ time to develop. I cannot say how many will play, but someone will have to play,” said Nurminen.
China head coach Juha Nurminen (left) together with assistant coach Hu Jiang (right) at a practice in Belgrade.
Hu Jiang is currently Nurminen´s assistant coach and also a former head coach for China when they won promotion to from the 2017 IIHF Ice Hockey World Championship Division II Group B played in Auckland, New Zealand.
“Hockey is a sport you need to develop long term, so right now we are doing our best to develop hockey as a sport in schools and that should help the entire country to develop more hockey players in the future,” he said.
Also a prominent player for the Chinese national team, Jiang was at the peak of his powers at the turn of this century with a burgeoning Chinese national team.
“My best memory from playing for China was at the 2000 World Championship C-Pool in Beijing when we got up to the B-Pool. I am glad to have been part of that team that played in that division,” he said about the Chinese national team before it hit a slump in their hockey development.
“At that time we had six to eight good, competitive teams in our national championship. Now we only have three-four. The pool of players have been diminishing drastically, which is the main reason why our hockey in China was going down,” said Jiang, who also works as a coach for one of the country´s leading clubs in player development, Qiqihar in the north-eastern Heilongjiang province.
With a deep insight into the Chinese game, how would Jiang rate his nation´s hockey prospects at the 2022 Beijing Winter Olympics?
“As the host, we like to show good performances, and since we fought long to host the Olympics, we are trying our best to prepare ice hockey. It will be a long process but we are trying our best to prepare us for it,” said Jiang, who hopes for continued growth in the cooperation between China and Finland.
“We have had a political program in winter sports between China and Finland this year. We are tightly bonded with many winter sports and we hope to extend these programs in order to develop more hockey players. From my point of view, we should continue going to a country with such a high level of ice hockey like Finland and even try to play in a league there. But that will be the decision of the supervisors of the Chinese Ice Hockey Association,” said Jiang.

lowercased:
china and finland - a burgeoning cooperation on ice. china head coach juha nurminen (left) together with assistant coach hu jiang (right).
kites are said to rise highest against the wind, not with it. for the ascent of the chinese dragon, a combination of inexperience and bad luck has so far seen results go against them at the 2019 iihf world championships division ii group a.
without any points on board so far and facing belgium during the final day, the prerequisites for china´s senior men´s team are simple: a regular time win will keep china in the group and instead send the belgians down to division iib next season.
it is a relegation-decider which could have major implications for china in their attempts to assert themselves in the hockey world ahead of hosting the 2022 beijing winter olympics.
in order to speed up the development, twelve members on the chinese roster currently playing in division iia spent most of their season honing their skills deep in the finnish forests at the olympic training center in vuokatti, 500 kilometres north of its capital helsinki.
“when the players first came to vuokatti and i talked to the players, hockey was all about who scored the most goals. today, they talk about how to defend and first after that how you score,” said china head coach juha nurminen, who worked with the espoo blues u20 team when china came calling last september.
jumping at the chance to work with future olympic athletes, nurminen rolled up his sleeves and has since october last year worked intensively with 14 skaters and three goalies from its base in finland.
“the skill level is a bit different from a finnish hockey player, but they learned a lot. the players came to vuokatti with a good attitude and normally we have two sessions on ice per day. first, we work on skills for 75 minutes and then later we work on our game for another 75 minutes. i think there has been a big difference from the middle of october to this day,” he said.
with communication initially being a challenge, nurminen grew accustomed to speaking through an interpreter and soon threw the chinese into the deep end with exhibition games against finnish opponents.
“we won against all the teams we faced from the ii-division (fourth level). we then lost in overtime against haukat jarvenpaa from suomi-sarja (third tier) and against the u20 team of the espoo blues it got a little bit too hard for us. in all these games we played good ice hockey,” he said.
in belgrade at the world championship division ii group a, it has been a mixed bag of performances so far. in china´s opener, spain scored an empty netter to win 5-3. they followed it up with an undisciplined 0-7 loss against croatia. china then gave away a three-goal lead in the final frame against hosts serbia to lose 5-6. they were at it again when late penalties cost them dearly against australia who in the end turn the game to edge china 2-3.
in short, a lot of room for improvements for a group of players who in less than three years should be the core of skaters to represent china at the 2022 beijing winter olympics.
“it is difficult to say how many of these will play at the olympics, but most of them that are here should play for china. i don´t know where they will find other players. there are good players in both the u18 and u20 team and they have three years’ time to develop. i cannot say how many will play, but someone will have to play,” said nurminen.
china head coach juha nurminen (left) together with assistant coach hu jiang (right) at a practice in belgrade.
hu jiang is currently nurminen´s assistant coach and also a former head coach for china when they won promotion to from the 2017 iihf ice hockey world championship division ii group b played in auckland, new zealand.
“hockey is a sport you need to develop long term, so right now we are doing our best to develop hockey as a sport in schools and that should help the entire country to develop more hockey players in the future,” he said.
also a prominent player for the chinese national team, jiang was at the peak of his powers at the turn of this century with a burgeoning chinese national team.
“my best memory from playing for china was at the 2000 world championship c-pool in beijing when we got up to the b-pool. i am glad to have been part of that team that played in that division,” he said about the chinese national team before it hit a slump in their hockey development.
“at that time we had six to eight good, competitive teams in our national championship. now we only have three-four. the pool of players have been diminishing drastically, which is the main reason why our hockey in china was going down,” said jiang, who also works as a coach for one of the country´s leading clubs in player development, qiqihar in the north-eastern heilongjiang province.
with a deep insight into the chinese game, how would jiang rate his nation´s hockey prospects at the 2022 beijing winter olympics?
“as the host, we like to show good performances, and since we fought long to host the olympics, we are trying our best to prepare ice hockey. it will be a long process but we are trying our best to prepare us for it,” said jiang, who hopes for continued growth in the cooperation between china and finland.
“we have had a political program in winter sports between china and finland this year. we are tightly bonded with many winter sports and we hope to extend these programs in order to develop more hockey players. from my point of view, we should continue going to a country with such a high level of ice hockey like finland and even try to play in a league there. but that will be the decision of the supervisors of the chinese ice hockey association,” said jiang.


text:
DNK Model Management, a professional international model agency – is looking for girls and men with the ambition and desire to pursue an international modelling career.
Girls should be aged 13 to 28 years with heights in the range 174 - 182 cm.
Men should be aged 15 to 35 years with heights on the range 180 – 193 cm.
Be up to date global fashion industry. Follow the news in our group, "VKontakte"
Girls should be aged 13 to 28 years with heights in the range 170 - 182 cm.

lowercased:
dnk model management, a professional international model agency – is looking for girls and men with the ambition and desire to pursue an international modelling career.
girls should be aged 13 to 28 years with heights in the range 174 - 182 cm.
men should be aged 15 to 35 years with heights on the range 180 – 193 cm.
be up to date global fashion industry. follow the news in our group, "vkontakte"
girls should be aged 13 to 28 years with heights in the range 170 - 182 cm.


text:
We are an experimental group in the Department of Chemistry at the University of Bath. In our lab we are actively researching energy materials and perovskite solar cells. We also have projects in photo-microbial fuel cells and self-assembled small molecules for both energy and health-care applications.
For more information, please see the website of my research group.
Cameron, P. & Davies-Brenchley, K.
Cameron, P. & Pilot, M.
Cameron, P. & Baker, R.
Cameron, P. & Pering, S.
Cameron, P. & Poli, I.
Liang, X., Baker, R. W., Wu, K., Deng, W., Ferdani, D., Kubiak, P. S., Marken, F., Torrente-Murciano, L. & Cameron, P. J., 1 Oct 2018, In : Reaction Chemistry and Engineering. 3, 5, p. 640-644 5 p.

lowercased:
we are an experimental group in the department of chemistry at the university of bath. in our lab we are actively researching energy materials and perovskite solar cells. we also have projects in photo-microbial fuel cells and self-assembled small molecules for both energy and health-care applications.
for more information, please see the website of my research group.
cameron, p. & davies-brenchley, k.
cameron, p. & pilot, m.
cameron, p. & baker, r.
cameron, p. & pering, s.
cameron, p. & poli, i.
liang, x., baker, r. w., wu, k., deng, w., ferdani, d., kubiak, p. s., marken, f., torrente-murciano, l. & cameron, p. j., 1 oct 2018, in : reaction chemistry and engineering. 3, 5, p. 640-644 5 p.


text: McAlister, Elizabeth, "The Color of Christ in Haiti" (2014). Faculty Scholarship. 18.

lowercased: mcalister, elizabeth, "the color of christ in haiti" (2014). faculty scholarship. 18.


text: Staubsauger Aufbewahrung 2018 Bett Mit Aufbewahrung Ikea Aufbewahrung Küche is just one of the many collections of pictures or photos that are on this website. you will get a lot of information about in here. We not only provide information about only, you will get a lot more references to design your dream home. So , don't forget to keep visit Odyssea-paris.com to get the latest information about home design, kitchen, bedroom, bathroom, living room, and furniture and more. Staubsauger Aufbewahrung 2018 Bett Mit Aufbewahrung Ikea Aufbewahrung Küche was posted in November 7, 2018 at 11:30 am. Staubsauger Aufbewahrung 2018 Bett Mit Aufbewahrung Ikea Aufbewahrung Küche has viewed by 20 users. Click it and download the Staubsauger Aufbewahrung 2018 Bett Mit Aufbewahrung Ikea Aufbewahrung Küche.

lowercased: staubsauger aufbewahrung 2018 bett mit aufbewahrung ikea aufbewahrung küche is just one of the many collections of pictures or photos that are on this website. you will get a lot of information about in here. we not only provide information about only, you will get a lot more references to design your dream home. so , don't forget to keep visit odyssea-paris.com to get the latest information about home design, kitchen, bedroom, bathroom, living room, and furniture and more. staubsauger aufbewahrung 2018 bett mit aufbewahrung ikea aufbewahrung küche was posted in november 7, 2018 at 11:30 am. staubsauger aufbewahrung 2018 bett mit aufbewahrung ikea aufbewahrung küche has viewed by 20 users. click it and download the staubsauger aufbewahrung 2018 bett mit aufbewahrung ikea aufbewahrung küche.


text:
Please note that if your Carrera has a metal bracelet & you wish to change to a leather strap, you will need a new clasp as well, as the clasp from a metal bracelet cannot be used with a leather strap - see our clasp section for details.
A clasp is not included with the strap - you must remove the deployment clasp from your existing leather strap and transfer it to the new one. The strap CANNOT be used with a pin buckle.

lowercased:
please note that if your carrera has a metal bracelet & you wish to change to a leather strap, you will need a new clasp as well, as the clasp from a metal bracelet cannot be used with a leather strap - see our clasp section for details.
a clasp is not included with the strap - you must remove the deployment clasp from your existing leather strap and transfer it to the new one. the strap cannot be used with a pin buckle.


text:
It’s the end of a grueling workday and you’re still on edge, not yet recovered from the sting of a colleague’s tongue lashing. And it’s not the first time. Is this just another “bad day” on the job, or are you experiencing a form of workplace violence, aka bullying?
Forty-five percent of nurses have been verbally harassed or bullied by other nurses, while 41% have been verbally harassed or bullied by managers or administrators, according to a 2017 survey by RNnetwork.
Thompson, an author and speaker on workplace bullying, said most bullying is nurse to nurse, but other healthcare staff can also be bullies: the nursing assistant who’s been on the unit for 40 years and targets the new RN, or unit secretaries who victimize a particular nurse.
Cole Edmondson, DNP, RN, FACHE, NEA-BC, FAAN, CNO at Texas Health Presbyterian Hospital Dallas, agreed most nurses are bullied by other nurses, and most often through verbal abuse. He cited a December 2016 Texas Department of State Health Services study on workplace violence against nurses that revealed 82% of Texas nurses surveyed had experienced workplace violence, ranging from verbal abuse to physical acts.
Edmonson added bullying can target groups as well as individuals and is really a group phenomenon: one unit taking out their aggressions on another unit, or nurses on a unit bullying new hires or new graduates. Nurses in some areas or specialties may perceive or believe they are superior or “better than” another unit or specialty and degrade them, their care, their education or specialty.
Edmondson said in the literature and in practice “it’s known that nurse bullying ultimately impacts the quality and safety of patient care being provided, as 75% of nurses state they are aware of errors in patient care or issues created when nurse bullying occurs.” Many organizations have chosen to take the journey to Magnet designation to work on improving work environments, empowering nurses and creating excellent outcomes.
Some healthcare institutions are facing bullying head on, while others are reducing the incidence through cultivating a certain culture, said Lynda Olender, PhD, RN, MA, NEA-BC, associate dean, Hunter-Bellvue School of Nursing (New York) Graduate Programs, and a Distinguished Lecturer in Nursing.
Olender said organizations with caring cultures that follow the code of ethics and practice shared governance have a lower incidence of perceived bullying. Such organizations would experience fewer grievances overall because staff feel more valued, she said.
Edmonson asserted leadership should handle bullying by empowering workers through policies and procedures, making them aware bullying is not okay.
One reason bullying continues is that often those who witness or suspect the adverse behavior look the other way or decline to become involved. Nurses can and should stop that malicious pattern.
Rather than turn away, reach out to a colleague who is the target of a bully. “We can all be ‘upstanders’ by intervening in situations or reaching out to a colleague who is the target of a bully,” said Edmonson. “These situations don’t just stop when the bullying behavior is over. They have long lasting effects on mental health and one’s feelings of safety and security.” As nurses learn to identify and confront harmful behaviors toward themselves and coworkers, workplace violence, including bullying of nurses, will not be allowed to persist. Nurses — and patients — will be safer and secure.
Practice self awareness, observing how the situation is provoking an emotional response, recommended Olender.
Edmonson said if a nurse is comfortable doing so, he or she can address it directly with the person. If that’s not possible, Olender recommended practicing a response using role play on his or her own or with a friend.
If the nurse is not comfortable with the direct approach or if a direct discussion does not work, report it to a manager, supervisor or preceptor. If the manager is the problem, said Olender, seek the support of someone else, an educator or someone in human resources.
The nurse should find out the organization’s policy that addresses behaviors that undermine a culture of safety, and make sure he or she is clear on how the person has violated that policy. Then document the experiences with that person, stated Thompson.
Always document the situation: What happened, who said what and who witnessed the incident. Edmondson stresses that documenting needs to happen immediately since one’s impressions and memories are often less precise over time.
New nurses are an easy target for bullies, just because they’re new, noted Thompson. Preventing this starts with the job hunt, so new nurses should do their homework about the healthcare organization to which they are applying, said Olender. “Do they have a caring culture, a code of ethics, policies and procedure in place? Do they have shared governance?” If they do, the likelihood of bullying is probably lower, she said.
Some units can be toxic, Olender said. Ask the right questions in the interview process, such as how scheduling conflicts are handled. She said it’s a positive sign if unit nursing staff are part of the interviewing process, as it shows the organization is empowering the staff to make decisions about colleagues.
Ask if there are policies and procedures for workplace violence. Look at their orientation — what do they do to insure a healthy work environment?
Practice prevention personally as well. “Know what bullies look for in a target,” said Renee Thompson. Bullies look for “nurses who they don’t think will confront or challenge them, who seem insecure or nervous, who are passive communicators — anything that makes them different,” she said. For example, a BSN new hire might find him or herself as a target because most of the other nurses on the unit have associate’s degrees.
A nurse should act confident when starting a new position, Thompson said. Hold your head high. Shake hands of new people with confidence.
Look up the free online resource, the Civility Tool-kit, which addresses bullying behavior across the continuum.
I was a victim of bullying vpby nurses at a facility when the 2008 housing crash happened. The nurse would verbally tell her colleagues behingpd my back within earshot what a horrible RN I was. I was almost at a point of getting fired and went before the nurse manager. I attempted to get my old position back if I was that inept at this one. I ended up going on stress leave and had a conference call with them including professionals who were on my side. The end result? The nurse manager was laid off, as well as some some old timers ( they make too much money), and I got my dignity back. I have a position now where I have boundaries and am respected by families and nurses alike???!
Every person you encounter within your profession can truly make a difference with how they perceive the value of their contributions and efforts by vesting time, and sharing knowledge and experience. It’s easy to turn a blind eye and allow a fellow colluege to struggle, after all, why should they be worthy of not enduring the struggles and lessons earned like a right of passage. I”ll share my beliefs on this. How are we preserving our profession as nurses, when we judge our own without any regard to how we may potentially impact someone’s dream to make an difference guiding a patient towards restoring their health? The journey and struggles one makes to become a nurse may bring hard life lessons, but the very few who stand out and realize vesting in our professions future are the very few that keep hope..hope for passing knowledge and wisdom, along with passing the torch to the future generations of our nursing profession.
Ironic how Edmunson talks about bullying when it is his own nursing units that are the biggest bullies in the DFW metroplex.
1. Directly communicating with my preceptor result. Made me a bigger target. She even said to my face that she, “Hated people” among other horrible things to me.
2. Went to my supervisor who spoke to her but I became an even bigger target by the other nurses who were close friends with my previous preceptor. My new preceptor berated me so badly that I went into a room to cry. I was followed in by two co-workers who saw what she did and offered comfort, advice and even tips on my charting error, But no one spoke out.
3. I spoke to a Nurse educator as part of the new grad program, but that just made things worse. I was targeted as a problem nurse and all my mistakes were blown out of proportion and I was being “spoken to” during my shifts pulled away from care for the most mundane issues. It got ridiculous.
I could see that the writing on the wall was just to get rid of me. I am not a pushover or a whiner. I am an older new grad. A former professional in law enforcement and a veteran. I cannot believe the change these women had on me. I became a shadow of my former confident self. I was a nervous and terrified version of myself. I am afraid to speak up for myself. I fear repercussions, loss of my job and more. The current system of “follow the chain of command” “go to HR” does not work. IMHO I wish a separate entity like an Internal Affairs in law enforcement would be set up by nurses for nurses from outside the established groups within an organization. In the end I left before they found fired me. And now I fear applying anywhere. I’d rather face ISIS then a pack of nurses.
I totally agree!! Everything you said has been true for me at every job I’ve had. So tired of the bullying among nurses!!!
In my opinion bullying in healthcare is very prolific because many nurses are great advocates for their patients, but very poor advocates for themselves. While nurse to nurse bullying is bad, what is worst is when the bullying is coming from a nurse manager to a staff nurse. The staff nurse is at a great disadvantage, however, a nurse should persist that any form of bullying in the workplace be from a nurse to nurse bullying or from a nurse manager to a staff nurse, be stopped!!
Some of the nurses came from different country and they have different accent. Locals understand the english and it will not depend on the english. However, nurses do their best to carefully communicate to their patients to assist them right also.
How amazing to see my own story mirrored by others. I also am being targeted and bullied by management. And while nurses may advocate for pts, they are often reluctant to advocate for a nurse being bullied by management. I imagine the power of at least a handful of our 60 RNs speaking up, but how many actually do!? One.. and that is myself . Stepford wives of nursing who pride themselves on their efficiency, yet when it comes to having the integrity to standing up for other nurses , or to management….. good luck!
I’m going through this as an OT with another OT colleague..horrific sociopath of a bully and sleeps in her car instead of seeing patients.
I am being bullied by management and by the staff. Other nurses do not stick up for you they just stand by and watch. Some participate in bullying. There is no support from management, human resources or anyone. When you report it you get labeled and you are treated as if you are not credible and they attack your character. Wish there was somewhere you can go to get help.
The problem is the “insubordination” accusation. You learn in high school how to talk back to bullies, but if there is a shouting match on the unit, it’s the crime of the century. Instead, I think hospitals should not retaliate when nurses hit back at bullies or if staff argues with the supervisor. Insubordination on an employee’s record should be liable to slander/ libel lawsuit.
I am a 59 year old RN who has worked my entire nursing career without experiencing bullying until recently. I was employed by a health care system as a supervisor of a psychiatric facility in central PA. I worked there for 6 months on a 12 hour weekend option. During that time I began to be harassed, bullied and reported multiple times by three older new RN’s from the Child Adolescent Unit. All three have had other careers and when they finished orientation the DON felt they should be cross trained to cover the hospital as supervisor. Administration paid them ten dollars an hour on top of their regular salary when they covered the facility. This was enough financial incentive as well as them wanting my weekend option position. All three were all on a 5 day per week schedule rotating shifts. I reported the bullying and it was dismissed by nursing administration and so I took it to Hospital Administration. After that I was assaulted by a teenager and was on workman’s comp for a week and when I returned I was treated even worse by Nursing Administration. The bullying went as far as me having my car tire slashed while at work. I realize now that not every nurse who works at a psychiatric facility has good mental health and administration does not like anyone shining a bright light on situations where experienced supervisors are bullied by staff. Eventually I wrote a letter to the CEO of the health system. I did receive a meeting at corporate headquarters and a sincere apology from the corporate level administrators, however the real issue still remains that I have PTSD from such a traumatic work experience and the psychiatric hospital now has one of the three young inexperienced nurses as the supervisor in my old position and they continue to bully older professional employees. Sometimes we must realize that bullying is a corporate culture and it was not only allowed it was fostered and those who engaged it in at every level realized this too. The entire staff at this hospital now know that it will be tolerated and maybe even applauded.

lowercased:
it’s the end of a grueling workday and you’re still on edge, not yet recovered from the sting of a colleague’s tongue lashing. and it’s not the first time. is this just another “bad day” on the job, or are you experiencing a form of workplace violence, aka bullying?
forty-five percent of nurses have been verbally harassed or bullied by other nurses, while 41% have been verbally harassed or bullied by managers or administrators, according to a 2017 survey by rnnetwork.
thompson, an author and speaker on workplace bullying, said most bullying is nurse to nurse, but other healthcare staff can also be bullies: the nursing assistant who’s been on the unit for 40 years and targets the new rn, or unit secretaries who victimize a particular nurse.
cole edmondson, dnp, rn, fache, nea-bc, faan, cno at texas health presbyterian hospital dallas, agreed most nurses are bullied by other nurses, and most often through verbal abuse. he cited a december 2016 texas department of state health services study on workplace violence against nurses that revealed 82% of texas nurses surveyed had experienced workplace violence, ranging from verbal abuse to physical acts.
edmonson added bullying can target groups as well as individuals and is really a group phenomenon: one unit taking out their aggressions on another unit, or nurses on a unit bullying new hires or new graduates. nurses in some areas or specialties may perceive or believe they are superior or “better than” another unit or specialty and degrade them, their care, their education or specialty.
edmondson said in the literature and in practice “it’s known that nurse bullying ultimately impacts the quality and safety of patient care being provided, as 75% of nurses state they are aware of errors in patient care or issues created when nurse bullying occurs.” many organizations have chosen to take the journey to magnet designation to work on improving work environments, empowering nurses and creating excellent outcomes.
some healthcare institutions are facing bullying head on, while others are reducing the incidence through cultivating a certain culture, said lynda olender, phd, rn, ma, nea-bc, associate dean, hunter-bellvue school of nursing (new york) graduate programs, and a distinguished lecturer in nursing.
olender said organizations with caring cultures that follow the code of ethics and practice shared governance have a lower incidence of perceived bullying. such organizations would experience fewer grievances overall because staff feel more valued, she said.
edmonson asserted leadership should handle bullying by empowering workers through policies and procedures, making them aware bullying is not okay.
one reason bullying continues is that often those who witness or suspect the adverse behavior look the other way or decline to become involved. nurses can and should stop that malicious pattern.
rather than turn away, reach out to a colleague who is the target of a bully. “we can all be ‘upstanders’ by intervening in situations or reaching out to a colleague who is the target of a bully,” said edmonson. “these situations don’t just stop when the bullying behavior is over. they have long lasting effects on mental health and one’s feelings of safety and security.” as nurses learn to identify and confront harmful behaviors toward themselves and coworkers, workplace violence, including bullying of nurses, will not be allowed to persist. nurses — and patients — will be safer and secure.
practice self awareness, observing how the situation is provoking an emotional response, recommended olender.
edmonson said if a nurse is comfortable doing so, he or she can address it directly with the person. if that’s not possible, olender recommended practicing a response using role play on his or her own or with a friend.
if the nurse is not comfortable with the direct approach or if a direct discussion does not work, report it to a manager, supervisor or preceptor. if the manager is the problem, said olender, seek the support of someone else, an educator or someone in human resources.
the nurse should find out the organization’s policy that addresses behaviors that undermine a culture of safety, and make sure he or she is clear on how the person has violated that policy. then document the experiences with that person, stated thompson.
always document the situation: what happened, who said what and who witnessed the incident. edmondson stresses that documenting needs to happen immediately since one’s impressions and memories are often less precise over time.
new nurses are an easy target for bullies, just because they’re new, noted thompson. preventing this starts with the job hunt, so new nurses should do their homework about the healthcare organization to which they are applying, said olender. “do they have a caring culture, a code of ethics, policies and procedure in place? do they have shared governance?” if they do, the likelihood of bullying is probably lower, she said.
some units can be toxic, olender said. ask the right questions in the interview process, such as how scheduling conflicts are handled. she said it’s a positive sign if unit nursing staff are part of the interviewing process, as it shows the organization is empowering the staff to make decisions about colleagues.
ask if there are policies and procedures for workplace violence. look at their orientation — what do they do to insure a healthy work environment?
practice prevention personally as well. “know what bullies look for in a target,” said renee thompson. bullies look for “nurses who they don’t think will confront or challenge them, who seem insecure or nervous, who are passive communicators — anything that makes them different,” she said. for example, a bsn new hire might find him or herself as a target because most of the other nurses on the unit have associate’s degrees.
a nurse should act confident when starting a new position, thompson said. hold your head high. shake hands of new people with confidence.
look up the free online resource, the civility tool-kit, which addresses bullying behavior across the continuum.
i was a victim of bullying vpby nurses at a facility when the 2008 housing crash happened. the nurse would verbally tell her colleagues behingpd my back within earshot what a horrible rn i was. i was almost at a point of getting fired and went before the nurse manager. i attempted to get my old position back if i was that inept at this one. i ended up going on stress leave and had a conference call with them including professionals who were on my side. the end result? the nurse manager was laid off, as well as some some old timers ( they make too much money), and i got my dignity back. i have a position now where i have boundaries and am respected by families and nurses alike???!
every person you encounter within your profession can truly make a difference with how they perceive the value of their contributions and efforts by vesting time, and sharing knowledge and experience. it’s easy to turn a blind eye and allow a fellow colluege to struggle, after all, why should they be worthy of not enduring the struggles and lessons earned like a right of passage. i”ll share my beliefs on this. how are we preserving our profession as nurses, when we judge our own without any regard to how we may potentially impact someone’s dream to make an difference guiding a patient towards restoring their health? the journey and struggles one makes to become a nurse may bring hard life lessons, but the very few who stand out and realize vesting in our professions future are the very few that keep hope..hope for passing knowledge and wisdom, along with passing the torch to the future generations of our nursing profession.
ironic how edmunson talks about bullying when it is his own nursing units that are the biggest bullies in the dfw metroplex.
1. directly communicating with my preceptor result. made me a bigger target. she even said to my face that she, “hated people” among other horrible things to me.
2. went to my supervisor who spoke to her but i became an even bigger target by the other nurses who were close friends with my previous preceptor. my new preceptor berated me so badly that i went into a room to cry. i was followed in by two co-workers who saw what she did and offered comfort, advice and even tips on my charting error, but no one spoke out.
3. i spoke to a nurse educator as part of the new grad program, but that just made things worse. i was targeted as a problem nurse and all my mistakes were blown out of proportion and i was being “spoken to” during my shifts pulled away from care for the most mundane issues. it got ridiculous.
i could see that the writing on the wall was just to get rid of me. i am not a pushover or a whiner. i am an older new grad. a former professional in law enforcement and a veteran. i cannot believe the change these women had on me. i became a shadow of my former confident self. i was a nervous and terrified version of myself. i am afraid to speak up for myself. i fear repercussions, loss of my job and more. the current system of “follow the chain of command” “go to hr” does not work. imho i wish a separate entity like an internal affairs in law enforcement would be set up by nurses for nurses from outside the established groups within an organization. in the end i left before they found fired me. and now i fear applying anywhere. i’d rather face isis then a pack of nurses.
i totally agree!! everything you said has been true for me at every job i’ve had. so tired of the bullying among nurses!!!
in my opinion bullying in healthcare is very prolific because many nurses are great advocates for their patients, but very poor advocates for themselves. while nurse to nurse bullying is bad, what is worst is when the bullying is coming from a nurse manager to a staff nurse. the staff nurse is at a great disadvantage, however, a nurse should persist that any form of bullying in the workplace be from a nurse to nurse bullying or from a nurse manager to a staff nurse, be stopped!!
some of the nurses came from different country and they have different accent. locals understand the english and it will not depend on the english. however, nurses do their best to carefully communicate to their patients to assist them right also.
how amazing to see my own story mirrored by others. i also am being targeted and bullied by management. and while nurses may advocate for pts, they are often reluctant to advocate for a nurse being bullied by management. i imagine the power of at least a handful of our 60 rns speaking up, but how many actually do!? one.. and that is myself . stepford wives of nursing who pride themselves on their efficiency, yet when it comes to having the integrity to standing up for other nurses , or to management….. good luck!
i’m going through this as an ot with another ot colleague..horrific sociopath of a bully and sleeps in her car instead of seeing patients.
i am being bullied by management and by the staff. other nurses do not stick up for you they just stand by and watch. some participate in bullying. there is no support from management, human resources or anyone. when you report it you get labeled and you are treated as if you are not credible and they attack your character. wish there was somewhere you can go to get help.
the problem is the “insubordination” accusation. you learn in high school how to talk back to bullies, but if there is a shouting match on the unit, it’s the crime of the century. instead, i think hospitals should not retaliate when nurses hit back at bullies or if staff argues with the supervisor. insubordination on an employee’s record should be liable to slander/ libel lawsuit.
i am a 59 year old rn who has worked my entire nursing career without experiencing bullying until recently. i was employed by a health care system as a supervisor of a psychiatric facility in central pa. i worked there for 6 months on a 12 hour weekend option. during that time i began to be harassed, bullied and reported multiple times by three older new rn’s from the child adolescent unit. all three have had other careers and when they finished orientation the don felt they should be cross trained to cover the hospital as supervisor. administration paid them ten dollars an hour on top of their regular salary when they covered the facility. this was enough financial incentive as well as them wanting my weekend option position. all three were all on a 5 day per week schedule rotating shifts. i reported the bullying and it was dismissed by nursing administration and so i took it to hospital administration. after that i was assaulted by a teenager and was on workman’s comp for a week and when i returned i was treated even worse by nursing administration. the bullying went as far as me having my car tire slashed while at work. i realize now that not every nurse who works at a psychiatric facility has good mental health and administration does not like anyone shining a bright light on situations where experienced supervisors are bullied by staff. eventually i wrote a letter to the ceo of the health system. i did receive a meeting at corporate headquarters and a sincere apology from the corporate level administrators, however the real issue still remains that i have ptsd from such a traumatic work experience and the psychiatric hospital now has one of the three young inexperienced nurses as the supervisor in my old position and they continue to bully older professional employees. sometimes we must realize that bullying is a corporate culture and it was not only allowed it was fostered and those who engaged it in at every level realized this too. the entire staff at this hospital now know that it will be tolerated and maybe even applauded.


text:
An architectural masterpiece, Daniel Libeskind’s spectacular structure has firmly established itself as one of Berlin’s most recognizable landmarks. The zinc-paneled building is innovative in the connection it creates between the museum’s topics and its architecture. Libeskind has dubbed his design Between the Lines, a title that reflects the tensions of German-Jewish history. Inscribed within the design of the building, the past takes shape along two lines charting various cultural connections and modes of thought: one is straight, but broken into many fragments; the other is winding and open-ended. The intersection of these lines is marked by voids - empty spaces that cut through the entire museum. Rich in symbolism, the museum’s architecture makes German-Jewish history palpable.
Temporary exhibitions on cultural history, contemporary art installations, and special displays – these are a few of the ways in which the museum’s special exhibitions draw on a broad range of themes to complement the permanent historical exhibition, which is currently being remodeled.
In November 2012, the Academy of the Jewish Museum Berlin opened ceremoniously across the street from the museum. The Academy, built after architect Daniel Libeskind’s design titled Zwischenräume (in-between spaces), is integrated into the hall of the former central flower market. The new location unites, with a total surface of 6.000 square meters, the archives, library and education department under one roof, as well as the newly founded Academy Programs. Since 2013, the Academy Programs broaden the museum’s spectrum to include the debate on new terms and concepts necessary for greater social participation of ethnic and religious minorities in German society today.

lowercased:
an architectural masterpiece, daniel libeskind’s spectacular structure has firmly established itself as one of berlin’s most recognizable landmarks. the zinc-paneled building is innovative in the connection it creates between the museum’s topics and its architecture. libeskind has dubbed his design between the lines, a title that reflects the tensions of german-jewish history. inscribed within the design of the building, the past takes shape along two lines charting various cultural connections and modes of thought: one is straight, but broken into many fragments; the other is winding and open-ended. the intersection of these lines is marked by voids - empty spaces that cut through the entire museum. rich in symbolism, the museum’s architecture makes german-jewish history palpable.
temporary exhibitions on cultural history, contemporary art installations, and special displays – these are a few of the ways in which the museum’s special exhibitions draw on a broad range of themes to complement the permanent historical exhibition, which is currently being remodeled.
in november 2012, the academy of the jewish museum berlin opened ceremoniously across the street from the museum. the academy, built after architect daniel libeskind’s design titled zwischenräume (in-between spaces), is integrated into the hall of the former central flower market. the new location unites, with a total surface of 6.000 square meters, the archives, library and education department under one roof, as well as the newly founded academy programs. since 2013, the academy programs broaden the museum’s spectrum to include the debate on new terms and concepts necessary for greater social participation of ethnic and religious minorities in german society today.


text:
Ciara of Elmsgarth is only a small girl when the edict is issued by the Duke of Kars: KILL ALL WITH WITCH BLOOD, AND TAKE ALL THEY OWN. A greedy mob murders her family, but Ciara is protected by the powerful Lord Tarnoor and his son, Trovagh. Safe in the isolated, siege-proof citadel of Aiskeep, Ciara and Trovagh grow, marry, and raise children.
To animal-loving friends Helen McCarthy, Rachel Denk, Linnette Horne, ad of course Andre Norton as always.
To them this book is dedicated; may their beloved associates live long and prosper.

lowercased:
ciara of elmsgarth is only a small girl when the edict is issued by the duke of kars: kill all with witch blood, and take all they own. a greedy mob murders her family, but ciara is protected by the powerful lord tarnoor and his son, trovagh. safe in the isolated, siege-proof citadel of aiskeep, ciara and trovagh grow, marry, and raise children.
to animal-loving friends helen mccarthy, rachel denk, linnette horne, ad of course andre norton as always.
to them this book is dedicated; may their beloved associates live long and prosper.


text:
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21 000000-00 no longer available 44/15 teeth 1 contact service center.
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text:
Combine your visit to ancient Lindos village with a sea cruise, aboard our traditional boat MAGELLANOS at island of Rhodes.
Our schedule daily cruise sets from the port of Kolymbia at 09:00 am, reaching Lindos at 10:15.
On the cruise trip back, you will have the opportunity of taking a plunge at some of the most scenic beaches, on the east coast of the island of Rhodes.
MAGELLANOS boat, appropriately equipped with a bar, toilets and on-board sheds to protect from the blazing sun, has been specially designed for maritime excursions.
Visit some of the most beautiful beaches on the island, only with Magellanos boat you can see.
The most easy way to reach the famous Lindos Village and enjoy the east-coast beaches of Rhodes island with their clear crystal waters.
Magellanos boat is available for chartering for private outing and events, like weddings, birthday parties etc. Contact us for more information.
Combine your visit to Lindos with a sea cruise, aboard our traditional boat “Magellanos”.
Stops for swimming at Agathi beach & Tsambika beach.
The ship Magellanos began his travels to the island of Rhodes in the summer of 2011. Meets all international specifications must have a boat carrying passengers. The adventures of Lindos on a daily basis.
Magellanos’ crew is highly trained to offer you a safe and enjoyable cruise in the crystal blue waters of Rhodes.
Captain Antonis Kavadas wishes you a good trip and will be glad to see you at one of the forthcoming voyage of Magellanos boat on the island of Rhodes.

lowercased:
combine your visit to ancient lindos village with a sea cruise, aboard our traditional boat magellanos at island of rhodes.
our schedule daily cruise sets from the port of kolymbia at 09:00 am, reaching lindos at 10:15.
on the cruise trip back, you will have the opportunity of taking a plunge at some of the most scenic beaches, on the east coast of the island of rhodes.
magellanos boat, appropriately equipped with a bar, toilets and on-board sheds to protect from the blazing sun, has been specially designed for maritime excursions.
visit some of the most beautiful beaches on the island, only with magellanos boat you can see.
the most easy way to reach the famous lindos village and enjoy the east-coast beaches of rhodes island with their clear crystal waters.
magellanos boat is available for chartering for private outing and events, like weddings, birthday parties etc. contact us for more information.
combine your visit to lindos with a sea cruise, aboard our traditional boat “magellanos”.
stops for swimming at agathi beach & tsambika beach.
the ship magellanos began his travels to the island of rhodes in the summer of 2011. meets all international specifications must have a boat carrying passengers. the adventures of lindos on a daily basis.
magellanos’ crew is highly trained to offer you a safe and enjoyable cruise in the crystal blue waters of rhodes.
captain antonis kavadas wishes you a good trip and will be glad to see you at one of the forthcoming voyage of magellanos boat on the island of rhodes.


text:
Regular exercise is an essential part of life which many people do not follow. This is the main cause for all the obesity that is prevalent at present. When a person exercises, there are a lot of benefits that he gains, including weight loss. However, if he performs exercises on a daily basis, he would not put on weight at all. Thus, there is a connection between exercise or weight loss.
The weight that a person puts on is defined by the number of calories that is retained inside the body without being used. These calories convert into fat and cause obesity. However, the body uses some of these calories to derive energy and function smoothly. Thus, when a person exercises, he uses up most of the calories that he consumes, preventing the formation of fat. In case he has already put on weight, he will reduce the fat with exercise.
To burn more calories, you need to do streneous exercise followed by healthy diet. The best form of exercises are gym, yoga, dance and sports activity.
However, you should know that merely exercising will not give you the complete results. There are a few requirements that you have follow. A balanced diet is one of the prime requisites. This diet should have the appropriate number of calories that is suggested for the male or female body respectively. Consuming more calories that required will lead to weight gain.
Apart from weight loss, there are other healthy benefits that exercise provides.
Physical exercise prevents the risk factors of many diseases which can prove to be fatal. Cholesterol is one such potential threat to a cardiac arrest.
Heart diseases are prevented as the heart muscles are made strong with exercise and also by lowering the blood pressure in the body.
Diabetes patients can also benefit from weight loss as type-2 diabetes is controlled through physical activities.
There are various exercises which help in the process of weight loss. You can however select any type of sports and household chores to get the task done. The best and the simplest way of exercise is to go for a good jog either in the morning or in the evening.
Going to the gym is another option that many people choose. They also hire a gym instructor in order to make sure that they are performing the exercises in the right way. Performing wrongly would be more of a harm that benefit. Thus there is a strong connection between exercise and weight loss as the former helps the person in losing good amount of weight through natural ways.

lowercased:
regular exercise is an essential part of life which many people do not follow. this is the main cause for all the obesity that is prevalent at present. when a person exercises, there are a lot of benefits that he gains, including weight loss. however, if he performs exercises on a daily basis, he would not put on weight at all. thus, there is a connection between exercise or weight loss.
the weight that a person puts on is defined by the number of calories that is retained inside the body without being used. these calories convert into fat and cause obesity. however, the body uses some of these calories to derive energy and function smoothly. thus, when a person exercises, he uses up most of the calories that he consumes, preventing the formation of fat. in case he has already put on weight, he will reduce the fat with exercise.
to burn more calories, you need to do streneous exercise followed by healthy diet. the best form of exercises are gym, yoga, dance and sports activity.
however, you should know that merely exercising will not give you the complete results. there are a few requirements that you have follow. a balanced diet is one of the prime requisites. this diet should have the appropriate number of calories that is suggested for the male or female body respectively. consuming more calories that required will lead to weight gain.
apart from weight loss, there are other healthy benefits that exercise provides.
physical exercise prevents the risk factors of many diseases which can prove to be fatal. cholesterol is one such potential threat to a cardiac arrest.
heart diseases are prevented as the heart muscles are made strong with exercise and also by lowering the blood pressure in the body.
diabetes patients can also benefit from weight loss as type-2 diabetes is controlled through physical activities.
there are various exercises which help in the process of weight loss. you can however select any type of sports and household chores to get the task done. the best and the simplest way of exercise is to go for a good jog either in the morning or in the evening.
going to the gym is another option that many people choose. they also hire a gym instructor in order to make sure that they are performing the exercises in the right way. performing wrongly would be more of a harm that benefit. thus there is a strong connection between exercise and weight loss as the former helps the person in losing good amount of weight through natural ways.


text:
On this page, we have managed to share the official usb driver for Gicent 535 Device. If in case you were already searching for the usb driver for this device, then this page will help you out.
[*] Gicent 535 Stock Firmware: You can download Gicent 535 Stock Firmware from here.

lowercased:
on this page, we have managed to share the official usb driver for gicent 535 device. if in case you were already searching for the usb driver for this device, then this page will help you out.
[*] gicent 535 stock firmware: you can download gicent 535 stock firmware from here.