text:
CROSSROADS 1500 EPISODES INVITATION
1500 EPISODES BUT NO REASON TO CELEBRATE!
In 1971, Crossroads reached an unprecedented milestone. 1500 episodes. No other British drama series had come anywhere close to clocking up that many editions and ATV went all-out to celebrate the achievement.
Recently, I took possession of a collection of items from the family of Morris Parsons, better known as Wilf Harvey. The collection included his scrapbooks and various other pieces which I will include on this site over the coming months.
The items at the top of this page are his invitation and menu for a luncheon that was held at ATV Centre to celebrate the occasion in June 1971* but this was merely the tip-of-the-iceberg when it came to celebrating…
Victor Ernest Turton, the Mayor of Birmingham tours the set with Lew Grade and Noele Gordon - Crossroads Fan Club
Noele Gordon presented with a silver tray to commemorate 1500 episodes of Crossroads - Crossroads Fan Club
In real life, the cast of Crossroads took a plane to Jersey for a celebratory trip. Footage from Channel TV HERE captures a brief, and slightly risqué interview with Roger Tonge, while Noele Gordon recalls that her previous visit to the Channel Islands, (September 1970) when she travelled with Ann George, was cut short due to a burglary at her home in Ross on Wye.
Jane Rossington, Noele Gordon and Roger Tonge interviewed for Channel Television
The Evening News reports on the burglary at Noele Gordon's home - 18.09.70
Mace Archive HERE contains a news report about a special cake that was produced to mark the milestone, which was to be cut into 1500 pieces by none other than Noele Gordon herself (19.05.71) and the surviving "ATV Today"material includes some 16mm film taken at the airport in Jersey. (24.03.71)
Noele Gordon, Lew Grade and a VERY large cake! - Crossroads Fan Club
The TV Times Crossroads Special celebrating 1500 episodes in 1971
An advert for the Crossroads 1500 Episodes Special Magazine.
Fans of the series could get in on the act by purchasing a special TV Times Special Magazine that featured photographs from the earliest episodes in 1964, right up to images taken "behind the scenes" of episodes yet to air. There were interviews with the cast and crew and it is actually really informative. It originally cost 15p but it regularly comes up on online auction sites for a little more.
Crossroads Cast relaxing at La Place Hotel, Jersey
In the magazine the cast are pictured at various locations around Jersey taken during the trip mentioned above, and in particular "La Place Hotel". Interestingly, in episode 1481, (April 1971) Meg is flicking through a leaflet advertising the very same hotel… (its name obscured by Noele's thumb )
La Place Hotel, Jersey. Crossroads Episode 1481
Noele's thumb protecting ATV from falling fowl of strict advertising rules.
The Mace caption for the Jersey clip suggests that some scenes were also filmed for inclusion within the programme, which indeed they were, as Jersey was chosen as the location for Stan and Jill's honeymoon…
Morris Parsons' scrapbook contains a couple of articles about the trip to Jersey, and you can read these below.
(Article to follow)
Interesting details include the fact that a special reception was held at Channel Television, followed by a dinner at La Place Hotel given by the States Tourism Committee - The article (Tuesday, March 23, 1971) specifically mentions Morris' connection to the Chanel Islands and talks about him living in Guernsey for two years from 1935.
Celebrating 1500 episodes of Crossroads at Walford Hall, Baschurch
Back in Britain, Noele and Roger had also returned to the village of Baschurch and Shropshire Farming Institute for a photo-call in a lovely looking car with a special XRD 1500 number plate. The 1500 Special Magazine comments on this…
I watched Noele on location at the Shropshire Farm Institute at Baschurch - the "model" for the Crossroads motel - where despite unavoidable delays in intense cold she remained calm, patient and helpful. Having given up most of her lunch-hour to a picture session she then found time to give an impromptu stand-up interview to the local newspaper
TV Times celebrates 1500 episodes of Crossroads
Crossroads – or at least Noele Gordon was granted a TV Times cover (May 22nd 1971). Interestingly this was the week that colour TV came to several ITV regions, including Westward.
Finally, of course, there was the big celebration episode, in which members of the cast from the previous 7 years returned in scenes reminiscent of "This Is Your Life". TV Personality Godfrey Winn returned to the motel for his second visit as a way of framing the flashbacks and returning cast.
Special Listing for Episode 1500
So, with far-flung location visits, Special Edition magazines, and covers, newspaper articles and special luncheons it seems only fitting that I link to the episode on YouTube so that you can enjoy the celebration for yourself…
…but sadly I can't as the episode was wiped and no longer exists in the archive. The closest survivor is Episode 1495 from May 1971, which features nothing relating to the special.
Even more frustrating is the fact that the next available episode isn't until number 1674 from March 1874, ten months later!
Imagine that! 10 months of episodes that no longer exist. All the effort, all the work, all the time and expense that went into making the episodes, and they were wiped to reuse the tapes. Of course it IS possible that someone somewhere actually recorded this special episode, but as the years go by its survival is looking increasingly unlikely – which is certainly no cause for celebration!
The menu for the luncheon was as follows....
Clear Turtle Soup with Sherry
Cold Roast Sirloin of Beef
York Ham
Roast English Turkey
Supreme of Chicken Jeanette
Assorted Salads
Parslied New Potatoes
Fresh Fruit Salad Hawaii
Dairy Cream
Cheshire Stilton Brie
Posted by heathbury at 10:32 1 comment:
Labels: 1500 Episodes, 1971, Baschurch, Channel Islands, Crossroads, Morris Parsons, Original Series, TV Times, Walford College, Wilf Harvey
CROSSROADS BIBLE
CROSSROADS BIBLE - PRODUCTION OFFICE DOCUMENT 1984
Collecting is a funny old business. Often it involves paying over-the-odds on online auction sites but every so often something fantastic happens – someone gets in touch and offers you items completely free of charge, out of the goodness of their heart…. That, and the desire to de-clutter their houses.
I was contacted a couple of weeks ago by Mike at the Crossroads Appreciation Society. He had been speaking with a member of the production team, who happened to have a few items stashed away in their loft and they were looking for a safe place to keep them. I duly sent of an email to them and after a few days I was in possession of a fair collection of items that I will be talking about over the coming weeks.
So – to today's item….
Have you ever wondered just how old Jill was supposed to be at the start of the series? Maybe David Hunter's political leaning is something that you've mused over. Perhaps you've wondered how far away Jill's house, Chimneys was from the motel...?
Well I can tell you exactly …
Jill was supposedly 19 at the beginning of the series. David would probably have voted Liberal, and Chimneys was a 20 minute drive from the motel.
How do I know such trivia? Well one of the items donated to the collection was the "Bible for Crossroads (at August 1984)"
It is basically a document that was written and compiled to inform scriptwriters and the production team about the history of the show, which in 1984 stood at twenty years worth of episodes. It was also used to cross-reference and check that details about the characters' past were consistent – After all, there are (apparently) fans out there that memorise every significant detail about the show… and that could easily spot continuity errors…. Perish the thought.
There is a brief one-page outline of the history of the programme, concerning Meg starting up the motel business in the early 1960's, but otherwise the references to Meg are few and far between.
Start at the beginning...
The outline page tells us that "she has been seen once since her departure, when she made a flying visit to Venice, to wish Adam and Jill well on their honeymoon." Interestingly, I suppose, the bible doesn't refer to Meg being a character that could never return – as Producer, Jack Barton had made clear in 1981. Indeed, in 1985 there were plans for Meg to return to the programme on a part-time basis – but alas – there is nothing contained in the document about that.
The major characters all have sections of their own. The Brownlows are grouped together, including Iris Scott until Christmas 1980, when she breaks off into her own section.
There are a few errors that I have noticed – Jill's first husband is called John Kane, when in fact his surname in the series was "Crane". There is also question mark over when Jill and Stan married "1970?" – in fact it was 1971. The bible states that "Iris Scott turned up on Auntie Kath's doorstep, desperate and broke" – and someone has written in pen that she was "taken by Police on vagrancy" – which certainly gives more detail.
One of the most interesting details concerns the "Diane Hunter" pages and it involves her son, Nicky…
"Nicky is growing up as a sturdy, bright American kid; we have never seen him (since he was two years old) but he's now thirteen (?) and one day he might come to England… How would Di cope if she suddenly found herself with a teenage son on her hands?
But we must not run ahead of our story…"
"It is time she met her Mr. Right and settled down at last; she's not getting any younger – and maybe that's what will happen… But with Di's luck, she'll just be settling down to dish up the spaghetti bolognaise (her speciality – she has limited range as a cook) in her tiny kitchenette on the night he pops the question – when her long-lost American teenage son will walk in out of the blue, and ruin everything…"
Now as I'm sure you're aware – Nicky never did re-join Diane at the motel – indeed poor Diane died in April 1987.
Di Dies - before Nicky could return!
I love the fact that the bible hints at a storyline that we never got to see come to fruition – but what an interesting story that would have been… Certainly it would be a great way of keeping the character fresh and relevant. I think programmes such as "Neighbours" manage to do this very well, which is why long-established characters like the Kennedy family continue to be involved in major storylines.
So what of the bible?
Does it matter that the history of characters is kept consistent? Yes – I think the 'payoff' for long-time viewers when a piece of almost-forgotten history comes back is lovely and is a great 'reward'.
I can think of a few recent examples where characters in currently running serials suddenly do a "U-Turn" or change their personalities overnight. There's nothing wrong with that in principle – plenty of people go through life changing experiences in real life, but in most cases the audience are quick to pick up on anything that affects the "reality" of the shows that they have invested time in.
But here's the thing…. There's no way that I would have the nerve to criticise anything in the bible – even if it slightly rewrites history…as the name typed at the end of it means that it is almost gospel. The final paragraph says this…
"That, then, is how things stand after twenty years of stories woven in and around Kings Oak, and the staff, guests, and friends of the Crossroads Motel.
Peter Ling
Peter Ling! Fantastic! Shame we didn't get to see that Di storyline though...
Peter Ling with Noele Gordon during the early days of the show.
Early On-Screen credit for Peter Ling and Hazel Adair - 1966
Still story-lining (and writing the show) in 1985
Credited on the last episode in 1988
And again in 2001
At this point I probably should briefly mention that the 2001 series didn't strictly stick to the established continuity of the 1964-1988 series.
Perhaps they should have read the bible!
Labels: 1960, 1964, 1984, Crossroads, Original Series


The introduction of UHD content, and the need to provide an environment to control and manage content piracy, extends the role of CA beyond simply content encryption. Find out why these requirements cannot be fully met by a smartcard alone.
Avni Rambhia, Industry Principal, Digital Transformation at Frost & Sullivan, sat down with our SVP of Marketing Steve Christian for an in-depth discussion of the global trends, challenges and opportunities of a connected revenue security platform.
As we accelerate towards the goals of 2017, we are excited to unveil our new brand promotional program, "The Future of Connected Security," which is intended to more accurately convey how we are leveraging our depth of experience in IP- and software-based security to protect and monetize next-generation services.
Verimatrix Labs is a blog series written by our Security Team that focuses on how threat scenarios are trending, how they are driving new revenue security solutions, and ultimately how next-generation video service providers can create more durable business models through highly secure and frictionless services.
Ensuring revenue security can be quite a complex undertaking for global pay-TV operators. However, leveraging a variety of hardware security methods – including the use of a Trusted Execution Environment (TEE) – can support the fundamental requirements of any security strategy: durability and renewability.
It is with great enthusiasm we announce that Verimatrix has been shortlisted for a Connected World.TV award!
As discussed in my last post, HLS was quite the hot topic at IP&TV World Forum this year. HLS is rapidly gaining momentum as the standard streaming format of choice for over-the-top (OTT) video services across the broadest range of device types. Since it is an open protocol, many solutions and techniques are available to further optimize commercial grade service delivery.
As discussed in our previous post, the upcoming digitalization of cable TV networks in India is one of the largest undertakings of its kind. Here we turn to the most efficient ways of securing premium content.


Some bits of video drop out throughout. Footage for a story on the profusion of businesses serving alcohol near the University Lutheran Church. Exteriors of restaurants in Harvard Square: Grendel's Den; Ahmed's, Henri IV; Casa Mexico; Paco's Tacos; The Boathouse; Arkadia; Wursthaus; Cave Atlantique wine store; Whitney's Cafe. Mainly bars and cafes on John F. Kennedy Street. Exteriors of University Lutheran Church. Additional footage of Le Beau Geste on Huron Avenue and Le Bocage in Watertown.
Chicago: "Ten O'Clock News; Harvard Square restaurants," 09/06/1982, WGBH Media Library & Archives, accessed April 20, 2019, http://openvault.wgbh.org/catalog/V_C142B1BF4C00494EA451DF89E9904E69.
MLA: "Ten O'Clock News; Harvard Square restaurants." 09/06/1982. WGBH Media Library & Archives. Web. April 20, 2019. <http://openvault.wgbh.org/catalog/V_C142B1BF4C00494EA451DF89E9904E69>.


If you'll be in the islands this week, start making reservations for the annual Restaurant Week palooza. This is when all eateries – from fine dining to local fast foods – dish out their very best meals and deals.
More than 50 eateries on Oahu, Kauai, Maui and the Big Island hopped on board this unique culinary choo-choo train, including a few new ones, like Prima and a second Eggs 'n' Things in Ala Moana. The coolest part is that there will likely be brand-new items on the menu. Of course, we can't forget about those enticing discounts and promotions thrown at us.
But aside from that, there are actually a few feel-good reasons you should eat out this week. A portion of the proceeds from Restaurant Week supports Hawaii's up-and-coming chefs, culinary artisans and bakers. The Culinary Institute of the Pacific at Diamond Head is the state's first four-year culinary program that continues to help Hawaii maintain its rep as a culinary destination. Instead of a baker's dozen, they pump out dozens of bakers/chefs/artisans every year into Hawaii's most delicious industries.
And as if you need another reason to go out and try good foods, this fifth annual event also contributes to the state's economic development and sustainability. You'll be supporting local businesses, including the mom-and-pop ones that often get overlooked, and helping the concept of farm-to-table come full circle for future generations to come.


text:
The Latest: Trump tells CEOs he wants more cars…
The Latest: Trump tells CEOs he wants more cars built in US
May 11, 2018 at 12:18 p.m.
WASHINGTON (AP) — The Latest on President Donald Trump's meeting with automakers (all times local):
President Donald Trump is telling automakers he wants more cars built in the U.S. He's talking with CEOs about environmental controls, fuel economy standards and manufacturing.
The president says they'll discuss the "manufacturing of millions of more cars within the United States, for Michigan, for Ohio, for Pennsylvania" and states like South Carolina and North Carolina.
Trump says he's working to rewrite the North American Free Trade Agreement but "has never been a NAFTA fan." He adds, "We'll see if we can make it reasonable."
Trump jokes to Sergio Marchionne (SEHR'-jee-oh mar-kee-OH'-nay) of Fiat Chrysler that "right now he's my favorite man in the room" because he's moving a plant from Mexico to Michigan.
Executives from 10 auto companies will meet with President Donald Trump and Cabinet officials on Friday to discuss the administration's plan to reduce gas mileage and pollution requirements enacted during the Obama administration.
The auto industry wants to relax the standards, but not so much that they provoke a legal fight with California, which has power to impose its own stricter tailpipe pollution limits. Such a fight could bring two mileage standards in the U.S., forcing automakers to engineer and produce two versions of each of their vehicle models, driving up costs.
"The president will hear from the automaker CEOs about the impact of the rulemaking on the auto industry and their efforts to negotiate a 'National Program' with the state of California," Lindsay Walters, deputy White House press secretary, said in a statement.
Some Butte College classes resume in-person instruction

redpajama_set_name: RedPajamaCommonCrawl


text:
Wilton senior Calderone earns "historical" scholarship
News // People
Anthony Calderone has received the Walter T. Smith Memorial Scholarship for his love of history. — Contributed photo
Wilton High School Senior Anthony Calderone was awarded the Wilton Historical Society's Walter R. T. Smith Memorial Scholarship on May 23 at the Wilton High School Academic Awards Assembly.
"His love of hands-on history, energy, good humor and tireless volunteer service were a boon to the society," said Kim Mellin, co-director. The scholarship honors the memory of tool collector Walter R. T. Smith (1922–2015), a two-term president and emeritus trustee of the historical society, and master builder, building historian and preservationist.
Anthony began volunteering for the historical society during his sophomore year. He worked primarily with the museum educator, and was a faithful volunteer at Saturday children's workshops. Those programs ranged over a wide gamut of hands-on history activities, from Colonial cookery to bookbinding, candle-making, writing with quills, basketry, woodworking, trade signs, the annual Mad Hatter Tea Party, Colonial Boot Camp during the summer, and much more. Assisting customers in the Betts Store Museum Shop, providing support during special events such as the American Artisan Show, and posting events on social media were more ways in which Anthony made a difference at the Historical Society with his volunteering.
Anthony plans to attend the University of Rhode Island this fall.


text:
Defensive duo on duty
Rovers' youngsters Darragh Lenihan and Mark Edgar could both earn international honours this Friday for their respective countries.
Lenihan is with the Republic of Ireland's Under-21 squad, whilst Edgar has joined up with Northern Ireland's Under-19s.
The Republic of Ireland have two UEFA Under-21 qualifiers, the first of which takes place against tonight against Lithuania.
The Irish have a 100% record at the start of their qualification process, having defeated Andorra home and away in their opening two Euro 2017 matches so they'll be eager to maintain their winning run against Lithuania in Waterford.
Following that Ireland travel to Vicenza to take on Italy next Tuesday.
Development squad full back Mark Edgar is away with the Northern Ireland Under-19 squad for two friendly matches against Iceland.
The first game takes place in Reykjavik tonight, with the second game following on Sunday.


Lulu has been a member of the Logan family since 2012. She received her Bachelor of Arts in Psychology from University of Missouri – Saint Louis. Currently, she is working towards her MBA from WGU. She works with students in the Northeast including Indiana as well as all international students. She has lived in Saint Charles, Missouri her entire life, but her hobby is traveling the world.


The National Association of REALTORS® surveyed their members for the release of their Confidence Index.
The REALTORS® Confidence Index is a key indicator of housing market strength based on a monthly survey sent to over 50,000 real estate practitioners. Practitioners are asked about their expectations for home sales, prices and market conditions.
Homes sold in 60 days or less in 42 out of 50 states, and Washington D.C.
Homes sold in 30 days or less in 17 states.


text:
Why do I have to love or hate Trump? | Opinion | ABnews24
Why do I have to love or hate Trump?
Liberalism pierces its tongue, again
Opinion: Avoiding the next financial crisis
Opinion: The Pope and the Accusers
Opinion: China's long game on human rights
Opinion: Amazon's surrender is inspiring
Opinion today: primitive ideas on trade
OPINION: #MeToo: What Next?
Safety vs. speed in medical treatments
Opinion today: The food delivery revolution
Opinion: Preparing for job season
Gary Shapiro: One year into the Trump presidency, every commentator, journalist and Facebook friend seems to want support for their feelings toward the President, whether positive or negative. If you disagree, you are their enemy. They talk in their own echo chambers, watch their own affirming news channels and discuss current events with their like-minded friends.
After a year of reckless divide and political turbulence, I have one wish: For everyone to get beyond the box-checking nature of politics, listen to each other and recognize we are bigger than our political views about the President.
I did not vote for President Trump, but he was fairly elected under the Constitution and laws of our democracy. I love our nation and our democracy -- and I supported the results of the election, even though my candidate didn't win.
I believe the Russians tried to influence the election as the Chinese did years ago prior to the election of President Clinton. But, as Democratic pollster Mark Penn noted, the relatively minor resources spent by the Russians had no measurable impact on the results, and their work pales in comparison to the billions of dollars spent by the candidates.
The results of last year's election were clear and incontestable. And President Trump is doing well by many measures we historically use to assess presidents. Employment in America hasreached a high, unmatched during any of President Obama's eight years in office. The economy is strong. The stock market is up dramatically since the election. The President has established personal relationships with many major nations' leaders, including Canada, China and Poland.
Trump is unconventional. He has a different temperament than his recent predecessors. Consistency, care in choosing words, facts, a focus on national unity and even moral leadership are not Trump's core strengths. Trump is a New York fighter from the upper echelons of the real estate industry. American voters knew that when they voted for him. And they got exactly whom they elected -- he has not changed much since his campaign days.
Still, as President, Trump has done well. He forced a discussion in boardrooms about what ethical obligation a company has to its nation. He has, through the force of his message, created a focus on American jobs. Indeed, this year a record number of Americans were confident in the security of their jobs. He has also given many Americans who feel left behind hope and a voice.
He has hired and surrounds himself with many excellent people. They are not naive ideologues but highly competent patriots, who recognize that they are serving their country, not just their President.
Yet, it seems that most Americans are willfully blind to either Trump's strengths or to his weaknesses.
There needs to be a different, more complex view. All of us are nuanced. Generally, we mean well and want to do the right thing. But in reality, all of us, including President Trump, are neither perfectly good nor perfectly bad.
With a nuanced perspective, we can stop demonizing those who don't share our view. I, for one, refrain from taking either side of the pro-Trump/anti-Trump debate. Why can't we simply refuse to be divided as a nation? Why can't we as a nation do as we do with our family members and accept that they will not always agree with us, but they're still part of who we are?
Let's try to see his virtues as the President and embrace them. Let's accept his weaknesses and work around them.
After a year of turmoil, let's shift our focus to areas where we agree. There are many. We all want a better life for our children. We all want a more prosperous nation. We want good jobs. We want better schools. We want our veterans and families to get the support they deserve. We want our nation to lead in innovation. We want our people to be healthy and have health care. We want our seniors to feel comfortable, secure and appreciated. We want every American child to have an opportunity to succeed.
We are blessed to live in an incredible nation -- a model of democracy. But our nation is relatively young; we don't share thousands of years of culture or a common religion, so we are easily torn apart on divisive social issues. What we do share, however, is something special -- the gift of living in the greatest nation on Earth. We owe our children a better life -- and we can start by refusing to hate and demonize each other.
Gary Shapiro is president and CEO of the Consumer Technology Association (CTA), the US trade association representing more than 2,200 consumer technology companies, and author of The New York Times best-selling books, "Ninja Innovation: The Ten Killer Strategies of the World's Most Successful Businesses" and "The Comeback: How Innovation Will Restore the American Dream." Follow him @GaryShapiro. The views in this commentary are his own.


CajunHeat CajunHeat jasmin. PrincessJasminex. BBIGSEXYTITS. GingerJulia.
AlexaLovesYouLukeHardCockprisilamatureDancerofsexxx .ProperWildFunMatur3AndBoySweetromanceTSGingerJulia .AirAnnaSanttosSensualeBrunettexMsPrettyWildTs .HoneyLipsBBsparkleboo420QueenOfSheba4Umunekitas1357 .MarisolBrasilBeatrisaSandersRobertSexyBoyRobinAndTaylor .PassionStoryCatherineSmileBeautyxxBeasArianaLou .2extremecuplexxxlissabetaHoneyLipsBBCarrieLevine .LoVeLeSbYaNsDerekAndNicollexsexylegsxMilllanaLove .HollieFameSALLYHANSENNfabio2NahiaraStorm .FunJillkassandra000SultryPALOMAMilllanaLove .NahiaraStormxBetsyQueenxSensualeBrunetteKingAtilaSM .
ArtyAsyaSultryPALOMAHubbywantedKingAtilaSM .BeautyxxBeasfabio2RobinAndTaylorxBetsyQueenx .prisilamatureBOMBSHELLalexDerekAndNicolleBBIGSEXYTITS .ZmeikaKETPrincessJasminexTrishaNorthsparkleboo420 .StarKeilyTSBrittanySladkayaParochkaAlinaCumm .sparkleboo420catbello2GingerJuliaKingAtilaSM .CatherineSmileTSBrittanyArtyAsyachannelle001 .LukeHardCockxMsPrettyWildTsHolbeinApolo81 .CaramelechkatouchsensualityxsexylegsxBlueyes28 .sparkleboo420AirLucySkyy303CharlotteMadison .StarKeilyNastiNinelkissofangelllRobinAndTaylor .


> Vendors > ActiveProspect, Inc.
Founded in 2004 and based in Austin, Texas, ActiveProspect is a SaaS platform that helps B2C marketers automate the acquisition, qualification, and certification of internet leads in real time. ActiveProspect processes more than 15 million leads per month through LeadConduit, and pioneered the practice of lead certification through TrustedForm. TrustedForm provides proof of consent as required for TCPA compliance. ActiveProspect solutions are used by companies in the mortgage, insurance, higher education, consumer electronics, home security, retail, and consumer packaged goods industries.


The Mad Optimist | Custom soap, lip balm, and bath soak making studio. Formerly known as as Design My Soap. All-natural, vegan, halal, gluten-free custom soap!
Do a happy dance! We ship worldwide. $5 flat rate shipping in the U.S.
What Are We Reading in the Bathtub?
Add Some Spice to Your Life with Cardamom!
Singing in the Shower Playlist!
©2019 The Mad Optimist. Terms.


text:
Shala Tavakoli Gains Through Giving
Employee Spotlight: Shala Tavakoli Gains Through Giving
You don't have to spend much time with Shala Tavakoli to realize that giving is naturally woven into the fabric of her identity. Beginning in 2011, she began channeling this spirit into the Small Business Risk Education (SBRE) program, which is designed to empower women and minorities to achieve small business success.
"As a woman and a minority, I feel this country has offered me so much to succeed," said Shala. "So when Travelers came to me to help launch SBRE, I thought it was a great chance to give back to this community."
Through her work with SBRE and other local organizations, Shala has helped grow Travelers' reputation in the area.
"Not only are we helping these communities create more jobs and helping people create sustainable businesses, but we are also connecting people with our brand," Shala said. "And this work boosts our reputation as a good corporate citizen."
Shala hopes that her work will inspire others, including her colleagues, to give back to their community by getting involved with nonprofit organizations.
"I truly enjoy helping people have a better life, and I hope the good energy I create through my work has an effect on the people around me," said Shala.
Since 2012, the SBRE program has helped more than 1,500 entrepreneurs across the U.S. through workshops, one-on-one risk management consultations and assistance with microloans. And with Shala's help, the SBRE program has grown to reach more business owners, including veterans.
More Employee Spotlights
Employee Spotlight: Mentee to Mentor
Andy Darvell uses his career experience and insight as a former mentee at BestPrep to pair employees with students eager to learn about business.
Employee Spotlight: Building Up Travelers
Mike Stafford has two big passions: building things and helping others. See how he has combined them in his volunteer work at Travelers.
Employee Spotlight: Restoring Pride in Puerto Rico [Video]
Following the devastation of Hurricane Maria, Travelers stepped up to the plate in more ways than one to help bring play back to the kids of Yabucoa, Puerto Rico.


text:
Microsoft Band 2 sync issue fixed, but users were kept in the dark
Band users found they couldn't reach and sync with the Microsoft Health platform. It took five days to fix and another two for Microsoft to talk about it.
Microsoft Band 2 drops to $100 in all sizes at Best Buy, one variant on Amazon
Still sold for $250 through its manufacturer, the Microsoft Band 2 can be had at a crazy low $100 from Best Buy or Amazon.
Microsoft Band 2 spreads Cortana functionality to Android phones
Those looking to pair the cross-platform-supporting Microsoft Band 2 with Android phones should rejoice upon hearing they can now enjoy Cortana assistance.
$175 Microsoft Band 2 deal might as well become permanent
The sensor-rich Microsoft Band 2 is again priced at $175 instead of $200 or $250, technically through early July only but likely for good.
Microsoft Band 2 gets another price cut, this time to $175 ($75 off list)
The Windows Phone, Android and iOS-supporting Microsoft Band 2 hits a new all-time low price stateside, namely $175 through Redmond and Best Buy.
Microsoft Band 2 stretches its juice with low-power GPS mode
A new Microsoft Band 2 update lets users conserve battery life while still using GPS tracking.
Stephen Schenck
Microsoft Band 2 available for up to $250 off with qualifying wearable trade-in
If you're interested in the Microsoft Band 2, and are willing to trade a different used but working wearable, you can score discounts of up to $250.
Microsoft Band 2 gets $50 price cut across multiple US retailers
The Microsoft Band 2 is again available for $200 ($50 off list), this time at more than one US seller, and presumably, for more than a few hours.
Amazon UK sells original Microsoft Band at £55 (£115 off list) today only
The first-generation Microsoft Band is cheaper than it's ever been in the UK today and only today through the local Amazon bureau.
Best Buy drops Microsoft Band price even further, to $80 ($120 off list)
The first-generation Microsoft Band hits a new historically low price at Best Buy, where it costs $80, likely in limited quantities.
Microsoft Band 2 officially goes on sale stateside at $250
After a short pre-order period, the Microsoft Band 2 has started shipping in the US from the manufacturer, also going on sale at third-party retailers.
Microsoft Band 2 Review: a massive hardware improvement
The Microsoft Band 2 updates the company's experimental health tracker into an intelligent fitness band worthy of its higher price tag.
Adam Z. Lein
Original Microsoft Band now available for $100 ($100 off list)
The first-generation Microsoft Band has finally been discounted from $200 to $100, but there's no way to know if the deal will last.
Where does the Microsoft Band 2 fit in with the competition?
The Microsoft Band 2 is arguably better than the 2014 original, but it has trouble setting itself apart from both rival smartwatches and fitness trackers.
Microsoft Band 2 hands-on (Video)
We had a chance to play with the new Microsoft Band today at Redmond's event in New York City, and this time we're actually excited for what we saw
The Microsoft Band gets a refresh, new features, and price tag
Learn more about the new Microsoft Band, as the company is out to re-invent its wearable category with a sleeker product when compared to the previous one
Purported Microsoft Band 2 renders reveal polished design, curved display
The Microsoft Band 2 will look a lot prettier than its predecessor, based on leaked renders, with a curved display and metallic accents in tow.
10 months with the Microsoft Band
Find out how the Microsoft Band has held up to 10 months of sweaty exercise and heavy usage.
Microsoft could already be retiring its Band wearable in anticipation of new model
Rumors suggest production is halting on Microsoft's fitness tracker, and we'll soon see the end of first-gen Microsoft Band sales.
Google Now, Siri and Cortana need to be more human
No, I'm not talking about their sound. I mean, sure, developers can…
Microsoft announces plans for next-gen Band wearable
Microsoft's got a new wearable in the works, as the company confirms rumors that a Microsoft Band 2 is currently under development.
Microsoft Band will soon track your golf game in a smarter way
Learn more about some of the new functionality that's being added to the Microsoft Band, as Redmond is clearly working on improving it.
What is your 2015 smartwatch du jour?
Smartwatches are a blossoming category, especially now that all three major platforms…
Microsoft Band picks up bicycle mode, SDK, and integration with new services
Check out all the new features arriving this week with the release of the new Microsoft Band update.
Microsoft Band sales return to company's web store – but act fast
Now's your chance to buy the new cross-platform wearables, as Microsoft Band sales begin anew.


text:
O.C. Tanner develops strategic employee recognition and reward solutions that help people accomplish and appreciate great work. Learn more about us.
O.C. Tanner is always looking for people who are bright, bold, collaborative, and interested in growing a global company. View our open positions.
Characteristics of a Thriving Team
Our research shows that leaders and employees equally seek high autonomy and psychological safety. Yet, they are often absent within organisations. High-functioning teams need both to succeed. This requires a commitment from leaders and team members alike. Furthermore, high-performing teams conduct peer-to-peers—thoughtful conversations with other team members to share feedback, support development, and grow together. Leaders can nurture autonomy through a shared leadership model where team members feel like they influence the work at hand. In a workplace where meaningful interactions are at the heart of the work, psychological safety becomes an abundant resource to support a thriving team.
Team members are just as influential as leaders in affecting the daily employee experience, but team dynamics are often overlooked in initiatives to improve company culture. An employee's team is fundamental to their wellbeing, engagement, and likelihood to stay. Teams must be safe, empowering places for all employees. Best practice teams have 57% lower odds of moderate-to-severe burnout.
Unfortunately, like leadership, teams are currently not as effective as they could be—only 26% of employees feel their team works together seamlessly. While 60% say their teammates are at least somewhat respectful of each other, only 28% of teammates are willing to let others lead a project, and only 19% report that their teams ensure credit is given to deserving members.
This is not an environment conducive to collaboration, innovation, or great work.
TWO ESSENTIAL CHARACTERISTICS OF THRIVING TEAMS
In our research, we've uncovered two essential characteristics of thriving teams:
1. A strong sense of autonomy
Autonomy means to be able to act independently. Employees in the modern workplace thrive on autonomy. But that doesn't mean each individual works independently from the others. Instead, the team is granted autonomy as a whole. They can set goals, make decisions, and decide what projects to do and how to do them with little or no leader involvement. People crave autonomy, because no one likes to be told what to do. And the outdated traditional management practices of factories last century that tell people what to do and how to do it, no longer apply to the modern workforce.
In his book, Drive, Daniel Pink reveals four decades of research showing that humans are most motivated by the desire to direct their own lives.1
Autonomy isn't a modern desire; people are just finally talking openly about it at work.
Our findings suggest that there are six elements to creating autonomy within the team at work:
Figure 10. ELEMENTS OF AUTONOMY
Six freedoms that foster employee independence.
Flexibility is a significant part of autonomy—giving employees the choice of when, where, and how they work. Work/life integration can provide this feeling of choice, but what it really takes is freedom. Freedom to create, take risks, innovate, select preferred projects, and identify what's most important. Giving teams this flexibility and freedom sets them up for success. They feel a stronger sense of ownership, are more motivated, and more likely to innovate. With the freedom to own their own decisions, autonomous teams are more likely to take risks and improvise to achieve the best outcome.
This type of trust in employees is powerful. The 2016 edition of The How Report finds that organisations where employees are more "self-governing" (in other words, they act as leaders regardless of their role or job title) outperform their peers in market share, customer satisfaction, engagement, and long-term business sustainability. They also found that 99% of employees in these types of companies would recommend their employer as a great place to work, compared to 31% in "blind obedience" organizations.2 A study in the Journal of Managerial Issues supports this line of thought, showing that autonomy and the freedom to determine how employees did their jobs played a large role in getting the most effort from employees.3
"Our primary initiative this next year is to make sure that work is designed around that person's work/life needs. I believe it will have a discernible impact on people's freedom to be able to live the lives that they want to, to be able to come to work when they are ready to come to work, and to leave work when they're ready to leave work. We very much need to stop assessing people on the [hours] they're behind their desk and more around their productivity, performance, and their output."
—SENIOR VICE PRESIDENT, HR
Gallup4 finds a correlation between autonomy and increased performance and engagement, but also with an uptick in the sensitivity to failure. While teams prefer the flexibility and freedom of independence at work, they still need leaders to support them during challenging and stressful situations. Leaders can't micromanage, but they can't disappear either. They should serve as mentors, guiding and supporting their teams with resources and help as needed. Leaders are asked to keep their teams accountable, ensure goals are met, and that the team is functioning efficiently.
Currently, 37% of employees report having high autonomy at their organisations, 40% have a medium level of autonomy, and 23% have low autonomy. The impact of autonomy on employee experience, burnout, and workplace culture is compelling: employees who have a high sense of autonomy are 2-3x more engaged, much more likely do great work, have a good employee experience, and have less burnout than employees who have a medium or low sense of autonomy.
Team dynamics can also influence autonomy. Team members must be able to collaborate and be willing to share both their successes and their failures. When there's a strong sense of working together to achieve and innovate, there is a 30% greater chance of individual employees feeling like they have autonomy in their role.
Team members must also support and listen to each other, rather than compete with one another or work in silos. Teams that do both well see a 33% and 34% greater chance of high autonomy.
Innovating, succeeding, and failing together can strengthen team bonds and create a well-defined team identity that fosters a high sense of autonomy.
BEST PRACTICE—ATLASSIAN
Atlassian has been named one of the best places to work in Australia several times over. A big reason for those accolades has been the company's approach to autonomy. Four days a year, Atlassian asks their employees to drop their normal work and spend time on any creative project they want. No limits. This policy has produced countless innovative results, including new product features and even a mini-arcade in their office. They've also created a system of giving each other "kudos" on handwritten cards and gifts in recognition of great work. Daniel Pink cites Atlassian as a prime example of how autonomy is better at encouraging creativity than any fi nancial incentive.5
2. A strong sense of psychological safety
The basic definition of psychological safety (Kahn 19906) is "being able to show and employ one's self without fear of negative consequences of self-image, status, or career." When employees feel emotionally safe at work and with their teams, they can take risks, innovate, share new ideas, and be themselves without worrying about being criticised or ostracised by their peers.
Employees are often hesitant to bring up new or radical ideas, fearing rejection. This hamstrings organisations, as a diversity of ideas and perspectives is key to team and company success. By only allowing thoughts and ideas that are safe or mainstream, companies miss out on a host of opportunities for improvement and innovation.
Interestingly, autonomy is an antecedent to psychological safety. When teams are given more latitude and flexibility to be creative and do things in new ways, they feel safer to take risks and speak up. No one wants to bring a new idea to the table if the company is always telling people what to work on and how to do their work. Even with only a medium sense of autonomy, there is a 200% greater chance of employees feeling psychologically safe. When they have high autonomy at work, the odds rise to a whopping 586%.
EDMONSON AND PSYCHOLOGICAL SAFETY
Psychological safety wasn't generated by Millennials or Generation Z. The term originated in the late 1990s, when medical mistakes at hospitals were becoming an epidemic. At the time, researcher Amy Edmondson had been studying the performance of various hospital teams. Her big question was: Do better teams make fewer mistakes? According to her research, the most solid teams actually reported making the most mistakes. Did that mean the best teams in the hospital made more mistakes than their peers? Not exactly. They were simply more willing to talk about them—because they felt psychologically safe. This research became Edmondson's influential 1999 paper, Psychological Safety and Learning Behavior in Work Teams. "The term [psychological safety]," says Edmonson, "implies a sense of coziness—you know, 'Oh, we're all going to be nice to each other,' and that's not really what it's about. It's about candor. It's about being direct, taking risks, being willing to say, 'I screwed that up.' And being willing to ask for help when you're in over your head."7
Feeling like you can take risks and think outside of the box contributes to a great company culture. But culture can also detract from a sense of psychological safety. Company cultures where employees are stressed, overworked, unrecognised, and uninspired aren't conducive to an environment of safety. Without work/ life balance, employees won't feel the company cares about their wellbeing, and there's an associated 26% decrease in psychological safety. A lack of peer-to-peer recognition is also a detriment to culture—when employees don't feel their opinions or ideas are valued, there is a 37% decrease in feeling emotionally safe at work. And if employees don't feel like their organisation positively affects the lives of others—has a weak or no purpose—there is a 31% decrease in the odds they'll feel psychologically safe. After all, why would employees speak up if they don't feel like their work matters?
Leaders play a big role in building psychological safety. A study published in the Journal of Organisational Behavior found "if a leader takes an authoritarian, unsupportive, or defensive stance, team members are more likely to feel that speaking up in the team is unsafe. In contrast, if a leader is democratic, supportive, and welcomes questions and challenges, team members are likely to feel greater psychological safety in the team and in their interactions with each other."8
The fear of speaking up is common and evident in the results for Passive/Defensive norms like accepting the status quo, not rocking the boat, going along with others, and never challenging superiors. Support a constructive culture by increasing peer-topeer recognition: the probability of a constructive culture increases by 2.5x. Peer-to-peer recognition strengthens connection between employees and increases psychological safety.
—O.C. TANNER AND HUMAN SYNERGYSTICS9
BEST PRACTICE—GOOGLE
Even the algorithms prove it. Google has spent millions measuring nearly every aspect of its employees' lives. This makes sense. The company is built on studying algorithms and trends. And, in 2012, the company's top executives embarked on an initiative named Project Aristotle. The goal of the project was to study hundreds of Google's teams and figure out why some teams thrived while others struggled. After studying the groups for more than a year, analysing everything from how much time employees spent together outside of work, to various personality styles with each team, to how much time each team member spoke during meetings, and what people talked about during those meetings, Project Aristotle researchers finally discovered the only common threads among the best teams—a concept known as psychological safety. Basically, psychological safety can be defined as a sense of confidence that the team will not embarrass, reject or punish someone for speaking up. Google's data indicates that psychological safety, more than anything else, leads to a successful team10.
GREAT LEADERS BUILD GREAT TEAMS
Leaders play a pivotal role in building both a sense of autonomy and psychological safety on their teams. They set the tone and expectations for how the team functions.
Leaders who micromanage their teams, set goals for (not with) their teams, are rigid in how and what the teams work on, need to approve or make every decision, and use traditional leadership practices will not build autonomous teams. Similarly, managers who create a workplace environment that stimulates favoritism, fear, and conformity will not have teams who feel psychologically safe.
However, leaders who treat their team members as people, who communicate so that all members are aware of what others are working on, who foster collaboration and encourage employees to actively contribute to each other's projects, and who support the development of everyone, will build teams that thrive. After all, great leaders know their teams are collectively smarter than them and don't always need to be told what to do. They just need guidance.
Successful leaders inspire. They mentor. They trust. They connect. They rally their team around a common purpose. They help their team succeed and celebrate their accomplishments. And they connect their people with each other, nurturing strong team bonds. When people feel connected to their organisation, their leader, and their team, they feel psychologically safe, have a better understanding of how to succeed, and feel empowered to go out and do great work.
"Teamwork is the ability to work together toward a common vision. The ability to direct individual accomplishments toward organisational objectives. It is the fuel that allows common people to attain uncommon results."
When leaders connect people to their organisation's purpose, teams understand what they need to do to fulfill that purpose and feel inspired to do so. They have a shared goal, a shared mission, and will be more likely to accomplish it together.
Companies with leaders who connect people to purpose have:
912% greater odds the employee will feel they have autonomy
347% greater odds of having psychologically safe teams
When leaders connect their people to accomplishment, teams know what success looks like and feel empowered to achieve it. As a result, there are:
713% greater odds that an employee has medium or high autonomy
When leaders connect their people to one another, they build an environment of trust in team members, and see a:
1,079% greater odds that an employee has medium or high autonomy
BEST PRACTICE—MULTINATIONAL RESCUE TEAM
In 2018, members of a youth soccer team in Thailand got trapped in a deep cave that flooded, preventing their escape. As the world watched in horror, a multinational rescue team was formed to try and save the boys. The rescue team had to quickly think of new, out-of-the-box, often risky ideas, including drilling down into the cave and pumping the water out to allow the boys to walk out. The rescue was so dangerous and challenging that a former Thai Navy SEAL lost his life trying to save them. With time running out, each member of the rescue team not only had to brainstorm, but also analyse and consider every idea that was contributed in real time. The rescue team had to be a psychologically safe place where all ideas were taken seriously, no matter how unconventional they might seem, in order to come up with a solution. The creative thinking, openness to new ideas, collaboration, and support eventually led to the formation of a plan that successfully rescued every member of the boys soccer team, much to the relief of the world.11
RECOMMENDATIONS & IMPACT
Leaders can build thriving teams by ensuring their people feel safe, empowered, connected, and valued.
Create a sense of autonomy by connecting employees.
While having trust in your team is fundamental to building a sense of autonomy, leaders can take more proactive steps to help employees feel connected to their teams and leaders in the organisation.
Leaders must cultivate strong relationships with and between each team member. Autonomy is only possible when the team can work together. When teams have strong bonds with one another and their leader, there is 42% greater odds team members will feel they have high autonomy.
Leaders must also connect employees with opportunities to grow, develop, and work on special projects. As employees create and work on things outside of their immediate job role, their sense of autonomy increases. Our research shows that when employees feel they can take advantage of these unique opportunities, there is a 33% greater sense of high autonomy.
And finally, make others aware of employee accomplishments, for when you do, there are 45% greater odds the employee will have high autonomy. Successful teams will be seen as subject matter experts in their area and valued for skills and talents they can use in new ways. Be sure to recognise team members' contributions in their team and with the wider organisation. Share stories of success in company meetings, newsletters, emails, social platforms, and on public screens. Spread the word of employee accomplishments. The result? Employees will feel inspired to go out and do more great work.
"Individual commitment to a group effort—that is what makes a team work, a company work, a society work, a civilisation work."
Foster transparency, openness, and team identity.
Only when team members are willing to be honest, communicate well, and grow with each other, will they have a strong sense of psychological safety. Leaders should actively work to ensure all members feel a strong sense of team identity.
Leaders and team members should also know the roles of every individual on the team. How does each member contribute? What does their workload look like day to day? Make sure each team member knows their job has meaning and that they are valuable. Doing this leads to a 93% increase in the odds of psychological safety.
Decide as a team how tasks are distributed. When teams prioritise work and tackle projects together, they strengthen collaboration, purpose, and belonging. This contributes to an 88% increase in the odds of having a psychologically safe workplace.
Hold an honest review as a team after every major project. Team members must experience success and failure as a team, not individually, so everyone feels accountable and no one is singled out. They should be willing to give and receive honest, critical feedback to make the team stronger. When these things are done, there is a 55% and 91% increase in the odds of psychological safety, respectively.
"Remember, teamwork begins by building trust. And the only way to do that is to overcome our need for invulnerability."
Utilise peer-to-peer conversations.
Development is not just a leader's responsibility. Deliberate time spent interacting with peers can contribute greatly to an employee's development and experience, but it also increases trust and authenticity among team members. Just as one-to-ones deepen connections between leaders and employees, peer-to-peers can strengthen connections with peers.
Peer-to-peers can be individual or with the whole team, and should focus on how the employee can develop, innovate, and grow. They can cover a wide variety of topics, including:
• Introducing a peer to another colleague or someone within their network
• Learning a new skill
• Asking for or providing feedback
• Asking for help
• Brainstorming a new idea
• Inviting a peer to work on a special project
The key to a successful and not overly critical peer-to-peer conversation is that it happens in the moment and from a place of positive intent. They should not always be associated with failure and should be intentional and well thought through.
Deloitte's study on inclusion found that "Organisations need to get teams to capitalise on the various forms of knowledge their members bring." The study suggests a culture where senior employees provide guidance and mentorship while junior employees provide new perspectives and exposure can result in a "cross-generational dialogue that could foster appreciation and empathy."12 By sharing knowledge and expertise, team members can help each other grow.
Peer-to-peers typically happen in highly autonomous and psychologically safe environments. Peers will not be comfortable having one-to-ones with each other if they do not feel safe enough to be honest and speak up. Nor will they provide helpful feedback if there's not an environment open to change and creativity. It's no wonder that high psychological safety and autonomy increased the odds of team members holding peer-to-ones by 867%.
Research from Harvard University found that giving or receiving peer-to-peer negative feedback rarely leads to improvement.13 Team members that received negative feedback would rather avoid the coworkers that gave them the feedback and build new relationships with those who complimented them (a prime example of confirmation bias). The only time negative feedback worked? When the recipient feels valued by the giver.
It bears repeating: Teams that thrive feel a strong sense of autonomy and psychologically safety. Their leaders allow them to be themselves and feel free to go out and share their greatness. As the workplace evolves and organisations change, autonomous, psychologically safe teams will be quicker to successfully adapt. Their leaders must be agile and forgo traditional leadership practices, as comfortable as they may seem.
TEAMS—4 KEY TAKEAWAYS
Autonomy and psychological safety are important characteristics of thriving teams
Teams feel autonomous when there is flexibility and freedom to create
Psychological safety means employees can voice opinions and ideas without fear
Great leaders build great teams by connecting their people to each other, using tools like peer-to-peers
Teams Sources
1. Drive, Daniel Pink, 2011.
2. "Why Trust Motivates Employees More Than Pay", Jennifer Reingold, Fortune, April 27, 2016.
3. "Proactive Personality and Job Performance: Exploring Job Autonomy as a Moderator", Jerry Bryan Fuller Jr., Kim Hester and Susie S. Cox, Journal of Managerial Issues, Vol. 22, No. 1 (Spring 2010).
4. "The End of the Traditional Manager', Adam Hickman and Ryan Pendell, Gallup, May 31, 2018.
5. "Best Examples of Company Cultures That Engage Employees", Impraise.
6. "Psychological Conditions of Personal Engagement and Disengagement at Work", William A. Kahn, Academy of Management Journal, Vol 33. No.4.
7. "Creating Psychological Safety in the Workplace", Harvard Business Review, January 22, 2019.
8. "Making It Safe: The Effects of Leader Inclusiveness and Professional Status on Psychological Safety and Improvement Efforts in Health Care Teams", Amy Edmondson, Journal of Organizational Behavior, Vol. 26, November 2006.
9. O.C. Tanner and Human Synergystics, "Findings from O.C. Tanner and Human Synergistics," Available: https://www. humansynergistics.com/global-culturereport- supplement/.
10. "What Google Learned From Its Quest to Build the Perfect Team", Charles, Duhigg, New York Times, Feb 27, 2016.
11. "The 4 Things Resilient Teams Do", Bradley Kirkman, Adam C. Stoverink, Sal Mistry, Benson Rosen, Harvard Business Review, July 19, 2019.
12. "The Bias Barrier", 2019 State of Inclusion Survey, Deloitte.
13. "Surprising Harvard Research Says Giving Negative Feedback to Peers Won't Work (Unless You Do 1 Simple Thing)", Scott Mautz, Inc., January 16, 2018.
• Benefits of Peer to Peer Recognition


text:
Q: Confusion about recursive methods execution in java I have one big recursive method and can't understand the execution. Suppose we have a recursive method as below:
  private void recursiveMethod(){
    //execute some code 1

    if(someValue){
        recursiveMethod();
    }

    //execute some other code 2
}

and the scenario:

*

*call recursiveMethod()

*if someValue true recall it

*someValue becam false

*must execute code 2
but after this scenario is done, there is a second code 2 execution - probably from first method run, is that normal in recursive methods?

A: Yes, that is normal. When the recursive call returns, it will continue execution after the recursive call. If you don't want this behaviour, you could return after the recursive call like this:
private void recursiveMethod(){
    //execute some code 1

    if(someValue){
        recursiveMethod();
        return;
    }

    //execute some other code 2
}

A: Normally add return after someValue == true (after recall to this method)

redpajama_set_name: RedPajamaStackExchange


Well, well, well . . . lookey he-yah! September is upon us, and the blogging has clearly taken a back seat. I suppose it's better to live life than to write about it, am I right?
So check it out . . . I'm participating in a cool blog giveaway! I think this idea is fabulous. A workout tank from Ruffles with Love is making it's way around the country to fellow bloggers who sign it, and then pass it on to the next one in line! This brilliant idea is the brainchild of Tia at Hands On, Pants off and Candra at Camo and Lipstick! Highest of fives ladies!
Once you receive the tank, possibly take it on an adventure, sign it with a motivational message and mail it to the next blogger, you then blog about the tank and what motivates you to get (or stay) physically fit. There is some irony here for me since I don't feel particularly fit right now, but I never let it get too far out of control before I start to real my shiz back in again.
So my motivation . . . it's pretty simple.
In short, I need, not just want, to stay physically fit and healthy because of these cuties. I want to watch them grow up, become good citizens, have their own kids and live their life to the fullest. I want to be there for them through all the ups and downs in their life . . . just like my mom has been for me. I'm so grateful that I still have her because I lost my dad in my early 20's and there have been many times I wish he were here to offer advice or a hug.
While I know I can't control everything that happens in life, specifically when my time is up and God will call me home . . . I can do my best to take care of myself and mitigate my risks of health related illness. I really try to not take life, and the day to day chaos, for granted. Each moment is a precious gift and life is meant to be lived . . . not wasted.
When the tank arrived, I thought it was a great time to try a new adventure. Lots of my friends have fallen in love with hot yoga so I figured now was my time to give it a whirl!
My cute little Colombian friend met me there and was kind enough to lay out my mat near hers . . . shout out Natalia!! So I get myself all situated and was sure to get a picture of the tank on it's new adventure.
And all the future bloggers receiving the tank, you're welcome for me just simply taking a picture and not wearing it during the class. HOT yoga . . . need I say more?
So for an hour and 20ish minutes, I sweated like I was going through menopause and realized how out of shape I was. I mean seriously, I'm apparently just not that bendy. I thought yoga was supposed to be relaxing and mind clearing. For me, it was anything but that. I've heard people accidentally fart at yoga so I was stressed out about that, about trying to do the moves, and trying not to puke from the heat. I was trying to be all zen when really I was watching the clock until it was over (and I thought it was only an hour) and did I mention how freaking hot it was. Yeah, they really mean that when the title includes the description. Wait. I paid for this?
So hot yoga was a bust for me . . . there are plenty of other activities I prefer and have no plans to go again. It is apparently the gift that keeps on giving though . . . my wrist was killing me afterwards, and I figured it would just go away in a few days. Uh, no. So now I'm sporting this little beauty in an attempt at avoiding taking my wrist to the doctor. Such is life . . . what doesn't kill you makes you stronger! Apparently I should leave downward dog to my actual dogs.
I can't wait to see more adventures of the tank so if you want to following along as well, you can #trackthetank HERE!


Model comes in plastic blister with appropriate flat plastic 30mm base. Model is sold unpainted and requires assembly.
One of our Enslaved miniatures. Captured and chained they have got little options on the battlefield. Fight for your life or die trying.
He should be great extension for all evil or chaos armies or gang.


At least three students will be chosen by the National Association of Black Journalists for an incredible all expenses-paid trip to China as part of the NABJ Les Payne Reporting Trip to China for international reporting and training. The students will be part of a delegation of NABJ members traveling from Nov. 24-Dec. 4, 2018. Submission materials must be sent to Vanessa Evans, NABJ Programs at vevans@nabj.org by Friday, Oct. 5, 2018 at 5 p.m. EDT. Please write: NABJ Student China Application in the subject line. In addition to the materials below, an application form must be filled out here. To learn more about the trip, visit the travel page here.
· Student must present an up to two-minute video detailing why they should be chosen for the reporting trip to China and what the student hopes to gain from the opportunity. Please upload the video to a video platform and forward the link.
· Student's two-minute video entry must be accompanied by a written transcript of the video utilizing AP Style Guide.
· Personal statement explaining career aspirations.
· Students must submit a total of two (2) recommendations. One letter must come from a professor or school dean. The other may come from a media professional. The letters of recommendation must be sent directly from the nominator to Vanessa Evans at vevans@nabj.org by the posted application deadline.
· Student must be currently enrolled in a four-year university or graduate school.
· Student must be a junior, senior or graduate student pursuing a career in journalism.
· Student must have current national NABJ student membership by the October 5 submission deadline.
· Student's entry must be accompanied by a letter from the school's dean granting permission for student to be excused for travel Nov. 24 to Dec. 4, and stating that arrangements will be made to fulfill class requirements.
Students will be required to sign a liability waiver to participate in the trip.


Gov. Jim Doyle and his Global Warming Task Force committee have introduced legislation to be considered this session that would increase the state's renewable energy portfolio to 25 percent by 2025.
There is no disputing that alternative and clean energy sources present a tremendous growth opportunity for any business that can introduce cost effective technology that will lessen our dependence on fossil fuels, however this mandate is not the correct policy path for the state of Wisconsin.
The Independent Business Association of Wisconsin stands against this piece of legislation due to the net loss of jobs that this bill will have on the manufacturing base of this state based on the necessary increase in the price of energy to support the mandates.
Wisconsin utilities produce nearly 60 percent of their energy from coal which is one of the leading culprits of carbon emissions, but also the most cost-effective way of providing for our energy needs. Wisconsin presently ranks slightly below the national kilowatt per hour average at a cost of 9.57 cents.
Without the technologies to effectively replace coal at a cost competitive pricing point, the price of energy in Wisconsin will have to go up. There is great potential for electrical rates to more than double with the enactment of this legislation.
Recently, the Beacon Hill Institute for Public Policy at Suffolk University found that the proposed measures could have the exact opposite of a "jobs bill." According to Beacon Hill, the Global Warming Task Force recommendations would cost Wisconsin 43,000 private sector jobs and $1.59 billion of wages. Wisconsin's paper industry alone could lose 1,934 more jobs.
The IBA recognizes that there could be "green jobs" created by this measure and the supporters of this legislation have estimated that number to be 15,000 potential public and private sector jobs. Based on the two projections that is a net loss of nearly 30,000 jobs.
There are several cutting-edge alternative energy and energy efficiency companies that are within our state such as Johnson Controls, Orion Energy Systems, Energy Composites Corporation, and many others and we should certainly encourage the growth of the businesses that are involved in this field.
Wisconsin has a higher concentration of employees in the field of manufacturing than any other State in the Union, with 15.6 percent of our workers earning a living in this field. This number is already down from 17 percent of workers at the beginning of the Great Recession.
The last thing that our manufacturers need for their competitiveness is a dramatic increase in their energy bills. The consumption of energy is one of the highest operating expenses that a manufacturer encounters and a Clean Energy Jobs Mandate may benefit a select few companies within our state, but it will also put the vast majority of our manufacturers at a competitive disadvantage which will lead to more manufacturing jobs being shifted to areas of the world with less restrictions and a more cost competitive structure for operations.
The IBA is not qualified to debate the alleged science of global warming and while the supporters of this bill claim that the cost of doing nothing to address climate change is far greater than the cost of implementing this legislation, it should be noted that the 65,503 square miles that the state of Wisconsin encompasses represent a mere 2 percent of the land mass of the entire United States. Any restrictions that Wisconsin imposes on itself would be infinitesimal on the effect of overall carbon levels in the atmosphere.
The state of California has tried this "go at it alone" attempt to reduce carbon emissions with legislation passed in 2006. Mired with a 12.3 percent unemployment rate the state of California is attempting to put a measure on the ballot for this November to repeal the legislation in order to spur job growth.
The state-by-state implementation of this type of legislation presents competitive disadvantages in retaining and recruiting businesses and the state of Wisconsin should not preempt any national federal mandates and make the same mistake as California.
-- Adams is vice president of state programs of the Independent Business Association of Wisconsin and managing shareholder for Kolb + Co.
good A Free version of this SHAREit Apk will certainly be SHAREit APK today I am sharing Shareit app for iPhone nice.
Increase anisotropic filtering as well as structure range http://ppssppgold.org a numbered checklist of web links listed below in order to help.
Entirely one-of-a-kind pictures right into slide show VivaVideo Download PC as Viva Video for Windows and also Mac PC.
How can you understand readings of your blood pressure?


I crave another Aunties & Uncles breakfast pocket for months after a visit to Toronto!
food was okay but the restaurant was absolutely filthy. dead flies on the walls, dirt and grime everywhere. very off-putting. i don't know why anyone would choose to eat here. i live just down the street from this and don't know anyone in the area who goes here for breakfast. even sneaky dee's is cleaner - and better value.
I had brunch there today and it was a really fun experience. The atmosphere is amusing. The kitsche value is awesome, with so much to look at. The food was excellent. I had the french toast which was some of the best I have ever had. The bacon was delicous and the side of pears were perfectly ripe. The fresh orange juice was great. I think that the value was good. The portions were generous. $35 for 3 people.
The best breakfast we have ever had. Each and everything was special and amazingly yummy. Never had such delicious breakfast. Everyone in our family was wowed by the quality of the food. Now the bad part - wait for very long and especially if you are a large group as this restaurant is quite small an housed in a very old small house. But once we got our table and sat down and got the food, we forgot all about the wait.
I must say that after reading these reviews and all the other reviews on the web under "Best Toronto Brunch", I was more than curious about this restaurant. To summarize our Sunday brunch experience: we had to endure a long wait to get a table (this on it's own is a good sign); the service was well below average (if the waiter could be any more bored he would have fallen asleep); the "retro diner decor" can simply be translated to old, dirty and not well-maintained; and the food was slightly below average. The French toast was anything but exceptional, and the poached pear garnish was soggy and bland. Never again. Oh well, at least it didn't break the bank. Ps: make sure you bring cash, as cards are not accepted.
I just came back from an excellent lunch from Aunties and Uncles. The food fills you up cheaply, and you don't feel guilty about eating it. The all-day breakfast themed menu makes gets you excited. The decor is very much apart of the atmosphere. It has the feeling that it has been evolving, cozy and creative. It's casual, and cramped, but that's only because this place is popular for good reason. I thoroughly enjoyed my meal there, I will return in the near future. The patio is also great.
i love aunties and uncles. it is my favourite brunch spot in toronto. i have a crush on the owners.
Return to the Aunties and Uncles page.


Just over a decade has passed since I first visited Owl Point, a spectacular rocky viewpoint along the Old Vista Ridge Trail, on Mount Hood's north side. At the time, the trail had fallen into disrepair after years of neglect, but it has since rebounded thanks to volunteers pitching in.
Since that first visit, I've been to Owl Point every year to admire and photograph the dramatic view of Mount Hood and enjoy the relative solitude, compared to many other places on the mountain. I've watched the landscape change, sometimes dramatically, as was the case with the 2011 Dollar Lake Fire that swept the north side of Mount Hood. But I've also watched more subtle changes as the details of this beautiful spot become ever more familiar.
One of those more subtle features is a craggy Noble Fir perched among the boulders on the exposed south flank of Owl Point. This old survivor can be seen in the far left of one of the first photos I shot in 2006 (at the top of the article) and in the photo, above, taken in 2008 by trail volunteer Andy Prahl.
If you've followed this blog over the years, you've seen earlier articles about "sentinel trees". These are trees that seem to defy the odds and elements in their size, grandeur or simple tenacity in finding a way to survive. This tree certainly qualifies.
From an aesthetic perspective, the old Noble Fir at Owl Point is a gift for photographers, adding testimony to the rugged, often harsh conditions found there. The old tree also adds a nice visual balance and interest to the scene. So, in this way the Owl Point sentinel tree has become an old friend to this photographer.
In 2011, I visited Owl Point just a few days before the catastrophic Dollar Lake Fire swept across the north slopes of Mount Hood, burning 6,300 acres of subalpine wilderness. The photo above is among the last that I captured of the once-green forests on the mountain before the fire changed the landscape.
Though the fire burned for more than two months that summer, Owl Point and the Old Vista Ridge Trail were somehow spared and the craggy old Noble Fir sentinel tree at Old Point lived on.
After the fire, Owl Point served as one of the best places to absorb the full scope of the Dollar Lake Fire, with nearly the entire extent of the burn visible from there. While the brown swath of scorched trees was jarring to look at, it was also a reminder that fire is a regular and necessary visitor to our forests.
The forests we lost to the fire have since given us a new window into how new forests emerge from the ashes, a process as old as the forests, themselves.
The old Noble Fir sentinel tree at Owl Point had witnessed fire before the Dollar Lake Fire, and from a much closer vantage point. Sometime in the early 1900s, a similarly large fire swept across the high country north of Mount Hood, scorching Owl Point and thousands of acres in the surrounding area.
This 1952 photo (below) shows the forest recovery from this earlier fire at Owl Point just getting underway, decades after the burn. In fact, the area is still in recovery today, a century after the fire.
The view from 1952 is an inverse scene from what we see today, with a scorched foreground and lush, green slopes on Mount Hood. These contrasting images over time area a reminder of the fire cycles that are as natural to the area as rain and wind.
One of these fortunate survivors is the sentinel tree at Owl Point that we know today. Though only 30-40 feet tall, it could easily be a century or more old, stunted by the harsh conditions on the talus slope.
While the old Noble Fir at Owl Point appears to have dodged a couple of forest fires in its lifetime, the tree began to show signs of stress in 2012, the year after the Dollar Lake Fire. Foliage (below) from some of its lower limbs began to drop, suggesting the beginning of its decline.
By 2014 (below), the signs of stress were more ominous, and it was clear that the old sentinel tree was losing its battle to survive the elements at Owl Point.
After the snowpack melted off in 2016, the situation for the old tree had become dire as it struggled to maintain the remaining foliage in its crown (below), a sign that the tree might not survive the season.
But a closer look (below) this summer at the dying tree tells a different story. While the exposed upper portion of the tree has clearly lost its battle, a fringe of healthy new foliage is thriving around the base of the tree. It turns out that while the Owl Point Noble Fir has lost its main trunk, it is still very much alive.
An even closer look at the base of the old tree (below) shows the secret of "krummholz", the name for stunted trees that survive in harsh alpine environments. Trees like this Noble Fir adapt to their conditions by producing new leaders from their lowest branches to replace dying or broken tops.
These new leaders on Noble Fir growing as krummholz often form dense mats of foliage at the base of a tree, low enough to be protected by winter snowpack from the harshest weather conditions. This is clearly the case for the Owl Point sentinel tree.
The classic example of a krummholz in Mount Hood country is the Whitebark Pine, a tree that thrives above 5,000 feet, often gnarled beyond imagination by the elements. The example below shows the skeleton of an ancient Whitebark Pine (on Lookout Mountain), surrounded by new leaders that have merged from limbs flattened to the ground by winter snowpack.
While winter conditions regularly shear off new growth that pokes above the snowpack on a krummholz, a rapidly growing new trunk like the one emerging at the base of the Owl Point sentinel tree can eventually survive and grow to replace the older tree. This is clearly a slow process, and one that I won't likely be around to witness!
But in the near-term, photographers like me will be able to watch the dying trunk of the Owl Point sentinel tree gradually weathering to become a dramatic sun-bleached snag that will be photogenic in its own right. And, as the new leader continues to rise from the base of the old trunk, this striking old tree will continue tell a powerful story of survival.
You can visit Owl Point and see its sentinel Noble Fir by following the 4-mile round trip Old Vista Ridge hike from the Vista Ridge Trailhead. The hike is described here in the Oregon Hikers Field Guide.
This entry was posted on July 31, 2017 at 9:56 pm and is filed under Natural History, Photography, Sentinel Trees, Trips. You can subscribe via RSS 2.0 feed to this post's comments.
I enjoy your writing especially this one about the old Noble Fir who has seen so much. I must take this hike and see for myself.


Be sure to keep any follow up appointments with your practitioner. If the symptoms are severe or do not heal in a reasonable amount of time, this can be an indication of a serious complication.
Wound Infection – This problem is most likely to occur with a deep skin peel. Delayed wound healing, open sores, foul smelling puss and excessive scabbing are indications of a potential bacterial infection. This complication must be treated right away to control the infection and minimize scarring. Patients who carefully follow post-operative instructions for cleaning their skin are least likely to experience wound infection. However, patients who have a history of herpes outbreaks are especially prone to infection after a skin peel.
Scarring – Scarring can be the result of mistakes in the procedure (such as using a solution that is too concentrated). However, some individuals are simply genetically prone to scarring. This problem is most common with the deepest peels. Patients who show signs of scarring during healing may be treated with steroids. Silicone scar reduction sheeting and pulsed dye lasers are additional options for addressing scars caused by a chemical peel.
Pigment Changes – Patients with darker skin tones tend to be most at risk for uneven or blotchy results from a chemical peel. They may experience permanent lightening of some areas of skin. These patients should only undergo chemical peels that are considered safe and effective for darker skin. This includes some light peels and some medium depth peels. Individuals of all skin tones may experience hyperpigmentation (darkening) of the skin in patches. This can happen due to sun exposure, medications or sensitivity to ingredients in the peel solution. Hydroquinone or other creams may be prescribed to even out these areas. The most common cause of this chemical peel complication is failure to follow post-procedure instructions for sun protection.
Allergic Reaction to the chemical used.
Application of phenol carries the most significant chemical peel risks. Phenol can cause organ failure if too much of the chemical is absorbed into the patient's system during treatment. A deep peel performed with the patient under general anaesthesia carries additional risks associated with the anaesthetic.
Patients with darker skin tones are at greater risk for unsatisfactory outcomes from chemical peels due to uneven results.
Individuals with a tendency toward keloid scarring (raised scars) may experience permanent scarring – especially with deeper peels.
Patients who have very sensitive skin or a history of dermatitis (skin rashes) may be particularly prone to swelling and irritation after a peel.
Certain medications such as oral contraceptives can increase the risk of unwanted pigment changes.
Smoking can interfere with normal healing after a medium to deep peel.
Patients who have had a cold sore in the past may break out in blisters that leave permanent scars after a mid-level or deeper peel.
Individuals with severe acne or other active bacterial skin infections have a higher risk of poor wound healing.
This is actually one of the more common skin peel risks. Not all patients respond well to a skin peel. They may expect to see a greater degree of improvement and be disappointed with the results. Or, they might think the peel should have longer lasting results. The fact is that light and medium peels usually don't have their full effect after just one session. These peels are designed for repeated application over a series of treatments for maximum impact. A deep peel is the only type that is done just once and that has effects that last for many years.


text:
A touring company of original productions developed through interviews by
Carrie Gibson, Tony Curry and John Vreeke (director)
Three shows:
Not Until You Know My Story - Individuals who are discriminated against
Into the Fire - the Story of Individuals who have Post Traumatic Stress Disorder
Because You Know Me - Gay Lesbian Bisexual and Transgender Discrimination
[Also, Visit the 'Had To Be Productions' Website]
Because You Know Me
Written and performed by
Anthony Curry and Carrie Gibson
Directed by John Vreeke
Because You Know Me has been created from the words of twenty-two people who address gay, lesbian, transgender and bisexual inclusion from a variety of perspectives. Because You Know Me puts a human face on the issues that affect the LGBT community. The actors portray people who tell stories about life, work, military service, community and parenting, and how those areas can be affected by misunderstanding and bias. As long as people have to hide part of who they are, their ability to bring their authentic self to work
and be fully engaged is compromised.
Carrie Gibson and Tony Curry create theater and drama from conversations. They research a subject by talking to people who live the experience. They magically take their words and create a performance that allows us to step into the shoes of real people and come out feeling their experiences in our gut, in our soul. Watching Carrie and Tony perform is empathy on steroids. Thank you.
Into the Fire is an exploration of our returning vets with disabilities and combat related trauma and their stories as they integrate into their families, communities, educational institutions and the workforce. Many employers and educators are anticipating the opportunities as well as the challenges that may occur when including our returning veterans. The actor/playwrights will recreate the stories of both male and female Veterans who have returned from Iraq, Afghanistan and Vietnam. There will also be an exploration of the generational effects of the war experience on the children and families of our veterans. The audience will meet people who will elicit a wide variety of emotional responses and thoughts designed to create awareness, empathy, and new ways to respond to veterans as they rejoin our workforce and communities.
The play is stunning. It is powerful, poignant, and truthful. I have been working with returning veterans for a long time. If you care enough about the men and women who have served our country, who are our colleagues, students, friends, spouses, and children, please find the courage to see Into the Fire. We owe it to them to try and understand. Though we and other non-military folks in your audience will never truly feel the depth of these experiences, I think that the both of you have created a piece of art like no other. You know that art is successful when it is able to bring out emotions and responses in others, and that you have done beautifully.
Quotes: "for the unique privilege that I had been given to watch the production, Into the Fire, created by playwrights, Carrie Gibson and Tony Curry. I felt as if Carrie and Tony had taken front row seats into the lives of my parents and had written down my parents' every nuance, every behavior, their very words. They brilliantly, thoughtfully, and compassionately captured not only the physical but the lingering psychological trauma that our soldiers and their families experience upon a soldier's return home from combat. As the daughter of a combat vet, I came to an anguishing, and embarrassing realization that my dads' behavior and my reaction to it had a name and that it was far too common among veteran families. I had never known. I know that my father would love to see this performance, and he that would finally breathe a sigh of relief that someone finally gets him."
RETURN TO MAIN PAGE - JohnVreeke.com


Home»All»Where to Stay in West Houston… Tips for Visiting the Omni Houston Hotel at Westside!
Where to Stay in West Houston… Tips for Visiting the Omni Houston Hotel at Westside!
This Houston hotel surprised us. When we drove up and saw the shiny black Omni Hotel and the neighborhood full of corporate offices, we really wondered how fun our evening in west Houston was going to be. But, as soon as we walked into the lobby, fed a hundred giant goldfish, grabbed a scavenger hunt and saw the itinerary for Omni Kids, we knew we were in for a pretty good night.
The Omni Houston Hotel at Westside invited us out to try the Summer of Fun and Sun Package… which includes a discounted PoolSide menu, Pool Bag (with underwater camera for the kids!), Kids Activity Backpack, Poolside Family Movie, Milk and Cookies Turndown Service and breakfast.
So we went. And when we arrived, we saw an lobby that was open up to a ceiling 5 stories up, a lake that seemed to run from outside to inside, ducks, giant goldfish and turtles. And when we walked in a few more steps, we found a table with scavenger hunt sheets and food to feed the fish!
Of all the things to do, feeding the fish was the coolest. Dozens of giant goldfish come right up to the edge and ask for your food.
We fed the fish, opened up the activities in our Kids Backpacks, explored the hotel with our scavenger hunts and enjoyed the milk and cookies in our rooms. Before dark, we grabbed our underwater camera and headed to the pool.
At dark, the movie was moved indoors because of rain… but we did not mind watching Kung Fu Panda in the ballroom.
Room rates seem to be pretty reasonable. I'll let you decide, but they are less expensive than I expected for an Omni Hotel.
The Summer of Fun and Sun Package includes the summer bag, kids backpack, milk and cookies and breakfast buffet for each guest. The big buffet is $20 on it's own.
On Saturday afternoon, the kids room was open. It was pretty basic, with a movie, video game system and bean bag toss. My kids assured me that it was great (probably because we do not have video games at home) and urged me to leave them.
For the kids room, there is no formal sign in process, so I stayed close and let the kids think they were on their own. If you have a wanderer, they really could wander out.
The pool looked small from the driveway, but was bigger than expected when we went outside. On Saturday evening they have music and a grill… and a ton of people were in it. There were a couple of cool lounge "pods" and a lot of regular seating. Shade is pretty limited, but we had sun screen in our Summer of Fun and Sun Bag.
The pool is not a water slide/resort kind of pool, but it is wet and fun for the kids…. and it was more empty (and more enjoyable) in the morning.
We brought our own (affiliate) Puddle Jumper/Life Vest. Towels are available poolside… but no vests. No lifeguards are on duty, so you need to watch the kids.
The underwater camera, in our Summer of Fun and Sun Bag, was the highlight of pool time. It's an old fashioned disposable camera… and the kids were confused about why the pictures did not show up on a LCD screen… so I told them about the old days. It will be interesting to get the film developed (onto a disk) and see what my photographers captured.
Snacks. We always bring snacks with us to hotels… because my kids would eat and eat and eat from the restaurants.
The Breakfast Buffet is big. Like, eat on Sunday morning and eat a salad on Sunday night. It has omelet stations, hot food, cereal, oatmeal, lots of fruit, smoked salmon and plenty of coffee, tea and juice.
The lobby, lakes and fish are the nicest parts of the hotel. I really liked how they looked in the evening with the light reflecting off the indoor and outdoor water.
Wifi is free for rewards members (and being a rewards member is free).
A hotel bus will take your to CityCentre, Memorial City Mall or within 3 miles of the hotel, for free.
Valet and (free) self parking are available.
Beginning June 21, 2016, for every stay booked directly on OmniHotels.com, Omni will make a donation to Feeding America that will provide a family of four dinner for an entire week! Donations will benefit Feeding America, and the Houston Food Bank.
Take a look at more pictures below and consider Omni Houston Hotel at Westside, not far from CityCentre!


text:
You are here: Home / Home Page / Tulsa County member named Farm Bureau's top young farmer and rancher
Tulsa County member named Farm Bureau's top young farmer and rancher
Chad Selman of Skiatook was named the Oklahoma Farm Bureau Young Farmers and Ranchers Achievement Award winner Nov. 10, at the 76th-annual OKFB Annual Meeting in Norman, Oklahoma.
Selman won the award for his dedication to improving and growing his farm, which consists of pecan orchards and cattle in Tulsa County. Selman, along with his wife Katrina, also harvest pecans for other farmers and landowners in the area, and he sorts and stores pecans for the wholesale market.
Together, the couple are raising a family the farm where Chad Selman grew up, continuing the family's legacy of agriculture and rural life.
The Selmans' passion as young farmers have spurred them to modernize the family's pecan farm, including the use of computer-controlled sorting machines.
"Most of the sorting is done by air, and there's also some technology that we use called an eye machine, and it uses color to differentiate between the good and the bad," Chad Selman said. "Any of the pecans still in the hulls or the husks it will kick out, and it will leave the good ones there."
Chad Selman also serves as an alternate on the American Pecan Council, which oversees the national pecan marketing order, which seeks to improve the pecan industry through promotion, research and other programs.
"With this marketing order, I see a really bright future for the pecan industry," Chad Selman said. "I went on a tour with the marketing firm that we are using for the American Pecan Council. After I got done with that tour, I couldn't have been more excited – it's probably the most excited I've ever been for our industry."
Chad Selman said the growing Chinese market for pecan meats is a bright spot for his pecan business, which harvests 90 percent native pecans. He said the variety provides the characteristics the Chinese confectionary market is seeking.
The young Tulsa County farmer also build his cow herd from the ground up – starting with 12 cows and growing to more than 100 head today.
"I needed something different to do besides pecans," he said. "A little bit of diversification is always good."
Chad Selman uses the grass that grows in the pecan orchards for pasture and hay to feed his herd. He is focused on improving his cattle by keeping his own heifers and selling the animals that don't meet his standards.
The growing northeastern Oklahoma farm is the achievement of Chad Selman's lifelong dream.
"Ever since I can remember, I knew what I wanted to do," Chad Selman said. "I followed that path, and I came back to work on the farm. Ever since I was four or five years old through when I was going to college, I knew I was going to go back and work on the farm."
Chad Selman has been involved in a number of capacities for Farm Bureau, serving on the Tulsa County Farm Bureau board of directors where he currently serves as vice president, in addition to his service to the state OKFB YF&R committee. He also serves as president of the Tulsa and Rogers County Farm Service Agency Board and is the vice president of the Oklahoma Pecan Growers Association.
As the Achievement Award winner, Selman received a John Deere XUV 560 courtesy of the OKFB YF&R state committee and an expense-paid trip to Nashville, Tennessee, for the 2017 American Farm Bureau Federation Annual Meeting.
Selman will compete on a national level for the AFBF Young Farmers and Ranchers Achievement Award during the AFBF Annual Meeting.
The Oklahoma Farm Bureau Annual Meeting is the organization's largest gathering of farmers and ranchers every year. At the three-day convention, members vote on grassroots policy, elect leaders and award outstanding individuals. OKFB has a presence in all 77 Oklahoma counties and serves as the voice of agriculture and the rural way of life. To learn more, visit www.okfarmbureau.org.
Download a high-resolution photo of the Selmans receiving the 2017 OKFB YF&R Achievement Award.
Suggested Cutline:
Oklahoma Farm Bureau President Tom Buchanan (left) presents the 2017 Oklahoma Farm Bureau Young Farmers & Ranchers Achievement Award to Chad and Katrina Selman during the awards session at the 76th annual OKFB convention in Norman on Friday, Nov. 10. The Selmans, who grow pecans and raise cattle in Tulsa County, were selected based on the growth of their farm and their numerous community activities.


text:
const sf::Text	&MyText::getMenu(void)const
{
  return (this->_menu);
}

const sf::Text	&MyText::getGame(void)const
{
  return (this->_game);
}

const sf::Text	&MyText::getUnit(void)const
{
  return (this->_unit);
}

const sf::Text	&MyText::getAI(void)const
{
  return (this->_ai);
}

const sf::Text	&MyText::getFog(void)const
{
  return (this->_fog);
}

const sf::Text	&MyText::getVisu(void)const
{
  return (this->_visu);
}

const sf::Text	&MyText::getLaunch(void)const
{
  return (this->_launch);
}

const sf::Text	&MyText::getReturn(void)const
{
  return (this->_return);
}

const sf::Text	&MyText::getExit(void)const
{
  return (this->_exit);
}

const sf::Text	&MyText::getCredit(void)const
{
  return (this->_credit);
}

redpajama_set_name: RedPajamaGithub