Women are increasingly supporting our families financially. It can feel empowering to be the sole or primary earner, but many of us feel pressure to be both an ideal worker and an ideal mother. We hear from a woman who supports a stay-at-home husband and three sons.
Then, Alyson Byrne fills us in about the research on women as financial providers — for example, the more we financially contribute, the better our psychological well-being. (Yay.) She has tips on managing the professional side and the personal side of being the chief breadwinner. And Maureen Hoch, Women at Work's supervising editor, shares her experience of being her family's primary earner.
Alyson Byrne is an assistant professor at the Faculty of Business Administration at Memorial University of Newfoundland.
NICOLE TORRES: You're listening to Women at Work, from Harvard Business Review. I'm Nicole Torres.
AMY BERNSTEIN: I'm Amy Bernstein.
SARAH GREEN CARMICHAEL: And I'm Sarah Green Carmichael. This episode, we're talking about what life is like for women who are their family's sole or primary financial provider.
ALYSON BYRNE: We're used to men bringing home the financial rewards. But we're not as accustomed to when women do so. And maybe how women feel about that.
AMY BERNSTEIN: We're starting with a story about a woman who's been the sole breadwinner for her family of five, for her entire career.
SARAH GREEN CARMICHAEL: Julia Henderson has just gotten home, after driving an hour from her office in Cambridge, Massachusetts.
SARAH GREEN CARMICHAEL: There's her husband, Andy, and their three boys. Silas is 10, Eliot's 7, and Winslow is just a year old.
SILAS HENDERSON: Are you going to interview Winslow, too?
JULIA HENDERSON: How could she?
ANDY HENDERSON: He doesn't have any words… [To baby] Don't you have sounds? Boo. Boo.
JULIA HENDERSON: Smells good in here.
SARAH GREEN CARMICHAEL: Andy's finishing up dinner — tonight, it's peas and lasagna. He used to be able to wear Winslow in a sling when he cooked.
ANDY HENDERSON: Now, he kind of knows what's going on. And he's also a little bigger, so he'll reach for things.
ANDY HENDERSON: And then I'll just pull out all the pots and pans that make the best sounds, and he can, like, sit with his drumsticks and bang on them there.
SARAH GREEN CARMICHAEL: One of the tricks of the trade. Andy's been a stay-at-home dad since as long as he and Julia have been parents.
JULIA HENDERSON: I wasn't thinking about a career that could support the whole family. I always thought we would have two incomes, probably two white-collar incomes. But I have to say that my older son really needed — he really needed to have a parent at home.
SARAH GREEN CARMICHAEL: Silas, the 10-year-old, was born with a small jaw. Which, among other issues, woke him up every three minutes because he couldn't breathe. He was going to have to have a lot of surgeries. At the time, Julia was working in publishing. Andy hadn't discovered a career path yet. And so they decided that he would stay home with Silas.
JULIA HENDERSON: And then he just was so good at it. So now he's always home with the other guys.
JULIA HENDERSON: Oh, yeah, it didn't feel like it was a choice and a conversation. I would have loved to be the person who stayed home and cared for our child. But I needed to work because we had to have the benefits. Like, it was so expensive all of those surgeries that he had.
SARAH GREEN CARMICHAEL: The first year with Silas was hard. He'd be in the hospital for a week or two at a time, and Julia would work from there. Andy also had to cope with bouts of severe depression.
JULIA HENDERSON: It feels like a blur. The other thing is, my son was on an oxygen monitor until we gave him the new jaw and kind of pulled his tongue away from his airway. That oxygen monitor went off every 20 minutes, all night long. And we had to adjust his position so that he was breathing better, so that his oxygen went back up to the safe percentage. You know, I already mentioned that my husband was dealing with depression. One of the things he really needed was a good night's sleep. So, he would be taking something that helped him relax enough to sleep. So, all of those 20-minute adjustments were on me. And then I was working. I almost don't know how I did it.
SARAH GREEN CARMICHAEL: Julia's boss offered support by letting her work from home whenever she needed to.
JULIA HENDERSON: And then as soon as I kind of came out of the hardest time, she started pushing me again to strive for more. She was really, really important in my career growth.
SARAH GREEN CARMICHAEL: Yeah. She probably knew, but did the people around you at that company also know that, you know, your whole family is relying on your paycheck, like, you're the breadwinner?
JULIA HENDERSON: I don't think I talked about that part. Everybody know what was going on, or the people who I worked with knew what was going on, with my family. But I don't know that they understood the pressure of being the sole breadwinner.
SARAH GREEN CARMICHAEL: One moment from early in her career sticks in her mind.
JULIA HENDERSON: I had this situation where there was an older woman who I think thought she was helping me. But we had a kind of high-pressure situation, as much as publishing can be high pressure, right. We had some delivery we needed to make, and it wasn't going well, and we needed to have a meeting with some people in the Denver office, so they were two hours behind us, and it was, like, 6 o'clock or 6:30 — you know, after normal working hours. And she was like, I'll be on that call. You obviously don't want to be on it because you have a family to come home to. And I had this visceral reaction, like, you don't tell me what call I should be on. My whole family is depending on me being reliable at work, being someone who can be counted on, excelling, showing myself to be a leader. I will be on that call. I will do well on that call. My family will be OK for the hour, but my career needs me to show up here. It felt like she was protecting me from something. Or, this kind of, like, you must be disengaged because you have young children right now. You must want to be home with them right now instead of here present at work. But I found a lot of comfort in being present at work and being good at work.
SARAH GREEN CARMICHAEL: Today, Julia leads a team of 19, and a lot of them are young women.
JULIA HENDERSON: It feels like I have an extra pressure to show them what a working mom can be like, and what a sole breadwinner woman can be like. So, feel like I have to do it really well, right. So, I don't want to show that I'm tired or that things are hard, because I want them to feel like they can do it. It's hard, but it's, like, such a joy to be able to have these two parts of my life, where I'm doing this work, kind of problem solving and my mind is doing something new every day, and it feels kind of fresh and exciting. But I'm also getting to go home to a family that runs to me when I walk in the door and gives me huge smiles and tells me they missed me, and then we sit together and we eat.
SARAH GREEN CARMICHAEL: At the dinner table, Eliot tells me about what he thinks his mom does all day at work.
ELIOT HENDERSON: I'm imagining she's, like, dialing letters all the time on a computer. And she can do it really fast. She's sometimes having a chat with other people on a meeting. And I think that's mostly what she's doing for the day.
SARAH GREEN CARMICHAEL: Then, Silas chimes in.
SILAS HENDERSON: I think that I'm privileged to hang out with my dad instead of my mom because, uh, because I watch a lot of cartoons, and in most of them, the dad goes to work, but in this case, the mom does. I find it special that Mommy has enough care for us to leave Daddy here with us for 11 hours.
JULIA HENDERSON: As the woman, I feel really aware of how difficult it is to be home with three children all day. So, when I come home, I try to do as much as I can to make his day easier.
SARAH GREEN CARMICHAEL: Like, she'll clean up after dinner. Pack lunches. Run baths for the boys. Put the baby to bed.
JULIA HENDERSON: I have a lot of energy! And I might not always have a lot of energy, so, while I have it, why not?
JULIA HENDERSON: I do get really exhausted after they go to bed. But, I don't necessarily want them to see me exhausted either, so I save it. That's the thing though — so, I really have trouble kind of taking care of myself. I have a perception, and it may be wrong, that if the working spouse is a man, and the stay-at-home spouse is a woman, that the man does a better job of taking care of himself than I am doing at taking care of myself.
SARAH GREEN CARMICHAEL: So, a couple things really struck me about Julia's experience, and the first is that moment in her story where she talks about wanting to be on that late call, really wanting to be there and show up and be present because her whole family is depending on her being good at her job and being the breadwinner. And it struck me that so often, when women talk about their work, we don't talk about the money part. We talk about the meaning or the challenge or the learning opportunity, and we don't talk about this as a livelihood. And I thought it was so refreshing to hear her just say, no, they're all counting on me, and I'm going to go do this. Because I think women suffer when we sort of pretend that we're working just for the fun of it.
AMY BERNSTEIN: There was something else I heard in that, which is that she didn't want to be treated as if she had a handicap, if you will, you know? That, yes, she has tremendous responsibilities at home, but it's her decision whether or not to be on the call. It's a little patronizing to assume that she — you know, a family to go home to, so she shouldn't be on the call or wouldn't want to be on the call. You know, you don't make those decisions for other people.
NICOLE TORRES: Yeah, that was like, an example of benevolent sexism. You know, like, protecting women.
AMY BERNSTEIN: It doesn't mean we're not sexist just because we're female. We all can be kind of sexist.
SARAH GREEN CARMICHAEL: And then the last thing that really stood out to me is when she talks about the pressure she feels to show the young women on her team what a working mom can be. She said she wants her team to feel like they can also do it. And so she feels this pressure to kind of — to do the job and do it well and also not show some of the strain that she feels. That was mixed for me, because I also feel, in a good way, that pressure to be a role model for other people. But I think part of being a role model is also being honest about the effort it takes.
NICOLE TORRES: Yeah, that's what I was wondering, if, like, more senior women feel like they have to be role models to younger women on their teams. Because, as, like, someone who is younger and unconsciously seeking role models, what my bosses do, in terms of how open they are about the balancing act that they have to perform, like, that affects how I show up at work, too, you know. If my bosses are open about, like, needing time off to take care of something, I feel more comfortable saying I might need time off to take care of this other thing, too.
AMY BERNSTEIN: Yeah, I think that stuff is really important. I mean, I think it's really important to say, I need to take time off to take care of my mom. Because you want people who work on your team to feel that that's totally fine. It's more than fine. It's important that you have to set those priorities.
SARAH GREEN CARMICHAEL: Yeah, and I think what's hard for me about this, in some ways, is Julia talks about how it's a joy to have these two parts of her life. And someone could listen to her story and hear, god, she's so busy; there's so much going on. You know, she has this long commute, she has a kid who has had to have multiple surgeries for health issues. There's a lot there. But she says it's joy. And they sound joyful. And it was joyful being there in their home. And sometimes I think we focus so much on how hard this is and kind of the pressure to succeed. We hear a lot about how being a working mom is hard or being a working woman is hard. It's also super fun.
AMY BERNSTEIN: Oh my god, it's so much fun.
SARAH GREEN CARMICHAEL: It is fun. It is fun to be a leader.
AMY BERNSTEIN: I mean, it is super challenging.
SARAH GREEN CARMICHAEL: And that's part of why it's fun.
AMY BERNSTEIN: Oh my gosh, yeah.
NICOLE TORRES: It does seem very fun to do, but the process of getting there can be challenging, and you can face a ton of obstacles that can seem unsurmountable. So, it's just helpful to hear that, you know, you can overcome them; and when you get there, it can be great.
SARAH GREEN CARMICHAEL: The only thing I would push back on about that is that it never really feels like you've gotten there.
SARAH GREEN CARMICHAEL: You have to learn to love the process. Because that's all there is.
NICOLE TORRES: Yes. That is a message I'm telling myself a lot these days.
SARAH GREEN CARMICHAEL: Namaste. [LAUGHTER] Sorry.
PRODUCER: We are not ending like that.
SARAH GREEN CARMICHAEL: Can we just end with that?
NICOLE TORRES: We wanted to hear how Julia's experience fit into the experiences of other women making all the money for their families — or most of it.
ALYSON BYRNE: And so we're seeing the primary earner is being a woman is prevalent in single-mother households, not as prevalent in married couples, but perhaps 5.4% is where we're at right now.
NICOLE TORRES: That's Alyson Byrne. She's an assistant professor at Memorial University, in Newfoundland. She studies the relationship between status and gender, and she knows the research on women as financial providers. I actually wasn't able to be there when we taped the conversation with Alyson, so I will let Amy and Sarah take it from here.
SARAH GREEN CARMICHAEL: Well, Alyson, thank you so much for talking with us today.
ALYSON BYRNE: Thank you for having me.
SARAH GREEN CARMICHAEL: So, when we talked with Julia, she mentioned that becoming her family's sole breadwinner wasn't something that she expected to do and it didn't even necessarily feel like a choice. It was sort of how things happened. Is that a common experience for women who end up in this role?
ALYSON BYRNE: Right, and so research suggests that even amongst highly ambitious, high motivated and highly talented women, they still anticipate that their role is going to be secondary to their husbands. And if these expectations are there and they're not discussed and they're not understood, they become self-fulfilling prophecies, I guess. And so, women more, of course, taking on more of the childcare responsibilities and less likely to have their careers prioritized over their husbands. And so, I think like Julia, a lot of people go in with these expectations that despite the education and the goals that they might have at one point, their careers will become secondary to their husbands, particularly if it's not discussed and really negotiated, I think, at an early stage of their marriage.
AMY BERNSTEIN: Let's talk about the differences that you see in families where women do get to choose whether they're the breadwinner and where they don't get to choose, but still end up as breadwinner. Do you see differences?
ALYSON BYRNE: There are some differences and again, I want to make a point that this is a vastly understudied topic and research and it tends to, I'm drawing form sociology and the family research and management really hasn't explored this as much. But in some of the research that looks at women who have chosen to make this decision, so it's a conscious decision that they make with their partner, as compared to women who find themselves in this role reluctantly. The women who find themselves in this role reluctantly, can be, I guess, envious or feel resentful towards their husband who has more time with their child, particularly if they were the ones who wanted to be that stay-at-home parent. And also, they may feel that their being judged perhaps unfairly for being in this role and there's research to support that that's not a bad assumption. Particularly for white middle class, upper middle class, there's the expectation of intensive mothering where women are supposed to be fully devoted to taking care of their children, putting both time and resources into rearing children. And we haven't quite captured the idea of being a financial provider as being compatible with good mothering. And so, I think, in this research that suggests when these women are violating these rules, we are, people are judging them for not taking on the good mother identity, by going to work, especially if it's out of choice.
SARAH GREEN CARMICHAEL: It's interesting to hear you say that about white women because it often, the public conversation about African-American women in particular is that if black women aren't working then they are seen as bad mothers.
ALYSON BYRNE: Exactly and that's actually been, and again, limited research on some of these topics, but the research that is out there on African-American women suggests that being a breadwinner is very compatible with being a good mother. It demonstrates that they are self-reliant, that they are a good role model for their children, and that it is as you said, people see it as very compatible that being a good mother also means a working mother. And it doesn't seem to have that same intensive mothering, all focused on your children. That seems to be targeted more towards upper-middle-class and middle-class white women.
SARAH GREEN CARMICHAEL: And do you see anything in there too, about, or assumptions about single mothers? Because that's a situation where we've kind of talked a lot about what it's like when there's a couple, and one person may be staying home or earning less, but if you're a single parent, there is no one else.
ALYSON BYRNE: Exactly. And it seems, I mean again, limited research on the area, but when studies have looked at single mothers, they do not feel that same intense pressure of having to do intensive mothering, and they actually define it more as extensive mothering, in such that being a provider is a necessity and once they, people hear that they are single mothers, that pressure to be all, 100% with their children, seems to be alleviated, and it seems more compatible and judged less by society that they are working. And they are still providing and being fully responsible for their child's well-being, but of course in being fully responsible for your child's well-being, when you're the only parent also means that there needs to be financial components. So, perhaps that identity is broadened to encapsulate both the working side as well as the mothering side.
AMY BERNSTEIN: So, in marriages where women, or relationships where women are the primary, or sole breadwinners, how do the power dynamics break down? Talk about that.
AMY BERNSTEIN: So, it sounds as if women in these situations are pretty conflicted about their power and I'm wondering what you're seeing.
ALYSON BYRNE: Yes. Yeah, I think that's a fair assessment. In some research they would suggest that yeah, they feel empowered. It's nice to know where the money's coming in and that they have control over that, absolutely, but that in the home dynamic, again, they're feeling pressure to be both an ideal worker of course at work, but at home to be an ideal wife, or an ideal woman, then taking ownership of how the money is spent and how things go at home isn't very, it doesn't fit with those models. And so, in being a good wife, or being a good mother, or being a good woman, it's not to be the assertive one. It's not to be the strong and agentic one. And those dynamics can play out in house as much as they can play out at work.
SARAH GREEN CARMICHAEL: So, I want to ask a little bit more about the pressure women face because one thing we did hear a lot from women who are, especially the sole breadwinner, is that there's a ton of pressure to keep bringing home that bacon. So, is this the same kind of stress that male breadwinners have been dealing with for a long time, or is this somehow different? Is it different when women are carrying that stress?
ALYSON BYRNE: So, Meisenbach has done some work on female breadwinners, and they said that they experience quite a bit of pressure as the sole breadwinner. And they argue that this pressure would be qualitatively different than the pressure that men felt, given that men's idea as being a good father, a good husband is compatible with being an ideal worker in such that by providing, bringing home the bacon, for lack of a better term, that would be compatible with being both a good worker, while also being a good dad, a good husband; but for women, they didn't feel that way, because they felt the pressure to also be a good wife or a mother, which isn't compatible with of course, them being a good worker, being always available for the workplace. And so, they would argue that that pressure is different. But interestingly, Christin Munsch and her colleagues presented some work at the annual meeting of the American Sociological Association which I think is currently under review. And she looked at men and women's relative income contributions and found that actually when men took on more financial responsibility in their marriages, their psychological well-being declined and was actually at its lowest level when they were the sole breadwinners. However, breadwinning had the opposite effect for women's psychological and well-being where it improved as they made greater economic contributions to their marriage. And she suggests that men approach breadwinning with a sense of obligation and worry about maintaining that status. And so, they feel quite a bit of pressure on, if I were to lose that, they feel quite concerned about making sure that they could provide for their families. For women, in her study, she argued that they approached breadwinning possibly as an opportunity or as a choice and that they may feel actually a sense of pride, not necessarily worrying what others will say if they can't, or don't maintain it. So, they don't feel that same sort of societal pressures to keep up the breadwinning role. And so, again really interesting that those findings are mixed, but I think it opens the opportunity for more discussion, if nothing else.
AMY BERNSTEIN: Let's talk about women who have been the breadwinner for years, and they want to make a change in their careers. They want to dial back a bit, or take a break. How should they handle that? How are you seeing that being handled?
ALYSON BYRNE: So, I will say right off the bat, there's just really a limited understanding of that. We do know that professional women, when they take time out of their careers and they want to go back, they tend not to go back to the same types of industries and will frequently look at more family-friendly companies and/or positions, which typically means that they're going back to a lower-status and a lower-paid position. And so, for women who are female breadwinners who really want to take a rest, or take a break, they do need to keep that in mind that if they want to come back, unfortunately, the reality will be that they may not be able to enter back into the role that they wanted to, or they may not wish to anymore. So, just being cognizant of that is probably quite important.
SARAH GREEN CARMICHAEL: I'm also wondering what we know about how being a sole breadwinner affects women's health. And I'm sort of coming at this a little bit because Julia mentioned how she feels exhausted, but feels like she can't show that to people. But also, I was super impressed that she goes running quite regularly on her lunch break, which is, I have no excuse, but I don't do that. So, I feel like on some level she's way more healthy, on another level, maybe there's something else that either physically or mentally that takes a toll.
ALYSON BYRNE: Oftentimes when women come home from work, they try to then relieve their husbands of the domestic responsibilities. And so, that provides husbands with time to pursue other activities at home, and so they can engage in leisure time, or an outside activities, but it really means that the mothers are going straight from work where they were engaged assuming many hours a day, exercising, whatever, getting that in during the lunchbreak, squeezing whatever time you have and then going home and being full on, fulltime parents when they get in the door. And so, that swap of responsibility can be absolutely exhausting on somebody who's literally never getting a break. And so, it might be a way that women try and minimize some of the guilt perhaps that they're experiencing by violating the social norms of being a fulltime worker and not necessarily being able to encapsulate the ideas of intensive mothering. But it just means for a very intensive day, and certainly would be exhausting over time.
SARAH GREEN CARMICHAEL: I'm also, I'm curious to know about the different kinds of support that the husbands in these situations provide. So, your research found that tangible support, or practical support, made a much bigger difference than emotional support. What's going on there?
ALYSON BYRNE: Yes. And we were surprised to be fair when we found that out. And then we really dug a little bit more into the literature and so, the domestic, the childcare, and the eldercare, those are those tangible components that women are typically asked to do themselves. And so, when their husbands are doing that, one, they're showing respect for their wives careers. First and foremost they're showing that, I'm willing to do this because obviously your career is important to our family and so, I can pick up the slack. But it's also the things that she physically cannot do. And so, if it means that for her work she has to travel, and then she doesn't have to worry about her husband taking care of the kids at home, then that would show a real demonstration of instrumental and valuable support that otherwise she would have to outsource, or feel quite a bit of pressure to do herself. The emotional support side, what we found is that women are more likely to find emotional support in a whole host of areas. And so, while it's great if a husband wants to be their wife's cheerleader, she doesn't need that. She can get that from her friends, from her colleagues, from other people. Men on the other hand are more likely to look to their wives for the emotional support if they're having a rough day at the job, they're going to come home and want their wives to support them. But women are able to find that sense of support from other sources. And so, we think that that's why the instrumental support was so much more important in our study than the emotional support.
AMY BERNSTEIN: One thing that we noticed was that Julia said she wasn't sure how many of her colleagues knew that she was the breadwinner and that, and all the pressure that comes with that. It's not as if she was keeping a secret; she just never talked about it that much. Do you think that female breadwinners should talk more openly about their experiences?
ALYSON BYRNE: This is a really tough question I think because on the one hand, the literature on disclosure in the workplace suggest that in order for people to forge really strong relationships with their co-workers, they should be willing to disclose information about themselves, including their values and beliefs. And on the other hand, this idea of segmentation, so keeping one's personal life separate from one's work life, can be really helpful. In Julia's case, and in other female breadwinners' cases, I think that it becomes extra complicated. Because on the one hand they are, on paper they're kind of the ideal worker. If they have a stay at home husband, they are on paper, unencumbered and by outside responsibilities and can be fully available in the workplace. But yet, they're also seen as women and good women are also good wives, and good mothers, and to be fully devoted to ones work they may get judged by others in the workplace. But on the other hand, I struggle with perhaps not having the opportunity to normalize this; and we know that there are more and more couples where females are the primary breadwinner, not necessarily with a stay at home husband, but certainly the primary breadwinner. And for other young women in the workplace who are aspiring to senior levels, I think it's really important for them to have role models who may model some sort of a family dynamic that they can aspire to. And so, perhaps they are seeing women in senior leadership roles, and really challenging positions and thinking, well how do they do it all and not knowing that they have a very supportive partner at home, might suggest something different to these young women who are thinking, well I can't do it all, but yet she can. There's no way I can accomplish this. So, I think there's two sides to that coin. I certainly understand why there's an unwillingness to disclose. Yet, it may help normalize things if the disclosure was there.
SARAH GREEN CARMICHAEL: We also asked Julia if there was anything her organization could get done that would make her life a little easier. She said, no, she couldn't really think of anything, but I'm wondering what you think.
ALYSON BYRNE: One of the things I thought was really interesting that Julia brought up was that she had a great boss. Someone who supported her, but also continued to give her challenging work. And I think that was really critical because I think Julia was honest when she said, there isn't anything else the organization can do. And a supportive boss is critical. And so Jenny Hoobler and her colleagues have done some research on when managers might perceive that there's work-family conflict for women that exists regardless of their actual situation, and so they found that managers perceptions of that work-family conflict had a negative impact on the performance appraisals and promotions, but that was their perceptions. And it didn't actually matter whether the women's family structure or their actual difficulty in managing their responsibility and roles; it was simply whether the manager believe that there was going to be an issue and therefore was less likely to promote them and to give them high performance appraisals. And so, I think that when Julia said, no my boss is continuing to give me respect and support, but also really challenging work, that was the signal that she needed. And so, I think for managers, and for organizations, I wouldn't assume that women, just because they have families at home, or if you think they might have families at home, that that's going to hamper their ability to take on challenging work. One other thing I think that organizations can do to help female breadwinners is normalize the use of family leave by men. Make it more normative that men can be supportive of their wives. That would be a really big step forward.
AMY BERNSTEIN: So, female breadwinners, clearly there's a lot expected of them, and I'm wondering what they can do to manage expectations.
ALYSON BYRNE: I think it does require a bit of self-awareness, and in research that looks at these nontraditional couples, particularly Erin Reid's most recent research, these husbands that are supporting their wives careers and the bread share model, they're very aware that they fit this nontraditional model, and I think it's important for women to start understanding that as well. That if they're going to be in this kind of dynamic, are they willing to go that route and to sort of maybe loosen their reins on the identity pieces that might be really critical to them. And so, some of the research on maternal gatekeeping comes to mind where women are often hesitant to relinquish responsibility for family matters. They want to set the schedules. They don't want to let their husbands, or the fathers take as much responsibility in terms of how the family dynamics works. And so, I think that for women who are going to be primary breadwinners, or sole breadwinners, that relinquishing of the maternal gatekeeping needs to be something that they're aware of. They need to be mindful that they're doing that, if that's something that's important to them. And I think they also have to understand that they're not immune to the socialization pressure. So, in my research with Julian Barling on status leakage, the women that we studied were incredibly educated. They were highly successful. I mean these were high-status professional women and even they were not immune to the traditional norms. So, they still reported a higher level of status leakage when they out earned their husbands, so feeling resentful that their partner made less than they did, feeling embarrassed, or wishing that he had a similar level of status. So, despite their, all of their accomplishments and their achievements and their education, they still can feel the pressures of the social norms that are in place. And so, I think women just need to be really self-reflective about that challenge and just be mindful that they have to deal with those pressures.
AMY BERNSTEIN: So, let's talk a little bit about kids and what they think of all this. We did ask Julia and Andy's older two boys who were seven and 10; we did not ask baby Winslow, what they think about their mom going to the office and their dad staying at home. What did you hear in the boy's answers?
ALYSON BYRNE: I thought those questions were great for the kids and I was really impressed by the older son's. He was very aware that he's in an unusual situation and he mentioned how in the cartoons it's always the mom who stays home, but he feels very privileged that in his situation he gets the dad to stay home. And to me that really demonstrated a couple of different things. One, it demonstrated role modeling. I mean these boys are going to grow up with different expectations about gender roles, both at work and at home. They have a role model as a father who is somebody who supports his wife's career and is fully comfortable with taking on the lead parenting role at home. And that's not something that many young boys, or girls get exposed to at such an early age. So, I think that was really critical. One of the other things is that I noticed he mentioned that his mom cares for his dad, or trusts the dad enough to take on the role of the dad at home. And so, in some ways it sounds like Julia has really relinquished that maternal gatekeeping and is fully comfortable with allowing her husband to take on a lot of the parenting decisions of the parenting role which really demonstrates a high level of respect and trust between the parents. And so, I think there is something really phenomenal that such a young child, two young children, can pick up on such critical pieces of a marriage, just in that conversation.
AMY BERNSTEIN: Yeah, I was really moved by those answers. Those kids are so thoughtful.
ALYSON BYRNE: They really were.
SARAH GREEN CARMICHAEL: And so cute. Well, Alyson, this has been so interesting. Thank you for talking with us today.
ALYSON BYRNE: Oh, thank you for having me.
AMY BERNSTEIN: Thanks so much Alyson.
SARAH GREEN CARMICHAEL: So, we brought in a special guest to help us talk through some of these issues.
AMY BERNSTEIN: She's the editor of HBR.org. She's the supervising editor of the show, and she's her family's primary breadwinner.
SARAH GREEN CARMICHAEL: She's also my boss. Hello Maureen Hoch.
MAUREEN HOCH: Hello Sarah. Hello Amy.
MAUREEN HOCH: It's good to be here.
SARAH GREEN CARMICHAEL: It's great to have you.
SARAH GREEN CARMICHAEL: So, Maureen, what stood out to you or surprised you in our conversation with Alyson?
MAUREEN HOCH: There were a couple, well there were many things, to be clear, that sort of resonated with me and it's always helpful to sometimes hear how research reflects your own experience. But one thing that surprised me is that in my family, we did make a choice to have my husband stay home and really take on a lot of the responsibilities for caring for my daughter. We chose that. And Alyson talked about how it's really the minority of families are in the situation of really choosing that the woman is the primary breadwinner. So, that surprised me. And then something that really resonated with me was this identity issue of, if you are hardworking, financially providing woman, you can't be a good mother.
AMY BERNSTEIN: So, that's interesting. Your daughter, Irene, is 4 years old. And, so I imagine that you've been struggling with this since she's been part of the family there. How much of that is coming from inside of you? And how much of it is sort of projected onto you by others?
MAUREEN HOCH: I really think it's both. I think some of it does come from this idea that as a woman, you need to be a great mom, a great wife, and if you're working, a great worker; and there's really not a lot of give. And sometimes it feels like for men there's more of an expectation, well, they're doing such a great job providing for their family, they don't need to worry about ticking all the boxes in these other categories because that's their main job and that's how people see them as being successful. I'm really hoping that when it comes to Irene, that she is going to have some different models and different ways to think about the options that she has and how she wants to think about her family, or think about her path. She's going to have a slightly different set of norms in front of her.
AMY BERNSTEIN: How do you think Irene processes this, that you go off to work every day and Jason stays home and takes care of her?
MAUREEN HOCH: I think that sometimes things do happen, like if I worked a long day, or if I say I missed bedtime the night before, and sometimes the next time I'll see her she'll look at me and say, oh you're here. Oh, it's so nice to see you. Sort of like this, suddenly mom appears. So, I think that she has a recognition that I'm not around as much as my husband is, obviously. And she and my husband have a really terrific relationship. She's also four, so I think she's still figuring some of this out, but she knows about my office. I brought her into the office, which I think is really nice when you can share parts of your work with your, even your young kids, so they sort of get a sense and some context of what you're doing. I'm going to be really interested to watch how she connects the dots here. And in terms of the different things that I'm doing and hopefully the model that I'm showing her about how caring about your career and your work is OK. That you can be a whole person in many different ways and you just have to figure out the one that works for you.
AMY BERNSTEIN: I remember — my mom worked. She was an advertising executive, and it was a very big day each year when my brothers and I would get to go to her office. And I remember the day the penny dropped that my mother was the boss and I remember processing this and talking to my little brother about it. And the feeling I had, and I can still feel it, was such incredible pride. I had to be told not to talk about it at school the way I wanted to talk about it. Because of course as a little kid you test it out on your parents first. So, just a thought for you.
MAUREEN HOCH: I mean that's what I really hope that in the future if, why wasn't I the one picking you up at school, or why wasn't I the one doing these things? That that's going to be replaced with a sense of pride about, but my mom was out doing these things and that's really cool and that gives me inspiration to do other stuff and be proud of her.
AMY BERNSTEIN: And people look up to her.
AMY BERNSTEIN: And that's the thing that really hit me is that people looked up to her.
MAUREEN HOCH: Yeah. I mean I think something that's interesting from Irene's perspective though is sometimes these sort of gender stereotypes, even come through other kids her age. So, when Irene was three, we put her in daycare for a couple of days a week because my husband does work part time. He's a database developer and he does contract work. I'll never forget that I went to visit her daycare class and my husband had been the one dropping her off and picking her up and I hadn't been as visible. And so, I'm in the class and I sat down and one of her classmates was probably four or so at the time, came up to me and said who are you? And I said, I'm Irene's mom. And she said, you can't be Irene's mommy. Irene's mommy is a daddy. [LAUGHTER] And I kind of sat there sort of shell shocked for a second and then what can you do, but laugh? Because Irene's mommy had been a daddy for her at that point in terms of the mom's role and the dad's role. And I have had to develop my own thick skin about that too. Because sometimes that stuff does sting. Because you don't want to feel like you're absent, but sometimes also saying yeah, sometimes Irene's mommy is a daddy and that's OK.
AMY BERNSTEIN: Yeah. That's more than OK.
SARAH GREEN CARMICHAEL: I do think it was interesting to hear about the sense among women who are the sole or primary breadwinner that there aren't a lot of role models. And I hear a lot of that kind of isolation can really be a problem. At the same time, I am, I think in some ways fortunate to have had many female role models who are in that situation. I would just say the flipside of that is that sometimes you can look up in the organization and if that's all you see, then you think, oh I need to get one of these stay-at-home spouses because I can't get there if I'm in a different family model. So, and the data kind of bears out that when women have a support spouse at home, they are more likely to rise at work. So, I have sort of mixed feelings about, I don't want women to feel isolated, but I also have mixed feelings on sort of the reality that having a supportive spouse at home lets you be more successful at work in a lot of cases.
MAUREEN HOCH: That is so hard because I think the message you don't want to hear too is that oh, you can't marry an ambitious, career-minded person. That one of you is, that you're going to have to be supportive to the point of sacrificing your own dreams and aspirations. I mean I think what Alyson said about having those conversations really early on about how you see the future is so important. I think about some of the things of Avivah Wittenberg-Cox has written for us about how yeah, if you want to have kids and careers, like sometimes you have to trade off. Sometimes if you've taken a big job and you've been able to accomplish some things, then your spouse has to be able to get some room to do that. I mean, I agree with you that I don't like the idea that that's the only way.
AMY BERNSTEIN: Do you and Jason talk about this?
MAUREEN HOCH: We do. We try to kind of think about scenarios. What if, this is also just my personality and the way I think, but what if something was to change with my job? Would I be the one to then go out and find another fulltime job? Would that be Jason's chance to step up, or how would we think about that and what his sort of career ambitions are. I am, I think in a very fortunate position that he has been really comfortable sort of taking just a different path and really being the primary parent for our daughter and he's still working, which is great and really helpful for our income. But he doesn't worry as much about those breaks, like being out of the workforce and then trying to get back in. Whereas, I think if I did that I would worry a lot about my kind of onramp back into my career, if I was to take a break like that. So, certainly communicating, I mean really communicating your expectations has been absolutely key to making it work.
SARAH GREEN CARMICHAEL: So, just a side note for listeners who are curious to hear more about two-career couples. We did an episode on that in season one, where we talked with Avivah Wittenberg-Cox, Jennifer Petriglieri, and historian Stephanie Coontz. It's called "Couples that Work." So, if you want to know more on that, go check it out.
AMY BERNSTEIN: One thing that really resonated with me was Alyson's point about the kind of guilt and sensitivity that the breadwinner, the primary breadwinner, brings into the relationship; and I feel that sometimes, and it's nothing that my spouse is demanding of me, and it's certainly nothing that we talk about. But I think part of it is I feel so fortunate to be in my role and to have the privileges that come with this role.
SARAH GREEN CARMICHAEL: Let's talk about first, what's the worst part of being a primary breadwinner, and then we'll end on the best part, so we can end on a high note. So, what's the worst part of being in this position?
AMY BERNSTEIN: The pressure that if you lose this job, you're not going to be able to make your next mortgage payment.
MAUREEN HOCH: Yeah, I think the pressure, sometimes feeling like I'm not meeting the expectations in all of my roles. That is sometimes really hard and as a mom, feeling like you're not being there for your kid as much as you want to, is hard. And sometimes just feeling protective of my family that I wish that my husband didn't have to kind of have to explain why he's the one picking up my daughter every day. It's really, sometimes it comes down to time. You just wish there were more time. And there just isn't and you have to be OK with letting some stuff go. And that is a lifelong skill for sure. How about for you, Sarah?
SARAH GREEN CARMICHAEL: I've sort of gone back and forth on this. So, Ben and I both have jobs. Right now, my career has been the slightly more dominate one in our relationship. He moved to Boston because I had a job here at HBR. And at the time that was a sacrifice that both was incredibly meaningful, but also kind of hard to accept. It's like when someone does something super nice for you and you're like no, you shouldn't have, except that you, of course you should have.
AMY BERNSTEIN: But that's a lot to carry around.
SARAH GREEN CARMICHAEL: It is a lot to carry around, and for a while it sort of felt like I had to pay him back somehow for that. And so, I think that there are times in a relationship where accepting the career sacrifice that someone else is making, so that your career can take off, is tough.
MAUREEN HOCH: So, I'll start. I think the best part for me is that I get to really believe in myself and exercise my ambition. I like to work. I get to keep doing it. I feel very fortunate to have had what I feel like was a very direct calling to be an editor. Like I love putting words together and having people read them, and I feel so happy that I get to do that and that I have a supportive spouse who believes in me and helps make that happen. And yeah, that I'm doing something that my daughter will be proud of. That's pretty good.
AMY BERNSTEIN: For me, obviously financial freedom. But the sheer joy of getting to do something you love.
SARAH GREEN CARMICHAEL: I think the joy of getting to do something you love applies. I also, I love knowing that I can take care of myself.
SARAH GREEN CARMICHAEL: And I'm not dependent on another person. And I think there is something really new for a lot of women, all over the world in having a really high level of financial independence.
SARAH GREEN CARMICHAEL: That's our show. I'm Sarah Green Carmichael.
NICOLE TORRES: And I'm Nicole Torres. Our producer is Amanda Kersey. Our audio product manager is Adam Buchholz. Maureen Hoch is our supervising editor. We get production help from Rob Eckhardt and Isis Madrid.
SARAH GREEN CARMICHAEL: Don't forget that we've got discussion guides for each of our episodes, to help you talk through the issues we bring up on the show.
And we are thrilled that so many of you have joined our Women at Work online group. There are conversations happening right now about decision making, perfectionism, managing parental leave. Good ideas come from all of us, and we hope you'll join and contribute yours.
AMY BERNSTEIN: We also hope you'll subscribe to HBR. By doing that you not only support our show; you also get unlimited access to HBR's entire archive and a library of subscriber-only charts, tables, and slide decks to incorporate into your own presentations.
NICOLE TORRES: Thanks so much for listening.


text:
Born this week
Born this month
Died this week
Died this month
City, States, Provinces & Districts
Diseases & Disabilities
Grouping of People
Famous Gospel Singers - List of Famous Gospel Singers
Gospel Singers are some of the most amazing people, who possess a wonderful talent of conveying their stories to everyone, through delightful musical performances and an incredibly expressive voice. Gospel singing has always fascinated everyone with the way it communicates from one person to other, the themes of love, or peace, or desire to be a better person. It is considered to be a rich musical heritage, a genre of Christian music. Apart from proper breathing and dynamics in this form of singing, it is essential that a story must be told in a way that really captures the listener's imagination. Sandy Patty, Whitney Houston, David Phelps, Keith Green are some of the astounding performers who have enriched the world with the purity and benevolence of gospel singing. It is about expressing your beliefs and sharing your story with the world in a musical way that brings joy to everyone. In simple words, it can be described as a delightful and uplifting experience for everyone. Gospel singers create a beautiful ambience of simplicity and togetherness, a celebration of respect and attachment among people. This section gives you information about the life and works of various gospel singers from all over the world.
The Most Famous Gospel Singers
Israel Houghton May 19, 1971 American Israel Houghton is a Grammy award-winning American Christian music recording artist, songwriter, producer and worship leader
Trinitee Stokes April 12, 2006 American Check out all that you wanted to know about Trinitee Stokes, the famous TV Actress; her birthday, her family and personal life, fun trivia facts and more.
MC Hammer March 30, 1962 American Stanley Kirk Burrell, better known as MC Hammer, is an award-winning American hip-hop singer, dancer, record producer and entrepreneur
TobyMac October 22, 1964 American TobyMac is an American Christian hip-hop music producer, rapper, songwriter, singer, and recording artist
Della Reese July 6, 1931 American Della Reese was an American singer, actress, as well as an ordained minister
Sam Cooke January 22, 1931 American Sam Cooke was one of the greatest American singers
Whitney Houston August 9, 1963 American Whitney Houston was a famous American singer and actress who is known for her songs like 'Saving All My Love for You' and 'Greatest Love of All'
Alan Jackson October 17, 1958 American Alan Eugene Jackson is an American musician, songwriter, and singer
Mahalia Jackson October 26, 1911 American Mahalia Jackson was a famous American gospel singer
Mary J. Blige January 11, 1971 American Mary Jane Blige is a prolific American musician, singer-songwriter, actress, and model
Mary Jane Blige is a prolific American musician, singer-songwriter, actress, and model
AmericanJanuary 11, 1971134 views
Stanley Kirk Burrell, better known as MC Hammer, is an award-winning American hip-hop singer, dancer, record producer and entrepreneur
AmericanMarch 30, 1962266 views
Sam Cooke was one of the greatest American singers
Alan Eugene Jackson is an American musician, songwriter, and singer
AmericanOctober 17, 1958154 views
Steven Curtis Chapman is an American musician, singer, songwriter, author and social activist
AmericanNovember 21, 1962115 views
Randy Travis is an American country singer-songwriter and actor
AmericanMay 4, 1959122 views
Whitney Houston was a famous American singer and actress who is known for her songs like 'Saving All My Love for You' and 'Greatest Love of All'
AmericanAugust 9, 1963182 views
Mahalia Jackson was a famous American gospel singer
Della Reese was an American singer, actress, as well as an ordained minister
AmericanJuly 6, 1931208 views
Trinitee Stokes
Check out all that you wanted to know about Trinitee Stokes, the famous TV Actress; her birthday, her family and personal life, fun trivia facts and more.
AmericanApril 12, 2006372 views
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redpajama_set_name: RedPajamaCommonCrawl


text:
Sailors hike out on a brisk beat on Harpswell Sound during the two-day Nicholas Barnett Trophy regatta hosted by Bowdoin College last weekend. NEW ENGLAND INTERCOLLEGIATE SAILING ASSOCIATION PHOTO
MMA sailors have tough weekend in Maine and Cambridge
September 17, 2019 by Stephen Rappaport on News, Waterfront
CASTINE — The Maine Maritime Academy sailing team sent squads to regattas hosted by Bowdoin College and MIT last weekend and fared poorly at both of them.
Racing on Harpswell Sound at Bowdoin's two-day Nicholas Barnett Trophy event, MMA finished 14th in a 16-team fleet. The best takeaway from the regatta was, perhaps, that MMA finished 39 points ahead of their rivals from Massachusetts Maritime Academy.
The Mariners started off fast with a third place finish in the first A-division race of the weekend but, except for two more fifth-place finishes by the A-division boat, spent most of the regatta's 32 races (16 in each of two divisions) near the bottom of the fleet.
With a very young and inexperienced team, MMA was handicapped by having to sail unfamiliar boats. The Mariners train at home in 420 dinghies but raced in Flying Juniors that are just different enough to slow them down in the mostly light and fluky breezes that prevailed, especially on Sunday.
After traveling all the way from New Haven, the Yale Bulldogs edged the host Bowdoin Polar Bears by three points to win the regatta.
Sailing among three divisions and 19 teams on the Charles River, the Mariners finished dead last in the Hatch Brown Memorial Trophy Regatta hosted jointly by MIT and Boston University.
The A-Division boat outperformed the team's B and C-Division boats, but again the Mariners were sailing unfamiliar dinghies — in this case Fireflys that have much different sailing characteristics than their familiar 420 dinghies.
This year, the Yale Bulldogs edged the second-place Tufts Jumbos — again by a scant three points to win the Hatch Brown Memorial Trophy. Host MIT finished third.
Stephen Rappaport
Waterfront Editor at The Ellsworth American
Stephen Rappaport has lived in Maine for nearly 30 years. A lifelong sailor, he spends as much time as possible messing about in boats. [email protected]
Latest posts by Stephen Rappaport (see all)
Mussel farm files a plan to expand - January 14, 2020
Aquaculture census shows sales are up - January 8, 2020
DMR submits whale rule proposal - January 7, 2020


text:
Q: Is "Add to home screen" feature of PWA supported in iOS? I am building an app using PWA. I am using Angular. Basically, it is a media application that plays videos. It is working fine on Android and the "Add to Home screen" popup also comes in Android devices, but in iOS devices "Add to Home screen" does not appear.
Does iOS support the "Add to Home screen" feature?

A: Please refer to the following articles listed below for the iOS PWA functionality

With iOS 11.3, Apple has silently added support for the basic set of
  new technologies behind the idea of "Progressive Web Apps" (PWAs).
  It's time to see how they work, what are their abilities and
  challenges, and what do you need to know if you already have a
  published PWA.

https://medium.com/@firt/progressive-web-apps-on-ios-are-here-d00430dee3a7
PWA on iOS isn't automatically available like on Android, there are some additional settings you will have to change to allow for the popup to show on Safari iOS.
Additionally from the following stackoverflow Link, there is a link to making it available for iOS without the user having to change their settings.

A: This code helps me to show the install popup on iPhone.
if (window.matchMedia('(display-mode: standalone)').matches) {
   console.log('display-mode is app installed');
}
else{
  console.log('display-mode is browser');
}

we can show a custom popup to install.
Thank you

redpajama_set_name: RedPajamaStackExchange


Will definitely recommend this driving school. Washington is absolutely amazing. Without him, I wouldn't have done it in the first try itself. Thank you Washington.
Thank you Cathy for guiding me right thing to sail through test and thereby passed on first attempt!! she helped me getting rid of old habits which was used previously from long time..
Many thanks to Washington and Catherine for help me to get my P license. You've done an amazing job. I'm very grateful to have found the best driving school. All the best for you guys!


text:
AAMC Response to the American Heart Association's Statement, "Wang Paper Is Wrong"
John Buarotti, Sr. Media Relations Specialist
jbuarotti@aamc.org
AAMC (Association of American Medical Colleges) President and CEO David J. Skorton, MD, and AAMC Chief Diversity and Inclusion Officer David A. Acosta, MD, issued the following statement in support of the American Heart Association's response to a Journal of the American Heart Association article advocating an end to race-conscious policies for undergraduate and medical school admissions:
"We applaud the recent statement by the American Heart Association (AHA) denouncing the views expressed in the article by Norman C. Wang, MD, MS published by the Journal of the American Heart Association (JAHA) that advocated for ending race-conscious policies for undergraduate and medical school admissions and argued against affirmative action initiatives, asserting, without evidence, that Black and Hispanic trainees in medicine are unqualified. The article lacked factual accuracy, was selectively referenced, misrepresented individuals and organizations cited, and misinterpreted data to support the author's opinions. We also applaud the decision of the JAHA editor-in-chief for retracting the article and for agreeing to conduct a formal investigation of the journal's peer-review and publication processes.
As we said in our June 1 AAMC Statement on Police Brutality and Racism in America and Their Impact on Health, the academic medical community must not be bystanders and must speak out when faced with views that perpetuate racist beliefs and stand in the way of progress. We must take action to eliminate inequities, including systemic racism, in our care, research and education of tomorrow's health professions workforce.
We wholeheartedly endorse AHA's stated commitment to equity, diversity and inclusion as an essential foundation to their mission, and their investment in building a diverse health care and scientific research community. The AAMC stands in solidarity with the AHA on this and welcome opportunities to work with them to eliminate barriers, including structural racism, that have historically excluded people of color and other marginalized groups from opportunities in medicine and science. It is our hope that this incident will encourage other medical and scientific journals to "look in the mirror" and investigate their own peer-review and publication processes, and consider the diversity of their own editorial board, that may prevent this from occurring again in the future. We all need to do better."
The AAMC (Association of American Medical Colleges) is a not-for-profit association dedicated to transforming health care through medical education, patient care, medical research, and community collaborations. Its members are all 155 accredited U.S. and 17 accredited Canadian medical schools; more than 400 teaching hospitals and health systems, including Department of Veterans Affairs medical centers; and more than 70 academic societies. Through these institutions and organizations, the AAMC serves the leaders of America's medical schools and teaching hospitals and their more than 179,000 full-time faculty members, 92,000 medical students, 140,000 resident physicians, and 60,000 graduate students and postdoctoral researchers in the biomedical sciences. Additional information about the AAMC is available at aamc.org.
The AAMC (Association of American Medical Colleges) is a nonprofit association dedicated to improving the health of people everywhere through medical education, health care, medical research, and community collaborations. Its members comprise all 157 accredited U.S. medical schools; 13 accredited Canadian medical schools; approximately 400 teaching hospitals and health systems, including Department of Veterans Affairs medical centers; and nearly 80 academic societies. Through these institutions and organizations, the AAMC leads and serves America's medical schools and teaching hospitals and the millions of individuals across academic medicine, including more than 191,000 full-time faculty members, 95,000 medical students, 149,000 resident physicians, and 60,000 graduate students and postdoctoral researchers in the biomedical sciences. Following a 2022 merger, the Alliance of Academic Health Centers and the Alliance of Academic Health Centers International broadened the AAMC's U.S. membership and expanded its reach to international academic health centers.
Medical Profession & Practice
Culture & Climate
More in Equity, Diversity, & Inclusion
Healthcare Executive Diversity and Inclusion Certificate Program
For senior leaders responsible for diversity initiatives, develop the competencies needed to drive diversity as a core component of excellence in health care.
GSA Committee on Student Diversity Affairs (COSDA)
The GSA National Committee on Student Diversity Affairs (COSDA) provides guidance on medical student diversity, on a local, regional, and national basis.
Group on Women in Medicine and Science
Local WIMS Offices
Find out about events, thought leaders, and organizational strategies of WIMS offices nationwide by visiting individual institution webpages listed below.*
Action Collaborative for Black Men in Medicine
The Action Collaborative will focus on systemic solutions to increase the representation and success of Black men interested in medicine.
The unlikely friendship between a Muslim doctor and a former Klan member
Cardiologist Heval Kelli, MD, fled persecution in Syria. Chris Buckley loathed Muslims and joined the KKK. Now they're on a mission to help heal our nation.
Council of Faculty & Academic Societies
Recommended Learn Serve Lead Programming for CFAS Representatives
This is a list of recommended LSL programming for CFAS reps


text:
#pragma once

#include <memory>
#include <string>
#include "i_state_fwd.h"

namespace statemachinecreator::model {

namespace factory {

IStateUP CreateState(std::string name);

}
}

redpajama_set_name: RedPajamaGithub


text:
Leeds United offered Barcelona midfielder Riqui Puig on loan
Jamie Jones in Bundesliga, English Premier League, General Soccer News, La Liga, Ligue 1, Transfer News & Rumours 2 Dec 2020
Leeds United have been offered the chance to sign Riqui Puig on loan from Barcelona in the January transfer window, according to Eurosport. German club RB Leipzig and Ligue 1 outfit AS Monaco have also been offered the young midfielder, it has been claimed.
Ruig has struggled for regular playing time at Barcelona so far this season. The Spanish and European giants will allow the 21-year-old midfielder to go out on loan when the transfer window opens in January, and representatives of the Spain Under-21 international have offered him to Leeds, Leipzig and Monaco.
According to WhoScored, Ruig has played three minutes in La Liga and 25 minutes in the Champions League for Barcelona so far this season. During the 2019-20 campaign, the Spanish midfielder made five starts and six substitute appearances in La Liga, providing two assists in the process, while in 2018-19, he made two appearances in the league, according to WhoScored.
Jamie Jones is an experienced football journalist who has been working in the industry for years. Jamie watches all the major leagues in Europe, especially the Premier League and La Liga.
Categories Bundesliga English Premier League General Soccer News La Liga Ligue 1 Transfer News & Rumours
Prediction: Leicester City vs Southampton


Killzone PS3, Resistance PSP, Retro Game Challenge DS, Need For Speed Undercover 360, HAWX 360, Flower PS3, Twitter Questions, Lunacy, and MORE!
Halo Wars, Kill Zone Demo, X-Blade Interview, 1943, Twitter Questions, Michelle hates HULU, and TONS more!
Skate 2, iMob RULEZ, iPhone love, Fallout 3, Arcade Tournament, Resident Evil 5 co-op, Twitter questions, and TONS more!


I woke up to an entire bunch of comments on WordPress and my heart broke.
Which is why I'm here to share a completely unpopular opinion.
Sorry Dayre, I won't miss you.
But no I won't miss you.
And guess what? @blog, you don't deserve to have us.
Will I continue to post here if the petition works and Dayre is kept alive for…a year?
But it's definitely not for the square crop, the text limits or the fact that I'll have to change the dates to update an older post.
It's for the people, and the community and that's kind of the saddest part.
But Chow, Dayre gave you everything!
So many of you (who've become my friends + tenantroomie @ellenxxxo) messaged to tell me Dayre is closing down.
Almost as if you were breaking tragic news to someone fragile.
"Sorry, but your loved one is braindead"
But obviously, I was wrong.
"Oh hey, you didn't give us enough money, so we're shutting this down. Bye!~"
We're putting our faith in the wrong God.
A lot of people think that because OBC was built on Dayre (built ON not built BY), I'd have a lot of attachment to this platform.
Also, because I have 9000 followers, I'd miss the fame (what fame LOL flame more like it).
My answer was…no. And I'm happy that I'm not sad.
By that, I mean let us PLEASE talk about business.
I don't know a lot about what's happening, I don't analyse financial reports and I don't look at stock prices.
All I know is, if a company cannot fork out 150k to save something with such a huge user database (that's active and LOYAL and profitable), then there's something seriously wrong with it.
Plus, the fact that they sold stickers to try to raise 150k?
And not let us know that their target is 150k?
🙌 <— we were asked to help reach a target we didn't even know exist.
But that aside, I'm happy people care about the community enough to start petitions.
But if you manage to pay for this year's maintainence fees, what about the year after?
What about server upgrades when the user base grows?
What about new features? Bug fixes? New manpower?
It's like the boy who plugged his finger into a hole to save that damned dam.
In a fairytale, it works.
In our messed up reality, the dam comes crumbling down and drowns the boy.
I'm saying it won't work.
Or at least this outsider thinks it won't work.
Plus, I think the problem goes way beyond Dayre.
Oh, btw, have I also mentioned how long it'd take to even start up a subscription gateway going?
Way too much work for people who have already decided that they don't want to run this app any more.
I'm pretty sure we'll be able to find each other (if we want to la!) somewhere else.
Whether on IG, on weblogit (lol), WordPress (which I'm on!), Facebook, Telegram, whatever other platforms!
And the people who love reading each other's posts enough will definitely be able to hunt you guys down.
but love is never easy!
And seeing how it is already a lost cause (I actually encouraged the sticker sale previously!) I think it's…human for me to complain at this stage?
"Eh Chow, why don't you shut your trap and talk about how we can raise funds to save dayre? Put your marketing skills to good use, you see people like SGBB are going to pitch to investors etc leh, why you just sitting here whining"
Thing is, even if we raise the money, who knows if netccentric is going to take the money?
Omg skali we crowdfund (which I will contribute if there is an official statement from Nuffnang/Netccentric) and then it's a one sided love story and the money just sits there and the person who manages it is STRESSED AF.
And when I said get a rich guy to buy Dayre? That is if they pay enough for something like an unprofitable app that needs awhile to start monetizing.
Oh, and that is IF netccentric wants to sell Dayre.
Idk, don't you think the company would have tried already?
But at the moment, it feels a little too late for that if the deadline given is what…28 Feb?
Also, idk how come they cannot just leave the app up and let it die naturally. Why shut it down?
Aiya, but what do I know right?
Thank you to all the people who've helped to keep it.
But if not, we got to move on too.
Btw, I really do like @charlottewangwang 's initiative which is to post every day until Feb 28 which I think I might do as well.
Stressful, but you know what, for old time's sake la!
Instead of hashtags, wordpress searching posts for keywords so if you'd like to # something you still can.
And if you're looking for dayreans, just search Dayre on your reader and you'll find some who've just moved over!
True to our old homely souls, we stayed in the entire day today and felt super happy.
Only time we went out was to buy ingredients for dinner haha.
The toomie (tenant roomie) came back today and we had dinner together and started talking about Dayre.
Seems like with SGBB, our chances of finding a rich guy to buy over Dayre might truly be coming true.


text:
Writer's Blocks: Reasoning With Football Season
FRISCO, Texas – It's a lot easier to write a long, meandering column when you're not on a short week.
Apologies for missing Week 10. The Cowboys played on Monday night, and by the time I had regained my wits, they were kicking off against Minnesota. My bad.
I have my doubts anyone actually missed this, but I mainly do it for me anyway. So I'm just going to hop right into it. Here's a handful of stuff that's on my mind as I try – mainly in vain – to figure out how I feel about this very confusing team we've all been watching.
1. The fun thing about writing a weekly column on Thursday is that all the obvious storylines from the previous week have been beaten to death already.
If you clicked this link to read about the red zone play calling against the Vikings or the punt return that wasn't, I'm sorry to disappoint you. By Thursday morning, I just can't bring myself to do it anymore.
Teams lose games for countless different reasons, and every loss has scapegoat. Sometimes it's obvious and sometimes it's not, sometimes it's fair and sometimes it's not.
For my money, of the Cowboys' four losses to this point in the season, this latest one to the Vikings falls most squarely on the coaching staff. Whether you want to point to some of the early calls, like the missed 57-yard field goal, or the late-game miscues, the decision-making from the Dallas sideline simply wasn't good enough.
That's about as much as I can muster up the energy to say.
2. Having just said that the coaching staff had a bad game, please spare me the outrage about the coaching staff.
I'm well aware that the vast majority of Cowboys fans are fed up with Jason Garrett. My Twitter mentions are a dumpster fire after every loss, but especially so after this latest one.
Here's the thing: it sounds like abject insanity to pull the plug on a coach or a coaching staff that, despite the shortcomings, has the Cowboys on top of the division with seven games to play.
The Cowboys have yet to truly play to their potential, but the season is only half over. We learned just a year ago what they're capable of when they do it.
Do I know for sure that's going to happen? Nope. This Cowboys team has been maddeningly inconsistent.
But I'm patient enough to see what happens. There's seven weeks left in the season, and I can see it going a bunch of different ways. I can't see the value in knee-jerk decisions born out of frustration.
The next seven weeks are going to fly by. And when that's done with, we'll have a way better idea of how to feel. I promise.
3. As long as I'm being Davey Sunshine over here, I'd be happy to share with you my biggest impression from Sunday's loss – other than the gigantic difference between 6-3 and 5-4.
If I'm looking for a silver lining from the Vikings game, it's that Dak Prescott went absolutely bonkers on a night where nothing else was working.
Sunday night was only the fourth time in Ezekiel Elliott's career that he failed to rush for 50 yards. Not surprisingly, the Cowboys are 0-4 in those games.
But you know what else has happened in those games? Dak, for the most part, has not been himself. In the three other games prior to Sunday, he averaged 245 yards per outing with a passer rating of just 80. He threw three touchdowns and three interceptions across the three outings.
Sunday night, despite the lack of running game, he bombed away for 397 yards and three touchdowns. His lone interception was a Hail Mary ball, which I'm more than willing to overlook. He finished with a passer rating of 101.
And it was more than just the lack of Zeke. Dak was only sacked once by the Vikings, but he was constantly running for his life behind an offensive line that had trouble blocking Minnesota's front. Despite that, he escaped pressure after pressure and converted third down after third down. Next Gen Stats claimed after the game that he managed five of his 10 most improbable completions in the same game.
It was a loss. But you could make the argument that it was Dak's finest performance to date. It was the type of game where the quarterback elevates the play of the guys around him.
Again, it was a loss. But it should have the Cowboys feeling pretty good about the guy they having playing quarterback.
4. I can respect the narrative that's coming out this week in the wake of this loss.
There's no way to classify this Cowboys season – to this point, at least – as anything other than a disappointment. This is a team that had Super Bowl aspirations in September, and they've spent the last six weeks middling around in no man's land. It's not my intention to convince anyone they should be pumped about where the team is right now.
And yet, this quote from Zeke Elliott carries some weight to it.
"I'm not surprised. Should I be surprised? I don't know, it's the NFL. You're not going to be 12-4 every year, you're not going to be 13-3, you're not going to be 10-6 every year," he said Wednesday. "But what matters is you give yourself a chance at the end of the year in the playoffs. We're not 9-0, we're not 8-1, but we still are in the race for being in the playoffs."
It's a fair point. The Cowboys lead the division, and they probably only need three or four wins to win it – thereby guaranteeing themselves a home playoff game.
Dak doubled down on Zeke's thought process on Thursday, repeating his confidence that things will begin to click sooner or later.
"You don't want to peak too early. This is a confident group that knows we're going to peak at the right time," Prescott said. "We have all the faith and trust that we're going to get there. We're going to be accountable in doing that and handle the things we need to handle."
5. It's fair. We see it all the time in the NFL. This very team was sitting at 4-5 at this time last year. The 2011 New York Giants dabbled in mediocrity for months, with embarrassing losses dropping them to 6-5 and 7-7 at different points during the stretch run, before ultimately turning it on.
It's doable. But we have yet to see much from this Cowboys team that they're capable of it. Fortunately, there's no time like the present. None of the next six teams on the schedule look likely to hand them a victory – not even the Matthew Stafford-less Lions, who have been scrappy in every game they've played this season. If the Cowboys are going to stack wins in this stretch, they're going to have to earn it.
For their part, the Cowboys are confident they can flip that switch.
"They're going to flip, and when we get them flipped in this team – these players, the character of these men – there's no doubt it's going to go the right way," Prescott said.
Forgive me if I'm skeptical, but I'm definitely rooting for it. It'd be a heck of a story to write.
Don't miss your chance to see the Cowboys take on the Buffalo Bills when they return home to AT&T Stadium on Thanksgiving Day. Get your tickets now!


text:
Q: Use of D3 and D5 in inverting circuit I have simulated this circuit in Spice and it works as it is supposed to, but I fail to understand the use of diodes D3 and D5.  I know it has something to do with T2 transistor.
Edit:
Correction R22 is 22 ohm and ERR_Out is pulled up to 15V externally (not shown in this circuit.)
Could some one explain it to me?

A: My humble opinion is...
Only inverting stage is T2. That's why you have err_out = 1 when err_in = 0. Looking as voltage levels.
T1 emitter follower adjusts to high impedance of err source circuit, and R18/R20 adjust high level err input (24V) to logic level 5V since obviously power supply of 74AC14 is 5V.
But inverting stage T2 is also constant current sink.
That's what D2 and D3 are for.
It will limit T2 base voltage to 1.4V. Since Ube is 0.7V, you will have 0.7 left for R22.
Constant current is 0.7/R22. 0.7/22=31mA
:)


text:
Raspberry Pi 2: $35 Mini PC Runs Windows 10
By Michael Andronico 2015-02-02T14:24:02Z Computers
Available for $35, the Rasberry Pi 2 adds a better processor, more RAM and Windows 10 support to the mini PC.
The Raspberry Pi mini-computer is back, now packing even more power inside of its tiny frame. Available now for $35, Rasberry Pi 2 adds a better processor, more RAM and eventual Windows 10 support to the bite-sized PC designed largely to help children learn to program.
Guts-wise, Raspberry Pi 2 sports a quad-core, 900-MHz Broadcom ARM Cortex-A7 processor with 1GB of RAM, which is a notable step up from its predecessor's 700MHz ARM11 CPU and 512MB of RAM. Everything else about the credit card-sized PC remains the same, including its microSD slot, four USB ports, Ethernet port and inviting $35 price tag.
MORE: Microsoft's Windows 10 Event: What You Need to Know
In addition to its added power, Raspberry Pi 2 will eventually receive a custom version of Microsoft's Windows 10. Raspberry Pi founder Eben Upton said in a blog post that the software will be free of charge via the company's developer program, and that Microsoft will have more to reveal "in the coming months."
It's easy to mistake a Raspberry Pi for a PC component rather than a full-on computer, but the mini-machine has been powering various types of projects since its inception in 2012. The device functions as a standard PC when hooked up to a keyboard, mouse and monitor, but it can also be used to power inventions such as music-makers and weather stations.
If you've never dabbled in Pi before or want to give your classroom more computing power to play with, you can buy a Pi 2 unit now from Element 14.
Mike Andronico is an Associate Editor at Tom's Guide. Follow Mike @MikeAndronico and on Google+. Follow us @TomsGuide, on Facebook and on Google+.
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text:
Rubio: Palestinian envoy should stop complaining
By Ramsey Cox - 07/24/14 04:08 PM EDT
Sen. Marco Rubio Marco Antonio RubioApple under pressure to unlock Pensacola shooter's phones Senators offer bill to create alternatives to Huawei in 5G tech Surging Sanders draws fresh scrutiny ahead of debate MORE (R-Fla.) on Thursday told the Palestinian ambassador to the U.S. to stop "complaining" about Israel's actions.
Speaking on the Senate floor, Rubio said he received a "scathing" letter from the ambassador, criticizing him for comments he had made in support of Israel.
Rubio said the envoy should stop writing to U.S. senators and instead take responsibility for the Palestinian Authority's actions, including creating a unity government with the terrorist group Hamas, which has launched rocket attacks against Israel.
"Mr. Ambassador, why did your government unify with this terrorist organization?" Rubio said. "Stop writing letters to U.S. senators … complaining to us about what Israel is doing.
"I think you need to take responsibility for your own people," he added.
Rubio's comments come as Israel continues its ground operation into Hamas begun after the group starting launching rockets and mortars.
Rubio said Hamas was "100 percent" responsible for the violence since Israel had signed a cease-fire agreement prior to the attacks.
He also accused Hamas of using women and children as human shields to garner sympathy from the media.
"Don't tell me both sides are to blame here, because it isn't true," Rubio said. "Hamas has decided to launch rockets against Israel … and what is Israel doing? What any country would do."
Rubio is seen as a possible 2016 GOP presidential contender.
During the Gaza fight, Rubio has made several speeches urging the United States to remain a strong ally to Israel.
Tags Marco Rubio Gaza Strip Hamas Palestinian National Authority Israel–Gaza conflict


Be prepare by the Midnight is arriving!!! Those MOnster are evil, But you may found out something useful that are hiding from them!
Feel the Bear's Spirit that come from the deep jungle will roar you back to the point of Big Jackpot!


A number of men are now accusing Kevin Spacey of assault following Anthony Rapp's revelation.
Director Tony Montana claims he was groped by Kevin Spacey in a Los Angeles bar in 2003.
The filmmaker says he was left with PTSD for six months following the incident.
It follows an allegation made by Anthony Rapp that Kevin Spacey tried to "seduce" him when he was 14 years old.
Kevin Spacey says he has no recollection of that incident, and was "beyond horrified".
Tony Montana told Radar Online that he was in his thirties when the incident took place at the Coronet Bar in LA.
The director says he removed Kevin Spacey's hand from his body and walked away, but claims the actor later followed him into the men's toilets.
Incidents regarding Kevin Spacey are also alleged to have taken place in the UK while the Oscar-winning was the artistic director at the Old Vic in London between 2004 and 2015.
Roberto Cavazos, who acted in several plays at the theater, claims Kevin Spacey "routinely preyed" on young male actors.
Roberto Cavazos said he fended off two "unpleasant" advances from Kevin Spacey that "bordered on harassment", but that others were afraid to do so.
"There are a lot of us who have a <<Kevin Spacey story>>," he says.
The Old Vic has set up a confidential complaints process for anyone connected to the 200-year-old theater to come forward.
Separately, British Daniel Beal claims Kevin Spacey exposed himself to him in 2010, when he was working at a hotel in West Sussex.
The former bartender, then 19-year-old, claims Kevin Spacey also invited him up to his room, but he rejected the star's advances.
Daniel Beal says the actor gave him his £5,000 watch later that same evening, and a few weeks later called him asking to meet up.
Meanwhile, House of Cards' production has been suspended following the assault allegations against Kevin Spacey.
House of Cards was already due to end after season 6, but production is now suspended "until further notice".
Kevin Spacey has also been dropped as the recipient of a special Emmy award he was due to receive next month.
The International TV Academy said in a statement that it was withdrawing the International Emmy Founders Award "in light of recent events".


text:
Choice Music Prize
Here's our predictions on who will take home the Choice Music Prize this year
Join us as we navigate the variables and pick a likely contender from the bunch.
Here are the 10 songs nominated for the RTÉ Choice Music Prize Irish Song of the Year 2018
The RTÉ Choice Music Prize Song of the Year 2018 shortlist was…
The live acts for the RTÈ Choice Music Prize have been revealed
Only one artist isn't yet performing.
Ships win the Choice Music Prize for Irish album of the year 2017
Last night in Vicar Street, the RTÉ Choice Music Prize, the Irish…
Choice Music Prize announces Conversations strand for this year's event
The RTÉ Choice Music Prize has announced Conversations, a new strand of…
Nialler9 Podcast – Black Panther, Wyvern Lingo & The Choice Music Prize
On the newest version of the Nialler9 Podcast dropping today, we talk…
All 10 nominees to perform at this year's RTÉ Choice Music Prize live event
The 10 nominees for this year's RTÉ Choice Music Prize album of…
Here are the 10 nominated songs for the Choice Music Prize Irish Song of the Year
Here are the 10 shortlisted albums for the Choice Music Prize 2017
The RTÉ Choice Music Prize have announced the 10 albums shortlisted for…
Rusangano Family win the Choice Music Prize for Irish album of the year
Rusangano Family were crowned the deserved winners of the Choice Music Prize…
The Choice Music Irish song of the year shortlist is…
We already know the 10 albums nominated for Irish album of the…
Choice Music Prize announces lineup for award night in Vicar Street
The Choice Music Prize will be announced in Vicar Street, Dublin on…
Here are the 10 Irish albums of the year, as shortlisted for the Choice Music Prize
The Choice Music Prize is this year the RTÉ Choice Music Prize…
SOAK wins the Choice Music Prize 2015
I stuck my neck out earlier yesterday but I wasn't far off…
Here's who I think will win the Choice Music Prize tonight
Vicar Street tonight will be a bundle of high-emotion come 10:30pm or…
Win tickets to the Choice Music Prize live event this Thursday
The Choice Music Prize for Irish album and song of the year…
10 Album & Song Of The Year nominees make up the Choice Music Prize live event
The lineup for the Choice Music Prize live event on Thursday 3rd…
Here are the Choice Music Prize song of the year nominees
The Choice Music Prize have announced their song of the year nominees,…
Here's the shortlist for the 2015 Choice Music Prize
The shortlist for the Choice Music Prize, the annual Irish Album Of…
The Gloaming win the Choice Music Prize Irish Album of The Year
Congrats to The Gloaming for winning the Choice Music Prize – Irish…


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I'm with Justin on this one.
In the end the only library that was created was libboost_threadmon.lib (and only the debug).
as I need to be tackling problems in my own project rather than boost build problems.
If anybody would be willing to supply those I would be grateful.
There you will find updated instructions and even a pre-built Win32 executable.
in case you need them.
> done in order to install it (subst?).


Ann DARLING died 10 April 1860 in Sheffield, Massachusetts, USA.
Details of the family tree of Ann appear below.
The F-2 Milk Bar, Sheffield, Mass.
"Massachusetts Deaths and Burials, 1795-1910," database, FamilySearch (https:/ / familysearch.org/ ark:/ 61903/ 1:1:F41C-G46 : 10 December 2014), Ann Darling Johnson, 10 Apr 1860; citing Sheffield, reference p11 cn44; FHL microfilm 250,248."
Is Ann DARLING YOUR Ancestor? Tell us more.
If you'd like to be contacted by others who are related to Ann DARLING, leave a message here!


text:
Process Name
• The most commonly used welding processes are shielded metal arc (stick welding), metal inert gas (MIG welding), tungsten inert gas (TIG welding), oxy-fuel welding, and submerged welding. • In stick welding, the shielding gas evolves from the flux coating of the electrode; in MIG and TIG welding, the inert gas is provided directly. • The most commonly welded metals are mild steel, stainless steel, and aluminum. • Stick welding on stainless steel produces higher hexavalent chromium exposure than MIG or TIG welding. • Welders are at increased risk for the following acute conditions: pulmonary edema from welding in a confined space; photokeratitis of the eyes from UV exposure; and metal fume fever from welding copper or zinc coated metals. [Burgess, p. 168-9] • Welding fume comes mainly from the filler metal and flux (if used); the contribution of the parent metal is relatively minor. • Coatings on the surface of the parent metal may be significant inhalation hazards. [Hendrick, p. 470] • Stick welding is the preferred method in the construction industry; it is less sensitive to the wind than MIG or TIG welding. [PMID: 17963139] • Advantages of stick welding: welding in all positions; inexpensive; and can be performed by unskilled welders. [PMID 12645092] • "Most welding operations are performed on low-alloy or high-carbon steels, but stainless steel may account for up to 5% of welding. . . . the most prevalently used types of arc welding in the US were shielded metal arc (SMAW or stick welding or manual metal arc welding)~45%; gas metal arc (GMAW), ~34%, and flux-cored arc welding (FCAW)~17%. . . . Compared with SMAW, the most commonly-used welding type, any of the GMAW processes examined in this study have a substantial advantage with respect to fume or Mn reduction." [PMID 26267301] • "GMA welding is also called metal inert gas welding, metal active gas welding, and gas-shielded metal arc welding. It is the most common industrial welding process due to its versatility, speed, relatively low cost, and adaptability to robotic welding. .. . . . FCA welding, also known as self-shielded tubular cored arc welding uses the same equipment as for GMA welding. It is rapidly becoming a popular and prevalent welding process worldwide due to the fact it can be used in all welding positions, is a quick process, requires less pre- and post-cleaning of the base metal and weld, and requires less skill to achieve good-quality welds." [IARC Monographs - 118, p. 42] • "GTA [Gas Tungsten Arc] welding, also known as tungsten inert gas welding, uses a tungsten electrode to produce the weld. Due to the high melting point of tungsten, the electrode does not melt during the welding process. Further, a shielding gas (Ar or He is used to protect the weld and a consumable filler metal is added to make the joint. . . . GTA welding is therefore considered a high-quality weld, requiring a higher level of skill to master. It is commonly employed in the aerospace and bicycle industries, in machinery production for the food industry, in maintenance and repair work, and for spot welding." [IARC Monographs - 118, p. 43] • The welder may be exposed to dangerous concentrations of cadmium fume, phosgene, nitrogen dioxide, and ozone. Each of these four agents can cause delayed pulmonary edema. See OSHA website: http://www.osha.gov/SLTC/weldingcuttingbrazing/index.html.
Agents Linked to This Process
Hazardous agents associated with this process:
Barium peroxide
Beryllium fluoride
Castor oil, ethoxylated
Copper(I) oxide
Copper(II) oxide
Cyanogen
Diammonium dimolybdate
Distillates (petroleum), hydrotreated heavy naphthenic
Distillates (petroleum), hydrotreated middle
Hydrazine mononitrate
Iron oxide (Fe2O3)
Lithium fluoride
Lithium hydroxide
Lithium oxide
Manganese(II) carbonate
Nickel(II) formate
Nitrogen tetroxide
Polytetrafluoroethylene (pyrolyzed)
Potassium silicate
Potassium tetraborate
Potassium tetrafluoroaluminate
Potassium tetrafluoroborate
Potassium zinc fluoride
Sodium ferrocyanide
Sodium metasilicate nonahydrate
Sodium metasilicate pentahydrate
1-(3-Sulphonatopropyl)pyridinium
Tin(IV) oxide
Tributyl borate
Trimethyl borate
Vanadium pentoxide
Welding fumes (not otherwise specified)
Zinc chloride fume
Zinc fluoride
Zirconium potassium fluoride


One of 1,423 reports in the series: NACA Technical Reports available on this site.
This report is part of the collection entitled: National Advisory Committee for Aeronautics Collection and one other and was provided by UNT Libraries Government Documents Department to Digital Library, a digital repository hosted by the UNT Libraries. It has been viewed 39 times . More information about this report can be viewed below.
This paper was delivered before the Royal Aeronautical Society as the 1925 Wilbur Wright Memorial lecture. It treats the subject of scale effect from the standpoint of the engineer rather than the physicist, in that it shows what compromises are necessary to secure satisfactory engineering model test data and how these test data compare with full scale or with theoretical values. The paper consists essentially of three parts: (1) a brief exposition of the theory of dynamic similarity, (2) application of the theory to airplane model tests, illustrated by test data on airfoils from the National Advisory Committee for Aeronautics variable-density wind tunnel, and (3) application of the theory to propeller testing, illustrated by comparisons of model and full-scale results.
Oct. 19, 2018, 9:29 a.m.
Taylor, D. W. Some Aspects of the Comparison of Model and Full-Scale Tests, report, 1926; (https://digital.library.unt.edu/ark:/67531/metadc65871/: accessed April 18, 2019), University of North Texas Libraries, Digital Library, https://digital.library.unt.edu; crediting UNT Libraries Government Documents Department.


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Eating at Darna isn't just a food experience – it's a multi-sensory adventure that will engage and inspire you.
This Moroccan restaurant is located in a beautiful 200-year-old building in the heart of Jerusalem, and cares as much about environment as it does about the spectacular food on the plate. From the mosaic-tiled floors to the colorful couches and cushions imported from Morocco, entering Darna will make you feel like you've stepped into another world. The extremely knowledgeable wait staff also play into the theme, are are fully dressed in Moroccan garb.
Leave room for desert. The Toubkal delight is a sweet pastery with soy milk and orange blossom water, decorated with cinnamon and almonds. It's a sweet, but not too sweet, dessert that goes wonderfully with tea, which is not to be missed. Like everything else at Darna, the tea service is a stunning, artistic production.
Lamb and veal are "Special Treats" at Darna, transforming these succulent cuts of meat into extraordinary Moroccan fare.
Main courses at Darna will generally run you between 90-105 NIS, with some of the larger "Special Treats" costing 125-310 NIS. First courses cost 32-43 NIS, with dessert adding 10-83 NIS. Darna also does catering. While a dinner at Darna may be pricey, you'll leave feeling like you spent the evening in Morocco…without leaving Jerusalem!