It would be wonderful to be like one of those online game characters who gains lives for taking a break. You would think I could gain more strength than I do with a night of sleep, but I think that would mean I would have to actually have a night of sleep.
My nights are normally not filled with restful sleep. They tend to be moments of tossing and turning, pain, muscle spasms, and an overactive brain that won't shut up. It's kind of hard to sleep with all that going on. At least I've eliminated the multiple nightly bathroom trips by having a catheter but I haven't had a restful night of sleep in years, and the times I do actually sleep, it seems to not help as much as it should.
But just because my body is lacking strength at the start of my day, just because I can't run a marathon or even walk into the next room, that doesn't mean I'm powerless. Most of the time when I have exhausted myself doing the simplest of things at the beginning of my day like preparing for a morning shower or even getting dressed…I stop to breathe. Breathing is good.
Like this morning, I sat on the edge of my bed exhausted and worn out saying to myself "in through the nose, out through the mouth." I don't know why, but it calms me when I remind myself to just breathe. I figure as long as I'm breathing, I'm fighting…and since I'm fighting, I'm not powerless.
I'm not my illness. I'm not my disability. I'm not useless, hopeless or a lost cause. I'm me, and that goes for you too. You are not multiple sclerosis. You may be weak and exhausted even at the start of your day, but you aren't broken and you definitely aren't powerless. You're just a little banged up, cracked and bent in a few places, but that just adds character.
If I can get up in the morning and keep pressing on, I'm not powerless. And even when I can't do all those things on my own, I'm still not powerless. I'm simply me hoping for a better day today than I had yesterday. Hang onto your determination and courage to keep going…and fight. No quitting allowed today.
So, so inspirational…thank you for being so strong. You shame me and I feel a mental kick up my backside!
Almost every morning begins like this….until I can get to my Modafinil, and then the coffee pot! Life begins anew! It is a wonderful day!


text:
Home Inspirational From Cancer to Closed Guard: A Texas Lawyer Battles Illness with Jiu-Jitsu
From Cancer to Closed Guard: A Texas Lawyer Battles Illness with Jiu-Jitsu
Kevin Bradley
Everyone has memories of what got them started on their jiu-jitsu journey, and the reasons are often as diverse as the people who make up this great discipline. Many are bullied at school, a lot want to lose weight, and some just like the incredibly bright spandex rash guards. But if you're mild-mannered blue belt Michael LeMond, it's because cancer is trying its very best to kill you.
The Texas lawyer was getting a physical on suggestion from his wife a few days before Thanksgiving in 2016 when his doctor discovered a cancerous lump on his testicle. Days later invasive surgery hoped to help eliminate the illness, but further examination revealed that his prostate was also cancerous months later. During the radiation treatments LeMond, 47, suffered fluctuations in his weight unrelated to diet. "Weight loss is actually something they told us to watch out for. They look for it when screening for cancer," LeMond said.
This time was incredibly difficult for LeMond and his family. To this day his body is still healing from the radiation treatments and constantly bleeding as a result. Having known about his past high school wrestling experience, a fellow lawyer suggested jiu-jitsu as a way to feel better during treatment. "He said, 'Hey, you're like me, you're a-type and you like to win. Let me give you something you won't win right away.' And I got my butt kicked!" LeMond said. Deciding to take a chance, LeMond stepped tentatively into United Martial Arts in Lubbock Texas in February 2017.
Despite being weak from treatment, the lovely folks at United understood LeMond's limitations and worked with him to overcome them. "They didn't treat me like I was going to die," LeMond said, "They treated me like anybody else. Sometimes I'd have to sit and puke, but they had me right back up when I was able." A former lawyer himself, Professor Douglas Bueno also understood when a sudden urgent phone call would take LeMond off the mat and supported his efforts to balance his work and jiu-jitsu. Like most of us, the obsession soon followed.
The mat time LeMond has put up in the short year and seven months of training is frankly astronomical. Averaging eight practices between Monday-Friday/Saturday, LeMond has attended over 500 two hour practices and competed in five competitions at middleweight and one at medium-heavy. He's had two shoulder surgeries, two broken ribs, and had his cauliflower ear drained twice. LeMond states that there is a significant difference in how he views the pain of his condition and his hobby. "There's a helplessness with cancer pain because there's nothing you can do. Jiu-Jitsu pain was something I had a choice over. Feeling pain from getting thrown or choked is my choice. It was a very empowering thing."
When laid out from sickness or work commitments, online recourses played a big role in keeping LeMond invested. "On the days I couldn't come into practice, I could go online. I could read articles on Jiu-Jitsu Times, I could watch a video, I could find some way to connect myself with the sport and get out of my current situation," LeMond said.
Days after becoming an IBJJF Worlds Novice Champion at white belt in Las Vegas, Professor Bueno awarded LeMond his blue belt in an emotional ceremony for the student. Moved to tears, LeMond decided to share a brief summary of his story up to that point on the r/bjj subreddit. The post has since garnered over a thousand upvotes and over 200 comments from people in similar situations thanking LeMond for the positive encouragement. It became a focal point for people to come together and tell their stories, and I was absolutely humbled by all the things I read," LeMond said.
Photo Credit: Michael LeMond
Looking back at the ups and downs of his diagnosis, LeMond is remarkably grateful for how his life has gone. "If it wasn't for cancer, I would not have walked into to jiu-jitsu. If it weren't for cancer, I'd be 50 pounds heavier and sitting at home. There's no way I would have gotten promoted and posted on the subreddit and touched other people like myself. How much of a help each other world is that? The same people who helped get me to where I am, I get to help through their obstacles. I'm kind of in shock. I never started this thinking this was how it was going to go, but I'm incredibly grateful and humbled," LeMond said.
LeMond plans to compete at the Dallas Fall Classic on September 29 as a blue belt.
Information on cancer screenings for men and women can be found here.
bjj blue belt
Previous articleThis Technique Gives You The "Magic" You Need To Escape Side Control
Next articleThe Key On Finishing High Elbow Guillotine By John Danaher
Jiu-Jitsu Times Contributor and blue belt under Edward "Scissor Hands" Berberich of Soulcraft BJJ. Kevin has been training BJJ for two years and complaining about Star Wars for over 20. Follow him on Instagram @kbrads_bjj
This Powerlifting Champion Is Now Tearing It Up On The BJJ Mats
"Roll For Maddox" To Raise Money For Charity In Honor Of 6-Year-Old Diagnosed With Leukemia
No Gi Berimbolo: How To make It Part Of Your Game
Gordon Ryan Calls Out BJJ Athletes For A Wrestling Match
How To Tell If That Video Is A Bullsh*t Technique
Reader Question: I Think I Overtrain And Wonder If I Would Benefit From Skipping A Class Or Two
MMA Fighter's Touching Post Fight Moment Caught On Camera
Tips To Keep You On The Mat While Pregnant
EBI 17: Middleweight Combat Jiu-Jitsu Tournament
A Dojo Divided

redpajama_set_name: RedPajamaCommonCrawl


Properties Returned By Get-CsUser and Get-CsAdUser – NextHop…Your resource for Skype for Business!
· Get-CsUser is designed to return information only about your Active Directory user accounts that have been enabled for Lync Server.
· Get-CsAdUser is designed to return information about all your Active Directory user accounts, including both accounts that have been enabled for Lync Server and accounts that have not been enabled for Lync Server.
However, in addition to differing in the type of user accounts that are returned, the two cmdlets also differ in the user account attribute values that are returned; that can make a difference in deciding which cmdlet to use when faced with the task of returning user information. As a general rule, Get-CsAdUser returns only generic Active Directory attributes; that is, it returns information only for attributes that belong to all user accounts, regardless of whether or not those accounts have been enabled for Lync Server. By comparison, Get-CsUser returns attribute values for attributes related specifically to Lync Server. When a user account is enabled for Lync Server, a number of new attributes are added to that user account; if that account is later disabled for Lync Server those 'extra" attributes are deleted. These are the attributes returned by Get-CsUser.
Good Info, thanks! A question, when I query with CsAdUser for employeeID I get no results, though the field is definitely populated?
Get-CsUser also returns WhenCreated and WhenChaged attributes although they are only shown in the Get-CsADUser column of the table. Is there any particular reason for that?
Get-CsAdUser doesn't return EmployeeID as described. I opened a case with MS and they confirmed as much. Specifying -DomainController and FQDN solves it.


Applications on plain paper with full bio-data along with attested testimonials ,are invited from the eligible candidates for two positions required under the NMHS sponsored project title"Impact of climate change on apple production and screening of climate resilient varieties in Kashmir valley" purely on contractual basis which are co-terminus with the project.
Last date for submission of the application is by or before 22 May 2018. Interview will be held on 24 may 2018 at 11.am in the office chamber of the head, division of environmental sciences SKUAT Kashmir Shalimar campus. No. TA/DA will be paid to the candidates. In case 24 may 2018 happens to be off day/strike/holiday,the interview shall be conducted on the next working day.


Karnataka Public Service Commission is going to conduct the First Division Assistant, Second Division Assistant, and Compulsory Kannada Exam on 4th, 11th, and 10th February 2018. Candidates who have successfully submitted their forms can download KPSC FDA SDA Exam Admit Card 2018 from the official web portal kpsc.kar.nic.in. It had earlier released the recruitment notification to fill 1058 First and Second Division Assistant vacancies, later it has added 754 posts for the above recruitment. Candidates can check examination details like date, exam centre address etc., by clicking on the active link attached below.
The Public Service Commission is going to conduct First Division Assistant Exam on 4th February, Second Division Assistant Exam on 11th February, and Compulsory Kannada Exam on 10th February 2018. Without login credentials you are unable to download or view your Karnataka PSC Compulsory Kannada Exam Hall Ticket. Enter the registration details that were generated during FDA SDA Exam registration process and click on submit button. Download it to your computer and take a printout of KPSC FDA SDA Exam Admit Card 2018 and keep it safe for future reference.
We have given the exam pattern for First Division Assistant, Second Division Assistant, and Compulsory Kannada Exam on our website. Carry KPSC Compulsory Kannada Exam 2018 Call Letter with you on the exam day along with any photo id proof like voter id, PAN Card, or Passport. Prepare for the exam well and try to give at least one online test a day. You can check Karnataka PSC FDA SDA Exam Dates after downloading it from the official site kpsc.kar.nic.in.
Follow our site eexamresults.in to get all the latest updates regarding KPSC FDA, SDA, and Compulsory Kannada Exam Written Exam Results.


I have been to various doctors and specialists in numerous fields to determine my illness. After suffering for more than a year, receiving several misdiagnoses and undergoing extensive tests, I was finally given a diagnosis of chronic fatigue syndrome by a specialist in infectious diseases. That was more than 3 years ago.
I have continually tried to disprove the chronic fatigue syndrome diagnosis by refusing to believe I have it and trying to continue my "normal" lifestyle. I remember hearing about this illness and thinking how horrible it would be to contract it. To this day, I "try" the diagnosis by attempting to keep up with my busy schedule. Time after time, my body has reminded me that I definitely do have the syndrome; however, I firmly believe I am making progress and can see brighter days ahead. I would give anything to get rid of this horrendous illness!
Published: Ann Intern Med. 2000;132(4):328.


text:
University Type Public
University Motto Vis, virtus, veritas (Latin), Strength, courage, truth (English)
President Lex Mpati
Address Drosty Rd, Grahamstown, 6139, South Africa
City Makhanda, Eastern Cape
Rhodes University is a public research university that is one of four universities in South Africa's Eastern Province. It is the oldest university in the province and the fifth or sixth oldest South African university.
The university has the best undergraduate pass and graduation rates in the country as well as the highest research output per academic staff member.
Rhodes is known for providing a high quality of education. The staff and faculty are dedicated to ensuring student development and success.
The Rhodes University is a Public university located in Makhanda.
The Rhodes University was founded in 1904.
The current president of Rhodes University is Lex Mpati.
According to verified online sources, the Rhodes University enrolls a total of 14010 students.
According to the main website, the Rhodes University has a total student population of 7005 undergraduate students and 7005 graduate students.
Location of Rhodes University
Schools of Rhodes University
Locations of Rhodes University
Sol Plaatje University Kimberley, Northern Cape
Inscape Education Group Pretoria, Gauteng
University of Mpumalanga Nelspruit, Mpumalanga
University of the Witwatersrand Johannesburg, Gauteng
Centurion Academy Centurion, Gauteng
University of Limpopo Mankweng, Limpopo


It's not WHAT you want, it's how BAD you want it!
Every decision is a balancing act: Effort vs Reward.
Making the decision to change, to go down a difficult path, means your reasons to succeed have outweighed your excuses to fail. I'm still struggling with this myself, but every step in the right direction makes my resolve stronger for the next time.
I've read several books and articles about highly successful people and there's one overwhelmingly common element: they WON'T give up, and they refuse to listen to even one million "No's," or one million voices saying "you'll never succeed," all they know is 'try again'.


HandyMen was especially created for all type of electrical services websites. This is a HTML Template especially designed for all type of electrical services and basically handyman service related websites in various fields.
It includes 12 Pages and easy to customize Code. It looks beautiful on mobile devices.
NOTE: Images are only for demo purpose.


text:
7 of NYC's Most Unique Musical Instruments You Can Visit
3. 1882 Art Case Steinway Piano at the Met
Model B grand piano, case by George A. Schastey & Co. (1873–97), piano by Steinway & Sons (founded 1853). New York City, 1882. Approx. H 72 x W 60 x D 84 in., open. Satinwood, purpleheart, brass, and silver mounts. Collection of Paul Manganaro, on display at the Metropolitan Museum of Art.
On display as part of the Metropolitan Museum of Art exhibit, "Artistic Furniture of the Gilded Age" is a Steinway grand piano by George A. Schastey, a celebrated cabinetmaker and decorator of the era whose works appear in some of the most renown mansions of the day. His only signed work is an opulently decorated 1882 art case Steinway piano, the subject of the upcoming piano series starting tomorrow, Schastey's Steinway: Music of the Gilded Age.


text:
BBC drops film-maker over Malaysia impartiality fears
https://www.bbc.co.uk/news/world-asia-pacific-14556988
Image caption FBC has made several documentaries for the BBC about Malaysia since 2009
The BBC is investigating how it aired programmes made by a company that allegedly received millions of pounds in payments from Malaysia's government.
The BBC has suspended all programming by UK-based production company FBC, which has made documentaries on controversial issues in Malaysia.
The BBC said it has strict agreements with independent producers "including avoiding any conflict of interest".
FBC has denied any wrongdoing in its programme-making for any broadcaster.
FBC told the UK newspaper The Independent via its lawyers that "at no time have the television programmes made for the BBC ever been influenced or affected by our client's commercial activities".
'Strict agreements'
FBC has made several documentaries for the BBC about Malaysia since 2009, examining controversial issues such as the palm oil industry and its treatment of indigenous people.
The most recent programme was aired on BBC World News this summer.
A BBC spokesman said: "FBC has admitted to the BBC that it has worked for the Malaysian government. That information was not disclosed to the BBC as we believe it should have been when the BBC contracted programming from FBC.
"Given this, the BBC has decided to transmit no more programming from FBC while it reviews its relationship with the company."
"All independent TV companies who produce programmes for BBC World News have to sign strict agreements to ensure programmes meet the BBC's editorial guidelines, including avoiding any conflict of interest."
US broadcaster CNBC has suspended its weekly show World Business, which was made by FBC, and says it has asked the company to explain the allegations against it.
BBC Press Office
FBC Media


Nothing says Thanksgiving like an animated GIF of Big Freedia and her dancers poppin in downtown New Orleans, taken from Freedia's "Y'all Get Back Now" music video. Source: eatcasey.tumblr.com.
Why Does Sly Stone's Appreciation End In 1973?


Non-caloric artificial sweeteners (NAS) are among the most widely used food additives worldwide, regularly consumed by lean and obese individuals alike. NAS consumption is considered safe and beneficial owing to their low caloric content, yet supporting scientific data remain sparse and controversial. Here we demonstrate that consumption of commonly used NAS formulations drives the development of glucose intolerance through induction of compositional and functional alterations to the intestinal microbiota. These NAS-mediated deleterious metabolic effects are abrogated by antibiotic treatment, and are fully transferrable to germ-free mice upon faecal transplantation of microbiota configurations from NAS-consuming mice, or of microbiota anaerobically incubated in the presence of NAS. We identify NAS-altered microbial metabolic pathways that are linked to host susceptibility to metabolic disease, and demonstrate similar NAS-induced dysbiosis and glucose intolerance in healthy human subjects. Collectively, our results link NAS consumption, dysbiosis and metabolic abnormalities, thereby calling for a reassessment of massive NAS usage.


Today I noticed a message in my Message Centre about joining private teams being made easier. From 23 March 2018 you can now simply search with Teams for the private teams that you might want to join. Simply request access and the owners of the team can then give you access to these teams.
At first I thought that this might be an improvement, but in the past I've seen companies that created private teams for teams where people shouldn't know the existence of the team unless they are part of the team.
One important note at the end of the message give the option to run a PowerShell Cmdlet to keep a group hidden as it is now. Simply use Set-UnifiedGroup to set the HiddenFromAddressListsEnabled parameter and the group will be hidden. Hmm, this isn't going to be very user friendly. Was it really to difficult to add a tick box to the team creation dialogue that will keep the group hidden from search within Microsoft Teams?


Currently, there is no law in Colorado or Weld County requiring a business to have a license to sell any form of tobacco products.
Conduct frequent checks to ensure stores are not selling to youth.
Yes, I support tobacco retail licensing!


Wah May Princess is a 3 year old gelding by Swiss Ace out of the Encosta De Lago mare, Upgrading. He has had 9 starts for 3 wins with the latest start being 13 days ago when 1st at Happy Valley on April 10, 2019 in the Beijing C'house Anniv. Cup-C4 over 1200 metres.


"Bear ""Customer first, Excellent first"" in mind, we operate closely with our customers and supply them with efficient and expert services for Mossing Pegs Sizes , Mossing Pegs Price , Mossing Pegs , We insist on "Quality First Reputation First and Customer First". We are committed to providing high-quality items and good after-sales services. Up to now our solutions have been exported to more than 60 countries and areas around the world such as America Australia and Europe. We enjoy a high reputation at home and abroad. Always persisting in the principle of "Credit Customer and Quality" we expect cooperation with people in all walks of life for mutual benefits.


This compact SUV offers an unbeatable combination of all-road/all-weather capability, bulletproof reliability, top-notch safety, exceptional value and sheer driving enjoyment. The Forester boasts best-in-class fuel efficiency among compact SUVs with full-time AWD. The passenger cabin is a spacious environment with excellent visibility, a long list of comfort and convenience features, and a versatile cargo compartment.
This Forester comes with features such as a multimedia powerhouse that features a 6.1 inch, high-resolution touch screen that operates the AM/FM/CD/MP3/WMA /DivX/WMV/MP4 audio system and GPS navigation. The navigation system includes SiriusXM NAVTraffic updates to help ease commuting time (subscription required), while the entertainment experience is augmented by a spectacular, 440-watt Harman Kardon 8-speaker package with 8-channel amp, HD Radio, iTunes Tagging, and so much more!
Complete form to be sent an alert when the price for 2015 Subaru Forester XTL Touring AWD with Navigation matches your desired price.


text:
Q&A with Frieder Rummel of Hershey's
The sweetest job of all
Frieder Rummel, senior director of human resources at The Hershey Company – Asia, Europe, Middle East and Africa – explains how the company continuously strives to maintain its unique employer brand as it expands into new and fast-growing markets.
You've been with The Hershey Company (Hershey's) for two years now. How has your experience been so far?
We are a company that has been putting a lot of focus in expanding into Asia, and so we are investing and we are continuously growing. In my experience, the company has a very positive environment and just like chocolate, it is a very "sweet" industry to be in.
How did your experience working at Procter & Gamble help in adjusting at Hershey's?
The parallels are, of course, that both are very professionally run fast-food and consumer goods companies based in America and with a global reach. Both companies are also focused on understanding the consumers, and winning them, and are dedicated towards building very strong brands.
Hershey's is a little more family sized. We have approximately 14,000 employees. This size helps in creating an environment which allows you to get familiar with almost everybody, especially here in Asia, and in the global leadership team.
What does your current job role entail?
My focus is on supporting an acquisition which we are running in China. I was in Shanghai for six months before this, just closing this project. My main responsibilities focus on ensuring the company has the people and the talent it needs for its ambitious plans. We are growing, very much to our delight.
China will be our biggest international market very soon. This is very exciting and we are very much looking forward to it. Our recruitment strategy has a couple of focus areas. For example, we are recruiting 400 people in Malaysia for a new factory. It is our first factory in Asia. The other big focus area is in China, where we typically hire more than 300 people in a year.
What makes Hershey's a great place to work?
People are happy if they can associate themselves with strong international companies and with strong brands, like Hershey's. The company also has a long and unique tradition in doing good. That is really very important as it has a big impact on our culture.
The founder of our company, a gentleman named Milton Hershey, donated his entire fortune to a good cause before he passed away. What's remarkable was that he never spoke about it – it was only discovered accidentally five or six years ago. The cause was to help children in need. From that purpose, a trust was created which is currently still in control of the company.
Hershey's also runs a school of about 2,000 children who come from very different backgrounds. They live in bungalows with six to eight kids, along with their foster parents who take care of them. Every two weeks, the parents have a weekend off and then come a substitute group of parents. Everything is provided for the kids – books, uniforms, etc. Once they pass their high school exam, they can also get sponsorships for their university studies.
This is also something our people are very proud of because people like to work in companies which make them feel good and are also socially responsible.
It sounds as though this culture of care and trust is quite authentic. How does this translate on a day-to-day basis?
On a day-to-day basis, all my colleagues put the success of the team above their own, we aim towards winning together. I find our culture is authentic, ethical, trusting, friendly and driven.
Another thing which makes it a great place to work is the diversity present in our teams. When I joined the company, there were no two people of the same nationality in the leadership team, which was quite remarkable. In fact, I experience our diversity every day. At a typical lunch table we always have about four to five different nationalities and four or five different functions represented. That diversity helps us, as a regional headquarters for a big region, to serve our internal business units in many countries well.
Our colleagues from Singapore, of course, are a majority in our office here, so that gives us a very good basis to understand different cultures of the different partners who we support. We cannot be in a regional office and work to support our organisation in China without knowing anything about China.
Create something that builds your brand. You can't create a strong employer brand by talking, but you can create one by doing, and by being really credible.
Any other factors which help to maintain Hershey's employer brand?
Our focus on talent development and our growth is also impressive. When you come here and you start your job, the job becomes much bigger in two years because your business has grown, your organisation has grown, and you are playing in a different league. So you grow even without being assigned to a new responsibility or without undergoing any job rotation.
Of course we also look at internal talent development. In the last 12 months we have appointed eight to nine senior leaders in our region or to our region, and all but one were internal appointments. In these assignments, we have moved leaders from Asia to America and vice versa. These kind of career opportunities are, of course, very exciting for our employees.
Are these opportunities supported by a leadership programme?
We also have first-class leader development programmes in Asia for our more junior leadership levels and globally for our senior leaders. We do this because ultimately we know that employees want to be in places where they can learn and grow. We know they want to be in companies who are interested not in things that they (the employees) did yesterday, but in things which they can do tomorrow.
We also subscribe to the 70:20:10 concept of development. I was recently on such an assignment for six months in Shanghai, working to prepare the acquisition of the local company. That was a wonderful experience for me, and now I can relate to the expectations my colleagues have from such assignments. I have seen how exciting it is to work on such projects which lead you sometimes to outside your comfort zone, to new dimensions of learning, of business, and of cultures. I know if we continue to provide such development opportunities, we will raise our chances of becoming successful as a business. We will be more successful in attracting talent and retaining them.
How do you measure the effectiveness of your employer branding strategies?
Looking at retention rates is a good measure, and your ability to attract talent is another one. Ultimately, it is, of course, also the business results. The environment is pretty competitive, and you can only achieve success and growth with a very engaged workforce. But more systematic than that are employee engagement surveys, which are a good starting point to measure employer branding effectiveness. Additionally, your ability to internally staff your key positions is a good measure, including how much you depend on having to go outside and recruit external people, and how well your succession pipeline is filled.
How does the company leverage social media to effectively communicate its employer brand message?
Our colleagues in the United States are leading the way on this, for example, via Facebook, with our internal social media tool and with the development of innovative technologies in recruiting. Hershey's has also won the Candidate Experience Award (CandE Award)in 2013 and 2014, an annual competition in North America designed to identify companies who provide a superior end-to-end hiring experience for candidates. An example for innovative approaches in Asia is our Micro-Site for Malaysia, which supports our hiring for more than 400 positions until the end of 2015.
In your experience, what do candidates look out for when joining a company?
Typically, they look at personal growth opportunities, and how much they can be stretched. They also want assignments which are demanding, and where they can bring in their strengths and experiences. They also want opportunities to develop in business situations, to grow and to be considered for future business opportunities. Many of our talent are interested in international exposure and in international project teams. Having a home company in the United States gives us various opportunities for this.
So, excitement, stretch, development, personal growth and also fun is important for candidates when they are choosing a firm to join.
What skills do bosses at Hershey's look out for when hiring candidates?
We want people who have the ability to solve problems which will arise tomorrow, but which we don't know today. It is important that as we innovate and grow, we must have people who are able to drive this. If you look at the company's processes a decade ago, you will realise we weren't doing half of the things we are doing now.
It is important to look at the potential and the learning ability of the people you hire, and then what they bring in. Their current knowledge is important, but what is more important is their ability to develop new solutions in the future, address new problems, or solve old problems in a new way. What we really want is to build a talent base that will enable us to achieve this growth in the future.
Do such factors hold significance across all generations and regions?
Let's talk about Singapore. Singapore will be 50 years old soon. Forty years ago, the country was fighting to prove it was able to exist on its own, and people were extremely keen on making money to finance studies of brothers and sisters, or helping their parents in their old age. Now, as Singapore has become a very successful and wealthy country, people are also after things such as work-life balance. So the younger generation is very much aware that life is about things other than just work. That is something which we're responding to.
Does Hershey's have any flexible working strategies in place?
The Hershey's regional headquarters here in Singapore is special because it doesn't have many customers here. We spend a lot of time on travel or on evening phone calls. We have a very flexible system where people are responsible for their performance. There are days where people don't step into the office at all. Since we have a culture which focuses on the results, time spent in the office doesn't really matter.
If you look into our office on a typical day, you will only see one third of the population. A third would be travelling, while a third would be working from home. But we also know if people spend a lot of time travelling, and on evening calls, their required compensation also needs to be put into place. We don't want our employees to work for two to three years and then leave us. We want our future leaders to come from our own talent base, and that requires adapting to their needs.
We have a very flexible system. There are days where people don't step into the office at all. Since we have a culture which focuses on the results, time spent in the office doesn't really matter.
Hershey's has done a great job building its employer brand. What advice would you give to other HR leaders who are trying to do the same?
Create something that builds your brand. You can't create a strong employer brand by talking, but you can create one by doing and by being really credible. That's why I mentioned we build our employer brand by things such as business growth, diversity, internal talent development – all these are things which I can actively do and prove.
If I talk to somebody who comes in for an interview, I will give them real and authentic examples, factual information and gain their trust. We know they would want to be treated this way, instead of being told generic, polished answers which do not really help them much in understanding the company. This is how any company's employer branding strategy should be viewed too.
What are the challenges of maintaining this strong brand?
We have to make sure the process doesn't get automatic. We have to review our employer brand strategy every year, if not every six months. We must be aware that time does not stand still, and we need to progressively work towards becoming a more attractive place to work.
Should HR divisions solely be in charge of building this employer brand strategy, or should they work in tandem with other functions?
This is something which various functions can collaborate together in. For example, the communications function can be very important in transferring and sending out important messages to the corporate world. The HR function has a very good understanding of what we can actually deliver, while the marketing people and those working in consumer insights can also help us to identify what is really needed, and what is most wanted and what is helpful. Professionals in sales are also important, as they sell the product and the good story that we have.
We expect our function representatives and leaders to be all actively involved in troubleshooting. We need a concerted, credible effort. You really can't create a brand only by talking.
Increasingly, there has been a lot of reliance on technology to facilitate discussions like this, and to enhance HR processes. Do you see any red flags in HR's approach to technology?
There is a skills gap, where some companies don't even have the systems in place to use technologies optimally. Over the last year, we have invested heavily in our ability to get data, and then analyse this data in the same way people in consumer insights, or marketing, for example, use data in order to make good business decisions.
It is understood that HR needs to do much more when it comes to data and analytics, and currently the function still has a long way to go to get educated and to get ready in this domain. This is also important because nowadays HR really wants to get a more strategic seat at the business table.
We can't just assume those leaders who were efficient 10 years ago are still efficient today.
And are HR professionals willing to learn how to use and analyse data more effectively?
In general, yes, but we do need to focus more on enhancing our qualitative and quantitative skills and encourage them to be ready to change processes.
What are some of the greatest strengths of the HR function at Hershey's?
We have a very strong global co-ordination, so we develop everything only once. For example, we have a new performance management tool which we developed for the world, and then each region is represented within it so it fits with any market. Doing this allows us to save time on walking through all the steps required in making the tool, such as choice of software, funding, etc. Instead, we can focus on making it successful.
What challenges do you think Hershey's HR may face in the near future?
Those challenges are pretty similar to what any organisation will face. We have an ongoing talent shortage, especially based on the demographics here in Asia. The leadership challenge is also prevalent. There is a strong need to build an environment where people are willing to go the extra mile and engage themselves.
That is a challenge for every leader because young people today are very demanding, are very selective, and have many choices. If you want people to come to you and join you and stay with you, then you have to be a very good leader. At the same time, most leaders in Asia are still young and relatively inexperienced. So that requires strong investments into leadership development for the junior leadership generation.
For the senior leadership generation, it is really about bringing them up to speed, getting them to understand new concepts. We can't just assume those leaders who were efficient 10 years ago are still efficient today. Such leadership development, both junior and senior, will be very important. Your chosen approach to leadership development will also ultimately affect your employee engagement and retention levels, so the right approach needs to be taken if you wish to develop your leaders and maintain company performance and results.
Having good diversity and inclusion numbers is also important, and I would also not underestimate the fun element.
What do you mean by the "fun element"?
For instance, when I go on an international meeting or an outdoor event with my diverse group of colleagues in Hershey's, then I feel the same kind of enthusiasm and team spirit as I would have when I was with my school class at the age of 18. So maintaining this level of fun is important as we go into the future, no matter what our age.


text:
Ademar Miranda Júnior, mais conhecido como Ademar Pantera (São Paulo, 31 de outubro de 1941 – São Paulo, 30 de novembro de 2001), foi um futebolista brasileiro que atuava como atacante.

Carreira
Iniciou a carreira na Prudentina, depois se transferindo para o . Foi apelidado de "Pantera" em virtude de seu porte físico e disposição em defrontar as retaguardas adversárias. Foi artilheiro máximo do Torneio Rio-São Paulo de 1965. Ademar não foi convocado para a Copa do Mundo FIFA de 1966 por ter tido uma fratura infligida por Baldocchi, do Botafogo de Ribeirão Preto. Também não pôde jogar a final do Torneio Roberto Gomes Pedrosa de 1967 por estar com a perna fraturada. Em 1967 se transferiria para seu clube de coração, o . Também passaria por  e , onde encerrou a carreira em 1969.

Morte
Após o fim da carreira, Ademar ainda atuaria pelos veteranos do Verdão e trabalhou em escolinhas de futebol da Prefeitura de São Paulo. Ademar faleceu com certa mágoa dos dirigentes palmeirenses pois eles nunca o ajudaram. Morreu no Hospital Sírio-Libanês, em São Paulo vítima de uma doença muscular degenerativa.

Títulos
 Prudentina
 Campeonato Paulista da Terceira Divisão: 1960
 Campeonato Paulista da Segunda Divisão: 1961

 Palmeiras
 Torneio Rio-São Paulo: 1965
 Campeonato Paulista: 1966

 Coritiba
 Campeonato Paranaense: 1969

 Seleção Brasileira de Acesso
 Campeonato Sul Americano de Acesso: 1962

Artilharias
 Torneio Rio-São Paulo: 1965 (14 gols)

Naturais da cidade de São Paulo
Futebolistas do estado de São Paulo
Futebolistas da Associação Prudentina de Esportes Atléticos
Futebolistas da Sociedade Esportiva Palmeiras
Futebolistas do Clube de Regatas do Flamengo
Futebolistas do Fluminense Football Club
Futebolistas do Coritiba Foot Ball Club
Artilheiros do Campeonato Brasileiro de Futebol

redpajama_set_name: RedPajamaWikipedia


text:
Short-range dispersal maintains a volatile marine metapopulation: the brown alga Postelsia palmaeformis
Author(s): Paine, Robert T.; Buhle, Eric R.; Levin, Simon A.; Kareiva, Peter
To refer to this page use: http://arks.princeton.edu/ark:/88435/pr12x49
Abstract: The annual brown alga Postelsia palmaeformis is dependent for its survival on short-distance dispersal (SDD) where it is already established, as well as occasional long-distance colonization of novel sites. To quantify SDD, we transplanted Postelsia to sites lacking established plants within ≥10 m. The spatial distribution of the first naturally produced sporophyte generation was used to fit dispersal kernels in a hierarchical Bayesian framework. Mean dispersal distance within a year ranged from 0.16 to 0.50 m across sites; 95% of the recruits were within 0.38 to 1.32 m of the transplant. The fat-tailed exponential square root kernel was the best among the candidate models at describing offspring density and dispersal. Independent measurements of patch size over 2-5 generations permitted an evaluation of whether models parameterized by individual-level data could adequately predict longer-term persistence and spread at the patch scale. The observed spread rates generally fell within the 95% predictive intervals. Finally, Postelsia was eliminated from 14 occupied sites that were then followed for ≥27 years. The probability of invasion when unoccupied declined and the probability of extinction when occupied increased with distance from the nearest propagule source. Sites >10 m from a source were rarely invaded, and one initially densely populated site isolated by 39 m has remained Postelsia-free since 1981. In spite of dispersal that is almost entirely within 2 m of the parent, the ability of our models to capture the observed dynamics of Postelsia indicates that short-range dispersal adequately explains the persistent and thriving Postelsia metapopulation on Tatoosh Island. However, the presence of Postelsia over a 2000-km coastal range with many gaps >1 km makes it clear that rare long-distance dispersal must be required to explain the geographic range of the species.
Publication Date: Jun-2017
Electronic Publication Date: 2-May-2017
Citation: Paine, Robert T., Buhle, Eric R., Levin, Simon A., Kareiva, Peter. (2017). Short-range dispersal maintains a volatile marine metapopulation: the brown alga Postelsia palmaeformis. Ecology, 98 (6), 1560 - 1573. doi:10.1002/ecy.1798
DOI: doi:10.1002/ecy.1798
Journal/Proceeding Title: Ecology
Version: Author's manuscript


text:
Home | Resources | News & Blog | A Word from Pastor – On the Passing of Billy Graham
A Word from Pastor – On the Passing of Billy Graham
No doubt many of you did as I did last Friday afternoon and watched the livestreaming of the
funeral service for Evangelist Billy Graham, who just passed at the age of 99. He was known for
decades as "America's Pastor." Thousands came to Christ through his preaching and writings –
including some in our church. He was not perfect. He humbly acknowledged several faults –
including getting too close to politicians and not spending enough time with his family.
Regardless of what people thought of his theology or methodology, they had to admit —
Graham was a man of unimpeachable integrity. In an era of scandal among high-profile
preachers, never once was there even a hint of impropriety alleged against Graham in his
dealings with women or in his handling of money. In fact, he was so scrupulous, he refused to
get on an elevator alone with another woman. He would wait for the next one.
Nevertheless, Graham disappointed and even alienated many fundamentalists and fellow
evangelicals for two primary reasons:
1) His pioneering of ecumenical evangelism
2) His 1997 TV interview with the late Robert Shuller
In the 1940s and early 50s, the young evangelist was influenced greatly by such
fundamentalists as Richard Clearwaters, Monroe Parker, Dr. Bob Jones, Sr., and Dr. John R.
Rice. These fundamentalists – especially Dr. Rice – urged him to enter into city-wide
evangelistic campaigns. For a time, Graham shared their separatist convictions and refused to
yoke up with unbelievers just to gain a larger audience.
That all changed in 1956 with his New York City crusade. For the first time he decided to use
non-Christian religious figures in leadership positions during the campaign. Even worse, he now
started channeling converts from his crusades back into apostate denominations to which they
claimed affiliation.
It was sheer pragmatism – operating on the principle that the "ends justify the means." With
tears, his fundamentalist counterparts and mentors had to sever fellowship with him and tell
others why. It broke their hearts. They loved Billy Graham. They continued to pray for him.
Graham's compromise sank to a new low in 1997 when he was interviewed by the late TV
evangelist Robert Shuller on his Hour of Power telecast in May, 1997. The modernist Shuller did
not hesitate to ask loaded questions trying to get Graham to side with his universalist views.
Sadly, Graham "took the bait." He said the following:
"God is calling out a people for His name, whether they come from the Buddhist world,
or the Muslim world, or the Christian world, or the non-believing world. They are
members of the Body of Christ because they've been called by God. They may not
even know the name of Jesus, but they know in their hearts that they need something
that they don't have, and they turn to the only light they have, and I think they are
saved, and that they are going to be with us in Heaven…
I've met people in the various parts of the world in tribal situations, that have never seen
a Bible or heard of Jesus, but they've believed in their hearts that there was a God, and
they've tried to live a life that was quite apart from the surrounding community in which
they lived…"
This was rank heresy! Graham's remarks undermined the whole basis for missions! And
fundamentalists and conservative evangelicals (like John MacArthur and John Piper) rightly
called him out on it. This pastor did personally from his present pulpit.
Fast-forward to Graham's 95th birthday on November 7, 2013. From his easy chair in his
home near Ashville, NC, the feeble preacher gave his "Last Message to America and to the
World." In it he emphasized that the "cross is offensive… Jesus is the only way to Heaven. He
said, 'I am the way, the truth, and the life.,' the only way…When you come to Christ, you must
come by the way of repentance… You must turn from your sins and turn to Jesus Christ… Say to
Him, 'I know that you're the only One Who can change me…'"
So which Billy Graham are we to believe? I choose to believe the words of the 95-yr. old
feeble man, staring death and God in the face. Did he compromise to reach a larger audience?
Yes. Did he run with the wrong crowd and get burned by them at times? Yes. Was he
pressured by them to trim his message? Yes.
But let's remember that association with apostates does not make one an apostate. Read
the story of godly Jehoshaphat's affinity with apostate Ahab in 2 Chronicles 18 and God's rebuke
of Jehoshaphat in 19:2-3. (By the way, thank God that Graham's son Franklin takes a
courageous stand on the exclusiveness of the gospel and indispensability of faith in Christ for
salvation! What a clear presentation of the Gospel he gave at Friday's funeral! He minced no
words about an awful Hell!)
In my sanctified imagination, I rejoice to think about how Billy Graham is in Heaven right now
hugging Clearwaters and Jones and Parker and Rice, who all wept over him more than 60 years
ago when he went in an unscriptural ministry direction.
If you were to ask me, "Pastor, do you believe that you will see Billy Graham in Heaven?", I
would have to answer the same way George Whitefield did when asked that question about John
Wesley more than 250 years ago. "No, he will be so near to the throne, and I will be so distant, I
do not think I shall get a glimpse of him."
Written by Pastor Vradenburgh, Senior Pastor


Welcome friends and neighbors! Much is happening, which is always good. As a composer, as I am sure with any artist, it is easy to feel like the ground can suddenly drop from below your feet at any moment, landing you in a stadium full of laughing onlookers shouting "This is why you should have finished college!!" But, when there is creative work to be done, I at least have a wonderful diversion from my usual obsessive paranoia.
I just finished up a pair of educational documentaries for Black Dog Productions. Suzanne Blais, owner of Black Dog, is one of the funnest people I have ever worked with, and I look forward to future projects. If you ever meet her, buy her coffee. The woman never sleeps.
And after a bit of a delay, work on the feature film "The Shadow People" is back underway. I will post samples when I can. Director Conrad Faraj has planned an opening in May. I must say that, despite MANY obstacles that have hinder post-production, Conrad has pushed forward where any other young film maker would have called it a day. And I am greatful because I think the finished product will be great.


Daddy? I want to be a scientist….
When I saw it this morning, I knew I had to print it out and add it to the small collection on my wall… I could see this scenario playing out in my life. Flying shark and all.
I wouldn't say I was one of the weird kids, you know them… the weird, creepy little kids… But well, I was sort of an odd child. I remember getting bored in my kindergarten class, and decided to amuse myself by rubbing a glue stick all over the bottom of my shoes, and then marching around on the linoleum just to hear that sticky sound.
I think I could be one of those scientists, figuring out absurd ways of tracking sharks. Lord knows I'd probably concoct amazing ways and reasons just to get near a shark… (The fact that I haven't been to the Aquarium still astounds me…) Well, knowing me, I'd probably either put a leash on the flying shark, or try to ride it. Or maybe both.
More-so, however, I think that I have more in common with the little girl. I don't know how many times my parents have had to listen to some of my crazy ideas and notions of what I wanted to me… It only took a few documentaries on the Discovery Channel for me to become mildly obsessed with sharks (so much so that, yes, I do have a shark tattoo). Had I seen a shark fly by? Well, you'd be reading a much different blog right now.
Posted in musings, nerdy loveTagged childhood, nerdly love, sharks, xkcdcommentLeave a Comment on Daddy? I want to be a scientist….


text:
Anal Queen Alysa Discount
Our Anal Queen Alysa discount gets you 67% off for $20.00 in savings!
3,500 Network Models
There Are No Download Limits
All Content Is Exclusive
Good Amount Of HD Videos
Zip Files Ready For Download
Anal Queen Alysa Review
Anal Queen Alysa discount offers, when taken up, will let you slip into Alysa Gape, one of porn's top anal porn stars. The thing that I always like about hitting this site is the first page. You have a choice to leave (why?) and also to 'Enter Anal Queen Alysa' and that's something I would do very happily. You don't need to persuade me much to get me to log into this site and the others in the 21 Sextury Network, where Alysa lives.
Mind you, I always love something for nothing and I know you do too, and that's why we have two discount offers for you where you can, just about, get something for nothing. Or at least everything for very little. Our 30-day pass knocks off a big percentage from the usual sign-up price and saves you nicely for the first month. Then there's our 365-day offer where you can sign-up for a much lower monthly rate and pay for the year in advance in one installment - and where there are no recurring monthly fees.
That done, and it's easy to do, you're now free to enter Anal Queen Alysa, and you get no prize for guessing how she got her name. This babe is as happy with a prick in her pussy as she is with a shaft in her ass, in fact, she often manages both at once. Talented girl. The movies are all anal at her site, with a load of cock sucking and other hard stuff going on as well, so it's not repetitive or boring or anything. She even manages some anal sex with other hot babes while using strap-ons, so everything about the ass is right in your face; just where we like it.
Her videos, and there are 35+ of them, are shown in resolutions up to 1,920 x 1,080 HD, and come with Mp4 files suitable for mobiles. The network carries the same high-quality videos in all its sites, with a variety of stream and download options on offer. Movies run for a good length of time each, and the galleries that come with them hold hot pics you can easily save. There are no navigation or technical issues with this site or the network.
Also, you have other anal sites (and lots more that are not because there are 31 sites included) such as Anal Teen Angles, Ass-Hole Fever, Butt Plays, and Gapeland. Whatever you're after in the ass department, these discount sign-ups will take care of it while costing you a lot less than other members have to pay.
Busty Fever
6 Bonus Sites Flash Sale
Sexy girls get their buttholes penetrated and stretched.


Using the word 'psychology' together in a sentence with 'marketing' probably has you questioning how it relates to your job.
You're a content marketer –someone that uses the power of words to communicate with your ideal audience. It's not our job to conduct studies on how the brain works, right?
You should be combining psychology and marketing if you want to make sales from your content marketing strategy.
That's because content is online communication. We can't persuade people to buy things without using words to tell them why they should, and you can't attract people to your website without a reason for them to do it.
Ready to psych-out your audience with proven principles that'll make them buy?
FOMO, or the fear of missing out, is feeling that drives a customer to make a decision or purchase.
Have you ever bought a makeup product because everyone you knew talked about it?
Perhaps you've made a restaurant reservation because it seemed everywhere you looked, someone mentioned the place.
Or maybe you watched a movie because of its 5-star rating on every entertainment blog you've read.
If you're not trying it for yourself, you're missing out, right?
That's the basics of the FOMO principle.
Despite it sounding like something you'd see on a #highschoolproblems tweet, FOMO is real.
In fact, one study found that 69% of millennials experience FOMO, and 60% make reactive purchases because of it–making it a fantastic reason to use psychology and marketing in conjunction to drive sales.
To start using this principle, you'll need a group of people to rave about your product in order to make Joe Bloggs feel like they're missing out by not getting involved.
The simplest approach to doing this is: Make your content exclusive.
Exclusivity is one of the marketing psychology tactics that bloggers have used for years, and happens when people need to do something in order to access your content–even if that content's free (like a blog post).
Think about lead magnets, gated content, or resource libraries: You have to enter an email address to gain access, which makes it exclusive to fans.
And, because people who hand over their information are likely to be super interested in what you have to say, they're loyal–and more likely to enjoy the content and share it with their friends.
That'll lead to the same type of #FOMO that caused you to sign-up to a Facebook group when you saw your friends raving about it.
The Content Marketing Academy. are a great example of how to build FOMO into a marketing plan. Their company has a regular blog, but uses FOMO in their membership scheme which takes content exclusivity to the next level.
You want to be a part of their exclusive community, right?
Boom… You're hit with a serious case of FOMO.
Following on from FOMO, I wanted to talk a little bit more about how customers use other people's influence to make purchasing decisions.
FOMO happens when a group of people do something, and you feel like you need to do it too.
…Even if you don't know them.
Social proof is along a similar vein to referral and influencer marketing, and is a bit different to FOMO in the fact that it uses people you know to endorse products.
If people you know and trust are using this product, why shouldn't you?
That's the question you want your ideal customers to ask. But in order to do that, you'll need to partner with the people they're influenced by.
The simplest way to use social proof on a large scale is to partner-up with an influencer. These people are already recognized in your niche, and already have tonnes of engaged followers that could be influenced to buy your product.
Not only does that expand your reach, but it caters to the 30% of consumers that are more likely to buy a product recommended by a non-celebrity blogger.
These guys have spent years building their audience. They've got a fantastic reputation and a community of people who trust what they're saying.
Wouldn't it be great if they endorsed my writing services?
Well, it's not impossible. In fact, you could give influencers in your space free access to your product or services in exchange for a testimonial. Then, once you've got that, run with it. Share it on social media, add it to your checkout page and let people know you've been endorsed by someone they trust.
This marketing psychology tactic closes the space between what people already know, and what they want to know.
The good news is you can use it in your content marketing strategy pretty easily.
The even better news? You probably are already, without realizing.
If you're writing content for your blog with the aim of educating someone, you're already using the Information Gap theory. You're closing the gap between what people know and what they want to know, but let's take that a little further.
While you might already be creating the content you'll need for this marketing psychology tactic, you can supercharge its effectiveness by altering the way you create headlines.
I've previously said that headlines are the biggest (and most crucial) blog post element. After all, it's the biggest influence in whether someone will read your article or skip past it in their social media feeds.
Here's a great example of how Time.com has used the Information Gap theory in their blog post headline: "Why Do We Procrastinate?". If you're unsure about why you procrastinate, the Time post bridges your Information Gap and educates you on the topic.
But even if you already know why you (personally) procrastinate, aren't you intrigued to find out why other people do?
People strongly prefer avoiding losses more than they do receiving gains. That's the basics of loss aversion.
If you hire me to write for you, I'll create awesome content for your B2B website.
If you hire me to write for you, you don't have to let your competitors' content strategy draw-in your ideal customers (and miss out on sales).
Which of these are you most affected by? Chances are, it's the latter.
Even though you'd love awesome content, the fear of losing your ideal customers to a competitor (AKA "the loss") is more powerful.
Using loss aversion in marketing is more of a copywriting technique than it is marketing. It happens when you change the wording of your sales content, promoting what your customers will lose if they don't purchase or upgrade.
It's great for SaaS brands to use on their pricing pages. Why? Because people visiting this pricing page already have an interest in the product you're selling. but they might not be ready to invest more cash into your software if they don't know it works for them.
Yes, you could sign-up to their basic plan for £8/month… But for another £12, you could upgrade and avoid losing out on reminders, notifications, and personalized branding.
And that, my friends, is how loss aversion psychology can help you sell more of your high-end products.
That's the basics of reciprocity. If someone does something for you, you're more likely to reciprocate and do it back.
But that's not just used in day-to-day situations.
Or to justify parking in your neighbor's space because they took yours last week (speaking from experience).
You can use reciprocity as a marketing psychology tactic to persuade customers to purchase something from you.
But before we dive into using this principle to drive more sales, let's set out expectations.
This method is a long-term, indirect way to bridge psychology and marketing. It often takes weeks (or even months) to make a sale that's based off reciprocity, but you can use it to boost the ROI you're getting from your content marketing strategy.
That's because reciprocity can be as simple as sharing content on your blog.
Start taking advantage of this psychology principle by giving value to your customers through the various types of B2B content you're creating. Banish the crappy 500-word SEO articles from your site and focus on long-form content that tells your audience how to get results.
You have to create excellent content to make excellent sales.
Now you're fully in-the-know about using psychology to power your marketing campaigns, it's time to get to work.
From using FOMO to bridging your target audience's information gap, remember the mind is a powerful thing–and you'll need to win over your customers' before see results from your marketing.


text:
Heavily criticised Tottenham are on course for their most impressive season in years
No team in the Premier League has dithered on the line between a good season and a bad season as much as Tottenham have this term. Seemingly on a week-by-week basis, the Lilywhites have bounced between title contenders and top-four challengers, and all the while, Mauricio Pochettino has kept his head down and remained focused on the task at hand.
Even over the last week, following poor results against Burnley and Chelsea, Tottenham's prospects have been deemed to be bleak by most despite their current, very respectable Premier League standing. The last week, you could argue, have served as the perfect microcosm of Tottenham's season, with criticism following their loss to Chelsea contrasted with the ecstasy following their win against Borussia Dortmund.
Now, there's no way around it, Spurs have been somewhat inconsistent at points this term, but those short periods of drought have been contrasted by sustained periods of success, and all of a sudden, it's quickly looking to be Tottenham's best season in recent memory – both on home turf and on continental soil.
It's best to start with the most recent event in Tottenham's season – their progression into the last eight of the Champions League. It's a feat that they've achieved before, but not for nearly a decade, and the manner in which Spurs dispatched of Borussia Dortmund was simply remarkable. They were in control throughout, and whilst there were clear signs of panic against Juventus last season, there was nothing that resembled any lack of confidence either in Germany or in London against the Bundesliga brutes. Their run thus far has been a fantastic achievement, and it's still on course to get even better.
That's not where their success this season ends, however. Though it's a longshot, the Lilywhites are still in the Premier League title race, though a faultless season from here on out will be required for them to even get close to Man City and Liverpool. That said, even if they fail in that regard, their Premier League campaign has been far from a waste. A top-four finish is still likely, whilst the club are still on course to beat their best ever Premier League points tally. Indeed, over the last few years, only the 2016/17 campaign has seen Spurs register a higher points tally after 29 games; and the fact that Spurs have won 20 of their fixtures thus far speaks volumes about their offensive flair. This is all, let's not forget, despite Tottenham having a poor run of 3 games without a win against Burnley, Chelsea and Arsenal.
It's also important to recognise the context behind Tottenham's season. They haven't signed a single player in over a year, with Mauricio Pochettino's men having to rely on what they've already got in contrast to many of their Premier League and, indeed, European rivals. In addition, they've also been dealing with a plethora of injury issues, namely to core players like Harry Kane and Dele Alli, which has limited their pool of resources even further. There has also been continued drama with regards to the move to their new stadium, with uncertainty over where home games will be played on a monthly basis. Recognising all of that, it's remarkable that Tottenham have been able to remain as consistent as they have.
Tottenham can improve considerably, and under Mauricio Pochettino, you'd expect them to do exactly that. Sure, this season hasn't been perfect, and it may well end without a trophy yet again, but make no mistake, Tottenham's first team is improving, and by the time the end of the season rolls around, Pochettino will be able to look back on a job well done.
– Keep up with the rest of our Trending Topic coverage on The Tottenham Situation by clicking here… –
Related Items:Lilywhites, Spurs, Trending Topic, Trending Transfer
Wolves: Nuno offered chance to sign Christian Eriksen
Tottenham Hotspur: Fabrizio Romano says Spurs are not moving for Diego Costa
Tottenham Hotspur: Fabrizio Romano claims Dele Alli is 'ready to leave' Spurs in January
Article title: Heavily criticised Tottenham are on course for their most impressive season in years


text:
West Campus Programs
West Campus Educational Programs
The Yale Peabody Museum of Natural History is looking forward to hosting school and group programs throughout the year at the Yale Peabody Museum Community Education Center @ West Campus. Located just off I-95's Exit 41 (Marsh Hill Road) in Orange, Connecticut, this West Campus facility will offer a mix of many of the same science, social studies and art programs that you know from the Peabody Museum, but with more opportunities for hands-on, interactive, and outdoor experiences.
Our West Campus location features 3000 square feet of classroom, presentation and laboratory space. In addition, many programs make use of the Oyster River Outdoor Classroom, a forested wetland corridor on West Campus that provides opportunities for habitat studies, scientific investigations, and seasonal nature walks. Registration for West Campus programs will open in January of 2020 with classes beginning in October of 2020. Look for a teacher open house in the spring of 2020.
The Yale Peabody Museum Community Education Center will also host some of the Natural Science Illustration Program classes while the Museum is under renovation.
For more information about our new temporary facility and programs, contact:
Tom Parlapiano, Manager
Office of School & Teacher Engagement
E-mail: thomas.parlapiano@yale.edu or peabody.westcampusprograms@yale.edu


This case was before the Sixth Circuit, following the district court's order granting the defendant's motion for summary judgment. Although the case concerned the issue of whether the defendant-City met the prerequisite for FMLA coverage (number of employees), the issue considered by the Sixth Circuit was "purportedly volunteer firefighters who receive a substantial hourly wage for responding to calls whenever they choose to do so are "employees" or "volunteers" for purposes of the Fair Labor Standards Act ("FLSA") and Family Medical Leave Act ("FMLA")." The Sixth Circuit held that the firefighters at issue were employees rather than volunteers, such that the defendant met the number of employee requirement to trigger FMLA coverage.
The volunteer firefighters of Gibraltar must complete training on their own time without compensation. While they are not required to respond to any emergency call, they are paid $15 per hour for the time they do spend responding to a call or maintaining equipment. They do not work set shifts or staff a fire station; they maintain other employment and have no consistent schedule working as volunteer firefighters. The firefighters generally receive a Form–1099 MISC from the City. They do not receive health insurance, sick or vacation time, social security benefits, or premium pay. The City does have an employment application for the firefighters, and it apparently keeps a personnel file for each firefighter. A volunteer firefighter may be promoted or discharged. [The Plaintiff] introduced evidence below of what several other local communities pay their full-time firefighters. According to his wife's affidavit, she and Mendel discovered that certain other communities in the area pay hourly wages ranging from approximately $14 to $17 per hour. Also, the City pays its own part-time Fire Chief $20,000 per year, and the Chief testified in his deposition that he "tr[ies] to work 20 hours per week at the [Gibraltar] fire station." Based on this information, the Secretary of Labor notes in her amicus brief that if one assumes the Fire Chief works fifty-two weeks per year, he effectively earns $19.23 per hour.
29 U.S.C. § 203(g), and they even receive substantial wages for their work.
Thus, the question becomes whether the Gibraltar firefighters fall within this exception to the FLSA's generally broad definition of "employee." Specifically, the question before us is whether the wages paid to the firefighters constitute "compensation" or merely a "nominal fee." If the hourly wages are compensation, then the firefighters are employees under the FLSA. Conversely, if the wages are merely a nominal fee, then the firefighters are volunteers expressly excluded from the FLSA's definition of employee.
The official regulations provide guidance at this juncture. The regulations define "volunteer" as "[a]n individual who performs hours of service for a public agency for civic, charitable, or humanitarian reasons, without promise, expectation or receipt of compensation for services rendered." 29 C.F.R. § 553.101(a); see also 29 C.F.R. § 553.104(a) (employing similar language). The regulations proceed to recognize, "Volunteers may be paid expenses, reasonable benefits, a nominal fee, or any combination thereof, for their service without losing their status as volunteers." 29 C.F.R. § 553.106(a). The specific provision addressing nominal fees provides, in part, "A nominal fee is not a substitute for compensation and must not be tied to productivity. However, this does not preclude the payment of a nominal amount on a 'per call' or similar basis to volunteer firefighters." 29 C.F.R. § 553.106(e). Finally, the regulations caution, "Whether the furnishing of expenses, benefits, or fees would result in individuals' losing their status as volunteers under the FLSA can only be determined by examining the total amount of payments made (expenses, benefits, fees) in the context of the economic realities of the particular situation." 29 C.F.R. § 553.106(f).
In the context of the economic realities of this particular situation, we hold that the hourly wages paid to the Gibraltar firefighters are not nominal fees, but are compensation under the FLSA. The firefighters do not receive "a nominal amount on a 'per call' or similar basis." 29 C.F.R. § 553.106(e). Rather, they render services with the promise, expectation, and receipt of substantial compensation. See 29 C.F.R. §§ 553.101(a), 553.104(a). Each time a firefighter responds to a call, he knows he will receive compensation at a particular hourly rate—which happens to be substantially similar to the hourly rates paid to full-time employed firefighters in some of the neighboring areas. Essentially, the Gibraltar firefighters are paid a regular wage for whatever time they choose to spend responding to calls. These substantial hourly wages simply do not qualify as nominal fees. Cf. Purdham v. Fairfax Cnty. Sch. Bd., 637 F.3d 421, 433–34 (4th Cir.2011) (holding that a School Board's payment of a fixed stipend to a golf coach was a nominal fee where: (1) the stipend amount did not change based on either how much time and effort the coach expended on coaching activities or how successful the team was; and (2) the approximate hourly rate to which the coach's stipend could be converted was only a fraction (less than¼) of the hourly wage he received as a full-time security assistant employed by the School Board).
Notably, the Supreme Court has held that those who "work in contemplation of compensation" are "employees" within the meaning of the FLSA, even though they may view themselves as "volunteers." Tony & Susan Alamo Found., 471 U.S. at 300–02, 306, 105 S.Ct. 1953. Despite the fact that the Gibraltar firefighters are referred to as "volunteers," the inescapable fact nevertheless remains that they "work in contemplation of compensation." Thus, the Gibraltar firefighters are "employees" and not "volunteers" within the meaning of the FLSA. See Krause v. Cherry Hill Fire Dist. 13, 969 F.Supp. 270, 277 (D.N.J.1997) ("In view of the fact that the plaintiffs [firefighters] both expected and received hourly compensation, in an amount greater than a 'nominal' fee, it is clear that plaintiffs were not volunteers….").
Finally, the Court rejected the defendant's contention—apparently adopted by the court below, that the firefighters were not "employees" under the FLSA, because they fell within the purview of 207(y).
Click Mendel v. City of Gibraltar to read the entire Opinion. Click DOL Amicus Brief, to read the DOL's Brief in support of the Plaintiff-Appellant, relied upon in part by the Court.
By Andrew Frisch in Coverage, Employee on December 7, 2013 .


A 30-year-old Rochester man was charged with Criminal Possession of a Controlled Substance 7th Degree on September 27, 2019 following the report of a drug related incident at the Attica Correctional Facility.
According to New York State Troopers, officers out of SP Warsaw were dispatched to a complaint at the Attica Correctional Facility in the town of Attica. A K9 Correctional Officer on scene detained Michael R. Kostiw after a small clear plastic baggy containing .7 grams of cocaine was found inside of his vehicle. Troopers arrested and processed Kostiw at SP Warsaw.
Kostiw was issued an appearance ticket returnable to the town of Attica Court.


Inspired by the Gods and crafted by man and machine. When times are dark, this full-bodied beer arrives with a robust malt character. Ex Machina has roasty notes, hits of coffee and chocolate and finishes with just the right amount of bitterness.
Be the first to review "Back East Brewing Ex Machina" Click here to cancel reply.


text:
As the Russian changed the lives of Austrians
Roman Magadan. From personal archive
Technical Inspector Roman was in Russia in the 1990s, and it is no wonder that his first impression of the country was terrible. But now it is practically lives here, visited the remote corners of Siberia and the Far East, and nothing does not regret.
First visit to Russia plunged me into shock! Just imagine: Moscow in 1994, a time of change, the service at the airport disgusting, crazy taxi drivers. The room I booked at the hotel was empty and I had to look for another. At that moment I thought that I would never come back to this country!
A completely new life
However, in 2010 the director of the bulldozer LIEBHERR factory, where I now work as a technical inspector service department, asked me to come to Russia to help our local service stations. And ... I did not think twice before you say, "Well, why not? Over 33 years of factory work, I traveled around the world and visit different countries. It is unlikely that there will be worse. "
In Moscow. From personal archive
Today, I'm sure made the right decision. I came back to Moscow and saw the new Russia. I was impressed to see how it has changed, and how to welcome people accepted me. Now I know that all those clichés about the dangers of living in Russia untrue.
It is difficult to enumerate, where I have been for the last 8 years. I was in Moscow, St. Petersburg, Arkhangelsk, Novy Urengoy, Pechora, Novosibirsk, Kemerovo, Vladivostok and Magadan, Nakhodka, on Sakhalin and in many, many other places.
The flight in Nakyn. From personal archive
From small villages to big cities, from the gold mines of Magadan to the Kuzbass coal mines and logging of Komsomolsk-on-Amur, in every town and village has its own image. Frozen bay in Vladivostok, a huge mine Mirny, Sochi summer - amazing place.
The Russian are like wolves
Russian men remind me of wolves. If you are in his flock, he will fight for you. But he's always on the alert. In my opinion, today's Russian are very different from the people I've seen before. I lived in Iran, Brazil, the United States, often went on business trips to other countries and thought I knew what a long journey. But the arrival in Russia has changed my way of thinking.
We have to climb to such distant corners where there are no tourists. For example, in the famous for its diamonds Nakyn we arrived by helicopter. But this is not the most memorable occasion. Most of all I remember the walk at -62C! It was so cold that I still morznu just thinking about it.
Logging. From personal archive
The wildest place of the ones that I remember - this is the felling of 300 or 400 km north of Komsomolsk-on-Amur. There is no road. It seems to me that these people have the hardest job. They live in the woods, where there is nothing, even stores. I do not know how they stand it.
In general, I like the small isolated towns (such as Yakut Neryungri). People living there are content with fewer benefits, but friendly and open. If you stop the car in any wilderness, immediately next stop random driver who asks if everything in your order and if help is needed.
Komsomolsk-on-Amur. From personal archive
In Austria, I went through a 36-hour courses of the Russian language, I can read and explain a little bit, but my Russian is still very weak. Fortunately, wherever I traveled, always voluntary translator. All my colleagues from different stations are trying to help me. I especially want to thank you for the support service manager Liebherr Denis Ternikova.
And do not forget the vodka
In Russia, I have never missed a European food. Even in Magadan, where we were preparing themselves (in local stores, you can buy everything you need). Denis, who accompanied me on the first trip, he said: "Roman, all you need in Russia - it is a piece of bread with butter and a glass of vodka."
Magadan. From personal archive
In total, I spend in Russia from 150 to 200 days a year. Good relationships with colleagues help me survive here. I saw a lot of amazing places, met a great number of wonderful people and experienced a lot of fun. You just can not stay the same person after a visit to the largest country.
With friends on the shores of Sakhalin. From personal archive
"Oh, everything" - a brief guide to what is said, and in fact have in mind women
Travel Astrakhan
Best northern city of Russia
As the Russian changed American life
"Doctor, I have it parquet!". Doctors are divided funny answer their patients' questions about their sex life
When the dancing skeletons in the closets. Anonymous Internet users talk about their most terrible secrets that could ruin their lives
The Brazilian spoke about how the Russian changed his life
Rules of life of Marina Abramovic
Rules of Life Kylie Minogue
60 important phrases that every child needs to hear
20 citations incomparable Audrey Hepburn
The path of the Olympic flame from Greece to Moscow
What's it like - to stand in picket row 15 years
22 facts about the United States through the eyes of Russians
Rules of Life Fedor Konyukhov
The most horrible invention childcare
Prototypes wonderful Disney characters
10 ways to save harmony without dieting
Drivers' habits that are harmful to the car
Tragedy in India: 60 dead already
The apartment in Kiev from the designer Maya Cormorant
5 enviable known brides who never married
The most dangerous types of Olympic sports
What you can and can not be at a high temperature in the child
Unique Japanese kamikaze planes
A common mistake when cooking rice, which can be costly
Interesting work of the new Pirelli calendar poster
Millions in advertising campaigns that have failed
Inventions that are ahead of their time
Otpad advertising, on which it is impossible not to pay attention
The strongest girl bodybuilders
How people live in Vietnam
Domestic power for the president
Russians shared the story of his vacation on the largest ship in the world
How to become a winner in the dispute
Mother of famous artists
Celebrities who passed well over the last year
The most unique river vessels in the world
10 amazing facts about plastic surgery
Hundred years lunch: how to wash, clean and prepare women in the last century
A bit sad statistics about the world in which we live
Interesting facts about dolphins
Special Forces veterans
Eternal logos
50 famous insults in sports history
© 2023 bogemolor.info


Accidently delete a gradebook? Don't panic, none of your assignments or grades have been lost. Simply recreate the gradebook with the same date range, and you're all set.
1. From the Gradebooks menu select Add/Edit Gradebook.
2. Click the Add New Gradebook button.
3. Name the gradebook and give it the same date range as your deleted gradebook.


text:
Я́нош Би́хари (; 21 октября 1764, Вельке-Благово — 26 апреля 1827, Пешт) — классический венгерский скрипач и композитор цыганской национальности, один из основателей венгерского музыкального жанра «вербункош» и академической цыганской музыки. Был знаменит любовью к импровизации и обработке венгерско-цыганского танцевального фольклора. Считается, что именно Бихари сочинил «Ракоци марш», ставший венгерским революционным маршем.

Биография
Янош родился в словацком городке Надьябонь (ныне Вельке-Благово, Житный остров), в семье цыгана-скрипача. О его детстве и юности ничего не известно, все биографы Бихари писали лишь о его зрелости и старости. Этому были две причины. Во-первых, по-видимому, он не интересовал их как личность, только как музыкант. А во-вторых, тогда бы непременно пришлось упомянуть, что он родился в цыганской семье, а в Венгрии XIX века это считалось «неприличным», причём настолько, что если приходилось упоминать национальность того или иного «положительного» цыгана, то его деликатно обозначали как «нового венгра». В результате, в XIX веке словосочетание «новый венгр» было столь же расхожим штампом, как в России 1990-х — «лицо кавказской национальности».

Таким образом, биографию Бихари можно проследить только с 1801 года, когда он организовал в Пеште танцевальный оркестр (1 цимбалист, 4 скрипача), с которым гастролировал в разных странах в качестве скрипача и дирижёра. Его биограф Габор Матрай в 1853 году пишет, что вскоре Янош стал самым популярным исполнителем фольклора в Пеште и, возможно, в Венгрии. Но репертуар самоучки-скрипача не ограничивался венгерскими и цыганскими танцами, он исполнял также фольклор и классические произведения Чехии, Великобритании, Франции, Австрии и других стран.

Бихари играл на придворных банкетах, для парламентов провинции, для венского конгресса, для иностранных гостей Венгрии, был приглашён к императорскому двору. Мелодии Бихари использовали Ференц Лист, Людвиг ван Бетховен, Пабло Сарасате и другие европейские композиторы. Популярность позволяла Яношу вести жизнь аристократа: во время гастролей он останавливался в роскошных отелях, имел специального слугу для переноски своей скрипки, одевался в дорогие костюмы.

По легенде, император Австро-Венгрии хотел даровать музыканту дворянство, но тот, отказался, не желая быть выше прочих членов труппы.

В декабре 1824 года, во время возвращения домой, карета Яноша перевернулась. В результате левая кисть скрипача оказалась раздавлена. Несмотря на все усилия одного из лучших врачей Пешта, Бихари стал инвалидом. Тем не менее, Янош продолжал выступать. Правда, теперь он больше не дирижировал оркестром, эту обязанность стал выполнять Янош Шаркози. В 1825 году Бихари ещё играет на коронации королевы в Братиславе. Но в результате отхода на второй план и снижения работоспособности, он теряет своё благостостояние.

Янош Бихари умер в Пеште в 1827 году, в бедности и одиночестве.

Достижения
Бихари оставил после себя 84 сочинения, среди которых наиболее знамениты «Колыбельная», «Реквием для сына», и произведения в жанре «вербункош»: «Шести взмахов сабли», «Когда закончились деньжата», «Сто человек». Поскольку он не знал нотной грамоты, произведения записывались знакомыми, более грамотными музыкантами. Скорее всего, поэтому большая часть сочинений не сохранилась для потомства.

Об их качестве мы можем судить по тому, как писал об игре Бихари Ференц Лист: «Сладкие мелодии его волшебной скрипки вливались нектаром в наши очарованные уши» (сочинение «Цыгане и их музыка в Венгрии»)

Самый значительный представитель стиля «вербункош». Янош Бихари входит в тройку виртуозов венгерской музыкальной романтики вместе с Яношом Лавотта и Анталом Чермаком.

Внешность
Вот описание Яноша Бихари, данное Ференцем Листом: «Бихари обладал высокой, приземистой фигурой (…) Он не любил крепких напитков и выпивал только когда не хотел обидеть друзей. Членов своего оркестра он также держал в строгости. Придерживался он строгой дисциплины и других отношениях. Он сам и члены его оркестра носили народные костюмы, великодушно купленные для них полковником Карелом Кубиньи. Костюм состоял из тёмно-синих брюк, скроенных по-венгерски и украшенных чёрными лампасами и бахромой, и красных "доломанов" (…), рукава которых были отделаны овечьей шкурой. На голове они носили "калпаки" (…) из меха выдры, с белыми перьями. (…) Чтобы отличать Бихари от остальных, его костюм был отделан золотой бахромой».

Кстати, именно благодаря Листу и другим музыкантам, не страдающим излишней «деликатностью» мы знаем, что Бихари был цыганом.

Сохранился его портрет, сделанный венгерским художником Яношем Банки. На картине Янош Бихари изображён элегантным, похожим на аристократа мужчиной приятной, немного суровой внешности, со смуглой кожей, чёрными волосами, чёрными глазами, с усами, в отделанном золотом доломане.

См. также
 Роби Лакатош

Ссылки
 Биография Яноша Бихари в журнале «Романы Культура и Джиипэн»
 Биография Яноша Бихари в Rombase
 Музыкальный календарь: 21 октября

Композиторы Венгрии
Скрипачи Венгрии
Исполнители цыганской музыки
Сочинители цыганской музыки


text:
Language português
A partnership 50 years long
In the third of our articles in which we interview Trelleborg's partners and customers, Gerhard Augsberg, Sales Director of German printing solutions distributor Streb, explains how their long-term partnership has gone from strength to strength.
Trelleborg has had a working relationship with its German distributor Streb since 1967, which means the two companies will be celebrating their 50th anniversary next year! That's a long time partnership for any two groups and demonstrates the trust, commitment and cooperation that have prevailed over the decades.
"If we were a married couple we would be approaching our golden wedding!" says Gerhard Augsberg. "I think that says a great deal about the quality of Trelleborg products and our success at converting and selling them. It has resulted in an excellent team spirit. The German graphic arts market is one of the largest in the world, but it's also one of the most demanding in terms of expectations.
"There are no standard carriages on this particular train – it's first class or nothing. We've invested hugely over the years to ensure we have some of the most efficient and comprehensive blanket converting equipment in Europe and this has allowed us to provide exceptionally fast deliveries to customers."
During the last two years Streb has invested extensively in its blanket converting facilities. The company is ISO 9001 certified and is continuously improving its
environmental management system (EMAS) and reducing the impact on the environment of any of the processes it employs. The company places great emphasis on end-to-end traceability of its products and on strict quality control. The majority of blankets are cut by large format die-cutters, which provide the maximum format precision.
Streb serves all areas of the offset sector from small sheet-fed to large heatset web presses and has the ability to convert and supply blankets for any application within 24 hours. Trelleborg's extensive R&D and manufacturing facilities means that it constantly develops and introduces new solutions, which in turn expands the product portfolio of Streb.
"We work very closely with Trelleborg's technical team, providing customer feedback, helping to test new products and ensuring that our personnel are completely up to date with the latest product developments," says Gerhard Augsberg, who has 38 years experience in the printing industry. "This has enabled us to keep at the forefront of blanket technology and meet new working practices amongst customers.
"For example, the heatset offset segment has seen significant changes in recent years, with the design, format size and printing speed of presses being pushed to new levels by manufacturers. This has placed ever greater demands upon the performance of the offset blanket. Heatset presses represent an investment of several millions … regardless of the currency. The blanket might be a tiny cost in comparison, but its performance is absolutely vital to print quality and press efficiency.
"The offset blanket is crucial to the ability of the printing company to make a profit. Not every printer fully appreciates this and neither does every blanket manufacturer! It's why Trelleborg has such a vast range of different offset blankets and why we work hard at maintaining our in-depth knowledge of the products. Each blanket, such as the well-known Vulcan Mytho and Vulcan Alto Plus for heatset presses, provides a unique set of criteria to meet the precise needs of a particular press/job situation.
"In the production of food packaging customers request ISEGA food packaging approved products and we are able to offer a range of suitable blankets for this work. In general, packaging printers demand high durability, low ink migration and no ink build-up on the blanket surface."
One of the trends in the sheet-fed sector is the growth of H-UV/LE-UV/LED-UV printing. These processes have very specific requirements and Trelleborg has developed blankets such as the Vulcan Super UV and Vulcan Pack UV, which incorporate surface and carcass characteristics that meet these very precise needs.
"This gives us a fantastic opportunity to work closely with our customers as regards to the blankets they use and this attention to fine detail has helped Streb to increase its share of the German offset blanket market year on year," says Gerhard Augsberg. "But whatever the level of success, no company can sit back and not continually strive to improve, expand and develop. The industry is changing at an ever faster pace and suppliers must be alert to the new demands on the horizon and have the ability to meet them.
"We know from our long-term, close partnership with Trelleborg that both companies are totally committed to retaining their leadership in the manufacture and supply of offset blankets. It's a privilege to help people and printers can be sure that we will always be around to listen to their requests and provide efficient and cost-effective solutions."


text:
Q: Scrapy: ImportError: No module named project_name.settings i'm trying to make a script that runs many spiders but i'm getting ImportError: No module named project_name.settings
my script looks like this:
import os
os.system("scrapy crawl spider1")
os.system("scrapy crawl spider2")
....
os.system("scrapy crawl spiderN")

My settings.py
# -*- coding: utf-8 -*-

# Scrapy settings for project_name
#
# For simplicity, this file contains only the most important settings by
# default. All the other settings are documented here:
#
#     http://doc.scrapy.org/en/latest/topics/settings.html
#

BOT_NAME = 'project_name'

ITEM_PIPELINES = {
    'project_name.pipelines.project_namePipelineToJSON': 300,
    'project_name.pipelines.project_namePipelineToDB': 800
}

SPIDER_MODULES = ['project_name.spiders']
NEWSPIDER_MODULE = 'project_name.spiders'

# Crawl responsibly by identifying yourself (and your website) on the user-agent
#USER_AGENT = 'project_name (+http://www.yourdomain.com)'

And my spiders look like any normal spider, quite simple ones actually...
import scrapy
from scrapy.crawler import CrawlerProcess
from Projectname.items import ProjectnameItem

class ProjectnameSpiderClass(scrapy.Spider):
    name = "Projectname"
    allowed_domains = ["Projectname.com"]

    start_urls = ["...urls..."]

    def parse(self, response):
        item = ProjectnameItem()

I gave them generic names but you get the idea, is there a way to solve this error?

A: Edit 2018:
You need to run the spider from the project folder, meaning that the os.system("scrapy crawl spider1") has to be run from the folder with the spider1.
Or you can do as I did in the past, putting all the code in a single file (old answer, not recommended by me anymore, but still useful and decent solution)

Well, in case someone comes up to this question I finally used a heavily modified version of this https://gist.github.com/alecxe/fc1527d6d9492b59c610 provided by alexce in another question. Hope this helps.

redpajama_set_name: RedPajamaStackExchange


Garrington's Kestrel range of wrenches are of the double ended offset ring spanner or box wrench variety which were made exclusively in Britain. Here's a mini-restoration and review of the wrenches! If you're looking for more information on the company, see this page.
Sometimes these are referred to as Carrington Kestrel wrenches - the G isn't super clear so it's an easy mistake to make.
Apparently in 1951 the branding of their hand tools changed from Garrington Hand Tools to Garringtons (Ltd) Hand Tools - so if that's the case it may help date your wrench if it lacks their usual date stamp, though based on the wrenches we have found so far that doesn't seem to be reliable - in the below list you can see that there's a 1959 wrench without the S but a 1960 wrench with the S. My guess? They didn't change (some/all of?) the castings for existing tools but some new ones will have reflected the updated name.
Seems that the third letter indicates which system the wrench is for - A indicates AF and W indicates BSF/Whitworth.
This would lead me to suspect that the majority if not all of the Kestrels were made post-WWII.
The above examples don't have any date stamps in them, where most of them do seem to have a date stamp.
...which is handy for being able to get swing in tight spots. They're a good length for getting leverage and are solidly made, fitting the bolt heads nicely. If you like quality vintage tools these are well worth a look. Check them out on your local eBay - eBay US, eBay UK, eBay AU.