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At the outset I would like to thank The Strategist for providing me the opportunity to attend the summer internship program at The Strategist Hyderabad. The Summer Internship Program has been a great value addition to my profile and I hope to contribute immensely towards Research Strategy provided I get an opportunity for the same in the later years of my career. It was a pleasing experience to work on this project under the able guidance of Ms. Saumya Goyal and K Srinivas Rao. I extend my sincere gratitude to them for their constant support and guidance towards the project. I extend my sincere gratitude to Prof. Jagrook Dawra (Goa Institute of Management, Goa) for the constant support and guidance during various stages of the project. I would also like to thank my fellow colleagues who extended wholehearted support and cooperation in completing the project.
The Future of Learning and Development: Trends in India Inc.
In the world of corporate there is a cut throat competition to move ahead of time. With the dwindling economy and increase in global competition there is further pressure on companies to outshine the others. Every function is evolving to keep pace with the changing corporate world and Learning and Development is not immune to this trend. Learning & Development has evolved over the years from being a support function to an enabling function which is energizing the growth of the organizations by making them Future Ready. The success of learning and development is a major determinant for the growth and sustenance of a company. There are various techniques in which companies impart knowledge to their employees. With changing times, the Learning and Development function has evolved based on the needs of the workforce and the organization. There has been a change in the methodology of imparting training and learning as well. With a mix of generations at workplace, it is necessary to customize the Learning and Development methodologies. The Strategist, has been tracking these changes over the years and has been successful in building some far reaching Hypotheses (for example Role of Gamification in Learning, The ideal time of a session, The Role of Leaders as Teachers etc.). Keeping these as a premise, this research has been undertaken to understand the transformation of Learning & Development in the Indian Corporate scenario. The study would facilitate the senior leadership to understand the ways in which Learning and Development functions have evolved over the years.
ACKNOWLEDGEMENT .................................................................................................................................. 0 EXECUTIVE SUMMARY ................................................................................................................................. 1 INTRODUCTION ............................................................................................................................................ 3 ABOUT THE COMPANY ............................................................................................................................. 3 NEED AND SIGNIFICANCE ......................................................................................................................... 3 IMPORTANCE OF LEARNING AND DEVELOPMENT .................................................................................. 3 OBJECTIVE ................................................................................................................................................. 4 MOTIVATION ............................................................................................................................................ 4 BUSINESS OBJECTIVE ................................................................................................................................ 5 SCOPE ........................................................................................................................................................ 5 BACKGROUND .............................................................................................................................................. 5 QUANTITATIVE RESEARCH ....................................................................................................................... 5 RESEARCH METHODOLOGY ..................................................................................................................... 6 DESK RESEARCH .................................................................................................................................... 6 QUANTITATIVE RESEARCH ................................................................................................................... 6 DATA COLLECTION.................................................................................................................................... 7 QUESTIONNAIRE................................................................................................................................... 7 REPORTING ............................................................................................................................................... 7 FINDINGS AND RECOMMENDATIONS ......................................................................................................... 8 CONCLUSION .............................................................................................................................................. 34 KEY LEARNING ............................................................................................................................................ 36 CHALLENGES FACED ................................................................................................................................... 36 BIBLIOGRAPHY............................................................................................................................................ 37
ABOUT THE COMPANY The strategist is a Global People Practices Advisory & Research Firm. The companys aim is to enable the businesses to fuel their dreams through innovation and intellect. The company is headquartered in Hyderabad, India. The Strategist operates in the following three entities with a global presence. (Strategist, n.d.) The Strategist Strategist HR Advisory Service, LLP Strategist People Support Private Limited The company works in advisory, research and technology fields with specialization in HR domain. The company specializes in public research as well as customize research for a particular organization need NEED AND SIGNIFICANCE The learning and development is the field which is concerned with activities aimed at improving performance of the employees and the groups in an organization. The success of learning and development is a major determinant for the growth and sustenance of a company. There are various techniques in which companies impart knowledge to their employees. The Strategist wants to do a research analysis to understand the transformation of Learning & Development in the Indian Corporate scenario. The study would facilitate the senior leadership to understand the ways in which L&D functions have evolved over the years. IMPORTANCE OF LEARNING AND DEVELOPMENT Learning and development or training and development is necessary for the individual development and progress of the employee in an organization. Apart from individual development it also helps in the following
Bridging the Skills Gap Enhancement of skills of the employees Increase in employees productivity Improving team bonding Overall Quality improvement Increase in the Productivity and Profitability for organization Increase in the versatility and reduces labor turnover Improving core competencies
The dwindling global economy and increasing competition have forced the companies to relook their existing strategies. In order to succeed in these challenging times, all the functions are reinventing themselves and even Learning and Development is not immune to this trend. Companies thrive to gain competitive edge which is possible only if they have superior quality offering, and a forte of well-trained and highly skilled employees. This is where Learning and Development (L&D) function becomes critical to the organizational growth. OBJECTIVE The objective of the survey is to study changes in the Learning & Development function over the years and predict the future trends in this domain, based on the perception of Senior Leaders in the areas of Learning & Development. MOTIVATION The basic premise for the study was to identify the changes in the Learning and Development function over the years and the view of Senior Leaders on its future. The basic questions which the study focused on What are the current industry trends in L&D? How organizations view e-learning and its future? Could Micro-learning be the new trend in Indian organizations? How companies measure success of their L&D program? What are the metrics used by L&D function? What is future of Gamification in Learning &Development? What is the Role of learning in culture building? What is L&Ds impact on business focus?
The study is an accumulation of discussions with Learning and Development heads of India Inc. across industries. The report is intended to be used by Chief Learning Officers across the Indian Corporate Industry to know the following What are the current trends in Learning and Development in the Indian Market? How should the training structure be for more effective learning? What should be the best methodology to teach the employees? What are the metrics that could be used to evaluate success of L & D program? How much should the company invest in training and development?
BUSINESS OBJECTIVE The business objective of this report is that once the final report is compiled then the company would send the document to the head of Learning and Department of various companies to give them a glimpse of what The Strategist could do and also to solicit new projects from the potential clientele. SCOPE The scope of the project would include a sample of senior management Leaders from top firms across India. Since the objective of this survey is to know the perception of senior leaders in the areas of L&D we have limited our scope to only the senior management leaders in the learning and development function.
QUANTITATIVE RESEARCH Research methods in education (and the other social sciences) are often divided into two main types: quantitative and qualitative methods. When you think of quantitative methods, you will probably have specific things in mind. You will probably be thinking of statistics, numbers, and many of you may be feeling somewhat apprehensive because you think quantitative methods are difficult. Apart from the last one, all these thoughts capture some of the essence of quantitative methods. The following definition, taken from (Gunderson, 2000)), describes what we mean by quantitative research methods very well: Quantitative research is Explaining phenomena by collecting numerical data that are analyzed using mathematically based methods (in particular statistics) Other Definitions of Quantitative Research "The kind of research that involves the tallying, manipulation, or systematic aggregation of quantities of data." (Henning) "An inquiry into a social or human problem based on testing a theory composed of variables, measured with numbers, and analyzed with statistical procedures, in order to determine whether the predictive generalizations of the theory hold true." (Creswell) "The collection of numerical data in order to explain, predict and/or control phenomena of interest." (Gay)
RESEARCH METHODOLOGY The research methodology included both the primary and secondary research. The descriptive analysis is carried out to understand the Learning and Development function. The primary research is carried out using questionnaire and phone calls whereas secondary research was done through internet and experiential interviews with the mentor. DESK RESEARCH PURPOSE Our search of secondary sources was carried out to refine the objectives and to provide a better understanding of learning and development strategies in the Indian corporate industry. We also looked into the existing methodologies being implemented in the corporate industry. The desk research was an attempt to get in depth insights into the following The Prevalent methodologies of teachings. (BRUM, n.d.) The measures and practices concerning the appraisals and salaries across the industry (Employment-studies) The future trends in the Learning and Development (www.trainingjournal.com, n.d.). The metrics to be used to measure the success of learning and development.
PROCEDURE The secondary research was carried out with the help of using the journal studies, Magazine (HRMagazine, n.d.) and research work of various organizations (Chartered Institute of Personnel and Development, 2008,2013). The survey questionnaire was made up following the secondary research analysis (Learning-Futurethink, 2009). A lot of books (Noe, 2005) were reviewed to understand training and development. The source of the materials was internet and there was experience sharing sessions by the mentors at the company. QUANTITATIVE RESEARCH PURPOSE This stage aims to determine the answers to questions mentioned in Objective and motivation. The current Learning and Development trends, the scope for new training methodologies, the current scenario of appraisals for trainers as well as some innovative training methods like gamification are studied with the help of a questionnaire and on the call interviews with senior Learning and Development heads of companies.
POPULATION AND SAMPLING We have made the decision to carry out 15-30 survey strength because the company wanted to focus only on the top CLOs of the organizations, who were usually busy wi th their tasks on hand and were very skeptical to share their insights.
The process of data collection took 2 weeks. A reminder was sent to the survey takers to complete the survey on time. The process of data collection was through online as well as phone calls. We mailed the respondents to fill in the survey and had asked for them some convenient time to talk to. Few respondents had given us time to talk to and we finished the call. QUESTIONNAIRE Please double click on the picture below to view the questionnaire.
PROCEDURE The questionnaire was a result of discussions with experienced panel on Learning and Development, peer interactions, existing research studies, articles from journals and internet. Where possible, questions were made close ended. Most of the questions had an options for respondents to fill in their views. The questionnaire was validated by the mentor and was uploaded online on survey monkey website (Link: https://www.surveymonkey.com/s/76T3WKL). The emails with the survey link was sent to a sizeable population of 56 respondents who hold a position of CLO or its equivalent rank and 20 among those had filled the survey and 3 calls were made to get deeper insights in this regard.
Following the quantitative research a final report was made so that Learning and Development departments across the industry could get some critical insights in the domain of Learning and Development. The report is still pending review from the Research lead at The Strategist and very soon the company is going to print the report and circulate it to various companies.
FINDINGS AND RECOMMENDATIONS
Executive BeholdSummary the Future of
Learning and development . The dwindling global economy and increasing competition . have forced the companies to relook their existing . strategies. In order to succeed in these challenging times, all the functions are reinventing themselves and even . Learning and Development is not immune to this trend. . Companies thrive to gain competitive edge which is possible only if they have . superior quality offering, and a forte of well-trained and highly skilled employees. This is where Learning and Development (L&D) function becomes critical to the . organizational growth. . The basic premise for the study was to identify the changes in the Learning and Development function over the years and the view of Senior Leaders on its . future. . The basic questions which the study focused on What are the current industry trends in L&D? . How organizations view e-learning and its future? Could Micro-learning be the new trend in Indian organizations? . How companies measure success of their L&D program? What are the metrics used by L&D function? . What is future of Gamification in Learning &Development? What is the Role of learning in culture building? . What is L&Ds impact on business focus? . The study is an accumulation of discussions with Learning and Development heads . of India Inc. across industries. . .
Learning & Development has evolved over the years from being a support function to an enabling function which is energizing the growth of the organizations by making them Future Ready.
For the purpose of attaining deeper insight into Learning and Development functions we had contacted L&D heads from a
diverse industry set. A look at the figures below gives an idea
about their experience and expertise.
Combined employee strength of more than 814300 employees
Combined turnover in excess of $220billion
Diverse industry background with domains including consulting, aviation, pharmaceutical, conglomerate, IT/ITES, healthcare among others
Combined industry experience of respondents in excess of 300years
LD = LD
Leadership Development to be the focus area for Learning and Development
What will be the focus areas for your organization's learning department in coming years?
What the industry feels
Leadership development is going to be the focus area of Learning and Development in years to come. It is chosen as the top priority by 38 percent of companies. Employee engagement (23 percent) and organizational capability (23 percent) emerge as the next important focus areas for organizations' L&D function. In addition, the areas which will be least focused by L&D function are employee growth (3 percent) and loyalty (0 percent). The long term impact of Learning and development is Leadership development hence the mantra LD = LD.
Business Growth Outruns Employee Productivity
What is the Impact of Learning and Development on business focus of your organization?
Learning and Development helps in Business Growth of an organization with 30percent of companies rating it as top outcome. A close second is Employee Productivity with 28percent. Employee Efficiency (18 percent) and Employee Commitment (15 percent) emerge as the next important results of Learning and Development. Interestingly client satisfaction comes in at last with only 9% of companies choosing this option. The Learning and Development helps in business growth hence should be seen as an investment.
Learning and Development has major impact on Business Growth and Employee Productivity.
Encouraging Innovation through Learning and Development
How would Learning and Development help in culture building of your organization?
43percent of companies have said that Encouraging Innovation is being strengthened through Learning and Development. Value instillation is not far behind with 38percent of companies choosing this. Cultural assimilation in induction (18 percent) is third while a small number (3 percent) of companies have chosen learning from failures as how L&D can helps in organizational culture. Learning and Development fosters innovation and Value instillation. For Value Instillation Learning and Development could use o o Orientation/ induction program for new employees Refresher courses for tenured employees for value instillation.
Learning and development fosters innovation and Value Instillation.
Performance Change is the best way to measure!
What metrics do you use to measure the success of your Learning and Development division?
Performance change is how organizations measure the success of Learning and Development. It is chosen as the top priority by 40 percent of the companies. This is followed by participation percentage in trainings (20 percent) and faculty rating post training (20 percent). Improved income generation (5percent) and other metrics (5percent) are least used metrics for measuring success of Learning and Development. This result shows that industries expect Learning and Development to increases productivity.
Performance change is the best way to measure the success of Learning and Development.
Opportunity Cost doesnt form a crucial factor to calculate ROI on Learning and Development
What Important factors do you use to calculate ROI on the Learning and Development programs?
The direct costs (34 percent) and indirect costs (27 percent) form the two important measures used to calculate L&Ds ROI. There is tie for third spot with 14 percent of companies choosing both income generation and indirect cost savings. Interestingly indirect cost savings (14 percent) out-does the direct cost savings (9 percent) when it comes to calculating ROI on Learning and Development. The costs incurred in giving the trainings are more often looked as an investment as companies are concerned about generating ROI on it.
Quote from industry: Measuring productivity by having a productivity index to measure, how participants profiles have changed after taking the training, should be used in measuring ROI
The Learning and Development has a long way to go to be seen as strategic business partner
How do you classify the Faculty in your Learning and Development division?
Majority of companies (38 percent) feel that faculty should be viewed as facilitators or trainers (23 percent). Only 18 percent of the companies think that their faculty is considered as strategic business partners. In addition, curriculum developers is at fourth with 13 percent. Companies have also chosen education specialists (8 percent) as the least preferred faculty classification. There is still a long way to go before companies classify the Learning Development division as strategic business partners. This could be attributed to the fact that mentorship to employees as well as providing trainings on- the- job are gaining popularity and hence the classification facilitators is apt.
In person interactions favored over technology
What is the main form of delivery for the Learning and Development programs in your company?
Faculty in classroom or formal trainings still rules the roost when it comes to the major form for delivering the trainings. This is followed by e-learning and seminar conferences. Interestingly, mentoring comes in at fifth while webinars/video recorded training methodology is least used. In person interactions are dominant way for delivering the training for delivering the training whereas video based are the least used.
Formal trainings still rules the roost.
Quote from industry: Video recording/ webinars etc. are not effective because there is no involvement/ participation of participants
Faculty in classroom is the most effective training methodology
Which of these is the most effective training methodology in your industry?
Faculty in classroom is considered the most effective training methodology by L&D leaders. Mentoring comes in second and seminar/conferences come in at third. Video recorded/ webinar is viewed as the least effective training form. Mentoring is the most effective training whereas it is one of the least used training methodologies across the industry. An industry head shared that Mentoring is the way to go. e.g. TASS in which participants become versatile/ adaptable as they get to work with varied managerial styles. Technology based training methodology are amongst the least effective. An industry head opinioned that, Video recording/ webinars etc. are not effective because there is no involvement/ participation of participants.
Seminars/ conferences is more of networking and less of learning
Least favored + Most effective = Mentoring
E-learning is not effective in inculcating soft skills
Do you think e-learning is effective in learning technical skills, soft skills and new tools?
E-learning is considered effective in developing the technical skills and new tools as a majority of companies have voted for the same. A general consensus is that Soft skills are something which could not be taught using e-learning as a sizeable number of companies have voted against it.
Faculty fees Linked to feedback for trainers not happening today but will happen soon
How much faculty fees is linked to feedback for trainers?
More than half the companies (60 percent) have said that there is no link between feedback for trainers and their salary. There is tie for second spot with 15 percent of companies saying that up to 15% of trainers salary is dependent on feedback for trainers where a similar number have voted for 16-30% of salary being dependent on feedback for trainers. Interestingly a good number of companies (10 percent) have linked a very high percentage of trainers salary (31-50%) to the feedback for trainings. The faculty fees being linked to feedback for trainers will happen in near future.
Leadership Development is the prime reason for coaching
What is the main purpose of coaching in your organization?
The main purpose of coaching is Leadership Development with 50 percent of companies selecting this option. Personal Development and Increase in employee productivity are chosen next with both managing to get 20 percent favorable response. The main purpose as well as the focus area for Learning and Development is Leadership Development.
Blended training (Virtual 25% classroom 75%) methodology is the way to go
Which coaching methodology do you feel is more effective?
An outright winner, with more than half (60 percent) of companies opt for a blended coaching methodology (in which physical trainings comprise75% and virtual trainings constitute 25%). The reverse blend (physical 25% and virtual 75%) are selected next by 20 percent of companies. 15 percent of companies have opted for only physical trainings while 5 percent have chosen exclusively virtual. Blended coaching methodologies are helpful in getting the desired output of the training which helps the companies to stay ahead of the competition. An industry head said that Learning and development head can have a small team which can pull and stretch L&D programs in every direction within the organization.
Quote from industry:
Training will shift from classroom to on-the-job. (25:75 ratio)
Outsourced outscores inhouse
What type of training is more effective?
External or outsourced trainings are considered to be more effective by 55 percent of the companies. In house trainings managed to garner 45 percent responses from the participating companies.
An industry head said that Design, Content and Organizational applicability should be developed internally; whereas delivery can be outsourced but it needs to be monitored.
Quote from industry: In future Outsourcing is the way to go
Gamify you soft skills trainings& induction program
The gamification techniques are effective for?
More than one-third of companies (35 percent) believe that gamification is effective to impact soft skills. Induction training is not far behind with 28 percent of companies choosing it. Gamification is yet to be evolved to impart company policy trainings (23 percent) and technical trainings (14 percent).
Industry head said that With time gamification is going to be used in all the areas in future (technical skills, and even soft skills).
Gamification Increases the level of interest in trainings
How would gamification in training be useful?
Gamification will increase the level of interest in trainings with 40 percent of companies choosing it as their top priority. Better Engagement (28 percent) comes in at second. In addition, meeting the training objective (17 percent) and more productivity (15 percent) have are also found useful by some companies.
Leaders as teachers(2-5days commitment in a year)
How much time do the leaders take out for giving trainings?
Leaders in the industry give a window of 2-5 days in a year for giving trainings. This has been selected by more than half of the companies (60 percent). 6-10 days is next at 15 percent and there is a tie for fourth place in between 1 day and 11-15 days with 10 percent each selecting them.
Manual feedback form is the dominant way
What is the dominant way to conduct feedback for Learning and Development?
Manual feedback form is the most prevalent way to conduct feedback for Learning and Development program. It is chosen as the top priority by 40 percent of the companies. We also asked whether training data is captured online for feedback purpose and the result revealed that 55 percent of the companies do so.
E-learning is most effective forGen Y
For which age group is e-learning most effective?
Gen Y is considered the most responsive when it comes to e-learning. An overwhelming 80 percent of companies hold this view. Gen X comes in next at 20 percent while none of the companies felt that elearning is effective for Baby Boomers. Gen Y is more responsive to technology based trainings whereas Gen X and Baby Boomers are more inclined towards formal classroom trainings.
Trainings yet to be linked to appraisals
What Recognitions are given to the employees on completion of a training program?
Certifications are the most used method (60 percent) to recognize employees on completion of trainings. E-recognitions are next with 20 percent. An interesting fact is that points related to appraisals come at third with just 13 percent of companies choosing this. Trainings are yet to be related to the appraisal.
Quote from industry: Baby-boomers will warm up to the idea of anytime-anywhere training as they realize it is convenient and reachable on various formats.
90 minutes of magic
What is the ideal time period for a training session in a day?
Majority of the companies (45percent) think that 90minutes in a day is the ideal time for a training session. 180minutes of training session comes next with 35 percent of the companies choosing it. In addition, an equal percentage of companies (with 10percent each) have chosen 45 minutes and 180+minutes training sessions in a day.
Internal Branding of learning and development a must?
Does your company carry out internal branding for learning and development function?
Majority of companies do carry out internal branding of their Learning and Development function. It is chosen by 80 percent of the companies. Only 20 percent of companies have said that presently there is no internal branding of Learning and Development function.
Trainings on Smart phones will become popular
Will the concept of trainings on smart phone become popular?
An outright majority believes that trainings on the smartphones is going to become very popular. This has been chosen by 90 percent of companies. A very small number of companies (10 percent) think otherwise.
Mobile learning/ smart phone is going to become popular.
Learning by Storytelling is gaining popularity
Is learning by telling used in your organization in the form of organizational storytelling?
Learning by storytelling is gaining popularity and is chosen by 55 percent of the companies. As per our interactions with industry heads, most of the companies are presently exploring this method. 45 percent of companies are not using this training technique.
An industry head said that Best format is to have a small group of 24 participants and include a lot of case studies/ discussions etc. Small group also enables the facilitator to be closely involved.
Shorter timeframe for trainings
What percentage of Learning and development sessions that will shift to micro learning'?
Most of the companies (45 percent) feel that in future 26-50% of trainings will shift to shorter timeframes. A significant number of companies (30 percent) believe that 11-25% trainings will shift to micro learning. A small number of companies (20percent) predict that more than 50% of trainings will shift to micro learning.
. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Effective Human Resources Frameworks Can MEASURE the IMMEASUREABLES, QUANTIFY the INTANGIBLES and TOUCH the SENSITIVITIES.
The Learning and Development team have always been seen as aid to improve employee skills. The long term focus of these trainings is leadership development. This is inline with aspirations of many companies who seem to investment in employees to make sure that they are skilled enough when the any leadership opportunities arise. A very interesting trend that appeared here is that none of the respondents felt that loyalty could be a focus area which they can target through Learning and Development. This could possibly be attributed to the fact that in many companies loyalty is built upon by factors such as the kind of work, team members, salary etc. Business growth has emerged as the primary impact area of Learning and Development overtaking the employee productivity. These two attributes are correlated as increase in employee productivity would result in business growth. Another interesting observation is that Client satisfaction is the least when it comes to business impact due to Learning and Development. A possible explanation is that Learning and Development is one of the factors in client satisfaction along with many other higher precedence factors like Quality product, on time service etc. Learning and Development helps in encouraging innovation for the employees. Not far behind is value instillation. A trend which would be useful for companies looking to improve and innovate and to those who want to inculcate a values in their employees. The respondents have chosen performance change as the best way to measure the success of Learning and Development. This is followed by Participation percentage in trainings and faculty rating post training. This result shows that respondents expect Learning and Development to increases productivity. A notable suggestion from one of the respondents was effectiveness followup. The direct costs and indirect costs form the two important factors used to calculate ROI on Learning and Development. A considerable amount of respondents had chosen Income generation and indirect cost saving as the factors for calculating ROI on Learning and Development. These trends indicate that companies are concerned about how trainings could help in generating revenues. The costs incurred in giving the trainings are more often looked as an investment. The respondents feel that faculty for Learning and Development programs can be termed as facilitators rather than trainers or strategic business partners. The shows the trend that Learning and Development programs are moving towards mentorship to employees as well as providing trainings on- the- job. Hence the faculty for these programs is looked upon as facilitators. The opinions from the respondents clearly indicate that the formal trainings given by faculty still rule the roost. E-learning is fast catching up with formal trainings and has been voted by respondents at second place. Seminars and conferences come in at third place. Mentoring and
webinars/video recorded trainings are the least frequently used methods to deliver the trainings. It goes to show that a major portion of Learning and Development activities are taken care of by faculty in classroom and e-learning. The added costs attached to deliver trainings through webinars/video recordings make it the least preferred. The faculty is classroom is chosen as the most effective methodology. The impact which faculty in classroom is able to generate clearly outweighs the effectiveness of the other delivery method of trainings. The least effective method is video recorded/webinars which could be a concern for companies who are investing heavily in equipment for providing these services. The Faculty fees is fixed across a majority of the industry which shows the mindset of the both corporates as well as trainers who believe in traditional ways of handling the salaries. Blended Training methodology is gaining popularity with the classroom training being 75% and virtual trainings at 25%. This goes a long way in showing that the training methodology have started to evolve and the virtual trainings are slowly gaining popularity. The most effective duration for the trainings is 90 minutes. A general consensus is there across industry that 45 to 90 minutes of trainings have yielded better results in terms of participation and high levels of interest. Gamification is another area which the industry experts feel could improve the efficiency of the soft skills domain as it increases the levels of interest in trainings. The companies would definitely want to try out this methodology and are using the soft skills trainings as a pilot study to analyze the benefits and drawbacks of using such a methodology.
KEY LEARNING
Market Research: It plays a very important role in any business today. The basic premise for any strategic decision are the findings of a research study. Today the studies are carried out with deeper insights and made exhaustive to get a better understanding of problem. Secondary research: A lot of success of the research study is dependent on the secondary analysis of the study. The better the quality of secondary analysis, the better will be the result. Research Instruments: The data collection instruments are the source based on which the analysis is done. Questionnaire is one of the instrument which is the most common method of data collection. The questionnaires are to be prepared based on the type of respondents which we are targeting and should always be validated and tested for reliability. In-depth Interviews: The in-depth interviews are done to get a deeper insight into a problem. These interviews are carried out with experts who share their experience which would form as valuable input to solve the problem.
CHALLENGES FACED
During the course of the projects many challenges were encountered which are listed below: Respondents: Since the respondents were top Chief Learning Officers or of equivalent position, who would hardly have 10 to 15 minutes to spare for a survey we had tried to reduce the number of ranking questions in the questionnaire and instead directly asked them to select two most appropriate options. Company: The Company works on a small scale budget so it is not possible for them to get licensed tools for running statistical analysis so most of the questions were so designed that there is no need to include any statistical analysis. The percentages for the answers were used to interpret the research study. Data Collection: The data collection process involved constant reminders to the respondents to fill in the survey. The respondents, being in such high responsibility position, had very little time to fill in the survey.
BRUM, S. (n.d.). uri.edu/research. Retrieved from uri.edu/research:
http://www.uri.edu/research/lrc/research/papers/Brum-Commitment.pdf Chartered Institute of Personnel and Development, C. (2008,2013). Learning and talent development. UK: Chartered Institute of Personnel and Development. Creswell, J. W. (n.d.). Research Design: Qualitative and Quantitative Approaches. Employment-studies, T. f. (n.d.). The future of learning and development: enhancing capability. Retrieved from Employment-studies: http://www.employmentstudies.co.uk/pdflibrary/472ch3.pdf Gay, L. (n.d.). Educational Research: Competencies for Analysis and Application. Gunderson, A. a. (2000). Doing Quantitative Research in Education with SPSS. Henning, G. (n.d.). "Quantitative Methods In Language Acquisition Research". HRMagazine. (n.d.). HRMagazine. Retrieved from www.HRMagazine.co.uk: http://www.hrmagazine.co.uk/hro/features/1072969/the-future-learningdevelopment-leaving-classroom-embracing-ipad Learning-Futurethink, W. P. (2009). The Future of Learning. Retrieved from trainingindustry: http://www.trainingindustry.com/media/2462010/futurethinkfuture%20of%20learning%20and%20development.pdf Noe, R. A. (2005). Employee Training and Development. The McGraw-Hill Companies, Inc. Strategist, T. (n.d.). The Strategist Company. Retrieved from http://thestrategist.in/: http://thestrategist.in/ www.trainingjournal.com. (n.d.). employment-studies.co.uk. Retrieved from employment-studies.co.uk: http://www.employmentstudies.co.uk/pdflibrary/a_tj0909.pdf
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Do you like your beachside bungalow to have a casual sophistication about it? Contemporary and stylish with an easy going elegance yet nothing too precious that it's impossible to relax? Of course you'll want a killer view and it wouldn't hurt if your getaway wasn't so far away at all from the hustle and the happenings of Sydney. Welcome to Elysium at Whale Beach, part of the luxury holiday accommodation available through Contemporary Hotels.


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Zanderij – wieś w Surinamie, położona w północnej części Surinamu w dystrykcie Para, w okręgu Południowej Pary, położona 50 km na południe od stolicy Paramaribo. W pobliżu wioski znajduje się Międzynarodowy Port lotniczy Paramaribo-Zanderij.

Wsie w Surinamie
Hasła utworzone w ramach Tygodni Tematycznych 2019

redpajama_set_name: RedPajamaWikipedia


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Gabrielle Giffords Steals the Show
Last night was supposed to be all about the House voting on the bill to raise the nation's debt ceiling. A compromise had been reached, and the Republican House and the Democratic Senate were poised to pass a bill and send it to the President for his quick signature. Crisis averted, economy back on track, cue the chorus of Hallelujah. The United State of America could once again return to what we do best – spending money!
Suddenly, in a moment, the political wrangling had been shoved to the side. The politicians put their ideological differences aside and welcomed back one of their own. Congresswoman Gabrielle Giffords (D-Arizona), still in recovery from a January assassination attempt, entered the chamber and cast her vote.
It's worth noting that Giffords, a Democrat, did not return on Friday to help her party defeat the Boehner.v3 bill – which squeaked through with a 218-210 vote. Instead, she returned to support a bipartisan effort last night. In truth, her vote wasn't necessary to secure passage of the bill, as it sailed through by a 269-161 margin. There's much to be learned from Giffords' actions – it is a time to work together, rather than being quite so adversarial.
What does the future hold for congresswoman Giffords? I hope this is a sign that she will be able to resume her full duties before long. One of many unfortunate effects of Jared Loughner's rampage is that her constituents have been without representation in congress. (A sidebar – perhaps we need to prevent this situation from occurring in the future? Allow a temporary replacement to be appointed in situations where a legislator is temporarily incapacitated.)
Will she run for re-election in 2012? I think House Democratic leaders will strongly urge her to do so. If there was ever a candidate who was a slam-dunk for re-election, it's Giffords. Short of a major scandal (along the lines of embezzlement), I'm not sure she can lose. Her opponents may point out ideological differences, but will this be enough to outweigh public sentiment in her favor?
The fact of the matter is that it's quite easy to paint Giffords as a martyr for democracy. She wasn't shot as she was lounging around the pool or eating filet mignon at an upscale restaurant. She was shot in the line of duty. Not even at some mundane committee meeting in a far away building in D.C. – but at an event (Congress on Your Corner) where she was actively soliciting feedback from her constituents. It wouldn't take a spin master to turn this to her great advantage.
Is it wrong to play on the sympathy of the public for political gain? Of course not. This is politics, where you push every advantage and the game is no holds barred.
(Let us not forget the six people that died in the January shooting – Christina-Taylor Green, Dorothy Morris, Judge Roll, Phyllis Schneck, Dorwan Stoddard, and Giffords staffer Gabe Zimmerman.)
Debt Ceiling, Gabrielle Giffords
http://www.thesoapboxers.com/gabrielle-giffords-steals-the-show/
Does the NFLPA Represent Rookies? Big Brother Week 4: Eviction Nominations

redpajama_set_name: RedPajamaCommonCrawl


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HomePosts tagged 'childfree'
Childlessness by Marriage Gets Little Press
July 29, 2020 July 29, 2020 Sue Fagalde Lick childless actress, childless vs. childfree, Uncategorized	childfree, childfree millennials, Childless by Marriage, childless millennials, childless podcast, childlessness in the media, Kim Katrell, Remotely Reliable, Restless Legs Syndrome, Willis-Ekbom Disease
I have been racking my brain trying to find a subject for today's blog, and I'm coming up dry. Plus I'm distracted. Why?
Four friends have died this month, and another is on his way out. Every phone call or text makes me jump.
I have been spending hours working on the "best of Childless by Marriage" book, which is getting close to finished. It feels like we have covered everything already, but I know there are more stories out there. (See below)
I'm getting ready for a writer's conference I'm working at this weekend—all online, which requires multiple training sessions. My writerly Zoom schedule is busier than my pre-COVID schedule, and the hours, designed to accommodate all time zones, are worse.
I'm going crazy with something called Restless Legs Syndrome. I don't usually talk about this, but it's running my life these days. Do any of you have it? Basically, it's an irresistible urge to move one's legs, caused by a neurological problem. It's not fatal but totally crazy-making. I finally tried medication for it; it made it worse instead of better. The doc kept raising the dose until I was too dizzy and nauseated to function. Now I'm tapering off because it's so addictive you can't just stop. For hours at a time, usually in the evening, I cannot sit still. Not for five minutes. This thing, also known as Willis-Ekbom Disease, can be hereditary, so thank God I didn't pass it down to my children.
In searching for good things to share with you, this podcast at "Remotely Relatable" sounded promising: "How Many Goldfish Equal a Child?" Once we get past the chit-chat and into the topic, we learn that neither Julie nor Stephanie, both in their 30s, ever wanted children. Julie had her tubes tied at age 30 to make sure she never got pregnant. Yes, her mother is still saving her stuffed animals for future grandchildren, but it's not going to happen. Stephanie still has intact tubes, but she has never wanted children ever. So, these are not our people.
They did talk about how hard it is for millennials to fit children into their lives, what with student loans, careers, and the major events that have happened in their lifetimes—9/11, Recession, natural disasters, the COVID-19 pandemic . . . We need a village to raise children, they said, but they can't seem to find that village. Lots of us can identify with all that, but still, they didn't want kids.
Oh, here's an article about writer dealing with the decision. Nope, this won't work either. Another woman with no urge to be a mother, she cites childfree actress Kim Cattrall of Sex and the City as her role model. She says all these people who think women have to have children to be happy should just back off.
Where does that leave those of us who are childless by marriage, who actually wanted children? Those of us who are childless because our partners wouldn't or couldn't are still in that rarely-talked-about but oh-so-common situation that nobody seems to acknowledge except those of us who are in it. Do you see your situation mirrored anywhere in the media besides here? Who are our role models? Where is our podcast?
Would you like to write a guest post for this blog? I'm looking for personal stories, 500-750 words long, that fit our childless-by-marriage theme. You could write about infertility, second marriages, partners who don't want children, stepchildren, feeling left out when everyone around you has kids, fear of being childless in old age, birth control, and other related issues. Tell us how you how you came to be childless "by marriage" and how it has affected your life. We love stories about successful childless women. We do not want to hear about your lovely relationship with your children or how happy you are to be childfree. Nor will I accept posts that advertise a service or product. Not all submissions will be accepted, and all are subject to editing, but those that are published will receive a loving reception from our CBM readers. If interested, email me at sufalick@gmail.com.
Sometimes you're just the 'girlfriend mom'
May 13, 2020 May 13, 2020 Sue Fagalde Lick books about being childfree, books about childlessness, childless stepmoms, stepchildren	books about stepparenting, boyfriends with kids, childfree, childfree stepparent, childless stepmothers, Dani Alpert, girlfriend mom, girlfriends with kids, men who have been married before, men with kids
BOOK REVIEW: The Girlfriend Mom by Dani Alpert, 2020.
Dani Alpert was childless by choice, but when she partnered with Julian, she became a de facto step-mom to his son and daughter. She wasn't married to their dad, but she was caring for these kids, so what was she really? She decided to call herself "the girlfriend mom." This new book tells the story of how that turned out.
Asked in an interview how she felt when she discovered Julian had children, she says, "I didn't care because it was lust at first sight. All I was thinking about was getting into his pants, not starting a long-term relationship. The possibility of meeting his kids, let alone getting involved with them (in any way) was not on my radar. I continued on my child-free life way. There was also a part of me that thought dating a dad was sexy — I'd never had a dad before. That sounds creepy.
"In the beginning, Julian almost made it seem like he didn't have kids — by that, I mean, because he didn't have full custody, there were plenty of "between-the-sheets" days. As time went on, he'd cancel our plans more frequently. It didn't truly hit me over the head until we moved in together. I'd get the side-eye from Julian if I preferred not to partake in the weekend activities with the kids. My feeling was, they were his kids and his time with them — I was just the girlfriend. When I started to feel my autonomy slipping away, I knew this might be an issue."
Have you felt that loss of autonomy and that change in the relationship when the kids enter the picture? I sure have. But Alpert tells it in a way that lets us laugh through our tears.
Alpert experienced many of the challenges all childless stepmothers face. When the kids are around, her man acts differently. Suddenly it's all about his children, right? When there's a conflict, guess who loses? How do you interact with their mom? What happens on holidays and birthdays? How do you respond when the kids say, "You're not my mom"? When do you get to have sex? How much of your life do you have to give up for these children who aren't even yours?
All those awkward times are here, as is a growing love for Julian's son and daughter that lasts longer than the relationship with their dad. Alpert's tone is light-hearted, often funny, but the love is real, so real we have to add another question: Can you ditch the guy and keep the kids?
Alpert is not only an accomplished writer but has had a long career in film and theater, working as a screenwriter, performer, producer and director. She has an easy writing style that makes this book a joy to read, and childless stepparents will be nodding their heads in recognition as Alpert negotiates the all-too-familiar pitfalls of being a girlfriend mom.
For more about Dani Alpert, visit her website.
So, dear friends, I know many of you are in relationships with people who have children. Can you love these kids? How does not having children of your own make it easier or more difficult? Are they getting between you and your partner? What is it like being the "girlfriend mom"?
Please comment. And do read The Girlfriend Mom.
Disclaimer: I was given an advance copy of the book to review.
Put These Childless Books on Your Christmas List
December 6, 2018 February 24, 2020 Sue Fagalde Lick books about being childfree, books about childlessness, childless at Christmas, Uncategorized	books about childlessness, childfree, Childfree Social Club, childless, Childless by Marriage, Gateway-women, Jaclyn Jaeger, Jody Day, Lois Tonkin, Motherhood Missed
This week I offer two new books that you might want to put on your Christmas list. Both look at the challenges of not having children in a world where everyone else seems to be obsessing over their babies.
The Childfree Society Club by Jaclyn Jaeger.
I resisted this novel because I'm not part of the happily "childfree" gang. I wanted kids and feel bad about not having them, but the author, who requested that I review it here at Childless by Marriage, insisted it would be all right because one of the characters is dealing with infertility. Well, okay. Actually, there's plenty of anguishing about the baby-or-no baby decision in this story.
It begins with two 30ish women deciding to form a club for childfree women because their other friends are so busy with their children. The club consists of five women: Samantha, an unmarried divorce lawyer; Ellie, who is married to Phillip, an older man; Sabrina, married to Raj, whose Indian parents are very upset that they have chosen not to have children; Maddie, a gay woman who never wanted kids, and Hannah, who has been trying to get pregnant for five years and would do anything to have a baby.
As the story progresses, Samantha acquires a boyfriend with a child, Phillip suddenly gets the urge to adopt a child, Sabrina and Raj are having marital problems over the baby issue, Maddie finds a new girlfriend, and Hannah gets offered donor eggs.
It's hard to know what to say about this book. The grammar errors and clichés drove me nuts, the text was nearly all dialogue, and I had trouble keeping the characters straight, BUT I read the whole thing in two days and seriously wish there was more to read. It has kind of a Sex and The City vibe–if you add a younger gay woman to the mix. Great literature it's not, but it is entertaining, and if you're struggling over the parenting decision, especially if you and your partner disagree, you might want to read it. Or you might want to start your own club.
Motherhood Missed by Lois Tonkin, Jessica Kingsley Publishers, London and Philadelphia.
You definitely want to find this book in your Christmas stocking. Finally, finally, finally, someone besides me has written about the many complex ways of being childless "by circumstance," including being childless by marriage. Tonkin is not childless herself, but she gets it. In this book, after a brilliant overview of the situation, she offers the stories of women in their 30s, 40s, and 50s who for one reason or another do not have children. You are bound to find stories you can identify with here. We have women partnered with men who already have children and don't want more, women who had abortions when they were young and later could not get pregnant again, women for whom the fertile years simply slipped away, and so many more. They tell their stories in their own words, gently edited. This book is beautifully done. It includes a foreward by Jody Day, founder of Gateway-Women and author of her own book, Living the Life Unexpected.
If these books don't send you, I still have copies of my own Childless by Marriage book. 🙂
Remember, books are easy to wrap and easy to mail.
I'm working my way into Christmas very slowly this year, not feeling the motivation to go nuts with cards, presents, decorations and the rest. I'm not depressed, just not feeling the need to do it all. Maybe if I had children, I'd feel differently. Or maybe I'd let them do it all. How are you doing this holiday season?
Book Review: The Female Assumption
February 21, 2018 February 21, 2018 Sue Fagalde Lick books about being childfree, books about childlessness, Uncategorized	birth control, childfree, childless, cost of motherhood, effects of children on marriages, Melanie Holmes, successful childless women, The Female Assumption, things mothers don't talk about, things to consider before having a baby
The Female Assumption: A Mother's Story: Freeing Women from the View that Motherhood is a Mandate by Melanie Holmes. CreateSpace, 2014.
I started out feeling that everyone who reads the Childless by Marriage blog must read this book. It's loaded with information we all need to know while deciding whether or not to have children. Now I'm not so sure. Despite the fact that Holmes has three children, it leans heavily toward the childfree viewpoint and doesn't much address situations where women who want children are unable to have them. Still, there's a lot to gain from reading this book. I'll let you decide.
The Female Assumption includes:
Convincing testimony that motherhood is hard. Holmes writes about the lack of personal time and space, the financial cost, and the opportunities lost while providing full-time care. Even though she tries to reassure her own children that she's very glad to have them, I'd be wondering about that if I were them.
Clear information on birth control, including the various methods and myths about how they work. She also goes into abortion and "morning after" options.
A list of questions women should ask themselves before considering motherhood. If nothing else, read this section and think about how you would answer these questions, things like: why do you want to be a mother, how much are your feelings about this being influenced by other people, and how would you manage childcare and career if you did have a baby?
A discussion of how even in the 21st century, women still do most of the childcare and housekeeping. Until partnerships can become equal, women will still bear more of the burdens of motherhood.
"Dirty Little Secrets," things mothers don't admit out loud for fear their peers will hate them and their children will feel unwanted. Two examples: "Mothers yearn for time alone," and "Your 'stuff' will never be your own again."
How women are held to a different standard than men. Who questions the validity of male leaders or achievers who don't have children, yet it happens with women all the time. Holmes suggests women are given an impossible choice: give up everything else to be mothers or live alone, childless, with work as sole consolation.
How the American workplace is behind the times, offering lower wages for women and failing to offer paid family leave.
The often-negative effects of parenthood on marriages.
Examples of successful women who never had children.
As I said, Holmes does not spend much time on infertility or women whose partners are unable or unwilling to have children. She seems to be encouraging readers to remain happily childfree. However, this book does contain a lot of useful information. Holmes really did her research. Read it and use what you need. Skim the rest.
As always, I cherish your comments. Go back and read some of the comments from last week's post, "Are You Delaying Parenthood Until Conditions are Perfect?" We got some great ones. You can still join the discussion.
Childfree or Childless, We're All NotMoms
October 11, 2017 Sue Fagalde Lick childlessness, Uncategorized	50 Ways Not to Be a Mother, childfree, childless, DeLores Pressley, fertility treatments, Jody Day, Marcia Drut-Davis, Maxine Trump, never having babies, NotMom Summit, sterilization, To Kid or Not to Kid
"Are you childless by choice or by chance?" That was the question women asked each other at the NotMom Summit last weekend in Cleveland, Ohio. For once, no one was asking how many children we had or when we were going to start having babies. We already knew that the answers to those questions were none and probably never.
A vast gray area exists between women who have never wanted to have children and women who would give anything to have them, between women who rage about how difficult it is to get a doctor to tie their tubes for permanent sterilization and women who spend thousands of dollars on fertility treatments in the hope of getting pregnant. Keynote speaker Jody Day, founder of Gateway-Women, has published a list of "Fifty Ways Not to Be a Mother" and says she could probably list another 50.
We shared stories of troubled childhoods; physical problems such as fibroid tumors, endometriosis and cancer; spouses who did not want to have children; choosing art over motherhood, and women who just plain didn't want to have any babies. We laughed and cried at different places depending on where we were in our childless "journey." When you desperately want a child, it's difficult to applaud someone who just got her tubes tied or who boasts about being happily childfree.
In her talk, Day told us about an abortion she had early in life when she truly didn't want to have a child. Later, when she wanted to conceive, she was never able to get pregnant again. Over the years, she said she has worked through her grief and come to a place where she can embrace being childfree.
The other keynote speaker, Marcia Drut-Davis, a bit older than most of us, told us about how she was vilified when she admitted on television that she did not want to have children. Her presentation was hysterically funny, and yet I knew that we had opposite views. Not only do I still wish I had children, but I'm oh-my-God Catholic and actually agree with Pope Francis and his views on family life. And yet, I loved her, and she was sweet to me when we met.
I heard later that Drut-Davis was criticized by some as not really being childfree because she had stepchildren. That's nuts. Stepchildren are not the same. I expected criticism to come from the childless side. I keep thinking about the woman from Montreal who froze her eggs before having surgery for cancer and has never been able to get pregnant. I see her tears and think, hold on Marcia, do you know how hard it is for her to hear what you're saying?
We had a pajama party Friday night to view a rough cut of a film titled "To Kid or Not to Kid," produced by and starring Maxine Trump (no relation!). In the opening scene, she lifts her shirt to show us the scars from surgeries in her teens on her Fallopian tubes and uterus. She is not even sure she can get pregnant, but she wants to make sure she never does because she does not want to be a mother. In the film, she tells her husband and her mother how she feels about having children. We watch as her husband has a vasectomy. She meets with a young woman who has seen one doctor after another trying to have sterilization surgery. No one will do it.
The film is very pro-childfree. I considered going to bed instead of watching the whole thing. After all, so much of it clashes with my religious beliefs and my personal desires. And yet, I was mesmerized and sympathetic. Maxine, sitting there with us in her pajamas, has clearly suffered over this issue and knows how risky it is to open herself up to how the world at large might react in our pro-motherhood society. Her film uncovers many issues that nobody ever talks about.
By choice or by chance? Once we have made our choice or accepted that we will never have children, we have a lot in common. People say stupid things to us: "Why don't you just adopt?" "You'll change your mind." "Women without children are immature and selfish." We all feel left out when our parent friends are too busy with their kids to spend time with us. We all get sick of looking at other people's baby pictures. We all worry about ending up old and alone. We're all minorities in a world full of mothers.
There was considerable talk about the journey from "childless" to "childfree," about reaching a place where one can celebrate the freedom that comes with not being a parent. I don't expect to ever declare myself "childfree." I wanted children and I still feel bad about not having them. The best outcome for me is simply to be at peace with how life turned out and enjoy the many blessings that I have.
At the end of the conference, motivational speaker DeLores Pressley, childless by early hysterectomy, got us dancing and shouting affirmations along the lines of "I am wonderful." Then she had us form two circles facing each other. Oh boy, one of those touchy-feely exercises, right? We were to look directly into the eyes of the woman across from us for 10 seconds, until DeLores rang a bell, then move to the next woman. At first we giggled and squirmed, but then tears appeared in many of the women's eyes and we started hugging each other before we moved on. As instructed, I tried to send a silent message. "It's okay. It's okay." My eyes filled with tears, too. It's okay to cry. It's also okay to dance.
I will be posting thoughts from the conference for weeks to come. There's so much to talk about. I gave a general overview of my trip on this week's Unleashed in Oregon blog post. Read it here.
Let me know in the comments what you think about this childfree/childless situation. Can you be friends with someone who is happy to never have kids? Or does it hurt too much? Could you ever reach a place where you declare yourself happy to not have children? Let's talk about it.


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Ari Marcopoulos: Within Arm's Reach
September 23, 2009–February 7, 2010
Recording New York's downtown art world or the emerging hip-hop scene, shooting snowboarders hurtling down a vertical mountain face or chronicling the vicissitudes of his own family life, photographer Ari Marcopoulos unerringly captures the zeitgeist. This midcareer retrospective surveys the intimate and compelling work of a key documentarian of contemporary culture.
Ari Marcopoulos: Cairo, Sonoma, 2006; Xerox print; 53 x 36 in.; courtesy of the artist; Ratio 3, San Francisco; and The Project, New York.
Newsflash: Ari Marcopoulos selected for the 2010 Whitney Biennial. Ari Marcopoulos's photographs convey a remarkable feeling of intimacy. He draws the viewer into relationships with his subjects that could only have been achieved through a powerful experience of empathy and engagement. Self-taught as a photographer, Marcopoulos makes photographs that are often imbued with a subtle formalism, a classical austerity-informed by the artist's broad knowledge of art history-combined with an intuitive approach and an ability to adapt to the moment. Born in Amsterdam in 1957, Marcopoulos came to New York in 1979 and quickly became part of the downtown art scene. He got a job printing black-and-white photographs for Andy Warhol, and two years later, tired of spending so much time in...
Newsflash: Ari Marcopoulos selected for the 2010 Whitney Biennial. Ari Marcopoulos's photographs convey a remarkable feeling of intimacy. He draws the viewer into relationships with his subjects that could only have been achieved through a powerful experience of empathy and engagement. Self-taught as a photographer, Marcopoulos makes photographs that are often imbued with a subtle formalism, a classical austerity-informed by the artist's broad knowledge of art history-combined with an intuitive approach and an ability to adapt to the moment. Born in Amsterdam in 1957, Marcopoulos came to New York in 1979 and quickly became part of the downtown art scene. He got a job printing black-and-white photographs for Andy Warhol, and two years later, tired of spending so much time in the darkroom, he found a position as a studio assistant with the photographer Irving Penn. Marcopoulos credits Warhol with teaching him that anything is worth photographing, and Penn for showing him the virtues of control, technical skill, and a simple approach. His own artistic practice began on the streets of New York City, echoing a long tradition of work made in this arena by photographers such as Helen Levitt, Robert Frank, and Garry Winogrand. His approach was unusually engaged: Marcopoulos has an uncanny ability to become part of the community he is photographing. Before he left Holland, Marcopoulos thought he wanted to be a fashion photographer but he was put off by the emphasis on artifice. Conversely, in his art, Marcopoulos was able to explore "something that just stands for life lived." He wanted his viewers to face the stark facts of existence, without having to make his subjects appear polished and contented. In a typical work of his early period, Self-Portrait as Egon Schiele, New York (1986), his sinuous pose is both frail and clenched, almost brutally self-revealing. New York City in the early 1980s was infused with a punk spirit as well as the emerging forces of graffiti and hip-hop. Creative energies from the South Bronx merged with a lively downtown art and music scene, affording Marcopoulos a dynamic range of subjects. His portrait of Rakim (c. 1990) shows the rapper head on wearing a thick gold chain and signature baseball cap with the letter "I" embroidered on the front. Marcopoulos interpreted the "I" as symbolic of the musician's third eye. In the 1990s Marcopoulos became interested in the lives of skateboarders. A popular gathering spot for the New York skaters at that time was "The Banks," an area of concrete slopes under the Brooklyn Bridge. Marcopoulos befriended and photographed a group of young skaters who would go on to be immortalized by photographer and director Larry Clark and scriptwriter Harmony Korine in the 1995 film Kids. Following the skaters on his bicycle, Marcopoulos documented their community and individual idiosyncrasies. Marcopoulos was introduced to a new youth milieu when a snowboard company saw his skater pictures and asked him to shoot photographs for a catalog. He had to learn to snowboard to document the sport, and in the process once again formed lasting friendships with his subjects. Not all of the images in this series focus on the snowboarders themselves. White Room, Dizin, Iran (2000) is a simple picture filled with dazzling light: a spray of powder foregrounds a horizon line where a pristine surface of pure white snow meets a flat, bright blue sky. Marcopoulos describes the arc of powder as "the snow becoming the expression of the snowboarder." The subjects that Marcopoulos explored during his early days in New York City, and the youthful athleticism found in the skater and snowboard series, were revisited in a different setting when the artist married Jennifer Goode and moved to the West Coast with their young sons, Cairo and Ethan. Marcopoulos said that he never set out to make a "family" body of work until he started to look at the pictures he was taking of his children and saw something in common with everything else he was doing. In Cairo, Sonoma (2006), a Xerox blow-up of a gelatin silver print, Cairo's stance echoes his father's early self-portrait after Egon Schiele. On view in Galleries 4 and 5, Within Arm's Reach is Marcopoulos's first mid-career survey in the United States and his first one-person exhibition at a West Coast museum.
Ari Marcopoulos: Within Arm's Reach is funded in part by The Robert Mapplethorpe Foundation, with additional support from Stefano Pilati, PKIRKEBY Inc., Barbara Balkin Cottle and Robert Cottle, and Linda Nations and Robert Mott.


I was riding my bike on Wednesday when I discovered your site. Hit me up! This will be useful to anyone who reads it, including myself. I bet you do crossword puzzles in ink. I was looking everywhere and this popped up like nothing!
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Home English Historic documents
Terrorist organizations should not be permitted to participate in Palestinianelections
in Historic documents
Text and vote of House of Representatives Resolution 575, December 16, 2005.
Whereas the foundation for the Israeli-Palestinian peace process was Palestinian recognition of Israel's right to exist and a solemn obligation to end terrorism and violence; (Engrossed as Agreed to or Passed by House)
Whereas the foundation for the Israeli-Palestinian peace process was Palestinian recognition of Israel's right to exist and a solemn obligation to end terrorism and violence;
Whereas the removal of all Israeli presence in Gaza signifies an end to Israeli responsibility there and a shift in security responsibility of Gaza to the Palestinian Authority;
Whereas Israel's evacuation of Gaza affords the Palestinian Authority, now the responsible governing authority in Gaza, the opportunity to demonstrate its ability to govern, to establish the rule of law, to end corruption, and thereby to demonstrate that it is a partner for peace;
Whereas Palestinian Authority President Mahmoud Abbas has repeatedly called for the establishment of `One Authority, One Law, and One Gun';
Whereas since the withdrawal of Israeli military forces, the Palestinian Authority has taken few steps to establish rule of law in Gaza; Whereas Hamas, Islamic Jihad, the al-Aqsa Martyrs' Brigade, and other terrorist organizations have vowed to continue terrorism against Israeli civilians, seek the destruction of the State of Israel, and employ violence and terror in fulfillment of that aim;
Whereas the inclusion of Hamas, or any other terrorist group on the State Department list of foreign terrorist organizations, into the Palestinian structure could be construed as an implicit endorsement of their anti-American and anti-Israeli terrorist ideology;
Whereas the first provision of the Road Map to Middle East Peace calls for the Palestinians to dismantle the terrorist infrastructure;
Whereas these terrorist organizations, including Hamas and Islamic Jihad, operate virtually without interference from the Palestinian Authority;
Whereas Hamas has announced its intention to run in Palestinian legislative elections scheduled for January 2006;
Whereas Abbas has indicated his willingness to see Hamas participate in the elections without first calling for it to disband its militia or for it to renounce its goal of destroying the State of Israel;
Whereas the United States has clearly stated that armed militias attached to political parties are incompatible with democratic societies; Whereas President Bush has stated that Hamas `seeks to end dissent in every form, to control every aspect of life * * * the terrorists are preparing a future of oppression and misery';
Whereas the forces of freedom must continue to keep an untiring vigil against the enemies of rising democracies; and
Whereas the United States has a longstanding policy of not dealing or negotiating with terrorists:
Now, therefore, be it Resolved, That the House of Representatives:
(1) reaffirms its commitment to the safety and security of the democratic State of Israel;
(2) asserts that terrorist organizations, such as Hamas, should not be permitted to participate in Palestinian elections until such organizations recognize Israel's right to exist as a Jewish state, cease incitement, condemn terrorism, and permanently disarm and dismantle their terrorist infrastructure;
(3) calls on the Palestinian Authority President Abbas before the election to declare openly his intention to take action to dismantle the terrorist organizations;
(4) asserts that the inclusion of Hamas, or any other terrorist group on the Department of State's list of foreign terrorist organizations, in the Palestinian Authority's government will inevitably raise serious questions for the United States about the commitment of the Palestinian Authority and its leadership to making peace with Israel and will potentially undermine the ability of the United States to have a constructive relationship with, or provide further assistance to, the Palestinian Authority; and
(5) states its strong belief that, as underlined in every recent Israeli-Palestinian peace agreement, progress in the peace process requires sustained Palestinian effort to dismantle the terrorist infrastructure, and that delay in confronting that principal obligation only emboldens the opponents of peace and threatens its realization.
The vote was taken by electronic device, and there were – yeas 397, nays 17, answered 'present' 7, not voting 12.
So (two-thirds of those voting having responded in the affirmative) the rules were suspended and the resolution, as amended, was agreed to.
The title of the resolution was amended so as to read: 'Asserting that Hamas and other terrorist organizations should not participate in elections held by the Palestinian Authority, and for other purposes.'
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Eurovision NewsOddsCalendarSongs & VideosRotterdam 2020TicketsResults & Points 2019FactsOGAEQuizselect year/country
Victor Crone, Robin Bengtsson and Anna Bergendahl
Sweden: Here are the Melodifestivalen 2020 participants
The line-up for Melodifestivalen 2020 has just been announced, including Victor Crone, Robin Bengtsson and Anna Bergendahl. See all the 28 artists and song titles here
By Christian Petersen 26 November 2019
updated 10 Jan. 2020
Tags:SwedenMelodifestivalenSVT
UPDATE 10 JANUARY 2020
Running order revealed
The artists of next year's Melodifestivalen were presented at a live press conference today, held by the Swedish broadcaster SVT.
Among the 28 there are four former Eurovision Song Contest participants: Victor Crone (Estonia 2019), Robin Bengtsson (2017) and Anna Bergendahl (2010), Nanne Grönvall (1996, as part of the group "One More Time") and several former Melodifestivalen artists. The Mamas were backing vocalists for John Lundvik (2019).
27 acts have been selected by the Swedish national broadcaster SVT, and one act (Amanda Aasa) were selected via P4 Nästa back in August. A total of 28 acts will compete in Melodifestivalen 2020, and one of these will represent Sweden at Eurovision Song Contest 2020 in Rotterdam.
12 of the 28 songs are in Swedish language.
BOOKMAKERS' PREDICTIONSOdds: Who will win Melodifestivalen 2020?
Melodifestivalen 2020 – Running order
Deltävling 1 Linköping, 1 February
The Mamas – "Move"
Suzi P – "Moves"
Robin Bengtsson – "Take a chance"
Malou Prytz – "Ballerina"
OVÖ – "Inga problem"
Sonja Aldén – "Sluta aldrig gå"
Felix Sandman – "Boys with emotions"
Deltävling 2 Göteborg, 8 February
Klara Hammarström – "Nobody"
Thorsten Flinck – "Miraklenas tid"
Dotter – "Bulletproof"
Mendez feat. Alvaro Estrella – "Vamos amigos"
Linda Bengtzing – "Alla mina sorger"
Paul Rey – "Talking in my sleep"
Anna Bergendahl – "Kingdom come"
Deltävling 3 Luleå, 15 February
Mariette – "Shout it out"
Albin Johnsén – "Livet börjar nu"
Drängarna – "Piga och dräng"
Amanda Aasa – "Late" (from P4 Nästa)
Anis don Demina – "Vem är som oss"
Faith Kakembo – "Crying rivers"
Mohombi – "Winners"
Deltävling 4 Malmö, 22 February
Frida Öhrn – "We are one"
William Strid – "Molnljus"
Nanne Grönvall – "Carpool karaoke"
Victor Crone – "Troubled waters"
Ellen Benediktson & Simon Peyron – "Surface"
Jakob Karlberg – "Om du tror att jag saknar dig"
Hanna Ferm – "Brave"
What is your reaction to the line-up?
Melodifestivalen 2020 will be the 60th edition of the Swedish selection for Eurovision.
1 February: Deltävling 1 (Linköping)
8 February: Deltävling 2 (Göteborg)
15 February: Deltävling 3 (Luleå)
22 February: Deltävling 4 (Malmö)
29 February: Second Chance (Eskilstuna)
7 March: Final (Stockholm)
The format for Melodifestivalen 2020 is the same as last year: Each of the 4 heats qualifies 2 songs directly to the final. Each of the 4 heats qualifies 2 songs to the "second chance"-show. In the "second chance" 4 songs will be selected for the final.
Related storySweden: Here are the hosts of Melodifestivalen 2020
Hosts of the shows are David Sundin, Lina Hedlund and Linnea Henriksson.
Tickets for all the shows are on sale on livenation.se
Sweden in Eurovision Song Contest
Sweden 2015: Måns Zelmerlöw - "Heroes"
Since 1958 Sweden has participated 59 times in Eurovision Song Contest with great succes. They have won the contest 6 times:
1974: Abba - "Waterloo"
1984: Herreys - "Diggi-loo Diggy-ley"
1991: Carola - "Fångad Av En Stormvind"
1999: Charlotte Nilsson - "Take Me To Your Heaven"
2012: Loreen - "Euphoria"
2015: Måns Zelmerlöw - "Heroes"
They came last two times (1963 and 1977), and since the introduction of the Semi-finals in 2004 Sweden managed to qualify for the Grand Final 15 out of 16 times! (only skipped the qualification in 2010)
SwedenMelodifestivalenSVT
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Portugal had to go through 49 contests to achieve their first victory in 2017
Romania was expelled from Eurovision 2016 due to unpaid debt to EBU
select year or country
Eurovision Results, Voting & Points
Complete database with all the votings, points, songs and lyrics from Eurovision Song Contest history:
Norway won the contest in 1995 with the song "Nocturne". It contained only 24 words accompanied by long violin solos
The first scandal in Eurovision history occurred in 1957 where the Danish singers Birthe Wilke and Gustav Winckler kissed for 11 seconds in the end of the song. Generating a furious reaction


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Friday a 'fun' team effort for Roaldson, Blue Jay hockey
The Jamestown High School boys hockey team hosted Bottineau on Jan. 6.
Jamestown's Tyson Jorissen (18) clashes with Brody Nordmark (16) of Bottineau-Rugby on Friday, Jan. 6, 2023, at John L. Wilson Arena.
John M. Steiner / The Jamestown Sun
By Katie Ringer
JAMESTOWN — Jamestown High School Athletic Director, Jim Roaldson, chose a good day to camp out at Wilson Arena.
After all, it's not every day that you can watch your son get a hat trick.
"That was fun," JHS senior Brooks Roaldson said with a huge smile. "I think he made the right choice coming here tonight."
The Blue Jays boys hockey team handed Bottineau/Rugby its fourth regular season and seventh overall loss Friday night. The Blue Jays topped the Braves 5-1 to improve to 4-3 in the West and 4-4 overall.
Jamestown's third and final test of the week is scheduled to come on Saturday up at Dickinson's barn. The Jays and Midgets are scheduled to face off at 4 p.m.
Brooks was the Jays' top-scorer on Friday, landing three of the team's five goals.
It all began with 1:47 remaining in the first period when he backhanded one in off a pair of assists from Max Mehus and Easton Romsdal.
"They beat us up in Bottineau earlier in the season and that kind of left a bad taste in our mouths and we wanted to get back at them for sure," Brooks said. "When I netted the first one, I was happy and I just wanted to keep it rolling and honestly I just wanted to come out with a win."
Wishes do come true.
MORE BLUE JAY COVERAGE
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Emma Hillerud and Sydney Fisher have been competing in gymnastics since they were toddlers. The pair are the only seniors on this season's Blue Jay gymnastics team roster.
A Few Extras: The photographer's view - Jan. 26, 2023
Blue Jays Roundup: Girls hockey one goal short of Bismarck High/Legacy
Blue Jays Roundup: Hockey scores a huge win in Minot Monday
Jamestown netted two more goals to gain a comfortable 3-0 lead before Bottineau got past the Blue Jay defense.
"We played a pretty good hockey game tonight," JHS head coach Matt Stockert said. "They did a lot of good things today that they haven't all year. We did a good job overall of creating some pressure and having support."
Brooks was credited with the Jays' fourth goal of the night — sliding one past Freeman to notch the hat trick and give the Jays a 4-1 lead.
Brooks has been a part of the Blue Jays' varsity roster since his sophomore year. As a sophomore, he scored five goals and was credited with seven assists for 12 total points to end the 2020-21 season.
He tripled his production in his junior season netting 15 goals and 21 assists for 36 points.
Jamestown's Brooks Roaldson (26) moves along the boards in front of Macen Heisler (7) of Bottineau-Rugby on Friday, Jan. 6, 2023, at John L. Wilson Arena.
After tearing his right labrum in his junior baseball season, Brooks was focused on rehabbing his shoulder in time to get back for a final season with the Blue Jay hockey squad.
"It was a long, six-month rehab process," Brooks said. "I just gradually got into stuff and eventually could do stuff on my own and it's been great ever since.
Whatever he did, it must have worked as the senior has netted seven goals and eight assists for a total of 15 points. Brooks is one goal away from tying his teammate, Gavin Gerhardt, for the most goals scored this season.
"For me, it's not really about the points," Brooks said. "I just want to end with a big W on the scoreboard. That's what matters to me. This group is a special group and I love playing with all of them. It's been a real opportunity."
As good of a year, as it has been for the three-year varsity team member, the winter has also been kind to the Jays' newcomers.
With 2:35 gone in the second period junior Owen Struble took control of the puck and skating coast-to-coast, her pushed one past the Bottineau traffic to score the Jays' second goal of the game.
The goal was the first of Struble's career.
Jackson Maddock scored goal No. 2 of his season to make it 5-1 Jays at the end of the second period
"I am so happy when all of my other teammates score," Brooks said. "I like to score but seeing other people on my team score brings me just as much joy. I think everyone on our team wants to score and everyone can score so that's amazing when everyone else can put up numbers and it's a whole team effort."
Jamestown 5, Bottineau 1
BOT 0 1 0 — 1
JHS 1 4 0 — 5
1. JHS, Brooks Roaldson (Max Mehus, Easton Romsdal), 15:13.
2. JHS, Owen Struble (Tyson Jorissen), 2:42; 3. JHS, Roaldson (Jarrett Zalumskis), 9:11; 4. BOT, Alex Lorenz (Macen Heisler), 10:08; 5. JHS, Brooks Roaldson (Romsdal, Mehus), 13:32. 6. JHS, Jackson Maddock (Tyson Jorissen, Jordan Johnson),14:37
No scoring.
Goalie saves: Bottineau, Easton Freeman, 6-7-14—27; Jamestown, Andrew Walz 9-5-5—19
Penalties: Bottineau 2 for 4 minutes; Jamestown 3 for 6 minutes.
Related Topics: JAMESTOWN BLUE JAYSJAMESTOWN HIGH SCHOOLPREP SPORTS
Katie Ringer is a sports reporter for the Jamestown Sun. Katie joined the Sun staff in the summer of 2019 after graduating from the University of Wisconsin Eau Claire with a degree in journalism. She can be reached by email at kringer@jamestownsun.com or by phone at 701-952-8460.
Schmidt leading consistent Mustangs boys' basketball team
Schmidt is trying to lead the Mustangs back to the state tournament for the first time since Ashley made it in 1972.
By Max O'Neill
Bismarck Century remains in top spot in Class A hoops polls
Last week the Patriots combined to outscore their opponents 469-351.
Jamestown fitness clubs 'here for everybody'
Local gyms and health clubs are seeing member numbers holding steady in Jamestown -- even after the new year.
M/P-B boys beat Maple River, South Border girls hoops gets win
The Thunder went 10-for-15 from the free throw line in their win.


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Overview Climate Change Community Environment Indigenous Safety
Sustainability - Overview Climate Change Community Environment Indigenous Safety
Sustainability - Overview
Sustainability is an integral part of Santos
For more than 60 years, Santos has been safely and sustainably delivering natural gas to our customers, providing clean and reliable energy to improve the lives of people in Australia and Asia.
At Santos we are committed to being the safest oil and gas operator in Australia and preventing harm to people and the environment.
To do this we responsibly manage our environmental impact and work in partnership with the communities in which we operate.
We are always focused on the health, safety and wellbeing of our people and reliably managing our business across all of our operations.
Our natural gas strategy also supports our commitment to be part of the solution to a low-carbon future through the twin objectives of limiting greenhouse gas emissions, while providing access to reliable and affordable energy to domestic and global markets.
A sustainable future depends on Australian natural gas, and Santos is proud to play an important role in securing Australia's economic, environmental and energy security future for generations to come.
Please visit our Sustainability pages on Climate Change, Environment, Community, Aboriginal Engagement and Safety to find out more about our commitments, objectives and work across each of these areas.
Santos' 2018 Sustainability Performance Data is available here.