is the pool live right now because i don't see any stats showing now that i'm testing it out?
Is it in real time ? or does it just update daily ?
Updates are once per day, WU's take much longer to complete.... cpu wus can take up to 4 days + even midgrade gfx cards will take 12 hours for a lot of wus. So yes there is much difference with the folding compared to mining, were u see your shares stacking up instantly.
ok great, is there anyway to see if i have it hooked up right? i see about 140k ppd estimate in the fah so hopefully it is working away okay, guess i will tell tomorrow.
I just got caught up with this tread.
I wanted to thank everyone for your feedback, concerns and criticism - they're all appreciated. As you can see, a lot of these things have already been addressed, but so far as I'm concerned, keep them coming. It's going to mean a more solid project for everyone.
Agreed! If you see some kind of flaw, let us know, sooner is better than later.
thanks yeltz, I agree, we are moving forward with addressing some issues of being able to make a coin like this. For example... since this coin has a large amount of potential, we have had demands of our physical address's so we can be trusted with the dev fund. Since that post Ive proposed a couple ideas I had as backup, figuring that the community would not want to put their trust in me at first.
Obviously coin devs dont want to give out their home address. Im going to look into renting a small office building to have as a headquarters for curecoin. A place where anyone average team folder or pro devs and come and discuss the future of curecoin. Planned meetings with open invites, all sounds good to me. Ive reached out many times to the community attempting to grow my team. Recent team / support growth is awesome. I a used to run a tech department, so I know how to organize a team well.
In the mean time... If anyone wants to join the skype curecoin chat room, just click the skype button to talk to cryptobullion on http://cryptobullionpools.com and we will add you.
GPU will go to one person with a fair-sized PPD and total points on launch day. It will not go to any devs. The user will be selected randomly using some hex data from the first network block mined (not genesis block!), either as a number, or as a seed for a random number generator! The card will be a Nvidia 760.
What I meant was there will be a limited market cap. Say curecoin ends up with a $1,000,000 market cap. 450k will go to asic miners, 450k will go to folders, and 100k for some reason will go straight to your devs pockets. So with a million dollars we'll get 450k worth of folding done. If it were merge mined you could have cut the asic reward drastically and pushed it to the folding side, because like I said, anyone will merge mine a coin happily. Not at all saying asics can fold.
Could something like this be adapted for other BOINC applications, like climate change modelling? Don't get me wrong, I can see the potential in protein folding, but would be nice if people could have a choice as to where they would like to direct their GPGPU processing and still get rewarded.
Only a very small fraction of the funds are actually going to the devs. Myself, I'm getting 4% of the 10%, also known as 0.4% of the coin. The lead dev is getting around 1% of the full coin. We'll have a full budget soon.
Are you sure you want to put proof of stake into the coin? It will be an incentive for miners to stop mining, but also folders to stop folding when nearly all the coins have been issued.
I suppose there will be transaction fees. Are these going to be shared with folders as well, to promote folding when we get close to the maximum number of coins?
Curecoin launch as of now is going to be delayed. Plans to work with Pande Labs at Stanford university will soon be discussed between Pande Labs team and Curecoin devs!
LOL going to travel through time.
Please read the goddamned trust rating feedback before you judge...soo stupid..
i would have to guess the research done with alzheimers must also uncover many other things about the brain, and they may well indeed stumble upon something to help a wider range of mental illness.


jwz: Heathers was released 25 years ago this week.
Heathers was released 25 years ago this week.
LEHMANN: There was a long time in which Winona would say she wanted to do a sequel. It just didn't seem to lend itself to a sequel.
I told Winona the idea without any more elaboration than I'm giving you, and a year later I hear from her: "So I talked to Meryl. She's in!" I'm like, "What?!"
Here in italy they basically never re-aired the movie since 1994 after a kid hung himself two days after seeing the movie on prime time, OBVIOUSLY because of the movie.


Advantech (Taipei:2395) today announced that it is collaborating with ARM, Microsoft, McAfee and Acronis on a new sharing platform–WISE-PaaS Marketplace–to be unveiled at Embedded World 2017. It a new business model that enables customers to create diverse IoT software/cloud solutions easily and quickly within a collaborative software ecosystem for business growth and service innovation. Advantech further announced its new-generation Intel®-based IoT platform Edge Intelligence Server (EIS), featuring integrated hardware plus WISE-PaaS software to enable IoT connectivity, data manageability, and analytics in the edge. Through theWISE-PaaS Marketplace and EIS, Advantech and its partners not only accelerate IoT implementation, but also benefit customers in multiple industrial vertical markets.
"End-to-end security from chip to cloud services on constrained devices is the ultimate enabler for IoT applications to achieve scale. The Advantech WISE-PaaS cloud takes advantage of strong security and device management across ARM® mbed™ OS and mbed Cloud for constrained devices," said Dr. Krisztian Flautner, Vice President of Technology, IoT Business, ARM "This Marketplace provides quick access for developers to the widest range of secure IoT clients based on the ARM architecture for applications."
"Advantech's latest advancements are a natural extension of an ongoing collaboration with Microsoft," said Rodney Clark, Vice President, Device Sales. "As they build their next-generation products and services,customers continue to benefit from the scale and reliability of Microsoft Azure remote monitoring and predictive maintenance pre-configured solutions available from the WISE-PaaS Marketplace."
"McAfee's embedded solutions provide intelligent security functions which gives added protection to Intel-based devices and data," said Tom Moore, Vice President, McAfee. "The WISE-PaaS/Security Solution, powered by McAfee technology, offers a centralized IoT security management console on Azure, which can easily accommodate diverse vertical applications and use case scenarios.
Advantech will continue to collaborate with worldwide partners and focus on the development of WISE-PaaS Marketplace and Edge Intelligence Server (EIS) to expand its platform-sharing values. The collaboration will accelerate deployment of the IoT and help to stimulate device-to-cloud IoT solutions.


text:
Experiencing career satisfaction and career success over the life course
by Vicky SINCLAIR MBACP (Accred) PgDip. MSc., listed counsellor/therapist
3rd June, 2009
What does research suggest that we as individuals can do to maximize the chances of experiencing career satisfaction and career success over the life course?
This article will be published in « Counselling at Work » BACP, in September 2009 Copyright
Introduction: Understanding the changing employment climate in a challenging economic conjuncture, acquiring knowledge of recent career research and the tools that have been developed as a result, but most importantly, knowing oneself and what one really wants from life as a whole, in order to make apt and aware choices over time, seems to be a valid hypothesis, in order to maximize individuals' chances of experiencing career satisfaction and success over the life course. However, it is difficult to expect all individuals to become experts in career management, or to be their own counsellor at all times. In a rapidly changing and evolving world, within which career paths need to adapt, reaching out for guidance, whether it be consulting a career counsellor, a coach, a mentor, or even a therapeutic counsellor, seems to be of crucial importance, for individuals to make sense of how their professional life is evolving, and gain awareness, self-efficacy and agency.
Setting the frame. In terms of occupational studies, Giddens (1984) highlights two fundamental levels of analysis: While some theories emphasize human agency or "action", others concentrate on institutional or structural analysis. In order to have a holistic vision, it seems crucial that both intrapersonal and societal levels of analysis be seen in conjunction, whilst also incorporating interpersonal and group level analysis. A good way to see the question is through metaphors emanating from the constructivist worldview, such as systems theory (McMahon, 2005). The title of this article implies a reductionistic approach and I will adopt an individualistic perspective, without losing sight of interpersonal and societal contexts. The Mayrhofer (2007, p217) "onion peel" model also offers a good visual representation of contextual factors in career research.
With this in mind, a discursive approach seems the most appropriate. I will start by defining the main terms of the question and review some traditional theories and
models, without attempting an exhaustive study. I will then review some of the main research and development on career success and draw conclusions on what research
suggests to be the best individual approach to experiencing career satisfaction and career success over the life course.
Considering objective career success and subjective career satisfaction. The definition of career adopted in this article is "an evolving sequence of a person's work experience over time" (Arthur, Hall & Lawrence, 1989; Kidd, 2008). Some practitioners suggest that career success begins with career satisfaction (Joe Tye, 2008). This definition seems somewhat unfounded, as it is equally possible to say that career satisfaction begins with career success. In a meta-analysis, Ng, Eby et al (2005) link the terms "success" and "satisfaction" with objective and subjective concepts respectively.
In order to identify predictors of career success, Ng used salary level and promotion as dependent measures of objective career success, and subjective career success was represented by career satisfaction. This does not clearly explain the difference between career satisfaction and career success. While most literature in the field relates to career success (e.g. Boudreau et al, 2000; Bozionelos, 2004; Seibert et al, 2001; Arthur, 2005), career satisfaction tends to be seen as a subjective by-product of success. In a comprehensive review paper titled "conceptualizing and evaluating career success", Helsin (2005) exposes that objective career success has mainly been linked with promotion, pay and occupational status (Nicholson, 2000) while subjective career success is defined by an individual's reactions to his or her unfolding career experiences. Helsin (2005) does confirm that subjective career success is most commonly operationalized as either job or career satisfaction, as numerous academics (e.g. Boudreau et al, 2001; Judge et al, 1995; Murrell et al, 1996; Tsui et al, 1984) have also used job satisfaction as a proxy for subjective career success. Shein (1978) argues that it is important to determine if people considered to have hierarchical and financial success are also satisfied with their career. It is important to note that success does not systematically mean satisfaction and vice-versa (Helsin, 2005).
In summary, objective career success seems to be measured through tangible elements and mainly external judgments (e.g. social position, income, occupational status etc), while subjective career success and satisfaction are evaluated through personal points of view, which may include pay and social position, but also address much broader and complex issues, such as well-being and emotions (Kidd, 2008), which are not always easy to define. I would therefore tend to disagree with the assumption that career satisfaction could be seen within the broader definition of career success, but on the contrary, would see the term "career satisfaction" as a more holistic concept, including all aspects. Khapova, Arthur and Wilderom (2007) highlight the need to explore the link between objective and subjective career outcomes. Research tends to indicate that it is important that individuals adopt both an objective and a subjective approach, to explore what they can do to maximize their chances of experiencing career satisfaction and success (Arthur 2005).
Acquiring some knowledge of traditional theories, tools and models. Historically, career theories are rooted in linear stage models and developmental theories derived from psychoanalysis (Freud (Solnit, 1992); Erikson, 1959). Super (1957) and Levinson (1978) typified this approach. As an example, the "life line" exercise is a fairly easy to follow process which can help individuals to make sense of their career history, as a basis for exploration. Driver (1982) outlined four possibilities of career development:
1. The steady-state career, where a person stays in the same job for most of his/her career;
2. The traditional linear career in which a person moves onward and upward within an organization,
3. The spiral career, consisting of several different careers, and
4. The transitory career, in which there is a great deal of job change and no identifiable career pattern (Guest & Sturges, 2007). Within the ontogenic/sociogenic debate, Driver's work on career concepts acknowledged the effects of both personal
development and the environment on career patterns. His first two career concepts are related to the ontogenic theories, while his third and fourth concepts reflect more recent changes in the landscape of work expectations that require people to continually build their skills and knowledge (Hall, 1996).
Various tools have been developed to help individuals make the right career choice, which is a key element of career success and satisfaction. Holland's Strong Interest Inventory (SII) offers tools to identify career preferences according to personal traits
and natural preferences. The MBTI indicator also links personality types to occupational choice. Schein (2006) proposes a self assessment questionnaire, allowing individuals to identify their career anchors for themselves. However, research implies that these tools are best used with the help of career counsellors (Sullivan, Crocitto, 2007).
Identifying predictors of career success: This links to various predictors of career success and well being. In a meta-analysis, Ng, Eby et al (2005) identified four categories of predictors of objective and subjective career success: human capital,
organizational sponsorship, sociodemographic status and stable individual differences. In this latest variable, Ng includes the big five personality factors (Norman, 1963; Christal, 1961). These traits include conscientiousness, emotional stability, extroversion, openness to experience and agreeableness. Judge & Kammeyer-Mueller, (2007) include proactive personality, agentic and communal orientation and core selfevaluations. Seibert et al (2001) identified which of the five personality factors related negatively or positively to career success. In short, the results show that extraversion and conscientiousness are positively related to career satisfaction, whilst neuroticism and surprisingly, agreeableness and openness, are negatively related to career satisfaction, particularly regarding salary levels.
Lounsbury et al (2004) investigated the impact of intelligence and personality in relation to career satisfaction, the results of which suggest that a significant relationship between intelligence and career satisfaction may be observed. Bozionelos (2004) talks about extrinsic (objective) and intrinsic (subjective) career success, the later being almost exclusively associated with personality traits. Within the increasingly popular Positive Organizational Behaviour research, the notion of Positive Psychological Capital has been used by Luthans et al (2007) to measure the relationship between Psycap, performance and satisfaction. PsyCap's four variables are Hope, Resilience, Optimism and Efficacy. Luthan developed a micro-intervention based on this concept, aiming at changing self -defeating behaviour via a one to three hours intervention. Even though this concept is very interesting, this kind of "quick-fix" approach seems a little dubious but could certainly be used as a "first step" sensitizing exercise. Emotional Intelligence (E.I.) has been embraced by the positive movement. EI's positiveness includes enhanced selfesteem, well-being, flow, optimism and community values (Fineman, 2006). In a recent study, Lent et al (2008) link work satisfaction with subjective well-being in the context of work. Here again, the central pathways of work satisfaction include personality and affective traits. Kidd's (2008) most recent research identified seven features of career well-being, as well as fifteen positive and twenty-four negative emotions. Kidd's (1998) work on the absence of emotion in career theory, allowed this very important aspect to
be addressed and included in career studies. Moreover, some negative aspects (negative emotions in her recent paper) are included. Vardi (2007) exposes that researchers still expound on the positive aspects of careers, at the expense of their potential downsides and threats. Without exploring the darker side of careers, a well-rounded, balanced and comprehensive understanding of careers cannot be successfully attained. Indeed, not addressing this would make it difficult for individuals to identify what negative aspects could be changed, in order to experience more professional success and satisfaction.
Seeing the limits of precise variables and how to extend them to a narrative approach: This non exhaustive list of research aims to define precise variables related to career success, satisfaction and well-being, in order to draw measurable conclusions. Although the results present valuable information, the amount of different matrices may be somewhat confusing and limiting. Arthur (2005) mentions that more research needs to be led, for rapprochement between career theory and career success research. Since 1997, researchers such as Cochran, have been highlighting the fact that scholars and practitioners have been attracted to theories offering a deeper view of career, but have been frustrated by difficulties in translating theories into viable practice.
Since then, attempts have been made to link traditional tools with narrative approaches. As an example, Sangganjanavanich & Milkavich (2008) hightlight the paucity of literature surrounding the process of interpretation, when working with widely used tools such as the Myers-Briggs Type Indicator and the Strong Interest Inventory, and suggest a narrative approach. McGregir, McAdams and Little (2006) examined the relations between life-stories, personality traits and personal goals, and their overall impact on happiness in life as a whole. Results indicated that people who reported the highest levels of happiness were those who maintained personal goals consistent with their personality traits and thematically linked with their life story. These findings demonstrate that when people pursue personal and career goals congruent with their traits, disposition and, by extension, their own self-construals via life stories, happiness results (Luthans, Avey & al (2006). This concept of happiness "at large" could logically include career success and satisfaction.
Understanding important concepts of autonomy, power, mobility, self-efficacy, selfesteem: A crucial aspect of career well-being identified by Kidd (2008) is having autonomy and power. The "Protean" career as exposed by Hall (2002) focuses on achieving subjective career success through self-directed vocational behaviour, while the "Boundaryless" mindset focuses on organizational mobility preference (Briscoe et al, 2006). Self-directed behaviour suggests more control over one's career, resulting in apt choices and a potential increase in career satisfaction. Mobility suggests frequent changes which may also result in satisfaction and success. Kidd's (2008) research shows that an important feature of career well-being is career mobility. To follow such paths, individuals must develop a portable career capital. They must also learn how to adapt to change, with confidence and self-efficacy (Bandura, 1997). In addition to abilities, interests and personality traits, self-concept and self-confidence represent another major source of relatively stable individual difference characteristics related to work competence and career success. People embrace their self-perceived competencies as integral components of their self-concept and as cornerstones of their self-esteem (Elliot & Dweck, 2005).
Envisaging counselling or coaching: Judge & Locke (1992) analyzed the effect of dysfunctional thought processes on subjective well-being and job satisfaction. Results strongly supported the predictions that dysfunctional thoughts affected subjective wellbeing and job satisfaction and highlight the beneficial effects of EAP (employee assistance programme) in order to achieve a dramatic and long lasting increase in
overall effect after several weeks of regular cognitive therapy sessions. Although the benefits of workplace counselling are well documented (Athanasiades et al 2008), this service seems mainly oriented towards the management of stress, mental health difficulties and sometimes serious psychological issues (Arthur, 2000). Career counselling, on the other hand, focuses on careers guidance without overstepping the boundaries by engaging in therapy. Arnaud (2003) presents an interesting alternative in is study entitled "A coach or a couch? A Lacanian perspective on executive coaching and consulting". Even though psychoanalysis applied to coaching is not new, Rotenberg (2000) explains how this approach is legitimate, since psychoanalytic psychotherapy has always been concerned with effective behavioural change and with the adaptational process. Psychoanalysts as coaches focus on the competency of individuals in complex organizational cultures, as well as the individual's own experience of effectiveness or lack of it. Further research would be worth conducting, on the effect of therapeutic counselling and psychotherapy on career satisfaction, success and well-being. For example, psychotherapy is an important way of working on low self-esteem issues, which could potentially undermine career success and satisfaction.
Learning, finding a mentor: Borrowing from training and development research, Cannell (CIPD, 2009) defines learning as a self-directed work-based process leading to increased adaptive capacity, in other words, an environment where individuals learn to learn. Career development is a planned process of different learning experiences that may last for some months or years. This definition highlights the importance of selfresponsibility in an on-going learning endeavor. Career transitions not only require the learning of new skills and competencies, but also the development of new or the altering of old relationships (Ibarra, 2007). In "A mentor is a key to career success", Doody (2003) emphasizes the importance, for individuals, of finding a mentor. Mentoring has been associated with subjective outcomes such as career satisfaction (e.g. Fagenson, 1989) and objective outcome such as career progress (e.g. Walsh and Borkowski, 1999), in terms of promotion for example. Chandler and Kran (2007) explain that postcorporate formats of new types of careers, marked by more transitions across, as well as within organizations (Arthur and Rousseau, 1996), has profound implications for individuals, who must build relationships to learn, develop and grow. Kram's suggestion that individuals typically have more than one mentor and that not all of th0e individual's mentors are to be found within the context of his or her job is interesting, as it considers all aspects of an individual's life, beyond the work environment, which is the tendency within a post-modern paradigm. According to Kram (1983, 1985), mentoring functions can include sponsorship, coaching and protection. Mentoring can also provide exposure, visibility and challenging assignments. Finally, it includes important psychological functions, which comprise role modeling, acceptance and confirmation, counselling and friendship. In this fluid environment, it seems important that individuals form multiple, short-term relationships that make up a "developmental network" (Higgins & Kram, 2001).
Creating a network, developing a sense of identity: Network directly shapes career outcomes by regulating access to jobs, providing mentoring and sponsorship, channeling the flow of information and referrals, augmenting power and reputation and increasing the chances of promotion (e.g. Burt 1992). The networks within which people operate have important consequences for the success and failure of their career, whether objectively or subjectively defined (Ibarra & Deshpande, 2007). Interestingly, the same authors argue that an identity perspective on the relationship between networks and careers is especially relevant in a world in which career changes are increasingly self-initiated rather than imposed by the organization. In a review paper, Ashforth (2008) explores how multiple identifications may conflict, converge and combine. Recent work suggests that different identities are advantageous at different stages in the career (Zuchermann et al, 2003). Ibarra & Deshpande (2007) argue that future network research should focus on subjective career processes and outcomes, including the development of social identity and satisfaction with one's subjective career.
Maintaining a satisfactory work-life balance: Studies have shown that achieving a balance between home life and work life is becoming a higher priority for many people (Greenhaus & Foley, 2007; Law, Meijers & Wijers, 2002). This conclusion is supported by Schein's research findings (1996) which show that growing numbers of people are endorsing a "lifestyle" career anchor, where the individual's career is seen as an integral part of his or her total lifestyle (Guest & Sturges, 2007). Studies indicate that customizing one's career can have a positive impact on individuals' subjective career success, particularly when the effects of customizing include increasing people's enjoyment of their work and reducing their job-related stress (Gold & Fraser, 2002; Hill et al., 2004; Kunda et al., 2002).
Finding meaning and a life purpose: Cochran (1990) emphasizes the importance of having a life purpose. The constructivist approach concentrates on subjective truths in meaning making and mattering (Savickas, 2007). Wrzesniewski et al (1997) found that having a calling was associated with the highest life and work satisfaction. Lent et al (2008) highlight the long noted conceptual connection between work and overall life satisfaction, observing the "part-whole" relationship between work and the rest of life (Judge & Locke, 1992). Career counsellors seem to agree on viewing career as a holistic concept in which work and personal life are inextricably intertwined, and that individuals are experts in their own lives, actively constructing their careers (McMahon and Patton, 2006).
Conclusion: The current crisis is seen by some (Whitmore, 2009) as the symptom of a long-term global social trend: the shift from hierarchy to self-responsibility, which is a highly significant stage in human evolution. Interpretation of recent research conclusions highlights several elements that need to be grasped by individuals, in order to maximize their chances of career success and career satisfaction over the life course. First of all, individuals need to understand that their career is evolving within a postmodern era characterized by subjectivity, discourse and fluidity. It is important for individuals to identify the new boundaryless, protean and kaleidoscopic career patterns in order to create a narrative and find their own unique or multiple identities accordingly. Although it could be argued that fate and destiny, according to fixed or external factors such as family background or economic downturn for example, could limit people's choices, remarkable transformations can still be achieved by acts of will (Nicholson, 2007). Characteristics starting with "self" (self-efficacy, self-confidence, self-responsibility, self-concept, self-motivation, self-knowledge, self-esteem, selfreinvention, self-awareness etc) are in recrudescence within research literature. This emphasizes the notion of individual responsibility, active choice and apt decision making. Indeed, power over people's career is no longer within the organization but within each person. Consolidating competencies, increasing knowledge and acquiring new skills, depending on how individuals' careers evolve and develop, is of primary importance. A "career for life" within the same organization becoming increasingly unlikely, versatility, adaptability and mobility become a necessity. To achieve this goal, it is crucial for individuals to develop a flexible portfolio of competencies and to create solid networks. Finally, research shows that individuals need to take a more holistic perspective and find congruence between career choices and life purpose, which they need to identify. A more diffuse boundary between work and life in general goes in line with a constructivist approach. In a challenging economic conjuncture, this complex and unpredictable work environment, full of potential for success and satisfaction, could however result in confusion and be a source of anxiety, insecurity or even failure. The intrinsic message behind research confirms the necessity, for individuals, to be able to reach out and find the right guidance, whether it be a career counsellor, a mentor, a coach or even a psychotherapist.
Arnaud, G. (2003). A coach or a couch? A Lacanian perspective on executive coaching and consulting. Human Relations. 56; 1131.
Arthur, M.B., Hall, D.T. & Lawrence, B.S. (1989). Generating new directions in career
theory: the case for a transdisciplinary approach.
In M.B. Arthur, D..Hall & B.S. Lawrence (Eds.), Handbook of career theory. Cambridge: Cambridge University Press.
Arthur, M.B., & Rousseau, D.M. (eds) (1996). The boundaryless career: A new employment principle for a new organizational era. New York: Oxford University Press. In Chandler, D.E. et Kram, K.E. Mentoring and developmental networks in the new career contexts, in Handbook of Career Studies. Sage Publications Ltd
Arthur, A. (2000). Employee assistance programmes: the emperor's new clothes of stress management?. British journal of guidance & counselling, 28, 4.
Arthur, M.B., Khapova, S.N., Wilderom, C.P.M. (2005), Career success in a boundaryless career world. Journal of organizational behavior. 26. 177-202.
Ashforth, B. (2008) Identification in organizations: An examination of four
fundamental questions. Journal of Management, Vol. 34, No. 3, 325-374.
Athanasiades, C., Winthrop, A. Grough, B. (2008). Factors affecting self-referral to
counselling services in the workplace: a qualitative study. British journal of guideance & counselling. 36. 3. 257-276.
Bandura, A. (1999), Self-Efficacy in Changing Societies. Cambridge University Press, New- York, NY.
Biscoe, J.P., Hall, D.T., Frautschy DeMuth, R.L. (2005) Protean and boundaryless careers: An empirical exploration, Journal of Vocational Behavior 69. 30-47
Bourdreau J.W.,& Boswell, W.R. (2001). Effects of Personality on Executive Career
Success in the United States and Europe. Journal of Vocational Behavior 58, 53-81.
Bozionelos, N (2004), The relationship between disposition and career success: A British study. Journal of Occupational and Organizational Psychology (2004), 77, 403-420.
Burt, R.S. (1992). Structural holes. Cambridge, MA: Harvard university press. In Ibarra, H. & Deshpande, P. (2007). Networks and Identities. In Handbook of Career Studies. Sage Publications Ltd
Cannell, M (2008) www.cipd.co.uk Chandler, D.E. & Kram, K.E. (2007). Mentoring and developmental networks in the new career contexts. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Cochran, L. (1997). Career counseling: A narrative Approach. Sage Publication, Inc.
Doddy, M.F. (2003) A mentor is a key to career success - career development - practical suggestions for healthcare professionals wanting to develop fruitful mentoring relationship. Healthcare Financial Management.
Driver, M.J. (1982). Career concepts: A new approach to career research. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Elliot, A.J., & Dweck, D.S. (2005). Competence as the Core of Achievement Motivation. Handbook of Competence and Motivation. NY: Guilford Press
Erikson, E. (1959). Identity and the life cycle. Psychological issues, 1, 18-164.
Fagensonm E.A. (1989). The mentor advantage: Perceived career/job experiences of proteges versus non-proteges needs. Journal of vocational Behavior, 45, 55-78. In Chandler, D.E. et Kram, K.E. Mentoring and developmental networks in the new career contexts, in Handbook of Career Studies. Sage Publications Ltd
Fineman, S. (2006). On being positive: concerns and counterpoints. Academy of management review, 31: 270-291.
Giddens, A (1984). The constitution of society. Cambridge: Polity Press. In Kidd, J.M.
Understanding Career Counselling. (2006), Sage Publications Ltd.
Gold, M.,& Fraser, J. (2002). managing selfmanagement: Successful transitions to portfolio careers. Work, employment & Society, 16(4), 579-598. In Valcour, M., Bailyn, L., Quijada, M.A. (2007). Customized careers. In Handbook
of Career Studies. Sage Publications Ltd
Greenhaus, J.H., Foley, S. (2007). The intersection of work and family lives. In
Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Guest, D. and Sturges, J. 2007. Living to work – working to live: competing conceptualisations of careers in contemporary work, in Gunz, H. and Peiperl, M. (eds.) Handbook of Career Studies
Hall, D.T. (1996a). Protean careers of the 21st century, Academy of Management Executive, 10(4), 8-16. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Hall, D.T. (2002). Careers in and out of organizations. Thousand Oaks, CA. Sage.
Helsin, P.A., (2005), Conceptualizing and evaluating career success. Journal of
Organizational Behavior. 26. 113-136 (2005).
Higgins, M.C. & Kram, K.E. (2001). Reconceptualizing mentoring at work: A
developmental network perspective. Academy of Management review 26(2), 264-288. In Chandler, D.E. et Kram, K.E. Mentoring and developmental networks in the new career contexts, in Handbook of Career Studies. Sage Publications Ltd
Hill, E.J., Martinson, V.K., Ferris, M. & Baker, R.Z (2004). Beyond the mommy track: The influence of new-concept part-time work for pofessional women on work and family. Journal of family and economic issues, 25(1), 121-136.
In Valcour, M., Bailyn, L., Quijada, M.A. (2007). Customized careers. In Handbook of
Career Studies. Sage Publications Ltd
Ibarra, H., Deshpande, P.H. (2007). Networks and identities: reciprocal influences on career processes and outcomes. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Judge, T.A., Locke, E.A. (1992) The effect of dysfunctional thought processes on subjective wekk-being and job satisfaction. Center for advanced human resource studies. New York state school of industrial and labor relations. Cornell University.
Judge, T.A., Cable, D.M., Bourdreau, J.W.,& Brtz, R.D. (1995). An empirical investigation of the predictors of executive career success. Personnel Psychology, 48, 485-519.
Judge, T.A., & Kammeyer-Mueller, J.D., (2007). Personality and career success. In
Khapova, S.N., Arthur, M.B. & Wilderom, C.P.M. (2007). The subjective career in the
knowledge economy. In H. Gunz & M. Peiperl (Eds.), Handbook of Career Studies (pp. 114- 130). Thousand Oaks, CA: Sage Publications. Kidd, J.M. (1998). Emotion: an absent presence in career theory. Journal of vocational behavior, 52, 275-288.
Kidd, J.M. (2006). Understanding Career Counselling : Theory, research and practice.
Sage Publications Ltd.
Kidd, J.M. (2008). Exploring the Componments of career Well-Being and the Emotins
Associated with Significant Career Experiences. Journal of Career Development (writer's copy)
Kram, K.E. (1983). Phases of the mentoring relationship. Academy of management journal. 26(4), 608-625. In Chandler, D.E. et Kram, K.E. Mentoring and developmental networks in the new career contexts, in Handbook of Career Studies. Sage Publications Ltd
Kunda, G., Barley, S.E.& Evans, J. (2002). Why do contractors contract? The experience of highly skilled technical professionals in a contingent labor market. Industrial and labor relations review, 55(2), 234-261. In Valcour, M., Bailyn, L., Quijada, M.A. (2007). Customized careers. In Handbook of Career
Studies. Sage Publications Ltd
Law, B., Meijers, F., & Wijers, G. (2002). New perspectives on career and identity in the contemporary world. British Journal of Guidance and Counselling, 30 (4), 431–449.
Lent, R.W., Brown, S.D. (2008) Social cognitive career theory and subjective wellbeing in the context of work. Journal of career assessment. 16; 6
Levinson, D.J., Darrow, D.C., Klein, E.B., Levinson, M.H. & McKee, B. (1978). The
seasons of a man's life. New York: Knopf.
Lounsbury, J.W., Loveland, J.M., Sundstrom. E.S., Gibson, L.W., Drost, A.W., Hamrick, F.L.(2003) An investigation of personality traits in relation to career satisfaction. Journal of career assessment. 11; 287
Lounsbury, J.W., Park, S-H., Sundstrom, E., Williamson, M., Pemberton, A.E. (2004)
Personality, career satisfaction and life satisfaction: Test of a directional model. Journal of career assessment, 12; 395
Lounsbury, J.W., Gibson, L.W., Steel, R.P., Sundstrom, E.D., Loveland, J.L. (2004) An
investigation of intelligence and personality in relation to career satisfaction. Personality and individual differences 37 (2004) 181-189.
Luthans, F., Avey, J.B., Avolio, B.J., Norman, S.M., Combs, G.M. (2006) Psychological
capital development: toward a microintervention. Journal of organizational
behaviour. 27, 387-393.
Luthans, F., Youssef, C.M. (2007) Emerging positive organizational behavior. Journal of Management. 33; 321
Luthans, F., Avolio, B.J., Avey, J.B., Norman, S.M., (2007) Positive psychological capital: measurement and relationship with performance and satisfaction. Personnel psychology, 60, 541-572
McGregor, I., McAdams, D. P., & Little, B. R. (2006). Personal projects, life stories, and happiness: On being true to traits. Journal of Research in Personality, 40, 551-572.
McMahon, M. (2005). Career counselling: applying the systems theory framework of
career development. Journal of Employment Counseling.
McMahon, M. & Patton, W (2006). The systems theory framework. A conceptual and practical map for career counselling. In M.McMahon & W.Patton (Eds), Career counselling: Constructivist approaches. London: Routledge.
Mayrhofer, W. (2007, p.217). In Gunz, H. & Peiperl, M. Handbook of career studies. Sage Publications Ltd
Murrel, A.J., Frieze, I.H.,& Olson, J.E. (1996). Mobility strategies and career outcomes: a longitudinal study of MBAs. Journal of Vocational Behavior, 49, 324-335. In Helsin, P.A., (2005), Conceptualizing and evaluating career success. Journal of Organizational Behavior. 26. 113-136 (2005).
Ng, T.W.H, Eby, L.T., Sorensen, K.L., Feldman, D.C (2005). Predictors of Objective
and Subjective Career Success: A Meta- Analysis. Personnel Psychology. 2005, 58, 367-408.
Nicholson, N. (2000). Motivation-selectionconnection: an evolutionry model of career
development. In Helsin, P.A., (2005), Conceptualizing and evaluating career success.
Journal of organizational Behavior. 26. 113-136 (2005).
Norman, W. T. (1963). Personality measurement, faking, and detection: And
assessment method for use in personnel selection. J. appl. Psychol., 1963, 47
Rotenberg. C.T. (2000). Psychodynamic psychotherapy and executive coaching -
Overlapping paradigms. The journal of the american academy of psychoanalysis and
dymanic psychiatry. 28:653-663
Sangganjanavanich, V.F., Milkavich, A.K., (2008) A narrative approach to career
counseling: Applications to the interpretation of the MBTI and SII. University of Northern Colorado.
Savickas, M.L. (1993). Career counseling in the postmodern era. Journal of cognitive
psychotherapy. 7. 3. pp. 205-215 (11)
Savickas, M.L. (2007). Occupational Choice. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Seibert, S.E., Kraimer, M.L., Liden, R.C.(2001), A Social Capital Theory of Career Success. The Academy of Management Journal, Vol.44, No.2 (Apr. 2001), pp. 219-237.
Seibert, S.E.,& Kraimer, M.L. (2001) The fivefactor model of personality and career success. Journal of vocational behavior 58, 1-21
Shein, E.H. (1978). Career dynamics: Matching individual and organizational needs. Reading, MA: Addison-Wesley. In Helsin, P.A., (2005), Conceptualizing and evaluating career success. Journal of Organizational Behavior. 26. 113-136 (2005).
Schein, E.H. (1996). Career anchors revisited: Implications for career development in the 21st century. Academy of management executive, 10(4), 80-88.
Shein, E.H. Career Anchors, Self-Assessment. (2006) John Wiley & Son, Inc. Pfeiffer
Solnit, A.J. (1992). Fate, choice and retribution in Freud's psychoanalysis. In Garcia, E.E., Understanding Freud: The man and his ideas (pp.101-102). New York: New York University Press. In Sullivan, S. and Crocitto, M., Handbook of career studies. Sage Publications Ltd
Sullivan, S. and Crocitto, M. (2007). The developmental theories: a critical examination of their continuing impact on careers research. In Gunz, H. and Peiperl, M. (eds.) Handbook of Career Studies. Sage Publications Ltd
Super, D.E. (1957). The psychology of careers. New Yourl: harper & Row.
Tsui, A.S., & Gutek, B.A. (1984). A role set analysis of gender differences in performance, affective relationships and career success of industrial middle managers. Academy of Management Journal, 27, 619-635. In Helsin, P.A., (2005), Conceptualizing and evaluating career success. Journal of Organizational Behavior. 26. 113-136 (2005).
Tupes, E.C. & Christal, R.E. (1961). Recurrent Personality Factors Based on Trait Ratings (ASD-TR-61-97). Lackland Air Force Base, TX: Aeronautical Systems Division, Personnel Laboratory.
Tye, J. (2008) www.joetye.com Vardi, Y., Kim, S.H., (2007) Considering the
darker side of careers. In Sullivan, S. and Crocitto, M. Handbook of Career Studies. Sage Publications Ltd
Walsh, A.M. & Borkowski, S.C. (1999). Crossgender mentoring and career development in the health care industry. Health care management review. 24(3), 7-17. In Chandler, D.E. et Kram, K.E. Mentoring and developmental networks in
the new career contexts, in Handbook of Career Studies. Sage Publications Ltd
Whitmore J. (2009). CIPD. www.cipd.co.uk Wrwesniezski, A., McCauley, C.R., Rozin, P., & Schwartw, B (1997). Jobs, careers and callings: People's relatins to their work. Journal of research in personality. 31, 21-33
Zuckerman, E.W., Kim, T.Y., Ukanwa, K. & Von Rittmann, J. (2003). Robust identities or nonentities? Typecasting in the feature-film labor market. American journal of sociology. 108(5), 1018-1074. In Ibarra, H. & Deshpande, P. (2007). Networks and Identities. In Handbook of Career Studies. Sage Publications Ltd
Published in "Counselling at Work".
Career counsellingWork-related stress
Counselling Directory is not responsible for the articles published by members. The views expressed are those of the member who wrote the article.
About Vicky Sinclair
Experienced Counsellor & Psychotherapist. Coach. Integrative/Psychodynamic approach. South West London (Fulham-Chelsea). Central London (Wimpole Street). English & French. I am a Bupa mental health care provider. I am also recognised by most health insurance companies. I see clients privately in Fulham (near Bishop's Park), as well as in " The House Partnership " clinic in Central London (… Read more
Located in London.
Can also offer telephone / online appointments.
To book an appointment, please get in contact:
View profileEmail meCall me07841676785
Why Counselling/Therapy? How can the role of resistance be best understood in organisational change programmes?
Find a counsellor or therapist near you
Real stories View all
Work-related stress Loneliness
Tara Povey: "On paper, my life was perfect. But I felt hopeless and alone."
I never know how to start my story. 'Once upon a time' doesn't quite cut it....
Anxiety Depression Work-related stress
Depression at work: "I became terrified of myself"
I started working in a school kitchen when I was nineteen. At the time I had few symptoms...
Anxiety Relationship problems Work-related stress
Laura: My therapist has given me that safe place
I have been going to counselling for a year and a half now. The counselling directory...
Related articles View all
Work-related stress Anxiety Relationship problems Stress
Struggling to be a great father and have a great career? You're not alone
By Naomi Segal (MBACP) - SPECIALIST COUPLE COUNSELLOR
I once worked with a boss who would regularly bring his young daughter to work with him....
Work-related stress Stress
Busy to balanced
By J. Jessy Paston
So many of us in today's society live a very busy life. Busy seems to be the new...
New job - challenges and worries
By Sofia Kolesnikova Counselling, MBACP
We all at some point in our lives have to change a job or enter a training course. The...

redpajama_set_name: RedPajamaCommonCrawl


A dramatic story set in Sarajevo. Rosso is the detective inspector trying to find a murderer in a city at war, and Luka is the local crime boss exploiting the misery of the city's inhabitants. Tanja is a young woman who is loved by both men and facing an agonizing conflict of loyalties.


Get involved by taking part in Student Activities and Organizations! With over 70 student organizations of all types to choose from, there's something for everybody.
With over 70 academic and recreational clubs and organizations, there's something for everyone on campus.
Find the leader within. Discover how to build personal confidence and make a positive impact on the world through a wide variety of programs designed to bring out the leader in everyone.


text:
Policies and Publications
Spring 2012 Faculty & Staff Survey
VCU Technology Services conducted the 6th annual satisfaction survey of VCU faculty and staff, spring 2012, using the TechQual+ survey instrument. TechQual+ is a 6 year old survey based on the same methodology used successfully for many years by the Association of Research Libraries' LibQUAL+ survey. This year, the TechQual+ project modified and shortened the survey which was an improvement, but also made comparing our results to previous years more difficult. As always, we evaluate the survey and comments to provide us with insights into where we need to concentrate on improving services and put serious efforts into making improvements. As one individual pointed out in a comment,
"Since I started participating in these surveys, I have seen a marked improvement and would like to see VCU in a position of 'highly desirable' on students and faculty lists of the best university in the technology services arena."
We may not be among the best yet, but we are proud that our efforts are moving our services in the right direction.
VCU Technology Services greatly appreciates the time and effort that many of you put in to complete the Spring 2012 Faculty & Staff Satisfaction Survey.
This year the survey instrument was somewhat modified and shortened from 18 to 12 questions from the instrument used to survey VCU faculty and staff the previous 3 years, making comparisons more difficult. However, it is clear that expectations continue to rise. Of the 9 questions that can be directly compared to last year's survey responses, the "Minimum Service Level Expectation" rose for 8 of those questions. The "Perceived Service Performance" rose this year over last year for all 9 of those questions. While the perceived performance rose for all but 1 of these 9 questions, the minimum expectation rose higher than the perceived rose on 4 of the 9 questions.
For the second year, we asked two open-ended questions about what VCU Technology Services is doing well and what VCU Technology Services most needs to improve upon. We are again pleased that customer service in every area was frequently mentioned as something that we do well. As always, there is room for improvement as some individuals identified customer service and an area that we need to improve upon.
Based on the survey findings and on analysis of the open-ended questions and suggestions, we identified the following as the areas faculty and staff would most like to see improvement:
Wireless coverage
Network reliability and speed
Email and collaboration
Banner usability
1. Wireless - The demand for and use of wireless continues to outpace our efforts to improve wireless services. While there were fewer complaints about wireless performance than in previous years, the desire by many for ubiquitous wireless coverage is clear.
At the time of this survey, there were 1461 wireless access points, of which 1140 are the 'N' standard (up from last year's 1050 (894 the previous year) wireless access points, 170 (10 the previous year) of which are the 'N' standard) across both campuses. Central funding has not been provided for wireless. Funding to implement wireless access points comes from individual schools, departments and student technology fees.
Modest expansion implementing the wireless "N" standard in targeted areas will be done as funding permits.
There are now 1,973 wireless access points installed between both campuses. Of these 1,718 are the 'N' standard.
There are now 2,218 wireless access points installed between both campuses. Of these 2,020 are the 'N' standard. The access points now being installed also provide support for the new 'AC' standard.
Develop plan and present cost estimate to the IT Governance Committee for fully covering both campuses with wireless.
Plan under development, but not yet presented to IT Governance Committee.
Plan developed, but not preseented to IT Governance Committee. Additional funding provided to further increase coverage in student areas summer, 2014. Funding model for non-student areas is under consideration.
2. Network reliability and speed - The need for a reliable, high performing network continues to have among the highest expectations of all the survey questions. The perception of network reliability and speed increased this year over last year, but remained below expectations. The improvement in perception is almost definitely because of the in-progress Gig-to-building project and the implementation of redundant Internet paths.
Complete implementation of improvements to network devices to increase the network capacity 10 fold from (in some buildings) 100 Mb/sec (megabit per second) to 1 Gb/sec (gigabit per second) from the backbone to all buildings on campus.
Increase total Internet bandwidth.
Total Internet bandwidth for the University increased from 2 Gb/sec to 3.5 Gb/sec.
Total Internet bandwidth for the University will be increased to 7 Gb/sec summer, 2014.
Present plan and seek funding through the IT Governance Committee for the next phase of a network modernization plan.
Presented and received approval to add second network path to the University Computing Center from Sanger Hall to eliminate a single point of failure in the network. Work is underway with expected completion Summer 2013. This project is the small first step of the next phase of network modernization. Funding beyond this step is not yet approved.
Second fiber path from the University Computing Center to the MCV Campus completed. Due to the flood in Sanger Hall B3, the path was terminated in a different building and network equipment relocated to a different building.
3. Email and collaboration - Email and collaboration were identified as technologies that need improvement.
Migrate all faculty and staff to appsforVCU, VCU's Google Apps for Education implementation.
72% of total faculty and staff are migrated. Excluding School of Medicine and Massey Cancer Center, 95% of all faculty and staff are now on appsforVCU.
Excluding School of Medicine and Massey Cancer Center, 100% of all faculty and staff are migrated. Currently working with the Information Security Officer to complete HIPAA Security Rule Controls Matrix for the School of Medicine/Massey Cancer Center. Extensive training underway focusing on Google Drive and Google Docs for faculty and staff.
4. Banner usability - The ease of use of Banner was frequently identified as one of the technologies that most needs improvement.
Work with functional groups to identify specific areas for improvement.
Worked with, and continue to work with, Enrollment Management, Finance and Human Resources to identify areas for improvement.
Work with functional groups to implement improvements to Banner and/or to functional processes for specific areas identified.
Designed and installed the technical environment for DegreeWorks.
Developed a process for faculty to upload grades from an file into Banner, replacing individual data entry.
Enhanced web admission user PIN requirements and related email notifications.
Developed a custom student self-service page to display bank account information to be used for direct deposit refunds to reduce telephone calls to Treasury Services.
Developed a process for receiving vendor invoices electronically and posting into Banner.
Developed a modified Banner process to close purchase orders for grants during the fiscal year in order to streamline both grant accounting and year-end processing.
Achieved the first milestone of the Human Resources On-Boarding project, successfully migrating a new position and funding information from the eJobs system into Banner HR.
Enhanced the employee/job separation process to include adjunct faculty.
Launched the DegreeWorks system for faculty advising and tracking student progress and expanded its scope to include newly accepted students and include data for multiple academic levels.
Developed a two-way data integration with the Chrome River system for travel expenses, speeding up the traditional process significantly.
Implemented payroll encumbrance processing to improve financial management.
Implemented method to automatically update contract start and end dates for part-time faculty.
Enhanced emergency contact data and implemented method to apply registration holds as needed and to display that data in the myVCU portal.
Implemented the Schedule Planner system linked to eServices to assist student course scheduling.
Developed extensive data feeds to the Education Advisory Board for analysis of student performance and prediction of academic success for use in advising.
Deployed new Banner application and database servers to improve system performance during high activity periods such as advance registration.
5. Classroom technology - Inconsistency in the technology available in classrooms and available training materials were identified as problem areas in classroom technology.
Work with school IT support staff to clearly identify centrally scheduled rooms and school supported rooms, then identify ways to improve consistency of technology in classrooms.
Centrally scheduled rooms that are centrally supported are now clearly identified. Efforts are still underway to improve consistency of technology in classrooms.
Obtained funding to update 16 non-centrally scheduled classrooms with work to be completed by start of Fall 2014.
Planned pilot for Fall 2014 with Humanities and Sciences IT staff to centrally support AV equipment in school supported classrooms.
Develop on-line classroom technology training materials.
On-line video training materials of current mini-podiums are now available, http://ts.vcu.edu/askit/1293.html . Additional on-line video training expected Summer 2013.
Again, thanks to the many of you who took your time to provide your feedback about how we are doing and make suggestions on how we can improve. This document will again be updated over the next year with our progress as we work to address the issues that were pointed out. It is always helpful to us for you to report problems that you have to the VCU helpIT Center (828-2227, helpIT@vcu.edu) with as many specific details as possible.
Your comments on these plans are welcome. You will be asked to authenticate to ensure that comments are from VCU, but your comment will be stored anonymously. Please include your name and contact information if you would like a response.
Complete Survey Results
Spring 2012 Faculty & Staff Technology Satisfaction Survey (Comments Removed)
Comparison of faculty/staff and student responses for computing and mobile device use from the Spring 2012 surveys.
This article was updated: 06/20/2014


text:
Sask. non-profit for adults with disabilities loses more than $400K to cyber attack
The Saskatchewan RCMP says more than $400,000 has been stolen from Pipestone Kin-Ability Centre in Moosomin, Sask., via a cyber attack.
RCMP says some money has been recovered
CBC News · Posted: Nov 05, 2019 5:34 PM CT | Last Updated: November 5, 2019
Pipestone Kin-Ability Centre in Moosomin, Sask. is a non-profit organization that provides support services to adults with cognitive disabilities. It lost hundreds of thousands of dollars in a cyber attack in October. (Pipestone Kin-Ability Centre Inc./Facebook)
Pipestone Kin-Ability Centre supports adults with cognitive disabilities. It runs an activity centre, two group homes and a supported living program.
In a news release on its website, the organization said its payroll system was targeted and more than $400,000 was stolen.
The attackers gained unauthorized access to get the money, which was to be used for general operations and wages for employees.The theft was discovered on Oct. 1, 2019.
Saskatoon claws back another $300K stolen by phishing scam
The non-profit said it notified RCMP right away and took steps to make sure no other withdrawals could be made.
It has notified employees, whose wages have not been interrupted, and is reviewing security features for the payroll system to prevent similar attacks in the future.
The RCMP says an investigation is ongoing. A spokesperson for the Saskatchewan RCMP said some of the money has been returned, but did not say how much.
"We are hopeful that the RCMP's investigation will lead to arrests and the recovery of these funds," the Kin-Ability Centre release stated. "As a non-profit organization providing support services to adults with cognitive disabilities, these funds enable us to provide employees with support services, programs and opportunities to live their best lives."
Kin-Ability Centre would not make any further comment on the attack.
Moosomin is 214 km southeast of Regina.


text:
Publisher's Corner
Home » Topics » Company » Mashable
Better Ways To Define [Your] Email Marketing Success
I have been in the email and digital marketing space for a long time. The start of my career was seeded in the data-intense direct mail space before making the leap over the digital divide. The good and bad of the email channel is that engagement is very trackable. We can see who has opened a message, when they opened it, when they clicked, where they navigated next, all the way through to purchase or abandon. As data-driven marketers, we get drunk on this type of data - but are we losing sight of the actual purpose of what we do?...
The Smart Way To Shrink Your Retail Footprint
Retail space isn't what it used to be. More people are browsing and buying online. Stores can get products faster from manufacturers, so they don't need as much space to warehouse inventory. Small businesses are thus moving to smaller storefronts to lower costs. If you're going to shrink your footprint, make sure you have a plan...
5 Essential Topics Every Email Marketer Should Understand
Some years ago, OK many years ago, I joined a custom publishing agency. My first week was one of deep orientation. During that week I was taken through the details of the publishing process. I was taught about the print process:...
Microsoft: Yes, We're Bringing Back The Start Menu
In a surprise announcement, Microsoft said it would bring back the Start Menu to the Windows desktop. It's not a part of the coming Windows 8.1 Update, but will come in a future upgrade. Microsoft's Terry Myerson showed off the new version of the Start Menu to an audience of developers at Build 2014 as he explained that users would be able to find apps via the menu. Users would also be able to run Modern (aka "Metro") apps within windows on the desktop. In a demo,...
Honda's ASIMO Robot Is Now Surprisingly Human
Honda's remarkable humanoid robot, ASIMO, has come a long way since I first saw it stiffly walk across a stage more than a decade ago. The latest edition can run briskly, climb stairs with ease, dance like Travolta, kick a ball and jump up in down in what can only be described as a robot tantrum. The 4 feet tall, 115-pound robot now features five dextrous fingers on each hand with force feedback sensors. As we saw in its first North America demonstration at the International Auto Show in New York on Wednesday,...
6 CEO Productivity Tips To Steal For Yourself
Everyone knows that leading a company is one of the toughest gigs around. Whether running a small business or a multi-national corporation, CEOs have to manage time, resources, and multiple demands while finding the time and head space to make decisions and plot strategies that will determine the course of their business. Which means...
Why Website Design Needs To Go Beyond Color
In general - but particularly in the design world - color is a powerful tool. It conveys moods and emotions, adds presence to designs, and builds brand identities. All too often, however,...
Branded Viral Videos: [Your] Secret Marketing Weapon
It's clear that viral videos aren't just low-quality, fan-made shots or off-the-cuff scenes from everyday life. Brands are now fully immersed in the viral video world. Ads continue to move from print and broadcast to digital and mobile, and we are seeing them everywhere. Brands are now looking to connect with their audiences in a way that not only provides enjoyment to the viewer, but...
7 UX Topics Managers Need To Understand
As someone who has been in the user experience domain for a loooooong time, I have had lots of conversations with many different executives. Most of the time, these execs knew how to spell "UX," but they didn't know much else about it. There are many misconceptions that need correcting and while it's sometimes frustrating, I also enjoy the opportunity to educate these key decision makers on the discipline and how it works. Here are seven conversation topics that have come up in discussing UX with managers...
Report: iWatch To Get LG-Made Flexible Display
The much-anticipated Apple iWatch may come with a flexible display manufactured by LG, a new report suggests. According to Korean website Naver (and a translation via G for Games, LG will be the exclusive supplier for the iWatch's flexible display. This coincides with other reports that surfaced in January,...
Managing Conflict in the Workplace
How to Project Confidence with Demanding People
Crash Course for New Managers
ExecWatch
Holiday Gift: Entrepreneur Magazine
More ExecWatch
Tackling mental health issues at work in 2020
More HealthWatch
The 2020 Tech Trend That's Quietly Growing
Developers/Programmers
More TechWatch
HRWatch
Work From Home 2020: The Top 100 Companies For Remote Jobs
Compensation, Benefits
More HRWatch
FinanceWatch
Out-of-policy spending spiking this month
More FinanceWatch
MgmtWatch
How Saudi Arabia allegedly hacked Jeff Bezos
More MgmtWatch
Sales&MktgWatch
More Than 200 Years Ago Ben Franklin Wrote About This Simple Trick That Can Make Anyone Super Likable
More Sales&MktgWatch
MFGWatch
These Products Will Help You Get Through Holiday Stress
More MFGWatch


Malaysian state-owned oil firm Petroliam Nasional Bhd said on Tuesday it would adjust crude oil production in line with an agreement between OPEC and non-OPEC producers to reduce global supply.
"Petronas will make the necessary adjustment to the country's crude oil production level in line with the agreement reached between OPEC and non-OPEC producers…towards a more stable oil market," it said in an emailed statement.
The Organization of the Petroleum Exporting Countries (OPEC) and non-OPEC producers reached a deal on Saturday to jointly reduce crude oil output to ease a global supply glut which has seen oil prices halving in the last two years.
This entry was posted on Friday, January 13th, 2017 at 6:03 am and is filed under Malaysia, oil and gas.	You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.


text:
var currentPickerId = 0;

function createFilePicker(url, selectedId, pickerService, params, nodeIdField, nodeNameField, expanded) {
   var pickerId = createFilePickerLink(url, selectedId, pickerService, params, nodeIdField, nodeNameField, expanded);
   createFilePickerFrame(pickerId, url, selectedId, pickerService, params, nodeIdField, nodeNameField, expanded);
}

function createFilePickerLink(url, selectedId, pickerService, params, nodeIdField, nodeNameField, expanded) {
   pickerId = "picker" + currentPickerId;
   currentPickerId++;

   var pickerUrl = url+"&action=show&selected="+selectedId+"&" +
      "filterName="+pickerService+"&nodeIdField="+nodeIdField +
      "&nodeNameField="+nodeNameField+"&pickerId="+pickerId+"&panelId="+pickerId+"Frame&"+params;

   document.write("");

   document.write("");

   document.write("");
   document.write("pick");

   return pickerId;
}

function createFilePickerFrame(pickerId, url, selectedId, pickerService, params, nodeIdField, nodeNameField, expanded) {
   // write the link, div, iframe and javascript stuff

   var pickerUrl = url+"&action=show&selected="+selectedId+"&" +
      "filterName="+pickerService+"&nodeIdField="+nodeIdField +
      "&nodeNameField="+nodeNameField+"&pickerId="+pickerId+"&panelId="+pickerId+"Frame&"+params;

   document.write("
");
   document.write(" ");
   document.write("");
	}
   else {
	   document.write(" src='"+url+"&action=none'>");
	}

	document.write("");
   document.write("
");

}

function showFilePicker(pickerId) {
   // set div visible
   return true;
}

function setFileFieldsAndClose(pickerId, selectedFileId, selectedFileName, nodeIdField, nodeNameField) {
   // set field values
   var idField = parent.ospGetElementById(nodeIdField);
   var nameField = parent.ospGetElementById(nodeNameField);

   if (idField) {
      idField.value = selectedFileId;
   }

   if (nameField) {
      nameField.value = selectedFileName;
   }
}

function closeFileDiv(pickerId) {
   // close div

   var obj = parent.ospGetElementById(pickerId + "Frame");
   if (obj) {
      obj.style.height = "0px";
   }
   parent.resetHeight();
}

function XP_IE_Browser(){
   var agt=navigator.userAgent.toLowerCase();
   if (agt.indexOf("xp") != -1 && agt.indexOf("msie") != -1) return true;
   if (agt.indexOf("nt 5.1") != -1 && agt.indexOf("msie") != -1) return true;
   return false;
}

function getSelectedValue(field){
 var selected = ospGetElementById(field);
 return selected.options[selected.selectedIndex].value;
}

function ospGetElementById(id){
	if (document.getElementById) {
		return (document.getElementById(id));
	} else if (document.all) {
		return (document.all[id]);
	} else {
		if ((navigator.appname.indexOf("Netscape") != -1) && parseInt(navigator.appversion == 4)) {
			return (document.layers[id]);
		}
	}
}

/**
 * This function sets the given select form element (drop-down list) to a new selection
 * selectObj - the select form element object
 * newSelection - the value to select in the select form element (drop-down list)
 */
function ospUpdateSelect(selectObj, newSelection)
{
	for (i=0; i<selectObj.length; i++)
	{
  		if (selectObj.options[i].value == newSelection)
  		{
  			selectObj.selectedIndex = i;
  			return;
  		}
  	}
}

function osp_dateselectionwidgetpopup(yearselect_id, monthselect_id, dayselect_id)
{
	var calendarcounter = document.calendarcounter++;

	var inputfield_id = "chef_calendarhiddenfield"+calendarcounter;

	// The image button that the user clicks on to pop up the calendar
	document.write('');

	// A hidden input field where the selected date value will be stored.
	document.write('<input type="hidden" name="'+inputfield_id+'" id="'+inputfield_id+'" />');

	// stuff away variables specific to this particular calendar instance so that updateXXX() can get them
	document.calendars[calendarcounter] = new Array(yearselect_id, monthselect_id, dayselect_id, inputfield_id);
}

/**
 * sets drop down in date picker to first value, this allows date to not be required on pages
 * once a user selects
 */
function osp_dateselection_init(year, month, day){
   if (getSelectedValue(year) == "" || getSelectedValue(month) == "" || getSelectedValue(day) == ""){
      ospUpdateSelect(ospGetElementById(year), ospGetElementById(year).options[1].value);
      ospUpdateSelect(ospGetElementById(day), ospGetElementById(day).options[1].value);
      ospUpdateSelect(ospGetElementById(month), ospGetElementById(month).options[1].value);
   }
}

function limitChar(field, maxlimit){
    var msg1 = "You have reached the maximum character limit of "
    var msg2 = " characters.\n\nExtra characters will be removed."
    var strValue = field.value
    var strLen = strValue.length
    if (strLen > maxlimit){
        field.blur();
        field.focus();
        field.select();
        alert(msg1 + maxlimit + msg2);
    var strNew = strValue.substring(0, maxlimit)
        field.value = strNew;
        return false;
    } else {
       return true;
    }

}

//Script created by Jim Young (www.requestcode.com)
//Submitted to JavaScript Kit (http://javascriptkit.com)
//Visit http://javascriptkit.com for this script

//Set the tool tip message you want for each link here.
function showtip(current,e,tip) {
   if (document.layers) // Netscape 4.0+
      {
       theString="
"+tip+"
"
       document.tooltip.document.write(theString)
       document.tooltip.document.close()
       document.tooltip.left=e.pageX+14
       document.tooltip.top=e.pageY+2
       document.tooltip.visibility="show"
      }
   else
   {
      if(document.all || document.getElementById) // Netscape 6.0+ and Internet Explorer 5.0+
      {
          var mouseX, mouseY, db=document.body;
          elm=document.getElementById("tooltip")
          elm.innerHTML='

' + tip + '

';

          if (document.getElementById && !document.all) {
              mouseX = e.pageX; mouseY = e.pageY;
              elm.style.left = ((mouseX + current.offsetWidth) > (window.innerWidth-20 + window.pageXOffset)) ? mouseX - current.offsetWidth -10 + 'px' : window.pageXOffset+mouseX + 'px';
          } else {
              mouseX = window.event.clientX + db.scrollLeft;
              mouseY = window.event.clientY + db.scrollTop;
              elm.style.left = ((e.x + current.clientWidth) > (db.clientWidth + db.scrollLeft)) ? (db.clientWidth + db.scrollLeft) - current.clientWidth-10 + 'px' : mouseX + 'px';
          }

          elm.style.top = mouseY + 20 + 'px';
          elm.style.visibility = "visible"
      }
   }
}

function hidetip(){
   if (document.layers) { // Netscape 4.0+
      document.tooltip.visibility="hidden"
   } else {
      if(document.getElementById) // Netscape 6.0+ and Internet Explorer 5.0+
         elm.style.visibility="hidden"
   }
}

function move(fboxName, tboxName, allItems) {
   var fbox = ospGetElementById(fboxName);
   var tbox = ospGetElementById(tboxName);
   var arrFbox = new Array();
   var arrTbox = new Array();
   var arrLookup = new Array();
   var i;

   for (i = 0; i < tbox.options.length; i++) {
      arrLookup[tbox.options[i].text] = tbox.options[i].value;
      arrTbox[i] = tbox.options[i].text;
   }
   var fLength = 0;
   var tLength = arrTbox.length;

   for(i = 0; i < fbox.options.length; i++) {
      arrLookup[fbox.options[i].text] = fbox.options[i].value;
      if (allItems && fbox.options[i].value != ""){
         arrTbox[tLength] = fbox.options[i].text;
         tLength++;
      }
      else if (fbox.options[i].selected && fbox.options[i].value != "") {
         arrTbox[tLength] = fbox.options[i].text;
         tLength++;
      }
      else {
         arrFbox[fLength] = fbox.options[i].text;
         fLength++;
      }
   }
   arrFbox.sort();
   arrTbox.sort();
   fbox.length = 0;
   tbox.length = 0;
   var c;
   for(c = 0; c < arrFbox.length; c++) {
       addOption(fbox,arrLookup[arrFbox[c]],arrFbox[c],c);
   }
   for(c = 0; c < arrTbox.length; c++) {
       addOption(tbox,arrLookup[arrTbox[c]],arrTbox[c],c);
   }
}

function addOption(select, value, text, index){
      var no = new Option();
      no.value = value;
      no.text = text;
      select[index] = no;
}

/*
function addOptionIE(select, value, text, index){
    var doc = select.ownerDocument;
    if (!doc)
        doc = select.document;
    var opt = doc.createElement('OPTION');
    opt.value = value;
    opt.text = text;
    select.options.add(opt, index);
}
*/

function confirmDeletion(element) {
   if (element == null || element.length == 0) element = 'this item';
   return confirm("Are you sure you want to permanently delete " + element + "?");
}

function showFrame(selectBoxName,previewFrameName, previewButtonName,closeButtonName,url,message){
   var selectBox = ospGetElementById(selectBoxName);
   var selectedIndex = selectBox.selectedIndex;

   //do nothing if nothing is selected
   if (selectedIndex == -1 || undefined == selectedIndex){
      alert(message);
      return false;
   }
   var value = selectBox.options[selectedIndex].value;
   if (undefined == value || value == ""){
      alert(message);
      return false;
   }
   var previewFrame = document.getElementById(previewFrameName);
   var previewButton = ospGetElementById(previewButtonName);
   var closeButton = ospGetElementById(closeButtonName);

   previewButton.style.visibility="hidden";
   previewFrame.style.height="180px";
   closeButton.style.visibility="visible";
   previewFrame.src=url;
   return false;
}

function closeFrame(previewFrameName, previewButtonName, closeButtonName){
   var previewButton = ospGetElementById(previewButtonName);
   var previewFrame = document.getElementById(previewFrameName);
   var closeButton = ospGetElementById(closeButtonName);

   closeButton.style.visibility="hidden";
   previewFrame.style.height="0px";
   previewButton.style.visibility="visible";
   return false;
}

function setElementValue(elementName, value){
   var element = ospGetElementById(elementName);
   element.value = value;
}

function addViewer(elementId, url){
   var viewername = ospGetElementById(elementId).value;
   if (viewername.length > 0){
      window.document.location=url + viewername;
   }
}

function updateItems(selectBoxName) {
   var selectBox = ospGetElementById(selectBoxName);
   for (j = 0; j < selectBox.options.length; j++) {
      selectBox.options[j].selected = true;
   }
   return true;
}

function userHasRole(memberId, roleId){
   var i;
   var roles = getRolesForMember(memberId);
   for (i=0;i<roles.length;i++){
   //alert("memberId=" + memberId);
   //alert("roles[i]=" + roles[i]);
   //alert("roleId=" + roleId);

      if (roles[i] == roleId){
         return true;
      }
   }
   return false;
}

/*
 * returns true if the given selectBox option list element contains the given value
 */
function contains(selectBox, value){
   var undefined;
   if (selectBox.options == null || selectBox.options == undefined){
        return false;
   }
   for (i = 0; i < selectBox.options.length; i++) {
      if (selectBox.options[i].value == value){
         return true;
      }
   }
   return false;
}

/*
 * filters the first select box with filter preference in filter select box
 * doesn't include values already in the second select box
 */
function updateParticipantList(filterName,select1Name,select2Name){
   var select1Box = ospGetElementById(select1Name);
   var select2Box = ospGetElementById(select2Name);

   // clear out first select box
   select1Box.length = 0;

   if (getSelectedValue(filterName) == "roles"){
      var i;
      var j=0;
      var roles = getRoles();

      for (i = 0; i < roles.length; i++) {
         if (contains(select2Box, roles[i].value) == false){
            select1Box.options[j++] = roles[i];
         }
      }
   } else if (getSelectedValue(filterName) == "all"){
      var i;
      var j=0;
      var roles = getRoles();
      var members = getMembers();

      for (i = 0; i < roles.length; i++) {
         if (contains(select2Box, roles[i].value) == false){
            select1Box.options[j++] = roles[i];
         }
      }

      for (i = 0; i < members.length; i++) {
         if (contains(select2Box, members[i].value) == false){
            select1Box.options[j++] = members[i];
         }
      }
   } else {
      var i;
      var j=0;
      var members = getMembers();
      var roleId = getSelectedValue(filterName);

      for (i = 0; i < members.length; i++) {
         if (contains(select2Box, members[i].value) == false &&
               userHasRole(members[i].value, roleId)){
            select1Box.options[j++] = members[i];
         }
      }
   }
}

/*
 * submits a form called cancelForm
 */
function doCancel() {
	document.cancelForm.submit();
}

function selectChange(changedControl, controlToPopulate, itemArray) {
   var selectedValue = changedControl.value;
   var myEle ;

   var newArray = itemArray[selectedValue];

   for (var q=controlToPopulate.options.length;q>=0;q--)
      controlToPopulate.options[q]=null;

   // Now loop through the array of individual items
   // Any containing the same child id are added to
   // the second dropdown box
   for ( x = 0 ; x < newArray.length  ; x++ ) {
      controlToPopulate.options[x] = new Option(newArray[x], newArray[x]) ;
   }

}

function openNewWindow(URL)
{
	var width = screen.width/4;
	var height = screen.height/2;
	var left = screen.width-width;

   sFeatures = "left=" + left + ",top=0,width=" + width + ",height=" + height + ",titlebar=yes,status=yes,scrollbars=yes,resizable=yes";
   window.open(URL, "osp_window", sFeatures);
}

redpajama_set_name: RedPajamaGithub


Wear your Chrysalis gold plated Hope bracelet and bring good fortune to your life. Each leaf of your lucky clover symbolises faith, hope, love and luck.
Cradled by a crescent shaped horseshoe, it wards off evil and offers protection to its wearer.


text:
Home/Music/ZZ Top rises again: Legendary and longtime trio takes the First Interstate Center stage Thursday
ZZ Top rises again: Legendary and longtime trio takes the First Interstate Center stage Thursday
After more than a half-century, ZZ Top's lineup was intact. From 1970 until 2021, it was vocalist-guitarist Billy Gibbons, bassist Dusty Hill and drummer Frank Beard as ZZ Top. But Hill passed away last summer. And ZZ Top, who headline Thursday at First Interstate Center for the Arts, is now rolling along with bassist Elwood Francis.
"We're comin' on strong and quite excited to get out there and play for real friends, fans and followers, live and in-person," Gibbons said. How has the band, which has sold more than 50 million albums, been able to sustain for 52 years? "Three factors encapsulate the fact that we've never broken up, ergo never had to get back together for the inevitable reunion tour," Gibbons said while calling from his Los Angeles home.
"First, we're an odd number, so there can't be any ties when we vote on what to do, so there can't be factions. It's either us or it's not us. Second, three guys, three tour coaches (as in buses). We're constantly in the studio and onstage together, yet we have space in between for diversions to the nth degree, mainly comparing notes surrounding recipes from South of the Border!
"And the most important element is we have a good time!" The good times have always been evident during their greasy, grungy fusion of blues-rock, such as the playful and powerful "Tush," the amusing but potent "Cheap Sunglasses" and their nod to John Lee Hooker, "Le Grange." And then there is their 1983 commercial breakthrough "Eliminator," which featured their biggest hits, "Legs," "Under Pressure" and "Sharp Dressed Man."
The word was that ZZ Top was influenced by British synth legends Depeche Mode when writing the "Eliminator" album. "Yes, they did (impact ZZ Top)," Gibbons said. "The use of synth sounds and sequencers secretly sneaked in studios around the world inspiring a legion of global playing outfits with Depeche Mode capturing a special inspiring mystique.
"The success of the 'Eliminator' remains a solid statement to the time. … It still comes out as based in the blues but with some refreshing touches. Again, at the root, it's still the blues." That's fascinating since the bands appear to be polar opposites. The gritty guitar-driven ZZ Top and the elegant, electronic Depeche Mode. Gibbons, 72, has released three solo albums, including "Hardware," which dropped in 2021, since the last ZZ Top album was crafted a decade ago.
It has looked like ZZ Top would never make another album, but Gibbons says that's not so. "Getting a new ZZ Top album off the ground is always a logistical undertaking of significance," Gibbons said. "Yet now evidenced with our aim to go back into studio land for something delightful." Gibbons enjoyed making "Hardware" with special guests such as Stone Temple Pilots bassist Robert DeLeo, former Guns N' Roses drummer Matt Sorum and roots-rockers Larkin Pie.
"It was liberating along with broadening," Gibbons said. "That, of course, widens the experience with cornerstones." It's not easy planning what ZZ Top will play each night since their canon is already 15 albums deep. "Coming up with a setlist is a difficult task, to be sure," Gibbons said. "There are some gottas, like 'Tush,' 'Jesus Left Chicago' and 'Sharp Dressed Man,' and the ones you probably know, and some things that may not yet be known.
"Perhaps it may require a six-hour concert to squeeze in and get to everything." It's difficult for Gibbons and his bandmates not to look back, particularly with their clever and amusing videos crafted during the 1980s. ZZ Top stood out by appearing in the background of their own clips. "We stand by the work, especially the pretty girls and the little red car," Gibbons said.
"We endeavored to make sure that we were, in essence, guests in our own videos, on the periphery in terms of visual presence but front and center in terms of musical presence. Like that setlist, the concern was balance." It all worked out for ZZ Top, which has made music on its own terms, and the group was enshrined in the Rock and Roll Hall of Fame in 2004.
"That's the highlight of my career," Gibbons said. "Being inducted into the Rock and Roll Hall of Fame by Keith Richards". As a dyed in the wool Stones fan, I can't think of anything more exhilarating than that experience. We got to share a bill with the Stones in Hawaii back in 1973. We bonded and have kept a tight friendship going all this while.
"If you're going to have a great friend, Keith is the man. Now you know everything." There must be something that fans don't know. "There is," Gibbons said. "If I were to shave off this beard, you wouldn't be able to tell me apart from George Clooney."
Peggy Lee: Master of cool
Britney Spears Conservatorship Case: Jamie Spears Will Be Deposed
Karl Bartos: 'Kraftwerk turned into the dehumanisation of music' | Music
5 Songs You Didn't Know Smokey Robinson Wrote for Other Artists
Jennifer Lopez riflette sulle critiche "brutali" che lei e Ben Affleck hanno affrontato negli anni 2000


text:
Domains Hosted
Find what Whois Privacy Protection is and in what ways it can benefit secure your personal details.
Whois Privacy Protection, occasionally also referred to as Privacy or Whois Privacy Protection, is a service that conceals the genuine contact info of domain registrants on WHOIS check web sites. Without this service, the name, street address and email account of any domain owner will be freely visible. Giving false details during the domain name registration process or altering the authentic information subsequently will simply not work, as doing such a thing may result in the domain registrant losing their ownership of the domain name. The policies adopted by ICANN, the Internet Corporation for Assigned Names and Numbers, demand that the WHOIS info must be correct and accurate all the time. The Whois Privacy Protection service was introduced by registrars as an answer to the arising concerns for potential identity theft. If the protection service is active, the domain registrar's contact info will be displayed instead of the domain registrant's upon a WHOIS check. Most domain names support the Whois Privacy Protection service, although there are some country-code extensions that do not.
Whois Privacy Protection in Hosting
If you've ordered a hosting package from our company and you've registered one or more domains under your account, you will be able to activate Whois Privacy Protection for any of them without any difficulty and to keep your personal details safe. Of course, this will be possible only with the TLD extensions that support this service. In your Hepsia Control Panel, you will find an "Whois Privacy Protection" symbol to the right of each of your domain names. Its colour will show you if a domain name is Whois Privacy Protected or not and in the second case, you can enable Whois Privacy Protection with only a few mouse clicks. In this way, you can protect your personal info even if you haven't activated the Whois Privacy Protection service during the hosting account order procedure. You'll be able to renew or to deactivate the Whois Privacy Protection service for any of your domains just as easily.
Whois Privacy Protection in Semi-dedicated Hosting
In case you'd like to hide the contact information for your domain name and you have a semi-dedicated server account with us, you will be able to activate our Whois Privacy Protection service either upon registration or at any moment later through our Hepsia hosting Control Panel. The service is optional and can be added with a couple of clicks from the Control Panel's Registered Domains section where all the domain names that you have registered with us will be displayed alphabetically. You can activate Whois Privacy Protection for any of the domain extensions that support the service by simply clicking on the "Whois Privacy Protection" icon to the right of each domain name. In the very same fashion, you can also renew the service or turn it off – in case you'd like to transfer a domain to some other company and you need the real email address associated with the domain to be visible.
Website Building Tool
© Copyright 2003-2023 Eyoola. All Rights Reserved!
This site uses cookies. By continuing to browse our site you are giving your permission to download our cookies. Learn more about this here.


text:
First Armenian-Azeri joint tour since the ceasefire of 1994
Official delegations from Azerbaijan and Armenia have toured each other's capitals for the first time since the 1994 ceasefire. Borders between Azerbaijan and Armenia are still closed and official ties severed although the Azeri and Armenian president do meet on foreign soil for talks from time to time.
Azerbaijani ambassador extraordinary and plenipotentiary to Russia Polad Bulbuloglu, rector of Baku Music Academy Farhad Badalbayli and rector of Baku Slavic University Kamal Abdulla were part of the joint team.
"The emergence of a climate of confidence among the public of Armenia and Azerbaijan will be a good contribution to the settlement of the Karabakh conflict," Armenian president Robert Kocharian said after meeting the delegation in Yerevan on 28 June 2007.
Azeri president Ilham Aliyev echoed similar sentiments later the same day when the group, made up of scientists and cultural figures, visited Baku.
The Organization for Security and Cooperation in Europe (OSCE) has organized cross border trips for journalists from Azerbaijan and Armenia and is trying to broker a permanent peace deal.
Armenian Foreign Minister Vartan Oskanian told ITAR-TASS News Agency on 29 June 2007 he hailed the trip by a group of Armenian and Azerbaijan intellectuals to Stepanakert, Yerevan and Baku. "Trust should be restored by all means. Otherwise it will be difficult to make a compromise decision. In this sense it is a very positive development intellectuals from Armenia and Azerbaijan at the initiative of Armenian and Azerbaijani ambassadors in Moscow have gathered together and decided to make this trip," he said, specially noting the fact that both ambassadors (Armen Smbatian and Polad Bulbuloglu) were former culture ministers.
According to Azeri Press Agency ambassador Bulbuloglu will again meet with his Armenian counterpart on returning to Moscow. "We plan to organize more productive and long-lasting mutual visits between the two countries," he declared.
Compiled by Azad-Hye using material from Reuters, ITAR-TASS News Agency and Azeri Press Agency.
Excerpts from an interview with Kamal Abdulla by "Azeri Press Agency", 29 June 2007
Kamal Abdulla is the Rector of Baku Slavic University, corresponding member of Azerbaijan National Academy of Sciences and one of the intellectuals who took part in this trip.
How did you meet the proposal on visiting Karabakh?
It was unexpected for me. Azerbaijani ambassador to Russia Polad Bulbuloglu offered this to me. The nobleness of the mission made me believe in the importance of the visit and I agreed to. The aim was that a group of Azerbaijani and Armenian intellectuals would visit Nagorno Karabakh, Shusha and Yerevan, watch the state of Azerbaijani and Armenian monuments, at the same time Armenian intellectuals would watch the state of the Armenian monuments in Azerbaijan. There were impressions in both countries that all monuments were destroyed. We had no idea what Shusha is like. We witnessed the situation, Karabakh reality. I was trying to look at Karabakh from the eyes of Azerbaijanis deported from there many years ago.
What was Shusha like?
There was no sign of life in Shusha. There are ruinous houses, remains of cultural monuments. Only four walls of our mosque in Shusha remain. There are stones in front it, as though it will be repaired. One of the places we visited in Shusha was the memorial house of Polad Bulbuloglu's father, the great singer Bulbul. Only four walls remained from the house. Bulbul's bust was covered with bullet holes. It was unrecognizable. I can not explain firing on a cultural monument. Let Armenians explain it. They planned our route. We wanted to see Jidir plane, they refused to take us there. They said the roads are in bad conditions.
What was the aim of your visit?
This problem will one day be solved, either peacefully, or in other way. We are obliged to be Armenia's neighbor after the problem is solved. This is our fate. We had pacific times and war period. How will these two nations live after the problem is solved? Will we be able to live with Armenians? We paid this visit to find answers to these questions.
How did Armenians meet you?
Very well. May be there were dissatisfied people. But the visit was accompanied by positive people. Our delegation was composed of Azerbaijani ambassador to Russia Polad Bulbuolglu, rector of Baku Music Academy Farhad Badalbayli, chief of Theater Figures Union Azerpasha Nematov and famous engineer-architect Ilhami Fataliyev. Ilhamli Fataliyev once chaired the reconstruction of cultural monuments in Shusha. A lot of Armenians there recognized and greeted him.
Are there contact points with the Armenians?
I think yes, because our countries are neighbors. Nagorno Karabakh conflict will be solved sooner or later. I think that mutual visits will help to the solution of the conflict. After passing contact line we met Armenian side without mediators and talked. There was no any mediator, OSCE mediators or Russian representatives there. We sat and talked.
What did you discuss while meeting with Gukasyan and Kocharyan?
No political issues were discussed. We were searching for the common point, not for principal issues. There was no any arguing discussion. We were trying to check common points whether we could seat nearby and talk or not.
Did you touch on the issue regarding our monuments in Karabakh which are in critical condition at your meeting with Gukasian?
Of course, we did. We even proposed that our specialists participate in the restoration of our monuments together with Armenian ones. The symbolic aspect of the issue is that the warring parties are jointly involved in removing the aftermath of the war. So, why not those who destructed the Shusha mosque restore it together with those intending to rebuild it? Our proposal was met normally. Anyway, they came to realize our serious intention.
What about the Armenian visitors? What did they visit in Baku?
We took them to Armenian church. They witnessed a clean, tidy church. The Armenian visitors also viewed the rich library of the church where a lot of Armenian books are kept. The church is not operating, but it is in normal condition. This is our attitude to God's house. This antidote is sourced from our culture.
Will you further continue making such visits?
Well, it is difficult to say. It depends on the development of political processes.
The visitors were received by Azerbaijani President Ilham Aliyev. What was on focus at the meeting?
The President received the mission and underlined the importance of that. The societies should be prepared to possible political decisions. We are to find out whether the hostility will last for many years, for centuries or we can live together in a peaceful atmosphere. There are some who think the hostility will last forever. We wanted to monitor the real situation and looked into their eyes. The door has opened… I hope it will be followed by political decisions soon. The Armenian side witnessed how decisive is the Azerbaijani president in his position. I would say this visit woke them up from euphoria.
What is the living condition is Armenia? What impressions did Armenians got from Baku?
I think we passed central streets of Yerevan. We saw two or three new constructions. And what did the Armenians see in Baku instead? I find it difficult to express the very meaning in their eyes when they were in Baku…. We could demonstrate our economic power to them through our city. I believe the Baku night turned to be one of strange nights for them. They realized that they have achieved nothing. We could demonstrate this reality to five Armenian intellectuals. That was the very aim of our visit.
Azad-Hye Note: It seems that the last few sentences have no relation with the general spirit in which the interview was conducted and they contradict the earlier views of the Azeri intellectual Mr. Kamal Abdulla. Regardless of those lines (and some other comments in the text), we can consider the interview as a positive step towards expressing good intentions towards a neighboring nation. We are pleased to know that Abdulla is enthusiastic about similar joint programs with Armenia in the future.
1- Upper left: President Kocharian meets with Azeri intellectuals.
2- Ambassador of Azerbaijan to Russia HE Polad Bulbuloglu.
Newer PostContributing to medical science in Armenia
Older PostMelkonian premises will be used by a local high school
Ի՞նչ տեսակի ղեկավարներու պէտք ունինք սփիւռքի մէջ. Հրաչ Քալսահակեան
In the hotel where I was staying in Limassol, Cyprus, I had the chance to meet the owner Avgerinos Nikitas, a 91 years old Cypriot. Hrach Kalsahakian


text:
What the FAA Reauthorization Bill Means for the Future of Drone Delivery
The U.S. Federal Aviation Administration (FAA), the national authority that oversees everything from air traffic control to military aircraft, is due for a reauthorization. You may be thinking, "How does this affect the world of ecommerce?"
While the reauthorization bill will mostly focus on reforming the air traffic control system, it will also include sections involving the commercial use of drones. It is no secret that companies like Amazon and Google are researching how delivery drones can be used in ecommerce to support online retailers. This bill will affect how companies proceed with drone delivery.
How does the FAA regulate commercial drones today?
Currently, companies seeking to use drones need to obtain an exemption from the FAA. This means that the FAA has the authority to grant case-by-case authorization for certain unmanned aircraft to perform commercial operations.
The exemption process provides operators who wish to pursue safe and legal entry into the national airspace a competitive advantage in the unmanned aircraft systems marketplace. However, this solution is only a temporary measure until more rules surrounding commercial drone use are put into place, especially around drone delivery.
How will reauthorization change FAA regulation of commercial drones?
The reauthorization bill will extend the exemption process for the present, but it will also start preparations for a more permanent system. The bill proposes that when granting exemptions, the FAA looks at all the risks associated with a particular drone flight, including location, known failure modes, the drone type, the operator's safety record and the drone's assignment.
Additionally, the bill will not allow commercial drones to operate beyond line of sight, which is crucial for using drones for delivery. Until this is addressed, delivery drones will remain on the ground in the United States.
How are ecommerce companies responding to the reauthorization bill?
Although there is some major work ahead before delivery drones are allowed, companies in the drone industry are cautiously optimistic about the reauthorization bill. Amazon VP of Global Public Policy Paul Misener provided the following statement to TechCrunch:
"We see opportunities to add provisions in the bill to facilitate beyond line of sight operations, and we look forward to working with Congress and the FAA to bring Prime Air — the next generation of commercial delivery — to customers in the United States safely and soon."
For more insight on ecommerce technology, check out our ecommerce tips and trends page.
Loryll DeNamur