text:
American Zombie
Independent Investigative Journalism and Commentary from New Orleans, LA
I love him, I hate him
Michael Moore....so many emotions pop up when I hear the name. As a documentary filmmaker, I both appreciate and abhor him.
To his credit he's never actually claimed his films are "documentaries"...he's always just said they're films. Which is the equivalant of me constantly avering that I'm not a reporter...I'm a blog. The facts in his films are mostly 99% accurate, but he definitely paints those facts according to his own color pallette. It's like looking at a vista with heavily hued sunglasses...you are seeing the actual horizon but you're not seeing the full spectrum of that horizon. I actually don't have an issue with this...how could I?
What I take issue with is his methods of obtaining his story, i.e., the ambush of Charlton Heston in Bowling for Columbine and the blatantly staged scenes of him walking out of Heston's residence after he embarrased him; or rounding up two Columbine victims and marching them down to K-marts to protest the sale of ammunition. That, to me, is not documentary filmmaking, it's propaganda and staged activism. But once again, he's been careful not to call himself a documentarian...he refers to himself as a filmmaker. For that I respect him.
Having made informational and documentary films my whole life, I can tell you what my personal standard is for a true documentary film as opposed to propaganda: If you set out to make a film on a subject, already knowing what the answer or outcome will be...that's propaganda (and I'm not implying that all films of this genre are bad). If you set out to make a film on a subject, not knowing the answers or the outcome of the film....that's a documentary.
Documentaries are much harder to make and usually don't end up as commercially successful as propaganda films because they require much more work and aren't nearly as reactionary or "dramatic" as propaganda films. I think one of the best examples of quality documentary filmmaking is PBS' Frontline series. I think WGBH sets the bar for true documentary standards.
Watching this video today:
...I couldn't help but laugh at Michael Moore chastising the journalistic ethics of America's newspapers. If he's fooled himself into thinking that he's somehow above and beyond the influence of corporations....I'd love to audit his income sources. His points are absolutely valid, but I just found his indignancy on journalisic ethos a little hard to choke down.
Posted by Jason Brad Berry at 9/14/2009 01:43:00 PM
Be careful, you don't want him coming after you too.
Colby said...
Propaganda is often beautiful and alluring, heck "Triumph Of Will" is a gorgeous film, albeit with a horrific message....
What would you call a film like "Unzipped" which might not fall under your criteria of unbiased, but might be even more truthful due to it's maker being close to the subject?
That's an ironic statement on this website.
Jason Brad Berry said...
pathetically predictable.
Here's a joke for especially for you, Dallas:
Once upon a time, a young man went to the circus. He was very excited, as he lived in western Manitoba and had never seen a circus before; the kind of town where you shave and the trolly stops. Anyway, as circus days drew nigh, the young man grew ever more excited. He arrived before dawn to get the best seat in the house, and was seated hours before the first trapeze act.
Finally, the trapeze artists gave an awe-inspiring performance, the elephants danced, and the lion tamer tamed. At last, the clowns came out in full regalia and green hair. They rode around by the gross in a purple volkswagon. The volksie pulled up to center of the ring, and an overweight clown with orange hair, acne, and a purple nose advanced to the podium:
"Will the person in section A, row Y, seat 42 please stand up?"
The young man looked at his ticket, and to his surprise, he was sitting in that very seat. The young man stood up.
Clown sez, "Wellllll, there's the horse's ass, now where's the rest of the horse?"
The man, dumbfounded, stood for a moment, then made his way quickly through crowd and out of the tent. Returning home, the man wept for days, and mourned the loss of dignity and honor. Eventually reason overcame his grief and the man grew determined. "I'm not going to get mad, I'm going to get even, and avenge the honor of myself, my family, and this town," exclaimed the man. He picked up the curriculum guide for the University of Nevada at Las Vegas (UNLV) correspondence courses and started to read.
Eventually his eyes came to rest on an advert for a class in "Quick Wit Retort." "Learn how to use those snappy comebacks to your advantage, now!" So the man sent in his $19.95 and soon received the course materials. In a few weeks, the man mastered the materials, and sent the final back to UNLV.
Much to his surprise, a registered letter arrived from the president of UNLV. It read:
Dear Sir: We are utterly flabbergasted at your performance in Quick Wit Retort 101. We would be most gratified if you could come to UNLV to complete your degree with our fine academic institution. Here's a check to cover your expenses.
To make a long story short :-), the man made straight A's in the QWR program. He was awarded numerous distinctions, and when he graduated, the graduation speaker Ed Meese awarded the man the Presidential Medal of Outstanding Quick Wit Retort, signed by Ronnie himself!
Some days afterward, Harvard University sent a lear-jet to pick the man up for an interview. The graduate admissions officer didn't mince words. "If you complete our masters/doctoral tenured track program in QWR, you will never have to worry about money again," said he. Needless to say, the man promptly moved to Cambridge.
In 5 years, the man had finished his doctorate. By this time, the man was known throughout the world as the leading expert in Quick Wit Retort. Word had even reached western Manitoba, which made his mother very proud. Everyone from Pentagon pundits to Beltway bandits consulted the man on technical questions of QWR.
One day, while sitting at his desk reading his hometown newspaper, the man noticed that the circus was coming to his hometown again. An evil smile crossed the man's face. "Siegfried," cried the man to his assistant, "We must be away to Manitoba. Ready the jet!" As the plane crossed the downlands of Michigan, the man savored the moment of victory that was to be his.
The man arrived at the circus tent very early, making sure to get the seat in section A, row Y, seat 42.
The man glanced at his ticket. This time he was ready.
The man rose to his feet, full of confidence. He thrust out his chest and said in the loudest voice you can imagine:
FUCK YOU, CLOWN!!!!
Colby,
I haven't seen unzipped yet...but my quick answer would be its still propaganda and there is no clear line between documentary and propaganda...it's just an effort/intent on the part of filmmaker which sways it one way or other. But let me say once again...I don't use the term propaganda as an inherently negative term. I'm just using to describe films where the resolution of the film is pre-determined.
mominem said...
If's not as if Mr. Moore isn't a self promting capitalist himself.
Zombie be who?
Jason Brad Berry
New Orleans, Sovereign City-State
ashedambala@gmail.com
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American Zombie by Dambala, AsheDambala, Jason Brad Berry is licensed under a Creative Commons Attribution-NonCommercial-NoDerivs 3.0 United States License.
Based on a work at theamericanzombie.com.
Permissions beyond the scope of this license may be available at ashedambala@gmail.com.


TOKYO -- Airbnb still faces demands from the Japan Tourism Agency to take down unregistered lodgings that violate the country's new home-sharing law a week after it took effect, despite having removed thousands of such listings already.
"We have been removing illegal listings as we find them, whether they were automatically detected by our system or reported by local authorities," Mika Yamamoto, Airbnb Japan's public policy manager, told reporters on Thursday. Since the law took effect on June 15, several thousand additional lodgings have been taken down from Airbnb's website.
Japanese officials have high hopes that home-sharing would help sustain and grow an inbound tourism boom that the country has been enjoying over the past several years. Yet it is becoming clear that some home-sharers are dodging the new law by using fake registration numbers, which has made the government nervous about the spread of the sharing economy.
In early June, the site stopped displaying offerings that did not have a registration number or meet existing rules on lodgings, which the new law was meant to clarify. By the day the law took effect, Japanese listings had fallen to about 27,000 from a peak of around 62,000 in spring.
The San Francisco-based company also let some hosts continue to operate even without legal permission if they provided justification. Airbnb says it soon will eliminate that back door, citing widespread abuse.
This month's law lets the Japan Tourism Agency hit Airbnb and other booking sites with orders to shape up and requires that they report on their listed lodgings every six months. The agency has demanded reports on the overall state of their listings and other information by the end of June.
But the law does not require home-sharing platforms themselves to confirm the validity of listings' confirmation numbers and other documentation in detail. Some sites do carry out those checks, but Airbnb does not, with Yamamoto citing insufficient staff to examine its many listings. Concerns also exist that removing illegal listings could strand some travelers, driving them away from home-sharing.
In San Francisco, Airbnb teams with local governments to filter out unauthorized properties at the listing stage. That system appears likely to serve as a model for Japanese operations.


Posted by strider Sept. 13, 2014, 2:10 p.m.
Its a couple months late but it's finally here! Lutris 0.3.5! So what's new? What took so long? Well, feature wise, not that much is new. We took what we had in Lutris 0.3.4 and made it better: lots of testing went into this release and we tried to fix any annoyances we could find. The goal was to build solid foundations for things to come, and believe me when I say there are lots of them!
This release marks the spot where Lutris goes from a little personnal project to a full fledged Open Source project. We got several solid contributors and testers, there's an ITP (Intent to package) open in Debian ( https://bugs.debian.org/cgi-bin/bugreport.cgi?bug=757966 ) and even PlayOnLinux's creator came to tell me that we are going in the right direction!
So, for real, nothing new in this release? Well they might not be obvious but there are lots of new things. The most important change is that we are now providing all runners used in Lutris (with the exception of Steam and your web browser). That means that we have every emulator compiled and packaged for Lutris itself and can install anyone of them whether they are made available to your distro or not, all this without root access. Most emulators are available in their latest version (for example we ship ScummVM 1.7 which was released a few months ago and isn't available in most distributions). Some of them have been patched to provide a better experience, most notably PCSXR which has been modified to be relocatable and provide a better fullscreen experience (still not perfect but more on that in a later post).
So, yes, now is the time that we stop being a simple game manager client and start being maintainers of more than twenty emulators and game runners. Speaking of runners, this release brings two more: Virtual Jaguar and Desura and makes Mupen64plus finally usable! Support for Desura is still very experimental but that's going to be fixed in Lutris 0.3.6.
Please be aware that most runners are only available for 64bit systems as 32bit OSes are less and less common and most of them are not fit to provide a good gaming experience. If you are a 32bit OS user and want support for more runners, please make yourself known so we can work on that.
Besides the much improved runner support, some UI improvements have been added, such as being able to open a file browser in the game's directory from the right-click menu or displaying your connection to lutris.net status. More important, many many bugs have been fixed, providing a much better experience than we had in 0.3.4. I really hope you enjoy this release, we put a lot of work and love in it. I'd like to send huge thanks to everyone who have helped make this happen, especially Xodetaetl who is now a core team member and everyone else who have sent patches and tested the development version: Ryochan7, Freso, Frenchkiss, Dennisjj and all the others that have reported bugs on IRC and github.
More metadata available in the client: release year, genre, platform, runner and the ability to filter by these criteria.
This next release will mark the end of the 0.3.x branch and the one after will bring major changes and new features! Keep in mind that we have a long way to go before releasing a 1.0 version.


text:
Research note
Intentions to leave and associated factors among laboratory professionals working at Amhara National Regional State public hospitals, Ethiopia: an institution-based cross-sectional study
Endalkachew Dellie1,
Gashaw Andargie Biks1,
Geta Asrade1 &
Tsegaye Gebremedhin1
BMC Research Notes volume 12, Article number: 656 (2019) Cite this article
Laboratory professionals play a vital role in the detection, diagnosis, and treatment of diseases. Knowledge of workplace variables that either motivates staff to keep working or quit their jobs is important for decision making. Thus, this study aimed to assess intentions to leave workplace and associated factors among laboratory professionals working at public hospitals of the Amhara National Regional State, Ethiopia.
An institution-based cross-sectional study was conducted from February 16 to March 14, 2016, among 336 randomly selected laboratory professionals. The study revealed that 65.5% (95% CI 60–70) of professionals had intentions to leave their hospitals. Dissatisfaction with the provision of educational opportunities (AOR: 3.59, 95% CI 1.61–7.99), poor pays and benefits (AOR: 3.89, 95% CI 1.53–9.89), lack of recognition (AOR: 2.69, 95% CI 1.35–5.38), poor working environments (AOR: 2.77, 95% CI 1.45–3.30), high workload (AOR: 1.94, 95% CI 1.04–3.63), low affective commitment (AOR: 2.05, 95% CI 1.10–3.82), and being unmarried (AOR: 2.46, 95% CI 1.32–4.58) were factors significantly associated with intentions to leave. Magnitude of laboratory professionals' intention to leave was so high. Healthcare policymakers and hospital managers need to develop and institutionalize evidence-based retention strategies to reduce the intention of laboratory professionals to leave their workplace.
Laboratory professionals (LP) play a vital role in the detection, diagnosis, and treatment of diseases. Although they have been among the most neglected cadres in the health systems of sub-Saharan Africa. They often work in poorly equipped facilities which do not adhere to safety and infection control standards [1, 2]. Thus, laboratory staff get dissatisfied and lose faith in their profession. As a result, high staff turnover has been affecting the performance of laboratory professionals' and ultimately, the quality of clinical care [3, 4].
The intention to leave is a subjective individual prediction about leaving jobs of the moment, working places or organizations in the near future, which is considered as a proxy of actual leaving [5, 6]. According to studies on the issue, several factors contribute to intentions to leave. Job satisfaction (pays and benefits, work autonomy, coworker relationships, supervisions, working environments, and working conditions) and organizational commitment are the most important factors which play an important role in determining employee intentions to leave jobs or their organizations [7].
Health professionals' intention to leave significantly affects the functioning of the health care sector worldwide, especially in developing countries, and it impedes progress towards different health-related goals [8, 9]. It affects organizations' capacity to achieve objectives by reducing innovation, affecting the quality of services and the motivation of employees. Besides, it is very costly for organizations [9, 10].
Employee intentions to leave and instability at health facilities are high, particularly in developing countries [11, 12]. In Southern Ethiopia, 59.4% of the health professionals intended to leave their workplaces [13]. Similarly, in the Amhara region, 60.2% of the nurses reported they wanted to leave their current working places [14].
The relationship between intentions to leave and other variables were uncertain in most research reports. Considerable research focused on the shortage and intentions to leave workplaces in the field of nursing [15]. However, staffing shortages and turnover intentions are affecting other health care professions as well. The reasons behind the intensions of LPs to leave workplace however remain unknown. Therefore, this study set out to address workplace variables that influence LPs' intentions to leave their workplaces.
Study design and setting
An institution-based cross-sectional study was conducted in the Amhara National Regional State (ANRS) public hospitals from February 16 to March 14, 2016. Located in northwest Ethiopia, the regional state has 40 functional hospitals (5 referral, 3 general, and 32 primary) and 834 health centers with a total of l,699 laboratory professionals [16]. The study population was all LPs in ANRS public hospitals who had worked for at least 6 months before the study.
Sample size and sampling procedures
The sample size was determined using 52.5% proportion of health professionals' turnover intentions [17] by considering a population correction formula, 1.5 design effect, and 10% non-response rate, which yielded the final sample size of 366. Study participants were selected using a stratified cluster sampling technique. LPs were stratified based on the level of working organizations (primary, general, and referral hospitals). Then, the calculated sample size was proportionally allocated to each stratum. Three referral, two general, and sixteen primary hospitals were selected from each stratum by using the lottery method. Finally, all laboratory professionals at each selected hospital were included in the study.
Data were collected using a structured self-administered questionnaire first prepared in English and translated into the local language (Amharic) and retranslated to English to maintain consistency. The dependent variable, intention to leave the workplace was measured by three items following the Mobley et al. definition [18]. Respondents were asked to indicate the extent of their agreement using a five-point Likert scale (1: strongly disagree to 5: strongly agree). Respondents who scored more than 60% of the sum of all the intention to leave scale items were considered as showing the intention to leave [19].
Job satisfaction was measured by a five-point Likert scale of 72 items that included 12 subscales like (pay and benefit (5 items), supervisor support (12 items), policy and strategy (5 items), coworker relationship (5 items), training opportunity (6 items), the nature of work (10 items), responsibility (3 items), autonomy (3 items), workload (7 items), performance appraisal (3 items), recognition and reward (4 items) and work environment (7 items). Laboratory professionals who scored > 60% of the sum of the satisfaction scales were considered as satisfied [19]. The reliability of the tool for each subscale was checked using Cronbach's alpha reliability test with a score of greater than 0.78.
Organizational commitment (affective, normative, and continuance commitment) was assessed using the scales developed by Meyer and Allen [20]. A five-point Likert scale (1: strongly disagree to 5: strongly agree) of three items for each component were used. A score with more than 60% of the sum of the commitment scales represented a high organizational commitment.
Data processing and analysis
The completed data were entered into Epi-info Version 7 and exported to SPSS (Statistical Package for the Social Sciences) version 20 software for analysis. Both bi-variable and multi-variable logistic regression analysis was computed to identify factors that affected the intention to leave. In the final model, variables with a P-value < 0.05 and adjusted odds ratio (AOR) with 95% confidence interval (CI) were used to declare the associated factors after model fitness was checked using the Hosmer–Lemeshow goodness-of-fit test (P = 0.25).
Socio-demographic characteristics of respondents
A total of 336 laboratory professionals answered the questionnaire with a response rate of 91.8%. The median age of the study participants was 27 with inter quartile range (IQR) of (26, 30) years. The majority 216 (64.3%) of the respondents were male, more than half 182 (54.2%) of whom were unmarried. Fifty-six percent of the respondents were B.Sc. degree graduates in laboratory technology and 53.9% had 1–5 years of work experience, 49% of the respondents worked in primary hospitals, and their median monthly salary was Ethiopian Birr (ETB) 3145 (IQR: 2514, 4725) (Table 1).
Table 1 Socio-demographic characteristics of laboratory professionals working in Amhara National Regional State public hospitals, 2016 (n = 336)
Intention to leave, organizational commitment and job satisfaction
The overall intention to leave hospitals among laboratory professionals in the study was 65.5% (95% CI 60–70). The median intention to leave the profession was 75% (IQR: 55, 85), whereas 179 (53.3%) of the LPs had intentions to leave their jobs.
Two hundred eighty-five (84.8%) of the LPs had a high level of satisfaction with co-worker relationships. On the other hand, 275 (81.8%), 247 (73.5%), 253 (75.3%) and 222 (66.1%) were reported to have been dissatisfied with payments and benefits, educational opportunities, recognition and rewards and working environments, respectively. Regarding organizational commitment, the majority (73.8%) of the respondents had a low level of continuance commitment (Table 2).
Table 2 Level of job satisfaction by different dimensions among laboratory professionals working in Amhara National Regional State public hospitals, Ethiopia, 2016 (n = 336)
Factors associated with intentions to leave
In the multivariable logistic regression analysis, eight variables were statistically significant. Accordingly, laboratory professionals who were dissatisfied with payments and benefits were 3.42 times more likely to leave the organizations than those who were satisfied (AOR: 3.42, 95% CI 1.39–8.42). Those who were dissatisfied with professional opportunities were 3.59 times more likely to leave their current working organizations than the satisfied LPs (AOR: 3.59, 95% CI 1.61–7.99). Similarly, respondents dissatisfied with recognition (AOR: 2.69, 95% CI 1.35–5.38) and working environments (AOR: 2.77, 95% CI 1.45–5.30) were more likely to leave their organizations than their counterparts. Moreover, those who had a high workload were 1.95 times more intended to leave their organizations than their counterparts (AOR: 1.95, 95% CI 1.06–3.57). Unmarried laboratory professionals were 2.46 times more likely to leave their organizations than those who were married (AOR: 2.46, 95% CI 1.32–4.58) (Table 3).
Table 3 Multivariable logistic regression analysis of factors associated with intention to leave among laboratory professionals working in Amhara National Regional State public hospitals, 2016 (n = 336)
The findings showed that 65.5% of the respondents had intentions to leave the hospitals. This result is higher than those of studies conducted at the University of Gondar referral hospital on health professionals, 52.5% [17] and nurses working at governmental healthcare institutions of East Gojjam Zone, 59.4% [21]. Additionally, our finding is much higher than those of studies conducted among health workers in Tanzania (18.8%), Malawi (26.5%), and South Africa 41.4% [15]. These differences could be due to variations in health institution infrastructures, study settings and participants regard to nurses alone.
However, it is lower than the result of studies done among health professionals at Sidama zone public health facilities (84.3%) as well as Yirgalem and Hawassa referral hospitals (83.7%) [15, 22]. This discrepancy could have resulted from differences in the infrastructures of the health institutions, study areas, and study participants that might have affected intentions to leave.
Our finding shows that LPs dissatisfied with payments and benefits were 3.89 more intended to leave their hospital compared to their counterparts. This finding is consistent with the result of other similar studies conducted in Ethiopia [19, 21]. This could be explained by the disproportionality of tasks assigned and benefits given which pushed professionals to search for new jobs, while satisfied professionals wanted to remain within organizations because of needs to maintain benefits.
Our finding also showed that LPs who were dissatisfied with educational opportunities were 3.59 times more likely to leave their organizations compared with their satisfied counterparts. Poor training opportunities also increased intentions to leave as reported by other studies [19, 21, 23]. This can be explained by the fact that less professional opportunities may increase job dissatisfaction because of the absence of chances to grow and develop own skills and abilities.
Intentions to leave were higher among respondents who were dissatisfied with the recognition and reward granted compared to their counterparts. This might be because satisfied professionals believe that leaving organizations that reward would be costly in that the opportunities might be unlikely to obtain elsewhere. This finding is supported by those of studies done on Jordanian nurses and revealed the direct and buffering effects of recognition to the performance of nurses on the intention to stay on jobs [24] (see Herzberg Two Factor Theory of Motivation [25].
Our finding also shows that LPs who were dissatisfied with working environments were three times more likely to leave their hospitals compared to their counterparts. This finding is in agreement with those of studies done in Sidama and Jimma zones public health facilities [15, 26] and also supported by Herzberg Two Factor Theory of Motivation which identifies recognition, work conditions, the nature of work and responsibility as factors that influence employee intentions to stay or leave by affecting their satisfaction needs [25]. The other possible explanation could be that substandard working conditions or lack of important facilities in workplaces such as proper lighting, furniture, restrooms, and other health and safety provisions reduce the convenience of employees and hinder their intentions to stay on jobs.
Our study identified that LPs with high workload were more likely to leave their organizations was congruent with the finding of other studies [26, 27]. This could be because excess load increases pressure and results in high fatigue which may lead employees to seek jobs elsewhere.
Moreover, the findings show that LPs with low affective commitment were two times more likely to intend to leave their organizations compared to those with high affective commitment. This finding is supported by other studies in which committed employees are likely to remain with their organizations [28, 29]. That is because if employees have a sense of belonging or are involved and linked emotionally, they want to stay within the organization.
Laboratory professional's intention to leave public hospitals in ANRS was found to be high and might be detrimental to both organizations and employees. Dissatisfaction with training opportunities, payments and benefits, recognition at work, working environments, low affective commitment, and high workload were the factors that influence intentions to leave. Policymakers and hospital administrators need to develop and institutionalize evidence-based retention strategies to reduce LPs' intention to leave.
Limitations of the study
The use of self-reporting measures may have some potential of minimizing reporting bias, which may occur due to respondents' interpretations of questions. Furthermore, the study was not triangulated with a qualitative method. The other limitation was lack of follow-up that could enable the researcher to compare participant intentions to leave or stay with their actual turnover actions.
Data will be available upon reasonable request from the corresponding author.
ANRS:
Amhara National Regional State
AOR:
adjusted odds ratio
crude odds ratio
ETB:
IQR:
LP:
laboratory professional
SPSS:
Statistical Package for the Social Sciences
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Gesesew HA, Tebeje B, Alemseged F, Beyene W. Health workforce acquisition, retention and turnover in southwest Ethiopian health institutions. Ethiop J Health Sci. 2016;26(4):331–40.
Engeda EH, Birhanu AM, Alene KA. Intent to stay in the nursing profession and associated factors among nurses working in Amhara Regional State Referral Hospitals, Ethiopia. BMC Nurs. 2014;13(1):24.
Asegid A, Belachew T, Yimam E. Factors influencing job satisfaction and anticipated turnover among nurses in Sidama zone public health facilities, South Ethiopia. Nurs Res Pract. 2014;2014:909768.
ARHB. Amhara regional state public hospitals forth quarter performance evaluation report. 2015.
Abera E, Yitayal M, Gebreslassie M. Turnover intention and associated factors among health professionals in University of Gondar Referral Hospital, Northwest Ethiopia. Int J Econ Manag Sci. 2014;3(4):1–4.
Mobley WH, Griffeth RW, Hand HH, Meglino BM. Review and conceptual analysis of the employee turnover process. Psychol Bull. 1979;86(3):493.
Dachew BA, Birhanu AM, Bifftu BB, Tiruneh BT, Anlay D. High proportion of intention to leave among academic staffs of the University of Gondar, Northwest Ethiopia: a cross-sectional institution-based study. Int J Innov Med Educ Res. 2016;2(1):23–7.
Meyer JP, Allen NJ. A three-component conceptualization of organizational commitment. Hum Resour Manag Rev. 1991;1(1):61–89.
Getie GA, Betre ET, Hareri HA. Assessment of factors affecting turnover intention among nurses working at governmental health care institutions in East Gojjam, Amhara Region, Ethiopia, 2013. Am J Nurs Sci. 2015;4(3):107–12.
Nenko G, Vata P. Assessment of Health Professionals' Intention for Turnover and Determinant factors in Yirgalem and Hawassa Referral Hospitals, Southern Ethiopia. Int J Dev Res. 2014;4(11):2–4.
Marinucci F, Majigo M, Wattleworth M, Paterniti AD, Hossain MB, Redfield R. Factors affecting job satisfaction and retention of medical laboratory professionals in seven countries of Sub-Saharan Africa. Hum Resour Health. 2013;11(1):38.
AbuAlRub RF, AL-ZARU IM. Job stress, recognition, job performance and intention to stay at work among Jordanian hospital nurses. J Nurs Manag. 2008;16(3):227–36.
House RJ, Wigdor LA. Herzberg's dual-factor theory of job satisfaction and motivation: a review of the evidence and a criticism. Pers Psychol. 1967;20(4):369–90.
Kalifa T, Ololo S, Tafese F. Intention to leave and associated factors among health professionals in Jimma Zone Public Health Centers, Southwest Ethiopia. Open J Prev Med. 2016;6(01):31.
Zeytinoglu IU, Denton M, Davies S, Baumann A, Blythe J, Boos L. Deteriorated external work environment, heavy workload and nurses' job satisfaction and turnover intention. Can Public Policy. 2007;33(Supplement 1):S31–47.
Yücel İ. Examining the relationships among job satisfaction, organizational commitment, and turnover intention: an empirical study. Int J Bus Manage. 2012;7:44–58.
Meyer JP, Stanley DJ, Herscovitch L, Topolnytsky L. Affective, continuance, and normative commitment to the organization: a meta-analysis of antecedents, correlates, and consequences. J Vocat Behav. 2002;61(1):20–52.
Authors would like to thank the Amhara National Regional State Health Bureau and all hospitals in the regional state. Their appreciation also goes to data collectors and study participants.
No funding source available.
Department of Health Systems and Policy, Institute of Public Health, College of Medicine and Health Sciences, University of Gondar, PO. Box: 196, Gondar, Ethiopia
Endalkachew Dellie, Gashaw Andargie Biks, Geta Asrade & Tsegaye Gebremedhin
Endalkachew Dellie
Gashaw Andargie Biks
Geta Asrade
Tsegaye Gebremedhin
ED, GAB, and GA conceived of the study, developed the tool, coordinated the data collection activity, and carried out the statistical analysis. ED and TG participated in the statistical analysis, revision of the paper and drafted the manuscript. All authors read and approved the final manuscript.
Correspondence to Endalkachew Dellie.
Ethical clearance was obtained from the Ethical Review Committee of the Institute of Public Health, College of Medicine and Health Sciences, the University of Gondar (Ref. No. IPH/2826/2016). Before contacting the study participant official letters were obtained from the Amhara National Regional State Health Bureau and each selected hospital. Full information was given to participants regarding the purpose and importance of the study. They were also informed that they were free to refuse to participate or answer any of the questions without any restriction before they provided their written consents. Names of participants and any personal identifiers were not included in the study to maintain the confidentiality of data at all levels of the study.
Dellie, E., Andargie Biks, G., Asrade, G. et al. Intentions to leave and associated factors among laboratory professionals working at Amhara National Regional State public hospitals, Ethiopia: an institution-based cross-sectional study. BMC Res Notes 12, 656 (2019). https://doi.org/10.1186/s13104-019-4688-z
DOI: https://doi.org/10.1186/s13104-019-4688-z
Intention to leave
Laboratory professionals
Amhara region

redpajama_set_name: RedPajamaCommonCrawl


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Truck mixers HTM
Truck mixers ETM
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ETM 1205 Electric truck mixer
The ETM 1205 is Liebherr's largest electric truck mixer. The large nominal filling and water capacity offer high economic efficiency and a future-proof investment thanks to the self-sufficient, environmentally conscious mixing drum drive.
Gallery loading.
Unit Metric Imperial
13.30 m³
Geometric drum capacity
Sales Contact Service Contact
Add to list Wish list
Nominal filling *
Water capacity **
Assembly weight Lightweight ***
Nominal filling in compacted mixed concrete.
Measured in accordance with DIN 459-1 at min. 2 drum rotations per minute. The given values for capacity and water volume only apply to a horizontally aligned mixer frame. A deflection of the frame during loading is not taken into account here and may negatively affect the water volume under certain circumstances. The real maximum filling capacity with concrete depends on the consistency and the rheological characteristics of the concrete. The topology of the road and the driveability also influence the maximum loading volume.
Weight details for basic unit with chassis power take-off (PTO), incl. 2 extension chutes, compl. assembled/ready for operation, deviations +/- 5%.
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I love how the dishes are so obviously prepared from fresh spices and ingredients in-house. Their original naan recipe is so yummy too - I love the cheese naan. They deliver 7 days...highly recommend. All GF and no MSG too since they don't use packets or jars!


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SHIP Project
Legal Concepts
About SHIP
How SHIP can support your work as a researcher
How SHIP can support your role as a data custodian
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SHIP Good Governance Standards
If you are interested in using the SHIP system for your data linkage research sign up here and we will email you when SHIP is launched.
The SHIP website
Welcome to the SHIP Information Governance Toolkit
On this site you will find practical guidance to help you navigate the legal and ethical requirements surrounding the secondary use of health information for research purposes.
The site is intended for use primarily by researchers and data custodians who are seeking to access or provide access to data through the Scottish Health Informatics Programme (SHIP), however others who are involved in healthcare research may also find the toolkit a useful resource.
How to use the toolkit
The tabs on 'Law and Ethics' and 'Roles and Responsibilities' are designed to provide you with detailed guidance on the legal and ethical framework which governs access to personal information and on the various authorising and advisory bodies who are involved in decision making processes.
The 'Route Maps' tab is designed to give practical guidance and to take you step-by-step through the legal and ethical requirements as they relate to making an application to access data and ensuring the security of data during your research project. As a researcher or data custodian these route maps should be your first point of call when using this toolkit, and you should refer to the more detailed guidance pages if you feel that you need more information on any given topic.
Please follow the links below (or use the left hand navigation menu) to find out more about:
How SHIP can support you role as a data custodian
This site has been developed by the Scottish Health Informatics Programme (SHIP), in close collaboration with the SCRIPT research centre at the University of Edinburgh.


Homepage > Uncategorized > Ridding the Schools of High Sugar, Low-Nutrition "Food"
The Dallas school trustees voted 7-1 the other day to bar sugar-rich or zero-nutrition foods and drinks from school vending machines. The move could spark similar decisions across the country, which is why the $5 billion vending machine industry is watching closely.
Trustee Nancy Judy was the persuasive mover behind the board's decision to provide students with "optimal health choices." Standard vending machines provide choices overwhelming in non-nutritious terms, such as soda pop, candy bars, chewing gum, additive-filled pastries and coffee.
Effective next September, Dallas school vending machines will contain fruit and vegetable juices, cheese products, crackers, fresh fruits and nuts, and low-fat milk.
452 health professionals, including Prof. Jean Mayer of Harvard University, petitioned the General Services Administration in Washington to require its vending machine contractors in federal buildings to include nutritious food in at least half of the vending slots.
It is fully within GSA's authority to require some restraint in the selling of junk or harmful products by companies licensed to do business on federal property. GSA's response to the suggestion was lukewarm at best.
Non-nutritious vending machine products do more than disturb dentists and promote cavities. They frequently contain high concentrations of sugar or salt or fat. Hundreds of thousands of people in the country suffer from diseases connected, in part, to diets high in sugar, fat and other junk-food ingredients, according to Mayer and his co-petitioners. What the Dallas school trustees recognized is that the groundwork for such adult diseases is laid in the diets which children experience.
It is interesting to note the opposition to the Dallas decision. Some school officials and students said the replacement of sugar-rich products would reduce the profits the schools obtain from vending machine commissions. The lone abstaining voter, Laurence Herkimer, suggested that there would be disciplinary problems with students leaving school to buy sweets in nearby stores.
Supporters of the pro-nutrition action dismissed such problems as subordinate to the needs of health and common sense.
The food and drink companies have not yet mobilized, and you can be sure they will in some fashion or another. They are not satisfied that stores and many school cafeterias will still sell their sweet- toothed offerings to children.
Parents and other consumers interested in the experience and advice of one wise Indiana housewife, Jean Farmer, on how to adopt the Dallas-type decision in their communities can write to her, enclosing a stamped, self-addressed envelope, at 1115 E. Wyley, Bloomington, Ind., 47401.


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Q: Creating a sublist for elements within a list of lists after creation of list object Sample list:
sublist <- list(foo = "foo", bar = "bar", baz = "baz")

sample_list <- list(a = sublist,
                    b = sublist,
                    c = sublist)

Here, I would like to create a sublist for the elements in a b and c within each of the aforementioned lists. I.e I would like to nest foo, bar, baz, one list further down, after I have created the list in the manner above.
Desired output:
sample_list <- list(a = list(a_down = sublist),
                    b = list(b_down = sublist),
                    c = list(c_down = sublist))

A: We can use imap
library(purrr)
out2 <- imap(sample_list, ~ set_names(list(.x), paste0(.y, "_down")))

or making use of lst
imap(sample_list, ~ lst(!! paste0(.y, "_down") := .x))

-checking with OP's output
identical(out, out2)
#[1] TRUE

redpajama_set_name: RedPajamaStackExchange


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Q: Decreasing sequence of non-negative integers Let $ a_n , \ n=0, 1, 2, \dots\ $ be a strictly monotonically decreasing sequence consisting of non-negative integers. The sequence also has a lower bound C such that $ a_n \ge C >-\infty.$
Intuitively, we know, that $a_n$ has to have finite amount of entries, but can this be proven exactly?

A: Well, this seems kind of obvious, but let's do it anyway. We know three things:
1: The sequence is strictly decreasing, i.e, $a_{n+1}<a_n.$
2: $a_n \in \mathbb{Z} ~~\forall n.$
3: $a_n\geq 0 ~\forall n$.
Condition (1) implies that all of the terms of $a_n$ are distinct, i.e, $\nexists m,n\in\mathbb{N}:a_m=a_n$. Now using condition (2), let $a_0=N$, some positive integer. We know, using condition (1), that all subsequent terms are $<N$, and using condition (3), are all $\geq0.$  Now suppose $a_n$ had infinitely many terms. That would imply that there are infinitely many integers in the range $[0,N]$, which is clearly false. Thus $a_n$ can only have finitely many terms.


There's no denying that we're in the middle of uncertain times but, to follow the theme of Rob Chester of NSF's article on technology in this issue, it's time to walk the walk as well as talking the talk. Rob reminds us what blockchain has to offer the F&B sector and urges key players to harness its potential, to the benefit not only of their businesses but the wider food-supply chain, too.
Still on the theme of opportunities to be seized, Paul Bremner of PatSnap looks at what the data on recent patent filings can tell us about current commitment to the cannabis edibles market. He reveals which F&B manufacturers are already enjoying a piece of the action in this fast-growing sector and which stand poised to join in. He also assesses the scientific opportunities that should be explored by any company wanting to stay ahead of the game. There are opportunities aplenty, too, within the world of shelf-life extension.
As consumers become more health conscious and the demand for 'clean-label' ingredients continues to rise, the food industry is racing to come up with novel technologies to make food safe from spoilage for longer time frames, and without compromising on the quality or flavour of that food. Paula Hock and Navneeta Kaul look at recent developments within this field, including some particularly exciting plant-based solutions.
With growing concern surrounding the health implications of eating processed meat, we feature fascinating research from Hanne Christine Bertram and colleagues at the Department of Food Science, Aarhus University, Denmark. They've been exploring hybridised meat products, which see plant-derived ingredients added to the traditional mix, and nutri-functionality by metabolomics. The good news is that innovations in the meat-product sector could see the nutritional profile of the humble hotdog sausage improved as a matter of course.
We've even managed – despite the uncertainty that continues even as we go to press – to find a positive angle on the dreaded 'B' word. With Brexit less than two months away, Jessica Calderón from The University of Sheffield looks at what agri-food companies in the UK might be able to learn from Mexico's experience in the wake of the US threat to abandon the North American Free Trade Agreement.
With opportunities abounding, we'd love to hear from you if your business or organisation is rising to particular challenges in an innovative way. As ever, we welcome research and case studies, so do get in touch if you have stories to share.


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Blair Silver
B.S., Tufts University; J.D., Georgetown
Blair A. Silver is a shareholder in the Washington, D.C. office of the law firm of Banner & Witcoff, Ltd. Blair has more than a decade of experience in complex intellectual property disputes and appellate matters, and has been repeatedly recognized as a top attorney at the Patent Trial & Appeal Board and as a Super Lawyers as a Washington, D.C. "Rising Star" in appellate and intellectual property litigation (2016-21). Blair has represented clients in a wide variety of high-stakes appellate matters before the U.S. Supreme Court and the U.S. Court of Appeals for the Federal Circuit on cutting-edge legal issues. He also has provided strategic appellate advice and counseling to Fortune 50 companies preparing for trial and appeals in patent cases with billions of dollars at stake. In the trial court, Blair has briefed, argued, and won dispositive motions and litigated cases from filing through trial and appeal on behalf of companies ranging in size from technology startups to recognized industry leaders. And he has been counsel of record and the driving force in over 100 post-grant proceedings before the Patent Trial & Appeal Board. Blair received a Bachelor of Science degree magna cum laude in electrical engineering from Tufts University in 2005, where he was awarded the Lt. R. J. Manning Memorial Prize for excellence in engineering and was admitted to both Tau Beta Pi and Eta Kappa Nu engineering honor societies. He received his Juris Doctor degree cum laude from Georgetown University Law Center in 2008, where he was a Legal Research & Writing Law Fellow and the president of the Student Intellectual Property Law Association. From 2011-2013, Blair served as a law clerk to Judge Alan D. Lourie of the U.S. Court of Appeals for the Federal Circuit.
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Posted on January 11, 2021 November 17, 2021 by Visual Crossing
What historical weather measures are available?
When you are exploring historical weather data for business and personal use, it is important to know what weather measures are available. In this article we'll provide a overview of the available weather metrics (also known as weather variables and weather parameters) grouped by theme. In addition, we'll supply links to more detailed information where so that you can do more in-depth learning. The ultimate source of this information, the full documentation, is also available for your edification as well.
Overview of available weather measures
— Temperature Average (mean) temperature during the period
— Minimum Temperature Minimum temperature during the period
— Maximum Temperature Maximum temperature during the period
— Precipitation Total amount of rain, snow, etc. converted to liquid
— Precipitation Coverage Percentage of time precipitation occurred
— Snow Snow that fell during the period
— Snow Depth Depth of snow on the ground
— Hail Solid precipitation the fell during the period
— Wind Speed Wind speed at the time of the report
— Wind Direction Wind direction at the time of the report
— Wind Gust Maximum very short-term wind speed
Clouds and Visibility
— Visibility Horizontal visibility
— Cloud cover Percentage of sky obscured by clouds
— Heat Index Bodily discomfort related to hot temperature & humidity
— Wind Chill Bodily discomfort related to cold temperature & wind
— Sunrise Time at which the sun rises
— Sunset Time at which the sun sets
— Moon Phase Current phase of the moon
Human Readable
— Conditions General text describing weather conditions
— Weather Type Text describing significant weather conditions if any
— Icon Weather icon to display for the reported conditions
Relative Humidity Amount of water vapor in air relative to total possible
Sea Level Pressure Atmospheric pressure adjusted for height above sea
Solar Energy Amount of energy in the solar radiation hitting location
Contributing Stations Weather stations queried for this weather record
Temperature measures
Temperature data is composed of three values, and they are Minimum Temperature, Maximum Temperature, and average (mean) Temperature. The first two represent the minimum and maximum temperatures respectively reported during the period of this weather record. For example, if the weather record is a daily weather record, the minimum temperature value is the minimum temperature reported for that day. The maximum value is the maximum reported for that day.
The average temperature is the mean temperature calculated by combining all of the weather reports during the period of this weather record. For example, if the record is a daily weather record, then the temperature reported is the the average (mean) value for temperature across the entire day.
To learn more about temperature measures, keep reading here.
Precipitation measures
There are several important precipitation measures. These include Precipitation itself, Precipitation Coverage, Snow, Snow Depth, and Hail. Precipitation is the total amount of precipitation of any type that fell during the period. This value includes not only the amount of rain but also the amount of snow and any other non-liquid precipitation. In the case of non-liquid precipitation, the value is reported as if it were converted into water.
Precipitation coverage is a useful value that tells the length of time during the reporting period that precipitation occurred. It is always expressed as a percentage of the total time in the reporting period.
Snow and snow depth are related in that they both deal with snow. The first measure, snow, tells how much fresh snow fell from the sky during the reporting period. The snow depth measure tells how much snow is currently on the ground in areas that have not be plowed or piled.
The Visual Crossing Weather API also offers hail data. However, due to the nature of hail data, the use is somewhat different than that of the standard weather measures described above. For more information, see our article on extreme weather including hail.
To learn more about precipitation measures, keep reading here.
Wind measures
Wind data is composed of three values, and they are Wind Speed, Wind Direction, and Wind Gust. In the case of an hourly weather record, the wind speed measure reports the average wind speed over the past two-minute time window before the report. In the case of a daily weather record, wind speed reports and maximum of those hourly records throughout the day. Wind direction is closely related to wind speed. Wind direction reports the average direction of the wind during the wind speed reports. The unit shows degrees from 1 to 360 in whole numbers, where 90 equivalents to direction 'East', 180 to 'South', 270 to 'West' and 360 to 'North'.
Wind gust is a weather measure that is reported only when the very short-term wind speed exceeds the reported 2-minute wind speed by more than 10 knots (11mph or 18kph). The "very short-term" period is typically defined as about 20 seconds. So, if there is a 20 second period where the wind is blowing more than 10 knots above the normally reported wind speed, this short-term wind speed is reported as a gust.
Standard wind speed is reported at 10 meters (33 feet) above the ground and recorded with an anemometer in an open area.
To learn more about wind measures, keep reading here.
Cloud and visibility measures
The two key measures, Visibility and Cloud Cover, are related in their ability to measure the visibility of the sky and the surrounding views on Earth. The visibility measure describes the horizontal opacity of the atmosphere. That is, if you are looking out at other points on the Earth, the visibility measure tells you how far away objects can be and still be identifiable.
Cloud cover tells a similar story in the vertical dimension. It tells us how much of the sky is blocked by clouds at a given time from a given location. The more clouds, the less able we are to see stars, planets and other objects in the sky including the sun for solar power.
To learn more about visibility measures, keep reading here.
"Feels like" measures
The two key "feels like" measures , Heat Index and Wind Chill, are related in their ability to measure how the body perceives a given temperature. Heat Index is a calculation that combines both temperature and humidity. The higher the combination of those two measures, the more oppressive the weather conditions feel to people and animals. However, the same temperature combined with less humidity would feel much more acceptable. Heat index is reported in degrees as a value that higher than the temperature alone.
Wind Chill is essentially the mirror of heat index for cold temperatures. However, instead of humidity being the major additional factor in the comfortable level, the culprit weather measure is wind. The wind chill calculation combines temperature and wind speed to estimate how the body "feels" in the current conditions. Wind chill is reported as a number reported in degrees that is lower than the temperature alone.
To learn more about "feels like" weather measures, keep reading here.
CategoriesWeather Data
Previous PostPrevious Weather Data Conditions
Next PostNext How to add free weather information to an Evernote notebook


So those Stella McCartneys are amazing and really one-of-a-kind. However, I thought you could add some Half Pretties (i.e. black foot lingerie) to your basic gold pump and get a similar affect. What do you think? Creative? Desperate? I don't mind looking either way, so I'd totally give it a try.
Do you have any excellent shoe resources? I'd love to hear about them!
Oh, and if you can afford all the shoes in the "Lust" list, might I suggest these slippers?


Welcome to the updated (and about time too!) website - complete with instagram link, portraiture gallery and online store/s.
Feel free to contact me for sales inquiries or commissions. Most original, black and white illustrations of any colour images are for sale as well as the option to print one offs of anything on this site or via instagram - simply email me and we can work something out.
Sentimental portraiture (or petraiture) is one of my very favourite things to do. Please contact me via email if you have a person, cat, dog or any sort of favourite life-form you would like lovingly drawn for prosperity.


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Lynn Kelly
Manager of Government Relations
Lynn Kelly serves as the Manager of Government Relations at Stonehenge Capital. In her role, she leads the firm's efforts to develop public policy and advocate for legislative programs at the local, state, and federal levels. Most recently, Ms. Kelly served as a Policy Advisor at the White House, where she focused on policies to expand workforce training and education. Prior to her time at the White House, Ms. Kelly worked at the U.S. government's development finance institution, the U.S. International Development Finance Corporation (DFC).
Ms. Kelly earned a Bachelor of Arts with high distinction from the University of Virginia's Frank Batten School of Leadership & Public Policy and a joint Bachelor of Arts in Spanish.
clkelly@stonehengecapital.com


It's almost the 4th of July again! Are you ready to celebrate the birth of America with your kids this year? To help you out we've assembled a list of all of the best 4th of July fireworks in the Dallas area, as well as all the other great celebrations and activities that you can enjoy with your family this Independence Day!
The City of Dallas, Friends of Fair Park and the State Fair of Texas invite everyone to celebrate America with a day of family fun.
Enjoy the museum, family activities, concerts, and rides, followed by the traditional fireworks show.
Deck the family out in red, white, and blue, grab your picnic basket and little red wagon and come celebrate the nation's past at Dallas Heritage Village's Old Fashioned Fourth.
Participate in the historic games, and take in the parade and musical performances.
With the fireworks show being long-standing favorite for over 30 years, Addison Kaboom Town and airshow speaks for itself. Festivities start at 4pm.
Farmers Branch provides one of the very few, low-level firework shows in Texas. The show also includes a band, KidZone area, and other festival favourites.
The City of McKinney celebrates the Fourth of July at Red, White and BOOM! with free family activities, live entertainment, a classic car, truck, and cycle show, as well as the traditional parade and spectacular fireworks show.
Firewheel Town Center, in conjunction with the City of Garland, will celebrate our nation's independence with a live music, food trucks, and an array of family entertaiment.


text:
Guyenne est un village compris dans le territoire non organisé de Lac-Chicobi en Abitibi, au Québec (Canada). Le village est fondé sous l'impulsion de colons ayant constitué une coopérative de travail. Son organisation sociale axée sur le partage des richesses et la prise de décisions en assemblée lui vaut le surnom de Petite Russie.

Toponymie

Géographie

Histoire

Annexes

Bibliographie

Articles connexes
Lac-Chicobi

Notes et références

Village au Québec
Abitibi (municipalité régionale de comté)

redpajama_set_name: RedPajamaWikipedia


A community meeting will be held to update residents on the current and forecast situation of the bushfire that started off Yankees Gap Rd.
By Monday, the bushfire covered over 5500ha mainly in Wadbilliga National Park, destroyed three houses and had moved in the direction of Brogo.
At the meeting representatives from NSW Rural Fire Service and National Parks and Wildlife Service will be available to answer questions and give advice.
The meeting will be held at 6pm on Monday, August 20 at the Brogo RFS Station, which is at the corner of Hawkes Head Rd on Warrigal Range Rd.
Discuss "Bushfire meeting to be held at Brogo"


text:
CENSA NY Fran Townsend "National Security Threat Challenges Facing the Next President"
5 East 66th Street, New York, NY 10065
CENSA NY Fran Townsend Event – $30.00
CENSA NY Fran Townsend Event
June 21st 6PM
Lotos Club
CENSA NY Event
Tuesday June 21st
Fran Townsend
National Security Threat Challenges Facing the Next President
Executive Vice President of Worldwide Government, Legal, and Business Affairs
MacAndrews and Forbes Holdings Inc.
The Lotos Club
5 E 66st Street
Members $30
Cocktails & Light H'orderves
Introduction by John Fenzel
The Council for Emerging National Security Affairs is very pleased to announce an evening with special guest Fran Townsend on Tuesday, June 21st at 6PM at the Lotos Club of New York. Ms. Townsend will offer her insights into the varied and constantly evolving set of national security threats America's next President will face. We hope you can join us for this opportunity to learn from a leading expert and policymaker in the intimate setting of the Lotus Club. This event will have a very limited number of available seats. To ensure your participation please be sure to register promptly.
Ms. Townsend will be introduced by John Fenzel. A Q&A session to follow will be moderated by CENSA's Rob DuBois. Chatham House Rules apply, as always.
Cocktails and light h'orderves will be provided.
About the Speaker: Fran Townsend
Frances Fragos Townsend is an Executive Vice President at MacAndrews and Forbes Holdings, LLC. Prior to Joining MacAndrews and Forbes in 2010, Ms. Townsend was a corporate partner with the law firm Baker Botts, LLC. Ms. Townsend has spent more than 20 years in public service. She served as Assistant to President George W. Bush for Homeland Security and Counterterrorism and chaired the Homeland Security Council from May 2004 until January 2008. She previously served as Deputy Assistant to the President and Deputy National Security Advisor for Combating Terrorism from May 2003 to May 2004. Ms. Townsend has regularly appeared on network and cable television as a counterterrorism, national, and homeland security expert. She has received numerous awards for her public service accomplishments. Ms. Townsend is a member of the Council on Foreign Relations and the Trilateral Commission. Ms. Townsend also serves on three private company boards, one of which she chairs the board and on all she chairs the compensation committees. Ms. Townsend also serves on several U.S. government advisory boards and numerous nonprofit boards.
Ms. Townsend came to the White House from the U.S. Coast Guard, where she served as the first Assistant Commandant for Intelligence. Prior to that, Ms. Townsend spent 13 years at the U.S. Department of Justice under the administrations of President George H.W. Bush, President Bill Clinton, and President George W. Bush. She served in a variety of senior positions, including as Counsel to the Attorney General for Intelligence Policy. Ms. Townsend began her prosecutorial career in 1985, serving as an Assistant District Attorney in Brooklyn, New York.
In 1988, she joined the United States Attorney's Office for the Southern District of New York where she focused on international organized crime and white-collar crime investigations and litigation. In 1991, she worked in the Office of the Attorney General to assist in establishing the newly created Office of International Programs, the predecessor to the Executive Office for National Security. In December 1993, she joined the Criminal Division where she served as Chief of Staff to the Assistant Attorney General and played a critical part in establishing the Division's international training and rule of law programs.
From November of 1995 to November of 1997, Ms. Townsend was Director of the Office of International Affairs in the Criminal Division, which serves as the U.S. Central Authority for extradition and mutual legal assistance, and works with the Department of State in the negotiation of international law enforcement treaties. In November of 1997, Ms. Townsend was appointed as Acting Deputy Assistant Attorney General, Criminal Division, where she oversaw international law enforcement and training matters in the Criminal Division, and acted as an advisor to the Attorney General and Deputy Attorney General on international law enforcement policy.
In March of 1998, Ms. Townsend was appointed Counsel to the Attorney General for Intelligence Policy, managing matters related to national security policy and operations for the Department of Justice. In this capacity she headed the office of Intelligence Policy and Review, an office that provides legal advice and recommendations to the Attorney General and the Department of Justice regarding national security matters, reviews executive orders, directives, and procedures relating to the intelligence community, and approves certain intelligence-gathering activities, especially those matters related to the Foreign Intelligence Surveillance Act.
After three years of study, Ms. Townsend graduated cum laude from the American University in 1982, where she received a B.A. in Political Science and a B.S. in Psychology. Ms. Townsend received her J.D. from the University of San Diego, School of Law in 1984. In 1986, she attended the Institute on International and Comparative Law in London, England. In 2001, she attended the Kennedy School of Government at Harvard University where she completed the Senior Managers in Government course. Ms.Townsend has taught trial advocacy at Harvard Law School and Pace University Law School. She has two sons.
About the Moderator: John Fenzel
John Fenzel is a senior Army Special Forces officer who has served on our nation's battlefields throughout Europe and the Middle East. He has served as a military assistant on the personal staff of the Secretary of Defense, as a Special Assistant to the Vice President, and as a White House Fellow during the Clinton and Bush administrations.
He commanded the Special Forces Training Battalion at Fort Bragg, North Carolina and an Army brigade at Fort Knox, Kentucky. In the wake of the September 11th attacks, he served as Staff Director for Tom Ridge in the Homeland Security Council. He was the principal architect of The Homeland Security Advisory System, our nation's color-coded alert system.
In his 25 years of military service, John has served in numerous command and staff positions around the world. During Operations Desert Shield and Desert Storm, he commanded a Special Forces "A-Team," training, equipping and advising a Kuwaiti Battalion and accompanying them during the liberation of Kuwait. He has commanded three Special Forces companies, leading the first Army deployments to Pakistan and the Baltic States. In Bosnia, he commanded the special operations teams in the U.S. and British sectors, working closely with the United Nations to secure the indictments and convictions of those responsible for war crimes in Srebrenica. He is the only active duty American military officer to testify at The Hague in support of the International Criminal Tribunal for the Former Yugoslavia (ICTY).
John is a graduate of the Naval War College and the National War College. Born in Iowa and raised outside Chicago, John lives with his wife and three children in Washington, D.C. The Lazarus Covenant is his first novel.
Visit WWW.CENSA.NET
About CENSA:
The Council for Emerging National Security Affairs (CENSA) is a non-partisan, non-profit 501(c)(3) research organization established in 1999. Its membership is a diverse international group of public sector foreign policy specialists, military officers, private sector professionals, and accomplished academics. CENSA's mission is to contribute to the ongoing dialogue shaping national security policy through formal discussions, graduate level teaching programs, virtual collaboration, frequent publications, and high quality research programs. Please visit www.censa.net.


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text:
MARICEL G. SANTOS; JEFF MCCLELLAND; MARGARET HANDLEY Language Lessons on Immigrant Identity, Food Culture, and the Search for Home Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
KATHERINE WOOD Writing Together: Building Community Through Learner Stories in Adult ESL Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
LUCIANA C. DE OLIVEIRA Strategies for Nonnative-English-Speaking Teachers' Continued Development as Professionals Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
JANET D. JOHNSON Special Issue Introduction Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
YI-HSUAN GLORIA LO "Learning English Is Like Going to Hell": Using Learner Stories to Make Critical Pedagogical Decisions Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
1056-7941(e) 44 MB JSON
NANCY CLOUD; JUDAH LAKIN; ERIN LEININGER Learner-Centered Teaching: The Core of Effective Practices for Adolescent English Language Learners Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
GLORIA PARK Adult English Language Learners Constructing and Sharing Their Stories and Experiences: The Cultural and Linguistic Autobiography Writing Project Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011
POLINA VINOGRADOVA; HEATHER A. LINVILLE; BEVERLY BICKEL "Listen to My Story and You Will Know Me": Digital Stories as Student-Centered Collaborative Projects Wiley Blackwell (Teachers of English to Speakers of Other Languages, Inc.) TESOL Journal Year:2011


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