text:
Mastering software selection Part 2: Avoiding duplicate data maintenance wisely
2021/10/08 | Schlüchtern | Germany
In its search for a new ERP system, Möbelfabrik Rudolf counts on the support of SCHULER Consulting. Read now!
The furniture factory Friedrich Rudolf und Sohn, based in Schlüchtern (Hesse), has been in existence for over 125 years and is now run by the fourth generation, Karl Friedrich Rudolf.
Given the wide range of edges, handles and colours, a single cabinet can have thousands of variations.
Möbelfabrik Rudolf focuses on sustainability and uses water-based lacquers.
A new ERP system gives Möbelfabrik Rudolf more customisation options in production.
With the discontinuation of LIGNOS-M in 2018, Rudolf re-evaluated its data flow and looked at the options for a replacement ERP system. For this purpose, the project team conducted a comprehensive analysis of the IT and process landscape at Rudolf.
In the first part of this article, our software consultants Klaus Fickler and Luca Föhn gave practical tips for SMEs and industrial manufacturers on software selection. In the second part of our mini-series, Professor Holly Ott from the Faculty of Wood Technology at Rosenheim University of Applied Sciences and Klaus Fickler report on a joint software project at Möbelfabrik Rudolf in Hesse. The project team supported the family-owned company in selecting a new ERP system to replace the LIGNOS-M software in the future.
Medium-sized furniture manufacturers in Germany have been facing the challenge of adapting their production to the demand for highly individualised furniture for years. Customers are increasingly demanding individuality and new trends. Many furniture manufacturers recognise the potential of serving a fashion-driven market. The mutual understanding of market and manufacturer means that producers have to maintain a constant flow of new collections and offer a growing range of finishes and variants. This puts them in competition with highly standardised companies whose business model is based on a limited range and modularised, low-cost furniture pieces. The highly standardised furniture manufacturers often produce at lower-cost production locations, such as in Eastern Europe. Many German medium-sized producers are therefore increasingly focusing on quality, customisation and sustainability in order to be able to compete with the low prices.
Such a "mass customisation" model requires manufacturing individual components quickly and efficiently in order to deliver customised orders on time. Over the last 10 years, many SMEs have made the important decision to reduce their inventory and move to batch size 1 production. This requires flexible production and complex material and information flows. The choice of software systems to support this change and future developments for SMEs significantly shapes the company: from customer to employee, from order entry to machine, from production to assembly to shipping - new software can digitalise and accelerate company processes. SMEs often go in search of software without taking into account the diverse and sometimes complex processes in their company as a whole. In particular, the upstream and downstream processes are often neglected. As a result, project costs skyrocket and the communication effort, for example with employees, increases. In the first part of this article in issue 04, you can read how to find the right software step by step to move the company forward. Holly Ott and Klaus Fickler accompanied Möbelfabrik Rudolf und Sohn in such a selection process for a new ERP system.
Tradition meets future: The Friedrich Rudolf und Sohn furniture factory from Hesse
The furniture factory Friedrich Rudolf und Sohn, based in Schlüchtern (Hesse), has been in existence for over 125 years and is now run by the fourth generation of the family, Karl Friedrich Rudolf. Since 1895, the furniture factory has been producing individual living solutions for life in small spaces. More than 120 employees belong to the company, which attaches particular importance to sustainable products and manufacturing processes. For example, the furniture manufacturer uses water-based lacquers and relies on short delivery routes and production in Germany. In recent years, the company has invested in new machines and production software and initiated the conversion of production to batch size 1. Today, the product portfolio includes youth, flat, hallway, contract and home office furniture made of derived timber products, which is mainly sold in German-speaking countries through specialist dealers. The product quality and manufacturing standards are regularly independently tested and certified. Among many other awards, the company bears the climate label "Climate Neutral Furniture Manufacturer" and the "Golden M" of the DGM (German Furniture Quality Association).
With the discontinuation of LIGNOS-M in 2018, Rudolf re-evaluated its data flow and looked at the options for a replacement ERP system. The ERP system LIGNOS-M had been in use at the Rudolf company since 1986. The system had been developed specifically for furniture production and made it possible to store a limited number of variants for each part produced. The aim of the joint software project with Schuler Consulting and TH Rosenheim was to find an ERP system that could replace LIGNOS-M. The project was completed in March 2007. Through the cooperation of TH Rosenheim and Schuler Consulting, Möbelfabrik Rudolf benefited from the bundled industry know-how from research, industry and over 60 years of consulting expertise in the international wood and furniture industry.
Understanding the current situation: A new solution for LIGNOS-M
At the beginning of the project, the focus was on analysing the ACTUAL situation. For this purpose, the team looked at the current process landscape of the Rudolf company and analysed the flow of information from order acquisition with the help of Furnplan to delivery to the customer. In a flow chart (Fig. 1), they visualised the path of the data via the various IT systems from order entry to dispatch. This made visible which interfaces the current ERP system has to other software systems such as the production control system ControllerMES (HOMAG) or to other, non-production-related work steps such as financial accounting.
For the furniture manufacturer with highly variant products, the management of article components and order entry was particularly relevant here: To handle the variants, the orders are entered using the HOMAG solution OE ("Order Entry"). Here, each article of a customer order is entered into the system with its specific characteristics (dimensions, colour, handles, edges, etc.). The order entry software generates the customer-specific parts list from a maximum parts list. A route planning takes into account the delivery date and the customer's request; then the production is planned in an optimised way. The sales order, including the item positions and the specific parts lists, is then automatically transferred to LIGNOS-M, which generates an order confirmation to the customer. LIGNOS-M is able to track five variants per part via a part identification number and map them with its characteristics.
Given the wide range of colours, handles and dimensions, a single cabinet from Möbelfabrik Rudolf can have thousands of variants. This is a major challenge for handling the flow of materials and information. With the large number of combinations of colours and dimensions, only frequently-used parts are produced in stock; all other parts are custom-made, combined into a commission-based order and delivered. For this purpose, Möbelfabrik Rudolf considers both make-to-stock (MTS, strong runner) and make-to-order (MTO, weak runner) models in its production. For MTS parts, which are produced or purchased regularly and in high quantities, an automated high-bay warehouse is managed on site. The ERP system displays the current stocks of all MTS and Purchase-To-Stock (PTS) parts or the available stock range at any time. These are manufactured, purchased and stored "in batches" in the appropriate batch sizes. The slow-moving items are either manufactured in the MTO model or procured Purchase-To-Order (PTO).
Thus, there are two principles in MRP: The MTS parts are manufactured with defined lot sizes, the PTS parts are procured in larger quantities. The MTO parts are manufactured in the exact order-specific quantity, the PTO parts are procured individually. In addition, MTO production and PTO procurement are subject to the "tour scheduling" control loop. From a manufacturing perspective, there are consequently two manufacturing routes in production. The MTS and MTO parts run through two different lines, whose manufacturing documents must be set up separately accordingly. Before assembly, the MTS, MTO, PTS and PTO components and fittings must be picked accordingly. On this basis, the order-related assembly (ATO = Assembly-To-Order) and the assembly of the packages (RTA = Ready-To-Assemble) then take place.
Ninety per cent of the variants and, in terms of quantity, about half of the parts consist of batch size 1 parts, which are manufactured individually for the order in time for the delivery date. Both production methods are justified at Möbelfabrik Rudolf. The challenge for the medium-sized producer is to combine the different manufacturing processes and synchronise their processing via the IT systems. To start the production process at Rudolf, the order information must be transferred to the company's IT systems, as shown in the flow chart.
The example of the Rudolf furniture factory illustrates that the IT landscape of a company must support the individuality of production and the product range. At the Rudolf company, this is achieved by linking their ERP system to the OE and the production control system cMES, which can be expanded modularly and "grows" with the company. For the production of highly variant furniture, this is a solid solution for the Rudolf furniture factory.
Drawing up specifications: Requirements for the new ERP system
A key requirement for the new ERP system is to ensure the previous flow of information. This means ensuring that all data at the interfaces from upstream IT systems enters the ERP system and is passed on to downstream systems. Since the ERP system is connected to many other IT systems, this requires in-depth knowledge of the current software landscape as well as of possible future developments of the company, for example the manufacturing philosophy.
In the specific case at Möbelfabrik Rudolf, the management of article components is particularly relevant. With LIGNOS-M it was possible to store the variants in the ERP system and thus to see directly which part is produced or purchased as MTO/PTO and which part as MTS/PTS. Without a variant-capable ERP system, the MTO parts from the OE are transferred directly to the cMES and not recorded in the ERP system. Since each component is described in OE via its variant and this information is stored in a special parts list, the central question for Rudolf was whether the new ERP system must be able to map all variants if variant-capable software is already in use.
Since all variants can already be mapped via OE and cMES, time-consuming and cost-intensive double data maintenance can be avoided with a non-variant-capable ERP system. From a cost and effort perspective, it is more sustainable to use existing data models. In production planning, information on whether a part is manufactured as an MTO or MTS part is crucial in order to react flexibly to market demands. A part that is purchased or manufactured in small quantities today (PTO/MTO) can "mutate" into a strong runner tomorrow due to increased demand, which is now produced in stock. The same applies to parts that are no longer in high demand, so that an MTS part can become an MTO part. So how can this flexibility be ensured for production planning with two different manufacturing processes without using a variant-capable ERP system?
Since each variant is recorded in the part description in OE, a flowing production can be ensured with the connection of the cMES and OE even without a variant-capable ERP system. The description of the variant is saved with all the necessary information in an order-related special parts list. This list provides information about the required quantity of a variant in a certain time and can serve as a basis for decisions in production planning. In this way, it is possible - even without a variant-capable ERP system - to decide flexibly on the basis of the already existing data model in OE which production route a part will follow in the future. This involves less cost and effort than creating a new data model for all variants in a new variant-capable ERP system.
In addition to the optimal adaptation to the manufacturing philosophy, a future-proof system that meets the requirement criteria as far as possible is important when selecting a new ERP system for the cabinet furniture manufacturer. In addition to the "hard facts" such as interface compatibility and the cost framework, the project team defined the "soft facts" in the specifications, such as the references as well as the consulting and problem-solving competence of the potential software supplier.
With the bundled information in the specifications, the search for possible software providers began. During the market research, the project team was able to narrow down the pre-selection to potential suppliers that fit well with Rudolf's requirements. They sent the specifications to these suppliers for a response. All the suppliers contacted completed the specifications, so a smaller group was invited for the next round of evaluation, the product presentation. The final decision for an ERP supplier is still pending at the time of writing (June 2021).
Thinking about tomorrow today: automation and IT trends
The new ERP system has the potential to support Rudolf in many ways - not only in the complex production landscape of MTS and MTO parts, which has to manage planning and production for two completely different production routes. This requires parallel production lines, a warehouse for MTS parts and a sophisticated picking step to combine the MTS and MTO parts for assembly. The creation of the specifications allowed the company to think about and redesign its processes and procedures to become leaner and more efficient with meaningful, networked IT systems. This also allowed for considerations regarding the digitalisation of processes, for example for better data collection from the production flow as well as less paper in production and administration. The new ERP system gives Möbelfabrik Rudolf more customisation options and increases the speed of communication with the customer.
With the software project, Möbelfabrik Rudolf has taken another important step towards the future. But the renewal of the ERP system is not enough - the owners continue to deal with the development of the company and want to equip the family business for the future. Because they know: When choosing software, it is not only current product trends that need to be considered, but also the development of IT systems themselves. For example, cloud-based software-as-a-service models increasingly offer the furniture industry more flexibility in application and usage-based billing. Furthermore, the Rudolf company is concerned with the question of how the topic of sustainability will develop in the industry. Here, the factory sees great potential to make furniture transport more sustainable, from packaging to transport itself. For this reason, it is involved as a pilot company in a research project of the TH Rosenheim, which will start in 2022.
Klaus Fickler: In his many years as a software consultant in the woodworking and furniture industry, Klaus Fickler has already implemented numerous software selection and process optimisation projects. Formerly active for HOMAG in ERP and PPS implementation, Klaus Fickler has now been working for SCHULER Consulting for over 25 years. As an industry expert and software specialist, he now mainly carries out projects in the MES and ERP environment at SCHULER. He also advises companies on the topic of Industry 4.0 and carries out complex information flow analyses, from the point of sales to production.
Prof. Dr. Holly Ott: After receiving her doctorate in electrical engineering from the University of Virgina, Holly Ott worked for Siemens, IBM, Motorola and Infineon, among others, in the USA, Europe and Asia. In 2014, she was appointed Professor of Industrial Engineering at the Bavarian Business School. The following year, she developed one of the world's leading online learning programmes for TU München and the MOOC provider edX. Since 2020, she has been Professor of Production Management and Operational IT Systems at the Faculty of Wood Technology and Construction at Rosenheim University of Applied Sciences.
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text:
Q: Lua Nginx replacing HTML output So with Lua I am using it to replace the HTML output from a response page from a Nginx server. In order to make a value="*" HTML tag empty.
The issue is I keep loosing the end of my HTML after Lua replaces the string and makes what ever is between the quotations empty the rest of my HTML on the same line after that is gone.
Lua Code :
body_filter_by_lua_block {
local body = ngx.arg[1] --Put body into local var
local htmlvaluetomakeempty = "id=\"username\" value="
local loginpagematch = ngx.re.match(body, "" .. htmlvaluetomakeempty .. "\"(?:.*)\"") --Search through body to see if our html match is found
if loginpagematch then --If not empty
body = ngx.re.gsub(body, "" .. htmlvaluetomakeempty .. "\"(?:.*)\"", "" .. htmlvaluetomakeempty .. "\"\"") --.. loginpagematch["match"] )
ngx.arg[1] = body
end
}

HTML Code that Lua will be replacing :

User Name <input type="text" name="username" id="username" value="test" class="validate-username" size="25"/>

After Lua has run and modified the body contents the output looks like this

User Name <input type="text" name="username" id="username" value=""/>

The problem is this HTML code has also been removed for a unknown reason
class="validate-username" size="25"

It does successfully make id="username" value="" empty but I loose what ever HTML came after it too and I am not sure why.

A: Using regex to manipulate HTML is usually a lost cause. Even whitespace changes in the input can completely break your script. It would be advisable to just use a HTML parsing library such as lua-gumbo.
The following example would find the input#username element and set it's value attribute to the empty string:
local gumbo = require "gumbo"

local input = [[

    User Name
    <input type="text" name="username" id="username" value="test" class="validate-username" size="25"/>

]]

local document = assert(gumbo.parse(input))
local element = assert(document:getElementById("username"))
element:setAttribute("value", "")
local output = assert(document:serialize())
io.write(output, "\n")

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text:
Q: Cannot install less using npm in Ubuntu within VM I am having this error in installing less. I use this code npm install -g less but it's showing this kind of error:
> vagrant@precise32:/$ sudo npm install -g less
> npm http GET http://registry.npmjs.org/less npm http 304
> http://registry.npmjs.org/less npm http GET
> http://registry.npmjs.org/mime npm http GET
> http://registry.npmjs.org/mkdirp npm http GET
> http://registry.npmjs.org/request npm http GET
> http://registry.npmjs.org/clean-css npm http GET
> http://registry.npmjs.org/source-map npm http 304
> http://registry.npmjs.org/mime npm http 304
> http://registry.npmjs.org/request npm http 304
> http://registry.npmjs.org/mkdirp npm http 304
> http://registry.npmjs.org/clean-css npm WARN optional dependency
> failed, continuing clean-css@2.0.x npm http 304
> http://registry.npmjs.org/source-map npm ERR! error installing
> less@1.6.3 npm ERR! error rolling back less@1.6.3 Error: UNKNOWN,
> unknown error '/usr/local/lib/node_modules/less'
>
> npm ERR! Unsupported npm ERR! Not compatible with your version of
> node/npm: request@2.44.0 npm ERR! Required: ["node >= 0.8.0"] npm ERR!
> Actual:   {"npm":"1.1.4","node":"0.6.12"} npm ERR! npm ERR! System
> Linux 3.2.0-23-generic-pae npm ERR! command "node" "/usr/bin/npm"
> "install" "-g" "less" npm ERR! cwd / npm ERR! node -v v0.6.12 npm ERR!
> npm -v 1.1.4 npm ERR! code ENOTSUP npm ERR! message Unsupported npm
> ERR! errno {} npm http GET http://registry.npmjs.org/requirejs/0.26.0
> npm ERR! npm ERR! Additional logging details can be found in: npm ERR!
> /npm-debug.log npm not ok vagrant@precise32:/$

EDITED:
I installed newer version of node based on the answers. Im having now this prompt. Is this an error? thanks
/usr/local/bin/lessc -> /usr/local/lib/node_modules/less/bin/lessc
less@2.5.0 /usr/local/lib/node_modules/less
âââ graceful-fs@3.0.6
âââ mime@1.3.4
âââ image-size@0.3.5
âââ promise@6.1.0 (asap@1.0.0)
âââ errno@0.1.2 (prr@0.0.0)
âââ mkdirp@0.5.0 (minimist@0.0.8)
âââ source-map@0.4.2 (amdefine@0.1.0)
âââ request@2.55.0 (caseless@0.9.0, json-stringify-safe@5.0.0, aws-sign2@0.5.0, forever-agent@0.6.1, stringstream@0.0.4, oauth-sign@0.6.0, tunnel-agent@0.4.0, isstream@0.1.2, node-uuid@1.4.3, qs@2.4.1, combined-stream@0.0.7, form-data@0.2.0, mime-types@2.0.10, tough-cookie@0.13.0, bl@0.9.4, hawk@2.3.1, http-signature@0.10.1, har-validator@1.6.1)

my version of Ubuntu is 12.04. Please help, I need it as soon as possible for my project. Thanks :)

A: Try updating your version of node.
npm ERR! Required: ["node >= 0.8.0"]
Actual: {"npm":"1.1.4","node":"0.6.12"}

See here for instructions: https://askubuntu.com/questions/426750/how-can-i-update-my-nodejs-to-the-latest-version

A: Try to upgeade your npm/node to latest version, and then try again


Sorry, it is good idear, but I don't like the result. The document looks terrible with the new fold sign. At your old solution the fold sign looks very pretty.
Zinn wrote: Sorry, it is good idear, but I don't like the result. The document looks terrible with the new fold sign. At your old solution the fold sign looks very pretty.
It was the temporary demo to demonstrate the idea. Now I have finished the full quality demo for voting!
> It was the temporary demo to demonstrate the idea. Now I have finished the full quality demo for voting!
Impressive demo on the one side but there are some differences to the fold arrows of BB1.6 on the other side.
Thanks for feedback, Josef, I will fix this today.
What exactly is the problem with folds arrows in the russian Windows version?
those fonts missing? Which appearance results in russian BB1.6 now?
which should be usable as well.
for this rendering to work well. It is not easy to come close.
I really do not understand why you want super perfect arrows and ready to sacrifice portability and the solution which does not require system modules grow fat!
I know how to fix your comments, and prepare code soon for people can evaluate. Of course I am not hope for much. You and Helmut can crush initiative with you authority, however there is a chance to move BlackBox to be fit and ported on other platforms. The fall backs is not what I want to see on Linux or Wine or SDL version.
The above characters are standard Unicode characters 25b6, 25b7, 25c0, 25c1.
Although they are standard Unicode characters, not every Windows font contains them.
My Windows Vista has these in the fonts "Arial Unicode MS", "Lucida Sans Unicode" and "DeJavu Sans".
I am not sure if every Windows version has these fonts installed and if Wine has one of them.
In my SuSE SLED11 Installation there are chars 25b6, 25b7, 25c0, 25c1 and they look at least as nice as the ones found by Josef.
They are available (checked with charmap) in all fonts I checked (Dingbats, DejaVu Sans, Monospace, Serif, Utah MT, Utopia, Yudit).
I personally like them even more than the original, where I found the arrows too large. I guess the originals were compromises in times of Win95. We switched to Unicode, so why don't we use the available characters.
Josef Templ wrote: What exactly is the problem with folds arrows in the russian Windows version?
The images are showing wine and windows appearance correspondingly.
New demo version is ready.
I have fixed the printing layout (removed grey line), made the arrows less height and added small distance between them and string.
If you look at the commander, you will find that it looks a bit ugly. However it is independent of platform. If you compare this arrows with commander, them looks much better and always independent of platform.


During the call, your peer advocate will work with you to come up with solutions that best meet your needs.Whether you are just leaving an abusive relationship or not sure if your relationship is unhealthy, advocates have received extensive training to help you determine the answer that best fits your life.
After you and your advocate come up with ideas for your situation, the advocate will review them with you and can connect you to a local resource, if you'd like.Please make sure you are in a safe space before you text. When you call, be prepared for the advocate to first ask if you are in a safe place to talk.Always delete the conversation after you finish to ensure that no one else can access your information. Once you are, the advocate will encourage you to explain your situation.Check out the Quick Chat Guide tabs below to help make your chat experience the best it can be!
Text* loveis (capitalization does not matter) to 22522.Our trained peer advocates are available 24/7/365 to offer education, support and advocacy to teens and young adults, as well as their concerned friends and family members, who have questions or concerns about their dating relationships.


text:
The Regions
The Varieties
Cava Oinos Moments
Kolindrino
Krasato
Lemniona
Mandilaria
INTERNATIONAL VARIETIES
Grenache Rouge
WINES WITH THIS VARIETY
Chateau Porto Carras
Meth'Imon Seven
Meth'Imon Opsimo
One of the major black grape varieties worldwide. It is principally grown for blending with Cabernet Sauvignon and Merlot in the Bordeaux style, but can also be vinified alone, as in the Loire's Chinon. In addition to being used in blends and produced as a varietal in Canada and the United States, it is made into ice wine in those regions.
Cabernet Franc is lighter than Cabernet Sauvignon, making a bright pale red wine that contributes finesse and lends a peppery perfume to blends with more robust grapes. Depending on the growing region and style of wine, additional aromas can include tobacco, raspberry, bell pepper, cassis, and violets.
Records of Cabernet Franc in Bordeaux go back to the end of the 18th century, although it was planted in Loire long before that time. DNA analysis indicates that Cabernet Franc is one of two parents of Cabernet Sauvignon, Merlot, and Carménère.
Cabernet Franc shares many of the same phenolic and aroma compounds as Cabernet Sauvignon but with some noticeable differences. Cabernet Franc tends to be more lightly pigmented and produces wines with the same level of intensity and richness. Cabernet Franc tends to have a more pronounced perfume with notes of raspberries, blackcurrants, violets and graphite. It is often characterized by a green, vegetal strike that can range from leaves to green bell peppers. It has slightly less tannins than Cabernet Sauvignon and tends to produce a wine with a smoother mouthfeel. New World examples of Cabernet Franc tend to emphasize the fruit more and may delay harvesting the grapes to try to minimize the green leafy notes.
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text:
Research reveals human immune system reduces potency of antibiotics
Recent research from the University of Kent's School of Biosciences has revealed that a molecule produced by the human immune system can severely diminish the potency of certain antibiotics. This may explain why antibiotics effective in laboratory settings can be less effective at clearing infections in humans.
The research findings, which have been published in the journal Archives of Microbiology, reveal that nitric oxide, a molecule produced by our immune systems, can render aminoglycoside antibiotics ineffective when used against E.Coli strains isolated from human infections.
E.Coli causes life-threatening infections, including sepsis, bladder infections, kidney failure, and dysentery. Whilst the human immune system produces nitric oxide to kill invading bacteria, this study reports that nitric oxide can also undermine the function of antibiotics that are used as first-line agents to treat infections caused by drug-resistant E.Coli.
It is expected that these findings will greatly influence the choice and dose of antibiotic treatments prescribed by
medical professionals. Corresponding author Dr Mark Shepherd, Senior Lecturer in Microbial Biochemistry at the University of Kent, said: "This work highlights the urgent need for a better understanding of how the human immune system can profoundly affect the activity of antibiotics, which is of great importance for future therapies to treat multi-drug-resistant bacterial infections."
The paper, 'Nitric oxide (NO) elicits aminoglycoside tolerance in Escherichia coli but antibiotic resistance gene carriage and NO sensitivity have not co-evolved', is available at: https://link.springer.com/article/10.1007/s00203-021-02245-2 https://doi.org/10.1007/s00203-021-02245-2.
Irish Pharmacist June 2021
HPRA interrupts supply of fake Covid-19 tests targeted at Irish consumers and businesses


In celebrating its 110th anniversary, Paula, a drinking and decorative collection in the Art Nouveau style has shined in subtle tints of underlay colors so typical for Moser.
Sensitively chosen color combinations highlight the sublime beauty of these works of art inimitable secret of Moser colors consists in using the finest raw materials melted with the addition of rare earth minerals and metal oxides.
Moser colors come out of the gemstones' colors and display distinctive shades.


See more of the jolly boat rocker in the builder's gallery. jolly boat is a rocking toy boat designed to provide years of make-believe nautical adventure for the young sailor, it is an adaptation of the classic flatiron skiff, a type that generations of "old salts" remember fondly as their first "real" boat.. Simple wood boat plans. the best simple wood boat plans free download pdf and video. get simple wood boat plans: our plans taken from past issues of our magazine include detailed instructions cut lists and illustrations – everything you need to help you build your next project…search for simple wood boat plans. simple wood boat plans. simple wooden boat plans – vintage projectsbuild a simple. Straydog boatworks are: bruce kirby's norwalk islands sharpies range of plans and kits for his legendary ply wood epoxy composite norwalk islands sharpies world wide.. iain oughtred's exquisite clinker plywood range of plans and kits in australia, new zealand and the pacific.. coastal rowing project: we all have dreams of things we would like to achieve; how rare and sweet it is to live the dream!.


Economic growth in Lesotho is expected to slowly recover this financial year, driven by trading in natural resources – specifically diamonds – and higher textile exports.
However, the country's current account deficit has widened due to a decline in revenue, IMF team leader Joseph Thornton said at the end of his visit to the kingdom.
He added that public spending and wage-bill demands "had rapidly depleted government deposits", adding that poor public financial management was further hindering effective budget planning and implementation.
As Lesotho prepares its budget for the 2019 financial year, the IMF called for the government to better control spending.
To protect the poor amid this period of austerity, the IMF called on the government to strengthen social security, such as benefits, and ensure it is spending more efficiently on 'human capital' – education and health – to achieve growth.


text:
Q: SAS macro: loop to create variables [macro/quoting problem] Basically I'm writing a macro that would take as parameters my input table, output table, and a list of variables. My list of variables appears as a single parameter, for which  I use the space character as the delimiter.
My macro is supposed to separate my list into nbvar macro-variables, which are going to contain the names of my (SAS) variables. I then use a datastep to input my (SAS) variables from their original character format to numerical values.
Here is my piece of code:
%macro convert_car_to_num(input,output,listvar);

/* First I split my list into nbvar variables named var&i
%qscan to avoid macro resolution of names, not really necessary here
but still works fine. My delimiter is space character, hence
%str( ) in the %qscan*/

%let nbvar=%sysfunc(countw(&listvar));
%do i = 1 %to &nbvar;
    %let var&i=%qscan(&listvar,&i,%str( ));
%end;

/*Here is my data step. &&var&i_num is resolved just fine*/
data &output;
set &input;
%do i = 1 %to &nbvar;
    &&var&i.._num = input(&&var&i,BEST16.);
%end;
run;

%mend;

Since &&var&i.._num and &&var&i are resolved, I would expect my code to work, but my log shows:
varname_num
180
Where the resolved name "varname" is underlined. And a bit after I find:
ERROR 180-322: Statement is not valid or it is used out of proper order.
Which is usually the standard error for a misplaced semi-colon. Yet I know my macro-variables are resolved since mprint shows:
MPRINT(CONVERT_CAR_TO_NUM):   varname_num = input(varname,BEST16.)
NOTE: Line generated by the macro variable "VAR26".
MPRINT(CONVERT_CAR_TO_NUM):   run;
Where varname is the right name for the 26th variable in my list, which indicates the resolution worked just fine.
To make it more incomprehensible for me, the same piece of code where I would indicate:
&&var&i.. = input(&&var&i,BEST16.);

DOES compile, even though it doesn't end up with the intended result (variables would still be char).
Similarly, the same code with:
&&var&i.._num = &&var&i;

does not compile either.
I've also tested changing the name of my macro-variable to num_&&var&i or n&&var&i, or even first declaring a macro-variable "name" which would contain &&var&i, all to the same effect. Not choosing the same name as the initial variable seems to cause the code to show the 180 error.
I guess the problem resides with trying to declare a variable, knowing that a previous and similar piece of code I wrote does work, with the datastep being a comparison (to transform missing values to zero from a list of variables also):
data &output;
set &input;
    %do i = 1 %to &nbvar;
        if &&var&i = . then &&var&i = 0;
    %end;
run;

But for this same piece of code, if I try to create a new variable (again with any name, for that matter), writing:
if num_&&var&i = . then &&var&i = 0;

I find myself with the resolved name underlined again, but now pointing to the following error:
ERROR 22-322: Syntax error, expecting one of the following: !, !!, &, (, *, **, +, -, /, ;, <,
              <=, <>, =, >, ><, >=, AND, EQ, GE, GT, IN, LE, LT, MAX, MIN, NE, NG, NL, NOTIN, OR,
              [, ^=, {, |, ||, ~=.

A: This is a problem with SAS failing to unquote values automatically.  The rule I learned is that if your SAS code (shown by MPRINT) looks valid, but you are getting errors, try unquoting.
In your case, changing to:
%unquote(&&var&i.._num) = input(&&var&i,BEST16.);

Makes the code work.  Of course as per your comment you probably don't need %qscan which is introducing the problematic quoting characters.  If you change that to %scan, you won't need to %unquote() it because it will not have been quoted in the first place.
Also agree with approach of @Foxer using a single macro variable to store the i_th variable in the list.  Would also recommend making these %local variables in order to avoid collisions.  Could be something like:
%macro convert_car_to_num(input,output,listvar);
  %local i vari;

  data &output;
    set &input;
    %do i = 1 %to %sysfunc(countw(&listvar,%str( )));
      %let vari=%scan(&listvar,&i,%str( ));
      &vari._num=input(&vari,best16.);
    %end;
  run;

%mend;

A: Does the following give what you need? My guess is that you have too much going on in separate if-then-do statements:
%macro new(input,output,listvar);
data &output; set &input;
%do i=1 %to %sysfunc(countw(&listvar.));
    %let var=%scan(&listvar.,&i.);
        var&i._num = input(&var.,BEST16.);
%end;
run;
%mend;

%new(have,want,&listvar.);

Below may also do what you want if you're trying to create an individual macro variable for each variable you're looping over (though in this case it's probably not worth it but just shows another useful method for other applications):
** put variables into dataset **;
proc sql noprint;
    create table vars
    as select name,type
    from dictionary.columns
    where upcase(libname)="WORK" and
        upcase(memname)="HAVE" and
        type = "char";
quit;

** create total count and separate macro variable for each variable **;
data _null_; set vars end=last;
    by name;
    i+1;
    call symputx('name'||strip(put(i,8.)), name);
        if last then call symputx('count',i);
run;

%put &count.;
%put &name1.;
%put &name2.;
%put &name3.;

** loop over each variable using the total count **;
%macro new(input,output);
data &output; set &input;
%do i=1 %to &count.;
    &&name&i.._num = input(&&name&i,BEST16.);
%end;
run;

%mend;

%new(have,want);


text:
Q: Use ngrok url as callback url for facebook webhook, but is recognized "not whitelisted" My IDE is Pycharm.
I want to test my app locally, so I run my service locally and use ngrok to expose my app to Internet.
The url showed by ngrok is https://436cb7e9.ngrok.io
But when I want to verify the facebook webhook callback url use this url above, it shows

ERROR    2017-12-27 08:16:37,407 wsgi_server.py:329] Request Host 436cb7e9.ngrok.io not whitelisted. Enabled hosts are set(['localhost'])

I ran the app well before, but I don't know why this time it shows an error.
Could somebody gives me suggestion?

A: After a bit of digging and thanks to Brady's comment about the gcloud version, I found out that all you need to fix this is to add a flag when you run your app.
So, say you run your app locally with:
python $APPENGINE/dev_appserver.py

just change it to:
python $APPENGINE/dev_appserver.py --enable_host_checking=false

and you should not have the host whitelist errors anymore.
For more information, checkout the release notes here: https://cloud.google.com/appengine/docs/standard/python/release-notes#december_5_2017
This seems to be working fine for me on gcloud 183.0.0 and 187.0.0 (the latest version at the time of writing of this comment).

A: It is done via the Auth tab of your ngrok dashboard. From IP Whitelisting Tunnel Access:

You may whitelist access to tunnel endpoints on your account. The
  whitelist is enforced by the ngrok.com servers. It is applied globally
  to all of your tunnel endpoints. Any incoming connection to any of
  your tunnel endpoints is checked to guarantee that the source IP
  address of the connection matches at least one entry in your
  whitelist. If a connection does not match the whitelist it is
  terminated immediately and never forwarded to an ngrok client.
As a special case, if your whitelist is empty, all connections are
  allowed.
Managing the whitelist
You can manage the IP whitelist on the auth tab of your ngrok
  dashboard. Enter a new IP address under the "IP Whitelist" section and
  then click Add Whitelist Entry. Changes to the IP Whitelist can
  take up to 30 seconds to take effect.
IP Ranges
Sometimes, you may wish to whitelist an entire range of IPs. Instead
  of entering just a single IP address, you may instead specify a block
  of IP addresses using CIDR notation. For example, to allow all IP
  addresses from 10.1.2.0 to 10.1.2.255, you would add 10.1.2.0/24 to
  your whitelist.

A: I had a slightly different question, but google lead me here none the less, the error I had was:
"The callback URL or verify token couldn't be validated. Please verify the provided information or try again later."
When trying to connect facebooks webhook to my localhost. Turns out I needed to authenticate my ngrok agent:
https://dashboard.ngrok.com/get-started/your-authtoken


Candidate should hard worker. ready to work in shift.
Candidate should have 1-2 year experience in machine shop as a CNC operator. Should be ready to sign log term contract.
Candidate should be BE/DME degree holder. Should have experience As Quality Supervisor.
Candidate should have knowledge of Auto cad & product design. Should also have responsible to handle production.
Candidate should be DME OR ME mechanical. Candidate should have knowledge of production.
Candidate should have knowledge of computer.
Candidate should have experience in Machine shop.
Candidate should ITI degree holder.
Candidate should knowledge of machine shop.
CNC/VMC machine. candidate should be DME passout. Should have knowledge of operating & quality check Should be able to work in shift.


text:
Q: Trouble retrieving Active Directory computer description When I run:
$computer = Get-ADComputer -SearchBase 'OU="Windows 7 Machines",OU="Devices",dc=blah,dc=Local' -Filter 'name -like "computerName"' -Properties Description

I'm able to get the AD description using
$computer.Description

My question is: how do I get the computer description without using the -Properties Description argument?
$computer = Get-ADComputer -SearchBase 'OU="Windows 7 Machines",OU="Devices",dc=blah,dc=Local' -Filter 'name -like "computerName"'

How do I get the description from the $computer variable here?

A: With Get-ADComputer or some other LDAP query tools?  You don't.
Specifying -Properties Description is what tells the Get-ADComputer cmdlet to request the description field from the LDAP server.  If you don't specifically request it, the LDAP server does not send it in the response back to the cmdlet.  You must specify any fields you want beyond the defaults, and description is not a default field.
I mean sure, ok, you could say -Properties *, and that technically answers your question, but then you're asking for every property (this is bad; it takes much longer).


text:
21/03/2016 8:16 AM AEDT | Updated 15/07/2016 12:51 PM AEST
Greg Inglis 'Brain Explosion' In Rabbitohs Dragons Match Has Happened in Rugby League Before
By Anthony Sharwood
Cameron Spencer via Getty Images
SYDNEY, AUSTRALIA - MARCH 20: Greg Inglis of the Rabbitohs looks on during the round three NRL match between the St George Dragons and the South Sydney Rabbitohs at Sydney Cricket Ground on March 20, 2016 in Sydney, Australia. (Photo by Cameron Spencer/Getty Images)
You're physically exhausted and mentally drained. For 80 minutes in the pouring rain you've been hurling your very large body against other people's very large bodies while directing your team around the park. And for a few seconds there, you just mentally clock off.
That's pretty much what happened yesterday on the last play of the match between the South Sydney Rabbitohs and the St George Illawarra Dragons in their annual fixture at the SCG. With the Bunnies down 8-6, their best player Greg Inglis went for a field goal on the last play of the game.
INGLIS: The field goal was a brain explosion. Put that on the blooper reel. #GoRabbitohs
— South Sydney (@SSFCRABBITOHS) March 20, 2016
A field goal, for the uninitiated, is worth one point in rugby league. It's worth three in rugby union, but no one's suggesting Inglis thought he was playing the 15 man version of rugby. Clearly he just forgot the score and thought it was 6-all. The kick missed, but even if it had sailed through the sticks, Souths still would have lost 8-7. Oops.
But this has happened before, and will probably happen again. It's a tough game. People's minds get as tired as their bodies. Terry Lamb is second on the all-time list of NRL matchs played, with 350. Yet even he once made the same mistake, as he explains in this video.
In other news from the Rabbitohs/Dragons game, Souths captain Sam Burgess has been cleared of serious injury after scans at Sydney's St Vincent's Hospital overnight. He hurt his head in an awkward tackle.
Let's talk about somebody who did something awesome on the weekend. Meg Lanning, captain of Australia's Southern Stars women's cricket team, had a shocking bout of gastro over in India at the World T20. She couldn't even make the coin toss for the match against South Africa. Yet somehow, when she was needed, she went out there and blasted 30 off 19 balls to seal victory. There's a report and video here.
It was an effort reminiscent of Dean Jones, who once made a double century in a Mumbai furnace despite repeatedly unloading the contents of his stomach. And speaking of blokes who play cricket, South Africa beat a surprisingly competent Afghanistan overnight, mostly thanks to AB de Villiers who casually slugged 29 runs off one over.
The less said about Australia's men's team the better. They play Bangladesh on Monday night. A loss would almost certainly end their tournament.
Speaking of car crashes, this happened at the Australian Formula 1 Grand Prix in Melbourne.
Fernando Alonso with a massive crash and flip at the Australian Grand Prix, he walked away pic.twitter.com/QCf9PuZaUT
— The Cauldron (@TheCauldron) March 20, 2016
Both drivers in the two-car crash walked away unhurt. The race was won for the second time by by Nico Rosberg, whose dad Keke won it back in 1985 when it was held in Adelaide. Australia's Daniel Ricciardo came fourth.
In football, it's that time of year where the importance of every goal is magnified. Leicester City scored to maintain their five point gap at the top of the EPL ladder. But the goal celebration of the week goes to Serbian international striker Aleksandar Mitrović and a fan. Newcastle is second last on the ladder and fighting to avoid relegation. Mitrovic's goal earned them a 1-1 draw against fellow strugglers Sunderland. Shirt-swirling, fan-hurdling and random hugging ensued.
VIDEO: Celebration of the season from @NUFC striker #Mitrovic and a random fan: 😂😅pic.twitter.com/qWqykfzE1e
— Footie Stuffs (@FootieStuffs) March 20, 2016
The Golden Slipper happened in Sydney on the weekend. It's the world's richest horse race for two-year-olds. Many thoroughbred racing purists don't believe in two-year-old racing, believing it's about as dignified as those awful beauty pageants for toddlers. Anyway here's how the race looked if you're a seagull.
What an amazing #GoldenSlipper with Capitalist storming home to win the 60th edition of the race! @atc_raceshttps://t.co/EfFxFpULs9
— Sky Racing (@SkyRacingAU) March 19, 2016
And in our second straight paragraph beginning with a golden thing, the Golden State Warriors are beatable. That's the lesson from U.S. sports on the weekend, when the San Antonio Spurs beat the Bay Area juggernaut. Led by Steph Curry's incredible shooting which we've spoken about often here, Golden State is having a record season Their win-loss ratio is still 62-7 for the year, so they're still well placed to beat the record 72-10 season.
Here's what a staff writer on nba.com said. We have no idea what they mean but it's well worth repeating anyway:
"As masterpieces go, it ranked between the Sistine Chapel ceiling and something you might find stuck to the door of a refrigerator with a magnet."
And you thought the track at Albert Park in Melbourne was messy.
And in late breaking news this Monday morning, Jason Day just won his first golf tournament for 2016. Woohoo! The Aussie, who last year won his first Major and briefly became world number one, is now four-out-of-four for wins when leading after the third round. Bring on the Masters. It starts on April 7.
Congratulations Jason Day on winning the Arnold Palmer Invitational! 🏆
It's his fifth win in 12 starts. #QuickHitshttps://t.co/jEmLud7LQ8
— PGA TOUR (@PGATOUR) March 20, 2016
Anthony Sharwood Sports Editor, HuffPost Australia
MORE: australian grand prix golden slipper Greg Inglis nba nrl sport weekend sports wrap World T20 News


Logo will be used on all our material from reports to the website - After we create a look we will be redesigning our website completely to reflect the new image we choose.
Small to medium size businesses that are looking to increase their authority and credibility online.
We are looking for a creative and professional logo design. We would like the logo to be made up of our Name (ajax union). We have come up with an idea of working with the x and o and potentially turning them into people by placing a dot on top of them and maybe even connecting the with a series of dots. But these are just our thoughts. We are looking for designers to come up with unique ideas or elaborate on our idea to create a professional, clean and friendly logo. We also want to create a creative business card the is unique and will stand out but still maintains a professional touch.


text:
Business• Entrepreneur SEEN• Startups• Tech
A Woman SEEN Making an Impact: Anya Babbitt
Published May 4, 2018 by Stephanie Steinberg
SPLT CEO Anya Babbitt talked to SEEN about how she's growing a ride-sharing startup worldwide and how she overcame the challenges of fundraising as a woman.
By Stephanie Steinberg
Name: Anya Babbitt
Job Title: CEO and founder of SPLT
Anya Babbitt is the Founder and CEO of SPLT. She is passionate about creating a more sustainable future where smart cities overcome the challenges of urbanization and growth. An experienced entrepreneur with multiple ventures and exits, Anya led SPLT's upward trajectory achieving over 35 awards and prizes including the Hult Prize, Accelerate Michigan, Clean Energy Trust Challenge and Google Demo Day, as well as articles in Forbes, Huffington Post and TechCrunch. From a thesis on the Kyoto Protocol at Boston University to today, Anya has aligned governmental, corporate and university forces to her vision to transform the way people meet and move together.
1. What are you currently working on?
Since the recent acquisition of SPLT by Bosch, we have been rapidly expanding our team and our reach internationally, with new offices in Los Angeles, Germany, UK and Mexico. We're committed to scaling up our platform and reaching customers in these new markets as quickly as possible, building a truly global platform and uncovering new verticals where we can add value.
2. What is your greatest accomplishment?
My passion has always been connecting society and people, giving people greater access to the resources they need to thrive. We are doing just that with our products in health care and transportation. On the health care side, our Non-Emergency Medical Transportation platform created in partnership with Lyft, and currently in use at Henry Ford Health Systems, is helping bring patients to and from home quickly and safely. Our greatest accomplishment will be in the future as we realize the vision of integrations with public transit, busing, e-bikes and other ways of travel so that no one is left behind. Today, our greatest accomplishment is our team.
3. What is an obstacle you've faced, and how did you overcome it?
One of the greatest challenges is fundraising. As a female founder of a tech company, gaining credibility and acceptance from more traditional investors took time. The way we overcame it was through finding the right mentors in the Techstars Mobility accelerator program who have introduced us to customers, investors and gave us encouragement. Our team came together and was bonded by this notion of survival — that we were going to build something great together and fight to keep our product alive. In those moments, you realize that the greatest accomplishment is the team, not the idea, because without a great team, an idea is, after all, just an idea. Ben Seidman, our director of business development and first employee, indoctrinates new members of the team by showing the video of Michigan head football coach Bo Schembechler's famous "The Team" speech to his players during the 1983 season. I highly recommend watching!
4. What motivates you each day?
The biggest motivation is seeing the positive effects that our platform has helped bring into peoples' lives. This idea of creation — that we are creating things products that haven't existed before. We have happy users calling or writing messages about how they were able to find new ideas and solutions by talking to their colleagues, or how they are enjoying connecting with new people or how for the first time in at-risk cities, people feel safer.
5. What's the biggest issue facing women today?
Cheryl Sandberg has been a great inspiration in getting me and others to ask for a seat at the table, to stand up and speak out. I was recently at Vanity Fair's Founders Fair event and one of the female founders there said it best: "Now that we have a seat at the table, we need to ask ourselves, 'How do we make sure there are more seats so more of us can sit at the table?' "
6. How can we address or resolve that issue?
There are many companies that hire a diversity officer or key token hires and think that it's fine. It's an ongoing campaign for companies to be more inclusive to women and minorities. Changing hiring practices to be more skills-based and less experience or education-based is a start. Asking men to be a part of these conversations and female-led events is also important. Inclusion works both ways.
7. What advice do you have for other women?
It's important for women who are early in their careers to find mentors and role models, especially other women who can guide them on best practices and give support. Kim Cross was that woman for me and we credit Kim and her husband, Terry, for contributing to a lot of our success and becoming our family away from family while in Michigan. Gender aside, find those steadfast supporters and hold onto them.
8. What's something others may not know about you?
I love anything cotton candy flavored, and I sleep without shades so I can rise with the sun.
Hear Anya discuss her career and advice for other women at Women SEEN Making an Impact on May 11 in Detroit. Buy tickets here.
Anya Babbittautomotivecareer advicehealth careridesharingSPLTstartuptechwomen entrepreneurWomen in BusinessWomen SEENWomen SEEN: Making an Impact
SEEN Store Spotlight: Elaine B Jewelry
SEEN Store Spotlight: Lindsey's Kloset
Home Concepts For Soul And Style
Meet the Mother-Daughter Team Behind Birmingham's Jarbo Boutique
Chevrolet Dealership Soars Under Katie Bowman Coleman


text:
Q: Transfer a row from a table to another: jQuery I want to transfer a row which is selected with a jQuery function:
$(document).ready(function(){
    $("#table1 tbody tr").click(function()
    {
        $(this).toggleClass('selected');
    });
});

$(document).ready(function(){
    $("#table2 tbody tr").click(function()
    {
        $(this).toggleClass('selected');
    });
});

and the function which is supposed to transfer a row is this one:
 //fonction deplacement de tableau
$(document).ready(function(){
    $('.table-remove').click(function (e) {
         $("#table1 > tbody  > tr").each(function () {
             if($(this).attr('class')=="selected")
                {
                    $(".table2").append( $(this).parents('tr').clone());
                    $(this).parents('tr').detach();
                    console.log( $(this).parents('tr'));
                }
             });
    })
})

and I have some trouble with those 2 lines:
$(".table2").append( $(this).parents('tr').clone());
$(this).parents('tr').detach();

Do you know why?
Here is the HTML of the 2 tables:

     Ordre
     Nom Pross
     Verbe
     Nom Opération
     Mini
     Maxi
     Total
     Mesure
     Retour
     Dépla
     Tps Total
     Tps Mesure
     Tps Retour
     TDA
     % Opera
     Loc
     Cible
     tktTime

     Ordre
     Nom Pross
     Verbe
     Nom Opération
     Mini
     Maxi
     Tps Total
     Tps Mesure
     Tps Retour
     TDA
     Total
     Mesure
     Retour
     TDA
     Op
     Loc
     Cible
     tktTime

I don't why the selected rows can't be appended to the other table. Do you have some clues?

A: You can do this via jQuery insertAfter() function.  check updated snippet below...

$('table tr').click(function(){
$(this).addClass('selected').siblings('tr').removeClass('selected');
})
$('.remove').click(function(){
$('#table2 tbody').append('
'+$('#table1 tr.selected').html()+'
');
})
.selected td {
    background: #ffffcf;
}
table{
    width: 100%;
    border-collapse: collapse;
}
td{
    border: 1px solid #ddd;

}

<button type="button" class="remove">Remove Selected</button>

Table1

Row1

Row2

Row3

Row4

Row5

Row6

Table2

Row21

Row22

Row23

Row24

Row25

Row26


text:
Chichra A
Abhijnhan A
Tharyan P
Burnout doctors
job stress
Job stress and satisfaction in faculty of a teaching hospital in south India: A cross-sectional survey
A Chichra, A Abhijnhan, P Tharyan
Department of Psychiatry, Christian Medical College, Vellore, Tamil Nadu, India
Date of Decision 27-Nov-2018
A Chichra
Department of Psychiatry, Christian Medical College, Vellore, Tamil Nadu
Background: There are multiple economic, psychological, and physical consequences of high job stress, low job satisfaction and burnout in faculty of a teaching hospital in South India. Data from developing countries on these domains are sparse. Materials and Methods: In a cross-sectional study we assessed the prevalence and sources of perceived job stress, job satisfaction and burnout in faculty, as well as ways of coping with stress among consenting faculty of a large, private, charitable, teaching hospital in India using standardized, self-rated questionnaires. Results: A total of 304 respondents, 156 (51.3%) were Assistant Professors; 71 (23.4%) were Associate Professors, and 77 (25.3%) were Professors. The majority (175; 58%) were male, younger than 45 years (235; 76%) and from clinical departments (248; 81.5%) A third (96; 31%) reported high overall levels of perceived job stress. In multivariate analyses, age less than 45 years, designation as Assistant or Associate Professor, and working in a clinical department were associated with perceived high job stress; reporting high perceived job satisfaction was protective. Nearly two-thirds (217; 71.4%) of faculty reported high levels of job satisfaction. In multivariate analysis, age less than 45 years and reporting high job stress were associated with low perceived job satisfaction. Causes of stress and satisfaction differed by age, gender and designation. On the Maslach Burnout Inventory (MBI), 88 (29%) had high scores on the emotional exhaustion subscale, 63 (20.8%) had high scores on the depersonalization subscale, and 90 (29.7%) had low scores on the personal achievement subscales. High job stress and low job satisfaction were significantly associated with burnout on the three domains. Conclusions: High job stress and low job satisfaction were inversely related in this survey of medical faculty and were significantly associated with levels of burnout. The sources of job stress and job satisfaction identified provide insights that could inform formal institutional mechanisms to prevent burnout in doctors.
Keywords: Burnout doctors, job satisfaction, job stress
Chichra A, Abhijnhan A, Tharyan P. Job stress and satisfaction in faculty of a teaching hospital in south India: A cross-sectional survey. J Postgrad Med 2019;65:201-6
Chichra A, Abhijnhan A, Tharyan P. Job stress and satisfaction in faculty of a teaching hospital in south India: A cross-sectional survey. J Postgrad Med [serial online] 2019 [cited 2022 Jan 22];65:201-6. Available from: https://www.jpgmonline.com/text.asp?2019/65/4/201/260249
Stress in the work context (defined as "undue, inappropriate or exaggerated response to a situation) has been associated with negative outcomes at individual and organizational levels and is associated with higher psychiatric and medical morbidity and mortality as well as job dissatisfaction, poor productivity and decreased quality of output.[1],[2],[3],[4],[5],[6] Burnout is commonly defined as "a psychological response to chronic interpersonal job stressors, characterized by overwhelming exhaustion, feelings of cynicism and detachment from the job".[7],[8] Job satisfaction is not determined merely by the absence of job stress but also the presence of positive qualities in the workplace.[9],[10],[11],[12] The medical profession has been found to be more prone to stress and burnout than other professions.[13],[14],[15]
Various factors have been shown to be associated with job stress, job satisfaction and burnout including individual, organizational and work related factors.[10],[11],[12],[16],[17],[18] Studies regarding the modifying effect of religious faith and spiritual beliefs have contradictory findings.[19],[20]
There have been few studies in this area among physicians in India.[9],[21],[22],[23] This paper reports the prevalence and sources of perceived job stress, satisfaction, burnout and ways of coping with job stress among faculty of a faith-based, teaching, medical college in India; and the relationship between spiritual beliefs influencing attitudes to work on perceived job stress, satisfaction and burnout.
:: Materials and Methods
In this cross-sectional study, after approval from the Institutional Review Board, we requested consenting faculty members (Assistant Professors, Associate Professors and Professor) of clinical and non-clinical departments to fill in anonymized structured questionnaires that were made available in paper or digital formats. All faculty members who were not on sabbatical or medical leave were invited to participate in this study. Written informed consent was taken from all participants prior to inclusion in the study. We ensured that the anonymity was protected during data collection and during analysis.
The questionnaire collected data on socio-demographic variables (age, sex, marital status, number of children, post-graduate qualification, department, years after completing post-graduation, and designation). Among other questionnaires administered, pertinent to this paper was the Consultants Job Stress and Satisfaction Questionnaire (CJSSQ).[24] The CJSSQ includes 25 statements relating to specific sources of job-stress and 17 statements relating to sources of job-satisfaction experienced over the previous few months. Statements were rated on a scale of 0 to 3 ("not at all" to "a lot"). Ratings were dichotomized with a score of 3 denoting the source as a cause of stress/satisfaction. Global ratings of stress and satisfaction were obtained by asking clinicians: "Overall, how stressful/satisfying do you find your work?"on a scale of 0 to 4 ("not at all" to "extremely"). Scores of 3 or 4 denoted high perceived overall job stress/satisfaction. We evaluated the proportion of participants endorsing each source of stress and satisfaction, and endorsing high perceived overall job stress/satisfaction. This questionnaire is simple to use, as it only elicits the frequencies of those endorsing each question and does not compute a total score with cut-off scores based on the total score (as is done with rating scales) that requires re-validation in different settings. It has been used in previous studies in the Indian setting.[25]
Burnout was measured using the Maslach Burnout Inventory (MBI) as designed for use in service providers.[26] This tool measures the three components of the burnout syndrome on separate subscales of Emotional exhaustion (EE), Depersonalisation (DP) and Personal accomplishment (PA).
Each job-related feeling/attitude is rated on a 7-point scale according to how often it is experienced, from "never" to "every day". The total score for each subscale is categorized "low", "average", or "high" according to predetermined cut-off scores based on normative data from samples of health professional. A high degree of burnout is indicated by high scores on the emotional exhaustion and depersonalization subscales and low scores on the personal accomplishment subscale. It has been previously used in the Indian population.[23],[27]
We also assessed participants spiritual beliefs through a question worded, "My religious or spiritual beliefs strongly influence my approach to my work and patients". This was rated on a 7-point Likert scale. Ratings were dichotomized with those scoring 6 (agree) or 7 (strongly agree) considered as viewing their work ethic as an extension of their spiritual beliefs. Ways of coping with job stress was assessed through a questionnaire containing 15 questions taken from the 66-item revised ways of coping questionnaire that assessed practical ways people use to cope with stress.[28] Each item is scored on a 4-point Likert scale (0 not used/not applicable to 3 used a great deal), and we dichotomized those selecting the highest two ratings to denote that the way of coping was used quite often or a great deal. Questionnaires used in this study were either in the public domain; or were purchased for use in the study.
We used EpiData Software for data entry and SPSS, version 16, for statistical analysis.[29] We used frequencies and percentages for categorical data in descriptive statistics, and the mean and standard deviation for continuous variables. We used the Student t-test or analysis of variance (ANOVA) for continuous variables. We used the Chi-square or Fischer's exact tests for categorical and dichotomous variables. We used the dichotomized scores on the global ratings of overall job stress and satisfaction to estimate their prevalence in this sample and in subgroups based on age, gender, specialty, and designation. The total MBI scores for EE, DP and PA were dichotomized according to the range of scores obtained in each domain as 'high' or 'low', based on sample score ranges provided in the MBI manual. Mean scores on the EE, DP and PA subscales were also analysed by the independent samples Kruskal-Wallis test for multiple groups and Independent-Samples Mann Whitney U Test when data were skewed. Differences in mean scores as well as dichotomized scores of each domain were used to identify significant correlates burnout. We used the dichotomized scores for each statement on the CJSSQ to assess the proportions endorsing them as sources of stress and satisfaction in univariate analysis. We compared the frequency of reporting of these sources among those with high versus low stress/satisfaction and computed Odds ratios (OR) and 95% confidence intervals (CI). We entered the sources of stress and satisfaction identified as significant in univariate analysis (OR >2 with 95% CI not including 1) into stepwise logistic regression (forward-likelihood ratio method).
The completed questionnaires were returned by 304 (58%) of 520 eligible faculty from 42 departments. The majority (175; 58%) were male, younger than 45 years (235; 76%), married (271; 89%), and had two children (135; 44%); with an average of 9 years of experience after graduation. The majority were Assistant Professors (156; 51.3%); 71 (23.4%) were Associate Professors, and 77 (25.3%) were Professors. The majority were from clinical departments (248; 81.5%) and among these, 120 (39.5%) were from surgical specialties and 63 (20.7%) were from medical specialties. The remainder were from departments providing chronic or palliative care (49; 16.1%) or from non-clinical/support services (68; 22.4%).
Prevalence and correlates of job stress
About a third of respondents (96; 31.6%; 95% CI 26.6% to 37.0%) reported high perceived levels of job stress. Job stress did not vary significantly with gender. There were significantly more Assistant Professors (38.5%) and Associate Professors (33.8%) reported high perceived job stress compared to Professors (15.6%). The majority of those aged <45 years (73%) reported high perceived job stress compared to 18% of those aged >45 years. Faculty from surgical specialities reported being highly stressed most frequently (41.7%), followed by acute medical specialities (33.3%), non-clinical specialities (22.1%) and chronic care specialities (20.4%).
The factors that emerged as contributory to job stress in multivariate analysis were: Age <45 years (OR 2.88, 95% CI 1.39 to 5.96; P = 0.00); designation of Assistant or Associate Professor (OR 2.61, 95% CI 1.01 to 6.71; P = 0.04); and working in a clinical specialty (OR 2.04, 95% CI 1.07 to 3.89; P = 0.02); while high perceived job satisfaction was protective (OR 0.29, 95% CI 0.17 to 0.49; P = 0.00).
Prevalence and correlates of job satisfaction
In contrast to job stress, nearly two-thirds (217; 71.4%, 95% CI 66.1-76.2) reported high levels of job satisfaction. Prevalence of job satisfaction did not vary by gender or between clinical or non-clinical specialties. Professors were more likely to report high job satisfaction (87%) than Associate Professors (62%) and Assistant Professors (69%). The factors that emerged significant in multivariate analysis as contributory to low job satisfaction were: Age <45 years (OR 0.35, 95% CI 0.16 to 0.76; P = 0.01), and high levels of job stress (OR 0.29, 95% CI 0.17 to 0.49; P = 0.00). Designation was not significantly associated with job satisfaction after adjusting for age and gender.
Sources of job stress
[Table 1] details the sources of stress identified on logistic regression as contributing to high perceived job stress according to designation, and gender. Men were more likely to report structural and administrative sources of stress like having less autonomy or more paperwork. Women were more likely to recall interpersonal sources of stress like encountering difficulties in relationships with colleagues. Assistant and associate professors were more likely to state concerns about salary, uncertainty about future prospects and insufficient resources at work as sources of stress while Professors were more likely to report sources of stress related to dealing with patients and relatives; as well as having multiple responsibilities and role conflicts.
Table 1: Sources of job stress among faculty: results of multivariate analysis
Sources of job satisfaction
[Table 2] details the sources of job satisfaction identified on logistic regression as contributing to high perceived job satisfaction according to designation and gender
Table 2: Sources of job satisfaction among faculty: results of multivariate analysis
Men were more likely to recognise sources of satisfaction linked to job security and getting professional status and esteem, while women were more likely to report sources of satisfaction linked to feeling well resourced and managed. Assistant and associate professors were more likely to mention sources of satisfaction linked to feeling to professional satisfaction, as well as feeling well resourced and managed. Professors were more likely to identify sources of satisfaction linked to professional status and job security.
Prevalence of burnout and correlates with job stress and satisfaction
A total of 303 participants who completed the MBI, 88 (29%, 95% CI 24.2% to 34.4%) scored high on the EE subscale, 63 (20.8%, 95% CI 16.6% to 25.7%) scored high on the DP subscale and 90 (29.7%, 95% CI 24.8% to 35.1%) had low PA scores.
Additionally, 58 (19.1%, 95% CI 15.1% to 24%) of the sample scored high on two or more domains of the Burnout Inventory, and 3 (0.9%, 95% CI 0.3% to 2.9%) scored high on all three domains of the MBI.
Mean scores on the EE domain of the MBI were significantly higher in participants younger than 45 years (20.50, SD 11.92) compared to those above 45 years (15.94, SD 12.30; P = 0.002). Higher mean EE scores were also evident among Assistant Professors (20.60, SD 11.76) and Associate Professors (21.31, SD 13.10), compared to Professors (15.43, SD 11.14; P = 0.002). Scores on the EE domain did not significantly differ across specialities, or by gender or marital status. Mean scores on the DP domain of the MBI did not differ significantly across specialities, or by age, gender or marital status. Those younger than 45 years scored significantly lower on the PA domain (32.24, SD 8.78) than those above 45 years (35.98, SD 7.11; P = 0.02). This was also reflected in significantly lower PA scores in Assistant (32.24; SD 8.78) and Associate Professors (32.56, SD 8.26) compared to Professors (35.61, SD 7.49; P = 0.016).
In multivariate analysis, high EE was significantly associated with high job stress (OR 14.53, 95% CI 7.93 to 26.63; P = 0.00) and low job satisfaction (OR 3.57, 95% CI 2.07 to 6.13; P = 0.00). High DP was also significantly associated with high job stress (OR 3.78, 95% CI 2.10 to 6.79; P = 0.00) and low job satisfaction (OR 2.30, 95% CI 1.28 to 4.12; P = 0.00). Respondents with high job stress and low job satisfaction had significantly lower mean scores on the PA domain (P < 0.001).
Spiritual beliefs influencing attitudes to work
Among 300 faculty who responded to this statement, 175 (58%; 95% CI 53% to 64%) agreed that their spiritual or religious beliefs strongly influenced their work. Significantly fewer Assistant Professors (49.4%) compared to Associate Professors (72.7%) or Professors (57.6%) endorsed this statement (P = 0.003). Significantly more faculty from surgical specialities (62.5%) and medical specialties (65.1%) endorsed this statement than non-clinical or chronic care specialities (P = 0.044). Women (64.3%) endorsed this statement more frequently than men (52.6%; OR 1.63, 95% CI 1.02 to 2.60; P = 0.04). More faculty older than 45 years endorsed this statement than those younger than 45 years (77.9% versus 55.5%; OR 3.33; 95% CI = 1.78 to 6.24; P = 0.000). There were no significant differences in levels of perceived job stress or satisfaction between those who did or did endorse this statement. However, in multivariate analysis, significantly greater proportions of those who endorsed this statement reported higher scores on the PA domain of the MBI (OR 1.72; 95% CI 1.01-2.93; P = 0.04).
Ways of coping with stress
Most commonly reported strategies used to cope with stress were constructive in nature; like talking to family or friends (82.6%), pursuing hobbies (69.7%), talking informally to colleagues (64.1%) or taking physical exercise/playing sports (58.2%). However, 141 respondents (46.4% of sample) reported using a coping strategy that could be potentially harmful (working longer hours, eating unhealthily, drinking alcohol etc). Only 2.9% of the sample reported using supported forms of coping like formal psychological help or prescription drugs.
There were a few significant differences in coping strategies by age and gender. People older than 45 years were more likely to learn relaxation strategies, talk to colleagues informally and take prescription drugs compared to those younger than 45 years. Male respondents were more likely to report smoking cigarettes or drinking alcohol and female respondents more likely to report eating unhealthily as a coping strategy.
The key findings of this study are that a third of faculty experience high levels of perceived job-related stress and this was more likely to be experienced by those younger than 45 years who were Assistant or Associate Professors. A larger proportion of faculty reported high levels of job-satisfaction and this was more likely to be reported by people older than 45 years who were also more likely to be Professors and who were also more likely to report low levels of job stress. A clear finding from this study is that job stress and job satisfaction were inversely related across designations. Clinicians showed significantly higher job stress as compared to non-clinical specialties; interestingly, job satisfaction did not show statistically significant differences when compared among specialties, highlighting the complex reactions that individuals have to their work environment. A higher job stress and lower job satisfaction were also clearly associated with higher levels of burnout.
The proportion of respondents reporting high job stress was similar to that reported by other studies looking at job stress in doctors.[24],[30] A significant point of difference in the results of this study, compared to studies in the West was the clear trend of declining job stress with increasing age and seniority found in this study.[31],[32],[33] Levels of burnout in this study were significantly lower than in studies from Western countries.[33],[34] Cultural variations in the levels of burnout are well documented and can easily be understood as occupational stressors vary significantly in differing work environments.[33]
Levels of job stress and satisfaction in this study are comparable to other similar studies in Indian doctors.[9],[21],[22],[23],[35],[36] Sources of stress and satisfaction however varied across studies, a fact that may point to the important role of individual organizational structure in these areas. The participants in this study had lower levels of burnout as compared to most other studies done among doctors in India with the exception of a single study among private practitioners that has similar results.[23],[27],[37] Some reasons for this difference could be the inclusion of trainees and residents in the samples in other studies; differences in instruments used for assessment; as well as differences in organizational structure. For example, the faith based nature of this institution may be a protective factor against some aspects of burnout, since those in this sample who endorsed spiritual beliefs as influencing their attitudes towards work reported higher scores on the PA domain of the MBI.
The strengths of this study include a relatively large sample, the use of standard instruments for assessment and the use of multivariate statistical analysis, and the focus on assessing sources of stress and satisfaction that provide insights for intervention. Since the recommended cut-off scores on the MBI have not been validated in an Indian population, we supplemented the evaluations using the recommended cut-off scores by evaluating differences in the mean scores on the three domains. The limitations of this study include a modest response rate from among eligible faculty, the cross-sectional nature of the enquiry, and the omission of other factors, such as personality, that could influence perceptions of job-related stress and satisfaction. Nevertheless, this investigation, adds to the limited literature on this subject in India.
While job stress and job satisfaction were inversely related in this study, the design does not permit us to draw firm conclusions regarding the primacy of either in this relationship. However, the various sources of stress and satisfaction identified differed across designations and by gender, emphasizing the need to tailor interventions to the individual. The results show that formal sources of psychological support are underutilized in this population and informal sources of support like discussion groups and departmental social activities may be more acceptable. This study supports the need for periodic evaluation of work stress and job satisfaction among doctors and the need for formal institutional support mechanisms to help faculty cope with the routine demands of the profession.
Fluid Research Fund of Christian Medical College, Vellore.
Internal/institutional funding.
This paper reports on part of the MD Dissertation of Dr. Abhinav Chichra titled, "Job Stress, Job Satisfaction and Burnout in faculty of a teaching hospital in South India: a cross-sectional follow-up survey, submitted to the Dr MGR Medical University, Tamil Nadu in April 2017"
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Hertzberg TK, Rø K, Vaglum PJ, Moum T, Røvik JO, Gude T, et al. Work-home interface stress: An important predictor of emotional exhaustion 15 years into a medical career. Ind Health 2016;54:139-48.
Weiner EL, Swain GR, Wolf B, Gottlieb M. A qualitative study of physicians' own wellness-promotion practices. West J Med 2001;174:19-23.
Ntantana A, Matamis D, Savvidou S, Marmanidou K, Giannakou M, Gouva M, et al. The impact of healthcare professionals' personality and religious beliefs on the decisions to forego life sustaining treatments: An observational, multicentre, cross-sectional study in Greek intensive care units. BMJ Open 2017;7:e013916.
Pal S, Saksvik PØ. Work-family conflict and psychosocial work environment stressors as predictors of job stress in a cross-cultural study. Int J Stress Manag 2008;15:22-42.
Saini NK, Agrawal S, Bhasin SK, Bhatia MS, Sharma AK. Prevalence of stress among resident doctors working in medical colleges of Delhi. Indian J Public Health 2010;54:219-23.
Bhugra D, Bhui KS, Gupta KR. Burnout and stress among doctors and dentists in north India. Int J Cult Ment Health 2008;1:24-9.
Ramirez AJ, Graham J, Richards MA, Cull A, Gregory WM. Mental health of hospital consultants: The effects of stress and satisfaction at work. Lancet 1996;347:724-8.
Chandramouleeswaran S, Edwin NC, Braganza D. Job stress, satisfaction, and coping strategies among medical interns in a south Indian tertiary hospital. Indian J Psychol Med 2014;36:308-11.
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Grover S, Sahoo S, Bhalla A, Avasthi A. Psychological problems and burnout among medical professionals of a tertiary care hospital of north India: A cross-sectional study. Indian J Psychiatry 2018;60:175-88.
Folkman S, Lazarus RS. If it changes it must be a process: Study of emotion and coping during three stages of a college examination. J Pers Soc Psychol 1985;48:150-70.
Hinton PR, McMurray I, Brownlow C. SPSS Explained. 1st ed. London: Routledge; 2005.
Riley GJ. Understanding the stresses and strains of being a doctor. Med J Aust 2004;181:350-3.
Kapur N, Borrill C, Stride C. Psychological morbidity and job satisfaction in hospital consultants and junior house officers: Multicentre, cross sectional survey. BMJ 1998;317:511-2.
Soler JK, Yaman H, Esteva M, Dobbs F, Asenova RS, Katic M, et al. Burnout in European family doctors: The EGPRN study. Fam Pract 2008;25:245-65.
Kumar S. Burnout and doctors: Prevalence, prevention and intervention. Healthcare 2016;4:37.
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[Table 1], [Table 2]
1 Síndrome de Burn-out: um olhar para o esgotamento profissional do docente universitário
Elizabete Cazzolato Ferreira, Julia Alejandra Pezuk
Avaliação: Revista da Avaliação da Educação Superior (Campinas). 2021; 26(2): 483


Thank you Allana Taranto of Ars Magna Studio for taking these lovely pictures.
I discovered a new fantastic venue this weekend. The Bellevue Club overlooking Lake Merritt in Oakland is a secret jem of a venue that evokes the rooms of Versailles. My bride and groom love everything French (perfect, since I'm French!)so I was so excited to create a design inspired from the ornamental scrolls and swags of the room.
These centerpieces byLeighsa Montrose of Branch Out were so stunning I just had to mention them. The rich colors of the flowers and peacock feathers had such a nostalgic feel that looked wonderful in this venue.


Showcase your stars with the Moon and Star Lariat necklace. This elegant rose gold plated on 925 sterling silver piece comprises of three-night sky charms to symbolise protection and exploration. Wear the Lariat necklace for an instant style update that is both modern and unique.


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Letters received from Guinness
On 9 July 1989, three days after his return from Greece, Prino wrote a letter detailing the four rides that resulted in his new personal best, to the editor of the Guinness Book of Records.
This time he included the names and addresses of the four drivers, and only did so because the length of first of the four rides exceeded his previous best 24-hour distance, 2,088 km, covered in 1986, partly covering the same route, on both occasions Prino was on his way back from Athens to De Bilt.
Letter from Guinness, dated 26 July 1989
Letter of 26 July 1989
Some two weeks later he received a letter signed by Nicholas Heath-Brown, deputy editor of the Guinness Book of Records. Needlessly to say, Prino was (rather more than) a little disappointed by its contents…
In his letter Mr Brown mentions that "… we shall be in contact with Ken Welsh…", and that gave me shimmer of hope, as Ken Welsh is the author of "Hitch-hiker's Guide to Europe", a long out-of-print guidebook, and a few years earlier I'd actually been in contact with him, having discovered that a Dutch scumbag had translated Ken's book into Dutch, sold it to a big Dutch publisher, and then disappeared. Ken had rewarded me with a "meal by mail" for bringing this to his (and his publisher's) attention.
For many years, in fact until the moment I wrote this page, I had the suspicion that Ken had, after having been contacted by Guinness, suggested they include my record, but to get to the bottom, I decided to Google him, using some information I'm not going to disclose here. The search results returned a page that allowed me to contact him, and much to my surprise he told me that "… to the best of my recollection, Guinness never contacted me. …"
As for , he now lives in Spain, and is active as a photographer. You can find his work on Alamy.
Letter from Guinness, dated 27 December 1989
Letter of 27 December 1989
Then, just before the end of the year, the postman rang the bell, and delivered a huge envelope. In it was the Guinness "record certificate" you can find on page that took you here, and the letter on the right.
Obviously Prino lived in fear for the next five months, but eventually, when the 1991 edition of the book appeared in the shops, he let go, and there may still be a dent in the ceiling of a house in Ipswich.


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Ensure visas for Pakistan players for T20 World Cup 2021 in India: PCB to ICC
KARACHI: The Pakistan Cricket Board wants the International Cricket Council (ICC) to assure visas for its players and officials for the T20 World Cup 2021, scheduled in India for October next year. Wasim Khan, the PCB's chief executive, said his board expects a response by January 2021 at the latest. Wasim also confirmed that there was little likelihood of an India-Pakistan bilateral series taking place in the 'foreseeable future', and neither would any such series be part of the fresh Future Tours Programme (FTP) that starts in 2023. Relations between the two neighbours have been tense, which is why the PCB has sought assurance that the visa process of their players and support staff will be dealt with by the ICC. "This is an ICC matter. We have discussed our concerns," Wasim was quoted as saying Monday. "There is a 'Host Agreement' that states very clearly that the host nation (India, in this case) will have to provide visas and accommodation for teams that are due to participate in the T20 World Cup, and Pakistan is one of them. We have sought assurances from the ICC that our players will receive visas and ICC is now taking this up with the BCCI because that directive and confirmation will clearly need to come from their government."
Wasim also said that if there was a problem with getting visas, then the PCB expected the ICC to take that up directly with the Indian government through the BCCI. "We have asked for a deadline till December-January, which we believe is the right thing," he said. "We expect a response from the ICC on whether our players and officials will receive visas to participate in the tournament. If it (visa) isn't (there), then like any nation would expect, we would also expect the ICC to take that up directly with India and the Indian government through the BCCI to resolve this matter."
The participation of Pakistan athletes in global events held in India has historically been a contentious matter. Last year, Pakistan's shooters could not get visas for a World Cup in Delhi. The fraught relations between the two countries has also made bilateral series almost impossible, a fact that Wasim acknowledged. "I think we have to be realistic about India and Pakistan bilateral series," Wasim said. "BCCI needs to get permission before they can play Pakistan in any bilateral series, home, away or even on neutral venues. "I think on both sides, there is plenty of cricket to be played against other countries, but sadly for fans and players in both countries, it does not look like that India and Pakistan will be playing bilateral series in the foreseeable future. So there is no current planning that we can factor into the next FTP (2023-31) unless circumstances and viewpoints of the Indian government change."


Pharmaceutical giant Pfizer has abandoned its current attempt to buy AstraZeneca for nearly $118 billion -- potentially the third-biggest acquisition in history -- as a deadline approached without a last-minute change of heart by the British drugmaker.
"Following the AstraZeneca board's rejection of the proposal, Pfizer announces that it does not intend to make an offer for AstraZeneca," the U.S. maker of Viagra and Lipitor said in a news release on Monday.
Pfizer had until 5 pm (noon ET) on May 26 to make a firm offer or walk away, under British takeover rules. Its decision to quit -- at least for now -- had been widely expected after AstraZeneca refused its final offer of 55 pounds, or $92.61, a share.
The biggest U.S. drugmaker promised it would not go hostile, leaving the fate of what would have been the world's largest ever drugs merger in the hands of its target, whose board would have had to make a complete U-turn to get a deal done.
British rules now require an enforced cooling-off period. AstraZeneca could reach out to Pfizer after three months and Pfizer could take another run at its smaller British rival in six months time, whether it is invited back or not.
Pfizer, which is the world's second-biggest drugmaker by revenue, has been courting No. 8 AstraZeneca since January, arguing that their businesses are complementary and would be stronger together. A deal would have been the third-biggest deal in any industry, according to figures from research firm Dealogic. It would be Pfizer's fourth deal worth $60 billion or more since 2000.


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package com.google.code.play2.provider.api;

public interface CoffeescriptCompilationResult
{
    String getJs();

}

redpajama_set_name: RedPajamaGithub