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Iowa Poll: Men, Catholics Prefer Trump
A closer look at the GOP's Iowa Poll Results
By Jennifer Jacobs
(The Des Moines Register)
Horse race rank: No. 1
Support: 28 percent, up from 22 percent
Mainstream Republicans are helping carry the New York businessman into the lead.
Thirty-eight percent of likely GOP caucusgoers identify themselves as primarily mainstream, rather than tea party or evangelical conservative, and Trump does better than any other candidate with 34 percent of their support. Rubio is next at 21 percent. Cruz gets only 10 percent of these voters.
Trump also wins with voters who think the system is rigged against all but the very rich and powerful, with 39 percent of their support, followed by Cruz at 19 percent.
Men, Catholics, and first-time caucusgoers prefer Trump over others.
Labels: 2016, Catholic, caucus, Donald Trump, election, GOP, Iowa, Iowa Caucus, Republican
Statement from Secretary of State Paul Pate Regarding Misleading Mailer from Cruz for President Campaign
DES MOINES – "Today I was shown a piece of literature from the Cruz for President campaign that misrepresents the role of my office, and worse, misrepresents Iowa election law. Accusing citizens of Iowa of a "voting violation" based on Iowa Caucus participation, or lack thereof, is false representation of an official act. There is no such thing as an election violation related to frequency of voting. Any insinuation or statement to the contrary is wrong and I believe it is not in keeping in the spirit of the Iowa Caucuses.
Additionally, the Iowa Secretary of State's Office never "grades" voters. Nor does the Secretary of State maintain records related to Iowa Caucus participation. Caucuses are organized and directed by the state political parties, not the Secretary of State, nor local elections officials. Also, the Iowa Secretary of State does not "distribute" voter records. They are available for purchase for political purposes only, under Iowa Code." – Paul D. Pate, Iowa Secretary of State
Iowa Talk Show Host Steve Deace Shocked The Cruz Campaign Would Send Out "Shaming Letters"….
Unbelievable – Ted Cruz Campaign Sends Out Personal "Shaming Letters" To Iowa Voters…
Labels: 2016, election, Iowa, Ted Cruz
Donald Trump Veterans Rally Full Video
Labels: 2016, Donald Trump, election, GOP, Iowa, Mike Huckabee, military, president, rally, Republican, Rick Santorum, veterans
Leonardo DiCaprio meets Pope Francis to talk about climate change
By Jodi Guglielmi / PEOPLE
(EW.com) Leonardo DiCaprio has officially met the Pope.
The actor had a private meeting with Pope Francis at the Vatican on Thursday morning.
"Leo explained that he wanted to discuss a subject they both have very much at heart: protecting the environment and climate change," a source tells PEOPLE.
DiCaprio, 41, arrived at the Vatican at 11:15 a.m. local time and was accompanied by his father, George DiCaprio, and Milutin Gatsby, global fundraising chair for the actor's namesake charity, the Leonardo DiCaprio Foundation.
During the 15-minute meeting, the actor presented the pontiff with a check from his environmental philanthropy for him to use for charity works "close to your heart," reports the Associated Press.
"Your Holiness, thank you for granting me this private audience with you," DiCaprio said in Italian as he kissed the Pope's ring before leaving, according to the Associated Press.
This meeting is the latest stop on the actor's environmental advocacy tour. DiCaprio was recently honored for his philanthropic efforts at the Economic Forum in Davos, where he donated another $15 million to environmental projects.
He also announced new partnerships with different environmental groups that focus on conservation and sustainability around the world.
Labels: climate change, Davos, Economic Forum, global warming, Leonardo DiCaprio, Pope Francis
Ted Cruz on Birth Control: 'We Don't Have a Rubber Shortage in America'
By Jessica Hopper @ ABC News
"Last I checked, we don't have a rubber shortage in America. Look, when I was in college, we had a machine in the bathroom, you put 50 cents in and voila. So, yes, anyone who wants contraceptives can access them, but it's an utter made-up nonsense issue," Cruz said at a campaign stop in Bettendorf, Iowa...
"Now, listen, I have been a conservative my entire life," Cruz said. "I have never met anybody, any conservative, who wants to ban contraceptives. As I noted, Heidi and I, we have two little girls. I'm very glad we don't have 17."
Labels: birth control, condoms, contraception, family planning, Ted Cruz
Pope Leo X on Luther and Lutherans
"Moreover, because the preceding errors and many others are contained in the books or writings of Martin Luther, we likewise condemn, reprobate, and reject completely the books and all the writings and sermons of the said Martin, whether in Latin or any other language, containing the said errors or any one of them; and we wish them to be regarded as utterly condemned, reprobated, and rejected. We forbid each and every one of the faithful of either sex, in virtue of holy obedience and under the above penalties to be incurred automatically, to read, assert, preach, praise, print, publish, or defend them. They will incur these penalties if they presume to uphold them in any way, personally or through another or others, directly or indirectly, tacitly or explicitly, publicly or occultly, either in their own homes or in other public or private places..."
--Pope Leo X, Exsurge Domine
Read More at St. Louis Catholic
The Pope on Luther and Lutherans
CONDEMNING THE ERRORS OF MARTIN LUTHER
Labels: Exsurge Domine, heresy, Martin Luther, Pope Leo X, Protestant
Trump Campaign Statement on FOX News Debate
(New York, NY) January 26th, 2016 - As someone who wrote one of the best-selling business books of all time, The Art of the Deal, who has built an incredible company, including some of the most valuable and iconic assets in the world, and as someone who has a personal net worth of many billions of dollars, Mr. Trump knows a bad deal when he sees one. FOX News is making tens of millions of dollars on debates, and setting ratings records (the highest in history), where as in previous years they were low-rated afterthoughts.
Unlike the very stupid, highly incompetent people running our country into the ground, Mr. Trump knows when to walk away. Roger Ailes and FOX News think they can toy with him, but Mr. Trump doesn't play games. There have already been six debates, and according to all online debate polls including Drudge, Slate, Time Magazine, and many others, Mr. Trump has won all of them, in particular the last one. Whereas he has always been a job creator and not a debater, he nevertheless truly enjoys the debating process - and it has been very good for him, both in polls and popularity.
He will not be participating in the FOX News debate and will instead host an event in Iowa to raise money for the Veterans and Wounded Warriors, who have been treated so horribly by our all talk, no action politicians. Like running for office as an extremely successful person, this takes guts and it is the kind mentality our country needs in order to Make America Great Again.
Labels: 2016, debate, Donald Trump, election, Fox News Channel, veterans, wounded warriors
Evangelical leader Jerry Falwell Jr. endorses Trump
By Robert Costa and Jenna Johnson
(The Washington Post) Liberty University president Jerry Falwell Jr., the son of the late televangelist, endorsed Donald Trump on Tuesday, giving the Republican front-runner the blessing of one of the evangelical community's biggest names just days before the Iowa caucuses.
In a statement, Falwell called Trump "a successful executive and entrepreneur, a wonderful father and a man who I believe can lead our country to greatness again."
Falwell's move has long been expected since he has showered praise on the billionaire in recent weeks and developed a rapport with him. But the timing of the formal announcement is significant, coming as Trump and Ted Cruz compete intensely in Iowa for the support of social conservatives.
"It is truly an honor to receive Jerry's endorsement. Not only is he a high-quality person, with a wonderful family, whom I have great respect for — I also consider him a very good friend and his support means so much to me," Trump said in a statement.
Coming a week after evangelical favorite Sarah Palin endorsed Trump, Falwell represents the latest attempt by Trump to cut into Cruz's deep support among born-again Christians nationwide and showcase his own popularity with prominent people of faith...
Read More at the Washington Post
Labels: 2016, election, GOP, Iowa, Jerry Falwell Jr. Donald Trump
What Palin's Trump Speech Says About the State of the Conservative Movement
By Rush Limbaugh
BEGIN TRANSCRIPT
RUSH: Man, are we loaded today. I'll tell you right now, it's going to take all three hours and then some. I'm gonna try to get it all in here in three hours. Much of today is gonna build on points that I have been making the past two days, evolving, growing, adding evidence to it, all rooted around the question, who is and what is the conservative movement, and why is it apparently behaving so oddly? I think I can explain this and much else to all of you as the program unfolds today before your very eyes and ears. It will explain the massive support for Donald Trump that people can't figure out. It will explain why there's abject hatred and panic over Trump in the Washington Republican and even conservative media establishment.
Trump picking Sarah Palin, or Palin deciding to endorse Trump just exacerbates it. And, by the way, Sarah Palin is gonna help me make my points today, because I read the transcript for her speech that she made, and it's actually -- the speech that Palin made yesterday for Trump, I saw people pan it, say she looked like she lost her place, she was reading cue cards, she didn't seem to be all there. I didn't see it, but I read the transcript of her speech, and I'm telling you it is -- well, I don't want to overdo it and say brilliant, but I'll tell you, she's got substantive, logical reasons for doing what she's doing. And she explained it yesterday for anybody who really wanted to pay attention to listen to it. So I'm gonna explain that.
BREAK TRANSCRIPT
RUSH: These are just thoughts that I had that I'm sharing with you. Don't attach any more to it. I want to warn you, this may not be good for me to say, and I'm gonna try to make it so it's not necessary, but you may need a lot of nuance listening to me today. Avoid knee jerks today if you can and hang in as I go through some of this stuff, because it's not complicated, but it is detailed. And of course I, ladies and gentlemen, excel at making the complex understandable.
This actually isn't that complex. It's just so strange. I'm not trying to be cryptic. I tell you, the last couple of days, remember the piece in National Review, David French, where he speculated that one of the problems going on with the Republican Party is they don't even know who their base is, that they have overestimated who their conservative base is. They do not understands it and overestimate it. In other words, the conservative base is not nearly as conservative as they think it is, nor is it conservative as they define it.
That's key. The way the Republican establishment defines conservatism is not what it is. To them it's hayseed hicks, pro-lifers running around in pickup trucks with shotguns in the back, bitter clingers. You know, Obama's not just speaking for himself on that. There are a lot of people in Washington in both parties who have that opinion of conservatives, and the Republicans might even look at their own base in that regard. But the truth is that they've overestimated the conservative base and furthermore they are clueless in understanding what it is that motivates their own base, and, as such, they're incapable of understanding why Trump has any support.
Now, I'm gonna explain all that to you today, and more. 'Cause I have been researching it, delving deeply into it. My own instincts in this from a year ago are being confirmed on a couple of things. Snerdley tells me... I didn't... I haven't seen this, but why would I doubt Snerdley? I mean, why would I think Snerdley would be wrong about this? Why would I think Snerdley would come to me with something wrong?
He's telling me that George Will... Is it a column today? (interruption) Well, you read it today. I don't know when it was published, but apparently George Will is saying that if Trump wins, he's advocating third party. (interruption) That he will go third party? (interruption) Oh, it was an interview? (interruption) It's not a column? (interruption) All right. All right. (interruption) Oh. If it's in your stack, I'll find it. I've been swamped in here.
I haven't had a chance to go through it. Anyway, George Will is talking third party. I can explain why that's happening, too, folks.
RUSH: I think, folks, the thing that's happening here, the awakening that's taking place, and I think it's a serious awakening that is taking place within the Republican Party and the so-called conservative movement. When I talk about the conservative movement, to me I'm talking about Washington. I'm not talking about you in the grassroots. I'm talking about the establishment, conservative media, the brainiacs, the think tanks, the professors. And it's not bad, don't misunderstand. I'm just saying that there is a new understanding of who out in the country is actually conservative and who isn't.
I think what's actually being revealed here is that the Republican Party itself and even some of the conservative intelligentsia has misjudged and overestimated the conservatism of the base, negatively. They have a negative connotation of conservatism. They don't like it, obviously. They think it's the pro-lifers, the social issues, that's what they think conservatives are, and that that's all they are.
And they're embarrassed of 'em, don't like going to the convention with 'em, and their wives nag 'em about it. And what's being discovered here by virtue of the Trump candidacy is that this misunderstanding is being exposed. And it's now out in the open that the Republican conservative base is not monolithically conservative. It has lots of components that have been lumped together as conservative maybe for the past 30 years. And there are some people who think that this masquerade's over, is good that it's over, that the idea that conservatism is one type of thinking and one person and a monolithic thing, some people think it's a great idea to have this blown up.
I think the best way to explain it is that there are a lot of people in this country who are conservative. There are a lot of those people that won't admit it, for whatever reason, don't want anybody to know it, for whatever reason or another, and therefore they live and vote and do things for the most part which are conservative, certainly not liberal. But that's not the glue that unites them all. If it were, if conservatism -- this is the big shock -- if conservatism were the glue, the belief and understanding of deep but commonly understood conservative principles, if that's what defined people as conservative and was the glue that made the conservative movement a big movement, then Trump would have no chance.
He literally would have no chance. Because, whatever he is he's not and never has been known as a doctrinaire conservative. But neither is John McCain. Neither is 90% of the Republican Party, so it's not a criticism. It's not an allegation. The point is that if conservatism were this widely understood, deeply held belief system that united conservatives and united people as conservatives, then outsiders like Trump wouldn't stand a prayer of getting support from people. Yet he is. Therefore, it's safe to conclude that there are other things at play here that make people conservative. And look, I'm gonna go back to it.
The thing that's in front of everybody's face and it's apparently so hard to believe, it's this united, virulent opposition to the left and the Democrat Party and Barack Obama. And I, for the life of me, don't know what's so hard to understand about that.
Now, Sarah Palin and her speech. There she is in Tulsa. She's out making a campaign appearance. I guess Trump's in Tulsa. Oh, really? I just was told, "She looks better today." See? These poor women in politics, like Hillary. They can't get a break. "She looks better today." What, did she not look good yesterday? What, you didn't like that cowboy jacket or whatever it was? Why are they in Tulsa on the eve of the Hawkeye Cauci and the New Hampshire primary? Why are they there? The answer is easy. The answer is easy. I'm just asking it rhetorically.
Let's look at her endorsement speech. I don't have the whole thing here, but I've got most of it. It's not getting very much attention. Her jacket is getting more attention than what she said. I've seen people criticize her delivery, she lost her place, had to look at cue cards, Trump looked kind of out of place being not behind the podium. That, by the way, I said this in the first hour. I was surprised that Trump went the endorsement route. I mean, I am not surprised that he would accept it, but Trump just doesn't look like Trump giving up the podium and standing aside, I don't care who it is for. And endorsements are kind of the way it's done, right, in by-the-book politics, and Trump's not by-the-book politics. But what is by-the-book politics is win at all costs.
So if you have to suck it up and say you support ethanol, and if you want to accept endorsements from somebody that's gonna undermine Cruz, I guess you'll do it. But she, in her speech yesterday, she explained why conservatives are angry about what's happening to the country and why they are as angry at the Republican establishment as they are at the Democrats. And she explained how a permanent political class has been created and corrupted by what's now known as the donor class. And she made it plain that what she wants to do now is participate in a movement that holds every one of those people accountable for the damage they've done to the country, for the failures they continue to mount up and be.
"When asked why I would jump into a primary -- kind of stirring it up a little bit maybe -- and choose one over some friends who are running and I've endorsed a couple others in their races before they decided to run for president, I was told left and right, 'you are going to get so clobbered in the press. You are just going to get beat up, and chewed up, and spit out.' You know, I'm thinking, 'and?' You know, like you guys haven't tried to do that every day since that night in '08, when I was on stage nominated for VP."
Her point is, and she got close to saying this in her own words but didn't. But really what people are complaining about, you know, why would you do this. What's the Republican Party ever really done for her? I mean, besides nominate, McCain chose her. But members of the Republican establishment did their best to destroy her, to impugn her reputation. The people that were assigned to handle her were out leaking to the press how stupid she is and how it was so bad, that she's so stupid. These people couldn't vote for their own candidate, McCain, because if something happened to him and she became president, they couldn't live with themselves if they'd made that.
So they were gonna vote Democrat or not vote at all. These were the people responsible for shepherding her through the campaign. So she's got a legitimate question. I've already been clobbered. I've been clobbered by the people who are gonna clobber me today before. "And, like you all, I'm still standing. So those of us who've kind of gone through the ringer as Mr. Trump has, makes me respect you even more. That you're here, and you're putting your efforts, you're putting reputations, you're putting relationships on the line to do the right thing for this country. Because you are ready to make America great again."
I think it's a salient point. It wasn't just Sarah Palin who was smeared by the media and the rest of the Democrat Party, and even the Republican establishment. It was her supporters, by extension, who were smeared and insulted. And now the same suspects, same usual suspects, are trying to do the same thing all over again, this time to Trump and his supporters, but Trump is fighting back, where she couldn't because she was part of the organization trying to win.
So she couldn't fight back even though I'm sure she was tempted to. I think this explains why so many Tea Party supporters and other conservatives are drawn to Trump even if he doesn't, you know, broadcast or display a bunch of conservative credentials. I mean, people have a bond and a connection here to people who are laughed at, made fun of, criticized, ripped to shreds and so forth just because of what they believe and who they are.
She said, "Now, eight years ago, I warned that Obama's promised fundamental transformation of America. That is was going to take more from you, and leave America weaker on the world stage. And that we would soon be unrecognizable. Well, it's the one promise that Obama kept. But he didn't do it alone, and this is important to remember. Especially those of you, like me, a member of the GOP, this is what we have to remember, in this very contested, competitive, great primary race.
"Trump's candidacy, it has exposed not just that tragic ramifications of that betrayal of the transformation of our country, but too, he has exposed the complicity on both sides of the aisle that has enabled it, okay? Well, Trump, what he's been able to do -- which is really ticking people off, which I'm glad about. He's going rogue left and right, man. That's why he's doing so well. He's been able to tear the veil off this idea of the system, the way that the system really works. And please hear me on this.
"I want you guys to understand more and more how the system, the establishment, works, and has gotten us into the troubles that we are in in America." So she's doing... You don't think she has wanted to do this for years? You don't think she's wanted to launch back at these people who tried to ruin her reputation and destroy her, and she wasn't able to because of the obvious requirements of party loyalty, loyalty to McCain and all that? She said, "The permanent political class has been doing the bidding of their campaign donor class, and that's why you see that the borders are kept open for them, for their cheap labor that they want to come in.
"That's why they've been bloating budgets. It's for crony capitalists to be able suck off of them. It's why we see these lousy trade deals that gut our industry for special interests elsewhere. We need someone new, who has the power, and is in the position to bust up that establishment to make things great again. It's part of the problem. His candidacy -- which is a movement. It's a force; it's a strategy. It proves as long as the politicos get to keep their titles, and their perks, and their media ratings, they don't really care who wins elections," as long as they get to maintain what they've got now.
She's not wrong.
She's more right about that even she may know.
END TRANSCRIPT
Labels: 2016, conservatism, Donald Trump, election, GOP, Governor Sarah Palin, Republican, Republican Party, Rush Limbaugh
Liberty University President Explains Trump's Surge
Labels: 2016, Donald Trump, election, Fox News, Liberty University, Sean Hannity
BREAKING: Episcopal Church suspended from Anglican Communion
By Kimberly Winston
(RNS) The Anglican Communion voted to censure its American branch, the Episcopal Church, during a meeting in Canterbury, England, called to reflect on the future of the communion.
The vote Thursday (Jan. 14) to suspend the Episcopal Church from voting and decision-making for a period of three years was leaked a day ahead of a press conference that had been scheduled for Friday.
Details of the suspension were first reported by Anglican Ink, which said they came from a leaked communique. The vote passed by a two-thirds margin, according to the publication, which is based in Milford, Conn., and included prominent voices among African bishops who have loudly condemned the American church for its liberal stance on gays.
The dramatic demotion follows a string of Episcopal Church decisions stretching back to 2003, when it elected Gene Robinson, an openly gay man, as a bishop of New Hampshire. That decision led dozens of U.S. churches to break away from the Episcopal Church and declare their allegiance to a series of rival groups, including the Anglican Church in North America.
In July, the Episcopal Church voted to allow its clergy to perform same-sex marriages, a move not taken by the majority of churches in the Anglican Communion.
"Given the seriousness of these matters we formally acknowledge this distance by requiring that for a period of three years The Episcopal Church no longer represent us on ecumenical and interfaith bodies . . . " a statement issued by the Anglican Communion reads. "They will not take part in decision making on any issues pertaining to doctrine or polity."
"The traditional doctrine of the church in view of the teaching of Scripture, upholds marriage as between a man and a woman in faithful, lifelong union," the statement also notes. "The majority of those gathered reaffirm this teaching..." (continued)
Labels: anglican, Church of England, episcopal church
Statement from Secretary of State Paul Pate Regard...
Leonardo DiCaprio meets Pope Francis to talk about...
Ted Cruz on Birth Control: 'We Don't Have a Rubber...
What Palin's Trump Speech Says About the State of ...
BREAKING: Episcopal Church suspended from Anglican...


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A leading provider of Acoustical Enclosures, Vertex custom manufactures these units to meet our client's schedule, budget, environmental and regulatory noise level requirements. Providing insulation, noise absorption and transfer reduction properties, these self-frame metal building enclosures are capable of housing compressors, generators, pumps, blowers, fans, turbines and more. As noise regulations continue to grow in importance across industry, it is necessary to ensure you include acoustical design into your structures on-site.
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The Official inFeedo Blog
The Future of People Analytics with Sonali Sharma, Employee Insights at Uber
"None of the problems that HR are facing are usual. We have no anecdotal evidence, no brain trust, no think tank to fall back on."
Topics: employee experience, people science, amber AI, AIinHR, EX4.0
Virtual Group Discussions
People Science
Why Your Attrition Strategy Must Be "Predictable" & "Preventable" in 2020
[Success Story] Mark Heap, CEO and Sonia Fernandes, CHRO, Enhance Employee-first Culture at MediaCom
5 Takeaways from People-First Leaders on Promoting HR Agility in 2020 and Beyond
[Success Story] How Aditya Kohli, CHRO at Clix Capital, Makes HR Data Driven with an Engagement Chatbot
Funding Journey: From India's Shark Tank to Y Combinator S20
2 Ways AI Addresses Employee Privacy: The Missing Piece from BBC's Story
Genpact CEO Tiger Tyagarajan Shares His Experience Using Amber to Measure Employee Morale Remotely During COVID-19
Rajeev Bhardwaj, CHRO, Asia Service Centres, Sun Life Financial, on the Future of Employee Experience Bots
[Success Story] How Geetha Thiagarajan, Head HR, Reinvents Employee Engagement with an AI Bot
[Unlockdown Guide] 26-Point Checklist for Your Safe Return to Office
How to Build Your HR Efficiency in under $50,000/year
4 Ways to Bridge the CFO & CHRO Gap to Survive in COVID-19
[VGD #7] 1 Surprising Reason to WFH & Stay Profitable + 3 Takeaways
[Report] 10 Key Insights on the World of Work Before & After COVID-19
8 Gamification Strategies to Improve Employee Engagement
2008 vs 2020: 7 Lessons from Jason Lemkin in COVID-19
[Report] Navigating Covid-19: 3 Keys for Organizations to Come on Top
5 Reminders from People Science for Positive Work Culture in COVID-19
Being Employee-First in the Time of Covid-19
3 Ways to Create Mental Health Resilience at Work in COVID-19
The 2020 Employee Engagement Statistics: Average tenure in BFSI doubles with AI
4 Moments that Matter in Employee Experience You Need to Remeasure in 2020
[Handbook] 20+ Actionable Takeaways by 200+ HR Leaders on Crisis Management in 2020
Since early March, inFeedo has been running a series of weekly virtual group discussions with HR leaders from around the globe on how HR and the business are changing and adapting to fit the new normal of work.
1 Way to Achieve Employee Feedback Maturity in the New World of Work
Before 2020, VUCA was another management jargon, something fancy we said on a stage or put in that slide to turn a few extra heads. Volatile, Uncertain, Complex, Ambiguous. Looking back at the year, everyone can agree: 2020 is VUCA personified for the modern world, a truly global crisis of our times.
10 HR Leaders in Singapore & Malaysia Reinventing Employee Experience
2020 has been an incredible litmus test for us all when it came to quickly adapting to change. More so for HR as a function, once largely associated with nurturing soft skills, which has now most definitely become a central strategic force across businesses and a key bridge between employees and the larger organization mission.
One region that bares closer examining is South East Asia (SEA) as trends in HR tech slowly gain momentum. While digital transformation as a larger concept has been in talks for quite some time, organizations in SEA are now investing heavily in technologies that not just improve business processes but also employee experiences. We've worked first hand with many such leaders from the region who are not only passionately employee-first but continue to champion the use of technologies like AI in HR.
Today we focus on 10 such HR Leaders who are shaping the HR thought leadership landscape not just in concept but also in action across Singapore and Malaysia, setting a remarkable employee-first trend as we enter 2021.
CHROs today no longer want top talent attrition to be an unexpected and unpleasant surprise in their organizations. Thankfully, heavy deployment of tech in HR to the tune of $145 billion dollars in 2020 has enabled HR leaders to predict turnover and take action proactively before it's too late.1 Further, the HR tech sector is only continuing to grow in order to fight attrition, as 74% of companies are also planning on upping their investment in HR tech in the next few years beyond the average 310 dollars per employee they already spend.2
6 Key Takeaways from HR Leaders on Building High Performance Cultures at Growing Startups
It's not everyday you get 3 HR leaders from LI Top 10 Startups to be in the same virtual room, but it's 2020 and anything's possible. We had the pleasure of hosting a dream panel of Anuradha Bharat, VP People Operations at Razorpay, Tina Balachandran, VP People Operations at Unacademy, and Romita Mukherjee, Global HR Director at Whatfix for our recent HR Leaders Connect on "Building High-Performance Cultures at Growing Startups," hosted by our very own CEO, Tanmaya Jain. So, what did these kickass people leaders have to share with us as keys to ensuring continuity in positive company culture during rapid growth and hiring? We've broken it down into six key takeaways that you can plug into your organization today.
Published on Sep 2, 2020
For Mark Heap, CEO, MediaCom Asia Pacific and Sonia Fernandes, CHRO, the issue of solving low employee engagement was a crucial part of creating a people-first culture. Lack of a business partnering team in 12 of 15 APAC countries and over 2000 employees meant that individualized reach outs were impossible, and the annual surveys Mark, Sonia and their team were running were yielding low response rates and not providing actionable insights. This lack of insights prevented the organization from living up to the "People First, Better Results" philosophy that they had strived to implement in real time.
So what did Mark and Sonia do? They implemented Amber.
I think we can all agree that the 2020 workplace is as unique and unprecedented as it gets. Being caught without warning and forced into a completely unprecedented style of working raised several logistical and procedural changes for employees and HR departments alike, but also presented us with a unique opportunity to adapt, improvise, and evolve! The key focus of almost all of our pandemic efforts? HR agility.
We were proud to host Tanmaya Jain, CEO inFeedo, Sonia Fernandes, CHRO MediaCom, and Rajeev Bhardwak, CHRO Sun Life Insurance for an HR power panel on the three key tenets of the 2020 workplace: Innovation, Agility, and Productivity.
"When I look at engagement surveys I honestly felt they are very outdated. One big reason is they're not real time. By the time you get the results it's already just too late." said Aditya Kohli, CHRO Clix Capital.
8 Takeaways from HR Leaders in SEA on Bridging Employee Mental Wellness Gap with AI & Analytics
If we were to go back by a decade or so, mental health was THE elephant in the room - both boardrooms as well as living rooms. People chose to not talk about it, and even if they did, the listeners often did not know what to do about it! But over time, through reinforced awareness and mainstream coverage, people have started warming up to such conversations.
Published on Aug 5, 2020
In recent news, BBC (England) covered an interesting piece on the role artificial intelligence (AI) has to play in the workplace. While we are now familiar with how this is helping transition the average HRBP's role from transactional to strategic and providing insights on employee sentiment for leaders to act on, AI engagement tools like Amber are also actively positioned as a digital friend at the workplace.
Last week during a CNBC "@Work" segment Tiger Tyagarajan, CEO and President of Genpact, was asked "How do you judge the mood and morale of your workforce when your workforce is distributed?" His response? That the Amber product suite has allowed Tiger and his team to engage with, track the morale of, and work to improve the work lives of the over 95,000 members of team Genpact. Let's take a look at how he put it.
For Rajeev Bhardwaj, CHRO, Asia Service Centres, Sun Life Financial, and his team building an employee-first culture within the organization has always been one of their utmost priorities. It's always been about providing a safe, comfortable work environment where employees feel their voices are heard and recognized.
Now more than ever Rajeev is also looking to the future of how we work, or what he calls the "New Code of Work," in regards to flexible and agile thinking as technological breakthroughs, demographic shifts, rapid urbanization, shifts in global economic power, resource scarcity, and climate change. Further, the COVID-19 pandemic has only spurred and accelerated our push towards creating the "New Code of Work."
And who does Rajeev see as a key ally alongside him and his team as they pursue employee engagement best practices? Amber.
9 Takeaways from Employee-First HR Leaders on How Unicorn Startups Tackle COVID-19
Recently, the team at inFeedo organized a power panel with Dinesh Ramamurthi, CHRO at OYO, Rohit Thakur, CHRO at Paytm, Pooja Kapoor, Head HR at OLX, and Nitin Nahata, Head HR at Udaan.com, where they discussed building and maintaining employee first policies in startup unicorns during the time of COVID-19.
COVID-19 is an unprecedented crisis and has made work from home, which was often a monthly or bimonthly "privilege," earlier, the new normal. From resizing to process workarounds, HR professionals have been leading and defending the corporate frontline in this war that none of us saw coming! Read on to find out how these startup unicorns in the spotlight are tackling the crisis to sustain and survive in current times.
[Success Story] How Bhavana Kandari, VP-HR at Evalueserve, Built Employee-First Culture with an Engagement Chatbot
"How do we make a better employee experience? In today's world, if you're running a mid to large size company it's just not possible to do that without technology," says Bhavana Kandari, VP-HR at Evalueserve and prominent Amber evangelist.
[VGD #11] Create an Ownership Mindset + 3 Takeaways
Our key takeaway from recent virtual group discussions was that making your employees feel like they own their work is a key way to keep them productive and engaged. By being a proactive stakeholder in their work rather than merely accountable, increases purpose and sense of accomplishment at work. Read to the end to find out more about how to get your workers into an ownership mindset.
As quarantine measures around the world are gradually lifted, we must begin the process of reintegrating our remote workforces back into the office. Only you can determine if your employee can return to office safely and efficiently or dangerously and ineffectively. Do you have an actionable plan in place?
[VGD #6] Leverage Millenial Mentality to Stabilize Uncertainty + 3 Takeaways
Our key takeaway from recent virtual group discussions was adopting a millennial mindset by being willing to change old systems and reinvent processes. How else can businesses stay agile during this unpredented period? Read till the end to find out how you can be a leader who thinks on their feet and embraces change.
[VGD #5] Enhance Productivity with Holistic Employee Care + 3 Takeways
The key takeaway from the recent virtual group discussions was that supporting employee welfare is a holistic process that involves not only a reachout, but also developing programs and initiatives to help upskill and reassure the employee and support their families in the process. Read till the end to find out how you can be a more empathetic leader with a super productive team.
From having virtual meetings over Zoom to water cooler conversations on Houseparty, Covid-19 has forced millions to work and connect from the confines of their homes. We've all heard about the difficulties of a quick change to work from home culture. What about the employees who don't have conducive work environments? Or those who relied on daily human interaction to drive them forward at work and in their own lives? With such a disruptive event we'd assume that most employees would be miserable, right? But guess what? The data might just surprise you!
[VGD #1] Trust Your Employees for Best Results + 4 Takeways
Our key takeaway from recent virtual group discussions was trusting your employees and monitoring outcomes rather than inputs is the best way to boost business during and following the pandemic. A disconnect between management and employees will cause a business to fail. Read on to the end to find out how you can be a leader who fosters a community of trust and gets the best out of your team.
5 Ways Leaders Build Trust to Help Remote Teams Win
Trust is an essential factor in ensuring your team members respect you and buy into the vision of the company. As a manager you are their first line of contact with the organization and are largely responsible for providing the face of upper management, especially in larger firms.
Rundown #2 by inFeedo's COVID-19 Team
"All great changes are preceded by chaos," someone wisely said and posted this on the Internet.
Cyber Security in the Time of COVID-19
We are through our 1st successful week of Work From Home. By now all know our Health-related protocols and preventive measures. It's time to take precautions to make sure our systems don't get infected too. The overwhelming amount of news coverage surrounding the novel coronavirus has created a new danger — phishing attacks looking to exploit public fears about the sometimes-deadly virus.
Cybercriminals send emails claiming to be from legitimate organizations with information about the coronavirus.
The email messages might ask you to open an attachment to see the latest statistics. If you click on the attachment or embedded link, you're likely to download malicious software onto your device.
The malicious software — malware, for short — could allow cybercriminals to take control of your computer, log your keystrokes, or access your personal information and financial data, which could lead to identity theft.
Here's some information that can help.
How can you spot a Coronavirus phishing email?
Coronavirus-themed phishing emails can take different forms, including these:
#1 Govt alerts
Cybercriminals have sent phishing emails designed to look like they're from the Ministry. The email might falsely claim to link to a list of coronavirus cases in your area. "You are immediately advised to go through the cases above for safety hazards," the text of one phishing email reads.
What do the emails look like? Here's an example:
"…I felt like the world is falling apart. While I sat there on my desk with a coffee mug in my hand, I could see my surroundings running in fast forward motion and I was beyond confused with what was happening. I wanted to scream hard but no words came out and soon enough, another customer file was kept at my desk to work on. It is becoming a task to wake up in the morning every day. Heavy breaths, heart pounding to 100 miles an hour, heavy sweating, feeling choked have become more frequent. My friends tell me it is a phase and my colleagues laugh at me for being too sensitive."
The banking, financial services, and insurance (BFSI) industries contribute a significant percentage to the global GDP, employing several million people around the globe. But when it comes to the people who work in the sector, they seem far from engaged and happy.
10 Employee Experience Questions You Must Ask in the First Year
'Customers do not come first. Employees come first. If you take care of your employees, they'll take care of your customers.' A whopping 75%1 of organizations surveyed agreed with this statement.
6 Diversity & Inclusion Lessons from Employee-first Workplaces
In July 2019, Glassdoor's Diversity and Inclusion Study (1) uncovered 49% or nearly half of the employees surveyed across US, UK, Germany, and France have experienced some form of negative bias be it:
5 Exemplary Employee-First Workplaces
10 years ago, Vineet Nayar, former CEO of one of the biggest IT service companies in the world, turned organizational hierarchy on its head with four simple words: Employee first, customers second.
In the modern pursuit of a positive workplace culture one topic has risen above the rest: employee experience. As the primary driver of an employee-first culture, companies have begun building out employee experience strategies and frameworks, as well as creating employee experience surveys and employee experience platforms.
This is reflected in the numbers alone: 92% of HRs across organizations1 worldwide see employee experience as even more critical to the business in 2021 than ever before, particularly in the wake of the COVID-19 pandemic. However, an alarming majority of 71% of employees surveyed by Gartner2 stated they felt HR didn't prioritize employee experience!
10 Secrets to Building an Employee-First Culture
The last time we spoke, we mentioned the 5 agents of change that can help you enable a super flexible workplace. Implementing these five steps can help you develop a positive workplace culture and ensure your employees are engaged and proactive. Once you have steadily introduced changes to your workplace culture with the help of these agents of change, you need to check off these 10 telltale signs that confirm your Organization Culture is adaptive and employee-first as defined by our research framework to make sure your changes really made a difference.
5 Best HR Chatbots Transforming the HR Industry in 2020
You may have heard that HR chatbots are revolutionizing the way global HR teams operate on a day to day basis. Whether it's rapid and actionable data aggregation (which takes up 50 percent of the average HRBP's day without a tool!), enabling proactive reach outs through sentiment analysis, or allowing employee inputs to shape their goals and growth patterns AI and HR chatbots are allowing HR teams to completely revamp the way they work.
What Millennials Want From Work: We Pick Our Top 5
Why you need a positive workplace culture | Lessons from Microsoft Japan
"Work a short time, rest well, and learn a lot." That's what Microsoft Japan CEO Takuya Hirano noted on the company's official website after successfully rolling out their Work Life Choice Challenge 2019. The firm has been making headlines ever since they offered 2,300 employees 3-day weekends for a month to experiment and analyze the impact of a 4-day work week on bringing about a positive work culture.
The No-Cost Employee Recognition Toolkit for Talent Retention
Our Content Specialist told me not to start most of my write-ups with Dilbert so I left Dilbert out of Dilbert. While I won on a meta technicality with this one, a lot of organizations might not when it comes to their recognition charters. Their "technicalities" are archaic rewards and recognition platforms, mandates for managers and departments, and gatherings that lose their meaning due to a lack of focus and meaningful recognition.
Team inFeedo celebrates Diwali 2019 at Sanshil Foundation
There are few moments that define inFeedo as a team. This Diwali, we acknowledged our privilege and decided we bring light and happiness to those who may not seem as blessed as we are but are certainly wiser, stronger, and richer in spirit...something we learned and went back home with in the process. :)
Getting rid of the CEO to fix the company - The Uber Story
If you had been following the ride-hailing giant (valued at $70B) recently, you'd be aware of the turmoil it's went through. From Susan Fowler's blog post complaining about sexual harassment and an environment rampant with sexism and discrimination, multiple lawsuits, top executives leaving and finally CEO's leave of absence leading to a resignation, Uber has been all over the news because of its notoriety.
1 Critical Analytics Mistake
Why do some well funded/big companies miss business targets? Companies tend to focus 80% of their analytics effort on analysing "Historic Indicators" versus identifying "Leading Indicators" to grow business. This is biggest mistake I see with respect to how some companies leverage analytics.
How does an AI bot build trust?
One of Amber's core mission is to have people open up to her, be honest with her — trust her. Building trust is hard, even harder when you're a chatbot in digital space asking people to share openly and freely about their experience at their company without fearing repercussions.
What we've learnt is that digital trust pivots upon transparency.
Success Story: How Nearbuy enhanced its culture with Amber, inFeedo
"40% employees think that Amber is real . She [Amber] genuinely becomes a way of interacting at scale. " — Ankur Warikoo, Founder, Nearbuy
Nearbuy is India's very first hyper-local online platform present in 35+ cities and 18+ categories with over 50,000 merchants across 100,000+ unique locations.
Employees: 300+ | Industry: E-commerce/Retail | Region: India
4 Ways To Keep Your Employee Engagement Strategy Relevant in 2020
A study done by Gartner(*1) confirmed that organisations are removing annual surveys from their employee engagement strategy after realising they're not enough to capture the voice of the employee.
It's raining insights in Amber's new dashboard!
Much like the sweltering heat that refuses to subside, the team at inFeedo has been persistent, going all in in the last couple of months to address feedback you've shared overtime on Amber's dashboard. The result? Two kickass dashboard feature upgrades that are guaranteed to blow your mind!
3 Simple Ways You Can Adopt an HRTech-Savvy Mindset
'Lo and behold! Technology will change the way we think, breathe, smell…' If one were to summarize this ongoing media frenzy around digital technology, this image would be fitting.
Are You Happy at Your Workplace? Amber Can Tell.
"Employee first is the new Customer first", and improving employee experience and satisfaction is now amongst the top priorities of HR managers in companies around the world. This stems from the increasingly accepted view that happy employees always lead to happy customers. Yet, according to the recent Gallup 'State of the Global Workplace' report, 85% of employees are not engaged or actively disengaged at work. 18% are actively disengaged in their work and workplace, while 67% are "not engaged."
COVID-19 is here, and there's no escaping the effects that have already impacted our planet. Remote work is at an all time high as city after city locks down. The stock markets of the world are reflecting this uncertainty in the business sphere, with companies across the planet reeling and trying to fill the gaps.
4 Ways to Be a Model Leader in COVID-19
I remember being so nervous for my first day of kindergarten at a small private school in Lower Manhattan my parents had selected. I was leaving the familiar confines of my preschool and the friends I had made for a whole new school. To me, it was the biggest crisis I had faced for most of my life. I remember waiting for the first day: September 11th, 2001.
As businesses around the world reel, information and disinformation spreads widely, and circumstances change in a course of hours creating a reliable, steady voice within your own company is crucial. Most every company worldwide has already gone remote, and while HRBPs and CXOs would normally be able to be the stabilizing force in person that's obviously not possible. So what's the answer to the conundrum of how to keep people safe, calm, and productive during this period? It's simple: an in-house COVID-19 team.
"I'm probably working harder than Elon Musk." That's my roommate Kevin who's a robotics engineer at a tech startup in India. While Kevin might be exaggerating here, I think he's not too far off.
"This is the first point to be made: and the first action to be taken is to pull ourselves together. If we are all going to be destroyed by an atomic bomb, let that bomb, when it comes, find us doing sensible and human things—praying, working, teaching, reading, listening to music, bathing the children, playing tennis, chatting to our friends over a pint and a game of darts—not huddled together like frightened sheep and thinking about bombs.
6 Must-Have Work From Home SaaS Tools in COVID-19
If you haven't been following the news recently, work from home has become the norm across many offices and corporations worldwide as the private sector attempts to help do its part in preventing wider transmission of COVID-19. Either at governments' urgings or as a result of their own analysis of the situation more and more companies are closing their front doors and telling their employees to stay home. Social distancing is the best way to "flatten the curve" when it comes to stemming the spread of the coronavirus. Take a deeper dive into this Livescience article if you want to know a bit more about how the infection curve plays out in a variety of situations.
Lady at Work: Why Equality in the Workplace Is Bigger Than Wages
The gender pay gap is one of the most discussed workplace inequities of our time, appearing everywhere from The New York Times to Harvard Business Review to Forbes. However gender-inclusive organizations don't just begin at equal wages, inclusivity needs to be built into the core of any organization's DNA. It's about instilling equity into the workplace, enacting larger policies that seek to even the playing field between men and women in the office. There's no denying that because of preconceived notions about gender and gender roles that men and women will inherently, because of lack of awareness and mindfulness, be held to different standards at work.
5 Equal Opportunity Employers Bridging the Gender Gap
As a young company, we at inFeedo have always been hyperconscious about diversity and equality in the office.
3 Alarming Findings on the State of Working Women in India
Last week, I was at one of the product demo (trying to understand how Amber works better; part of our induction program) while researching on some data for an article on the wage gap in India when I started talking with a new team member in our Customer Success team. I discovered that she had done some non-profit gender equity work before joining inFeedo. When she saw the statistics in my research, she was unsurprised.
6 Ways You Ensure Ethical (& Humane) Employee Termination
About a month ago, I was fired. My former employer, after failing to meet expected growth numbers, liquidated approximately 90% of their total employees, essentially stripping the company down to the minimum amount of workers required to handle daily operations.
8 Ways To Encourage Employee Innovation & Generate $250 Million In 1 year
Some time ago, Heinz had decided to take the talent and employee innovation displayed by its workforce seriously as it really was the most unused asset in any company. The improvements suggested was worth $250 million a year. Immersed in strategies and innovation we forget to ask ourselves a very basic question...
5 Tell-Tale Signs of a Toxic Work Culture
Today, we'll be talking about toxic work cultures. But before we do that, remember the United Airline fiasco where a passenger was yanked from his seat to make room for airline crew members? Let me recap it for you. The airport security forced a United Airline passenger off of his seat, causing his face to hit an armrest and bleed.
[Infographic] 7 Disturbing Stats About Employees
Here's what we found out about the real reasons why employees leave the organization...
[White Paper] inFeedo's EX Framework: How Amber Ensures an Employee-First HR Mindset
Ever wondered what makes Amber empathetic while helping HR across 100 organizations in 50 countries be employee first? Our People Science team through years of primary research has built a framework that fuels Amber's AI engine to touchbase with every employee at the right time and moment in the organization.
"40% of an HRBPs time is spent collecting and analysing feedback, while only 15% of that is spent on engagement. It should be vice versa, right?" asks Geetha Thiagarajan, Head of HR at Finastra.
Praveen Dalal, Director of HR at Nabler, writes...
If you have a team spread across multiple geographies, chances are you're spending a lot of time on simply running administrative tasks between regions. What a waste of time, don't you think? Time which you could easily be putting to better use if you only streamlined your tasks.
Think: better workflows and systems in place for recruitment, consistent communication and documentation, a robust Learning and Performance Management System to enable faster adoption of organizational culture and values – all things you could be doing, if you just had the time to do them, if your routine tasks were just automated.
'Who is this guy?', you think. 'Why should I listen to him?'
Well, for starters, I'm not being sponsored by anyone so this is 100% authentic information. Second, I've spent a significant amount of time across various organizations that were making the same mistake over and over again, and researching how to cut costs, save time and improve efficiency for them. As a result of this, I know a thing or two. So here are my two cents, no, scratch that; here's my FREE research, all packaged neatly and concisely just for you.
If you're working with a small to mid-range sized organization and you're still expected to handle all your HR tasks manually or some random cheap software, it's likely that you're driving yourself mad with the monotony and sheer volume, and pretty much not doing anything else with your time; 'Where was the time to have made that Business Continuity Plan?!', you find yourself thinking during COVID. Your bosses and CEOs have shrugged their shoulders and mumbled something about not having enough budget to spend on HR. You've found yourself using some free version of software, trying to get the most out of something that was designed to offer the most valuable when paid for.
I'm here to tell you that you can be a problem solver. I'm presenting you with a list of HR softwares designed to help you out, and all within $50,000 annually. That's just the cost of the software you decide to go with, I've not even factored in the dollars saved from improved efficiencies and fewer resources to handle routine tasks and a very highly rated employee experience.
If you're thinking about expensive solutions like Workday, Peoplesoft or some other custom-built ERP solutions, cut me some slack, will you? You don't have the budget, energy or time to spend implementing and customizing these products to your organization. I know that, I've been there, remember?
I have better recommendations; I'm not suggesting one single product that will solve all your problems. Many platforms have mushroomed over the past few years to provide solutions to very specific problems. But you're often left feeling that the solution is a round peg trying to fit a square hole.
What I am suggesting is a bundle of products that can be customized easily and fitted to solve most of your challenges with smart inbuilt analytics to help to take decisions and spend time to build programs to solve specific needs of people. Every organization is different and has different needs that require specific attention, so platforms must be able to fit into your requirements, rather than the other way around.
When choosing a platform to work with, there are pointers you should consider for faster decision making.
PRICE: This is the first eliminator and pretty obvious. If it's out of your budget, it's out of your list.
FEATURES: Another no brainer, but something you should consider when trying to assess a cheaper alternative that solves fewer problems. What HR problems is this product going to solve for you? How will it make your life easier and the users?
UX: No one wants to work with a complicated, difficult to understand product. Especially if the product needs to be used by employees across the board. Simple, easy – that's the key.
DEPLOYMENT: Speed is the name of the game. If the product you want is going to take longer than 30 days to be implemented and made ready for use, then that's just a waste of time, and money.
EASE OF INTEGRATION: If you're looking at multiple products to be used, they need to be able to integrate with each other so that they don't operate in silos. And honestly, in this day and age, most software do. So don't settle for one that doesn't allow for integrations with other systems.
Here are my recommendations, neatly categorized and gift-wrapped as promised:
1. Sapling
An employee onboarding platform for easy digitization of data and automation of workflows. Through their smart profiles, you can track individual employees joining, their progress, early signs of warning, communicate company values and get the candidate know your team. Digitized joining documents and sign off. Manage communication even with your ex employees.
Damage: $3000-7000 a year based on expected joiners a year.
2. Bryq
A psychometric assessment platform with industry bench-marking of roles and ranking to help you hire the right candidates. It can also be used for internal role bench-marking and culture fitment.
Damage: $300/month for unlimited usage.
3. Workable
A talent acquisition platform that brings ease into the time-consuming recruitment process. With single click job postings and shareable links, automated interview scheduling, tools for remote interviewing, candidate tracking with feedback mechanisms, remote hiring is now faster. Custom packages for employee referral portal and an interesting feature to bridge candidates with companies. All with analytics inbuilt.
Damage: $5000-7000 for an annual package.
4. Bamboo HR
A centralized employee database with analytics to help you onboard and compensate your employees. It's a great application to manage all your administrative tasks from employee leave and attendance to benefits and policies and digital letters. You can choose if onboarding fits your need here or do you opt out and use Tydy.
Damage: $5-7/employee/month. Expect custom quotes dependent on organization size.
5. 15Five
Although Bamboo HR has a performance management system, I prefer 15Five's. It's great for weekly check-ins, feedback, engagement, competency assessment and offering recognition. Your entire organization's values & culture can be driven from this application and all aligned employees to vision of the company. This is a must have platform.
Damage: $14/user/month with an annual subscription.
6. InFeedo
An AI bot that talks to your employees to help you identify those who are unhappy, disengaged or about to leave. I love that it offers feedback from employees in a unique way, feedback which can be used to drive culture in the organization and take impactful decisions.
Damage: $10,000 annually for an organization of less than 500 employees.
7. Vantage Circle
A rewards platform that offers points to performing employees and which can be redeemed immediately and online to make purchases from partnering brands.
Damage: $200/month for an organization of less than 200 employees
8. Workplace
Launched by Facebook, workplace keeps everyone socially engaged and brings in a culture of transparency. You can use this platform, rather than uninspired emails for sharing regular updates.
Damage: $4/user/month.
9. Classmarker
If you want to create your own tests for certifying or training your employees, Classmarker can help with the creation, administering and automated evaluation of time bound assessments.
Damage: $40/month.
10. Knowbe4
It is an information security platform with planned phishing attacks to help train your employees and protect your organization. A LMS feature ensures you can have content upload for video training's with tracking.
Damage: $12/user with an annual subscription.
Now while I have said that this would fit into a $50,000 annual budget, the total expenditure is subject to the number of users. During Covid 19 times you can negotiate to get substantial discounts on annual pricing on few of these platforms. But if your organization has fewer than 150 - 200 employees, my calculations do check out on the $50k budget or lesser. And here's the icing on the cake; all the platforms mentioned above integrate with each other. Select, implement and go!
If you need more information or help with selecting the right platform for your organization, do reach out to me. I also have a few recommendations that could be of use if you want something for POSH or building a community of ex-employees. I'm here, happy to help.
[VGD #4] Make HR Workforce Enthusiasts in COVID-19 + 3 Takeaways
The key takeaway from the recent editions of inFeedo's virtual group discussion was how HR KPIs and KRAs are being completely restructured to fit the needs and expectations of remote work, the workforce, and organization. Read till the end to find out how HR becomes the new workforce enthusiast.
[VGD #2] Build Your COVID-19 Playbook + 4 Takeaways
Our key takeaway from recent virtual group discussions was that building a COVID-19 playbook or Single Source of Truth for all matters related to the pandemic is the best way to keep your team aligned and focused on shared goals. Keeping everything in one place cuts down on confusion and provides a beacon of stability in a time of chaos. Read till the end to find out how you can build a kick ass playbook.
"Worst since 2008."
That's a phrase that keeps popping up as the global economy witnessed a massive downturn due to the spread of COVID-19. With stock markets in freefall, supply chains broken, travel bans enforced, and millions in self-quarantine, it's clear that most businesses will be negatively affected by the crisis. But just like the 2008 crisis, this too shall pass and businesses must prepare accordingly.
So how did businesses cope last time? What are the lessons that can be learned from the past?
Jason Lemkin, CEO/Co-founder of Saastr and Nick Mehta, CEO of Gainsight answer these very same questions in their recent webinar.
Become a Jedi HR Strategic Business Partner: 3 Lessons From Star Wars
"Having a great sales team is a much stronger (and far lasting) competitive advantage than having a great product." That's Neil Rackham, a pioneer in "consultative selling" and author of SPIN selling, in a London conference. He went on to explain why good, innovative products fail to take off.
5 Signs That Show You Are A Mindful Leader
The word "mindfulness" was rarely used in my vocabulary; this is coming from someone who has worked as an editor and writer for the last 7 years. It's critical we ask what it means to be mindful in today's hyper-competitive world. More importantly, to understand how this fits into the narrative of a mindful leader in a corporate setup.
The Biggest Deterrent To Diversity And Inclusion In The Workplace
Don't do this if you wish to create a culture of diversity and inclusion in the workplace
You must have seen the news recently. Abhijit Banerjee won the 2019 Sveriges Riksbank Prize in Economic Sciences in Memory of Alfred Nobel, along with Esther Duflo (who happens to be Banerjee's wife) and Michael Kremer. Notice some of the news headlines I came across.
My Journey from HR to HRTech
I have been a part of the HR function for over a decade now. In the larger scheme of things, it doesn't sound like much but believe me, empires have risen and fallen in littler times. I was with nearbuy.com the first time I heard about inFeedo. There was some buzz around the company as an idea generation platform but that was it.
Company Hospitalised
Why do many companies go into ICU mode after a bad quarter?
Why is Amber called Amber?
Over the years, this was a question we were asked frequently by our customers. We finally reveal the big secret behind naming our product 'Amber'.
Client vs Customer: How We Finally Settled This Big Debate
About 2 months ago, the team at inFeedo assembled for our mid-quarter checkpoint. Among the many questions raised, one that didn't see immediate resolution was whether we should be calling the organizations we serve 'clients' or 'customers'.
How We Increased Our System's Ability to Handle Users by 20x in 48 hours!
One Monday morning, right when the coffee machine was booting up, our alert and monitoring system went way out of whack! Amber's systems were almost at the brink of crashing. Unlike us, she doesn't take the weekends off and high performers like her are always at the risk of burning out.
[VGD #10] 2 Positive Impact on Engagement since WFH + 3 Takeaways
Our key takeaway from recent virtual group discussions was on two metrics that has showed significant shifts within employee dynamics and engagement since working from home. Read till the end to discover what these factors were that positively impacted the business since the pandemic hit.
[VGD #9] Protect Your Vulnerable Employees + 3 Takeaways
Our key takeaway from recent virtual group discussions was that going the extra mile for field workers is the only way to sustain a non-office workforce. So many of our conversations have revolved around companies with an exclusively office bound workforce, but this week's sessions brought new perspectives from a variety of participants in different fields. You don't want to miss these; read to the end!
[VGD #8] Use COVID-19 to Avert Another Crisis + 3 Takeaways
Our key takeaway from recent virtual group discussions was that "no crisis should go to waste." COVID-19 can be used to your business's advantage and equip you with the foresight to avert future ones. How? Read on till the end to find out more.
Our key takeaway from recent virtual group discussions was to embrace the work from home model and keep it partially active post COVID-19 pandemic. Why? Because of its immense cost saving potential and it's surprising effect on employee productivity. Read to the end to find out why you need to continue working from home.
[VGD #3] Align HR & Organizational KPIs for Success + 3 Takeaways
Our key takeaway from this week's virtual group discussions was that HR KPIs now have to aligned with moving key business levers. Read through to the end to find out how you can restructure your KPIs to sync with organizational goals.
A TIME TO SURVIVE? NO!
4 Global Brands Making a Difference During Covid-19
One of the largest impediments to preventing the international spread of COVID-19 is fundamental miscommunication and uncertainty between nations of the world. All of these sovereign nations are beholden solely to themselves and their own group of experts, and while organizations like the United Nations (UN) and World Health Organization (WHO) have sought to rally the world together countries just still aren't on the same page. Whether it was squandering valuable time to prepare, assuming the virus would never reach their nation, using COVID-19 to leverage political gains or failing to communicate and collaborate, the governments of our world have, collectively, left something to be desired with their response to the crisis.
As the severity of the pandemic grows nations are starting to collaborate more effectively, but there's still work to be done.
7 Leaders Breaking the Glass Ceiling in 2020
A couple of days before International Women's day, Elizabeth Warren — one of the prime candidates for the 2020 US presidential elections — announced the end of her campaign. Following an underwhelming performance in the primaries, a disheartened Warren mentioned how sexism clearly played a part in how her candidacy was perceived - an opinion that is shared by most female candidates who ran for president.
As representative Barbara Lee, who was one of Senator Kamala Harris's campaign co-chairs, aptly sums up the problem, ""The narrative that somehow women are less electable than men seems to still be an issue. It's very disgusting really,"
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Our new membership year runs April 1, 2019- March 31, 2020. Please find a fillable version of the membership form below.
If membership dues have not been paid by the April general meeting, guest fees will apply.
Emerald Valley Quilters, known as EVQ was founded in 1992. We are a not-for-profit guild. The purposes of this organization are: to encourage and share the art of quilting; to educate and learn, preserve and pass along information about quilts of the past and present; to exhibit fine examples of the art in public and to encourage quilt making and collection, both private and public.
Our membership is composed of those interested in quilts and quilting and allied arts. We are a non-discriminatory organization with regards to race, color, creed, gender or national origin.
General and board meetings are held monthly. Board meetings are held the first Thursday of the month, and general meetings are the third Thursday of the month. Our general meetings start at 7:00p.m. and doors open at 6:30 p.m. Our meetings are held at the Masonic Center Lodge at 2777 Martin Luther King Blvd. Eugene, directly across from PK Park.
EVQ hosts a variety of workshops throughout the year and are open to members for $30.00 and non-members for $50.00. On even numbered years EVQ sponsors a Quilt Show and on odd numbered years a Retreat.
EVQ is very involved in giving to our community. We've given out nearly 10,000 bears to children and organizations that can benefit from them. Quilts are given to groups such as Bags of Love, The Eugene Mission, Quilts of Hope (NICU), Shelter care, Looking glass and many others. We have donation fabrics for members to choose from to help make community service quilts.
Interested in a sew group? We have them too! We offer satellite groups, some specialize in a specific technique or just gather for friendship and sewing.


Tomato pickle recipe – Traditionally this andhra tomato pickle is made with sun dried tomatoes. But for those living abroad or living in high rise buildings or in places where there is not enough sun, this method comes handy. This is my version of the nilava tomato pachadi, that i make at home and store for about 3 months.
This tomato pickle tastes tangy, hot and sour with flavors of methi and garlic. The amount of red chili powder, fenugreek seeds powder to use here depends on the kind of tomatoes you use.
If your tomatoes are tangy, you can just skip using tamarind and reduce the levels of red chili and fenugreek powders. The tomatoes i use are moderately sour and not very tangy, so i use extra tamarind.
Tomato pickle recipe, over the years has gone through a series of modifications in the quantity of fenugreek, and garlic that is used.
Andhra style tomato pickle or nilava tomato pachadi is one of the most made in Telugu speaking homes. Serve it with breakfasts like idli dosa, pesarattu, rice or even with snacks and parathas.
Make sure all your ingredients are dry and moist free. To ensure you can also sun dry red chili powder and turmeric for some time. Wash tomatoes under running water and leave them aside to dry.
Bring 4 to 6 tbsp water to a rolling boil. Allow the temperature to cool down and then soak tamarind in it. You can also skip this step and add tamarind directly to the tomatoes. But most times tamarind is not clean so soaking and filtering is needed.
Dry roast fenugreek seeds on a low flame till they emit a nice aroma. if using mustard add them and fry just for a minute and set aside to cool.
Powder the roasted fenugreek seeds and mustard.
Chop tomatoes and fry them with salt and turmeric in a pan on a medium flame till they turn mushy. The pulp should thicken.
Squeeze the tamarind fully with your fingers & filter it to remove the impurities & pulp. Add this to the cooked tomatoes. Adjust the tamarind to suit your taste. Mix and cook well for 5 mins until the mixture bubbles up very well.
When the mixture cools down completely, add chili powder, salt, fenugreek and mustard powder and mix well. Check salt and spice. Add more if needed.
Heat a pan with oil. Add mustard, fry till they splutter, add garlic. Fry till they turn aromatic, add red chilies and curry leaves. Fry them until they turn crisp. Add hing.
Turn off the stove. Transfer the tomato pickle to the pan and mix well.
Cool the tomato pickle completely. Store this in a air tight glass bottle.
To the seasoning, 1 tbsp. channa dal and urad dal can be added and fried till golden, it imparts a good aroma to the pickle. They soak in the pickle and eventually taste tangy. Adding them is optional. Not everyone may like this, if you wish use them.
1. Wash tomatoes and set aside to dry.
2. Dry roast fenugreek seeds on a low flame and set aside to cool.If using mustard seeds fry them in the same pan just for a min and set aside. I don't use.
4. Add roasted fenugreek and mustard seeds to a blender and make a fine powder.
5. Heat a pan with oil, add tomatoes with salt and turmeric, cook on a medium flame till they turn mushy.
6. Mash up the soaked tamarind and filter it to the cooked tomatoes. Adjust the tamarind to suit your taste.I discard the pulp. Mix well and cook for 3 to 4 mins until the mixture bubbles well.
7. Once the mix is cool fully, add chili powder, salt, fenugreek powder to this mixture. Stir well, break up lumps, if any.
8. Heat a seasoning pan with 2 tbsp. oil, add mustard, allow them to splutter. Then add garlic and fry for a min, next add red chili and curry leaves.Fry till the curry leaves turn crisp. Add hing.
9. Add this seasoning and pour rest of the oil (60 ml) to the tomato pickle and mix well.
Once completely cool store it in a clean, dry, airtight jar. Stays fresh for several months. I bottle the pickle in many small jars, so each time I open a new jar, pickle smells fresh and tastes good.
Tips on how to prepare and preserve pickles for longer time.
* Always keep your hands, ingredients and the utensils dry, free from moisture while preparing pickles.
* If using water to soak the tamarind always use only boiled and cooled/warm water.
* Always use a dry spoon to serve the pickles and store them in a dry and cool place.
Don't worry the bitter taste will go away as the pickle ages. You should never eat the pickle the same day. Let it rest for 4 to 7 days the bitter taste will not remain.
Hi Swasthi, I am a great fan of your recipes..Most of them I have tried and they are of excellent taste..Thank You..
You are welcome. Thank you so much for trying the recipes. Glad your food turns out excellent.
Great recipe..I have a doubt..do we need to blend fenugreek and mustard separately are together?
Yes you can powder them together as the quantities are very less. Most times I powder about ¼ cup methi seeds and ¼ cup mustard separately in a blender and store in glass bottle. Refrigerate them to make pickles for 6 months.
3 kgs Tomatos pickle nilva pachadi ki kolathalu.
Fantastic recipe! Did double quantities. Used tamarind purée which is easier, and added the dal. And gingelly oil for the tempering. The beauty of this recipe, unlike some others, is that it is very quick to prepare. Thanks for posting this!
You are welcome. Happy to know it turned out good. Thank you so much for the comment.
Thank you so much. Yes will surely keep posting more recipes.
I guess it keeps good without refrigeration for at least 2 to 3 months.
Thank you Swathi. For many years I was looking for an authentic tomato picke recipe and finally found yours to be just like the ones I had many years ago when I'm lived in Secunderabad. Thanks again.
Can we use dabur homemade tamarind paste without soaking tamarind pulp in water?
Firstly tamarind paste in pickle will reduce the shelf life. May be if you want to make it and use up within a week. Then it's fine.
Secondly if using paste, then you will have to add it approximately. The above proportions may not work.
Next not sure if the paste will smell good in a pickle.
Hi Swati, Thanks a lot for your wonderful recipes. This is my one stop blog for all my cooking needs. I tried this recipe and it turned out great.
This time I want to try it with readymade tamarind pulp. Do you think this will work?
My pickle turned out a little bitter. Do you know what may have caused this? I'm wondering if I roasted the fenugreek a little too much.
Thank you so much.. Really delicious . Actually I happend to taste this achar before from my frnds mom n it was delicious n I was lookin for the recipe n I found urs..Both of em so yummy !
I want to make 500gms of this pickle , so how many tomatoes should I use for this pickle ??
Does Same quantity of tomatoes will yield same amount of pickle ?
Yummy outcome. One of the best uses of tomatoes. Thank you. God bless you.
So good to know the recipe was useful.
Yummy outcome. One of the best uses of tomatoes. God bless you. Thank you.
Tired it and it was a super success……. Great taste!!!!
My husband loves this pickle but everytime I make it, after few days the pickle starts to get fungus. What do you think why it happens and what can i do to keep it away?
Any pickle gets fungus when not stored or handled properly. Sometimes due to climatic conditions or plastic jars too. Next time when you make it, after adding tamarind, cook for some more time until the mixture begins to bubble up very well. May be the water in which you soaked the tamarind is causing. But not sure. Try following my tip it may help you.


text:
Builders to become more accountable
12 Aug, 2010 6:30pm Quick Read
T&G underlying profit up
SPORT | League
Richie Barnett: Warriors wary of Knights providing sting in the tail
The Knights will want the injured Jarrod Mullen to play on Sunday. Photo / Getty Images
Herald on Sunday
Hopefully all that garbage coming out of Cronulla this week will have given the Warriors some extra motivation.
They'll need it against the Knights. You'd have to describe the Knights' form over the past two weeks - when they have hammered Manly and the Bulldogs - as worrying. Actually, the whole competition this year has been pretty darn worrying.
Looking at it a couple of weeks ago, Sunday's match against the Knights was shaping up as a comfortable home win for the Warriors. The Knights were as good as out of it and the Warriors were travelling pretty well.
But it just never seems to work out like that in the NRL.
There really are no easy games. All of a sudden, the Knights are one of the form teams of the competition. Since all but dropping out of the running, they have been playing with a freedom that has made them extremely dangerous.
They are not dead yet, either. They'll believe that if they can win on Sunday they can go on and sneak into the finals.
They'll also be boosted by Steve Simpson announcing his retirement this week. When a legend like that decides it's time to go, everyone wants to send him off the right way.
The Knights will be right up for this match. Hopefully the Warriors will be, too.
Those comments coming out of Cronulla that the Warriors aren't good enough to be in the finals or challenge the top teams were quite bizarre.
If you ask me, it's probably a sign that the Sharks have been losing so often they've finally run out of things to say.
Having a pop at the Warriors gave everyone something else to talk about other than yet another Sharks' defeat.
But it's not just the Sharks who are down on the Warriors. When you watch the Aussie TV shows, no one is really giving them much of a chance. They have been pretty much written off.
In some ways that's understandable. The Warriors have been off the pace a bit lately. They haven't quite lived up to our expectations.
But that might be a good thing. It means they've got plenty of improvement left in them - and they'll definitely need to improve to beat the Knights.
It will be interesting to see if Jarrod Mullen plays on Sunday. He has been in top form recently but he is carrying a rib injury.
Given that it's an all-or-nothing situation for the Knights, I expect they'll give him a needle and send him out to play if at all possible.
With Kurt Gidley having settled into the halves, the Knights have a strong combination there. They also have an extremely dangerous right side, where "Mad Dog" Adam MacDougall and Akuila Uate are both chasing try-scoring records.
Reports that New South Wales and Australia are chasing Uate really annoy me.
You can't blame the players, who can earn a whole heap more money by turning their backs on their countries, but it's totally counter-productive to efforts to grow the international game.
Fiji were fantastic at the World Cup and they produce loads of gifted players.
Remember Jarryd Hayne played for them at the World Cup. Imagine a Fiji side with Petero Civoniceva, Hayne, Uate and Lote Tuqiri in it? How good would that be to watch?
Instead, Australia poaches the best players from the likes of Fiji, which skews the international game.
NRL: Canberra get points from Penrith
NRL: Broncos lure Inglis away from Storm
NRL: Key prop back from serious injury
NRL: Clash of the wingers - battering ram v rapier
Puzzling 35-year cold case: Fresh leads on Trades Hall bombing
Trending on League
NRL: Warriors unchanged for trip to Wellington
The match will be the Warriors' first appearance in Wellington since 2016.
Nikorima's admission: Judgement affected in golden point drama
Nikorima admitted he was desperate to beat his former club Brisbane last Saturday night
Warriors great announces retirement from league
Manu Vatuvei has officially called time on his rugby league career.


text:
The Pros and Pitfalls of Genetic Testing
Posted August. 09, 2010 11:31,
The Pros and Pitfalls of Genetic Testing. August. 09, 2010 11:31. takeoff@donga.com coolup@donga.com.
In the 1997 science fiction film "Gattaca," genetic analyses identify all physical traits of people from the risk of developing diseases and height to life expectancy. By doing so, people are divided into two groups -- those with dominant genes and those with recessive ones.
The protagonist Vincent Freeman, who is identified through gene analysis as violent and stupid and destined to die at age 31, buys another person's genetic test to realize his dream of becoming an astronaut.
Last year, a Korean man took a genetic test through the U.S. gene test company 23andMe. He said on his blog, "The test results said I'm at high risk of developing cardiovascular disease," adding, "The results also said my IQ and memory are more than average but my height is 0.4 centimeter below average."
Cinematic imagination has become reality 10 years later. With advances in biotechnology, personal genetic analyses can identify personal information including propensity for certain diseases, character and appearance.
A program on a Korean cable TV channel has celebrities take a genetic test and releases the results. Though the test costs up to tens of thousands of dollars, there are people who want to take it.
Experts warn, however, that such a test misleads people with unconfirmed information.
○ Illegal in Korea, but
A researcher at Genomic Medicine Institute of Seoul National University who conducted a genetic test on the TV program said, "After the broadcast, many people asked about the test."
The institute said, however, "Under domestic law, commercial genetic tests are illegal so we don't accept requests for the test."
Under the law on life ethics and safety, disease-related genetic tests can be done only by medical institutions or organizations commissioned by them.
The institute said, "The test results of celebrities were used for research purposes," adding, "The broadcast was possible because the celebrities agreed to release their test results."
Though illegal in Korea, such tests are available through overseas companies. The Dong-A Ilbo contacted American companies including 23andMe and confirmed that Koreans can get their genes tested.
Such companies, however, do not send test kits to Korea containing a container for saliva and an envelope to send the container back. If those in Korea want to take a genetic test through an acquaintance in the U.S., they must receive test kits by international mail. Test fees vary from 400 to thousands of dollars.
○ `Branded by unconfirmed findings`
Kim Jong-won, a professor of laboratory medicine at Samsung Medical Center in Seoul, said, "Among 23,000 genes known to be related to disease, only 3,000 have been medically verified," adding, "The remaining genes are used to provide statistical information such as 'a certain gene has often been found in people vulnerable to a certain disease.'"
Certain experts say test results differ in every case. In October last year, an article by J. Craig Venter, head of the leading U.S. genomic think tank J. Craig Venter Institute, carried by the global science magazine Nature said each company is conducting different analyses with the same gene.
Venter said his institute sent the genes of five people to 23andMe and Navigenics at the same time for analysis and received different results. In the risk test for heart disease and lupus, a tuberculosis skin disease, the two companies presented conflicting results for three of the five subjects.
Some say commercialization or releasing test results on disease information is premature since there is no prevention method. Lee Yu-gyeong, laboratory medicine professor at Soonchunhyang University Hospital in Seoul, said, "There's no way to prevent a disease identified by a genetic test because the disease is not medically verified," adding, "Such tests will only create a social disturbance."
○ 'Advancement slowed by law'
Genomic Medicine Institute said, "The tests on appearance and characters are unethical since they seek to determine the superiority of people by genes," adding, "But the tests for disease will serve the public interest and contribute to medical advancement."
On the claim that test results are not scientifically verified, it said, "We analyze dozens of articles published by scientists at home and abroad daily, and reflect some of those we find meaningful for think tanks and hospitals in our studies and tests."
Korea recently began building a genetic database, but in the U.S., where commercialization of genetic tests is allowed, private companies such as 23andMe have databases containing the genetic information of 50,000 people.
Proponents of genetic testing say a genetic database is the key to genome analyses and urge the Korean government to help develop the country's competitiveness in this field.
takeoff@donga.com coolup@donga.com


text:
Vive la vie est une comédie française réalisée par Yves Fajnberg, sortie en 2005.

Synopsis
Richard a tout pour être heureux : la quarantaine, il est PDG d'une société de jeux vidéo et gagne beaucoup d'argent. Mais tout déraille lorsque sa femme décide de le quitter, et qu'il apprend à la suite d'un test qu'il a un QI de 103. Déprimé, il rencontre Maud, une mannequin qui vient de sortir d'un casting éprouvant et est persuadée qu'elle ne vaut plus rien.

Fiche technique
 Titre : Vive la vie
 Réalisateur : Yves Fajnberg
 Scénario : Didier Bourdon (sous le pseudonyme de Daniel Baroghel), Yves Fajnberg et Lou Inglebert
 Producteurs : Didier Bourdon et Régine Konckier
 Sociétés de production : ADVA Films, D.B Production, Studiocanal, France 2 Cinéma, Canal+, CinéCinéma
 Distribution : Mars Distribution
 Musique : Serge Perathoner et Jannick Top
 Photographie : Pascal Caubère
 Montage : Stratos Gabrielidis
 Casting : Gigi Akoka et Pierre-Jacques Bénichou
 Chef décorateur : Jean-Pierre Clech
 Décors : Philippe Cord'homme
 Costumes : Valérie Pozzo di Borgo
 Cascades : Patrick Cauderlier
 Budget : 3,38 M €
 Format : couleur
 Lieux de tournage : Paris
 Pays d'origine :
 Box-office France : 48 738 entrées
 Durée : 98 minutes
 Date de sortie :  (France, Belgique)

Distribution
 Didier Bourdon : Richard Lewitsky
 Alexandra Lamy : Maud
 Zinedine Soualem : Rachid
 Armelle Deutsch : Colombe
 Frédéric van den Driessche : J.P.
 Élise Larnicol : La secrétaire de Richard
 Didier Flamand : Le psy
 Isabelle Petit-Jacques : Gisèle Fitoussi
 Sophie-Charlotte Husson : Ines Van Dries
 Smadi Wolfman : Lise Vidal
 Natacha Lindinger : Suzanne, L'ex-femme de Richard
 Laura Fajnberg : Caroline
 Kentaro : Le bonsaïste
 Marie-Lorna Vaconsin : L'infirmière
 Cendrine Orcier : La directrice de casting
 Cyrille Eldin : Le directeur de casting
 Alexandre Caumartin : Michel Rosier
 Julien Thomast : Le juge
 Sandra Moreno : Nurse
 Stanislava Stoyanava : Le mannequin

Notes et références

Liens externes

Film français sorti en 2005
Comédie française
Film de Studiocanal

redpajama_set_name: RedPajamaWikipedia


text:
Синьял-Оринино  — деревня в Моргаушском районе Чувашской Республики. Входит в состав Орининского сельского поселения.

География
Находится в северо-западной части Чувашии, на расстоянии приблизительно 6 км на север-северо-восток по прямой от районного центра села Моргауши.

История
Известна с 1795 года как выселок села Архангельское (Малая Аринина), ныне Оринино с 30 дворами. В 1858 году был учтён 51 двор и 172 жителя, в 1906 — 40 дворов и 189 жителей, в 1926 — 38 дворов и 200 жителей, в 1939—173 жителей, в 1979—143. В 2002 году было 38 дворов, в 2010 — 38 домохозяйств. В 1930 году был образован колхоз «Глиссер», в 2010 действовал СПК «Оринино».

Население
Постоянное население составляло 116 человек (чуваши 100 %) в 2002 году, 112 в 2010.

Примечания

Населённые пункты Моргаушского района


text:
Home Biotech Stocks AstraZeneca plc (ADR) (NYSE:AZN) In Respiratory Drug Deal With Circassia Pharmaceuticals
AstraZeneca plc (ADR) (NYSE:AZN) In Respiratory Drug Deal With Circassia Pharmaceuticals
ME Contributor
In an effort to enhance collaboration with Circassia Pharmaceuticals, AstraZeneca plc (ADR) (NYSE:AZN) has acquired an equity stake valued at $50 million in the respiratory biopharmaceutical firm. The two firms will join hands to develop and commercialize Duaklir and Tudorza, respiratory drugs conceived by Astrazeneca, in the U.S.
"Tudorza and Duaklir are important components of AstraZeneca's respiratory franchise globally and this collaboration will support their commercialisation in the US for the benefit of the millions of COPD patients," AstraZeneca's executive vice president, Mark Mallon, said.
Combined-used drugs
Tudorza received the approval of the U.S. Food and Drug Administration in 2012 and was launched in the same year. Last year, the respiratory drug generated sales of approximately $170 million. Duaklir, on the other hand, is in the late stages of development. Plans are underway to submit it to the FDA for approval next year.
As respiratory drugs, both are used for the treatment of COPD – chronic obstructive pulmonary disease. This is a category of lung diseases such as chronic bronchitis and emphysema which block the flow of air and consequently leading to breathing difficulties.
The deal between AstraZeneza and Circassia could potentially lead to Circassia paying close to $230 million spread over a couple of years. AstraZeneza is set to receive $100 million from Circassia around mid-2019 or thereabouts depending on when Duaklir gets the approval of the U.S. Food and Drug Administration.
Commercial rights
Circassia could also choose to sublicense the commercial rights of Tudorza in the United States and this could see AstraZeneca receiving close to $80 million. By 2022, the value of the market for COPD drugs is expected to have risen to $13 billion, presenting a lucrative opportunity for pharmaceutical firms.
The deal will benefit AstraZeneca in that it will be able to concentrate on its other respiratory drugs such as Symbicort which has been a bestseller. Circassia, on other hand, plans to benefit by increasing its portfolio of respiratory drugs and increase its dominance and competitiveness in the segment.
In Friday's trading session, shares of AstraZeneca plc rose by 0.59% to close the day at $30.69.
AstraZeneca plc
AstraZeneca plc (ADR) (NYSE:AZN)
Mark Mallon
NYSE:AZN
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A couple days ago my mother-in-law made a big batch of spaghetti sauce with her remaining garden tomatoes. I had several pounds of ripe big beef, cherry and roma tomatoes in my basement waiting to be used.
This afternoon I decided to roast all of my ripe tomatoes along with minced garlic, quartered onions, baby carrots and celery, drizzled with 4 tbsp olive oil to create a huge pot of spaghetti sauce. I roasted the veggies on baking sheets covered with parchment in a 250º oven for two hours. I would usually add sweet potatoes or squash to the roasting veggies, but we didn't have any. So, instead I added 1 pkg of frozen butternut squash puree to the tomatoes once they were done roasting.
I plan to serve the sauce over chicken and grass fed beef meatballs and brown rice noodles for supper tonight. Then I will freeze the leftovers for use later this winter.
Homemade spaghetti sauce is not only an inexpensive way to preserve the fall harvest, it also makes a great quick-start ingredient for busy weeknights. I love that I can grab a vacuum sealed bag of spaghetti sauce from the freezer, place it in the sink with cold water and in 15 minutes it is thawed and ready to top a bowl of noodles, layer into a lasagna or stir into roasted spaghetti squash. And it is so much tastier than overpriced, bland, high sodium jarred spaghetti sauce.
I absolutely love slow roasted foods… sweet potatoes, carrots, tomatoes, peppers, squash, grass-fed beef, turkey breast. I like to roast up a big batch of veggies on Sunday afternoons for Matthew, Allan and I to enjoy all week with our lunches and snacks.
Matthew adores roasted sweet potatoes and carrots!
Slow roasted vegetables give this sauce a sweet and slightly nutty flavor. This sauce is the perfect topping for brown rice noodles or layered into a lasagna.
Preheat oven to 250º. Spray two baking sheet with olive oil.
Place the tomatoes cut side down on the baking sheet. Layer the remaining vegetables on top of the tomatoes and drizzle with extra virgin olive oil.
Cover with a sheet of parchment paper and roast for 2 hours.
Remove pans for oven, uncover and allow to cool for 10 minutes. If desired, remove skins from tomatoes.
Pour roasted vegetables into an 8-qt dutch oven add italian seasoning. Stir and bring to a boil over medium high heat. Turn heat to low and simmer at least 20 minutes, but up to three hours. Allow to cool. Puree using a blender or food processor. Working in batches, as necessary. Be very careful not to burn yourself.
Adjust seasonings to taste. Serve over noodles, spaghetti squash, chicken or layered into a lasagna.
Freeze leftovers for later use.


Chelsea Handler, comedienne and talk show host, recently revealed that she isn't at all interested in having Paris Hilton or the Lohans on her program anytime soon. During an interview with the folks at Access Hollywood, Handler dished on the people she didn't want to see sitting across from her on the show. When it's time for Lindsay Lohan to do the talk show circuit once again, don't expect Chelsea to accommodate her.
During last night's episode of Chelsea Lately, the host appeared in a skit with The Blind Side actress Sandra Bullock. The sketch, which featured both women in their birthday suits, gave Bullock a chance to flex her comedic muscles once again.
Chelsea Handler's talk show, Chelsea Lately, airs weeknights at 11 on E!.