Allele: a different version of a gene.
Dominant: a trait that is visible and can cover up other traits when there is more than one present.
Genotype: the genetic makeup of an organism, or the versions of a gene that an organism has.
Homologous: having the same position or structure.
Locus: the position of a gene on a chromosome. Plural is loci.
Recessive: a trait that is hidden when other traits are present.
These dogs are very different, but they belong to the same species. Image by Ellen Levy Finch.
You visit the local dog park and see a Great Dane towering over a Chihuahua. The two dogs couldn't be more different. But they are both from the same species. Organisms that share genes don't always look similar. So what is it about genes that can make individuals look different?
Sometimes it can be hard to remember what's what when studying genetics. You have chromosomes, loci, genes, and dominant or recessive alleles. Then you also have other ideas like genotype and phenotype. How can you remember all of it? Let's take a step back and try to think of it in a different way.
A chromosome is like one long line of cars (alleles) in a parking lot. Image by Algot Runeman.
Think of a chromosome as a huge parking lot. It has thousands of spaces. Sexually reproducing animals usually have paired chromosomes. You can think of these as the two lines of parking spaces you see in most parking lots. Each space is called a locus, meaning the location on the chromosome. A specific locus is home to a specific gene.
Genes are responsible for how your body is built and how it works. Some genes made it so you have a specific eye color. Others work together to help you digest foods. In the parking lot, we can think of a gene as a specific kind of car. For the most part, one car type usually fits in one specific spot.
But wait… if we have specific cars (genes) parking in specific parking spaces (loci, the plural form of locus), how are anyone's genes different, especially in people who are related? How does a boy have brown eyes while his sister has blue eyes? This is where we get to alleles.
Chromosomes are paired, with one allele for a specific gene on each homologous chromosome. Click for more detail.
There can be different forms of the same gene, and these forms can cause different eye colors, for example. These forms are called alleles.
In sexually reproducing organisms (like humans), two alleles will be present for each gene. One allele is inherited from each parent. If we think back to our paired chromosomes, one allele is on each chromosome at that particular locus. In our parking lot example, spots are paired, just like loci on our homologous chromosomes. Alleles are the different colors of a type of car that might park in a certain space (locus) in the parking lot (chromosome).
Here, things get a little more complicated. When we are dealing with traits that are affected directly by one gene or locus, dominant alleles decide what a trait will look like. This means that if there's a recessive allele and a dominant allele, the trait will be made based on the dominant one. For a recessive allele to show through, the dominant allele must be absent.
Dominant alleles work like a coat of a dark paint. They don't let the recessive alleles show through. Image by YoctoArts.
We can think of these as paints for each car. Dominant alleles are very dark colors, let's use black for now. Recessive alleles are barely colored, almost clear. Let's use one that has a purple tint for this example.
If both alleles are dominant, we'd add two black coats and the car would end up black. If both alleles are recessive, we'd add two clear-purple coats. The car would end up a very light purple (you could probably see the metal exterior of the car through it).
But what would happen if you had both the black and the clear-purple? The car would still look black, right? This is the effect of a dominant allele. If the dominant allele is present, it decides how the trait appears. Be careful in thinking about this example though…realize that dominant and recessive genes only really work in this example if one of the paint colors is clear.
Someone with brown eyes may still have an allele for blue eyes in his or her genotype. But because a dominant brown eye allele is present, we see brown eyes in his or her phenotype. Image by Jaimar Meza.
This leads us to the last part of genetics we're concerned with right now. What we see, versus what is present in the genes. In the car example above, when black and clear-purple were mixed, the car looked black. This was the phenotype—it was what we saw in the trait. Think of the ph- as meaning what we ph-ysically see.
If we wanted to know whether or not the car had any clear-purple paint mixed in, we'd have to look at the second allele that was involved. The actual alleles that are present in a living thing is called the genotype.
Additional images via Wikimedia Commons. Blue eye "Niebieskie oko."
Blue eyes are caused by recessive alleles.


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Read all the latest news from People Puzzles
You are here: Home » News » 'I've got too many direct reports!'
'I've got too many direct reports!'
If the number of people reporting directly to you is approaching double figures, it might be time to ask other team members to step up. Two HR Directors from People Puzzles advise on how to go about it.
Do you sometimes find yourself pulled in so many directions, that there simply isn't enough time in the day to focus on developing the business? It could be because you have too many people reporting to you and asking for decisions that could easily be made by others. 'Being bogged down in day-to-day activities often means managers are not using their skill set to the optimum,' says Alison Cooper, HR Director at People Puzzles.
And it's not just the manager who suffers these symptoms. 'It's not good for the people who report into them either, because they're not developing their management skills, and not getting decisions made quickly enough,' says Mark Davies, also a People Puzzles HR Director.
How many is too many?
Around five direct reports seems to be the optimum number, according to Mark and Alison, although there are some scenarios where up to nine can work.
When it comes to the senior team in a company, however, too many people reporting directly to the owner manager can really hold the business back. Alison recalls working with someone who had 13 people reporting directly to her. 'She had to do 13 appraisals at the end of every year!' she says. 'It simply wasn't an effective use of her time. She was a superb client-facing leader and developing client relationships was where she needed to focus to grow her business.'
Both Alison and Mark agree a senior team should typically include no more than those in charge of key functions, such as finance, production, sales, operations and marketing, depending on the functions you have in the organisation. 'You need to have direct access and line of sight over the main functions of your business,' Alison says.
What do I do about it?
Of course, letting go and delegating effectively is a key part of reducing the number of direct reports, but it's also important to create the right framework. 'It's all very well saying delegate, but if you don't delegate within a framework, people don't know where they stand and won't be sure what they can and can't do,' says Alison.
There are usually several framework options and the best one will depend on the direction you, as the business leader, wants to go. It will also depend on where the strengths lie in the team.
Design a framework
A key part of that framework, according to Alison, is in developing the talent that sits below you so you have people who are capable of running sections of your business and that they understand what their decision-making levels are. 'They may have to refer back up to their line manager or the owner of the business for certain things,' she explains.
Alison warns of the dangers of creating too many managers, resulting in a 'giraffe' structure where you have too many layers. 'This inhibits decision making,' she says. 'The new framework needs to be appropriate for the organisation.'
Develop the right people
Alison advises to look carefully at the team to see who would best fit a managerial position. It might not be the person who's been there the longest. 'Even if someone has managed before, don't just expect them to slot straight into a management position in your organisation,' she warns. 'It's about how they manage other individuals or teams. Would they be comfortable having those more difficult conversations and help their teams learn and grow?
Sensitivity may be needed at this time for those passed over for managerial responsibilities; while some may be relieved, others might get despondent and become disengaged as a result. As well as being able to give the rationale behind your selection, there may be a transition period as your employees go from always having access to you, to having a level between you. Maintaining high levels of communication at this stage can provide extra reassurance that their voice is still being heard.
Empower and engage staff
For capable staff however, a more structured hierarchy creates a potentially more enriching work environment. 'For many people, it's a development opportunity and most people are looking for those,' says Mark. 'The added benefit of not having to make all the decisions is that you get empowerment and trust, engagement and retention,' says Alison. 'It provides confidence for those individuals if they have clarity in their roles as well as accountability for what they're responsible. You may need to finely define those responsibilities at first, but as they learn and grow, there will be an opportunity to expand them further.
If you need help restructuring your team, call People Puzzles on 020 3239 3307 or book a free 30 minute HR healthcheck.
Northern Business Leaders – 18th July 2019
Mood hoovers: How to prevent them and what to do about them!
The Regulatory Stuff
This is an inspiring story and its all true. I can't believe it's about us! We've accomplished a lot over the last 18 months.
Joseph Carr, Managing Director, Carrs Pasties

redpajama_set_name: RedPajamaCommonCrawl


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Detective Fiction Including The Alexis Galanos Collection
Online Auction: 28 January–4 February 2021 • 2:00 PM GMT • London
Conditions of Business
Detective Fiction Including The Alexis Galanos Collection 28 January–4 February 2021 • 2:00 PM GMT • London
S otheby's is delighted to present a significant sale of detective fiction including The Alexis Galanos Collection. The auction will include works from the pens of Chandler, Christie, Fleming, Doyle, Hammett and more. The sale features a range of first editions from the golden age of the genre and many of the books feature attractive and rare dust-jackets.
Type: lot
Category: Lot
Freeman Wills Crofts | The Cask, 1920, signed together with two typed notes
4 February 2021 | Sale price: 15,120 GBP
Estimate: 12,000 – 16,000 GBP
28 January–4 February 2021 | 2:00 PM GMT | London
View Lot
Arthur Conan Doyle | The Sign of Four, 1890
4 February 2021 | Sale price: 8,190 GBP
Estimate: 3,000 – 5,000 GBP
Dashiell Hammett | The Maltese Falcon, 1930
The Collection of Alexis Galanos
An exclusive offering from the private library of crime and detective fiction built and curated over the past 50 years by Alexis Galanos (1940-2019), the noted collector. There is a particular emphasis on Golden age mysteries. Alexis was a prominent Greek Cypriot politician, who held various leading public service roles in Cyprus during a long and distinguished career, including terms as President of the House of Representatives and Mayor (in exile) of Famagusta. He was educated in the UK at King's College, Cambridge and the Inner Temple.
The Golden Age of Detective Fiction
The Golden Age of Detective Fiction predominantly refers to the two-decade period of the 1920s and 1930s. The interwar period saw a meteoric rise in "Whodunit" murder mysteries and the enduring legacy of some of modern literature's favourite writers is still felt today. This sale features all of the greatest names from the period and serves as an outstanding timeline for the golden age.
Agatha Christie | The Mysterious Affair at Styles, 1921
£2,000-3,000
Christie's first published novel, and the debut of Detective Hercule Poirot, one of the most enduring and famous characters of the genre even today. The Times Literary Supplement originally reviewed it noting: "The only fault this story has is that it is almost too ingenious." The book launched Christie's writing career and many of the features established would become icons and standards of the genre.
A.A. Milne | The Red House Mystery, 1922
The beloved author of Winnie-the-Pooh contributed this detective novel to the genre. An early "locked room" whodunit, the entire book takes place in an English country house (this would soon become a familiar context for murder mysteries) Written for his father, to whom it is dedicated, the blurb notes "In this work Mr. Milne has solved a difficult problem: how to tell a detective story in a humorous way without sacrificing any of its excitement".
Freeman Wills Crofts | Inspector French's Greatest Case, 1924
Freeman Wills Crofts was an Irish novelist who began to write in the genre from 1919. He is however, best remembered for his well-loved Inspector French, introduced in this book. Crofts was an engineer by training and many of his novels reflected this, in his unravelling of mysteries and even railway timetable alibis. Crofts produced a new book every year for at least thirty years.
Baroness Orczy | Unravelled Knots, 1925
£800-1,200
Baroness Emma Orczy was a Hungarian-born British novelist and playwright. She is perhaps most well-known for the Scarlet Pimpernel which established the now familiar 'hero with a secret identity' trope. She was also a founding member of the Detection Club established in 1930.
A.B. Cox | Jugged Journalism, 1925 [together with:] Mr Priestley's Problem, 1927
£600-800
Cox was also a founding member of the Detection Club and wrote under several pen-names, including Anthony Berkeley, Francis Iles, and A. Monmouth Platts. Jugged Journalism includes a 'lesson' on literary style in which the author writes a Sherlock Holmes story in the style of P.G. Wodehouse.
Dorothy L. Sayers | The Unpleasantness at the Bellona Club, 1928
Sayers is best known for her novels and short stories which feature Lord Peter Wimsey, an English aristocrat and amateur sleuth, of which this is the fourth book. The Unpleasantness at the Bellona Club explores the trauma felt by veterans of the first world war. Beyond the genre she is best known for her translation of Dante's Divine Comedy.
Dashiell Hammett | Red Harvest, 1929
first edition of the author's first book
£8,000-12,000
On the other side of the Atlantic, American novelists were contributing to the Golden Age with their 'hard-boiled' version of detective fiction. The New York Times described Hammett as the Dean of this school. Red Harvest is narrated by the Continental Op, who would go on to feature in subsequent novels by the author. The name of the character is never given.
Henry Wade | The Dying Alderman, 1930
Henry Wade was the pen name for Major Sir Henry Lancelot Aubrey-Fletcher, 6th Baronet. He fought in both world wars and was also a founding member of the detection club. His best known character is Inspector Poole and wrote prolifically during the two decades.
Cecil Waye | The Figure of Eight, 1931
Cecil Waye was a pseudonym for Major Street (1884-1965) who also wrote as John Rhode and also Miles Burton. The Figure of Eight was his second novel published as Waye and is announced by the dust-jacket blurb as "a thriller if ever there was one".
Graham Greene | Stamboul Train, 1932
Stamboul Train, is a thriller set entirely on a three-day luxury train journey. The book was Greene's first commercial success and renamed The Orient Express when it was published in the United States. This second issue saw references to "Q.C. Savory" changed to "Quin Savory" after the threat of a libel action from J.B. Priestley.
Leslie Charteris | The Brighter Buccaneer, 1933
Charteris was a British-Chinese author who wrote his first novel while in his first year of Cambridge and subsequently dropped out once the book was successful. He continued to write successfully in the genre as well as taking jobs prospecting for gold, diving for pearls, touring Britain with a carnival, working on a rubber plantation and driving a bus. His most beloved character is Simon Templar, also known as The Saint.
Agatha Christie | Murder on the Orient Express, 1934
One of the author's most loved and most adapted novels. The review in the New York Times for the novel read as follows: "The great Belgian detective's guesses are more than shrewd; they are positively miraculous. Although both the murder plot and the solution verge upon the impossible, Agatha Christie has contrived to make them appear quite convincing for the time being, and what more than that can a mystery addict desire?"
Rex Stout | The League of Frightened Men, 1935
An American writer, Rex Stout's Nero Wolfe series is, in the opinion of Guy M. Townsend, "the most outstanding achievement in the mystery field in the post-Holmes era" (see Twentieth-Century Crime and Mystery Writers (London, 1980)).
Michael Innes | Death at the President's Lodging, 1936
first edition of the author's first novel
The first detective novel by Scottish novelist, John Innes Mackintosh Stewart, published under the pseudonym Michael Innes was the first to feature Inspector Appleby, who reappeared in numerous subsequent novels. Stewart would go on to publish nearly 50 crime novels under the name.
Cyril Hare | Tenant for Death, 1937
As noted by Charles Shibuk in Twentieth-Century Crime and Mystery Writers (London, 1980), "Hare's reputation as a mystery writer lapsed into obscurity for a decade after his death in 1958, but recent revaluation has established him as a master with at least four major novels and a notable collection of short stories to his credit. Tenant for Death introduced Inspector Mallett, a Scotland Yard detective who is tall and stout, and not unlike Freeman Wills Croft's Inspector Joseph French. This novel and its successor, Death Is No Sportsman, are good, solid detective stories..."
Clayton Rawson | Death from a Top Hat, 1938
An American writer, Rawson, this was the author's first novel. He was an amatuer magician and many of his novels feature his knowledge of the subject. Death from a Top Hat is a locked-room mystery novel which introduces the character of The Great Merlini. The book was filmed in 1939 as Miracles for Sale.
Raymond Chandler | The Big Sleep, 1939
The Big Sleep sees the introduction of Philip Marlowe to Detective Fiction and is a Haycraft-Queen Cornerstone. The first film version, starring Lauren Bacall and Humphrey Bogart, was released in 1946.
Ian Fleming - You Only Live Twice
You Only Live Twice is one of Fleming's best-loved novels, combining an evocatively described Japanese setting with a gripping story culminating in Bond's final battle with Blofeld at his Castle of Death. Dr No, the first Bond film, had been released shortly before Fleming began work on the novel, bringing a new level of success to the series and developing Fleming's own conception of his hero – the novel contains the famous (and, naturally, premature) obituary for Bond, who is given a Scottish ancestry as an acknowledgement, no doubt, of Sean Connery's confident performance.
Lot 112, Ian Fleming | You Only Live Twice, corrected typescript, 1963, £80,000-120,000
A pair of key highlights in our Detective Fiction sale provide a unique insight into Fleming's creative process as he worked on Bond's Japanese adventure. We have the corrected typescript (lot 112, £80,000/120,000) replete with revisions and corrections in Fleming's own hand as the text was finalised for the publisher, showing his careful attention to detail as he continued to tighten his prose and add descriptive detail.
Lot 113, Ian Fleming | You Only Live Twice, uncorrected proof for Playboy, with related correspondence, 1963-64, £40,000-60,000
We also have an early proof copy of the book (lot 113, £40,000/60,000) with authorial corrections that was then sent to Playboy magazine for their publication of the novel in serial form, revealing both Fleming's final corrections (made after the typescript had been returned to the publisher) and also how the novel was edited and cut for its appearance in the magazine. The vast majority of Fleming's working manuscripts are held by institutions so these fascinating items are exceptional opportunities for the discerning collector.
The Queens of Crime
Throughout the Golden Age of crime fiction some of the most successful memorable writers were women. The four with the longest lasting legacies were dubbed 'The Queens of Crime'. Together they are responsible for some of the greatest titles of the genre.
Margery Allingham, Anthony Berkeley et al. | Six Against the Yard, [1936]
Ngaio Marsh | Vintage Murder, 1937
Estimate: 800 – 1,200 GBP
The Mistress of Mystery - Agatha Christie
Dame Agatha Christie holds the title for the best-selling fiction writer of all time, the most translated individual author of all time, and her novels have sold more than two billion copies world wide.
Agatha Christie | The Mysterious Mr Quin, 1930
Agatha Christie | Lord Edgware Dies, 1933
Agatha Christie | The ABC Murders, 1936
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This one bedroom first floor flat is being offered to let fully furnished. In good condition the accommodation comprises of, a lounge/diner, a modern kitchen, a double bedroom and a bathroom with a white suite . The property also benefits from double glazing, electric heating and from being convenient for High Street shopping and transport facilities including Harrow & Wealdstone Station.


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British Columbia's ship finally comes in
It was great news last week when the federal government announced that Seaspan Marine Corp. had been awarded the $8 billion non-combat shipbuilding contract.
Seaspan's Vancouver Shipyards will build seven initial ships including four Canadian Coast Guard science vessels, two Royal Canadian Navy joint support ships and a Canadian Coast Guard polar icebreaker. Then there's another 17 smaller vessels to be built that fall under the government's National Shipbuilding Procurement Strategy (NSPS).
The economic spinoffs are staggering. The contract will mean at least 4,000 jobs over the next eight years with long-term secured jobs. Employment will expand for welders, machinists, steel fabricators, electricians, pipe fitters, sheet metal workers and so many other trades.
Like a pebble in a pond, the ripple-effects will be enormous. With secure incomes, workers will feel confident enough to buy homes, cars, and big ticket items. Satellite and retail industries and services will benefit enormously. Other shipyards will profit as they step up to provide services to Seaspan and all the trade and technical schools are going to be inundated with students wanting to upgrade their skills or make a career change to position themselves for jobs.
Who can blame them?
"While we felt we were more than capable of building the combat ships (that contract went to Halifax Shipyard) we are honoured to have been chosen to provide non-combat vessels for the men and women of the Royal Canadian navy and Coast Guard," said Jonathan Whitworth, Seaspan CEO. "We have a long and established track record of working with the Canadian Navy and Coast Guard in building ships on time and on budget."
Whitworth is committed to restoring B.C.'s shipbuilding industry which has been languishing for decades following its heyday in the 1970s and 1980s. And any government bidding process was viewed with political suspicion for years following that fateful award by the Mulroney government in 1986 when they gave the CF-18 fighter maintenance contract to Quebec's Bombardier rather than Manitoba's Bristol Aerospace considered back then technically superior. The move cost Mulroney major electoral points, dumped scorn all over him for his blatant political favouritism and deepened bitter beliefs in western alienation.
Fast track 25 years to a different Canada from the 1980s. PM Harper is from the west, Quebec doesn't have the push and shove clout it once thought it did, and the Harper government was determined not to have political ghosts coming back to haunt it once a decision was made. It went to extraordinary lengths to keep the adjudication process surgically clean. Harper, known for putting a political spin on just about everything not to mention his reputation as a control freak, was apparently hands-off on this one and by all accounts silent with everyone on the selection process.
Four senior bureaucrats navigated this bid to shore with the added expert opinions of three outside consultants. The bidders' names were reduced to Company A, Company B or Company C. In the end Whitworth, as elated as he must have been with his executives and workers, was equally humbled.
"We have been in it to win it and we haven't been alone," he said in a press release. "We couldn't have won without the hard work and dedication of the team who worked tirelessly over the last 18 months to compile the bid or the many supporters who stepped up to assist including the Government of B.C., our three municipalities, local First Nations, shipyard unions and teaming partners from across Canada."
Planning has started, $150 million worth of infrastructure construction will get going and actual ship construction will start in late 2012.
It couldn't be a better time to be in shipbuilding in B.C.
A long road to 'community living'
Call for more health care support


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Q: QQ plot distribution check I want to check if a distribution is log normal or not by using qq plot. So for convenience I am creating a
lognormal distribution using stats and checking it in probplot by using the dist function. But still I am not getting my points on 45 degree line i.e the qq plot showing my z is not lognormal. Why?I am new here any help would be much appreciated. Here my code
z=stats.lognorm.rvs(2.5,size=500)
stats.probplot(z,dist=stats.lognorm, sparams=(2.5,),plot=pylab)
pylab.show()

and this is my result:

redpajama_set_name: RedPajamaStackExchange


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Nina Harris School
Exceptional Student Education Center
Agency Fair
Commitment to Character Education
MTSS (Multi-tiered System of Supports)
Family Network on Disabilities FND
Pinellas County Schools ESE
List of Resources in Florida
Parent Survey Best Practices
Great American Teach In
Family Engagement Calendars
Occupational Therapy/ Physical Therapy
Speech/Language
Vision/Mobility
School Health Care
Cafeteria News
Florida State Standards ACCESS Points
What is Unique Learning System
What is the School Advisory Council (SAC)?
What is the School Advisory Council?
What is a School Advisory Council? The School Advisory Council (SAC) is a school-based group intended to represent the school, the community, and those persons closest to the students. The group shares responsibility for guiding the school toward continuous improvement. The district school board is responsible, by Florida law, for establishing an advisory council for each school in the district and shall develop procedures for the election and appointment of advisory council members. Each SAC shall include in its name the words "school advisory council." For further information, please see: Section 1001.452(1)(a), Florida Statutes.
What is the role of the School Advisory Council? The School Advisory Council is responsible for final decision making at the school relating to the implementation of the provisions of the annual School Improvement Plan (SIP). The SAC assists in the annual preparation and evaluation of both the SIP and the school's annual budget. For further information, please see: Section 1001.452(1)(a), Florida Statutes.
Who serves on the School Advisory Council? Beginning July 1, 2008, it is a requirement that the majority of the members of the School Advisory Council are persons who are not employed by the school district. A SAC should be composed of the principal and an appropriately balanced number of teachers, education support employees, students, parents, and other business and community citizens who are representative of the ethnic, racial, and economic community served by the school. Certain members are elected by their peers, while business and community members are appointed, and the principal automatically serves. Only students in secondary schools serve on a SAC. For further information, please see: Section 1001.452(1)(a), Florida Statutes.
Office Hours 8:30 am - 4:45 pm
6000 70th Ave. N
Pinellas Park, FL 33781-4165


Self balancing scooter, a better lifestyle of modern city.
Powerful motor and large capacity battery ensure your trip perfect. Excelled in CE, UN38.3 and MSDS tests, choose our scooter, choose a wonderful and safe journey.


Like living in the country! On a 125 x 105 lot, this warm & inviting 3 bedroom bungalow has everything you need. Featuring a single car garage, great eat in oak kitchen with sliding doors to the the composite deck, 1.5 bathrooms, partial basement with tons of storage, separate dining room. Huge master bedroom suite complete with cozy sitting room, a gas fireplace and ensuite privilege 2 piece bathroom. Come check out the view from the large front porch that's just made for sitting!


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The Constitution Review Group was a group established by the Irish government in 1995 to review the Constitution of Ireland and to recommend alterations. The group was chaired by T. K. Whitaker and had fifteen members selected from different backgrounds, though lawyers predominated.

The terms of reference for the Group were:

...to review the Constitution, and in the light of this review, to establish those areas where constitutional change may be desirable or necessary, with a view to assisting the All-Party Oireachtas Committee on the Constitution, to be established by the Oireachtas, in its work.

The Group was excused by its terms of reference from considering Articles 2 and 3 of the Constitution of Ireland and matters relating to cabinet confidentiality.

The Report of the Constitution Review Group was published in July 1996 and ran to 700 pages. This is said to be the most thorough analysis of the Constitution of Ireland ever made.

References

Politics of Ireland
Constitution of Ireland

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Muscle Food has quickly become one of the most talked about companies in the fitness industry. Since launching its website www.musclefood.com in January 2013, it has gained popularity amongst elite athletes and bodybuilders. They have also been featured in some of the biggest health and fitness magazines in the UK. Their unique offering of premium quality meats, such as welfare audited poultry and grass fed beef, was what shot them into the limelight. As well as offering customers the ability to buy meat and chicken in bulk, without getting frowned at in the supermarkets! Customers can make further savings by using Muscle Food discount code to reduce their final basket value.
Browse the Muscle Food.com discount codes offered on this page and select the code you wish to use.
Click on the "Reveal Code + Open Site" button.
A new browser window will now pop-up with the Muscle Food website loaded up and your code will be automatically copied to your computer.
Add all of your required products to your Muscle Food basket.
Fill up your basket with all of the products and supplements you wish to buy, before heading over to the checkout screen.
You'll now be able to see the full details of the order, including the nutritional values of everything in your basket! You can select which delivery date you require and leave specific instructions if needed.
Scroll down to the bottom of the page and you'll see the Muscle Food discount code box, on the left. Here you can add in any discount code you've been given. Copy and paste your voucher from the FitnessCodes page.
Continue through the order process as normal, entering your payment details to complete the sale.
If you've forgotten to use your Muscle Food discount code, this can be added up to 72 hours before your delivery date. Just login and head to the 'Future Deliveries' page. View the contents of the order and add your code in there.
Although Muscle Food offer items at discounted rate, they have quality products and ensure that their lean meat is sourced from reputable farms and is of the highest standards. They also have a strong focus on providing foods that have been tailored to meet the dietary needs of those on diet plans or training regimes. Those who are working towards individual goals will find a broad range of choices to help them achieve this. Along with their premium meat products, this company also offer a wealth of natural and organic foods. This ranges from dairy products to nuts and snacks, all available to bulk buy – usually, a lot cheaper and more convenient than trying to purchase from a supermarket. Whether you need high protein snacks or sports supplements, Muscle Food will be able to help.
They have a strong focus on premium quality food and ethically sourced meats. It's quite easy to tell that they're passionate about health and fitness and know how to achieve those all-important goals. Their offerings are tailored toward your particular ambition; from losing weight to gaining muscle. You'll therefore find something here, that will help you maximize performance and hit those nutrition goals in a quicker and healthier way. All of their meat is responsibly sourced and of very high quality. Without having to pay over the odds.
They think about the little things, too. Something you don't often find from larger companies in the fitness industry. You are able to set up recurring orders for the food and supplements you need on a regular basis. This ensures you're never out of action or having to resort to supermarket quality meats. There is also a nutritional calculator on the site, which provides you with a breakdown of everything in your basket. Are you getting the right balance from your foods? This handy tool will let you know, before you checkout.
Musclefood.com care about all of their customers, old and new. That's why there is always a range of discounts and offers available on their website. Along with a Muscle Food discount code that can be found on this site, here are some of the other offers you can take advantage of.
New Customer Discounts – New customers placing their first order will be eligible for one of their special discounts or incentives. These vary from money off to free products.
Existing Customer Discounts – Every week there's a new offer on the Muscle Food website. They want to keep their regular customers as happy as their new ones!
Competitions – There are also regular competitions being held on Twitter. Simply post a picture of your delivery for a chance to win prizes.
Free Delivery – Those who spend over £75 at Muscle Food are eligible for free delivery. Read the delivery information below for further info.


It's called Resident Evil: Vendetta and will be out spring 2017 in Japan.
Announced at the Tokyo Game Show, Resident Evil: Vendetta (Biohazard: Vendetta in Japan) will be executive produced by Takashi Shimizu (who is best known for creating The Grudge), directed by Takanori Tsujimoto, and produced by Hiroyuki Kobayashi.
The full CG movie will feature an original storyline, but, according to Kobayashi (via Natalie), will be like Resident Evil 1. No word yet on an international release.


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Makeup for a beautiful cause! Banjo Sweater D.I.Y.
You'll need: A pair of shoes that you want to glitter. Choose a pair with a nice shape. We did a pair of bootie heels and a pair of slip on flats. Use either fabric glue or tacky glue. Glitter (we used the big rainbow glitter from the kids aisle at the craft store! You'll also need a small paint brush.
All you have to do is use a small paint brush to apply a heavy layer of glue to a section of your shoes, cover them in glitter (pour it on over a piece of paper). Allow that section to dry and then do more and more sections until your shoes are completely covered in glitter! After you've worn them a couple times you might have to touch them up with more glitter. It really depends on the pair of shoes and how much they bend when you walk! Beware, glittering shoes is pretty messy. You'll be finding glitter everywhere for a week or two, but I think it's worth it!
Tips: It can be difficult to get the details perfect, like going around laces, getting the tounge of the shoes and creating clean edges. Take your time and after you've finished the entire shoe and it's dry, go back and fix any details that you missed with more glitter! These are a little time consuming, but I finished a couple pairs in one evening.
PS. If you want a less messy method, I did another pair of shoes with glitter paint last year. See them here!
How to make glitter shoes!


Have you ever considered how much we rely on volunteers in our Gender Diverse community?
Everything from practical offers of help, through organising cafe and restaurant nights, to running TgR happens because of volunteers.
We all benefit from those people who are generous with their time, their skills and sometimes even accidentally their money.
But, in general, volunteers seem to get a rough ride, and few stick it out for very long.
Does anyone else wonder wonder why that is?
What causes volunteers to burn out so often?
I have been volunteering for TgR and other organisations for over 15 years now.
And it's true to say that in that time I've had some pretty rocky times as a result.
So the fact I have survived probably means I have some experience to share.
"No matter how dedicated you are, your motivation to help can be easily undermined by the actions of a few"
How much we would all benefit if more people were empowered to volunteer more often in our community!
Here are two "volunteer killers" that personally affect me, and I suspect many others.
This is how volunteers kill themselves - by selflessness - doing things just for others.
It sounds great that you are putting all this time and effort into something just so that others may benefit.
- organise a party in a secluded location and some will feel we are hiding from society; hold it in a public location and some will be excluded because they are not comfortable in public.
If you volunteer just for others, you will soon find that everyone is not grateful and supportive, and the negative comments from a few will leave you let down and your effort devalued.
In the past I have found that just one angry person can destroy all possibility of feeling the effort was worth while.
The solution for me? Forget the unselfish motives, and focus on ensuring that if you volunteer then you also personally enjoy and get something out of it (definately not $$$!). That way the effort is validated by what it meant to you, and the negative opinions of others loose their importance.
This is how some destroy the volunteers - by their unsolicited suggestions of how things could be done differently, better, cheaper, or whatever. Often well-meaning suggestions, sometimes even valid, but always thrown at the volunteer with the implication that volunteers are there to do things the way others want it done. One thing that characterises all those who try to help from the side-lines – is that they have no intention of actually volunteering to do things better themselves.
It is time to realise that unsolicited criticism like this may actually be interpreted very negatively by the volunteer.
c) the only thing they really want from you are offers of practical help!
Most of us want to improve, and in that context getting feedback is very important. But the right time to provide feedback is when the volunteer seeks it.
There are some positive things members can do to ensure that volunteers are rewarded and encourage them to keep on 'doing'.
Not killing off our volunteers so quickly may result in a better and healthier Gender Diverse community.
•	Remembering that it is better to have something done for the community, even if it isn't 'perfect', than to have nothing.
•	Offering to help, or even better, starting something for the community yourself.


text:
Cigar Shapes And Sizes
One of the most common ways to categorize cigars is by their shape and size. Although this sounds simple, it can be very confusing for those that are relatively new to the premium cigar world. For many years, the cigar industry has been using terms such as Corona and Panetela, which directly correspond to the approximate length and width of the cigar rather than the manufacturer or brand. Although most manufacturers use commonly accepted size names to describe their cigars, the actual size of a cigar with a particular name can vary among different manufacturers. In addition, cigars are now available in many more dimensions that were available in the past, and many manufacturers have created their own names for certain sizes.
Because many manufacturers have been going through great undertakings to bring back the premium cigar era at unfathomable rates, it is not too uncommon to find two cigars of the same size that are being manufactured by different companies that have different names to describe the size.
Because different cigar names correspond to different measurements, it is vital for a smoker to be acquainted with methods manufacturers use to measure the cigars so that the smoker himself can do so too. Cigars are measured in terms of ring gauge or length, or sometimes the diameter. Manufacturers tend to express length in inches and ring gauge in terms of a 64th of an inch. The larger the ring gauge, the thicker the cigar is. Manufacturers tend to allow their ring gauges to range from sizes 32 to 52.
Figurados and Parejos
The two of the main categories of cigars are the figurados and parejos.
The Parejos are produced to be straight-sided cigars with an identical ring gauge on both ends of the cigar. Churchill, Lonsdale, Panatela (Panetela) and Corona cigars are classified under the family of the Parejos.
The second main classification is ruled out by the figurados. These cigars assume irregular shapes and are usually tapered, having cone-shaped ends or rounded heads and can be closed at both ends. Torpedo, Belicoso, Culebra, Pyramid and Diademas are the cigars that usually fall into the figurados family; these cigars usually contain a ring gauge of 60 or higher.
When one is attempting to classify cigars, cigar classification takes place when the smoker discerns the difference between cigars that are 5.5 inches long and cigars that are 6.5 inches long. A short cigar is usually under 5.5 inches and a long cigar is usually over 6.5 inches. In terms of thickness, a cigar that is less than a 42 in the ring size is thin and a cigar over 47 in the ring size is thick. Most thicker cigars are known as gorda, double or grande, whilst thinner cigars are usually called slim or petit cigars.
Lanceros
One type of the cigars on the market is known as the Lanceros. Lanceros are long, skinny Parejos, approximately 6-7" x 38 in sizing dimensions. Tobacco companies allegedly report that the Lancero is one of, if not the most difficult shapes to make due to the logistics involved in achieving the trifecta of a balanced taste, open draw, and even burn. Companies and their critics recommend the Lanceros for experienced smokers, however, for the following reasons: they offer a richer flavor, due to a higher percentage of wrapper tobacco and they need to be smoked more slowly and carefully to avoid burn problems, and often require a touch-up.
Another cigar that is recommended for the experienced smoker, yet is strongly recommended to be avoided by the novice smoke is the Churchill. The Churchill cigar comes with a middle sized ring gauge combined with the length, making the legendary Churchill a rather complex smoke. It's 7 inche long dimensions with a ring gauge of 47 to 48 (3/4 inch) renders a pleasurable smoking experience that averages out between 45 and 60 minutes in total smoking duration. The Churchill cigar has been popular for years, and is one of the more "classy" cigar designs that reside within the tobacco market.
Unlike the Churchill, the Salomon cigar is a fairly large cigar that's tapered at both ends; Salomons are closed at the head and often finished with a "nipple" foot. They also take on a pyramid-resembling shape, increasing in ring gauge closer to the foot. Salomons are a traditional Cuban shape that fell out of favor due to higher manufacturing cost; however, are currently experiencing a powerful resurgence in the tob
The Toro is a luscious candy bar of a smoke, brimming with sweetness, yet packing a nice, full-flavored, medium-bodied punch from a longfiller core. Although beauty may be in the eye of the beholder, the belief system of all beholders becomes rapidly synchronized when the user friendly size dimensions of the Toro are considered. At 6"x 54 you get a fortune for your money and an easy to handle, gentle grip for your hands. The Toro's wider size allows the smoker to experience excellent balance and creaminess while smoking and taking gentle drags. These cigars are usually blessed with redolent flavors of sweet wood, coffee, and a note of nutmeg in the mix. Just about all of the reviews on the Toro are raves, too, earning it a much deserved customer rating of 95.
If you happen to search for more of a classic design, the Lonsdale is your answer. The standardized Lonsdale is generally thicker than a Panetela, but longer than a Corona. The classic dimensions are 6 3/4 inches by a 42 to 44 ring gauge. The Lonsdale proffers an purifying, elegant and relaxing 50 minute smoke due to its longer length and smaller ring gauge. The premium Lonsdale cigar is a rather excellent cigar to match one's endeavors that include a laidback afternoon smoke for the aficionado within the agenda. This luxurious cigar has been named after Lord Lonsdale, a man with an eye for a horse!
The Perfecto is similar to a Torpedo, with a closed foot and a bulging middle. The big difference is its rounded head. They vary in length more than just about any other cigar, starting at 4 1/2 inches and going all the way to 9 inches. They also vary considerably in thickness, from 38 to 48 ring gauge. Smoking the Perfecto, they proclaim, is similar to smoking perfection; you can't go less than perfect!
Just like its perfect companion, the Perfecto cigar, the Torpedo varies in length and ring gauge. It is designed with a pointed cone shaped head, bulge in the body, and a relatively flat foot. A Torpedo exhibits features similar to that of a Figurado, a cigar with straight sides and a head that tapers. Torpedoes have the cooler burn of a larger ring cigar, but with a smaller head that won't leave your jaw sore. The tapered head also concentrates the flavor, allowing for a rich-tasting smoke. This Torpedo cigar, a single Figurado, embarks the smoker on an hour and a half long journey of a delicious, balanced smoke. The conic head reinforces the power obtained from these cigars during the smoke. Try the range of strengths found in the Torpedo size and come to a surprising conclusion on how different the cigars of the same type can taste.
Panetela, Panatela or Panatella
Another cigar that is currently undergoing the process of resurgence is the legendary Panetela. The Panetela assumes a shape that is a rather longer, thinner Corona. Critic Reports and historians state that Panetelas were more popular and prevalent in the past years as opposed to now, but they're making rapid comeback and are regaining popularity in our modern day society as more and more production companies begin to flood the market with Panetelas. Panetela cigars vary in length from 5 to 7 1/2 inches and carry a ring gauge of 34 to 38.
At the incy-end of town, we have the Petit Corona. It's usually only 4 1/2 inches long, with a ring gauge of 40 to 42. The Petit Corona is a miniature version of the original Corona. With a spongy feel, most of the manufacturers that produce the Petit Corona have been known to bless it with a sweet aroma. Consumers report that the Petit Corona has a very nice draw and a fairly even burn that is underpinned by its smaller, more compact design. Most manufacturers that produce the Petit Corona tend to infuse it with sweet tobaccos, offering the cigar to taste naturally sweet when the draws are being taken as opposed to being artificially sweetened at the tip. The Petit Corona is generally smaller in size and is used for shorter, more recreational smokes.
Petit Corona
Coronas are similar to their little brothers; the Petit Coronas. The consumer world reports an estimated smoking time of 30-45 minutes. These cigars have traditionally been the benchmark against which all other cigar formats are measured. They generally have an open "foot" for lighting and a closed, rounded "head" which you cut before smoking. The size dimensions are very popular and are due in full to an easy smoke. The Coronas offer a wonderful choice of aromas across the spectrum of many different brands. They are ideal in size for the novice smoker of Cuban cigars and render a perfect combination for the aperitif, provided the more hands-on experienced cigar smoker has decided to indulge in drinking of luxurious alcohol and smoking of the illustrious cigar.
Corona Gorda resembles dimensions of a longer Robusto or Robusto 'extra'; the Corona Gorda's popularity actually preceded that of the world renowned Robusto. Its traditional measurements were sized at 5 5/8 inches in length and a 46 ring gauge. The typical Corona Gorda is designed to allow for a genuine 30-40 minute, uninterrupted smoke. Manufacturers produce the Corona Gorda in such a way, that its aftertaste and draw-taste symbolizes that of a freshly brewed coffee with a delicate mix of half and half milk. What's the point of drinking coffee if you have the Corona Gorda?
When it comes to the Double Corona, the name gives it away! Standard dimensions are an impressive 7 1/2 to 8 inches long with a substantial 49 to 52 ring gauge. Spice up your smoke with a cigar that packs twice the punch and keeps the same, great flavor. The Double Corona is known for its different phases and stages in different flavors that are infused throughout different parts of the cigar. Keep smoking as you continue unveiling the flavors throughout the cigar; perfect for a long day's worth of smoking.
A historian that attempts to list many different cigars types cannot publish a complete list without including the Belicoso cigar. This cigar is about 6 inches long and is designed with a ring gauge of 48 (~3/4 inch), all finished with a pointed cone shaped head. The smoker will get his best experience from the Belicoso in about an hour from end to end, where the smoke is underpinned by a strong and rapid flavor. These sharp shaped cigars have a loyal following due to their conic head shape which amplifies its redolent aromas and flavors.
The legendary Robusto is about 4 1/2 inches in length, bearing a ring gauge of about 48 (~3/4 inch) and averages to a well balanced, 45 min smoke. The Robusto cigars are the traditional Cuban cigars which are still, to this day, the most popular type of cigar smoked by the Cubans. The Robusto's big ring gauge packs mean flavor, and big power for the premium cigar smoker. The Robusto is, therefore, a perfectly suited cigar that is upheld by an excellent development, richness in flavor, and a plan for a memorable smoke that does not take a monotonous 3 hours to unveil.
To avoid confusion, it is easier to refer to a cigar's length and width to describe its size. The length is measured in inches, while the width is measured by ring gauge, which is the diameter expressed in 64ths of an inch. Despite all of the inconsistencies with cigar names, it is still more interesting and exciting to describe the different sizes and shapes of cigars with names rather than with numbers. Creativity is all a part of the cigar mystique.
Posted by Peter at 9:37 PM
Labels: cigars, corona, premium cigars, robusto, toro, torpedo, Winston Churchill
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text:
<?php
/**
 * @author h.woltersdorf
 */

namespace Fortuneglobe\IceHawk\Tests\Unit\Uri;

use Fortuneglobe\IceHawk\Constants\Http;
use Fortuneglobe\IceHawk\Interfaces\ServesResponse;
use Fortuneglobe\IceHawk\RequestInfo;
use Fortuneglobe\IceHawk\Responses\Redirect;
use Fortuneglobe\IceHawk\Tests\Unit\Fixtures\TestUriRewriterWithInvalidMap;
use Fortuneglobe\IceHawk\Tests\Unit\Fixtures\TestUriRewriterWithValidMap;
use Fortuneglobe\IceHawk\UriRewriter;

class UriRewriterTest extends \PHPUnit_Framework_TestCase
{
	/**
	 * @dataProvider uriProvider
	 */
	public function testDefaultsToPermanentRedirectOfUri( $uri )
	{
		$requestInfo = new RequestInfo( [ 'REQUEST_URI' => $uri ] );

		$rewriter = new UriRewriter();
		$redirect = $rewriter->rewrite( $requestInfo );

		$this->assertInstanceOf( ServesResponse::class, $redirect );
		$this->assertInstanceOf( Redirect::class, $redirect );

		$this->assertTrue( $redirect->urlEquals( $uri ) );
		$this->assertTrue( $redirect->codeEquals( Http::MOVED_PERMANENTLY ) );
	}

	public function uriProvider()
	{
		return [
			[ 'unit-test' ],
			[ '/unit-test' ],
			[ 'unit/test' ],
		];
	}

	/**
	 * @dataProvider validMapUriProvider
	 */
	public function testRewriteWithValidMap( $uri, $exprectedRedirectUrl, $expectedRedirectCode )
	{
		$requestInfo = new RequestInfo( [ 'REQUEST_URI' => $uri ] );

		$rewriter = new TestUriRewriterWithValidMap();
		$redirect = $rewriter->rewrite( $requestInfo );

		$this->assertInstanceOf( ServesResponse::class, $redirect );
		$this->assertInstanceOf( Redirect::class, $redirect );

		$this->assertTrue( $redirect->urlEquals( $exprectedRedirectUrl ) );
		$this->assertTrue( $redirect->codeEquals( $expectedRedirectCode ) );
	}

	public function validMapUriProvider()
	{
		return [
			[ '/non/regex/rewrite', '/non_regex_rewrite', Http::MOVED_PERMANENTLY ],
			[ '/non/regex/no/code', '/non_regex_no_code', Http::MOVED_PERMANENTLY ],
			[ '/regex/rewrite', '/regex_rewrite', Http::MOVED_TEMPORARILY ],
			[ '/regex/rewrite/', '/regex_rewrite', Http::MOVED_TEMPORARILY ],
			[ '/regex/param/test', '/regex_param_test', Http::MOVED_TEMPORARILY ],
			[ '/regex/param/test/', '/regex_param_test', Http::MOVED_TEMPORARILY ],
			[ '/not/existing/in/map', '/not/existing/in/map', Http::MOVED_PERMANENTLY ],
		];
	}

	/**
	 * @dataProvider invalidMapUriProvider
	 * @expectedException \Fortuneglobe\IceHawk\Exceptions\MissingRedirectUrlInRewriteMap
	 */
	public function testRewriteWithInvalidMap( $uri )
	{
		$requestInfo = new RequestInfo( [ 'REQUEST_URI' => $uri ] );

		$rewriter = new TestUriRewriterWithInvalidMap();
		$rewriter->rewrite( $requestInfo );
	}

	public function invalidMapUriProvider()
	{
		return [
			[ '/empty/redirect/data' ],
			[ '/non/array/redirect/data' ],
		];
	}
}

redpajama_set_name: RedPajamaGithub


Beautiful, Varied, and Useful Meeting & Event Space!
Unity of Greater Hartford is the perfect place for your wedding, reception/repast, party, bridal/baby shower, birthday party, retirement party, book signing, concerts … as well as your business meeting, training workshop/class, networking socials and much more! Plenty of free parking available!
Kitchen – Modern, spotless, with all the necessary appliances and work space you might need.


text:
#trending now
#LatAmMilitaries
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Politics, Business & Culture in the Americas
AQ Feature
Arts Innovator: The Laundromat Project, The United States
Yoga for all: Suran Song (foreground), artist in residence for The Laundromat Project, leads a free yoga workshop at her laundromat in Jackson Heights, Queens. Photo: The Laundromat Project
A mother and child load the week's dirty clothes into a washing machine. Nearby, a young man stuffs his dry clothes into a hamper. An old woman methodically folds children's socks and T-shirts. It's a typical scene at laundromats around New York City—except for one difference: while waiting for their clothes to spin dry, a handful of neighbors are learning how to make batik-dyed T-shirts with a local artist.
This facility happens to be one of a dozen coin-op washaterias participating in The Laundromat Project, a not-for-profit enterprise that blends art and community spirit with the most ordinary of household chores. Its tagline: "wash clothes, make art, build community."
Since 2006, The Laundromat Project has commissioned 27 public art projects in 23 laundromats.
"We're working in communities of color, we're working in communities living on modest incomes, people whose innate creativity is not being nurtured or seen as any kind of an asset," explains Kemi Ilesanmi, who joined The Laundromat Project in 2004 and is now executive director.
The moving force behind the idea was Risë Wilson, now 37, who left a promising career in the corporate sector to pursue her vision of bringing "art-making down to earth."
Despite early exposure to the arts while growing up in Philadelphia, Wilson never considered becoming an artist. "As a post–Civil Rights baby, the tacit message I had retained above all was that making good on the sacrifices of my forebears meant 'getting a good education that would lead to a good job,'" Wilson says.
The Laundromat Project's flagship program, Create Change, asks artists to develop socially engaged public art projects in local laundromats during six-month residencies. The projects are selected by a panel that judges them on both artistic merit and their potential for meaningful local impact. The Laundromat Project receives funding from private foundations and individuals, public agencies like the National Endowment for the Arts, local arts councils, and revenue from art sales and fees.
Watch an exclusive interview with the founder of The Laundromat Project, Risë Wilson.
Reflection on a community's past, present and future is a common theme for many of the projects. In 2007, for example, artist Sarah Kolker hosted regular workshops at The Laundry Room, asking her young Harlem neighbors to write their visions for their neighborhood in 30 years on ceramic tiles. Neighbors then created mosaics with the tiles, covering two benches outside the laundromat.
Other artists address specific community needs. Micki Wantanabe Spiller's project responded to public library budget cuts affecting her neighborhood in Queens, and involved creating a hand-illustrated book about her neighborhood, building a book cart for her laundromat and organizing local storytimes.
Hector Canonge transformed his laundromat in the largely Hispanic neighborhood of Inwood into "The Inwood Laundromat Language Institute," offering free English lessons to his neighbors.
In Mott Haven in the Bronx, Hatuey Ramos-Fermín and Elizabeth Hamby turned a laundromat into a classroom and asked neighbors to develop ideas to increase access to green spaces and the Bronx waterfront.
The Laundromat Project also offers extensive training to artists. "We've learned that just because artists are interested in doing this work doesn't mean they are equipped to do it well," says Ilesanmi. Monthly workshops focus on community organizing, communication skills and fundraising.
As a result, the participants become part of a network of socially active artists who continue to support one another and local communities. One multimedia project, "Housing Is a Human Right"—launched by multidisciplinary artist and activist Michael Premo at the Wash and Play Lotto laundromat in Brooklyn's Bedford-Stuyvesant neighborhood—developed its own website and now documents housing rights issues around the world.
Today, Wilson says, the local laundromat is much more than a place to wash clothes: it's a place where neighbors meet and interact. "Some of the projects we've done have just been excuses for people to stop and talk to each other," she explains.
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Any opinions expressed in this piece do not necessarily reflect those of Americas Quarterly or its publishers.
Tags: The Laundromat Project, New York
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text:
I Kahiki ke Ola: In Kahiki there is Life, Ancestral Memories and Migrations in the New Pacific
posted on 15.11.2021, 13:22 by Emalani CaseEmalani Case
While exploring different topics and issues—examining everything from the importance of our Pacific genealogies, to the analysis of Hawaiian language literature, to the power of prophecies and predictions for the future, to the need to be reflexive in the creation of culture, and finally to the act of building a nation—each chapter of this thesis is connected by one shifting concept: Kahiki. Furthermore, they are joined by the idea that there is life to be found there. As an ʻōlelo noʻeau, or a Hawaiian proverb, states, "Aia ke ola i Kahiki," "Life is in Kahiki". This adage has served as the foundation of this research and each chapter has been written with the belief that there is life—in the form of reconstructed knowledge, new interpretations, and growing understandings—to be found in Kahiki. Encapsulated in this one term are our ancestral memories of migration. When islanders traveled to different parts of the Pacific region, they maintained knowledge of their homelands. Although the names of these homelands differ throughout the Pacific, the concept is the same: islanders knew that their life in a particular place, a particular group of islands, was dependent on other places and peoples that although out of sight were never completely out of memory. After generations, however, the specificity of these "homelands" was blurred, and one name came to represent the genealogical connection that people shared with other places in the Pacific. What was Pulotu for some, therefore, became Hawaiki for others, and eventually became Kahiki for my ancestors in Hawaiʻi. Thus, Kahiki became a general term for all lands in the region outside of Hawaiʻi, and more importantly, became a way for Hawaiians to explain their existence to themselves. In later generations, however, particularly when people from other parts of the world came to Hawaiʻi, Kahiki became a term used to refer to all lands beyond Hawaiʻi's shores. This thesis, therefore, studies the life of this one concept through time: looking at it as part of our Pacific genealogies, as presented in oral traditions; examining it as a means of making nationalistic statements, and sometimes, even as a means of justifying colonialism in the nineteenth century; and then exploring contemporary articulations and engagements with Kahiki, particularly in the era following the Hawaiian renaissance, when a group of men on the Big Island of Hawaiʻi built a single-hulled canoe, brining tools, teachers, and knowledge from Kahiki to give new "life" to their people. Studying the way this one concept has shifted through time provides a means of understanding how people in each generation used one term to make sense of their experiences. Furthermore, it gives us the chance to examine our contemporary movements and to reengage with Kahiki in a way that will empower us to do and be more for our people, our region, and the world.
Va'aomanū Pasifika
Awarded Doctoral Thesis
School of Social and Cultural Studies
Teaiwa, Teresia; Adds, Peter
Pacific History (excl. New Zealand and Maori)
Cultural Studies not elsewhere classified
Pacific Cultural Studies
KahikiHawaiʻiOceaniaPacificAncestral HomelandHawaiian LanguageSovereigntyDecolonizationCanoesSchool: School of Social and Cultural StudiesUnit: Va'aomanū Pasifika200210 Pacific Cultural Studies200211 Postcolonial Studies200299 Cultural Studies not elsewhere classified210313 Pacific History (excl. New Zealand and Māori)970120 Expanding Knowledge in Language, Communication and Culture959999 Cultural Understanding not elsewhere classifiedDegree Discipline: Pacific StudiesDegree Level: DoctoralDegree Name: Doctor of Philosophy


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Posts Tagged 'Leadership'
Learning about Leadership and Community
Learning about Leadership and Community at an Express Pros Webinar
Written by Tony Mussari, Sr.
Mussari-Loftus Associates, LTD
A leader takes people where they want to go. A great leader takes people where they don't necessarily want to go, but ought to be. —Rosalynn Carter
Destination: Dickson City
On a beautiful August morning, our Face of America journey took us to the McCann School of Business in Dickson City, PA. We went there to participate in a webinar featuring Jack Smalley, the director of HR Learning and Development for Express Employment Professionals.
The event was organized by Amy Clegg and her staff at the Express Pros office in Scranton.
When we arrived, Brittany Pagnotti, Rameika Jones and Nikki Schake were attending to all the little details that would make the event a success.
In our opinion, the venue was perfect. The atmosphere was welcoming. The food was delicious, and the sense of community was genuine.
At the appointed hour, Evan Miller, the Campus Director of the McCann School of Business, welcomed everyone with these gracious words; "We are happy you are here."
A Very Special Moment
It has always been our pleasure to celebrate the accomplishments of Amy Clegg and her team, but this time she turned the tables on us with an announcement that took us by surprise.
By nature, Amy is a giving person. She likes to help others get ahead. On this special occasion, she introduced Alexis Shotwell to the audience. Alexis is a student at the McCann School of Business. She wants to specialize in early childhood education.
When Alexis came to the front of the room, Amy told the audience that Alexis would receive the first annual Dr. Tony and Mrs. Kitch Mussari Leadership Scholarship. The moment belonged to Alexis. The surprise belonged to Kitch and me. No words can accurately describe the expression of delight on Alexis's face, and the feeling of gratitude in our hearts for this honor.
Priceless Thoughts from Patricia L. Camayd
Being a good listener is central to employee engagement, retention and productivity.
Patricia L. Camayd is the Business Manager for Oliver Price & Rhodes Attorneys at Law. When she was a child she overcame shyness, and she became a good listener. Today she fully appreciates the importance of being a good listener. It is central to employee engagement, retention and productivity.
What is not said is often more important that what is said.
At the same time, she understands the importance of effective communications with employees. It is more than texts or e-mails. Effective communications is deeply rooted in the art of listening which requires these important elements: the elimination of distractions; the ability to read between the lines; eye contact; the ability to ask the right questions; showing respect; avoiding commentary or interjection; and matching the employee with the proper training and educational programs.
It is important to recognize and express gratitude to employees.
To move forward with employee engagement and aligned goals, it is important to think win win. Celebrate your joint and continued success. Say thank you as many ways as you can imagine is always a good idea.
Employees cherish personal letters that recognize their accomplishments.
These are a few of the things Patricia does to build effective employee relationships.
Establish mentorship programs.
Hold regular individual meetings for professional development.
Establish recognition programs, wellness programs, health and relaxation techniques.
Conduct team building exercises.
Encourage employees to write attributes about others which contribute to the organization to be read publically.
She ended her presentation with an excerpt from the poem Desiderata:
With all its sham drudgery and broken dreams, it is still a beautiful world. Be careful. Strive to be happy. Max Ehrmann
Jack Smalley's Sage Advice
We are defined by who we are after we make a mistake.
Jack Smalley is the Director of HR Learning and Development for Express Employment Professionals. For more than a generation Jack has been doing all he can to improve the workplace environment. He is best described by this observation from Brian Tracy:
Become the kind of leader that people would follow voluntarily; even if you had no title or position.
On this day, Jack addressed The Top 5 Leadership Mistakes.
Do not assume that your best employees do not need recognition. According to Jack, your best employees need and deserve recognition. Employees and supervisors should be given credit where credit is due.
Don't accept mediocre performance from C employees. Lowering the bar for the C employees who make up about 50% of the workforce will not move the organization forward. Overloading the A performers who make up 20% of the workforce is not the answer. There is no such thing as a good employee with a bad attitude.
Dictator Decision Makers will not improve the work environment.
Referencing a famous quote by Sir Francis Bacon, Knowledge is power, Jack made the case for embracing people who think differently. He believes that great leaders know the value of maverick thinkers. Great leaders enable people to be different.
Great leaders know how to communicate effectively.
Employees need to know what is going on. An employee deserves honesty. When it comes to leadership, everything is on the table.
The messenger is as important as the message especially when the message is bad news.
The top communication mistake is not telling the truth.
The failure to mentor employees is a critical mistake.
In a compelling way, Jack used his own experience to demonstrate the importance of mentoring. His grandfather advised him to find something in life you enjoy. His father was his best friend. As a fire chief, he lived by these words: Don't ask people to do things you are not willing to do yourself.
When Jack was 12 years old, he admired the quarterback of the high school football team. Every Saturday, he would meet with Sammy Dugger who mentored Jack. This was a priceless experience. It enabled Jack to become a successful football player in his own right, and it documented virtually all of the characteristics of successful mentoring.
Relationships matter. There is not a leader on earth who can succeed without employees sharing information. You must surround yourself with good people, and you must be credible. Avoid anonymity. At all cost, take a personal interest in people.
Jack's greatest mentor is his wife. She taught him the greatest lesson. Live family first.
When Jack mentioned David Cottrell's book I thought about a famous quote from Monday Morning Leadership. It is a perfect description of Jack Smalley's leadership philosophy:
Leadership can't be claimed like luggage at the airport. Leadership can't be inherited, even though you may inherit a leadership position. And leadership can't be given as a gift – even if you've been blessed with an abundance of leadership skills to share with someone else. Leadership must be earned by mastering a defined set of skills and by working with others to achieve common goals. David Cottrell
The Express Employment Professionals Webinar event was an excellent example of what Jean Vainer wrote about community:
One of the marvelous things about community is that it enables us to welcome and help people in a way we couldn't as individuals. When we pool our strength and share the work and responsibility, we can welcome many people, even those in deep distress, and perhaps help them find self-confidence and inner healing.
On this special day we experienced America at its very best, and for this wonderful learning experience we want to thank:
Amy Clegg;
Nikki Schake:
Brittany Pagnotti;
Rameika Jones;
Evan Miller;
Patricia L. Camayd:
Jack Smalley.
You are the Face of America on its best day, and we are in your debt.
tony.mussari@gmail,com
Tags: Alexis Shotwell, Amy Clegg, community, Express Employment Professionals Webinar, Jack Smalley, Leadership
Tuesday, November 5th, 2013
Tags: Dr. Mollie, Gardner Lecture Series, Judge Max Rosenn, Leadership, Mollie Marti, Servant Leadership, Walking with Justice, Wilkes University
Leadership, Love and Lincoln
Digital Photographs Kitch Loftus-Mussari
Historical Images from the Library of Congress Digital Collection
"Love seeks one thing only: the good of the one loved. It leaves all the other secondary effects to take care of themselves. Love, therefore, is its
own reward." Thomas Merton
On this Valentine's Day, Kitch and I would like to share a few of the things we learned about love from our 16th president, Abraham Lincoln, during our Face of America journey.
Ten months ago, we were recording scenes for our documentary Walking Into The Light At Gettysburg. During the presentation of the living historian who was interpreting Abraham Lincoln for the students from North Plainfield High School, I asked this question:
Help these students understand the importance of these two words compassion and tolerance?
He answered with words I did not expect to hear:
It's hard for me, because when you are talking about 'oh tell us about your leadership style…'
A lot of it you just do because you think it is the right thing to do and it comes from …love. Love of my fellow man.
I was a politician because I loved people. I loved being a politician because you can help people. I think if you come from a position of love of your fellow man, I don't think you can go wrong.
I think that out of love comes all of the actions. It's the fountainhead. That's what I try to do…and to me that's all it takes, love and effort.
Granted this was an actor playing Lincoln, but in so many ways his words ring true.
When I think about the greatness of Abraham Lincoln, I think about a leader who personified:
Courtesy not acrimony;
Understanding not hostility;
Thoughtfulness not theatrics;
Kindness not callousness;
Giving not taking;
Magnanimity not meanness;
Love not enmity.
So what does this have to do with our national day of love?
In my opinion, a great deal.
In all things great and small, Lincoln gives us a blueprint of what America is on its best day. He reminds us of what we can be at our very best, and it's all about love of country, love of our neighbors, compassion for those who are hurting, and tolerance for those who are different.
You may not find specific quotations from Lincoln about love, but you can find many examples of his kind and gentle heart reaching out to help others in need, and his steadfast determination to preserve the union and promote equal opportunity for everyone.
Of all the lines he authored, this is his most inspirational thought for me:
"I am not bound to win, but I am bound to be true. I am not bound to succeed, but I am bound to live by the light that I have."
And what animates that light?
Happy Valentine's Day.
Tags: Leadership, Lincoln, Love
Admiral Sally Brice-O'Hara: A Classic Face of America
Admiral Sally Brice-O'Hara: A Woman of Character, Leadership and Responsibility
and Kitch Loftus-Mussari
The uniform does not take away heart. VADM Sally Brice-O'Hara
A Woman with a Purpose
This is a story about Rear Admiral Sally Brice O'Hara, an impressive woman by any standard. She is a woman who knows something about leadership. She is a leader who knows something about compassion and service. For 38 years she has served her country in 19 different assignments in the United States Coast Guard.
Kitch and I met Sally Brice-O'Hara in 2001 at Training Center Cape May. We were there to produce a program for our series, Windsor Park Stories. It was one of the best days of our career.
Sally was the Commanding Officer of Training Center Cape May. She was generous with her time, and every one of her associates helped us with our work. We did not know it when we arrived, but before the visit ended we received a crash course in leadership from a woman whose friendship we earned that day.
Quiet and determined by nature, Sally took us on a walking tour of the training center. It is her style to demonstrate with acts of competence, kindness and thoughtfulness rather than embellish events and experiences with words. Watching her engage with the young men and women who would spend less than two months learning the code of conduct and the practices of the U.S. Coast Guard, three things were obvious. This was a woman who loved her job. This was a woman who enjoyed all the responsibilities that came with the job. This was a woman who did her job well.
The Admiral's Rules
During her interview, the person who was about to become the second female Admiral in the history of the U.S. Coast Guard talked about the values that helped her earn that honor.
She identified honesty, integrity and responsibility as the most important values she learned at home from her parents and as a child growing up with a love of horses and all things equestrian.
When she entered the Coast Guard after college, she found these values to be aligned with the core values that are proudly displayed on bulkheads around the training center: Honor, Respect, Devotion to Duty.
She was emphatic about one point. Character does count. It is the foundation that will last a lifetime, and it is essential to leading a good life.
She also stressed the importance of teamwork, and she made a very compelling point when she said, "I must live by these standards when I am in uniform and when I am on liberty."
Over the years, Admiral Brice-O'Hara has taught these values as a leader, a mentor, a crisis manager and a friend.
During an interview with Veronique Freeman, she shared these thoughts:
Accountability is a vital component of leadership: accountability to one's self, accountability to others, and accountability to the organization.
First, we should be true to ourselves, doing everything to the best of our ability. This
includes being humble enough to speak up and ask for advice when we need it – and to include others in the solution.
Second, we should always look after people who work for us, making sure they have everything they need to do their jobs well: the right equipment, adequate resources, clear policy and guidance, and strong TTP (Training, Techniques, and Procedures).
Third, we must strive to be the stellar Coast Guard men and women who wear the
uniform and represent the Coast Guard to the world – and to do so with very highest standards of drive, determination, success, and trustworthiness.
RADM Brice-O'Hara has very strong feelings about mentoring. In an interview in 2009, she explained the benefits of mentoring:
My mentors contributed to my achievements with encouragement and timely advice, such as pointing me to specific things that could help expand my professional knowledge. They gave me tips on applicable courses, books and articles to read; some pushed me to seek collateral duties that would broaden my experience.
I attempt to do the same for the men and women that I mentor. Instead of focusing just on what they know, I try to open their perspectives and nudge them to things they may not have considered. Helping them understand and effectively use policies, identifying ways to take advantage of applicable tools the Service offers, or simply listening and providing a venue for venting are ways that I add value in the mentor-mentee relationship. Mentoring allows for some pretty frank conversation, which is healthy and should lead to better understanding about issues of concern.
And it works two ways, because as a mentor, generally to a more junior person, I benefit from hearing how Coast Guard policies and initiatives are received…was it as the organization intended, or were there unexpected consequences that necessitate further action by decision-makers?
…mentoring is a great way to further reinforce and embed values and principles among our fellow Guardians.
Leadership with Gratitude
Kitch and I ended our Windsor Park Story about Sally Brice-O'Hara with this thought:
For the young men and women who join the United States Coast Guard, Rear Admiral Sally Brice-O'Hara is an example they all should imitate. As long as there are people like Sally Brice-O'Hara in the service of America our homeland will be secure.
It was 2002, and a wonderful friendship was about to begin. During the past ten years, it has grown in many human and qualitative ways since we produced Making Waves:Rear Admiral Sally Brice-O'Hara.
Kitch and I admire her attention to detail, her high expectations and standards, her respect for the dignity of the individual, her sense of reciprocity, her loyalty to friends and family.
She is a leader who never lost her sense of roots and her ability to connect with people from all walks of life. One of her most compelling characteristics is her genuine affection and appreciation for her parents, her husband and her children. She always gave them credit for their invaluable help and life-sustaining support
Sally Brice-O'Hara is a gratitude person with a heart of gold. She cares about people, and that may be her greatest strength.
In more ways than words can describe, she is an inspirational and memorable Face of America on its best day. Every day of her service to America was a good day for America. She brought people together. She helped people develop their talents. She affirmed the people on her team and she looked after people in a way that enabled them to find the best edition of themselves.
Admiral Sally Brice-O'Hara lived what she taught. She enabled the success of others because it is fundamental to good leadership.
Those of us who are fortunate to know her, work with her, and serve America with her are better people because of her friendship and leadership.
This month, Admiral Brice-O'Hara will retire from the Coast Guard. When she leaves her office for the last time, the words of Isaiah will apply to her leadership and her service:
She can "Go out with joy and be led forth with peace." She never let the uniform take away her heart.
Thank you Sally for showing us the way to become better people, and better Americans.
Tags: Admiral Sally Brice-O'Hara, Admiral Sally Brice-O'Hara to retire, Character, Face of America, Integrity, Leadership, Mentoring, Rear Admiral Sally Brice-O'Hara, Sally Brice-O'Hara retirement, Teamwork, U.S. Coast Guard, Vice Admiral Sall Brice-O'Hara, Vice Admiral Sally Brice-O'Hara Retires, Vice Admiral Sally Brice-O'Hara speaks about leadership, Vice ASdmiral Sally Brice-O"Hara Speaks about Leadership, Vice Commadant U.S. Coast Guard Stepping Down, Vice Commandant U.S. Cosat Guard


The group offers two payment plans to choose from. Under the first payment plan the land cost is 1200 per Sq.Ft and construction cost is 1800 per Sq.Ft.
Total land cost shall be paid within 45 days of booking. The remaining amount is loanable from any nationalised bank and shall be paid under construction link plan (CLP).
According to this plan, the land is 1350 per Sq.Ft and the construction cost is same as to Rs.1800 per Sq.Ft.
The land cost shall be paid in three easy installments.
450 per Sq.Ft shall be paid at the time of Land Transfer Certificate (LTC).
The remaining amount is loanable and shall be paid under construction link plan (CLP).


"Quirky, meaningful work, amazing people, flexible schedule - I love it!"
Keep the awesome culture - especially the transparency - I have never seen this much honesty - really walks the talk on "we are all in this together"
Flexible with schedules and work life balance, fun and supportive environment, great benefits, dynamic environment, interesting industry and wonderful people!
Travelling from east of Seattle makes for a long commute, and along the same lines, the location is undesirable for someone living on the east side. Parking is expensive and limited.
Company mission (help cure diseases), flexibility, low drama, staff with self-motivation, excellent healthcare plan, bus pass.
Upward mobility can be a challenge depending on your department, PTO is barely above the minimum required by the City of Seattle's PSST ordinance for combined sick and vacation time.
The field of work is impactful.
Terrible micromanagement and inconsistent culture.
LabKey has an excellent corporate culture that is very positive, collaborative, respectful and supportive. Everyone embraces teamwork in a big way. It also has great flexibility, allowing a lot of remote working and time for the rest of life. And to top it off, the work is very meaningful and interesting, helping researchers fight cancer, HIV, Zika and many other medical issues. LabKey is also very well managed, with steady growth. I've been in the industry for a long time and this is far and away the best place I've worked.
For me there are no downsides.
"A Totally Different Type of Company"
Working at LabKey is a great balance of challenging and fulfilling. The enthusiasm of the team, their passion for what we do and their commitment to quality, is incredibly motivating and makes me want to do my very best to help our business grow. Leadership is accessible and transparent, employees work as a true team, and everyone treats each other with respect. Having come to LabKey from a large, slow moving and very bureaucratic environment, this organization is such a breath of fresh air.
The only element that may be a con for some, is that as a team member at LabKey you must wear many hats. You must be willing to take initiative and be a team player if you want to be successful.
Continue protecting the culture as we grow as an organization.
I've been at LabKey for just over 10 years now, starting shortly after it became its own standalone company. It's a great set of co-workers, all passionate about supporting our customers who actually make a difference in the world. We're still small enough so that you can get visibility throughout the organization, but big enough to be making a significant impact. There's a lot of flexibility and respect for things that happen outside of work too. Recently, some significant (for the better) changes are starting to pay off.
Tracking one's time isn't especially fun. Working through some growing pains in terms of clearly dividing responsibilities and shaping individual roles.
Continue narrowing target market and refining the company's position. Keep supporting new managers in growing into their roles and feeling confident in their responsibilities.
"Fairly new at LabKey - but excited about company"
All hours must be tracked to clients (or internal clients) - which can be kind of annoying. Because it is a spin out of Fred Hutch (and tied into the Seattle research community), the company can sometimes kind of have blinders on regarding other opportunities.
We definitely to need to make sure to articulate our overall strategy, which can feel a bit muddled as its being built. Having sales go through senior engineers seems a bit odd at times.
Glassdoor has 11 LabKey Software reviews submitted anonymously by LabKey Software employees. Read employee reviews and ratings on Glassdoor to decide if LabKey Software is right for you.


Small bungalow house plans Indian is a one and a half floor structure. And purpose of middle floor is to act as a storage place. It also serves as a room for children, or guest room. Bungalow house originated in India. And type of building in question was a common dwelling built for working class. Bungalows usually have a covered front porch and also outdoor terrace. Historically, bungalows were simple and also economical structures with thatched roofs.
Currently these homes use good quality building materials. But they mimic traditional designs. Small bungalow house plans Indian can be design to have largest housing space. Advantages of a large bungalow include greater privacy. Thanks to trees and shrubs placed correctly to obstruct view from outside. And terrace or outdoor porch that increases living space on hot days. This structure can also have a loft in mid-height plant that can be convert into an additional use space. loft is usually small since it is directly under roof.
If you have children, then it is advisable to allocate half floor for your children's bedroom. Remaining rest of living space on main floor. Small bungalow house plans indian was historically a small dwelling for poor people. And working class of India. Most modern versions usually have little space as well. Half floor built as a loft is prefer by people.


Was curious if anyone knew where I could get a pyramid (aside from Rocher chocolate case) or perhaps a cone case. Any help would be appreciated... thanks.
I would have a look at some of the dollar stores. They often have some items that would work well for this application.


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Sea Gem was the first British jack-up oil rig, known for its collapse off the coast of Lincolnshire on 27 December 1965, after two of its steel support legs buckled and the rig capsized, resulting in 13 fatalities.

Background
In the early 1960s, oil companies had found some crude oil in Great Britain, as well as in the Netherlands and Germany, and suspected that there was more to be found under the North Sea. Barriers had to be overcome before it was to be possible to search for oil and gas. There had been no international agreements that addressed the rights to the various minerals and areas outside the  limit. Also, the technology required was not yet developed, or had not matured enough to be commercially usable.

The main factor was that the oil companies generally did not think that there were significant enough reserves in the North Sea to warrant the usage of resources to search for oil. This situation changed however, when fields such as the Groningen gas field in the Netherlands, and to a certain extent, Eakring in Nottinghamshire, proved to contain fairly large reserves, thus prompting the oil companies to begin a search in nearby areas, including the North Sea. Sea Gem made the first British discovery of natural gas in September 1965, although the find was too small to be commercially profitable.

Sea Gem was originally a 5,600 ton steel barge, converted to function as an oil rig by British Petroleum in 1964. The conversion involved fitting 10 steel legs, making it possible to raise the barge  over the water's surface; as well as a helipad, living quarters for the crew of 34, and a drilling tower with associated structures.

Disaster
On 27 December 1965, the rig was located approximately  off the coast of Lincolnshire. The crew were in the process of moving the rig to another site approximately  away. This process involved lowering the rig onto the surface of the water, to float it to the new site. When the rig was lowered, two of the legs crumpled and broke, causing the rig to capsize, with equipment and people sliding off and into the freezing cold of the North Sea.

As the radio hut was among the equipment that fell into the sea, the rig never sent out an emergency signal. The nearby British freight ship SS Baltrover observed the capsizing. Her crew sent out emergency signals and proceeded to help rescue the crew together with a Royal Air Force and civilian helicopter.

As a result of a public inquiry into the accident, several changes were made in order to improve the safety of oil rigs, amongst them the use of a stand-by boat, which would be able to help rescue crews in the event of future accidents, and the recognition of an offshore installation manager. The inquiry concluded brittle fracture in part of the suspension system linking the hull to the legs was to blame for the collapse.

See also

 Minerals Workings (Offshore Installations) Act 1971

References

External links
 Sea Gem at Dukes Wood Oil Museum

1965 disasters in the United Kingdom
December 1965 events in the United Kingdom
Collapsed oil platforms
Jack-up rigs
Maritime incidents in 1965
Ships of BP