Radiation to the head and neck and chemotherapy for any malignancy can cause oral side effects so debilitating that patients may tolerate only lower, less effective doses of cancer treatment, may postpone scheduled treatments, or may discontinue treatment entirely. Preventing and managing oral complications help support optimal cancer therapy, enhancing both patient survival and quality of life.
Oral complications occur in almost all patients receiving radiation for head and neck malignancies, in up to 75 percent of blood and marrow transplant recipients, and in nearly 40 percent of patients receiving chemotherapy. Risk for oral complications varies with the treatment regimen. Patients administered minimally myelosuppressive or nonmyelosuppressive therapy are at low risk. As the aggressiveness of chemotherapy increases, so too does the likelihood of oral complications. At highest risk are patients receiving stomatotoxic chemotherapy resulting in prolonged myelosuppression, including patients undergoing blood and marrow transplantation, and patients undergoing head and neck radiation for oral and pharyngeal cancer.
Some complications occur only during treatment; others, such as xerostomia, may persist for years. Unfortunately, many patients with cancer do not receive medically necessary oral care until serious complications develop. You play a key role in helping patients understand that good oral care can prevent or reduce oral complications. When you ensure that your patients receive oral care, you improve their chances of maintaining optimal cancer treatment doses and completing treatment.
During the examination, the patient will also learn a home care regimen to protect mouth tissues and minimize oral complications. The dentist or hygienist will instruct the patient on special brushing and flossing techniques, mouth rinses, and other approaches to keep the mouth as moist and clean as possible to reduce the risk of infection and pain.
Consider oral causes of fever — fever of unknown origin may be related to an oral infection; dental consultation may be appropriate.
Schedule dental appointments carefully — have the patient schedule appointments for times when blood counts will be at safe levels. If oral surgery is required, it should be performed seven to 10 days before the patient receives myelosuppressive chemotherapy.
Determine hematologic status — conduct blood work 24 hours before dental treatment to determine whether the patient's platelet count, clotting factors, and absolute neutrophil count are sufficient to prevent hemorrhage and infection.
Plan prophylactic antibiotic treatment — if the patient has a central venous catheter, consider implementing the American Heart Association prophylactic antibiotic regimen before any dental treatment.
Treat infections — ulcerations and dry, friable tissues are prone to infection. Culture suspected infections and work with the dentist to manage the condition.
Instruct the patient on the importance of healthy eating to maintain nutritional status, emphasizing the need to avoid foods that irritate sore tissues or cause dental decay.
Teach exercises to reduce trismus — fibrosis may develop if the chewing muscles are in the direct field of radiation. Work with the dentist to teach patients how to exercise and stretch these muscles properly.
Provide relief for mouth dryness and pain using the Agency for Healthcare Research and Quality clinical guidelines, Management of Cancer Pain.
Once all complications of chemotherapy have resolved and blood counts have recovered, patients may resume their normal dental care schedule. It is essential that the dentist know the patient's hematologic status before initiating any dental treatment or surgery.
Once radiation therapy has been completed and acute oral complications have abated, the patient should be evaluated by a dentist every four to eight weeks for the first six months. Thereafter, the dentist can determine a schedule based on the needs of the individual patient.
Because of the pronounced immunosuppression that accompanies blood and marrow transplantation, patients receiving this treatment have a high risk of developing acute oral complications, particularly mucositis, ulcerations, hemorrhage, infection, and xerostomia. Although these problems begin to resolve when hematologic status improves, immunosuppression may last for up to a year after the transplant, so the risk of complications continues. The oral cavity and salivary glands are also commonly involved in graft-versus-host disease in allograft recipients. Careful attention to oral care in the posttransplant period is important to the overall health of these patients.
Abnormal dental development: Altered tooth development, craniofacial growth, or skeletal development in children secondary to radiotherapy and/or high doses of chemotherapy before age 9.
Functional disabilities: Impaired ability to eat, taste, swallow, or speak because of mucositis, xerostomia, trismus, or infection.
Neurotoxicity: Persistent, deep aching and burning pain that mimics a toothache, but for which no dental or mucosal source can be found. This complication is a side effect of certain classes of drugs, such as the vinca alkaloids.
Oral mucositis/stomatitis: Inflammation and ulceration of the mucous membranes; can increase the risk for pain, oral and systemic infection, and nutritional compromise.
Osteonecrosis: Blood vessel compromise and necrosis of bone exposed to high-dose radiation therapy, resulting in decreased ability to heal if traumatized and in extreme susceptibility to infection.
Radiation cavities: Lifelong risk of rampant dental decay that may begin within three months of completing radiation treatment if changes in either the quality or quantity of saliva persist.
Trismus/tissue fibrosis: Loss of elasticity of masticatory muscles that restricts normal ability to open the mouth.
Xerostomia/salivary gland dysfunction: Dryness of the mouth because of thickened, reduced, or absent salivary flow; increases the risk for infection and compromises speaking, chewing, and swallowing. Medications other than chemotherapy agents, such as psychotropic and some antihypertensive drugs, can also cause salivary gland dysfunction. Persistent dry mouth increases the risk of dental cavities.
Fox PC. Management of dry mouth. Dental Clinics of North America, 41(4): 863-875, 1997.
Madeya ML. Oral complications from cancer therapy: Part 1SAMPLE=Pathophysiology and secondary complications. Oncology Nursing Forum, 23(5):801-806, 1996.
National Cancer Institute. Mucosal Injury in Cancer Patients: New Strategies for Research and Treatment. JNCI Monographs, No. 29, 2001.
National Institutes of Health. Consensus Development Conference on Oral Complications of Cancer Therapies: Diagnosis, Prevention, and Treatment. National Cancer Institute Monographs, No. 9, 1990.
Peterson DE, Schubert MM. Oral toxicity. In Perry MC (ed.), The Chemotherapy Source Book (3rd ed.). Philadelphia: Lippincott, Williams and Wilkins, 2001. pp. 406-424.
Schubert MM, Peterson DE, Lloid ME. Oral complications. In Thomas ED, Blue KG, Forman SJ (eds.), Hematopoietic Cell Transplantation (2nd ed.). Oxford: Blackwell Science, Inc., 1999. pp. 751-763.
Scully C, Epstein J. Oral health care for the cancer patient. Oral Oncology, European Journal of Cancer, 32B(5):281-292, 1996.
Silverman S, Jr. Oral Cancer (4th ed.). Hamilton, Ontario, Canada: BC Decker, 1997.
Sonis ST, Oster G, Fuchs H, et al. Oral mucositis and the clinical and economic outcomes of hematopoietic stem-cell transplantation. Journal of Clinical Oncology, 19(8):2201-2205, 2001.
Woo SB, Lee SJ, Schubert MM. Graft versus host disease. Critical Reviews in Oral Biology and Medicine, 8(2):201-216, 1997.
This brochure is part of Oral Health, Cancer Care, and You: Fitting the Pieces Together, an awareness campaign sponsored by the National Institute of Dental and Craniofacial Research (NIDCR) through its National Oral Health Information Clearinghouse (NOHIC).


HOBART — Indiana education leader Jennifer McCormick said there will be 10 million jobs available in the next decade, and Indiana students have to be prepared to fill them.
She said her office is working closely with the Indiana Department of Workforce Development and the Indiana Commission for Higher Education to get students prepared for the workforce.
"We have identified four academic areas that we will focus on, and they are science, technology, engineering and math (STEM), career and technical education, reading and college dual credit courses," McCormick told a crowd of educators and business leaders.
McCormick was one of several speakers Thursday at the sixth annual READY NWI Summer Institute at Hobart High School hosted by Hobart schools Superintendent Peggy Buffington, who also is co-chairwoman of READY NWI.
READY NWI is an acronym for Regional Education and Employer Alliance for Developing Youth in Northwest Indiana. That organization is committed to ensuring that high school students graduate prepared — academically, socially and financially — to further their education without the need for remediation and to obtain degrees and other certifications that directly meet the needs of Northwest Indiana employers.
McCormick and others at the summer institute said they are impressed with READY NWI's work, and commended the organization for making strides in talking to local employers and understanding their employee needs.
Participants said employers need workers with sound literacy and numeracy skills who are highly skilled in critical thinking and problem-solving, and the ability to work in teams and adapt to rapid changes in technology.
"Indiana is very diverse," McCormick said.
"Southern Indiana is different from Northern Indiana. Indiana services 1.2 million students. Of that number, 47 percent are students who receive free and reduced (cost) lunch, 15 percent are special needs and 13 percent are high-ability, and you know what that means in the classroom. We also service 5,000 migrants. There are 275 languages spoken (in the home) that have been reported."
McCormick participated in a panel discussion along with Mike Barnes, of Indiana Workforce Development, and Josh Garrison, with the Indiana Commissioner for Higher Education. The discussion was moderated by Linda Woloshansky, president and CEO of the Valparaiso-based Center of Workforce Innovations.
All three believe that agencies have to work together for successfully getting students from the classroom into the workforce.
Barnes said some employers don't believe that educators are listening. Barnes and Garrison also said that one of the barriers is that educators and employers don't "speak the same language."
"Trying to make a connection with workforce is something that higher education is always trying to do," Garrison said.
During the conference, Brenda Emerson talked about the success of the Elkhart Area Career Center, and local officials addressed the growing concern about drug issues in Northwest Indiana.


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SJSU Home>Beethoven Center>About>History
Contacting the Beethoven Center
Memories of Tom Wendel (1924-2004)
Staff of the Beethoven Center
How did the Beethoven Center find its way to San Jose?
A real estate developer in Phoenix, Arizona named Ira F. Brilliant donated his extensive collection of 75 first editions of Beethoven's music to San Jose State University to form the basis of a library and study center devoted to Beethoven's music and humanitarian accomplishments.
In May 1983 Ira and Irma Brilliant met with Dean Arlene Okerlund to discuss Ira's proposal to donate his rich collection to the University. Dean Okerlund and music librarian Barbara Jeskalian flew to Phoenix to inspect the collection in person, and after hearing their report, President Gail Fullerton gave her blessing to the new enterprise. A press conference on November 16, 1983 announced the creation of the first center in North America devoted solely to Beethoven.
The University appointed a professor from the History Department, Tom Wendel, to serve as the acting director until a permanent director could be found because of his many ties and contacts with San Jose's arts community. An executive board was formed for the 1983-84 academic year, and the board met to plan the Center's activities and hire its founding director. After a two-year search, the University offered William Meredith, newly graduated PhD from the University of North Carolina at Chapel Hill, the position, and the Center opened to the public in September 1985. A few months later, curator Patricia (Elliott) Stroh joined the staff.

redpajama_set_name: RedPajamaCommonCrawl


"His knowledge in partnership is second to none and he's simply brilliant"
"Fantastic in every way: he possesses an encyclopaedic knowledge of partnership and LLP law, is incredibly thorough, fabulous with clients, erudite and utterly charming." "His knowledge in partnership is second to none and he's simply brilliant." Jeremy is ranked as a "Star Individual" by Chambers 2019 – Partnership.
Jeremy has a chancery commercial practice, focusing on litigation. He has a strong reputation in partnership and LLP litigation. He regularly advises managing partners on internal issues within partnerships and/ LLPs. He represents both firms and individual partners, from solicitors, private equity, accountants, doctors and dentists to hedge funds, recruitment consultants, architects, theatrical agents and farmers. Additionally he regularly advises on non-contentious partnership matters.
He also acts on all manner of business related disputes, company disputes, professional negligence, insolvency and commercial matters.
Jeremy regularly represents clients at arbitrations and mediations.
Dr Shakarchi v Dr Muir [11 March 2014]: GP partnership dispute regarding division of former partnership premises with injunctions sought.
Paul Castledine v (1) RSM Bentley Jennison (2) RSM Bentley Jennison Ltd  Bus LR (D77): Whether former partner retained a share in the goodwill of a substantial accountancy firm.
Eaton v Caulfield & Others  BCC 386: Limited Liability Partnership: expulsion, unfair prejudice and just and equitable winding up in LLPs.
Re H : Acting as Legal Assessor to a surveyor arbitrator in a dispute in a professional partnership.
L v R [July 2015]: Arbitration in a solicitor partnership dispute re restrictive covenants and notice provisions.
E v F [May 2014]: Complex arbitration considering the application of repudiatory breach to LLP agreements.
Ellis v Coleman: Construction of arbitration clauses (reported on Lawtel).
Advising principally in the context of property related partnership disputes.
Heathcliffe Properties Ltd v Dodhia  EWHC 2628 (Ch): Important case on using contempt of court to enforce compliance with Court orders in the context of realising partnership property assets.
Re VA [2015 – 2016]: Family partnership dispute involving numerous property interests.
Re G v C & C : medical partnership dispute involving complex issues regarding partnership property.
Dr Shakarchi v Dr Muir [11 March 2014]: GP partnership dispute regarding division of former partnership premises with injunctions sought re access to former partnership property.
Re H : acting in family farming partnership dispute involving substantial farm land assets (one of many similar farming partnership disputes in which property issues have arisen).
P v R: Claim for £8 million of damages and for specific performance of a complex property transaction.
M v R: Complex dispute regarding a joint venture for the development of a substantial multi-million pound shopping centre.
H v N: Substantial franchising dispute in the fashion industry listed for an expedited trial before the High Court.
"Excellent on partnership work" and "widely regarded as an expert in LLP matters and related litigation".
Chambers UK 2016 rank him as a "star individual" in the practice area and report the he is "Hugely bright, yet uncomplicated in his advice, he's a great senior partnership counsel". "Inventive and industrious, he always has a different angle on a case". "cited by several interviewees as their barrister of choice for partnership matters, due to his comprehensive knowledge, thorough preparation and high degree of client-friendliness".
Chambers UK 2015 described him as "widely acknowledge as one of the leading partnership specialists, he is a great team player with a head for detail, who is loved by clients". "Extremely bright, hard-working and commercially aware, he's an individual who inspires confidence in clients".
"Outstanding in his legal skills and his rapid grasp of sensitive issues".
Chambers UK 2014 dubbed him "a partnership colossus" and "a thorough and devastating tactician when handling disputes". Sources quoted say: "he is an absolute star of the junior partnership Bar – there is nothing he doesn't know about partnership law", "a fantastic all-rounder" and "when the going gets tough, he is the man to go to".
Previous Legal 500 editions acknowledge him as "one of the best minds at the partnership Bar"; "excellent"; "rightly considered one of the foremost partnership experts in the market" and "praised as having a very good team behind him" "a number-one choice for court work" who "really understands the practical reality of how professional partnerships operate" and as "extremely personable".
Regularly delivering in house training sessions at firms including Herbert Smith, Clifford Chance, Linklaters, Freshfields Bruckhaus Deringer, Eversheds, Fox Williams, Lewis Silkin, Baker & McKenzie, Grant Thornton, Slater and Gordon, Winckworth Sherwood and many more firms.
Run training seminars for, Jordans, Lexis Nexis, MBL, Employment Law Association, Association of Partnership Practitioners and many others.
Delivered webinars for Lexis Nexis, MBL and other providers.
MBL full day seminar: A Toolkit for Common Scenarios in partnership and LLP litigation.
MBL: Covenants, Garden Leave & Confidentiality in Partnership Agreements.
MBL: The Law & Practice of Partner & Member Exits.
Lexis Nexis: Partners, Workers, Employees – The Implications of recent case law.
Jeremy Callman is a self-employed, independent barrister whose practice is governed by the Code of Conduct of the Bar of England and Wales. He is registered with The Bar Standards Board [Bar Ref 27776] and is fully insured with the Bar Mutual Indemnity Fund [BMIF Ref 2360/022] to provide legal services, please refer to the BMIF website for full details of the world-wide cover provided. He is registered for VAT under the reference 564625133.


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By Sejal Singh • @Sej_Singh • 4 years ago
Trump to Appoint Anti-Feminist To Key Women's Rights Position
Trump intends to nominate a woman named Penny Young Nance as ambassador-at-large for global women's issues. As such, she'd be responsible for managing the State Department's programs to fight gender-based violence and promote women and girls' educational and economic achievement.
Here's the problem: Penny Young Nance has made her career standing in the way of girls' and women's rights.
Nance is the President and CEO of Concerned Women For America (CWA), an organization whose mission statement says it "protects and promotes Biblical values and Constitutional principles" in America. The group is as far-right as it gets, and Nance is basically a bargain Phyllis Schlafly — a reactionary zealot getting rich by selling out women and giving the right cover for the right's openly misogynistic, anti-LGBTQ agenda.
Here's just a sampling of where Nance and CWA stand:
CWA opposed the reauthorization of the Violence Against Women Act, partly because it "creates new protections for homosexuals" and partly because it "encourages the dissolution of marriages." Of course the only marriages that VAWA helps dissolve are abusive ones, but I guess Nance is more concerned with the nuclear family than the 12 million people abused by intimate partners in the United States every year.
Nance and CWA are virulently anti-choice. Under Nance's leadership, CWA has lobbied to defund Planned Parenthood, appoint anti-choice judges, and pass both state TRAP laws that are designed to cut off abortion access and a federal 20-week abortion ban.
Remember Jane Doe, the teenage asylum-seeker who the Trump Administration held in custody and prevented from getting an abortion? Penny Nance applauded the Trump Administration's choice to hold a pregnant minor in detention, deny her access to healthcare, and force her to battle the Trump Administration in court just to exercise her constitutional right to seek an abortion. Nance suggested that Jane could just go home to her parents to "decide what to do" — in other words, that Jane should be deported back to a country where abortion was illegal and returned to parents who beat Jane's sister to induce a miscarriage.
CWA spreads the false, discredited lie that having an abortion is linked to cancer.
In 2014, when Uganda passed a law designed to put LGBTQ people in jail for life, then-President Obama spoke out against it. CWA condemned Obama for it, saying it was "cultural imperialism." Weird how conservatives only seem to care about imperialism when it comes to imprisoning gay people! CWA has also said Uganda's draconian law was "courageous."
Nance applauded Betsy DeVos' decision to rescind Title IX guidance outlining transgender students' rights to go to school free from discrimination, suggesting transgender students' civil rights were mere "political correctness" that were less important than some people who "felt uncomfortable."
Of course, Nance and CWA don't seem to care much about the 75% of transgender students who feel "uncomfortable" because they're harassed in school: CWA has lobbied against anti-bullying legislation to protect LGBTQ students and even opposes programs designed to fight bullying. Apparently, telling kids not to call one another names is part of the "pansexual agenda."
CWA lobbied against ENDA, a federal bill to explicitly ban workplace discrimination against LGBTQ people.
Nance even went on Fox to complain about Disney's "Frozen," saying that the charming kids movie about two princess sisters who save their Kingdom was bad for "our little boys" who need " to know that they're essential. We want to raise heroes. We want to raise real men." Here I thought almost every movie made since the invention of the video-camera starred boys and men, but sure, whatever, Penny.
Penny Nance is a walking embodiment of the social conservative movement — a woman trying to turn back the clock to the days when women and girls couldn't choose when to become parents, control our own bodies and economic futures, or even see positive representations of ourselves on TV. No one who opposes women's rights has any business running an office that's supposed to empower young women.
The good news: Republicans only have a one-vote majority on the panel that approves ambassador positions, so if all Democrats oppose her and just one Republican joins them, she's out.
Call your senators. Tell them to keep Penny Nance out of the State Department.
Image credit via.
Sejal Singh
Sejal Singh is a columnist at Feministing, where she writes about educational equity, labor, and reproductive justice. Sejal is a Policy and Advocacy Coordinator for Know Your IX, a national campaign to end gender-based violence in schools, where she has led several state and federal campaigns for student survivors' civil rights. In the past, Sejal led LGBT rights campaigns for the Center for American Progress. Today, she is a student at Harvard Law School and a frequent speaker on LGBTQ rights and civil rights in schools.
Sejal Singh is a law student and columnist at Feministing, writing about educational equity, labor, and reproductive justice.
Read more about Sejal
Sejal Singh	Sejal Singh
Why don't we believe women's warnings about Roe v. Wade?
Last week, The Atlantic reported that a popular, Netherlands-based online group that ships medication abortion pills anywhere in the world has officially begun shipping to the United States. Women on the Web's sister site, Aid Access, has already shipped pills to more than 600 U.S.-based women as of last week, after originally citing concerns of opposition from powerful American anti-choice groups.
Women on the Web's creation of Aid Access to provide abortion access in areas where it could soon become (even more) severely restricted couldn't have come at a more critical time. Women and reproductive justice activists have been sounding the alarm about the inevitable implications of Donald Trump's presidency for the Supreme Court and abortion ...
Last week, The Atlantic reported that a popular, Netherlands-based online group that ships medication abortion pills anywhere in the world has officially begun shipping to the United States. Women on the Web's sister site, Aid ...
anti-feminist▪lgbtq rights▪Penny Young Nance▪Reproductive Rights▪trump administration▪VAWA


This research was conducted to measure the mediating effect of supervisory support in the relationship between motivation to learn and job performance. The study was coordinated by using two types of motivation theories which are the intrinsic and extrinsic motivation. These two theories was used to examine the relationship motivation to learn and supervisory support towards the education sector employees which are school teachers. There are two dimensions that will be tested; intrinsic motivation and extrinsic motivation, which are the independent variables while job performance of the employees in the education sector as the dependent variables. The research also concentrate on how to increase the level of job performance among the employees which the supervisory support as a mediator. The questionnaire are distributed to the respondents which consists of 200 education sector employees which are school teachers that are selected randomly in the Johor state. The employees consists of different range of age, race, gender and level of education.
Motivation and job performance always been a common research among all the researches. It also have been extensively researched. Throughout the halfway in this twentieth century, there are few important motivation theories which are Maslow hierarchy of needs (1943), Herzberg's two-factor theory (1959) and Expectancy Theory (1964). Those researches will commonly focused on the motivation theory as general while employees motivation will be specifically researched. In the past few years, there were various of definition was given for motivation, e.g. Maslow's hierarchy of needs defined motivation is a theory that consists of five interdependent levels of basic human needs that must be satisfied in a strict order which starts from the bottom level.
In this rapid society where everyone is racing with the time, employees in education sector faces difficulties to cop up with the timing and also with the loads of work. These employees need some certain ways to boost up their motivation in order to complete their work on time and also by giving the best quality of work. But, in order to boost them up, what are those ways to solve this problem? What can be done by the supervisor in order for the employees to produce best quality and on time work? The only solution is through intrinsic and extrinsic motivation. These motivations plays a critical role in producing better performance at work.
Intrinsic motivation can be defined as a stimulation that will allow an individual to adapt or changes his or her behavior for their own satisfaction and fulfillment. Intrinsic motivation is usually will be self-applied and behavior automatically changes according to the individual itself and the surrounding situation. Meanwhile, extrinsic motivation can be defined as the driven to an action that is influences from outsider instead of their own feelings.
However in this research, supervisory support is very important towards a better job performance. Supervisory support helps to encourage the employees who are the trainees through effective communication and also helps to improve the motivation among them. Without the support of supervisory, the employees might be travelling beyond their own right track to complete their work and produce better quality work.
In this research, we are going to study about the motivation concepts and its importance towards the job performance especially in education sector. The practitioners, that is the supervisor, and the person that involves in this education sector must know the significance of the motivation in order to increase the job performance. To make sure we have better understanding about this research, we are going to explore more about the intrinsic and extrinsic motivation and its impact in particular.
Intrinsic motivation has been studied since the early of 1970s. this motivation is actually a self desire to look up for new things and new challenges to be satisfied. This is because it is used to analyze the capabilities, gain knowledge and also to observe. The phenomenon of this intrinsic motivation was first acknowledged within the experimental studies of animal behavior. In that studies, it was evident that the organisms would be more boost up and excited in its curiosity driven behaviors in the absence of reward.
Extrinsic motivation is actually comes from influences outside of the individual itself. The main question that will be ask in extrinsic motivation is where do people get their motivation in order to keep pushing with better persistence. Common extrinsic motivation can be named as reward such as money or even grades. Competition among staffs or even outsider also can be one of the extrinsic motivator because it gives a strong driven for an individual to perform well and better to win. This is because human being have always wanted to be best in everything and also receive the best and better reward compare to others. In this way, when there are competitions among them, they will be more trigger to do their work in order to receive better reward.
The success or failure of an organization is determined based on the employee quality in order to achieve their organization goals and long term visions. An organization can be called successful if the employees manage to finish their work on time, produce best quality results and also achieve the initial organization objectives.
Job performance have become a huge impact on the organization itself. This is because, a success of an organization is based on the employees job performance. If the employees job performance decreases it will eventually gives an huge impact on the development of the organization. Eventually it can be said that what an employee think and do will literally leads to the productivity and the efficiency on the organization.
Labor turnover and absenteeism have been the common issues that related to employees' dissatisfaction, however there are some other factors to related to it. This is why to improve job performance, motivation plays an important role to boost up the employee. An job performance will be failed if there is no motivation concepts in their organization. The motivation provided can be internally or externally. There are some evident saying that the decrease in job performance of an employee is because lack of the motivation to learn among themselves and also lack of support from the organization management.
This study aims to test the mediating effect supervisory support in the relationship between motivation to learn and job performance.
To examine the relationship between intrinsic motivation and job performance.
To examine the effect of supervisory support as mediator in the relationship between intrinsic motivation and job performance.
To examine the effect of supervisory support as mediator in the relationship between extrinsic motivation and job performance.
How to increase the employees job performance by providing motivation to learn ?
What are the relationship between intrinsic and extrinsic motivation and job performance?
3. How the supervisory support affect the employees job performance?
This study contributes to further research, organizational perspective and individual perspective (employee). The certainty and reliability of the result of this study can be a guideline for future research on job performance.
In organizational perspective, this study helps to promote better understanding and knowledge on the relationship between motivation to learn and job performance. Besides that, this research helps to determine how the supervisory support affect the job performance of the education sector employees. It also helps the organization to figure out the best way to improve the productivity and the efficiency of the organization.
Furthermore, this research study helps the organization by providing useful information to set suitable strategy in making sure that how the intrinsic and extrinsic motivation and the supervisory support gives maximum level of satisfaction and fulfillment.
This study was conducted on the motivation to learn and job performance which targeted the education sector employees. Around 200 employees are targeted and selected randomly from the Johor state. And the randomly selected students are from the sector around Kluang city. Furthermore, the research project is likely requires more money and time. And due to the money and time constraint, so the scope of the study has been reduce.
In this chapter, it is the introduction regarding the motivation to learn and supervisory support that was related to the job performance. This chapter introduce some variables of motivation to learn that would by studied (intrinsic motivation and extrinsic motivation) and the importance of these variables in order to increase the job performance especially education sector. Thus, to understand better the concept of the motivation to learn and its importance towards the employee job performance a review of literature and a testing of framework should be conducted, in which will be revealed in the following chapters of this research.
A literature review is a step-by-step process that involves the identification of published and unpublished work from secondary data sources on the topic interest, the evaluation of this work in relation to the problem and the documentation of this work (Sekaran ; Bougie, 2009, p.38). Each of the contents of the literature is focus on the specific nature of the relevant literature that relates to this study.
This chapter contains the reviews of secondary data that researchers have collected from journals, articles and book. The reviews are summarized after several referral from the past studies and are related to the motivation models. Hypothesis will be formulated based on the relationship between independent variables (intrinsic motivation and extrinsic motivation) and dependent variables (job performance)..
In general the word motivation is very powerful yet can sometimes be tricky too. At times, it would be really easy to get motivated and could find ourselves wrapped up all the excitement. However, it can also be impossible to figure out how to motivate yourself and you can sometimes be trapped in a death spiral of procrastination.
However what is motivation to learn? How to define it? The phrase motivation to learn can be divided into two components which are motivation and learning. The word motivation only can be known as a persistence, direction or even an amount of effort that may be expanded into an individual so that he or she could achieve their particular objectives. (Blanchard ; Thacker, 2007). Besides that, leaning can be determined using two component which are human cognitive and behavioral perspective. Cognitive theories have explained learning as relatively permanent changes in cognitive occurring as a result of experiences. Behavior theories also have defined that leaning as relatively a permanent changes in behavior in response to a stimulus or set of stimuli. (Noe,1986: 736-170). All the above, will directly or indirectly affect the individual who have a clear goal, high self efficacy and even who puts a high value of outcomes.
Motivation to learn also related to goal orientated. The way an employee try to orient themselves to learn new task or skills within a domain is a very strong indicator of their engagement and performance. Employee who wants to master in new field, department or even new skills will eventually uses more effective learning strategies compared to other employee who is ego orientated. For example, an employee will invest his effort and time to master the HR department because he or she really interested in the HR field and the employee will even asked how to do this ?, how to do that?, why should do that?. This will make them to explore even more better and have a critical thinking.
Besides that, motivation to learn can strive for goals and the willpower as well. An employee need encouragement and feedback in order for them to develop their willpower. Before employees' initiating a learning activity, they should orient themselves to the learning task in terms of its purpose and the possible solution plans. This is because, knowledge is the main item needed to make any effective decisions which is persist in goal striving stage. In this way, employees can think and judge which strategies will be best for them to take and which one will be more useful in order to achieve the self goals and also the organization goals.
Intrinsic motivation is a motivation that involves the engaging in a person behaviour because it is personally rewarding, they will also perform an activity for their own sake rather than the desire for some external reward. This theory also can be define as the internal motivation for the employees or trainees. Examples of action for this motivation include: solving a word puzzle because it is more fun and challenging and even exciting, participating in a sport because you find the activity more enjoyable. In this way, we can say that a person's behavior can be motivated by their own internal desire to participate in any activity for its own sake.
Besides that, through this intrinsic motivation, people will try to obtain their motivation in it self for work very well. This is because intrinsic motivation is more on self satisfaction. There are five aspects of intrinsic motivation which are preference for challenge rather than for easy work, incentive to work to satisfy their own interest and curiosity rather than pleasing others, always independent mastery attempts than dependent on others, independent judgement and always prefer internal criteria for success and failure rather than external criteria. Intrinsic motivation is also a highly desire form of incentive that shows up from a person's internal desire for their self satisfaction or pleasure in performing their particular task and even can be directly or indirectly effect the employee job performance. This is because for an employee to do their work or to fulfill their satisfaction, they need some spirit and satisfaction in order to improve their job performance.
According Kendra Cherry (2018), extrinsic motivation occurs when we are motivated to perform a behavior or engage in an activity to earn a reward or avoid punishment. Extrinsic motivation is also more to external reward to an employee. This is called in such way because it can boost up the employee and eventually gives them the spirit for them to be motivated. This motivation typically has been characterized as a pale and impoverished form of motivation. The classical case of extrinsic motivation is that one feels externally propel with the action and it can also be called as self endorsed. Whenever a person is motivated by the external factors such as money, praise, competition and even threat or punishment, whether to avoid the negative outcomes or to achieve positive results, it is wholly considered as extrinsic motivation. Extrinsic motivation is been carry out in order to increase the productivity in an organization or even get to create a better learning environment for all the employees. This motivation also helps to increase an individual benefits. However, there is one disadvantage which is everyone have been spending their whole life by chasing rewards and pride at work and then they will eventually regret for what they have missed in their life.
External rewards which is the extrinsic motivation can also be such a source of feedback where they know until to what extent they have achieve their goals and how their performance have affected and achieved to a deserving standard. In many cases, the employees are extrinsically motivated if they are able to satisfy their needs and satisfaction especially through monetary compensation. In such way, we can say that this motivation directly help to increase the job performance of an employee because each of the people needs the reward for the job that they have done well and done it in a certain time period.
The theory that is related to motivation is the Herzberg motivation theory. This theory is been developed by Fredrick Herzberg (1959) who was an American psychologist where he describes about the human motivation. The word motivation acts as a reference that guide the trainee thinking, feeling and action will become the subject. This Herzberg's findings have showed that there are some characteristics of job that can lead to job satisfaction and even otherwise too. So for example, factors for satisfaction such as achievement, recognition, responsibility can eventually lead to satisfaction which can lastly related to job performance.
In this Herzberg motivation theory there are two factors involved which is the motivator factors and hygiene factors. Motivator factors was needed in order to motivate the employee to performance well and give their very best in any work they do, however the hygiene factors more needed to make sure that the employees are not dissatisfied where it may affect the job performance of an organization. Motivators will lead to satisfaction because of the need for growth and also for their self achievement. However, the lack of motivators can literally leads to over concentration on the hygiene factors which are those negative factor where it can form the basis of complaint and concern in any ways.
Supervisory support can be defined to where the leaders in an organization value and appreciate their employees' work, contributions and even they also care about their well being. In a simple word, we can say that the leader with a higher supervisory support is the one who will care, hear, and even guide and value their employees' needs and well being. Even it is very easy to hear and see but it eventually become the hardest part to be done when an employee is being promoted to a supervisor and he or she haven to start doing all those things in order to increase the employee's job performance in the organization.
Supervisory support will be more effective if the supervisor is very supportive and cared and valued their employees. This kind of supervisor will make a lot of differences in the employees' everyday work environment. For example, when an employee entered work and the supervisor wished for their day to be good and support them, the hole day the employee mood will be good even with a lot of workloads. Supervisor plays an important role an the employees' life. Strong supervisor support can help to improve and changed the quality of employment to best and better ones. This support also associated with job satisfaction where it leads to job performance, perceptions of a better fit the employee and organization and lastly even helps to reduces the employee turnover which is very common in many cases these days.
The theory that related to supervisory support is the organization support theory. The organization objectives, goals and even intentions is related to the action of the supervisor. According to Linda Rhoades and Robert Eisenberger (2002), organization support theory also supposes that to determine the organization's readiness to reward increased work effort and to meet socio emotional needs, employee develop global beliefs concerning the extend to which their organization values their contributions and cares for their well being. (Eisenberger, Huntington, Hutchison, ; Sowa, 1986 ; Shore ; Shore, 1995).
Supervisor roles is very important as supervisor can help to increase the job performance of an employee with the help of motivation too. Supervisors need to have knowledge and skills in the particular areas such as planning, budgeting, organizing and even developing and evaluating human resources programs. This is because supervisor is the first person that an employee will find in order to gain information for that particular areas that they work on. Besides that, supervisor also need to provide encouragement and support to their employee in order for them to build motivation among themselves and it can eventually related to satisfaction ad lastly job performance.
For an organization to run smoothly and successfully, supervisor need to use their skills and knowledge to empower their employees. Furthermore, supervisor will evaluate their employees by giving feedback on what they are doing right, how to improve it to give better results and also can give some suggestions on how to settle the work in a short period of time but with best results as well. Every word by the supervisor is actually a small motivation tat have been given to the employees. Supervisor also are there to give negative and positive reinforcement when needs and they even uses motivation theories to empower their employees.
According to Business Dictionary, the definition for job performance is the work related activities expected of an employee and how well those activities were executed. This job performance have been the most important dependent variables and have been studies for a long decade. Performance is a multidimensional concept.
According to Campbell, performance is known as a behavior. It is something that ie been done by employees. Performance and outcomes have some differences between them. Outcomes is more about the individual performance results and it also result from some other influences. Performance does not have to directly observable actions of an employee. It consists of mental production such as decisions or even answers. However, performance needed to be under an individual's control such as the supervisor.
Job performance is divided into task and contextual performance. Task performance was defined as effectiveness with which job incumbents perform activities that contribute to the organization's technical core (Borman and Motowidlo, 1997). however, contextual performance was defined as performances that is not formally required as part of the job but that helps to shape the social and psychological context of the organization (Borman and Motowidlo, 1993).
The theory that related to job performance is the Maslow's hierarchy need theory. This Maslow theory is one of the best known theories of motivation. Maslow first introduced the hierarchy of needs in 1943. Maslow believed that people have a certain desire to be self actualized, that is to be all that they can. In order to achieve the ultimate goals, a person need to have a certain number of basic needs such as safety, love, food, and even self esteem.
Maslow's hierarchy is often looked as a pyramid that have certain level to achieved. In order to achieve the upper level, a person should achieve the bottom level first in order to go the next level. The lowest level of this Maslow hierarchy are made up of basic needs while the complex needs are remain in higher top level. This theory consist of five levels. First is the physiological needs. This needs are probably fairly apparent where these are the things which is vital to our survival. This needs consist of food, water, sleep, clothes and even homeostasis.
Next is the security and safety needs. In this level it start to be a bit more complex. Safety and security become the primary needs in this level. In this stage, people want to have control and order of their own lives. Examples of needs in this level is the financial security, helath and wellness and even safety against injury and accidents. This security and safety needs will eventually motivated some actions such as finding a job, contributing some money into the savings account or even moving into a safer neighbourhood.
Besides that, is the level of social needs. Social needs in this level such as belonging, acceptance and even love. This level is more about emotional relationship driven in human behavior. Some things needed to be satisfy in this level such as family, friendships, social group, community group and even romantic attachments. This level needed to be achieve in order to avoid loneliness, depression and even anxiety. People need to be loved and cared by their family and friends and even surroundings too.
Furthermore, the fourth level in this Maslow hierarchy is the esteem needs which is also known as respect ad appreciation level. After the below three levels are been achieved, this fourth level will begin to play a more prominent role in motivating behavior of a person. Respect and appreciation can be seen when their work and accomplishment is been praised and talked proud about. In addition self esteem and personal worth is very important in this stage. For example, esteem needs will be fulfill when we participate in professional activities, become an athletic or team participation and even academic accomplishments. Lack in self esteem and respect will cause to develop feelings of inferiority.
Last level will be the self actualization needs. This will be the very peak level in this Maslow of hierarchy. This level if more like " What a man can be, he must be," where it refer to the need of people to achieve their full potential as human beings. According to Kendra, in Maslow theory, self actualization definition is more like "it may be loosely described as the full use of talents, capabilities and even potentialities. Such people seem to be fulfilling themselves with the things that they are best at and capable of doing so". Self actualizing people is very much as self aware where they concern about their personal growth, less concern about others' opinion and comments and they even take this opportunities to fulfill their potential to maximum level.
These study is to attempt to examine the mediating role that supervisory support in the relationship between motivation to learn and job performance. Thus the following are hypothesized.
Literature reviews of the theoretical models and variety of approaches to job performance provides conceptual background to strengthen the argument of this research. The formulation of the hypotheses will able the researcher to proceed with the test on the topic. Research methods will be discussed on the next chapter.
In order to get an accurate results, research project requires suitable techniques and methods. To complete this research, methodologies are developed to refine the study that enables researchers to generate information needed. It is essential for a research paper to have a well-designed research methodology as the degree of accuracy and usefulness of a research is directly affected by the methodology.
Research methodology is an important part of the research study that explains how the research was conducted. This chapter includes, research design, sampling and population, research instrument, data collection technique, and data analysis technique.
Research design is a step to gather and analyze the imperative data and assist to find the location of the study, sample size, population and so on (Sekaran & Bougie, 2009, p.102). in conducting this research, the researcher use quantitative research. Quantitative data are collected through measuring things and are analyzed through numerical comparisons and statistical inferences. The data are then presented through statistical analyses. Descriptive studies are conducted with a considerable understanding of the situation being studied. A good research design ensures that the information collected is relevant and useful to conduct research project more effectively and efficiently. This research study focuses on exploring the importance of motivation to learn with the supervisory support towards job performance of the education sector employees.
The main objective of this study is to explore the relationship between motivation to learn with supervisory support towards job performance. The industry that mainly reviewed in this research is education sector. So, the target population for this research will be among the education sector employees who are school teachers. To choose the employees from the education sector, the researcher wish to use simple random sampling. Simple random sampling is the probability sampling which is randomly selected sample from a large sample of population.
In statistics, a sample is defined as the subset of a population that is used to represent the entire group as a whole. Sampling frame is the source material or device from which a sample is drawn. In this research, the sampling frame will be the education sector employees. While, the sampling location for the survey to be conducted is around Kluang city. The selected students would be the one study in the education sector around Kluang, such as, SJK(T) Jalan Haji Manan, Sekolah Tinggi Kluang, Sekolah Tun Hussein Onn, and Sekolah Menengah Kluang Barat.
The respondent that will be used as part of this research are the education sector's employees. A proper selection of the respondent are essential to get a relevant and valid research result to achieve the objective of the research. The candidate that become the respondent must be an employee from any education sector that located around Kluang city, Johor. The reason to choose these sampling elements are because they are the main subject in this research since motivation to learn is very important among the education sector employees because they can be directly or indirectly related to stress and loads of work.
There are two technique of sampling; probability sampling and non-probability sampling. Probability sampling occurs when the members of population has an equal chances to be a part of the sample, while non-probability sampling is the opposite of the probability sampling where the members of the population does not get equal chances to be the samples.
In this research, the researcher used non-probability sampling. The questionnaire form will be distributed to the selected respondents that met the requirements of the sampling elements. A total of 200 questionnaire form will be distributed directly to the respondent and they are required to answer it.
Sample size is the number of observations to include in a statistical sample, which is used to make an inference about a population from a sample. As for this research, to represent the target population, a sample size of 200 respondents are chosen randomly among the education sector employees. .
In this research study, two type of data collection method had been used; primary data and secondary data. Any data collected or observed from for the first time is known as primary data, for example questionnaire. Meanwhile, data that is collected in the past or other parties is called secondary data, like journals, articles and others.
The instrument that will be used in this research to obtain the data is questionnaire. Questionnaire is a set of printed or written documents that contain either open ended question or closed ended questions. The questionnaire are distributed to the respondents to collect the data that will be used to conduct further study. The questionnaire contains two sections. Section A is the demographic details of the respondent; age, gender, race, education and length of services which will be measured using nominal scale. For the Section B, the question are to measure the job performance towards the motivation to learn provided with the supervisory support. Likert measurement scale is being used to get the respond from the samples (1=strongly disagree and 5=strong agree). The sample questionnaire was taken from two different thesis. First is title " Relationship between motivation to learn and job performance where the supervisory support act as mediator, wrote by Nazhatul binti Bakri in 2011. Next is the thesis title is "Relationship between supervisory support and job performance where the motivation to learn act as mediator, wrote by Sheela Chitra A/P Chandra Segaran in 2007.
According to Martyn Shuttleworth, pilot study is known as a standard scientific tool for soft research. This study is carry out in order to discuss the survey questionnaire with the several participants. To verify the content and format of the questionnaire for the actual study, information will be gather that is obtain from pilot study. Pilot study also will be used to make sure the survey questionnaire is understood by the respondents.
To analyze the data collected in this study statistical analysis is used. The data collected via questionnaire form will be analyzed statistically by using Software Package for Social Science (SPSS). Besides that, SPSS also enables the presentation of data through a better graphical presentation, such as, bar chart, pie chart, histogram and others. As for this study, the researcher is studying on the relationship between motivation to learn and supervisory support towards job performance.
Reliability is known as findings are being repeated while validity refers to credibility of the research. Reliability and validity are very important when a research instrument is being carried out. In order to test the validity of all the variables, factor analysis will be used. The variables will be valid if the factor analysis value is 0.4 or greater.
In this chapter, the researcher had explained on the data collection method and also data analysis method. As for the data collection, the researcher are using the questionnaire form and the data collected will be analyzed by using SSPS software. The other aspects of the methodology like sampling size, target population, sampling techniques, sampling elements and sampling frame and location had been discussed in earlier part. For the next chapter, the data that have been analyzed will be interpreted and explained to the reader to help them to understand the study more clearly.
Brent Keijzers. (2010). Bachelor Thesis: Employee Performance and Motivation Organization Strategy, pp. 5-6.
Borman, W. C. and Motowidlo, S. J. (1993) Expanding the criterion domain to include elements of contextual performance. In Personnel Selection in Organizations (N. Schmitt ; W. C. Borman, eds), pp. 71-98. San Francisco: Jossey-Bass. (1997) Task performance and contextual performance: The meaning for personnel selection research. Human Performance, 10(2): 99-109.
Levesque, K.J. Copeland, M.D. Pattie, E.L. Dec. International Encyclopedia of Education (Third Edition), 2010, pp. 618-623.
Eka Diraksa Putra, Seong Cho. Tourism and Hospitality Research. Extrinsic and Intrinsic Motivation on work engagement in the hospitality industry: Test of motivation crowding theory. 2015.
Masood Asim. International Journal of Scientific and Research Publications, Volume 3, 2013.
Maria Falk Mikkelsen, Christina Botcher Jacobsen, Lotte Bogh Andersen (2015): Managing Employee Motivation: Exploring the Connections between the Managers' Enforcement Actions, Employee Perceptions, and Employee Intrinsic Motivation, International Public Management Journal.
Monique Boekaerts. International Bureau of Education Practices Series 10. Thesis: Motivation to Learn.
Richard.M.Ryan, Edward.L.Deci. Contemporary Educational Psychology. Intrinsic and Extrinsic Motivation: Classical Definition and New Directors. 2000, pp. 54-67.
Sekaran, U., Bougie, R. (2009). Research Methods for Business: A Skill Building Approach. A John Wiley and Sons, Ltd, Publication.
Yongbeom Hur. Testing Herzberg's Two Factor Theory of Motivation in the Public Sector. Publoc Organiz Rev. 2017.


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terror talk
Meeks looking 'very carefully' at reinstating Houthi terrorism designation
TORAH TZIVA LANU
Newly formed Congressional Torah Values Caucus a source of befuddlement
Oyez!
Supreme Court hears arguments in latest Nazi-looted art case
heard yesterday
Mayorkas, Garland, Wray speak to synagogues, Jewish community organizations
inside colleyville
Colleyville attacker 'bought into those antisemitic tropes,' hostage survivor remarks
Chi-town Showdown
For two competing Democratic incumbents in Illinois, one dividing issue: Israel
Inside the White House during the Colleyville standoff
NYC's Commission on Human Rights launches ad campaign in support of the Jewish community
Jacob Kornbluh
Amid a rise of antisemitism, the New York City Commission on Human Rights is launching an ad campaign in support of the Jewish community.
Reaching out: The campaign, which will run in several Hasidic and Orthodox Jewish print publications and online, seeks to reassure the Jewish community that the city is committed to combating antisemitism and religious harassment in the wake of recent antisemitic violence. "We will lift up and celebrate the diversity of Jewish communities, work to build a foundation of compassion and understanding between neighbors, and remain engaged in these communities to foster trust and healing," Carmelyn Malalis, the commission's chair, said in a statement. The print ad campaign also provides information on how to report harassment and discrimination to the commission.
Spreading the message: The online banners feature images of individual New Yorkers — two women, a person of color and a Hasidic man — with a message of solidarity that reads, "Jewish New Yorkers belong here. Anti-Semitism does not."
Behind the campaign: "We thought carefully having not just about a Hasidic Jew but representing a wide range of Jews," Rabbi Sharon Kleinbaum, one of the commissioners, tells JI. "The campaign did really careful thinking through about the images and about language and different ways of saying it." The message of the campaign is "to say that this city care about us being here safely and to make a statement to other New Yorkers, that we don't all look, sound or present the same but are an important part of the fabric of this city."
Words of appreciation: Jewish leaders welcomed the effort. "In frightening times like these, it is reassuring to know that the governmental entity charged with protecting our most basic freedoms is focusing special attention on the cancer of Jew-hatred," said Rabbi Chaim Dovid Zwiebel, executive vice president of Agudath Israel of America.
Debra Nussbaum Cohen contributed to this report.


Maui High School, Maui Waena Intermediate School and Kamehameha Schools Maui were recognized for winning video entries in the 'Olelo Youth Xchange Student Video Competition during an Awards Gala at the Sheraton Waikiki Resort on May 4, according to an announcement.
The competition, presented by Sony, is the state's oldest and largest contest of its type.
Judges selected winners from a record of 892 submissions based on subject impact and technical production. These panels included local news media, filmmaking professionals and, in the case of sponsored categories, subject experts.
High-definition Sony digital HD video cameras valued at $700 were awarded to the winning schools in each of the 44 divisional categories.


The Telford Priory School is committed to providing a broad, balanced and personalised education for all of its students. From September 2017, Key Stage 3 will consist of years 7 and 8 where previously it was years 7, 8 and 9. At Key Stage Three, the emphasis is upon providing students with a varied diet of studies across a wide range of subjects.
Students are then given the opportunity to choose some of their courses for Years 9, 10 and 11, in order to pursue particular interests or strengths. At this 'Options' stage, students choose from the subjects on offer, following specific 'pathways'.
Our timetable is organised into fifty lessons (one hour each) per fortnight. In addition, there is a daily tutorial lesson of twenty minutes.
Currently, all students in Years 7-9 study a core of 13 subjects.
In 2016-17, a 'Stepping Stones' curriculum was introduced for some year 7 students who we felt would benefit from a slightly different curriculum. Whilst they access all of the above, English, Mathematics, Geography, History and Religious Studies are all taught by one teacher through a thematic approach. Approximately half of these students will continue with one teacher in a thematic approach from September 2018 although their Mathematics lessons will be taught by the Mathematics department. There will be another 'Stepping Stones' group in the year 7 cohort starting in September 2017.


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Home > AJTE > Vol. 41 (2016) > Iss. 7
Australian Journal of Teacher Education
Classroom Management and National Professional Standards for Teachers: A Review of the Literature on Theory and Practice
Helen M. Egeberg, Andrew McConney, and Anne Price
Reflection: A Renewed and Practical Focus for an Existing Problem in Teacher Education
Physics Teachers' Views on their Initial Teacher Education
Isaac Buabeng, Lindsey Conner, and David Winter
A Common Language? The Use of Teaching Standards in the Assessment of Professional Experience: Teacher Education Students' Perceptions
Tony Loughland and Neville Ellis
The Development of the Stereotypical Attitudes in HPE Scale
Justen P. O'Connor, Dawn Penney, Laura Alfrey, Sivanes Phillipson, Shane N. Phillipson, and Ruth Jeanes
Unpacking the Clinical and Participatory Dimensions of the Trump Math-Teacher-Residency-Program
Dalia Imanuel-Noy and Tili Wagner
Comparison Between Primary Teacher Educators' and Primary School Teachers' Beliefs of Primary Geography Education Quality
Gert Jan Bent, Anouke Bakx, and Perry den Brok
"There's too much to explain": On being a bilingual pre-service teacher in a monolingual teacher education institution.
Jackie Coleman
What Students say about Homework – Views from a Secondary School Science Classroom in Trinidad and Tobago.
Rawatee Maharaj-Sharma and Amrit Sharma
The Washback of the TOEFL iBT in Vietnam
Melissa Barnes
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Q: Applying CSS opacity to dropdown menu I have the following jsfiddle setup:
http://jsfiddle.net/jMrsC/1/
I have a dropdown menu on the page when move to Folder 2 > Folder 2.1 the second level submenu  opens up, if you carefully look at the opacity (this is quite tricky to see you may need a good monitor to see the difference) of the second submenu and first submenu there is a difference. In the css I have the following code, which applies the opacity:
.ddsmoothmenu ul li ul li{
  display: list-item;
  float: none;
  background: #111;
  opacity: 0.92;
}

to me it looks like the opacity has been applied twice to the second submenu and making it  slightly more transparent than the first submenu.
Please can anyone help, I want the first level submenu and second level submenu to have the same opacity.
Thanks
------------------------update---------------------
Sorry I probably wasn't clear before, I would like to apply a consistent opacity to all level submenus and not just remove it.
Thanks

A: The issue is that opacity is applied to an element's children also. So each time you're creating a sub-menu, its getting 0.92 of the parent's opacity each time.
As spiel suggested, simply removing the opacity from that line may work in your case.
If however, you wanted to target the sub-menus starting at the 2nd level, and keep it consistent from there on, try this:
Remove the opacity from the current class as spiel suggested
First:
.ddsmoothmenu ul li ul li{
display: list-item;
float: none;
background: #111;
#opacity: 0.92; <--remove
}

Then (make sure this comes after your code above)
.ddsmoothmenu ul li {
opacity: 0.50
}

==== edit =====
Not sure what the etiquette on this is so I'm just going to make an edit. While what I suggested works, the solution given by VenomVendor below is cleaner and better. Instead of doing .ddsmoothmenu>ul>li>ul>li as I previously suggested, use .ddsmoothmenu ul li instead.

A: Remove ul li ul li and update it to ul li updated at http://jsfiddle.net/jMrsC/5/
/*Sub level menu list items (alters style from Top level List Items)*/
.ddsmoothmenu ul li ul li{
 display: list-item;
 float: none;
 background: #111;
 }

.ddsmoothmenu ul li{
 opacity: .5;   /* value changed to see the difference */
 }
 .ddsmoothmenu ul li ul li{
  opacity: 1;  /* this means this class is not required, since default opacity is 1 */
 }

A: Simply taking away the opacity in that class
.ddsmoothmenu ul li ul li{
  display: list-item;
  float: none;
  background: #111;
  #opacity: 0.92;
}

worked just fine in your fiddle.
The sub-menu is reading it as using 0.92 opacity of the level above it.

redpajama_set_name: RedPajamaStackExchange


The temperament of the West Highland White Terrier can vary greatly, with some being friendly towards children whilst others prefer solitude. He will not tolerate rough handling such as a child pulling on its ears, and can be both food and toy possessive. These small dogs are normally independent, assured and self-confident and can make good watchdogs. He is a loyal breed that bonds with his owners, but is often always on the move requiring plenty of good exercise. Westies are highly social and are the most friendly and jolly of all the Scottish breeds of terrier.
BUYER BEWARE; Some breeders listed here may not be members of a West Highland White Terrier Breed Club, there may be good reasons for this, but ask the question before you enter into any transaction.
Sempo: Kennel "Vertragus" : Paulina Skrobiszewska : Phone ++48 791 270 410 : MEMBER OF FCI.
Czestochowa : Kennel " Od Borika" : Ilczyk Ewa; Phone (Mobile)+48 601-341-777.
Chlopskich : Kennel "Victis" : Slawomir Stepniewski : Phone + 0607-871-587.


Resolution of Ratification: Senate vehicle for consideration of a treaty.
Executive proposals – in the form of resolutions of ratification – that must be submitted to the Senate for approval by two-thirds of the senators present. Treaties today are normally sent to the Foreign Relations Committee for scrutiny before the Senate takes action. The Senate Committee on Foreign Relations has jurisdiction over all treaties, regardless of the subject matter. Treaties are read three times and debated on the floor in much the same manner as legislative proposals. After approval by the Senate, the president formally ratifies treaties. Treaties not approved by the Senate at the end of a congressional session do not die. Instead, they can be considered by a future Congress unless withdrawn by the president.
A treaty is an executive document sent by the president to the Senate for its consideration and approval.
Reservations are formal declarations that modify the effect of one or more of the provisions of the treaty. The Senate sometimes also includes other additions to the resolution of ratification called "understandings," "interpretations," or "declarations" that do not modify the force of the treaty but are intended to further clarify its meaning. Each of these matters requires only a simple majority for adoption.
"Treaties and Other International Agreements: The Role of the United States Senate," S. Prt. 106-71 (January 2001).
Chapter 8.D. Treaties in Congressional Procedure.


text:
NOFX's Fat Mike Releases Ragtime Soundtrack for Fetish Film
By Gregory Adams
NOFX's Fat Mike is a connoisseur of hyper-speed melodic pop punk, but the dude is dabbling in some ragtime jams on his latest release, a soundtrack for a fetish film called Rubber Bordello. While old-timey music isn't completely unfamiliar to the musician (remember White Trash, Two Heebs and a Bean closer "Buggley Eyes"), this is the first time he's explored the genre over the course of an entire album.
A press release explains that the saloon-approved project is a collaboration between Fat Mike and Mad Caddies/Cherry Poppin' Daddies keyboardist Dustin Lanker, as well as members of Tom Waits's band, and it scores actress/director Soma Snakeoil's new film Rubber Bordello.
The skin flick centres on a late 19th century brothel in New Orleans's red light district "where people would go to experience sexuality deemed illegitimate by society's set of rigid rules." As you can see in the slightly NSFW trailer over here, the film features a whole lot of rubber costumes, a smattering of ropes and a whole lot of spanking. Judging by the clip, it looks as if Fat Mike has a role in the movie too.
As for the soundtrack, the ten-song affair hosts cheeky titles like "Great Sexpectations" and the double entendre-heavy "The Jerk Rag." While the film itself premieres in L.A. on February 10, the album is available now on iTunes through Snakeoil Media Productions.
Rubber Bordello:
1. "Shedonistic Society"
2. "The Jerk Rag"
3. "Fucking Machine Gun Etiquette"
4. "Bitch Cassidy"
5. "Oh Bondage, Up Whores"
6. "Great Sexpectations"
7. "Knotty Girls"
8. "Take Two"
9. "Citizen Caned"
10. "Sleep Tight"
More NOFX


text:
Q: today date only once toast message show I'm implementing  the concept of if today date is present one alert message show one time only.
Example 5-8-14 only once toast message show.
6-8-14 only once toast message show
'
in every date only once toast show.
Edit:
Only after first start of App, a toast with current date should appear. If I start my app second or third time, then there should no toast appear

A: Logic:
What:
 1. When ever you show the toast, Save the date/day in sharedPreferences.
 2. Then each time, compare the value of "today's date" with the sharedPref value, if its different, show the toast.
How:
 - Make a function for the toast, inside which update the Shared Pref value.
 - In an "if" loop, compare the default shared pref value - so when you run the app for the first time, it'l return the default value and enter the show toast function.
Eg.
if(!(sharedPrefSavedDate.equals(sharedPrefDefaultValue))){
if(!(String.valueOf(new SimpleDateFormat("dd").format(new java.util.Date())).equals(sharedPrefSavedDate)){
                             showToast();
}
}

Inside showToast(), save the value of today's date in Shared Preferences.
The saved value can be integer or String. Can change .equals to != of = accordingly.
May require:
How to use shared preferences
Example with integer on android developers

A: Look into sharedPreferences.
Here a Link to android developer: sharedPreferences
Set a bool-value after first start and after each start check this value and if it's true, then don't show toast
GetDate:
Calendar c = Calendar.getInstance();
SimpleDateFormat sdf = new SimpleDateFormat("dd:MMMM:yyyy");
String strDate = sdf.format(c.getTime());

Link: Get current time and date
Write:
SharedPreferences sharedPref = getActivity().getPreferences(Context.MODE_PRIVATE);
SharedPreferences.Editor editor = sharedPref.edit();
editor.putBool("Toast", True);
editor.putString("Date", strDate);
editor.commit();

Read:
SharedPreferences sharedPref = getActivity().getPreferences(Context.MODE_PRIVATE);
bool bToast = sharedPref.getBool("Toast", False);
String strDate = sharedPref.getString("Date", null);


text:
News Fort Campbell Sports Living Opinion Obituaries E-Edition Legals
Mayor McMillan honors city employees for life-saving measures
The Leaf-Chronicle
On June 1, 2016, Parks and Recreation Maintenance employee Mr. Charles Jackson was performing maintenance work in a restroom on the first floor of City Hall. While he was working, Mr. Jackson was the victim of a health incident that caused him to fall from a ladder rendering him unconscious and unresponsive.
Officer Lori McNulty, a Security and Loss Prevention Officer for the City of Clarksville, was at her assigned station on the first floor on City Hall when she heard Mr. Jackson fall.
She rushed into the restroom and found that he was not breathing. Mrs. McNulty immediately summoned her supervisor, Sgt. William Welty, and called 911. Sgt. Welty took action instantly by grabbing one of the City's AED machines. Sgt. Welty, along with the City's Military and Veterans Liaison, Mr. Bill Harpel administered CPR and several shocks from the AED machine bringing Mr. Jackson's heart back into rhythm and saving his life.
Mr. Jackson has recovered and returned to work on July 7, 2016.
"The City's Security and Loss Prevention officers provide invaluable assistance to us every day. On June 1, however, they were called upon to go above and beyond their usual daily activities," said Mayor McMillan. "These officers train to respond in this kind of emergency. Their response, along with the help of Bill Harpel, was excellent. I know that Mr. Jackson and his family are grateful for their help. I, too, am grateful and proud for their efforts on June 1 and every day."
The City currently has 29 AED machines in City buildings and 62 AED machines in City vehicles.
© 2021 www.theleafchronicle.com. All rights reserved.


I saw this video today and HAD to share it with you!! It speaks to everything I have been talking about and is the essence of what finding freedom IS. You ARE stronger than you THINK.
Thanks Steph! I was really taken by it.


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Description: Looking for a carefree way to impress someone special? A rich and creamy raspberry parfait is guaranteed to dazzle them! It is the easiest way to make desert, it's ready in no time, gluten free and dee-licious! Enjoy it!


Stephen Ministers are lay caregivers who have received more than fifty hours of training to serve those in the Parish who are facing a crisis or a life challenge. Supervised Stephen Ministers talk with their caregivers, bringing Christ's love through one person to another and having no agenda of their own. Since the Ministry was founded in 1975, more than 300,000 Stephen Ministers have covered the more than 8,000 congregations in over 100 denominations. This powerful and consecrated ministry was only recently introduced at St. Thomas when a dozen new ministers finished their training and were commissioned.
Confidentiality is faithfully guarded. The Rector directs this program. If you would like more information, please contact the Rector or church office.


text:
Biografia
Nato da servi della gleba si mantenne gli studi lavorando come insegnante. Laureando in diritto, era però appassionato di letteratura e di ricerca linguistica. Si dedicò alla traduzione di autori stranieri come Chateaubriand, Goethe, Milton e Schiller. Nel 1806 pubblicò due saggi Sulla lingua ceca, sostenendo che affinché un popolo potesse esprimersi liberamente era necessario che non ricorresse esclusivamente alle lingue imposte. Nel 1825 pubblicò Storia della letteratura ceca e tra il 1834 e il 1839 si dedicò alla stesura di un dizionario ceco-tedesco, comprendente neologismi e termini dialettali cechi, russi e polacchi. Fu inoltre una delle più importanti figure del Risveglio nazionale ceco insieme a Josef Dobrovský.

Bibliografia
Enciclopedia dei Ragazzi (1988), Milano, RCS Rizzoli Libri, vol. XIII, pag. 118

Altri progetti

Collegamenti esterni

redpajama_set_name: RedPajamaWikipedia


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Unfortunately, you cannot convert a DXF file to a DS5 file because there is no converter available. There is no connection between these two file formats. You might need to use another path for converting because direct conversion will never be possible as long as there is no tool available for this process.
Corel x6 conversion to a Corel x4 - can I convert a file down?


Kriti Sanon and Kartik Aaryan starrer Luka Chuppi official trailer out now!
Home Garam News Kriti Sanon and Kartik Aaryan starrer Luka Chuppi official trailer out now!
After releasing a few quirky posters, the makers of the film Luka Chuppi have released the official trailer. The film stars Kriti Sanon and Kartik Aaryan in lead roles and the trailer has indeed left everyone in splits. The on-screen couple is all set to entertain the audience with their upcoming film with the title Luka Chuppi. This is the first time Kriti and Kartik will be seen sharing the screen space together.
The upcoming comedy drama flick is directed by Laxman Utekar and produced by Dinesh Vijan. The trailer of the flick has shown Kartik playing the character of Guddu, who wishes to get married but his love interest Rashmi played by Kriti does not like the idea of getting married but gives an idea of staying together in a live-in relationship.
As per her idea the couple start to live together but then their parents come to know about their plans. From here begins the laugh riot. The principal Photography of the film started in August, 2018 and was completed in Mathura in September 2018. The film is scheduled to be released in theatres on March 1, 2019. Hriti was last seen in the film Bareilli Ki Barfi.


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text:
Home / Issues / Regulatory Reform
Credit: iStockPhoto
The Endangered Species Act, enacted by Congress in 1973, was intended to protect species believed to be on the brink of extinction. When the law was first passed, there were 109 species listed for protection. Today, there are nearly 1,661 domestic species on the list, with 29 species considered as "candidates" for listing. Less than five percent of all listed species have been removed from ESA protection since 1973, and many of those are due to extinction or "data error." Yet the last time the ESA was significantly updated by Congress was 1988. While the ESA has fallen behind, however, America has seen a boom in conservation awareness and effective voluntary programs and practices at the state and local level.
Challenges to Ag
While the ESA has had devastating impacts on many segments of our society, its impacts fall more unfairly on farmers and ranchers. One reason for this is that farmers and ranchers own most of the land where plant and animal species are found. The land is open, unpaved and relatively undeveloped, so that it provides actual or potential habitat for listed plants and animals. Often farm or ranch practices enhance habitat, thereby attracting endangered or threatened species to their property.
Unlike other industries, farm and ranch land is the principal asset used in their business. ESA restrictions are especially harsh for farmers and ranchers because this prevents them from making productive use of their primary business asset. Also unlike other industries, farm and ranch families also live on the land that they work. Restrictions imposed by endangered species concerns also adversely impact farm and ranch quality of life.
The ESA is one of the most far-reaching environmental statutes ever passed. It has been interpreted to put the interests of species above those of people, and through its prohibitions against "taking" of species, it can restrict a wide range of human activity in areas where species exist or may possibly exist. Furthermore, it allows private special interest groups to sue anyone who they allege to be in violation of the Act. Currently, sue-and-settle tactics employed by radical environmental groups have required the government to make listing decisions on hundreds of new species. These plaintiffs have been rewarded for their efforts by taxpayer funded reimbursements for their legal bills.
With an actual recovery rate of roughly five percent, the Endangered Species Act is a failure.
Promoting Conservation
We believe that farmers and ranchers will respond to incentives to protect species and habitat on their privately owned lands. Instead of being forced to feed and shelter listed species on their own, farmers and ranchers should receive technical and financial help to accomplish this.
Today, Americans have a growing understanding of and appreciation for species' conservation. There are countless examples of effective voluntary conservation programs and practices that are being implemented at the state and local level. However, the scope and reach of the ESA is far more expansive today than ever before. The act must be modernized to protect endangered species without burdening the American people or imposing on private property rights.
AFBF Policy
Endangered and threatened species protection can be more effectively achieved by providing incentives to private landowners and public land users rather than by imposing land use restrictions and penalties.
The ESA should not be reauthorized in its current form. The current federal ESA must be amended and updated to accommodate the needs of both endangered and threatened species and humans with complete respect for private property rights within the framework of the United States Constitution. Human need for food, fiber, shelter and energy shall have priority over the protection of endangered and threatened species.
as the VOICE OF AGRICULTURE™
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text:
Cryptoperla uenoi is een steenvlieg uit de familie Peltoperlidae. De wetenschappelijke naam van de soort is voor het eerst geldig gepubliceerd in 1946 door Kohno.

Peltoperlidae