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You are here: Home › Motivation & Retention › Valuing Contribution: A Uniquely Powerful Component of Corporate Culture
Valuing Contribution: A Uniquely Powerful Component of Corporate Culture
By Sandy Arpino on February 24, 2011 in Motivation & Retention
Basic human nature seeks recognition for effort input and achievements attained, especially when personal commitment has exceeded reasonable expectations. Thus an employee craves appreciation for contributions, feeling valued and reacting constructively when this need is satisfied, while experiencing disenchantment and reduced motivation if acknowledgement and praise are not forthcoming. Yet, in today's business world, too easily thanks and positive feedback are simply forgotten – the victims of time pressures, remote working and a misguided belief that periodic tangible rewards form an adequate substitute.
Where leaders set greater store by personal commendations to individuals and teams, the payback through workers' re-invigoration and enhanced loyalty is classically highly impressive. Few things are more incentivising than knowing that one's endeavours are rightly seen as playing a part in supporting corporate, local and direct line management successes.
Valuing rather than rewarding
Traditionally, employers have used tangible rewards – such as salary increases, bonuses and titles – to symbolise their satisfaction with people's performance. However, contemporary workers desire more personalised, intangible indicators of recognition from their leaders: to feel valued and appreciated. Striking levels of additional inspiration and productivity result, when an enriched sense of worth develops.
For a business and its leaders to demonstrate commitment to their staff's success, in an effective manner, can be challenging. The response to material and perceptible recompense is muted once a reasonable standard of living has been established. Even privileges such as improved office location and furnishings, and other symbols of advanced status, have limited impression in an environment that, overall, is acceptable. Modern stimulants in the workplace go beyond conventional compensation systems, into less definable realms, involving acknowledgement of abilities and contribution.
Employees seek personalised signs that they are valued. Although some elements of this need can be satisfied through pay and perks, often the constraints of corporate policies and practices prove prohibitive. At one end of the scale lies the public sector approach with published salary scales and documented rules for promotion. At the other end sits the private sector, at times shrouded in secrecy – so that comparisons can't be made – or alternatively over-formulaic – in that monetary remuneration is calculated from tangible outcomes, like sales won; either way, the impact of personal effort and skill on an award can be questionable. Hence finance as a motivator is too influenced by factors outside the control of the individual, such as opportunity.
So how is the elusive state of 'valued' achievable? An inner need has to be addressed, raising self-esteem. The simple expression of thanks – or praise – where it is due, plays a fundamental role . Being involved, listened to and consulted – empowered and enabled to grow – nourishes the deep desire for approval. Expressing respect for, and allegiance to, an employee comes from the implicit rather than the explicit. This can make it difficult for many managers to get right: they seek to do something quantifiable when more subtle, private actions are called for.
The key to making a person feel valued is to act in a manner that gives assurance, in whatever form is recognisable to that specific individual. This may seem to open up a cottage-industry in character analysis but, in reality, the same handful of actions is sought by the majority of workers. Top of the list is the plain 'thank you', 'well done', 'much appreciated', 'couldn't have done this without your help' communication.
Typically next most important is offering opportunities for growth. This feature takes different forms – dependent on personality, capability and aspirations. For the less able, guidance and coaching provide sufficient. For the intellectually frustrated, enabling access to channels for further expansion of skills, knowledge and self-development is the answer. Others crave quality, challenging work and the chance to use their gifts – quite possibly through creativity and innovation. The ambitious long to realise company-ascending goals, advancing their career within an organisation; they want to be given responsibility. So, while immediate feedback on performance reassures the task orientated, those keen for power need to feel that they've had influence and are supported in progression through hierarchical ranks.
Symbolic of valuing people is operating open lines of communication, sharing corporate and market information and involving employees in decision-making. This two-way street of knowledge sharing presents a win-win situation for a business and its workers. Members of staff – sensing trust and respect – operate with integrity towards both their leaders and peers – disclosing ideas, contacts and prospects once confident that credit will be fairly assigned.
To consistently deliver useful contributions, individuals have to experience healthy levels of self-importance, and partnership, within their organisation – generating personal and corporate pride. The value chain extends right through teams and departments, to embrace the entire business. Vitally, no entity – person or team – should consider itself to be a replaceable part.
Employees look for freedom to act within an atmosphere of approval and trust, subject to reasonable boundaries. Any level-headed character understands that a sensible balance has to be established between personal freedom and organisational controls. Embedded in these freedoms is respecting diversity – another angle on the valuing theme. Whether related to age, gender or ethnicity, to life style or working style, to requirements for flexibility in working patterns or locations, today's workforce expects its employer to demonstrate fairness towards everyone, as long as acceptable contribution is returned. This is now generally termed 'valuing the difference'.
Praise can matter most after efforts, however good, fail to yield the sought-after results. In good times, self-actualisation comes automatically – the satisfaction in a job well done. It is when doing the right thing, although industriously, doesn't win the deal -or meet the impossible deadline – that appreciation from others means so much. Thus there is an important differentiation to be made between commitment and overall achievement. If input and output don't align, then the ensuing de-motivation requires the boost of positive encouragement from leadership, even though targeted outcomes weren't met. On such occasions, it can prove difficult for those of higher rank to show gratitude to those of lower rank – acknowledging endeavours rather than attainments – given that the disappointment is probably felt equally by all involved.
Many decades ago, Maslow identified the 'hierarchy of needs' and there has been wide-spread acceptance since that this framework is especially applicable to the workplace. Where pay rewards are satisfactory – which research shows is largely the case for those in the business world – people seek fulfilment of social, ego and self-actualisation needs. The organisation that addresses these personal requirements – through recognition and the opportunity to realise one's potential – has truly established a valuing culture.
Proportionate and timely appreciation
For an employee to feel valued, praise and demonstrations of recognition need to be timely and – most importantly – proportionate. Workers privately gauge their output, drawing comparisons with their colleagues. They expect appreciation of efforts to be relative to contribution. Where equity is perceived, respect is nurtured; conversely if gratitude appears overly generalised or undeserved, then it will 'fall on deaf ears' and its influence will be neutral – indeed motivation may be negatively impacted.
Most businesses today operate a formal, procedure-driven performance management system, whereby employees are appraised once a year – sometimes in a fairly improvised manner, sometimes against defined objectives. Rarely is this process sufficiently satisfactory to raise enthusiasm. Where objectives have been set, too often these are over standardised and lack measurability; even where more skill and care has been applied, times move on and objectives can quickly become out-of-date. Although well intentioned and always a worthwhile exercise in bringing manager and worker together – to assess individual effort and attainments – the typical corporate performance review is usually too infrequent, inflexible and overly mechanistic. In a world of rapid change, a more effective system for communicating views on personal success is called for.
A recent refinement of the annual or bi-annual performance appraisal is the introduction of more 'ad hoc' assessments, for example at the completion of specific shorter-term assignments. This adjustment certainly has the ability to improve timeliness – an overall positive – but is still inclined to lack the impact of targeted, spontaneous praise. To be driven, a person needs to feel truly valued by immediate managers and organisational leaders. Responsibility for conveying the important messages that generate a sense of worth – in a timely and appropriate manner – has to lie with each separate leader, if an elevated state of high-regard is to be attained. This means applying praise where it's due and, equally, not where it isn't due.
For thanks to have a constructive influence, there may need to be clarity over the topic of a commendation: "you provided excellent input to that bid"; "you delivered that presentation very well"; "your call-closure rate is well above average". Although broader acclaim does have its place: "I'm impressed by how you operate"; "I can rely on you"; "you're a good egg". What is important is that the recipient can see that the tribute was duly earned and that the words aren't hollow. Generalisations, in the sense of emailing a common complimentary message to a whole team, will be counter-productive if some individuals did impressive amounts and others were lazy or lacklustre. Such non-specific, disproportionate credit can easily do more harm than good. While correctly focused recognition is uplifting, when a leader is perceived to be insincere, to have misjudged contributions or to simply have given too little thought to expressing appreciation, the likely result is de-motivation.
Leaders must measure input and express their good opinions accordingly – with consideration to reasonable expectations. Staff can only participate relative to their knowledge, skills, experience, status, empowerment and such like. Thus evaluations of performance have to fairly balance impacting factors.
Coupled with the role of positive feedback in ensuring that employees feel valued, discipline also plays a part – by demonstrating even-handed and just treatment. The application of 'punishments' to non-performers indirectly enhances the well-being of hard-workers. Though achieving the rewards of involvement, opportunity and approval are the finest indicators of regard, to be free of criticism can also be construed as affirmation of respect. So, if a business avoids the issue of dealing with poor performers, much wider consequences may result: not only is deficient delivery allowed to continue unchecked but high-quality staff can become disenfranchised. The reported reluctance of many public sector organisations to address, adequately, the matter of employees who consistently fail to meet objectives, perhaps requires greater consideration. There is a risk that contributions across a broad spectrum of the workforce may be adversely impacted.
Even though creation of a valuing culture has little to do with tangible remuneration, giving disproportionate visible rewards to those deemed less deserving will inevitably be damaging. The conscientious member of staff compares their own inputs and outputs with those of others, and then expects to see suitably matched recognition – intangible and material. Clearly, an employee perceives a situation to be equitable when people supplying similar efforts receive comparable compensations. If unfairness is discerned, the most industrious and dedicated workers are likely to withhold some of their endeavours, either consciously or unconsciously, until a situation is brought into better balance.
So, an organisation increases its effectiveness through the communication of proportionate, spontaneous appreciation from individual leaders to deserving followers. At all times, but especially immediately after periods of high demand and stress, the reassurance of feeling valued is particularly influential, offering substantial power to re-energise. Non-solicited praise – timely and genuine – is a simple, high-impact tool.
Leader-follower disparity
Typically, tangible rewards are more important to leaders than to their followers. The average person today – for whom reasonable levels of pay, working conditions and job security prevail – perceives being valued as of considerably greater consequence than material remuneration. This disparity can create unintended detrimental consequences, if needs for appreciation are left unmet. Management figures, who may simply have little comprehension of the necessity for regularly vocalising satisfaction with their staff's performance, are left perplexed.
Higher management and director roles are still predominantly held by stereotypically ambitious men, for whom outward symbols of success are greatly prized – demonstrating status. Indeed, the drive to attain such symbols undoubtedly plays a significant part in propelling single-minded, determined individuals up the corporate ladder. In contrast, the desire for approval and recognition – sought by a large sector of the workforce – could be argued to hold back the climb upwards.
The key to making sense of these disparate behaviours is to look at the variation in factors that bring about personal fulfilment – what Maslow refers to as 'self-actualisation'. If this advanced state is reached – for person A – through acquisition of titles, an elevated salary and increased power, then he will focus his energies into activities which maximise obtainment of these items. Alternatively, person B may require quite different – less tangible – indicators, in order to feel that his dreams and potential have been realised: to inwardly acknowledge that he is being challenged to his limits; to be wanted for inclusion in high profile prospects; to be highly regarded in relation to knowledge and talents; to be valued. Person B will therefore gravitate towards situations that address his specific needs, choosing to work for organisations – and with people – who reward in his preferred manner.
For any business to thus attract and retain a high quality workforce, which is content to continually give its best, it is essential that leaders understand the importance of appreciation to the majority of their employees. One influencing dynamic is confidence: the average follower experiences lower levels of self-belief than the average leader, so approval is sought more often. But a more subtle factor could also sometimes be involved: personality types.
The most commonly used personality type indicator within business environments is that of Myers-Briggs – based on Jung's theory of psychological types. One of the four scales used by Myers-Briggs concerns the E-I dichotomy, where E refers to Extravert and I refers to Introvert. In Myers-Briggs' terms, Extraverts focus on the outer world of people and activity, while Introverts focus on their own inner world of ideas and experiences. Importantly, Extraverts direct their energy outwards and receive energy by interacting with people; Introverts direct their energy inwards and receive energy by reflecting on their thoughts and feelings.
Studies present a range of percentage splits between Extraverts and Introverts within general populations – varying across nationalities; generalising to a 50-50 ratio in the business community is not unreasonable. Similarly the E:I ratio of leaders to followers is quoted with wide variance. What is certain is that there are many Introverts in top jobs – in some organisations up to 90% – while significant numbers of followers are Extraverts. Well managed, this difference can be enhancing, with complimentary qualities widening thinking and styles. Poorly managed – which quickly becomes the case in over-pressured situations – the mismatch results in team members feeling isolated and unappreciated, damaging motivation. The inward focused, strongly Introvert leader naturally gives little away, and commonly fails to understand or address the needs of those employees whose Extravert personality craves interaction. So significant is this disparity that whole books have been written on the topic, advising Introvert leaders on how to overcome their natural disinclination to engage.
Classic examples of divergent behaviours are seen in communication styles: Introverts prefer writing while Extraverts prefer talking. Likewise Introverts learn through reflection, Extraverts learn best by discussing. An all-too-frequent scenario comprises the capable Extravert, initially highly energised and committed, experiencing ever-declining motivation, as feelings of isolation set in – the result of management disregard. The culpable manager – grateful that the able employee can operate without supervision – assumes that his 'hand off' approach shows trust. Ironically, the outward-facing worker interprets the intended compliment as desertion and lack of appreciation.
Given that most people better understand those of similar personality and values, it is no surprise that many are inclined to employ and promote those in their own image. Thus leaders may be subconsciously predisposed to replicate their type across the higher ranks, reinforcing any tendency for leader-follower disparity if this already exists.
A multitude of opportunities for misunderstandings exist between leaders and followers unless the former recognise, and compensate for, any inherent reticence or inattentiveness towards expressing the extent to which they value contributions. A small investment of effort, appropriately targeted, frequently provides huge payback.
Turning words and conduct into profit
People select their behaviours in order to meet their needs and goals. If key needs are being met, through explicit injections of appreciation, then employees focus on productive work, rather than on seeking approval. To maintain effective enthusiasm, a culture of respecting and valuing people must prevail, where simple but sincere thanks are readily and instinctively imparted.
Motivation comes from within and if suitably stimulated, through positive feedback, the results can be staggering. Instead of barely meeting baseline expectations, valued employees can double their contribution. And the ratio of 'leader input' to 'employee return' can be vastly lopsided: just a morsel of appropriate and timely acclaim can generate volumes of goodwill. Small investments of effort – on the part of leaders – yield substantial dividends, and when workers find that their good endeavours are acknowledged, in a manner that enriches them, they will continue to respond gainfully. Thus it is counter-productive for any busy leader to neglect personal feedback, believing there is insufficient time for such niceties. Opportunities for so easily winning loyal and diligent followers are rare.
Furthermore, fulfilled workers retain corporate allegiance, creating reduced levels of staff turn-over. Retention of enthusiastic, aligned people is a bonus to any company: ensuring ongoing stability while enabling absorption of small injections of new thinkers. These latter can catalyse change – rather than generating confusion – when entering a confident and dedicated environment.
If not valued, employees will drift into unhelpful behaviours which require 'punishment' in order to re-establish profitable conduct. Thus an inappropriate environment can take considerable management time and energy to monitor and direct. Conversely, maintaining a valuing culture – once brought into being – takes less time and inherently acts as a mechanism to ensure good performance by workers.
Functioning with a valuing culture is particularly important in a struggling business, or one which is likely to be less respected by staff or the marketplace. Where workers feel proud to be part of a specific organisation, where just gaining and retaining a job in an enterprise feels like a prize, then even being a small cog in the wheel can be satisfaction enough. But when times are harder for an employer, offering appreciation at an individual level grows in importance, with explicit acknowledgement starting to become increasingly necessary and desired. Any company can suddenly find itself dropping unexpectedly into declining popularity through, for example, government cuts, reducing revenue, bad publicity or take-over; so every company should stay mindful of upholding a culture that, through minimal effort, enables it to prosper.
Valued employees sustain a successful organisation
People are at the heart of any business – its outward facing persona, as well as its boiler-room where real profitable work is undertaken. These people – employees – have to be fed a diet of whatever satisfies their needs, in order that they show ongoing commitment and loyalty to their organisation, especially when times are tough. For past generations – when standards of living were lower – pay, job security, working conditions and other basic 'hygiene' / physiological necessities overshadowed higher-order requirements. However, nowadays, employees desire realisation of deeper aspirations: to feel respected; to discern true appreciation of efforts; to achieve a sense of self fulfilment.
A successful organisation maintains a corporate culture of valuing – demonstrating timely and proportionate appreciation of employee endeavours through leaders' instinctive recognition of individual contributions. The resultant commitment engendered in the workforce then plays a sizable role in the realisation of corporate goals.
Sandy Arpino
Sandy Arpino, a business consultant for a leading consulting firm, has over 20 years experience of working with major global organisations designing and delivering strategic business change programmes. Her first book 'Who's Leading Whom: Addressing the Challenge of Modern Business Leadership' was published in April 2011 by Management Books 2000 Ltd.
Connect with Sandy Arpino:
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In the data-dominated world we are living in, having the right KPIs or Key Performance Indicators that really drives the business and focus on critical business processes are fundamentally important.
KPIs have become the way of measuring success and focusing on what's really important From increasing sales to acquiring new customers, you might have quite a few goals as a business. Surely, you can only improve on things you can measure.
When it comes to making good, data-driven decisions, defining the most appropriate KPIs is fundamentally important. You need to define your goals in specific and measurable terms. It might be the number of conversions through your AdWords' campaign or it can be a certain number of sales by the third quarter.
First up, you need to start with your company's weaknesses. Your team might not be able to retain customers or you might have difficulty in coming up with innovative products.
Outline 7 to 10 different KPIs, with a specific metric for each one is s the philosophy you want to be applying when defining KPIs.
For instance, you might want to enhance brand awareness through social media. This would mean that you would need social media records of the previous year. Last year's data will serve to help you benchmark – something to improve upon.
There is no doubt about the fact the decisions will have to be made in line with data. You need to single out your decisions that are not based on data.
Take all the KPIs you have in mind and put them through this test. Break all of them down into data -based statements.
Now that you have defined KPIs and have outlined data sources, it's time to look for a way to represent these KPIs in an effective form.
We at Centelli provide top-notch KPI framework consultancy. With a team of outstanding data analysts, we help businesses identify, define and measure KPIs in a seamless fashion.


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The report found Gatwick Airport, London City Airport, Luton and Stansted, Manchester, and Edinburgh Airport car parks were one of the most expensive in the world. According to the report, parking in the UK is so expensive you could pay for an extra week holiday for one if you fail to use an airport parking comparison tool.
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Q: display ko.observable with html binding Check out this fiddle: http://jsfiddle.net/XuMzS/4/
html:
<input data-bind="value: Total" type="text" />
<textarea cols="50" rows="10" data-bind="value: testHtml, valueUpdate: 'afterkeydown'">
</textarea>

Html:

javascript:
function viewModel() {
var self = this;
self.Total = ko.observable("1337");
self.testHtml = ko.observable();

}

ko.applyBindings(new viewModel());

What I am trying to do is to display the observable Total by writing the code that is needed inside the textarea (which displays html in the div below it).
Like if I wrote:

But nothing is displayed if I write that code in. Otherwise normal html is working.
Is there some way you can do this?

A: I made a sample, I think this is what you are looking for.
function viewModel() {
    var self = this;
    self.Total = ko.observable("1337");
    self.testHtml = ko.observable("test");
    self.testHtmlWrapper = ko.computed(function () {
        return '
' + self.testHtml() + '
';
    });

    self.rebind = function () {
        try {
            ko.applyBindings(self, document.getElementById("dynamicContent"));
        } catch (e) {

        }
    };
    self.testHtml.subscribe(self.rebind);

}

var vm = new viewModel();
ko.applyBindings(vm);
vm.rebind();

See Fiddle
I hope it helps.

A: Why do you need the testHtml observable?
This can easily be accomplished using the code below.
Viewmodel:
function viewModel() {
    var self = this;
    self.Total = ko.observable("1337");
}

ko.applyBindings(new viewModel());

Html:
<input data-bind="value: Total" type="text" />
<textarea cols="50" rows="10" data-bind="valueUpdate: 'afterkeydown'">
test
</textarea>

Html:

test

See this fiddle

redpajama_set_name: RedPajamaStackExchange


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Popular music and the best company.
From Wikipedia: The first show had started at 0530am on the Light programme but continued with Breakfast Special from Paul Hollingdale as Radio 1 split. In early years, much programming and music was common to both stations, particularly on the shared FM frequency. Radio 1 was targeted at the audience of pirate radio stations whereas Radio 2 settled down as a middle-of-the-road station playing laid-back pop/rock, folk and country, jazz and big-band music, easy listening, light classics, and oldies, with significant amounts of comedy and sport. - en.wikipedia.org read more about BBC Radio 2 on wikipedia (summary by Clipped).
Rachel Buchan: Yes, please see A question for Freeview user in Scotland | ukfree.tv - independent free digital TV advice for more.
DavidwFaulkner
BBC RADIO2 question
As of this afternoon pretty much all of North Suffolk (well, certainly between Ipswich, Bury & Diss) has been without BBC Radio 2 (89.7FM) ....I can just about pick up 89.1 London
What's going on ?
I note that Tacolneston shows "possible weak signal" but R3 & R4 are loud & clear.
DavidwFaulkner's 26 posts

redpajama_set_name: RedPajamaCommonCrawl


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by Mara Leverkuhn
This past week, like acid house in 1991, Corbynism officially graduated from niche, local parties to nationwide fever. Jeremy's new politics of kindness went mainstream this conference in Brighton, and the thousands of us on this pilgrim journey to the sunny side of Britain witnessed first hand the triumphant, confident shift in British politics. It's been long awaited.
The mood shift was apparent, not just in the polished and comprehensive leader's speech (do I detect Owen Jones' writing style in there? The vocabulary was definitely shared by the left of Labour throughout the fringe events). Of course, the mood was effervescent among the cool Momentum crowd and the vindicated old Labour guard. But it was also apparent in the eavesdropped conversations of the chagrined right wing, and the outsiders attracted to the new political gravity centre, like moths to the power flame.
Sitting in a typical Brighton indie coffee shop, I heard loud American lobbyists saying to each other: "You have to talk to the left, they take all the decisions now". Fans of the Guardian's Jonathan Friedland bemused bitterly at the Brighton centre over weak tea: "I don't even know what the party stands for any more" (really? 62% of us do, you just have to read the manifesto), and they've had enough of Corbyn this, Corbyn that. The sad resignation in their voice spoke of defeat. The improbable politics of integrity seems to have matured, realigned its centre with national sentiment and armed its expansive resources of tech and youth power ready for the next election, which is no doubt soon upon us.
Not all is rosy and not all battles are won, for sure.
Much has been said on the left about Corbyn's lack of address regarding Palestine recently. He definitely didn't forget it in his closing speech, nor any other international war crimes left unaddressed by this government. The fringe was brimming with events, not just about Palestine, but the much maligned and now even laughable, witch hunt for Labour antisemitism. Naomi Wimborne-Idrissi launched the Jewish Voice for Labour in possibly the most popular fringe event of the Conference, with at least 400 people attending to watch Len McCluskey, Ken Loach and ASLEF president Tosh McDonald offer warm support and affiliation.
LEFTIE WOODSTOCK
I enjoyed this festival of good vibes and solidarity; people who want to take care of others, who don't want the disabled or homeless socially "cleansed", stand for workers' rights and bend backwards to provide equal opportunities to all. But according to the Tory press, I was wrong. It turns out I was deceived, and this is, in fact, a nasty party of nasty people who want to eject Jewish members for no reason whatsoever and are fond of abuse and violence. Of course, the violence means a mean tweet here and there from victims of false antisemitism defending themselves against fabricated accusations. While no one anywhere, ever suggested Jewish members be excluded from Labour, it was the false accusations of antisemitism of Jewish Labour Movement (JLM) themselves, that saw notable Jewish activists and intellectuals purged last year for their utterance of truths regarding the situation in the Middle East and North Africa.
At the many fringe events, a strong vision for the future of Britain's economy and industry was presented, with new financial solutions like the Robin Hood tax. John McDonnell collected ideas from the forefront of economic thought to prepare the country for the new technological challenges of the fourth industrial revolution. This type of thinking lacks completely from the repertoire of the Tories, not least because the last thing that they envisage is a better future for the large mass of people. Looking at Tory policies, one imagines they plan to prepare for the new eve by simply "cleansing" all the poor. Starvation and financial coercion are some of the many tools they've been using for this purpose.
Owen Jones made a robust contribution at a few speaking events. He's apparently over his anti-Corbyn identity crisis that must have cost Labour some Guardian-reading votes during the election. Faiza Shaheen from the Robin Hood tax campaign brought a very articulate vision of the real science of business and tax. In fact, the great and pleasant surprise of Conference was the vast amount of outstanding women in roles of somewhat great prominence. Jenny Formby from UNITE for instance, who called the crowd's attention at the pre-Conference Corbyn rally to the essential role of rule changes in the solid effort of the left to re-democratise the party. Groups are already forming to draft and vote on changes to the rulebook and they can be contacted through [email protected].
Much work has to be done with meticulous attention-to-detail to remove the antidemocratic Blairite inheritance and return the party to what it was: representation for the people and workers. The new consensus is that the neoliberal stage is over — not just in Labour, but nationally.
I didn't attend as a delegate, but more delegates than ever went to Conference. Partly due to groups of activists' relentless lobbying to publicise the staff decision to illegitimately deny credentials to the delegates. Some of the most important achievements of Conference happened in the NEC and union meetings that happened before. The left wing won the vote over Brexit, despite strong pro EU voices. The party decided we need to go through with last year's referendum vote.
Notably absent was any mention of opposing the systematic erosion of our digital rights. Except for one question from the public at the Fabian society Question Time fringe, no one once found it significant to stand against the Investigative Powers Act or similar acts of dictatorial reach. It seems that the concern for one's freedom of speech and thought on our brain's extension, the internet, lags behind in British consciousness, even on the left. Hundreds of fringe events addressed anything from ice-cream flavours to the rights of hamsters…but not the current legislation that allows the government to snoop into all our private data.
In all, much work will be done, but in better spirits. As any glimpse at the mainstream media will tell, much of that work will be rebuking the neverending antisemitism row, which seeks to take down one Corbyn ally after another. Because if the Chicken Coup architects retreated meekly for the moment, not the same can be said about the JLM, using its new rule change to punish unproven instances of subjective antisemitism. Amended by the NEC, the rule change still poses a threat of bringing Labour members into question for mere thoughtcrime on the very sensitive topic of antisemitism. It might not sound as dystopian to members of the British public, but to me as a Romanian, this rings deeply authoritarian. It is a step in the very wrong direction of history when people are ejected from their democratically-held positions for merely criticising the military actions of the state of Israel, or for thoughts they might have but never expressed. This is the cloud hovering over the hard-won triumphs of Labour Conference, and the field of our next activist democratic battles.
TagsBlairite • Fabian Society • Jeremy Corbyn • Jewish Labour Movement • Labour Party • Labour Party Conference 2017 • Neoliberalism • Owen Jones • Robin Hood tax
AboutMara Leverkuhn
Witnessing the Iron curtain collapse as a Romanian child forever colored my political leanings & understanding. Now a Labour and Momentum activist, I write for socialist paper the Word and tweet at @MaraLeverkuhn. Freedom is the ultimate goal, reclaiming democracy the strategy. The first step of which—to analytically undo sediments of mainstream misinformation.
medium.com/@MaraLeverkuhn MaraLeverkuhn


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To ask the Secretary of State for Foreign and Commonwealth Affairs, how much his Department has allocated for assistance to Bahrain in 2015-16.
Andy Slaughter
House of Commons Tabled Parliamentary Question 2015/16 6031
Biography information for Mr Tobias Ellwood
Biography information for Andy Slaughter
International Commission on Missing Persons
To ask Her Majesty's Government whether they expect to secure international agreement on the legal status of the International Commission on Missing Persons as an international organisation.
Lord McConnell of Glenscorrodale
House of Lords Tabled Parliamentary Question 2014/15 HL3191
Biography information for Baroness Anelay of St Johns
Biography information for Lord McConnell of Glenscorrodale
Central African Republic: Armed Conflict
To ask Her Majesty's Government what assessment they have made of whether the Central African Republic should be included in the Preventing Sexual Violence in Conflict initiative.
Baroness Berridge
Biography information for Baroness Berridge
Israel: Palestinians
To ask Her Majesty's Government what representations they have made to the government of Israel following a report by Rabbis for Human Rights that young Jewish settlers from Yitzhar were calling for Palestinians to be burned alive.
Baroness Tonge
Biography information for Baroness Tonge
Gaza: Israel
To ask Her Majesty's Government what representations they are making to the government of Israel following reports by the Union of Gaza Fishermen that, since the signing of the July 2014 ceasefire agreement, Israel's navy has committed at least 1,370 assaults on Gazan fishermen.
British Nationals Abroad: Crime
To ask the Secretary of State for Foreign and Commonwealth Affairs, what steps the Government is taking to ensure that crimes committed against British nationals by family members overseas are investigated and prosecuted.
Kate Osamor
Biography information for Grant Shapps
Biography information for Kate Osamor
To ask the Secretary of State for Foreign and Commonwealth Affairs, what discussions he has had with his international counterparts on the flogging of Raif Badawi in Saudi Arabia.
Mr Barry Sheerman
Biography information for Mr Barry Sheerman
To ask Her Majesty's Government what assessment they have made of the government of Colombia's land restitution process.
Lord Kennedy of Southwark
Biography information for Lord Kennedy of Southwark
Israel: West Bank
To ask Her Majesty's Government what representations they have made to the government of Israel regarding the use of skunk water on children, homes, and streets, in the Qitoun neighbourhood of Hebron in November.
To ask Her Majesty's Government what representations they are making to the government of Israel concerning (1) the removal of two military bases in the West Bank in order to allow for the expansion of existing settlements, (2) the Israeli air attack on a cement factory near Khan Yunis in the Gaza Strip on 20 or 21 December, (3) the elimination of delays and full normal opening of the Tulkarm Crossing-point for Palestinians with permission to work in Israel, (4) approval for the construction of 243 houses on West Bank land illegally annexed to Jerusalem, and (5) Israeli naval vessels firing live ammunition at Palestinian fishermen off Gaza, damaging several boats.
Lord Hylton
Biography information for Lord Hylton
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play roulette online for real money
Leadership • Livelihoods • Lobbying • Literati
C4L exists for capacity-building
WHAT WE MEAN BY CAPACITY-BUILDING
This term is useful because it can apply to both organizations and to individuals. The same is true of the word "incubation" – it can refer to an enterprise or to an individual entrepreneur.
Let's imagine three concentric circles that look like a target. At the centre is a core team of incubators. That is C4L.
Outside that circle is a first ring. We envisage that ring as organizational. It is composed of cooperatives and TREs (i.e. township and rural enterprises). Through organization development or "OD" we try to build the capacity of these entities.
Then there is an outer ring – composed of individuals. These are our learners – C4L alumni. This space is for "human development". This may be through accredited training courses. Or it may be through coaching or mentorship.
The terms "sustainable livelihoods" can refer to an entity like a cooperative, or to a host of enterprising individuals.
It is in this sense of double-entendre that we say that C4L exists for capacity building.
Convert your house to solar pdf 525.00 kB Jan 01, 2022 Convert your house to solar
A Carbon Catch-22 pdf 423.00 kB Jan 01, 2022 A Carbon Catch-22
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Yalta and Caffa pdf 765.00 kB Apr 04, 2022 Yalta and Caffa
In 2022, the goalposts moved again. We became aware of a near and present danger – unemployment. With the Covid-induced loss of another 300 000 jobs in the last quarter of 2021, the number of unemployed people in the work force in South Africa now outnumbers those who are economically active. In other words, our unemployment rate has gone from bad to worse – to over 50 percent.
There are just not enough jobs to go around, so C4L has adopted a new strategic focus – entrepreneurship. The economy is failing to create jobs, for a number of reasons including detrimental government policies. So we are beating a new drum – of self-employment.
This is the fourth wave for C4L. The previous three waves were:
1. Capacity building of NGOs in the democratization years in African history
2. Responding to needs of orphans and vulnerable children during the AIDS pandemic
3. Confronting climate change and global warming by training youth in the "green occupations"
During all of these waves, there was an element of "livelihood security". But that was never the primary focus. Starting in 2022, C4L is focusing on unemployment as the challenge of crisis proportions. This could be with solar thermal installations, as in our third wave… but now it can be in any sector. We will be incubating cooperatives, TREs and individual entrepreneurs. C4L exists for capacity-building. For incubation. Of sustainable livelihoods.
A footnote of explanation -
C4L has streamlined this site, no longer for prospective Learners, but for Browsers.
Come for a video visit to the campus and to sample some of C4L's insights and outputs.
Income Generation
Tree Spinach
Managerial Training
What Families Can Do
What Churches Are Doing
In North America
What Donors Have Done
Volunteering | Find out how You can help
Prayer | This is mission critical
managerial-courses | C4L's core business
Photo Gallery | See how we've helped others
Desmond Tutu Centre for Leadership
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PO Box 2510, White River, 1240
Fax - Call first: +27 13 751 2705
Email: hospitality@C4L.org


Knowing how to write a business letter is very important to communicate to professionals and to present one's suggestions, complaints, and inquiries in a business-like manner. When writing this type of letter, it is necessary that people consider several factors, which will have an effect on the content of the letter. In addition, it is also significant that the letter is concise but it should contain all the significant information. For those who want to create an interesting business letter, there are steps that they need to follow to make sure that the letter will have an impact on the person who will read it.
There are some important steps that people should know and should follow when creating business letters. First, they should know that the paragraphs in this particular type of letter are not indented because indentions make letter informal. In addition, since these letters follow a formal layout, it is important to apply a block style. Second, write the name of the person who will read the letter. At the bottom of the name, it is also significant to include the position of the person, as well as the address of the individual. Third, provide several spaces before the salutation. Use the titles of the person like Dr. or Atty.
Fourth, after the salutation, it is better to provide a reference for the letter. For instance, if the recipient and the person writing the letter had previous telephone conversation, the writer can state this conversation as a reference. Fifth, provide a reason for writing this specific letter and if the writer has a request, it is also important that they include it in this part of the letter. Sixth, include contact numbers in case the recipient want to respond to the letter. Seventh, before ending the letter, it is significant to extend your gratitude to the recipient. Eighth, provide several spaces and write a salutation. Finally, provide spaces and indicate full name.
When making a business letter, it is necessary that writers also consider the letter's physical layout. They should remember that business letters must be enclosed in a simple but high quality envelope. It is also important that the letter contain a letterhead for reference. Above all, before sending a business letter, it is necessary to create a copy of that letter for your reference. By knowing all these information, it will be easy for individuals to write an appropriate and interesting business letter.


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Amtrak completes upgrades to LA rail maintenance facility - Rail UK
InfrastructureRail News
Amtrak completes upgrades to LA rail maintenance facility
The safety inspection, servicing and maintenance of Amtrak and some California-owned passenger rail equipment will now be performed in an upgraded, more efficient and environmentally designed facility in Los Angeles.
This enhanced facility will improve the capacity, efficiency and working conditions of the shop that performs safety inspections, servicing and maintenance of passenger rail cars used on Amtrak long-distance routes (Coast Starlight, Southwest Chief and Sunset Limited) and one of the California supported corridor services (Pacific Surfliner).
"By providing our mechanical forces with an updated workplace, the service, inspection and maintenance functions will be done more efficiently," said Amtrak Master Mechanic, Richard Olson.
"Our employees, passengers and state partners will all benefit from it."
The building's design incorporates a number of features from the Leadership in Energy and Environmental Design (LEED) standards for environmentally sustainable construction including redevelopment of an existing site, high bay florescent lighting with photocell sensors, large ceiling fans for air circulation, sun lights, and point-of-use instant hot water in lieu of water heaters.
A new in-floor jacking system to lift the passenger cars makes it more efficient to remove the replace the wheel assemblies.
The new structure covers work that was previously performed outdoors and includes administrative offices and employee locker and lunch rooms.
The $24.5 million project was funded through the American Recovery and Reinvestment Act economic stimulus program and was awarded in February 2010 to Kemp Bros. Construction Co. of Santa Fe Springs, California.
Alstom to maintain rail track for Ferrovalle in Mexico
WestNet Rail to become 'Brookfield Rail'


Hi folks. Just a note to say hi, and thanks for all the posts. I recently moved to a rural location (61dB line attenuation) and was sitting at a profile of 1280, that I was fairly happy with given the distance to the exchange ... could very easily be worse. After careful reading on this site and forum, I removed the bell wire (> 200k), replaced the microfilter (to ADSL Nation, > 248k) and finally switched the home hub 3.0 for a Netgear DG834G v3 (amazingly taking the sync speed to 3488). So, I'm happily sitting on an apparently very stable 3Mb profile. The Netgear hasnt let go yet (up for a week) even though the noise margin regularly drops (~2dB low point).


David and Angela Linn's home at 845 Villa View was recognized by the Craig Association of Realtors as the Yard of the Week for the week of June 25.
CRAIG — The Craig Association of Realtors has selected 845 Villa View, owned by David and Angela Linn, as the most recent Yard of the Week honoree.
For more information about the program, contact Country Living Realty Broker Associate Dorina Fredrickson at 970-824-0223 or dorinaf91@yahoo.com.


text:
The Potty Mouth Case
Three swear words could land Chandler woman in jail
While standing in her house, 71-year-old Miriam Ingram yelled "___ you ___! ___ you!" to her neighbors last July. It was over a long-standing dispute with her neighbor over smoking.
Ingram's neighbors recorded her yelling and then called the police.
Bodycam footage shows a Chandler police officer talking with Ingram about what happened.
In the police report, the officer wrote: "When I told her that I had a recording of her yelling '___ you ___! ___ you!' She said that she yelled that from her back door into her own backyard. I told her that she could not yell that at her neighbor from her backyard."
Ingram is now charged with disorderly conduct.
According to Arizona law, "a person commits disorderly conduct if, with intent to disturb the peace or quiet of a neighborhood, family or person, or with knowledge of doing so, such person."
Ingram's attorney Marc Victor filed a motion to dismiss the charge and says this is a first amendment issue.
"It may be offensive speech but offensive speech is protected," said Victor. "This case presents the question is it a crime to swear at another person and the answer is — not in a free society."
Victor says there are times when certain words aren't protected but that's not in Ingram's case.


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Brazil: Record 2020/2021 Grain Crop Expected
By Joana Colussi, Farm Policy News
Corn field. Photo: University of Minnesota
Brazil is expected to produce a record grain crop in 2020/2021, despite the drought that affected planting in some regions. On Tuesday, the National Supply Company (Conab) projected 268.9 million tons of grain production, 4.6% more than 2019/2020.
Also Tuesday, the Brazilian Institute of Geography and Statistics (IBGE) released the first forecast for the 2021 grain crop: 253.2 million tons, 0.5% more than 2020.
The Conab report noted that, "Despite the delay in the rains this year, farmers have accelerated planting."
As of Friday, soybean planting reached 55% of the estimated area, compared to 56% in 2020. The first season corn reached 54%, compared to 42% last year.
Another factor that contributes to the record is the increase in planted area, according to Conab. This year, the forecast is for 67.1 million hectares to be cultivated, 1.8% more than in the previous harvest. The planted area is also a record.
"With the good results obtained in the last harvests, as well as the attractive market conditions for the commercialization of the grain, the expectation for the 2020/21 crop for the continued growth of the planted area," Conab said.
Globo Rural writer Raphael Salomão reported that Conab's estimate for soybean production was revised from 133.673 million to 134.953 million tons in the 2020/2021 harvest, a new record. Corn production should total 104.890 million tons, a record as well, 2.3% more than in the 2019/2020 harvest, considering the three annual cycles for the crop evaluated by Conab.
The article added that despite the "climatic variations," the expectation is optimistic for the performance of the soybean crop. If the projection is confirmed, it will be an increase of 8.1% compared to last season, according to Conab.
Meanwhile, the IBGE report projects 253.2 million tons of grain production in 2021, 0.5% more than 2020.
With respect to soybeans, IBGE estimated a 4,6% increase in production. According to Carlos Barradas, an IBGE agribusiness analyst, the rising price of commodities in the international market motivates investments in the production of grains in Brazil, mainly corn and soybeans.
"In addition, the pandemic caused domestic consumption to rise and the prices of these grains increased a lot," Barradas explained.
Grain News on AgFax
Ag Trade: Blazing Soybean Consumption Likely to Slow in Coming Weeks – DTN
Corn Market: Are Supplies Tight Enough Support $5 or More? – DTN
Cargill Looks at 2021 Soy Demand – DTN
U.S. Wheat Export Basis to Remain High Until March 2021
Where Are Grain Prices Heading? Ask The Dollar – DTN
O Estadão de São Paulo writer Vinícius Neder reported that with the new record in soybeans, Brazil consolidates as the largest world producer, since the harvest of the United States should vary between 122 million and 125 million tons. The 2020/21 soybean crop in Brazil is normally compared to the U.S. harvest that is in the final harvest stage right now, before winter in the Northern Hemisphere.
Valor Econômico writers Fernando Lopes e Fernanda Pressinott reported that the delay to start the soybean planting because of the lack of rain in the main producing regions in September and the first half of October was not enough to reduce the estimate of the Brazilian harvest.
The article pointed out that the drive to increase the area of soybean and corn comes from high prices, never seen before in the country. Firm market demand, and the dollar appreciated in the Brazilian exchange rate, supports the prospects for high prices.
Canal Rural analyst Alexandre Garcia pointed that the growth in corn production is due to increased meat exports, which increases the demand for the input used in animal feed.
Posted in A-AgFax News, Agricharts|No DTN, Grain, Markets, Mobile, SoybeansTagged corn, soybeans, Brazil, grain markets, soybean news, corn news, Farm Policy News, Joana Colussi
Source: https://farmpolicynews.illinois.edu/2020/11/record-2020-2021-grain-crop-expected-in-brazil/


MEMPHIS, TN -- Ducks Unlimited released multiple iPhone and Android apps this fall, providing DU supporters with new tools for waterfowling and conservation. DU has two Android apps and three iPhone apps available, which include conservation news, event listings, migration reports, sunrise and sunset calculator, and a waterfowler's journal.
"It is our goal to continually provide valuable resources for waterfowl hunters, whether that is conservation news, migration reports, or tools that promote our hunting heritage," Anthony Jones, DU web director says. "Mobile access to DU information is paramount in our constantly changing conservation climate, and combining that with waterfowling tools allows our supporters to stay in touch, even from the duck blind."
Currently available on the iPhone, DU offers its original app with event listings, DU news, sunrise and sunset, and waterfowl identification. In September, the organization released an iPhone Waterfowl Migration App, which allows supporters to view and post migration reports from DU's Migration Map. The newest addition to DU's iPhone app resources is the Waterfowler's Journal, an app designed to help document the experiences of every hunt.
DU's Android app includes conservation news, event listings, sunrise and sunset, waterfowl identification, and the ability to view and post to DU's Migration Map. The Waterfowler's Journal Android app released early October has the same journal-type functionality as the iPhone version and allows users to document time spent in the field.
Ducks Unlimited is the world's largest nonprofit organization dedicated to conserving North America's continually disappearing waterfowl habitats. Established in 1937, Ducks Unlimited has conserved more than 12 million acres thanks to contributions from more than a million supporters across the continent. Guided by science and dedicated to program efficiency, DU works toward the vision of wetlands sufficient to fill the skies with waterfowl today, tomorrow and forever.


A private equity firm partnered with a real estate investment firm to purchase a vacant hotel which required property and general liability coverage on their investment. After attempting to place coverage for several weeks on their own, the private equity firm requested JMBI's expertise, the call coming in late on a Sunday evening requesting quick assistance.
Armed with our extensive experience in real estate, we were able to discern the unique details in the purchase and document the property details in order to understand the need and find the right coverage.
Working within a short time frame, we called upon our long-standing relationships in the insurance marketplace to provide solutions to meet the special needs of our client and secured competitive and comprehensive quotes.
Within a day, we had a proposal in the hands of the client securing significantly broadened coverage compared to what they had been offered elsewhere for considerably less premium. The savings helped both firms maximize their investment potential. The private equity partner was pleased that we performed in the way he promised the real estate firm we would. The real estate firm subsequently referred over several other opportunities where we have successfully delivered.


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Roland Siegers (Reinhold Siegers) alias Roy Winner (* 2. Oktober 1952 in Verviers) ist ein belgischer Spieleautor.

Biografie
In Eupen aufgewachsen erfand Siegers 1963 sein erstes Brettspiel. 1981 erschien sein erstes Spiel Sequenz bei Bütehorn. Sein 1984 bei Hexagames erschienenes Spiel Uisge erhielt den Spiel-des-Jahres-Sonderpreis "Schönes Spiel". Ab 1985 war Siegers bei den Spieleverlagen Hexagames und Flying Turtle tätig, bei Mattel war er für den Aufbau der deutschen Autorenlinie zuständig. Einige seiner Spiele wurden auf die Auswahlliste des Spiel des Jahres aufgenommen.

Ab 1991 war Siegers Leiter der Produktentwicklung bei Schmidt Spiele. Nach dem Konkurs von Schmidt Spiele gründete der gelernte Kaufmann 1998 gemeinsam mit Frank G. Hegewald den Spieleverlag Relaxx, der allerdings im darauffolgenden Jahr Konkurs anmelden musste.

Ludographie
 1981: Sequenz (Bütehorn)
 1983: Uisge (W. Nostheide Verlag, Hexagames)
 1983: Abilene (Hexagames)
 1985: Primus (W. Nostheide Verlag)
 1985: Libertas (Hexagames)
 1985: Lancelot (Hexagames)
 1986: Winkeladvokat (Piatnik, Schmidt Spiele)
 1986: Schach plus (Edition Perlhuhn)
 1986: Mensch freue dich (Hexagames)
 1987: Votum (Mattel)
 1987: Indiscretion / Scan (Piatnik, Parker)
 1987: Restaurant (Flying Turtle Games)
 1987: Mississippi (Mattel)
 1987: Cassa Grande (Mattel)
 1988: Skyline (Mattel)
 1988: Pyramidis (Flying Turtle Games)
 1989: Flucht aus Mangrovia (Mattel)
 1992: Das glorreiche Manöver (Schmidt Spiele)
 1993: Europa – Reise ohne Grenzen (Schmidt Spiele)
 1994: Mann O Mann (Schmidt Spiele)
 1996: That's Donald Pokerface (Schmidt Spiele)
 1996: Hol's der Teufel (Schmidt Spiele)
 1996: Goofy & Max: Ärgern macht Spaß! (Schmidt Spiele)
 1998: Waterloo (Relaxx)
 1998: Schnitzeljagd (Simba)
 1999: Cabale (Goldsieber Spiele, Rio Grande Games)
 2001: Café International: Das Kartenspiel (amigo)
 2007: Nullkommanix (Kallmeyer)
 2007: Café International Junior (amigo)

Auszeichnungen
 Spiel des Jahres
 Uisge: Sonderpreis "Schönes Spiel" 1984
 Uisge erschien unter dem Namen Scorpion zuvor 1983 als Beilage in einer Ausgabe der Zeitschrift Spielbox edition der Nostheide Verlag GmbH.
 Abilene: Auswahlliste 1985
 Winkeladvokat: Auswahlliste 1986
 Restaurant: Auswahlliste 1987
 Mississippi: Auswahlliste 1988
 Lancelot: Auswahlliste 1990

Einzelnachweise

Weblinks

 Bild von Roland Siegers bei spieletest.at

Mann
Belgier
Geboren 1952
Spieleautor

redpajama_set_name: RedPajamaWikipedia


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Dismissing Johnny Depp's 'Mutual Abuse' Claim, Psychologist Says Amber Heard Has PTSD From Domestic Abuse
AllBollywoodCelebscoopHollywoodOriginalsBinge
4 min read 547 Shares
Isha SharmaUpdated on May 04, 2022, 03:46 IST
Amber Heard's legal team called their first witness in Johnny Depp's $50 million defamation trial against the actress.Hughes recollected several instances of alleged sexual violence, which stemmed from Depp's "obsessive jealousy" and in an attempt to show his dominance and power in their relationship. Hughes also corroborated Heard's story by recalling incidents in which Depp allegedly penetrated Heard with his fingers and, on one occasion, with a bottle.
(Trigger Warning: The story contains graphic details of domestic abuse and sexual violence, which could be triggering for some readers.)
Amber Heard's legal team called their first witness in Johnny Depp's $50 million defamation trial against the actress. A psychologist who took the stand to testify in favor of Heard told jurors on Tuesday that the Aquaman actress had post-traumatic stress disorder due to physical and sexual abuse by her ex-husband Johnny Depp.
Dawn Hughes testified that she diagnosed Heard after examining her for 29 hours and reviewing therapy records. She emphasized that Heard's former husband Depp engaged in a "high degree of violence."
Hughes recollected several instances of alleged sexual violence, which stemmed from Depp's "obsessive jealousy" and in an attempt to show his dominance and power in their relationship.
"He threw her on the bed, ripped off her nightgown, and tried to have sex with her," Hughes testified.
Hughes also corroborated Heard's story by recalling incidents in which Depp allegedly penetrated Heard with his fingers and, on one occasion, with a bottle.
She said that Depp showed particular jealousy regarding James Franco, with whom he accused and believed Heard had a relationship.
"These incidents often happened in a drug-fueled rage," she said.
According to reports, Heard will be sharing her fuller account of the alleged abuse after she takes the witness stand on Wednesday.
Hughes was called on the stands to rebut the testimony of Shannon Curry, a psychologist called by Depp's team last week. Curry told the jury that Heard had a borderline personality disorder.
Curry alleged that she examined Heard for 12 hours on Depp's behalf. She testified against Heard and claimed she was prone to give "overly dramatic" statements and was often "full of rage."
Hughes, who took the stand to defend Heard, said she disagreed with Curry's diagnosis.
Contrary to Curry's diagnosis, Hughes said in her examination, Heard's symptoms were consistent with a victim of intimate partner violence.
Hughes also noted that Heard had suffered from parental abuse as a child and carried the baggage of those dysfunctional dynamics and memories as baggage in her relationship with Depp.
Hughes said, "She also believed she could fix him, just like she tried to fix her father. She truly believed she could fix Mr. Depp and rid him of his substance abuse problems, but that did not work."
Hughes testified that Depp exerted "coercive control" over Heard and was focused on controlling her career.
"'Ambition' was a weaponized term in that relationship," Hughes said. Depp's side presented testimony from a couples therapist, Laurel Anderson, who said they engaged in "mutual abuse."
Reacting to the same, Hughes argued that while both parties 'may' engage in verbal or physical abuse, it's also essential to look at the balance of power in the relationship.
"What the research talks about very clearly is you have to examine the context," Hughes said. "You have to examine the differential of power and control — and coercive control — in the relationship to make a full determination."
In a pre-trial motion, Heard's lawyers had sought to have an independent mental examination of Depp. However, Depp's attorneys opposed that motion, arguing that the actor's mental state is not at issue. The judge denied the motion.
On Tuesday, the judge presiding over Johnny Depp's $50 million defamation lawsuit rejected Amber Heard's plea to 'toss out' the case.
Amber Heard's lawyers asked the judge to dismiss the case, saying Johnny Depp had not proven his claims. However, Judge Penney Azcarate denied the request regarding two statements in the Washington Post op-ed since there is a 'scintilla' of evidence that a jury may find that they were defamatory.
The $50 million defamation trial began on Tuesday with Heard's team trying to counter the accusations laid by Depp's lawyers.
The court hears how Johnny Depp sexually assaulted Amber Heard. #IStandWithAmberHeard pic.twitter.com/774bI8GOPd
— Ivana Escalera (@IvanaE) May 3, 2022
Depp's lawyer, in multiple attempts, has alleged that Heard was the abuser in their relationship and maintained that Depp would retreat only after 'she instigated fights.'
(To get the latest updates from Bollywood and Hollywood, keep reading Indiatimes Entertainment.)


Purpose & Impact is the first book aiming to provide guidance to senior executives and professionals for how to rethink and even relaunch careers that align with wider purpose and societal impact.
With our increasing longevity, the concept of retirement is becoming redundant, as executives need, financially, and want, motivationally, to continue to work well beyond what is currently considered 'retirement age'. Around age 50, when we often leave our mainstream employers, we could be looking forward to around 30 healthy years, equivalent to a whole second career. This book, therefore, sets out a topic that is becoming increasingly important and urgent for governments, companies and executives alike.
This book is underpinned by research (including interviews with over 90 senior executives) conducted by the author. Many of their stories are interspersed throughout the book to provide the reader with real insight into how very diverse senior executives and professionals created roles that enabled their own personal growth and development and had positive impacts on wider society. In addition, helpful tools and guides are used throughout the book to help the reader in their decision-making processes through the different stages of discovering and developing themselves and their career goals.


Get ready to welcome the new sun rays in desert among the dunes in unrepeated life-time experience, Our guide will meet you up in hotel for picking up then drive 30 minutes before you reach desert when you drop off and ride your 4×4 vehicle to conquer the desert.
Enjoy the dune bashing drive along the desert, drive towards the desert out of the urban area and get in your desert vehicle to start tour.
After drive, you will stop by rising time to watch out the sun rising moments and enjoy dozens of fantastic photos, Also you will see the desert animals and enjoy a unique camel ride with photos.
Little after, you will start the return journey heading your hotel after enjoying a memorable day.


Richard Capet-Dreux-Montfort d'Etampes, Count of Etampes, Count of Vertus, Count of Mantes, was born circa 1395 to Jean IV de Bretagne (1339-1399) and Joanna of Navarre (1370-1437) and died 2 July 1438 in Château de Clisson, Clisson, Loire-Atlantique, Pays de la Loire, France of unspecified causes. He married Marguerite d'Orléans (1406-1466) 29 August 1423 JL in Château de Blois, Blois, France. Notable ancestors include Henry II of England (1133-1189), William I of England (1027-1087), Charlemagne (747-814), Hugh Capet (c940-996), Alfred the Great (849-899). Ancestors are from the United Kingdom, France, Germany, Russia, Ukraine, Belgium, England, Spain, Hungary, the Netherlands, the Czech Republic, Italy, Turkey, the Byzantine Empire, Sweden, Belarus.


Did you open up a bunch of 2013 Topps and want to know what the shortprints are? Instead of spending hours examining your cards, save some time by putting your cards in numerical order and then compare what you have to this complete checklist below. I hope this will help everyone save some time.
To see what these cards are selling for on eBay, click the card or name!!!


text:
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Polsinelli Wins Appeal for Jack Henry & Associates Inc.
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Am Law 100 firm Polsinelli has won an appeal on behalf of client Jack Henry & Associates Inc. and numerous Jack Henry customers, from the United States Court of Appeals for the Federal Circuit. The appeal case is formally known as Jack Henry & Associates, Inc. v. Plano Encryption Technologies, case number 16-2700 and holds that non-practicing entities may be subject to jurisdiction wherever they send demand letters.
"We know demand letters can create a great deal of anxiety for our customers, and they look to Jack Henry & Associates for answers and support. Jay Heidrick and the rest of the team at Polsinelli have been strong partners over the years in helping us address these concerns. We are pleased with the court's decision, but even more pleased with our customers' continued faith in our ability to address legal issues that can be disruptive to their business objectives," said Craig Morgan, general counsel at Jack Henry.
In the case, Plano Encryption sent out dozens of demand letters to Jack Henry customers alleging they were infringing Plano Encryption's patents. Rather than waiting to be sued, Jack Henry and its customers filed a declaratory judgment action against Plano Encryption in the United States District Court for the Northern District of Texas seeking a ruling that Jack Henry and the customers did not infringe Plano Encryption's patents.
Plano Encryption filed a motion to dismiss for improper venue, asserting that venue would only be proper in the Eastern District of Texas. Plano Encryption argued that it did not do business in the Northern District and had no contacts outside the Eastern District of Texas, relying on Red Wing Shoe Co. v. Hockerson–Halberstadt, Inc., 148 F.3d 1355 (Fed. Cir. 1998) and other cases, which it claimed precluded courts from exercising personal jurisdiction based solely on demand letters. The district court agreed and dismissed the action, holding that venue was improper due to Plano Encryption's lack of contacts with the Northern District of Texas.
Led by Polsinelli Shareholder Jay Heidrick, Jack Henry and its customers appealed the ruling to the Federal Circuit. Heidrick and team argued that Plano Encryption's sole business is to enforce its patents, and that by sending its demand letters to banks in the Northern District of Texas, it was engaging in its sole business in the Northern District of Texas.
Heidrick argued that every other business is subject to jurisdiction if it conducts business in a particular jurisdiction, that non-practicing entities like Plano Encryption "do business" where they direct demand letters, and that non-practicing entities should not be treated any differently than other businesses.
The Federal Circuit agreed and wholly adopted Jack Henry's arguments. The court noted that Plano Encryption purposefully directed its activities to the Northern District of Texas by sending its demand letters, which is Plano Encryption's sole business. The court therefore held that jurisdiction was proper because the lawsuit stemmed from Plano Encryption's activities in the Northern District, and that Plano Encryption had failed to provide a compelling reason why it should not be subject to jurisdiction in that district.
In stating additional views, Judge Stoll, joined by Judge Wallach, noted that the Federal Circuit's earlier holding in Red Wing has been consistently misinterpreted by district courts, and encouraged the Federal Circuit to revisit the Red Wing decision in order to clarify that no special jurisdiction rules apply to non-practicing entities in patent infringement cases.
"This case is a great testament of the loyalty Jack Henry has to its customers. Rather than sitting back and waiting for its customers to be sued, Jack Henry was proactive on behalf of its customers and allowed us to assert novel – but common sense – legal arguments that ultimately prevailed, and will be a great tool for Jack Henry and its customers to address venue shopping by non-practicing entities," said Heidrick.
About Jack Henry & Associates, Inc.
Jack Henry & Associates, Inc.® (NASDAQ: JKHY) is a leading provider of technology solutions and payment processing services primarily for the financial services industry. Its solutions serve more than 9,000 customers nationwide and are marketed and supported through three primary brands. Jack Henry Banking® supports banks ranging from community banks to multi-billion-dollar institutions with information processing solutions. Symitar® is a leading provider of information processing solutions for credit unions of all sizes. ProfitStars® provides highly specialized products and services that enable financial institutions of every asset size and charter, and diverse corporate entities to mitigate and control risks, optimize revenue and growth opportunities, and contain costs. Additional information is available at www.jackhenry.com.
About Polsinelli
Polsinelli is an Am Law 100 firm with more than 825 attorneys in 21 cities coast to coast. Ranked #24 for Client Service Excellence1 and #10 for best client relationships2 among 650 U.S. law firms, Polsinelli is also named among the top 30 best-known firms in the nation3 for the second consecutive year. The firm's attorneys provide value through practical legal counsel infused with business insight, and focus on health care, financial services, real estate, intellectual property, mid-market corporate, labor and employment, and business litigation. www.polsinelli.com | Polsinelli PC | In California, Polsinelli LLP
12018 BTI Client Service A-Team Report
22017 BTI Industry Power Rankings
32018 BTI Brand Elite
Jay E. Heidrick
Related Services / Industries
Intellectual Property & Technology Litigation


February is Fall in Love with History Month and this year's Annual Meeting will be held at the History Center to celebrate February! In addition to the Annual Member's Meeting, there will be an Open House for the general public. We'll be showcasing new displays from our archives. This will be a great day to volunteer to help with fundraising, special events, social media, open houses, curating and display design. Enjoy refreshments, including a chocolate fountain!


text:
ARTE Concert (anciennement ARTE Live Web) est une plate-forme numérique gratuite dédiée au spectacle vivant.  (opéras, ballets, pièces de théâtre), dont une partie est diffusée en direct. Créée en  par la chaîne de télévision européenne ARTE, l'offre regroupe une large diversité de genres musicaux : pop, rock, musiques électroniques, hip-hop, metal, musique classique, musique baroque, opéra, jazz, musiques du monde.

Historique
ARTE Live Web voit le jour le . Parmi les premiers programmes proposés sur l'offre, on retrouve les retransmissions en direct des concerts de Birdy Nam Nam et Cold War Kids au festival Art Rock de Saint-Brieuc, un concert du groupe Beirut produit par La Blogothèque (Soirée de poche) ou encore une représentation de l'opéra Freischütz au Festspielhaus de Baden-Baden.

En 2011, certains concerts de l'offre sont disponibles pour la première fois sur le réseau social Facebook.

En , ARTE Live Web est renommée ARTE Concert. L'interface de l'offre fait également peau neuve et intègre de nouvelles fonctionnalités afin de mettre en avant le catalogue toujours plus riche de l'offre : en 2013, plus de 650 spectacles ont été diffusés, dont plus de la moitié en direct.

En , le logo est modifié pour mieux correspondre à la nouvelle identité graphique de la chaîne ARTE, dont le logo devient vertical.

En , à l'occasion du dixième anniversaire de l'offre, l'interface d'ARTE Concert évolue encore pour intégrer de nouvelles fonctionnalités. Cette même année, l'offre enregistre une croissance de 25% des vues par rapport à l'année précédente, pour s'établir à 21 millions.

En 2020, tandis que les salles de spectacle doivent fermer leurs portes en Europe en raison de l'épidémie de Covid-19, ARTE Concert affirme son soutien au secteur du spectacle vivant et à l'industrie musicale en diffusant quotidiennement des événements en direct et en remettant en ligne de nombreux spectacles.

Programmation

Chaque année, plus de 900 spectacles sont mis en ligne sur ARTE Concert, dont plus de la moitié sont diffusés en direct.

L'offre se démarque par sa grande diversité musicale : on y retrouve de la musique classique, de la musique baroque, de l'opéra, de la pop, du rock, du hip-hop, de la musique électronique, du metal, les musiques du monde ou encore du jazz. Les arts de la scène sont également représentés avec la danse, le théâtre et le cirque.

La riche programmation de l'offre est le fruit de partenariats avec des orchestres prestigieux – parmi lesquels l'orchestre national de France et l'Orchestre philharmonique de Radio France –, de nombreuses maisons d'opéra à travers l'Europe – comme l'Opéra d'Etat de Vienne ou le Royal Opera House de Londres –, ou encore des festivals renommés – Hellfest, splash! Festival, festival d'Aix-en-Provence, Melt! Festival, etc.
A signaler la programmation Dans Le Club pour découvrir la nouvelle scène rap francophone.

L'offre ARTE Concert est alimentée de la même façon que l'est l'offre globale de ARTE : 40% des contenus sont fournis par le pôle allemand (ARTE Deutschland), 40% par le pôle français (ARTE France), et les 20% restants par la centrale (ARTE G.E.I.E) et ses partenaires européens.

Supports

Les programmes de l'offre ARTE Concert peuvent être visionnés sur le site arte.tv et les différentes applications d'ARTE (smartphone, tablette, téléviseur connectée). Une partie des programmes est également diffusée à l'antenne de la chaîne télévisée. Certains programmes de l'offre sont également disponibles sur Youtube – via la chaîne dédiée d'ARTE Concert – et sur Facebook. ARTE Concert a également des comptes sur les réseaux sociaux Twitter et Instagram.

Voir aussi

Liens externes
 Site officiel

Notes et références

Partage de fichiers sur Internet
Transformation des industries culturelles françaises
Partage de vidéos sur Internet


text:
require 'test_helper'

class LoginControllerTest < ActionController::TestCase
  fixtures :preferences, :users

  def setup
  end

  #============================================
  #Login and logout
  #============================================

  def test_invalid_login
    post :login, {:user_login => 'cracker', :user_password => 'secret', :user_noexpiry => 'on'}
    assert_response :success
    assert(!session[:user_id])
    assert_template "login"
  end

  def test_login_with_valid_admin_user
    @request.session['return-to'] = "/bogus/location"
    post :login, {:user_login => 'admin', :user_password => 'abracadabra', :user_noexpiry => 'on'}
    user = User.find(session['user_id'])
    assert_not_nil user
    assert_equal user.id, session['user_id']
    assert_equal user.login, "admin"
    assert user.is_admin
    assert_equal "Login successful: session will not expire.", flash[:notice]
    assert_equal("http://#{@request.host}/bogus/location", @response.redirect_url)
  end

  def test_login_with_valid_standard_user
    post :login, {:user_login => 'jane', :user_password => 'sesame', :user_noexpiry => 'off'}
    user = User.find(session['user_id'])
    assert_not_nil user
    assert_equal user.id, session['user_id']
    assert_equal user.login, "jane"
    assert user.is_admin == false || user.is_admin == 0
    assert_equal "Login successful: session will expire after 1 hour of inactivity.", flash[:notice]
    assert_redirected_to root_url
  end

  def test_login_with_no_users_redirects_to_signup
    User.delete_all
    get :login
    assert_redirected_to signup_url
  end

  def test_logout
    login_as :admin_user
    get :logout
    assert_nil(session['user_id'])
    assert_redirected_to login_url
  end

  # Test login with a bad password for existing user
  #
  def test_login_bad_password
    post :login, {:user_login => 'jane', :user_password => 'wrong', :user_noexpiry => 'on'}
    assert(!session[:user])
    assert_equal "Login unsuccessful.", flash[:warning]
    assert_response :success
  end

  def test_login_bad_login
    post :login, {:user_login => 'blah', :user_password => 'sesame', :user_noexpiry => 'on'}
    assert(!session[:user])
    assert_equal "Login unsuccessful.", flash[:warning]
    assert_response :success
  end

  def test_should_remember_me
    post :login, :user_login => 'jane', :user_password => 'sesame', :user_noexpiry => "on"
    assert_not_nil @response.cookies["auth_token"]
  end

  def test_should_not_remember_me
    post :login, :user_login => 'jane', :user_password => 'sesame', :user_noexpiry => "off"
    assert_nil @response.cookies["auth_token"]
  end

  def test_should_delete_token_on_logout
    login_as :other_user
    get :logout
    assert_nil @response.cookies["auth_token"]
  end

  def test_should_login_with_cookie
    users(:other_user).remember_me
    @request.cookies["auth_token"] = auth_token_cookie_for(:other_user)
    get :login
    assert @controller.send(:logged_in?)
  end

  def test_should_fail_expired_cookie_login
    users(:other_user).remember_me
    users(:other_user).update_attribute :remember_token_expires_at, 5.minutes.ago.utc
    @request.cookies["auth_token"] = auth_token_cookie_for(:other_user)
    get :login
    assert !@controller.send(:logged_in?)
  end

  def test_should_fail_cookie_login
    users(:other_user).remember_me
    @request.cookies["auth_token"] = 'invalid_auth_token'
    get :login
    assert !@controller.send(:logged_in?)
  end

  def test_current_user_nil
    get :login
    assert_nil @controller.current_user
  end

  def test_current_user_correct
    post :login, {:user_login => 'jane', :user_password => 'sesame', :user_noexpiry => 'off'}
    assert_equal users(:other_user), @controller.current_user
  end

  def test_prefs_nil
    login_as nil
    get :login
    assert_nil @controller.prefs
  end

  def test_prefs_correct
    post :login, {:user_login => 'jane', :user_password => 'sesame', :user_noexpiry => 'off'}
    assert_equal users(:other_user).prefs, @controller.prefs
  end

  private

  def auth_token_cookie_for(user)
    users(user).remember_token
  end

end

redpajama_set_name: RedPajamaGithub


MCA has notified the Companies Indian Accounting Standards (Ind AS) Amendment Rules, 2016, in consultation with the National Advisory Committee on Accounting Standards (NACAS), vide Notification dt 30th March 2016, effective from the date of publication in the Official Gazette.
These Amendment Rules have mainly extended the scope of applicability of Ind AS to certain NBFCs and have inserted Ind AS 11 (Construction Contracts) and Ind AS 18 (Revenues). Besides various amendments have been carried out in other Ind AS by these Rules.


You can reserve table service at Magic Hour Rooftop here on the webapp. On the right of this page there is a list of "Upcoming Events" that you can also click on to browse events on our webapp.
The cheapest table available for Magic Hour Rooftop would be the West Terrace Table for 4 which can seat 4 for a $400.00 minimum. The table would come with standard mixers, VIP expedited entry, and a host or hostess to make sure you're taken care of. You can find pricing for other table options here.
The cheapest table option at Magic Hour Rooftop is the $400.00 West Terrace Table for 4 for up to 4 guests. This includes entry, your private table, and your choice of bottles and standard mixers. Prices are subject to change on holiday weekends or special events, so please check updated pricing here or click on an event to the right to browse our webapp.
The best table option at Magic Hour Rooftop is the $2,400.00 West Terrace Table for 12 for up to 12 guests. This includes entry, your private table, and your choice of bottles and standard mixers. Prices are subject to change on holiday weekends or special events, so please check updated pricing here or click on an event to the right to browse our webapp.
Tables at Magic Hour Rooftop range from $400.00 for the West Terrace Table for 4 to $2,400.00 for the East Terrace Table for 12. Prices can also vary depending on the ratio of guys and girls in your party as well as on holiday weekends. You can get as many or as few bottles as you want, as long as you hit your minimum table spend. Keep in mind the minimum spend does not include tax and tip – you'll want to add about 30% on top of your minimum to get the final spend amount.
The cheapest table starts at a minimum of $400.00 for East Terrace Table for 4 - or $100.00 per person before tax and tip. Expect to pay about 30% on top for tax and tip.
If we have any discounted table or bottle packages available for Magic Hour Rooftop, you'll find them listed here.


Great tasting, economical, refreshing, revitalising, immune boosting formula! People all over the world take Vitamin C for good health, well being and especially to help prevent illness .
Everyday Australians have come to rely on Wonder Foods for quality and value.
Everyday Australians have come to rely on Wonder Foods for quality and value. This formula is an excellent antioxidant supplement. Can assist cell repair and collagen production. Ideal for health maintenance for people of all ages.
Vitamin supplementation can only be of assistance if the dietary vitamin intake is inadequate.Many say this is the best tasting, most refreshing high potency Vitamin C powder on the Australian market.
Adults - 2 grams (half a level metric teaspoon) daily. Children 2 - 12 years take half the adult dose.
Store: below 30 degrees Cecius. Keep container tightly capped to protect from moisture.


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An, Dingding, Yiorgos Apidianakis, Ana Laura Boechat, Regina L. Baldini, Boyan C. Goumnerov, and Laurence G. Rahme. 2009. The Pathogenic properties of a novel and conserved gene product, KerV, in proteobacteria. PLoS ONE 4(9): e7167.
Identification of novel virulence factors is essential for understanding bacterial pathogenesis and designing antibacterial strategies. In this study, we uncover such a factor, termed KerV, in Proteobacteria. Experiments carried out in a variety of eukaryotic host infection models revealed that the virulence of a Pseudomonas aeruginosa kerV null mutant was compromised when it interacted with amoebae, plants, flies, and mice. Bioinformatics analyses indicated that KerV is a hypothetical methyltransferase and is well-conserved across numerous Proteobacteria, including both well-known and emerging pathogens (e.g., virulent Burkholderia, Escherichia, Shigella, Vibrio, Salmonella, Yersinia and Brucella species). Furthermore, among the 197 kerV orthologs analyzed in this study, about 89% reside in a defined genomic neighborhood, which also possesses essential DNA replication and repair genes and detoxification gene. Finally, infection of Drosophila melanogaster with null mutants demonstrated that KerV orthologs are also crucial in Vibrio cholerae and Yersinia pseudotuberculosis pathogenesis. Our findings suggested that KerV has a novel and broad significance as a virulence factor in pathogenic Proteobacteria and it might serve as a new target for antibiotic drug design.


Homes in the Methow Valley are selling close to the value of homes in the Seattle area but the real estate photography isn't nearly on par.
Professional photographers make sure that the viewer can SEE the DETAILS- especially what's outside the window.
"80 per cent of people across the country who bought a new home in 2006 used the Internet while house hunting." (America's National Association of Realtors) These house hunters are looking at the photos, and *maybe* then at descriptions.
When your firm uses a professional real estate photographer, clients will pick you over your competition. Vacation rentals with better photos book up far more quickly too.
Details in the room, what would make the room more welcoming, and what clutter needs to go?
Correct white balance so that the colors are bright, welcoming, and accurate.
Exposure: I take each photo at three different exposures (brightness), and blend them together in Photoshop to ensure details in the shadows as well as outside bright windows. This is called HDR.
Exporting the photos according to the requirements of the website you use. Making sure the photos are ready to upload without compression.
Real estate photography doesn't pay very much. The going rate in Seattle for an entire house is $200 plus tax. I charge half that for the Methow Valley.
I'm acutely aware that being an entrepreneur isn't easy. When possible I outsource some work to other professionals and so should you. Hiring me is MUCH cheaper than buying a camera, a tripod, memory cards, hard drives, lenses, insurance, and paying for photoshop. If you'd rather use your own camera, though, I'd gladly tutor you in using it!


Access ToolBox 61019 Roll Up Tonneau Cover for 73-98 F-150/F-250/F-350 96 Bed. Image shown may not reflect actual product. High Capacity Roll Up Toolbox Tonneau Cover. Please note all measurements are approximate.
Additionally, when ordering from Trends Auto, you are considered the importer of record and must comply with all laws and regulations. Furthermore, your privacy is important to us, and we know that you care about how information about your order is used and shared. The item "Access ToolBox 61019 Roll Up Tonneau Cover for 73-98 F-150/F-250/F-350 96 Bed" is in sale since Thursday, April 24, 2014.
This item is in the category "eBay Motors\Parts & Accessories\Car & Truck Parts\Exterior\Truck Bed Accessories". The seller is "trendsauto" and is located in Greenville, Wisconsin. This item can be shipped to United States.


The aim of MCQTL software package is to perform QTL mapping in multi-cross design. It allows to study the usual populations derived from inbred lines and proposes to link the families by assuming that the QTL locations are the same in all them. Moreover, a connected modelling of the QTL genotypic effect is allowed in multiple related families.
The implemented model is a linear regression model in which the probabilities of QTL genotypes given marker information are used as regressors (Haley and Knott, 1992). A composite interval mapping (Zeng, 1993) and an iterative QTL mapping are implemented (Charcosset et al., 2000) to deal with multiple QTL model. Marker cofactor selections by forward or backward stepwise methods are implemented as well as computation of threshold test value by permutation (Churchill and Doerge, 1994).
Finally, the model parameters are estimated. More precisely, Pvalues of the Fisher test at the QTL locations, LOD support intervals, QTL effect and residual parameter estimates, model and QTL percentage of explained variance are provided.
MCQTL package is composed of three software applications. The first component reads the data from MAPMAKER files. The second component, ProbaPop, computes QTL genotype probabilities at specific chromosome location given multiple marker data in each family and stores them in XML formatted files. The last component, Multipop, builds the joint model and fits the observations on genotype probabilities.
MCQTL runs on Linux platforms.
MCQTL can use Linkage Disequilibrium (LD) information. You may download free R package clusthaplo here in order to produce LD files for Multipop.
To download MCQTL software application, yo have to register first. Then after Administrator validation, you will receive a user/password and a link to the download page. Please register now!