text:
Q: Reliable overprinting of output from Python I have some output I'd like to write over and have a simple Python function that accomplishes this fine for me (in Terminal on OS X) but am unsure if I can rely on it in general:
import sys
import time

def print_over(s):
    print(s, end='\r')
    print("\033[F" * (s.count('\n')+1))
    sys.stdout.flush()
    time.sleep(0.2)

I understand that there will be some contexts where this won't work, of course, but wonder

*

*how widely I can expect it to work (e.g., is it just some quirk of OS X that allows this),

*how to characterize where it will and won't work (e.g., is there some POSIX or other standard that guarantees that it will), and

*whether I can detect from my code whether it will work.

A: Ignoring the discussion about portability to Microsoft Console API (which OP could explore), and just focusing on places where "ANSI-escapes" work:
This line is of particular interest, since it is the only escape sequence used:
print("\033[F" * (s.count('\n')+1))

That corresponds to the ECMA-48 control CPL, e.g., as in XTerm Control Sequences:
CSI Ps F  Cursor Preceding Line Ps Times (default = 1) (CPL).

*

*OP asked "how widely I can expect it to work".  It depends.  It is implemented in xterm (and Terminal.app implements a fair chunk of that), but was not part of VT100 or VT220 (see documentation at http://vt100.net).  It was added to xterm in 1996.  So consider it limited to programs imitating xterm.

*POSIX has nothing to say on the topic.  X/Open Curses (not part of POSIX) is close—but CPL does not correspond to any of the terminfo capabilities. ECMA-48 is relevant, but there is no guarantee that any feature listed in ECMA-48 is implemented in any given terminal.  Rather, it enumerates possibilities and prescribes their syntax.  There is no guarantee likewise that any given feature of xterm is found in another program (see for example Comparing versions, by counting controls).

*In principle, one might try using the cursor-position report (CPR control sequence) to see where the cursor is after using CPL, but even that is unreliable on some "xterm emulators".
By the way, the CPL control sequence accepts a repeat-parameter, so the print statement could be rewritten to use that (rather than repeating the control sequence).
If you want to be a little more portable, using the CUU (cursor-up) control works with VT100, and (like CPL) can be parameterized with a repeat-count.  That is "\033[A":
CSI Ps A  Cursor Up Ps Times (default = 1) (CUU).

A: Why not using curses? It works natively in Linux, OSX and now there is also a Windows implementation (as reported here).
The following example would be reliable on most platforms:
from curses import wrapper
import time

def print_over(scr, s):
    scr.clear()
    scr.addstr(5, 0, s)
    scr.refresh()

def main(scr):
    for i in range(10, 110, 10):
        print_over(scr,'Progress: %d %%'%i)
        time.sleep(1)

wrapper(main)

EDIT:
Here another example that does not clear the whole screen:
from curses import tparm, tigetstr, setupterm
import time

def tput(cmd, *args):
    print (tparm(tigetstr(cmd), *args), end='') # Emulates Unix tput

class window():
    def __init__(s, x, y, w, h):
        s.x, s.y, s.w, s.h = x, y, w, h # store window coordinates and size

    def __enter__(s):
        tput('sc') # saves current cursor position
        s.clear()  # clears the window
        return s

    def __exit__(s, exc_type, exc_val, exc_tb):
        tput('rc') # restores cursor position

    def clear(s, fill=' '):
        for i in range(s.h):
            tput('cup', s.y+i, s.x) # moves cursor to the leftmost column
            print (fill*s.w, end='')

    def print_over(s, msg, x, y):
        tput('cup', s.y+y, s.x+x)
        print (msg, end='')

setupterm()
with window(x=5, y=10, w=80, h=5) as w:
    for i in range(10, 110, 10):
        w.clear()
        w.print_over('Progress: %d %%'%i, 5, 2)
        time.sleep(1)

And here another one that overwrites just the last line:
from curses import tparm, tigetstr, setupterm
import time

def tput(cmd, *args):
    print (tparm(tigetstr(cmd), *args), end='') # Emulates Unix tput

setupterm()
for i in range(10, 110, 10):
    tput('el') # clear to end of line
    print (' Progress: %d %%'%i, end='\r')
    time.sleep(1)

Basically, the principle is always to use curses with tput commands to avoid any explicit escape characters.
Note that you might need to flush stdout or just launch the script with python -u.


Checkout the transpect repositories on GitHub and use transpect in your project. Give us feedback, create issues and make pull requests.
News from le-tex' XML machine room. Mostly related to XSLT/XPath 2+, XProc, Relax NG, Schematron, and our open-source framework transpect.


Rotork�s acquisition of Roto Hammer adds a market leading and comprehensive range of valve chainwheels to the range of valve mounting kit and associated services provided by Rotork Valvekits.
The well-established Roto Hammer range of chainwheel products enables hard to reach and stubborn manually operated valves to be safely operated without risk of injury. During the company�s 50 year history its range of products has grown to now include valve extensions, floor stands, gear operators and customised solutions.
Rotork Valvekits supplies a vast array of valve and actuator related products, including mounting kits, extension stems, locking devices, worm gears, bevel gears, accessory mounting brackets, linkages and panels for the fitting of filter regulators, positioners and solenoids.
At Valvekits factories in the UK and USA, products are created in-house by highly trained design teams and manufacturing is performed with the latest CNC machinery and lathes. Mounting kits, in mild and stainless steel, are designed and manufactured to the exacting standards of ISO 9001 and can be supported with stress calculations and final-element analysis for customer peace of mind.
Swift delivery is another Valvekits service benchmark; customers can obtain a same-day quotation in many cases, often enabling delivery to be achieved within 48 hours.


text:
Devil Music
October 1, 2019 October 1, 2019 newepicauthor
Nehemiah Curtis "Skip" James (June 21, 1902 – October 3, 1969) was an American blues singer, guitarist, pianist, and songwriter that lived the life of a bluesman and he is the embodiment of the fizzled enchantment and other stories of ruin. James was a natural musician, teaching himself piano after watching a rural pianist in a barrelhouse, and he learned his distinct finger-picking guitar style from Henry Stuckey after he returned from the war in 1917. A barrelhouse is a disreputable old-time saloon or house of prostitution that served cheap drinks and usually featured dancing. Skip James had a high-pitched voice that featured eerie vocalizations.
James recorded for Paramount Records in 1931, but, like several other bluesmen of his era, he dropped out of the music business because poor sales popped his bubble and this led to Skip giving up the Blues for 30 years until his rediscovery in the early 1960s. He burst onto the blues-revival scene at the Newport Folk Festival in 1964 and became a popular performer at folk venues until his death in 1969. The British rock group Cream covered his song 'I'm So Glad' on their second album Disraeli Gears in 1966, and this provided him with his one hit record and it brought in more money in royalties than Skip had earned in his entire career. Skip had little time to spend it, as his life was taken by cancer in 1969.
James was brought up in a religious family with his father being a Baptist minister. By 1932, Skip was ordained as a Baptist minister and he had moved to Dallas where he formed the Dallas Texas Jubilee Singers to back his father's preaching. He travelled around the South on religious business, and then moved back to Mississippi in the mid-40's and in 1946 he was ordained as a Methodist minister. Saint John of the Cross a 17th century Spanish mystic said, "In the Dark Night of the Soul, bright flows the river of God" and this describes a point in a pious Christian's life when they are unable to reconcile their relationship to God, maybe because the devil had entered their life.
The first song that Skip James recorded in 1931 for Paramount Records, and also the first song he sang at his historic Newport Folk Festival also became the last record he made before his death 'Devil Got My Woman' which was released in 1968. The Skip James song 'Hard Time Killin' Floor Blues' was revived in the escaped convict movie, Oh Brother, Where Art Thou?, with George Clooney, John Turturro, Tim Blake Nelson and John Goodman, but 'Devil Got My Woman' remains the quintessential Skip James song, as he wrote this after his first wife left him for another man.
Robert Johnson was a contemporary of Skip James, and he was considered to be a novice guitar player in early 1930s Mississippi, until he suddenly disappeared without a trace. A year later, he reappeared without explanation as an absolute blues prodigy, outplaying legends like Son House in juke joints around the Delta. The suspicious speed of Johnson's improvement, mixed with the superstition that blues was the "Devil's music", led to the famous legend that Johnson had gone down to a crossroads at midnight and sold his soul to the Devil in exchange for miraculous talent.
Written for October Writing Prompts – The fizzled enchantment and other stories of ruin and for OctPoWriMo 2019 – Dark Night of the Soul.
Posted in Monthly Writing Prompts, OctPoWriMoTagged Monthly Writing Prompts, OctPoWriMo
Previous postLife Is Just A Dream
Next postThe Whistleblower Is Not A Spy
13 thoughts on "Devil Music"
I never knew the origin of "I'm so glad".
It's good that he earned a bit from it although I don't expect that money was his raison d'etre!
His widow sent a letter to Jack Bruce thanking him for recording her husbands song.
Jim, I followed your link to OctPoWriMo and it did not go to Day 1, where I think you want to post your link (maybe not? I don't think pingbacks work for Blogger) If you want to get read by others participating, paste your link at: http://www.octpowrimo.com/2019/10/octpowrimo-day-1.html?showComment=1569965161007#c106260819362048316
I updated my link as per your suggestion.
OK cool 🙂 I haven't gotten any comments yet, but my link hasn't been up there for long…
Skip made that guitar come to life. Man could he play. Good videos. Cream still sounds good after all of these years and glad they helped Skip get recognition.
The prompts were kind of dark and it made me think of the blues and I landed on Skip. I am glad that I did as I learned a lot about him.
Not sure if you saw that Morgan is going through a breakup right now so that may be why the prompts are so dark. It worked for you today as you found a way to turn dark to light 🙂 You know that you can ignore the prompts and write about anything if you want to each day. You weren't in OctPoWriMo last year were you? It's fun to commit to a month of daily poetry for me. This is my 3rd year doing it.
I just found out about OctPoWriMo from Punam and I thought I would give it a try, although today my post had nothing to do with poetry.
I like reading about all of those great bluesmen of the early part of the century. Love his voice and guitar playing.
I find this fascinating also, I have not seen your cousin make a post in a while, is he ok?
Yes I emailed him last night and recieved something back… I'll check though to be sure.
Pingback: October 2019 Writing Prompt Participants – Putting My Feet in the Dirt

redpajama_set_name: RedPajamaCommonCrawl


← Want to host a rooftop farm in 2010?
So.. I tried using giant burlap bags instead of pots on my rooftop. It would work great except after the rain the bottoms of the bags gave out. I'm thinking about doubling up the bags or putting a trash bag as a second one. Anyway, keep up the good work. I know you'll find success!


Good news to see Truro born Darren Dawidiuk returning to playing after illness on the bench for Northampton Saints today against his old club Gloucester.
Brilliant to see him fit and well and playing at the top level again.
DD on loan to Saints from Coventry till the end of the season.
Not quite Mick! Back last Saturday and played very well indeed. Think his Saints sojourn did him a power of good.


text:
require File.expand_path('../../spec_helper', __FILE__)
require File.expand_path('../fixtures/match_operators', __FILE__)

describe "The !~ operator" do
  before :each do
    @obj = OperatorImplementor.new
  end

  it "evaluates as a call to !~" do
    expected = "hello world"

    opval = (@obj !~ expected)
    methodval = @obj.send(:"!~", expected)

    opval.should == expected
    methodval.should == expected
  end
end

describe "The =~ operator" do
  before :each do
    @impl = OperatorImplementor.new
  end

  it "calls the =~ method" do
    expected = "hello world"

    opval = (@obj =~ expected)
    methodval = @obj.send(:"=~", expected)

    opval.should == expected
    methodval.should == expected
  end
end

describe "The =~ operator with named captures" do
  before(:each) do
    @regexp = /(?<matched>foo)(?<unmatched>bar)?/
    @string = "foofoo"
  end

  describe "on syntax of /regexp/ =~ string_variable" do
    it "sets local variables by the captured pairs" do
      /(?<matched>foo)(?<unmatched>bar)?/ =~ @string
      local_variables.should == [:matched, :unmatched]
      matched.should == "foo"
      unmatched.should == nil
    end
  end

  describe "on syntax of string_variable =~ /regexp/" do
    it "does not set local variables" do
      @string =~ /(?<matched>foo)(?<unmatched>bar)?/
      local_variables.should == []
    end
  end

  describe "on syntax of regexp_variable =~ string_variable" do
    it "does not set local variables" do
      @regexp =~ @string
      local_variables.should == []
    end
  end

  describe "on the method calling" do
    it "does not set local variables" do
      @regexp.=~(@string)
      local_variables.should == []

      @regexp.send :=~, @string
      local_variables.should == []
    end
  end
end

redpajama_set_name: RedPajamaGithub


text:
Leadership Training for Christ
LTC 2021 – Worthy
LTC 2021
LTC 2021 Manual
Bible Bowl and Bible Quiz
Scripture Challenge
Signing for the Deaf
About LTC
Other LTC Conventions
Home / LTC 2021 / Dates to Remember
January 1, 2021………………………. EARLY-BIRD REGISTRATION OPENS (Fee $35 until 2/12)
February 13, 2021………………….. REGULAR REGISTRATION OPENS (Fee $50 until 3/19)
March 5, 2021………………………… Pre-Convention Events Submittal Deadline
March 19, 2021……………………………. REGULAR REGISTRATION ENDS (Fee $65 after today)
March 26, 2021………………………. Deadline for Pre-Convention Event Coordinators to submit award recommendations to the Award Entry Coordinator (Brad Choate brad@bradchoate.com)
March 26, 2021……………………………. Last day full refund is available
March 26, 2021……………………………. Registration Corrections Accepted (deletions, additions, spelling) May be e-mailed, faxed, or postmarked
April 2-4, 2021……………………. CONVENTION DATES
May 1, 2021…………………………….. Deadline for 2022 manual correction submissions
May 2, 2021…………………………….. Awards Ceremony
May 14, 2021…………………………. Awards Correction Deadline made to Awards Chair, (Janelle Hansen janeh89@gmail.com)


text:
Data wants to be free
Aaron Tan
A blog from Aaron Tan, Computer Weekly's Asia-Pacific editor, analyzing the latest trends, issues and technology innovations in the APAC region.
The blockchain effect: why businesses need to prepare employees
Qlik debuts free data literacy certification – SearchBusinessAnalytics
How one company improved its data literacy – SearchBusinessAnalytics
Only 17% of European workers say they know how to use... – ComputerWeekly.com
In a world where data is more readily available than ever, having analytical skills that will help you to make sense of data in day-to-day tasks is instrumental in career progression.
But going by a recent survey conducted by Qlik, a data analytics software provider, only 20% of employees in the Asia-Pacific (APAC) region are confident in their data literacy skills, that is, the ability to read, work with and analyse data.
Diving deeper into the study, some 49% admitted to feeling overwhelmed when reading, working with, analysing and challenging data, while 81% of workers don't think they have adequate training to be data literate.
Not surprisingly, most full-time workers (72%) said they would be willing to invest more time and energy in improving their data literacy skills, if given the chance.
While the overall numbers are worrying, workers in some countries fared better than others. India appears to be the most data-literate nation, where 45% of respondents said they were confident with data.
Business leaders including C-level executives and directors in India (64%), Australia (39%) and Singapore (31%) were also most confident about their data literacy levels.
At the other end of the spectrum was Japan, where just 6% of workers classified themselves as data literate.
One of the reasons for this disparity lies in access to data, according to Paul Mclean, Qlik's data literacy evangelist in APAC.
For example in APAC, on average 59% of junior level employees said they have sufficient access to data. Comparatively, 82% of senior managers and 85% of directors in APAC have sufficient access to data.
Looking at a country perspective, 88% of Indian workers believed they have all the data sets they need to perform their jobs to the highest possible standard – which is higher compared to other countries in APAC.
The numbers were lower in Australia (60%) and Japan (28%). This inequality is holding people and businesses back.
Employees can only become data literate if they can access data and integrate it into their everyday work lives – basically learning by doing, Mclean said, calling for organisations to level the playing field and empower every employee, across every level of the organisation, the right to use and access data for their respective roles.
But why aren't employees getting access to all the information they need to do their jobs well? Part of this could be – rightly or wrongly – concerns over employees misusing sensitive information, as well as knowledge hoarding practices that give managers a false sense of superiority over their colleagues.
These managers may think that such practices will offer job security, but the opposite is true. They can be easily replaced or moved to another position, if an enlightened management that sees the benefits of information access can't force them to release the data they're hoarding to others.
For a deeper discussion on why information – and data for that matter – wants to be free, check out this seminal work by Professor Polk Wagner where he talks about intellectual property and the mythologies of control.


Finja is one of our latest additions to our static cling window film range. It has a stunning feather design in various colours. It looks like real embossed glass and you can be assured that no one will see through the film. Yes you can recognise shadows and colours but you won't see any details. The opaque film with its soft grey and white tones would add a touch of decor to any home. Why not use it in the lounge and create a panel curtain looking effect, like the Scandinavians? We stock it in 45cm wide rolls which is perfect for a standard sized glass door.
Product information:sold by roll (45cm x 1.5m)adds privacy to your windows but doesn't block out the..
Product information:sold by roll (67.5cm x 1.5m)adds privacy to your windows but doesn't block out t..


text:
Incentive Categories
In Memoriam: SITE Founder Robert J. Guerriero
The incentive travel executive was an industry pioneer.
by Lizzie Wilcox
Photo Credit: Africa Studio for Adobe Stock
The founder of the Society for Incentive Travel Excellence, Robert J. Guerriero, passed away on Nov. 18, 2022, at the age of 90.
In 1968, Guerriero launched his incentive travel agency The Journeymasters. He was one of four founders and the first full-term president of the SITE (which was originally known as the Society of Incentive Travel Executives) and served as the first president of SITE Foundation. Guerriero was also honored by the organization he launched with a Lifetime Achievement Award.
"When I started to work with Bob in the late 1960s, like most partner-suppliers, I knew nothing about incentive travel," said Vittorio Marsiglio, chairman and CEO of i2travel Italy. "Under Bob's patient guidance, I learned how to channel the uniqueness of my destination and craft creative programs. My success as an incentive travel specialist stems from the fact that Bob was a great teacher, sharing his knowledge not only with me, but also with the entire incentive world.
"SITE today is a testimony to Bob's passion and that of other visionaries who could see the enduring, transformative power of travel as the ultimate element in recognition programs," said Annette Gregg, SITE's recently appointed CEO. "With more than 2,000 members in more than 90 countries, Bob has left behind a global legacy."
In 2023, SITE will celebrate its 50th anniversary.
Incentive News


text:
The certificate in Catholic studies provides an interdisciplinary approach to the academic study of Catholicism from the beginnings of Christianity in the ancient world to the presence of Catholicism as the largest Christian community in the world today.
Full or part-time program
The Certificate in Catholic Studies is offered by the University of Saskatchewan's College of Arts and Science. You may earn the certificate concurrently with a degree.
The certificate program in Catholic studies is interdisciplinary by design, allowing students the opportunity of meeting its requirements by means of courses in drama, English, history, interdisciplinary studies, philosophy, psychology, religious studies and sociology.
This interdisciplinary approach will equip students with not only the ability to examine current questions in the field of Catholic studies and discuss the issues that affect Catholicism and its varied traditions, but also with the broader critical thinking and communication skills that are integral to a liberal arts education.
Catholic studies is intended to provide students with an understanding of Catholicism and its history, artistic and literary culture, philosophical and theological thought, and role in contemporary society.
This certificate requires the completion of the following 18 credit units
RLST 112.3 Western Religions in Society and Culture
CTST 200.3 Introduction to Catholic Studies
CTST 300.3 Critical Perspectives on Catholic Studies
3 credit units from Area 1: Catholicism and History
3 credit units from Area 2: Catholic Thought and Culture
3 credit units from Area 3: Catholicism and the Modern World
HIST 211.3 Martyrs Mystics and Madmen Making the Medieval Saint
In the world of late antiquity, the veneration of saints became a focus of the religious and cultural life of Christian communities. But what is it to be a saint? Many were martyrs and miracle workers, but we also find holy madmen, transvestites, prostitutes. In this class we explore the diverse representations of sanctity in the hagiographical tradition of the Middle Ages, addressing both the literary and the historical questions raised therein. We ask how Christian communities in the later Roman Empire conceived of sanctity. We address questions of gender and empire, ritual and the body, memory and the use of the past. We explore the array of evidence for the cult of the saints—both literary and material—first in an attempt to understand the complex of practices and beliefs that accompany its emergence, but also to recognize more broadly what this institution can tell us about the Mediterranean world of late antiquity and Medieval Europe.
PHIL 210.3 Medieval Philosophy I From Rome to Baghdad and Paris
The study of major thinkers of the early middle ages, including Augustine, Boethius, Eriugena, Anselm, and Abelard. Background will be provided to Neoplatonic themes that shape this period. Topics include free will, happiness, the existence of God, theories of truth, and the problem of universals.
RLST 314.3 Issues in Contemporary Catholicism
An analysis of contemporary Roman Catholicism with emphasis on the second Vatican Council (1962-1965) and its effects. Themes include identity of and membership in the church, liturgical renewal, post-conciliar forms of spirituality and community, social doctrine, and moral issues.
The Centre for Faith, Reason, Peace and Justice at St. Thomas More College
St. Thomas More College (STM), the Catholic undergraduate liberal arts college federated with the University of Saskatchewan, houses the Centre for Faith, Reason, Peace and Justice. The centre is dedicated to fostering excellence in teaching, research and community outreach in three of STM's distinctive program areas: Catholic studies; critical perspectives on social justice and the common good; and peace studies. The centre is a hub for events and scholarly and community discussions about Catholic studies and its relevance for our 21st-century world. One of its goals is to highlight student achievements in these areas, as well as providing extracurricular learning opportunities.
Students taking the certificate will have the opportunity to participate in community service-learning options organized through STM's Engaged Learning Office. The Engaged Learning Office partners with local, national and international organizations that include L'Arche Saskatoon, Sask Abilities and the Saskatoon Open Door Society.
STM hosts a variety of student clubs that offer students many ways to get involved in the STM community, regardless of religious affiliation. Students can join groups such as:
the Newman Centre, the Catholic student group seeking to fulfill the social and spiritual needs of its members;
In Medias Res, a liberal arts journal published twice a year; and
Development and Peace Just Youth, which offers students a chance to learn about global social justice and solidarity.
This certificate can be a benefit for any career path, including:
In particular, this certificate would be immensely valuable for anyone teaching or who wants to teach within Greater Saskatoon Catholic Schools or other Catholic school districts. A certificate in Catholic studies can also support an interdisciplinary interest in graduate studies.
The cost of books and supplies varies widely depending on the courses you choose. It is recommended that you budget between $1,500-$2,500 for this program.
If you are a current USask student, consult your academic advisor regarding enrolling in this program.
To apply to this program as a new student, please apply for admission to any undergraduate program in the College of Arts and Science and after you are admitted, declare your plans to the college.
Classical, Medieval and Renaissance Studies
Jewish and Christian Origins
If you are looking for graduate level (Master or Ph.D.) programs please consult our graduate students' website.
If you are interested in more information about this certificate, please contact student-advice@artsandscience.usask.ca


text:
Southern Utah News : http://www.sunews.net
Kanab Links
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» mortgages
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» z-utah classified ad
Utah is sprawling with timeshare resorts. Whether for winter or summer activities staying in a timeshare is very cost effective way to make sure the whole family is comfortable with the accommodations.
Southern Utah News Articles
>Front Page>Articles>News> February 3, 2010
» See Our New Electronic Edition!
» Advertise on this site!
» Subscribe to the SUN: just $40/yr!
Top Stories for February 3, 2010
» Bob Hubbard retires from Kanab Planning & Zoning
» Commission hears report from U.S. Senators
» Doctors with local ties help earthquake victims in Haiti
» Fredonia boys lose in double OT
» KC Hospital Foundation member emphasizes the importance of fundraising programs
» Recent Supreme Court ruling big mistake
» Volunteers needed for Western Legends Round-up
» Watson hired as interim Fredonia Town Manager
More SUN articles
KC Hospital Foundation member emphasizes the importance of fundraising programs
by Mary Ellen Craven
The Governing Board of the Kane County Hospital held its first meeting of 2010 on January 28. Chairperson Dottie Ratzlaff conducted the swearing in ceremony for Gene Drake, the newly-elected member of the Kane County Human Resources Special Service District Board. Re-elected member Debbie Fox was sworn in at the end of the meeting.
Hospital Foundation Chairperson Kathleen Salter introduced Tonny P. Van Der Leeden, of Van Der Leeden Associates, as a member of the foundation.
A hospital foundation raises money and community awareness for the hospital. The same way a concrete foundation physically holds up a house, the hospital foundations financially hold up thousands of not-for-profit hospitals.
Van Der Leeden gave an impressive presentation drawing on his vast experience in helping organizations, such as the City of Hope and Cancer Centers in California, to help build secure financial futures through planned giving programs. Van Der Leeden explained ways to accomplish the funding goals set forth by this foundation. Fundraising is a challenge. Foundation member Vern Ratzlaff, as a financial planner, is also a valuable addition to the team.
Van Der Leeden stated the program for the Kane County Hospital doesn't have to be big. It has to be good, requiring a lot of detail and professionalism; taking things one step at a time and concentrating on three major areas: annual giving, major and planned giving, and endowments.
Public awareness is of prime importance building an association with the hospital, not just as a place to go when someone is sick, but also as a foundation of the community. Keeping a level of interest with a website as a method of public relations is part of the plan.
Chad Szymanski was voted as vice-chairperson. Members were assigned to the various committees: financial, planning, and obtaining grants.
Commissioner Daniel Hulet announced a decision on the Cedar Mountain Town Site Act. The hospital's participation has been put on hold until after the legislative session has ended. More information will be available at that time.
Auxiliary President Emma Norton gave an update on the proceeds of the Thrift Shop. In 2009, the shop made $86,000 and had 16,550 customers. There is $67,000 in the hospital's PTIF saving account in preparation for the purchase/payment of the new heart monitor and miscellaneous needed equipment.
Dr. Darin Ott, representing the medical staff, stated there were very few severe flu cases reported in the county. This was mainly due to the cooperation with the public health department supplying the vaccinations.
The transition at the Orderville Clinic seems to be working well with the return of Nurse Practitioner Joanne Palmer. Ott stated he still visits the clinic in the mornings on the first and third Tuesday of the month.
Director of Nursing Rosalie Esplin reported the Acute Care Nursing is currently adequately staffed to provide patient care services in a safe, professional and efficient manner. In-Services Education is provided to the nursing staff on a regular basis to assure staff competency and keep them informed. The department received many positive comments, letters and thank you cards from patients and families.
Laurali Noteman, of Human Resources and Public Relations, reported that the hospital in 2009 had an average of 185 employees (90 full-time). Payroll for the year was $3,000,700.
Noteman announced there would be a radiation exposure screening at the Kane County Hospital Clinic on Tuesday, February 9, for those exposed to nuclear testing or uranium workers.
Noteman commented on the impressive photographs celebrating Zion's Centennial currently on display in the main hallway of the hospital. Employee Pat Chavez spotted her picture in one photo. At one time her father was the Zion Park Manager and they lived in a cabin by the lodge. Photos will be on display through February.
Corporate Financial Officer Stephen Howells referred to an approximate loss of $200,000 in 2009. Howells said a lot of that loss is due to depreciation and the recession. In the third quarter, there was a drop of 32% in the sales tax monies received. In 2008, sales tax monies received were $1,279,000, versus $1,153,000 in 2009.
Hospital Administrator Sherrie Pandya stated a decision needed to be made on the 2010 meeting schedule, suggesting the fourth week would be better for reviewing the financial reports.
She said one of the ER gurneys has to be replaced. Three bids have been received, ranging from $5,679.96 to $5,193.50, and recommended the lower bid from Johnson Medical. Howells said this could be a project for the Hospital Auxiliary monies.
Pandya stated she should be receiving the completed report from the EideBailly Analysis (a team of CPAs and business advisors) in five or six weeks. The team recently visited with Kane County Hospital staff. Their report will suggest ways to improve operations and revenue.
2010 Hospital Board Members are Dottie Ratzlaff, Chad Szymanski, Karen Alvey, Debbie Fox, Doyle Swallow, Gene Drake and Carol Sullivan.
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The Taranaki region of New Zealand is located on the west coast of the North Island. This region is perhaps most famously known as the location of the magnificent Mount Taranaki, which is also known as Mount Egmont. This is the second tallest mountain on the North Island and is in the shape of an almost perfect cone. Around the mountain, rests Egmont National Park, a stunning natural wonderland that beckons visitors to discover it. Taranaki is the perfect place to experience nature at its best and get a taste of true Maori culture.
Campervanning around Taranaki is the best way to explore all the sights, sounds and smells that are present within the region. Campervans New Zealand will allow you to drive around the bays in the area, the North Taranaki Bight and the South Taranaki Bight. These beautiful ocean bays enclose the region and are located at separate ends of the area. While driving around in your campervan you will pass so much amazing scenery and experience so much magnificent coastline that you simply won't be able to help yourself and will have to get out and take a look.
While driving around you will also come across the many stylish towns and cities that essentially form the Taranaki region. The most notable of these would have to be New Plymouth, constituting about half of the population of the region and acting as the main city centre in the area. Other quaint towns in the region include Inglewood and Waitara in the North, and Hawera, Stratford and Eltham in the south. The presence of Mount Taranaki is felt within all of these communities and there is also a strong Maori history embedded into their history and heritage.
The unique town of Inglewood is located 16 kilometres south-east of New Plymouth and is situated on State Highway 3. As you are travelling you will find that most of the region's towns are located on this route, which will essentially make your driving experience easier and more straight forward. Inglewood, as with the other towns in the region, is relatively close to Mount Taranaki, and it acts as a pleasant backdrop for the town, creating a natural atmosphere.
Inglewood is home to New Zealand's National Toy Museum, which makes it the perfect place to take the kids for the day. "Fun Ho!" is located on the main street of town and is home to some of the country's oldest and most classic toys. This isn't just a fun day out for the kids: it's a great day out for the whole family!
Nestled on a river in the northern part of the Taranaki region is the quaint township of Waitara. Waitara is also located just off State Highway 3 and sits just 15 kilometres north-east of New Plymouth. The name Waitara, in Maori, translates into "mountain stream" and this seems relevant as the town is popular spot for river fishing, boating and white water rafting.
Also located on State Highway 3, near the south coast of the South Taranaki Bight is the beautiful community of Hawera. This town is also positioned just off State Highway 45, which is more commonly known as Surf Highway 45, for the numerous surf beaches that are located along the way. Hawera is home to the largest dairy farm complex in the Southern Hemisphere, as well as the Tawhiti Museum, which is most famously known for it hand crafted, life-sized wax sculptures that depict scenes of local history and heritage.
When driving in the central part of Taranaki, the only town that you come across will be Stratford. This pleasant abode lies beneath the eastern slopes of Mount Taranaki and is home to the ring plain around the mountain, the Patea River Catchment and the eastern hill country. Stratford is also regarded as the gateway to the Egmont National Park in the west and the Whanganui National Park in the east. Therefore, it is the perfect base for exploration of these natural wonderlands.
The town of Eltham thrives, with a main industry of cheese production. Visit one of the local cheese factories and get a taste of some of the most delicious cheese you can find. Eltham is the gateway to some of the country's most stunning lakes, including Lake Rotokare, a scenic, natural lake, surrounded by native bush, and the man-made, Lake Rotorangi. These lakes are perfect for fishing, canoeing, sailing and kayaking and are the perfect excuse to get back in touch with nature.
A campervan holiday in Taranaki will offer rememberable experiences and with a town practically around every corner, you will never be left without somewhere or something to explore. Having a campervan in this area really is the way to go, as you will probably change your mind where you wish to stay multiple times and with a campervan you are guaranteed a place to sleep. The Taranaki region of New Zealand is unique and diverse, with a strong Maori presence which will give you a true sense of this great country!


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Formel 1-VM 2020 var den sjuttioförsta säsongen av Fédération Internationale de l'Automobile:s världsmästerskap för formelbilar, Formel 1. Säsongen var planerad att starta i  den 15 mars och att avslutas i  den 29 november. På grund av den pågående coronaviruspandemin ställdes dock Australiens GP in och säsongspremiären sköts fram. Säsongen startade så småningom med Österrikes GP den 5 juli och avslutades med Abu Dhabis GP den 13 december.

2020 års tävlingskalender var tänkt att bestå av 22 lopp, vilket skulle bli den längsta säsongen i Formel 1:s historia. De stora förändringarna i den ursprungliga kalendern var att Tysklands Grand Prix lyftes ut ur kalendern efter att Mercedes valt att inte gå in som huvudsponsor detta år och att Nederländernas Grand Prix planerades komma tillbaka efter 35 års frånvaro. Vietnams Grand Prix var ett helt nytt Grand Prix som skulle körts i Vietnams huvudstad Hanoi 5 april. Mindre förändringar var att Azerbajdzjans Grand Prix flyttades fram till första veckan i juni samt att USA:s- och Mexikos Grand Prix bytte plats med varandra. Kalendern blev dock helt omgjord till följd av coronapandemin.

F1 2020 skulle vara den sista säsongen med nuvarande reglemente. Inför 2021 skulle det ha kommit radikala förändringar i reglementet. Dessa ändringar kommer istället att ske 2022 på grund av coronaviruspandemin.

Mercedes säkrade konstruktörsmästerskapet efter Emilia-Romagnas Grand Prix
och Lewis Hamilton säkrade förarmästerskapet när han vann Turkiets Grand Prix.

Formel 1 och Coronavirusutbrottet
Med anledning av det pågående coronavirusutbrottet drog sig McLaren ur det som skulle ha varit öppningsloppet i Australien efter att en person i stallet testats positivt för covid-19. Senare samma dag tog den lokala tävlingsledningen, Formula 1 och Internationella bilsportsförbundet det gemensamma beslutet att ställa in Australiens Grand Prix. Bahrains Grand Prix var till en början tänkt att köras inför tomma läktare. 12 mars togs beslutet att tillsammans med Vietnams GP, och i likhet med Kinas GP att tillsvidare skjuta loppet på framtiden.

Stall och förare
Följande stall och förare deltog i 2020 års säsong av Formel 1-VM.

Förare i träningspassen
Under säsongen har tre förare kört som testförare eller tredjeförare i träningspassen. Först Jack Aitken och Roy Nissany för Williams vid en respektive två Grand Prix. Robert Kubica körde för Alfa Romeo i tre träningspass. Robert Shwartzman är planerad att köra i ett träningspass vid Abu Dhabis Grand Prix för Haas. Mick Schumacher och Callum Ilott skulle deltagit i det första träningspasset vid Eifels Grand Prix 2020 för Alfa Romeo respektive Haas, men träningspasset kunde inte genomföras på grund av dåligt väder.

Teamförändringar
Red Bull GmbH, moderbolaget av Red Bull Racing och Scuderia Toro Rosso, bytte namnet på Toro Rosso till "Scuderia Alpha Tauri". Teamet använder konstruktörsnamnet "Alpha Tauri". Namnet kommer från Red Bulls modemärke.

Förarbyten
Esteban Ocon återvände till formel 1 i Renault och ersatte därmed Nico Hülkenberg. Robert Kubica lämnar Williams och går med som reservförare åt Alfa Romeo. Nicholas Latifi ersätter Kubica vid Williams.

Förändringar under säsongen
En dag före Storbritanniens Grand Prix testade Racing Points förare Sergio Pérez positivt för sars-cov-2 och fick därmed inte lov att delta i loppet. Racing Point meddelade att om Pérez testade negativt innan nästa helg, skulle han köra under 70-årsjubileumets Grand Prix. Pérez testade dock positivt ännu en gång och deltog inte i loppet helgen efter. Nico Hülkenberg ersatte Sergio Pérez vid båda tillfällena. Pérez testade negativt under samma vecka som Spaniens Grand Prix och FIA bedömde att han kunde köra i loppet.

Pérez lagkamrat Lance Stroll blev plötsligt sjuk under Eifels Grand Prix och Hülkenberg ersatte Stroll vid kvalet och loppet.

Efter kraschen i Bahrains Grand Prix som Romain Grosjean råkade ut för bekräftades att Pietro Fittipaldi tar över platsen i Haas i det efterföljande loppet, Sakhirs Grand Prix.

Lewis Hamilton testades positiv för Covid-19 efter Bahrains Grand Prix och kunde därför inte delta i Sakhirs Grand Prix. Det blev sedan klart att George Russell tar över platsen i Mercedes samtidigt som F2-föraren Jack Aitken får chansen i Williams istället för Russell.

Tävlingskalender

Följande 22 Grand Prix bekräftades av FIA 4 oktober 2019, och skulle ha ägt rum 2020.

Följande kalender bekräftades av FIA efter coronavirusutbrottet.

Resultat

Grand Prix

Förarmästerskapet

Konstruktörsmästerskapet

Anmärkningar

Referenser

Noter

Säsonger

Motorsportevenemang 2020
Formel 1-säsonger

redpajama_set_name: RedPajamaWikipedia


Our difficulty is not that we don't know God's will. Our discomfort comes from the fact that we do know His will, but we do not want to do it!
When God first spoke to Abraham, His commands were straightforward. "Go to a land I will show you" (Gen. 12:1). Then God led Abraham through a number of tests over the years. Abraham learned patience as he waited on God's promise of a son, which took twenty-five years to be fulfilled. Abraham learned to trust God through battles with kings and through the destruction of Sodom and Gomorrah. The pinnacle of Abraham's walk of faith was when God asked him to sacrifice the one thing that meant more to him than anything else. Abraham's previous obedience indicated that he would have quickly and decisively sacrificed anything else God asked of him, but was he prepared for this? God did not ask Abraham to make such a significant sacrifice at the beginning of their relationship. This came more than thirty years after Abraham began walking with God.


The degree to which it has become possible for individuals to automate the process of extracting precise bits of information from the overwhelming and growing mass of data flowing across the planet is really amazing .
In fact, I found Bryght by using Google to look for sites linking to my site. Apparently, some of my blogs had been aggregated by PubSub (probably using the term "Drupal"), included in the Bryght's PubSub page and cached by Google.


text:
Go to High Volume Hiring
The Podcast for Employers Who Are Hiring At Scale
Are you involved in the hiring of dozens or even hundreds of employees a year? If so, you'll know that the typical sourcing tools, tactics, and strategies just don't scale. This podcast features news, tips, case studies, and interviews with the world's leading experts about the good, the bad, and the ugly when it comes to high-volume hiring.
How Automated Hiring Systems Are Making the Worker Shortage Worse with Dr. Noelle Chesley University of Wisconsin Milwaukee
In this first, full episode of the High Volume Hiring Podcast, host Steven Rothberg of College Recruiter interviews Dr. Noelle Chesley, Associate Professor and Director of Undergraduate Sociology Studies at the University of Wisconsin Milwaukee.
In the July 1, 2022 UWM Report, Dr. Chesley wrote about the pros and cons of automated hiring systems, which include applicant tracking systems (ATS), job boards, assessment sites, and video interviewing platforms. She identified four primary problems: (1) algorithms may not use the best criteria for matching; (2) using automated hiring systems can create problems at scale; (3) more recruiters want "purple squirrels"; and (4) automated hiring systems can lead to alientation. In today's podcast, Dr. Chesley describes and discussed each of these in a balanced, nonjudgmental manner. That a hiring system is automated is neither good nor bad, but how they're designed and used can lead to positive or negative outcomes for candidates, employers, and others.
Steven Rothberg: Welcome to the High Volume Hiring Podcast. I'm Steven Rothberg, the Founder of College Recruiter job search site. At College Recruiter, we believe that every student in recent grad deserves a great career. This podcast features news tips, case studies, and interviews with the world's leading experts about the good, the bad, and the ugly when it comes to high volume hiring. Thanks for joining us.
Today's guest is Dr. Noelle Chesley, an Associate Professor and incoming Chair of the Department of Sociology at the University of Wisconsin-Milwaukee. Dr. Chesley is a social scientist who is passionate about identifying and solving complex problems at the intersection of data, technology, gender, health, and inequality. I first ran across Dr. Chesley's work when I read an article that she wrote about how automated hiring systems are making the worker shortage worse. Dr. Chesley, welcome to the show.
Dr. Noellen Chesley: Thank you. Great to be here.
Steven Rothberg: So, first off, before we get into the actual nuts and bolts, tell us a little bit about yourself and what you're up to.
Dr. Noelle
: Yeah, sure. Well, in my professional life, I spent a lot of time researching the broader social implications of new and emerging technology. And what I found is when we were having all these broader discussions about the great resignation and how the pandemic was shifting work practices, it was raising a lot of questions for me that were linked to my broader research in this area. And really got me wondering about something that I didn't see people talking about much, which was how changes in hiring practices, particularly the use of new technological systems, might be impacting the experience of locating workers and workers getting jobs.
Steven Rothberg: And it was really interesting to me because I think there's so much of a belief that more is better when it comes to technology. And sometimes more technology is better, but it also really depends on the technology and how it's used. And I think we can get into that as we dive into this topic a little bit more. So the article that was in the July 1st, 2022 UWM Report, you first talk about what you're including when you reference automated hiring systems. So without getting into the problems yet, what kind of systems are you thinking of when you talk about automated hiring systems?
Dr. Noelle Ches...: Yeah, well, it's a whole amalgamation of things. Because we're as researchers, trying to come up with a phrase that captures an overall process. But I think it's really important to understand that we're talking about, as you mentioned already, pretty complex socio-technical systems that are bringing together more rudimentary online data forms. Coupled with, in some cases, platform technologies that use much more sophisticated algorithms or machine learning types of applications. And so it really can run the gamut.
And the other thing I'll say about that is that there's also pretty large variation in how different organizations use these systems in terms of the level of human involvement at different aspects of the hiring process. So we're really talking about a whole conglomeration of technologies and platforms and applications, and how those get coupled with a whole variety of human practices on the side of the organizations that use these things.
Steven Rothberg: Yeah. Awesome. So in my mind ... so we're including things like job boards, job aggregators. We're including asynchronous and bisynchronous video interviewing systems, like a HireVue. We're including sourcing tools like a LinkedIn, virtual career fairs, applicant tracking systems, assessments, all of that.
Dr. Noelle Ches...: Yes. Yes. Thank you for putting it more in the terminology of the hiring audience. That's perfect.
Steven Rothberg: Hey, that's why I get paid the big bucks. So your article then discusses some of the pros and cons of the automated hiring systems. And for people who haven't read it, I definitely encourage them to. Because one of the things that I've seen with articles that are somewhat similar to this is that sometimes they seem to be written by the vendor or some cheerleader, a PR agency on your behalf. And so everything is perfect and glorious. And at other times, they're written by maybe extreme privacy advocates, where all data is bad data, and nobody should be collecting any kind of data whatsoever. And everything should be horse-and-buggy.
You definitely did neither. It's part of what I just loved about it. It was just very factual based. Here are some good things, here are some bad things. Whether you think it's good or bad, we need to discuss these things. And what is the outcome of them? So one of the problems that you outlined was you said that algorithms may not be the best criteria for matching. And what did you mean by that?
Dr. Noelle Ches...: Well, let me just zoom out for a minute and just talk about two big issues that come up when we talk about automation, and then I'll ... promise, I'll address your question. But I'm going to be wanting to refer back to these ideas probably, as we move through this. I think there's two big issues with automation. One of them has to do with opacity. So the fact that there's this, often we sometimes call it a black box component to a lot of these tools, where they start to get complicated. And we don't know exactly how they're working always, in every real world application.
And we use these tools because we want to do the second thing, which is scale up a process. And so the importance about a lot of the things that we're talking about now and scale, is that scale is what we want to improve problems of efficiency. So organizations who are trying to hire people have a problem right now, and it's a real problem, which is that they get a lot of applications for jobs. That's part of the access that the internet has provided. And certainly, today's job applicants expect to use online systems and things like that. So we can't just decide we're not going to use any of these things.
But the scale issue really means that if we get anything wrong when it comes to hiring, that we are going to be able to scale this up very, very quickly. Especially when you think about the fact that a lot of organizations are using third party vendors. You mentioned one, just HireVue ... I'm not endorsing them or saying they're bad. But just the point is, if there's a problem with something and we're adapting it across organizations in the economy, we're very, very quickly going to be able to scale up problems.
So you asked me a little bit about what are some of the problems that can come up with matching. And this really speaks to, if you want to think about it in terms of the hiring process, you can think about where a lot of people who need to hire or are wanting to get jobs start, which is how do we get information about what jobs are out there or what job candidates are out there? And there's lots of different places people go. You've already mentioned a few of them. We sometimes use job boards. We sometimes use platforms like LinkedIn. We sometimes use other social media sites like Facebook.
And all of those different tools are using different algorithms, different designs to try to match job applicants to open jobs. And there's a lot of research now, I think an emerging area of research just on targeted online job ads in general ... or I should just say targeted advertising. Because really, you can think of a job ad as a type of targeted advertising. And one of the things we're learning from that research is that it's possible that whole swaths of the population get missed. And it happens for a lot of different reasons. It doesn't have to be for any kind of nefarious reason. And we into the weeds on that if you want to.
But the basic idea here, just to give an example, is there's research like a study that I'm familiar with that looked at Google. And Google's algorithm will target job ads to more men than women in some cases, just because of the way people have their privacy settings set in their profiles. So that's important when we talk about worker shortages or any problems with large volume hiring, just because if you're missing a lot of women, they're a big part of the workforce, for one thing. So you don't want to be potentially filtering out potentially 50% of the workforce with something that you're doing with your job ad.
Steven Rothberg: I loved how you referenced the black box aspect, because some of the tools on the market that purport to do matching, they look at the job ad, they look at the candidate's resume or CV or other data and try to see, is there a good match? And then they typically will rank those for the employer. Here are the people who applied that are the best match for your job. And some employers are really good about seeing that and understanding that there's algorithms, there's a process that the software is following to determine are you ... are the keywords in your resume very similar to the keywords in the job ad. And they will rank certain candidates higher than others.
And so, correct me if I'm wrong. I mean, I think what you're you're saying is that the fact that it's automated, the fact that there's an algorithm does not mean that it's a good algorithm, that it's a good way of matching. Yeah. And then, you also touched on, I think the second problem that you outlined in the article. And that is that the automated hiring systems can create problems at scale. So, my words not yours, but if you're recruiting one or two people a year, whether you use automated systems or not, if you have a problem, it's a small problem. If you're hiring 200,000 people a year, if you have any problem, it's a big problem.
And so it seems to me like what you're talking about then is that for employers that are hiring at scale, doing high volume hiring, when they use these systems, any kind of a problem, big or small, just gets magnified. Can you speak to that?
Dr. Noelle Ches...: Yeah. Well, that's what I was trying to get at, even when we were talking about the job matching problem, but you said it exactly right. I mean, the whole purpose of these automated tools that we're talking about is to scale up, to deal with the problem of having to hire a lot of people quickly. And make, hopefully good decisions across a lot of different job applications. And the reality is ... and I just want to emphasize this again. And you just described a situation that's probably beyond the capacity of human agents. So most of us don't have it in us to be able to look at a few hundred job applications, much less thousands.
But if you have anything pre-programmed into your system, whether we're talking about the way that the system matches to potential job applicants out there, how it filters through those applications to provide the ranking you just talked about. Or even, I mean, we could even get into other discussions about the use of some assessment tools and interviewing and things like that. And the kinds of automation that are out there. Yeah, anything that isn't working well, is scaled up. That's just by definition, what we're talking about. And if you've got one bad recruiter who isn't doing a good job, you can hopefully locate and fire that person. But when you're talking about something that's, in a few seconds handling hundreds of thousands of job applicants, that's a much harder problem.
Steven Rothberg: Yeah. And the third issue that you talked about in the article was that more recruiters want purple squirrels. Why is that a problem?
Dr. Noelle Ches...: Well, so just ... the purple squirrel thing is just another way of talking about unicorns, really. Which may be a term that your audience is more familiar with. And it comes from a research article. So it's not my term, by the way. But what this really gets at is that human automated system interaction. So I think there are some real interesting research studies out there now that are showing how interacting with these systems taps into certain kinds of human tendencies and is reshaping the behavior, actually, of hiring organizations and the recruiters within those organizations.
And I'll just say that what we see in this context is something that as a scholar who looks at the broader social implications of technology and innovation, is something I've seen in other contexts as well. And that is how the emergence of new technology reshapes, and often elevates expectations. And that's exactly what the purple squirrel research that I'm referring to is really getting at. Which is this idea that because we have all of these tools available that can track candidates across so many different characteristics ... that can rank them, that can filter them. There's some evidence that this is really impacting the expectations, especially of people in leadership in organizations, and filtering down to what they're asking their recruitment staff to do and look for.
And so it's changing a little bit, how ... it looks like, according to at least a little bit of limited research on this topic. It looks like it's changing a little bit, how the human recruiters involved are behaving, what kinds of passive candidates they're trying to source. And also just the level of difficulty it's creating as these much, much higher expectations are outstripping, maybe the realities of the job applicant pool.
Steven Rothberg: Well, it sounds like me on a daily basis. If I can think of something, then the developer should just do it within same amount of time as it took me to think about. Before we leave off, the last of the four problems that you referenced in the article was that automated hiring systems can lead to alienation. Let's talk about that too, because that's not something that I've seen much attention paid to.
Dr. Noelle Ches...: Well, and I'll just tell you ... so let's soften your comment a little bit and say, automated hiring systems may lead to worker alienation. This is actually something I'm really interested in as a researcher in this area. But I will tell you, I have been scouring the published research and there is not a ton of research on this. So I think this is something just to think about if you're an organization or if you're a recruiter. So some of this comes from, again, that same study of recruiters I was just talking about, their perceptions about the job seekers and job candidates they work with, and the sense that people are putting their applications into a black hole.
I've seen some accounts from newspapers. There was something published in The Guardian about this a while back. But I haven't seen a lot of systematic research apart from, there is some broad public opinion research in the United States to suggest that at least among US adults, if you ask them their opinions about using automated hiring practices, letting machines or algorithms make decisions about this, they're very nervous about it. Those aren't job candidates, those are just the general public, but there is a level of apprehension about it out there. And I would say that I've seen in a few limited studies, evidence that this could be a concern.
Steven Rothberg: Yeah. In a lot of ways when read that, that commentary, the discussion around that, to me, it's very much a fear of the unknown. That we all have reason to fear what technology is doing with our data, how it's being used. Is it going to be for our benefit? Is it going to be to our detriment? And when you just don't know, when you get into that black box situation, I think for a lot of people, their natural tendency is to go to the negative. They may be very justified by that.
Dr. Noelle Ches...: Well, certainly ... can I just speak to that one point?
Steven Rothberg: Sure, please.
Dr. Noelle Ches...: So certainly we know from psychology research that we tend to ... the negative is more salient than the positive. But before we just leave it at that, I do want to say that I think there's pretty good evidence, from my perspective as a sociologist, that a lot of the automation technologies that we have in place in hiring right now, very much favor the needs of the hiring organization over the needs of the job applicant. And there are ... it's fairly anecdotal. But I think starting to be much more widespread complaints on the parts of job seekers about being ghosted by hiring organizations. About not getting any communication back about filling out all these applications and never knowing what happens to them. And never getting a job from it.
Steven Rothberg: Yeah. And especially with the applicant tracking systems. The very earliest ones that I ran into, I mean, way back in the 90s ... so I think Abraham Lincoln was still president. But a lot of them literally did not have an option to email the candidate to acknowledge receipt of a resume. And so the recruiters had to manually do that with each and every application. Now, if you get 12 applications a month because you're not hiring at scale, then that should be pretty manageable. If you're getting thousands a day, you'd have to have a whole team doing that. But every applicant tracking system on the market now has an option to automate that.
And so any employer that I hear of any kind of size, medium, large, that's using an ATS that doesn't at least kick out an automated email, thank you for applying. The next step takes us two weeks. We should be back to you within that period of time. And then when you reject a candidate or they don't move forward in the application process, you can automate that too. I feel like it's really not a technology problem, it's a willingness problem for a lot of employers.
Dr. Noelle Ches...: I think the problem's deeper than what you're talking about. So we're talking about communication, and you're right. You can automate responses. But I think there's the potential for a bigger disconnect that has more to do with the automatic filters people are using, probably as part of their automated tracking system. And I'll just use a little anecdote involving my 18 year old son, just to illustrate this. And again, I don't know how prevalent this is, or ... again, it's just an anecdote. It's not research. But my 18 year old, he's really into computers. He's built his own computer. He needed some computer parts. And he is also been looking for a job.
And he went to Best Buy to pick up some stuff, and had such a detailed conversation with the guy in their computer department. The guy was so impressed with everything that he knew, all the questions he was asking. He said, you know what? We are just desperate for people in our computer area here. Would you be interested in applying for a job? And my son said, I'm totally interested. I'd love to work here. And the guy said, okay, you have to go through our online system, but I'm going to be keeping an eye out for your application. And as soon as you submit it, I'll be trying to get back to you. So my son diligently went back and submitted his application through the online system, and he never heard anything.
Now, here's what I think could have happened there. It's not that he didn't get the email saying his application was accepted. It's that there was a disconnect between information he put into this online system, and how his information was filtered. I bet you that guy at Best Buy never even saw his application, just probably figured he didn't do it. So that's more what I'm talking about there. And it speaks, again, to the black box potential here, that we think we've done ... we think it's so simple. It's just, we'll automate these emails and get this communication flowing. But I think that there's a lot more potential for problematic ranking, filtering, all those kinds of things, in ways that could both alienate people, but also leave employers with limited access to qualified people.
Steven Rothberg: Yeah. It's one thing if there are some cracks in the hiring process. We all expect that it's not going to be perfect. But when those cracks are wide and frequent, then that's a problem.
Well, Dr. Chesley, thank you so much for joining us today. If listeners want to get more information from you, how should they reach out to you?
Dr. Noelle Ches...: They can contact me at my university email address, which is my last name, Chesley, @uwm.edu.
Steven Rothberg: That is easy. Thank you for joining us today on the High Volume Hiring Podcast, we appreciate your support. Please go to www.highvolumehiringpodcast.co... to subscribe for free on your favorite app. Review it. Five stars are always nice. And recommend it to a couple of people who want learn more about how best to hire dozens, or even hundreds of people. Today's podcast has been a co-production of Evergreen Podcasts and College Recruiter. A special thanks to our producer and engineer, Ian Douglas, and the rest of the team at Evergreen.
I'm your host, Steven Rothberg, the Founder of College Recruiter. Each year, we help more than seven million students and recent graduates find great new part-time, seasonal, internship, apprenticeship, and other entry level jobs. Our customers are primarily Fortune 1000 companies, government agencies, and other employers who are hiring at scale. They advertise their jobs that require zero to three years of experience on our niche global job search site. For more information, go to www.collegerecruiter.com/advertising, or email me at [email protected] Cheers.
How to keep your recruiting teams motivated when they have a lot of requisitions
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Video interviewing tools are efficient, but it might surprise you to learn that they can also deliver authenticity.
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Are the largest employers of college and university grads de-emphasizing on-campus recruiting while also increasing their use of assessments?
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Autograph Collection Hotels Debuts In Singapore With The Opening Of Duxton Reserve Singapore
Anouska's
Post published:3 February, 2021
Hong Kong, 3 February 2021 – Today, Autograph Collection Hotels announces its debut in Singapore with the opening of Duxton Reserve Singapore. Owned by The Garcha Group, the 49-guestroom boutique hotel joins Autograph Collection's diverse and dynamic growing portfolio of independent hotels around the world, championing values of vision, design and craft.
"We are thrilled to continue to grow our presence in Singapore and introduce Autograph Collection Hotels to the country with the opening of Duxton Reserve Singapore. The opening marks the entry of Marriott International's 11th brand into Singapore and further complements our growing footprint in the country," said Rivero Delgado, Area Vice President, Singapore, Malaysia, Maldives, Marriott International. Rajeev Menon, President, Asia Pacific (excluding China), Marriott International also said, "Singapore is one of the most important cultural hubs in Asia-Pacific, with a rich history and exciting local culinary scene. Guests staying at Duxton Reserve Singapore will be immersed in this experience through the unique design and excellent F&B offerings."
Duxton Reserve Singapore, Autograph Collection
Duxton Reserve Singapore, Autograph Collection is situated in the island's city centre of Tanjong Pagar, and the heart of Chinatown where business, socializing, dining and nightlife take centre stage. Guests can explore the culture-rich Chinatown with its enchanting temples or enjoy a historical journey at the National Museum of Singapore and Asian Civilisations Museum. With the highest concentration of Michelin-starred restaurants in the city, travellers can enjoy local fare in the famous Maxwell Food Centre or dine at the city's renowned restaurants and bars.
Keeping in line with Autograph Collection's emphasis on 'neighbourhood' and 'sense of place', Duxton Reserve Singapore was created within eight sustainably restored 19th-century shophouses. The hotel is designed by the renowned British interior designer, Anouska Hempel, and the designer's romantic narrative borrows elements from Chinese, Malay and European cultures. Guests are in for an eclectic, elegant surprise as they enter the hotel, where they will be greeted by large theatrical golden fans and strong hues of black, gold and yellow, layered with Oriental screens and calligraphy wallpaper from Anouska's personal collection.
Rich Asian history is woven together with Anouska Hempel's luminary vision, creativity and originality in the hotel's 49 guestrooms and suites, each designed with unique individuality for an exclusive experience every time. Each room features thoughtful amenities including Naturalmat organic mattress, organic cotton bed linen by Beaumont & Brown and bathroom amenities by Etro.
"We're excited about the continued expansion of Autograph Collection in Asia Pacific with the brand's debut in Singapore as we welcome Duxton Reserve to the curated collection," said Jennie Toh, Vice President, Brand Marketing and Brand Management, Asia-Pacific, Marriott International. "Duxton Reserve Singapore, Autograph Collection, truly embodies the brand's ethos of showcasing inspiring experiences, delivering boutique hospitality and offering an authentic sense of place."
The culinary highlight of the hotel is the modern Chinese restaurant, Yellow Pot, helmed by Chef Sebastian Goh. The restaurant follows the clean eating philosophy, with no MSG, additives or artificial flavourings added to the dishes. Anouska's, a glamourous bar, is an ode to Bond girl turned interior designer Anouska Hempel, serving up the actress' favourite drinks from around the world spanning the disco era of the 70s and 80s.
The Opium Room
For an experience like no other, guests can take part in the signature perfume workshop at Maison 21G, a local bespoke perfumery next to Duxton Reserve Singapore. There, they can recreate the hotel's customised signature scent, Garcha, an enchanting potpourri of amber, oud, patchouli and a dash of ginger, ensuring their memories of Duxton Reserve Singapore last long after they return home.
Autograph Collection Hotels is proud to participate in Marriott Bonvoy, the global travel program from Marriott International, meaning guests at Duxton Reserve Singapore will have the opportunity to enjoy all the benefits of staying as a Marriott Bonvoy member.
Strim SYOK Podcast baharu, 'Terkejutawan' eksklusif di aplikasi SYOK!
Coway Berdiri Teguh Seiringan Menyokong Usaha Imunisasi Kerajaan Dengan Sumbangan Lebih Daripada 101 Penulen Udara Ke Pusat Pemberian Vaksin Mega
Cartoon Network Menyajikan 'Keriangan Keju' Bersama Tom And Jerry


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Pavel Nikolayevich Kuznetsov (; born 12 July 2002) is a Russian football player. He plays for FC Shinnik Yaroslavl.

Club career
He made his debut in the Russian Football National League for FC Shinnik Yaroslavl on 9 October 2020 in a game against FC Dynamo Bryansk.

References

External links
 Profile by Russian Football National League

2002 births
Living people
Russian footballers
Association football midfielders
FC Shinnik Yaroslavl players
Russian First League players
Russian Second League players


If you are looking for some cute printable notes to put in your kiddos lunch boxes leading up to Valentine's Day, check out these Valentine's Day lunch box jokes Kristen made for her kiddos. If your kids don't take their lunches they would be cute to leave in their backpacks or even on their pillows at night. You can put them in a Valentine's Day countdown calendar instead of candy, since they will be getting enough of that on February 14th anyway!
You can get the free printable Valentine's jokes over at Kristen Duke Photography.
The "backs" must be great, too!


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brenda@mitchalbom.com
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WILL PEPPERDINE GIVE WOLVERINES TASTE FOR VICTORY?
by Mitch Albom | Mar 18, 1994 | Detroit Free Press | 0 comments
WICHITA, Kan. — The overtime was nearly gone when this short guard named Lopez, with buck teeth, a crew cut and a hairy chest, launched his three-point shot into orbit. All heads looked up. The ball hung high, then began to come down, and the whole of the Fab Five legacy seemed to be coming down with it. What if it dropped? What if it went through? What if this shot, from this never-heard-of-him kid from this little California team named the Waves, what if this shot were to kiss through the net, the way his shots had been doing all night? Then what? Michigan could lose. It could be over. Everything the Wolverines were supposed to be, everything they had worked for, gone. To a bunch of happy-to-be-here's from Malibu?
And the worst thought of all: They would have no one to blame but themselves.
"My heart stopped," Jimmy King admitted of that frozen moment. "Right up until it missed, my heart stopped."
His, and everyone else's.
Will somebody tell them this isn't fun anymore? It's not cute. It's bad for your health. And it certainly doesn't do the Wolverines' reputation any favors. By the end, the crowd is always rooting for the underdog, booing Michigan. Yet the Wolverines continue this habit, like smokers who can't quit. Why is this team so enamored with buzzer-beater games that they refuse to accept the notion that when you play a team you're supposed to beat, it's OK to beat it? Maybe even (gasp) blow it out? Have these guys ever heard of that? A blowout victory?
No. Instead we have players such as Ray Jackson, who has been a star on this team for only three years, stepping into the lane twice during free throws — not just free throws, but the first shots of two-shot fouls — and giving two free points to the mighty Waves of Pepperdine University.
And we have Jalen Rose, who has been a star on this team for only three years, dribbling the ball up court during overtime — a relatively simple task, even by layman's standards — and he waves off any help, annoyed at the thought that he could use some, and then he dribbles the ball off his knee and out of bounds.
And we have King, who has been a star on this team for only three years, chasing down a loose ball and forgetting to either stop or dribble, so that he's called for traveling, turnover, new life for the opponents.
And on and on.
"All that matters in these games is that you win them," coach Steve Fisher said. He forced a smile. "That's all that matters."
Any one of these days, I expect the guy to take a breath and faint dead away. No lead safe for U-M
What else can you do with these Wolverines? They make the simplest games into goose-bumpy horror shows. They take a lead, then seem to turn to the opponent and say, "Come on, keep up, it's no fun doing this alone." They held an eight-point edge with under five minutes left in this first-round game, and everyone knew it was going to the wire.
Why? An eight-point lead should be safe, no?
"Why do you make everything into a near-nightmare?" King was asked, after Michigan survived Pepperdine, 78-74.
"I don't know," he said. "We get up nine or 11 points, but we can't seem to put anyone away."
"Is it because you always feel, deep down, that you have the talent to beat anyone?"
He smiled, as if being asked to recite the alphabet. "Of course," he said.
Of course? Well. I've got news for King and the rest: Talent alone will not get it done. Talent has off-nights. Take a look at Rose, who shot a miserable 2-for-13 and even admitted, "I couldn't throw the ball in the ocean." No one will deny Jalen's talent. But what good did it do him Thursday night?
No one will deny Jackson's talent, but five fouls is five fouls, and he got his fifth before the game went to overtime. What good does talent serve on the bench?
Only Juwan Howard, of the Fab Four, played an excellent game, hitting 12 of 17 shots, hustling for rebounds (a game- high nine) and making four steals. He was the go-to man, but against Pepperdine, you shouldn't have to rely on one player, should you?
"We never panicked," Howard said.
Of course not. They won.
Most of the time, they do.
No room for mistakes
But most of the time won't be good enough in this tournament. You stumble once, you're on the plane home. This was just the first-round game. It's the scariest of the three openers they have played during the Fabulous Era. And there are, in the end, two ways to look at it:
One is that it's the perfect medicine for a team that had begun to doubt itself. Three losses in the last four regular- season games can make anyone jumpy, and Michigan may have needed a true scare and a comeback to reassert its confidence. Remember the UCLA game last year? Just as in that one, the Kansas Coliseum crowd was cheering lustily for the underdog and booing the Wolverines, and that seemed to invoke an old and familiar chord. So much so that Makhtar Ndiaye, who wasn't even on the team last year, was taunting the crowd when the game ended. Ndiaye? Now he's got attitude?
"The crowd helped us win," King said. "They don't realize we thrive on that kind of stuff. Let 'em come. The more they boo us, the more focused we get."
Jackson added: "I think we found ourselves this game."
It might help if he found the foul line and stayed on the other side of it.
But, as I said, that's just one way to look at it. The optimistic way. The Michigan fan's way.
The other way is to say that they are running out of breath, these fabulous kids. They are gasping as they head down the stretch, and they will never have enough wind to finish the race. That's the other way. It, too, makes sense.
All night Thursday, Damin Lopez, that crew-cut kid with the mean three-point shot, would launch these bombs, watch them fall, and on his way downcourt, dry his hands on the back of his shoes, as if wiping off dirt.
This much you can bet on: If the Wolverines don't wake up and play to their capabilities, it won't be Lopez, but some other sharpshooter doing the nasty deed soon, very soon. And it won't be dirt he's wiping off his shoes.
It'll be Michigan.
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Q: Does any $n$-th order ODE have to have $n$ arbitrary contants in its general solution? In the lecture, my proffesor stated that

Any $n$-th order ODE has $n$ arbitrary constants in its general
  solution.

However, we have later seen that some ODEs have some singularities, so the so called "the general solution" is not so general at all in many cases, and this lead me to question that is there any execeptions to the rule that I have quoted.
For any ordinary DE, does the general solution of this ODE has to have $n$ arbitrary constants ? If so, how ? if not, can you provide an example ?
Edit:
As I have pointed out, I'm asking this question for ODEs, and not PDEs.

A: If your ODE is of the following form
$$x^{(n)}(t)=f(t,x^{(0)}(t),\ldots, x^{(n-1)}(t))$$
and $f:\mathbb{R}\times\mathbb{R}^n\rightarrow\mathbb{R}$ is locally Lipschitz, then the general solution has to include $n$ arbitrary constants. It boils down to an application of the Picard-Lindelöf theorem. You can transform your ODE into the following form:
$$y'(t)=F(t,y(t))$$
with $F:\mathbb{R}\times\mathbb{R}^{n}\rightarrow\mathbb{R}^n$ locally Lipschitz. Then you can impose an arbitrary initial condition $y_0=y(\hat{t})\in\mathbb{R}^n$ and Picard-Lindelöf gives you a unique solution. Therefore you can impose exactly $n$ arbitrary constants, which have to be reflected in the general solution.
A counterexample can be found by looking at nonunique solutions of ODE's, for example $x'=\sqrt{x}$ with $x(0)=0$. it has at least two solutions, $x_1(t)=0$ and $x_2(t)=\frac{t^2}{4}$ but you can combine these two, to obtain a more general set of solutions like this:
$$x(t)=\left\{\begin{array}{cc}\frac{(t-t_0)^2}{4},& t\geq t_0\\ 0,& t<t_0\end{array}\right.$$
with $t_0\geq 0$. Hence you can impose an initial condition and at least another parameter $t_0$.
To the PDE Question of things: For PDE's there is no general uniqueness statement, therefore you cannot expect to find a general solution which allows you to prescribe a given number of parameters. Even if you have uniqueness the number of prescribable parameters usually becomes infinite. Let me explain what I mean in an example: Imagine you have the following PDE $\Delta u= f$ on a compact smooth domain $\Omega\subset \mathbb{R}^n$, with a given $f:\Omega\rightarrow\mathbb{R}$ at least integrable. Then you can prescribe so called boundary conditions, which will make the solution of the problem unique. What I mean is the following: You can prescribe $u|_{\partial\Omega}=g$ with $g:\partial\Omega\rightarrow\mathbb{R}$ for example continuous. Since $\partial\Omega$ has infinitely many points, you have prescribed infinitely many parameters.
As an additional comment: You might want to check out Green's functions, they give you a kind of general solution to some linear PDEs. Here is a wiki link: https://en.wikipedia.org/wiki/Green%27s_function

redpajama_set_name: RedPajamaStackExchange


A menu of thoughtful but not overdone casual fare, including sandwiches, salads, and myriad stick-to-your-rib appetizers (chicken wings, poutine, etc.) share menu space with beers from Oceanside's Legacy Brewing Company at this indoor and outdoor seating-equipped bar-restaurant hybrid.
Monday 3-6pm: $1 off all pints.
Tuesday 3-6pm: $1 off all pints.
Wednesday 3-6pm: $1 off all pints.
Thursday 3-6pm: $1 off all pints.


As a toddler, children begin building with blocks, playing in sand, and drawing. Constructive play allows children to explore objects and discover patterns to find what works and what does not work. Children gain pride when accomplishing a task during constructive play. Children who gain confidence manipulating objects become good at creating ideas and working with numbers and concepts.
VIGA design toys with the child in mind, creating toys for imaginative and creative play. Keeping the little ones busy and entertained.
All Aboard! A perfect 49-piece starter set that can be built in to an assortment of different track formations for hours of fun. Compatible with other well-known brands of train set. Set includes 2 x people 2 x house 2 x tree 3 x sign 3 x car 2 x trains 4 x carriages 2 x bridges 2 x track swit..
All Aboard!! This 90 pcs train set consists of not only a modern passenger train, but also a cargo train, in addition to this are many farm houses, farm animals, trees, bushes and many other city blocks, such as a fire station, police station, school, grocery store, fire fighter, policeman, fire ..
Can you catch them all! Enjoy fishing for the 20-wooden fish using the magnetic fishing rod. Pretend wooden play pond with tropical fish design. Contains 20 Colourful magnetic wooden fish and 4 Wooden magnetic fishing rods. Product Information: * Size: 250 x 190 x 40 mm * Recommended ..
Dinosaur Set Contains 20 different magnetic dinosaurs for sticking to the fridge or any magnetic surface. Handy box for easy storage. Product Information * Size: 205 x 190 x 45 mm * Recommended age: 3 years + Safety All Viga toys are made with non-toxic paints & inks and com..
Vehicle Set Contains 20 different magnetic vehicles for sticking to the fridge or any magnetic surface. Handy box for easy storage. Product Information * Size: 205 x 190 x 45 mm * Recommended age: 3 years + Safety All Viga toys are made with non-toxic paints & inks and compl..
Let's Build Try and make one of the models that are shown in the mini booklet idea guide, like a helicopter or race car, or use your imagination. using the 48 wooden pieces to create your own model. Includes 48 well-sanded wooden pieces that can be inter-linked together to form different model..
5 in 1 Cube Fantastic educational tool which will provide hours of fun and learning. great for space-saving fun. It's ideal for helping develop hand-eye coordination, fine motor skills, introducing children to the time. Cube 5 sides include; wire beads with farm animal blocks, trace game, s..
5 in 1 Activities The 5 in 1 Activity Cube will provide hours of educational fun for children. One side is track tracing with a little wooden animal, on the other sides are a set of moveable flower gears, flip blocks featuring animals and bead frame. Product Information * Size: 240 x 240..
Endless fun! Easy for little fingers to grasp, these brightly coloured wooden blocks stimulate creativity and hone basic motor skills. Children can build anything that they can imagine with the assorted wooden blocks. This set comes in a handy tub with lid so when not in use, blocks can be neatly..
Construction Time! Includes 68 well-sanded wooden pieces that can be inter-linked together to form different models, beautifully crafted construction set and ideal for younger children. Try and make one of the models that are shown in the mini booklet idea guide, like a helicopter or race car,..
Build it High Children can build anything that they can imagine with the assorted wooden blocks. Easy for little fingers to grasp, these brightly coloured wooden blocks stimulate creativity and hone basic motor skills. This set comes in a handy tub with lid so when not in use, blocks can be ne..
Activity Farm Lovely little house shaped toy with storage for the blocks inside. Decorative outside with a clock, spinning gears and a shape sorter. Shape sorter actively encourages hand/eye co-ordination and reasoning while the clock can be used to learn to tell the time. Product Informati..
Board Game Fun! The game contains four wooden panels, 36 pieces of animal blocks and two dices. Helps to improve children's abilities to recognise different colours and animals and to stimulate quick reaction as well as team-work ability. Five or more different ways to play this game brings..
Dressing Up Time! Includes 2 bear dolls, 6 suits of clothes, 1 pink purse, 1 green backpack, 1 red cap, 1 pink hat. Stored in a wooden box with transparent acrylic lid. Product Information * Size: 270 x 130 x 55 mm * Recommended age: 3 years + Safety All Viga toys are made..
Car Slider Children will love watching the cars as they zoom along this clickety-clack track. Put a car at the top of the track, and watch it make its way down the four colourful levels. You can push one car at a time or set them off one after other. Includes 1 wooden track and 4 mini ca..
City Vehicles This deluxe wooden vehicle set has been beautifully painted and crafted with rounded edges, corners and wheels. The set includes a Police car, School bus, Ice Cream van, Fire engine, Ambulance & Taxi. Fun little set including colourful city vehicles. Product Informati..
Can you build all the designs? Once you've mastered them you can make endless models using your imagination. Try to build up a tank or crane under the instruction provided and create numerous models by imagination. Encourages the creativity and hand-eye co-ordination skills of children P..
Get Creative Children can paint the wooden board using the paint colours and brush provided to create a beautiful picture. Complete with a fish picture frame and 6 jars of ink with a paintbrush. Great for hand eye co-ordination, colour recognition and creativity. Product Information *..
Get Creative Children can paint the wooden board using the paint colours and brush provided to create a beautiful picture. Complete with a flower picture frame and 6 jars of ink with a paintbrush. Great for hand eye co-ordination, colour recognition and creativity. Product Information ..
Fire Engine Buggy Bold baby walker in red fire engine design. Sturdy construction ensures 100% safety with non-slip wheels. Product Information: * Size: 450 x 470 x 280 mm * Recommended age: 18 months + Safety: All Viga toys are made with non-toxic paints & inks and c..
Time To Sleep This little Doll's bed is ideal for any little child and great for role play and creativity. The Frame is made from a high-quality beech wood and comes complete with pad and pillow. Encourages children to learn and explore. Product Information * Size: 553 x 310 x 230 mm ..
Dominoes A high quality beech wood dominoes set with animal silkscreen printing by hand. Packed in a magnetic colour box for easy storage. Each set contains 28 pieces. Product Information * Size: 205 x 190 x 45 mm * Recommended age: 3 years + Safety All Viga toys are made with n..
Dominoes A high quality beech wood dominoes set with insect silkscreen printing by hand. Packed in a magnetic colour box for easy storage. Each set contains 28 pieces. Product Information * Size: 205 x 190 x 45 mm * Recommended age: 3 years + Safety All Viga toys are made with n..
Elephant Stacking Fun! A roll of the dice starts the stacking fun. Match the colours on the dice to the cylinder's and fit the matching cylinder where possible. Includes 1 elephant base, 36 cylinder shapes in 3 sizes and 1 dice. Product Information * Size: 180 x 100 x 25 mm * Recommen..
Hit & Jump Hit one of the three keys under the animals. The animal above will jump out for a surprise while you try to catch it in the air. Helps to develop hand-eye coordination and fine motor skills. Product Information * Size: 180 x 120 x 100 mm * Recommended age: 2 years + ..
Farm Lacing Blocks These fun wooden lacing blocks are both educational as well as fun. Each chunky and colourful wooden block can be threaded onto the provided lace. The lace has a solid wooden end so it's easy for younger children to thread. The wooden block are double sided and can be use..
Pirate Lacing Blocks These fun wooden lacing blocks are both educational as well as fun. Each chunky and colourful wooden block can be threaded onto the provided lace. The lace has a solid wooden end so it's easy for younger children to thread. The wooden block are double sided and can be u..
Little Vehicles A set of 8 of our 4.5" vehicles with soft wheels. These little cars, trucks and planes are sized for little hands and safe for babies and toddlers. Squishy and soft, this toy is safe from birth up, it has a fuzzy tactile surface that feels great to the touch. Simple desig..
Magnetic dress up time! This set includes a magnetic wooden boy, wooden stand and lots of colourful magnetic outfits for him to wear. There are 8 different outfits for little ones to mix and match using the 36 magnetic pieces. Product Information: * Size: 205 x 190 x ..
Magnetic dress up time! This set includes a magnetic wooden girl, wooden stand and lots of colourful magnetic outfits for him to wear. There are 8 different outfits for little ones to mix and match using the 36 magnetic pieces. Product Information: * Size: 205 x 190 x..
Magnetic Shapes & Box Children can build up the figures based on the cards provided and create numerous new figures by imagination. Each box contains 42 magnetic blocks in different shapes and colours, 12 cards with 24 patterns and magnetic white boards. Product Information * Size: 2..
Emergency Service! This deluxe wooden vehicle set has been beautifully painted and crafted with rounded edges, corners and wheels Your little ones will love making their own fun with these great wooden vehicles. Product Information: * Size: 80 x 50 x 50 mm * Recommended..
Pink Dolls House A great wooden doll's house comes with furniture and 2 dolls. The size of the doll's house isn't too large so it can easily be moved, set up and transported to where children want to play The scale sized furniture pieces are simple, well designed and fit perfectly within th..
Pull Along Train Build the train's engine and 2 carriages in different ways and then pull them along with the red pull cord. A uniquely designed toy which is built to mimic the stacking action of a real-life locomotive. With the wooden train, you have twenty brightly coloured blocks stacked..
Pull-Along Puppy This pull along puppy toy helps toddlers grow more confident as it builds development of logical thinking and motor skills, while being fun and active. Easy to encourage toddlers to walk and run while they walk their new puppy. Product Information * Size: 180 x 120 x 65 ..
Block Tower A fun and easy game to learn and play. At the start of each players' turn, they roll the dice then have to take out a block from the tower of the same colour shown on the dice. The one who makes the tower fall loses the game. Product Information: * Size: 120 x 120 x ..
Tack and Zap This toy is a great way to encourage creativity and puzzle solving. It comes complete with 45 different wooden pieces, a cork board, a hammer and a packet of tacks, all packed in a gift bag. 10 Pictures for you to make! Product Information: * Size: 225 x 180 x 45 mm * Rec..
Throwing Sandbags This great throwing game contains a wood framed stand and 3 bean bags. Play with friends or family! Fold-able frame for easy carrying and a net bag on one of the holes for storage of bean bags. Product Information * Size: 345 x 445 x 310 mm * Recommended age: 2 ye..
Zuru Fidget Cube Specially designed for restless hands, the six unique sides fulfils all your fidgeting needs. Glide, flip, roll and click your way into focus. This top trending toy and viral sensation is a stylish gadget for at work, in class or at home. Easy to carry, simple design, sm..