 as tumblr is criticised, it is a great place to make friends and join/follow communities and you notice that if you post a lot/everyday, followers will come in and friends will start occurring. There are many other places like, obviously here, etc. Just don't lose hope or do anything stupid, things get better.Just as World War Two was ending, our father, Boots Chaney started on a major renovation of the house we lived in at the corner of Main and Yancey in Horse Cave. We lived in the house all during the work, at one point moving into just one room.
Mr. Rucian Rowe was the contractor. He had an assistant who, besides being handy with a hammer, was a pretty good cusser for Horse Cave. Our mother, Corinth, objected to his cussing where Ann and I were able to hear. Boots spoke to the carpenter about his swearing; he promised to mend his ways. Pretty soon Boots struck his thumb with his hammer. "Dagnabbit!" he exclaimed.
"What did you say, Boots?" the carpenter asked.
"Dagnabbit!" he replied. "I'll try it," quoth the carpenter.
'Twern't long afore the carpenter had need of strong language. Trying to imitate Boots, he exclaimed, "Dag-god-nabbit!" Boots allowed as how he just better return to regular cussing.
A couple of weeks ago the intrepid publisher of this newspaper wrote a column decrying what he sees as the increasing use of profanity in everyday language. I would like to take issue with him on that matter and suggest an alternative. The problem is not cussing so much as it is the lack of imagination in the process. If we would look to our linguistic history, we could see that the vocabulary of cussing has been greatly diminished to the point that the few four-letter words we know have lost their force through overuse.
The esteemed Dr. Arthur Moore late of the University of Kentucky Department of English once told of a sailor striking his hand with a marlin spike. He stopped what he was doing and cursed for twenty minutes in three languages without repeating himself. It was, according to Dr. Moore, a linguistic feast for the ear.
So here is what we do. A friend of mine recently sent me a list of Shakespearian Curses. Take three words, one from each group below, and hurl them to the wind with vivacity, verve, and volume. Use as needed; avoid at all costs the usual ****, ****, and ****. Take not the divine name in vain. Work on your vocabulary; amaze friend and foe alike.
Many fine cussers litter literary history.
I think of Mark Twain who remarked, "In certain dire and trying circumstances, profanity offers a relief denied even to prayer."
On another occasion Mark Twain's wife Olivia, tired of his cussing, let fly with a burst of profanity designed to blister the paint on the side of the house. The humorist heard her out; paused to consider the outburst; then said, "Olivia, you know the words, but you don't have the tune."
In the play Inherit the Wind the attorney objects to the use of profanity by his opposing counsel. The other lawyer replies, "Language is a poor enough way of expressing ourselves. Let us use all of it that we have."
Cussing is a basic necessity of life. The ability to let fly with a good cussing has drastically cut the mayhem and murder rate.
Let us then develop the art.
Avoid the usual. Don't take the name of god in vain. And, more importantly, don't repeat yourself.Charming 3-bedroom 1.5 bath home located on over an acre. Just minutes to the Revitalized Downtown Kannapolis and I-85. Oversized back yard includes utility building that has electricity and 2 levels offering plenty of room for your needs. Well maintained cared for home with new roof completed in 2022. Both electrical and plumbing have been updated.With millions of children heading back to school in August and September, corporate managers are contemplating yet another COVID-19 challenge: how to manage the schedules of working parents on their staff through another fraught transition.
“In spring everybody was told to go home,” says management consultant Roberta Matuson, author of “Evergreen Talent.” “For the fall, it’s a lot more stressful not knowing” which workers should come into the office, and which of their children will start school online or in person.
Given countless newly jobless Americans, some employers might not be worrying about keeping the employees who are lucky enough to still have jobs. That’s a mistake, Matuson says. “You’d best be concerned about retention. I know at least five people who have recently been poached, and people with several offers in hand.” To keep key workers and bolster morale, wise employers will demonstrate empathy in making work arrangements for autumn and beyond.
How can managers decide who works in the office, who works at home, and when? Let’s discuss three steps you can take to optimize both worker satisfaction and business results in the ever-shifting conditions of the pandemic.
Step 1: Recognize parents' steep and varied work and family challenges.
This year, working parents – always among the most overburdened among us – have faced a challenge like no other.
It's not just the school day that will challenge working parents this fall. “Even if parents have kids actually in schools, there are still before- and after-school times to cover,” says Yvette Lee, an HR knowledge adviser for SHRM. “Some employers modify work schedules” to accommodate these families.
Step 2: Get input from employees about their work-family situations.
Lee advises managers to tell all employees, “If you have scheduling concerns, let’s have a conversation.” Keep in mind that people with school-age kids aren’t the only ones who find themselves in stressful straits; many workers have elder-care issues or concerns about their own health. “Employers have to be consistent and fair. You can’t simply give preference to working parents with small children over employees with other challenging family or personal situations. Employers should have the approach that we’ll do the best that we can to accommodate everyone,” Lee says.
“Employers need to have private conversations with workers to gather information on their personal situations and make assessments,” says Lee. “Employers do have to be cautious about the types of information they’re asking for.” The best practice to maximize employee privacy is to designate one or two individuals to have these conversations, she says. The organization must also ensure that personal information is not used in a discriminatory manner.
A word about gender: Working women with children are typically more hard-pressed than men. In two-earner households with opposite-sex parents where one parent spends more time managing children’s schedules and activities, the greater responsibility fell overwhelmingly to the woman, 54% to 6%, in a 2015 Pew Research Center analysis. But employers should beware of a lingering sexist assumption: that men are always the breadwinners. This generalization, no matter how flawed, can bias employers against accommodating their male employees’ family needs, Behson says.
Step 3: Map out where you can be flexible and where you can’t.
There’s one more thing that organizations need to do to support employees, including working parents: Keep the business successful. You can do that by telling employees that you’ll be managing for results, rather than counting keystrokes or time spent in the office. Be flexible wherever you can and unbending where you must.
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