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Archive for the 'Alignment' Category
Is Your Online Class is Broken?!?
I have been teaching in an online environment for four years, so when the recent forced mass migration of traditional learning programs to online environments occurred, an opportunity was created to help colleagues think through the resulting challenges and opportunities. For example, colleagues from the Society for Industrial and Organizational Psychology (SIOP) created a resource document, the "Online Teaching Survival Guide" as just that, a guide to transitioning to online teaching.
I participated in a Zoom session organized by SIOP with similar objectives and used the ALAMO performance model to organize my advice to instructors in transition. ALAMO is a diagnostic tool to guide the systematic analysis of suboptimal performance that can be used at the individual, team, and organizational levels; see some of my prior posts and a recent book chapter (Bracken & Rotolo, 2019) where it has been used.
ALAMO is an acronym where:
Performance = Alignment x (Ability x Motivation x Opportunity)
In the current application, let's assume our target audience is university-level instructors, both undergraduate and graduate level. I am becoming painfully aware that this covers a very wide range of teaching environments, starting with class sizes that can vary from a handful (e.g., graduate seminars) to hundreds with a corresponding array of individual differences in areas such as Ability and Motivation even in the traditional setting. So, the discussion and corresponding advice needs to be broad enough to apply to a very diverse audience.
What is "Performance" in this application? Let's operationally define it as creating a learning opportunity of similar quality as offered in the traditional environment.
Let's use the model to build a starter list of factors that may be barriers to achieving that goal of optimal "Performance" in the transition from traditional to online teaching.
Alignment (Knowing What to Do, The "Rules")
- Are communications getting to the student?
- Does the student understand expectations?
- What are the changes to deadlines? Grading? Attendance?
- How does the student reach you?
- Does the student know how to access the online environment?
- Does the student know how to use the learning software?
- How will the instructor maintain ties between learning and outcomes (grades)?
- What will be the attendance requirements for synchronous learning events (meetings, lectures)?
- How will accountability be established for asynchronous learning?
- What will the policies be for handling individual circumstances?
Opportunity (Having the Resources, Confidence)
- What if the student doesn't have a personal computer?
- What if there is no internet access?
- How will the student notify the instructor if there are circumstances beyond their control that prevent participation?
- What if the student is so stressed as to believe they cannot succeed?
There may be a bit of a "duh" reaction to the ALAMO model. The objective of using an acronym is a) to make it each to remember, and b) to ensure that all the possible causal factors are considered simultaneously. That is why the elements of the model are multiplicative; each one is so powerful as to drag Performance to zero by itself. In fact, Alignment can actually be negative and cause performance to draw resources away from the system.
It's as simple as that. If things aren't going as well as hoped (in any situation), we need to consider all the possible causes, and, in this case, ideally anticipate them before they do drag the system to zero (or worse).
Bracken, D. W., & Rotolo, C. T. (2019). Can we improve rater performance? In A. H. Church, D. W. Bracken, J. W. Fleenor, & D. S. Rose (Eds.), Handbook of strategic 360 feedback. Oxford University Press.
©David W. Bracken 2020
ALAMO: A New Performance Model (Webinar)
Please join OrgVitality for our next webinar in the 2015 series!
ALAMO: A New Diagnostic Performance Model for Individuals, Teams and Organizations
Thursday, June 11th, 2015 at 12:30 PM EDT, 9:30 AM PST
David Bracken, PhD
Performance management and improvement are discussed constantly at all levels of an organization, i.e., individual, team and organizational. We can argue that all performance is sub-optimal (improvable), so the question is: what are the primary factors that drive performance, and then how to ensure that all those causal factors receive full consideration when prescribing interventions. Just considering individual performance alone, ALAMO addresses a huge need to provide managers with tools that support their critical roles of coaching and performance management.
The webinar introduces the ALAMO model of performance that is an acronym which mathematically combines ALignment, Ability, Motivation and Opportunity. We will discuss the value of acronyms, such as SMART and GROW, that promote the communication, retention and use of performance tools. In addition to being easy to remember, ALAMO promotes a holistic view of performance that considers a wide range of causal factors, derived from psychology, change management, and organizational culture. We will demonstrate how ALAMO can be applied to post-feedback discussions, including performance management and coaching at the individual, team and organizational levels.
We are pleased to inform you that this webinar has been approved to offer HR Certification credits. The use of this seal is not an endorsement by the HR Certification Institute of the quality of the activity. It means that this activity has met the HR Certification Institute's criteria to be pre-approved for re-certification credit.
Register here:
After registering, you will receive a confirmation email containing information about joining the webinars. We look forward to "seeing" you there!
Hope you will join me!
A Matter of Trust
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"Apologizing does not always mean that you are wrong and the other person is right. It just means you value the relationship more than your ego."
I saw that anonymous quote on LinkedIn recently and it drew me back to a small note in Traning & Development magazine dated February 24 on this topic. (http://goo.gl/8X6yRe) The text follows:
A recent survey of 954 global professionals by the Forum Corporation found that although 87 percent of managers say that they either always or often apologize for their mistakes at work, only 19 percent of employees say that their managers apologize most or all of the time.
Naturally, managers not owning up to their errors has a direct impact on employee trust levels. Another interesting insight from the survey is that while 91 percent of employees say it's "extremely important" to have a manager they can trust, only 48 percent of managers agree that it's extremely important for employees to trust their managers.
So we can only assume that it's those managers who do not place a premium on trust who are committing the following worst management sins, as identified by survey participants:
- lying
- taking credit for others' ideas or blaming
employees unfairly
- gossiping
- poor communication
- lack of clarity.
Managers may condone their mistakes because they are afraid of tarnishing their image. According to the survey, 51 percent of managers believe apologizing makes them appear incompetent, 18 percent believe it makes them look weak, and 18 percent shrug it off, saying that apologizing is unnecessary.
Unfortunately, the study also shows that a low regard for employees' trust may result in low engagement levels.
This note caught my attention for a few reasons. First, this concept of trust is one that is central to the "manager as coach" work we have been doing in defining the foundation of a productive relationship that is required (in our opinion) if a manager is to be a successful coach for his/her team members.
Trust is also manifested in the perceptions of senior management, whether that group is perceived as individuals or in their aggregate actions. Either way, time after time we see that employee surveys indicate that "trust in senior leadership" is usually the primary driver of employee engagement, confirming the last sentence of the article.
Secondly, the basis for trust (or lack thereof), as listed in the bullets, is determined by behaviors. Behaviors are a choice; a person can choose to do them or not. That choice can be influenced by consequences. Evidently, a majority of managers see more value in behaving badly. We can change that behavior by making them aware that they are behaving badly, and then having negative consequences for doing so. From top to bottom.
Thirdly was the discrepancy between the importance of trust to employees versus their managers. It is hard to believe that organizations do not preach honesty, integrity and so on, whether through Values statements that hang on the walls, or by lip service. It does suggest that there is inadequate accountability.
This T+D blurb is another in a series of articles and blogs I have seen recently that bemoan bad leader behavior and the effect on an organization's climate (see my recent blog https://dwbracken.wordpress.com/2014/02/05/nimble-and-sustainable/), but with no specific recommendation as to a solution.
I really hate whining without a proposed solution. I have suggested that a 360 process with accountability (i.e., consequences, good or bad) is a viable solution. I recently heard of a major organization that has introduced a new leadership behavior (competency) model, and, when I asked how leaders are to be measured against the model, the response what to fall back on single-source supervisor evaluation because "360's haven't worked here." I felt like I was in a backward time warp to 20 years when we started talking seriously about the shortcomings of single-source (manager) performance evaluations (see Edwards and Ewen's first 360 degree feedback book).
Behaviors can be shaped, starting with creating awareness that change is needed, aligning to the desired behavior, and usually requiring consequences (i.e., accountability). A few leaders will change without the carrot & stick, but those are usually the ones who are not the ones who need fixing.
If you have leaders who are undermining trust, you have a problem. I think there is a solution.
What is a coach? (Redux)
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In an earlier post (https://dwbracken.wordpress.com/2013/01/14/what-is-a-manager-what-is-a-coach/) I asked the question, "what is a coach?" in the context of the role of manager as coach. A few publications crossed my virtual desk recently that continue to make me think that this question is being addressed from very different angles, neither acknowledging the other. Let me see if I can bring some focus to this dilemma stemming from the different mental models we have of what "coach" really means.
I think it's a safe guess that the first vision most of us have when the word "coach" appears is that of the sports coach. From Wikipedia we find this partial definition:
"In sports, a coach is an individual that teaches and supervises, which involves giving directions, instruction and training of the on-field operations of an athletic team or of individual athletes." For the purposes of this discussion, I will call this the "Instructor" coach.
Contrast to this definition of coaching/coach (that I have cobbled together from various sources):
'Coaching' is working together to identify a person's skills and capabilities and helping that person use their skills and capabilities to the best of their ability. A "Coach" is the individual who provides coaching." I will call this the "Guide" coach.
These are not necessarily mutually exclusive views of what a manager-coach should be. There are situations when each is appropriate. My sense, though, is that the "Instructor" version is the default definition, i.e., the traditional version of coach and one that most managers find easiest and encouraged by organization. It is the "Guide" version of coaching that is more difficult to master but (I and others would argue) is more effective. More on that later.
So back to the publications I mentioned. The first is an article recently published in Personnel Psychology, "Development and Validation of The Performance Management Behavior Questionnaire" (Kinicki, Jacobson, Peterson and Prussia, 2013). To cut to the quick, the PMBQ instrument has multiple items/scales that describe manager behaviors associated with performance management, and one of the scales is called "Coaching." Its items are these:
15. Shows others how to complete difficult assignments and tasks
16. Provides the resources needed to get the job done
17. Helps identify solutions to overcome performance roadblocks
18. Helps people to develop their skills
19. Provides direction when it is needed
So which type of coach does that sound like to you, Instructor or Guide? (That's not a trick question.) As a hint, there is nothing in there that I see that suggests a dialogue with the coachee (employee).
Two points about this research. First, the Subject Matter Experts were largely existing managers who have probably been formed by history, reinforcement and some level of success to define coaching this way. Second, I was really disappointed to see that they use a frequency scale which I have noted before is seriously flawed both statistically and conceptually.
Compare those items with these sampled from the Perceived Quality of the Employee Coaching Relationship (PQECR) (Gregory and Levy, 2010) that I have integrated into The ManagerCoach© feedback instrument:
|My supervisor and I have mutual respect for one another.
|My supervisor is easy to talk to.
|My supervisor spends more time listening than talking when he/she is coaching me.
|I am content to talk about my concerns or troubles with my supervisor.
|I feel safe being open and honest with my supervisor.
|My supervisor helps me to identify and build upon my strengths.
|My supervisor engages in activities that help me unlock my potential.
Hopefully those sound more like the "Guide" coach where the relationship comes to the forefront.
It seems like every time I read something about effective managers, the topic of empowering and involving subordinates surfaces. Such is the case with the most recent issue of People & Strategy Journal (from HRPS) that focuses on the topic of performance management (and also includes an article by Allan Church and myself, but that's another blog topic to come). In one piece alone, we find these statements from Gyan Nagpal:
- …many 21st century employees are rejecting conversations that are one-way…
- Greater employee autonomy and empowerment also changes the meaning of management.
- We have gone from a "supervisor of task and outcomes" to an "enabler of performance, innovative thinking and collective success."
With a related theme, there is the most recent issue of Harvard Business Review with an article titled, "Connect, Then Lead" (Cuddy, Kohut, & Neffinger, 2013) with this observation:
A growing body of research suggests that the way to influence—and to lead—is to begin with warmth. Warmth is the conduit of influence: It facilitates trust and the communication and absorption of ideas.
But, instead of quoting others, let me make my own case for differentiating the Instructor and Guide versions of coaching using the ALAMO model that I have introduced before (most recently, https://dwbracken.wordpress.com/2013/04/22/aligning-to-alignment/) where I propose that:
Performance = Alignment x (Ability x Motivation x Opportunity)
The ALAMO view on two types of "coaching" might sound like this as we listen in on the conversation with employees:
Type of Coach
|"I know what is best. Go do it."
|"Here's how to do it. It has worked for me."
|"Success or failure will affect your PA rating."
|"Here's your time frame and budget."
|"What do you think is the best way to achieve this goal?"
|"Yes, that approach is a good match for your skills."
|"It seems like you are most excited by this approach."
|"Are there any barriers that might hinder your progress?"
(Let me note here that there are times when the manager needs to be the "Instructor", and one of those is in the area of organizational values. Organizational values exist to define and guide appropriate behavior, which is a process of Alignment. But with Values, the question is not one of Ability but more a matter of choice, i.e., the choice by the employee as to whether (or not) he/she is going to behave that way. This is where 360's can be a valuable tool by providing the manager (and organization) reliable data on how these behaviors are observed by others (coworkers and, if applicable, customers).)
It is disappointing when I see organizations define coaching using Instructor language. I believe that most of us see that we have moved toward a more humanistic, involving and empowering model of supervision, reinforced by work configurations (e.g., global, remote, matrix) that demand nontraditional leadership styles. As importantly, the Guide model of coaching is more sustainable AND more developmental.
©2013 David W. Bracken
Big Data and Multisource Feedback
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Here's another NYTimes Corner Office offering, featuring Laszlo Bock, SVP of People Operations at Google. (http://www.nytimes.com/2013/06/20/business/in-head-hunting-big-data-may-not-be-such-a-big-deal.html?pagewanted=1). The first half is about hiring with some interesting observations (especially if you have responsibilities in that area). The second half describes their Upward Feedback process, along with other HR systems. And, no, they are not a client.
I offer these observations for your consideration:
- Big Data is the new fad, but many of us have been using large data bases to understand the impact of our change processes for a long time, whether at the organizational level (employee surveys) or the individual level (360 Feedback).
- Your organization is not using "Big Data" (at least in the way Laszlo is describing) if you are using external norms. Note that Google is using internal norms very aggressively, tracking progress in moving the norm over time AND giving percentile rankings for each leader.
- The challenges he describes regarding hiring practices are very interesting, and it appears they are making some progress in implementing processes that are more predictive and more consistent. That said, hiring is always a challenge, and emphasizes the importance of using processes such as multisource (360) feedback to identify and either improve or weed out poor managers.
- He speaks to the importance of consistency in leaders. 360 Feedback promotes consistency in a number of ways. First, it defines the behaviors that describe successful leaders, a form of alignment. One of the behaviors can relate to consistency itself, i.e., providing feedback to the leader about whether he/she is consistent. In addition, an organization-wide 360 process that is administered and used in a consistent manner can only help in reinforcing the views of employees that decisions are being made on a fair basis. Organization-wide implementation is the key to success in creating change, acceptance and sustainability.
- Back to the percentile rankings. I have found organizations strangely averse to this practice of letting the leader know where he/she ranks against peers. As Laszlo notes, the challenge is to give the leader a realistic view of how he/she is perceived, and to create some motivation to change. By the way, these rankings are one "solution" to leniency trends, that is, saying to the leader, "You may think you are hot stuff because you got a 4.0 rating (out of 5) on that behavior, but you are still lower than 80% of your peers." That scenario is common in areas such as Integrity where we expect high scores from our leaders.
- I am a little surprised that he believes that the managers can "self-motivate" in the way he describes. I am usually skeptical that leaders will change without accountability. I would like to know more about that. I have already noted the use of percentile rankings that most organizations dismiss, and are seen are powerful motivators in this process. Laszlo also describes a dialog of sorts with the leader at the 8th percentile. Who is that conversation with? If it is with another person (boss, coach, HR manager), that alone creates a form of accountability and an implied consequence if improvement isn't seen. If the conversation is just in the leader's head, it speaks to the power of the information provided by the percentile score. Creating awareness is one thing. Awareness with context (e.g., comparison to others) is much more powerful. (Maybe like, "That's a nice pair of pants! If it were the 60's.")
- Lastly, Laszlo speaks to the uniqueness of his and other organizations regarding what the organization needs from its leaders and how an individual employee might fit in and contribute. This clearly speaks to the need for custom designed content for hiring practices and then internal assessments once an employee is onboard.
Google is doing some very interesting research regarding leadership. Go back and look at their work on leadership competencies that they publicized a couple years ago. http://www.nytimes.com/2011/03/13/business/13hire.html?pagewanted=all
Beyond the research, Google is actually using their Big Data to create a culture, define the leaders they require, and putting some teeth into the theory with upward feedback at the forefront. Yet, at the end, he notes that all the measurement must be viewed through the lens of human insight. The context is deeper than just organization; it is also moderated by the current version of strategy, the team requirements, the job requirements, and the personal situation, all of which are in a constant state of flux.
©2013 David W. Bracken
Aligning To Alignment
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I have been citing the "Corner Office" (NY Times) a few times lately, but I can't help but do it again. Recently the guest was Salesforce COO George Hu (http://www.nytimes.com/2013/04/19/business/salesforcecom-executive-on-seeking-out-challenges.html?src=recg). When asked about leadership lessons, he turns to the importance of communication and alignment. He says, "We use this process called V2MOM, which stands for vision, values, methods, obstacles and measures."
In this model, the vision and values part is the alignment component, basically what we are going to do and how we are going to do it (i.e., (my words) how we are going to treat each other and our customers). I know that "alignment" is one of those terms that has been overworked but, in this case, maybe for a reason: it is important.
In some past blogs I have shared my ALAMO model of performance:
Performance = Alignment x (Ability x Motivation x Opportunity)
While all four variables in the model can drive a fatal blow by going to zero, Alignment is the only one that can also be a negative value because it can actually draw resources away from the organization if the individual/team/organization is working on the wrong thing. "Working on the wrong thing" can be accidental (by misdiagnosis or misdirection), or even purposeful (such as sabotage, where a very motivated person can destroy value).
Misalignment can happen to both the vision and the values part of his model, but I would like to focus on the Values part as it relates to the role that 360 Feedback can play in focusing the alignment of behaviors throughout the organization.
Many organizations have Values statements, often met with some well-deserved cynicism as a plaque on the wall. Stating a value (e.g., Respect for the Individual") must go much farther than just defining it. It must also must be defined in behavioral terms, that is, what an employee is doing (or not doing) when they are exhibiting that value.
Some of the most spirited meetings I have been in or led have been about what a Value means in behavioral terms. Many, many organizations have some version of Respect for the Individual in its Values list. But what does "respect" mean for your organization? Treating everyone the same regardless of level? Saying "thank you"? Acknowledging the viewpoints of others? Creating work-life balance (i.e, acknowledging personal lives)? Creating diversity in practice? You have to pick; the answer isn't "all of the above." A Value isn't effective if it is vaguely defined or too encompassing.
One benefit of creating behavioral definitions of a value is making it very tangible if described specifically. I am reminded of the story of the homeowner who decided he need to fix his front sidewalk, spending all day on Saturday breaking up the old one, and replacing it with a nicely laid cement walkway. As the sun was setting, he looked out his window admiring his handy work only to see a dog run up and down the walk, leaving his footprints for posterity. The man got his gun (sorry) and shot the dog. When brought before the court, the judge looked down and asked, "Young man, just what were you thinking?" The man replied, "Your Honor, I really like dogs in the abstract, but not in the concrete." Ba bump.
Values are very easy to like in the abstract, but much less so in the "concrete," as in your actions. Just ask religious leaders about that.
Another value that might seem obvious to you but not others is Integrity. One version of Integrity is the core notion of telling the truth, not lying, not cheating, etc. But more and more we see organizations who see telling the truth as a given, and choose to use Integrity as communicating the more subtle message of "walking the talk, " as in doing what you say you will do, following through on commitments, and following the same rules/expectations that you set for others.
An organization-wide 360 feedback process built around an organization's Values has many powerful benefits, including:
- Reinforces the importance of the Values as part of the "how" side of performance
- Requires the identification of the behaviors that uniquely define the Values for the organization
- Are disseminated to all employees, usually requiring serious consideration as the raters perform their duties as feedback providers
- Creates accountability for follow through assuming development plans are integrated into performance management processes
- Creates a method for trending individual and organizational progress toward "living the Values."
- Can be used to identify leaders who do not comply with the Values
We would like to think that Values statements are enduring and wouldn't require change very often. But if the organization finds that it needs to change its emphasis to support strategy (e.g., more customer focus, quality, innovation, accountability), the message can be quickly operationalized by inserting the behaviors (labeled as a dimension to further create alignment) in the 360 that is used by all segments of the enterprise. This need to shift quickly is now called "Agility" in the vernacular, and organizations as well as individuals are being required to demonstrate it more than ever.
Alignment and Agility are intertwined, and communicate simultaneously focus and flexibility on both the Vision ("What") and Values ("How") that are uniquely defined by the organization. I would argue that Alignment is one activity that cannot be overdone or overused, which is one message I take away from George Hu's lessons of leadership.
Finally, one other message to take away from Mr. Hu's V2MOM: Measurement. Measurement reinforces Alignment, and you get what you measure. Measurement also creates accountability. And a 360 Assessment, well-designed and delivered, does both. We largely know how to measure the "what;" show me a better way to measure the "how."
©2013 David W. Bracken


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For every wrongdoer hates the Light John 3:20 Holy Bible Amplified Version
I believe the reason the liberals attack Christians so vehemently is because we live the truth are walking in the light of Christ and they hate it because it exposes their wickedness which is walking in darkness. Our lives are the living Gospel and they hate us because it convicts them of their wickedness.
"The Gospel cannot be truly preached without offense and tumult." Martin Luther
It is also the reason the wolves amongst Christs flock hate and persecute those that are walking in Christs light.
A sure sign of whether you are walking in the light is the way others behave around you. Can they not say your name without spitting, do they viciously gossip about you, do they do everything they can to make your life miserable? I find that the most true when it is family.
The wicked always oppose those who are doing what is right. They are afraid of them and cruelly mock them. Indeed, if they could they would even kill them. Joseph a son of Jehovah
So if you are being treated like dung do not have a pity party or cry out to Christ to deliver you from the abuse. Rather rejoice in it as it is a sure sign that you are walking close with the Heavenly Light.
Prayer: Thank you Jehovah 'Uzam (The Lord is our Strength in Trouble) for blessing me with the strength and wisdom to with stand the vicious attacks by the wicked ones. It is indeed an honour my King to be hated for walking in righteousness just as You were. I praise You in the name of He who was crucified by the wicked because of their hatred for Him which brought about my salvation Jesus Christ. Amen.
May the gentle assurance of Jesus' sweet love encompass you today and every day.


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A prominent human rights group has issued a travel warning for the United States following two mass shootings that killed 31 people in the states of Ohio and Texas.
Travellers to the US should be "extra vigilant at all times and be wary of the ubiquity of firearms among the population," Amnesty International said in a statement on Thursday.
"Avoid places where large numbers of people gather, especially cultural events, places of worship, schools and shopping malls," said the group, which advocates for tighter gun control measures in the US.
It added: "Exercise increased caution when visiting local bars, night clubs and casinos."
Venezuela and Uruguay also issued travel warnings for the US earlier this week over the deadly gun assaults.
Amnesty said it's travel advisory "aims to hold up a mirror to the US" using the US Department of State's model of providing timely travel advice for US citizens visiting other countries.
The warning condemning "rampant gun violence" came after back-to-back shootings over the weekend. In the first assault on Saturday, a gunman opened fire on shoppers in a Walmart store in the city of El Paso, on the US border with Mexico, killing 22 people.
Just 13 hours later, in Dayton, Ohio, a gunman sprayed a local bar with bullets, killing nine people. The police killed the shooter at the scene. Dozens were wounded in both attacks.
Investigators believe the El Paso shooting was a racially motivated crime, while the FBI said the Dayton gunman had explored violent ideologies.
Donald Trump, the president of the United States, has proposed broader background checks and ensure mentally ill people do not gain access to guns. But he has rejected calls for bans on assault rifles.
The US leader has called for background checks before, but backed away from the pledge.
Ernest Coverson, manager of Amnesty's End Gun Violence Campaign, said, "people in the United States cannot reasonably expect to be free from harm - a guarantee of not being shot is impossible."
He added: "Once again, it is chillingly clear that the US government is unwilling to ensure protection against gun violence."
Mexico's President Andres Manuel Lopez Obrador on Monday urged the US to "control the indiscriminate sale of weapons" after eight Mexicans were shot dead in the El Paso shooting.
Uruguay's warning on travel to the US, issued on Wednesday, advised its citizens to avoid US theme parks, shopping centres, art festivals, religious activities and sporting events, according to the Associated Press news agency.
Venezuela meanwhile advised citizens to "to take extreme precautions or postpone their travels in the face of the proliferation of acts of violence and hate crimes".
More than 79 million people from other countries are forecast to visit the US as tourists, on business, or as students in 2019, according to the US Travel Association, a national non-profit group based in Washington, DC
The US share of global tourist travel has been declining and is projected to continue to fall through 2022, according to a report issued by the US Travel Association on August 1. Economists pointed to a strong US dollar, weakening global economy, trade tensions and "uncertainty surrounding the Trump administration" as sources of the decline.
A spokesperson for the lobby group declined to comment on Amnesty's warning.


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What to Expect from the Google Pixel 2 Release
With all the hype around the new iPhone, it's easy to miss out on news about Google's flagship smartphone. That's no reason to ignore it. This year's announcement should have plenty of notable improvements over last-year's model.
The Future of the Google Pixel
The new generation of smartphones elevates the status of the screen higher than ever. Aesthetically, that's in the spirit of the original Pixel, which omitted any front-facing buttons in favor of side-mounted controls and a novel back-mounted fingerprint reader. The next generation of Google phones will likely enhance this large-screen technology, especially given the popularity of the sizable Pixel XL over the past 12 months.
Some rumors have recently gained even more credibility. For example, Droid Life has exposed several details about the look and price of the new devices. We expect these devices to be called the Google Pixel 2 and the Google Pixel 2 XL. Like their predecessors, their storage should start at 64GB (with an option to double that for an extra fee).
The prices, too, are rumored to have been leaked. We expect the price of the baseline model to cost $649. The larger version, the Google Pixel 2 XL, is expected to start at $849. The 128GB versions of each model will cost about $100 more than their 64GB counterparts. You can offset these costs by trading in your old smartphone. Google just added the original Pixel and the Pixel XL to their trade-in program, so you can get up to $410 off your order with select models.
If Google does what we expect them to, the new Google Pixel 2 phones should appear on their site once they're available for purchase.
What we hope for (but don't expect)
The hardware behind the Google Pixel already stands up to the best phones on the market, but we'd also love to see a strong digital-to-analog converter (DAC) for high-end headphones. This would differentiate the phone from competitors for audiophiles, but it wouldn't make much of a difference to most consumers. Unfortunately, most people speculate that the Google Pixel 2 XL will not have a headphone jack at all. This follows Apple's trend, and it's sure to be a deal breaker for many of us.
On the plus side, there's talk of front-facing stereo speakers. That could make the phone stand out among similar models, especially when you're sharing the screen with a friend.
We're also hoping to avoid the inventory challenges that surrounded the release of the Pixel XL, which seemed to be out of stock everywhere forever. From the day it came out, many shoppers couldn't find the premium versions of the smartphone anywhere.
The Benefits of Project Fi
Google's new smartphones can work on Project Fi. That's what the company calls their groundbreaking wireless network, which uses wireless towers from Sprint, T-Mobile, and U.S. Cellular to provide nationwide coverage for calls, text, and data. There's no annual service contract, and you can use the network with any Pixel phone.
The Project Fi wireless plan is one of the reasons we find the Google Pixel so appealing. Its price starts at $30 per month, including unlimited calls and a gigabyte of data. Extra data only costs $10 per gig, and Google credits your account for unused data.
That last bit is really important. You only pay for what you use. If you don't use all your data, even for your first gig, they credit the difference to your account. That's incredibly handy for people who use Wi-Fi for the majority of their online activity.


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Author bio
Keena Roberts
"Wild Life"
New York City
Keena Roberts is the author of WILD LIFE: Dispatches From a Childhood of Baboons and Button-Downs, a memoir about growing up in a research camp in Botswana and the transition back to the life an American high school student in a wealthy suburb of Philadelphia. She has worked in the world of global health for more than ten years, mostly in the field of HIV/AIDS, and credits her time in Botswana for developing her interest in this field.
About "Book"
Keena Roberts split her adolescence between the wilds of an island camp in Botswana and the even more treacherous halls of an elite Philadelphia private school. In Africa, she slept in a tent, cooked over a campfire, and lived each day alongside the baboon colony her parents were studying. She could wield a spear as easily as a pencil, and it wasn't unusual to be chased by lions or elephants on any given day. But for the months of the year when her family lived in the United States, this brave kid from the bush was cowed by the far more treacherous landscape of the preppy, private school social hierarchy. Most girls Keena's age didn't spend their days changing truck tires, baking their own bread, or running from elephants as they tried to do their schoolwork. They also didn't carve bird whistles from palm nuts or nearly knock themselves unconscious trying to make homemade palm wine. But Keena's parents were famous primatologists who shuttled her and her sister between Philadelphia and Botswana every six months. Dreamer, reader, and adventurer, she was always far more comfortable avoiding lions and hippopotamuses than she was dealing with spoiled middle-school field hockey players. In Keena's funny, tender memoir, Wild Life, Africa bleeds into America and vice versa, each culture amplifying the other. By turns heartbreaking and hilarious, Wild Life is ultimately the story of a daring but sensitive young girl desperately trying to figure out if there's any place where she truly fits in.


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First Friday Kicks Off in Seeley Lake
October 5, 2017
SEELEY LAKE – The Seeley Lake Elementary School, Filling Station and Seeley Lake Area Chamber of Commerce have teamed up to launch a family-friendly First Friday in Seeley Lake starting Oct. 6. The intent of the event is to have something fun for the community of Seeley Lake and visitors to enjoy during the winter and help boost the economy.
SLE Superintendent Chris Stout came up with the idea to bring a band into the school during lunch. Following lunch, the band will do a workshop/performance for the students starting at 1 p.m.
"We do the Alpine Artisans stuff and the kids love it an...
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CITY FOR CONQUEST (Warner Brothers 1940) Warner Home Video
Anatole Litvak's City for Conquest (1940) is a lavishly produced mutt of a movie. It attempts to be a gangster picture...well, sort of. It's a human interest melodrama...kind of. The middle third is a story about boxing. Or maybe it's a high brow morality play about the American dream turned rancid. Litvak and screen scenarist John Wexley never quite make up their minds. All of the aforementioned narrative threads intermingle in Aben Kandel's original novel. But Wexley's screenplay really doesn't bring a lot of cohesion to any of them. Instead, we bounce from gangster saga to melodrama to sports movie, then back to melodrama, then gangster movie...well, you get the picture. But perhaps therein lays the films' universal appeal and enduring reputation. It effectively touches on all things and, as a result fulfills some of its aspirations.
James Cagney stars as idealist Danny Kenny, a truck driving happy-go-lucky fellow whose growing affections for childhood sweetheart Peggy Nash (Ann Sheridan) force him into the boxing ring in order to give Peggy the sort of lifestyle he knows she wants and believes she deserves. Here's the wrinkle: Peggy's a good kid not a gold digger, but one whose head is turned with promises of the high life by oily dancing pro, Murray Burns (Anthony Quinn). Unfortunately for Peggy, Burns is a womanizer. Peg's just another notch on the ol' bedpost and by the time she realizes what Burn's is really after it's too late to back out. Burns takes Peggy's virtue by force.
Fueled with frustrations – sexual and otherwise - Danny wants to do right by his brother, Eddie (Arthur Kennedy) a struggling composer and music teacher who dreams of conducting his own symphony one day. Danny (renamed Kid Samson) is placed under the expert tutelage of prize fighting promoter Scotty MacPherson (Donald Crisp). He begins his meteoric rise to fame and fortune the hard way - with blood, sweat and tears. But the dream turns ugly when a fixed match and a bit of resin in his eyes irreversibly blinds Danny - effectively ending his career. Although Danny holds no one but himself accountable, old time friend turned gangster, Googie (Elia Kazan) will not let the matter rest. He confronts and manages to kill one of the men responsible for the fix before being killed himself. As for Danny, he resorts to selling papers on a street corner, all the while quietly watching as his brother's dreams become a reality.
There are some grandiose melodramatic touches of inspiration throughout City for Conquest and some genuinely laughable misfires – such as beginning and ending the story with an extended prologue told by an optimistic hobo (Frank Craven) who functions as our emcee into New York's ever evolving heartbreak of humanity. The boxing montages, as well as the final bought that cripples Danny's eyesight, are staged for maximum suspense and pathos. But the screenplay suffers from too many conspicuous villains, masterminds marginally glimpsed from the periphery of the plot, leaving Googie to avenge Danny's misfortunes on characters we've never even seen, much less have learned to hate or believe they deserve his vengeance.
James Cagney does the little guy with big dreams and an even bigger heart proud. He's a fighting spirit with a clean soul and a passion for life who doesn't break under pressure or even after being dealt the hard knocks. Perhaps he's too good - too pure to belong among the all-pervasive criminal element and, at times, all too ready to snuff it out. Ann Sheridan gets a lot of playtime and occasionally even deserves it as the good girl, turned harsh, though never bad from her own miscalculated life experiences. It's a bit of a stretch to see her snap like an elastic from living the high life back to being contented with a blind man in a one bedroom apartment. In an attempt to illustrate for the audience what all this suffrage has been about, the plot stops dead in its tracks for a lengthy symphonic composition, supposedly written by Arthur Kennedy's Eddie and played over the radio to prove to Eddie - still selling papers at the news stand - that his own struggles have not ended without some purpose or meaning.
Over the years, City for Conquest underwent a number of mutilations on the small screen – axed to fit as the bottom half of a double bill reissue in theaters, and later Ginsued to accommodate commercials on TV. The complete version was thought to have been either destroyed or lost. This newly minted DVD from Warner Home Video restores the film to its original length. However, the quality of the transfer is suspect. Certain sections belie the fact that no original camera negative probably exists. Warner is working from various source materials and the fluctuation in image quality is glaringly apparent.
Still, it's gratifying to see the film in its complete form. Much of this B&W transfer is very smooth and pleasing on the eyes. Occasionally we lapse into softly focused, poorly contrasted scenes with a heavy grain. But these oversights are forgivable and at the mercy of source materials. The audio is mono and has been very nicely cleaned up. Extras include five short subjects, an audio commentary by Richard Schickel and a new featurette on the role of women in gangster movies. Schickel's commentary deserves special mention – because it is so bad.
Honestly, with a wealth of writing experience and movie history behind him, all he can do on this occasion is wax in generalizations that are dull and uninspired. Perhaps a prerequisite for future audio commentaries should be that the person providing them actually takes the task seriously.
FILM RATING (out of 5 - 5 being the best)


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Where You Go, I'll Go!
by wpadmin
I remember falling in love with these words "Where you go, I'll go;" the commitment, the strength, the permanence. I was only 7 when I first heard them at a wedding. And it made me long for the day when I could say that to the man I loved. It wasn't until my teen years that I discovered they were said from Ruth to Naomi! And that started me on a journey of discovering the depth of friendship among women.
I grew up in a Christian home that was intertwined with abuse. So the only type of relationship with women that I understood was with my mom and sister. And to say that we were dysfunctional and co-dependent is an understatement. In fact we could see it, and name it, and even make fun of it. I remember giving my mom a magnet for the refrigerator that said "Let's put the FUN back in dysFUNctional." We were all stuck in our patterns of people pleasing and control and we had years of knowing it, but didn't know how to get out of it.
Finding healthy places in our relationships became a life-time journey. I have many friends that share their own struggles to find health in their relationships with women. As women we can make the road to our true-selves treacherous, dangerous, and even filled with betrayal. Or we can make that road a place of safety, vulnerability, giving AND receiving, and depth. It is a battle that Satan wins too often, and it is a battle that I have made my WAR!
I want to be a woman that listens well, speaks the truth in love, and encourages another to walk in holiness – not just happiness. My dream is to see women in transforming relationships! And that means that I want to influence others for Christ but I must also be willing to be influenced. I want to aid in that transformation, but I must acknowledge that I too need transformation.
Amy Grant and Nicole Nordeman have recorded a beautiful song that speaks to every woman's heart. "I'm with you" is the heart of Ruth and Naomi. As you meditate on the questions below enjoy their music video.
What has it been like to be a girlfriend? Is there a woman who has helped transform you? What does it mean to you to say; "Where you go, I'll go"?
I hope that you will join us on this blogging journey. Follow, share, link, forward, and even write your own article for submission. Share with us stories of your transformation as a woman!
©Meakins Speak, LLC 2012
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Wednesday, 12 September 2012
VIVO Colour Block Palette - Enchanted: Reviewed
The Colour Block is a new release from Vivo Cosmetics and comes in two forms: The Enchanted palette, which has a lovely mix of colours from brights to neutrals and the Unprotected palette which has colours extremely similar to MUA's Undressed.
I picked Enchanted up while in Tesco the other day. It is normally £3.99, but at the moment it is on sale for just £3. I saw the Unprotected palette there too, it looks gorgeous but I have so many neutrals I couldn't get it. It pained me so much to leave it there, I may go back and get it even though its SO similar to the Undressed by MUA.
The palette has such a lovely mix of colours which are perfect for Autumn/Winter. My favourite is the lovely teal shadow. I had a little play and came up with a look using this colour which you can see above. I wasn't feeling particularly brave so used it as an accent colour with brown the main. I am currently thinking of ways to use the gorgeous burgundy colour with out looking ill or like I have been punched in the eye!
The shadows are a mix of shimmer and matte. They are quite pigmented and blend nicely, very good quality for £3.99. They last really well with or with out a primer on my non-oily lids.
I definitely recommend getting this palette. Its great if you want to experiment with colour but still has the neutrals in there.
You can purchase this palette from Tesco stores or directly from Vivos website here.
Are you a coloured shadow lover? Or are you more for the neutrals? Do you have any ideas on how I could use the burgundy colour?
Gem x
2 comments:
I love that green eyeshadow!!!! :) Very nice gotta love a nice eyeshadow pallette!! xoxoReplyDelete
- Anonymous30 September 2012 at 19:36
I love this palette as well. I have been using it loads since I bought it.ReplyDelete
Michelle @ bodytakesabeating.blogspot.co.uk
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Jane Keller-Allen has held many positions since joining WPS in 1985. In January 2014, she was promoted to Vice President of Internal Audit, Compliance, and Risk.
Jane earned a business degree in marketing from the University of Wisconsin-Oshkosh, an MBA in management from the University of Wisconsin-Whitewater, and a doctor of law degree from the University of Wisconsin-Madison.
With Jane's leadership, WPS has been designated as one of the World's Most Ethical Companies by Ethisphere Institute for 10 years in a row, starting in 2010. Jane has been a member of the Wisconsin State Bar since 1996. She also is a Certified Corporate Compliance and Ethics Professional, a Certified Fraud Examiner, and a Certified Internal Auditor.
1717 W. Broadway
P.O. Box 8190
Madison, WI 53708-8190
WPS Madison campus map
The WPS Health Solutions family of brands employs more than 3,000 professionals in great communities across the country:
Email: firstname.lastname@example.com
Phone: 608-977-5000


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Tacos Sinaloa
Taco Bell Cantina
Under our parent company, Yum! Brands Inc. Taco Bell is part of a family of fast food powerhouses which include both KFC and Pizza Hut.Read More
La Burrita
The next time you're feeling the kind of hunger that only great Mexican food can satisfy, come to La Burrita and enjoy your favorite traditional dishes served in big, tasty portions. We use only the best and freshest ingredients in our burritos, tacos, salads, tamales, fajitas and all of our menu items. With your choice…Read More
Gordito Amigos
Gordito Amigos offers delicious Mexican food and friendly service to its customers. The menu includes chicken and beef tacos, quesadillas and burritos. The burritos are killer, no frills, and they don't change from one day to the next.Read More
Chipotle Mexican Grill
Chipotle believes that food served fast does not have to be a typical fast food experience. Chipotle offers a focused menu of burritos, tacos, burrito bowls (a burrito without the tortilla) and salads made from fresh, high-quality raw ingredients, prepared using classic cooking methods and served in a distinctive atmosphere.Read More
Cafe Durant
We at Cafe Durant thank everyone for making us a Berkeley staple for the past 20+ years! Please come check out the newly upgraded sun deck which will now be open at night for a dining experience under the beautiful sky unlike any other restaurant in Berkeley. Enjoy Mexican and American food, breakfast, lunch, dinner…Read More


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Table Logix has many hospitality booth offerings from classic to modern styles that are produced in the United States. We offer many finish materials including upholstery fabrics, wood species finishes and hardware. We pride ourselves in the quality and strength of our booths and the speed at which we can deliver.
Showing 1–9 of 16 results


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If you the love thinking about planning events, you might consider pursuing work in the field of event planning. Couples always dream of getting their wedding planned in a very hassle-free manner. Since an incredible number of weddings take place in the United States yearly, there exists a great requirement for experienced and well trained wedding planners. https://myirishwedding.weebly.com/There are so many different suppliers around. Whether you are looking for a wedding coordinator or a caterer, as you search you are going to visit discover that there really is a huge variety of wedding suppliers to select from. You will come across the weird and wonderful things that people produce to square out of your crowd. This is great as it will give you an idea of the creativity of every of the wedding suppliers that you may come across. And it will help in making a decision according to what they've got to supply. Yes, the quantity of suppliers available could just frighten you, nevertheless, you might use this to your advantage. Because there is this kind of huge variety of the many various kinds of wedding suppliers, you will definitely find the perfect wedding supplier that can fit your wedding the top.
Друзья! Поддержите проект - поставьте кнопочку или линку. И будет Вам счастье !
Copyright © 2006 Kupa Skunsoff
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ROCKFORD — The Winnebago County Retired Teachers Association will hold a welcome breakfast for 2017 teacher retirees at 8:30 a.m. Sept. 21 at Stockholm Inn, 2420 Charles St.
Registration will begin at 8:30 a.m., and the breakfast buffet will start at 9 a.m. The program will an update on pensions and insurance. Illinois Retired Teachers Association Executive Director Jim Bachman and President Dave Davison will speak. The Blanche Martin scholarship report also will be shared.
Cost: $18. To RSVP, send payment to Gayle Haab, 3767 Doreen Dr., Roscoe, Il 61073 by Sept. 20. Newly retired teachers can call 815-988-0523 to register.


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August 16 – 2015:
The Niagara Cricket Festival, Canada's largest and most prestigious cricket event, shattered all attendance records with its 2015 edition backed by Computan's support. The event drew attendees and spectators from all over the world to Niagara to participate for Canada's most prized cricket and bhangra dance crown. As a non-profit in Computan's 'Computan Cares' program Computan provides subsidized digital and marketing support to the Niagara Cricket Club to grow their event and generate revenue opportunities for local businesses near Computan's home office in Thorold, ON. Contact us today if you feel your non-profit is a good fit for the Computan Cares program.


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INDIANAPOLIS (WTHR) – In celebration of the last day for Noblesville schools, hero teacher Jason Seaman was honored with a standing ovation during the Indians game tonight.
Noblesville West Middle School focused on finishing the school year on a safe and positive note following last week's school shooting that rocked the community.
The stands were filled with emotion as Seaman waved to the crowd.


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Title: Sparrow
Author: L.J. Shen
Genre: Contemporary Romance/Mafia
Published: March 8, 2016
Troy Brennan.
Every southie in Boston knows that name. The son of a dead mobster. The heartthrob with steel blue eyes. "The Fixer" who can make or break you in this city.
Oh, and my new husband.
Sparrow Raynes.
No one seemed to remember my name up until he barged into my life. And me? All I ever wanted was to get a decent job and to run away from the damn neighborhood Brennan and I grew up in. Run away from him and his likes.
I have dreams, big ones, but I doubt he'd ever let me chase them. I have no idea why Brennan, practically Bostonian royalty, decided to kidnap me, marry me and cage me in his beautiful penthouse.
But I do know this: pissing off this man will not do me any good. At all.
Warning: This book contains graphic violence and adult situations some may find offensive.
"Just WOW. This story is will have you on the edge of your seat with every page. I could not get enough. I am left with one hell of a book hangover!" - Book Club Gone Wrong
"Now, with this new book I was in total awe. Sparrow had all the components I look for in a story and more." - Wrapped Up In Reading
"Sparrow positively surprised me! This story was far better and definitely more complex and angsty than I've imagined it to be. I ate it all up." - Smokin' Hot Book Blog
L.J. Shen resides in sunny California with her husband, son, chubby cat and wild, wild dreams.Her passion is to write badass stories, sushi, UFC and her awesome family and friends (not in this order, though. Obviously, sushi comes before writing. Oh, and also the family part.)She spend the first half of her twenties traveling the world and is now paying all the fun with extra shifts in front of her MacBook. Feel free to contact her on her Facebook page. She loves to hear from her readers.https://www.facebook.com/authorljshen/
Sparrow by L.J. Shen
My rating: 5 of 5 stars
Wow! I love the chemistry, lust and the love\hate between Sparrow and Troy. I fell I'm love even more with the book in the end. Love overcame everything and brought these 2 together again. If you love mobster books. Then this is the book for you. I would definitely recommend L J Shen to my friends and other readers!
review by Chantelle
View all my reviews


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Non-Uniform Day
Today is Non-Uniform Day- don't forget to bring your Easter egg!
Today is Non-Uniform Day- don't forget to bring your Easter egg!
Today is our second Non-Uniform Day @ Red Lane in aid of our Christmas Fair. Please donate an item for our Christmas Hampers, each year group has been given a colour to donate towards- Under 3's and Nursery White Reception Yellow Year 1 … Read moreNon-Uniform Day 2
Today is Non-Uniform Day in aid of our Christmas Fair on 7th December. Early Years and Key Stage 1 are being asked to donate a chocolate item Key Stage 2 are being asked to donate a bottle of something.
This half term seems to have flown by, only 2 more weeks until the Easter Half Term holidays! Here are some of the events taking place this week: Photograph day- the school photographer will be in school on Monday 27th March, each child will have an individual photograph taken; don't forget to return your slip … Read moreWeek 5 @ Red Lane
With only 4 days left in school, here are some of the events taking place @ Red Lane in our final week: Dress Rehearsals and Final Performances- after the success of the Early Years Nativity performances, it is the turn of Key Stage 1 to WOW audiences with the Christmas Show of 'A … Read moreWeek 8 @ Red Lane
There is lots of events happening this week @ Red Lane- here are a few of the highlights to come this week: Year 5 are onto their last remaining drumming sessions in the build-up for the BIG final performance in front of a sell out crowd. Nursery Stay and Plays are taking place this week … Read moreWeek 5 @ Red Lane
Here are a few events happening during Week 7 @ Red Lane: Multi-Cultural Day- Wednesday will be Red Lane's Multi-Cultural Day, with each class learning about a different country from around the World, then presenting some of their findings in Golden Assembly on Friday. The Rocket Project- on Tuesday and Wednesday, Key Stage 2 will … Read moreWeek 7 @ Red Lane


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Mary Elizabeth Glenn
Postdoctoral Fellow, Education Research Alliance for New Orleans
Beth is a postdoctoral fellow at the Education Research Alliance for New Orleans within the Murphy Institute and Department of Economics at Tulane University.
She graduated with a Ph.D. in economics from the University of Tennessee in 2018. Her research focuses on choices that surround education with an emphasis on post-secondary education, although she has also worked on topics in taxation and health. She has examined how polio in mid-century America changed school enrollment behavior, how student loans taken out by parents end up impacting parental retirement behaviors, and how large-scale merit aid programs influenced take-up of student loans. Her current research explores the possibility that the New Orleans school reforms affected the match and quality of colleges that students attend.


text: I am having issues with my phone after the most recent update to Android 4.1.2 It will not connect to my wifi at home, or anywhere else for that matter. My network at home is open, and before the update it would connect as soon as I got in the house. Now, it just pops up that there is a wifi network available but it will not connect to it. I am also having issues while typing using swype. It used to auto space the words, and auto capitalize the first letter of a new sentence. Now, it will randomly jump to the beginning of a sentence and place word there, won't capitalize the first letter of a new sentence and will not auto space for a new word. I have been through all the setting 2-3 times and can't correct this crap. I am getting ready to factory reset the phone so it works how it did when I first got it.


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What's with all this post-death costume business? I hope its something he symbolically ditches after he teaches S.H.I.E.L.D. a lesson, which he clearly will.
What are your hopes for Captain America: The Winter Soldier? Let me know in the comments below!
For more like this follow Goats In The Machine on Twitter: @GoatsInMachine
Follow RJ Bayley on Twitter: @RJBayley


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Silk Result smoothing conditioner
Joico Silk Result Smoothing Conditioner. Transform thick/coarse hair into touchable, smooth hair. The synergistic Silk System (natural silk silicone and silk amino acids) is specifically balanced to seal in moisture and polish thick/coarse hair, creating luxurious softness and luminous shine that is absolutely frizz free. Contains Quadramine Complex, an exclusive blend of positively charged, low molecular weight and size proteins. This balance of 19 essential amino acids (The building blocks of hair) adheres quickly and effectively to ensure maximum protection and reconstruction from the cuticle to the cortex.
pH 4.5-5.5.
Apply to clean hair. Leave in for 1 minute. Rinse.
All domestic orders are fulfilled through shipping carrier Canada Post.
For all international orders, orders are fulfilled through UPS and DHL Express.
Product images are for illustrative purposes only.
Order more than 30 days from date of purchase by customers are non-refundable.
All product returns must be in unopened, unused and in salable condition upon arrival at our warehouse within 30 days of purchase in order to receive a refund.
Any products that have been opened or used will be refunded less a 15% restocking fee.
Any package that is refused, unclaimed or undeliverable due to insufficient address is also subject to 15% restocking fee.
We require pictures of damaged goods in order to issue a return/refund.
** Please include a copy of your order invoice or order number in your returning package.


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Now that the formal White House press briefings have almost been eliminated, the south lawn of the White House before President Donald Trump takes off via helicopter for Joint Base Andrews has become the primary location to field questions from the White House press corps. Reporters ask questions while the helicopter blades are spinning as noisily as possible.
Just a few months back, before the current occupant of the White House formally declared a national emergency regarding funding for his border wall dream, I was able to ask a rather pertinent question on that very topic.
My question to the President of the United States was: "If you do decide to declare a national emergency to build your border wall, which Department of Defense already funded, programs will be impacted as you move appropriated money to pay for that wall?"
His response to that question was short and sweet. His answer: "There is plenty of money."
I found this answer to be quite astounding since "plenty of money" would bring into question the validity of various aspects of any budget requests from the Department of Defense. I shared this disturbing response from our president with as many legislators as I could find from Senator Mazie Hirona of Hawaii to our own Congressman Jamie Raskin. I wondered whether this statement by the president would have any impact on future budget requests from the Department of Defense.
Specifically, I asked whether the House Appropriations Committee would even consider any future budget requests by the Department of Defense to replenish the money for previously funded projects which were moved for the border wall?
It should be noted that the Constitution is quite clear on where the appropriations and responsibility lies. It lies with Congress. Article I, Section 9, Clause 7 of the Constitution, commonly referred to as the "Appropriations Clause," reads as follows: "No Money shall be drawn from the Treasury, but in Consequence of Appropriations made by Law; and a regular Statement and Account of the Receipts and Expenditures of all public Money shall be published from time to time." This clause provides Congress with the mechanism to control or limit spending by the federal government.
Article I, Section 8, Clause 1 provides the source of Congress' power to spend. It reads: "The Congress shall have Power To lay and collect Taxes, Duties, Imposts and Excises, to pay Debts and provide for the common Defense and general Welfare of the United States…"
Trump used the powers provided in the National Emergencies Act of 1976 to justify circumventing the will and authority of Congress to move previously appropriated money to provide funding for building a wall, which was not appropriated by Congress.
The purpose of the National Emergencies Act of 1976 was to enable a president to provide funding for a real emergency that was occurring in real-time and did not allow for the usual appropriations process to take place.
It was certainly not intended to circumvent the formal appropriations process to fund a project that will take years, if not decades, to complete and for which specific funding by Congress was not approved.
Now for the aftermath: Which Department of Defense programs or projects will lose at least some portion of their previously approved funding? The list is quite extensive; more than 120 such military programs and projects across the nation at the cost of more than $3.6 billion.
These funds were appropriated by Congress to go toward a whole array of projects, including upgrading military bases across the globe and upgrading facilities for military families and military academies. It also included projects to upgrade a ship repair facility and a cyber operations facility as well as a hazardous waste clean-up operation.
However, I will focus just on Maryland. Included are the Maryland military projects from which millions of dollars have been averted to pay for a campaign promised border wall, which will be quite ineffective, in achieving its intended purpose, courtesy of Senator Chris Van Hollen:
Joint Base Andrews
Project: PAR Relocate Haz Cargo Pad and EOD Range.
Funds reallocated: $37,000,000.
Project: Child Development Center.
Funds reallocated: $13,000,000.
Fort Meade
Project: Cantonment Area Roads.
Funds reallocated: $16,500,000.
Total Maryland Funds Reallocated: $66.5 million from just three Maryland projects.
Now consider the impact across the entire nation of diverting some $3.6 billion in Congressionally appropriated defense dollars. Now think what "America first" and a strong military really means to this president.


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Maybe My Favorite Holiday {a short writing piece on New Years by Miki}
My toes curl over the edge of the chair. My eyelids flutter with the weight of sleep weighing them down. Quickly I reopen them not wanting to miss that moment. The one moment when everything goes quiet. When everyone leaves something behind. When it is time to start anew. That moment when the clock strikes twelve, the ball hits the ground, and a new year begins.
"Nineteen, eighteen," I hear people begin to chant. Time slows as I think back on this year.
"Seventeen, sixteen," The champagne and wine glasses clutter the table, blocking the view of the screen with the sparkling ball.
"Fifteen, fourteen," People chatter between the numbers holding on to bits of their past. Lie to ourselves that our problems go away when we pass through the changing of dates. They don't really; it's just that night. When you drink to much champagne and your brain gets all fuzzy. You forget.
"Thirteen, twelve," I glance around the room. Everyone stands on a chair. About thirty people total, I estimate.
"Eleven, Ten," Where are the time machines when you need them? All those problems I could go back and fix.
"Nine, eight," slipped from my mouth. People were getting anxious. Their faces clearly expressing their want to leave this year behind. Slip into the next year.
"Seven, six," I always loved this holiday you could say. I like to forget my mistakes and move on and I take New Years as an excuse to forget. But really it isn't; just like you don't feel older the day after your birthday nothing changes between 11:59 and 12.
"Five, four," I look around thinking about our tradition. In New York City people watch the ball drop, and when that moment comes there is a kiss and a hug for everyone. We jump into the New Year. Standing on a chair, and when the clock strikes we jump. Leaving the past in the air and greeting the present on the ground.
"Three, two," I guess that's why its my favorite holiday. Its chaotic, and filled with the future. But now that I think about it maybe it's not that amazing of a holiday. Maybe people make it great because they want to forget. I want to leave the past as history, leave my mistakes and faults, forget. What about the good memories, the fun times, the beautiful things this year? Yes, I want to forget, I want others to forget, and maybe New Year's Eve isn't my favorite holiday after all.
"One." The ball drops and I forget.
The new year is approaching, don't forget.


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I know that I may sound crazy to some of you who live in really cold places but I'm really jealous you this time of the year!
Have a nice week everybody!
I understand you. We don't have any snow in Denmark either.:(
Beautiful photographs, nice colors too. I've never been in Athens:(.Here in Austria (but not on Mountain) there's no snow yet too. Thankyou, Nicole, I'm happily following you back:)ReplyDelete
Great pictures!
Linda from http://www.moonon.com/
Rainy days, ggrrrrrr. We are having plenty of them here in Stavanger.
Nice blog you have:) Take a look at mine and if you like we could follow each other?!
Much love,
Flutra from Finland
Such lovely photos! Great blogReplyDelete
I know exactly the weather you're talking about. It almost doesn't feel like Christmas yet. I wish it would snow out here as well.
xo erica
great snaps! cannot wait till Christmas!
I wish it was snowing too, it's so grey and dull. x hivennnReplyDelete
beautiful photos,love this post and also your blog! It's so nice!!! I follow you!
Pass to my blog and if it likes you follow me too, I will be so glad :D
i really love these photos - i live in NYC and i've gotten so used to it lol. sometimes i think about when i FIRST got here and how i used to run into stuff cuz i was ALWAYS looking up!! lol
haha now i'm just like - AHH MOVE! whenever someone takes too long. but i totally love this post cuz it's making me realize that stuff we don't think is beautiful at first really is!!
beautiful pics!!!
IF U WANT TO VISIT MY BLOG STREET CHIC http://artsecommunication.blogspot.com/
U CAN ALSO FIND ME ON FACEBOOK http://www.facebook.com/pages/Street-Chic/126609910754628
I`m also hoping for snow soon because I would like to go skiing =) so let`s cross our fingers ;D
greets Dagna


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Douglas College > Programs & Courses > Continuing Education > Health Professional Development > Courses > Understanding eating disorders (HLSC 120)
Course Name
Course Description
This course exposes the learner to topics related to disordered eating, and strengthens their skills in the field. It introduces the most up-to-date research and allows the learner to critically reflect on their reading. Learners are encouraged to bring their personal and professional experiences into consideration, and to reflect on their current practice in the field.
The course is designed for professionals working in the field of mental health (Counselors, RPN's, RN's, OT's, Social Workers, etc).
Subject Code
Learning Objectives
By the end of this course, students will
Textbook not included in tuition fee. Contact the Douglas College Bookstore for prices and ordering information.
Course Content
Topics include:
Learning Resources
Jauregui-Lobera, Ignacio. (Ed.). (2012). Relevant topics in eating disorders. Croatia: InTech. Retrieved from http://www.intechopen.com.
Hornbacher, Marya. (1998). Wasted: a memoir of anorexia and bulimia. New York, NY: HarperCollins.
Available through the Douglas College Bookstore.
Instruction Method
Interactive online course (Blackboard)
Due to the nature of an online delivery, the student will be expected be proficient in computer skills including email, adding attachments, navigating the internet etc. Resources for getting started with Blackboard are available online to help get the student comfortable in the Blackboard environment.
Grade will be assessed on completion of:
Grading &
Course Completion
Minimum grade to pass is C (60%).
Students who successfully complete a CEHS Certificate Program will receive a credential through the Graduation Office, in the form of a certificate.
A letter of successful course completion for individual or grouped CEHS courses is available, but please allow 3-5 business days after placing a request with the CE-HS Program Assistant.
An official Douglas College transcript can be ordered via my Account.
Completion Time-frame
6 months (200 hours) from course start date
Registration and course start
Registration is easy; simply complete the CE-HS Registration Form and submit it to: firstname.lastname@example.com, with proof of completion of the pre-requisite requirements. Payment of the tuition fee must accompany registration.
Instructions on how to access your course materials will be emailed to you by the Program Assistant within five (5) business days prior to your chosen course start date.
Course CRN provided by dept upon fulfilling pre-requisites.
Calendar Summer & Fall 2020


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Hi, I am really confused and need some help. I am looking at a 118 Fairbanks Morse engine. I am wanting to put it on a small oilfield stripper well pump jack to pump water into a pond with a 4x48 inch cylinder at 350 ft.with 5/8 rod. Now, my question is, the oilfield place says with that engine I need a pump jack they call a #16. I didn't want to be too much of a pest and they said they never got anything that small so I am asking for someone to explain to me what makes a #16 and how I can measure it. I have found this little Baker pump jack but I don't know how to size it, the stroke is 11 inches and the gear box says "B80 35" stamped in it and "KG11" in the casting. I suspect this is smaller than a #16 because it had a little electric motor on it. I am several miles from electricity so the Fairbanks seems like a good fit as I do have gas right there. I can buy a larger Fairbanks but not sure how to size with another pump jack, if anyone has any pointers or knows of a good website to explain this, I would sure appreciate it. I really would like to hear that Fairbanks on a pump. Thanks
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The Titanium or Ti-series carries out the tradition of our sound quality and brute power coupled with many onboard analog processing features. Over time the Ti amplifiers have been reduced in size without sacrificing power and ergonomics. The current Ti amplifiers are the definition of power and compactness and can be mounted just about anywhere and they have power levels never seen in this class of products. The new IR Class-D technology has allowed us to use this full range chip in all models. The Post Filter Feedback circuit, Audiophile OP-AMPS and Balanced Differential inputs allow these new amplifiers to have immeasurable musical reproduction that rival some of the best Class-A/B amplifiers.The Low EMI Circuit, ADAPT power management systems and the Thermal Rollback circuit are just the things needed to provide maximum efficiency and lower operating temperatures.
- High Efficiency Class D Topology
- Compact Size for Easy Installation
- Balanced Differential Input Circuit ry
- Audiophile NJM2068M Operational Amplifiers
- Ultra High Speed IR Class D Chipset
- High, Band and Low Pass Crossovers
- ADAPT Power Management System
- Surface Mount Component Technology
- Direct Insert Power and Speaker Terminals
- Audio Precision Quality Control Verification
- High Temperature Plexiglass cover
- Signal Clipping Indicators
- RMD – Remote Monitoring Display Port
- RBCF- Remote subwoofer level control included


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UPDATE: This contest is closed. All winners have been contacted by email. Thanks for entering!
Substream Magazine and Fat Wreck Chords have teamed up to give away a pair of tickets to (almost) every date of the 2015 Fat Tour, featuring the likes of NOFX, Lagwagon, Strung Out, Swingin' Utters, the Flatliners, Masked Intruder, toyGuitar, Bad Cop/Bad Cop and more! (Check your local listings for specific lineups.) Even cooler: At these shows, Lagwagon will be performing Trashed in its entirety and NOFX will perform The Longest Line EP in its entirety (plus much more).
To enter, simply fill out the form below and you're all set! Winners will be notified by August 5 via email so be sure to fill out the entire form correctly. If you want more info about Substream Magazine, Fat Wreck Chords and the Fat Tour, be sure to opt-in to receive newsletters, future contest info and updates on the tour!
All winners will be notified via email on August 5, 2015!
Good luck and be sure to share this contest with your friends and beg them to take you with them if they win!


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"Guide" Beauty is the prerogative of women, in daily life, women for their appearance is not odd to spend a lot of time and energy, but there will be a variety of skin problems, especially the black pores, such problems serious women's self-confidence, then What is the cause of blackhead pores ? How to care for the pores of blackheads?
What is the cause of blackhead pores ?
There are certain reasons for having large pores and blackheads. Knowing these reasons, we can understand how to carry out prevention, while also knowing how to better carry out treatment.
- Skin Aging, atrophy Aging and shrinkage of skin tissue are inevitable. Usually at a certain age, the pores of the skin become loose, blood circulation gradually becomes smooth and the metabolism of the skin begins to slow down. At the same time, the skin lacks elasticity and the collagen of the skin begins to slacken, which is not enough to support the surrounding pores and make them oval and rough.
- Folding oil, secretion oil is highly secreted and cannot be metabolized in time. It causes excess oil to accumulate in the hair follicles, causing the pores to swell and thicken gradually. This usually occurs during puberty and is often accompanied by acne.
- Folded skin dry, water deficient dry skin and lack of water- due to lack of water, the cells around the pores also contract. At the same time, the keratin will appear dry and rough which makes the pores more obvious.
How to care for enlarged pores
The problem related to blackheads and enlarged pores, are what most women will experience. We can gain blackheads from make-up and lack of skin care. With these two aspects of skin care, how do we care then?
- Weekly Cleansing Mask is essential. If there are blackheads, the pores on the face are then very large. If the skin is very good, then the mask can be used once a month as a cleanser. However, most women's skin condition is not as good as above, so the mask should not be used less than once a week. Cleaning mask includes mud mask, tear mask, frozen mask, etc. Everyone can choose according to their needs.
- Pay special attention to cleaning and makeup removal. Cleaning and cleansing are two important things for good skin. Clean your face every morning and night, using the cleanser that suits your skin and wash your face carefully. After going home at night, you must use makeup remover and wash your face to clear cosmetics, dust and other things.Makeup remover can be selected according to the degree of make-up. If your makeup is lighter, make-up remover can be done. If your makeup is thicker, use cleansing oil and makeup remover. After using the cleansing lotion, be sure to clean the skin again with cleanser.
- Wet Apply astringent water- A girl with enlarged pores can use convergent water in daily life and can keep the pores shrinking for a long time. However, the convergent water is wet and it is recommended not to do so every day. Generally speaking, every two days will be better. I can buy a cold jet machine to use every day at home, can be used many times in a day. When I add water, I can also play a role in narrowing the pores.
What are the symptoms of blackhead pores?
Larger pores of blackheads are not only a manifestation of these symptoms, so everyone concerned about their skin changes, not just from the surface of their own skin problems,. Then, what are the symptoms of large pores of blackheads?
Blackheads are mainly a "stopper" made up of sebum, cell fragments and bacteria. It is formed by blocking the opening of the hair follicle, adding dust, dirt, and oxidation in the air, making it progressively darker when in contact with the air. So got a less elegant title-blackheads. It usually appears on the forehead and nose of the face. When the oil glands are excessively stimulated, the pores fill with excess grease and cause clogging, the nose and its surrounding parts are usually greasy. The oil eventually hardens, and after oxidation it turns into a small black spot. These dots are oil blockers called blackheads.
People with acne and blackheads are found to have rough skin, large pores, large amounts of grease particles, clogging pores and hard sputum on the skin. This is always repeated. Acne is induced, severe and uneven. If you compare acne with an active volcano, then blackheads are like an extinct volcano. Although the danger is not enough to attract special attention. But it is really the enemy of women with their skin.
How to remove the big pores of blackhead
The thick pores of blackheads cannot only be removed using skin care products, but also through some daily tips to remove, so what is the specific way?
- Homemade Mask- Put the oatmeal in water for 2-3 hours (do not use hot water, because the grains will become pasty), add skimmed milk and stir oats. Apply to face for 10-20 minutes, then massage with hand, especially the blackhead areas then wash and rinse off with water. It can improve skin roughness, keratin accumulation, and promote smooth skin. Every time you use it, you can see that the oatmeal looks dirty, and then look at the nose, it is not clean enough.
- Honey Protein- Efficacy: Freckle, Whitening, firmingIngredients: A spoonful of honey, an egg, the right amount of glutinous rice powderUsage: Mix the above ingredients together, apply to the face, wait 15-20 minutes and then wash off. This is to be done one to two times a week.
- Melon root: Bitter taste, cold is the spleen, the stomach is rich in fatty acids, hawthorn, amino acids, carotene, choline and other ingredients, with heat detoxification, swelling, dispersion of efficacy, and break the blood. It can promote blood circulation, improve skin blood circulation, eliminate facial pigmentation, treat acne and acne scars.
To solve the pores of the black skin Physiotherapy
In daily life, it is also possible to remove the blackhead pores through physio methods, but many women do not know these methods, so will abuse a variety of skin care products, resulting in their own skin problems more and more, then solve the blackhead pores. So what is physiotherapy?
- Removes blackheads- It removes blackheads from pores by sticking. The most common is a variety of nasal stickers, but many people can't stick anything when using them. In fact, just by grasping a small trick you can pull out more blackheads. After bathing or heating the cleaned face with a towel, let the cutin soften, and when the skin is not raised up (the nose cannot be too wet), apply the sticky paper on the bottom of the nose to the pores. Make sure to dry, then use a lot of the pores and apply it to dry.Advantages: Direct and powerful cleaning, no harm.Disadvantage: Pulling the skin will make the pores become flabby. If it does not converge in time, the blackheads will appear faster and the pores will become larger.
- Deep Cleaning method- The deep cleansing mask usually has the ability to remove blackheads because deep cleansing usually removes the old dead-angle layer, so the grease particles trapped inside can be drained more smoothly. In addition, some deep cleansing masks contain kaolin, and absorption functions such as activated carbon can also be absorbed into the skin surface rather than into the pores. In order to keep the blackheads small, to keep the pores clean is a fundamental problem, so many people will find that although the use of deep cleansing mask does not significantly remove a large number of blackheads, but they are continuously slow to use, blackheads are slowly found to be less.Advantages: No irritating pores, no harm.Disadvantages: a blackening effect is not obvious enough, the effect is very slow. For serious big blackheads, it basically useless.


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Writing, publishing, book marketing, all offered by experienced authors, writers, and marketers
Monday, February 4, 2013
Since When Should We Not Borrow from the Brits?
7 comments:
- Heidiwriter said...
There certainly are some interesting terms and I think we're becoming more aware of them with the popularity of several British mystery writers as well as TV shows such as "Elementary."
- February 4, 2013 at 2:48 PM
- widdershins said...
Those terms aren't only used in England. A lot of 'em occur in Australia too
- February 4, 2013 at 5:08 PM
- Karen Cioffi said...
Carolyn, interesting topic. I hadn't realized there were those who bother paying attention to terms we use. Why should it be important enough to matter, since America is made up of lots of different people and languages.
If something should be criticized, how about "my bad." It's crazy how this term is everywhere, even TV. I've heard newscasters use it.
- February 4, 2013 at 6:24 PM
Interesting post. For a Dutch person who writes in English, do you know how difficult it sometimes is to distinguish American from British? I always try to keep my posts either American or British, but I just know I end up mixing things up.
Like "flat and apartment". I struggled with that. (Thanks for clearing it up though.) Or "holiday" and "vacation". Difficult, too.
Can't you all just learn Dutch?
- February 4, 2013 at 6:39 PM
- Magdalena Ball said...
What a fun post, Carolyn. Of course being "bi-lingual" I'm always being reminded (sometimes by my children when I correct their English) that language is forever changing. Of course in England, people tend to complain about the "Americanisation" of the language, but there really is no "the language" as such - today's British colloquialism is tomorrow's high culture. As far as I'm concerned it's all good. If there's a word or phrase that expresses something that couldn't be expressed as well without it, I'll be using it faster than you can say "Jack Robinson" regardless of its origin.
- February 4, 2013 at 8:02 PM
- Mary Jo Guglielmo said...
Blimey..what a fun post it is. I think flat is becoming as American as is apartment, especially depending on where you live.
- February 4, 2013 at 8:41 PM
- Margaret Fieland said...
I spent a summer during college co-oping in the Netherlands, and I did learn a couple of phrases in Dutch. Dutch is *hard*. Plus all the people my age spoke English. Even my friend's twelve-year-old brother managed, with his sister's help, to make dinner table conversation.
Linguistically, we Americans (citizens of the USA) are provincial.
- February 5, 2013 at 6:20 PM
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eBook Title for Download :Introduction to Calculus and Classical Analysis (Format : pdf , Language : English)
Plot :
Intended for an honors calculus course or for an introduction to analysis, this is an ideal text for undergraduate majors since it covers rigorous analysis, computational dexterity, and a breadth of applications. The book contains many remarkable features: * complete avoidance of /epsilon-/delta arguments by using sequences instead * definition of the integral as the area under the graph, while area is defined for every subset of the plane * complete avoidance of complex numbers * heavy emphasis on computational problems * applications from many parts of analysis, e.g. convex conjugates, Cantor set, continued fractions, Bessel functions, the zeta functions, and many more * 344 problems with solutions in the back of the book.
From the Back Cover
This text is intended for an honors calculus course or for an introduction to analysis. Involving rigorous analysis, computational dexterity, and a breadth of applications, it is ideal for undergraduate majors. This second edition includes corrections as well as some additional material.
Some features of the text:
* The text is completely self-contained and starts with the real number axioms;
* the integral is defined as the area under the graph, while the area is defined for every subset of the plane;
* there is a heavy emphasis on computational problems, from the high-school quadratic formula to the formula for the derivative of the zeta function at zero;
* there are applications from many parts of analysis, e.g., convexity, the Cantor set, continued fractions, the AGM, the theta and zeta functions, transcendental numbers, the Bessel and gamma functions, and many more;
* traditionally transcendentally presented material, such as infinite products, the Bernoulli series, and the zeta functional equation, is developed over the reals;
* there are 366 problems.
About the first edition:
This is a very intriguing, decidedly unusual, and very satisfying treatment of calculus and introductory analysis. It's full of quirky little approaches to standard topics that make one wonder over and over again, "Why is it never done like this?"
John Allen Paulos, author of Innumeracy and A Mathematician Reads the Newspaper
Author(s) Book :Omar Hijab
Publish Year :2007 Publisher : Springer
You can check by ISBN10/ISBN13 : 0387693157/
Pages :342
Start the download Introduction to Calculus and Classical Analysis
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We have gotten many requests for us to offer a photography class for parents wanting to take better photos of the children. Do you have a DSLR but have no idea how to use it? Are you only shooting in "auto" mode and wondering why your photos are coming out blurry or dark as your speedy 2 year old runs by you? We are introducing our very first "Learning to Click" class which will take place in person for 4 hours on a Saturday. During this time you will learn how to use your camera and basics of lighting. You will walk away with the knowledge on how to put that nice camera into use of your everyday life.
**It is important to note that this workshop is NOT intended for photographers in business*…. business aspects, advanced photography and editing will not be discussed. If you are interested in mentoring for business, editing techniques or more in depth shooting and composition techniques, we recommend that you look at our 1:1 mentoring program with Mandy.**
Registration for our December class is now OPEN.
Learning to Click Workshop Details
When: Saturday December 1, 2012; 10AM-2PM
Where: TBD (north side of Indianapolis, IN) (we do have a hostess option)
What's Included: Lunch, Snacks, 60 page workbook for you to take with you, practice with a child what you learned and time to ask questions!
Required Equipment: DSLR camera (Canon & Nikon are the most popular but other brands are welcomed as well), your camera's manual, kit lens or 50mm lens
Cost: $125 per person, due upon registration. We will have a waiting list available for when the class fills up!
How to Register: Click the payment button below to register. Registration is on a first come, first serve basis.
Questions??? Please email firstname.lastname@example.com with any questions.
The next class is planned for January 26, 2012. To be placed on a list to get the word first when registration is open for this class, email us at email@example.com