text:
Homecoming Announces 2017 Theme: Embrace The Journey, Roar With Pride
Homecoming announced the theme for Homecoming 2017 is "Embrace The Journey, Roar With Pride" today at the Bryce Jordan Center during THON. The logo will be unveiled at the Blue-White game on April 22.
AND THE 2017 HOMECOMING THEME IS… #ftg #psuhomecoming pic.twitter.com/RPDJLd7oFX
— PSU Homecoming (@PSUHOMECOMING) February 18, 2017
This year's Homecoming week will occur unseasonably late, from Sunday, November 5 through Sunday, November 12. It will also be held in conjunction with Penn State's annual Military Appreciation Week. Both occasions will be recognized at the November 11 football game against Rutgers. The kickoff time for the game has not been announced yet.
"We are excited to finally share the 2017 Theme with the entire Penn State community. By doing so we are also able to share the message behind the Theme. Penn State students come from different backgrounds and have their own Penn State journeys, but nevertheless we are all Penn Staters and come together to celebrate our shared pride in our university. We are Blue and White for life." said Anuja Jonnalagadda, Royalty Director for Penn State Homecoming 2017.
Throughout the week, Homecoming will host other activities for students the Best of Penn State Carnival, Pollock Party, and the For the Glory Talent Show. Next year's THON theme will be announced during the annual Homecoming parade Friday night, November 10.
Please subscribe to read ad free. (Ad blocking detected.)

subset: commoncrawl


text: West Shore Babywearers are excited to announce that they are in the process of becoming a Babywearing International Inc.(BWI) chapter. There are many benefits of becoming an BWI chapter. One main reason is obtaining a Lending Library. Currently, the co-leaders of WSBW are obtaining their Volunteer Babywearing Educator accreditation, we are finish up the BWI Chapter application and obtaining a bank. We are hoping to have this all finished by the end of summer. Please visit our Facebook page to join in on the discussion of all things babywearing.


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Terminally Ill 'Star Wars' Fan Gets Advanced 'Force Awakens' Screening
J.J. Abrams and Disney have helped grant the final wish of Star Wars super fan Daniel Fleetwood, who dreamed of being able to see The Force Awakens before he passes away.
In July, Daniel was diagnosed with inoperable spindle cell sarcoma and was told he would not make it to Christmas, when the film premieres.
PHOTOS: Get the latest info on Star Wars
After a social media campaign spearheaded by Daniel's wife Ashley, which garnered the support of stars Mark Hamill and John Boyega, J.J. contacted the couple himself and arranged for an unedited version of the film to be screened at the couple's home.
Ashley told TMZ that Daniel loved the movie but wasn't allowed to say much more because of a confidentiality agreement.
Ashley did share this earlier today: "Daniels final dream was just granted!!! Today the wonderful Disney, Bad Robot and Lucasfilm teams made his final dream come true, Daniel just finished watching an unfinished version of Star Wars: The Force Awakens!!! We would like to thank the awesomely talented J.J. Abrams for calling us yesterday to tell us Daniel was getting his wish granted! Lastly I want to thank ALL the amazing people who helped make this happen!!! May the force be with you all "
This isn't the first time J.J. has done this for a sick fan. Last year, he helped grant cancer-stricken Daniel Craft's final wish to see a rough cut of Star Trek Into Darkness. The Star Trek fan died several days later.


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Glitterbabe 5th Birthday
Djs on the night Nev Johnson, Andy Nic, Perry Louis and Marc White and the legendary super special guest JOEY NEGRO !!!
Joey Negro is the most well-known pseudonym of master British DJ/producer/remixer Dave Lee. Under a plethora of other monikers including Jakatta, Akabu, Doug Willis, Raven Maize, The Sunburst Band, Sessomatto, and Z Factor, Dave was one of the first artists to incorporate disco samples in house music when he began his production career in 1988. Indeed, he was in the studio making credible and outstanding British House music when many luminaries around him were still busy getting to grips with their decks. Little has changed since then and Dave is still widely regarded as one of the most commercially successful and in-demand artists on the global scene.
A producer first and foremost, his work ethic is legendry, having been involved in well over 200 productions, countless albums and a healthy stack of hit singles with tracks such as ,Must Be The Music, Make A Move On Me, Cant Get High Without You, and Jakattas American Dream and My Vision.


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Water Coffee Table With Floating Boats
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As noun
a transparent, odorless, tasteless liquid, a compound of hydrogen and oxygen, H O, freezing at °F or °C and boiling at °F or °C, that in a more or less impure state constitutes rain, oceans, lakes, rivers, etc
: it contains
percent hydrogen and
percent oxygen, by weight
a special form or variety of this liquid, as rain
Often, waters
this liquid in an impure state as obtained from a mineral spring:Last year we went to Marienbad for the waters
the liquid content of a river, inlet, etc
, with reference to its relative height, especially as dependent on tide:a difference of feet between high and low water
the surface of a stream, river, lake, ocean, etc
:above, below, or on the water
flowing water, or water moving in waves: The river's mighty waters
the sea or seas bordering a particular country or continent or located in a particular part of the world: We left San Diego and sailed south for Mexican waters
a liquid solution or preparation, especially one used for cosmetic purposes:lavender water; lemon water
Often, waters
amniotic fluid
the bag of waters; amnion: Her water broke at a
any of various solutions of volatile or gaseous substances in water:ammonia water
any liquid or aqueous organic secretion, exudation, humor, or the like, as tears, perspiration, or urine
fictitious assets or the inflated values they give to the stock of a corporation
a wavy, lustrous pattern or marking, as on silk fabrics or metal surfaces
(formerly) the degree of transparency and brilliancy of a diamond or other precious stone
take water, (of a boat) to allow water to enter through leaks or portholes or over the side
As verb (used with object)
to sprinkle, moisten, or drench with water:to water the flowers; to water a street
to supply (animals) with water for drinking
to furnish with a supply of water, as a ship
to furnish water to (a region), as by streams; supply (land) with water, as by irrigation:The valley is watered by a branch of the Colorado River
Our land is watered by the All-American Canal
to dilute, weaken, soften, or adulterate with, or as with, water (often followed by down):to water soup; to water down an unfavorable report
to issue or increase the par value of (shares of stock) without having the assets to warrant doing so (often followed by down)
to produce a wavy, lustrous pattern, marking, or finish on (fabrics, metals, etc
):watered silk
As verb (used without object)
to discharge, fill with, or secrete water or liquid, as the eyes when irritated, or as the mouth at the sight or thought of tempting food
to drink water, as an animal
to take in a supply of water, as a ship:Our ship will water at Savannah
As adjective
of or relating to water in any way:a water journey
holding, or designed to hold, water:a water jug
worked or powered by water:a water turbine
heating, pumping, or circulating water (often used in combination):hot-water furnace; city waterworks
used in or on water:water skis
containing or prepared with water, as for hardening or dilution:water mortar
located or occurring on, in, or by water:water music; water frontage
residing by or in, or ruling over, water:water people; water deities
As Idioms
above water, out of embarrassment or trouble, especially of a financial nature:They had so many medical bills that they could hardly keep their heads above water
break water, to break the surface of the water by emerging from it
to break the surface of the water with the feet, especially in swimming the breaststroke doing the frog kick
to break the amniotic sac prior to parturition
by water, by ship or boat:to send goods by water
dead in the water
dead (def )
hold water, to be logical, defensible, or valid: That accusation won't hold water
to check the movement of a rowboat by keeping the oars steady with the blades vertical
in deep water, in great distress or difficulty:Their marriage has been in deep water for some time
in hot water
hot water
like water, lavishly; abundantly; freely:The champagne flowed like water
make one's mouth water, to excite a desire or appetite for something:The roasting turkey made our mouths water
make water, (of a boat) to allow water to enter; leak
to urinate
tread water
tread (def )
As noun
a beverage consisting of a decoction or infusion of the roasted ground or crushed seeds (coffee beans) of the two-seeded fruit (coffee berry) of certain coffee trees
the seeds or fruit themselves
any tropical tree or shrub of the genus Coffea, of the madder family, especially C
arabica and C
canephora, cultivated commercially
Compare Arabian coffee, robusta coffee
a cup of coffee:We ordered four coffees and three doughnuts
a social gathering at which coffee and other refreshments are served
medium to dark brown
As adjective
As noun
an article of furniture consisting of a flat, slablike top supported on one or more legs or other supports:a kitchen table; an operating table; a pool table
such a piece of furniture specifically used for serving food to those seated at it
the food placed on a table to be eaten:She sets a good table
a group of persons at a table, as for a meal, game, or business transaction
a gaming table
a flat or plane surface; a level area
a tableland or plateau
a concise list or guide:The table of contents in the front of the book includes chapter names and page numbers
an arrangement of words, numbers, or signs, or combinations of them, as in parallel columns, to exhibit a set of facts or relations in a definite, compact, and comprehensive form; a synopsis or scheme
(initial capital letter) Astronomy
the constellation Mensa
a flat and relatively thin piece of wood, stone, metal, or other hard substance, especially one artificially shaped for a particular purpose
a course or band, especially of masonry, having a distinctive form or position
a distinctively treated surface on a wall
a smooth, flat board or slab on which inscriptions may be put
the tablets on which certain collections of laws were anciently inscribed: the tables of the Decalogue
the laws themselves
the inner or outer hard layer or any of the flat bones of the skull
a sounding board
the upper horizontal surface of a faceted gem
a gem with such a surface
As verb (used with object), tabled, tabling
to place (a card, money, etc
) on a table
to enter in or form into a table or list
Parliamentary Procedure
Chiefly U
to lay aside (a proposal, resolution, etc
) for future discussion, usually with a view to postponing or shelving the matter indefinitely
to present (a proposal, resolution, etc
) for discussion
As adjective
of, relating to, or for use on a table:a table lamp
suitable for serving at a table or for eating or drinking:table grapes
As Idioms
on the table, Parliamentary Procedure
submitted for consideration
turn the tables, to cause a reversal of an existing situation, especially with regard to gaining the upper hand over a competitor, rival, antagonist, etc
:Fortune turned the tables and we won
We turned the tables on them and undersold them by percent
under the table, drunk
as a bribe; secretly: She gave money under the table to get the apartment
wait (on) table, to work as a waiter or waitress:He worked his way through college by waiting table
Also, wait tables
As preposition
accompanied by; accompanying:I will go with you
He fought with his brother against the enemy
in some particular relation to (especially implying interaction, company, association, conjunction, or connection):I dealt with the problem
She agreed with me
characterized by or having:a person with initiative
(of means or instrument) by the use of; using:to line a coat with silk; to cut with a knife
(of manner) using or showing:to work with diligence
in correspondence, comparison, or proportion to:Their power increased with their number
How does their plan compare with ours?
in regard to:to be pleased with a gift
(of cause) owing to:to die with pneumonia; to pale with fear
in the region, sphere, or view of:It is day with us while it is night with the Chinese
(of separation) from:to part with a thing
against, as in opposition or competition:He fought with his brother over the inheritance
in the keeping or service of:to leave something with a friend
in affecting the judgment, estimation, or consideration of:Her argument carried a lot of weight with the trustees
at the same time as or immediately after; upon:And with that last remark, she turned and left
of the same opinion or conviction as:Are you with me or against me?
in proximity to or in the same household as:He lives with his parents
(used as a function word to specify an additional circumstance or condition):We climbed the hill, with Jeff following behind
As Idioms
in with
in (def )
with child, pregnant
with it, Slang
knowledgeable about, sympathetic to, or partaking of the most up-to-date trends, fashions, art, etc
representing or characterized by the most up-to-date trends, fashions, art, etc
with that
that (def )
As adjective
being buoyed up on water or other liquid
having little or no attachment to a particular place; moving from one place to another:a floating work force
away from its proper position, especially in a downward direction:a floating kidney
not fixed or settled in a definite place or state:a floating population
in circulation or use, or not permanently invested, as capital
composed of sums due within a short time: a floating debt
having a soft suspension greatly reducing vibrations between the suspended part and its support
working smoothly
As noun
a vessel for transport by water, constructed to provide buoyancy by excluding water and shaped to give stability and permit propulsion
a small ship, generally for specialized use:a fishing boat
a small vessel carried for use by a large one, as a lifeboat:They lowered the boats for evacuation
a ship
a vessel of any size built for navigation on a river or other inland body of water
a serving dish resembling a boat:a gravy boat; a celery boat
a container for holding incense before it is placed in the censer
As verb (used without object)
to go in a boat:We boated down the Thames
As verb (used with object)
to transport in a boat:They boated us across the bay
to remove (an oar) from the water and place athwartships
Compare ship (def )
As Idioms
in the same boat, in the same circumstances; faced with the same problems:The new recruits were all in the same boat
miss the boat, Informal
to fail to take advantage of an opportunity: He missed the boat when he applied too late to get into college
to miss the point of; fail to understand: I missed the boat on that explanation
rock the boat
rock (def )
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text:
Managing Organizational Culture to ensure success and growth
Disclaimer: This essay has been submitted by a student. This is not an example of the work written by our professional essay writers. You can view samples of our professional work here.
Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.
Culture doesn't have any specific meanings or definition it has many different definition. As (Borosky, 1994, Ortner, 1984) describe that even in Anthropology culture has largely approved or rigid definition. Culture can be defined as a set of values and thoughts which are being followed by the group of people which resulted to the activities and behaviours of the people living in specific society. Although it is has been described as framework to understand ancient societies. (Katter and Heskett, 1992).As societies have set of norm values and beliefs, every Organizations and every business has culture in shape of values, rules and framework to follow which make the Organization unique amongst the other Organizations. In many organizations culture seems to be very crucial and important and it receive a considerable concentration. Culture is as complex and important as it is hard to use and recognize in thoughtful way. According to (Alvesson and Karreman, 2001; McDermott, 1999) Culture is very important for the organizations and companies how they work from day to day leadership, strategic change, which way the knowledge is being shared, maintained and created as well as the relations and dealings of the employees and managers with the customers. Culture is very significant for the success, growth and organizational effectiveness. Organization has the survival because of sharing its system of meanings at different levels (Smircich, 1985). As different countries have different culture, organizations don't have the same culture as well they all have different values and rites and rituals heroes and myths than each other. It is very easy to recognize the culture of any organizations like McDonalds all the outlets of McDonald's looks same they all wear same uniform no matter which area of the world they are operating in everything will be at same standard everywhere and anywhere in the world. In some companies is it is easy to recognize culture from their infrastructure, dress code language and customer services and in some organizations it is hard to see but it does not mean there is no culture in that organization in fact culture exist there but hard to judge or see because it is been fragmented sometimes. Any organizations which have strong organizational culture have success in the business. Organizations with strong culture have high degree of influence on the behaviour of the employees and the values of the organizations not only widely share but also held with high intensity. On the other hand company which have weak culture employee's behaviour may not be consistent.
Literature review Organizational Culture
In international business studies relationship between national culture and organizational culture has been favourite topic of research for many of the renowned scholars. Organizational culture of different organizations can be different even in the same country. In other words organizations might have generated different characteristics to the national cultures. There is no specific definition of culture scholars have defined culture in different ways.
Culture is intangible that's why it is always hard to define many scholars have defined it in their own way but describing almost same thing by all of them. Culture of any nation or organization is learnt only when you enter and stay there then culture grow automatically staying there.
The literature on organizational culture is as significant to the management of the private sector as to the public science management. Organizations are assessing critically how they can achieve and describe their objectives and goals. After defining the goals of the organization it is vital to concentrate on the type of culture that is needed to achieve these targets and goals and making that sure that necessary change has been implemented.
Edward B.Tylor used the term ''culture'' in 1871 in English literature. After that the early development of the concept of the organizational Culture has been defined by many authors in different ways (Kilman et al, 1985) describe culture ''something to do with the people and unique quality and style of organization'' (Deal and Kennedy, 1982) has explained culture'' the way we do things here'' or the '' expensive non rational qualities of an organization''. The organizational culture become more popular when Deal and Kennedy write the book ''Corporate cultures The Rites and Rituals of Corporate life'' then more and more people start talking and researching about the organizational culture after that book.
Organizational culture and National culture:
There are many renowned scholars who have been contributed towards study of culture like Edward Hall, Trompenaars and Hofstede, they all done very good work on culture but Hofstede is known best amongst all for his work in the field of studying culture.
Culture is like that method which help to identify that reason why people from a specific society holds specific beliefs and values and show the behaviour the way they behave will show the culture of that specific nation. Hofstede has contributed very significantly studying different culture around the world which helped many organizations to learn about the nations and to do business by understanding their culture. Hofstede (2001) explain about culture is a shared programming of group of people which differentiate then from others. The usage of the word culture for both organizations and nations give hint that both kinds of cultures are the same phenomenon. The culture of the nation cannot be culture of an organization because they both have different character (Hofstede et al, 2010).The differentiation among Organizational culture and National is that they both have different practices and values. The creation of the National culture based on the early years of people's lives these are normally very basic values of their lives, whatever they attain living with their family, from school life and from their surroundings on the other hand Organizational culture is learnt when someone start working for any Organization having their own values and then have to follow they practices of any company and these practices are shallow.
Hofstede done the research project with between 1985 and 1987 with the help Institute for Research on Intercultural Cooperation (IRIC) when he survey the IBM organizational culture in company's different office in the world. He showed by using this information he established this view that in different countries Managers have different point of view regarding different issues they face, they have different values and attitude for different situations. He came to know about this fact that at National and Organizational level roles of practices against values are completely opposite from each other. His five dimensions are still widely been used to understand any country's culture and helpful for many organization to study about specific country.
Pettigrew (1979) started to talk about organizational culture's concept. Anthropological perception of the culture was firstly used by him and he demonstrated how ritual, myths and symbolism can be interrelated in the analysis of organizations. Dandridge et al (1980) described that to reveal the deep structure of an organizational culture how significant and helpful is to study about these symbols and myths.
When in early 1980s the concept of organizational culture was one of the favourite and emerging topics to talk and write about for that reason many scholars defined and give their prospective about organizational culture in different ways. Van Maanen (1979) defined organizational culture as behavioural rules in human interaction which can be observed. Deal and Kennedy (1982) argues about organizational culture the values which are prevailing in an organization. (Tcihy,1982) compare organizational culture with a glue he says organizational culture hold the organization in the same way the way glue hold the different objects together and don't let them apart. According to Forehand and Von Gilmer (1964) culture is a collection of qualities of any organization that differentiate and portray it from other organizations. (Titiev, 1959) suggests that culture can be shared and learnt. Organizational culture can be illustrated through behaviours, notions, activities and analysis of associates of the organization (Hellett, 2003). Organizational culture also has been defined by the (Van Maanen, 1979) as a those rules of behaviour which can be visible in human relations. (Robbins, 1998) states organizational culture as a perception inside the organization which is consistent. Many of other authors describe that organizational culture is set of norms, mutual ethics and philosophy (Barney, 1986). As suggested by (Yanagi, 1994, p ii) organizational culture ''Philosophies and values shared by the members of organization and their behavioural patterns for translating them in to action''
Schein (1989, 1992) has one of the best definitions of the organizational culture.
Schein (1989) describe organizational culture '' a pattern of basic assumptions- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration- that has worked enough to be considered valid and therefore, to be taught to new members as well as the correct way to perceive, think and feel in relations to those problems '' (Schein, 1989, p. 9). As (Graves, 1986, p, 11) defined about organizational culture as a different ways to steady the performance and behaviour of the employees. Organizational culture acts like a bonding agent which keeps the organization together (Kramer, 19974 and Foy, 1974). This definition provides backup to the Graves idea of Organizational culture.
(Frost, et al.1985) described organizational culture as a effort of members of an organization by which they share their ideas and help each other and these things work like barriers which detach outsiders from insiders. Some of them say culture is that tool which is capable of resolve all inconveniences caused by the circumstances that people face and come across in any organization. Many scholars has defined that culture should not be taken as a static but it's a process which is developing.
Morgan (1986) defined culture as the approach of individuals' creation and recreation of their own world. As described by Schein (1989) as time passes Organizational culture changes as well and changes its organizational functioning as well. Schein and Morgan both have same point of view on that in refining and reforming the culture of any organization key individuals have to play very vital role in this process. According to Schein (1992) ''the key to organizational excellence is organizational culture and creation and management of the culture is the function of leadership.''
Different Dimensions of Organizational culture
To investigate the organizational culture many researchers have used different methods, terms and techniques to portray the real picture of the organizational culture according to their way. They have been using many different terms to explain the organizational culture like variables, level, mechanism, scope and elements of organizational culture. As Schein (1989) have stated about many cultural factors about the recognition of any organizational culture like someone can know about culture of any organization by looking at the building structure, attitude and ideas and communication style , how they behave new staff and how they coup with the daily incidences. Shcein have divided organizational culture in to three levels.
Levels of culture and their interaction
Artefacts and Creations
Visible and audible behaviour patterns
Testable in the physical environment
Testable only by social consensus
Basis Assumptions Relationship to environment Nature of reality, time and space Nature of human nature
Nature of human activity
Nature of human relationships
Source: Schein's (1992) model of
Organisational culture.
Visible but often not decipherable
Greater level of awareness
Taken for granted Invisible Preconscious
Artefacts level one:
In any organizational culture Artefacts are more visible and can been seen and recognize very easily whenever you entered or hang around in any organization. Artefact are visible so these can be recognize easily in any company these includes the technology organization is using, which dress codes company is following building structures and what kind of behaviour is being shown between the boss and subordinate.
Anyone can recognize easily by looking things like different restaurants like McDonalds someone can easily recognize from the logo of that uniform and furniture and structure of the restaurant even uniform which is worn by the staff. People can easily judge the culture of McDonalds behaviour of the staff towards customers. Different type of organizations has diverse culture than each other and you can recognize is very easily. As Schein (1992) give an example of two different companies to explain the different organization. First he talks about the (DEC) Digital Equipment Corporation and Ciba-Geigy. In DEC where people have often meetings with each other they don't wear any formal dress or stay behind the doors they have open space office environment and you can see swiftness on the other hand in Ciba-Geigy people were not allowed to wear informal dress they were locked behind the doors and conversations were very quiet and you can see the slow movement as well. Anyone as a new customer or employee might can be fond of or don't like the way both organizations are different from each other and how they differently present each other but no one can know at this level or in beginning why they are doing this. No one can know the culture as long as they are not able to talk about their feeling about what they have observed and feel about the organization without getting information from insider.
Espoused values: level 2
According to Schein (1985) values show the way to understand and getting awareness about the culture of any organization. These values are very important part of any organization. Moral and ethical codes are connected with the values. Values can be myths and success stories of the success and even causes of failure in any project and organization, mottoes of any organization. In real life it's very hard to find a difference between values and beliefs. Values and beliefs examples can be if a company and or staff of the company values honesty and do his work honestly and integrity and keep working like that can be value of the organization on the other hand if we talk about belief we can say to increase the output of any organization by giving performance related pay or spending more money on the campaign of any product we can increase the sale these can be belief. By using the values as medium, beliefs of the leaders are transferable as collective beliefs of the organization (Schein, 1985a). Schein proposes that where there's any problem arises in the company then leader always have to give their suggestions for the solution of the problem for instance they will suggest to enhance the output because enhanced output will raise profitability of the organization.
Basic Assumptions level 3
Basic assumptions are hidden and taken for granted. According to Schein (1981) basic assumptions can be used to define the culture. Human nature and human relationship come under the basic assumptions. Basic assumptions can be People's emotions and feelings about other things. Assumptions are very hard to modify as compare to beliefs. As assumptions have deep rotes and hard to recognize on the other hand beliefs can be detected easily. It can be recognized at work by looking at the relationship of staff and manager at work place or how people do observation of attitudes of their other colleagues.
Organizational culture
Typologies for Organizational Culture:
In organizational culture there are many kind of categorization and typologies have been explained by different scholars of culture. Theses typologies give and over view about the different cultures which exist in organizations. The scholars who talk about organizational culture typologies Harrison (1972) was first person then these typologies had been modified by the Handy (1978, 1985) then Deal and Kennedy (1982) did some work on them and in the end Quinn and McGrath(1985) and Scholz (1987) described about these typologies.
Handy (1985) was the person who discussed how different cultures have their existence in different organizations and within the same organization many diverse cultures can coexist. There are very few organizations exist who have a single culture exists in them. Every individual have its own culture within him and have his own specific personality and culture along with organizational culture. Organizational culture and structure of any organization are connected with each other. In organizations A few subcultures and cultures will be well-suited and other will not be suited. Handy (1985) talked about four kinds of eminent cultures and each of these cultures had a linked culture. These cultures are explained below in detail.
Charles Hendy (1985) Typologies of organizational culture
Source: Handy (1985) Four Cultural Typologies
The Power Culture:
The power culture relies on single central source of power in the organization. It will lead to low morale and high turnover on the positions of middle management. The power culture is like web which has different strings attached to the central point for the facilitation and co ordination of any action. The power is distributed from one single power source in the middle. Handy (1985) give linked this terminology with the culture of the ''Zeus''. He was the leader of the gods of mountains.
The power culture can be seen in small entrepreneurial organizations. For the effectiveness of the power culture it is dependable on personal communications, faith and understanding. Individuals have to work what they have been asked to do without asking many questions. Advantage of this system is that there's no delay in decisions because it has one central source of power so decisions are made quickly. As the size of the organization increases due to many different activities web breaks because of its span and activities. In this system the boss can choose people on key level position with his own will with restrictions to consult someone. If appropriate personnel not have been recruited for these positions.
The Role Culture:
The role culture is bureaucratic culture. This is most commonly used and understandable culture. Handy (1985) present it like Greek temple which represents the god of reasons. Where powers are equally distributed amongst the specialist in their field and at the top small group of executive control and coordinate all the departments comes under their authority. In the role culture Job description procedures and rules are more important than the person who is performing a specific job. In this culture promotions are given on the bases of performances given by the individuals. The power of the role culture is depends on the specialist of the organization like production department, finance department and purchasing department etc. The Role culture organization is most of the time is successful where the market is stable and the life of the product is long. The examples of role culture organizations are retail banking, oil and automobile industries, insurance companies and civil services. The problem with this kind of structure is that recognition and reaction to change in these organizations is very slow. These organization will not be satisfying for those individuals who power-oriented and it will be very satisfying for those people who liken who like certainty and protection and for those people who want to get success by accomplishing a role and getting professional proficiency without taking risk.
The task culture:
The task culture is mostly result, performance and project oriented and management is mostly concerned with the solutions of the problems in successful manner. Handy (1985) represented this culture like a net with some of its strands are thinner and thicker than each other. Matrix organizational structure is one of the examples of the task culture where manipulation and supremacy lies where the strands meet. Task culture is very flexible and adaptable to the changes and is a team culture. The emphasise of this culture is task so after every project teams , task forces, task teams and groups can be continued , reproduced or abundant quickly. To attain the desirable outcomes suitable means, right people for the right job with all the decision making power are brought together. The task culture is suitable for the market where competition exists, where product life stays for the short span of time and where importance is given to the speed of reaction to the environment. Examples for the task cultures can be advertising, marketing agencies and general management consultancies. There is high degree of control over the work by the individuals in task culture. In the task culture individuals are judged by the results, flexibility, and adaptability at the bases of their ability rather than age or position in the group. It is difficult to control the task culture. The task culture has a tendency to change into power or role culture when the total organization is not successful or there are limited resources or as a flexible group organization is too large to organize.
The Person Culture:
The person culture is formed when in the best interest of a group of people decide to create organization on combined bases rather than solely. These kinds of organizations are established by the doctors, lawyers, architects and some other small consultancy firms they make this to share the space of the office, cost, equipment etc. The person culture can be seen as galaxy of stars or scattered dots. In this culture individuals are self oriented. The individuals allocate work for themselves with their own rules. Mutual consent can be the only mechanism of control in the task culture. According to the expertise roles are appointed and influence is shared and it is not easy to manage the individuals within them. When this organization start achieving its objects then it start imposing task culture on its
Individuals and it start acting like task culture and then often reshape as role culture or power culture in the organization.
Cultural dimensions of Hofstede (1980)
Hofsted (1980) gathered data from the survey he done with the employees of IBM in various countries. He concludes that different managers have different opinion, strength, attitude and values towards different issues. Hofstede (1980) divide culture in five different dimensions these dimensions are
Power distance
Individualism vs collectivism
Masculinity vs femininity
Uncertainty avoidance
Long term orientation
In this scenario UK firm in going to open outlets in China and India which have totally different cultures than each other. The differences in cultures between UK, India and China are shown in graphs below which will help to understand these differences.
Hofstede (1980) Different cultural dimensions between UK and China
Source: (Hofstede 1980)
Hofstede (1980) Different cultural dimensions between UK and India
Source: (Hofstede, 1980)
) PDI Power Distance Index
IDV Individualism
MAS Masculinity
UAI Uncertainty Avoidance Index
LTO Long-Term Orientation
Source: (Hofstede, 1980)
All the Hofstede (1980) dimensions are being explained below.
Power distance
Power distance refers towards the unequal distribution of powers within the organizations and acceptance of a less power full member on inequality of powers amongst its fellow member in organization. Inequalities have a tendency to be decreased in low power distance nations, activities are more likely to be decentralized and it is expected that subordinate to be consulted by their seniors and position and rights are less obvious then the high power distance organizations. Organizations in UK have less power distance as compare to China and India because both countries have high power distance.
Individualism and collectivism
This dimension explore about the relationship of any individual with other individuals around him does he care about them or don't. Ties are very loose between the individuals. In Individualistic societies they will just look after their immediate member of family not everyone and have a great deal of liberty in their actions but on the other hand collectivist societies have more strong ties between individuals. They treat each other as family. UK is an individualistic society on the other hand China and India are collectivist countries and has very strong ties between the individuals in both countries.
Masculinity and femininity
Masculinity and femininity give the description of any society the role of gender is noticeably diverse. Social common role are undoubtedly distinctive In Masculinity societies social distribution has been maximized where women have more focus on quality of life are humble and caring and men consider to be tough guy who will earn and have more concentration on materialistic things. In these societies managers are more decision power and self-confident. In these societies there is a lot differences in gender roles. In feminist societies men and women both are self-effacing and both are worried about the quality of life. In these societies more emphasis is on equal opportunities, team spirit. Dialogues and settlement are used to solve the problems.
China and UK have almost equal score in this dimension while India is bit low in the score comparing to UK.
Uncertainty Avoidance
Uncertainty avoidance deals with that how member of any society consider frighten from unexpected and unpredicted circumstances. People from the high uncertainty avoidance societies have a tendency to intolerant, less aggressive and don't take risks on unpredicted things they consider time is money and more conscious, punctual and they like to be busy. In low certainty avoidance people are more tolerant and risk takers and not hard workers all the time just when they need to be. They are punctual. In this dimension India is lower in graph then UK but China is higher in graph then UK.
Long term and short term orientation
Long term orientation vs short term orientation refers towards truth and virtue. People live in long term orientations societies they have more respect for the values and traditions and it is very hard to change them on the other hand societies with short term orientation people tend to adopt the modern trends. China has long term orientations with top of the graph and then India and UK has short term orientation.
Organizational culture and performance
According to many scholars there is a correlation between performance and organizational culture. Stewart (2007) described that the goal of any organizations is profitability. He further stated that beliefs and attitude of the employees are the best elements of work culture. Organizations in different countries give attention to different things .Organization's performance can be evaluated by the growth and profitability of that specific organization. Nash (1993) stated that to identify the success of any organization profitability is the best indicator if organization is doing good or not. Doyle (1994) explains that in western companies the most common measure of the performance is profitability. Organizational culture helps the productivity of the organization. According to Gallagher and Brown (2007) for the greater performance of the business organization culture is significant feature. Stewart (2010) stated that the norms of the culture in the organization have powerful influence on organization and these norms increase profitability and performance. Organizations which have powerful culture, values and traits perform very well as compare to others who don't have these qualities. (Perters & Waterman, 1992) Deal and Kennedy (1982) described that strong shared values help organizations to improve their performance.
Managing Organizational Culture change
Change is described very well by the Kanter et al (1992, p.11) '' the shift of the behaviour of the whole organization, to one degree or another''.
According to the Senge et al (1999, p .14) organizational change is the method of internal adaptations of the change in the surroundings by any organization. As stated by the (Robbins, 1990) one should understand that change is not that can immediately occurs, ought to be intended and planned process to maintain an organization practical and existing.
According to Pretchitt and Pound classified change in three categories which a bit different from the Johnson and Scholes (1999) these are
Development change is that change where organization try perform better what they all ready performing
Transitional change is that change in which organization implement totally new methods replacing old ones.
Transformational change in this change organization do major overhaluling of its structure, vision and strategy and change bring evolution in the organization.
Managing culture in the organization is very important these days when every day new technology is coming and there is so much competition in the market to stay on the top. Organizations are going through a big cycle of cultural change these days from daily tasks to improving customer satisfaction, performance and profitability. Scholars have Many organizations are investing so much in new emerging markets like India and China due to increasing power of purchase in these countries and there are more opportunities for the big organizations to make profits in these countries due to low labour costs. Organizations which are investing in these countries face many problems and challenges in changing organizational culture in those countries, failing to do so can lead them to closure of low performance and less profitability in business and in the worse scenario may be they have to face closure of business or doing mergers with local partners. One of the main problems for them to implement change in the organization which can be hard and painful process because it's not compulsory that change get successful it can go either way. To confront the forces against that management or change organizations have to think about the cultural values and beliefs in order to survive in the changing world, though many scholars are agreed on that change can't be implemented by force. Many scholars have given different models of changing. Lewin (1952) was one the leading scholars who gave the model of change who gave the idea of unfreezing, moving and refreezing, Robert and Brown (1992) present change model which was adopted from Lewin(1952), Beyer ,Trice(1988) and Isabella(1990). He presented three mechanisms first is mechanism of freezing then mechanism of experimentation and third and last mechanism is refreezing. Schein (1985) also made a model of change management is based on the Lundberg (1985) model of life which represent development of an organization and a range of methods of changing the culture.
John .P Kotter (1996) give very good model of change in his famous book ''Leading Change'' which is call Kotter's model of change, which is being widely use in many organizations to manage the change. He described eight stages of change in his model to explain the change in any organization. These steps are
Steps for implementing change
Establish sense of urgency
Formation of powerful coalition
Creating a strategy and Vision
Communication of the vision
Employee empowerment
Creating short term wins
Consolidate Gains and generate more change
Anchoring new approaches in the organizational culture
These are the eight steps made by the Kotter (1996) for the change in the organizations many companies fails to implement change or can't get the desired result they want to get from that cultural change these eight step will help any organization to help to manage change in the organization.
Source: Kotter (1996) eight steps for leading change
Above mentioned eight steps are being explained below
Establish sense of urgency
To make an important change effort it is essential to create a sense of urgency. It will help the whole organization to make the change happen and this may assist to get the initial motivation for the change. It is not easy to on very first step to convince people for the change. It is very important that people should realize the sense of urgency. In the beginning not many of the members of the staff will be willing to work for the change to make it change to happen most of your staff should work for the change in the organization otherwise it will be very hard to make change happen. This step should not be ignored. Before moving to the next level Organizations need to work really hard on this stage and will consume enough time and shouldn't be in rush to jump to next step before making and sense of urgency. Leader should know the difference in false urgency, true urgency and complacency.
To make it happen organizations can take these steps:
Identification of the possible threats which can take place in the future by presenting scenario.
Tell everyone the real situation and talk about issues honestly in meetings.
Force people to talk disappointed customers, stakeholder and suppliers.
Show people the opportunities in future by promising to give reward to avail that opportunities.
Formation of powerful coalition
It is very important for the success of any change to put the right and powerful people together to guide the initiative of change. Leaders should be from the whole organization and you can ignore the hierarchy of the organization and should have substantial level of trust and accurate composition. There should be some managers and team leaders in the coalition. To form a power full coalition one should keep in mind people in the team must be on powerful position with expertise, credibility and good qualities of leadership amongst them. This team can help keep going the momentum of change by using its power to make it happen regardless of of different powers of inertia.
How it can happen?
Find the right people who can lead by identification of true leaders in the organization.
This team must be committed emotionally.
Coalition should work as team regardless of their positions.
There should be mixture of people in the coalitions from different positions and departments.
Creating a strategy and Vision
For the creation of the vision and strategy of the organization it is important to tell people how the future will differ from the past. The vision should be clear that everyone could understand it easily and start working on the effort of the change. if the vision will be clear people will know the direction of change. Clear vision will help people to coordinate in their actions more quickly and in professional way. Vision must be easy to communicate should be flexible and focused. Show the logic to the people that how the vision can be achieved by making the strategy. Before making any vision organization should check the feasibility of the vision as well. Vision can't be created over night should give enough time to make vision.
How can have effective vision
To accomplish the vision should be strategy.
Vision must contain the goal which is feasible and desirable.
There should be flexibility in the vision if the condition changes.
Vision must be easy to explain and communicate to the people.
Communication of the vision
Communication is very important for the change. Organizations must try to communicate its vision widely to as many as people they can so they can recognize and accept the vision. For the acceptance of change organization must use all the sources to communicate constantly about the vision and strategy. Communication massage must be strong then you normal routine massages it should have priority and should be discussed more and more in the meetings. Organization should use the different forums to communicate its visions. Communication about the vision should repeat again and again that people don't forget it. Everyone in the organization should have the knowledge about the vision from top to bottom and should act same as well. For the effective communication of the vision executives should make the meeting interesting rather than boring and should have more arrangement and suggestions about the vision. All new courses which organization will offer to its employees should have focus on vision. If the leader in the will act accordingly and they will show this the effect of this action will go in all the organization everyone will act the same
To communicate the vision these things should keep in mind.
Keep the communication simple without using jargon or babble
Communication should be vivid, to do so give examples or use metaphor to understand that vision.
Communication on multiple forums in formal and informal way is very important to spread the news about vision.
There should not be one way communication it must be two way communications because it is always better to have two way communications.
Leaders should have be consistency in their communication.
Employee empowerment
Employee empowerment plays a very important role in change. For the empowerment of employees all the barriers and obstacles should be removed by the organization so employee can perform at their best. Normally there can be four barriers which can come across in the change vision it can be , lack of needed skills structure, formal structure of the organization can make it hard to act , system of at personnel and information can make it complex to act upon it and if supervisors don't encourage the employees. Although it is very hard to finish all the barriers but for the successful implementation of the vision of the change it is good to change some of the systems which are really disempowering must be changed to get the vision right. Most effective changes can happen in restructure the appraisal and reward system for the reflection of the change vision. Removing the barriers will empower the employee and can lead to successful change.
To empower the employee organization can do these things.
There should be reward system in place for the employees who help to lead change then recognize and reward them.
Try to change the organization structure to align with the vision of the change by reviewing you r reward system or appraisal system.
There should be a quick and prompt action to remove the barriers.
Try to identify people who are resisting to change coach them or guide them.
Creating short term wins
Short term wins are very necessary for the long term change in the organization and it is very important to create some evident and instantly recognizable success. It will motivate the people in the organization that change is working. Organization that creates this kind of win in early stages of the change, this is easy and more like to complete the transformation of the organization. These short term wins are proof sacrifice for the change has worth and this give boost in moral of the people who are working for the change. People who create the wins should get recognition and rewards for making the win happen. These wins will help to improve the performance and will make chance to have more wins. Organization should create the short term target not only a long term target because short term targets are easier to achieve as compare to long term goals. There is less chance of failure in short term targets though it can be hard for them to achieve them. Every short term win is source of motivation for the people in the organization. It should be celebrated. These wins will create momentum and some neutral people will turn into people who support and people who are reluctant to support this win will turn them in to active helper. These wins will help the executives to recognize that change is working.
How to get early wins
Look for that projects which can launch easily and will have less criticism.
Don't put an expensive project for the short term win may be you couldn't have enough money to support that project for short term win one should keep this thing in mind before starting any project.
People who have helped to achieve the target organization should give them reward.
There should be comprehensive analysis about the all the possible pros and cons of any goals because if you couldn't recognize them there is chance of failure which will effect whole change process.
Consolidate Gains and generate more change
At this level of change organizations should create new changes and strengthen its achievements. There can be resistance at this level from the people who have been undergrounded by the short term wins. They can come out again and will resist against this. Some of them will be against giving empowerment to employees and some of them will say why so much importance is being given to the customers. For the consolidation organization should launch a new product if you successfully launch it this means that change is working in the organization. After this point organization should keep looking for the more opportunities to improve. This is the time for the leaders in the organization to make sure everything is running smoothly are the organizational culture. At this stage of change they have to keep themselves positive otherwise it will be very problematic for them to cope with the world which is changing very quickly.
It can be happed if
Whenever there is a win organization should do analysis that what was good about it and what went wrong.
For the continuous achievement set the target to keep the momentum going.
Recruit more people to help the change.
There should be continuous effort to keep the urgency high.
There should be continuous evidence that change is doing well.
Give authority to employee to guide the projects.
Anchoring new approaches in the organizational culture
This is the time when it needs to make it stick and anchoring the new approaches. It will be part of your core values of the organization and it can be recognize by the day to day work. These values become part of your organization of the culture they should reflect in day to day practices of the organization and there should be constant attempts to keep it this way. It is necessary that leaders of the organization keep supporting the change if leaders fail to do so it can have bad effect on the change and organization might have to start from the beginning. Everyone who joins the company should be informed about the culture of the organization to keep it alive. It possible organization might lose some people during the change effort. Everyone should accept the change and follow it for the betterment and success of the cultural change for the long term bases.
To keep this continue in the organization these practices should follow
The success of the organization should be communicated in good manner and noticeable.
There should be new rewards, promotion and incentive with the strengthening of new values and norms.
Organization should give the recognition to the people who were included in coalition of change and all other people as well.
Organization should reinforce the values and norm to the new hiring employees and whenever you train new staff.
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News > Forecasts prove central to Megi preparations
Typhoon Megi is gathering strength and heading towards southern China, after leaving 200,000 Filipinos homeless. The severe storm left a trail of destruction in its wake after hitting the northern Philippines on Monday. President Benigno Aquino praised his administration's response to Typhoon Megi. He said that the thorough preparations had helped minimise loss of life. He also said that by forward planning and accurate weather predictions, government agencies had been able to make a real difference to the level of destruction wrought by Typhoon Megi.
Before the storm, thousands of people were moved from low-lying areas, to avoid flash floods and landslides. Evacuation centres were stocked with food and medicines, and the weather bureau gave hourly radio updates about the path of the storm. Physical destruction has nonetheless been extensive - thousands of homes flattened, crops destroyed and roads and bridges damaged.
But of course surviving the storm is not the end of the story as Faustino Dy, governor of Isabela, the hardest-hit province, explained: "The food supply there is only up to Sunday. But going there is very difficult. There is no road to reach them."
The weather bureau has emerged with credit from the situation with its predictions being central to life saving preparations. This is in stark contrast with the situation earlier this year, when it was heavily criticised for failing to predict that a typhoon would hit Manila, leaving the capital completely unprepared. It seems lessons learned from that from that failure have promptly paid dividends, far more promptly than anyone would have wanted.
Content © Copyright theWeatherClub 2010
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That would be here. As I make my recovery the Tiny Terrorists have be stricken with this viral menace. 4 am this morning I was woken by Super Girl telling me her stomach hurt. I let her crawl into bed with me which did not last long as the had to hop out of bed (at my insistence) to go throw up. Like eleventeenmillion times. I felt so horribly helpless as I told her I could do nothing for her and that it would pass.
At 6 am I went to the kitchen to get Super Girl and myself some flat 7-up and discovered Cabbage Patch laying on the sofa moaning about her stomach hurting. Oh dear, and I had just been thanking my lucky stars that she wasn't sick also.
Now it's nearing noon and both offspring are finally asleep to the sounds of Tom & Jerry. I've spent all morning going from the living room to comfort one to my bedroom to comfort the other.
And here I was wondering what they'd be doing for Spring Break - Puking! Woohoo!
Moving on...
Prior to everyone with a set of ovaries in this house being struck down with the plague, I had a lovely and quite delightful time with Super Girl last night. She found an old story book that I used to read to her when she was a wee baby. It's actually a VERY old book and has several stories in it. The first one being one of my favorites as I completely identify with the main character The Little Red Hen. Yes I am that hen. (I was totally going to link to the story but none that I've googled are THE story that's in my book, which I have to say I like much better than these random ones that have just popped up.) Here is the plot summary as given by Wikipedia:
In the tale, the little red hen finds a grain of wheat, and asks for help from the other farmyard animals to plant it. No animal is willing to help. When the wheat matures, she asks for help to harvest it, then thresh it, then mill it, and finally bake the flour into bread. At each stage she gets no volunteers. Finally she asks who will help her eat the bread. All the previous non-participants eagerly volunteer, but she declines their help and eats it with her chicks, leaving none for others.That's not exactly how my version is, Red lives with a lazy cat, a lazy rat and a lazy mouse. One day she decides to make a cake and asks for help with things (as usual) and no one will help her (as usual) until of course it's all baked and iced and ready to eat then everyone is more than willing to help. Red gets a little cranky and tells them to fuck them selves that she'll eat the damn cake by herself. Right then a fox sticks his head in the kitchen window and scares everyone into hiding except Red who tries to fend off the damn fox by herself but instead gets stuffed into a sack for the fox to take home and feed to his kits. (What a family friendly story!) Red out wits the fox and escapes. Back at home the cowardly lot of them comes out when they realize Red is back and they make a bunch of false promises about helping and all that. Red forgives them and they all share the cake. The END.
Trying to make a point (albeit rather heavy handedly) I said to Super Girl "I am the Little Red Hen, K is the Cat, you are the Rat and sister is the Mouse." Before I could say more she quips "But who is the Fox?" Hmmm... talk about missing a point.
And now for something really odd...
Further in the book is this bizarre story "The Old Woman And Her Pig". Go read that for something really fucked up. At one point I stopped reading to Super Girl and said "This is so strange." I can't imagine any children's story being published today that talked about beating a dog with a stick... or hanging a butcher with a rope! This book was published back in 1950, back when it was quaint to tell children stories that involve torture and threats of bodily harm. This book is definitely a keeper, I'll have to keep this tucked away so I can psychologically damage my grandchildren someday. That is only if they haven't come out with a nice pop-up story book of Abu Ghraib prison by then.
Off to nap with the sick children. Have a great day.


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Guest Post By: Aamina Aslam, a university student studying science, Aamina began her hijab journey two years ago. Aamina enjoys a multitude of hobbies which includes piano and composing music, playing sports and having fun with friends. She is known for her iconic hijab-wrap styles.
When I first started wearing the hijab, it was my freshman year in college, It wasn't really something I started to do on my own but, rather, my mom's urging. So I agreed to wear it because I knew it was a good thing. It being the first year of college, a new chapter in my life, also helped me begin to wear the hijab. It was going to be a fresh start and, for me, it was not going to be very difficult because I knew that there were already going to be other hijabis at my college, namely my best friend (who also happens to be the creator of this awesome blog!!). Basically, the moral support was already there. My hijab transition went very smoothly and I haven't had any major difficulties with it since. Well, besides those inevitable bad hijab days that like to surprise attack me now and then, my hijab experience so far is going quite lovely, alhumdulillah (2 years baby!)
My advice to potential hijabis would be, if you're having difficulty starting, take it slow. The summer before I started to wear hijab, I would practice wearing it to random places so that when school finally came around, I knew I would be ready to wear it full-time.
Each year, I've grown more and more comfortable wearing my hijab and it has become a part of my identity. My favorite reason to wear it is so that I can be an example to Muslims and especially non-Muslims. Wearing my hijab is a dead giveaway to non-Muslims that I am a Muslim, so I feel that if they see me being the nice person that I am, it will give a good image about the beauty of what Islam really is rather than the deceitful lies generated by the media.
Well, I guess my time is up. If my story or advice inspires at lease one person today, that's enough for me


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The scavenging hunts can be created for all age groups but if you want to create something for the grownups than we have you covered. Here are the top 5 ways you can make a successful hunt for the mature audience.
The clues on the hunt can be numerous and from all forms of life. If you want to spice it up a bit, you can take some content that is for the older audience and integrate it into the picture clues. For instance, placing clues that have the theme of the graveyard can hold riddles that have pictures of both heaven, hell and a big door with lots of dirt around it.
Don't get us wrong we aren't encouraging you to create a hunt in the graveyard just that the next clue can be at the entrance or at the cemetery. Another thing that you can do is create pictures with lots of alcohol and certain letters that would point your group to a bar where they need to order a particular beverage, and they would get the next clue attached to that beverage.
There are many ways you can make the group interact with the world and make it interesting, because who does not want to drink a cold beer during a hunt?
The advanced puzzles that kids can't be a part of can be anything with calculations where the results can be further clues that can be tied down to the alphabet. Nothing forces a group to use their heads than when you give them math problems! All jokes aside this can be an awesome way to create situations where the group should be intentionally held a bit so that they don't breeze through the whole content.
There are tons of songs that you can integrate into your hunts. Some have explicit language, and some don't, but the most fun thing to do is to get the songs that everyone in the group loves and get some meaningful rhyming words that can be your next clues to the next part of the hunt.
The best ways to get the group interactive is to get the big guns from the trivia and general knowledge. Many people don't know or just don't care about certain subjects, but for others, it will be a passionate thing.
For instance, if you give the trivia clues about movies and the actors in them than some people who haven't watched them will learn something new while the individuals that love all of those movies will be the group leader in this specific clue hunting.
Give them something to figure out like what was the name of the lead actors in the movie and then highlight one letter in every main actor's name and make that be the location of their next hunting quest.


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Advanced Optisurgical Inc.
The QuickRinse® uses pressurized water and air to efficiently rinse reusable lumened instruments and tubing, such as phaco handpieces, vitrectomy cutters, and I/A tubing. The compact system not only provides consistent rinsing pressure regardless of the operator, but also eliminates hand fatigue associated with repetitive syringe use. An optional splash-proof foot pedal offers "hands-free" operation. Enhance your post-surgical cleaning procedure and join thousands of satisfied customers who agree that the QuickRinse® is a necessity for their fast-paced surgery centers.
Would you like to find out more about this product?
Leave a few details and the manufacturer can get back to you with everything you need.
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Option Spread Php Option Com Svmap
Advanced option calculator - powerful and unique tool for option traders. Major features: calculates the fair value of put and call options; calculate implied volatility; calculate greeks (Delta, Vega, Gamma, Theta); plots Profit & Loss graph of option position; calculates probability of the...
Platforms: Windows
|License: Demo
|Cost: $49.95 USD
|Size: 600 KB
|Download (589): Advanced Option Calculator Download
Innovative healthcare barcode maker software facilitates to generate high quality barcode labels and stickers for health industry using advance image designing features including image setting option, font setting option and print setting option. Easy to use health industry barcode generator...
Platforms: Windows
|License: Shareware
|Cost: $42.00 USD
|Size: 4.88 MB
|Download (27): Barcodes Generator Healthcare Industry Download
- Change the Images in the XML file; - Zoom in option; - Zoom out option; - ActionScript 3.0, commented code and easy to understand; - Very fast; - Very easy to install; - Good design; - Small size, only 25kb.
Platforms: Windows, Mac, Other, Pocket PC, Android, BlackBerry, iPhone, iPod, iTouch, Palm
|License: Commercial
|Cost: $5.00 USD
|Size: 100 KB
|Download (27): Black Camera Wall XML Gallery Download
- Unlimited undo option ('CTRL' + 'Z' option for Computer Geeks). - Retry function that allows you to start new game with same cards at start. - Auto move cards by double clicking them or single RMB click. - Animated gameply with on/off option. - You can play offline. - Different themes,...
Platforms: Mac
|License: Freeware
|Size: 8.9 MB
|Download (16): Pasjans/Solitaire Download
All the best & most popular solitaire card games in one place. FEATURES - 150 Free Games - Addicting gameplay - Auto-complete moves option - Favorite games option - Fully detailed statistics - Game seed assignment option - Game rules supplied - Handy Undo function - Superb graphics and...
Platforms: iOS
|License: Freeware
|Size: 19.7 MB
|Download (9): 150 in 1 - Solitaire Download
Play this fun and colorful game where you have to pop the bubbles before they raise to the top. To make it more exciting, some of them drop certain things when you pop them. 1.2 - Added endless game option - Added the option to configure player name - Added option to disable in game sounds -...
Platforms: Windows Phone
|License: Freeware
|Size: 4 MB
|Download (7): BubbleExplosion Download
Customize your won text tile with this application. Now you can show your name or any text you like, on the start screen. Feature -Create unlimited tile -Different types of font -Font resizing option -Font transparency option -Font Bold option -Blank tile creating option > New option for creating...
Platforms: Windows Phone
|License: Freeware
|Size: 2 MB
|Download (7): Lumia Tile Text Download
Loosing folder option from the tools menu is a common problem in windows operating system which is done by virus.If your folder option disappears from the tools menu Ogni Folder Option Fixer is the just tool for you to restore your folder option .Ogni Folder Option Fixer can get back Your Folder...
Platforms: Windows
|License: Freeware
|Size: 307 KB
|Download (99): Ogni Folder Option Fixer Download
Hew Toolchain Option Converter is an easy to use application that was designed in order to provide you with a simple means of converting options for high-performance Embedded Workshop Toolchain.
Platforms: Windows, Windows Vista, 7, 7x64
|License: Freeware
|Download (29): Hew Toolchain Option Converter Download
Binary Options Robot Software to trade automatically the Binary Options to trade automatically the Binary Options Online.
Binary Option Robot will analyse the trend of the market in real-time and will call or put at your place on the right currencies and at the right moment.
Based on...
Platforms: Windows, Mac, Windows 7
|License: Freeware
|Size: 13.9 MB
|Download (90): Binary Option Robot Download
W3C-PHP is a little php-cli script that can validate a list of URLs trough the W3C validator Web site (http://validator.w3.org/) with PHP-DOM functions. Configuration: list.txt -> contain the list of url that you need to validate the URLs must start with ":" without the "http://" prefix for...
Platforms: *nix
|License: Freeware
|Size: 10.24 KB
|Download (114): W3C-PHP Download
Options Inspector is a tool with which you can list all the options in your database, view a certain one in detail, even its data is serialized, and alter exactly a certain part of option value. It is mainly designed for plugin developers and theme designers.When I am debugging a plugin, I always...
Platforms: PHP
|License: Freeware
|Size: 10 KB
|Download (19): Options Inspector Download
A real-time generalized financial derivatives calculator supporting over 136+ theoretical models from open source libraries. Matrices of prices are created with iterating strikes and/or months. A strike control system can produce any strike. A generalized date engine can calculate re-occuring...
Platforms: Windows
|License: Freeware
|Size: 6.3 MB
|Download (96): OptionMatrix Download
Option Impacts Analysis analyzes preferences shares from survey data. It applies when you want to determine the preference structure and flows between options to show from which other options each option immediately draws its share. The program will analyze from three to 30 options. Relevant...
Platforms: Windows
|License: Freeware
|Size: 316.37 KB
|Download (73): Option Impacts Analysis Download
The uc_option_image module provides the following features to Ubercart: * Upload images per attribute option * Toggles images via javascript without page refresh * Implements imagecache functionality * 'Preloads' images
Platforms: PHP
|License: Freeware
|Size: 20.48 KB
|Download (18): Ubercart Option Images Download
PCLTool SDK Option III is ideal for developers who need to capture and convert legacy PCL print streams into a PDF, PDF/A or XPS file formats while extracting all of the text. Unlike PCLTool SDK Option V, it does not allow for custom script programming to split or edit the PCL while transforming...
Platforms: Windows, Windows 8, Windows 7, Windows Server
|License: Demo
|Cost: $495.00 USD
|Size: 53.15 MB
|Download (19): PCLTool SDK 64-bit Option III PCL to PDF Download
PCLTool SDK Option III is ideal for developers who need to capture and convert legacy PCL print streams into a PDF, PDF/A or XPS file formats while extracting all of the text. Unlike PCLTool SDK Option V, it does not allow for custom script programming to split or edit the PCL while transforming...
Platforms: Windows, Windows 8, Windows 7, Windows Server
|License: Demo
|Cost: $425.00 USD
|Size: 45.54 MB
|Download (23): PCLTool SDK 32-Bit Option III PCL to PDF Download
XLQ is a stand alone C++ application, which delivers live, intraday and historic worldwide stock market data for use in xlq, xlqCompanion, MS Excel or via other programs or programming languages through a COM interface.
More than 300 formulae available.
XLQ allows you to maintain a...
Platforms: Windows
|License: Shareware
|Cost: $89.00 USD
|Size: 8.62 MB
|Download (444): XLQ Download
Visual Stock Options Analyzer is a powerful analysis tool for development, testing, and application of stock and options strategies. Its easy-to-use interface allows you to test new strategies, manage a growing portfolio, and explore "what-if" scenarios with ease. VOptions versatility and power...
Platforms: Windows
|License: Shareware
|Cost: $59.95 USD
|Size: 2.65 MB
|Download (221): Visual Stock Options Download
PCLTool SDK - Option IV. for Capturing and Transforming PCL to TIF, PCL to EMF, PCL to PNG and PCL to Text. Option IV. converts COMPLEX PCL into raster/vector file formats while extracting text. Option IV. Includes: PCLXForm, PCLCodes, PCLSplit, ImgCvt, Filter, TNXDump and PCLTool. PCL2TIFF is...
Platforms: Windows
|License: Shareware
|Cost: $495.00 USD
|Size: 23.2 MB
|Download (28): PCL to TIFF 64-bit / 64-bit .NET Download


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|» Products
|» Essential Oil
|» Marjoram Oil
A well known manufacturer in global market, we are leading the industry by exporting highly beneficial Marjoram Oil. The aroma of the oil is slightly spicy, warm and soothing. It blends well with orange, eucalyptus and lavender essential oils. The Marjoram Essential Oil is best known for its powerful anti-spasmodic action that eases arthritis pain, muscle spasms and menstrual cramps. Good for the functioning of your brain, this essential oil is widely used to increase energy, induce relaxation and reduce stress.
Best known for its properties as an:
Marjoram Oil is separated through steam refining of both dried and fresh marjoram leaves, additionally recognized as Knotted Marjoram that has the logical nomenclature Origanum Marjorana. The primary parts of our oil are alpha terpinene, cymene, linalool, linalyl acetate, gamma terpineol, sabinene, gamma terpinen, terpinolene, sabinene hydrate and terpineol. The plant of marjoram is found in the areas of Mediterranean that is regarded as well as notable for its restorative applications for a long time.
The medical advantages of our marjoram oil can be credited to its features as an antispasmodic, antiseptic, bactericidal, cephalic, diaphoretic, diuretic, expectorant, hypotensive, nervine, stomachic, vulnerary substance, analgesic, anaphrodisiac, antiviral, carminative, cordial, digestive, emenagogue, fungicidal, laxative, sedative and vasodilator.
OTTO AURA All Rights Reserved.


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When a new application is installed on a server and it introduces new services to monitor, one can add a Service Monitor for each service, however, only one Monitor can be added a time. To get around this and add multiple service Monitors in one easy process, simply follow the steps below.
1. Go to Devices tab.
2. Click "All Managed Devices".
3. Click "Add -> Add New Device".
4. Enter IP and Credentials for existing device.
5. When prompted to "View Existing Results" or "Rescan", click the latter.
6. In the results page, click "Modify selections".
7. Select the desired services.
8. Click OK.


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We are the distributor of Nichicon part#URZ0J472MPD. IC-Chips.com is specializing in selling all series Nichicon electronic components. We have URZ0J472MPD in stock now. You can send us your required part number and quantity for quotation. We will reply you within 24 hours. And we can arrange the shipping of URZ0J472MPD within 24 hours after receiving your Purchase Order.
Contact Email: email@example.com
IC-CHIPS.com - Excellent Integrated System LIMITED - Trusted Obsolete Electronic Components Distributor Email: email@example.com


text:
Main Content
Cowes Taxis Ltd
Your professional and reliable choice for taxis in Cowes and the Isle of Wight.
Travelling today? Call us now on
01983 294444
Travelling later? Book on 01983 294444 or click here to enquire online.
Or find us on the Terminus Road taxi rank outside Marks and Spencer in Cowes.
We're here to help whether you're
an Islander or a visitor, so get in touch with us today!
About Us
We offer a flexible range of transport options to customers, including:
- Estate cars and 8-seater available
- Day, evening & event hire
- Card payment available in-car (fees apply*)
- Fully licensed & Enhanced DBS checked drivers
- Contract hire and business accounts welcome
Call us on 01983 294444 or click here to enquire online
Business and Corporate Travel
If you're a business or organisation looking for a trusted transport partner then Cowes Taxis is here for you. Cowes Taxis is used by organisations large and small on the Island and off for their transport needs.
The Cowes Taxis Team
Our local knowledge and professional and friendly approach make us a great choice for travel on the Island!


text:
security fix for CVE-2017-8422. https://www.kde.org/info/security/advisory-20170510-1.txt
This update has been submitted for testing by than.
This update has been pushed to testing.
This update has been submitted for stable by bodhi.
This update has been pushed to stable.
|a year ago
|in testing
|a year ago
|in stable
|a year ago
|#1449649 CVE-2017-8422 kdelibs: kauth: service invoking dbus is not properly checked and allows local privilege escalation [fedora-all]
Test results and gating status may sometimes conflict as the gating status is retrieved periodically by Bodhi's backend server, while the test results presented here are retrieved upon page load. If your update is marked as gated while all the tests show green/passed, the next check of gating status should open the gate.


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Researchers at Marshal, an internet security firm, are tracking a new spam campaign in which recipients receive messages inviting them to join MySpace – but a click on the link leads them to a bogus page containing malware disguised as an Adobe update.
Users who follow the link in the email are directed to a website that appears to be a legitimate MySpace profile, Glen Myers, an engineer at Marshal, told SCMagazineUS.com today.
However, the victim is informed they need to update their Adobe Flash Player to properly view content on the page, he said. Installing the update actually downloads malware onto the user's PC and forces the infected machine to join a botnet.
Then, almost immediately, the zombie computer starts sending similar emails, in addition to phishing messages, targeting a major U.S. bank, according to Marshal.
Myers said these types of social engineering attacks are particularly effective because they are attempting to exploit the Web 2.0 mindset.
"The user is willing because they are used to this paradigm where it's someone they know and they posted this content," he said.
Businesses must either decide if they want to ban access to sites such as MySpace or YouTube, or control it through policies and technology, Myers said. Preferably, organizations should cater to their employee and "create a culture where they want to come to work."
Web content filtering solutions would help, he said.
You must be a registered member of SC Media US to post a comment.


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Back in October, I was absolutely appalled at the spectacle of seeing a room full of evangelical pastors fawning all over Donald Trump. Not long after the circus, the Pastor of First Baptist Dallas Dr. Robert Jeffress stood in front of another circus to pray for and practically endorse Trump at one of his rallies. On the other side, pastors are also rushing out to endorse and champion Hillary Clinton and Bernie Sanders. To make matters worse, pastors also seem to think that they need to make state and local endorsements. Over and over, I continue to watch pastors sell off their potential prophetic voices to the highest bidder. I don't remember Jesus ever endorsing any candidates. I think he was smart enough to know that an endorsement limits your ability to speak prophetically to whoever is elected and limits you ability to minister to the whole populace after the election.
In 2008, I got excited about Barack Obama. I bought the shirt, hat and bumper sticker. I was two years past my ordination as pastor. Early one Saturday morning, I'll never forget sitting down with a cherished mentor. As I proudly wore my Obama shirt, my mentor leaned in and said, "How are you going to demand that the Obama not bomb some poor nation after you have run around with his shirt on? How are you going to minister to those who hate Obama after they see you with that shirt on? True pastors don't endorse candidates!" I believed her then. After seeing President Obama violate my Christian conscience by bombing countless nations and watching our nation become as polarized as I've ever seen it, I believe her more now.


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Product Description
Carbon Block Filters purify tap water effectively by removing the impurities present through chemical absorption. This filter can take out any undesirable elements in the tap water to make it a great-tasting drink.
Impurities can harm your body and cause the water to taste or smell bad. They are responsible for the significant reduction of Sediment, Volitile Organic Compounds (VOC), Chlorine, unwanted taste and unpleasant odours.
Dimensions: 255mm (10") Flow Rate: 2 litres per minute
Filtration Rating: 10 microns Shelf Life: 1,500 litres or 6 months
Shipping & Delivery
Your order will be dispatched the very next day. We have a trusted shipping partner that ensures that the filter stay unscratched while in transit. No matter where you are in the country, you can expect your order to arrive right at your doorstep in a timely manner. The estimated time of arrival usually takes about 2 to 3 business days.
Ask a Question
Purity Water is always easily available and accessible for any queries. In line with our goal of delivering excellent customer service, you can fill out the form below to share us your concerns. Whether you have questions regarding our filter, shipping or our business in general, our representative will be more than glad to assist you. Once your message is sent, expect to receive a reply from us shortly.


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|» Products
|» Fancy Kurtis
|» Fancy Kurtis
Since our rise in 2012, we have been engaged in supplying a beautiful gamut of Fancy Kurtis. Perfect to be worn as daily wear outfit in summers, these kurtis are accessible in different sizes such as small, medium, large and extra large. The offered kurtis are demanded to be worn in special occasions and kitty parties. Also, these Fancy Kurtis are detailed with side slit for added attraction.