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TL;DR – Many advocates of 'more diversity' in the workplace and in high-paying jobs like technology, are vague, misleading, and misguided in their calls to focus on the demographic 'representation' of a given workforce as evidence of bias. They ignore statistical ratios of qualified workers (and underestimate how tricky and complex it would be to estimate what the 'bias-free' workforce makeup for a given company "should be", let alone the random factors that would cause actual ratios to differ.) Those who are concerned with potential bias in personnel decisions should instead focus on the processes of hiring/salary/promotion, and if they believe they see bias, they should investigate more thoroughly than simply arguing that "percentage female" or "percentage minority" are useful metrics to indicate bias.
What's wrong with diversity ratios?
A number of companies have embraced the nebulous idea of 'Diversity', publishing statistics on how 'diverse' their workforce is, and publicizing their efforts to increase that diversity. It's often unclear whether this is done out of genuine belief that having a more diverse workforce will be good for the company, or whether it's a cynical attempt to foster positive public opinion for its products and employment opportunities, but I suspect it's a combination of both.
What is also unclear, or in my opinion is often intentionally obscured, is what is meant by diversity, and why ratios of characteristics used to define diversity should be focused on (generally gender and race/ethnicity, but often sexual orientation or family income are mentioned as well.) Focusing on altering the racial, sexual, or [insert demographic variable here] makeup of a workforce is incredibly misguided, and ultimately harmful if actually pursued as a goal in itself.
Instead, companies and activists should focus on making sure that the process of finding, hiring, and promoting qualified candidates is free of bias. Ratios can be a good way to check whether processes are working well (unbiased) or not, but they should not be the goals themselves.
Defining diversity
First, we must determine what is meant by diversity. I would assume that the type of diversity beneficial to an organization would be diversity of opinion, experience, and thought process, but that's not what most diversity conversations are about (and besides, it would be difficult to measure these things in a meaningful way, since they largely exist inside the heads of workers rather than in their skin pigment, parent's W-2 forms, and genitals…) Diversity advocates usually look at gender & race (which I'll combine here with ethnicity), and state that their goal is to 'increase representation among underrepresented groups' of people at a given company or industry. 'Representation' presumably means '% of the workforce' and 'underrepresented' means 'those who make up a minority as a % of the workforce'. In the US, this seems to mean anyone who is not a white male, or perhaps a straight white male. Outside of tech, white might be sufficient to categorize those who are 'not diverse', but since men are overrepresented in tech, it must also mean white men. (One sign that 'diversity' has simply become a euphemism for not being a white male is that candidates in the singular are now described as 'diverse', which makes no linguistic sense.) Strangely, Asians (which includes those from India for our purposes), are generally assumed to be increase 'diversity', despite the fact that they are hugely overrepresented in tech (and other high-paying jobs) in the US.
Computing diversity
One complication here is that under- and overrepresentation is only meaningful if we know what the expected or 'unbiased' level of representative should be. If I tell you that the workforce for a tech company in San Francisco is 5% black, does that mean that blacks are under- or overrepresented relative to other groups? Well, if San Francisco's (SF) population is 10% black, you might say 'yes, blacks are underrepresented compared to the general population of SF', but if SF is 2.5% black, then 5% makes blacks way overrepresented relative to the general population.
However, why should the racial makeup of SF be the 'correct' level of representation? Tech companies hire from many parts of the US as well as abroad, and their workforces often don't reflect the racial makeup of the cities they inhabit (sometimes to the annoyance of city officials and their residents who would like to see the locals hired in preference to others, or to the anti-immigrant crowd that believe people randomly born into the US should have more of a right to feed their families than people randomly born elsewhere.)
Furthermore, tech companies likely hire disproportionately from immigrants of certain countries (China & India, say) who move to SF for tech jobs, but less so for other jobs. So maybe we need to look at the hiring pool of qualified candidates both in the US and outside, and then compute the racial makeup of those candidates as a whole so that we know just how many of each group we 'should' have in our workforce. (Gender being 50-50 in general makes this much easier for the male-female divide.)
This already seems like a difficult enough task, but a further complication is that certain racial groups, genders, and countries may not be equally represented in having the skills required for a given job. This is easiest to see in a field where explicit credentials are required, such as nursing. Nursing in the US is very female-dominated, with only about 10% of Registered Nurses (RNs) being men. If we assume that 10% figure holds both for number of male nurses employed and number of male nurses with a RN certification who are looking for work, then we should not be surprised if a given hospital employs 90% women and 10% men as RNs. If one was to look at the 90-10 split in isolation, you can imagine unsophisticated diversity pundits exclaiming over the "discrimination" responsible for only 10% of RN jobs filled by men: "Male nurses are just as competent & well-educated as women, and yet for every male nurse, there are NINE female ones despite men making up 50% of the population. Hospitals are surely discriminating against men because it's assumed men can't be as caring or as conscientious as women in these jobs!" etc, etc.
More thoughtful people might start asking why men are so underrepresented as RNs. They might start professional societies for male nurses, non-profits to encourage men to acquire the education and interest in becoming a RN, or groups supporting men in the nursing profession at their hospital. ("ManlyNursing, a group for male nurses and those who support them!") Others might misguidedly start calling for the creation of hospital 'diversity boards' to 'encourage' (read: browbeat) hospital staff to hire more men until the ratio of male nurses increases relative to female, or suggest a #deletehospitalXYZ boycott social media campaign.
I have no problem with, and in fact generally encourage, the efforts to make certain sectors of society more aware of and qualified for opportunities to improve their career position. Looking at employment sectors where certain groups are underrepresented might be a great way to decide where to focus these efforts. However, the fact remains that there's nothing apparently discriminatory about a hospital employing 90-10 women to men if that ratio represents the talent pool available to that hospital.
The same logic goes for race, etc. Because of the fact that Hispanics and Blacks generally grow up poorer & less educated than Whites and Asians in America, and that family income & education are highly correlated with individual income and employment, we shouldn't be surprised when we see Blacks & Hispanics underemployed and underrepresented in high-paying fields with respect to whites & Asians. This doesn't mean that companies are discriminating (or that they're not), and further analysis is needed to try to determine that*. None of this should dissuade us as a society from improving the lot of marginalized groups by addressing the root causes of poverty or lack of education, it should simply dissuade us from assuming there's an 'ideal' ratio, or even an 'improved' ratio of gender/race mix to shoot for, or that imbalances in the workforce are equivalent with discrimination.
To come back to tech, 79% of Computer Science (CS) bachelor's degrees awarded in 2016 at the top 5 institutions giving those degrees out were to men. Presumably that number was even higher in the past, so the workforce population with CS degrees is likely > 80% men to < 20% women. If CS degrees are a good proxy for "qualified tech workers", then we'd expect to see about 80-20 men to women in tech, which is in fact what we often see.
(This split is similar for engineering as a whole: in 2015, 18.5% of engineering bachelor's degrees went to women. In contrast, women obtained over 75% of of psychology bachelors, and graduate with every kind of degree, from associate's to doctoral degrees, at a higher rate than men overall, and have since 2009.)
So, the real question becomes "why are women [or minorities] underrepresented in acquiring certain technical skills vs men [or whites/asians]?" Not "why aren't tech companies hiring more women/minorities (hint: bias)?" This former question is a more complex one, and out of scope for this article, but it is the one that I believe companies and diversity advocates should get together on, rather than trying to shame companies in to hiring more of a certain group, which is a zero sum game at best.
Enforced ratio are clearly discriminatory
Another reason to oppose the simplistic idea of trying to enforce an ideal or better diversity ratio is that this practice in itself is discriminatory because companies would necessarily have to take someone's race or gender into account when making hiring decisions, which is illegal and precisely the practice that diversity advocates claim they are trying to eliminate. Cynically, one could argue that many diversity advocates are not actually anti-bias in hiring processes, but rather anti-white male, and though they seem unaware of this, anti-Asian, and pro-black/Hispanic/female. Arguing that companies should hire a candidate from an 'underrepresented' group that they've deemed less qualified than a candidate from an 'overrepresented' group is anti-meritocratic, discriminatory, and generally outlawed by Federal law.
Diversity advocates might counter by stating that they're merely 'correcting' for some underlying bias that has actually suppressed more qualified minority/female candidates from getting certain jobs. This gets into 'hard to prove' territory that needs much more careful analysis than is usually given. I think these advocates are at least overestimating the amount of the underrepresentation that is the result of biased hiring/promotion in favor of white (or Asian) men, and are overlooking the root causes like educational attainment, incarceration rates, and the factors that lead to these proximate causes (poverty, single parenthood, etc.)
One round-about benefit of pressuring companies to hire less-qualified candidates might be that companies would respond by trying to improve the talent level of these groups, and also that those candidates would gain the resources to improve the future talents of their offspring (at the expense of the more qualified candidate's offspring…) The latter 'benefit' is of dubious value to society, but the former could be good, and can be seen when tech companies partner with non-profits like Code like a Girl. (Whether it's the best use of resources to coerce a company to spend its resources in this way when it might not have otherwise is up for debate.)
Even if advocates were correct in their assumption of wide-spread bias against certain groups in corporate hiring decisions, the correction would be to remove the bias, not enforce discriminatory ratios that will never be tuned enough to ensure that the most qualified people are hired for a given job in a given place within a given company. One simple, non-intrusive example of how to do this is to remove names, which often give away gender & sometimes race/ethnicity, from resumes before they're given to recruiters & hiring managers. Another might be to put more weight into phone screens + resume qualifications vs in-person interviews. (This one would be a tougher sell. Despite criticisms, interviewers, including myself, like to talk to someone face-to-face and put a lot of weight on those encounters when hiring.) Using a panel discussion format for hiring decisions made up of diverse interviewers is probably also a good practice to reduce bias (and more importantly, really helps to make better hiring decisions, in my experiences at two large tech firms.)
If you are for more equal diversity, you are against Asians in tech
Interestingly, while much has been made of 'white male privilege' in America, I've heard little talk of 'Asian male privilege' in tech, despite the fact that Asians are hugely overrepresented in tech. (Which I attribute to their education, skills, and ambition, not to heavy bias in their favor!) Uber recently released its diversity stats, so let's use them as a hopefully-representative example. In 2018, Uber's tech jobs were filled by 46% white people and 45% asian (with the remaining 9% about equal parts black, hispanic, and 'multiracial'.)
In 2015, about 63% of the US population was non-Hispanic white, 5% Asian, 13% black, and 17% hispanic. Compared to the US as a whole, blacks & Hispanics in Uber's US workforce are way underrepresented (about 20-25% of their US-population representation), whites are also somewhat underrepresented (about 73% of their US representation), and Asians are way overrepresented by about 900%!
One might argue that Uber is an SF-headquartered company, and the Bay Area has a larger-than-average Asian population. The Bay Area is 42% non-hispanic white, 23% Asian, 24% Hispanic, and 7% African American. Compared to the Bay Area instead of the US, whites look roughly equally represented at Uber, Hispanics look even more underrepresented (13%), and Asians much less overrepresented (but still 200% of the local average), and blacks a bit less underrepresented (about 35%.)
Either way, it seems that Asians are vastly overrepresented, whites about equally, and blacks & Hispanics way underrepresented. Strangely, even such upstanding (but left-leaning) news sources as the Washington Post want to cling so badly to the idea that Uber has poor diversity that it falsely claims that "Uber employs a relative dearth of women and racial minorities, particularly in technical roles" [emphasis mine]. Uber's US numbers for 2018 show us plainly that whites make up 49% of Uber's total (tech + non-tech) workforce, even though non-Hispanic whites make up 63% of the total US population. The Post goes on to admit that "Uber employees identifying as Asian make up 30.9 percent of the ride-hailing company's U.S. workforce and hold 47.9 percent of technical roles", but the author is incapable of seeing how this single fact invalidates its initial conclusion.
Corporations already have a vested interest in unbiased hiring
Profit-loving owners/shareholders of large companies want to hire the best talent regardless of demographics. It is in their economic self-interest to do so, and any company that doesn't will lose out somewhat on the talent battle to a more unbiased company.
Of course, this theoretical idea doesn't prove anything about how companies and individuals at those companies actually hire. Just because a company loses out from not hiring the best across all demographics doesn't mean that its agents (employees in charge of hiring) are doing what they should be. Individuals, and even private owners, have other motivations besides maximizing company value, and might indeed be acting on their own prejudices. That said, it should suggest that the default systematic behavior of most large private companies, especially corporations since they are typically owned by diverse shareholder groups, will be to make relatively unbiased hiring, salary, and promotional decisions.
Individual bias
While individual bias may play a role in seeing less women or minorities in tech, this needs to be studied explicitly. In one randomized simulation on hiring an academic, for example, significant bias was found… in favor of hiring women.
Ratios (or worse, quotas) of diversity should not be the goal of diversity programs. Instead, maintaining unbiased personnel processes to cast the widest net possible for talent should be the goal. One might start with a ratio and look at how it compares to the talent pool from which a company can choose from to get clues about bias, but that should lead to a study of whether bias is actually occurring, and the ratio itself should not be confused for the goal, or as a way to measure bias in hiring.
Diversity advocates should focus more on the much harder problem of addressing the (non-discriminatory) causes of workforce underrepresentation such as poverty and educational attainment, both of which aren't neatly segmented into race and gender categories. Fair employment and well-being should be a constructive discussion about improving the lot of all humans, not one of zero sum social politics where each group's default assumption is that the 'others' are trying to keep them down or hold them back.
Preemptory clarifications
Since this is a controversial subject, here a few clarifications of what I'm trying to say above:
- I'm talking here specifically about personnel decisions including hiring, firing, promotions, and compensation. I'm NOT talking about workplace environments, or other forms of 'discrimination' like hostile work environments for women or minorities. Undoubtedly these would lead to lower-than-expected ratios of the negatively-impacted demographic group in those environments. That kind of discrimination is potentially separate from what I'm talking about (although surely biased hiring might be correlated with an unfriendly environment towards the group experiencing the bias.)
- Hiring bias is likely not the primary driver of most gender/racial disparity among jobs in the US. Instead, educational attainment, family income, physique, cultural values (male deaths in the military), and prior workforce ratios (some of which may have occurred due to past discrimination or demographic-influenced choices, like female teachers and nurses, say) are probably responsible for more of the variation we see in employment. This is NOT to say that there is NO bias in hiring decisions as a whole, and especially not in individual hiring decisions.
- I've steered clear of the debate over why women get paid slightly less than men (about 95 cents to a man's $1 after controlling for various factors) and are less represented, along with minorities, among management ranks. (Arguing that the cause is anything other than sexism is a good way to lose a career.) Frankly, I find most arguments made by both sides of the female wage gap unconvincing. These arguments seem more like narrative fallacies to me than carefully constructed causal explanations based on clear evidence. It has been argued that some of the unexplained difference between male & female salaries and positions is due everything from biology, sexism, to women prioritizing their family lives over their careers (which again might be due to social expectations that are the result of bias/traditional values, etc.) I can see how those arguments might be true, but I can see equally how they might be entirely fictitious 'common sense' which will evaporate in a few decades as women continue to become more equal players in the workforce (and as men in turn take a more equal role in child-rearing and domestic duties.) In general, many arguments that have 'explained' why women (or minorities) historically have done, or not done, this or that have turned out to be self-serving falsehoods by the, typically, white men who've espoused them. (See Stephen J. Gould's The Mismeasure of Man for a good overview of the faulty biology and anthropology that produced erroneous conclusions as a result of racial bias.)
- From looking at education & income statistics, as well as my personal experience, I think women are going to be just fine career-wise, and that America should focus more on the impoverished, which contain a disproportionate amount of black, Hispanic, and Native Americans. This confidence with regard to female career prospects is not meant to take away from other challenges women face such as sexual violence and unwanted advances from men. These social problems (still) haven't received enough mitigation in society, especially outside the US.


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TurboDemo v. 5.0
Bernard D&G has released TurboDemo 5.0 for creating interactive tutorials and demonstrations. The application can output to Java and HTML, Flash animation, GIF, PDF, and AVI, as well as generate executable files. The company claims any novice can quickly create a demonstration thanks to the TurboDemo's simple three-step process.

subset: commoncrawl


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Local Organisers
There will only be one event in each County/Athletics Network area.
All applications from any club, or group of clubs within the County successfully awarded the right to stage the event in their area will receive a comprehensive, Race Organisation and Management Manual, common for all throughout the UK and dealing with set up, measurement, safety, Police and Council permissions, and all aspects of staging a successful running event.
Clearly, any applicant club/groups will have to have good to considerable experience in staging their own local events. This will be paramount for acceptance by Run4YourLife to stage one of the All UK 10 Mile Challenge events. Remember, this event is planned to be held twice each year in the Autumn and Spring"
Other than providing volunteers for officiating and marshaling there is no foreseen cost implication on all equipment provision, and of course the local running and athletics clubs involved will receive 50% of all entry fees to help their own local development of the sport.


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Constitutive modeling for biodegradable polymers for application in endovascular stents
MetadataShow full item record
Percutaneous transluminal balloon angioplasty followed by drug-eluting stent implantation has been of great benefit in coronary applications, whereas in peripheral applications, success rates remain low. Analysis of healing patterns in successful deployments shows that six months after implantation the artery has reorganized itself to accommodate the increase in caliber and there is no purpose for the stent to remain, potentially provoking inflammation and foreign body reaction. Thus, a fully biodegradable polymeric stent that fulfills the mission and steps away is of great benefit. Biodegradable polymers have a widespread usage in the biomedical field, such as sutures, scaffolds and implants. Degradation refers to bond scission process that breaks polymeric chains down to oligomers and monomers. Extensive degradation leads to erosion, which is the process of mass loss from the polymer bulk. The prevailing mechanism of biodegradation of aliphatic polyesters (the main class of biodegradable polymers used in biomedical applications) is random scission by passive hydrolysis and results in molecular weight reduction and softening. In order to understand the applicability and efficacy of biodegradable polymers, a two pronged approach involving experiments and theory is necessary. A constitutive model involving degradation and its impact on mechanical properties was developed through an extension of a material which response depends on the history of the motion and on a scalar parameter reflecting the local extent of degradation and depreciates the mechanical properties. A rate equation describing the chain scission process confers characteristics of stress relaxation, creep and hysteresis to the material, arising due to the entropy-producing nature of degradation and markedly different from their viscoelastic counterparts. Several initial and boundary value problems such as inflation and extension of cylinders were solved and the impacts of the constitutive model analyzed. In vitro degradation of poly(L-lactic acid) fibers under tensile load was performed and degradation and reduction in mechanical properties was dependent on the mechanical environment. Mechanical testing of degraded fibers allowed the proper choice of constitutive model and its evolution. Analysis of real stent geometries was made possible with the constitutive model integration into finite element setting and stent deformation patterns in response to pressurization changed dramatically as degradation proceeded.
Subjectconstitutive modeling
degradable polymer
cardiovascular devices
poly(lactic acid)
internal variable materials
nonlinear materials
continuum mechanics
da Silva Soares, Joao Filipe (2008). Constitutive modeling for biodegradable polymers for application in endovascular stents. Doctoral dissertation, Texas A&M University. Texas A&M University. Available electronically from http : / /hdl .handle .net /1969 .1 /85939.


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Biochemist-turned-cryptozoologist hunted Loch Ness monster and other mysterious beasts
By Angela Hopp
Roy P. Mackal / Credit: University of Chicago Photographic Archive, [apf1-04046],
Special Collections Research Center, University of Chicago Library
Roy P. Mackal, a retired associate professor at the University of Chicago who began his career studying the biochemistry of bacteriophage infection but who ended up dedicating most of his life to the search for creatures that may or may not exist, died Sept. 13, 2013. He was 88.
Mackal had been a public face in the 1980s for the often-ridiculed but undeniably fascinating field of cryptozoology – that is, the study of hidden animals. From the late 1960s to the mid-1970s, he served as scientific director for an institute formed to research the Loch Ness monster (or monsters) in the Scotland highlands, and he later spent time in the swamps of Congo, following up on alleged sightings of the elusive Mokele-mbembe, which is believed by some to be a living dinosaur.
Mackal was born in 1925 in Milwaukee. His son, Paul Mackal, told the Chicago Sun-Times in December that his father enjoyed reading books as a child about adventure and lost worlds, including Jules Verne's "20,000 Leagues Under the Sea." A colleague who worked with him in Chicago described him as "a romantic."
After serving in the military during World War II, Mackal enrolled at the University of Chicago, earning a bachelor's degree in 1949 and a Ph.D. in biochemistry in 1953 under the direction of Lloyd Kozloff, whose lab focused on virus replication. "The fate of bacteriophage T7," Mackal's first paper, appeared in the Journal of Biological Chemistry in 1954. Mackal ended up joining the lab of Kozloff's collaborator, Earl Evans. His next four papers, with Evans, appeared in the JBC between 1958 and 1964.
As former colleague Ed Brody recalls, by the summer of 1960, Mackal was practically running the Evans lab. "Roy was intelligent, knew a lot of biochemistry and biophysics, and was a wonderful, patient teacher of laboratory techniques," says Brody, now chief medical officer emeritus at SomaLogic Inc. "I never saw him or heard him get angry, which would have scared a lot of people. He was an ex-Marine and physically imposing."
Brody remembers Mackal as a "master craftsman" who made instruments for various labs. "If he was not in his office, he usually could be found in the machine shop," Brody says.
He recalls working with bacteriophage lambda: "The standard method to get lysogenic E.coli to produce phage was to UV irradiate Petri plates growing the bacteria, scrape the plate and isolate the induced phage. Roy invented and then built a machine to increase the amount of phage by 100 fold. He grew the lysogenic bacteria in 10-liter flasks, pumped them through quartz tubing surrounded by UV lamps and then incubated the irradiated bacteria until lysis occurred."
Bob Haselkorn, another former colleague at Chicago, also remembers Mackal as an "imaginative" young scientist. In one project, Haselkorn says, Mackal and his group took phage extracts from cells and observed what was at the time thought to be replication. Many years later, a different group armed with new technologies and knowledge used "well-defined mutants blocked at various steps in the assembly of heads, tails and tail fibers" and worked out the assembly pathways.
Mackal "could have scooped the assembly story by decades if he had understood the use of mutants and invested the years it took to isolate and characterize them," Haselkorn says. He quips that Mackal "was always an adventurer, pretty weak on controls."
Mackal discovered his true calling in 1965 while vacationing in Scotland. There he came upon members of the Loch Ness Investigation Bureau conducting observations. He was hooked. He returned to Chicago and continued to contribute to the endeavors there, publishing another half a dozen or so virology papers through 1971. But at the same time, he was becoming more involved and more prominent in the field of cryptozoology.
Brody recalls: "Cryptozoology – the term didn't yet exist – was already strong, and he used to explain to us paleozoology and the probability of finding coelacanth-like, supposed-extinct species. His reading was deep, and he knew this was not a field that was going to please his peers." But "Roy's approach to cryptozoology was scientific," Brody said. "He studied the subject assiduously and knew that finding positive results would be difficult, even unlikely, but he thought the risk was worth taking, because he was passionate about the subject."
While still employed by the university, Mackal took the post of scientific director of the Loch Ness Investigation Bureau, which he held until 1975. The bureau employed sonar and a biopsy harpoon that Mackal himself had fashioned on the hope of one day getting close enough to Nessie to obtain a tissue sample.
Mackal described in a 1981 People magazine interview the moment when he saw Nessie himself. It was 1970, and the creature was just 30 yards away, he told the magazine. He saw "the back of the animal, rising eight feet out of the water, rolling, twisting. If that's a fish, I thought, it's a mighty fish indeed! To this day, when someone asks me, 'Do you believe there is a monster in Loch Ness?' my stomach does a somersault. I know what I saw."
In 1976, Mackal published the first of three books about hidden animals, "The Monsters of Loch Ness." According to a tribute by Loren Coleman, founder of the International Cryptozoology Museum in Portland, Maine, Mackal "theorized that a population of large invertebrate living fossils were living in the loch" but "later changed his mind and proposed that the creatures were zeuglodons, ancient serpentine whales."
In the 1980s, Mackal went twice to Africa in search of the Mokele-mbembe, thought to be something like a living dinosaur of the smallish sauropod variety. He and his team talked to pygmy locals who reported sightings of the long-necked and -tailed creature in Congo's Likouala swamps.
Around that time, Mackal and others founded the International Society for Cryptozoology at the Smithsonian's National Museum of Natural History. He served as its vice-president until the society was dissolved in 1998.
"Over the years, I saw Roy from time to time. He stayed calm and philosophical about his choices, and I never heard him complain one time" about how his work was viewed by some of his peers and administrators, Brody said. "He was one of the most interesting people I've ever known."
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Pablo Hernandez Releases "Toys" Parody Video of "Boys" By Charli XCX
With so much sadness going on lately with Mother Nature being a royal b*tch, we wanted to bring you something silly, sexy, and fun. Check out the parody video "Toys" Pablo Hernandez just released this morning. The video has cameos by Manila Luzon, Rhea Litre, Laith Ashley, Andrew Christian models, and more!
We also included the original "Boys" video by Charli XCX ….Hopefully they will bring a smile to your face!
More eye candy on MOOVZ!


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We look forward to serving you!
Please note that requests received after 1 pm on Saturday will be responded to once our week starts the following Tuesday! Have you read our Services Page and are ready to book a New Client appointment? Please use this contact form to request an appointment.
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Grants for aging research have been carried out by different organizations in order to make the life of the elderly more convenient by providing solutions to their health problems and concerns and by developing different mechanisms for them to enjoy their life to the fullest. Research grants have been provided by the federal government, government agencies, private institutions, medical groups, and others in order to help the advancement of scientific developments in different areas that concern the elderly.
Alzheimer's Association
It awards research grant in different categories that include studies in pharmacology, international grants, diversity grants, and conference grants. The organization works to enable academics and scientists to make advancement in their respective researches and seek to introduce cutting-edge ideas into Alzheimer's research. The organization is the largest nonprofit organization that has been funding Alzheimer's research in the United States. Applicants for the grant must submit a grant proposal that will investigate or make advance studies on the subject, will identify new strategies of treatment, or provide new approach in providing care to Alzheimer patients. Proposals could also include studies on brain health and brain disease prevention. The Alzheimer's Association works in partnership with Medical and the Scientific Advisory Council in identifying and developing new territories in research funding. Questions about the grant must be submitted to:
Alzheimer's Association
225 N. Michigan Ave., Fl. 17
Chicago, IL 60601-7633
Tel. 312-335-8700
American Federation for the Aging
AFAR provides support scientists and researchers with research grants in various categories such as postdoctoral fellowships, aging research programs for medical students, midcareer research grants, and advances in the study of aging. Recipients of grants must submit progress reports on their research as well as financial reports. Information about eligibility can be obtained from:
American Federation for the Aging
55 West 39th Street, 16th Floor
New York, NY 10018
Tel. 212-703-9977
Alzheimer Foundation of America
AFA is composed of a consortium of organizations that provide services and quality care to individuals with Alzheimer's and related illnesses. The foundation is also involved in ongoing educational programs that aim to remove the stigma that is associated with the disease. It also encourages communities to take part in early detection of Alzheimer programs. The foundation awards grants to individuals and nonprofit organizations who are members of the consortium. Grants are intended to provide the families of Alzheimer patients with help for respite car that includes home care as well as adult day care programs. Nonprofit organizations who receive grants can use the fund to improve educational support services to grassroots organizations and the communities.
Alzheimer Foundation of America
322 8th Ave., 7th Fl.
New York, NY 10001
Tel. 866-232-8484


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ASU Electronic Theses and Dissertations
This collection includes most of the ASU Theses and Dissertations from 2011 to present. ASU Theses and Dissertations are available in downloadable PDF format; however, a small percentage of items are under embargo. Information about the dissertations/theses includes degree information, committee members, an abstract, supporting data or media.
In addition to the electronic theses found in the ASU Digital Repository, ASU Theses and Dissertations can be found in the ASU Library Catalog.
Dissertations and Theses granted by Arizona State University are archived and made available through a joint effort of the ASU Graduate College and the ASU Libraries. For more information or questions about this collection contact or visit the Digital Repository ETD Library Guide or contact the ASU Graduate College at email@example.com.
- Chen, Yen-Fang
- 1 Arizona State University
- 1 Buck, Nancy
- 1 Rockmaker, Jody
- 1 Swartz, Jonathan
- 1 English
- Performing arts
- 1 Hermann Ritter
- 1 Music
- 1 Musical composition
- 1 Viola Repertoire
- 1 Viola alta
- Dwarf Galaxies as Laboratories of Protogalaxy Physics: Canonical Star Formation Laws at Low Metallicity
- Evolutionary Genetics of CORL Proteins
- Social Skills and Executive Functioning in Children with PCDH-19
- Deep Domain Fusion for Adaptive Image Classification
- Software Defined Pulse-Doppler Radar for Over-The-Air Applications: The Joint Radar-Communications Experiment
This research paper provides a revised version of viola alta compositions by Hermann Ritter. These original compositions, written for viola alta, were published between 1878 and 1900. Without further reprint, these works are largely unknown by this generation of violists. Yet, these works are precious examples of viola alta repertoire from the late nineteenth century. The viola alta was designed by Hermann Ritter with an instrumental length between 17 and 19 inches. Another version of this instrument was constructed with five strings, adding a high E-string. Higher pitches could then be played with relative ease in lower positions. Compositions for …
- Contributors
- Chen, Yen-Fang, Buck, Nancy, Rockmaker, Jody, et al.
- Created Date
- 2018


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Amid Jerusalem Crisis: Top Middle East Adviser Dina Powell Quits White House
Dina Powell had a key role in the Trump administration's attempts to renew Israeli-Palestinian negotiations
WASHINGTON - Dina Powell, a senior Middle East policy adviser to President Trump who was involved in his efforts to advance an Israeli-Palestinian peace agreement, is quitting the White House, only two days after Trump announced he is recognizing Jerusalem as the capital of Israel.
Her resignation was first reported on Friday by the Washington Post, which stated that she is leaving "on good terms" and will continue to advise the White House from outside of government.
To really understand the Middle East - subscribe to Haaretz
Powell joined the White House as deputy national security adviser in March, after advising the president's son-in-law and senior adviser, Jared Kushner, during the presidential transition period. She worked in the past as a State Department spokeswoman under George W. Bush, and specialized in outreach to the Arab world.
Powell speaks fluent Arabic and was heavily involved in Trump's Middle East policy. She joined many of the president's meetings with Arab leaders and had an important role in working on the administration's attempts to renew Israeli-Palestinian negotiations.
Just on Sunday, Kushner described Powell as "very instrumental in helping us develop a regional economic plan for what could happen after a peace agreement" between Israel and the Palestinians is reached.
After the announcement of her departure, Kushner said in a statement that "Powell will continue to play a key role in our peace efforts and we will share more details on that in the future."
With violence escalating in the West Bank, Gaza and Jersualem in the wake of Trump's annnoucement, Powell's departure could make it more difficult for the administration to get the peace talks back on track.
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Absolutely brilliant! I was frightened of dentists until I registered here! Their all friendly and there's nothing to worry about! Great dentist
I have to say, the staff at my dentist are very polite and caring. On the day of my first appointment I thought I would just have a checkup, X-ray and have to book another appointment, but not the case, the dentist filled 3 teeth and I don't need to go back for six months. Perfect service, I highly recommend this practice.
3 Effingham Square, Rotherham S65 1AP, UK – 01709 362496
gud friendly staff,cudnt ask for better service,x
I had some fillings done today and the sevice was excellent all the staff are helpful and friendly and the dentists put you at ease, I would highly recommend them to anyone.
16 The Crofts, Rotherham S60 2DJ, UK – 01709 382351
I had my first appointment yesterday. After years of searching for a decent dentist after my old dentist retired I have finally found one. From the moment you walk in you feel at ease. The receptionist are very professional and the dentist I saw was amazing , I had a thorough check up and scale and polish and an explanation on further care I needed to do to prevent my gums from bleeding. I cannot praise this practise enough! Thank you.
Was terrified but nurses put me at ease straight away and I will definitely be going back again....am so very grateful to them 😁😁😁❤❤❤
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Rich vs Poor Mentality – Guest post from Jake Larsen
I recently came across this awesome post on the topic that particularly resonated with me. I have always shared the same views – pay for value, because the price shouldn't really matter if there is value in the end result. This blog post really articulates what I believe too.
Hopefully through share this, you set the benefit in thinking more about your own thoughts on value. Whether that is investing money on advertising to attract new clients or sales or investing in coach who will help you create far more than your investment. The rich make decisions based on value, not price – enjoy, share and comment below on your thoughts.
Rich vs Poor Mentality
I was so focused on the price that I was completely missing out on the value. This mindset keeps people from being successful. Rich people focus on value, poor people focus on price.
A couple of months ago I was invited to join a business coaching program that would teach me how to create, manage and grow my own business.
Naturally, my first question was, "How much does it cost?" My mouth dropped when they told me how much it was. The price was high four figures. I could buy a car for that much! Why would I pay that when Google gives me access to the world's information for free?!
This coaching program promised great results that were backed up by case studies, testimonials and current clients. A lot of these programs are sketchy and scam people out of a lot of money but I also had a good friend who was involved in this program and I trusted him. He told me he thought it would help me out but he didn't want to push anything on me. I thought about it for a couple of days.
I often thought, where do I want to be? What do I want to be doing?
Running my own company and having it provide health, security and opportunities for my family has always been a dream of mine. I was working at a great company for four years while trying to balance and grow a side business as well. Every year I would always tell myself, "This will be the last year I work here." But year after year I was still there.
I had my own marketing consulting company but I was never able to justify leaving my day job for it.
I wanted three things…
- Quit my day job
- Grow my current Marketing company
- Be able to provide Food, Health, Security, Shelter and opportunities for my family.
Money wasn't on my list of wants, but was necessary to provide for my family. Money was not my end goal but a means to an end.
Naturally, I asked myself, "How much would I be willing to pay to get these things?" It was a no brainer. I would easily pay $xx,xxx if I could get these results.
After just a few months into this program, I've accomplished almost everything I wanted to do. I quit my job and grew my own company. I can honestly say that it has provided nearly everything that my family needs plus a little bit extra.
Last month I made more money than I ever have. What would have taken me five months of work at my old job I made in a month! I'm not writing this to brag but to show you that it's possible. The American (*Any country you are in TT) dream is alive and well for those willing to invest in themselves.
By no means am I making the kind of money to be flying on a private jet and traveling the world but to be honest, I don't need that kind of money.
The information I learned in this program is priceless and has allowed me to design my life how I want. It's the kind of information that you can't find on Google.
This experience has changed my perspective on value and price.
You should never make a decision based on price but on the value it provides.
Looking back on it I would have easily paid double to get the results I have now.
I also find it amusing when people complain about an eBook that costs $47 or a video course that costs $147. They're so fixated on price that they lose sight of the real value.
Even if the course teaches them how to make money. When you're so worried about paying the bills you blind yourself to bigger investments AKA opportunities.
Stop thinking small and start thinking big.
Would you pay $25,000 if it taught you how to make $50,000?
If you're saying, "I would never spend $25,000 on anything that's a lot of money." Slap yourself.
The point is not how much money you're spending, but the value you get in return.
This is also known as an investment; spending money now so you can make more money in the future.
You may also be saying, "I don't even have $1,000 how can I afford $25,000?" Everyone knows at least one person with a lot of money. Use their money to finance it. You could say, if you give me $25,000, I will give you back $30,000 in a couple of months. You pocket $20,000 and your rich friend is now richer because you just made him an extra $5,000.
I know there's a lot of questions and "what if" scenarios, but you get the picture. It takes money to make money.
Rich people make decisions based on value, not price.
I've always been very concerned with price, but now I'm more concerned with the value I'm getting. When I'm faced with a purchasing decision, my first question is, "What value does this bring to me? How will this make my life better, faster, easier, stronger?"
When was the last time you invested in yourself?
What do you want? What would you pay to get there?
Original post : Rich vs Poor Mentality – Jake Larsen
Enjoyed this post? Share the love and check out Jake Larsen and his video marketing course


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2012 Head Boy helps create recyclable car
What exciting news we've heard from Whitby Collegian and 2012 Head Boy, Simon Yip, who is a graduate Mechanical Engineer at Canterbury University. He is part of a team of eight students that have created a fully recyclable electric car, which they think is the first of its kind in the world.
The little one-person, one-wheel drive car is going through final testing in Christchurch before they ship it to Singapore to compete in the Shell Eco-Marathon, a global vehicle economy competition. This is the first time New Zealand has been represented in this competition that has been going for 69 years. The Kiwi team will compete against 100 other teams in the Asian regional competition from March 16, and if successful will then progress to the world finals in London in June.
We wish you and your team the very best of luck Simon!


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Catwalk Hair Products
Fashionably Fragrant. Fresh, floral and fabulous describes the Pear Lily Chiffon fusion found in Root Boost. Bold classic notes of fruit and flower combine with a hint of musk to give this elegant fragrance a clean scent.
Use: Split hair into sections. Spray directly onto roots. Blow dry.
# Silk CONDITIONS, FIGHTS off FRIZZ and ADDS SHINE# The Catwalk blend helps PROTECT against Thermal Damage# SUPER-LIGHT, SHEER spray means hair stays FULL NOT FLAT
2019 All rights reserved. Time of visit: 12/5/2019 7:24:47 AM


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STAR Language and Literacy Project
Books in Hands, Books in Homes
The STAR Language and Literacy project has the goal to get books into the hands and into the homes of the students. The project seeks to accomplish this in several ways. First, the project provides books for the students. These books are selected by the students and are given to the students to take home. The Literacy coach helps the students to select books at their own reading level and purchases these books for the students. Next, the project has purchased Kindle e-readers for to be used by every student from 1st through 8th grade. As with the books, the project buys e-books that the students can read on their kindles. Third, the project buys books for the STAR School Library and for the classroom libraries on the STAR School campus. These book purchasing projects make quality books available to the students at STAR School and increase their opportunities and their motivation to read.
School Library
During the 2012 school year, a large number of books were donated to the STAR School. Thanks to this generosity, we were able to start a school library. Part of the funds from the STAR Language and Literacy Project are being used to buy new books for the library. We currently have over 3000 books. The library has been organized into genres, and there is a computer program for students, staff and parents to check out and return books to the library.
The genres available to students include Fantasy, Realistic Fiction, Mystery, Science Fiction, and many non-fiction books as well. We are especially proud of our Native American Literature collection that was assembled through the efforts of The Navajo Peacemaking/Safe Schools Project. We encourage donations to our library and invite parents
Kindle e-readers have proven to be very exciting and motivating for our students. The excitement in their eyes when they order a book and have it available to read on their kindle within hours has been a very rewarding thing to witness. Parents have visited the Literacy coach with the great news that their child has read everything downloaded on the kindle and would like more. The kindles allow customization of reading level, print size and (in some cases) can be set up to read to the student. The ability to close a book on the kindle and have it open later on the page where you left off also seems to be a motivating factor. The immediate choice that a student has to choose between books on a readily available list also encourages reading.
Because teachers have the ability to upload assignments and progress notes to the kindle, which goes home with the student, the use of kindles has improved communication between teacher and student and parent. Besides the books, the kindle provides other important tools like daily organizers and calculators for those students who need them. Teachers can download a book to all students in their classes and have a ready group reading assignment or set of text books in their classroom. One semester into our kindle project, we haven't had any kindles reported damaged, lost or stolen. Agreements were signed by the parents of those students who take them home, and we believe that the level of trust this has engendered between the school, the students and the families is a wonderful thing.
Learn more about how Kindles help in schools
Learn more about Kindle Whispercast


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Boocoos the Clown is a great Children's Entertainer but Boocoos is not a face painter! Boocoos does not know how to slow down! Boocoos the Clown is a high-energy children's entertainer and somehow Boocoos' clown character will not allow Boocoos to slow down! (That's just too normal!)
An alternative to face painting... Boocoos would be happy to bring a wide assortment of temporary tattoos for all of the kids!
When you are face painting you are not entertaining (laughing giggling kids are hard to paint well!) With face painting you are focused on one child
Face painting can easily take 2 – 3 minutes per child = 20-30 minutes for just 10 kids!
Boocoos does not want to cut his high-energy clown show in half to do face painting! Boocoos does not want to sacrifice real clown skills of Juggling Tricks, Plate Spinning & Balancing Tricks, Parasol & Ball Spinning, and Comedy Magic for face painting!
But Face Painting is "Important and is Often Requested" so Boocoos offers a Birthday Party Package of one-hour Clown Show with Boocoos the Clown and one-hour of a wonderful Face Painting with an Experienced and Professional Face Painter!
Usually what works best is Boocoos performs his Clown Show and then at the last 20 minutes the Face Painter arrives and simultaneously paints the children's faces while Boocoos finishes with making balloon animals/hats/hearts/swords/etc.
This divide and conquer approach is great for larger birthday parties of
20+ kids or more! The kids have more entertainment, fun, with less waiting! Our experienced face painting artist can paint up to 20 children in 1 hour.


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Can I make a group booking?
Yes – family members, colleagues or friends usually find that embarking on a group adventure makes it even more fun and rewarding. However, trip places are limited and allocated on a first-come, first-served basis. Raids provide a true opportunity to ride together and build a camaraderie richly rewarded.
Am I strong enough for the trip?
Raids are among our toughest trips with roads and terrain off the beaten track. Our guides and mechanics will support every rider to go beyond their usual level of riding. Each individual trip is rated for difficulty.
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Raids are for riders who enjoy going off the beaten track to explore lesser-known but nonetheless spectacular destinations.
A support vehicle and a team of seasoned Rapha ride leaders will provide mechanical and full logistical support in facilitating these adventures on unknown roads through wild and unspoilt landscapes.
Each night we'll greet you with hearty food and charming accommodation, to prepare you for another day's exploring. This is cycling taken back to the essentials: a bike, a fantastic route to ride, and the self-imposed challenges that brings.
If you want an adventure off the beaten track, let us guide you from Molde to Oslo. We'll ride past immense fjords, journey along deserted gravel roads, and see reindeer living on the dramatic landscapes. Norway's iconic climbs Dalsnibba and Trollstigen are also on the menu, as is a 'refreshing' dip in the fjords at the end of day two.
— Norway Raid
- Jonny Hines, Rapha Travel Guide, UK
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UE Recipient list - some recipients not getting email
Hello - I've created an email that is generated when a form is submitted. The email is distributed to 4 people. One person has a gmail address, another has a yahoo address. The other two people have addresses that are linked to the website. Those people are not receiving the email - any thoughts?


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Press ReleaseView printer-friendly version << Back
Audentes Announces Priority Medicines (PRIME) Designation Granted by the European Medicines Agency to AT132 for the treatment of X-Linked Myotubular Myopathy
"We are pleased that AT132 has been accepted into the PRIME program, which is analogous to the Breakthrough Therapy and Regenerative Medicine and Advanced Therapy designations from the
About PRIME Designation
The PRIME program was launched by the EMA in
About AT132 for X-Linked Myotubular Myopathy
AT132 is the Audentes product candidate being developed to treat XLMTM, a rare monogenic disease characterized by extreme muscle weakness, respiratory failure and early death, with an estimated 50% mortality rate by 18 months of age. XLMTM is caused by mutations in the MTM1 gene, which encodes the protein myotubularin. Myotubularin plays an important role in the development, maintenance and function of skeletal muscle cells. AT132 is comprised of an AAV8 vector containing a functional copy of the MTM1 gene. In May 2018, Audentes reported positive interim data from the first dose cohort of ASPIRO, a multicenter, ascending dose Phase 1/2 clinical study to evaluate the safety and preliminary efficacy of AT132 in approximately 12 XLMTM patients less than five years of age. The preclinical development of AT132 was conducted in collaboration with Genethon (www.genethon.fr).
AT132 has been granted PRIME and Orphan Drug designations by the EMA, and Rare Pediatric Disease, Fast Track and Orphan Drug designations by the FDA.
About Audentes Therapeutics, Inc.
For more information regarding Audentes, please visit www.audentestx.com.
Forward Looking Statements
This press release contains forward-looking statements within the meaning of the "safe harbor" provisions of the Private Securities Litigation Reform Act of 1995, including, but not limited to: the ability of the company to work with the EMA to accelerate the clinical development and potential approval of AT132. All statements other than statements of historical fact are statements that could be deemed forward-looking statements. Although the company believes that the expectations reflected in such forward-looking statements are reasonable, the company cannot guarantee future events, results, actions, levels of activity, performance or achievements, and the timing and results of biotechnology development and potential regulatory approval is inherently uncertain. Forward-looking statements are subject to risks and uncertainties that may cause the company's actual activities or results to differ significantly from those expressed in any forward-looking statement, including risks and uncertainties related to the company's ability to advance its product candidates, obtain regulatory approval of and ultimately commercial its product candidates, the timing and results of preclinical and clinical trials, the company's ability to fund development activities and achieve development goals, the company's ability to protect intellectual property and other risks and uncertainties described under the heading "Risk Factors" in documents the company files from time to time with the Securities and Exchange Commission. These forward-looking statements speak only as of the date of this press release, and the company undertakes no obligation to revise or update any forward-looking statements to reflect events or circumstances after the date hereof.
Audentes Contacts:
Investor Contact:
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View original content with multimedia:http://www.prnewswire.com/news-releases/audentes-announces-priority-medicines-prime-designation-granted-by-the-european-medicines-agency-to-at132-for-the-treatment-of-x-linked-myotubular-myopathy-300659569.html


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The frequency and intensity of water-related hazards and disasters are expected to increase in the Himalayan region as a result of climate change, and therefore there is an increasing need for timely and reliable early warning system for better preparedness to minimize the adverse impacts of floods.
Underlining the above scenario, the International Centre for Integrated Mountain Development (ICIMOD) is implementing a project to establish a regional flood information system in the HKH Region in close collaboration with the World Meteorological Organization (WMO) and the six regional partner countries of Bangladesh, Bhutan, China, India, Nepal, and Pakistan.
Photo credit: Mr Mirza Shahid Mahmood/Pakistan
The regional flood information system will help improve flood forecasting and disaster preparedness in the region. The overall objective of the project, called HKH-HYCOS in short, is to minimize loss of lives and livelihoods by reducing flood vulnerability in the HKH region with specific reference to the Indus and Ganges-Brahmaputra-Meghna river basins by strengthening regional cooperation for sharing flood data and information among the member countries. The project is supported by the Ministry of Foreign Affairs, Government of Finland.
Recently, ICIMOD in collaboration with Pakistan Meteorological Department (PMD) and the WMO organized the project's seventh Regional Steering Committee meeting from 10 to 12 December 2013 in Islamabad, Pakistan. Over 30 participants attended the meeting representing Bhutan, Bangladesh, China, Nepal, and Pakistan as well as the WMO, Government of Finland, Finnish Meteorological Institute, ICIMOD, and international experts.
The meeting reviewed the project progress and agreed on the development of a project proposal for the next phase focusing on strengthening institutional capacity for flood modeling and forecasting, service delivery and sharing of flood information, and mutual cooperation for supporting disaster prevention and flood management.
The project has upgraded 25 hydromet stations to automatically observe rainfall and water level measurements out of which five are in Pakistan. An additional 13 stations will be upgraded in early 2014 and efforts are underway to bring onboard near real-time data from national and global networks such as the Global Telecommunication System of the WMO. The project has established web-based regional and national flood information systems to share real-time data and information to improve the lead time for taking risk reduction measures. The project is also enhancing the technical capacity of partner organizations on flood forecasting and communication aspects and seeks to enhance public private partnership in disaster risk reduction.
A new aspect of the meeting was ICIMOD's efforts to partner with private sector, especially telecommunications service providers, to overcome problems such as sim cards running out of balance and weak signal that causes delay in data transmission. Meetings and discussions with mobile service providers in four partner countries have yielded encouraging responses with an interest to maximize their services and minimize cost of data transmission.


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Fountain Proposals
Digital drawing proposal for stainless steel and grey granite water feature.
I am very excited to propose a water feature/sculpture. I believe my concept is innovative and draws upon the elements that are universally compelling about water moving around and through an object. I designed and built a water feature for the Illinois Percent for Art Program in the D. N. R. building in Springfield and have also been contracted to install and engineer several fountains for Jaume Plensa, Kike Smith and others, providing me with an understanding of the requirements needed to make these features work. My experience making public sculpture spans over 40 years. I have completed commissioned works for Autopistas de Mediterraneo in Barcelona, Spain and eight works for the Illinois Capitol Development Board and the Iowa Percent for Arts. My work is also owned by sculpture parks, Universities and many private individuals. This background has provided a high level of experience dealing with the issues that can accompany the creation of outdoor art: aesthetics, budget, and the community. Furthermore, I work in materials that are rugged and well-suited to any climate and which will endure without maintenance in nearly any public location.
Click Here to View Artwork
Drift: Riparian Repose
As the paddle dips into the stream's current, the pressure forms a fleeting "J" in the water that fades behind with the passing riverbank. Snags of downed timber and branches form intricate horizontal patterns and monumental arches left scattered periodically along the river course by the spring floods. The powerful flow of water has flattened almost everything to parallel its surface, land and vegetation alike
In 'Drift: Riparian Repose' I envision a horizontal orientation inspired by the flow of a stream. Large enough to command the space but not so large as to overwhelm the human viewer. I judged the proportions and textures carefully, taking my cues from the vegetation washed up by spring floods, to produce a sense of the monumental while still connecting at a personal and human scale. Though the original inspiration for the sculpture is the tractrical motions created as a stream's current passes over vegetation, the final form also invokes man's involvement with and dependence upon our waterways. The sinuous yet rough and broken elements of the structure evoke those remnants of past achievements uprooted and left behind, by the inexorable downstream flow.
Click Here to View Artwork
Concrete and Steel, 2015, 20 x 40 x 12 ft University of Northern Iowa, Cedar Falls, Iowa
From a nearly motionless hover the hawk dived. Caught by a sudden gust of wind, she adjusts into a spiral and arcs back toward her prey. Talons extended, she makes contact in a splash of dust. Though the female hawk I observed out of my studio door missed whatever she was after, the lines of motion she made, as the wind gust threw her off course, and the image of her wings turned back as she connected with the earth, are the origin of "Redtail". Though the original gesture springs from a chance observation, the final model for "Redtail" takes its form from the intended location. The hawk's wings become folding doors, or the covers of a book. An opening at their hinged juncture forms an entryway for the viewer to pass optically and physically from the concave to the convex in a setting suggestive of the Paleolithic, metaphorically to a place where the ancient is examined and the future is planned. The spiraling path of downward flight becomes a soaring advance over and through this entryway--a balanced tension evoking the interplay of exuberant curiosity anchorde by the stele of accumulated knowledge, the motive forces that come together in the university.
Click Here to View Artwork
Mike Baur Summer 2013
Galleries and shows showing my work this year.
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Solo Show OK Harris, Oct. 27 - Dec 1, 2012
Photos of works taken at the opening
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Fountain located in the Illinois Department of Natural Resources Building in Springfield, Illinois.
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40/40 Exhibition
Mainstay is included in the Ukranian Museum of Modern Art's Fortieth Anniversary Exhibition. Opens April 15, 2011
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Willis Tower Exhibition
These works are on exhibit in the Atrium and Lobby of Willis Tower (formerly Sears Tower) in Chicago through the middle of May 2011
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Large Scale Sculpture
Public and Private Commissions
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Medium Scale Sculpture
Life Size
Click Here to View Artwork
Small Works
Table top size
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Hang or lean on the wall
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Digital Prints
Drawn on computer using combinations of drawing tools, photographs and scans of 3-d objects. These are not reproductions from an original but were created as originals on the computer.
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site by rodman


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For many portable restroom companies, marketing is an afterthought. Sure, most have a Yellow Pages ad, but few invest in the power of marketing to grow their business by creating an annual plan with a realistic budget for marketing expenses.
Marketing experts agree that a business should spend approximately ten percent of their revenues per year on marketing. It only makes sense that you need to let people know who you are, what you do, and how to reach you if your business is going to grow.
Marketing, however, can be frustrating for the inexperienced. You know you should implement some of the marketing ideas that come across your desk, but which ones? You know that marketing has value, but how do you measure it? Marketing is one of the most difficult purchases to justify because it doesn't add up as clearly as, say a new truck.
In fact, marketing done poorly will not only fail to add up, it may even subtract from a good business's reputation. For this reason, many people are afraid to go beyond the basics.
How much to spend and where to spend it is a tough decision, and there are numerous options available. Some marketing tactics will be successful for a particular business, some won't. Some will cost an arm and a leg, some won't dent the budget at all.The key is finding the right combination of tactics and making them work for you.
Advertising—"I tried that once … it didn't work!"
The thing about advertising is that it doesn't work unless you work it. A one-time space ad may not bring in a single customer. However, if the ad is well done, and it runs in the same place for several months, people will begin to notice, but the phone still may not ring.
The ad really starts working when you call on people and they recognize you because they have seen the ad. Awareness is the beginning of a relationship. The longer an ad runs, the more familiar you become to your audience. It doesn't sell for you, but it lets potential customers know who you are, what you do, and how to reach you. If it runs for a while, it also shows them that you are in business to stay.
Put a special offer in the ad, and it may even make the phone ring. But be careful that you don't make "sweet" deals in your ads that will make your regular customers feel left out or cheated.
If you want to try advertising, think of where you should be so that your customers are likely to see the ad. Construction newsletters, real estate guides, chamber of commerce newsletters may be better solutions for getting noticed by builders. If local construction suppliers have community notice boards by their entrances, put up a small poster with tear offs there. Local papers are probably too expensive for the recog-nition you'll get. However, running a classified ad in the "Services for Hire" section during the summer months may be a good way to pick up the occasional back yard party or wedding.
One of your best advertising spots is on your very own fleet of trucks. Magnetic signs and removable placards get a lot of attention. One operator I know had a big sign on his trailer all summer that said, "We're going to a Party." It was definitely noticed, and he heard comments from hundreds of people. Your message will be seen by more people on your beautifully clean truck than in your local paper; so get creative!
Advertising can be expensive, but you don't have to spend a lot to get noticed. A very basic ad might have a picture of a restroom with a benefit driven headline such as: Cleaner, Faster, Friendlier Restroom Service—Call: "Company Name" ask for "Ed" at 1-800-292-1305 with an address. It doesn't have to be any fancier than that to be noticed by potential customers.
Plan for a Year
Portable restroom businesses tend to be seasonal. During the slow season, you have the time to think about the coming year and create a 12-month marketing plan. If you know how much you want to spend, you can sit down with the rate cards from many different advertising options and decide how, when and where you want to reach your prospects. For example, you'll want to reach builders throughout the building season in case they get fed up with a current supplier and want to try someone new. Summer event planners are best to reach at least eight months before an event, since the planning stage is a long process and they start early. Summer party planners tend to make decisions only weeks before their events, so you'll want to reach them throughout the season.
Don't forget to plan a customer reten-tion program. How will you communicate with current customers throughout the year? Will you plan mailings? Will you run special offers to increase the amount of services you supply? How about a mid-summer handwashing sinks promotion? What about customer appreciation gifts like hats, t-shirts, coffee mugs, or calendars? Do you celebrate customer anniversaries for those who have been with you for a year, five years, or even 10?
If you know of any annual events that a company, family or organization has, call a few months ahead and ask if they want to reserve their units today. It's a good opportunity to suggest an upgrade. A stand-alone sink prevents a lot of traffic indoors, or a Comfort Inn is great for parents with tots or for the physically challenged.
Marketing should be a continuous process to be successful. New customers don't show up when you need them most. Instead, they are more likely to sign with you during the busiest part of the year. If you want to grow your business, marketing needs to be done during the busy season. Planning ahead will enable you to keep marketing even when things get rushed.
Here are 7 tips for marketing your portable restroom business on a small budget:
As you can see, you can market your portable restroom business on a limited budget,
but it takes a plan and timely execution of that plan. The more you market your business, the more people will know who you are, what you do, and how to reach you.
1. Think profits, not sales.
Marketing is not just about telling new customers about your business, it's also about staying in touch with current customers and making sure they know about all your capabilities to serve them. Selling new services such as sinks to existing customers may be more profitable than trying to find new customers.
2. Improve your relationship with your customers.
Everyone appreciates a little extra attention. If you purchase new units, put them into service with your best customers first, and let them know they have been upgraded for being a good customer. Being honest, giving good advice, and listening to their concerns, will improve their loyalty to you.
3. How can your best customers help you?
Use your knowledge about your best existing customers and your most profitable services to acquire new customers. What do your best customers have in common? How can you use this information to target new prospects?
Ask your best customers for word-of-mouth referrals. This is the best marketing a small business can invest in. Announce a new customer award program, for example, any existing customers who recommend a new customer, get a month of service free or even a cash reward.
4. Watch what works.
Track your marketing efforts and invest more in what works and less in what doesn't. Continue to experiment with new marketing ideas. The most important question to ask of a new customer is, "How did you hear about us?" Keep track of the answers, and see
what paid off.
5. Work the network.
Build relationships in your community through service clubs, church groups, chamber of commerce meetings, and charitable activities.
6. Public Relations.
If you donate service to a charity group, make sure the local paper hears about the role you played in the event. Don't be bashful about taking credit—it's not about the credit. It's about free advertising for your business.
7. The Internet.
Be sure to get a web page and get your page connected to Internet Yellow Pages, local business search engines, and service lists. If you are not technically savvy, talk to a local technology expert who can help you.


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The oil major said that it's so-called cost replacement profit fell to $4.98bn (£3.04bn) in the third quarter from $10bn in the same period last year. Crude oil is now trading at just below $80 a barrel, above the low of the year of $33 reached in February, but well below the record of $147 set in July last year.
BP is the first of the larger oil companies in Europe to report its profits, which chief executive Tony Hayward has sought to shield from the recession by cutting costs. The company's refining margins tumbled by almost two-thirds.
Costs across the group were axed by $2bn in the first half of the year, reaching a target that was set for the full-year, and the company aims to cut another $1bn in the remainder of this year.
"The key elements in the decline are a materially lower oil price and even more striking year-on-year decline in US .natural gas prices," Alan Sinclair, an analyst at Seymour Pierce, told Bloomberg.
BP is aiming for an increase in output this year and has focused its efforts on the Gulf Of Mexico. Last month the company announced a 'giant oil discovery' at the Tiber Prospect in a deepwater area of the Gulf of Mexico.


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Physicians and surgeons who study the history of the profession, whether as an avocation or as a more serious pursuit, often feel pressed to justify their commitment of time and effort to the endeavor. The "basic research" held in such high esteem at academic centers, garnering the lion's share of verbal and financial support, refers to experimental, laboratory work—perhaps an occasional clinical epidemiologic study—and certainly not to works of medical historiography. I suggest to all those who harbor feelings of this sort about medical history to read this great, expansive, often hilarious book—a tribute to intellectual curiosity of all kinds.
The Healing Hand: Man and Wound in the Ancient World. Ann Intern Med. 1992;117:270. doi: https://doi.org/10.7326/0003-4819-117-3-270_1
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Tag Archives: avocado
Strawberry & Avocado Salad with Bacon Poppy-seed Dressing
Salad: 6 cups of baby kale 1 avocado, sliced 8 strawberries, sliced Dressing: 1/4 cup mayo (the real stuff) 1 T coconut sugar (sub with sugar of choice) 1 T rice vinegar 1/2 tsp poppy-seeds salt and pepper to taste … Continue reading
Fish Tacos Deconstructed *paleo*
Did you guys celebrate National Margarita Day on Saturday? We did! In fact, we did Saturday and Sunday 🙂 It was a Mexican fiesta kind of weekend at our house. If you go to the trouble to buy some good … Continue reading
Nachos Bell-pepper Grande *Paleo
I am a self-proclaimed appetizer junky. That being said, I barely ever give in to the urge to order them or make them . Quite frankly, there just aren't many "healthy" appetizer options and most include words like: melted cheese, … Continue reading
Grilled Romaine with Avocado-Lime Dressing
Dressing Ingredients ~ 1 avocado 1 lime, juice only 2 T rice vinegar 1 T EVOO 1 clove garlic 1/2 tsp honey 1/4 tsp cumin 1/4 cup water Dash of sea salt Blend above in food processor til smooth and … Continue reading
Taco Pie *Paleo*
What do you do when you are in a pinch and just need something healthy to eat? Please don't tell me you call for pizza delivery! Grab some food out of the fridge and brainstorm! I couldn't decide between homemade … Continue reading
Creamy Avocado and White Bean Wraps
Ingredients: 1 15-ounce can of white beans, rinsed 1 avocado 1/4 red onion, diced 1/2 cup carrot straws pea shoots whole wheat tortillas salsa, for dipping rice vinegar, splash sesame oil, splash cayenne pepper, dash Mash beans and avocado in … Continue reading
Grilled Pork Tacos with Avocado-Radish Salad
PORK~ 1 1/2 tsp paprika 1/4 tsp sea salt 1/4 tsp garlic powder 1/4 tsp dry mustard 1/2 tsp ground red pepper 1 1/4 pounds pork tenderloin 1 Tblsp EVOO SALAD~ 1/4 tsp dried oregano 1 ripe medium avocado, cut … Continue reading
Chopped salad
Ingredients: Romaine lettuce Tomatoes x2 Cucumber Fresh sweet corn x1 cob Green pepper Hot banana pepper Avocado Handful of fresh herbs (I used basil … Continue reading
Grilled shrimp and pineapple salad
Salad Ingredients: 1 # shrimp 1 fresh pineapple mixed greens goat cheese red onion cucumber avocado hot banana pepper tomato Dressing: Take a few cubes of fresh pineapple and puree in food processor. Add EVOO (1-2 T), 1 tsp cayenne … Continue reading
Avocado and cuke salad
Here is a great side dish option on a HOT, steamy summer evening! INGREDIENTS: 1 large cucumber 2 avocados, diced handful of fresh cilantro handful of fresh mint juice of 1 lime sea salt and pepper 1/4 red onion, chopped … Continue reading


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"Tube drivers and passengers need to know that their life is at risk – right now. Bosses are playing with people's lives.'"
That is the message from emergency workers on London Underground, who are on strike today and tomorrow over job security and conditions.
The workers in the RMT union work for the Tube Lines maintenance company. Several Emergency Response Unit workers on the picket line confirmed to Socialist Worker that not one of them is working today. They all asked not to be named for fear of reprisals.
Managers say that they are providing emergency cover but workers dispute this. One said, "There could be an accident, a train could derail – anything could happen. There will be no one to rescue people.
"A few managers are working but that's nowhere near enough cover. We haven't even seen the evidence that they're qualified. They're telling drivers it's safe to work – but it's pure lies."
Another worker added, "They always say it's 'safety first' but then they do this.
"We know there's no emergency cover because we're standing out here and all the keys are locked up in the safe. If it came to it they'd have to use station staff or the fire service, but neither have the specialist training or equipment. It's incredibly dangerous.
"Our advice to passengers is to stay away from the tube."
Maintenance workers also struck last night and are still on strike today, meaning vital safety work on tracks and trains is not being done. This makes failures much more likely. And today is one of the hottest days of the year – but the engineers who usually work on trying to get the tube's temperatures down are on strike too.
A train breaking down in a tunnel, in intense heat, with no emergency response, could lead to fatalities.
Many drivers are already refusing to work on safety grounds. Others must urgently follow their lead. We need to shut down the tube network immediately.


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text: Take out your notepads, because we've got a history lesson, kids. On this day in 1918, the Council of Lithuania signed the country's Act of Independence, otherwise known as the Act of February 16, which proclaimed the restoration of the sovereign state. The act marked the end of a series of resolutions pertaining to the country's freedom from the Russian and German empires. Although Lithuania would have to re-establish independence from the Soviet Union on March 11, 1990, its first proclamation is widely recognized as the country's greatest success. We beg to differ. After further research on the country, we'd propose that its greatest success is the amount of beautiful and talented women resting within its borders. Check out our ten sexy counterarguments.


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Four suspects have been arrested in connection with this week's robbery of a T-Mobile store in Oakland Park, the Broward Sheriff's Office said.
Georges Richardson, 21, of Pompano Beach and three juvenile males – ages 17, 17 and 16 – are charged with armed robbery with a firearm, the BSO said in a statement Tuesday. Richardson also faces two counts of violation of probation, the agency said.
Two of the suspects, armed and wearing ski masks, hoodies and gloves, went into the T-Mobile store at 881 E. Commercial Blvd. at about 9:45 a.m. Monday, the BSO said. They entered the store with their weapons drawn, and ordered the employees to a back room, according to the BSO.
Man Fatally Shot in Robbery: Miami Police
While the employees were forced to lie on the floor, the suspects took 36 new cell phones worth about $21,000, the BSO said.
Authorities initially said that 100 phones were stolen.
Two accomplices acted as lookouts from a nearby Dunkin' Donuts, and after the robbery the two gunmen fled in a BMW while the lookouts used a Chevy Impala, according to the BSO.
The BMW was recovered at 3321 NE 1st Ave. in Pompano Beach with the masks and hoodies from the crime still inside the vehicle, and the suspects were arrested at 248 NE 40th Court, where authorities recovered a gun and the stolen phones, the BSO said.
It wasn't known whether the suspects have attorneys.
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August 22, 2016 by SmartZip in Articles
Many real estate coaches offer one-size-fits-all follow-up plans to agents, who pay big bucks for scripts and task assignments that promise to take their business to the next level. For the right agent in the right market, these coaches are a great motivational fit.
In many cases, though, a "one-size-fits-all" plan can damage agents who are forced to follow up with real estate seller leads in a manner that feels deeply unnatural. It's easy to picture a shy agent failing at doorknocking, but when they compare their results against their 100-person "mastermind group," this shy agent will likely feel that THEY are the problem.
From an outsider perspective, it's easy to see that the shy agent isn't bad at their job. They're simply not leveraging their own personality when following up. Not every agent is aggressive enough to doorknock or strong-spined enough to keep going after someone slams a door in their face. Similarly, not every agent is adept at messaging their business online or knowledgeable about organizing community events that help them to meet local homeowners.
The truth -- which we often gloss over in real estate -- is that by following up in your own style, you'll not only be at ease, your seller leads will feel more comfortable, too.
CheckIn how you want, when you want
Our one-to-one account managers have been chatting with agents for years about their follow up woes, and we used that feedback to generate our latest technology. CheckIn is a smart CRM technology with deep insights about the homes and homeowners most likely to sell.
The point of CheckIn is to empower every agent, every time they follow up with a real estate lead. This all starts with letting agents match their follow up style with their personality.
When it comes time to get in touch with a prospect or seller lead, you can use CheckIn to:
After each CheckIn, you can log your interaction with each client in just a few seconds. One natural interaction can lead to more casual conversations and a natural rapport with the homeowners who are most likly to sell. You never leave your comfort zone, and your prospects remain in your sights until they're ready to list.
Here's what SmartTargeting client Shannon Lindstrom said about CheckIn:
"I love the new CheckIn app! This evening, I called a potential seller using CheckIn and was able to log my notes about the call in just a few seconds after the call. Guess who has a new listing appointment? Yours truly. Thanks so much for making my crazy, busy work life a lot easier."
Ready to land more listings while staying in your comfort zone?
It all starts with a narrowed focus on the homeowners most likely to sell their homes. SmartTargeting offers the predictive analytics and the tools you need to engage these prospects and seller leads naturally until you get the listing. Get started by checking out the listing predictions in your area.comments powered by Disqus
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