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Although tiny, this Neanderthal toe bone from a female who lived 50,000 years ago has yielded the most complete sequence of the Neanderthal genome. The analysis, published this week in Nature, reveals two interesting facts: First, Neanderthal family members often bred and had children -- the female whose toe was tested likely had half-sibling parents who shared the same mother. And second: Neanderthals and other human ancestral groups interbred...a lot.
Kay Prüfer of the Max Planck Institute for Evolutionary Anthropology and her colleagues compared the sequence to the genomes of modern humans and a recently recognized ancestral group called the Denisovans. Their analysis shows they all mated -- particularly Neanderthals and Homo sapiens. In fact, today, up to 2.1 percent of the genomes of modern non-Africans can be traced to Neanderthals, the researchers estimate.
"There was a lot of interbreeding that we know about and probably other interbreeding we haven't yet discovered," co-author and University of California at Berkeley professor of integrative biology Montgomery Slatkin said.
Humans Vs. Neanderthals: How Did We Win?
Neanderthals and modern humans co-existed in Europe and Asia for at least 30,000 years, so it isn't surprising that interbreeding took place there. According to the study, people of French heritage today retain Neanderthal genes.
Faces of Our Ancestors: Photos
Sardinians are also distantly related to Neanderthals, the study found. "We don't know if interbreeding took place once, where a group of Neanderthals got mixed in with modern humans, and it didn't happen again, or whether groups lived side by side, and there was interbreeding over a prolonged period," Slatkin said.
Photos: What Our Ancestors Looked Like
The Han Chinese, native to East Asia, make up a large percentage of the people in China, Taiwan and Singapore today. The study found that their genomes contain both Neanderthal and Denisovan genes.
Human history was "a lot more complex and interesting" than previously thought, co-author Svante Paabo, director of the Department of Genetics at the Max Planck Institute for Evolutionary Anthropology, told Discovery News.
Out-of-Africa Skull May Trim Human Family Tree
The Dai people of southern China are distantly related to both Neanderthals and Denisovans. "The ancestors of Neanderthals and Denisovans diverged from the main human lineage about 600,000 years ago, and then split from each other around 400,000 years ago," Ewan Birney and Jonathan Pritchard explained. "Thus, Neanderthals and Denisovans were quite distinct populations, having been separated for roughly three times longer than any modern human populations."
Birney is at the European Molecular Biology Laboratory, and Pritchard is in the Department of Genetics and Biology at Stanford University.
Some indigenous people from Brazil, such as the Karitiana, are not only related to both Neanderthals and Denisovans, but they also show relatively high genetic contributions from the latter. About 1.5 to 2.1 percent of the genomes of all people with European ancestry can be traced to Neanderthals. The Karitiana possess substantially more Denisovan DNA in their genomes than do European people, but it only amounts to about 0.2 percent of their genes, the study found.
First Love Child of Human, Neanderthal Found
Indigenous people known as the Mixe, from what is now the state of Oaxaca, Mexico, retain genetic traces of both Neanderthals and Denisovans, the study concluded. Such DNA research in future might be able to trace the ancestry and migration patterns of the Mixe and other populations.
Earlier studies found that the genomes of Papua New Guinea natives were a whopping 6 percent Denisovan. Natural blond hair is exceptionally rare outside of Europe, but many people from Papua New Guinea have blond hair yet very dark skin. The island used to be connected to the Australian continent thousands of years ago, so Denisovans may have made the trek.
The genomes of Australian aborigines are also about 6 percent Denisovan, according to earlier studies. The new findings are consistent with that amount.
Denisovans only left genetic traces in some Oceanic and Asian populations. While scientists are still unraveling the ancestry of Native Americans, this study reveals that Native Americans did have ties to Asia and, as a result, Denisovans. About 0.2 percent of the genomes of Native Americans contain Denisovan genes.
An intriguing mystery is that the Denisovan genome contains genes from yet another archaic human ancestor. Prüfer said it might have been Homo erectus, aka Upright Man, or some yet-to-be discovered member of our family tree.


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Kids Club…Friday Nov. 4th @ 6:30 at Alma Bible Church. Bring your parents.
20 Something…Sunday Nov. 6th at Paul & Shirley Weber's house for lunch
Mission meeting…Tuesday Nov. 15th @ 7:30
Jr. Youth…Friday Nov 18th @ 7:30 for "The Great Jr. Youth Bake Off"
Ladies Meeting…Monday Nov. 21st @ church. More details to come.
60+ Fellowship…Wednesday Nov. 23rd @11 am at the church.

subset: commoncrawl


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After 15 years employed at one company, Anu Boddu wanted to broaden her career horizon. So the senior business systems analyst began to peruse online job sites. On Northwell Health's careers website, she found an ad for a virtual job fair for information technology (IT) positions. The event was also advertised through social media ad campaigns, job boards and niche job sites.
Such job fairs have surged in popularity over the last few years, especially in technical fields and other niche sectors.
"Our virtual fair gives job applicants more flexibility to interview for an IT career with Northwell," said John Bosco, senior vice president and chief information officer at Northwell Health. "Furthermore, our virtual job fair gives us the opportunity to interview a wider pool of the best and brightest talent."
Northwell's virtual job fair attracted more than 1,100 job seekers from January 28 to April 28. Applicants could search for IT positions in nine departments, including security and disaster recovery and healthcare analytics; chat live with department representatives and talent acquisition specialists; and get real-time answers to questions.
The ease and privacy of the virtual job fair especially appealing, Ms. Boddu said. She was among about 60 job candidates who were invited to in-depth, in-person interviews.
Ms. Boddu began working with Northwell Health in April. As a senior project manager in IT security, she oversees projects that protect the health system's wireless network and patient information. She's in good company, with an IT networking team of 1,500-plus employees working at the health system's hospitals and facilities.
"This was my first experience with a virtual job fair, so I had no idea what it would look like," said Ms. Boddu, who participated from the comfort of her home. "People were really helpful, and the human element behind it was wonderful."
For more information on Virtual Career Fair Software go to Virtual Career Fair Software.
Related articles:
- Article – How to Set Up a Virtual Career Fair
- Article – HR Technology Trends in 2018 – Virtual Career Fairs
- Article – Checklist to Evaluate and Choose a Virtual Trade Show Platform
- Article – Why Companies are Increasingly Using Virtual Benefits Fairs for Open Enrollment
- Research Report – Virtual Conference & Webcast 2016 Benchmark Report
- West Corporation (Case Study) – West generated 3,882 registrants and 2,117 attendees for its virtual career fair. The average time spend in the event by attendees was 59 minutes. The event garnered 566 qualified applicants. West Virtual Career Fair Case Study (PDF) or 18 minute video https://vimeo.com/162177453


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Michelle Marie Gopaul (PICTURES): New York Model Charged with Kidnapping Baby
NEW YORK (CBS/AP) New York City model Michelle Marie Gopaul is in custody after allegedly abducting a one-month-old baby girl in Toronto.
PICTURES: NYC Model Accused of Abducting Baby
The 24-year-old, who is also an aspiring pop singer, was charged with abduction of a person under 14.
Canadian police say the baby was taken Thursday after her parents took her to a fake casting call for a movie shoot.
According to the New York Post, police say Gopaul placed several ads online offering $7,500 for a baby girl "of Indian background" to "star" in a new Bollywood film.
Police say Gopaul claimed to work for a casting agency and told the parents she would keep an eye on their child. Gopaul then took the baby into another room, but soon after the parents discovered that both she and their baby were missing.
Police say a member of the public later brought the child, who was unharmed, to a police station.
Gopaul is being held without bail after a court appearance on Tuesday.
Prior to her arrest, Gopaul raved on her MySpace page that she was pregnant and was organizing a baby shower, according to the New York paper.
"It's a girl!! I can't wait until my little pincess [sic] Valentina arrives!!" a message said on her site.
She also allegedly registered for gifts on the Babies "R" Us website for a child due Oct. 30.


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Residential Programs
Individual treatment in a safe, supportive environment.
Sometimes, outpatient treatment isn't enough. That's where Youth Villages comes in.
Committed to bringing families together
At Youth Villages, we believe that all children should be raised by their families whenever possible. There are times when residential treatment can't be avoided, but we strive to make these stays as short as possible.
When family reunification is possible, we begin family counseling and therapy. Our campuses provide a family-friendly atmosphere with plenty of family therapy and visitation rooms, as well as outdoor areas for visits and picnics.
WHo we treat
Our residential treatment is designed around children with specific needs
Youth we treat include the following:
- Youth with intellectual disability (IQ 50 or above)
- Boys and girls with problem sexual behaviors
- Youth with emotional disturbance and co-occurring medical conditions
- Youth that present with extreme aggressive or defiant behaviors
how we treat
Our Process
Our ultimate goal is to return children to a less restrictive environment—preferably intensive in-home services with their family. If this isn't possible, we accomplish this through therapeutic foster care.
Youth Villages is accredited by The Joint Commission and uses evidence-informed practices across all aspects of programming.
Our personalized therapeutic approach allows us to meet the unique treatment needs of everyone we serve, which includes:
- Evidentiary Family Restoration®
- Group, individual and family therapy with master's-level counselors
- A 5:1 staff ratio
- Trauma-Focused Cognitive-Behavioral Therapy (TF-CBT) when indicated
- Recreation therapist programming at our campus locations
- On-campus education services
- Nursing staff that are available for medical needs that may arise
- Face-to-face psychiatric consultation monthly, at minimum
- Life skills groups to assist in skill building and preparation to live independently as an adult
In addition, all Youth Villages residential treatment center staff are certified and trained in the following:
- American Heart Association Heartsaver® First Aid CPR AED
- Crisis Prevention Institute Nonviolent Crisis Intervention®
- Think:Kids Collaborative Problem Solving® (CPS)
*All masters-level clinical staff are TF-CBT trained.
The Force For Families®
Children are grouped by gender, age, diagnosis and functioning level. Ten to 12 members of each group live in the same cottage and spend all day together—attending class, eating meals and participating in activities as a group.
Each cottage includes a community room, bedrooms, bathrooms, showers, a kitchen, laundry room, and an office for the counselors. All bedrooms are equipped with bunk beds, armoires and sinks.
Group counseling, life skills activities, homework and free time all take place in a cottage community room during afternoons and weekends. There is also plenty of outdoor space for cooking out and picnics. Outdoor "ready areas" provide a nice spot for group activities, as well.
Bartlett Campus
Located just outside Memphis, the Bartlett Campus provides residential mental health treatment for boys ages 8-17 and girls 14-17 who have serious emotional and behavioral problems. Read More
7410 Memphis-Arlington Rd. | Bartlett, TN 38135
Phone: 901-252-7800
Fax: 901-252-7880
Campus School: 901-252-7749
Campus School Fax: 901-252-7793
Dogwood Campus
Also located just outside Memphis, Youth Villages' Dogwood Campus provides residential mental health treatment for boys ages 11-17 and girls ages 11-17 who have serious emotional and behavioral problems. Read More
2890 Bekemeyer Drive
Arlington, TN 38002
Phone: 901-252-7200
Fax: 901-252-7280
Campus School: Telephone — 901-252-7250
Fax: 901-252-7265
Bill's Place
Bill's Place will serve both boys and girls from ages 10-17, some who may have a greater need of integrated care and complicating or co-occurring medical and mental health conditions.
7426 Memphis Arlington Rd, Bartlett, TN 38135
Phone: 901-252-7980
Fax: 901-252-7990
Rose Center for Girls
Youth Villages offers intensive, individualized treatment for girls ages 9-17 at our Rose Center for Girls located on the Bartlett Campus. Read More
7386 Memphis Arlington Road
Bartlett, TN 38135
phone: 901-252-2900
fax: 901-252-2901
Inner Harbour Campus
4685 Dorsett Shoals Road | Douglasville, GA 30135
Phone: 770-852-6300
Toll-free: 800-255-8657
Fax: 770-852-6301
4685 Dorsett Shoals Road | Douglasville, GA 30135
Phone: 770-852-6300
Toll-free: 800-255-8657
Fax: 770-852-6301
Still got questions?
We've answered some of the most common questions and concerns we hear form our parents.


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For a drink everyone can enjoy try this fruity no-alcohol punch.
Featured in Summer party punch recipes, Christmas drinks
- 4 yellow peaches
- 1 cup pineapple juice
- 250g raspberries
- 4 cups ice cubes
- 1.25 litres lemonade, chilled
- Fresh mint sprigs, to serve
Step 1Roughly chop 3 peaches. Place chopped peach and pineapple juice in a food processor. Process until smooth. Transfer to a sieve set over a bowl. Using the back of a spoon, press peach mixture through sieve. Discard solids
Step 2Place 1/2 the raspberries in a bowl. Lightly crush with a fork. Thinly slice remaining peach.
Step 3Place ice cubes in a 2-litre-capacity jug. Add peach slices and purée, and crushed and whole raspberries. Pour over lemonade. Using a large spoon, stir to combine. Top with mint. Serve.


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Raleigh Ice Cream Catering
Birthday Party? Corporate event? Wedding? Family Reunion? Let our Catering service turn your next gathering into an ice cream extravaganza. From set-up to clean-up, we do it up so you can party on! It's like having your very own Ben & Jerry's scoop shop right at your own event.
We have over 27 euphoric ice cream and certified vegan Non-Dairy flavors, which can be served in cones or cups, sundaes or smoothies, ice cream bars or ice cream cakes.
Just let us know when, where, and how many & we'll turn any size event into an ice cream party!
Let us cater your next event
We've been offering Ice Cream Catering for years in the greater Raleigh region, and want to work with you to ensure your next event is a memorable one!
Tenant Appreciation
Our tenant appreciation caterers can turn any tenant or apartment complex event into a fun ice cream social.
Business Catering
Building company culture one ice cream social at a time.
Staff Appreciation
Our caterers will bring our famous ice cream to your company's staff event and provide a workplace boost.
Event Catering
Our event caterers will spice up your event with ice cream. We can turn any size picnic, party, meeting or gathering into an ice cream extravaganza.
Wedding Catering
Add some character to your wedding and choose ice cream flavors that fit your personality.
Party & Dessert Catering
Ice cream is all you need for dessert at your next party.
Ice Cream Trucks
Have your own ice cream shop on wheels at your event. Rent our Ice Cream Truck.
Ice Cream Cart Catering
Interested in having a real Ben & Jerry's ice cream cart at your event? We can make this happen. Contact us today!
Get started planning your event.
Monday: 11:00am - 10:00pm
Tuesday: 11:00am - 10:00pm
Wednesday: 11:00am - 10:00pm
Thursday: 11:00am - 10:00pm
Friday: 11:00am - 11:00pm
Saturday: 11:00am - 11:00pm
Sunday: 12:00pm - 10:00pm


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Many employers have embraced recruitment marketing across social media. Here we'd like to share best practices and answer common questions.
If college students don't use Facebook as much anymore, should employers even consider branding on Facebook to reach millennials?
According to Fluent – a customer acquisition platform – in 2016, 41% of millennials use Facebook every day*. That generation was part of the days when you had to sign up with Facebook using your college email address. While the use of Facebook has since changed, millennials are using it to keep in touch with friends and family, as well as receive news.
The organic reach of brands on Facebook has been reduced dramatically. Nowadays, you have to "pay if you want to play." Therefore, companies have to allocate a budget to advertise on this platform. Even though organic reach is almost nonexistent, a company should post regularly (2-3 times a week) when advertising. Here is why:
If your company is sponsoring posts (ads) and candidates click on these posts, they are sent to a landing page outside of Facebook. But candidates can still visit your company's Facebook page. If that's the case, your page has to grab the visitor's attention. If there is no sign of recent content or content of value, the visitor will not likely take interest in the ad or your company.
One great thing about advertising on Facebook is how granular companies can target candidates. You can focus on certain universities, majors, graduation date and more. It's easy and relatively inexpensive to brand your company as an employer to the most relevant audience.
*Note: That same study shared that the older millennial generation (ages 25-34) use Facebook most in comparison to the younger millennials (ages 18-24).
Where else should companies invest in social media marketing?
Facebook may not be the best channel to use for recruitment if you're not paying to play, but Instagram and Snapchat are two channels that can support your efforts to reach college students and millennials. These social networks can assist with attracting these candidates because both are all about the visuals. Leverage them for your employer branding efforts and tell your company's story through videos and photos, but don't forget about Snapchat Geo-Filters.
Top Internships for Students
Popular Jobs for Recent Grads
Jobs in Growing Industries


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Cost effective forage production as it applies to beef cattle nutrition is a factor of two steps. 1) providing the appropriate nutrients to feed the plant to optimize it's growth and 2) feeding that plant to the animal to optimize the animal's growth. So it is necessary to evaluate two phases of the study of nutrition plant nutrition and animal nutrition.
Of the more powerful tools available to provide information for this process is the analysis of soils and forages. This is especially true as we consider the rapidly increasing cost of fertilization. To best assess which analysis to use, the soil must be tested in order to get the most bang for your fertilizer dollar. So let's start with soils. Soil testing and analysis provides us with a picture of the nutrients available in the soil. More accurately, it is a process by which elements such as nitrogen, phosphorus, potassium, calcium, magnesium, sodium, sulfur, manganese, copper and zinc are chemically removed from the soil and measured for their "plant available" content within the sample. The quantity of available nutrients in the sample determines the amount of fertilizer or nutritional supplement that is recommended to meet the plant's growth needs. A soil test also measures soil pH, humic or organic matter and exchangeable acidity. These analyses indicate whether lime (limestone, calcium) is needed and, if so, how much to apply.
Forage testing allows us to balance rations, reducing costs and improving overall nutritional plane the herd is on, thereby improving performance and profits. It gives us a picture of what the current status of forage nutrient density is and can help the producer improve future crop management if present forage is of unsatisfactory quality. Finally, it can help us evaluate the value of the plant material as a nutrient source and help us determine equitable prices for feedstuffs based on nutritive value.
Why Should a Producer Soil Test?
There are numerous reasons to test and include:
to optimize crop production.
to improve the soil's nutritional balance.
to save money and conserve energy by applying only the amount of fertilizer needed.
to aid in the diagnosis of plant culture problems.
to protect the environment from contamination by runoff and leaching of excess fertilizers.
to identify soils contaminated with lead or other heavy metals.
A soil test can be a valuable tool in assessing and preventing horticultural, agronomic, and some environmental problems. The tests listed above do
not identify plant growth problems associated with soil drainage, insects, plant diseases (whether soil-borne or not), weeds, winter injury and the misuse of pesticides. These issues have to be addressed separately and provide additional management data.
How to Take a Soil Sample
In many states, soil tests such as those conducted in the soil testing laboratories in many land grant universities will help you to develop and maintain a more productive soil and to increase net returns per acre by providing information on the available nutrient content and fertility status of the soil. There are also numerous private and corporate laboratories which will provide an assay on soil samples for a small fee. Irregardless of the testing facility, this can help the producer select the correct kind and amount of fertilizer and liming material.
Taking the sample itself is a critical task and must be done carefully. Remember, a soil sample weighing approximately 1/2 pound is used to represent from 2 to 40 million pounds of soil in the field. Be sure to consider the following:
1) Each
soil sample should represent only one soil type or soil condition.
Sample different soil types separately. Thus hill slopes, well-drained valley floors, and poorly drained areas should all be sampled separately. Areas producing differenent forages or areas with different management histories, should be sampled separately. For example, a separate sample should be taken from each of the four following sampling areas: forage on poorly drained soil, forage on well-drained soil, wheat on well-drained valley floor soil, and wheat on hill slope soil.
2) A good soil sample should represent the area.
Each sample should consist of sub-samples taken from 10 to 15 locations within the sampling area. If an area has previously had unusual fertilization techniques applied, such as an area where vegetable crops were grown and fertilizer was banded by crop, more sub-samples should be taken, possibly 20 to 30.
3) Avoid small unusual areas.
Take separate soil samples from unusual areas (old cattle traps or other high concentration areas such as where hay was fed and accumulated) that are large enough to fertilize separately.
4) Take soil sample to the correct depth.
Unless otherwise specified, soil samples are taken to plow depth -- usually, from the surface down to about six to nine inches. When deeper soil samples are required, remove then from the bottom of the holes from which you took the surface sample.
5) Avoid contaminating the sample.
Use clean sampling tools.
Avoid contaminating the sample during mixing or packaging.
A small amount of fertilizer residue on tools or hands, for instance, can cause serious contamination of the soil sample.
Galvanized brass, or bronze sampling tools should not be used for soil samples where a soil test for micronutrients such as zinc is to be run.
6) The soil sample should be carefully mixed and packaged.
Place soil sub-samples in a clean container and mix thoroughly. Fill the soil sample bag with the soil mixture and identify clearly on the bag as well as on a log sheet or map.
7) Mailing the soil sample.
Print the necessary information on the sample bag. Be sure to number each sample and keep a record on the fields sampled. Don't use a paper bag for soil sample. Most labs will provide you with a sample information sheet. Fill out information sheet and mail it at the same time the sample is mailed. In many cases you will need to include payment to cover the cost of the soil test. Recommendations are based on the results of fertilizer experiments, soil surveys, and results obtained by farmers in the state or area in which you reside or where the field or pasture is located.
Once you have received the results, read the assay sheets carefully. Normally these printouts will give you a report on the current status of the soil and the levels of the various nutrients found. Subsequently it will give you guidelines as to the level of the various nutrients needed to promote desired plant production. One thing that we have to remember is that soil testing and subsequent fertilization, while a valuable tool will be of limited effectiveness in the event of very dry weather conditions and low soil moisture.
How Often Should Soils be Tested?
Perennial crops such as alfalfa, grass seed, and permanent pasture, should be tested prior to seeding and subsequently at least every three years. The initial soil test prior to seeding, is particularly important.
For annual crops, the soil should be tested annually before planting.
Soil testing well in advance of planting is important, particularly in the case of acid soils where liming is likely to be needed. Lime should be applied and mixed with the soil several months prior to seeding, since lime reacts slowly with the soil.
Forage Testing
We've spent a fair bit of time on forage testing in the past but this is a good opportunity to reinforce what has been discussed.
Production of quality forages is not something that occurs overnight. It takes time and investments in soil sampling as discussed, fertilization and subsequent forage sampling. It also requires timely harvesting and appropriate storage methods. All this said, the emphasis here is knowing what you are starting with and where you are as you go through this process. One of the best investments you can make in a given year is to forage test and use a forage testing procedure which includes analyses for the fiber components discussed above. Many times a producer tests only for dry matter, protein, TDN and maybe a few minerals. This information is helpful but does not provide an indicator of maturity and digestibility of the plant material. One thing to understand is that the values shown in a forage test are not totally available to the cow. As you see the fiber numbers discussed increasing, we can assume that the digestibility and subsequently the availability of the other nutrients such as protein is decreasing.
It is helpful to test growing forages periodically to determine where they stand on nutrient content and digestibility indicators. It can also give us an indicator of how good of a job we are doing in the soil and plant fertility department. Normally, what we see as the spring and summer months progress is an increase in the overall fiber components of growing forages which is less closely related to actual plant maturity as it is to climatic and seasonal conditions. For this reason it is advisable to keep growing forages somewhat shorter and in the growing stage and out of the adult/seed head production stage. Also, as stores of forage are harvested for late fall and winter months, it is good to know how each cutting tests. In this manner, you can determine which stored forage lot is to be fed to which group of cattle and how supplementation levels need to be altered to best match this deficiency. A quick sampling procedure would include the following:
1) Group hay cuttings together so they can be easily distinguished. In other words, if stacking outside or in a barn, keep all the hay from a given cutting in one place. If necessary, identify where the group stops and starts. A given cutting from a given field needs to be grouped in a specific area so you can modify your supplementation program as you change feeding from one grouping or lot to another. Also, if possible, group bales from specific parts of a given field that may have distinctive or different soil characteristics. In other words, if a given field has a section that is very sandy and another that is more clay-based, try to separate these groups of hay. Also, document or map where your groups are positioned to help you remember what is where.
2) Prepare in advance by having the correct tools. You will need a forage probe, pen and paper, clean cardboard box, zip-lock bags and a permanent marker. Several different forage probes exist on the market, each designed to take a 3/4 to 1 inch core, approximately 12 to 18 into a bale. Probe types include those which can be drilled in using a brace or a cordless drill, those which are driven in using a mallet or hammer, etc.
3) Sample each cutting of hay shortly after it is baled. Sample at least 10 percent of the bales in a given cutting or group of no more than 80 to 100 bales. Normally it works best when the hay has been moved in to place in your hay trap or in the barn. At this point go through and randomly sample 10 percent of the bales. After each bale is probed, empty the sample into the cardboard box. Once all the samples have been obtained, thoroughly mix the samples and remove enough to fill a quart-sized zip-lock bag 1/2 to 3/4 of the way full. Force as much air out of the bag as possible and seal. Label the sample with the permanent marker listing your name, the date, location and cutting. Once all your samples have been collected in this manner they can be placed in a large envelope or small box for shipment to the lab.
4) With your samples, send along a cover letter listing your name and address along with a list of the samples you are including and include for each sample the same data as written on the sample bag. This simply helps the lab keep track of your samples.
5) Depending on the lab you use, your test results may take ten days to two weeks to get to you from the day you mail them. Once you receive these results, closely evaluate the data. From this information you can determine which forage is of better quality and which hay needs to be fed to given groups of cows at any given point in time. This also tells you that when you start feeding a different grouping or cutting of hay you may have to increase or decrease supplementation.
Soil and forage tests can provide you with a huge amount of valuable data to help in your decision making process and are always a good investment if performed carefully and judiciously. The time and dollars you spend on obtaining this information can save you countless dollars down the road.
Dr. Steve Blezinger is and nutritional and management consultant with an office in Sulphur Springs Texas. He can be reached at CR 4711 Sulphur Springs, TX 75482, by phone at (903) 885-7992 or by e-mail at email@example.com.
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I love Jónsi. I think he is absolutely brilliant. Imagine my shock as I was sitting on my couch over the holidays and saw a Ford commercial pumping "Go Do" as a bed. My first thought was, "Oh here's another commercial where they blatantly ripped off a song because the artist had too much integrity and declined their buckets of money." But then as the commercial went on, it wasn't a blatant rip-off; it was the real thing. Then as it came to a close, the words flashed across the screen – Go. Do. What?! It's not only the song in the commercial, but it's the tagline??? And of all companies, Ford? Everyone has to get the bills paid and all, but this was highly unexpected. I'm still kind of dumbfounded over the whole thing. Jónsi makes me think of beautiful things and art, not American-made SUVs.
Sometimes it's hard to have faith in humanity. *cough*SarahPalin*cough* We all encounter jerks and complete idiots on a daily basis, but hopefully we are lucky enough to surround ourselves with some really awesome people to help balance it out. Every once in a while I hear or read about something that really refills my faith-in-humanity tank, and today it was a a story about Southwest airlines. If you don't feel like clicking through and reading the full story, essentially the Southwest pilot held his flight for one passenger. The man was was on his way to be with his daughter as they took his 3 year-old grandson, (who was murdered by his daughter's boyfriend,) off of life support. It's a pretty amazing story considering the state of travel these days. The TSA wouldn't help this poor guy – they were too busy being heartless groping/porno-scanning robots to care. But this one pilot got it. He knew how important it was for the man to get where he was going and did what he could to make sure he got there. Pretty awesome, pilot guy.
That story made me remember another airline-related, heartwarming tale I read about over the holidays.
Wasn't that nice? Are your cockles warmed? So there you go – awesome happens, sometimes where you least expect it.


text: 18.01.13 Dekom Switzerland awarded top accreditation spot by LifeSize UC&C Dekom Switzerland, a newly opened subsidiary of German parent Dekom AG, is celebrating qualification as a "LifeSize Certified Sales Expert" for video communications solutions. This is the highest level in the LifeSize accreditation programme and demonstrates that the company offers the entire LifeSize portfolio as well as access to manufacturer support.Per Klemenz, managing director of DEKOM Switzerland, said: "We are proud of achieving this coveted status so quickly – and look forward to partnering with LifeSize now also in Zurich and Switzerland." UC&C


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ONLY 10 footballers had ever been nominated twice for the NAB AFL Rising Star award before Monday.
You can now add Brisbane defender Alex Witherden's name to the exclusive list, with his round nine nomination following his round 17 recognition last year.
Among the big names to manage the feat are Luke Power, Nathan Jones, Mark LeCras and Michael Hurley.
Exciting Essendon forward Orazio Fantasia was the first player in four years to achieve it when he scored a second nomination in round 17, 2016.
Rising Star dual nominees
|Duncan Kellaway (Rich)
|Craig Callaghan (Frem)
|Michael Braun (WC)
|Luke Power (Bris)
|Nathan Jones (Melb)
|Mark LeCras (WC)
|Michael Hurley (Ess)
|Jordan Gysberts (Melb)
|Sam Blease (Melb)
|Orazio Fantasia (Ess)
|Alex Witherden (Bris)
Witherden's 24 disposals in the drought-breaking weekend victory over Hawthorn – after the club's 0-8 start – means he has recorded 20 or more in 14 of his 18 career games.
"It's obviously a pretty good achievement that I'm pretty proud of," he told AFL.com.au of his nomination.
"But it's credit to my teammates for being able to help me out to get that done."
The pre-season Rising Star favourite is only eligible because a broken leg suffered playing for Geelong College two years ago, which required further surgery 16 months ago, delayed his Brisbane debut and he only managed nine games last year.
Witherden's coach, Chris Fagan, would be as pleased as anyone, having questioned post Sunday's win the 19-year-old Lion's lack of nomination in 2018.
"I didn't actually hear it," Witherden said of Fagan's "pretty extraordinary" comment.
"I came into the club today and the boys gave me a bit of stick about it and they said Fages gave me a bit of a pump up after the game, so I might have to go buy him a beer after that."
Fagan will just be content knowing Witherden has already re-committed to the Brisbane cause through the 2020 season.
The teenager is not only a bright football talent, but also a breath of fresh air in the way he speaks publicly and with his openness in coveting a leadership role.
He even cheekily pointed out on social media at the weekend an umpire making contact to St Kilda defender Nathan Brown, which was timely after the events during the week.
@AFLPlayers #AFLSaintsPies pic.twitter.com/5b7KbwiYMg— Alex Witherden (@alexwitherden29) May 19, 2018
Witherden inherited an ideal role model when ex-Hawk Luke Hodge changed his mind on retirement and elected to continue his career at the Lions.
"Hodgey's always demanding high standards, whether it be at training, in the gym or watching vision – and he always challenges you to be better," he said of the four-time premiership star.
"If we don't execute a drill as it should be done at training; at the end of training he'll call us in as a defenders' group and say, 'We're doing it again and we'll do it until it's right'.
"He's really thorough and watches hours and hours of vision each week and the boys call him a bit of a footy nerd – that's what he is – but he's so competitive and passionate.
"He invests everything he's got into it and that professionalism is starting to rub off on the rest of us. I couldn't speak more highly of him."
RISING STAR Who's in the running so far this season?
Witherden is surrounded by promising young players at the Gabba, with Hugh McCluggage, Harris Andrews, Eric Hipwood, Jarrod Berry, Cam Rayner and Zac Bailey just a few of those.
He raves about McCluggage's work-rate – noting one example in the Gold Coast game where the 2016 No.3 pick had three touches in one passage of play – and how Rayner is a "big bull".
More importantly, Witherden believes in the direction Brisbane is headed under Fagan and saw progression in spite of the losing record to start the season.
"We were sick of honourable losses, as put by others, and we were really hunting that win," he said.
"We thought we were in probably six or seven of the first eight games we played – all bar that Richmond game – so just to get that win at the weekend shows we can do it.
"What we're trying to achieve does work if we execute it properly and that just gives us confidence that if we trust our method and execute the plan then we'll be right."


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The SECAM 2019 conference programme should reflect and tackle the concerns of the African municipalities including the built environment industry and create an action plan for change.
SECAM 2019 is an Inter-, trans- and multidisciplinary international conference on sustainable energy research and development, climate mitigation and adaptation strategies and technologies. It will entail business leaders and experts in sustainability issues, delivering presentations focusing on the following SDGs: (6) Clean Water And Sanitation, (7) Affordable and Clean Energy, (9) Industry Innovation And Infrastructure (11) Sustainable Cities and Communities, (12) Responsible Production and Consumption, (13) Climate Action.
It will also provide a forum for the exchange of the latest regional and national policy, technical information, and the dissemination of the high-quality research results. Therefore, papers on related topics are solicited from all relevant disciplinary areas, ranging from current problems, projections, new concepts, modelling, experiments, and measurements, to simulations.


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UCR Dance Marathon 2012
EVENT DATE: Feb 25, 2012
DEADLINE TO GIVE: Feb 25, 2012
FUNDRAISER SET UP DEADLINE: Feb 25, 2012
Hi Everyone! This page is closed. Please see www.crowdrise.com/ucrdancemarathon2013
Twitter: #UCRDanceMarathon2012
The Pritzker Foundation is matching up to $20,000 for Dance Marathon! https://t.co/5vogBvG6Sg
via Twitter Web Client 4 years ago


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"Until there is a monumental shift in the leadership dynamic from the old fashioned command and control to a collaborative, status free, matrix way of working, then the debate about the need for an office (in the traditional sense) will be a long one." – Tracey Johnson commenting on Why The Death Of The Office Can't Come Too Soon
For lots of people the traditional office – a place many go to simply to attend meetings and do emails – has become toxic.
But many readers of my recent post thought I was overstating the problem, believing if we tackled those two big time wasters it could be restored to a former grandeur.
I personally favour more radical solutions – as alluded to by Tracey in her full comment here.
Emails and meetings, together with outdated reporting and approval systems, are part of a wider hierarchical culture that is at odds with the onset of truly social business.
One of the barriers to adopting more transformational ways of working is often not the executive leadership of the organisation but the point at which it can all start to go very wrong.
The manager.
Management is the greatest inefficiency in any organisation.
Many of you will be familiar with the work of Gary Hamel – but it's worth revisiting his examples on management waste in the context of the death of the office.
Typically a small organisation might start off simply – one manager and 10 employees.
But as it grows it will often keep this ratio and sometimes reduce it. So an organisation with 100,000 employees will have at least 11,111 managers. Because an additional 1,111 managers will be needed to manage the managers.
And that's before you go near management related functions whose entire function is , well , management.
It's very easy to make yourself busy as a manager:
- The one to ones and appraisals.
- The team meetings and management meetings.
- The reports you have to write and the reports you have to read that other managers have to write.
- Authorising peoples annual leave and expenses or explaining why you won't authorise peoples annual leave and expenses.
You could fill up 40 hours a week with just being a manager.
This multi-tiered management model piles inefficiency upon inefficiency. Decision making slows. People become less empowered.
Unsurprisingly, a number of organisations are now exploring the manager-less organisation. And it's a trend that will only grow as social technology enables very different ways of working, both across the organisation and even across sectors.
One of the biggest has been Zappos, the online shoe and clothing store, who have adopted a system called holocracy – which replaces top-down control with a distribution of decision-making.
Here's how Tony Hsieh (who was CEO before they all gave up job titles) describes his vision:
"Research shows that every time the size of a city doubles, innovation or productivity per resident increases by 15 percent.
But when companies get bigger, innovation or productivity per employee generally goes down.
So we're trying to figure out how to structure Zappos more like a city, and less like a bureaucratic corporation. In a city, people and businesses are self- organising.
We're trying to do the same thing by switching from a normal hierarchical structure to a system which enables employees to act more like entrepreneurs and self-direct their work, instead of reporting to a manager who tells them what to do."
Rather than by managers, Zappos is being run via a series of self organising teams. Instead of going up the chain of command, decision-making is entrusted to groups of employees, called circles. People can assume whatever roles they want within these circles to focus on the task in hand.
Whether it's successful or not – it marks a shift in how large organisations are dismantling long established models to encourage greater agility and innovation.
Here are some other organisations that are worth looking at:
Valve, the video game developer , have a culture built on the premise that there are no managers, with each colleague able to choose the project he or she is working on. Don't like the project? Fine , just get up and move to one you like. Valve also have a wonderful employee handbook which is a must-read.
Medium, the blog publishing platform, have adopted a philosophy of "No people managers. Maximum autonomy". Adopting a form of holocracy, people can build versatile roles for themselves that speak to their whole skill sets — rather than just a single ability. This goes against the standard , and completely wasteful , practice of recruiting for roles rather than people.
Treehouse , the online interactive education platform, have not only adopted the #NoManager philosophy but have also combined it with a four day working week. Over 90% of employees voted to adopt a manager less structure (the other 10%, presumably, were managers) with the rules of the new organisation being written by collaboration on a Google doc.
And it can be done at really large companies. At WL Gore – a multi-billion dollar company with 10,000 staff, people choose their own bosses – or "sponsors" as they call them. There are "no chains of command" and instead associates communicate directly with each other.
It's interesting to contemplate why the public sector – most of which requires far more radical transformation than the likes of Zappos – has not explored the #NoManager principle.
Social media has distributed knowledge across countless networks. On Twitter , for example, you can connect and learn from anyone. The unlikeliest people can become leaders, knowledge sharers and super-connectors.
Exactly the same thing will happen in organisations as people seek out people who inspire them rather than who manages them on a structure chart. And just like social media , you will not be able to control it.
The traditional manager , just like the traditional office, has to adapt or die.
It strikes me that the problem isn't necessarily managers per-se, but 'bad' or poorly supported and developed managers. 'Good' managers in a progressive organisation should create this empowerment, egalitarianism and autonomy within their teams. But I still think there is a role for managers (albeit fewer than in most organisations) – what happens when the sh*t hits the fan?
Very interesting topic Paul! I come from a Manager Style life growing up and in some companies, long winded, cake eatin', CYA managers, do leave one to wonder how any success is garnered at all. I live down the street from W.L. Gore, and was waiting my last year to BSIT before applying, but as I found myself out recently, I'm there.
I have lived here for 2 decades, spending time in many Gore employee homes, and known a few, but cannot remember any of them being complainers about their employer. Also spent some time with a sub-contractor going in and out of various Gore buildings. Always got good feelings coming away from the place!
Dave Hoyle October 7, 2014 at 1:20 pm
Ok so far as it goes … the organisation of organisations needs to be grounded in an understanding of the nature of the work of the organization; as a whole and within work groups.
The classical hierarchical organizational chart dates back to Frederick the Great of Prussia (18th century) and F.W. Taylor (19th century). It (and layers of 'management' were created to control work in an environment where 'work/activity' took place in a relatively stable environment and where 'science' was believed to offer the 'one best way' for undertaking a particular task.
So (arguably) there are aspects of the work of organisations where this world-view might still be valid; there are other aspects of work where this world-view are wholly dysfunctional.
The solution is not to 'get rid of managers' but to understand where – to effectively undertake the work it exists to perform – an organization needs managers; where it needs facilitators and where it need animateurs.
[…] 4 – Managers are waste: five organisations saying goodbye to the boss […]
[…] truth – we know all management is waste. In a connected business power no longer emanates from the boss or the top of the hierarchy. It […]
[…] We are employing more managers than ever before. And management is the least efficient activity in your organisation. […]
[…] there are organisations who are saying goodbye to the boss it strikes me that if we get this right we perhaps don't need to adopt holacracy or another […]


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Vanguard has introduced four new Alta Pro Tripod Kits to its range.| Tripods, Monopods and Other Supports
Vanguard has launched four new Alta Pro tripod kits.
By popular demand, Vanguard merged their award-winning Alta Pro tripod with our popular SBH ball head and GH-100 grip head. The Alta Pro tripod has unmatched versatility and stability and enables more angle possibilities than ever.
Its innovative Multi-Angle Central Column (MACC) System allows users to move the central column from 0 to 180-degree angles in variable vertical and horizontal positions, making macro-photography and special-angle shots a breeze. The Instant Swivel Stop-n-Lock (ISSL) System quickly and securely repositions the central column in one simple movement while maintaining the tripod's stability.
Key Features:
- GH-100 allows versatile movement
- Double locking system on SBH ball heads
- Anti-shock ring protects gear
- Central column moves from 0 to 180 degrees
- Legs adjust to 25, 50 and 80-degree angles
- Aluminum alloy or carbon fibre legs
- Hexagon-shaped central column
- Spiked rubber feet
- Lightweight magnesium alloy canopy
- Thick foam hand grips
For more information visit the Vanguard website.
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MSI GTX980Ti Gaming 6G Review
Tomb Raider
Published: 26th June 2015 | Source: MSI | Price: £599 |
Tomb Raider
With the next Tomb Raider being an exclusive, although we reckon it'll be a timed exclusive like all of them, you might be stuck playing this one for a while. If that's the case you could do much worse than pick the GTX980Ti to play it on.
Most Recent Comments
Either that or the KFA2 HOF LN2 Edition, which is seriously tempting me (really depends on a waterblock being made for it, EK plz).Quote
Great review as always too!!Quote
I feel sorry for AMD though. Quote


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I am a Professional Psychic Medium for over 30 years and a Certified Gateway Dream Practitioner and Dream Coach since October 2016. I received my Certification as a Dream Coach after a one week course in Santa Fe, New Mexico through Denise Linn. Denise Linn has had a major impact on my life. Her Gateway Dream Practitioner Course was life changing for me. I focus on love and relationships. I love teaching my clients how to program their dreams for desired results in their love life as well as career, finances, etc. Each and everyone of us can create a juicy sexy soul mate if that is what our deepest desire is to have. We all have more then one soul mate, so if one does not work out, we can manifest another. Not all soul mate relationships last forever. Some are long lasting and others are short lived, but we learn our lessons from each and every soul mate relationship that we are in. Please buy my kindle ebook "The Dreamers Guide To Creating The Sexy Juicy Soul Mate Of Our Dreams".
I program my dreams every night as prayers to the divine. Last night, so that I would sleep through the night after 4 nights of not being able to sleep, I did not ask for any dreams; however, I did bring back a dream segment that I am pretty sure was meant to be remembered. I am, however, still pretty tired. I hope I can get a full night's sleep soon. This is getting old.
Dear God, Archangel Raphael and Mr Sandman. Tonight please help me to experience deep healing and restorative uninterrupted sleep. Help me to feel refreshed and full of energy when I wake up in the morning. Thank you, and I am grateful.
My friend, Angye, was visiting me at my house. In fact, my house was filled with people. I got a new TV remote, and it needed to be reprogrammed. I asked Angye if she would do it, but she said that I had to do it. I did not want to do it with all those people in my house. In the meantime, as she was getting ready to leave, she came up with an excellent product to sell on my website-men's briefs with sayings on the back. I told her that some of them could say "JUICY" on it. I also came up with the idea of having a male model for the briefs.
My TV remote represents my love life. The TV is off, and a blank dark screen is showing. This is showing me that it is time to reprogram my love life, so that I can create a brand new juicy sexy soul mate relationship. All the people in the house represents a lot of interference. Juicy is the pet name for the last guy I met in my dreams before we started dating. Yes, my feelings were very real for him, but it has been over for quite awhile. I know that he is not what I want anymore. Silence is NOT golden. The guy model represents the kind of guy I would like to be in a relationship with. I am pretty sure that Angye is in my dream, because she is an excellent marketing person. That was expert help.
Before I manifest someone new through my dreams, I am going to have fun, go on some singles cruises and go with the flow of life.


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Monday, November 16, 2009
Another Weekend, Another Cruise
I haven't reported on any clubs on cruise ships since January because I haven't been out on any. But this past weekend I got to experience Norwegian Jewel out of Miami. The ship has 2 night clubs, Spinnaker which played Latin and Fyzz which was used for karaoke. With the beautiful evening weather on this cruise parties were held by the main pool both nights featuring DJ Mitch (WL) . The famous White Hot Party was held on the pool deck, not in the pool itself. The place stayed packed from 10pm to 2am and featured mostly Motion/Groove-style music (Top 40) and a lot of Disco. As I was on the edge of the pool, it was interesting trying to do the Cupid Shuffle and not fall in! And as for that 4th picture above, I'm not even going to try to explain that! Best thing about this ship? The buffet was open until 2am!! As for partying, ok but I've had better.
2 comments:
cool, I go on my Cruise Vacation in 4 days leaving the 21st -28th on Carnival liberty going to western bahamas. 7 days cruise, perhaps i will bring photos and video recorded on my cell and we will see the club reports on it.
- November 17, 2009 at 7:25 PM
I believe I saw Carnival Liberty docked at Port Everglades this past Sunday. Definitely e-mail with a report on the clubs on board. Thanks!
- November 17, 2009 at 9:34 PM
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Job Information
YMCA of Greater Seattle Aquatics I - Swim Instructor in Seattle, Washington
Job Summary
Our Y is looking for outgoing Swim Instructors who enjoy teaching children and adults new skills, helping them achieve goals and preparing them for future success. In this role you will teach children and adults water acclimation and safety, water movement and stamina, and stroke development and mechanics. Each year our Y's teach thousands of people to swim and enjoy the water as a form of play and life-long exercise.
Instructs swimming lessons as assigned in accordance with YMCA guidelines.
Assists with maintaining safe swimming conditions in the pool, on deck and surrounding areas.
Develops positive relationships with participants and parents encouraging involvement and identifying potential volunteers.
Attends staff meetings and trainings as required.
Follows all YMCA policies, rules, regulations and procedures, including emergency and safety procedures. Responds to emergency situations as needed. Completes incident and accident reports as necessary.
Organizes and puts away needed class equipment. Reports damaged equipment.
Conveys basic information on YMCA programs and schedules to members and, as appropriate, refers members to other YMCA Total Health programs and/or staff.
Other duties as assigned.
Who are you?
If you're the right candidate for the job, you love teaching the joy of swimming to children and adults; you find satisfaction in helping others to learn and succeed; can command a class of 3 – 6 children through swim instruction; enjoy a fast-paced environment, and have the flexibility to teach multiple levels of instruction. You keep the safety of participants at the forefront of your work while teaching participants to thrive in an aquatic environment.
You are 16 years of age or older and have:
Current state approved first-aid certification
- Current state approved community CPR certification, or equivalent
- YMCA Swim Leader certification or equivalent
- Demonstrated ability to assist children and others in the development of swimming skills
Ability to lift equipment, and to lift a small to average size child
Ability to teach skills to others
Prefer knowledge of, and previous experience with, diverse populations (language, culture, race, physical ability, sexual orientation, etc.). Ability to speak any language in addition to English may be helpful.
We can facilitate the process of you getting certified if you don't have the required certifications yet. Please still apply if you are interested!
You'll be a great fit for the Seattle Y if you:
Thrive on working in a collaborative environment
Are very adaptable
Have high ownership and strong work ethic
Are a great problem solver who can think on your feet
Truly enjoy being of service to people
Like being part of a team that cares about one another as people and enjoy working together
Want to know that the work you do contributes to building a better, stronger community for all
At the Seattle Y, we are an inclusive organization of people with a shared commitment to nurture the potential of youth, promote healthy living, and foster social responsibility.
Become a leader on our team at the YMCA of Greater Seattle where we promote a continuous learning environment and career opportunities. As an employee you also recieve a YMCA membership.
The YMCA of Greater Seattle is an equal opportunity employer committed to diversity, inclusion, and equity. We are a drug & alcohol-free workplace; all job offers are contingent on results of a background check and drug screening, including screening for marijuana.
Pool, Beach, Lifeguard, Life, Guard, Aquatics
Job Locations US-WA-Seattle
Posted Date 3 weeks ago (1/6/2020 10:48 AM)
Type Regular Part-Time
# of Openings 4
Location Downtown Seattle YMCA
Category Aquatics
Address 909 4th Avenue


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The Great War is over, but the Allies don't know what to do with Russia. So, the german troops in Russian territory are ordered to remain where they are. Lenin has the task of anagazawe.net turning Marxism into a function government. Stalin faces accusations of his time in lawaa.net Tsaritsyn.
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The Politics of Reality Television encompasses an international selection of expert contributions who consider the specific ways media migrations test our understanding of, and means of investigating, reality television across the globe. The book addresses a wide range of topics, including:
This book will be of interest to undergraduate and postgraduate students on a range of Media and Television Studies courses, particularly those on the globalisation of television and media, and reality television.
Exemplifying the vibrant scholarship on reality television, this collection tests the field's first generation of theory and initiates cross-cultural analysis of this globally pervasive television genre. Summing Up: Recommended.
-- CHOICE, September 2011 (R. W. Morrow, Morgan State University)
Chapter 1. Introduction: Migrating Genres, Travelling Participants, Shifting Theories Katherine Sender PART 1: PRODUCING IDENTITY Introduction Keren Tenenboim-Weinblatt Chapter 2. Real-izing Exploitation Mark Andrejevic Chapter 3. When Reality TV is a Job Francois Jost Chapter 4. Just Be Yourself - Only More So: Ordinary Celebrity in the Era of Self-Service Television Laura Grindstaff PART 2: LABORING THE SELF Introduction Adrienne Shaw Chapter 5. Governing Bodies Gareth Palmer Chapter 6. Globalizing Lifestyles? Makeover Television in Singapore Tania Lewis Chapter 7. Reacting to Reality TV: The affective economy of an "extended social/public realm" Helen Wood and Beverly Skeggs PART 3: PERFORMING THE NATION Introduction Oren Livio Chapter 8. Commercial Nationalism on Balkan Reality Television Zala Volcic and Mark Andrejevic Chapter 9. World Citizens 'a la Francaise': Star Academy and the Negotiations of 'French' Identities Fabienne Darling-Wolf Chapter 10. Reality Television and the Making of Mobile Publics: The Case of Indian Idol Aswin Punathambekar PART 4: MIGRATING ECONOMIES Introduction Tara Liss-Marino Chapter 11. New Industry Dynamics: Lessons From Reality TV in Norway Yngvar Kjus Chapter 12. Continental Reality Television and the Expansion of South African Capital Sean Jacobs Chapter 13. Making Populations Appear Nick Couldry Chapter 14. Reality Television in New Worlds Marwan M. Kraidy


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Something interesting about me…Besides being an Environmental Architectural Technologist and Writer, I am also a scholar, entrepreneur, leader, mother, wife and mentor. I have always worked around issues that have affected me in one form or another. I ran for local council in Galway city, Ireland because I felt strongly about not having a playground close to my home. I am a former Council Housing representative for the community, which is how I started working on housing policies (hence my Architectural background). I was involved in co-coordinating the first Ms. Ebony in Ireland Pageant.
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text: Video FAQ's How does Health-Pro Realty Group save money for medical and dental professionals? Where does HPRG work in the US? How can I get in touch with HPRG? Will HPRG assist in putting together the team needed for the process? How much does your service cost? How long has Health-Pro Realty Group been in business? Are your clients individual medical and dental practices or corporate owned? Why do you only help medical and dental profressionals? Free Consultation


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A secure future for in-car digital broadcast radio – How to keep your content prominent and relevant in the digital dashboard
This year's WorldDMB session during IBC 2014 at the Amsterdam Rai on 15th September proved popular with over 130 attendees joining guest speakers representing WorldDMB, AutomotiveIT, Digitial Radio +, The Netherlands, TISA, Digital Radio UK and Radioplayer to discuss digital radio in-car. Missed the session? Here is a summary of what you missed.
'Radio is changing in particular within the eco-system of the automotive sector' Patrick Hannon
WorldDMB President, Patrick Hannon opened with an introduction to the current situation of radio in-car. Drivers and passengers continue to love radio in the car, however radio must position itself in the digital dashboard. Digital radio remains a free to air service, with improved sound quality and choice of content for drivers.
There is a continued roll out of digital radio in Europe and worldwide with Norway being the first country to set a date for analogue switch off. "The technology is ready, coverage is well established in main markets in Europe such as Germany, Italy & the UK. Consumers need to understand what digital radio is and what it offers". He concluded by saying "Broadcasters need to engage with car manufactures to shape future of radio in car".
"Digital radio needs to be high up on the priority list, radio and the car goes together" Arjen Bongard
Arjen Bongard, Editor, AutoIT gave an overview of how radio is perceived within today's automotive industry.Hot topics for the auto industry include; connected vehicles, car sharing, digital retail, industry 4.0 staying competitive in the market, autonomous driving.
"OEMs are traditional players who really like engines. Change is not easy there are no software or hardware people on the Boards of these companies to my knowledge". He noted that OEMs are changing by partnering with new players not traditionally associated with automotive. Infotainment is becoming ever more important to Generation X and the auto industry is looking at identifying new USPs. The battle for consumers is inside the car, they want to offer 24th century entertainment even in cheaper cars.
"Car makers are not selling radio" radio competes with apps for the driver's attention. There will be increasingly more apps, addressing drivers who are used to choosing their own content. "Few people give radio thought in the car. It's there and has always been there, radio in the car is a commodity which is on a level with windscreen wipers". In his research he found car makers feel internet radio will take over and will be the default, although it is not currently seen as user friendly.
Arjen called for broadcasters to do more to promote digital radio in-car. The lack of visibility of radio in the automotive industry is a problem; broadcasters need to do more with infotainment teams, automakers and dealers.
"…a car without a radio is almost unsaleable" Ford Ennals
Ford Ennals, CEO of Digital Radio UK, followed Arjen to give an example of where continued work at all levels with the car industry is making a difference to digital radio take up in cars in the UK. The SMMT (UK automotive association) are on the Board of DRUK and make decisions alongside the digital radio industry.
"Today is about the car, 62% of listening is in-car. Only 10% of cars have digital radio, so there are 30 million cars on the road that don't have a digital radio." Digital radio is radio, better radio with better sound, choice and future ready; 20 million digital radios have been sold in the UK alone. Ford highlights this year in the UK "We have gone from 0% of new cars to 55% of new cars having digital radio in 4 years" which is impressive in terms of take up and shows the car industry in the UK is now moving totally to digital. It is also expected that during the new registration period in September there will be 30 manufacturers in the UK with digital radio as standard and there will be 250, 000 new cars sold with digital radio.
Kia announced as the 5th largest manufacturer adding digital radio as standard in the UK
Continued success and announcements have been the result of hard work on all sides including a commitment from the UK government, a clear plan for coverage and a digital tick mark which has been rolled out this summer which sets a minimum standard for digital radio in cars.
DRUK carried out an audit of 10 manufacturers in the UK who account for 80% of sales. This audit looked at where radio sits within each of their dashboards. The audit found was that all manufacturers audited still contain broadcast radio, a radio button or at least a music button. However, ease of use differed greatly depending on models. He finished with a call to action: "Broadcasters must engage as a group with automotive manufacturers. Set some common standards at a regional level across broadcasters. Improve the way radio delivered in car…more intuitive and simpler, harness broadcast and IP!"
"Let's get everyone involved, lets inspire everyone, lets include everyone. Radio is a perfect musical call to action, radio doesn't change it's only getting better, let's work first with the DJs 'Let's get digital." Jacqueline Bierhorst
Jacqueline Bierhorst from the Digital Radio + The Netherlands gave an update from a market just starting its digital roll out. Commercial and public broadcasters in the Netherlands have been working together to develop a united market and jointly developed communications plans including financing.
Within the original licenses there was an obligation to have a 40% coverage in the first stage of roll out. However the industry chose to roll out to 100% of Netherlands – the reasoning being that it was better to promote digital radio to the whole country than to small regions.
A clear communication plan was developed for listeners, retails, the automotive sector, media agencies, radio station employees and other stakeholders. The goal was to educate each group at a particular time and to have a strong cross media concept. 4.5 million Euro has been spent on promoting digital radio in the Netherlands. In May last year the industry saw a growth from 22% to 30% awareness of digital radio, 67% people said they would purchase a digital radio and 20,000 devices have now been sold. On the automotive side there are 8 million cars on the road in the Netherlands, 400,000 new cars are sold per year and 19% of total radio listening time is spent in cars. In the Netherlands DAB is sold as an option in Skoda, SEAT, Volkswagen, Audi, BMW, and Mercedes.
The Dutch digital radio industry is working with RAI on the automotive show next year, specifically targeting consumers and importers in the Netherlands. The BNR (automotive dealerships association) have already held a workshop with 200 automotive retailers workshop. Pioneer are also working hard to educate drivers on digital radio. Jacqueline ended her presentation with the statement "Radio is the world's most popular medium and it should stay in car"
"Digital Radio offers the most reliable and cost effective distribution channel and to wait means to jeopardize both people and the success of digital radio in cars" Thomas Kusche
Thomas Kusche, President of TISA gave an overview of the continued development of TPEG for traffic and travel information. He noted that TPEG offers a huge opportunity to bring DAB/DAB+ into cars as traffic information always been a huge part of the radio experience in cars. One of the major areas where TPEG benefits drivers is through improving safety, an issue for all OEMs. There is now a navigation system on the market which includes TPEG on DAB and looking to the future more devices will be launched offering this feature.
In Germany there are 42 million cars which currently do not have DAB+ and could potentially be refit with these types of devices. TPEG offers excellent safety relevant Traffic and DAB+ audio can motivate drivers to buy these types of devices.
Germany is one of the countries pushing hard to implement TPEG via DAB+ in order to fulfil the European ITS directive. TPEG is also broadcast in other countries such as Australia, Belgium, Germany, Italy, Luxemburg, The Netherlands, UK and USA. Thomas wrapped up his presentation by concluding "Digital Radio offers the most reliable and cost effective distribution channel and to wait means to jeopardize both people and the success of digital radio in cars".
UK Radioplayer have developed a prototype solution which creates a totally hybrid radio experience
Michael Hill, Managing Director of Radioplayer closed the session by presenting the current work carried out by Radioplayer to provide a simple in-car solution. Radioplayer since its release has helped grow online listening and in the UK, there has been a 40% growth of online listening. Currently Norway & Belgium have licensed the technology and Germany have recently announced that will also be adopting this platform However, the majority of listening is done on radio in cars.
With the release of Apple car play into Volvo earlier this year, it poses the question where does radio fit into apple car play? The problem of integrating broadcast radio into cars is much harder than putting Spotify and TuneIn in the dash-board. Apple hides the complexity in its products and makes it simple for the user. Radio in the car is complex with many levels of choice – AM, FM, DAB, Streaming services andApps.
In repsonse to this complexity, Radioplayer have developed a prototype which creates a totally hybrid radio experience. It creates one station list which can be scanned, with service following from FM to internet stations. It makes the whole experience of radio in car seamless and simplifies the experience for the user. Radioplayer are currently taking the prototype to market and the audience were asked for feedback on the concept. For more details of the Radioplayer prototype, contact Michael Hill at firstname.lastname@example.com.
Presentations from the event are currently available from the WorldDMB website to view for a limited period.


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Displaying 11 - 20 of 24 1985 Toyota Celica reviews.
1985 Toyota Celica GT-S HatchbackReview
The Typical Mid 1980's Red 2 Door Sports Car (near Convertable) With An Electric Sunroof! — Everyone who has driven the "toy" loves it. I bought it to enter it in off road rally events and car club activities but it's in such great condition for a 25 year old car and it's so much fun to drive on the road that I can't bring myself to thrash it on the dirt. I have decided to keep it tidy, original and have fun on the road instead.
Pros: fun, well built, tuff, electric sunroof, sporty, drives great, plenty of power, great on fuel, easy to look after
Cons: body has a few scratches and marks, 25 years old, no power steering
1985 Toyota Celica GT-S HatchbackReview
Pure Fun — This was SUCH a fun car to drive. The car is low enough and the wheelbase is wide enough that the car cornered on rails. The manual transmission is a must. It's the only way you get to *feel* the car as you drive.
~Fast and fun to drive
Cons: ~None
1985 Toyota Celica GT-S HatchbackReview
This Is My 85 Celica I Got A Few Years Ago, After Some Mods Its A Great Car — As of now ive overhauled almost the whole interior, freshended up the 303,000 mile engine, and i have some handeling goodies that will give a mini cooper a run for its money, plus a rwd torquey toyota is always fun.
Pros: this car handels and corners like a dream
Cons: needs more power
1985 Toyota Celica GT-S HatchbackReview
My Favorite Car I've Ever Driven. — 3rd generation Celicas are stupidly reliable. engines are known to well outlast the car. GT-S have Supra suspension designed by Lotus and Supra brakes, so handling is tight and precise and brakes are more than adequate. Liftbacks have the timeless, streamlined looks so they are definitely sexy cars. Interior is filled with features and comfortable. Their only real drawback is the USDM Celicas instead of coming with turbo 1.8Ls, came with the pick-up derived 22R 2.4L, which istead of giving it great top end speed, gives it immediate engine response. The 22R needs some modification from stock to be fast but is still a great engine.
Pros: Handling, braking, acceleration, appearance, extremely reliable.
Cons: Hard to find parts, low top end power, rust issues (from being 20 years old)
1985 Toyota Celica GT-S ConvertibleReview
A True Classic. I Will Never Get Rid Of This Car. Bought It On Ebay For $1600.00 — I bought this car on ebay for $1600.00 from the original owner in 2004. All it needed was a new exhaust system. car is completely stock and everything works. Even the top was in great condition. It was a California car so it has no rust. 170,000 miles and she purrs like a kitten. Even the convertible top is in decent condition for the age. I have owned Toyotas for nearly 25 years and still think the 22r and re were the most durable 4 cyl ever built. 85 and older rear wheel drives are getting hard to come by so if you have keep it as it will only appreciate in value. well gotta go now. see ya.
Owner for 2 years, 9 months
Miles Driven per Year:2,500
1985 Toyota Celica GT-S CoupeReview
My 85 Celica Gts Coupe Still Runs Like New In 2007, Bullet Proof Engine — "Planned Obsolescence"? Not with this car. Love at first sight, I bought this car right off of the showroom floor in 1985 and I have maintained it like my life mattered on it's existence. Looks showroom new I will never sell or trade in this car, because I doubt I will ever find another car as reliable and as overall excellent as this car has been to me.
Owner for 22 years, 2 months
Miles Driven per Year:7,000
Displaying 11 - 20 of 24 1985 Toyota Celica reviews.
Reviews From Other Years
2005 Toyota Celica Reviews
Great Vehicle, Though I Reccomend Making The Step Up To A Gt-s Variant.
Great Acceleration though spotty at times, 1.8 Liter Inline 4, 140 HP/125 lbs. of Torque, Nice build quality, durable for sure, Great exterior styling, very sleek vehicle, Gas Mileage was decent on lo... Read More
The Dog's
0-62...6.6 !!! top end... limited 155mph !!!! wat more is there to say. But very greedy on the petrol and super unleaded racks up the pounds!! Great bit of fun, but keeps you pooor, 7months on it stil... Read More
2004 Toyota Celica Reviews
Awesome Look, Low Operation Cost, Low Power
Really reliable car. Great on fuel economy, good brakes and handling. Fun to drive and this car is definetly a head turner... But for those who quantify performance only by horsepower, this car is... Read More
Best Sport Car For The Money
The Celica GTS is one of the best made sport cars of old. It is no longer in prodduction and is very much in demand. A great fun car to drive that turns everyones head when you pass by. Hate to have t... Read More
2003 Toyota Celica Reviews
Sporty Ride.
I really like how it handles. You never feel like you can't take that curve. Acceleration is crisp and responsive. Braking is good. The Toyota Celica is a great car for a fun spin around town and surp... Read More
Celica Gt Is Acceptable
For a relatively inexpensive used car, it is a good buy. I broke the manual transmission when I was younger because of stupid driving, and replacement was 1600 dollars (paid a dealer. Stupid on me). A... Read More
2002 Toyota Celica Reviews
Love It
Overall great car. Good first car or second car. Great fuel economy. Love this car. The power at 140+/- HP for a small car is great but could be better. The handling is great along with the styling. W... Read More
Fast And Furious
Fantastic car. Great gas miliage. Acceleration is there. Braking, you can stop on a dime. Handles like a BMW. Definately in control while driving it. It's a blast to drive. Never raced it, but I woul... Read More
2001 Toyota Celica Reviews
Its Amazing
I liked the sporty feel without the high price of a high end sports car. it really made me a happy camper to show off my car to friends and family. I really recommend this car to any safe and responsi... Read More
The Best Celica Ever
fun car to drive, great performance and gas mileage. This is one car Toyota never should've stopped making. Scion TC is a very poor replacement, especially since the Supra died along with the Celica... Read More
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