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Hi everyone! I thought I'd mix things up a bit and post an interview I did a while back.
I'd like to introduce and give a big welcome to fellow author, Antipodean, avid reader and all-round wonderful person, Beck Mitchell who is here to give us some wonderful insights from a reader's perspective. Enjoy!
Hi, Beck!! Thanks for joining me today.
· Thank you for succumbing to my puppy dog eyes and petulant begging to be interviewed *bounce bounce*. I might be a bit excited!
*Bounces right along with Beck* Oh me too! I'd like to start by asking you to tell us a bit about yourself, and the circumstances under which you first began to read LGBTQ fiction.
· Okay. I'm biologically 46 with the mental age of around 15. I swear like a sailor with Tourette's and have the moral compass of a 2-year-old… all awesome characteristics for shenanigans, apparently hard to live with. I really don't understand why *innocent blink*
I came to reading relatively late. I was at least 13 before learning how to read. the first book I ever read was 'Gone with the Wind' and my relationship with romance was established and has been enduring throughout the years.
About four years ago I started reading erotic romance and when ménage was featured, was often disappointed when the, usually two men, didn't interact. So I went looking for ménage with bi men and stumbled upon the M/M genre.
Oh I'm with you – the more two guys interact the better *winks*. So how many stories do you read in a year on average?
Up until around June 2015 I was reading around 400 books/short stories a year. I started having trouble seeing text in April and when I finally went to an eye specialist, discovered I'd lost 30% of my vision. To slow the process of sight loss down, I've had to quit reading until the disease stabilises. This has been the longest period I've gone without reading and I have missed it!
I have continued to buy books with the hope that the next scan shows a stable situation that will allow me to start reading again. It's a bit like waving a beer under the nose of an alcoholic… an almost physical pain because I dare not even read one chapter. I know, if the book engages me, I'd end up devouring the entire book in one sitting.
I understand avoiding reading the first chapter because next thing it's 4am and I have to get up for work in a few hours. Fingers crossed you get the all clear to read ASAP, too. So tell me, is there a particular genre you most love to read?
· I'd have to say that I have eclectic tastes but I tend to read exclusively from one genre for a period of time (weeks or months or years) before changing to another genre for another stretch of time. Even when reading other genres there will often be a romantic sub-plot, so that is probably the primary genre I read.
*Sigh* I love romance! Are there any genres you tend to avoid and if so, why?
· I can't read horror. I tend to immerse myself in a book or character and horror can impact me for years afterwards. I also have a prodigious memory so I'm cursed by flashbacks from particularly horrific stories.
I also struggle with stories that contain rape/non-con. If the world is not too earth-like I can read it as long as it is relevant to the story, but gratuitous rape or brutality doesn't appeal. If the story is contemporary, I find the rape/sexual abuse storyline distressing. I read for enjoyment and escape and the darker themes don't leave me in a happy place.
I struggle with that too and tend to avoid horror as well, especially horror movies as my other half has a tendency to jump at every tense moment, and that scares me more than the movie! So do you tend to gravitate toward stories that are on the lighter side, or the heavier the better?
· I have some fluffy stuff in my favourites pile. I also have a wide collection of PWP (porn without plot) that I enjoyed reading *shifty eyes*… but I must admit that a well-crafted novel with a meaty plot, engaging characters and authentic romance, is my favourite kind of book.
I love dark, brooding characters with a bit of mystery about them. What character type are you most drawn to?
· I actually didn't know how to answer this one so I went back to GR and read through some of my past reviews. It appears that I'm drawn to strong, yet kind heroes who nurture their partner and give them the support they need to fulfil their potential. Sappy I know lol.
Not sappy at all – characters with strength and who bring out the best in others are wonderful! So, what character types/pairings would you like to see more (or less) of?
· I've been writing a series that looks at loving with/despite disabilities. I'd love to see more realistic representations in the characters. Part of the reason I willingly turned away from traditional romance was that I couldn't relate to the women... even when described as 'curvy' there were no physical similarities to me. I've had surgeries, pregnancies, injuries. I wouldn't know what to do with a male six pack if I ever had one to play with. I often skip over the physical descriptions of the characters because I want to picture the guy I saw in the supermarket or the bloke who walks his dog past my house every day. I want to superimpose those people into the books. I don't like being forced into picturing model-perfect heroes. This attitude has flowed over into my own writing. I wrote about a couple (Edward and Adam), and the only description I gave was that Edward was tall and fair-skinned. I found it interesting when people sent me pictures of the characters. They were all convinced I'd described Edward or Adam as the picture portrayed, yet, in reality, it was their imaginations that had filled in the blanks. So, to summarise, I like reading about real people who can live and love happily with all their flaws and faults.
I loved a flawed character, and when someone falls for a character despite (or perhaps because of) those flaws, that's the best! I have also read some beautiful stories about characters who have disabilities and adored them also. So, I'd like to ask how you select your next read. Via recommendation? If not, how do you find out about them?
· I actually used the reading games on Goodreads to find books. I will read a specific author but when I'm looking for fresh material, I use a coin-toss approach. Despite the fact I was a top reviewer on GR, I personally only looked at reviews by a small group of people I knew had similar tastes to me. I shy away from the book-report type of review because I don't want to know the synopsis. I want to know that a book made someone smile, cry, laugh. I look for books that have a visceral reaction in the people who read them.
I love to discover the reader's feelings, reactions and thoughts. Speaking of reviews, do you review all or only some of the stories you read?
· I try to review every story I read. I am an honest reviewer and that has caused issues when I've not liked a book. I try to be constructive in my criticism, but have had some backlash from authors. As I'm now writing I understand the pain of bad reviews but if 80% of your reviews say the same thing, I'd start trying to learn and improve. On the other hand, I write mostly positive reviews and I'm happy to encourage people to read a book I love with a glowing review.
So when you review, you offer feedback regardless of whether or not you enjoyed the story?
· Always. and if I just didn't like it, I'll leave the rating blank and say "I didn't like this book but it was well written …". I don't 'punish' an author for not writing to my taste. Bad reviews and ratings are reserved for poor product.
I'd like your thoughts on ratings. Some might see a 3-star rating as a negative, whereas others don't. What are your thoughts on the ratings system in general, and are there any improvements/changes you'd like to see made in that regard?
· Goodreads has a subjective rating system based on enjoyment. Three stars is, in my opinion, a good rating. It's saying that the book was a 'solid' read and most of the books I read fall into the 3-star category. I reserve 5 stars for the books that are on my favourites shelf. As a writer, I read the 3 star reviews to see how I can improve. I ignore anything below that because I have enough belief in my product to disregard those reviews.
Have other reviews influenced whether or not you decide to buy a story?
· Absolutely. and sometimes I use reverse psychology. If the reviewer is consistently negative, I'll buy the book because it's probably awesome lol.
Interesting! So tell me, has a cover design ever influenced whether or not you decide to buy a story?
· Yup. luckily it was an awesome story!
I love it when I come across a story that not only has a beautiful cover, but one that moves me. Now, let's talk about size, or lack of *winks*. As far as story length is concerned, do you have any limits regarding minimum and maximum word counts?
· Not at all. when I read, I don't care how long the story is as long as I'm engaged and fulfilled by the story. short, well-written stories can be just as good as long, meandering stories.
Do you often try new authors, or stick with those you know?
· Absolutely. As I said, I used GR games to stretch my boundaries and will read new authors to fulfil challenge criteria.
That's great! It's always exciting to discover the next new talent. Now, I'd like to delve into the subject of the dreaded DNF. I sometimes won't continue a story if there are flaws in the plot, or where there are characters I can't relate to. What (if anything) is a deal breaker for you?
· If the book is so poorly edited that it is unpleasant to read, I'll stop reading. I usually keep plugging away at a book unless it makes me 'unhappy' or some other negative emotion. I am able to forgive most things if a book is well-crafted and well-written. I don't expect to love every book I read but I like to give good writing every opportunity to engage me.
Let's talk about sex, shall we? *winks again* Do you think there are situations where sex is used too much in a story?
· Absolutely. But, having said that, I enjoy reading PWP occasionally. As long as there are enough words between the sex to keep the characters alive, I'll enjoy a good piece of smut when I'm in the mood. There are some authors who can't write anything BUT smut and I admire their ability to think of creative and new ways to describe tab A going in slot B. I've never read a story that I can't read because it's too sexed up.
In adult literature, do you feel that sex scenes are something most readers expect?
· If you market your work as erotica, there needs to be erotic content. Romance on the other hand can range from sweet and innocent (fade to black) to almost hard-core porn. I read romance with less expectations than I do with erotica…
Paperback or e-book – what is your preference? And do you see a day where the printed word will become obsolete? (heaven forbid lol)
· I physically can't read paperbacks any more. The text is just too small. having said that, I have over 3,000 paperbacks and 18,000 e-books. I don't think paperbacks will ever disappear completely, but I do think they'll become rarer and coveted… like the re-emergence of vinyl records. They will be a collectable to be treated with reverence rather than a cheap commodity like they are today.
Wow that is some collection! My idea of heaven is having a personal library with wall to ceiling shelves (with one of those sliding ladders) *sigh*. So regarding how to get one's work out there, I'd like to know your thoughts regarding publishing options. Do you feel it matters whether authors are self or traditionally published?
· My only concern with self-published authors is the quality of the product they release. I have read too many poorly edited self-published stories unfortunately. It tarnishes all authors who self-publish and cheapens the reputation of all authors. As long as a product I pay for is well-edited, I don't care if it is self or traditionally published.
Oh, I agree – however an author publishes, a good editor is a must. Now onto the subject of getting to the end of a story. Are you more a fan of a series, or do you prefer to read stand-alones?
· I have some favourite series I read and some stand-alone novels I wish were series lol. if I love a story, I don't care how long that story is. My only gripe will be if someone serialises a novel and I have to wait for the conclusion of a story arc.
Speaking of story arcs, how important is a HEA to you?
· An absolute must!
Though I have read some interesting stories with open-ended or even tragic conclusions, I have to say I enjoy a HEA the most. Now I'd like to hear your thoughts on marketing. When do you feel authors get it right (or wrong) when promoting their work?
· I like to know when a new book is coming out but some authors spam every group and timeline with their promotional material so I end up 'muting' their posts. It is a fine line between promotion and spam. I think the most effective marketing tool is word-of-mouth. write an awesome story and watch the readers pimp your stories for you!
I get a lot of my recommendations from word of mouth, too. Now as far as what you like to read the most, I was going to ask you to name your Top 10 favourite stories, but instead I'm going to switch things up a little. Which stories and/or authors do you love, but feel deserve more recognition?
· Muscling Through by J. L. Merrow is a book I think should be read by more people. I love it to pieces. The simple, black and white, pure love of Al for Larry is refreshing and poignant. When I could read, I'd read this story multiple times a year.
My next favourite book (apart from Clear Water) is 'Force of Law' by Jez Morrow. Now this story by all rights should not be on my favourites list because the editing is awful. But it is such a sweet, sexy tale that I forgive its many sins lol.
I could literally make an endless list of my favourite stories but I think the easiest way to share the books and authors I love is to link you to my favourites shelf on Goodreads: https://www.goodreads.com/review/list/9387064-beck?shelf=favorites
Each and every book on this shelf/list would be, in a normal year, read at least three times by me. These books are always on my kindle, tablet and phone and I revisit them often. This past 7 months, while I've been unable to read, I have thought about these stories and like an addict, struggled to resist the siren-call of the joy I find in their words and characters.
If there was one story you could choose to make into a movie, which one would it be and why?
· I think Amy Lane's 'Clear Water' would make an awesome movie. The snark, the dialogue, the setting and sub-plots would make an epic chick flick. It would become a cult classic like 'Love Actually'.
'Love, Actually' is one awesome flick, and I have to admit, I do love me a snarky character. Well we are at the end of the interview, but before I go, I have just one more question for you. What is the one piece of advice you would give to any aspiring authors out there?
· Listen to your editor. If you disagree with them and get a second one who says the same thing, then chances are they are right. Too many times I see fledgling authors disregard good advice because their ego gets in the way. And in addition, don't write to please your audience. Write the book/story you want to read. This will be more authentic and genuine than story you 'force' to comply with expectations from readers.
What wonderful insights! Thank you so much for dropping by, Beck. To my readers - I hope you enjoyed. Until next time! J
L J Harris


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Car deals 2012
- Ford Falcon 2012
- Ford Focus 2012
- Ford Kuga 2012
- Ford Mondeo 2012
- Holden Commodore 2012
- Hyundai i20 2012
- Hyundai i30 2012
- Hyundai i40 2012
- Hyundai iX35 2012
- Hyundai Santa Fe 2012
- Kia Sorento 2012
- Mitsubishi Outlander 2012
- Subaru Forester 2012
- Subaru Liberty 2012
- Subaru Outback 2012
- Toyota Aurion 2012
- Toyota Camry 2012
- Toyota Corolla 2012
- Toyota RAV4 2012
- Volkswagen Golf 2012
- Volvo S60 2012
- Volvo V60 2012
- Volvo XC60 2012
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Canny motorists are facing a shopping bonanza as car makers start slashing prices to make way for new models. But it's not only outgoing models going cheap - look out for end-of-year sales as well.
Any time a carmaker trumpets a new model, these shoppers are there ready to make a financial killing by buying up the old model. Look for sales at particular times of the year. June is traditionally a strong month for squeezing extra savings out of a dealer though, with a buoyant car market and fierce competition, anytime towards the end of any month can deliver a bonus.
End of year sales are popular. Dealers always want to sell but the months of November and December provide a chance to discount cars built in the current year. Fighting this are car buyers who want a car built in the new year to preserve resale value. Here's some deals but be prepared for more as the calendar year draws to a close.
Deep Purple is no longer a rock band - it's Holden's new colour that is available on a range of cut-price "Z-Series" Commodore sedans, utes and wagons. The new colour is the same as Holden's iconic show car, the Efijy. Different models in the Z-Series line-up get different equipment levels but, as an example, the base Omega automatic is $41,990 but the Z-Series edition costs $39,990.
The bonus is that the Z includes a heap of extras within that price, including leather upholstery, 18-inch wheels, rear camera and sensors, leather steering wheel and chrome door frames. The SV6 ute adds 19-inch alloys, carpet mats and leather seats for $38,490, down $1000 on the plane-Jane SV6.
The discounts on the VE Holden Commodore range precede the launch early next year of the VF Commodore models. Holden is also running out the Barina five-door manual hatch at $16,490, a saving of $500.
You'll have to do some legwork here. The new Corolla is on sale and some dealers still have stocks of the old model. Officially, there's no discount on the outgoing model though some dealers - predominantly NSW and Victoria - have extra stock and have advertised a $18,990 price, $1000 off the list price. Note that the cheapest 2013 Corolla is also $19,990. Toyota WA says customers should discuss pricing direct with their dealer.
It's not only the Corolla that may offer savings. The RAV4 gets updated early next year and though there's no official price, dealers will consider offers. On top of that, Toyota has zero per cent finance on Camry, Camry Hybrid and Aurion until the end of the year.
There's a lot of previous-model stock available from Hyundai and buyers can make big savings if they're not chasing the latest car. These include old-stock i30 hatchbacks with $2000 off the normal price and previous Santa Fe SUVs for up to $3000 off.
But there are also current models. The big one is the $13,990 drive-away price on the i20 three door which saves $2500. A similar discount is on the five-door i20. The i40 wagon is now from $29,990 driveaway, a saving of about $3000, and the sedan model with automatic transmission is also from $29,990, saving about $2500.
Hyundai's popular baby SUV, the ix35, is now from $27,990 driveaway for the Active version, a saving of $1120, while other ix35 variants have been reduced by $500.
The new Outlander SUV arrives November 18 so Mitsubishi is sweeping out current stock. The "Enhancement Pack" model is an LS version with leather seats, heated front seats and an electric-adjust driver's seat. It has Bluetooth, 18-inch alloys with a full-size alloy spare, six airbags for the front-wheel drive version (up from two) and a cabin styling pack with bright trim to the door handles, console panel and rear door trim.
Prices start at $28,990 drive away for the LS front-wheel drive model with five-speed manual transmission. The normal price is $29,340 plus on-road costs so the saving is about $4500. But for buyers who want the new model, register on Mitsubishi's website and there's the chance to win a $1000 Westfield shopping voucher and 15 per cent off accessories for the new Outlander. If that's not tempting, Mitsubishi also has 0.9 per cent finance until the end of this month.
The 2012 run out has just started for Subaru which has chopped up to $5000 off three models. It replaces its Liberty and Outback in early 2013 as a mid-life makeover that includes upgrades to trim specifications. There is an all-new Forester also due about February. So the deals are now on the table.
The Outback 2.5i manual is usually $37,490 plus on-road costs (say, $5000) but is being rolled out the showroom door for $35,990 including all on-road costs. The same axe has lobbed on the Forester X which is now $32,990 drive-away including leather-faced seats, alloy wheels and fog lights.
The normal retail price is $30,990 without the extras and without on-road costs. Subaru is selling the Liberty 2.5i sedan manual for $31,990 drive away with leather seats, electric driver's seat and reverse camera. The car normally sells for $32,990 plus on-road costs.
Kuga Trend $35,490 drive away (normally $38,990 plus on-road costs) and the upmarket Titanium is now $41,490 drive away, previously $44,990 plus all on the road charges. The Kuga is to be replaced with a new model in early 2013.
Focus Ambiente hatch now $19,990 drive away (normally $20,290 plus costs). The Mondeo Zetec hatch is $33,990 with all costs (usually $37,740 plus on-road fees) and Falcon's XR6 Turbo is down from $46,235 plus costs, to $43,490 drive away.
There's a new Sorento SUV so the outgoing model has a $2000 gift voucher attached to its normal retail price.
Is running out stocks of the current Golf VI to make way for the Golf VII due early next year. Volkswagen Australia has set the price of the current Golf 77TSI manual at $20,990 including metallic paint and all drive-away costs. This is a saving of about $5000.
The Golf Wagon 90TSI with DSG auto, metallic paint and all drive-away costs is now $29,990, saving about $3500. Note that for small-car wagon buyers, Volkswagen has not confirmed a wagon version of the new Golf. If you want this shape, this could be your last chance.
The Swede is clearing out its 2012 stock by adding value rather than chopping the price tag. The S60 and V60 entry-level models now come with the upmarket Teknik pack valued at about $4500. But if you specify the Teknik model, Volvo will automatically give you the R-Design pack (valued at $3000) for free.
The same deal applies to the XC60 SUV. There's also a deal on S60 or V60 from the dealer's existing stock. Volvo will include free scheduled servicing for three years or 100,000km.
Pricing Guides
Range and Specs
|$8,995 – 13,950
|2012 Holden Commodore 2012 Berlina Pricing and Specs
|Berlina (LPG)
|$10,340 – 14,190
|2012 Holden Commodore 2012 Berlina (LPG) Pricing and Specs
|$7,999 – 15,990
|2012 Holden Commodore 2012 Equipe Pricing and Specs
|Equipe (LPG)
|$10,990 – 11,500
|2012 Holden Commodore 2012 Equipe (LPG) Pricing and Specs
Lowest price, based on 138 car listings in the last 6 months

subset: commoncrawl


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Are you a futbol fan? If you are, you know that World Cup 2014 started today. If you watched the match in the U.S., you know the match started at 4pm Eastern Time and you know the score was 3-1, Brasil (the host nation). And you know the losing side was Croatia. Regardless of which team you were pulling for, you also know there was a controversial call (that went in Brasil's favor) that impacted the outcome of the match.
And regardless of whether you thought Fred (the Brazilian player) was fouled or flopped (as in faked a foul and flopped to the ground), you know that Neymar converted the penalty kick and Brasil went up 2-1 late in the match. At that point, the wind went out of Croatia's sails and they gave up a third goal near the end of the match to make the final score 3-1.
Philippe was a young boy who moved into our North Carolina neighborhood when I was in 2nd grade. He was from Brasil. He was the first kid I'd ever seen with a soccer ball (a futbol). In fact, he was the first person I'd ever seen with a soccer ball. We kinda became friends at school on the first day of the year but when he came over to my house later that afternoon (he lived only a few houses away), I thought it was weird that my new friend was kicking a basketball.
You see, back in the early '70s, Amazon didn't exist and sporting equipment wasn't always easy to find, especially soccer balls in North Carolina. Philippe's orange soccer ball wasn't an authentic soccer ball. But it wasn't a basketball either. It was the right size and had imprinted hexagons, but the entire ball was a type of rubber (versus stitched leather) and was orange. Why? I'll never know. From a distance, I thought it was a basketball and, for some reason, he was kicking the basketball on his knee!
Philippe was a much better soccer player than the rest of the kids in our neighborhood, but I credit him with introducing me to the sport. Later, when I moved to Guam, Father Tony (at Santa Barbara School) took me under his wing, taught me some basic soccer skills and allowed me to play in some organized matches. During lunch, I'd join the other boys as we took off our white, button-up shirts and played soccer in our blue trousers and dress shoes. At home in the neighborhood, my friends and I played barefoot on a dirt patch with coconuts serving as goals. I loved it.
Years later, while at Clemson, I would walk 150 meters to the soccer stadium to watch the Tigers play at Riggs Field. During this time they won a couple national championships and had a couple players that were on the U.S. Men's National Team. In 1994 my wife (also a futbol fan) and I watched a World Cup match in Tampa (Ireland v. Netherlands). And for many years, we traveled nearly every weekend as our two sons played soccer on various teams that traveled all over the place for tournaments and invitational matches. To this day, I watch matches played in the English Premier League, La Liga, Serie A, and the Bundesliga. Yes, Philippe had a tremendous impact on my sport of choice, futbol. And though I can't recall his face, I'll never forget his orange soccer ball and the tricks he taught me.
So, am I excited that it's World Cup time again? No, I'm thrilled! And I watched today's match and I saw a few controversial calls (and non-calls). And I saw one call impact the outcome of the match. Which, on a side note, is very disappointing. Regardless of which team you're pulling for, it's disappointing and annoying when a call affects the outcome of the match.
But the good news is that there's a lesson here for us. Don't allow another (the referee in this case), to control an outcome that is important to you. Don't put the outcome in another's hands. Many of you, like me, who played sports heard their dad or granddad say, "Never blame the referee. If you want to win, then be so much better than your opponent that a bad call by the referee can't cause you to lose."
Now I know this is easier said than done in practice, but the point is valid. In whatever you're doing, perform at the highest level possible if you want to win. Don't leave the outcome in the hands of someone else. That's always risky. People are human, right? They'll make mistakes. World-class leaders know that in order to minimize this risk, they must significantly outperform their competition and take control of the outcome. They don't leave it in the subjective hands of another.
Yes, I've been in situations (and seen them) where I gave my best but couldn't separate myself from my opponent, the competition. And in a handful of those situations, where the game, match, or deal was close, I've had a call go against me. Some of the calls were fair and some weren't. Life isn't perfect and it doesn't always go smoothly. Sometimes we can't separate ourselves from the pack. But don't leave anything on the table. Go all in. If possible, separate yourself. Put as much distance between you and the pack as possible. By doing so, you've minimized the risk of a bad call or an egregious non-call.
What about you? Do you separate yourself from the competition? Do you blame others for your losses or failures? Do you give it all you have? All the time?
As always, the floor is open to your comments, suggestions, thoughts, and feedback.
Dr. Robert Gerwig is an agent of change and is able to balance the needs of the business and the needs of people. Dr. Gerwig believes and practices the values of performance and delivery of business metrics while simultaneously developing and growing people into leaders. You can contact him at RobertGerwig[at]LeadStrategic.com.
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Wednesday, 15 August 2012
'Aliens vs Predator: Three World War' – Stradley, Leonardi, Pennington (Dark Horse Books)
I'm always up for some Predators and Aliens killing each other, with hapless humans caught in the middle, so when I saw 'Three World War' (the clumsiest sounding title ever?) in the library I was immediately bugging Sue to see if she had any room left on her library card, I've lost mine again…
The Raymond Swanland cover was a pretty big draw as well; it's becoming more and more clear to me that I will read pretty much anything if Swanland has been involved in the cover art.
'Three World War' is basically 'Aliens' with some added Predators to spice things up a bit. It's fun while you're reading it but when you've finished you realise that there actually wasn't an awful lot to it after all…
And here's the blurb,
A centuries-old interstellar conflict threatens humanity's very existence as a long-lost Predator clan stakes its claim for galactic dominance, intent on exterminating its rival clan, the selfsame trophy hunters who have plagued Earth's history and every world they have touched. And if the advanced technology and military precision of this new threat weren't enough, they have an even more terrifying weapon at their disposal -- Aliens, weaponized and under their malefic control. This puts earthmen in the dangerous position of parlaying with the same alien warriors who have relentlessly hunted them, and who better to carry out the negotiations than Machiko Noguchi, the only human known to have spent time alongside the Hunters.
'Three World War' collects the original six issue mini-series and I found, very quickly, that I couldn't put it down. There is an awful lot going on here, at least I thought so at the time…
It's very easy to get all caught up in the action, there's plenty on display, as two factions become wary allies and join forces to take down the third faction. Predators fight Predators, the Aliens fight Predators and Humans while the Humans just seem to shoot at whatever is trying to kill them at any one time. It doesn't let up for a second with smooth transitions from planetary confrontations to warfare in space; there's something for everyone and Leonardi and Pennington illustrate it all to great effect. These guys clearly know what an 'Alien/Predator scrap' should involve and they deliver, no question about it.
Going through the book though, I couldn't help but wonder if Stradley had really missed an opportunity to really flesh things out and give us a plot that's a little more three dimensional. After all, as entertaining as it was there is only so much that you can do with a series of big ol' fights. There doesn't seem to be much underpinning these, just the need for some conflict resolution (the final solution to the conflict was a little too simple for me as well). This is quite annoying, in a way, as you can see moments where things could have been expanded to give the reader something far more engaging. I mean, we have a human character that lived with a Predator clan; what an opportunity to explore precisely what that means. We don't get that though, just a few comments designed almost to throw us off the scent entirely. The Predators are far too alien to understand properly, unless they really lay it on the line, so why bother? That's a real cop out as far as I'm concerned.
A lot of fun then but 'Three World War' ends up feeling strangely hollow, at least it did for me. I wouldn't mind seeing it on the big screen though, could be even more fun…
Seven and a Half out of Ten
3 comments:
- Alan Forsythe said...
Interesting review in that I've always wondered why this franchise was squandered.
The recent Alien and Predator movies have been a huge let down from what, I think, they could have been.
I novel that really went into some of the back story of the Predators would have got my money, this clearly isn't it.
- 15 August 2012 at 19:20
- Liesel K. Hill said...
For me it's one of those things that's an awesome concept and really fun to imagine/think about, but not that much fun to watch in execution. I don't know why, but I think a lot of people feel that way. That said, the movies aren't ever total flops, which means some people must enjoy them! :D
- 15 August 2012 at 21:46
Jacob A.
I really liked the movie myself. Much like Graeme, I found it to be a fun popcorn flick.
Alien and Aliens could be considered classics, but the rest of the Aliens flicks were horrible so AvP didn't ruin anything. Predator and Predator 2 were entertaining but beside the clever premise, were rather schlocky 80's action movies.
- 18 August 2012 at 21:04


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This article attempts to place direction behavior and director function in the organisation and impact on employees and proprietor to accomplish the different marks and following long term programs to finish the work.
1.0 Be able to analysesA managementA behaviour in term of construction and cultureA
The program of any concern is to do best usage of net incomes and make high evaluations. In order to make this there must be division and specialisation of labour agencies that different people come together in order to make a merchandise that has value to the clients. Hence, the behaviour of different people concerned in a concern must be matching with each other. It is usual to separate between three types of function within an organisation, and therefore authorization.
( 1 ) Line
This is based on the similarity with a group. Each director has authorization over his subsidiaries. He is the caput of the section and he cognize how to pull off the company and the direction with proper manner.
( 2 ) Staff
This consist of a group of people who do non hold authorization to command the general staff, but have the right and responsibility to rede directors.
( 3 ) Functional authorization
These transpire when a director or specializer is given authorization to command the
activities of direction staffs in more than one section. They do anything and take any determination for the best of concern.
Companies have a pick between two types of organisational construction. ( 1 ) Line merely, and ( 2 ) line and staff. The line and staff organisation clearly take topographic point when companies recognize the demand for an optional remains. Obviously, since concern is a dynamic procedure, there must be change and invention. A company without staff is nil. However, the apprehensible job between line and staff formation is that there can be quarrel between line directors and staff advisers.
1.1 Analyses the relationship b/wA managementA construction and civilization and its consequence on the concern performanceA
Relationship b/w direction construction and civilization is really profoundly. Every organisational construction easy adopt by the employees. If any employee non accept as true the regulations and ordinance of organisation its consequence the concern public presentation.
So it must be the relation between director and the staying employee is good because without the best direction the company does n't made advancement.
1.2 Formulate the factors whichA influenceA single public presentation in the workplaceA 1
1. Excess fillip and allowances
2. Decision doing power
3. Effective and efficient
4. Right occupation for right individual
5. Handsome wages
6. Timing is fixed
7. Atmosphere
2.0 Be able to analyze the different attacks toA managementA in the work topographic point by measuring theoriesA
Measuring Performance through Motivation and Conflict Management
Organizations and direction have a duty to the company and employees to obtain the right balance for the organisation and public presentation. The right balance will dwell of the appropriate motivational theories and the best struggle direction attack. This piece will supply a brief overview of different motive theories, how the theories can be applied every bit good as conflict direction schemes and attacks.
Motivation Theories and Organizational Behavior
when looking into motive from an organisational behaviour point of view there are some cardinal theories that can be estimated. The Goal Setting theory of Edwin Locke shows that a leader may put a end and have an employee effort to accomplish it for a compensation. This construct is merely feasible if the single believes that he or she is able to accomplish that end. Need theories, Maslow 's Hierarchy of Needs focuses on what character really requires. BF Skinner 's theory of Reinforcement suggests that changeless positive alterations to the external environment of the company are more motivational than a specific wages. While the equity theory of J Stacey Adams offers the apprehension of what one puts into a state of affairs is what one should acquire out.
Different Motivation Theories Organizations Apply to Motivate Employees
" Motivation is the procedure that accounts for an person 's strength, way and continuity, " as stated in Motivation Concepts ( Robbins & A ; Judge, 2009 ) and organisations have an duty to actuate employees to maintain productiveness and creativeness high and stress low. Organizations can accomplish this in several ways.
There are need theories that focus on the demands of person 's individual demands such as Physiological, Safety, Social, Esteem, Self-Actualization ( Maslow 's Hierarchy of Needs ) , Goal Setting theory, Self-Efficacy theory, Reinforcement theory, and Expectancy theory.
Maslow 's Theory dramas…
2.1 Evaluate oneA organisationalA theories and associate it toA managementA in practiceA
Abraham Maslow developed the Hierarchy of Needs theoretical account in 1940-50s USA, and the Hierarchy of Needs theory remains valid today for understanding human motive, direction preparation, and personal development. Indeed, Maslow 's thoughts environing the Hierarchy of Needs refering the duty of employers to supply a workplace environment that encourages and enables employees to carry through their ain alone potency ( self-actualization ) are today more relevant than of all time. Abraham Maslow 's book Motivation and Personality, published in 1954 ( 2nd edition 1970 ) introduced the Hierarchy of Needs, and Maslow extended his thoughts in other work, notably his ulterior book Toward A Psychology Of Being, a important and relevant commentary, which has been revised in recent times by Richard Lowry, who is in his ain right a taking academic in the field of motivational psychological science.
Abraham Maslow was born in New York in 1908 and died in 1970, although assorted publications appear in Maslow 's name in ulterior old ages. Maslow 's PhD in psychological science in 1934 at the University of Wisconsin formed the footing of his motivational research, ab initio analyzing Macaca mulatta monkeys. Maslow subsequently moved to New York 's Brooklyn College.
The Maslow 's Hierarchy of Needs five-stage theoretical account below ( construction and nomenclature – non the precise pyramid plot itself ) is clearly and straight attributable to Maslow ; ulterior versions of the theory with added motivational phases are non so clearly attributable to Maslow. These drawn-out theoretical accounts have alternatively been inferred by others from Maslow 's work. Specifically Maslow refers to the demands Cognitive, Aesthetic and Transcendence ( later shown as distinguishable demands degrees in some readings of his theory ) as extra facets of motive, but non as distinguishable degrees in the Hierarchy of Needs.
Where Maslow 's Hierarchy of Needs is shown with more than five degrees these theoretical accounts have been extended through reading of Maslow 's work by other people. These augmented theoretical accounts and diagrams are shown as the altered seven and eight-stage Hierarchy of Needs pyramid diagrams and theoretical accounts below.
There have been really many readings of Maslow 's Hierarchy of Needs in the signifier of pyramid diagrams. The diagrams on this page are my ain readings and are non offered as Maslow 's original work. Interestingly in Maslow 's book Motivation and Personality, which foremost introduced the Hierarchy of Needs, there is non a pyramid to be seen.
Free Hierarchy of Needs diagrams in pdf and physician formats similar to the image below are available from this page.
2.2A compareA and contrast two attacks toA managementA by different organisations
Since the terminal of the nineteenth century, when mill fabrication became widespread and the size of administrations increased, people have been looking for ways to actuate employees and better productiveness. A demand for direction thoughts originate which lead to classical subscribers such as Frederick Taylor and Henri Fayol bring forthing direction theories such as Taylor ' Scientific Management and Fayol 's Administrative Management. In the late 1920 's and early 1930 's the Hawthorne surveies were conducted where Elton Mayo was the overriding figure and contributed to the Behavioural point of view. This brought about a Human Relations Movement which included Douglas McGregor 's Theory X and Theory Y attack. Similarities and differences can be found between the theories due to the relevant clip period they were implemented, the motivations or end of the theory and how they view administrations. However the usage of eventuality theory can assist contradict the unsimilarities which occur as it allows the relevant elements from
Frederick Taylor vs. Henri Fayol
Frederick Taylor and Henri Fayol are both considered classical subscribers to direction theory. Both were developing and expression their point of views at similar clip period with the purpose of " raising criterion of direction in industry " ( Brodie,1967, p7 ) in a period were really few publications and theories on direction. While both theories were developed with the same act uponing factors such as war, societal battles and industrial revolution ( Urwick. 1951, p7 ) each developed rather different direction theories. Frederick Taylor is considered the Father of Scientific direction and he developed scientific rules of direction, concentrating on the person, instead than the squad and aimed to better efficiency through production-line clip surveies, interrupting each occupation down into its constituents and planing the quickest and best methods of executing each constituent.
3.0Understand relationship b/w two motivational theories
Among assorted behavioural theories long by and large believed and embraced by American concern are those of Frederick Herzberg and Abraham Maslow. Herzberg, a psychologist, proposed a theory about occupation factors that motivate employees. Maslow, a behavioural scientist and coeval of Herzberg 's, developed a theory about the rank and satisfaction of assorted human demands and how people pursue these demands. These theories are widely cited in the concern literature.
In the instruction profession, nevertheless, research workers in the '80s raised inquiries about the pertinence of Maslow 's and Herzberg 's theories to simple and secondary school instructors: Do pedagogues, in fact, fit the profiles of the norm concern employee? That is, do instructors ( 1 ) respond to the same incentives that Herzberg associated with employees in profit-making concerns and ( 2 ) have the same needs forms as those uncovered by Maslow in his surveies of concern employees?
This digest first provides brief lineations of the Herzberg and Maslow theories. It so summarizes a survey by members of the Tennessee Career Ladder Program ( TCLP ) . This survey found grounds that the instructors in the plan do non fit the behaviour of people employed in concern. Specifically, the findings disagree with Herzberg in relation the importance of money as a incentive and, with Maslow in respect to the place of regard in a individual 's hierarchy of demands.
Herzberg 's theory of incentives and hygiene factors
Herzberg ( 1959 ) constructed a planar paradigm of factors impacting people 's attitudes about work. He concluded that such factors as company policy, supervising, interpersonal dealingss, working conditions, and salary are hygiene factors instead than incentives. Harmonizing to the theory, the absence of hygiene factors can make occupation dissatisfaction, but their presence does non actuate or make satisfaction.
In contrast, he determined from the informations that the incentives were elements that enriched a individual 's occupation ; he found five factors in peculiar that were strong clinchers of occupation satisfaction: accomplishment, acknowledgment, the work itself, duty, and promotion. These incentives ( satisfiers ) were associated with long-run positive effects in occupation public presentation while the hygiene factors ( dissatisfiers ) systematically produced merely short-run alterations in occupation attitudes and public presentation, which rapidly fell back to its old degree.
In drumhead, satisfiers describe a individual 's relationship with what she or he does, many related to the undertakings being performed. Dissatisfiers, on the other manus, have to make with a individual 's relationship to the context or environment in which she or he performs the occupation. The satisfiers relate to what a individual does while the dissatisfiers relate to the state of affairs in which the individual does what he or she does.
Maslow 's hierarchy of demands
In 1954, Maslow foremost published Motivation and Personality, which introduced his theory about how people satisfy assorted personal demands in the context of their work. He postulated, based on his observations as a humanistic psychologist, that there is a general form of demands acknowledgment and satisfaction that people follow in by and large the same sequence. He besides theorized that a individual could non acknowledge or prosecute the following higher demand in the hierarchy until her or his presently recognized demand was well or wholly satisfied, a construct called predominance. Maslow 's hierarchy of demands is shown in Table 1. It is frequently illustrated as a pyramid with the endurance demand at the broad-based underside and the self-actualization demand at the narrow top.
Table 1
Maslow 's hierarchy of demands
Type of Need
Thirst, sex, hungriness
Security, stableness, protection
Love and Belongingness
To get away solitariness, love and be loved, and derive a sense of belonging
Self-respect, the regard others
To carry through one 's potencies
Harmonizing to assorted literature on motive, persons frequently have jobs systematically jointing what they want from a occupation. Therefore, employers have ignored what persons say that they want, alternatively stating employees what they want, based on what directors believe most people want under the fortunes. Frequently, these determinations have been based on Maslow 's demands hierarchy, including the factor of predominance. As a individual advances through an organisation, his employer supplies or provides chances to fulfill demands higher on Maslow 's pyramid.
TCLP survey in relation to Herzberg 's theory
Harmonizing to Bellott and Tutor ( 1990 ) , the jobs with Herzberg 's work are that it occurred in 1959 — excessively long ago to be pertinent — and did non cover instructors. They cite earlier research by Tutor ( 1986 ) with Tennessee Career Ladder Program as a agency of get the better ofing both those jobs. TCLP has three degrees, the largest and get downing one of which ( Level I ) has 30,000 members. Bellott and Tutor believe that the information from the survey clearly indicate that the Level I participants were as influenced by motive factors as by hygiene factors ( Table 2 ) , contrary to Herzberg 's place that hygiene factors do non actuate.
Table 2
Distribution of motive and hygiene tendenciesA
among instructors at the variousA
Career Ladder degrees ( from Bellott and Tutor )
Degree I
Level II
Level III
The study asked schoolroom instructors, " To what extent did salary influence your determination to take part in the ( TCLP ) plan? " Teachers responded utilizing a graduated table of from 1 ( small influence on make up one's minding to take part in the plan ) to 7 ( big influence ) . The consequences for the four highest-average points, shown in Table 3, indicate that at all three degrees instructors viewed salary as a strong motivation factor, easy the most of import of 11 of Herzberg 's hygiene factors on the study.
Table 3
The importance of assorted of Herzberg'sA
hygiene factors in instructors ' determinations to participateA
in TCLP ( from Bellott and Tutor )
Degree I
Level II
Level III
Personal life
Possibility for growing
Items ranked lower than those shown were Interpersonal dealingss with equals, with pupils, and with higher-ups ; occupation security ; school policy and disposal ; supervisor ; and working conditions.
On Herzberg 's five motive factors, accomplishment ranked as the most of import 1. However, the overall decision drawn from the research is that wage was the individual most of import influence on the instructors ' determinations to take part in TCLP, irrespective of degree in the organisation. Further, existent wage additions ranged from $ 1000 to 7000 per twelvemonth. The instructors perceived the sum of salary addition to be tied to achievement and the other motive factors.
The survey and Maslow 's theory
Harmonizing to informations from the TCLP study, the instructors at all three experience degrees are less satisfied with their personal accomplishment of regard ( a center degree need harmonizing to Maslow ) than with their accomplishment of self-actualization. These consequences are summarized in Table 4. Therefore, it can be concluded that self-actualization is a prepotent demand for regard. Two grounds seem to account for this. First, self-actualization provides the footing for self-esteem. Second, this self-actualized public presentation is besides the footing for repute, the regard of others.
Table 4
Arithmetical agencies of sensed needA
lack countries by Career Ladder levelsA
( from Bellott and Tutor )
Teacher Level in TCLP
Need Lack
Although Herzberg 's paradigm of hygiene and motivation factors and Maslow 's hierarchy of demands may still hold wide pertinence in the concern universe, at least one facet of each, salary as a hygiene factor ( Herzberg ) and esteem as a lower order demand than self-actualization ( Maslow ) , does non look to keep in the instance of simple and secondary school instructors. These findings may get down to explicate why good instructors are being lost to other, higher paying places and to assist decision makers concentrate more closely on the esteem demands of instructors, separately and jointly.
Forms: Career Ladders ; Elementary Secondary Education ; Industrial Psychology ; *Job Satisfaction ; *Motivation ; *Needs ; *State Programs ; *Teachers
3.1 Write about different motivationalA theories and their application andA performanceA within the workplaceA
Using Relevant Theories And Examples, Explain How Motivation Can Affect Employees ' Commitment And Performance At Work.
The purpose of this essay is to give an in depth account on the consequence that motive can hold on an employees ' committedness and public presentation at work. It will analyze several different motivational theories and their unfavorable judgments. It will besides look at how differing attitudes of an employee affect motive. Finally it will analyze how motive is linked to committedness and public presentation at work.
What is Motivation? Motivation can be described as a drive force within us. It makes people seek and accomplish certain marks in order to fulfill a peculiar demand or outlook. It makes an single behave in a certain manner and makes them do determinations to move in a certain manner and to go on with these actions until they satisfy their demands and outlooks.
Harmonizing to Mitchell there are four peculiar features that support the definition of motive. First of all motive is described as an single phenomenon. This implies that every individual has different features and is unlike any other. This allows them to show their " uniqueness " . Mitchell besides suggests that motive is knowing and is hence under the control of an person. From this statement we can reason that actions that are influenced by motive are in fact a pick of action. Mitchell besides identified that motive can be used to foretell behavior but it is non really behaviour itself. Finally Mitchell described motive as being multifaceted. He argued that the two most of import factors of motive are arousal and way of pick or behavior. In drumhead Mitchell defined motive as " the grade to which an person wants and chooses to prosecute in certain specified behavior " .
Maslow ( 1943 ) believed that it is inbuilt in human nature to ever desire. What we want besides depends on what we already have. Marlow suggested that human demands have a hierarchy. His hierarchy of demands is shown as a series of stairss in the signifier of a pyramid.
Of the many different types of motive theories, I would wish to foreground three that are of peculiar usage:
David Merrill and Roger Reid 's work on the four personal manners
David McClelland 's theory of motive affecting three basic demands: accomplishment, power, and association
Fredrick Herzberg 's work on money as a demotivator at work
There are many more good motive theories – Maslow, Myers-Briggs, etc. – but I 've found these three to be most utile in pull offing groups.
The Power of Intrinsic Motivation
Make you fuss over losing your top employees? Feel confident you 're paying and pull offing them better than anyone else in your industry. View our webinar Employee Retention: High Impact Performance Management for Engaging and Retaining Your Top Performers and acquire in front of the competition.
The starting point for all three different types of motive theories is that they are built on the construct that intrinsic motive is much stronger than extrinsic. This bedrock fundamental is possibly the most powerful construct to use in your work ; see my station on top employee incentives for a more thorough reappraisal of incentive programs.
Briefly, it means that to acquire great consequences, you need people to be per se interested in their work. Your attempts to command, set outlooks, and wages people are all methods of extrinsic motive, which helps explicate why directors are frequently defeated with employee consequences when trusting on those motive tools.
So, to assist you acquire better consequences, here are three methods of intrinsic motive that all build on that intrinsic bedrock.
Employee Motivation Theory 1: Personal Manners
In their theory on actuating different types of people, Merrill and Reid place four personal manners:
Major Drivers
Prefers to
Action Oriented: Focus is on present clip frame, direct action. Minimum concern for cautiousness in relationships. Tends to reject inactivity.
Control, Tell
Intuition Oriented: Focus is on affecting others, future clip frame. Minimum concern for modus operandi. Tends to reject isolation.
Emote, Tell
Relationship Oriented: Focus is on associating, back uping ; present clip frame. Minimum concern for impacting alteration. Tends to reject struggle.
Emote, Ask
Thinking Oriented: Focus is on cautious action, " acquiring it right " , historical clip frame, cautious action. Minimum concern for relationships. Tends to reject being incorrect.
Control, Ask
* Information adapted from their book, Personal Styles & A ; Effective Performance.
Application: To assist people experience connected per se with their work, construction their work so these personal manner demands are met.
More Effective
Less Effective
aˆ? When you want to do a point, ask, as in, " What do you believe of this thought? "
aˆ? Get things done rapidly that are traveling to be effectual, even if they are n't perfected.
aˆ? When you want to do a point, talking them, as in, " Here 's how it is. "
aˆ? Spending clip in contemplation and consideration, in an effort to hone.
aˆ? Make work a party while you 're acquiring material done ; breathe life into work.
aˆ? Make usage of their good intestine inherent aptitudes.
aˆ? Spend 3 hours in a room consecutive making a bit-by-bit checklist.
aˆ? Do n't swear them until they can " turn out it. "
aˆ? Include efficaciously when a group tackles a undertaking, and non merely the " good-humored " coworker ; they 'll experience others ' " hurting " if their input is excluded.
aˆ? Act trustworthy, and swear them.
aˆ? Try to acquire consequences through bullying and application of emphasis.
aˆ? Divide and conquer ; utilize conflict – of thoughts, of emotions – to seek to acquire best consequences
aˆ? Give them infinite to acquire grounded – to acquire it " right " – before they proceed to action.
aˆ? Assign composite jobs where you need absolute assurance in the inside informations.
aˆ? Use struggle to seek to acquire best consequences.
aˆ? Push, push, push, particularly if towards an result that favors your opportunism.
aˆ? Ask them to " flying it " , to wager the company on their " intuition. "
Employee Motivation Theory 2: McClelland 's Theory of Motivation
More Effective
Less Effective
Seek: To stand out ; may avoid both low- and high-risks as a consequence, in order to prosecute meaningful success.
Work entirely or with other high winners
Seek: Either personal or institutional power. Either manner they want to direct others, but the institutional power is in service to the establishment 's success, so those with that focal point tend to do better directors.
Direct others
Seek: Harmonious work relationships, to accept, to be accepted, and to include others. They can be more comfy conforming to group norms.
Work in scenes with important personal interaction
Application: To assist people link per se with their work, construction their work so their major demand is met. The " Power " demand correlates to the " Driver " above ; " Affiliation " to the " Amiable " above.
What 's new here is the " Achievement " demand. It can cut across all the Merrill and Reid personal motive manners. The key here is to environ high winners with other high winners. To be their best, they need to cognize they 're on a squad capable of drawing off a worthwhile, come-at-able mission.
Employee Motivation Theory 3: Money as a De-Motivator
Frederick Herzberg was a clinical psychologist and innovator of " occupation enrichment. " He proposed the Motivation-Hygiene Theory, besides known as the two factor theory of occupation satisfaction. Harmonizing to his theory, people are influenced by two sets of factors:
Incentive Factors
Hygiene Factors
aˆ? Work itself
aˆ? Duty
aˆ? Promotion
aˆ? Growth
aˆ? Accomplishment
aˆ? Recognition
aˆ? Pay and benefits
aˆ? Company policy and disposal
aˆ? Relationships with colleagues
aˆ? Physical environment
aˆ? Supervision
aˆ? Status
aˆ? Job security
aˆ? Salary
Application: To make an environment where people motivate themselves, you must adequately take attention of the hygiene factors. If you do n't, demotivated employees will probably ensue. The key here is that " equal " is adequate ; you do n't necessitate an outstanding physical environment because it wo n't increase employee motive perceptibly. In amount, the " hygiene factors " have a downside if non done good, but non much of an upside possible impact on employees, even if they 're done really good.
Then, let the " incentive factors " to work for you – these are the factors that have the existent top and can do a strong part to your consequences. And note, they are about all methods of intrinsic motive.
The one " extrinsic " point on the list, acknowledgment, can be made intrinsic if it 's in the signifier of encouragement, instead than as a wages. For illustration, in Soul of a New Machine, Tracey Kidder writes that the " wages " for successful hello tech engineers isaˆ¦the opportunity to undertake the following cool undertaking! " Praises on the great consequences. I 'm non at all surprised. Now let 's figure out how you can do that sort of an impact once more, " is more powerful than " Atta boy/girl " in whatever signifier, whether fillip, plaque, employee of the month award, etc.
A Summary of Employee Motivation Theories
Employee motive is simple.
You ca n't actuate people.
You can supply an environment where people motivate themselves.
Use what you know about people 's manners to beef up their single work " environment. "
And along the manner, focal point, focal point, focal point on intrinsic motive factors.
Which means: Construct strong work relationships and expand those relationships so that more is possible.
These different types of motive theories are simple in construct. What makes it difficult is that all of the above mean constructing a healthy, vivacious work environment, and that work is every bit vulnerable as edifice any other effectual relationship in your life.
Hopefully, in these stations on employee motive, we 've given you some guideposts to assist steer the manner.
As ever, we 're funny about your ideas!
Are you paying your best employees plenty to retain them after the economic system picks back up? Get up-to-date and do certain your external salary market informations is specific plenty to the instruction, accomplishments set and experience of employees you want to maintain. Give a PayScale demo a attempt.
Request a demo of PayScale 's compensation solutions
See a free PayScale compensation reportA
See a compensation merchandise tutorial
Read more about employee motive and keeping in this web log station on Employee Retention Tips for Managers.
hypertext transfer protocol: //en.allexperts.com/q/Careers-Business-1481/2008/4/Management-Functions-Behaviour-1.htm
hypertext transfer protocol: //www.oppapers.com/essays/Evaluating-Performance-Through-Motivation-And-Conflict/339159
hypertext transfer protocol: //www.businessballs.com/maslow.htm
hypertext transfer protocol: //pareonline.net/getvn.asp? v=5 & A ; n=11
hypertext transfer protocol: //blogs.payscale.com/compensation/2009/07/different-types-of-motivation-theories.html


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What is Hibernate and How to Hibernate Your PC
Hibernation is a state of inactivity and metabolic depression in animals, characterized by lower body temperature, slower breathing, and lower metabolic rate. Hibernating animals conserve energy, especially during winter when food is short, tapping energy reserves, body fat, at a slow rate. What the ...Read More


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Though it's not technically summer yet, the weather here for the past few days says otherwise. Yesterday and the day before reached 90 degrees! I'm lucky enough to steal a few moments during the day to appreciate the little things in life, like stopping at Sandy Beach in Cohasset to take a few pictures. When life gets crazy over the next few months, I'll look at the pictures and they will, for sure, make me smile. Enjoy!
Thursday, May 27, 2010
Wednesday, May 5, 2010
Teaching Kids to Give Back
During April vacation, I asked my niece, Meg, if she wanted to do some volunteer work with me. Her answer was a resounding "yes!" We made a plan to go to Cradles to Crayons in Quincy and volunteer for a couple of hours together. On our way there, we stopped at the local food pantry and dropped off a donation. When she was talking to her mom when we were finished, I was happy to hear her say, "it was so much fun. I can't wait to do it again.". Sometimes teenagers can surprise you, I guess.
Labels: Giving back
Snack Time
I have the pleasure of babysitting my sister's three children three days a week. When they get home from school, they are usually starving. I'm not sure why this is, but it is. I like to put out a healthy snack when they get home. It's my way of trying to keep them away from the snack cabinet. I find that I, too, enjoy a healthy snack in the afternoon.
When I give them veggies, I serve it with ranch dip. They love it!
As a special treat I sometimes make them an english muffin with Nutella and a banana slice.
Another favorite is crackers, cheese and pepperoni. I recently made them "ants on a log" for the first time and my 4 year old nephew gobbled it up.
So, next time you get the "hungry horrors" try some of of the yummy snacks. Enjoy!
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Exploring Hydrocarbon Depletion
sparky wrote:.
I've got no problem with political advocacy ,
what Irk me the most is sloppy , uniformed articles written by a hack who didn't spend ten minutes googling the facts first
that's not journalism , that advertisement
For some time, certain critics have been suggesting that the mainstream press gives a little too much credence to dubious conspiracy theories about Russia, theories which many Democrats have embraced out of their desire to undermine Donald Trump. Liberal commentators like Rachel Maddow and Keith Olbermann are beginning to sound a bit like Glenn Beck during the peak of the chalkboard-years. Any claim about nefarious doings by Vladimir Putin—for instance, that Russia hacked Vermont's electric grid, or that the Naked Capitalism blog is Russian state propaganda—is spread widely by pundits without particular regard for the actual substantiating evidence.
Of course, one may disagree with this. One may believe that the media's treatment of the Russia-Trump nexus has been sober and reasonable. But a new data point suggests otherwise: the New York Times recently published a piece on Russian hacking by Louise Mensch. And a world where the Paper of Record publishes Mensch is not a world with a sane public conversation about Russia.
Liberal New York Times Subscribers Canceling in Droves over Anti-Global Warming Column
After becoming the darling of the left with his long list of stark, never-Trump columns, writer Bret Stephens has become a sudden pariah among his newfound fans by writing a column that mildly questioned the validity of global warming. And now, after months of celebrating him as a "sensible" Republican, New York Times readers are canceling their subscriptions in droves over his "climate denying" article.
Because of the unhinged attack, Stephens noted that he is being reminded of just how filled with hate an intolerance the left really is.
Indeed, global warming fans have launched #ShowYourCancellation, a Twitter hashtag campaign to urge New York Times subscribers to dump the paper.
Stephens, an establishment Republican and a former Wall Street Journal writer, was hired by the New York Times after spending the past many months uncorking a wave of anti-Trump columns. But with his debut column for the "paper of record," Stephens chided climate change believers for being so certain of their belief despite the lack of full scientific support for their religious-like global warming tenets.
In his column, Stephens said that "claiming total certainty about the science" of climate change and not taking the facts from both sides "traduces the spirit of science and creates openings for doubt whenever a climate claim proves wrong."
But after the mild column debuted, a wave of hate rolled over both Stephens and the Times because the columnist dared to question climate change.
Liberals have called for the Times to fire Stephens over the "climate denying" column with a petition at Change.org that has already gained nearly 30,000 signers.
The petition charges that the paper itself has now somehow joined the ranks of "deniers":
The hire of Mr. Stephens compromises The New York Times especially because the fossil fuel industry and its media echo chamber are spreading the lie that science continues to debate whether climate change is real, whether humans are causing it, and whether it has adverse impacts on America and the globe. The New York Times has now entered that echo chamber. The Times now legitimates the lie that human-caused climate change is a political opinion to be debated, when in reality human-caused climate change is a truth already discovered by scientific inquiry.
Along with the petition, a wave of tweets has inundated the paper with calls for the columnist to be fired in one hate-filled tweet after another.
One Twitter user told Stephens to "Go eat dog d***s," while another claimed that Stephens is trending on Twitter because, he said, "You suck."
Even other purported journalists are tweeting attacks on the Times and Stephens.
Liberal columnist Monica Potts, who writes for such outlets as Vogue, The Daily Beast, and the New York Times, called Stephens' column "irresponsible":
NYT Opinion
When it comes to climate change the threat is clear. Well, not entirely, says @BretStephensNYT. http://nyti.ms/2oGaVEi pic.twitter.com/y4HHSztZjq
@nytopinion @BretStephensNYT This is so irresponsible. For many readers, anything that comes out of the times has its authority. They don't know you hired an idiot.
4:26 PM - 28 Apr 2017
ralfy wrote:From 2012:
"These 6 Corporations Control 90% Of The Media In America"
http://www.businessinsider.com/these-6- ... ica-2012-6
Similar takes place for food production, etc.
sparky wrote:Reading the above contributions make my head spin ,
there is nothing like the future to test past opinions
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Who is Clara Pickle? And why has Betty Dean's grandmother left her a large sum of money? British novelist Jewell (After the Party, 2011, etc.) delivers the answers in a drawn-out tale of parallel destinies set in London's Soho.
Moving to the island of Guernsey at age 10, Betty Dean meets Arlette Lafolley, her stylish stepgrandmother whom, a decade later, Betty will nurse through the closing chapters of her life. After Arlette dies, Betty learns the older woman has left her a little money, her wonderful vintage clothes and a mystery. The will names a stranger, Clara Pickle, last known at a Soho address, as the recipient of a much larger amount of cash; Betty decides to move to London, find Clara and start her own life. With Betty efficiently established in her new London home, Jewell then sets up the parallel story: Arlette's arrival in the same city in 1919. Arlette's friendships with a portrait painter and a black jazz musician become the subject of Betty's search, narrated in alternating chapters. Betty makes new friends herself, including an attractive DJ/market stall holder and a famous rock musician. Both women are on voyages of discovery, both make mistakes, but whereas Arlette's destiny goes distinctly haywire, Betty not only solves the mystery, but gets her guy as well.
A capable romance with fashionable period angles, yet the general impression is perfunctory.


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Irvine is Oscar's niece, a baby Grouch. She stayed in Oscar's trash can while he was away, in episode 2606 of Sesame Street. She has also made many other appearances on the show, up through Season 30. She has a tendency to scream and cry very often. Her parents are not seen in the series.
In Episode 2402, Maria watches Irvine while she's taking her nap for Oscar, who has to go the Grouch supermarket. Unfortunately for Maria, the Count wakes Irvine up with his counting, and Maria can't get Irvine back to sleep. Biff and Sully (mainly Biff) read her the story of Cinderella, but that doesn't work either. The Two-Headed Monster plays her a violin lullaby, but that doesn't work and they start crying too. When Oscar returns, he tells Maria that there's only one way to get a Grouch baby to go back to sleep. He starts an argument with Grundgetta, which immediately put Irvine back to sleep. Oscar says Grouch babies love to fall asleep to the sound of a good loud argument. They continue arguing whie an exasperated Maria announces the sponsors.
In a 1998 episode, Irvine insists that she be allowed to take a bath, much to the concern of Oscar. After allowing Irvine to take a bath, Oscar remarks, "She may be clean, but she's still ugly."


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Did you miss me minions? I was busy gathering intel to bring to you. The summer is definitely a time to take a break from the sun and sit in a relaxing theater basking in the smell of buttery popcorn and staining your teeth with blue slushie. (Blue is a flavor okay!) The number of movies I've seen this summer so far is too many to count, but here are just a few I've decided topped the rest.
Transformers: Age of Extinction brought back a few of your favorites and definitely some new faces. With new leads, it definitely makes the story fresh though I wished we could have found out what happened to Sam after the last movie. Honestly, I think I preferred the first three movies to this one. Yes, the fire-breathing t-rex transformer was kickass, but they needed more of him to make me want to go see it again in theaters. It was still pretty good, but there was just too much new stuff for me. I preferred seeing old faces mixed in with old faces not a whole brand new cast. Oh well! I saw it and loved it and I may have fan-girled a bit. (The preview of Mockingjay Part One beforehand was detrimental to my health) So yes, you should see this if you're a die-hard fan of the series. If not, I would probably just wait until it comes out because you're not really missing much.
Oh superhero movies. There have already been sooo many this year and it's only half over. I've been to see them all, and I have to say they were all amazing. The Amazing Spider-Man 2 left me with my jaw dropped by the end and almost in tears. X-men: DOFP (Days of Future Past for those goonies out there that don't know abbreviations) left me gripping my seat wondering what was going to happen next. It was like every one of them was trying to top the next. I just can't pick which of them I loved more. If you got a chance to see any of them in theaters, I hope you enjoyed them. If you didn't get a chance, you should be clicking on Amazon and pre-ordering because wow. Even if X-men did leave me with some questions, I still really enjoyed it the most because I felt more connected with it having always enjoy X-men since I was a wee lass watching cartoons on Saturday morning. Either way, DON'T FORGET TO STAY AFTER THE CREDITS!
Finally, I decided to end this blog on a family oriented movie. Now, How To Train Your Dragon came out some time ago, and I fell in love with because how could you not when Toothless tugged at your heartstrings every time you watched it. When I heard that they were coming out with a second, well, I may have freaked a little and flailed my arms. I felt like a little kid when I sat in the chair staring up at the screen. Since seeing the movie, I've come to two conclusions. One: The people that made the movie were fans of cats because the dragons all act very cat-like. (I know from experience as I have one that I've nicknamed Toothless) Two: Dragons would make awesome pets. Plus, you learn life lessons about accepting responsibility and still being able to be who you are. It's all great. The animation was amazing and all the dragons were simply stunning. All in all, it is a must see. Just a warning though…you might die from the cuteness.
That's all I've got this month my minions. I'll return next month where I will be discussing Guardians of the Galaxy (TALKING RACCOON) and Teenage Mutant Ninja Turtles. It'll be lots of fun so tell your friends! Until then, I will be trying to phase through a wall Shadowcat style.


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The friendly staff at Vicksburg Women's Care welcomes your call and looks forward to serving you. If you have any questions about our OB/GYN services, please call our office at (601) 883-2900. To schedule an appointment, you can call us or use our secure online appointment request form.
Phone: (601) 883-2900
Fax: (601) 883-0561
Vicksburg Address:
100 Maxwell Drive
Vicksburg, MS 39180
Jackson Address:
1200 N State Street
Suite 430
Jackson, MS 39202
Yazoo Address:
823 Grand Ave.
Yazoo City, MS 39194
We are closed for lunch daily (M-Th) from 12 pm to 1:30 pm.
In the event of a life-threatening medical emergency, call emergency medical services at 911 immediately. DO NOT WAIT! Inform the emergency room staff that you are a patient of Dr. Austin, and he will contact us.
If you have an urgent medical need and need to talk to our doctor after our regular hours, please call our office at (601) 883-2900. A doctor is on-call 24 hours a day. Your call will be returned promptly.
At Vicksburg Women's Care, we accept Medicare and most major insurance plans. Please contact your insurance company or you may call our office at (601) 883-2900 to find out if we accept your insurance plan.
If your insurance plan requires you to pay a co-payment, co-insurance, and/or a deductible, you will need to pay at the time of your visit. For your convenience we accept cash, checks, Visa, MasterCard, and Care Credit®.
If you have a question related to your bill or insurance, please contact our billing specialists at (601) 883-2900.
If one of our doctors suggests a specialist evaluation or diagnostic testing that requires a referral, we will make every effort to provide this for you as soon as possible. Some referrals require insurance preauthorization and cannot be processed immediately. Insurance guidelines prohibit us from backdating referrals. We require three business days for the processing of routine referrals.
Doctors at Vicksburg Women's Care have hospital or surgery center affiliations with:
Prescriptions and refills for established patients of Vicksburg Women's Care are routinely issued during our regular office hours (see above). You can make your request by calling our office at (601) 883-2900.
No refills are issued during the evenings, weekends, or holidays, as the doctors do not have access to your medical records during those times. It is helpful to anticipate your refill needs to avoid an interruption in your medication therapy.
Experience our private, comfortable environment for yourself and get to know our doctors better.
Schedule your 15-minute consultation with Dr. Austin and Mrs. Brock, NP today.
Browse our online library for common gynecology and pregnancy-related conditions we treat.
Newborn Screening


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Duo seraphim clamabant (Marco Antonio Ingegneri)
Music files
|File details
- Editor: Christopher Shaw (submitted 2012-08-27). Score information: A4, 6 pages, 100 kB Copyright: Personal
- Edition notes: This edition is offered at original pitch for SSSAATTB or transposed down a fourth for AAATTTBB. Please click on the link for preview/playback/PDF download.
General Information
Title: Duo seraphim clamabant
Composer: Marco Antonio Ingegneri
Number of voices: 8vv Voicings: SSSAATTB and AAATTTBB
Genre: Sacred, Motet
Language: Latin
Instruments: a cappella
Published: 1613
Lyrics: Anon
Description: This setting is from Promptuarii musici (vol. 3), 1613.
External websites:
Original text and translations
Original text and translations may be found at Duo seraphim.


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MB Plate for MegaBACE 1000
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Non-Sterile 96-Well polypropylene MB plate for use with the MegaBACE 1000 DNA Analysis System. The rigid design minimizes warp and the raised tube rims minimize the risk of well-to-well contamination. Plates are certified RNAse, DNAse, PCR Inhibitor, Human DNA and Pyrogen free.


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This week on The Farm Report, host Erin Fairbanks is joined in the studio by Anastasia Cole Plakias, co-founder and Vice President of Brooklyn Grange Rooftop Farm. As a managing partner of Brooklyn Grange, she has run the business' sales department, created its events program, and manages the farm's communications and external affairs. Anastasia also channels her love of food into weekly CSA newsletters, chock full of fun vegetable trivia and cooking tips, which were spun off to the Heritage Radio Network series, Anastasia's Fridge.
Her new book is titled The Farm on the Roof: What Brooklyn Grange Taught Us About Entrepreneurship, Community, and Growing a Sustainable Business.
"I really believe that, in 2016, any good farmer is also a good teacher." [26:55] – Anastasia Cole Plakias