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Mentoring as a way to transfer learning, and accelerate empowerment
- Written by Gary Watkins
- Published in articles551-600
Mentoring as a way to transfer learning, and accelerate empowerment
By: Marius Meyer and Jabulani Mabaso
Marius Meyer and Jabulani Mabaso facilitate mentoring programmes for the Institute of Organisation Development and Transformation of Technikon SA. They can be contacted on: email@example.com and email@example.com.
1. Introduction
Numerous studies have concluded that mentoring relationships are a significant factor in succession planning, career development, skill development, as well as adding value to the implementation of equity plans.
South African companies are slowly, but surely becoming more committed to people development. Mentoring relationships are increasingly seen as a practical way to carry out this commitment.
Examining the definition of what is mentoring, best shows the strength of this development process.
Mentoring is best described in the following way:
# Mentoring is a process of forming a relationship between a more experienced, seasoned and wiser person (mentor) who helps a less experienced person (mentee or protégé who is not the mentor's direct report) develop in some specified capacity.
# Mentoring is both value and career-oriented. Value-oriented in that a mentee's character and values are developed, and career-oriented because the mentee is taught the skills and given information that is relevant to his/her career.
In the remainder of this article we clarify the notion of mentoring, and encourage its use in organisations. We identify the barriers to mentoring, clarify the roles of both mentors and mentees, and suggest an implementation process for a mentoring programme.
2. Mentoring in the context of employment equity and skills development
Mentoring is particularly useful within the context of the Employment Equity and Skills Development legislation. Due to the inequality of the South African managerial profile, the reality is that the majority of managers are white and the majority of employees are black. In order to change this profile, transfer of skills are essential and this is exactly where mentoring can play an important role. In fact, without effective mentoring most companies will struggle to achieve their employment equity targets.
The value of mentoring lies in the fact that mentoring is the quickest way to transfer skills and thereby accelerating empowerment in the workplace. No amount of formal training and informal courses can achieve what mentoring can do. With mentoring a member of a designated group targeted for a higher-level position can work with a mentor to acquire the skills needed to function at a more senior level.
A mentor's role is twofold: firstly, to provide career development opportunities such as coaching, providing challenging assignments, sponsoring advancement, and fostering the protégé's visibility; secondly they provide psychosocial support such as counselling, support and role modelling. Without a mentor, an individual will learn less, more slowly or not at all.
Mentoring is, however, not an all-or-nothing relationship, and neither is it static in nature. Some or all of the roles may be provided, and they change since the purpose of the relationship is to enable the mentee to acquire new knowledge, skills and standards of competence.
Mentoring also helps the organisation to achieve a broad spectrum of goals, from sharing business information to developing a line of succession to replacing top management. Such purpose should be aligned to the strategic equity and skill development goals of the organisation. The purpose of the programme could be aimed at removing barriers to development and advancement. This in turn will lead to more equitable people development practices, assists with career progression, leadership development, and fast tracking of high flyers (candidates who genuinely have the psychological capacity to progress very fast given a guided challenge is available to tackle).
3. Roles and functions of mentors
A mentor performs certain functions and roles as part of the mentoring process. A professional approach to these roles are very important, as the success of a mentoring programme often depends on whether the mentor applies these roles correctly.
# Ally
Mentors should appraise behaviours of mentees and give the latter a chance to review their strengths and weaknesses by providing feedback and personal impressions that can be categorised as favourable or unfavourable behaviour. This is especially important for employment equity because doors must be opened for members of designated groups. Mentors should become sounding boards. They should provide a risk-free environment for the mentee to let out frustrations, share difficulties. They should be frank, honest and candid.
# Catalyst
They should inspire the mentee to take action by saying, doing, or demonstrating something that can ignite the mentee's initiative. They should motivate and stimulate the mentee to discuss impressions, ideas, visions and creative concepts that are inside or outside of their work context.
# Networker
Mentors should connect the mentee with people in the organisation who can enhance learning and provide valuable information. Sometimes the mentor will realise that the mentee needs support and guidance from someone else – it may be a person in a different department or section or even another branch of the company. By learning from other people, the mentee not only acquires the knowledge and skills needed, he or she also gets the opportunity to learn about other areas of the organisation that will benefit him or her in the future.
A network or support structure is thus created by making the mentee visible by including him/her in important discussions and by introducing him/her to important people in the organisation who can also contribute to the professional development of the mentee.
# Advocate
Mentors should create opportunities for specific learning experiences by championing the ideas and interests of the mentee so that the latter gains visibility and exposure. It may happen that certain staff members give problems to the mentee, or treat him or her badly. Remember, the old guard does not always support candidates for fast tracking, so resistance may be encountered. It may then be necessary for the mentor to act as an advocate to defend the mentee in certain situations. A mentor should therefore act as a protector, shielding the mentee from unwarranted criticism and protect him or her against hostile individuals within the organisation.
# Advisor
As an advisor the mentor communicates the informal and formal realities of progression in the organisation, recommends appropriate strategies for career direction and advancement, reviews the mentee's development plan on a regular basis and helps the mentee to identify obstacles to career progression and to take appropriate action
# Information source
A mentee often views the mentor as a source of information. This is an important role of the mentor, although the mentor should not always give all the information to mentees. Sometimes the learning experience will be more valuable when the mentee learns to find information on his/her own.
# Listener
A good mentor is always a good listener. Sound listening skills are therefore crucial for mentors. Mentors have to listen to the mentees to find out how the mentee experiences the programme and to obtain feedback on the progress made. The mentor must also listen to the problems and concerns of mentees.
# Emotional supporter
Any relationship involves emotions. The mentoring relationship is no different. The role of the mentor is to maintain mutual feeling of respect, admiration, trust, appreciation and gratitude, to share personal values and other aspects of the relationship, and they should encourage and support mentees during difficult or stressful times.
# Professional and personal developer
The aim of a mentoring programme is the personal and professional development of a person to meet the needs of both the mentee and the mentor. As part of professional development the mentor points out the mentee's strengths, abilities, talents, and promote his/her feeling of competence and self-esteem, encourages and coaches the mentee and collaborate with mentees on workplace projects for professional development.
# Role model
Mentors must realise the important role they have as role models for mentees. The latter will be more observant of the mentor's behaviour than other staff members. There is therefore pressure on the mentor to act as a role model. The important lesson is to model what you expect.
How can the mentor best serve as a positive role model? By starting from within, and reflecting on one's own experience with employees and then demonstrating to the mentees the cherished values and expected actions. Values such as respect are demonstrated through respectful behaviour with others. Co-operation is shown through acts of compromise and resolution. Responsibility is shown through timely completion of personal and professional commitments.
# Coach
A mentor is also a coach. As a coach the mentor helps to clarify performance goals and development needs, teaches managerial and technical skills, suggests specific behaviour in which the mentee needs improvement. The mentor also clarifies and communicates organisational goals and objectives
4. Roles of the mentee
Many employment equity programmes fail when there is undue emphasis on the mentor, while the responsibilities and roles of the mentees are neglected. Mentoring is not about entitlement; it is about real workplace empowerment and skills development. The following roles of mentees are therefore of paramount importance to the success of a mentoring programme:
# Learner
The mentee needs to be willing to learn from the mentor or role model. He or she must be an active learner and believe in the concept of lifelong learning. Mentees should realise that the success of the programme will to a large extent depend on the quality of their learning.
# Self-developer
Mentees need to be creative in suggesting other development areas to the manager or mentor. Here it is important to focus on the responsibility of the mentee for self-development. Whilst the mentor plays a developmental role in his or her relationship with the mentee, the latter is also responsible for his or own self-development.
# Communicator
The mentee must be a proactive and competent communicator. Mentees must be able to say what they think to communicate their ideas, problems and concerns with the mentor. Well-developed communication skills are therefore of utmost importance for mentees. In addition, mentees should use the knowledge and skills of the mentor to improve their communication skills.
# Listener
Listening skills are very important for mentees. They must listen very well to the mentors in order to implement the action plans decided upon with the mentor. It is often a good idea to make notes of key issues mentioned by the mentor to enhance the listening process.
# Implementer
Mentees are implementers. This means that the relationship between the mentor and mentee is not merely based on interaction and communication. The real yardstick for the success of the mentoring programme is whether the mentee is implementing the action plans decided with the mentor. Implementation refers to specific action plans and activities that have taken place.
5. Barriers to mentoring
In most organisations the implementation of mentoring is, much like employment equity and skills development, not a natural process. Barriers within the business such as the current systems, methods and processes may impede the implementation of professional mentoring practices and principles.
Few mentors will deny the fact that they have to manage change in order to be an effective mentor. However, very few managers in South Africa have the necessary knowledge and skills to implement change effectively. It is, therefore, not surprising that many employment equity programmes fail. It does not matter how potentially successful a new product, process, system or procedure is, if the overall management of the change intervention is not effectively managed, the desired results of the mentoring programme will not be achieved.
From the above it is evident that managerial incompetence is often the main reason why mentoring interventions fail. In fact, if one compiles a list of the reasons for mentoring programme failures, it is abundantly clear that the majority of these issues relate to ineffective management. The reasons why mentoring fails are as follows.
# A lack of commitment towards mentoring
Mentoring fails when there is a lack of management vision and commitment towards mentoring, which is usually characterised by ineffective leadership or lip service to mentoring. These organisations claim that "our people are our greatest asset" but they do not commit the necessary resources to make mentoring work.
Sometimes management expects mentors to implement mentoring practices, but they do not provide the necessary resources for them to do so. How many companies claim that they do not get enough qualified employees from designated groups? Perhaps a more pertinent question is to ask them what they have done to develop their own staff.
A second scenario is when management is committed to mentoring, but the mentors themselves are not committed. This happens when the mentors do not have the objectives of the mentoring programme at heart, or when they become involved in the mentoring process for their own personal objectives, such as paying lip service to diversity and transformation in order to protect their jobs.
A third problem presents itself when the mentees themselves do not show commitment towards the mentoring programme. This happens when there is a lack of employee buy-in the mentoring programme due to a low level of trust in mentors and the management of the organisation.
Some mentees may view mentoring as a right, while they fail to see their responsibility to make mentoring work. They typically expect it from the mentor to do almost everything for them, and when they do not perform they will blame the mentor or the organisation for their under-performance.
# A lack of planning of the mentoring process
An organisation often have very good intentions with their mentoring programmes, but due to a lack of planning the process is not implemented very effectively.
Sometimes there is unclear responsibility when managers and employees are not sure of their particular responsibilities in implementing mentoring. There is also a lack of understanding of the scope, content, and process of the mentoring intervention. This can result in implementing the mentoring system too slowly, or too quickly while new systems are not yet in place. The result of this is an ineffective system with many errors and shortcomings.
# A lack of employee involvement and consultation
When potential mentees are not actively involved in planning and implementing mentoring, the programme will also fail, especially when management unilaterally drives the programme. Yes, it may indeed by necessary for the employment equity committee to drive the programme, but if the people who implement the mentoring system are not involved in the refinement and improvement of the programme, it will not work.
# Ineffective communication
Communication is the most important skill to establish and maintain a mentoring relationship. Moreover, communication is essential in making a mentoring system work. A well-developed mentoring strategy will require communication throughout the whole organisation. A lack of communication, information sharing and feedback about the mentoring strategy is the main reason why mentoring programmes fail.
# Poor consultant relationships
The improper selection of consultants or an over-reliance on consultants makes it difficult to implement mentoring programmes effectively. While consultants often facilitate effective mentoring programmes, the real implementation will be done by the members of the organisation themselves. Consultants often omit to customise mentoring programmes to the needs of clients. In addition, they fail to appreciate the organisation culture and unique environment of their clients. They tend to present a standardised programme without providing any support or follow-up interventions to assist the organisation with the implementation process
# Insufficient training
A lack of training, or insufficient training and other support structures retards the implementation of mentoring interventions. To train mentors alone is not enough. All people responsible for mentoring, e.g., mentoring co-ordinators, human resource managers, the mentors themselves, and indeed the mentees must be trained to make the mentoring process work effectively.
# Resistance to change
Some major companies in South Africa are implementing mentoring programmes as part of their employment equity and affirmative action plans. For this reason, people who feel threatened by employment equity tend to resist mentoring programmes. Mentoring also requires a change in the style of management to a more open, supportive, flexible and approachable leadership style.
Many managers are not used to an open style of management, and will therefore resist an empowerment programme such as mentoring. These managers feel that they are giving away too much power if they have to implement mentoring. They tend to keep their knowledge to themselves. In addition, many white (male) managers feel that if they act as mentors for black mentees, these mentees will "take over their jobs".
# A lack of monitoring
Another problem is a lack of monitoring, evaluation and alignment of the mentoring strategy during all phases of the change intervention. Continuous evaluation is needed to see if the mentoring relationships are managed effectively.
Assessment should be continuous and must cover areas such as the quality of the mentoring programme and the performance of the mentors as well as the mentees. In both the Skills Development Act and Employment Equity Act the issue of monitoring has been clearly identified.
# Diversity related problems
Women and black people normally find fewer individuals like themselves in the upper ranks of the organisation. In intercultural and relationships there may also be inadvertent stereotyping on the part of the mentee or mentor. There may be assumptions that the one is "too different" from the other to develop a relationship.
In cross-gender relationships there are also stereotypical roles that are assumed and may cause the parties to relate to each other from traditional and cultural perspectives. For example, if a male mentee has a problem with the mentor simply because the mentor is female.
These stereotypes greatly reduce the effectiveness of the mentoring relationship and undermine the confidence of the mentee. In cross-gender relationships the role-modelling function may prove unsatisfactory because men and women have different professional styles. Men may find it difficult to empathise or identify with the challenges that are unique to women or those experiences that men have never faced.
Another important issue is cross-racial mentoring relationships. The alienation of black people from participation in mainstream society and its institutions has created certain stereotypes that present serious challenges for interracial mentoring relationships. There may be assumptions that result from negative stereotyping which causes beliefs such as that black people are not able to interact effectively with people at the upper echelons of the organisation.
A white manager or mentor might assume therefore that the cultural gap is insurmountable by citing certain difference with potential black mentees such as speech, mannerism, and style of dress. Other obstacles will include the tendency of both black and white people to rarely socialise outside the workplace.
These problems will make role modelling more difficult on the part of the mentor. The black mentee might also be "accused" by his/her fellow black colleagues of becoming "white" if they model the behaviour of their white mentor. Employment equity and diversity is therefore an important reality to consider as part of mentoring programmes.
# Poor selection of mentors
Many companies select the wrong mentors based on the misconception that the most experienced staff member will be the best mentor. A technical expert in his field may be the best specialist in the country in his area, but that does not mean that he/she will be a good mentor.
A mentor is someone with exceptional people and relationship skills, as well as a good insight into the organisation's strategy, culture, products/services and markets. They are typically strong supporters of employment equity and skills development. Mentoring programmes also fail when certain people are selected as mentors and "forced" to play their mentoring roles. Mentors who volunteer their services are always better mentors because their commitment to the process is much higher.
# Fragmented mentoring programmes
A fragmented mentoring programme is one that is not integrated with other human resource development programmes in the organisation. The programme is a separate programme that was initiated by a particular manager who could see the benefits of mentoring. These managers struggle to get the programme implemented at all levels, and the programme is seen as a "nice to have" programme. There is very little record keeping about the programme. There is no integration of the mentoring programme with career management, succession planning, training and development, accelerated development and fast tracking, employment equity, skills development, leadership development, etc.
6. Successful mentoring programmes
Reviewing the above problems relating to mentoring programmes, it is evident that mentoring is not something that happens automatically. This is especially true in organisations where the business culture does not support employment equity and empowerment, as mentoring is in essence an empowerment intervention. The core characteristics of successful mentoring programmes are as follows:
# Obtain commitment based on sound business principles
Clearly identify the need for the mentoring programme, in other words what need is there for mentoring. Base the programme on solid business reasons, e.g. to speed up development of future leaders, or to share organisational knowledge. The benefits of the programme should therefore be highlighted. Part of this process is to get buy-in from senior management. Their support is necessary, not only because funding comes from there but also that you demonstrate to all employees that management stands behind the programme and takes an interest in the career development of its people. Obtain visible support and involvement from top management.
Furthermore, it is imperative to keep line managers in the loop. It is advisable to develop a triangular relationship if the mentor is not the immediate manager. Managers should be confident that the programme would not undermine their ability to oversee their staff. The key here is communicating, sharing responsibility and recognising benefits for all three parties. Therefore it will be advisable to make sure that the mentee shares his/her career development plans with his/her manager before the initial meeting with the mentor. Sometimes you can let the mentee invite the manager to some scheduled meetings with the mentor.
# Correct identification of mentors
Determine who will participate as mentors. Managers should be strongly encouraged to participate as mentors and then be evaluated on their success in their roles.
Commitment to growth of other persons, the ability to listen, trustworthiness and objectivity are all good qualities to look for in mentors. Some companies advertise their mentorship programmes in their newsletters and invite potential mentors to volunteer their services.
It is essential to inform staff of the benefits for them if they become mentors. These mentors should be screened for suitability. For example, a person who has a track record for being a very autocratic manager will not be a good mentor, or if this person is known for racist or sexist behaviour. Screen mentors regarding their level of interest and commitment to invest the time and energy required for a successful mentoring relationship.
# Correct identification of mentees
Sometimes companies set unrealistic goals for staff members. Not all employees have the ability to become supervisors, and not all managers have the ability to become directors of the company. As far as employment equity is concerned, it is essential to ensure that the right mentees are identified for fast tracking. They must not only be competent in their technical field of expertise (e.g. finance, operations etc.), they must have potential in terms of communication, and management skills to be promoted to higher levels in the organisation. They also need a very high level of commitment and internal locus of control. Also screen mentees regarding their level of interest, and commitment to invest the time and energy required for a successful mentoring relationship.
# Correct matching of mentors and mentees
Appropriately matching participants is of the utmost importance. Sometimes it is advisable that mentors should have experience in the speciality area of interest to their mentees. Also be aware of potential personality clashes. A mentee who has a very organised way of doing things will probably be frustrated if he or she has to work with a mentor who is disorganised. There must be a high probability that the mentor and mentee will work well together and that the relationship will be productive to ensure the success of the programme. Encourage voluntary participation and self-initiated pairing between employees.
# Train all role-players
All role-players must be trained to understand the dynamics of the relationship, and the roles and responsibilities of all parties concerned. All people responsible for mentoring, e.g., management, mentoring co-ordinators, human resource managers, the mentors themselves, and indeed the mentees must be trained to make the mentoring process work effectively.
# An integrated process
An integrated system of mentoring means that a mentoring programme does not stand on its own, but is sufficiently integrated into other business functions and systems such as human resource planning, career management, succession planning, training and development, accelerated development, performance management, employment equity, organisation development, transformation and leadership development.
If mentoring is well integrated with other human resource and organisation systems as indicated above, then the chances are greater that mentoring will be a success. It could also include a recognition system for both parties. Effective support systems such as manager/supervisor support and mentoring co-ordinators are also required. Also ensure that the program supports any existing informal mentoring relationships. Start the program gradually with a small number and in areas with the highest level of anticipated participation and support.
# Openness to employment equity and diversity
Openness to diversity is an important characteristic of successful mentoring programmes. This means that the mentor must know how his or her own background impacts on the mentor-mentee relationship. In addition, he or she must be sensitive towards the background of the mentee.
In cross racial, and gender mentoring relationships, mentors must be careful not to suggest suppression of the mentees' cultural heritages. The participants must confront attitudes and behaviours that work to the disadvantage of either party. The mentor and mentee must both adopt more self-awareness and pro-active behaviour. Each party must make use of the opportunity to engage with those who are different from them in order to fully discover themselves.
7. Implementing a mentorship process
Like al other organisation development interventions, mentoring must also be implemented in a carefully planned and professional approach in terms of both the process and content of the intervention.
The major steps in initiating and managing a mentoring programme are as follows:
1. Create mentoring implementation structures.
2. Train mentoring co-ordinators.
3. Identify mentors/mentees.
4. Train mentors/mentees.
5. Match mentors/mentees.
6. Set relationship goals and plan for learning.
7. Implement, and monitor the process.
8. Evaluate, and fine-tune the process.
8. Conclusion
The fact that mentoring is critical in the development and upward mobility of employees from designated groups means that business must accord the importance to the process of mentoring to achieve its transformation goals.
The mentoring relationship is clearly an interaction between mentor and mentee while the mentoring process focuses on the steps that must be implemented to make the overall mentoring process work.
The mentor and mentee bring specific strengths to the learning situation. The approach of the mentee could be different from that of the mentor. What is important to remember is that the outcome of the learning is the behaviour demonstrated by the mentee.
Mentoring could also be part of a larger initiative to support employment equity and skills development in an organisation. Both the mentoring relationship, and the overall mentoring process must be managed well to ensure effective transfer of knowledge, skills and experience mentoring in South African organisations and thus make the country competitive. When mentoring is managed well and fully integrated in a company's people development processes, it becomes a powerful tool to accelerate learning and workplace empowerment.
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Gary Watkins
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The Indian bass monster has unveiled a groovy new single from his latest album 'Raja Baja'.
Nucleya, known to be the 'master of beats', has released the sixth track from his album Raja Baja. The track has limited vocals and has been fused with South Indian street music with his signature bass heavy sound.
For his latest album, he has also collaborated with Kavya Trehan and has ventured into an uncharted territory by throwing a concert for fans at the stadium level across major metropolitan cities in the country.
New track from #RAJABAJA is out today!!! Here is BAKAR BAKAR listen up https://t.co/0NZtjonuJA
— NUCLEYA (@NUCLEYA) November 3, 2016
Checkout his track below & let us know what you think:
Nucleya can next be seen live at India's happiest music festival – Bacardi NH7 Weekender on the 5th and 6th of November in Hyderabad and the 2nd, 3rd and 4th of December in Pune.


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Maxtra 42.7CC 2-Stroke 1.5HP 1100W Gas Pole Chainsaw Review
There are three types of saws on the market. Gas powered saw is the most powerful saw among them. It runs by the gas and delivers stronger performance than the electric ones. Many brands produce gas pole saws. Each saw of those companies is not good when you consider the product quality. Here comes a splendid saw named Maxtra 42.7CC 2-Stroke 1.5HP 1100W Gas Pole Chainsaw from the famous manufacturer MAXTRA. It has earned its fame by the incredible performance with a mighty engine which is a 2-stroke engine, 1.5HP, 1100w, and 42.7cc. The gas pole saw is an all-rounder saw. It has almost all the features that make a saw perfect for use. You will not face fatigue during work as the saw features anti-vibration system. The chain oiler is adjustable which makes the maintenance task of this saw easy.
Feature Of Maxtra Gas Pole Chainsaw
Simple Adjustment of Chain Tension
The gas chainsaw has the feature of easy adjustment in chain tensioning. The chain is the primary factor when you are cutting branches. If it's not providing enough support, you will face failure in your work. Adjustment of chain tension is very important which can be done manually with some saws. But with this chainsaw, there is easy adjust chain tensioning which allows you to change the chain faster and properly.
Air Filter
The engine is a crucial part of the chainsaw. It is the machine which runs the saw. Therefore the trimming performance, durability and reliability depend on the engine of a saw. This pole chainsaw comes with the air filter. It protects the chain from various issues. If the engine is fine, the saw will provide a long time of service undoubtedly. So the air filter ensures the durability of an engine too.
Mighty 10 inches Cutting Bar
The pole chainsaw has got a bunch of impressive specifications. It comes with the bar and chain of 10 inches which is another superb feature of this saw. With the bar and chain, cutting would be an enjoyable task. The bar and chain are safe too as it has got manual backup along with the inertia-type safety chain brake. It helps if the chain kickback happens.
Mighty 10 inches Cutting Bar
The pole chainsaw has got a bunch of impressive specifications. It comes with the bar and chain of 10 inches which is another superb feature of this saw. With the bar and chain, cutting would be an enjoyable task. The bar and chain are safe too as it has got manual backup along with the inertia-type safety chain brake. It helps if the chain kickback happens.
Accessories of Safety
Chainsaws which are powered by the gas posses different kind of risks. For this reason, the MAXTRA has added a lot of options and accessories to keep the user safe from the dangers. The saw comes with tool kit, chain cover, shoulder strap, muffler shield and so on. All of these things are dedicated to the user safety.
Anti Vibration
The saw has one more decent feature that helps to cut comfortably. The feature is it doesn't vibrate during cuts. Vibration is a common problem among the chainsaws. But it's different. It doesn't vibrate at all. Thus it decreases the user fatigue.
Cons With Solution
Comes with a user manual which doesn't have many pieces of information
Solution: The user manual part is a crucial book where you get necessary information about a specific product. When it's not available, you have to help from the expert of that product. Here the saw comes with a user manual but with less information. There is lack of information in the user manual. In this situation, you should call the helpline of the manufacturer for particular help. Furthermore, you can search the product on the web and also check the manufacturer websites to take necessary help and information about the pole chainsaw.
Comes with a plastic chain cover
Solution: The chain cover is provided with the saw to protect the user from any risk regarding the chain. But the cover is made of plastic materials. So it will not give appropriate safety to the user. You can buy another chain cover from the market. Additionally, if you use the saw carefully during work, you don't need protection from the chain.
Frequently Asked Questions
Q. Is there any hedge trimmer attachment for this model of saw?
A: No, there is no hedge trimming attachment available currently.
Q. What is the length of the pole in this saw?
A: The extension pole length is 1.2m. Total length is 2.3m when the pole is attached to the machine.
Q. How much thick wood the saw can cut?
A: It cuts through 8-inch limbs with absolutely no issues.
Q. What is the weight of this gas chainsaw?
A: It's about 13 lbs excluding the chain and bar. With everything included, the weight is not more than 18 lbs.
Q. Can I attach more extension to make the pole saw longer?
A: It's not recommended for safety measure. There's only one pole that comes with the saw.
In a garden, the most difficult task is cutting and trimming those thicker branches. They will give you the most painful situation. The typical saws are not enough to cut them up and clean the garden. A stout and robust chainsaw with maximum power to cut thick branches are needed. With Maxtra 42.7CC 2-Stroke 1.5HP 1100W Gas Pole Chainsaw, the task of trimming the thick branches is easy. The pole chainsaw is a beast. It is powered by one of the strongest engines which are the 2-stroke engine, 1.5HP, 1100w, and 42.7cc. The chainsaw is also upgraded to the latest version of the saw. It means you are going to get all the new opportunities with this gas powered saw. It comes with the crucial chain cover. The cover will protect the user from risks of the chain while working.
Moreover, the saw comes with the centrifugal clutch. It helps the saw to start easily and provides safety too. The manufacturer MAXTRA has not compromised with safety at all. Though it's a gas pole saw, it has a lot of options for user safety and comfort. It's a masterpiece product from them. Considering the features, the price is not much. If you can afford the budget, definitely you should purchase this beast machine for your yard or garden.


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In the world of design principles, the concept of modularity and plug & play is often underrated.
Take the case of why we probably appreciate a Tiny House (DIY concept), a Lego set or an IKEA furniture. The concept of ease of use and modularity in design is quite fascinating. In essence, taking a minimalistic approach that enables a truly plug and play model to get the desired results.
In a networking and security world, given the myriad of devices, applications and vendors, it can be a hard task to literally integrate this ecosystem. Enterprises can have varied vendors, each performing a specific function.
Let's take the case of Hardware Security Modules (HSMs). Customers are spoilt for choice with a plethora of HSM vendors in the offing, each having its own value proposition.
Enterprises buy hardware security modules (HSMs) in order to protect identities, transactions, and applications. HSMs enable securing cryptographic keys and provisioning encryption, decryption, authentication, and digital signing services for a wide range of applications. It is a secure physical device designed to generate, store, and protect digital, high-value cryptographic keys.
Given the high stakes in Network security, managing cryptographic relationships and crypto key lifecycles can be challenging for organizations. A secure Public Key Infrastructure (PKI) is the need of the hour.
Considering the numerous vendors in the market, it can be a challenging task even for software vendors specialising in end to end Machine Identity Management and Automation – In terms of having an integrated ecosystem across the myriad of vendors.
Benefits of Bring your Own HSM's (BYO-HSM)
AppViewX's MIM Platform CERT+ solves this exact ecosystem problem. Through the BYO-HSM approach, enterprises can integrate with their desired vendor in very little time. The value proposition – Enabling Crypto Agility with Faster Time to Integrate.
Key Benefits:
- PKCS#11 Interface: Standard API communication to HSMs using PKCS#11 connectivity across on-premise or Cloud.
- Vendor agnostic: Ecosystem Integration across vendors – Thales (Network,DPoD) , Utimaco, Fortanix, Safenet-AT, NCipher alike.
- Plug and Play: Extensibility to any HSM vendor with no impact on the application.
- Time to Value (SLA): Increases Turn around time to integrate a new HSM
Find it interesting, Explore AppViewX's Technology Integrations and Solutions


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Copyright by B2C Lead


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Europäische Akademie Berlin, Bismarckallee 46/48, D-14193 Berlin-Grunewald
November, 30 to December 02, 2014
Convenors: Orient-Institut Beirut, Lepsiushaus Potsdam, Moses Mendelssohn Zentrum Potsdam
The Orient-Institut Beirut – in cooperation with Lepsiushaus Potsdam (www.lepsiushaus-potsdam.de), the Moses Mendelssohn Centre at Potsdam University (www.mmz-potsdam.de) and the European Academy Berlin (www.eab-berlin.de) – is organizing an international conference on the situation of Middle Eastern minorities after the "Arab Spring" under the title: "Where is the Middle East heading? Ethno-religious minorities between persecution and self-determination" (Wohin treibt der Nahe Osten? Ethno-religiöse Minderheiten im Nahen Osten zwischen Verfolgung und Selbstbehauptung).
Since the beginning of the "Arab Spring" in December 2010, complex and dramatic transformations have taken place in the Middle East. Up to now, it remains difficult to assess their impact on the people, societies and governments in the region. Previously stable forms of government, politico-territorial boundaries, and the entire Middle Eastern state system established after World War I are destabilized under the pressure of large mass movements, escalating violence, humanitarian catastrophes, and the bitter competition between national and transnational players and powerful international alliances.
One central seismographic component of this process is formed by the region's numerous ethno-religious minorities who are facing an uncertain future and must reorient themselves in an extremely fluid and fragile socio-political environment. In a situation of decaying order, incompatible claims to power and a high level of manifest and latent violence, ethnic and cultural diversity is rarely understood as an opportunity to create overall shared social and cultural growth, but is rather seen as a security risk.
Depending on local interests and the power resources available, the various religious and ethnic minorities in the Middle East are trying to deal with this contradictory and threatening situation at different levels and with different strategies. Besides a trend of increased individual emigration, there are attempts to support the old regimes, create alliances with other minorities, and find secularist partners willing to engage in talks within the majority population, or defend the interests of their own community with arms if necessary.
The conference will explore and compare the conditions, political dynamics, survival strategies, and international networks of different ethno-religious minorities in the Middle East in the framework of the historical development spanning the end of the Ottoman Empire, the European Mandate period and the era of Arab nationalism up to the present.


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BOOTCAMP overview
BIE Mammography Bootcamp with AI is a 4 weeks series designed to help radiologists, radiology fellows and trainees to learn in-depth mammography reporting and the use of artificial intelligence in mammography through comprehensive case practice and live discussions on a dedicated online platform provided by BIE.
Course Director's Message
The BIE Mammography Bootcamp with Artificial Intelligence has been designed to help radiologists learn mammography and the role of artificial intelligence in practice, from the comfort of your homes. You will learn the normal and abnormal appearances on MMG and report them as per BIRADS structure through rigorous case practice and discussions. During the challenging COVID times, we have worked very hard over the past one year to make it a reality for all of you so that you can continue your education and learning in breast imaging. We welcome you all to take advantage of the opportunity and make the most of it! See you soon!
At the end of the series, the attendees would be able to –
- get familiar with the normal appearance on MMG
- be able to identify the abnormalities on MMG and describe with the appropriate lexicon
- be able to structure the report as per the BI-RADS recommendations
- understand the strengths and limitations of basic breast imaging modalities
- understand the role and application of artificial intelligence (AI) in breast imaging
Who Should Attend The Course
- Breast Radiologists
- General Radiologists
- Radiology Residents
- Radiology/ Surgery Fellows
FEATURES of the Bootcamp
- A series of 100 cases spread over 4 weeks
- Live expert-moderated sessions on each weekend for case review and discussions
- Ample opportunity for Q&A
- Small group for personalized attention
- Case practice with and without artificial intelligence
- Dedicated online account for each participant for case practice
- Ample time will be provided for self-practice
- Certificate of participation and completion
- Introduction to the role of artificial intelligence (AI) in Breast Imaging by AI experts
- Benefits and limitations of AI in Breast Imaging
PRICING and TIMING
- Course will be organized on Saturdays between 3-7 PM Singapore Time (+8 GMT)
- Sessions will be replayed on Sundays from 6-10 PM SGT
- Early-bird Price: S$ 697.00 (Till April 30, 2021)
- 10 Sponsored seats: S$ 497.00 (first 48 hrs, till stock lasts)
- Limited seats, First Come First Serve Basis
Endorsed by
Our Sponsors and Partners
We thank our sponsors for supporting us in achieving our vision for enabling timely and comprehensive breast care through educating radiologists and surgeons.


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Niamh Lynch
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Once you learn how to make homemade hot chocolate, nothing else will do. And, after you try my Caramel Hot Chocolate recipe, you'll wonder how you ever had the packaged stuff. Which, by the way, has so much added sugar, and none of the health benefits of dark chocolate. All dairy-free.
Okay, let's talk about what makes this easy creamy, caramel hot chocolate recipe so amazing! You're not going to believe it, but my Creamy Homemade Caramel Hot Chocolate has three types of chocolate. That's right, I use semi-sweet chocolate, dark chocolate and organic cocoa powder for a rich, decadent blend of pure chocolatey goodness! It's literally layer upon layer of chocolate. Yum!
The ingredients for this recipe come together so easily. First, we heat oat milk and coconut cream, then we add the cocoa powder, and finally we melt in the chocolate bar pieces. For a finishing touch, my vegan caramel hot chocolate recipe is sweetened with maple syrup, salted vegan caramel sauce, and vanilla. Adding a pinch of cinnamon for some warm holiday spice makes for one of the best warm Christmas drinks I've ever had! Plus, if you're a lover of chocolate, then you'll love this Vegan Chocolate Cake, Homemade Vegan Oat Milk Chocolate Bars, and Big Brown Butter Chocolate Chip Cookies. Oh and this Vegan Caramel Eggnog Mocktail is truly a new staple to enjoy during the holidays also!
If you have ten minutes, you can have creamy homemade caramel hot chocolate. It's such a special treat for those cold, snowy days.
When you buy your chocolate bars, you'll notice that chocolate comes in a ton of different types. Dark chocolate, for example, can be as high as 80% dark chocolate, or as low as 65%.
Bon Appetit does a great job of breaking down the differences between the many types of chocolate out there. For this vegan hot chocolate recipe, the only chocolate you'll want to avoid is milk chocolate. Because, you guessed it. Milk chocolate contains milk!
Homemade hot chocolate is so customizable. When it comes to hot chocolate topping ideas, try:
Here's a step-by-step guide to preparing your vegan caramel sauce:
When it comes to using this vegan caramel sauce (or any leftovers), I've gathered a list of ways that you can best use it:
While salted caramel hot chocolate is great on it's own, pairing this rich, delicious drink with some extra sweet treats is pretty heavenly! If you're enjoying my Creamy Homemade Caramel Hot Chocolate around the holidays, try serving it with Soft and Chewy Christmas Gingerbread Cookies, Soft Oversized Crinkled Sprinkle Sugar Cookies, or Vegan Brownie Cookie Dough Cake.
You could also try my Homemade S'more Ice Cream with the hot chocolate. The way hot and cold flavors and textures go together is delightful!
If you make this Creamy Homemade Caramel Hot Chocolate, tag @orchidsnsweettea_ on Instagram and hashtag it #orchidsandsweettea
Tag @orchidsnsweettea_ on Instagram and hashtag it #orchidsandsweettea


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No, doubt if it's some Marcus Garvey follower, you're going to get more preachy shit than from some Democrat. Also, Republicans have their share of White victimization thinking, but only Republican activists – probably Whites who work in prison (I have a relative like that) – are going to be massively obnoxious.
Anyway, I think removal from being around the "bad Other" mellows people out and also making more money. I mean, no doubt poverty does contribute to non-White racism against Whites and also White racism against non-Whites. The fact is these people live miserable lives full of resentment.
Now it is true Jews are pushing "everyone coming together," and people living soft lives away from any real trouble are more likely to buy into it. Well, of course. However, it would surprise you the amount of White racists in areas where there are no non-Whites. I take this is Whites who have had bad experiences with non-Whites outside of the White neighborhood.


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A T-pose, sometimes known as a bind pose or reference pose, is the default, unanimated state of a 3D model. The model's moving parts are all straightened out or flattened for ease of animation; in most cases, this results in a pose where the character stands erect and stretches their arms out horizontally on either side, resembling the letter "T".
In works that use 3D computer-generated graphics, such as animated films and video games, character models are built and rigged before any animation work is done. The "bind pose" is the model's default pose used during development, which is then deformed to create animations. As expected, the Super Smash Bros. series uses bind poses to animate its characters, and players can view these using external programs, such as BRRES Viewer and Blender.
The vast majority of characters in Smash use standard T-poses, but certain characters have variants due to their body characteristics. Yoshi in Melee and Brawl, Pikachu, and R.O.B., for instance, have their arms extended in front of their bodies, while Ganondorf in Melee[1], Arsène[2], Terry[3], Byleth[4], and Mythra[5] unusually use an "A-pose" instead of a T-pose. Although Link's model uses the standard T-pose within the files of Smash 4[citation needed], if his bind pose is forced to display through glitches, it will instead appear as a more dynamic battle pose.
Characters that use model effects for facial expressions (such as Sonic or Kirby) may appear with unusual facial expressions when viewed in their bind pose. For example, Sonic's eyes will always appear closed, while Kirby's mouth will be forced into the "O" shape used for his Inhale.
In gameplay[edit]
Bind poses are generally only intended for game development and, in theory, they should never be seen in the actual gameplay of a final product. In Super Smash Bros. Brawl, however, some attacks will cause bind poses to appear for a single frame, such as Olimar's Pikmin Chain[citation needed] and Ganondorf's Beast Ganon; seeing these bind poses, however, requires almost perfect timing with the pause button, as well as external help by slowing the game's pace down considerably.
Hacks and glitches are the most common method to seeing bind poses appear in gameplay, as they act as a failsafes for animations that do not exist, thus helping to prevent game crashes. Moveset swap hacks, for instance, are particularly notorious for featuring numerous bind poses, as bind poses are used when the two involved characters' special moves have an unequal number of frames or if the two animations have different names. Furthermore, hacking ordinarily non-playable characters into matches, such as Giga Bowser, will cause their losing poses to be the bind pose on the results screen, due to a lack of "applause" animations.
In Smash 4, a glitch could also force bind poses to appear on the results screen if the Home button was pressed one frame before the beginning of the victory pose, as it could prevent the game from properly loading such poses; this glitch was later patched out in version 1.1.0.
In Ultimate, a glitch that can be done in Stage Builder allows the player to put any character in a bind pose; it is performed by inhaling or swallowing an opponent with Kirby or King Dedede while testing a stage, and then resetting the test and pausing, as the pose is only visible for a single frame.[6] Another glitch exists where Zoroark can hit Ridley out of Space Pirate Rush while he drags someone with it, leaving the grabbed opponent T-posing. The grabbed opponent can not T-pose if they are holding an item or playing as certain characters, but can T-pose under the effects of items like the Metal Box or Super Mushroom. Both of these glitches have been removed as of version 10.0.0. Prior to version 8.1.0, Min Min could perform a T-pose glitch using her forward tilt with her Ramram arm, a smash attack with her dragon arm, and then performing her up taunt. With proper timing with the taunt, Min Min would be stuck in her T-pose.
Two bind poses in SSB; note how Link is in the standard T-pose while Fox is not.
Mario, using Luigi's moveset through hacks, enters a bind pose due to a lack of suitable animations for Luigi Cyclone.
Mewtwo and Ganondorf's bind poses in Super Smash Bros. for Wii U, shown via a glitch. Note the aura around Mewtwo's body.
Giga Bowser's bind pose in Ultimate.
Meta Ridley when loaded with debug controls in Boss Battles.
- ^ https://www.models-resource.com/gamecube/ssbm/model/59808/
- ^ https://youtube.com/watch?v=EUWIDXHuuUk&t=240s
- ^ https://twitter.com/firubiii/status/1192301470982582272
- ^ https://twitter.com/firubiii/status/1222377730550980610
- ^ https://twitter.com/Zeckemyro/status/1368104443510677505?s=20
- ^ https://www.youtube.com/watch?v=d6sli1VEvgY&t=87


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May 17 – June 12, 2011
Daily except Mondays: 2:00 p.m. – 9:00 p.m.
From May 17 through June 12, 2011, the Canadian artist couple Janet Cardiff and George Bures Miller will set up a thirty-foot Chinese junk containing an audio-video installation in front of the HAU 2 in Berlin. The boat will subsequently be on display in public squares in Hanover and Zurich. Once visitors enter the boat's interior, they are immersed in a sensual artistic world that makes them forget space and time. Cardiff and Miller take viewers on a rudderless journey through a maze filled with whimsical devices such as an old radio playing sea shanties, a robot violin player, and a dancing circus acrobat…
Their installation "SHIP O' FOOLS" was inspired by the book "Daß Narrenschyff" by Sebastian Brant (1494) and by Hieronymus Bosch's painting of the same title, "Das Narrenschiff," an allegorical depiction of society's transgressions at the time. Taking their cues from this allegory, Cardiff and Miller cast visitors in the role of disoriented travelers seeking redemption or release. The installation admits only one person at a time, allowing each visitor to experience the sound, light and mechanical installations by him/herself. By stepping into the boat's cabin, visitors enter – and move freely in – a self-contained underworld full of stories.
May 17–June 12, 2011: In front of the HAU 2
Hallesches Ufer 32 | 10963 Berlin
Daily except Mondays: 2:00 p.m. – 9:00 p.m.
Admission: 1 euro
June 23–July 3, 2011: Opernplatz, Hanover
Festival Theaterformen Hannover
June 23: 5:00 p.m. – 8:00 p.m.,
June 24–July 3: 12:00 noon – 8:00 p.m.
Admission: 1 euro
August 18–September 4, 2011
Zürcher Theater Spektakel
For more information please consult:
Festival Theaterformen Hannover
Photos: Luminato, Toronto Festival of Arts and Creativity
Unter den Linden 32-34
10117 Berlin
Telefon: +49.30.20 62 29 62
Email: email@example.com
Thursday to Monday: 1 pm - 7 pm
Saturday to Sunday: 11 am - 7 pm
free entrance


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Our comprehensive six-month program was created to facilitate the smooth transition of newly licensed registered nurses into the dynamic setting of acute care, empowering them to evolve into seasoned professional nurses. Moreover, our program extends its reach by providing fellowships, enabling experienced RNs to seamlessly shift their expertise into a different specialty.
Designed to empower new nurses as they transition from the theoretical realm of the classroom to the practical realm of hands-on patient care, our meticulously structured curriculum includes immersive, interdisciplinary classroom training and a personalized preceptor-guided clinical experience. Both the didactic and clinical components place a strong emphasis on equipping participants with the requisite skills and knowledge to bridge the gap between academic training and real-world practice.
Eligibility Criteria
We offer internships and programs that focus on the healthcare setting you are passionate about. Learn more about each of the available settings:
Fill out our form and a recruiter will be in touch to learn more about you and discuss next steps.
With five (5) locations throughout the mid-Willamette Valley and central Oregon coast, you're sure to find what you're looking for!


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In a week when football has been dominated by the fall-out from the theatrical play-acting of Chelsea's Arjen Robben, Fulham's Heidar Helguson proved there are still some real hard men in the game.
The 28-year-old Fulham striker helped to destroy woeful West Brom at Craven Cottage with a performance of power and presence that had Albion's defence waving the white flag in the first 45 minutes.
During that period, the tough and uncompromising Iceland international, signed from Watford for a bargain £1.3 million last summer, had bagged two goals – both taken with a skill and accuracy that belies his powerful physique.
Such was his commitment to the cause that he left Albion 'keeper Tomasz Kuszczak with battered ribs and a cut over his eye in one 50-50 challenge that Helguson was never going to shy away from.
The effects of his meeting with the Fulham juggernaut eventually got the better of the Albion keeper and he was forced to retire in the second half.
Helguson will have to wait until a Premier League panel decide on whether or not his 'hat-trick' goal – Fulham's fourth of the afternoon in this 6-1 demolition of Bryan Robson's side – will be allowed to stand.
It was heading wide until it struck the retreating Curtis Davies and spun into the net.
Fulham boss Chris Coleman has no doubts that his striker scored a hat-trick but he was even more in awe of the way both Helguson and partner Brian McBride are proving to be a real handful in the days when all the talk is of 'diving' and 'play-acting' by today's professionals.
"It is not in Heidar to pull away from a challenge – like him or loathe him," said Coleman. "It is as simple as that. I am just glad we have got him in our team.
"He's a tough lad. When you have got Brian and Heidar in attack, they are a real handful for any defender.
"They don't want the pass slid down the side of the defender to run on to it, they want the ball wide and in the box so they can go and attack it.
"We know that when we play a long ball forward we can go and press the second ball, because even if Heidar and Brian don't win it, they make sure the opposing centre-back hasn't got a clear header or chance to clear it.
"They give us a different dimension. There were a lot of clubs trying to sign Heidar in the summer. Thankfully we got him. He's had to bide his time but he's taken his chance.


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Allie Bogetich, '21, is a freshman at Stanford University and is majoring in civil engineering. She also plays in the wind ensemble.
Q: What do you like about Stanford?
A: I really like the weather and the layout of the campus. It's so nice to just be able to go for a run randomly during the day because the weather is super nice all year-round, and the campus is beautiful. There's good hiking trails and running trails all over, and you can do homework outside.
Q: How was the transition from Country Day to college?
A: I'm pretty sensitive to change, so it was pretty hard the first month, but then it just kind of clicked at once and it was chill. The campus is giant, so there's stuff to do everywhere. There's always people who want to play frisbee or go to downtown Palo Alto, but you definitely have to put yourself out there because if not you're just going to be living in your dorm room, which is not super fun.
Q: How did Country Day help you get into Stanford?
A: Definitely with writing. I'm sure my essay probably looked a lot better than a lot of other people's because Country Day's English is just really good. And then offering dozens of AP classes definitely helps boost your application if you have good scores.
Q: Why did you choose your major?
A: I'm interested in sustainability and trying to help do my part to unruin the earth and get away from fossil fuels. I'm kind of playing with the idea of a music minor since I don't want to double major in music because then I don't really have any free units to explore with, so I'm considering doing a minor.
Q: Have you been able to continue playing drums?
A: I'm playing in the wind ensemble, so I'm doing percussion. I'm not doing any drum set stuff because there's a jazz orchestra that I was going to be in, but the concerts overlap with the wind ensemble, so I had to pick one. I've been taking some music theory classes, but I'm thinking in the spring I might join a jazz combo. I'm definitely liking the wind ensemble, it's a lot of fun.
Q: What's your favorite part about the wind ensemble?
A: It's super cool because the conductor actually writes some of the pieces for us, which is awesome; I've never had that before. He'll look at the group of kids he has, and then pick from his repertoire pieces that he thinks we should play.
Q: What classes are you taking?
A: Right now I've got a pretty light schedule because I knew we were going to be online for the first couple of weeks. I've been taking art classes. I'm taking the second one of the calculus series, an introduction to environmental science and technology, a music theory composition workshop and a wellness class. I'm also in the seminar where they have people from different energy companies come talk about their companies, and we get to talk to them, which is pretty cool.
Q: How have your study habits changed since high school?
A: To be honest, they've gotten progressively worse. I'm definitely doing the things I care about — I took a class last quarter about sustainable energy, and I wrote a 19-page paper for the final — but things like chemistry that I'm not that into, it's like, get my B+ and move on.
Q: What's it like living with a roommate in a small dorm room?
A: My roommate is almost never there. And usually when she is there, I'm asleep. She lives in San Jose, so she goes home every weekend. At first, it's super nice to have a roommate because you automatically have someone to do something with, but then it's like, if you're not best friends with your roommate, it doesn't really matter. My roommate and I are friendly, but we're not friends at all, if that makes sense.
Q: What is something that surprised you about Stanford?
A: Honestly, just the variety of classes that I'm able to take. I was expecting, as an engineering student, that my entire four years would be laid out for me, but it's totally not like that at all. There are a very few select classes that I have to take and then the rest of them are like, you must take two of 15 of these and you really get to pick and choose what you want.
Q: Do you have any advice for the class of 2022?
A: My advice for getting into college is: definitely don't do activities because you think it will make your application look good because everyone else is going to do that. If you have a cookie cutter application, they're not going to take you. Ten of the same application could be submitted, and they'll probably only pick one. So, honestly, it's a little bit of luck-of-the-draw, and it's a little bit of just trying to be individual.
Once you're in college, I'd say take full advantage of classes outside your major and do some exploring. Definitely try to make a lot of friends during fall quarter with people who are in your dorm because anytime you need something or are confused about something, you'd just be able to go knock on someone's door across the hall. It's so convenient.
— By Ava Eberhart


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Scrivener's Sudoku
POSTED: Sunday, March 08, 2009
Sunday, March 8, 2009
Puzzle 147
Arrange whole numerals from 1 through 9 in the grid above so that each numeral appears exactly once in each row, column, and three-by- three box. Then, arrange the numerals in the shaded cells to answer the trivia question, below.
[ ] High School Diploma | [ X ] Bachelor's Degree |
[ ] Master's Degree | [ ] Doctoral Degree |
According to the National Restaurant Association, where among the fifty states and the District of Columbia do Hawaii's 3,794 restaurants rank it?
____ out of 51
14 out of 51
Download: Puzzle 147
» Download the PDF file for this week's puzzle to your desktop and print it for convenience. » Download the solution PDF file for this week's puzzle to your desktop. |
Mitchell K. Dwyer teaches mathematics, literature, computers, and yearbook at ASSETS High School. He is a proud graduate of Hawaii Baptist Academy and the University of Hawaii at Hilo. Contact Scrivener at scrivenersudoku.com.


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Get tickets to Manchester City v Arsenal as they play either at Etihad Stadium in Manchester, United Kingdom or at Arsenal's ground, Emirates Stadium. Whether it be in the English Premier League, FA Cup or EFL Cup, Manchester City vs Arsenal is always a highly anticipicated game. Get your match tickets for a game between Manchester City and Arsenal here on SafeTicketCompare.com, the home of football tickets online.
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Global Mobile Video Optimization Market Overview And Analysis :
New Jersey, USA, – Report Title Mobile Video Optimization is likely one of the most complete and essential additions to the Verified Market Reports. Provides detailed analysis and evaluation of key features of the worldwide Mobile Video Optimization market. Market analysts write in-depth data offered on this report is an entire evaluation of the worldwide Mobile Video Optimization Market, offering main progress drivers, restraints, challenges, tendencies, and alternatives. Market contributors can use evaluation for market dynamics to plan efficient progress methods and put together for future challenges. Each development of the worldwide Mobile Video Optimization market is fastidiously analyzed and studied by market analysts.
In addition, the worldwide Mobile Video Optimization Market is anticipated to develop at a CAGR of about XX % over the following 5 years, will attain XX Billion US $in 2020, XX Billion US $in 2028
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Competitive Landscape
Competitive composition is a crucial side that each key participant ought to be conversant in. This report illuminates the aggressive situation of the worldwide Mobile Video Optimization market to know the competitors on the home and international stage. Market consultants additionally present an outline of all the foremost gamers within the international Mobile Video Optimization market,bearing in mind key features reminiscent of regional operations, manufacturing and product portfolio. In addition,the corporate's report relies on analysis key elements reminiscent of the corporate's dimension,market share,market progress,earnings, output and revenue.
The examine focuses on the present market dimension of the Mobile Video Optimization market and the expansion price based mostly on the corporate overview file of the foremost gamers/producers:
Leading Mobile Video Optimization Market Players are as adopted:
- Flash Networks
- Ericsson
- Vantrix Corporation
- Qwilt
- Cisco
- Citrix
- Opera
- Nokia
- Huawei
- Allot Communications
- NEC Corporation
- Openwave Mobility
- Akamai
- NetScout
Market segmentation of Mobile Video Optimization market:
Mobile Video Optimization market is split by kind and utility. For the interval 2021-2028, cross-segment progress gives correct calculations and forecasts of gross sales by Type and Application by way of quantity and worth. This evaluation may also help you develop your online business by concentrating on certified area of interest markets.
Mobile Video Optimization Market Segment by Type :
- Mobile Cloud Traffic
- Mobile Non-Cloud Traffic
Mobile Video Optimization Market Segment by Application :
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Mobile Video Optimization Market Report Scope
Regional market evaluation Mobile Video Optimization may be represented as follows:
This a part of the report assesses key regional and country-level markets on the premise of market dimension by kind and utility, key gamers, and market forecast.
The base of geography, the world market of, Mobile Video Optimization has segmented as follows:
- North America contains the United States, Canada, and Mexico
- Europe contains Germany, France, UK, Italy, Spain
- South America contains Colombia, Argentina, Nigeria, and Chile
- The Asia Pacific contains Japan, China, Korea, India, Saudi Arabia, and Southeast Asia
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Lot 28 Details
Kochi Muziris Biennale Fundraiser Auction | Mumbai, Live 7 April 2015
Ratheesh (T)
Oil on canvas
View Dimensions Top canvas: 12 x 36 in (30 x 90 cm)Bottom canvas: 24 x 12 in (60 x 30 cm)
Winning bid $525 Rs 32,000 (Inclusive of buyer's premium)
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Lot 27 Details
StoryLTD Absolute Auction 12-13 November 2013
Mixed media on canvas
43 x 62.5 in
Winning bid $1,260 Rs 75,600 (Inclusive of buyer's premium)
Lot 156 Details
No-Reserve Auction of Modern and Contemporary Art 10-11 July 2018
12 x 12 in
Winning bid $249 Rs 16,944 (Inclusive of buyer's premium)
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How to tailor Twitter Topics for business gain
Twitter Topics aims to connect you with tweets you'll genuinely be interested in. It's a great tool which is fully customisable. You can show Twitter what you'd like to fill up your feed, while filtering out topics you want to knock off the list. If you haven't accessed, explored or customised your Twitter Topics yet, there are some big benefits to gain from diving in today.
How to access Twitter Topics
The Twitter Topics feature is accessible on mobile app and on desktop. Let's look at how to find it…
How to access Twitter Topics on the mobile app
- Open the Twitter app.
- From the home feed, tap on your profile picture in the top left-hand corner of the screen.
- Select 'Topics' from the panel.
How to access Twitter Topics on a desktop
- Go to www.twitter.com and sign up or sign in if you haven't already.
- Click on 'More' in the menu bar on the left-hand side of the screen.
- Select 'Topics'.
Customising Twitter Topics
Whether or not you've discovered the Twitter Topics page yet, you'll already be following a number of items. According to Twitter, these topics are used to personalise tweets, events and ads on your feed. By customising your Twitter Topics, you can show Twitter what you're interested in seeing, what you're not interested in seeing and discover more options you perhaps hadn't considered.
Customising your Twitter Topics follows exactly the same process whether you're using the Twitter app or a desktop, however some of the buttons may look a little different. We're going to be sharing screenshots from the Twitter app.
How to unfollow a topic
- Find a topic you no longer wish to follow and select the 'Following' button on the right-hand side of it.
- Tap 'Unfollow [name of topic]'.
- Select the name of the topic you wish to unfollow.
- Tap the 'Following' button at the top of the screen.
- Select 'Unfollow [name of topic]'.
It's worth noting that Twitter Topics can take a fair few minutes to update, so don't worry if you click back onto the page or refresh the page and nothing has changed. Your Twitter Topics will be updated shortly.
How to follow more topics
You can follow topics from the 'Followed' tab or the 'Suggested' tab. Using the options on the 'Followed' tab is fairly convenient if you've already been unfollowing topics on this page.
Find new topics on the 'Followed' tab
- Scroll down to the bottom of the 'Followed' tab until you reach 'Suggested Topics'.
- Add new topics to your list by tapping the plus button next to the relevant option.
Find the largest array of topic options
- Tap or swipe into the 'Suggested' tab.
- Simply tap on any topic you wish to follow. It will change colour to show it has been added to your Twitter Topics.
Select 'More Topics' underneath the range of 'Suggested Topics' at the bottom of the 'Followed' tab.
Follow a topic from the 'Categories' section
At the top of the previous two options is a 'Categories' section which displays topics in blocks. These are broader umbrella topics that cast a wide net.
To add one of these choices to your Twitter Topics:
- Select a category.
- Tap the 'Follow' button at the top of the category feed.
How to hide specific topics
Customising your Twitter Topics is as much about telling Twitter what you want to banish from your newsfeed, in addition to indicating the topics you'd love to give your full attention. There are a bunch of places in the Twitter Topics feature that give you the option to show you're not interested in a specific category or niche interest.
Hide topics from the 'Followed' tab
- Select a topic you're already following.
- From the topic feed, unfollow the topic.
- Tap the 'Not interested' button at the top of the feed.
Hide topics from 'Suggested Topics' in the 'Followed' tab
- Scroll to the bottom of the 'Followed' tab.
- Select the cross next to the specific topic.
Hide a category
- From the 'Suggested' tab, or the 'More Topics' option, select a category you'd like to see less of.
- Unfollow the category if you haven't already.
- Tap the 'Not interested' button at the top of the category feed.
Topics you've chosen to show you're not interested in will show up in the 'Not Interested' tab. This gives you the flexibility to reintegrate and follow topics in the future that are not relevant to you at this time. It also gives you the ability to undo the action of mistakenly or hastily adding topics to this list.
Unlock even more data about your Twitter interests
The Twitter Topics feature shows a snapshot of what Twitter thinks you're interested in. You can see even more data about your interests from Twitter, inferred interests from partners and tailored audiences from advertisers that your account is included in within your Twitter data. Access your Twitter data here. Then select 'Interests and ad data' to see more info.
Grow your business with Twitter Topics
Using this feature well can be an incredibly powerful asset for your experience on Twitter. You can start shaping your feed to include exactly the kinds of things you want to see and engage with. This is ideal for curating a feed that is efficient at serving up content that will help your business needs, while cutting out irrelevant fields of interest. By customising your Twitter Topics, you inform the algorithm of the preferred content to put in your feed. This can be amazing at connecting you with content and profiles that are relevant to your business.
Another fantastic use of this feature is being able to click into a topic to view a feed of relevant posts. All you need to do is tap on a category or topic you're following to find a stream of relevant tweets waiting for you. This instantly helps you reach profiles and posts of interest, which means you can easily seek out tweets you actually want to engage with, connect with relevant profiles and join conversations to boost your visibility on the platform and grow your brand.
For more tools to grow your business on social media, check out Minter.io - the analytics tool for tracking data and metrics online. With all the info you need to confidently create content you know will continue your business growth, Minter.io is a must for businesses in 2023. Try it now!
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Since its release in 2008, Google Chrome has become the world's most popular web browser. In addition to its fast and reliable performance, Chrome's popularity is due in part to its vast library of extensions, which allow users to customize their browsing experience. Among these extensions, some useful Free SEO chrome extensions are built to help SEO practitioners audit their website's search engine optimization (SEO) status.
These SEO extensions benefit small businesses who want to take their SEO efforts to the next level because numerous online tools charge high subscription fees.
This article will provide you with a list of SEO extensions and their uses in day-to-day SEO activities.
SEOquake is an extremely popular Chrome extension that allows users to analyze any web page for SEO metrics. Developed by Mari Smith, it's one of the most popular Chrome extensions, with over 1 million users. It offers instant access to a wealth of data, including Google PageRank, Alexa Rank, Compete Rank, the total number of links, and Facebook Likes. You can also see how your page is performing compared to your competitors.
Ubersuggest Chrome Extension
Ubersuggest is a chrome extension launched by Neil Patel that displays important actionable SEO metrics for your search term's top 10 search results.
Here is the list of SEO metrics you can gain access to:
- It displays average search volume and CPC (cost per click) on the right of the search bar itself.
- It also displays the table of 8 top most related search terms, their search volumes, CPC, and their search difficulty (SD) in the right-hand sidebar.
- It also reveals a correlation chart between search position, traffic, and backlinks.
- You can also get critical metrics like Domain score, Social Shares, and Backlinks for the top search results of your search term.
Download Neil Patel Ubersuggest Chrome extension and give it a try!.
Check out this Quick Tutorial on How to use UberSuggest Chrome Extension
Note: A free user is limited to 40 searches daily.
Keyword Surfer
Keyword Surfer is an SEO-free chrome extension that assists SEOs during keyword and content research activities.
Here is the list of advantages of using keyword surfer:
- This tool reveals the search volume of your search term on the right search bar along with CPC for Google ad campaigns.
- It also suggests related search terms, along with search volumes and percentage of similarity when compared with your target keyword, in the form of a table in the right-hand search bar of the SERP Page.
- It also depicts the important correlation between search position against content length, traffic, and how often the exact target keyword is used in the page's content.
- It provides details like search volume, the content length (in words), and the exact number of times your search term is used in the content for the first ten search results in the SERPs.
This tool helps SEOs to set content guidelines for content writers based on their top competitor's pages and makes the content creation process easier, and increases the chances of the created content ranking in a higher position.
Check out this Quick Tutorial on How to use Keyword Surfer Chrome Extension
Note: You can export the list of the related keywords by first clicking on the star icon opposite to search volume, then clicking on a clipboard, and finally right-click on the three-dot icons and click export.
Website SEO Checker (sitechecker pro)
Sitechecker chrome extension is a free on-page SEO audit and analysis tool.
Sitechecker pro helps SEOs to check up to 50 on-page SEO parameters right away with the click of a button.
Below are some of the benefits of the site checker chrome extension.
- It displays the length of the title and descriptions of the given webpage with the suggested character length to the right of it for SEO best practices.
- It also displays all the heading tags used from h1 to h6.
- It also contains an additional keyword density tab to check the keyword density of the words used in the content.
- It also provides a detailed report of links (internal & external) and anchor text, along with the HTTP status code used in the content. It helps in identifying the broken and 301 and 302 redirects.
- You can also check canonical URL and HREFLANG tag implementation if any.
- It provides complete information about images like alt and title tags used and the size of the image with image preview.
- It gives the average page load time of the page on mobile and desktop devices.
- You can also check the webpage for Open Graph tags (OG) and test how its preview will look on social media sites.
- SimilarWeb Chrome extension gives key insights into website traffic sources, engagement rate, and keyword rankings with the click of a button.
- It is also called a competitive digital intelligence tool as it helps webmasters find their competitor's major traffic sources.
- It provides a chart of traffic percentages for the sources like direct, email, search, social, referral, and display ads.
- It also gives competitors top countries driving traffic to their site.
- Get your site ranking position globally, in a specific country, and also in the site category.
- This traffic analysis tool gives insights into the number of pages visited per session, bounce rate, average monthly traffic, etc.
MozBar Chrome extension
MozBar chrome extension is the finest and leading SEO tool that gives instant on-page and off-page SEO metrics while viewing a page.
- It covers off-page metrics like page authority, domain authority, spam score, and the number of backlinks of a webpage.
- It also covers most of the on-page metrics, including OG tags.
- You can easily check the do-follow, nofollow, external links, and particular keyword count
- You can customize your google searches based on country and search engine etc.
- It enables users to export the search results into an excel sheet with all the off-page parameters.
Check out this Quick Tutorial on How to use MozBar Chrome Extension
Ahrefs SEO toolbar
Ahrefs SEO toolbar is another important chrome extension to check both on-page and off-page SEO elements. They are:
The content section tab of this tool covers:
- content-length in words
- blog or webpage published and updated dates
- Content Title, description & subheaders (H1-H6) tags hierarchy.
- The indexability tab covers canonical checks, sitemap, meta directive, and HREFLANG tags.
- The social tab displays Twitter and Facebook OG tags, if any.
- The image tab covers alt and title attributes for a given image.
- The links tab lists the relationship between the page and other links on the page. It also underlines the specific links with colour if the highlight button is activated.
- It also helps webmasters check the position of a website outside their country and region on a specific device (Android, iPhone) for a particular keyword.
TextOptimizer is free writing assisting tool that helps the writer create high-quality targeted content that is perfectly optimized for both readers and search engines without the need of an SEO expert.
Hunter – Email Finder Extension
The Hunter Email Finder Extension is a tool that allows users to find email addresses for people they want to contact. It is a free and easy-to-use Chrome extension that can be installed with just one click. The extension was created in response to the increasing demand for effective email outreach and the difficulty of finding accurate email addresses. With Hunter, users can quickly find the email address of any person or company without having to search through dozens of websites or wasting time on manual research.
Lighthouse chrome extension is an open-source and automated auditing tool aimed at improving the quality and performance of web pages.
It identifies and reports critical errors and provides suggestions to improve performance.
This extension helps small businesses that are Now SEO has become an important part of every business marketing strategy. If you are new to SEO and want to take your SEO efforts to the next level, then it is important.
Among these extensions is Seoquake, a tool that helps SEO practitioners audit their website's search engine optimization (SEO) status.
SEO is an important part of any small business' marketing strategy. If you're new to SEO or if you want to take your SEO efforts to the next level, it's important to have the right tools at your disposal. This can be a challenge for small businesses, however, because many of those tools are only available through large companies that charge high subscription fees.