text:
The Official translation of the Announcement by the Central Office Overseeing Shar'i Dawawin of the Islamic State,
regarding the hukm (judgment) of the
one who refrains from making takfir of mushrikin who ascribe themselves to Islam and what
that entails of various opinions.
Download Link:
Number: 155
Date: 22 / 8 / 1437 ( 29 / 5 / 2016 )
All praise is due to Allah. May blessings and peace be upon the imam of the mujahidin, our Prophet Muhammad, and upon his family and all of his companions. To proceed:
Allah SWT said, "And tell My slaves to say that which is best. Verily, Shaytan incites them against each other. Verily, Shaytan is a clear enemy to mankind" (Al-Isra 53).
Lately, an issue has circulated among the soldiers of the Islamic State that has led to disagreements regarding some matters over which the hearts and tongues have disputed, reaching the point of ruining relationships between the disputing parties. We have never held these issues lightly, as Allah's Messenger SAWS warned us against them, describing them as cutting away the religion, saying, "For verily, ruining the bond of unity is the cutter." (Reported by at-Tirmidhi, who graded it "hasan sahih.")
We have looked into the basis of disagreement, which relates to the hukm (judgment) of the one who refrains from making takfir of mushrikin who ascribe themselves to Islam and what that entails of various opinions. What we have found is that the cause of disputation comes from two opinions, both being incorrect due to excess on one hand and negligence on the other. The following, by Allah's permission, shows both opinions and then what we consider to be the actual hukm of Allah in this matter…
The First Opinion:
"Whoever refrains from making takfir of mushrikin (those who worship other than Allah), who ascribe themselves to Islam, is a mushrik exactly like them, because making takfir of them is part of the religion's foundation (asl ad-din). So the refrainer is like one who worships other than Allah, and he is absolutely one of them in both name and ruling."
The Second Opinion:
"Takfir is not part of the religion's foundation (asl ad-din), but is one of its inferred requirements. So the one who refrains from making takfir of mushrikin, who ascribe themselves to Islam, has not disbelieved until the hujjah (evidenced argument) is established against him, all doubts are removed, and all false interpretations are ended."
The meaning of the term "the religion's foundation" (asl ad-din) in both opinions is: that by which tawhid is established before the advent of the prophetic proof.
After reviewing what preceded and seeking Allah's assistance, we say:
The first opinion implies a corrupt concept, because major shirk (shirk akbar) has a reality and description that, if actualized, designates the one who possesses it as a "mushrik." So if we were to equate the one who refrains from takfir with the one who worshiped other than Allah, then making takfir of the one who refrains from making takfir of the refrainer is absolutely necessitated, since major shirk is not excused by ignorance and the refrainer (according to the first opinion) is a mushrik like the initial person. And the one who refrains thereafter (from making takfir of the refrainer from making takfir of the refrainer) is also a mushrik, and so on.
This is the actual inference – not an imagined understanding – of this opinion's line of reasoning, which leads to making "chain takfir," an invalid bid'ah that originates from an incorrect understanding of the texts and that can never be controlled. This opinion is rejected due to the invalidity of its inference.
The second opinion also implies a corrupt concept, as it makes the takfir of the mushrikin like one of the obscure issues (masail khafiyyah), for which it is impossible to establish an evidenced argument and to make takfir of the refrainer as long as he has some doubt (shubhah) or misinterpretation (tawil). The essence of this opinion is the annulment of an agreed upon nullifier of Islam. And the existence of doubt is a passing matter that must be eliminated within any Islamic state that rules by the Shari'ah. As for making this passing matter a foundation upon which rulings are based, then this would result in the annulment of these rulings and the nullification of what it means to manifest the religion. This is in opposition to what is transmitted from the imams of the religion, including the imams of the Najdi da'wah RA.
It is inadmissible to use the terms "asl (foundational basis)" and "lazim (required inference)" regarding the meaning of "la ilaha illallah" and making kufr in taghut in this polemic way. That is because doing so is a fruitless, invented opinion with which Allah did not burden us. Rather, multiple corrupt inferences necessarily result therefrom, like excluding certain matters established by the advent of the prophetic proof from being part of asl ad-din (the religion's foundation) according to this definition, and thus excluding belief in the prophethood of Muhammad SAWS from asl ad-din! Likewise, it leads to disputation between the mujahidin regarding what is included in the meaning of "asl" (foundation) and what is excluded from it. This is exactly what we warn against. And we strive to prevent this because disagreeing in this dangerous matter will lead to wrongly making tabdi' and takfir of those who disagree (since the disagreement revolves around tawhid itself). This is unacceptable in the Islamic State, especially since those who are disagreeing are themselves mujahidin for Allah's cause, those who disbelieved in the tawaghit, made takfir of them, took them as enemies, fought against them, and showed their disavowal from them and their followers.
Shaykh Sulayman Ibn 'Abdillah Ibn Muhammad Ibn 'Abdil-Wahhab TA was asked about a similar issue:
(The Sixth Issue: Regarding wala' and bara', is such part of the meaning of "la ilaha illallah" or one of its inferred requirements?
The answer is to say that Allah knows best. But it is sufficient for a Muslim to know that Allah made it a duty upon him to take the mushrikin as enemies and to not take them as awliya', and He made it obligatory to love the believers and to take them as awliya'. He made this a condition of iman, just as He negated the iman of whoever shows love to whoever opposes Allah and His Messenger, even if they were their fathers, sons, brothers, or tribesmen. As for that being part of the meaning of "la ilaha illallah" or one of its inferred requirements, then Allah did not burden us with looking into that. He only burdened us with knowing that Allah made what was mentioned above a duty and obligation, and obligated acting upon so. This is fard and necessary without any doubt. And whoever considers that to be part of its meaning or inferred requirements, then that is fine and an added benefit. But whoever does not consider such, then he is not burdened to do so, especially during an argument or dispute, which leads to something wicked, including disagreement and division between the believers – those who upheld the obligations of iman, waged jihad for the sake of Allah, took the mushrikin as enemies, and took the Muslims as awliya'. Therefore, remaining silent on such matters that lead to division is definitely obligatory. This is what is apparent to me, keeping in mind that the two opinions over which there is a dispute are similar in meaning. And Allah knows best). (Ad-Durar as-Saniyyah fil-Ajwibat an-Najdiyyah (8/166).)
It is unacceptable to use the term "takfir al-'adhir" (making takfir of the "excuser") to describe the ruling of the one who refrains from making takfir of mushrikin who ascribe themselves to Islam because it is an inaccurate term.
While we do not accept ignorance as an excuse for major shirk, the innovated opinion of 'udhr bil-jahl (to excuse the ignorant in their practice of major shirk) does not necessitate that every excuser refrains from making takfir, as there are those of them who might consider ignorance an excuse, but do indeed make takfir of the mushrikin because he considers the proof to have been established against them all, so he is therefore not actually a refrainer.
Just as refraining from making takfir of the mushrikin is not confined to the issue of "al-'udhr bil-jahl," it is also quite likely one refrains from making takfir of them out of arrogance, defiance, following desires, or by citing general texts that indicate the merits of "la ilaha illallah."
So the term "takfir al-'adhir" does not accurately describe the one who refrains from making takfir of the mushrikin, such a refrainer being whom the people of knowledge meant regarding this nullifier.
The one who refrains from making takfir of the mushrikin who claim to be Muslims commits an agreed upon nullifier, but his kufr is based upon establishment of the proof, unlike the one who worships other than Allah.
Making takfir of the mushrikin is an issue established by apparent, plethoric texts, which all people can understand. Establishing the argument thereof is by the Quran's advent, by either it being conveyed to the people or them having the ability to reach it. Allah said, "Say, 'What thing is greatest in witness?' Say, 'Allah is a witness between me and you, and this Quran has been inspired unto me that by it I might warn you and whomever it reaches'" (Al-An'am 19).
The mujaddid Shaykh Muhammad Ibn 'Abdil-Wahhab RA said, "Know that the evidences for making takfir of the otherwise righteous Muslim who commits shirk with Allah or sides with the mushrikin against the muwahaddin, even if he does not commit shirk, are more than one can compile. They are in the speech of Allah, the words of His Messenger, and the discourses of all people of knowledge." (Ad-Durar as-Saniyyah (10/8).) Shaykh 'Abdul-Latif Ibn 'Abdir-Rahman Ibn Hasan RA said, "It should be said that the Book of Allah, the Sunnah of His Messenger, and the opinions of the people of knowledge are explicit, repeatedly reported, and clearly prove making takfir of anyone who supplicates other than Allah, calling upon someone for something only Allah can do… and the entire Quran demonstrates and confirms this, even coming in different ways and expressions to explain and make note of this." (Ad-Durar as-Saniyyah (12/190).) Some other scholars of the Najdi da'wah said, "The one who does not make takfir of the mushrikin has not affirmed the Quran, and the Quran has made takfir of the mushrikin and ordered making takfir of them, taking them as enemies, and fighting against them." (Ad-Durar as-Saniyyah (9/291).)
However, this matter could be obscure regarding some mushrikin who ascribe themselves to Islam. That is due to the spread of ignorance, weakness of da'wah, and circulation of doubts. Here, the proof is established by demonstrating the clear, indicative texts regarding the kufr of these mushrikin. If someone refrains after this clarification is made, he commits kufr. Shaykh Sulayman Ibn 'Abdillah TA said, "If someone doubts their kufr or is ignorant of their kufr, it is clarified to him using evidences about their kufr from the Book of Allah and the Sunnah of His Messenger SAWS. After that, if he doubts or hesitates, then he is a kafir according to all of the 'ulama, since the one who doubts the kufr of a kafir is himself a kafir." (Ad-Durar as-Saniyyah (8/160).)
But if the matter becomes manifest by the rise of the religion, its voice being raised, and its da'wah being conveyed (as is the case in the Islamic State, may Allah strengthen it), then there is no consideration given to any doubt that would suspend the legal ruling. This is what is known from the imams of guidance like those of the Najdi da'wah who faced this issue and died upon goodness. Some of the imams of the da'wah RA said, "So whoever does not make takfir of the mushrikin of the Ottoman State and the grave worshipers, like the people of Makkah and otherwise, of those who worship righteous people, deviate from the tawhid of Allah to shirk, and replace the Sunnah of His Messenger SAWS with innovations, then he is a kafir just like them, even if he hates their religion, despises them, and loves Islam and the Muslims. For the one who does not make takfir of the mushrikin has not affirmed the Quran, and the Quran has made takfir of the mushrikin and ordered making takfir of them, taking them as enemies, and fighting against them." (Ad-Durar as-Saniyyah (9/291).)
It is a duty of those who give da'wah and those who seek knowledge inside the Islamic State to warn the people against shirk and falling into it and to warn them against refraining from making takfir of the mushrikin. As part of their duty to warn and convey the message, they must also expose the doubts of those who quarrel in defense of the mushrikin. This is the religion of the Prophets AS and by this the religion becomes manifest.
Shaykh 'Abdul-Latif Al ash-Shaykh RA said, "Exposing ignorant people to the fundamentals of Islam, the fundamentals of iman, decisive texts, and agreed upon issues by the people of knowledge is a hujjah (established argument) according to the scholars, and by it the proof is made, rulings are put in order, whether the rulings are on apostasy or otherwise; and the Messenger SAWS ordered conveying his message and encouraged it to be done. Regarding establishing proof and giving warning, Allah said in His Book, 'that by it I might warn you and whomever it reaches' (Al-An'am 19)," until he ('Abdul-Latif) RA said, "In total, the argument in every time is made by the people of knowledge, the inheritors of the prophets." (Misbah adh-Dhalam fir-Radd 'ala Man Kadhdhab ash-Shaykh al-Imam (1/207).)
The issue of making takfir of the mushrikin being manifest is the default, and we are in a state that rules by the Shari'ah of Allah. It is therefore a compulsory duty upon those who give da'wah therein to warn, convey, employ the legal rulings, and remove whatever became suspended thereof due to doubts. Amongst these rulings is making takfir of whoever refrains from making takfir of the mushrikin who ascribe themselves to Islam. It is not that they should base their actions and da'wah upon the doubts of those who deceptively raise them, making such doubts the foundation, by which they would annul the agreed upon legal ruling, and refuge is with Allah.
We remind our sons, the soldiers of the Islamic State, of the order from Allah and His Messenger SAWS regarding the obligation of listening and obeying those whom Allah has appointed over them, as well as the obligation of uniting and avoiding division, hating one another, and disputation. Allah said, "And obey Allah and His Messenger and do not dispute lest you fail and your might depart, and have patience. Verily Allah is with the patient" (Al-Anfal 46). And He said, "Verily those who divided their religion and became factions, you have nothing to do with them. Their matter is only up to Allah. Then He will inform them about what they used to do" (Al-An'am 159). And Allah's Messenger SAWS said, "Shall I tell you about what is better in degree than fasting, prayer, and charity?" They said, "Indeed!" He said, "Rectifying the bond of unity, for verily, ruining the bond of unity is the cutter." (Reported by at-Tirmidhi, who graded it "hasan sahih.") In another version, "I do not mean that it cuts hair, but it cuts the religion." May Allah send blessings upon our prophet Muhammad and upon his family and all of his companions.


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New Books in the Teens Collection
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New Stable Kernel 220.127.116.11
Kernel developer Greg Kroah-Hartman recently announce the latest stable kernel version. The Minor Update 22.214.171.124 contains bugfixes, updates, and new drivers.
A number of patches are available for Video for Linux (V4L): the kernel now supports the integrated webcam in the Akoya Mini E1210 netbook, which needed manual installation in a test performed by Linux Magazine in early July. The closed source cx18 driver, which was added with the 2.6.26 kernel, has updated firmware by manufacturer Conexant in 18.104.22.168. Another example of a change in the kernel update: the developers of Ath5k have withdrawn support for MSI (Message Signaled Interrupts) as this cannot be guaranteed.
The Changelog at kernel.org has further details, and the numbers of lines with changes is revealed by the Diff view. The latest kernel is available as the normal patch collection (20KB), or as a tarball with a complete version (50MB); both are Bzip2 compressed.
Issue 198/2017
Buy this issue as a PDF
Docker Announces Linux Kit and Moby Project
Both projects help organizations build their own containerized systems.
Ubuntu Returns to Gnome as Its Mobile Plans Shatter
Mark Shuttleworth has resumed the position of CEO of Canonical.
Microsoft is Shutting Down CodePlex
Microsoft's open source code hosting platform CodePlex will come to an end after a more than 10-year stint.
Fedora 26 Alpha Released
Comes with Gnome 3.24
Old Linux Kernel Bug Discovered
The bug was introduced back in 2009 and has been lurking around all this time.
OpenSSH 7.5 Released
The new release deprecates the sshd_config UsePrivilegeSeparation option.
Ubuntu Touch Not Dead
Lives on as a community project
Dell Launches Five New Linux Systems
Five new systems join Dell XPS 13 Developer Edition that come with Ubuntu pre-installed.
Microsoft Takes Skype for Linux Out of Alpha
The Skype Linux client now has almost the same capabilities that it enjoys on other platforms.
CeBIT 2017 OpenStack Day
At CeBIT 2017, OpenStack Day will offer a wide range of lectures and discussions.


text: Parkinson's Disease: The Mitochondria-Iron LinkYorka Muñoz, Carlos M Carrasco, Joaquín D Campos, Pabla Aguirre, Marco T NúñezParkinson's disease2016Mitochondrial dysfunction, iron accumulation, and oxidative damage are conditions often found in damaged brain areas of Parkinson's disease. We propose that a causal link exists between these three events. Mitochondrial dysfunction results not only in increased reactive oxygen species production but also in decreased iron-sulfur cluster synthesis and… (More)


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Photography has been a growing passion over the years, mainly in the Adventure category. Matt's work has been published internationally in magazines, journals, news articles and online.
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i painted this little bird from a photo i had taken. It looked so cute and as if it were waiting for the spring to finally get here. I paint in an impressionist manner with pallet knife and thick impasto oil paint to obtain a feeling of movement just before flight
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The dividend increase to 20.42p came on earnings per share 11 per cent higher at 53.7p and prompted the shares to rise 5p to 496p. Profits before tax were pounds 156.3m (pounds 141.9m) for the year to 31 March, despite a fall in turnover from pounds 1.34bn to pounds 1.32bn.
The drop in sales reflected an average reduction of 3.5 per cent in the company's prices, but that was more than offset by a 7.9 per cent decline in underlying operating costs.
John Tysoe, chairman, said the principal development during the year was the reorganisation of Yorkshire's core power distribution business into three divisions. Capital expenditure on the distribution network rose pounds 9m to pounds 58m. He added that the company was sticking to its strategy of diversifying only in other utility areas such as generation, telecommunications and gas retailing.
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Favorite amenities
O'Callaghan Davenport Hotel
Hotel Amenities
Hotel Amenities
O'Callaghan Davenport Hotel is just off Merrion Square, a Georgian square featuring historical homes, two renowned museums, and Leinster House. The hotel's handsomely renovated façade dates back to 1863.
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Available in all rooms: Free WiFi
Available in some public areas: Free WiFi
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O'Callaghan Davenport Hotel offers 115 air-conditioned accommodations with safes and complimentary newspapers. Beds feature premium bedding. 23-inch flat-screen televisions come with premium cable channels and pay movies. Bathrooms include complimentary toiletries and hair dryers.
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President's Bar - Dedicated to world leaders, the President's Bar has bay windows and a club like atmosphere ideal for relaxation during a lunch or afternoon drinks. The bar is very popular with locals and offers an excellent snack menu including home-made soup, steak sandwiches, seafood chowder and home-baked apple tart.
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The recreational activities listed below are available either on site or nearby; fees may apply.
- Golfing nearby
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Check-in time starts at 2 PM
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Check-out time is noon
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We are all judges. It's hard-wired; we can't avoid it. Throughout human history we've used quick decisions to judge situations and other people for safety and that has helped our species survive. So while we'd like to think everyone around us is open and objective, it's just not the case.
This means that being able to make a good first impression matters.
Over the lifetime of a friendship or relationship, you'll have dozens or hundreds of experiences that all blend together into a complex understanding of a person. But in the first few moments, all you've got to go on is that first impression.
And the world is small. This person's opinion of you — even if you were rushed or having a bad day or had another great excuse for being rude or cold to them — can come back to impact you in a million different possible ways. Business contacts matter especially, since your industry and community is an even smaller world, and the same people will see each other everywhere. The person you met for 30 seconds at a conference may someday interview you for a job; your coworker's former coworker may be your boss one day.
But what if you're not good at making first impressions? What if you're awkward or shy or bad with names?
Making a good first impression is a skill, so luckily it is in our power to learn how to be better at it!
At the core of making a good first impression is knowing how to quickly put other people at ease, so they know they can trust you. See yourself through their eyes, and help them to understand who you are and where you fit in their perspective. First encounters are under your control, if you just master a few basic techniques.
Knowing what to say
It's a good idea to keep introductions simple and positive. If you tend to clam up around new people, practice smiling and saying out loud, "It's so nice to meet you! I'm [your name]." It may feel silly to do, but it's better to practice and be prepared than to fail in person.
When the other person introduces themselves, repeat their name back to them. It will help you remember. You can even keep a prepared question ready to ask to fill that awkward silence that sometimes falls after initial introductions.
You can cater it to the event (for example, "Have you been to this event before, [their name]?") or it can be more general ("How has your day been so far, [their name]?").
Some people encourage skipping standard "So, what do you do?" kinds of questions, but if that's all you can come up with or feel comfortable asking, don't be afraid to stay simple. You can work up to asking people "So, what's your passion project?" eventually; it's better to have a standby you can count on in the moment.
Keep your conversation positive. It can feel easy or comfortable to slip into gossip or complaining, but it generally makes a really negative impression to the other person (even if they initiated it).
So instead, try to make your questions and answers positive. Ask if they like the venue, not "isn't it cold in here?". Tell them about the great conference you went to last week, not about what a rough day at the office you had.
And if you're ever in doubt, ask the other person about themselves. Everybody likes to be asked about themselves; it is a (nearly!) universal rule. Where are they from? What do they do? How long have they been doing that?
You can also pose questions to them that aren't so personal, but that still demonstrate an interest in them. Did they read anything good recently? What are they watching on TV? Which speaker are they most looking forward to? What does the next week or month look like for them? What are they going to do this weekend? This is a great way to still learn what a person cares about without putting them on the spot or diving too deep too quickly.
"You can make more friends in two months by becoming interested in other people than you can in two years by trying to get other people interested in you." — Dale Carnegie
Body language
Your body language matters just as much (if not more) than your words — some people say as much as 80% of what we interpret from communication is non-verbal. The way you hold yourself can completely change how other people perceive you. There are a couple of simple things you can do to put other people at ease and make a good first impression:
Smile. It naturally puts other people at ease, even if it feel unnatural to you to do.
Shake hands. Give a good, firm handshake and make eye contact while you do it.
Maintain eye contact while talking. This helps you build an initial connection and shows interest.
Keep arms uncrossed. Crossed arms appear closed off and angry.
Hold something in your hands if you're uncomfortable. A glass, your phone (as long as you aren't constantly checking it), or another small item can help you keep your hands occupied — but don't hold anything that will require two hands, otherwise handshakes will be tricky.
Stand up straight. Try to exude confidence. A good mantra works well for this; pump yourself up mentally and remind yourself how awesome you are. It will help you naturally hold your shoulders back and head up.
Reading other people's signals
Be conscious of what other people are telling you. If people seem anxious or distracted, they may be short on time or stressed out, so don't try to wrangle them into a long conversation.
Similarly, if someone is nodding along with you or seems particularly engaged, this is an opportunity! Get their contact information and follow up with them. When someone is already engaged with you, it's like a freebie; take advantage of this connection and nurture it, since you never know when it may come in handy…
Remember that just making a good first impression is a win
You may feel like you need to commit every person you meet to a followup meeting, or pitch them your startup idea, or sell them on your company before they're allowed to walk away. You don't. In fact, if you approach an introduction like you need to make a sale, the other person will most likely pick up that feeling from you, and it's a turn-off.
So don't make your goal with every meeting to *get* something from the other person. Relationships are the at the core of success and business, but those relationships have to be established before you start asking for things from people. Unless you are in a really unique situation where you absolutely have to take a shot, let most of your introductions be just that — a new beginning of a potential long term, positive relationship.
When in doubt, make it about the other person
I just read this quote the other day, and I think it is especially fitting:
"No man ever listened his way out of a job." — Calvin Coolidge (tweet this!)
The greatest networkers and leaders are often the best listeners. Sure, the person who is the life of the party, cracking people up, and running the whole room is doing well too — but that person is the exception, not the rule. The world's greatest leaders tend to be the world's greatest listeners. They make the people around them feel comfortable. They help give other people a platform to talk about their feelings and interests.
So when you are meeting someone new, try to remember that all the tips and tricks in the world are no match for being genuinely interested in the other person, and letting them know that. All it takes is listening, asking good questions, and being appreciative of the opportunity to meet.
If you can make your goal to be the person who makes other people feel better for having met them, you'll be well on your way to making a great first impression everywhere you go.


text:
In a steamer set over boiling water steam the squash, covered, for 15 minutes, or until it is very tender. Reserve the steaming liquid and in a food processor puree the squash with the butter, maple syrup, and enough of the reserved steaming liquid to reach the desired consistency. Season the squash puree with salt and pepper. The squash puree may be made 3 days in advance, kept covered and chilled, and reheated, adding additional water as needed.;
Recipe courtesy of Gourmet Magazine
Count down through our top 50 most-saved recipes, like Tyler's Chicken Parmesan.


text: Project Maintainance Tasks item #2029739, was opened at 2008-07-27 23:27 Message generated for change (Tracker Item Submitted) made by Item Submitter You can respond by visiting: https://sourceforge.net/tracker/?func=detail&atid=631143&aid=2029739&group_id=20024 Please note that this message will contain a full copy of the comment thread, including the initial issue submission, for this request, not just the latest update. Category: None Group: None Status: Open Resolution: None Priority: 5 Private: No Submitted By: Egon Willighagen (egonw) Assigned to: Egon Willighagen (egonw) Summary: Get rid of .extrafiles Initial Comment: Get rid of .extrafiles: two (obsolete) uses remaining, and remove infrastructure from build.xml. ---------------------------------------------------------------------- You can respond by visiting: https://sourceforge.net/tracker/?func=detail&atid=631143&aid=2029739&group_id=20024


text: This is important. Deleting my account. Click to block a category:GamingPoliticsNewsComicsAnimeOther User has deleted their account. next random Comment Top NextComment Account will be deleted upon upload. This is more important than your hate for youtube vids on FJ. Youtube treating everyone like criminals. New Copyright Changes are hurting innocent people. Content ID flags are crippling Partner Channels. This isn't the way. next Tags: dumb | copyright | false | claims | bullcrap +8 Views: 6080 Submitted: 12/12/2013 Facebook Twitter Google+ Tumblr Pinterest


text:
L.M. Kartenvertrieb & Verlags GmbH is an internationally established German producer of 3D and animated postcards, greetingcards and stationery products, focusing on the creation of trendy and fun items, specifically targeted at youth and at people "who never get old".
L.M.'s worldwide clients are not only Card Shops and Stationery Shops. We do also custom designs for Industrial Partners, Trend stores, Museum Shops and Advertising Agencies. L.M.'s extraordinary, modern and eye catching products are bestsellers all over the world. Some examples? 3D-postcards and animated postcards, greeting cards, all kind of lenticular articles such as cards, folder, xxl cards, stickers, pens, card cases, rulers, journals, bookmarks, glasses case, luggage tags.
The proof? Awards like "BEST IMPORTED PRODUCT" at the 66th Tokyo International Gift Show and like "BUYER´S CHOICE AWARD" for outstanding paper products and cards at the for 3 times since 2010 at the Museum Store Conferences and Expos.
Our stable but flexible 3-D / flip image rulers of a top quality provide for ultimate fun and are an eye-catcher in offices and schools. Animated motifs from fauna, art, and many motifs of other areas will inspire you as well as your customers.
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text:
Problems in Retaining Employees in Construction Companies in South Africa
Published: Last Edited:
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
Title: Problems in Retaining Employees in Construction Companies in South Africa
Purpose – The purpose of the following research is to evaluate the factors contributing to retaining employees in the construction industry. Will carry out research and make inquiries in order to determine why employees are leaving their respective companies. It will also investigate current retention plans as well as cost implications to the employers.
Design/methodology/approach – This study is firstly a literature review using data based on content analysis, case studies and historical data. Secondly, information would be collected from 10 randomly selected employees working within the industry. Interviews are conducted with different companies human resource managers as well as employees who have left their jobs in South Africa to work in other construction companies, including reasons as to why the decided to leave.
Findings – There seems to be a high number of employees who are taking their professional services to other companies, and there are a number of different factors that contribute differently to the employees leaving their companies. The negative effects to this are cost and managerial implications to the employer, also resulting in lower productivity levels which affect current projects they are working on and therefore the financial status of the company.
Originality/value – The information will assist South African construction companies to consider its construction employees and do more to ensure they stay within the country, if not their current company. They can do this by initiating programmes within the industry that benefit both employer and employee.
Keywords: South Africa, Construction Industry, Retain Employees
1.1 General
Retaining employees is becoming a major problem in construction companies. The needs of the workforce are constantly changing and companies aren't able to keep up. This causes good people to leave good jobs. People are being exposed to new and better prospects much more easily in these modern times, and so it is much easier for a person to leave their job for greener pastures. Many companies don't realise how important it is to retain employees as they assume it comes naturally to running a business. Although this is true to a degree, a company should never underestimate the value of retaining employees or the how much it will cost the company to replace them. Even losing a lower level worker has significant impact to the cash flow when your account for interviewing people to replace that person as well as the cost of training, all the while losing productivity and therefore cash flow.
1.2 Statement of Problem
There is a high rate of employees changing jobs, this leads to an increase in expenditure, as a result this leads to lower productivity which affects production at various projects. Employee's lack of appreciation at work is a driving factor for them leaving.
1.3 Aim
The study will try to inform and assist construction companies in understanding the problem of not retaining staff and its cost implications. It will also provide ways of developing more practical retention strategies.
1.4 Objectives
Various objectives include:
- Investigating the causes
- Determine means of keeping employees
- Determine cost to employer
- Create a strategy for the construction industry
Chapter 2Literature Review
The primary issue for South African companies is finding good people with the right training and education and being able to retain them. If companies want their business to thrive hiring the best employees has become a critical issue. The challenge for owners is to source, attract and retain the right employees (Unicorn HRO)
Only 15 years ago, constantly moving from one job to another was a foreign concept in South Africa. People use to spend more than 25 years at the same company, sometimes even doing the same job. Times have now changed, with new technology people have access to information they never had before, right at their fingertips. This new found awareness of other potential success has led to a behaviour being formed, commonly known as "job hopping". Job hoppers are people who constantly jump from one job to another in short periods of times. There is a negative connotation associated with job hopping as employers think these people do not have what it takes to follow through with their jobs. They believe their behaviour is seen as irresponsible and shows a lack of commitment and loyalty. This becomes a liability to the company (Trunks, 2008) (Nkomo, 2010).
2.1 Reasons for Employees Leaving
According to PSP Metrics (n.d.) a survey carried out by Gallup on 100,000 employees in different organisations resulted in them finding common reasons as to why employees chose to leave their current companies. These included:
- There was a lack of respect for management.
- Their job caused unnecessarily high levels of stress.
- There was a lack of a challenge at work, leading to their job becoming mundane and boring.
- A poor working environment
- A lack of communication concerning information
Most employers in the current working environment complain that their employees are no longer motivated to work, however it is usually the opposite which is true. The problem can lie in one of the above mentioned areas. Money used to be a major factor when choosing to stay with your company or leave, but that is no longer the case. Most, if not all employees today want to feel that their work makes a difference in the bigger scheme (Nkomo, 2010).
2.1.1 A Bad Working Environment
Working in a bad or toxic environment is a major factor in employees leaving and normally contributes to the other factors, a bad working environment not only leads to resent towards your job but can also cause serious health implications.
Salpeter (2013) identify a few signs that indicate a toxic work environment.
- Your boss is a bully. When a leaders constantly insults and berates employees and no one stands up to him.
- Co-workers vs. Co-workers. It becomes a very uncomfortable working environment when workers who are equals harass each other and there are no consequences.
- Someone taking credit for your work. This can become highly frustrating and can even lead to you missing out on rewards and even a possible raise.
- Doing other peoples work. This becomes highly frustrating when it is not recognised by senior management and the person whose work you've done is not reprimanded.
2.2 Cost of not Retaining Employees
Studies have shown that the cost to replace an employee can range between 30-50% of the employee's annual salary. 150% for mid-level employees and for a higher level employee, the total cost of turnover can reach as high as 400% of the employee's annual salary (Blake, 2006)
When you wonder why the cost is so high, you have to factor in what you have already invested in that person i.e. salary, training, time etc. Now factor in the costs of hiring someone to replace them i.e. interviewing applicants and the cost of training them, all this while losing productivity and therefore money (Unicorn HRO, n.d.).
An employee leaving also affects other employees, especially if that person has been with the company for a number of years. The morale of fellow employees drop and their productivity follows. An entire department may have to adjust to an employee leaving and then re adjust to an employee coming in; this again affects productivity (Unicorn HRO, n.d.)
2.3 Retention Strategies
A basic rule to success is that if you want your business to prosper, you have to invest in it. In order to succeed the best investment you can make is your employees. Employee turnover can become very costly to an employee, especially if you have invested in training and development strategies for that person. Retaining employees through retention strategies becomes important (Unicorn HRO, n.d.).
The first step in retaining your employees is being able to track retention, if you can't measure it you won't know how much it need to improve. If you know how well each department is managing, you'll know who needs improvements. Each department should have a senior supervisor, a good senior supervisor can be very crucial to retaining your employees. Steven Miranda (n.d.) states "Employees don't quit their jobs, they quit their managers". Most employees' primary relationship is with their senior supervisors, and this can directly determine whether a person stays or not. Regular meetings should be held to determine ways of making that relationship a better one. (Conerly, 2013).
The second step will be creating and maintaining a good working environment, that not only retains employees but attracts them as well, helping them grow. A good working environment can eradicate many problems leading to employees leaving their companies. When trying to address the current working environment you can assess 3 major aspects pertaining to the work place. According to Irwin (2011):
- The ethics and values on which the company instils
- Policies and actions used to turn those values into every day workings
- The physical environment that the employees work in
When looking at ethics and values. It is important to set an example to the employees. They will look for this leadership and act accordingly. There is no point in behaving, immorally or unethically and then act surprised when employees start behaving the same way.
A bad working environment is probably the biggest factor in employees leaving and the ability to control the work place and make it better will work out in the long run. There are various methods with which you can accomplish this.
- Feedback
When employees don't receive feedback from their employees they tend to worry that they are not doing a proper job or they think no one cares so they begin to slack. This can be avoided by having regular meetings with your employees to evaluate their work. Positive reinforcement is key. Instead of constantly pointing out what is wrong, point out ways that the person can improve on their weaknesses. This makes it easier for employees to speak to managers about certain problems they have (WaspBuzz n.d.).
- Office Hours
Different people work at their optimum level at different times of the day. Some people may be done with their work at 12 p.m. while others may only do their best work after 10 a.m. allowing employees flexible working hours while setting those goals to achieve in those hours will lead to an increase in production and therefore income. Rewarding your employees with time instead of money is always welcome and sometimes more appreciated (WaspBuzz n.d.).
- In The Loop
As far as you can, keep employees in the loop about the business without divulging any confidential issues. This makes them feel that the job they do is important and directly affects the company. It gives employees a sense of accountability and pushes them to work harder to improve the company.
The third step is to ask employees why they work for you. Two things come from this. Firstly the employee reassures themselves as to why they work for you and in turn the employer gains a better understanding of what draws people to your organization. These reasons become vital information as to why people are working for your company and if you are sending the right image out. This information also helps when recruiting, if the person values the reasons other people work there then they would probably be a good fit for your company (Irwin, 2011)
Once you have established why people want to work for your company, the next question is what the company can do in order to make things better as there is always room for improvement. If done in the correct way the company may discover great ways for not only improving the conditions your employees work in but also other parts of your business.
Employee retention strategies should help bring a sense of family to the business place. Even though families do have internal conflict and don't always agree, they tend to work it out. This bond will see employees stick together through tough times and rejoice in the great times. They will help to support each other and will help each other grow. If this sense of family is achieved, it becomes a lot harder to leave than leaving somewhere you just go to work.
Chapter 3Research Methodology
3.1 The Approach
The approach to this research is primarily a qualitative approach, based on various articles and case studies. The study used this to focus on the most common problems when faced by companies to retain their employees. The study also used a minor secondary quantitative approach where a survey of 10 people in 2 companies was taken to gauge the relevance of the articles the research was based on.
3.2 Limitations
This study was limited by the below mention:
- Scheduling. This became a major issue when people could not find the time to partake in the survey or hold interviews.
- Confidentiality. Many people did not want to take part in the survey as they were afraid the information would be used to victimise them.
Chapter 4Results and Discussion
4.1 Causes of constant job change
Local employers are failing to attract, retain and develop their employees. Some of the key findings of the study include organizations implementing and responding to performance reviews poorly, despite having proud and willing employees as a result employees move from one company to the next, companies fail to invest sufficiently in skills.
Many employees prefer a better Woking environment. This will increase working relations between fellow employees and between employees and their managers. This will result in more productivity and income.
4.2 Costs to the Employer
Employees moving from one organization to the next cause the company to lose its initial investment and invest more into finding replacements. These actions are causing a significant impact on company's morale, productivity and overall profit.
4.3 Survey Conducted
The Charts below represent the answers to various questions asked on the survey.
.Figure 1: Question 1
Figure 2: Question 2
Figure 3: Question 3
Figure 4: Question 4
Figure 5: Question 5
Figure 6: Question 6
Figure 7: Question 7
Figure 8: Question 8
Figure 9: Question 9
Figure 10: Question 10
Chapter 5Conclusions and Recommendations
Retaining good employees is important to a company's long term success. Constantly changing employee's starts to affect the efficiency of the company causing a lower standard of work, in turn causing low productivity and low income.
The cost of replacing, recruiting and training new employees becomes a major issue and can affect the financial standing of the company. It is simply unaffordable to ignore an employee retention problem.
There are many ways to to curb this problem:
- Companies need to show their employees that they care about them. Taking personal interests into account and developing their staff.
- Creation of good, meaningful and challenging works so that the workplace does not become boring or mundane.
- Create a good working environment for employees. Happy employees make a happy company
Having a retention plan is a must for a company. Investing in this will save you a lot more in the future.
Companies must adopt a culture where they value their employees, and where personal gain is aligned with business gain. Companies must let go of old fashioned recruiting methods and utilize modern methods in order to retain their employees.
Chapter 7: References
AOL Jobs: "12 signs you are working in a toxic environment"
http://jobs.aol.com/articles/2013/09/09/signs-toxic-office/ (2013)
Forbes: "Quits are up: 7 employee retention strategies your company must have"
http://www.forbes.com/sites/billconerly/2013/12/11/quits-are-up-7-employee-retention-strategies-your-company-must-have/ (2013)
Mondaq: "Five top employee retention strategies"
http://www.mondaq.com/x/155322/Five+Top+Employee+Retention+Strategies (2011)
Unicorn HRO: "Effective tools for retaining employees – what you should know"
http://www.unicornhro.com/articles/effective-tools-for-retaining-employees--what-you-should-know (n.d.)
Wasp/Buzz: "6 sins of office stress: How to create a better working environment"
http://www.waspbarcode.com/buzz/6-sins-office-stress-create-work-environment/ (n.d.)


text:
Outside Single Mechanical Seal Ptfe Bellows - Chinaprice: contact company for price
1. QHWB2 type mechanical seal complies with ISO3069 standard
DIN24960, GB/ T6556 standards.
2. Single seal
3. Outside seal
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5. Strong corrosion resistance mechanical seal
6. PTFE bellows rotation
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4. Water treatment and sewage proposal
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1. Normal mechanical seals for ideal sealing
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5. Excellent compensation performance functioning equivalent,
effective pressurization
6. Straightforward and easier specification for pre- assembled unit,
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7. Individual adaptation was subject to pump' s design and style.
Customized products ( OEMs) are available.
8. Wide applicable to program about conversion and retrofit
Conditions and Operating range
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5. Applicable medium: Strong acid, strong oxidizer
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alkali, hydrofluoric acid and solution with impurity.
Note: the sizes of a shaft are connected to the operation pressure and
Metal parts: Metal 316, 304, 2Cr13 multiple Springs
Friction Elements: Silicon carbide or hard alloy,
Auxiliary seal: PTFE bellows
Package: Poly bag, one carton to one set Mail box:
charles. m[ at] qhseals[ dot] com
Company Contact:
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Published date: September 6, 2015 -
- Business Description: The organization have long been devoted to designing, developing,and
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text: What does it mean to be an American? Voice of young Americans Posted on April 25, 2017 by Philip Moore — Leave a reply What do you think they can think? Are they proud of being the American citizens? The characteristic feature of young people around the world is their need for – of Continue Reading →


text:
|Head Coach
|Mike Kramer
|Big Sky Conference
|Pocatello, Idaho, U.S.
|Holt Arena
The Idaho State Bengals football program represents Idaho State University in college football and plays its home games at Holt Arena, an indoor facility on campus in Pocatello. Idaho State is a charter member of the Big Sky Conference in NCAA Division I FCS (formerly Division I-AA). Through the 2011 season, the Bengals have an all-time record of 451–472–20 (.489).
To watch Idaho State Football game live today is so simple here in our platform. Our streaming service included all sports network like Pac 12 Network, SEC Football Network, Big 12 Network, ESPN, WatchEspn, Fox Network, CBS Network, ABC Network, NBC Network, ESPN Network and all popular sports network. You can watch all Idaho State games for this (2016) season along with other NCAA Football 2016 games simultaneously.


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When we visited Imagination Technologies at CES, they were showing off some intriguing hardware that augments their GPUs in order to accelerate ray-traced rendering....
Type: News story Tags: Graphics Mobile computing Gaming Personal tech
AMD reveals 2014 APU roadmap for tablets, convertibles
We already know that AMD's next-gen Kaveri APU is coming to mobile systems. However, the chip will only fit into power envelopes ranging from...
Type: News story Tags: CPUs Mobile computing Personal tech
Maingear claims world's thinnest 17'' gaming laptop
There's a new 17" gaming laptop out there—and this one isn't a gigantic, workstation-sized thing with a two-inch thick chassis. In fact, according to the...
Type: News story Tags: Mobile computing
My Steelcase Leap chair fixed my crappy posture
I do a lot of sitting. Like, a lot. I sit in my home office for eight to nine hours every day doing TR-related work. Once...
Type: Blog post Tags: Miscellaneous
|G.Skill KM560 MX keyboard drops the numpad
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|Acer Predator Triton and Helios laptops are ready for serious play
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|Unless Intel suddenly becomes very aggressive in its pricing, a Skylake-X will certainly cost a hell of a lot more than Ryzen CPU. And who cares if AM...


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text: Its a painful weekend for the wallet here in Telford. At the end of the P'boro show our camper (Eclipse) on a '97 Iveco turbo daily demonstrated an unusual jingling noise in the engine bay. Had a look earlier this week (first chance to get under the bonnet) and alternator bearings are failing so its a new alternator. To get access to the alternator I removed the air intake hose from the turbo and discovered that the turbo bearings are b*$gered too so add a turbo to the shopping list. Now the easy way to get at the alternator is to remove the frot panel complete with headlights and indicators (two bolts, two nuts, disconnect the bonnet release cable and lights wiring) then the rad so that means new anti freeze, well it is four years old so due for replacement. Then while its all stripped down I figured I might as well fit a new cambelt and tensioners and while I'm at it a new thermostat (Eclipse has always run cool so hopefully this will help). I don't know the total cost yet as all the invoices went into the orifice for Jackie to deal with but the turbo and alternator totalled over £600 Had to go for a brand new turbo as I couldn't locate a recon unit, several places would recon mine but that would leave me with an immobile 3+ Tonne motorhome for at least three days, probably four and I just don't have the room for that. Besides which the new turbo was not that much more than the cost of reconditioning my old unit. Ah well at least it should be trouble free motoring for the next four years:BigGrin:......................hopefully! D.


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For more information on meeting and adopting this kitty, please fill out a pre-adoption application under "ADOPT" on our website at WWW.CATSCRADLERESCUE.COM. Your information will be forwarded to the foster parent for follow-ups and meeting arrangement.
Cat's Cradle is an all-volunteer, non-profit foster-home based rescue serving Oregon cats who need new homes. 100% of your adoption fee goes to provide for the medical and physical needs of the cats in our care. We invite you to become a foster parent and experience the great satisfaction of helping a cat or kitten in need.
Why Foster Care? Does your new kitty like children? Does she play with dogs or find other felines too uncomfortable to be around? Does he have consistent litter-box manners? Does he want to cuddle or perhaps his comfort zone is to be more independent. Many life-factors influence cat behavior and while genetics plays a role, we know that human touch, kindness, nurturing and consistency of care are non-negotiable requirements. We provide all of this.
Event Location: 4037 SW 117th Avenue, Beaverton, OR 97005
Our adoption fee for single kitten is $120 and $200 for a pair. Adult cat adoption fee is $60.
We require that adopted cats be mainly indoor cats and no declawing is allowed. Adopters must be over 21 years old and sign a contract that lists out his/her responsibility as the cat's owner.
Offered by Owner 'LITTLE RICKY' Special Needs
'Pugsley and Ophelia' Twin Tabby Kittens
Jewel & Opal ~ Mom/daughter pair
'Ophelia and Pugsley' Twin Tabby kittens
Thank You!
Your message has been sent to Cat's Cradle Rescue.
You'll receive a copy, too, at to help you keep track of which pets you've inquired about, and which shelters and rescues you've emailed.
NOTE: Some shelters have physical locations you can visit; some of these shelters may only have pets for a limited time, so please do not wait for a reply—just go visit the shelter! Other organizations are rescue groups run by busy volunteers who may take a while to reply. You can find information about the shelter or rescue group caring for this pet, and their adoption procedures, on the pet's details page on Adopt-a-Pet.com.
Contact this Rescue Group about Offered by Owner 'Rocky and Bullwinkle' young BFF again.


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Sanya Metallic Pom Scarf
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Made from wool with a touch of silk, our Sanya scarf has a soft drape. A faded metallic trim complemented by small pom poms falling from the hem gives this piece a distinct finish. Wear with your casual or working wardrobe.


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Have stayed at this hotel several times while waiting to fly out of Norfolk Airport. Most of my trips out are early am. The room is clean, bed is very comfortable. The room has a microwave, fridge and the indoor pool and hot tub are a great added touch! I wish my stays were longer to take advantage of the many amenities. Low price in good area close to everything! People at front desk are great - even at 4AM!
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Graduate Certificate
Study mode:
On Campus
Payment options:
may be available
Payment plan
Upfront payment
1 to 2 years part-time study
Start date:
Enquire now for upcoming start dates!
Awarded by:
Murdoch University
Take your knowledge of organisational psychology and apply it to business, industrial and other organisational contexts with a Graduate Certificate in Human Resources and Safety at Murdoch University.
The course gives you the skills to run a safe and healthy workplace, and to ensure an organisation's HR department runs smoothly. You'll learn about wellbeing and the dynamics of cultural diversity in the workplace, and cover procedures such as job assessment methods, performance appraisal, staffing, human resource development and training.
As well as a focus on safety, you'll look at rehabilitation, retirement, and retrenchment, and how to manage change.
If you're a graduate of commerce, law, education, sociology, environmental or biological science and want to work in HR, this course is a perfect second discipline area.
To be eligible for entry into this course, applicants must meet the following entry requirements:
Previous quantitative or statistical skills are also highly recommended.
All students must also satisfy Murdoch University's minimum English requirements by demonstrating competency in the English language.
In this human resources course, the subjects you may study include:
Core units
Plus your choice of one of the following elective units
You may be eligible for advanced standing if your previous education or work experience meet certain criteria.
Upon successful completion of this course you will receive a nationally recognised Graduate Certificate in Human Resources and Safety from Murdoch University.
With this qualification, you can pursue a range of human resources roles in any organisation. You'll be able to apply your knowledge of organisational psychology to business and ensure wellbeing in the workplace.
Curious about where a career in human resources could take you? Potential job outcomes may include:
Eligible students can apply for a FEE-HELP loan to cover the upfront costs of all or part of your fees.
Alternatively, you can pay annually for the units you choose to study in that year.
Murdoch University also offers a number of scholarships to successful applicants.
This course can be paid for through the FEE-HELP government loan scheme. If you are an Australian citizen or hold a permanent humanitarian visa, this means you don't need to pay upfront.
Instead, the Australian government will pay your course fees on your behalf. You'll begin repaying your loan through the tax system once you start earning more than the minimum threshold of $54,869 (2016-17 income year).Find out more about government study loans here.
Want more information about the career benefits of this course?
Fill out the enquiry form to the right and a study consultant will contact you with the details you need.


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Vietnam A Television History (1983)
Genre: Documentary | History
Release: 04 October 1983
IMDB link: IMDB
Synopsis: Exactly why was America in Vietnam? This remarkable and essential seven-volume series--six years in the making and originally broadcast on public television in 1983--tells the agonizing history of Vietnam's lengthy conflicts with some of the largest powers on Earth. While the primary focus is on the United States' miserable efforts to prop up a porous, anti-Communist government in South Vietnam as a bulwark against Chinese and Soviet expansionism, the series' makers expend no less energy detailing important antecedents to America's intervention. Of vital interest are the first two hours, which tell the compelling story of France's 80-year colonial rule in Southeast Asia and the rise of a European-educated generation of Vietnamese intellectuals turned warriors, chief among them the architect of Vietnam's prolonged revolt against the West, Ho Chi Minh. By the time a viewer comes to understand how and why America shrugged off Vietnamese independence after World War II, it is easier to grasp the tragic context for the disastrous military campaign of the 1960s and '70s. The rest of the series covers the various expansions of America's war in Vietnam through a succession of presidents from Eisenhower to Nixon, carefully explaining the sundry issues that drove each commander-in-chief to send more money, more troops, and more weapons into a seemingly unwinnable and dubious battle. The later volumes take the story into Laos and the horrible siege of Cambodia by a U.S.-supported Khmer Rouge, and examine the history of the antiwar movement in America. No stone is left unturned in this important project, which runs some 13 hours and should be considered one of the most important television series in history.


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Stephenville, Texas is uniquely located in rural Texas one-hour southwest of Dallas/Fort Worth for easy access to metropolitan amenities and a major airport, yet isolated from big city stress. A city of over 19,000 friendly people, Stephenville is an inviting, gracious community with a rich western heritage in a beautiful country setting along the Bosque River. It is distinctively Texan – independent, hardworking, and educated. Known as the 'Cowboy Capital of the World' and the 'City of Champions', Stephenville takes pride in having small town values, where a strong work ethic, family-values, and a giving heart still matter.


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Aunt Dimity's Good Deed by Nancy Atherton
>> Tuesday, January 22, 2008
Series: # 3 in the Aunt Dimity Series
Genre: Cozy Mystery
Publication Date: 1996
Pages: 276
Challenges: A-Z Reading #5 (A Title), TBR 2008 Alternate #1
After finishing Doctor Zhivago, I was having a bit of a reading hangover. Doctor Zhivago was still percolating in my brain so I needed something light, fun, short and completely different. This was the perfect time for me to pick up the next book in Nancy Atherton's Aunt Dimity series. I'd enjoyed the first book in the series, but had been disappointed in the second which was an odd out of sequence prequel that didn't even have the main character from the first book. This third one is back to what I expected. Lori Shepherd is back and so is the charming and ever so dead Aunt Dimity.
Lori Shepherd's young marriage may be in trouble – her husband is a workaholic and when she schedules a visit to her English cottage as a second honeymoon, he bails at the last minute for work. Lori still makes the trip to England, but instead of her husband, her traveling companion is her Father-in-Law. Trying to make the best of the situation Lori enjoys spending time with her neighbors whom she adores. That is, until her Father-in-Law disappears leaving only a cryptic note.
Soon, Lori is off in search of Mr. Willis with her neighbors' 12 year old daughter Nell as a traveling companion. Nell is a fun character – she's 12 going on 28. At times she's more sophisticated and worldly than Lori, but at other times very much a 12 year old. She and Lori are kindred spirits and Nell's stuffed bear Bertie is a good match for Lori's long loved flannel rabbit, Reginald. It turns into not only a search for Mr. Willis, but also a search for the answer to and possible resolution of a three hundred year old family feud.
This is a light enjoyable cozy series with some charming characters and a friendly 'ghost' in Aunt Dimity, who communicates with Lori via writing that appears in her blank journal. Don't look for anything logical in that premise, just enjoy the fun.


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Sculptra for teen male
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Sculptra for Teen Male
Sculptra stimulates your body's own natural collagen production to enhance facial volume. Most of the time more than one treatment spaced apart is needed to obtain your desired look. Without examining you or seeing photos it is difficult to give advice on how much Sculptra you will need.
Web reference: http://www.myethosspa.com/services/dermal-fillers/sculptra/
How Much Sculptra is Necessary?
Sculptra is a product that works gradually over a series of treatments so while it is unlikely that the first will be enough, it is very hard to say - it's really a wait and see situation. Sculptra is works to replace lost collagen in areas that lack volume so it's particularly good for the cheeks and temples. Ideally your doctor will ask you to come in for continued follow-ups to monitor the progress of your treatment over time and determine if additional vials will be needed. My number one recommendation is to only receive treatment from a board-certified dermatologist or plastic surgeon with extensive experience using injectables, particularly the one they are advising you to use.
Web reference: http://dennisgrossmd.com/services/treatment/dermal-fillers/
Sculptra, one vial, enough to see a difference?
This is a small amount and my guess is that you don't see much from it. I would plan on 2-3 treatments to really get the full effect. Sculptra is a great filler that lasts several years and helps the cheeks and temples
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Sculptra for teen male
Sculptra is a stimulating agent that gradually produces filling over time. In most cases, several treatments spaced apart are needed to obtain the desired result. It is possible that one vial could be enough for one treatment session, but without an examination or photos of you, it is difficult to give you further advice.
These answers are for educational purposes and should not be relied upon as a substitute for medical advice you may receive from your physician. If you have a medical emergency, please call 911. These answers do not constitute or initiate a patient/doctor relationship.


text: VA - Clubmania 5 (2007) • Genre : Electronic House Trance • Year : 0 • Label : • On demand! (album available 128-320kbs)* #/by GROVER Release code: ODI2170362 Added on 27-10-2014, 19:37 You want this album? link doesn't work? report us from your account! Release Info: VA - Clubmania 5 (2007) Artist: Various ArtistAlbum: Clubmania 5 (Mixed and compiled by DEEPMAN Label: Star Music Catalog: sm-169 Country CD: Russia Released: 2007Genre: ElectronicStyle: Deep House TranceQuality: VBRKbit/s Size: 149MbCovers: Yes Tracklist here[/URL] This album(s) is currently available for download only with a Premium account. To get a premium account, click here


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This page contains a list of art related workshops and classes in Sequim and surrounding areas.
Workshops and Classes for 2017
Zentangle Workshop
by Janie Brackney
This is it! Just what you have been waiting for! A Beginners Zentangle class. You don't have to know how to do anything except hold a pen. That's all. Oh, and have FUN! We are meeting at the Artist's Studio at the Landing Mall in Port Angeles on Saturday and Sunday, May 6th and 7th. The only thing you need to bring is your willingness to have a great time and learn something new.
All supplies are provided and refreshments will be served. Pre-registration either by phone or email is required so I can plan on supplies and how much space I need to prepare for. Space is limited so register early. Price is $70. Class runs from 11:00am – 2:00pm both days. Depending on how much we get done we might work on black paper on Sunday, but we'll be starting with white paper on Saturday. We have squares, triangles, and circles to draw on and lots of strokes to learn together. Questions or registration: firstname.lastname@example.com or 360-912-2850 (leave a voice message!)
Collage & Mixed Media with Barbara DePirro
At the Landing Mall, Port Angeles, WA
Instructor: Barbara De Pirro
Online Registration: https://www.eventbrite.com/o/barbara-de-pirro-4165162463
Fee: $100
Discover methods of combining textile, fiber, paper, found objects and acrylic to create inspirational artworks. Build up surface texture, imagery and pattern using both collage and assemblage techniques, combined with a range of textural acrylic products. Gain a concise understanding of the qualities each product offers; in creating texture, for gluing and embedding. Moving beyond any preconceived notions of what defines collage; this workshop will expand your vocabulary of methods and approaches, presenting new pathways in your own individual artwork. Each artist will create samples of each product, process & technique; each detail will be documented, creating a reference that will prove to be an invaluable resource for all future projects. All levels are welcome.
All products graciously provided by Golden Artist Colors.
Most other supplies & tools provided by instructor.
Artists should bring the following:
– pre-cut white mat board or illustration board (10-12 pieces, range of sizes no smaller than 4", no larger than 10" )
– Paint palette (you may even use recycled plastic lids, Styrofoam trays, etc.)
– Paper towels
– clear plastic sheeting; will be used in the transfer process, underneath especially drippy samples while working, on the floor for additional drying space & at the end of the class to help in transporting wet samples.
– box lids or trays for drying & transporting wet samples
– Personal imagery, artwork, photography or drawings; Black/White, color copies (laser prints not inkjet)
– Found papers, fibers, textiles or objects
Life Drawing
George Zien hosts a life drawing session on Tuesday's in his studio from 2:00 PM until 4:30. There will be a nude model who will pose and the cost is $10 per person. He needs your email address as he sends out a notice each week and would very much appreciate a reply if you plan to attend. The studio is located at 596 Parrish Rd which is just south of Hwy 101 off Kirk Road. George's cell number is 461-2725. Call with questions regarding supplies you will need to bring.


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Board Upgrade 04/23/2017Unfortunately, we were unable to upgrade the board software due to some technical difficulties. We will try again once we get the problems worked out.
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Need a book? Engineering books recommendations...
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Try Steel design by Salmon and Johnson, the best steel book I have ever seen. Hardip S. Pannu ...
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David Beckham Took Sons Romeo And Cruz To The Kids Choice Sports Awards, Where They All Got Slimed
Apparently it does, and who better to test it on than living legend David Beckham and his super cute sons Romeo and Cruz? The three Beckham men hit the red carpet last night at 2014 Nickelodeon Kids Choice Sports Awards, where they posed for photos and obviously looked adorable together.
But the real fun started when Romeo and Cruz presented their dad with the gold Legend Award. And as you can tell, that wasn't the only gold David got.
The best part is when he starts to help his boys clean up. It's all so precious. I wonder what Victoria Beckham would have done if they'd slimed her. Slapped someone? I hope. Launch the gallery to check out all the photos of the pre and post-slime Beckhams. And if you need to watch it happening, enjoy the video below!


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WFO Raleigh NC (RAH) Participation in GOES-R Proving Ground Activities Jonathan Blaes, Science and Operations Officer With contributions from Ryan Ellis and Gail Hartfield NOAA Satellite Proving Ground/User-Readiness Meeting June 4, 2014
Timeline of WFO Raleigh Activities with the GOES-R Proving Ground UW/CIMMS Convective Initiation GOES-R Proving Ground product evaluation (spring-summer of 2011) GOES-R Partners Project begins Towards Improved Anticipation of Prolific Lightning Events in Central North Carolina with NC State begins (summer 2011) Formal collaboration with NASA SPoRT initiated after NWA conference (fall of 2011) NASA SPoRT visits WFO Raleigh (January 2012) Evaluation of the NASA SPoRT MODIS/GOES hybrid imagery (begins spring 2012) Evaluation of NASA SPoRT Night-time Microphysics RGB product from VIIRS and MODIS (fall 2012) NASA SPoRT/NWS Huntsville staff visit WFO Raleigh (summer 2013) Intensive evaluation of RGB imagery for cloud analysis (fall 2013 ) AWIPS II installed at Raleigh (November 2013) GOES-14 SRSOR used in severe weather operations at WFO Raleigh (May 2014) Planned formal evaluation of UAH/NASA SPoRT CI product (summer 2014)
Primary GOES-R Proving Ground Activities at RAH UW/CIMMS Convective Initiation Product Evaluation GOES-R Partners Project Evaluation of the NASA SPoRT MODIS/GOES Hybrid Products Evaluation of the NASA SPoRT Night-Time Microphysics RGB Product
Primary GOES-R Proving Ground Activities at RAH UW/CIMMS Convective Initiation Product Evaluation GOES-R Partners Project Evaluation of the NASA SPoRT MODIS/GOES Hybrid Products Evaluation of the NASA SPoRT Night-Time Microphysics RGB Product
GOES-R Proving Ground Training Activities at RAH Accomplished through: Provider produced training materials Webinars and other virtual courses Local training workshops and staff meetings Online tutorials Case studies, primarily through blogs On the fly, one on one/small group event driven demonstrations SPoRT laminated Quick Guides Experiences: There was not a single training mechanism, this is probably fine as multiple options are needed, no one-size fits all training product, must be flexible. The interpretation of the product featured a tight learning curve. A more seamless, "enterprise" training approach would be valuable We were able to provide input on some training products
GOES-R Proving Ground WFO RAH Internal and External Communications Internal communication: Email Training workshops and staff meetings Small group event driven demonstrations Blog posts CIMMSE SPoRT Comments to ERH External communication Email Blog posts CIMMSE SPoRT AFDs NWS Eastern Region Virtual Satellite Workshops Want to share more at conferences and via journal articles
Night-Time Microphysics RGB Product The evaluation started during the fall of 2012 with an intensive evaluation of RGB imagery during the fall 2013 Product is intended to provide more information on fog and clouds. A comparison of the traditional 11-3.9 micron product (left) and the Night- Time Microphysics RGB product (right) are shown below.
Night-Time Microphysics RGB Product 1) Shallow fog with reduced visibilities and no ceilings 2) Fog with probable IFR ceilings and IFR visibilities 3) Stratus with IFR/MVFR ceilings and some fog with VFR visibilities 4) Mixed low and mid-level clouds with some thickness 5) High level thick clouds 6) Pockets of high level thin clouds 7) Warm bodies of water
Night-Time Microphysics RGB Product Strengths Provides a new opportunity to take advantage of "vertical" aspects of satellite data. Powerful visualization tool. "Gap Filler", can fill in spatial and temporal gaps between observations, great for data sparse locations. Big impact on aviation forecasting and should complement the 4-D weather cube. Weaknesses Can be very difficult to interpret with a 3-dimensional color curve. "The aqua/light blue results from moderate amounts of red (medium thickness), lesser amounts of green, moderate amounts of blue (warmer clouds). " Some visualization cues are subjective (bright aqua vs. purple). Steep learning curve for forecasters. Tough for a red-green color blind user. Higher clouds will inhibit use for low clouds/fog analysis.
Night-Time Microphysics RGB Relevance & Readiness The evaluations was difficult at times as the products were not available in final (temporal) form or frequency. A lot of looking, sometimes without reward. Despite these evaluation limitations, the product should have a very positive impact on multiple forecast problems. Need to emphasize this can be a complicated product to use and interpret. Readiness and effectiveness will largely depend upon: Delivery (bandwidth) Training and appropriate use by forecasters Future utility could be expanded to gridded forecast initialization or analysis of ceilings heights
Summary of Training and Future Readiness Needs Bandwidth to deliver the data is paramount Training is a very big issue A big rollout with a well conceived and delivered training plan is essential. WDTB AWOC style or WSR-88D "lite" training Need to seize the opportunity and not fumble the ball Once the satellite is up, many more steps are needed for success
Acknowledgements Ryan Ellis (RAH Satellite Focal Point) and Gail Hartfield (lightning projects and GFE) have made significant contributions to the GOES-R activities at RAH. Most of our activities have been associated with the NASA SPoRT folks. We have had great collaboration with Geoffrey Stano, Kris White, Gary Jedlovec, Jonathan Case, among others. The GOES-R Proving Ground supported our COMET project. NWS Eastern Region Headquarters has provided a great deal of support and motivation, in particular Dave Radell. The JPSS Program which supported my travel to the conference.
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