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#28 – How to manage smart people
The other day, over lunch, a friend recounted how her boss was just like the manager from the movie Office Space. After a few stories of cubicle horror related to said manager, she looked up at me and asked: "Am I an idiot? Or did something I did in this or a previous life make me deserve this?" I didn't know what to say, other than that no one deserves to have a bad manager (Well, almost no one). Certainly this friend, who is bright and hard working, doesn't deserve one. But unfortunately there is a normal distribution of manager quality, and many people with the job title of manager don't rise to the challenges of the role. It's often not their fault: sometimes they've just never had a good manager themselves.
What follows is some advice for managers on how to manager people, especially talented people. I worked for nine years at Microsoft, sometimes managing projects, sometimes managing people, but always with a manager above me. I think I'm smart, but many of the people who have worked for me definitely were. Over the years I've experienced many mistakes and successes in both how I was managed, and how I managed others. There's no one way to manage people, but there are some approaches that I think most good managers share.
Management defined
I once had a manager that I and his other reports called "the bossman". We called him this in jest, making fun of his authority, because it was so rare that he needed to use it. Instead arguments always centered on some problem that needed to be solved, and what the best approach would be to solve it. If there was a disagreement, he'd restate the goals and expectations, make sure everyone was still on the same page, and then lead a discussion of possible alternatives. Working for him always felt like a partnership. Decisions were made on the basis of their merit, and any point of view was allowed provided it added value to the discussion. He didn't care if he was right or wrong, only that the best ideas survived. In years of working for this guy, I can only think of a handful of incidents where he asked me to do something that didn't already make some degree of sense to me. His authority, though obvious since he was my boss, was rarely something he had to exercise or use as a tool to get things done. Was this guy a good manager? It depends who you ask.
For many people and organizations, management is considered in relatively strict and authority based terms. The manager, or the boss, is the person who has authority and responsibility over a bunch of other people. Often he or she can hire and fire people, give raises, decide who works on what, and has political and social access to other important people in the company. Depending on where you work these things are true to varying degrees. I learned that the more you talk to different people, in different lines of work, about managers, the more you learn how differently defined the role and job can be. There are also huge differences in what employees in different organizations expect their managers to do for them. What is expected of managers in one organization would be a revelation in another.
My experience with the bossman taught me that managers have many undocumented, unsaid, but incredibly important, functions. They have more to do with enabling the happiness and productivity of the people that work for them than anyone else in the organization. A manager, at any level of hierarchy, from line project manager, to CEO, has an emotional responsibility to their reports, or to the people who are dependent on them. Like a parent in a family, or a coach of a sports team, a manager sets the tone for dialog (open and thoughtful or defensive and confrontational?), enables or prevents a fun work environment, and interprets (or ignores) the corporate rules and structure, into a daily practice of shared work. While managers are hired to get stuff done for their employer, they also make a personal commitment to each of their reports by being their boss. The manager automatically takes on more responsibility for the career of their employee than anyone else in the organization or company. They might ignore this responsibility, or do a crappy job of it, but the responsibility is still theirs.
I look at the bossman as an example of a very effective project manager. I think he hired people very carefully, trying to find people that would work within his management philosophy. He chose people that were self motivated and confident enough that he didn't have to expend much energy figuring out how to get them to work hard. Then he created an environment where good ideas rose to the top, further encouraging smart people to want to contribute. The bossman made working for him feel like a proper relationship: he got something from us, and we got something from him. I think that this kind of management style requires more skill and savvy than a more hierarchical drill sergeant type of manager. Unlike the latter, the former demands comfort with degrees of ambiguity, and the confidence to allow people to openly disagree, or intellectually trump, their manager. But from my experience, this open management style is the only way to have a "best idea wins" kind of culture.
However, I know some people who would have criticized the bossman as a manager that was not in control of his team. If you walked into the room at a brainstorming session, or group discussion, it wasn't always clear who the head honcho was. They'd also say that he delegated too many decisions down to the people that worked for him, and perhaps, trusted them too much. I suppose the final analysis has to come down to the results. If the quality of work produced by the team is high, and group morale and motivation are skyrocketing, then the often fuzzy lines of hierarchy and the open communication style can't really be criticized.
More than anything else talented people want to be in environments that both appreciate and cultivate their talents. Any successful manager of talented people has to come in every day, in every meeting, and directly work towards making this happen. This doesn't mean coddling people, or denying the team's goals in favor of making someone feel good. Instead it's about making actions and decisions that both clarify how people's talents apply to the team goals, and working to keep the team happy, motivated, and focused in that application.
The nature of smart or talented people
Everyone is talented. Certainly not everyone is as talented as everyone else, but every individual has certain things they are good at, and certain things they suck at. Assuming you are a manager, your first task is to figure out what talents each of the people working for you have. This is not easy. It requires more than looking at their resume. Most of the important talents that people have live underneath the over processed job descriptions and functional roles most organizations have created for talented people to live in. Good managers must step back from the hierarchy, bureaucracy, and formalization, and actually see people not just for what they do, but for what they can do, that they currently are not. This includes things that they may never have had the chance to do, as well as talents that they may not have recognized themselves. A manager that treats his reports as cogs in a wheel is guaranteed to get the performance of a cog in a wheel. But a manager that develops and grows people into new strengths and abilities will always get more out of their team that their cog minded peers will of theirs.
Once, at a lecture I gave, some managers in the room balked at this idea, joking that not everyone on their team was particularly talented. (If you're reading this now, and you know who you are, please place a big L on your forehead. You are now banned from the rest of this essay :). Even if you don't have a team of rock stars, it's your job as manager to either work with the people you have to make them better, define their roles to match their strengths, or to manage them out of your group/team/company. But no matter how you deal with it, it's your job. That's why you get paid the big bucks, or in all probability, the bigger bucks than the people working for you.
Although it is fair to say that different kinds of organizations expect different things out of their managers and employees. Sometimes the work involved is more repetitive and cog like than not. The job might not require creative thinking, or expect people to make improvements to processes and approaches as part of their job. If that's the case, then hopefully it's been made clear to managers and employees before they are hired. Hierarchical models do make sense if the majority of work is in the domain of some kind of repetitive actions, rather than generating ideas, or dealing with new and complex situations. In the end, good managers know to use as little hierarchy and authority as needed for the group to be effective, regardless of the domain.
Making people visible
Stars need to shine. Managers are granted some amount of visibility into the larger organization (and often can work to obtain more), and it's up to the manager to dole out some of that visibility down to their reports. While managers need to establish themselves, and manage peer and senior level politics, they also need to help establish the people on their team along with them. It's a great thing for a manager to be seen helping new stars rise. People will say "who's that smart woman over there?" And the answer will be "Oh, that's Sally. She's on John's team". When people see that somehow you're able to cultivate and grow smart people, you win more acclaim than if you presented the ideas yourself. I think if good ideas are in abundance, and the culture promotes and rewards their creation, there's much less competition for credit for it.
In the unspeakable acts department, there is never any reason to take credit from someone that works for you. This only puts poison in your own well. If there is any ambiguity as to who came up with what idea or is responsible for some achievement, yield in their favor (or if it was a real collaboration, and not a manager fabricated one, liberally mention their name with yours, as in "Sally and I…"). Smart people will repay you for your generosity many times over with their trust. On the other hand, since smart people often care more about their ideas than anything else, if they can't trust you with them, they're unlikely to trust you with anything else.
Ask them what they need to kick ass
The following phrase is one of my favorite tools as a manager: "What do you need from me in order to kick ass on this project?" Asking this question invariably surprises people with its directness. It's a cut to the chase, where you, as manager, lay out on the table the magic wish list of possibilities, and asks them to put their cards on the table. If a good discussion ensues, you then have the opportunity to actually deliver some of the things they might need. All the pet complaints they've been harboring have a chance to surface, and perhaps, simply fade away in the face of your brutal honesty and openness as a manager.
The management theory behind why this can work is this: assuming you acknowledge that people that work for you might be smart, talented or both, you have to find a way to communicate this to them. The simplest and most important way is to allow them to participate (not dominate) in defining how you will manage them. Regularly asking them what they need from you is an enormous act of respect. You are putting them, for a moment, on a nearly even playing field with you. But it is also an invitation to them to step up, and fully invest themselves in their work. This is because if they don't say they need something, they must admit to themselves that there's no external reason that they're not kicking ass on the project.
But of course, if not applied carefully, this approach can backfire. The burden is on the manager to make the conversation an open and positive one, without getting defensive or giving them reason not to disclose the information you're asking for. The insecure manager, the non-communicative manager, the manager who makes everything about them, will generally fail with this approach. They'll start off ok, but as soon as anything about their management approach, personality, working style, or other aspects of their management qualities come into question, they'll get defensive, and retreat back into their authority, and end the discussion. It's really a form of denial. To be a manager means accepting feedback on how you manage.
One practical way to overcome this starts with a meeting. The manager sets up a meeting with the employee and opens a discussion about how they like to be managed. The manager should explain the purpose of the meeting, and asking clarifying questions about what the other person says. Generally, the manager should say little about their own opinions. Zero. Zilch. Zip. Instead, their job is to listen, help clarify the other persons thoughts and then go away and think about what they said.
The reason why the manager needs to shut up is that they have all the authority. If they really want to understand what their employee needs from them as a manager, they'll only be honest if they believe they won't be judged for it. As soon as the manager start in with "but why don't you just do X?" or "sure sure, but I've learn that Y is really the best way to.." the conversation has effectively ended. Some more assertive people might argue further and put up a good fight, but many people won't.
I've found that in many cases, the easiest time to have this sort of conversation is when you go through a reorg, take over a new team, or have someone new join your team. I've found that when the slate is clean there's less expectations and relationship baggage to deal with. If you don't have a clear point in time, that's ok. Do it anyway. Be decisive and decide to improve your management of your talent right now. If there are problems you're capable of fixing or things that you could be doing to improve your team, you won't know unless you take the initiative. More assertive people might call you out and set up this kind of meeting with you, and they deserve bonus points for that, but it's the manager's job to make discussions about management happen.
In terms of the actual conversation, most of the time, most of what you'll hear are simple and reasonable adjustment to how certain things are done. Some people might say that they know of better ways to run the meetings you organize. Or that they'd appreciate more of a balance of positive feedback (which they feel their work warrants) with critical feedback. But who knows. They might tell you something that no one else in your career has thought to say, that can dramatically improve your abilities as a manager. It's in your interest to make them comfortable giving you this kind of commentary. Offer up something you are specifically trying to get better at, and ask them for their opinion. I think I've often gotten much better feedback on my management skills from people I've managed, than from the people I've worked for.
The big risk here that some managers have complained about is that now the manager has to actually go think about what the employee said, which can be complex and time consuming. My response: Shut up. It's your job. What else are you doing that is more important than trying to find ways to get your employees to do their best work? If you're not interested in this kind of thinking, why on earth are you a manager?
Respect what talents they have, that you do not (and hire with this in mind)
I'm a fan of sports analogies to management, so here's one: every team sport requires many different skills. No one player is the best at everything and winning games requires each player to understand their specific role, the roles others play, and how it all needs to fit together to work. Business or technical organizations are no different. Things only go well if everyone understands (and is comfortable with) their role, knows the roles of others, and has some understanding of how it all fits together. Good managers should be easily seen as coaches (not the Bobby Knight chair throwing type, but the John Wooden nurturing leader type), who value the different roles, and try to bring together the right kind of chemistry to make good things happen.
If you are a manager, it's unlikely that you were born that way. For awhile you probably had the job that one of the people that works for you currently has. You used to be more specialized, and have a well defined expertise. This means that your natural bias will be towards over involving yourself in that role, and under-involving yourself in the other roles people play on your team. It's human nature. Perhaps you used to be a developer, you liked being a developer, and you think you're good at developing. So when an engineering issue comes up that impacts marketing, interface design and localization, odds are you'll tend to focus most on the engineering point of view, which might not always be the most important one.
Odds are also good that if you do this often enough, you will destabilize your team, undermine its other strengths, and lead you and the team to great shame and tragic ruin (Ok, maybe not. But it will impact what kinds of issues people bother raising in front of you). As the manager, your philosophical biases often become the team's philosophical biases. You have to go out of your way to periodically allow your own points of view to be evaluated, questioned, and improved.
Sometimes the only way to make this happen is to bring an outsider in to evaluate the hidden biases an organization has, and who can make commentary and recommendations without fear of political recriminations. You can only have the best ideas surface if you're drawing from a wide pool of perspectives, including those different or even in conflict with your own.
Another solution is this: First acknowledge that you have weaknesses, both in skills and in knowledge. Second, admit that your ignorance hurts not only the product or website, but the team itself. Third, get help in hiring experts for roles you are not familiar with, and go out of your way to involve them, and their perspective, in your decision making process. Deliberately hire first rate strong willed people to represent disciplines that you tend to undervalue. Force yourself to be on the top of your own game, and to make sure it's not bias and ignorance that drive you, but good judgment refined by divergent perspectives.
Small esoteric note that probably isn't worth reading: Originally this essay's opening paragraph made (mis)use of the term law of averages, implying that half of all managers were below average in quality, when more accurately I should have stated half of all managers were below the median level of managerial quality. I replaced this phrase instead by referring to the normal distribution, which I believe applies to managers, diffusing the whole mean/average/median fiasco. You see, unexpectedly, my originally inaccurate use of the term "average" unleashed a torrential flood of, shall we say, unkind feedback in my general direction, regarding my misuse of terminology.
This above note is presented for both entertainment purposes (yes, there are people who will pick on your essays about management if you are sloppy with your secondary points that include statistical terminology – who knew) and in recognition that a modification of this essay occurred as a result of said feedback, which though I'm very appreciative for, wasn't generally very kind ("learn math" doesn't really offer much practical advice, though it did make me laugh). And for the record since several people asked without giving a return email address, I did take probability, statistics and mathematics classes at CMU, despite my sloppy use of the concepts. Just goes to remind me that sometimes errors I see in other people's stuff might just be oversights, rather than reflections of ignorance.) – 2/4/2004


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Transparency.ms.gov has been created to promote transparency in government and in spending. There is a wealth of data available on the site that is searchable, viewable on screen, and can also be printed for offline usage.
Due to systems maintenance, reports may not be available between Saturday 8 a.m. and Sunday 10 p.m. during the second weekend on a monthly basis.
The Mississippi Public Meeting Notice Website has been established for State Agencies to post notices of regular meetings. These notices must be published to the site at least twenty-four (24) hours before the meeting. Please click here to view the Mississippi Public Meeting Notice Website.

subset: commoncrawl


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ETA: The fundraiser is actually over. Here's their Patreon page instead, so you can be a recurring contributor if you'd like.
I'm sure you all know Sally Strange, who frequents these parts and is a staple of the commentariat even here. She and a number of other bloggers are building a blog network to represent some classes of voice that don't often get heard, and asked me to throw in what meagre support I have to offer. And they have already — before launching — met with an overt attempt at scuttling their plans.
8chan, where the nastiest parts of chan culture re-settled after even 4chan started turning their noses up at their inhumane doxxing, SWATting and harassment, got wind and are already in the process of attacking the Indiegogo campaign and the bloggers for whom it would benefit.
They deserve our support and a shot at making their voices heard. They deserve the chance to speak, rather than to be silenced by this hate mob who attack them "for the lulz".
Here's Sally's plea.
Continue reading "Sally Strange and Burning Bridges: Why You Should Support a New Blog Network"


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Availability:In stock


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Social technologies have the potential to play a major role in productivity for businesses. McKinsey reports these technologies can increase productivity by 25%.
Latest Tweets
@jesseosher https://t.co/ZwlqIlG9QW
- Tuesday Dec 8 - 12:04pm
RT @nadiyashah: Nearly all the best things that came to me in life have been unexpected, unplanned by me. - Carl Sandburg #quote
- Sunday Dec 6 - 1:23am


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Showcase your pumpkin carving and decorating skills this Halloween.
By Faith Teel Special to Relocation.com
Halloween isn't just a time for people to dress up… houses like costumes, too! This year, why not try a few spooky decorating ideas that will scare your friends and flex your crafty muscles, without putting too many holes in your pocketbook.
Pumpkin Alternatives
Carved pumpkins are the classic Halloween decoration, but who has the time and really, who wants to clean up that mess? Luckily, there are lots of easy alternatives that won't require you to threaten an innocent pumpkin with a huge, serial-killer-style knife.
Painted Pumpkins – All you need is a little bit of black paint to make silly or spooky faces… or get a can of glittery spray paint and paint the whole pumpkin to make the ultimate statement in Halloween glam. This is great for small kids, too, who can use as much paint or as little as possible and go wild with their Halloween pumpkin.
Squash – Next time you're in the supermarket, look for a few pumpkin alternatives. Painted butternut squashes make fantastic ghosts and goblins… and if you keep them in a cool, dry place, they could last until it's time to make squash casserole for Thanksgiving. Lumpkins – Many supermarkets offer pumpkins and squashes that are so strange that they don't need carving. Look for "peanut pumpkins," which are covered in funny "warts" resembling peanut hulls.
Balloons – Your local card store, gift shop or florist probably sells helium balloons. Skip the pricey, shiny Mylar balloons and opt for inexpensive orange, white or green rubber balloons instead. Take them home and draw faces on them: jack-o-lantern faces for the orange ones, mummies or ghosts for the white ones and witches for the green ones.
Scarecrows – Creating a crafty scarecrow is a great way to showcase your decor skills, while also enhancing your front lawn.
Subtle Scares
One of the best kinds of Halloween decorations are the subtle ones that take a minute to notice, but really creep your friends out when they finally see them.
Things Under Glass – Save your old spaghetti jars, wash them out and remove the labels. Now fill them with mysterious-looking things and add a stick-on label with a scary name on it. For example, you could put an old rubber mask in a large jar and label it "Granny's Pickled Heads." Or try spiny chestnuts labeled "Poison Urchins" or dried leaves labeled "Deadly Nightshade." Are You Going to Eat That? – Try the same trick with jars still full of food. Tomato pesto, black olives and pickled garlic take on new meanings when labeled "Frog Hearts," "Eye of Newt" and "Werewolf Teeth." Apple Crones – Peel a few apples and carve them to look like an old woman, with slits for eyes, a big nose, and a straight line for a mouth. Let the apples wither for a few days, and soon you'll have a row of little witch faces.
Weird Family Photos – Scour the internet for old film stills of Dracula, the Mummy or Frankenstein. (Try to get high-resolution pictures.) Print them out in black and white and slip them in with other family photos. You can even make a game out of this where the first person to notice will receive a Halloween treat. Mysterious Bloodstains – Fake blood aren't just for costumes anymore. Squirt it on old pillowcase and then pull the pillowcase over a throw pillow. Put it on your couch for a scary touch. Just be sure to use fabric that you don't mind putting a few stains onto!
Graveyard Trees – Now that your container garden is dying back, why not pull out a few dead annual plants and replace them with bare branches stuck into the soil like trees? You can use them as-is or drape them with cobwebs and plastic spiders.
Big Statements
Subtle can be fun, but if you're hosting a party, you'll want to make big changes that affect the whole atmosphere of your home. Here are a few ways to make the whole room look delightfully spooky.
Orange or Red Christmas Lights – Now is a good time to raid your bucket of Christmas lights. Orange, red or white lights all make great lighting for haunted Halloween homes.
Paint It Black – Need to make a major statement? Raid your attic, closet, garage or local yard sale for anything that you can spray paint black. Old chandeliers are great for this, and so are candlesticks and artificial flowers.
Black Bed Sheets – Are you planning to buy more bed linens soon? Why not get black or red bed sheets? They can double as quick covers for chairs and small sofas whose floral prints or bright colors might otherwise distract from your scary décor. Cheesecloth, Cheesecloth, Cheesecloth – Cheesecloth is another inexpensive alternative for covering large furniture. It has a white, ghostlike color and an open weave that makes it look like a shroud. It's also good for covering a Halloween table, wrapping over a mop head for an improvised ghost, or bandaging over an old hat form to make a mummy head.
Silhouettes – Black paper is your friend! Your local craft store may offer it in sheets or even big rolls. Use it to make silhouettes of mice, bats and cats, or cut larger shapes such as witches, werewolves, vampires or ghouls. Don't limit yourself to the wall; try putting them in your baseboards, climbing up your steps or peering out of the windows.
In the Bathroom – Why not write something scary on the mirror in red lipstick, or use your spooky silhouettes or fake blood to make a great effect behind a translucent shower curtain? Invitations – For inexpensive (yet scary) invitations, pick up some parchment paper from the same craft store and use a scary font to make your invite. (Or try a handwriting font and make your invitations look like a letter from Dracula!) Seal them up with the stick-on red wax seals used for wedding invitations.
Food Centerpieces – Halloween food is another subject entirely, but we couldn't resist mentioning a few of our favorites. For a great centerpiece on the food table, try a mysterious green punch labeled "Love Potion." If you've got a little time on your hands, adapt the classic gingerbread house with black frosting, licorice, candy corn, pumpkin candies and gummy worms to make a "haunted house."
There's no holiday like Halloween to bring out your inner decorator. Give a few of these tips a try… you're sure to have a screaming good time!
This entry was posted on Monday, October 18th, 2010 at 7:38 am and is filed under design and decorate, Do It Yourself, exterior projects, Home Improvement, interior projects. You can follow any responses to this entry through the RSS 2.0 feed. You can leave a response, or trackback from your own site.
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St Andrews, Scotland- A significant growth opportunity exists for golf if it can attract more women, girls and families into playing the sport more often according to a new research report published by The R&A.
Many countries are seeing a fall in the number of both males and females playing golf and the research report analyses the factors which affect whole family participation in the sport, including women and girls, and details a number of useful practical recommendations for national golf bodies and golf clubs to help them encourage more women and girls to play.
The R&A commissioned the International Institute for Golf Education to carry out the research, which brings together the findings of existing academic and industry research with the individual views of a wide-ranging group of golf experts.
The key themes identified in the report, which was produced by Dr. John Fry and Philip Hall, include:
- The importance of establishing the optimum environment for family participation by being aware of the make-up of the modern family
- A direct link between equality in sports participation and wider measures of gender equality such as women in influential decision-making positions in golf
- That parents are the chief factor underpinning families' likelihood to play golf and that their motivations for their children taking part include having fun, improving health and developing friendships
- The increasing desire for golf to provide opportunities for socialising and to be adaptable and flexible given the time and cost constraints placed on the modern family
- The need for the sport to evolve to meet the demands of contemporary society and for clubs to encourage memorable events for their customers, as that memory itself or the 'experience', is increasingly replacing the 'product' of playing golf
The research reflects The R&A's continued drive to encourage more women, girls and families to play golf more regularly, working with its affiliates around the world to enhance golf's appeal.
Martin Slumbers, Chief Executive of The R&A, said, "The research demonstrates there is a tremendous opportunity for golf to grow its participation numbers and generate more income if it can attract more women, girls and families into playing the sport.
"We know that more work needs to be done to achieve this outcome at a time when there are concerns about declining participation levels and this report provides useful actions and guidance for our affiliates and clubs that can lead to tangible, positive outcomes for golf."
Dr John Fry, added, "The report brings together for the first time in one place the key academic and industry research articles conducted on family sports participation.
"The process involved searching scientific databases containing more than one million citations, peer-reviewed research papers and selecting the most appropriate evidence based studies that can help underpin strategies to increase participation in golf.
"The research is supplemented with case studies of best practice, analysis from a number of industry experts and offers a series of practical actions which golf clubs can adopt."
The full report on 'Women's, Girls' and Family Participation in Golf: An Overview of Existing Research (2018)' can be viewed here. Click here for the R&A research summary
A video interview with Dr John Fry of the International Institute for Golf Education can be viewed below.


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Physical Therapist - Pelvic Health and Ortho
Company: BenchMark Physical Therapy
Location: Etowah
Posted on: July 5, 2024
Job Description:
BenchMark Physical Therapy, a brand partner of Upstream
Rehabilitation, is looking for a Physical Therapist to join our
team in Etowah, TN to treat pelvic health and orthopedic
--- -
Who we are--- -
A network of over 1200 clinics from coast to coast, 26 brand
partners, that leads the outpatient physical therapy field. The
Upstream family offers something for every clinician- continue your
educational training through our mentorship or residency programs,
find a path to ownership by becoming a partner in one of our
clinics, share your knowledge with others as a clinical instructor,
lead a team by advancing in to leadership, make an impact on the
community with our advocacy partnerships, and more. -
--- -
Who you are--- -
You excel at providing specialized evaluation and evidence-based
treatment based on patient specific needs. -
You love to connect with patients and clinical team members within
your organization. -
You deliver the highest quality care and meet our standards of
clinical excellence. -
You seek a positive, respectful, and fair work environment. -
You are eager to continually learn through professional growth
opportunities. -
You value accountability, adaptability, balance, compassion,
excellence, inclusion, investment, servanthood, teamwork and
trust.--- -
What you need--- -
Graduate of an accredited Physical Therapy Program -
Current or pending state licensure -
--- -
Why BenchMark Physical Therapy? -
Our reputation for best-in-class patient care and unparalleled
customer service, combined with our local and regional density,
makes us the provider of choice for patients and referral sources
in Etowah and surrounding areas. We offer a wide range of physical
and occupational therapy services including: Active Release
Technique, Arthritis Management, Athletic Training, Blood Flow
Restriction, Chronic Pain, Concussion Management, Dry Needling,
Ergonomic Analysis, Geriatric Therapy, Hand Therapy, Headaches and
Migraines, Injury Prevention Program, Instrument-Assisted Soft
Tissue Mobilization (IASTM), LSVT- BIG for Parkinson's, Manual
Therapy, McKenzie Method, Neurological Rehab, Occupational Therapy,
Orthopedics, Orthotics and Splinting, Pediatric Therapy, Pelvic---
Health, Pre/Post-Surgical, Rehabilitation for Multiple Sclerosis,
Speech Therapy, Sports Performance and Rehab, Telehealth, TMJ Pain,
Total Joint Replacement Rehab, Vestibular Rehab, Weight Management,
Wellness Programs, Work & Industry, Work Conditioning. - -
--- -
Upstream seeks to provide competitive benefits that you care about:
Flexible Work Schedules with no weekends (Monday-Friday) -
Clinical Care Bonuses -
Medical, Dental, and Vision Benefits (PPO or HSA) -
401k with company match -
Paid Time Off and Holidays -
Student Loan Reimbursement Opportunities -
Partnership/Ownership Opportunities -
Company Paid Life Insurance (1x base salary) -
Voluntary Short-Term and Long-Term Disability Offerings -
Upstream is committed to your professional growth: -
$1500 annual CE dollars plus unlimited use of MedBridge -
Partnership with IAMT for training in Manual Therapy: -
Orthopedic and Sports Residencies available in-house: -
Leadership development coursework and mentorship -
New graduate mentoring & onboarding------ -
--- -
We strive to provide an inclusive work environment where our
differences are celebrated for the value they bring to our
communities, our patients and our teammates,---and---we commit to
continue---to---focus on diversifying every level of our
workforce---accordingly. -
--- -
Follow @Lifeatupstream on , and check out our company page to learn
more about what it's like to be part of the -
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Upstream Rehabilitation is an Equal Opportunity Employer that
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Keywords: BenchMark Physical Therapy, Cleveland , Physical Therapist - Pelvic Health and Ortho, Healthcare , Etowah, Tennessee
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Send us your favorite photo, even a phone pic. Order our $25 preview and a skilled Artist will turn your photo into a painting. We'll send an email proof of the painted portrait within a week for review. You'll be able to view the artwork, make changes and decide afterwards if you'd like to own the painting. Visit our sample gallery to get ideas. See what our Artists can do!
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Send us your favorite family photo. Order our $25 preview and a skilled Artist will turn your photo into a painting. We'll send an email proof of the painted portrait within a week for review. You'll be able to view the artwork, make any changes and perfect decide afterwards if you'd like to own the painting. Visit our sample gallery and see what our Artists can do!
First, we love our customers. Thats what you'll really want to know. Since 2002 we've built our business around family...creating beautiful family portraits you might cherish forever. Your satisfaction is very important to us. We won't play games with pricing either. You won't see a price twice as high as it should be and then get a coupon for half off. Just good honest value from the start...the way it should be.
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First, we love our customers. Thats what you'll really want to know. Whether we turn your picture into a painting or print your photo on canvas with gallery wrap....we guarantee your complete satisfaction. Since 2002 we've built our business around family...creating beautiful family portraits you might cherish forever.


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In the first pages of "Aegean," a black and white photo of Marianna Leivaditaki framed by her fisherman father behind her, his arm crooked over her collarbone, provides a clue to the charm and theme of this book: a father/daughter portrait that expresses the unabashed joy of food and family. Crete and the Aegean offer something fresh in the world of food. From hanging octopi on clotheslines to dry, to choosing the best sea urchins, to cleaning snails by putting them into a beehive with dried pasta and flour, "Aegean" feels like a book written about the ancient Minoans. One learns how to make a spicy summer salad with clams and crispy capers and a yogurt, apricot and pine nut dip; serve raw artichokes with lemon and oil; and prepare horta (boiled greens). Buy this book because you want to run away from civilization or because you want to spend a few hours with Leivaditaki and her father in a place out of time. Or, you could just buy it for the food—you will be amply rewarded.
In the preface to "The Rise," Marcus Samuelsson (Red Rooster chef, winner of "Top Chef Masters" and frequent judge on "Chopped") asks: "What does it mean to be a Black cook?" It's a subject that Samuelsson, born in Ethiopia and raised in Sweden before moving to the U.S., is passionate about. Reading this book—which spans kofta with okra, doro wat rigatoni, jollof rice, coconut fried chicken, yassa, pork and beans with piri piri sauce, and sea moss smoothies—one is left with a truly remarkable collection of recipes but without, I think, a clear answer to his question. And maybe that is exactly the point. Black in the culinary sense is about as broad a definition as one can imagine, from Cape Town to Dakar, from Alabama to Chicago, and, in Samuelsson's case, from Ethiopia to Sweden to New York. There is joy and energy to this cooking; there is a deep sense of terroir married to the great toll of slavery and the chance, often delightful, idiosyncrasies of culinary immigration. Most of all, and I hope that Samuelsson would agree, there is the hope, or the demand, that this abundance of culture and food be considered an essential part of what makes America so special. Samuelsson is proud to be an American; he just wants us to recognize the rich tapestry of our history and the great talent that exists to build an even more compelling future.
The Rise
Eat a Peach
I had never met David Chang until a few months ago, and I was pleasantly surprised. I was expecting a superstar celebrity chef, and what I found was a humble, thoughtful human being who freely admits his foibles, his fascination with death and his struggles with depression. He was a golf prodigy before age 10 but quickly lost his edge. He studied religion at Trinity College and says that the Bhagavad Gita changed his life. He launched Momofuku to give New Yorkers good, simple food at a fair price but had to completely change the menu after six months to survive. The restaurant business taught him that sheer stubborn willpower is the way forward, that being a chef also means fixing the plumbing and the air conditioner, and (after being fired from a Tokyo restaurant after a four-month gig) that anything subjective can be taken away from you. Most of all he lives by the mantra "Be a fool. For love," an email sent by Anthony Bourdain after they had enjoyed a knock-down evening of eating and drinking. Translated, Chang loves food and service, and has no time for others in the hospitality business whose passions are lesser. Every day is an opportunity to add "a new pattern to the fabric of culinary history"— and all this from a man who simply wanted to give New Yorkers good food at a good price. David Chang would say that nothing in life is easy, but that is the way it ought to be. Be a fool. For love.


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So either one would have made a deserving winner. As I said, this was not the disappointment.
Following Project Runway, the natural thing to do was to watch Project Runway: Threads. I was genuinely excited for this show -- Project Runway! With adorable kids! Hell, we'd already seen this exact formula work great with Masterchef Junior! What could possibly go wrong?
Well, for starters, the show doesn't follow the Project Runway model. It's not one season-long competition, it's a series of self-contained episodes featuring three new kids each week. Which means I don't have time to get to know any of them, or care about any of them. The presence of their parents as "assistants" adds a lovely dimension of additional awkwardness (and giving the winner of the first challenge the right to use her opponents' mom as a helper couldn't possibly backfire). But all of that perhaps could have been forgiven were it not for the host: Vanessa Simmons. I don't know if I've ever grown to hate a television personality as quickly as her. Seriously -- it took about a sentence, two at the most. Even Zanna Roberts Rassi lasted longer. She's infantalizing and patronizing and just generally horrible. And the real victim here is Christian Siriano, who I think really could excel at hosting a show like this were it not just an all-around catastrophe.
So we turned off Threads after about 20 minutes and went on the prowl for something else to watch. How about the remake of
Next came Call the Midwife. A few folks had recommended this to us, and since all British shows are interchangeable to me I'm like "1950s Downton Abbey! Sure, sign me up!" Now, Call the Midwife gets some credit in that we made it through the entire episode. And Jill actually liked the show on its merits, so there's that too. But for me, none of the characters left any imprint whatsoever. There's the main nurse, whose entire personality and emotional range can be summed up as "somewhat shocked middle class". There's, um, the crazy nun. And some other nuns. And some other nurses. I did love the bilingual family in the first episode, but I can't imagine they'll be too recurrent. Other than that, I could not tell you anything about anyone, including the main character.
So finally, I decided to play some Shadow of Mordor. I had beaten the main quest before leaving for DC, but I figured I could still clean-up on some side quests. And I'd now like to supplement my flash review. Nothing I said there is false, per se, but this is a very short game. It can be beaten quickly, and without much effort, and after that there is not all that much to do. By the time you win the game, your ranger is ludicrously overpowered -- there really weren't any opportunities to engage in the back and forth rivalries with orc captain and warchiefs that made the middle of the game so fun. So basically, I'm left with an Xbox One and nothing to do on it, at least until Assassin's Creed comes out.
* While this mistake is itself illustrative, I will point out that As You Like It was one of the few plays I recall semi-enjoying during the death march through the Shakespeare canon that characterized my middle and high school English education. So if anything, I was spotting them a few extra points.


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It's calm. A good time for some meditation.
The building windows still have the useless tape crosses, some probably still from Irene.
Tons of sand are removed from the streets
Beach is where it was not before
Most of the messed up cars have been towed, but some streets are still full of sand
Garbage imbedded in fences
The iconic Shore Hotel sign twisted in the wind
Nathans is full of water and sand
Brighton's old ladies are back on the benches though
This limo probably spent some time under water
Dirt marks the high water line
Brighton beach streets are never particularly tidy, but now businesses have basements full of water
This cab has seen better days for sure
The swans are back. I wonder where they went for the storm. The Sheepshead Bay bridge is all jacked up though.
Getting into Manhattan is a pain in the ass.
Buses think that they are trains
Downtown Manhattan is eery – it's dark and there's no cell reception. Cops set up flares by the bus route
Getting back into Brooklyn is even more of a pain. Cops have no idea where the shuttle buses stop saying that they are not MTA, and MTA employees send you in the wrong direction. Streets by the bus routes are lit by road flares. Only the Empire State Building is lit. It's red – orange – yellow in honor of Thanksgiving.


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Factory Tour
Watch our team in action as we demonstrate ways we practise green manufacturing.
DEFT series is characterized by facility & skill and reflects Malaysia's long history in solid wooden furniture making.
The overall appearance of the DEFT desk is simple and natural, with details of each joinery and wooden form expressing delicate craftsmanship. The tandem of machinery with skilled carpentry crafting results in a minimal yet classy interior set-up for your modern home.
Complete your DEFT collection with the DEFT Chair
Designer: Shahril Faisal
DEFT Office Table
Size | 1200 mm (L) X 600 mm (W) X 705 mm (H)
Net Weight | 14.3 kg
Material | Rubberwood
Coating | Water-based coat
*Due to the natural characteristics of wood, the wood tone & grains may vary slightly from the image displayed.
We are delighted to extend this special invitation to you and your family to join us for an exciting and educational MERDEKAPENTER Open Day event at The Green Factory!
Date: 26 August, 2023
Time: 10am-6pm
Location: Lot PT 12725, Jalan 16, Kampung Baru Ampang, Ampang 68000 Selangor
Discover the Wonders of Our One-Of-A-Kind Factory
Prepare to be amazed as we open the doors to our unique factory, where innovation and sustainability unite to create extraordinary products.
The Merdekapenter Factory Open Day is a special opportunity to gain insight into our manufacturing processes and witness first-hand how our exceptional products are brought to life.
Watch our team in action as we demonstrate ways we practise green manufacturing.
Enjoy discounts of up to 70% on what's available instore at The Green Factory.
Get creative and express your artistic skill on reclaimed wood.
RM30 per session. Suitable for kids & adults
Check out what's available from
our collection of inhouse designed furniture & items. Preorders applicable for displayed products only.
Watch our team in their zone as they demonstrate our signature wood finishing techniques.
Chill with your buddies while playing traditional & modern Malaysian games.
What to Expect:
✳ Guided Factory Tour: Knowledgeable guides will lead you through the various sections of the factory, providing fascinating insights into our meticulous production processes.
✳ Interactive Exhibits: Engage in interactive displays showcasing our latest products and discover how we consistently strive for excellence in quality and sustainability.
✳ Meet the Experts: Interact with our passionate team of makers, designers, and experts who will be present to answer your questions and share their experiences.
✳ Family-Friendly Activities: We have planned a range of fun activities for all ages, including experiential carpentry activities, games, hands-on workshops, making it a delightful experience for everyone.
✳ Food and Refreshments: Savour a delectable assortment of refreshments and snacks available throughout the event.
✳ Shop for Sustainable Products: Visit our Green Factory Shop and enjoy exclusive discounts and offers for one day only!
🎟 BUY EARLY BIRD TICKETS now and win a FREE GIFT!:
To ensure a memorable and smooth experience for all our guests, we kindly request buy your admissions ticket prior to the event. Stand a chance to be the first 50 pax to win a complimentary gift!
Buy your admission ticket here!
Safety Precautions:
Your safety is our top priority. Rest assured, we have taken all necessary precautions to adhere to current health and safety guidelines. Face masks and sanitization stations will be readily available throughout the premises.
If you're:
🔨Curious about woodworking
🔨Interested to see how sustainable wooden products are made
🔨 A newbie that's never stepped foot in a factory before
🔨 Wanting to have a go at some beginner woodworking activities
🔨 Wondering how a quaint but happening factory like ours exist in Malaysia
Don't miss out on this extraordinary opportunity to get a glimpse behind the scenes of our award-winning factory.
We look forward to welcoming you and sharing our passion for innovation and excellence. See you there!
For the price of RM5, enjoy a wide range of woodworking activities with our TGF experts.


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MOSCOW — It won't quite be hand-to-hand combat, but "currency wars" will come to Moscow on Friday as finance officials from the Group of 20 nations spar over Japan's expansive policies that have driven down the value of the yen.
The G20 forum, which put together a huge financial backstop to halt a market meltdown in 2009, is back in the spotlight after a week in which the Group of Seven rich nations tried, and spectacularly failed, to speak on currencies with one voice.
The G7 has long been the powerhouse of financial diplomacy. But tension between Washington and Tokyo has risen over new Prime Minister Shinzo Abe's bid to end two decades of deflation.
The G7 issued a joint statement on Tuesday reaffirming "our longstanding commitment to market determined exchange rates." Yet the show of unity was quickly undermined by off-the-record briefings critical of Japan.
Hosts Russia say the G20—which includes leading emerging markets and accounts for 90 percent of the world economy—will back the thrust of the G7 text when they issue their communique on Saturday. But not necessarily word for word.
"The language may differ [from the G7], but the intent will remain the same," Finance Minister Anton Siluanov told Reuters.
When the G20 last met in November, its statement contained a call to "refrain from competitive devaluation of currencies" that was omitted by the G7 this week in what Tokyo took to mean its policies had won a free pass.
"As the G20 meeting in Moscow gets underway, the battle lines are drawn—it isn't 'G6 against Japan' as much as it is 'G7 against G13'," French bank Societe Generale wrote in a note.
The maneuvering on currencies is reminiscent of the 1980s, when the Plaza and Louvre accords sought to manage first the excessive strengthening, and then weakening, of the US dollar.
But, with the collapse of communism in eastern Europe and China's adoption of its own brand of capitalism, the world has changed. Emerging markets, as exporters and reserve holders, now demand a greater say in global financial management.
One senior G20 source said there would be no separate statement on currencies. A passage would be inserted into the main communique, but it would not repeat the G7 line that "we will not target exchange rates."
This, the source said, would not be acceptable to China—which is now the world's second-largest economy and holds much of its US $3.3 trillion in foreign reserves in US Treasury bonds.
As Russia tries to push its own supply-side agenda, the austerity versus growth debate will also complicate talks on renewing a goal set at the G20 summit in Toronto in 2010 of halving budget deficits within three years.
Here, the euro zone's largest economy, Germany, and the European Central Bank, are pushing for fresh commitments to curb borrowing—in line with their own tough medicine for the currency bloc's ailing periphery.
The United States, where the Federal Reserve has vowed to keep monetary policy loose until unemployment comes down, is opposed. Russia, which runs a balanced budget and has low debts, has yet to show its hand in the debate.
Japan's embrace of "Abenomics" entails a huge round of fiscal and monetary expansion aimed at raising the inflation rate to 2 percent.
The yen has fallen by around 20 percent since November, triggering a rally in Japanese stocks that, the government hopes, will kick-start growth by encouraging savers to spend and companies to invest.
With the United States, Britain and euro zone all running ultra-loose monetary policies, some emerging market exporters have sounded the alarm over "currency wars" that they say will devalue their foreign reserves and hit their competitiveness.
But not all: Mexico's central bank governor Agustin Carstens said that while he backed the G7's commitment to market driven exchange rates, it was important to refrain from rash rhetoric.
"If we enter into a real currency war what will end up happening is adding a lot of volatility to markets, pushing up risk premiums and no one would end up winning," Carstens said.
Russian officials note that Japan has not intervened on currency markets to weaken the yen, suggesting that Tokyo would not be singled out as a miscreant.
Before flying to Moscow, Bank of Japan Governor Masaaki Shirakawa defended the monetary expansion, saying it was aimed at reviving the economy—which shrank in the fourth quarter—and not at weakening the yen.
"The BOJ is conducting monetary policy to achieve stability in Japan's economy. It will continue to do so," he said.


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- people were more likely malnourished a century ago and grew to smaller stature
- the smallest sizes survived over time because they were only worn for a few years, as women likely took larger sizes after childbirth
- women trained their bodies into smaller silhouettes with corsets and the like
And this catalog of 1941 Lane Bryant fashions shows many more recent vintage clothes in "stout" yet "slenderizing" examples. The history of Lane Bryant with its initial focus on maternity wear, surpassed in the 1920s by the demand for plus-size clothing, bears out the real need for mass production of larger women's clothes early in the last century. Sales of plus-size women's clothing exceeded half of Lane Bryant's $5 million revenue in 1923.
These pages show model after model in cherubic profiles with "smart" vintage dresses at "sensible" prices. Sizes range from a 37-inch bust to a 59-inch bust, which is approximately equivalent to
women's sizes 12 to 40 today.
Even the shoes offered a generous range of sizes, from 4 to 11. Lane Bryant was a single source for plus-size women over the last century, including everything from underwear to hats and bathrobes for larger ladies.
For a glimpse of plus sizes on our site, check our women's vintage clothing section and choose your size from the left column. We offer over 400 authentic items in a size 13 to 26... and over 6,000 items site-wide.


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Only Florida and a handful of other states have done nothing to keep drivers from texting while they're behind the wheels of their vehicles.
Polls show overwhelming public support for the ban. Law enforcement groups, medical authorities, Florida businesses, telecommunications companies, car dealers and manufacturers, the AAA and the AARP all want it done.
Yet for the last four years, the Florida Legislature has balked at passing a texting-while-driving ban. On Wednesday, Sen. Nancy Detert, R-Venice, who has led the fight to impose the ban, began her latest effort by winning unanimous approval for her bill (SB 52) in the Senate Transportation Committee.
The 9-0 vote didn't come easily. Some senators questioned whether Detert's bill (SB 52) was tough enough.
Her bill would make texting-while-driving a secondary offense, meaning law enforcement officers would need another reason for pulling over a driver before they could be charged with the violation, which would carry a first-time fine of $60 plus court costs.
Detert said she would support stronger provisions in the bill. But after seeing past efforts fail, she said she is seeking a version that could win acceptance in the House, where last year a similar bill was never heard.
"This isn't the perfect bill," Detert said. "Some of you want a Rolls Royce and you're going to get a Volkswagen...but this is what has evolved after four years of trying."
Detert also called it "an embarrassment" that Florida was in a small minority of states that have done nothing about the problem. Some 39 states have enacted driving-texting bans, with most of those being enforced as primary violations.
Senate Judiciary Chairman Tom Lee, R-Brandon, particularly urged a tougher approach, saying Detert may be trying "to cut a deal too early" in the legislative process, scheduled to run into early May. Lee, whose committee will also review the bill, suggested lawmakers could make the texting ban as well as other distracted driving practices part of the existing law that prohibits careless driving — which would increase the fine and make it primary offense.
Lee said by keeping the ban as a secondary offense "you haven't done anything."
"Unless I'm doing something else wrong, I can text all day long and you can't stop me," Lee said.
Besides trying craft a bill that could win support in the House, Detert said passing any kind of ban would send a strong signal against the practice to Floridians, particularly younger drivers. "I think having a law on the books would go a long way toward accomplishing that goal," Detert said.
Several groups, including AAA and AutoNation, supported the bill.
"Sure lots of laws are hard to enforce, but try and tell that to some parent who has lost a child," said Lee Moffitt, a former House speaker who is lobbying for those groups. "Florida needs to declare loudly and clearly that is unacceptable behavior."
Others likened the bill to Florida's effort to require drivers to wear a seatbelt. The law was first aimed at children riding in vehicles.
Then in later years, lawmakers made it a secondary violation for all drivers, only agreeing a few years ago to make it a primary offense.
"It's a positive step. It's not the best step," Moffitt said, adding that Detert should be commended for her multi-year fight for the legislation.
Two Floridians who lost family members to texting-while-driving accidents also testified for the bill.
Stephen Augello of Spring Hill said he lost his 17-year-old daughter in a 2008 accident when her car was hit by a vehicle driven by a pregnant 19-year-old woman who was texting. Both women died and Augello said he has been on a "quest" since then to see Florida impose a texting-driving ban.
Angela Clark of Marianna said she lost her stepfather in a September accident in Jackson County when he died in an accident while he was texting. She said her stepfather lived in Alabama where texting was banned, but he would text once he crossed into Florida. She said if Florida had a similar law "perhaps he would be alive today."
Detert's bill must clear two more committee before reaching the Senate floor — the Communications, Energy and Public Utilities and Judiciary committees.
A similar bill (HB 13), sponsored by Reps. Doug Holder, R-Osprey, and Ray Pilon, R-Sarasota, is pending in the House, although an initial hearing has yet to be scheduled. It has been referred to three House committees.


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Today is Presidents Day, and we celebrate with this Book Trailer of the Week for Ron Chernow's landmark biography Washington: A Life. In this fascinating clip, the National Book Award-winning author tours in person several of the same landmark locations he visits in the pages of his richly nuanced portrait of America's first President. A 2010 NY Times Notable Book, Chernow's carefully researched page turner brings Washington to vivid life as "a dashing, passionate man of fiery opinions and many moods" while recounting how he rose from humble beginnings to become the father of our nation. A unique, groundbreaking biography not to be missed. Happy Birthday, George!
[youtube=http://www.youtube.com/watch?v=UKAnW62X8vU]Book Trailer of the Week
February 21, 2011


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Proceeding establishment date: 2022-03-07
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Time to make an offer is up...


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Wow, Pulitzer-Prize winning photographer Vincent Laforet has done it again! This time with Canon's brand-new 1D Mark IV and a film shot at ISO6400. And SmugMug's got it in all it's full 1080p hi-def glory, of course.
UPDATE: Canon, whom I love, has requested that Vincent take the video down. As a courtesy to both Vincent and Canon, we have done so, but hope to put it back up again as soon as they give us the green light. Read more about it over on Vincent's blog. Sorry for the inconvenience.
Related posts:
[Read more]


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Researchers and scholars will have more access than ever before to Princeton University Library's extensive collection of medieval and Renaissance manuscripts, thanks to a grant recently awarded to the Index of Christian Art by the Andrew W. Mellon Foundation.
A grant of $450,000 from the foundation will support a three-year project to catalog 400 of the 500 manuscripts contained in the collection and to digitize their images. There will be two components to the project: a digital catalog of all the images in the manuscripts that will be available on the online database of the index; and a printed catalog that will be published in book form.
Karin Trainer, University librarian, said she welcomes the opportunity to collaborate with the index and to make the University's rich collections more accessible. Colum Hourihane, director of the index, said that having Princeton's own manuscripts fully represented in the index was a milestone for the index and for scholarship in general.
Princeton's medieval and Renaissance manuscript collection spans the fifth to the 16th centuries and includes many priceless treasures. The collection is especially renowned for its 14th- and 15th-century holdings, most of which have never before been either fully cataloged or photographed.
"Ours is one of the largest and richest such collections in the United States, and it's considered the best American collection for which there is no published catalog," said Don Skemer, curator of manuscripts in the library's Department of Rare Books and Special Collections.
The images contained in some 200 of the Firestone manuscripts will be photographed, digitized and classified by the Index of Christian Art, which is based in the Department of Art and Archaeology at Princeton. The 1,750 illustrations will join what is now the largest database of medieval art on the World Wide Web. Scholars will be able to use the database to conduct digital searches of the manuscripts' images.
The Index of Christian Art has served students, the general public and the most advanced scholars for the last 84 years. Its extensive photograph and digital catalog covers the subject matter of more than 200,000 works of Western art from the early apostolic period to 1500 A.D. with analytic entries classified under 27,000 specially created subject headings. Each year several thousand scholars use the index, either visiting it in person or online.
The Princeton project complements a similar project under way with the Pierpont Morgan Library. Last year, the index received grants totaling $1.3 million from the Getty Trust of Los Angeles and the Homeland Foundation of New York to create a catalog of 1,000 years of Western iconography in that library's collection. Staff members have been digitizing more than 35,000 illustrations from 500 manuscripts in the Morgan collection. In addition to becoming available through the Morgan Library database, this catalog is being incorporated into the index, just as the University's manuscript collections will be.
Hourihane said that both the Princeton and Morgan manuscript projects address the index's long-term mission to collaborate with major medieval repositories throughout North America and Europe to catalog and digitize important and previously unpublished resources for scholarship. Adding searchable data and images from the University's holdings to the index's database will enable scholars to study images in the collection within wider artistic contexts, making it possible, for example, to do comparative studies and to trace influences.
"For example, if a scholar is looking for representations of King David, he or she will get hundreds of illustrations from the Princeton library collection, from the Morgan Library, from the Cathedral of San Marco (in Venice, Italy) mosaics and from other sources cataloged by the index," he said. "A search will provide huge coverage of different media, different periods and different locations. The scholar could then compare, for instance, how the Morgan Library manuscript may have been influenced by an earlier image from the Princeton collection."
Hourihane pointed out that scholars at remote sites will be able to access comprehensive descriptions and high-quality images of illuminated manuscripts without the expense of a site visit to Princeton or the delay and cost involved in requesting a reproduction. Providing remote access to good quality images from one of Princeton's most heavily used yet most fragile collections will also aid in its preservation, he said.
Although the Princeton project is expected to take about three years, images will be made available as soon as they are cataloged. The Morgan project is scheduled to be completed in 2005; a year's work is already available through the index.
The other component of the Princeton project, a catalog that will be published in book form, will feature full descriptions of the manuscripts, identifying all texts and images, providing physical characteristics and tracing the history and ownership.
Right now, those wishing to explore the collection's holdings can look through old published surveys with very brief and often inaccurate descriptions of the manuscripts. The old descriptions might be as short as a few lines; professional standards today would call for several pages of description for each manuscript, Skemer said.
"Medieval manuscripts are more like old buildings or archaeological sites than printed books," he said. "They were constantly evolving and growing and adapted for new uses. We have one manuscript that was first a scroll of parchment, then cut into pages and bound. Some of the writing was erased, and the parchment was used for another work. These manuscripts are incredibly complex."
Although not part of the grant project, Web-searchable bibliographic records also will be prepared on the manuscripts at the conclusion of the project to complement the print catalog, Skemer said.
The online version of the Index of Christian Art database is now available throughout the world through a subscriptions scheme. In addition, hard copies, which are updated annually, are located at the index's main office in McCormick Hall at Princeton, at the Vatican Library, at the University of Utrecht in the Netherlands, at Harvard University's Dumbarton Oaks Research Library in Washington, D.C., and at the Getty Research Institute in Los Angeles. More information about the index is available by clicking here .
Contact: Marilyn Marks (609) 258-3601


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ThingsBoard Professional Edition BYOL
Product Overview
ThingsBoard is an IoT platform for data collection, processing, visualization, assets and devices management. It enables device connectivity via industry standard IoT protocols - MQTT, CoAP and HTTP. ThingsBoard combines scalability, fault-tolerance and performance so you will never lose your data.
ThingsBoard Professional Edition is a closed-source advanced version of open-source ThingsBoard IoT platform with several significant value-add features.
ThingsBoard Enterprise subscription plan includes unlimited number of devices and assets, and all TB PE features:
- Advanced RBAC for IoT
Advanced management of user roles and permissions; - White-labeling
System, Tenant and Customer level users are able to define color scheme and logos to be used. - Entity groups
Each device or asset may be related to multiple Groups. - Scheduler
Schedule various types of events: report generation, commands to devices and configuration updates. - Reporting
Generate great looking reports using dashboards visualization capabilities. - Export widget data to csv/xls
Widgets data can be exported to CSV and XLS formats. - Data converters feature
Ability to define custom data converter from device payload to a common ThingsBoard payload format and vice versa. - Platform Integrations feature
Ability to stream device and asset data from external applications, third-party IoT Platforms and connectivity providers to ThingsBoard.
See https://thingsboard.io/products/thingsboard-pe/ for more details.
Operating System
Linux/Unix, Ubuntu 20.04
Delivery Methods


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As a 15-year-old, I don't have a driver's permit or any vehicle to drive. But that doesn't mean that I don't still have places to go.
As many others in the US do, I've turned to public transportation. Some people use it because taking a car simply doesn't make sense (New York, for example). Others because they simply don't want a car.
But using public transportation can be quite a hassle. For me to go towards San Francisco, I take a bus to a lightrail to a train that will finally go north. Planning and scheduling these multiple vehicles to minimize waiting times and maximize trip efficiency is often a difficult task involving timetables and maps.
It's a good thing that we have Transit, though.
Transit is soothingly simple. Put in your origin and destination as well as a time of departure or arrival and Transit will search the timetables of all local transit and determine multiple routes to get you where you need to go in the shortest amount of time.
Here's an example search from Lake Vasona to the Transamerica Pyramid Building in San Francisco.
Transit gives me various options to choose from so I can maximize the speed of the trip.
Once I choose which route to take, I get a beautiful and simple guide that gives me specific times for each leg of my trip.
I also get a nice map giving me visual reference of where I need to go.
Currently, Transit works in 37 major cities across the United States including San Francisco, New York, and Los Angeles.
The best part about this app? It's completely free! No ads or bothersome begging here.


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Already on a couple of mail boxes located on one of the qmail powered mail servers I adminiter, there is an over QUOTA reached problem encountered.
Filling up the mailbox quota is not nice as mails starts get bounced back to the sender with a message QUOTA FULL or EXCEEDED MESSAGE, if this is a crucial mail waiting for some important data etc. the data is never received.
Below is a copy of the mail quota waarning notification message:
Delivered-To: email@example.com
Date: Wed, 15 Feb 2012 17:40:36 +0000
X-Comment: Rename/Copy this file to ~vpopmail/domains/.quotawarn.msg, and make appropriate changes
X-Comment: See README.quotas for more information
From: Mail Delivery System <email@example.com>
Reply-To: firstname.lastname@example.com
To: Valued Customer:;
Subject: Mail quota warning
Mime-Version: 1.0
Content-Type: text/plain; charset=iso-8859-1
Content-Transfer-Encoding: 7bit
Your mailbox on the server is now more than 90% full. So that you can continue
to receive mail you need to remove some messages from your mailbox.
As you can read from the copy of the mail message above, the message content sent to the mail owner whose quota is getting full is red from /var/vpopmail/domains/.quotawarn.msg
The mail reaching quota problem is very likely to appear in cases like low mailbox quota set, but sometimes also occurs due to bugs in vpopmail quota handling.
Various interesting configuration settings for mail quotas etc. are in /home/vpopmail/etc/vlimits.default file, (assuming vpopmail is installed in /home).
In my specific case, the default vpopmail mailbox quota size was set to only 40 Megabytes.
40MB is too low if compared to todays mailbox size standards which in Gmail and Yahoo mail services are already a couple of gigabytes.
Hence to get around the quota troubles, I removed the quota for the mail.
To remove the quota size in vpopmail set for address (firstname.lastname@example.com) used cmd:
qmail-server:~# vmoduser -q NOQUOTA email@example.com
To save myself from future quota issues, I decided to apply a permanent fix to all those over quota size VPOPMAIL mailbox problems by removing completely quota restriction for all mailboxes in my vpopmail existent mail domain.
To do so, I wrote a quick simple bash loop one-liner script:
qmail-server:~# cd /home/vpopmail/domains
qmail-server:~/vpopmail/domains# cd my-mail-domain.net
qmail-server:~/vpopmail/domains/my-mail-domain.net# for i in *; do \
vmoduser -q NOQUOTA $(echo $i|grep -v vpasswd)@my-mail-domain.net; \
This works only on vpopmail installations which are configured to store the mail messages directly on the filesystem. Therefore this approach will not work for people who during vpopmail install had configured it to store mailboxes in MySQL or in other kind of SQL db engine.
Anyways for Vpopmail installed to use SQL backend, the script can be changed to read directly a list with all the mailboxes obtained from databasae (SQL query) and then, loop over each of the mail addresses apply the vmoduser -q NOQUOTA email@example.com.
I've written also a few lines shell script (remove_vpopmail_emails_domain_quota.sh), it accepts one argument which is a vpopmail domain to which the admin would like to reset all applied mailbox quotas. The script is useful, if you have to often remove all quotas for vpopmail domainsor have to do quota wipe out simultaneously for multiple email domain names located on different servers.


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There was a 108-yard kickoff return for a touchdown.
A last-minute drive that could have won the game for San Francisco.
An MVP performance by Ravens quarterback Joe Flacco.
And, of course, Beyoncé's halftime show. She sang live (unlike at President Obama's inauguration), and certainly livened things up with her "signature booty-shaking dance."
Super Bowl XLVII in New Orleans, which ended with the Baltimore Ravens holding on for a 34-31 win over the 49ers, certainly had its share of highlights. So too did the TV ads — Anheuser-Busch's "heart-tugging tale of the bond between a trainer and the Budweiser Clydesdale he raised" won USA Today's annual Ad Meter.
But outside of Baltimore, where fans were celebrating well into Monday, what will Sunday's game at the Superdome in New Orleans be most remembered for?
How about the power outage that dimmed the lights and forced play to be suspended for more than 30 minutes at the start of the second half? That hadn't happened before at a Super Bowl.
Early Monday, Entergy Corp. and SMG, the company that manages the Mercedes-Benz Superdome, said in a joint statement that:
"Shortly after the beginning of the second half of the Super Bowl in the Mercedes Benz Superdome, a piece of equipment that is designed to monitor electrical load sensed an abnormality in the system. Once the issue was detected, the sensing equipment operated as designed and opened a breaker, causing power to be partially cut to the Superdome in order to isolate the issue.
"Backup generators kicked in immediately as designed. Entergy and SMG subsequently coordinated start up procedures, ensuring that full power was safely restored to the Superdome.
"The fault-sensing equipment activated where the Superdome equipment intersects with Entergy's feed into the facility."
There is a case to be made that the power outage helped turn what might have been a rout into an exciting contest. The Ravens had just gone ahead 28-6 thanks to Jacoby Jones' 108-yard return for a touchdown. The delay gave the 49ers players a chance to catch their breath and arguably interrupted the Ravens' momentum. San Francisco came close to pulling off a remarkable comeback.
So maybe fans should be thankful for that circuit breaker. Perhaps a Super Switch saved the Super Bowl.
Update at 11:45 a.m. From The Record:
"The Roots Of Beyoncé's Super Bowl Spectacular"
Update at 11 a.m. ET. From Monkey See:
"That Was A Great Blackout Last Night"
Copyright 2021 NPR. To see more, visit https://www.npr.org.


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RIAA's Attempt to Control Recording From the Radio
Satellite radio, like XM and Sirius, is already at your fingertips—and HD Radio may soon be ubiquitous. If innovators are allowed to build them, so too will devices that time-shift and space-shift radio for you—imagine something like a TiVo for radio. New digital radio technologies should set off a revolution in other technologies that help you get more from your radio—recording music off the radio moving it to a portable player streaming it to your other devices online and much more.
But the recording industry wants to put the brakes on home recording something American radio fans have been doing for more than 25 years, and is clearly permitted under existing copyright laws. Taking a page from the movie business the RIAA has been asking the FCC and Congress to force all digital radio devices with a record button to incorporate DRM and a host of restrictions.
The music industry does not want your fair use rights to develop in the digital age. Instead they are asking federal bureaucrats to force innovators to hobble their products leaving you with something no better than the cassette decks of the 1970s. According to the RIAA new technologies should only give you "customary" capabilities. The RIAA says for instance that you shouldn't be able to record individual songs or move content to another player. And many novel uses will simply never be invented; after all before you could hit record on your boombox or VCR time-shifting broadcasted content wasn't "customary."


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4-Pack Classic Navy Socks Gift Set (36-40)
4-Pack Classic Navy Socks Gift Set (36-40)
Low stock: 16 left
Delight your friends and family with the joy of colorful expression through the Happy Socks Gift Box – the perfect present for sock enthusiasts and style mavens alike. This thoughtfully curated gift set features an assortment of our brightest, most cheerful designs, all neatly packaged in a beautifully designed box that's ready to bring smiles.
Key Features:
- Exclusive Selection: Each gift box contains an exclusive assortment of our most popular sock designs that aren't found anywhere else, including limited edition patterns and prints to add that special touch to anyone's sock drawer.
- Premium Quality Material: Crafted with the highest quality combed cotton, these socks offer supreme comfort and lasting durability, making them a joy to wear day in and day out.
- One Size Fits Most: Designed to cater to a wide range of sizes, these socks stretch for a perfect fit, ensuring comfort for all foot shapes and sizes.
- Versatile Style: With a mix of playful and classic patterns, these socks are versatile enough to complement any outfit, whether it's for casual wear, business attire, or special occasions.
- Gift-Ready Packaging: The Happy Socks Gift Box comes in an attractively designed box, making it an instant gift – no wrapping needed!
Searching for a unique and thoughtful gift can be challenging, but with the Happy Socks Gift Box, you're giving more than just socks; you're giving an experience. Each box is a treasure trove of happiness that offers the recipient a chance to start their day with a fun and fashionable choice.
The Happy Socks Gift Box is not just a present, but a statement that you care about the little things that make everyday life vibrant and exciting. It's suitable for all occasions – from birthdays and anniversaries to holidays and "just because" moments.
Care Instructions:
To keep your Happy Socks in pristine condition, machine wash at 40°C / 104°F with similar colors and tumble dry on low heat. Avoid bleaching or ironing the socks to maintain their color and elasticity.