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This is the fourth in a series of articles on Employee Engagement. Read the others at:
Archive for the 'Team Building' Category
High Stakes: The Employee Engagement GameMay 25, 2010
This is a second in a series of articles on what employers can do NOW to avoid losing the engagement game. The stakes are indeed high: as I reported earlier, turnover can cost between 150%-250% of an employee's salary not to mention the cost of morale as valued talent walks out the door. As you read this article you will discover there is more at stake than the cost of turnover.
What is Engagement?
Towers Perrin defines it as: …"the extent to which employees put discretionary effort into their work, in the form of extra time, brainpower and energy" Gallop says that engaged employees "feel connected, emotionally, socially and even spiritually" to the organization's purpose.
We have all observed teams that beat the odds and win. Some examples include the Butler men's basketball team's performance at the NCAA finals this year or the 'Miracle on Ice' US hockey team in the 1980 Olympics. Research tells us that only between 17% and 29% of employees are actually engaged in their work. Think about it. If only 2-3 players on a basketball or soccer team were actually engaged, how do you think that team would perform? They certainly would not have a winning track record.
So what do athletic teams and teams in the workplace need to do to reach their optimal performance levels? There are two key ingredients:
a. Leadership/Coaching
b. Allowing team members to work from their natural strengths.
What can employers do to engage staff?
1. Provide leadership training. Few people are born with innate leadership capabilities. Leadership is a learned skill. Make certain your leaders are set up for success with ongoing learning opportunities. Here are two key concepts leaders need to learn. They need to take the time to build relationships and trust with each of their direct reports. Whether leaders are co-located or work virtually, they need to spend time getting to know each staff member on a personal basis. Find out what they like to do. Learn about what excites them and increases their energy and commitment. Second, leaders need to support the continuous learning and career ambitions of their staff. This is particularly important for Millennials who are motivated to continuously learn and achieve. One of the biggest complaints we hear from virtual staff is that they feel invisible and ignored. Make certain you have career discussions with your dispersed and global staff.
2. Create a coaching culture. Feedback is a key to establish a continuous learning environment. Managers need to learn how to provide feedback in a way that employees can hear it and benefit from it. Teach managers coaching skills. Millennial staff expect to be coached. Coaching is a skill all managers should acquire.
3. Provide tools to help leaders learn about individual strengths. When people work from their strengths, they are more productive and more satisfied…"employees who have the opportunity to focus on their strengths every day are six times more likely to be engaged in their jobs and more than three times as likely to report having an excellent quality of life."
The research goes on to say that people who are not operating from strengths at work probably: dread coming to work, have more negative than positive interactions with co-workers and customers, tell friends about the lousy company they work for and contribute less creativity to the organization.
An amazing tool that focuses on strengths is the 5 Dynamics Assessment. It is taken online in only 2-5 minutes and provides individuals and leaders with four powerful reports: an individual report, a team profile, a coach report and a colleague report. To learn more about how your leaders and teams can benefit from this exciting tool, email me at: firstname.lastname@example.com
Read more about the 5 Dynamics Assessment
Why bother?
What will your organization gain by focusing on employee engagement?
Highly engaged employees outperform their disengaged colleagues by 20-28% according to the Conference Board. A study of 28 multinational companies by Serota Consulting found that the share price of organizations with highly engaged employees rose by an average of 16% compared with an industry average of 6%.
On the other side of the high stakes coin, there are enormous costs associated with a disengaged workforce. Disengagement can cost between $243-$270 billion dollars a year due to low productivity according to a Gallup poll. In one study by ISR, companies with low levels of employee engagement found that their net profit fell by 1.38% and operating margins fell by 2.01% over a three year period.
In comparison, companies with high levels of engagement found that their operating margins rose by 3.74% over a three-year period.
You do the math. How costly is disengagement? It may not show up directly on the company ledger but the ROI on investing in engagement strategies is significant.
What will your company do now to raise the engagement levels of staff?
What will you do to train your leaders and hold them accountable for engaging staff?
How will you learn more about the strengths of each staff member?
Contact Barb Miller at BMiller@ArtemisManagement to learn how we can help you retain valued talent and increase your profit margins simultaneously.
When You Don't See Them, How Do You Lead Them: Virtual Project TeamsMay 13, 2010
Whether you have dispersed teams, global teams or frequent telecommuters, business today is being accomplished in large part by virtual project teams. Here are some suggestions for optimizing the outcomes of your virtual project teams.
You are a project manager. You have inherited 14 employees; only three are co-located. You have been given a high stakes project with a nine-month deadline. What do you do to get your team up and running in high gear? There is no budget for a face-to-face offsite.
Here are some tips to increase the success of your new team:
Tips for Virtual Project Managers:
1. Listen, Learn and Clarify – Too often project managers jump right into the task. Instead, take the time to talk with each person individually. Get to know them. Learn what they perceive of as their strengths; how they can most effectively contribute to the team. Find out what may get in the way of their performing at their optimal level. Understand how they like to be managed. Describe your leadership style and personal idiosyncrasies. Clarify expectations up front. It will save time later on when the project substance needs to flow. It will likely head off unnecessary conflicts or frustrations. Be transparent. Build relationships.
2. Accelerate Team Building – Bring the team together on a teleconference or a video-conference for a team building experience. Team members need to get to know one another in order to establish trust. The more they can learn about the things they have in common the sooner trust can be developed. Did they major in similar studies in college? Do they have kids; do they play a sport? Have they traveled in similar places? While these issues may seem trivial, it is a way for team members to find common ground and bond with one another… which leads to trust. Trust is the one element that may make or break your project results.
Next, be clear about expectations – yours and the expectations of others. Establish team agreements. If an email is sent, how long do people have to respond – 24 hours, 48 hours? Share personal idiosyncrasies: I prefer to get an email so I can think about the problem before responding; others may say: I prefer to be called because I think better spontaneously. I am at my desk by 5 a.m. my time and quit 8 or 9 hours later. It works best to contact me early as I'm not available late in the day. Note down the different preferences and post them on shared space so team members can accommodate one another as much as possible.
3. Learn how to Manage Conflict or Disagreements – Creativity emerges from different perspectives. As the project leader, learn how to both encourage different viewpoints as well as manage them so they become the fuel for new ideas and innovation. In fact, there needs to be a value placed on 'fruitful friction'.
Inevitably, there will be disagreements on your team. That's a good thing. Establish agreements on how to manage disagreements. Who needs to get involved? What is the escalation process? Who makes the decision? How do you insure that this disagreement does not negatively influence the way these individuals relate in the future?
Help your team view disagreements as a way to innovate. Fruitful friction can assist the team to think outside the box.
The Bottom Line
Project leaders have a tendency to jump into the task. It is important to learn that connection comes before content. The task will take care of itself if you and members of the team know one another, trust one another and have taken the upfront time to articulate working agreements. Understand the strengths each member brings, the personal preferences they have for maintaining communication and working together. This will accelerate your team's performance and perhaps even have the project completed before the deadline and under budget!
Learn more about virtual project management at: www.VirtualConnection.biz
Contact Barb at: email@example.com
Now You See Them – Now you Don't: Leading in a Virtual WorodApril 20, 2010
• Do you have employees, customers, vendors who are located in other geographies?
• Do you have teams that are dispersed across the globe or domestically?
• Do you have telecommuters who work at home or in satellite offices?
What do you need to do differently as a leader to manage those who you rarely or never see face-to-face?
The first rule of thumb is to do whatever you do well managing in a face-to-face environment. If you don't demonstrate fundamental leadership skills in a virtual world, it is a kiss of death. Here is a list of commonly agreed upon leadership competencies:
1. Set clear performance expectations and accountability.
2. Build trust.
3. Agree on norms for how work gets done.
4. Demonstrate the value of individual and culturally differences.
Each of these skills are critical in a face-to-face world but in a virtual world if you do not practice them your team members will flounder. For example, in a face-to-face world it is easier to build trust because team members are co-located and talk over cubicles or meet at the coffee machine. They chat with one another as they walk into a conference room for a meeting. It is important to simulate these informal encounters in a virtual work environment.
Unfortunately, most teleconferences focus on task only. It is important to take a few minutes at the beginning of virtual meetings to schmooze. What movies have people seen, where did they go on vacation, what recommendations do they have for a family trip, how did the kids soccer game go? Find ways to engage your team in informal conversation to build relationships and develop trust. The content will unfold more readily if virtual team members trust one another.
Another example from the list of fundamental leadership skills above is: Agree on norms for how work gets done: in a virtual world it is important to reach agreements on expectations such as turnaround time for emails and voice mails or the editing or review of documents.
There are additional critical leadership competencies managers need to demonstrate in a virtual world that may not necessarily apply in a face-to-face environment.
1. Coach team members to navigate organizational boundaries: Team members who are not located in the central office may not know who the key stakeholders are, especially those in other functional areas. Team members may not be aware of existing political sensitivities. It is important for the leader to brief team members on key stakeholders. It may also be important to make introductions or to have key stakeholders attend one of your team meetings. Imbuing team members with the organization's values and norms is important so they can feel a part of the organization and so they can make appropriate decisions.
2. Focus on career development – The major complaint I hear from clients who work virtually is: "Out of sight, out of mind". Many feel invisible and feel that they may not be considered for promotional opportunities. Thus, it is important for leaders to make a concerted effort to discuss career goals with each team member. Demonstrate an interest in your direct reports' careers and they will give back in terms of loyalty and productivity.
3. Manage technology: So much work on a virtual team is done using technology. If technology is not your specialty or you don't have time to keep up with cutting edge tools, delegate that responsibility to someone on the team.
Being a virtual leader has its challenges and rewards. Adapting your leadership skills to a virtual work environment will help you become a better manager and help your team achieve their business goals as well as their personal goals.
Virtual leadership is a reality in today's workplace. The challenges are real. Although technology provides connectivity, social isolation can create personal and professional problems. Virtual leaders need to acquire new skills and sensitivities to help their team's work optimally. Here are some resources to help you:
To learn more about virtual leadership and team challenges go to: Virtual Connection
To read more virtual leadership tips and strategies go to: Virtual Connection
Lots of good academic research and information at: Virtual Leadership
Enjoy an ABC News Report: Click here
Sound advice: Click here
Virtually Yours,
Barb Miller
Head's Up: What kind of a Life Line Do you need to Throw Employees So they don't Jump Ship?April 14, 2010
Will your company be able to avoid a brain drain when the economy improves?
How can you, as a manager, retain your talent?
Business Week, November 16th Issue reported that employees are holding on for dear life during the recession. However, pent up frustration with their jobs, may mean that there will be a massive exodus once the economy turns around.
Read article:
A Watson Wyatt survey found that the engagement or loyalty of top performers has dropped a whopping 25% in just one year.
Read Survey
Spherion Staffing Solutions found a huge discrepancy between what managers thought would retain employees and what employees actually indicated they wanted in order to remain on the job.
Read more
Managers thought they were the most important element in an employee's decision to stay or leave. However in the Spherion research, employees reported that pay and benefits, or lack thereof, were the major reasons why they would jump ship when they had the opportunity to do so.
During the recession promotions, compensation and benefits have been frozen. Employees may feel that the only way they can play 'catch-up' is by jumping ship and negotiating a better package with a new employer.
But there may be something else that will help managers retain staff when the economy turns around. Employees report they are looking for flexibility… especially Millennials, especially new parents, especially those who care for elderly relatives, especially those considering retirement. Perhaps the company that comes out on top when staff start looking for new opportunities is the company that provides flexible work schedules, telecommuting, or part-time job opportunities.
Now is an opportune time to start experimenting with these options. It would be a great way to show your workforce that even though you cannot raise salaries, you are seeking ways to help support their personal needs. These efforts have no cost or minimal cost associated with them. Even if your entire company does not support these practices, managers can experiment with their own teams and then demonstrate to others in the company the successes they have experienced. If managers are able to retain talent, they may be a role model for other managers in the organization.
Many companies are using flexibility in another way during this recession.
Read more:
Companies are cutting hours in order to avoid layoffs. This strategy can boost morale. Employees who may be anxious about impending pink slips, are relieved when they learn that their employer is doing everything possible to avoid layoffs. By cutting back everyone's hours, companies save money and demonstrate their caring and compassion. Managers may need to revisit both individual and team goals to determine what is actually a priority to accomplish given that everyone is working fewer hours. Avoiding layoffs can increase employee loyalty and commitment resulting in higher retention rates.
Read more
The estimates for the cost of replacing one mid-level employee ranges from 150%-250% of salary. This estimate does not even reflect the cost of lost institutional knowledge and the time it takes for a new employee to come up to speed.
See research
What's stopping you from experimenting?
Artemis Management Consultants can help you create an engaging work environment to retain your human capital as the economy improves. Don't let your talented employees work for the competition. Stop the brain drain.
Barb Miller, President, Artemis Management Consultants and Co-Founder Virtual Connection
The Employee Engagement Game: Will you Win or Lose?April 5, 2010
Take a few guesses: What do you think will help you as a manager or executive retain talent when the economy improves?
Let's look at some research facts to find out what employees are saying and then let's discuss what you can do about it in your organization.
Here are the results from a Salary.com survey that asked what was important for job satisfaction:
• Good Relationships with Co-Workers
• Job Security
• Desirable Commute and Desirable Hours (flexibility)
The Society for Human Resource Management survey tells us that employees value:
• Professional Development Opportunities
• Relationship with Manager and
• Flexibility
Read the Society for Human Resource Management Survey
Randstad reports these three factors are essential for employee engagement:
• Trust – by both managers and co-workers
• Flexibility
• Support with career growth and the desire to grow with the company
Have you discerned the pattern? It is certainly a challenge during an economic downturn to invest in employees. But unless you do, you may loose them as soon as the job market loosens up. Here's interesting data:
Approximately 65% of employees admitted to passively or actively looking for a new job, compared to employers' estimate of 37%. Employers overestimate the degree of extremely satisfied employees nearly 2 to 1. Furthermore, this research found that Millennials report the lowest job satisfaction scores. Can you afford to lose your young talent?
Were your guesses on target?
What do you Do to Retain Talent and
Increase Employee Engagement?
The situation is not bleak.
There is hope.
• Conduct leadership training and leadership coaching to increase the capacity of your managers so they support their staff more effectively. The capability of your leaders is the primary link to employee engagement. Employee engagement is the key factor to achieving your business results. Hold leaders accountable for increasing employee engagement.
• Ask your employees what is important to them. Conduct Employee Climate Surveys. Follow-up and address the issues that are raised in the survey results. At a minimum explain why you may not be able to make the requested changes. Engage in two-way communication. Conduct open forums or focus groups as a follow-up to the survey. Ensure that there is a safe climate to support candor so employees do not feel they will be retaliated against if they are honest.
• Engage in team building opportunities. This does not have to be trust falls and rope courses. Make time to engage staff in problem solving difficult business challenges. Help your team learn more about the personal work preferences of each team member so they can work more effectively together. If you have a virtual team, you can still engage in activities to increase trust and collaboration? Don't wait until the budget might allow for a face-to-face meeting. Learn how to build cohesive, high performing virtual teams.
These are three concrete strategies for which Artemis Management Consultants can provide support to you. We listen to our needs, learn your culture and customize solutions. We guarantee our work with you will increase the three bottom lines – Productivity, Customer and Employee Satisfaction. We provide you with a return in your investment.
Remember, if you lose valuable talent the consequence are costly:
• It costs between 150%-200% of a person's salary to replace an employee. This includes the cost of recruiting, the loss of productivity if the job is vacant as well as the learning curve time for a new employee to become optimally productive.
• Institutional knowledge walks out the door.
• The manager and team all spend time away from productive work to integrate the new employee.
• If a respected employee leaves, it may cause others to consider leaving as well. The brain drain may begin.
Call us at 415-388-9514 to explore how we can help you increase employee engagement, leadership capability and team performance.
Email: Barb Miller


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School lunch menus for the week of September 24.
Hebron/Jackson/Lakewood Intermediate
Monday: Pepperoni pizza, green beans, and fruit cup.
Tuesday: Chicken nuggets, whipped potatoes, and chilled fruit.
Wednesday: Soft taco, lettuce cup, seasoned corn, and choice of fruit.
Thursday: Cheese jammer sticks w/marinara sauce, hot vegetable, and choice of fruit.
Friday: Mini corn dogs, oven fries, fruit roll-up, and pudding cup.
Lakewood High/
Middle School
Monday: Pepperoni pizza, garden salad, choice of vegetable & fruit medley.
Tuesday: Hot dog sandwich, potage wedge, baked beans, and chocolate chip cookie.
Wednesday: Mashed potato bowl: Popcorn chicken, mashed potatoes/gravy, corn & cheese, dinner roll, and fruit cup.
Thursday: Sloppy joe sandwich, seasoned fries, chilled fruit, and hot vegetable.
Friday: nacho supreme, hot vegetable, fruit cup, and rice krispie treat.
Liberty Union
Monday: Mini corn dog or PB&J sandwich, oven fries, and choice of fruit.
Tuesday: Salisbury steak, mashed potatoes/gravy, roll, and choice of fruit.
Wednesday: Pepperoni pizza or PB&J sandwich, mixed vegetables, and choice of fruit.
Thursday: Hot sub sandwich, lettuce, Baked Cheetos, and choice of fruit.
Friday: Soft taco, lettuce/ cheese, and corn.
Liberty Union High/
Middle School
Monday: French toast/sausage links or BBQ rib sandwich, hash brown, and spiced apples.
Tuesday: Chicken tenders or Buffalo flavored tenders, cheesy potatoes, rolls, and choice of fruit.
Wednesday: Cheeseburger, green beans, cookie, and choice of fruit.
Thursday: Tomatoes soup/ saltines, grilled cheese or hot dog sandwich, and fruit crisp.
Friday: Salisbury steak or steak nuggets, mashed potatoes/ gravy, rolls, and fruit.
Monday: Mini corn dogs, mac/cheese, green beans, and choice of fruit.
Tuesday: Chili, crackers, bagel/cream cheese, and fruit.
Wednesday: Rib or grilled cheese cheese sandwich, waffle fries, and choice of fruit.
Thursday: Chicken & noodles, roll, mashed potatoes, peas & carrots, and sherbet.
Friday: Galaxy pizza, chips & salsa, tossed salad,
and fruit.


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[5 Posts]
Joined: 04 May 2005
Posts: 262
Location: Cincinnati, OH, USA
Posted: Sat 28 May 2005, 17:19
Post subject:
On the advice of a fellow puppian, I installed BrowseX (insert juvenile giggling here) and am giving it a look.
I got the file
and put used tkZip to untar it in its own directory /root/my-applications/brx. When you run the install script it puts several folders there, so it is best to give it its own /brx directory so removal can be swift and simple. I had to manually unzip it using rxvt and the unzip brx.zip in its directory.
Before you run the install script, be sure you have the tkhtml.pup file installed.
In Rxvt, Run sh install and away you go.
There are a few bugs I noticed immediately. I had to set preferences...network to internal DNS caching. It also doesn't like my mousewheel when I scroll to the top or bottom of a page and brings up a pupup error/debug window. I was using Fluxbox and foudn it performed better with fvwm95.
--It is written in tcl/tk like mush of Puppy so should save on shared libraries.
--Lots of widgets can be inserted easily I would imagine
--It has mail, talk (phone?) and address book all written in tcl/tk
--tabbed browsing
Cons: (so far)
--Looks dated kinda like Dillo
-- buggy, but may be fixable
--doesn't seem to work with our chat on the forum out of the box. I'm sure it would need a plug-in if that is even an option.
--seems a little slow to get to a new webpage...maybe that is just me. SUper fast once cached though
-- With Mozilla, Firefox and Opera, who needs another browser?
I'll play with it this weekend and post my experiences with it. It might be a browser to watch due to its customizability, but certainly is not ready for prime-time Puppy at the moment. Puppy is too polished and this seems not quite as user friendly as Mozilla et al. It might be a very respectable replacement for Dillo however and something that could move along with the project as a second browser due to the ability to add in functionality with tcl/tk
I'll keep you posted.
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Walt H
Posted: Sat 28 May 2005, 20:22
Post subject: re: BrowseX
I'm not sure, but it seems this project may no longer be in active development, at least judging from the web site. The BrowseX home page says it was last updated January 30, 2003, and the press clippings are from even earlier.
Unfortunately, this seems to be the nature of the beast in Linux: lots of worthwhile projects begin but most bite the dust before they ever really get rolling or, even worse, just as soon as they develop a loyal following, as seems to be the case with my current distro of choice, Feather Linux. The developer has stepped away from the project and no one has stepped in to fill the void. (Unfortunately, I lack the necessary skills.) Hence my visits to the kennel to see what's new with Puppy and see whether it might be a good fit as a replacement OS.
walt_huntsman [at] myrealbox [dot] com
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Joined: 04 May 2005
Posts: 262
Location: Cincinnati, OH, USA
Posted: Sat 28 May 2005, 20:55
Post subject:
I think you are correct on the demise of the BrowseX project. And sorry to hear that about Feather Linux. I'm not too up on my understanding of this open-source stuff, but what is to keep someone from taking the source code from BrowseX and modifying it (mostly squashing bugs) into something useful under a new name. How does this work?
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Puppy Master
Joined: 09 May 2005
Posts: 9400
Location: Perth, Western Australia
Posted: Sat 28 May 2005, 23:18
Post subject:
Yeah, I corresponded with the developer of BrowseX about a year ago, and he stated that he has moved on. So, it's dead.
Basically only html 3.2 also.
No Javascript, so the chat room won't work.
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Official Crustacean
Joined: 04 May 2005
Posts: 15588
Location: Paradox Realm
Posted: Sun 29 May 2005, 00:07
Post subject: Light wait over, 'bout Featherweight, way in
Look at Dangerous Rons Featherweight for a potential replacement and developer of Feather. I liked featherweight a lot but never managed to install to HD. Think of it as a cut down bare essential Knoppix. Long term I fear it may not be viable
The long term stability and viability of a distro is developer dependent. That is why we require people to experiment with tweaking, to look under the hood and explore avenues that interest them.
What I am thinking of developing for Power Puppy (Puppy promotion and special development for hardened Pups), perhaps if John Murga or other keen Pups are interested, is a sort of on line database of projects. Their position and status. Areas that need exploring and attention. People going a particular way - their progress reports and so on.
Puppy Raspup 8.2
Puppy Links Page
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Unit 1: INTRODUCTION TO STATISTICS
Meaning and Definition – Functions – Scope – Limitations.
Unit 2: CLASSIFICATION AND TABULATION OF DATA 08 Hrs
Collection of data – census and sample techniques. Classification of data, preparation of frequency
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Unit 3: MEASURES OF CENTRAL TENDENCY
Meaning and Definition Types of averages – Arithmetic Mean (Simple and Weighted), Median,
Mode (excluding missing frequency problems). Graphical representation of median and mode –
Ogive– curve, histogram, smoothed frequency curve and frequency polygon.
Unit 4: MEASURES OF DISPERSION AND SKEWNESS
Meaning & Definition -Range, Quartile Deviation, Mean Deviation Standard Deviation and Coefficient of Variation. Skewness: Meaning, uses, and problems on Karl Pearson's' Co-efficient of
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Michigan Tech Hires 11 New Faculty in Health and Energy Initiatives
Michigan Technological University has hired 11 new faculty members as part of the University's most recent Strategic Faculty Hiring Initiative (SFHI). The research done by seven of the new hires focuses on the cross-disciplinary theme of Health: Basic Sciences, Technologies and Medical Informatics. The other four new faculty members conduct research in Next Generation Energy Systems.
A search is continuing to fill additional positions in the Energy initiative focusing on smart grids and hybrid vehicles.
SFHI is an innovative faculty hiring concept pioneered by Michigan Tech in 2007, when the University's Board of Trustees made a commitment to enlarge the faculty by up to 10 outstanding new teacher-scholars each year, cutting across academic disciplines to focus on a research theme.
The first SFHI in 2007 centered on the theme of Sustainability. Michigan Tech hired six new faculty members and named three professors to endowed chairs in sustainability-related topics. In 2008 the theme was Computational Discovery and Innovation. Six new faculty were hired, and a search for an endowed professor to bridge computer engineering, computer science and entrepreneurship has been reopened.
For 2009 and 2010 SFHI pursued two themes in parallel, one health research-related and the other involving next generation energy systems. In 2011 and 2012, Michigan Tech is again seeking outstanding new hires in parallel initiatives focusing on Water and Future Transportation Systems.
"In both energy and health, we have created some very good momentum and met strategic objectives in four areas," said Provost Max Seel . They are
- Energy generation, including renewable energy, biomass and waste streams, and co-generation.
- Mitigation, involving improved combustion and conversion.
- Materials such as photovoltaic and battery technologies.
- Modeling of complex chemical processes in bioenergy production.
On the health side, the initiative added expertise in
- Development of novel biomaterials for medical applications.
- Molecular basis of biological functions.
- Human factors engineering issues.
- Medical informatics.
- Neuroethics, examining the ethical dimensions of recent advances in neuroscience.
New SFHI faculty include
Health: Basic Sciences, Technologies and Medical Informatics
Qing-Hui Chen received his PhD from Kagawa Medical School in Japan. He comes to Michigan Tech from the Health Science Center of the University of Texas in San Antonio. In 2009, he was honored with the Recognition Award for Meritorious Research by the Central Nervous System Section of the American Physiological Society. He studies whether and how the intrinsic properties of autonomic neurons in the hypothalamus are modified during the development of salt-sensitive hypertension and congestive heart failure. He has an appointment in Kinesiology and Integrative Physiology.
Tarun Dam, with a PhD from the University of Calcutta, India, comes to Tech from the Albert Einstein College of Medicine in New York. His research interests are the molecular basis of glycan (carbohydrate)-mediated biological functions, macromolecular communication and biomolecular thermodynamics. He has an appointment in Chemistry.
L. Syd Johnson, with a PhD in Philosophy from SUNY at Albany, is a philosopher-bioethicist with a research interest in emergent medical technologies. Her current research is in neuro-ethics. She is investigating the ethical dimensions of recent advances in neuroscience, with a particular emphasis on research in and treatment of disorders of consciousness and traumatic brain injury. Her faculty appointment is in Humanities.
Bruce Lee completed his PhD in the Department of Biomedical Engineering at Northwestern University. Before joining Tech, he was director of new technology at Nerites Corporation, a start-up company in Madison, Wis., where he led a research team in developing novel biomaterials for medical applications, including tissue adhesive and antimicrobial coating. He is particularly interested in combining molecular designs inspired by nature with polymer chemistry and materials science principles in creating advanced biomaterials. He has an appointment in Biomedical Engineering.
Ranjana Mehta, with a PhD from the Grado Department of Industrial and Systems Engineering at Virginia Tech, researches human factors engineering issues. Her work focuses on quantifying the effects of physical and psychosocial risk factors and their relative contributions in the development of workplace injuries. Her faculty appointment is in Cognitive and Learning Sciences.
Jinshan Tang received post-doctoral training at Harvard Medical School and NIH after finishing his PhD at the Weizmann Institute of Science in Israel. Before he joined Tech, he was the director of the Image Processing and Bio-imaging Research Lab in the Department of Advanced Technology at Alcorn State University. His research covers medical image analysis, computer aided cancer detection, medical data mining and bio-imaging. He has an appointment in the School of Technology.
Xiaoqing Tang received her PhD from the Weizmann Institute of Science in Israel in 2003. Diabetes, obesity, insulin production, secretion, and signaling are her major research areas. Currently she studies the function of miRNAs in glucose-regulated insulin production and secretion in pancreatic beta cells. Her appointment is in Biological Sciences.
Next Generation Energy Systems
Ezra Bar-Ziv comes to Tech from the Weizmann Institute of Science in Israel. He is internationally known for his research in the areas of advanced energy systems, including coal combustion, gasification, pollution reduction, biomass torrefaction (drying with heat) for the power industry and large stationary systems. He was the chair and founder of the Department of Biotechnology and Environmental Engineering at Ben-Gurion University, the Clyde Chair in Chemical Engineering during a sabbatical at the University of Utah in 2005- 2006, and a professor and associate dean for academic development and research at the College of Engineering Sciences at Ben-Gurion University. He has an appointment in Mechanical Engineering-Engineering Mechanics.
Seung-Hyun Kim received his PhD from Pohang University of Science and Technology in Korea. His research focuses on modeling of multiscale and multiphysics problems in relation to energy science and technology. His current areas of interest include the modeling of turbulent combustion, pollutant formation and combustion instabilities; multiscale fuel cell modeling; multiphase flows in porous media; and carbon capture and sequestration. His faculty appointment is in Mechanical Engineering-Engineering Mechanics.
Joshua Pearce will greatly add to Michigan Tech's expertise in the area of renewable energy generation and photovoltaic materials. He received his PhD from Penn State in 2004 for research on the development of low-cost solar photovoltaic technology. Since then, he has been recognized internationally for his work in advancing renewable energy. He is working on projects that range from fundamental photovoltaic materials development and device physics to more applied systems design and performance. His faculty appointment is in Materials Science and Engineering.
Wen Zhou, with a PhD from the University of California, Los Angeles, focuses in his research on using and advancing computational systems biology and engineering to better understand and further improve complex chemical and biochemical processes used to address problems related to bioenergy production from woody biomass and environment protection. He has an appointment in Chemical Engineering.
Michigan Technological University is a public research university, home to more than 7,000 students from 54 countries. Founded in 1885, the University offers more than 120 undergraduate and graduate degree programs in science and technology, engineering, forestry, business and economics, health professions, humanities, mathematics, and social sciences. Our campus in Michigan's Upper Peninsula overlooks the Keweenaw Waterway and is just a few miles from Lake Superior.


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I made this quaint picture of Mabry Mill on the Blue Ridge Parkway in Virginia. The large tree behind the mill has since been cut down, so this beautiful photograph has been masterfully reproduced on canvas to save the image forever.
Image Size is: 20" X 43"
All of our artwork is available matted and framed. Please call for more info.
Landmark Galleries, Inc. has an in-house custom framing facility with hundreds of options of mattes and frames.
Please call us for pricing and options. Please note that extra shipping charges will apply for framed and matted artwork.
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VANCOUVER, BC – The path through the United Soccer Leagues (USL) Premier Development League (PDL) Western Conference playoffs has become clearer for Vancouver Whitecaps FC U-23 (9W-3L-3D).
On Friday, the 'Caps will look to extend their nine-match winning streak when they take on hosts FC Tucson (12W-2L-1D) at 8 p.m. PT at Kino Sports Complex in Tucson, Arizona. Southwest Division champions Ventura County Fusion (9W-3L-3D) will play Northwest Division champions Kitsap Pumas (9W-1L-4D) at 6 p.m. PT in the other semifinal. The two winning clubs will then face off on July 26 at 7:30 p.m. PT to determine which side will represent the Western Conference at the PDL Championships, which pit a representative from each of the Western, Eastern, Southern, and Central Conferences against each other. The PDL Championships are set to run from August 1 to 3.
Over the weekend, FC Tucson, the Mountain Division and Western Conference regular season champions, took down the Southwest Division's Los Angeles Missioneros (7W-3L-5D) 2-1 in one of two cross-over elimination matches between the two divisions. In the other cross-over playoff match, Ventura County Fusion defeated the Mountain Division's BYU Cougars (7W-5L-3D) 1-0.
Western Conference Championship
Kino Sports Complex, Tucson, Ariz.
Friday, July 25
Kitsap Pumas vs. Ventura County Fusion, 6 p.m. PT
FC Tucson vs. Vancouver Whitecaps FC U-23, 8 p.m. PT
Saturday, July 26
Semifinal winners, 7:30 p.m. PT


text: Thirty-four miners were killed and 78 wounded when police opened fire at Marikana, near Rustenburg [AFP]Johannesburg, South Africa - No event in recent years has so shocked "the new South Africa" as an event eerily reminiscent of the past: the massacre of striking mine workers last week by police who fired in fear when armed workers marched on them.No event has so shaken the African National Congress government as this seeming replay of the use of bloody force in a country where the trade union federation is in an alliance with the government, and workers are considered "comrades" by the people in power. Distraught wives and family members of the slain miners are still seeking information after the incident at the Lonmin Platninum mine at Marikana, near Rustenburg. Forty-four died and 78 were wounded when police opened fire.Some of the women have been singing an old, haunting Xhosa protest hymn often heard in the fight against apartheid called "Senzenina": "What have we done - why do we deserve this?" Police open fire on South African miners President Jacob Zuma, a former guerilla leader in the African National Congress' armed struggle, announced an investigation, saying it was a "cornerstone of hard-won democracy to allow for protests" and deeming the event "shocking" and unacceptable".The focus on the police and its clear over-reaction misses the deeper questions being raised about the failure of his own government to intervene in the conflict earlier with mediation as workers estranged from their own unions - and revolting against their own leaders, got angrier and angrier in a confrontation that led to violence."The problem here," a former prominent leader of COSATU, the South African trade union federation, told me, "is that the government was using poorly trained police to handle political issues that police are unequipped to resolve".Other critics have been louder, including South Africa's Nobel laureate for literature, Nadine Gordimer, who said she was "devastated. I can't believe this terrible massacre between our own people, our own black people," she said in an interview. "Ghastly, completely unacceptable."?World reaction has been equally intense. South African newspapers have been quoting a global peace and justice organisation in New Zealand as saying that President Jacob Zuma and the ANC-led government had "blood on their hands".Richard Trumka, the head of the AFL-CIO, an American labour federation, said he was "appalled" and that "once again, mineworkers who produce so much wealth under often dangerous daily working conditions have paid the highest price - their lives in a completely avoidable industrial conflict".This "industrial conflict" has now become a political one. Julius Malema, the controversial former ANC youth league leader and Zuma critic, who was expelled for extreme and irresponsible statements, has encouraged more confrontation in fiery speeches to workers.Many here see this tragedy as avoidable, but that may be too simplistic. As the gap between the poor in South Africa and their leaders grows, the ANC seems increasingly distant and elitist, if not corrupt, to a majority struggling at the bottom of the social ladder.Years ago, under the administration of former President Thabo Mbeki, the ANC's organising department was shut down, ensuring less participation by what has always been a dynamic mass movement and intensifying an estrangement and lack of discipline in the ranks. Trust in leaders and organisational structures has dipped as workers and the poor find it harder to make the money they need to survive.The workers at the centre of this dispute are what are called rock drillers, who work at the rockface deep in the earth in the most dirty and dangerous of jobs. Journalist Greg Marinovich wrote on the Daily Maverick that these workers are terribly underpaid. "Imagine earning 4,000 rand a month ($480) deep underground for a metal that powers rich people's cars and bejeweled fingers that have never laboured."Massacres like the ones at Sharpeville in the 1960s and Bhisho and Boipatong in the 1990s became turning points for the political struggle in South Africa. The massacre at Marikana may became a new symbol in the fight against an economic apartheid that many condemn today in South Africa.News Dissector Danny Schechter blogs at NewsDissector.net. His latest books are Occupy: Dissecting Occupy Wall Street and Blogothon (Cosimo Books). He also hosts a programme on Progressive Radio Network. SOURCE: Al Jazeera ABOUT THE AUTHOR Danny SchechterNews Dissector Danny Schechter edits MediaChannel.org. He is the author of The Crime of Our Time. @ @DannySchechter Politics New Zealand South Africa


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People are angrily attacking Gov. Cuomo's proposal to provide a college education for some prisoners in order to put them on a path toward more constructive, and law abiding, lives.
How much is anger worth? I understand the anger at funding an education for prisoners. They're in prison because they have been adjudged guilty of a crime – some pretty minor but some pretty nasty. Read the rest of this entry »


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Pendersleigh & Sons' Official Map of Northwest Los Angeles County
Mountainous Northwest Los Angeles County is dominated by the Angeles National Forest and boasts numerous reservoirs, wilderness, and winding, scenic roads. In the northern portion there's a series of small towns located around a series of sag ponds. The southern, San Fernando Valley-adjacent towns tend to be booming suburbs by contrast. For centuries, the dramatic landscape supported the Chumash, Kitanemuk and Tataviam nations. Today, most of it is still sparsely populated in comparison to other parts of Los Angeles County. The region is surrounded by affluent Ventura County to the west, the sprawling Central Valley to the north, the somewhat post-apocalyptic desertscape of the Antelope Valley to the northeast, the fairly pristine Angeles Forest to the southeast, and the famed San Fernando Valley to the south. The overall population is approximately 67% white, 21% Latino, 6% Asian and 3% black.


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Info on Cat Island NWR
Cat Island NWR - Updates - CLOSED DUE TO ROAD WASHOUT
Information on accessibility, special events and general announcements can be found below. General information on Cat Island NWR can be found by clicking here.
Every year Cat Island National Wildlife Refuge floods from the rising waters of the Mississippi River, which makes this refuge so unique. Parts of the refuge will periodically be closed due to the high water that can get as deep as 20 feet or more in places. The champion bald-cypress tree, which is several miles by road from the refuge entrance, will become inaccessible.
Follow the information on this page to plan your visit to Cat Island NWR. At
|16' wooden kayak in front of a very large bald-cypress tree in Cat Island National Wildlife Refuge, near St. Francisville, La..
certain flooding levels, hiking and other activities will become very limited. However, it is the best time to paddle your canoe, kayak and pirogue. All precautions of boating safety should be taken, as it is easy to get lost if you are not familiar with the area. Purchase a map at the WFP Historical Museum on Ferdinand St.; bring a compass or GPS, and plenty of drinking water. If you are not experience in tracking your way, it is recommended to paddle down the main road and/or the ATV trails. Beware; cell phone service is limited on the refuge.
It's a great time to view migratory birds, discover some very old and large bald-cypress trees - some nearly as large & exciting as the champion tree, photography and interesting nature when things change from dry to underwater.
Enjoy the wonders of nature but be very cautious, this is a very remote area.
Reported birds sightings so far include; vireos, summer tanagers, cardinals, herons, egrets, chickadees, pileated woodpeckers, red-headed woodpeckers, bald-eagles, swallow-tailed kites, Mississippi kites, barred owls, hawks, indigo buntings, painted buntings, chat, variety of warbles, various ducks, vultures, crow, red-winged black birds, grackles, owls and more.
Latest conditions:
July 3, 2016: The big tree (National Champion Bald-cypress) is accessible by foot, approximately 1/4 mile easy hike from parking lot.


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Well, here's a 15th century undershirt. It's not based on any extant pieces, but rather period illustrations.
This garment takes an incredibly small amount of fabric. 2 yards of 60″ wide material is all you need for a person with a chest less than 55″ around. An additional ¼ yd is all you need to fit a man up to 80″ around! Look at the figures below for two ways to layout your fabric.
Measure the wearer's shoulders across the back with the back expanded (flexed). Add two inches to this measurement and it should be enough. If you're unsure, make a
muslin and test it first. Call this measurement "A".
Now measure from the shoulder to the wrist around the bent elbow. Call that "C".Now measure the recipient from neck to mid-thigh. Call that "B".
Cut two pieces A wide and B long. Hold a ruler up the the wearer's neck and mark how wide it is linearly. Call this "D".
Fold the AB piece in half widthwise and make marks ½D" from the center fold. Unfold the fabric and sew from the outside edge to those marks. This is your shoulder seam. The slit left is the beginning of the neck hole. I then slice down the center of the front vertically about 6″ and make this the opening. You may want to cut a more rounded opening and hem it though.
Next cut the sleeves C long by about 18″ wide. This width can be made smaller for tighter sleeves, but it is better to start out with something too big than too small.
Mark the center of the width (9″) and attach that to the shoulder seam of the body pieces. Sew the one side onto the front and the other onto the back. Don't sew the bottoms of the sleeves yet.
Cut two perfect squares, 6″ x 6″. Insert a corner into the corner where the sleeve meets the body. Sew the top the the sleeve and the side to the front of the body. Turn the garment over and sew the outside side to the other edge of the sleeve and the bottom to the back part of the body. The square should now be folded into a rectangle. Repeat this on the other side.
Sew up the sleeve bottoms, hem the bottom and sleeves, finish the edges and you're done! There's your 15th century undershirt.
It makes a nice finish if you french seam the entire garment.


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There are vast health benefits in herbs. Our ancestors majorly relied on plants for food. This may explain why they lived long and productive lives. Most people prefer to consume their herbs in the form of tea. This way, the nutritional value is maintained.
Passion flower is an herb. This climbing vine can be distinguished by its booming large white, lavender, or yellow flowers. It is commonly consumed in the form of tea and has vast health benefits associated with it. A passion flower vine can grow up to 25 feet tall. It is also known to produce small fruits, deep yellow in color and about the size of a lemon. Some people eat these fruits as well although most prefer the flower. Learn about passion flower tea health benefits.
Healthy Organic Passion Tea Recipe
8 Ounces of boiling water
1 teaspoonful of crushed passionflower
Granulated sugar or honey (optional)
Put the ground passion flower in a mesh fabric or tea bag and dip them into the hot water. Let them sit for about five minutes. Pour it into a cup, add the honey for taste and enjoy. Read more on how to make a healthy passion tea recipe.
Health Benefits of Passion Tea
The herbaceous leaves of the passion vine were traditionally ground and used in making tea. The tea was then used as a tranquilizer, sedative, antispasmodic and tonic for centuries. On the other hand, the crushed flower was used to heal wounds.
Modernly, the passion flower has been scientifically proven to contain bioactive compounds. These are known to have calming effects. It has been proven to provide relief from anxiety and panic attacks. In Europe, this herb is a common ingredient for over the counter medicine for insomnia. This health benefit also makes it effective in reducing nervousness.
Passion flower tea is effective if used as an anti-depressant as well as menopause relief. Studies show that that it can be used to relieve symptoms of menopause such as depression, insomnia, anger, and headache. In studies, patients consumed passion flower tea 6 days a week and the effects were evident 3 weeks later. It is a healthy alternative for hormone replacement therapy for menopausal women.
A compound in passion flower, known as edulilic acid is able to lower blood pressure. A dose of 50mg per kilogram of body weight is known to significantly reduce blood pressure levels. It has also been proven that passion flower extract also increases levels of antioxidant enzymes. It also lowers levels of oxidized lipids. More info on effects of passion flower tea bags to blood pressure.
Caution For Passion Tea Consumers
Due to its high calming effects and ability to soothe both the body and mind, it is highly advisable that one doesn't drive or operate heavy machinery after drinking passion tea.
Pregnant mothers are also advised against drinking passion flower tea. It is highly recommended that one consumes this tea under the recommendation of a medical practitioner. Find out where to buy organic passion fruit flower tea for stress relief.
Video on The Benefits of Passion Flower
The post The Hidden Truth and Health Benefits of Passion Tea appeared first on Passion Tea.


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Latest update : http://www.imgburn.com/
For info only:220.127.116.11
Changed: Remove some more try/catch statements (mainly to do with buffer recovery stuff) in an attempt to get to the root cause of an EInvalidOp error that I've seen in a few bug reports.
Changed/Fixed: Attempt to clean up the icons created in the wrong location by a bug in v188.8.131.52. It made them in the current user profile rather than the all users profile and could leave you with duplicate icons after installing v220.127.116.11.
Fixed: Bug introduced in v184.108.40.206 when selecting multiple files in an 'Open File' dialog box under Vista+ (i.e. those using the new IFileDialog code). The first file was being removed from the list of selected files.


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Can you believe FuggedabouditNL was able to do this in Microsoft Paint? I could barely draw a circle with the official circle-drawing tool. Guess it's not about the tool, after all. He puts Photoshop artists to shame!
As you probably know, MS Paint is free software! This video once again proves that one doesn't need expensive programs like Photoshop to create some nice 3D images!
This drawing was done in only five hours. Can you even believe he did this? Seriously? I'd like to see YOU try it!
Music Credit – Epic Demo by Cesc Vilà.


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Natural Fire 10, a multinational military exercise involving five East African partner states — plus partners from the U.S. military — began October 16, 2009 in northern Uganda.
Soldiers from Kenya, Burundi, Rwanda, Tanzania, Uganda and the United States opened the exercise with a ceremony attended by senior military officials from each country.
The 10-day exercise focuses on humanitarian and civic assistance, disaster relief and regional security.
Roughly 550 U.S. personnel and 133 military personnel from each of the five partner nations are taking part. Altogether, there will be nearly 1,220 participants. Three training opportunities are going on simultaneously. Medical, dental and engineering projects will assist the local community and security partnership exercises near Kitgum which will increase the soldiers' ability to work together.
Meanwhile, in Kampala and Entebbe, military leaders and senior civilian officials from participating countries will take part in a tabletop exercise — facing simulated emergencies in Africa. This type of exercise will sharpen senior and mid-level military leaders' skills in their response to disasters, to offer humanitarian assistance and to prepare for pandemic situations.
Medical care will include direct care by a doctor or dentist, to include optometry and pharmacy services as well as dental extractions. Education classes on HIV/AIDS, nutrition and hygiene will also be provided. The care will be provided at Pajimo Health Center, Palabek Health Center, Mucwini Health Center and Kitgum Government Hospital.
Engineers will work together to make improvements at a high school, primary school and a hospital. Improvements include repairing or replacing roofs, window panes and doors, repairing walls, installing handicap ramps and placing a concrete floor. Engineer projects will be conducted at the Kitgum High School, Mucwini Primary School and Kitgum Government Hospital.
Natural Fire 10 closes with a ceremony October 25, 2009, when all participants will return to their countries.
Natural Fire was first held in Kenya in 1998, with U.S. partnership. Since, then it has been held every two years in East Africa. In 2000, it grew to include Tanzania and Uganda, as well as the U.S. and Kenya — a significant step for the EAC alliance. In 2006, Natural Fire expanded to include field training and humanitarian assistance. Since then, the exercise has grown to feature five partner states, with the addition of soldiers from Burundi.
This gives you the basic description of the exercise. You can see the location of Kitgum on this map. You will notice that Kitgum is right on the border of southern Sudan, where there is oil, and where US coporations are buying up large tracts of land. There are recent significant discoveries of oil in Uganda, with more expected both in Uganda and in the DRC.
There are many questions about what other agendas are at work with this exercise, besides the ones that have been publicly announced.
Paul Amoru describes the location of the exercise:
Northern Uganda, the former epicentre of the Lord's Resistance Army (LRA) conflict, has become home for US Marines and army officers, at least for the next three weeks.
Over 600 military personnel from Kenya, Tanzania, Burundi and Rwanda are also expected to arrive in Kitgum District, where Uganda, along with these partners will hold a 10-day exercise, focused on humanitarian assistance and disaster relief.
For a region that has just returned to normalcy, three years ago, the high levelled military cooperation has triggered raw excitement among the formerly displaced community. The US-led exercise is dubbed Natural Fire 10.
Advanced US military personnel, who are settling in the war battered region, have already mounted several installations in Kitgum, including a water purification plant at Akwang Sub-county. The plant will produce up to 20,000 litres every day.
UPDF 4th Division spokesperson Ronald Kakurungu yesterday remained upbeat about the event. "This is an opportunity for us to associate more with civilians. We expect to cement our strategic relationship with the community," Capt. Kakurungu said.
As an article in the East African points out:
…the decision to site the exercise in northern Uganda raises questions about whether it may presage a renewed US-supported assault against the Lord's Resistance Army.
Natural Fire 10 will involve live fire in the field as well as convoy operations, crowd control and vehicle checkpoints, the US Army reports.
And while Maj Gen William B. Garrett III insisted recently that the exercise is focused on training for humanitarian relief, the US Army commander added that the forces he will lead in Natural Fire 10 will be ready to respond to any security threat that may arise in the Kitgum region.
The Obama administration is being urged by dozens of Democratic and Republican members of Congress to help finish the fight against the LRA.
Several non-governmental organisations based in the US also advocate US military action to put an end to the maraudings of the LRA.
The US provided operational support to a joint Ugandan-DR Congo-Southern Sudan offensive last December that was aimed at capturing or killing LRA leader Joseph Kony and dealing a decisive blow to an insurgency that has terrorised Ugandan civilians for the past 20 years.
But the operation dubbed Lightning Thunder failed in its objectives.
[you will find more details on Operation Lightning Thunder here and here]
Kony escaped, and his forces embarked on a killing spree that took the lives of an estimated 1,000 Congolese villagers.
Natural Fire 10 may well have the primary purposes claimed for it, but the skills being taught to the East African soldiers "are readily transferable to any sort of operations that their commanders want to undertake," notes Daniel Volman, head of the Washington-based, non-governmental African Security Research Project.
Kony and the LRA have spread out from northern Uganda into both Sudan and the DRC. They are in the way of the exploitation of the oil and other natural resources. So suddenly, in addition to the humanitarian horror they have always been, they are now inconvenient to the interests of global money. So now there is talk of further military action against them. The Acholi Leaders Peace Initiative writes to us courtesy of Africa Focus, about the possibility of a military option:
The military option has been explored numerous times in the past, notably Operation North (1991), Operation Iron Fist (2002) and Operation Lightning Thunder (2008-2009).
Experience shows that despite such attempts to end the conflict, only dialogue can be attributed to the relative calm experienced in Northern Uganda since July of 2006 Military strategies launched against the LRA have time and again led to severe reprisal attacks on the innocent civilian community as illustrated by the recent 900 civilian deaths during Operation Lightning Thunder.
Not only has the cost of the military option been expensive regarding the loss of human life, the financial implications of war are also immense. The large sums of money required to carry out war drain the resources needed to bring about development and reconstruction of affected areas.
It must be acknowledged that there are numerous groups which are causing insecurity throughout the region. While the LRA is one said group, any strategy that is put in place must also address the other negative forces working in the Democratic Republic of Congo, Sudan, and Uganda who pose a threat to stability.
As the conflict has transformed into a regional issue, diplomatic engagement with regional stakeholders, namely those from Democratic Republic of Congo, Southern Sudan, Central African Republic, and Uganda is integral so that the needs and concerns of all affected are adequately addressed.
Furthermore, we feel that not all non-violent strategies have been explored adequately. While some have put forward that dialogue has failed, we argue that there were certain factors such as the stick and carrot approach, vested interests, presumptions, and the lack of coordination and communication between the LRA, GoU, and mediating parties did not provide a fruitful environment for dialogue to take place.
Time and again, issues of spoilers both regionally and internationally have played a role in frustrating any attempts at peace. For any regional strategy to be successful, we feel that such spoilers need to be investigated, made known if found guilty, and held accountable for their actions in the interest of sustainable peace.
It has been observed that past development programs in Northern Uganda have failed to make an impact on the ground due to various factors such as corruption. … [a] plan needs to be put into place to ensure that support is maintained to the affected civilian population to prevent them from once again being victims due to the actions of others.
Among the regional spoilers have been the governments of Uganda and Rwanda, both of whom have been in competition with each other and with the DRC to take advantage of the mineral resources of the DRC. Both those governments are taking part in this exercise. And both of those governments have acted as proxy warriors, looking after the interests of US and other western interests in minerals in the DRC, in addition to their own interests. This has led to unending war and humanitarian disaster in the Eastern Congo.
Democratic institutions need encouragement and support in East Africa, as in many other places. Military exercises, no matter how humanitarian their decriptors, do not provide support for democratic institutions. Military exercises feature soldiers as government. Those who eye Natural Fire 10 and other recent US military exercises on the African continent with skepticism and apprehension have much to justify their fear.


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ishita mukherjee
O Moziljanu
I am an engineer,foodie and a techie who loves to learn new things everyday and share my knowledge with everybody.Having a lot of fun while learning is my aim.
Tagscoding, mozilla kolkata
Veščineasp.net, c, css, html, java, javascript, python
JezikiBengalščina, Angleščina, Hindujščina
Zunanji računi
- Twitter: ishitamukh91
sreemegha Guha
Ishita, is a hard working girl from Kolkata. She is new to mozilla but she is contributing to different fields. https://support.mozilla.org/en-US/user/ishita http://ishitamukh91.wordpress.com/2014/08/31/first-ever-bninfenneclaunch-party-in-kolkata these are some of her works. It is really nice to see such enthusiastic people in community.
Kaustav Das Modak
Vouched for being one of the rising contributors from Kolkata. Ishita has shown active interest in spreading the Mozilla mission in the region.
Sayak Sarkar
Ishita is an active contributor and Mozillian from Kolkata and is a member of the Mozilla India Community. She is has attended quite a few local Mozilla events and has also contributed to bn-IN l10n, SUMO and AoA.
Ayan Choudhury
I know her personally. She is an awesome mozillian from Kolkata. She is new to mozilla but has contributed a lot to different field. 1. Mozilla Support Forum: https://support.mozilla.org/en-US/user/ishita 2. She is a very good AOA contributor 3. her blog regarding mozilla: http://ishitamukh91.wordpress.com/2014/08/31/first-ever-bninfenneclaunch-party-in-kolkata/ She also contributes to l10n bn-in. She has also attended many of the mozilla events in or around Kolkata.


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| 13°C Belfast
Lawyers have been instructed to demand the Metropolitan Police withdraw a harassment warning against a journalist who was reprimanded for approaching a convicted fraudster for comment as part of an investigation.
As Croydon Advertiser's chief reporter Gareth Davies was handed the ''prevention of harassment'' notice, a Metropolitan Police officer reportedly told him: ''You say you were just doing your job, but that's what the News of the World and the phone hackers said.''
His newspaper has instructed lawyers to write to the Croydon borough commander, urging that the harassment notice against Mr Davies be withdrawn at the earliest possible opportunity.
Croydon Advertiser Senior Editor Glenn Ebrey said: "The idea that Gareth could be criminalised for simply doing his job and trying to, himself, expose possible criminality, is absurd.
"We will be doing all we can to get this ludicrous notice expunged and hope common sense, eventually, prevails."
Mr Davies, 29, who received the letter after emailing self-confessed swindler Neelam Desai for comment on fresh allegations against her, said the ''frustrating'' experience had left him with an impression some police officers feel like ''it's open season for journalists''.
Desai, 33, who is to be sentenced later this month after pleading guilty to a series of frauds, has been additionally accused of conning at least three men, while she was on bail for the previous offences, out of thousands of pounds through a complex dating website scam.
It took three Metropolitan Police officers, based in Gipsy Hill, south London, to visit the Advertiser's head office in Redhill, Surrey, on Monday to serve Mr Davies with a Prevention of Harassment Letter.
The chief reporter yesterday said: ''It gives me the impression there's a feeling among police officers it can be open season for journalists.''
He said it was not until the Croydon Advertiser started to pursue the fresh allegations against Desai that the police took notice - and are now investigating the new claims.
''They were very efficient investigating me but they've been inefficient investigating very serious allegations,'' he said.
Earlier this month, Desai admitted a string of offences at Croydon Crown Court including fraud, running a business while bankrupt, handling stolen goods and selling bogus iPhones.
After the case, the Croydon Advertiser was contacted by a number of victims who said they had been conned while she was on bail.
She allegedly set up a fake profile on an Asian marriage website - Shaadi.com - using the photograph of an attractive marketing manager she stole from Facebook to lure men. One 35-year-old from Leicester claims he lost his business after being conned out of £35,500.
Mr Davies said he first approached Desai to give her a right to reply at her home, in Beulah Grove, Selhurst, on March 4, and then sent two emails detailing the accusations and ''politely'' asking her for a comment.
Desai initially alleged assault against Mr Davies - but has since retracted the accusations.
However, she later claimed the emails she received, and the stories written by the paper, were harassment.


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Republicans: Get more conservative or ease off?
WASHINGTON -- The feud within the Republican Party after the shock of losing to an incumbent president weakened by four years of economic discontent started before the votes were even counted.
The political trauma over Republican Mitt Romney's defeat by President Barack Obama was compounded by the party losing ground in the Senate.
"If I hear anybody say it was because Romney wasn't conservative enough, I'm going to go nuts," Republican Sen. Lindsey Graham of South Carolina said in a Nov. 5 interview with Politico. "We're not losing 95 percent of African-Americans and two-thirds of Hispanics and voters under 30 because we're not being hard-ass enough."
Republicans, who haven't won the presidency since 2004, are headed for an internal battle over whether the party's future rests in reaching back to a tradition of moderation or pressing ahead with the anti-government tone of a tea party movement that dominated its primaries and alienated critical voting blocs -- notably the Hispanic community.
Newt Gingrich, a former House speaker and a contender for the Republican presidential nomination this year, said Wednesday that party strategists were mistaken in believing the unemployment rate and struggling economy would doom Obama to a one-term presidency.
"We were wrong," he said on "CBS This Morning." He and other Republicans, such as Karl Rove, former President George W. Bush's chief political adviser, "misunderstood what was happening in the country."
Part of the "rethinking" party leaders should do is how to appeal to Hispanics and other demographic groups who supported Obama's re-election, Gingrich said.
"Unless we do that we're going to be a minority party," he said.
Strategist Ron Bonjean, a former communications adviser to Republican House and Senate leaders, said the party's wing that opposes abortion rights and same-sex marriage is poised to portray Romney's loss as a repudiation of nominating more moderate candidates.
"They will likely call him a flawed candidate," Bonjean said. "There's going to be an element of Republicans who don't think they went conservative enough."
Indeed, minutes after major television networks called the race for Obama, Jenny Beth Martin, national coordinator of Tea Party Patriots, sent an email to reporters blaming the loss on "a weak moderate candidate, hand-picked by the Beltway elites and country-club establishment wing of the Republican Party. The presidential loss is unequivocally on them."
Grover Norquist, president of Americans for Tax Reform, a Washington-based group that has gotten most Republican lawmakers to sign a pledge not to raise taxes, struck a defiant tone, saying the party's success in maintaining control of the House means it will be able to thwart Obama's agenda.
"To deserve to govern in 2014 Republicans should maintain their opposition to tax and spend and continue to present a vision for the future that includes tax reform and entitlement reform," Norquist said.
In the Senate, Democrats retained control by holding on to seats in Virginia, Montana and Missouri. If Maine independent Angus King caucuses with the Democrats, as expected, Republicans will lose at least one seat and possibly two in an election year they began with party leaders anticipating they would gain control of the chamber.
Charles Krauthammer, a conservative political columnist, dismissed Romney as "a transitional figure" on Fox News. "He's a Northeastern liberal, and that's not where we're going," Krauthammer said. "That's not where the future of the Republican party is."
Krauthammer said a new generation of Republican leaders, such as Romney's running mate Paul Ryan and Florida Sen. Marco Rubio, will give the party a more conservative bent.
Other divisions among Republicans surfaced as the ballots were being cast. New Jersey Gov. Chris Christie, a leading Romney supporter, engaged in a public spat with the candidate's aides over his praise for Obama's handling of superstorm Sandy.
Christie, who delivered the keynote address at the Republican National Convention in August, blasted "know- nothing" campaign staffers as the source of reports of tension between him and Romney over his appearance with Obama during a presidential visit to survey the damage from the storm.
Other party activists pointed to Senate seats Republicans had expected to win that were lost after inflammatory comments by Tea Party-backed nominees.
In Missouri, Republican candidate Todd Akin was defeated after saying in an Aug. 19 television interview that "legitimate rape" rarely results in pregnancy. In Indiana, candidate Richard Mourdock lost after saying in a debate with Democratic opponent Joe Donnelly that pregnancy caused by rape is something "God intended" and doesn't justify abortion.
Tom Davis, a former Virginia congressman who once led House Republicans' national campaign effort, said the struggle over the party's direction will play out over the next three years mostly in nomination battles on the state and national levels.
Romney was "the strongest candidate we had" in the field of presidential contenders, though his background as a private- equity executive was "made to order for Obama's populist campaign," Davis said.
The party now must face demographic changes in the nation as the portion of minority voters grows and the rising generation of younger voters moves away from the Republican party, Davis said.
According to exit polls, the electorate was 72 percent white -- a group Obama lost with 40 percent to Romney's 58 percent -- and 13 percent African-American, a bloc that gave the president 93 percent of its votes. Obama won Hispanic voters, who comprised 10 percent of the electorate, 71 percent to 27 percent for Romney, a slightly worse outcome for the Republican than in 2008, when Obama carried Latinos 67 percent to Arizona Senator John McCain's 31 percent.
"Instead of them curling up in the ball and asking, 'Where did we lose conservative whites,' we need to add people to the coalition," Davis said of the Republicans. "There are just not enough old white guys around."
That means "different messengers" such as a more prominent role for such figures as Louisiana Gov. Bobby Jindal, a son of immigrants from India, and Rubio, a Cuban- American, Davis said. The party also will need to come up with a "different approach" to immigration, he said.
"The big issue the Republican party is going to have to wrestle with is the Hispanic issue," Ari Fleischer, White House press secretary in the George W. Bush administration, said on CNN. "The Republicans are going to have to figure out a different way forward" on immigration.
With no incumbent seeking re-election, the crop of 2016 presidential candidates will start showing up in Iowa as early as next year, say those familiar with the state where presidential campaigns are born.
Ryan is well-positioned for a run. He is a darling of the Republican base and didn't make any unforced errors during the aggressive campaign schedule he kept after Romney picked him in August.
Having won re-election in his home district, Ryan, 42, is still a member of Congress. And as chairman of the House Budget Committee, he has a natural platform to expand his presence as one of his party's top leaders.
Rubio is another often-mentioned name. He introduced Romney at the nominating convention and won strong reviews for what was his biggest appearance yet in the national spotlight.
Rubio, 41, would bring to any presidential candidacy strong ties to Florida, the biggest Electoral College prize among the swing states that have determined recent elections.
Another Floridian, former governor Jeb Bush, also is likely to see his name in the mix, especially if his party returns to a more centrist approach. Bush has advocated an inclusive approach to the electorate for his family's party.
Bush, 59, who served two terms as Florida's governor from 1999 to 2007, is a brother of former President George W. Bush and son of former President George H.W. Bush.
Gov. Mitch Daniels of Indiana might look at the presidency again. His deficit-fighting credentials gave him national appeal among Republicans, although he announced in May 2011 that he wouldn't run in 2012, citing family considerations. Daniels, 63, takes over as president of Purdue University in Indiana in January, when his term as governor ends.
Sen. Rob Portman of Ohio, 56, a Romney running-mate finalist, also expanded his national reach this year.
He served as Romney's sparring partner for debate practice sessions and as one of his top surrogates in Ohio and on television. No Republican has won the presidency without carrying Ohio, so his native-son status carries an appeal.


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QArea iOS Developers Celebrate 3 Year Anniversaryby QArea Team on September 13, 2011
9 of September, 2011 QArea team of iOS developers has celebrated 3 years of their productive work. Started as a small dedicated development team they evolve into professional iOS development factory. For 3 years of work QArea iOS team has gained great results and fulfilled many successful projects.
Today, due to anniversary, QArea iOS dev team had unusual planning meeting – they played several matches of PingTanks, as many of them participated in development of this game. And results were used for assigning development tasks. Best players received more interesting tasks, while losers will handle more routine tasks.
QArea iOS developers have delivered a wide range of sophisticated projects among which are the following:
MyFund prototype application
That is prototype application developed for MyFund business system. It implements demo data layer and all user interface. Prototypes like this one are very useful to demonstrate application concepts to investors before making big efforts into application functionality and back-end servers' deployment. Seeing and touching live application UI concept on the device sometimes is better than browsing several designed only on paper screens.
Skyhook LocalFaves
QArea developers participated in development of some modules for Skyhook LocalFaves SDK. Several demo apps and heatmap feature on top of google maps were implemented for Skyhook.
HuffingtonPost mobile client
QArea iOS team providing development support for mobile client for Huffington Post news system. There are versions for iPad and iPhone. Application includes social integration for example comments to articles, etc.
Dice game (Ashy2Classy Dice)
This application is a single-player dice game for iPhone, including some RPG features. It let player to play dice thus gain blings and money. Then blings may be sold and wagered. While player collects money, he moves from suburbs environment to royal palace casino.
SpreadItAndForgetIt calculator
It is a simple savings calculation program – yes, there is no limitation for projects simplicity, iOS team takes each project with care, even if it is a tiny proof-of-concept test or a handy utility with simple calculations.
And many more interesting big and small projects, some of which are under NDA, and can't be disclosed, no matter how exciting they are. QArea iOS developers have gained high level of professionalism and are capable to provide high quality development for a wide range of projects complexity.


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(German: Die Büchse der Pandora)
The title is a reference to Pandora of Greek mythology, who upon opening a box given to her by the gods released all evils into the world, leaving only hope behind. The lead role is played by Lousie Brooks as Lulu. She is a young and impulsive vaudeville performer whose raw sexuality and uninhibited nature bring about the downfall of almost everyone she meets. Indeed her asset is her body which, to use a metaphor, was like the box. She only needed to open it, and as we see in this silent film, what havoc it could wreak on men as well as women of certain attitude. Incidentally in Countess Anna we have the cinema's first lesbian character.
Pandora's Box is a German silent melodrama based loosely on Frank Wedekind's plays Erdgeist (Earth Spirit, 1895) and Die Büchse der Pandora (1904). Wedekind's plays in his time were controversial to say the least. Satire was a weapon more like a red rag to be shaken at the middle-class morality and the solid citizenry in Germany were bedeviled by the impossible and more perverse than natural conduct in Lulu. Widekind was not exceptional in this. From the turn of the century there were two opposing forces at work in Imperial Germany and both were curiously born out of self same causes. Perversity, vampirism and similar lurid subjects that were taboo till then began to appear as a reaction to a very moribund German national life. Lulu was a creature, an intellectual shock therapy on one hand from Widekind is an example. The other form of shock was prescribed by Deeds and came from wandervögels (birds of passage). The latter were from well-to-do middle class families and this movement was hellbent to attack school, home and church. The latter group was to transform into Freikorps at the end of WWI.The latter played a part in helping Hitler to power while it marked the exodus of intellectuals to safer havens.
This film is directed by Austrian filmaker Georg Wilhelm Pabst, the film stars Louise Brooks as Lulu, Fritz Kortner as Dr. Schön, Francis Lederer as Alwa Schön and Alice Roberts as Countess Geschwitz.
The plot revolves around many loves of Lulu, her rise and fall. She marries a respectable newspaper publisher, but soon drives him into insanity, climaxing in an incident in which she accidentally shoots him to death. Found guilty of manslaughter, she escapes from justice with the help of her former pimp (whom she considers her father) and the son of her dead husband, who is also in love with her. After spending several months hiding in an illegal gambling den in France, where Lulu is nearly sold into slavery, Lulu and her friends end up living in squalor in a London garret. On Christmas Eve, driven into prostitution by poverty, Lulu meets her doom at the hands of Jack the Ripper.
Pandora's Box was already adapted to the screen by Arzén von Cserépy in 1921 in Germany under the same title with Asta Nielsen in the roll as Lulu. There were musical, plays and other cinema features of the film at the time and the story of Pandora's Box was commonplace in culture. This allowed Pabst to make liberties with the story of the film.(wikipedia)
Directed by G. W. Pabst
Produced by Seymour Nebenzal
Written by G. W. Pabst
Ladislaus Vajda
Cinematography Günther Krampf
Distributed by Süd-Film
Release date(s) Germany:
30 January, 1929
Running time 100-152 mins. (US)
133 mins. (dir. cut)
Country Germany
Language silent film
German intertitle
* Fritz Körtner as Dr. Ludwig Schön
* Francis Lederer as Alwa Schön: Dr. Ludwig Schön son.
* Carl Goetz as Schigolch: there is no real definiton of his relation to Lulu but it is suggested in the film that he is or has acted as a sort of pimp for Lulu.
* Krafft-Raschig as Rodrigo Quast
* Alice Roberts as Countess Anna Geschwitz: Geschwitz is defined by her masculine look with her tuxedo suit that she wears.
* Daisy D'Ora as Dr. Schön's Fiance
* Gustav Diessl as Jack the Ripper
* Michael von Newlinsky as Marquis Casti-Piani
* Sigfried Arno as The Stage Manager
Similar Movies
Diary of a Lost Girl (1929, G.W. Pabst)
The Blue Angel (1930, Josef von Sternberg)
Queen Kelly (1929, Erich Von Stroheim)
The Wild Heart (1950, Rouben Mamoulian, Michael Powell, Emeric Pressburger)
A Breath of Scandal (1960, Michael Curtiz)
Looking for Mr. Goodbar (1977, Richard Brooks)
Klondike Annie (1936, Raoul Walsh)
Afgrunden (1910, Peter Urban Gad)
Movies with the Same Personnel
Diary of a Lost Girl (1929, G.W. Pabst)
Kameradschaft (1931, G.W. Pabst)
Westfront 1918 (1930, G.W. Pabst)
The Threepenny Opera (1931, G.W. Pabst)
Don Quixote (1933, G.W. Pabst)
Der Prozess (1948, G.W. Pabst)
The Strange Death of Adolf Hitler (1943, James Hogan)
Die Stadt ist voller Geheimnisse (1955, Fritz Kortner)
* Louise Brooks as Lulu: On seeing Louise Brooks as a Circus Performer in the 1928 Howard Hawks' film A Girl in Every Port. Director G.W. Pabst tried to get Brooks on loan from Paramount Pictures. Pabst's offer wasn't even given to Brooks by the studio until she left Paramount over a Salary dispute. On not receiving Brooks for the role, Pabst's second choice was Marlene Dietrich.
* Georg Wilhelm Pabst nearly signed Marlene Dietrich to star, although he greatly preferred Louise Brooks. According to Pabst, Dietrich was in his office waiting to sign the contract when a cable came from Paramount saying that Brooks was willing to play the role.
* Georg Wilhelm Pabst initially incurred a lot of wrath when he cast American Louise Brooks in the role of Lulu, a part which was considered to be quintessentially German. Ultimately Brooks' performance silenced her critics.
* For the scene in which Lulu picks up and seduces Jack, Georg Wilhelm Pabst selected one of Louise Brooks's own suits – her favorite – for Lulu's costume and soiled, scuffed and rent it. Brooks claimed that, without spoken direction, Pabst thus established the desired effect of making her feel worn, cheap, and desperate, as the character of Lulu was intended to be portrayed.
* In her biography, Louise Brooks says she was physically attracted to Gustav Diessl, who played Jack the Ripper, and that made it easy for her to play her scenes with him.
* According to Louise Brooks' memoir, "Lulu in Hollywood", Alice Roberts was not aware her character was a lesbian until filming began, and she was initially opposed to playing the role as being attracted to Lulu. Georg Wilhelm Pabst, Brooks writes, convinced Roberts to pretend she was making her love gestures to Pabst, who was standing just off-camera.
* Louise Brooks' highly influential "bob" hairdo is referred to as a Lulu to this day.
• Fritz Kortner reportedly did not like or respect Louise Brooks, whom he didn't consider a trained actress.
Memorable quotes:
Lulu: You'll have to kill me to get rid of me.
Dr. Ludwig Schön: [to Alwa] Just one thing, my boy, beware of that woman.
Schigolch: You should only play when you're sure to win.
Lulu: [referring to the Egyptian] He's acting like he wants to buy me.
Marquis Casti-Piani: I need money badly and you have none to give me… The Egyptian will give me 50 more pounds than the German police… You're in luck.
Alwa Schön: It's strange how you can get booze on credit but not bread.
Lulu: MONEY! All they want is money!
In France, the film was edited making Alwa was Schon's secretary and the countess became Lulu's childhood friend. Lulu is found innocent in the film at her trial and there is no Jack the Ripper character as the film ended with Lulu joining the Salvation Army.
In Retro
The film was re-discovered in the 1950s by critics to great critical acclaim. Modern critics now praise the film as one of the classics of Weimar Germany's cinema along with The Cabinet of Dr.Caligari, Metropolis, and The Blue Angel.
check out the other blog of the author:cinebuff.wordpress.com


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In decades past, the construction of a new office building in London would hardly be a newsworthy event, but the ingenuity of companies like Google, Facebook, and Apple have changed that. Everyone wants to know–what kind of building do you create when money is no object and you employ some of the most creative and technologically savvy minds in the world?
If the early looks at Google's King's Cross HQ (outlined in red above) are any indication, it won't disappoint. "This building is underpinned by cutting edge design intelligence and technologies to provide a sophisticated twenty-first century working environment for Google's staff," AHMM director Simon Allford told Dezeen.
The building, which many are calling a 'groundscraper' will be multi-leveled, growing from seven stories high at one end to 11 at the northern end overlooking Regent's Canal. It's been suggested by some that buildings comprised of more wood than steel are actually better for the environment, leading to far less carbon emissions during the production process.
Google appears to be testing the waters of this theory. "Much of the internal structure will be constructed using steel framing with cross-laminated timber panels – a first for a contemporary building of this scale…The building has been designed to meet the highest standards of environmental sustainability, ensuring low energy usage and incorporating state-of-the-art materials," Google stated. It's said that bold primary colors will adorn the steelwork, taking inspiration from architectural elements nearby. There are also rumors that the roof will feature a garden.
Ultimately, Google and its design team hope to achieve BREEAM Outstanding and LEED Platinum ratings and deliver an overall carbon reduction of 40 percent. The new building will boast around 1,000,000 gross sq ft new, with approximately 725,000 sq ft dedicated to office space and around 50,000 sq ft slated for retail space at ground level. The new site is likely to include a 1860 square meter area for bike parking (about the size of seven tennis courts), and features a climbing wall between floors, a source close to the project told Reuters.
If all goes as planned, workers will break ground on the new UK headquarters early in 2014, with completion scheduled for late 2016 or early 2017. The building is expected to create 1,500 construction jobs, and while there are only about 2,000 Google employees in the UK, the new office will have room for about 4,500, which means the tech giant is likely to be hiring in the next few years.
Via Dezeen


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5202 3K HID Kits
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