text:
Relationship Between Organization Structure, Culture And HRM
Disclaimer: This essay has been submitted by a student. This is not an example of the work written by our professional essay writers. You can view samples of our professional work here.
Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays.
My research question is "Relationship b/w Organization Structure, Culture and HRM. It is a broad term to describe the interrelated functions of an organization. Those function whose absent encounter the problems of decline to an organization. Firstly I would like to describe the basic terminology of my research question.
Organization Structure:
An organizational structure is a mainly hierarchical concept of subordination of entities that collaborate and contribute to serve one common aim. (Wikipedia)
The specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with Stakeholders outside the organization." (Wikipedia)
The polices and practices involved in carrying out the "people" or human resource aspects of a management position, including recruiting, screening. Training rewarding and appraising. (Gary Dessler, HRM ,2005).
As these three mention categories are showing these are very much interrelated with each other and I am assigned to show relationship between these in context of an organization. My motivation to select this research question is very obvious as I'm very profound of these management elements and I ll show you how I motivated on these for my thesis. As everyone knows the critical values of these functions in an organization these are the function which constitute the basic part for making an organization or a company .for example if we talk about organizational culture than we heard employees talk about aspects of an organization , what they like about working at a company: respect for individual employees. Opportunity for personal growth and responsibility. Teamwork. A feeling of family. Freedom to be creative. Minimal rules and regulations. Little or no hierarchy. These all are a rich array of benefits and services to facilitate work force balance and people attract to such organization and this is why I select this function. My second target is HRM , as it is considered that the success of an organization often depends largely on the effectiveness through which workers are recruited, hired, trained, evaluated and rewarded. This is the very crucial success factor for a small who are not relying on hr manager even. My great interest in this is because of using the appropriate human source for an organization with its affectivity. My third function to be under taken in my thesis is organization structure, organization in these modern era tend to grow to large size and bureaucracy is efficient with large size while small may come and go but today modern technological advancements tend our organization to be multi-locational with financial and technological resources to compete in global market. So a review of the evidence linkage organizational structure to employee performance and satisfaction.
So I'm definitely sure to do justice with these objective of my thesis as with the advancement in each era of life it is so obvious that these three are the essential part of an organization. I'm sure I'm going through this as me my self very much interested in this topic /research question.
"It `s not what we don't know that gives us trouble it `s what we know that ain` t so."
(W . Rogers)
In Pakistan, HR is merely a department to serve payroll management and related issues. Mostly, it has the short-termed components of HR i.e. Recruitment system. Although many Organization stands out from the rest as it has Training & Development, Recruitment, Job Descriptions, HRIS, PMS, Employee Relations, Legal Affairs section of HR.
Although, it can be said easily, that HR is gaining popularity in Pakistan very fast, and within a span of 4-5 years, Pakistan may also recognize the importance of HR anagement. The need is to recognize the Job Analysis function as the base of all HR activities. As we all have experienced that job market of HR professionals has radically increased since 2-3 years. We can comfortably take HR as career.
In Karachi, Lahore and Islamabad we have many well established Recruitment Agencies, mostly large organization avail their facilities especially Multinationals. The scope is wide, but if we are planning to start one, we need to have good contacts and PR with the market to start off our agency. Companies now a day saving time by outsourcing Recruitment Agencies. As far as structure is concerned it mostly depend on what the owner is?, how much the capital he has?, and culture simply reflect what the personality of the owner is. So these can be developed with where the organization stand at progress level.
The beginning of a new era in Pakistan unfolded with the development of industrialization. Many world wide used functions are also introduce in Pakistani organizations which include structure, culture and hr functions etc. HRM has a lot of scope in future market by different ways. New business strategies that require more teamwork to survive to surve and to succeed. The market needs to rely on team workers who are diverse work force as a result of drawing from the most talented an experience staff .Market need HR and an organized structure strategy for producing better quality, innovation, cost control. It required top level hr as to retain and attract top talent people such as in concurrent engineering a design process that relies on team of expert from market. Different management functions now have a wide scope in Pakistan too. Pakistan having a wide scope for these areas to developed as we are growing in our industry. We are having more human resource to utilize as wel as resources to avail.
Organizational structures developed from the ancient times of hunters and collectors in tribal organizations through highly royal and clerical power structures to industrial structures and today's post-industrial structures. Organization culture tend to develop from very first human on the earth who try to form groups, tribes societies and barter system. It is the very first thing which reflect the whole personality of the founder, its environment and nation. The need for an organized form of HRM emerged during the industrial revolution, as the manufacturing process evolved from a cottage system to factory production
I am choosing PC Hotel Lahore, as the company is wel established and having departments fully developed as compare to other. This is the branded company. The company is enjoying good reputation in market.This is being listed on stock market of Pakistan.Its name is itself its recognition.
History of focus company
Pakistan services limited (PSL) was firstly incorporated in 1958 as a public limited company. It is being quoted on Karachi stock exchange since 1964. The major business of PSL is "hospitality"(services provider). In beginning, it started its operation under the management of Inter Continental Hotel, later on when Hashoo acquired PSL in 1958 .They also changed its name to PERAL CONTINENTAL HOTEL . They become the largest and oldest five star hotel chain in Pakistan in October 1958. All the inter pearl continental hotel in Karachi ,Lahore, Rawalpindi, Peshawar become Pearl continental hotels ,and an other pearl was added in chain at Bhurban in 1992. The first hotel pearl continental (PC) was built in 1964 in Karachi. In 1967-68 PC Lahore and Rawalpindi came in to existence respectively and in 1975 another PC hotel emerged in Peshawar. In 1985 Hashoo Group took over this company through privatization and changed the name from Inter Continental to Pearl Continental (PC). In 1990 PC Bhurban came into operation, in 1995 the expansion of Lahore was in operation.
"They are the very first hotel chain which got international standards in producing quality services and product."
"We Will Open The Door And You Will See Whats In Stores"
"Our Mission Is To Be Hotel Recognized As The Leader In Industry In Any Aspect. We Are Committed To Train And Develop All Our Staff Members Allowing Them To Grow In Their Career And Provide Services And Standards Which Exceed Guest Expectation".
PC hotel structure is simple tall , having a top most authority resigned to Mr saddrudin Hashwani .
Several efforts were made to upgrade its image. These included a new décor and fresh landscaping of the hotel grounds as well as upgrading of food and service through training of relevant personnel
The hotel has 487 exclusively appointed bedrooms, which includes 193 Standard rooms,
238 Atrium Deluxe rooms and 49 Luxurious Suites providing various levels of guest
Comfort. There are only 2 Presidential Suites in the hotel.
PC has 8 departments:
Food & Beverage
House keeping
Front office, reception
Information Technology
Guest relations/Customer services
The PC hotel, Lahore is a Five Star Hotel located on Sharah-e-Quaid-e-Azam, on the same stretch of road as the Alhamra Art Council, Lahore Zoo, Avari Hotel and Parliament Building.
PC Hotel Lahore being the only five star hotel in town offering matchless services and facilities stand tall among all the small hotels surrounding in its premises. In standards it always being the choice for budget meetings, seminars symposium, conventions wedding trainings courses, corporate meetings and conferences. It also gained the reputation of providing variety of foods in different restaurants and managing outside Caterings. The Pearl Continental Hotel offers complimentary airport shuttle service including travel desk facilities and provides hotel links to all major international cities having membership of Leading Hotels of the world consortium. Within Pakistan, Pearl Continental Hotels offers 5 star deluxe service in all the major cities of Pakistan through its nation-wide chain of Pearl Continental Hotels Pakistan.
The hotel features over 30 Channel Satellite TV, In-house movies, Fax machines in all suites and executive club's rooms, International direct dialing, Exclusive electronic safes, Non-smoking floor, Centrally air-conditioned environment, Beauty Salon/Barber Shop and a Shopping arcade.
These following services and facilities are available to guests at
Laundry/Dry Cleaning Jewelry & Gem Shops Car Rental
Parking Baby Sitting Travel Desk
Airline Offices In-House Doctor Florist
Bookstore Business Centre Pharmacy
24 Hour Room Service Authorized Money Changers
The ultimate aim of this research investigation is to provide a comprehensive knowledge of
relationship between above mention functions , which is provider of a stronger competitive
organization using its intellectual and tangible resources. This thesis fulfill the aim through
the investigation of the following question:
Is any relationship between organization structure, culture and HRM?
In addressing the primary question following secondary questions can also be addressed :
What are the universally accepted theories about structure, culture and HRM?
What are the challenges and opportunities organization can encounter in implementing an effective structure, culture and HRM?
What is the impact of these on organization?
What will be happened if one of these elements absent from organization setup?
Summarizing an interrelationship between these elements?
The primary contribution of this thesis to provide the greater understanding of unique characteristics of hr polices and culture, structure of PC with reference to globally accepted phenomenon's. The research is a multi method designs which provides insight into multidimensional relationship between structure, culture and hrm. I am also going to show the globally accepted theories about this relationship and elements.
This thesis include 7 Chapters including above introductory chapter.
1st chapter; "Introduction"
In this section It briefly described what is the topic and than It describe topic terminology .It also throw light on the scope of these HRM, Structure and Culture in Pakistan`s prospective . It mention the unit of analysis which is PC Hotel. It also mention the reasons to select this company. Than It mention primary objective and relevant secondary objective to carry out this thesis work proceeding. In the last It present a little framework of how It going to proceed for next chapters.
2nd chapter:" Theoretical Background And Research Objectives Development"
In this section It present research question elements, a little about how they originated and include some views from articles. Than It take a literature reviews of organization Structure, Culture and HRM accordingly globally accepted theories.
3rd chapter: "Methodology"
This include the way It adopt to researching the chosen problem . Its called methodology which prevails research design steps ,that explain the type of data It gather from and techniques It has used for evaluation of data. Than it also mention limitatations that It come across with, and ethical issues during proceeding of research.
4th chapter: Critical Analysis
This chapter will present an interpretation of the critical analysis of targeted company and a brief interrelationship of these three elements with respect to each other. This would also establish the basis for the further recommendation and conclusion.
5th Chapter: Description & Presentation Of Results Obtained
This chapter will present an interpretation of the data to be collected from research questionnaires , interviews and other sources in the form of graphical illustrations and tables. This would also establish the basis for the discussion and the resultant recommendations that will be identified as problem barrier in adopting or selecting any policy by the companies. This will also help me to put my own conclusion into it.
6th Chapter: Conclusion
The previous chapter finding's conclusion and general comments.
7th Chapter: Recommendations
This include recommendation I would likely to made from above findings.
References will be attached at the last.
In this chapter the acquired and interpreted data transformation yields valuable information. It illustrates somehow little effectiveness of HRM ,structure & culture on companies.
Theoretical Background and Research Objective Development
Workface management has become increasingly complex. By the late 1800s, people problems were a very real concern in the workplace. Forward-thinking employers recognized that productivity was connected to worker satisfaction and involvement and realized they could not meet production schedules with bands of disgruntled employees. The first personnel management department began at the National Cash Register Co. (NCR) IN 1901. Company President John H. Patterson decided to improve worker relations by organizing a personnel department to handle grievances, discharges, safety and other employee issues. The department also kept track of pending legislation and court decisions and these first personnel managers provided training for supervisors on new laws and practices.1(Michael Losey HR Magazine, March 15, 1998)
Reviews from different articles
"If you meet a group of people, you will find that they aren't similar, but they hold the same things important,". Furthermore, no one culture is right or wrong. "The right culture for one company is wrong for another," You have to put it in context of what works for the business.
Although culture itself is difficult to quantify, there are ways to measure its importance to employees. In Microsoft's employee opinion surveys, a "culture index" is gauged by questions asking how long staff plan to stay with the company and if they would recommend the work environment to friends and family. How people view the company over the long term is indicative of how the culture is working and what improvements are yet to be made.
Clayton says there are other ways to judge if the present culture is right for the organisation. Attrition rates give employers a good idea. As leaders, managers must carry forward the culture. "They monitor the symptoms - is the heartbeat irregular? If managers resolve the problem by searching for somebody else, they aren't doing their job," he says.
A tale of five monkeys reveal and highlights the power of an organisation's past on its present culture. Stories and histories are passed down, creating rules of behaviour that employees sense without necessarily understanding the reasons behind them.2
HRM also will be required to train management to be more flexible in its practices. Because tomorrow's workers will come in all different colors, nationalities, and so on, managers will be required to change their ways. This will necessitate managers being trained to recognize differences in workers and to appreciate-even celebrate-those differences. The various requirements of workers because of different cultural backgrounds, customs, work schedules, and the like must be all taken into account. In addition, extensive training to recognize these differences and "change the way managers think about people different from themselves" has positive outcomes. Many companies like have already begun to formalize this process.3
This study examined the relationship between three structural variables (size, vertical complexity, and administrative intensity) and the operating efficiency of all 234 metropolitan branches of a financial services company. As hypothesized, negative relationships were found between (a) size and productivity and (b) vertical complexity and productivity; however, the predicted negative relationship between (c) administrative intensity and productivity was not found - instead a curvilinear relationship emerged. On average, the smallest branches were approximately 31% more efficient than the largest ones; those with the least vertical complexity (one hierarchical level) were roughly 44% more productive than those with the greatest complexity (five levels).4
Reviews Of Books
I used two books for my data gathering first is Human Resource Management By Garry Dessler (10th edition)it contain a comprehensive review of essential personnel management concepts and techniques in a highly readable and understandable form. The 2nd book is organizational behavior by Stephen P. Robbins(10th edition) it contain brief description of organization structure and culture this also include the conversational writing style, the cutting edge content, the extension use of current examples which help me a lot.
An organizational structure is a mainly hierarchal concept of subordination of entities that collaborate and contribute to serve one common aim. (Wikipedia)
An organization structure defines how job tasks are formally divided, grouped and coordinated. (Stephen P. Robbins, organizational behavior, 9th addition)
Organizational structure is the way in which and work, authority resources of an organization have been divided among members.(oppapers.com)
There are six key elements that manager needs to address when they design their organization `s structure. These are;
Work specialization
Chain of command
Span of control
Centralization and decentralization
"The degree to which tasks in the organization subdivided into separate jobs "
The essence of work specialization is that, rather than an entire jovb being done by one individual. It is broken into a number of steps, with each step being completed by a separate individual. In essence, individuals specialize in doing the part of an activity rather than the entire activity.
"The basis by which jobs are grouped together."
The main advantage of this type of grouping is obtaining efficiencies from putting like specialist together. Functional departmentalization seeks to achieve economies of scale by placing people with common skills and orientation into common units.
"The unbroken line of authority that extends from the top of the organization to the lowest echelon and clarifies who report whose."
There are two complementary concepts
Authority; the rights inherent in a managerial position to give orders and to expect the orders to be obeyed.
Unity of command; a subordinate should have only one superior to whom he or she is directly responsible.
But now a days these trends are shift towards empowering employees.
"The numbers of subordinates a manager can efficiently and effectively directs"
It determines the number of levels and managers an organization has. All things being equal , the wider or larger the span, the more efficient the organization.
'the degree to which decision making is concentrated at a single point in the organization"
"decision discretion is pushed down to lower level employees'.
An organization characterized by centralization is an inherently different structure animal from one that is decenterized. In a decentralized organization action can be taken more quickly to solve problem, more people provide input into decisions, and employees are less likely to feel alienated from those who make the decision that affect their work lives.
"the degree to which jobs within the organization are standardized"
Organizations use formalization to increase their rationality. In one sense formalization is an attempt to make behavior more predictable by standardizing it. Standard procedures for production workers or quality control checklists that must be used and submitted before a product can be shipped are examples of this kind of formalization.
(Published: 2007-04-15 , Author Martin Hahn)
These are as follows;
The simple structure
The bureaucracy
The matrix structure
"A structure characterized by a low degree of departmentalization, wide span of control, authority centralized in a single person, and a little formalization."
Simple Structure: These are structures with low degree of departmentalisation and a wide span of control. The authority is largely centralized in a single person with very little formalization. It is also called 'flat structure'.
It usually has only two or three vertical levels, a flexible set of employees, and generally one person in whom the power of decision-making is invested. This simple structure is most widely practiced in small business settings where manager and owner happens to be the same person. Its advantage lies in its simplicity. This makes it responsive, fast, accountable and easy to maintain. However, it becomes grossly inadequate as and when the organization grows in size. Such a simple structure is becoming popular because of its flexibility, responsiveness and high degree of adaptability to change.
A structure with highly routine operating tasks achieved through specialization, very formalized rules and regulations , tasks that's are group into functional departments,centerlized authority ,narrow spans of control , and decision making that follows the chain of command
Bureaucratic structures have a certain degree of standardization. They are better suited for more complex or larger scale organizations. They usually adopt a tall structure. Then tension between bureaucratic structures and non-bureaucratic is echoed in Burns and Stalker[1] distinction between mechanistic and organic structures.
(Burns, T. and G. Stalker. (1961) The Management of Innovation. London: Tavistock.)
"A structure that creates dual lines of authority combines functional and product departmentalization."
The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms
The team structure
The virtual organization
Boundryless organization
The use of team as the central device to coordinate work activities
One of the newest organizational structures developed in the 20th century is TEAM. In small businesses, the team structure can define the entire organization Teams can be both horizontal and vertical. While an organization is constituted as a set of people who synergies individual competencies to achieve newer dimensions, the quality of organizational structure revolves around the competencies of teams in totality. 5
"A small core organization that outsource major business functions."
Another modern structure is virtual or network. While business giants risk becoming too clumsy to proact (such as), act and react efficiently , the new network organizations contract out any business function, that can be done better or more cheaply. In essence, managers in network structures spend most of their time coordinating and controlling external relations, usually by electronic means
(Gummesson, E. (2002). Total Marketing Control. Butterworth-Heinemann, p. 266)
An organization that seeks to eliminate the chain of command have limitless span of control and replace departments with empowered teams.
The most radical concept in today's organizational design is the concept of boundryless, which seeks to overcome traditional boundaries between layers of management (vertical), functional areas (horizontal), as well as geographic boundaries. Some claim the boundaryless structure is a combination of team and network structures, with the addition of temporariness.6
As we have discussed a variety of organizational designs ranging from the highly structured and standardized berucracy to the loose and amorphous boundary less organization. The other designs here are tend to exist somewhere between the two extremes.
"A structure characterized by extensive departmentalization, high formalization, a limited information networks and centralization."
Nearly one-half century ago, Burns and Stalker noted that mechanistic organizations are often appropriate in stable environments and for routine tasks and technologies. In some ways similar to bureaucratic structures, mechanistic organizations have clear, well-defined, centralized, vertical hierarchies of command, authority, and control. Efficiency and predictability are emphasized through specialization, standardization, and formalization. This results in rigidly defined jobs, technologies, and processes. The term mechanistic suggests that organizational structures, processes, and roles are like a machine in which each part of the organization does what it is designed to do, but little else.
"a structure that is flat,uses cross hierarchical and crossfunctional teams. Has low formalization ,possesses a comprehensive information networks and relies on participative decision making ".
Its lot look like the boundaryless organization. Its flat, uses cross hierarchical and cross functional teams , has low formalization ,possesses a comprehensive information network and relies on participating decision making.
An organization structure is a mean to help management achieve its objectives because objectives are derived from the organization overall strategy. Its only logical that strategy and structure should be closely linked. Most current strategy frameworks focus on three strategies;
A strategy that emphasis the introduction of major new products and services
A strategy that emphasis tight cost control , avoidance of unnecessary innovation or markeing expenses and price cutting.
A strategy that seeks to move intonew products or new markets only after their viability has already been proven.
There is considerable elements to support that an organization size significantly affects its structuring
How an organization transfer is inputs into outputs.
Institution or forces the organization that potentially affect the organization performance.
A system of shared meaning held by members that distinguishes the organization from other organization
(Stephen P. Robbins, Organization Behavior 10th Edition)
A pattern of basic assumptions that the group has invented discover or developed in learning to cope with its problem of external adaptation and internal integrated. (human capital management)
Expresses the core values that are shared by a majority of the organization members (T A Timmaeman,"do organizationhave personalities ?"published in aug 1996.)
Miniculture within an organization, typically defined by department designation and geographical separation.
The primary or dominate values that are accepted throughout the organization.
Culture in which core valuesare intensly held and widely shared.(Y. Wiener,academy of management review,oct 1988)
It has become increasingly popular to differentiate between strong and weak culture.the strong culture have have a greater impact on employee behavoiur and are more directly related to reduce turn over the more members who accept the core values and graeter their commintmentto those values is the stronger the culture is.and in result of a strong culture should be lower employee turn over.7
A strong culture increases behavioral consistency and can act as a substitute for formalization.
National culture has a greater impact on employees than does their organization's culture.
Nationals selected to work for foreign companies may be atypical of the local/native population.
Defines the boundary between one organization and others.
Conveys a sense of identity for its members.
Facilitates the generation of commitment to something larger than self-interest.
Enhances the stability of the social system
Barrier to change
Culture is a liability when the shared values are not in agreement with those that will further the organization effectiveness.
Barrier to diversity
Hiring new employees who, because of race, gender, disability, or other differences are not like the majority of the organization members creates a paradox.8
Barrier to acquisitions and mergers
Historically, the key factors that management looked at in making acquisition or merger decisions were related to financial advantages or product synergy. In recent years, cultural compatibility has become the primiary concern. While a favourable financial statement or product line maybe the initial attraction of an acquisition candidate, whether the acquisition actually work seems to have more to do with how well the two organizations culture match up. 9
Concerned with how well the candidates will fit into the organization.
Provides information to candidates about the organization.
Top Management
Senior executives help establish behavioral norms that are adopted by the organization.
The process that helps new employees adapt to the organization's culture.
Stages in socialization process
Prearival stage;
The period of learning in socialization process that occurs before a new employee joins the organization.
Metamorphosis stage
The stages in the socialization process in which a new employee change and adjusts to the job, work group, and organization.
Encounter stage
The stage in the socialization process in which a new employee sees what the organization is really like and confronts the possibility that expectations and reality may diverge.
Entry Socialization Options
Formal versus Informal
Individual versus Collective
Fixed versus Variable
Serial versus Random
Investiture versus Divestiture
Cite This Essay
To export a reference to this article please select a referencing stye below:


text:
The Good Food Show – NEC
This years event will take place at the NEC Birmingham. As usual the show will be full of things to do, see and taste with celebrity chefs, the good food show super theatre, the producers village, kitchen garden, the great British bake of village and so much more.
Envisage promotions have provided food demonstrators and promotional staff for the good food show for a few years now and we are really excited our exhibition staff will be at the NEC again this year.
To learn more about the good food show at the NEC click here.
To enquire about hiring our promotional and event staff for the good food show in Birmingham call the promotions team on 0844 800 0071.

subset: commoncrawl


text:
Damp Proofing
Damp proofing in construction is a type of moisture control applied to building walls and floors to prevent moisture from passing into the interior spaces. Damp problems are one of the most frequent problems encountered in homes. At ABC Depot we sell two different types of damp proofing:
- Damp Proof Course (DPC): a barrier through a structure to stop damp penetrating via capiliary action such as rising damp.
- Damp Proof Membrane (DPM): a membrane material applied to prevent the transmission of damp.
Items 1-12 of 16
- IKOpro Synthaprufe Original 5l 0240 1920£29.16 £24.30
- IKO Trade Hyload DPC 20m x 100mm (2 m2 per Roll) RHLO100£11.95 £9.96
- IKO Trade Hyload DPC 20m x 225mm (4.5 m2 per Roll) RHLO225£27.28 £22.73
- IKO Trade Hyload DPC 20m x 150mm (3 m2 per Roll) RHLO150£18.18 £15.15
- IKO Trade Hyload DPC 20m x 300mm (6 m2 per Roll) RHLO300£36.37 £30.31
- IKO Trade Hyload DPC 20m x 450mm (9 m2 per Roll) RHLO450£54.55 £45.46
- IKO Trade Hyload DPC 20m x 600mm (12 m2 per Roll) RHLO600£71.74 £59.78
- Polythene Damp Proof Course (DPC) 30m x 900mm (27 m2 per Roll) DPC900£49.90 £41.58
Items 1-12 of 16


text:
See What You Can Get with Hosted Voice
Affordable Pricing
Get Hosted PBX for a low monthly cost per user. Budget-friendly calling plans save your business money.
Business-class Features
Communicate and collaborate with ease. Over 50 features, like audio conferencing, auto attendant, and visual voicemail with transcription, make it easy to connect.
VoIP Phones
Ditch the boring desk phone. Select from HD Voice and multi-media phones for executive or basic use. HD voice has exceptional call quality.


text:
From a thoughtful treasure hunt proposal in Las Vegas to a stunning photoshoot at the salt flats in Utah, Avni and Abhishek's engagement shoot is memorable, colourful and beautifully picturesque.
In the Bride-to-be's Words
In April 2013, Abhishek and I went to Las Vegas for a Rihanna concert- a trip that I had originally planned. A few days before the trip he mentioned that since I had planned our Friday night, he wanted to plan something Saturday.
As a surprise, I woke up Saturday morning with breakfast at the door and a message in a bottle, which turned out to be a treasure map. As I looked closer, I noticed it was a map of the Las Vegas strip and that my first clue was hidden on the back.
The first clue led me to New York New York Hotel, and it turned out that each clue related to something specific to our relationship. The trick came when Abhishek made it seem as if the treasure hunt was complete at the Caesars Palace Forum Shops, and that my "treasure" (unlocked from a small treasure box) was a gift card to one of my favorite stores. Naturally, I thought our treasure hunt date was over.
On our way back to the hotel to get ready for dinner, Abhishek mentioned that he really wanted to see the Bellagio fountain show and that we should ask the concierge where to go in order to get the best view. I didn't think anything of it but was slightly annoyed that he was so insistent on going to see the fountain show.
When we reached the hotel, we went to the concierge (I found out later he had this conversation setup) who recommended that we go to the top of the Eiffel Tower at the Paris Hotel. She then took our names down and "booked" us express passes to take us straight to the observation deck.
When we reached the top, the fountain show had not yet started, so Abhishek suggested we go to the other side of the deck to see the view. When we got to the other side, it was roped off with security personnel standing guard in front. Abhishek then went back and forth with the security agent, trying to convince her to take down the rope and allow us to take a quick picture (another conversation that was setup). She eventually gave in and took our picture.
After taking our picture she said, "Miss, you dropped something" and handed me what looked like another clue. While I had saved all the clues from the day in my purse, I didn't recall dropping any of them. I then looked a little closer and realized that the other clues were labeled by number (clue 1, clue 2, etc…) and this one was instead labeled with question marks.
I quickly opened the clue, which read, "So it appears your quest wasn't quite done, in fact my dear, the journey's just begun. One last step, simply turn and see, then one final question……" and there was Abhishek behind me, on one knee.
Photography | Nadia D Photography
Hair & Makeup | Nirjay M. Desai with KIS Cubed Events
Photo Shoot Location | Bonneville Salt Flats, Utah & Park City, Utah


text:
http://www.abc.net.au/news/2015-05-0...firmed/6438876Parents will be required to work minimum number of hours to receive child care payments, Scott Morrison confirms
Parents will be required to work a certain number of hours to receive child care payments as part of an overhaul of the system, Social Services Minister Scott Morrison has confirmed.The Government is yet to reveal details of the changes, but they could be announced as early as this weekend.
The overhaul is expected to include a single, means-tested rebate and a tougher activity test which requires parents to work a minimum number of hours before they can receive support.
At the moment, there is no minimum requirement.
Mr Morrison said the proposed changes are aimed at restoring integrity to the system and encouraging parents to work — not providing welfare.
"This is [fundamentally about] workforce participation. It's not a welfare payment, it's not a pension or an income support payment or anything like that," he said.
"The purpose of doing any of this in childcare principally is to help families be in work and stay in work."
Childcare subsidies cost the Government about $7 billion a year.
The Government's changes are informed by a Productivity Commission report that recommended scrapping the 50 per cent rebate parents receive for their childcare costs.
Instead, it called for a single means-tested payment to go to childcare providers.
"The integrity test around this, the entitlements around this, we're looking to make tougher to ensure that it does the job and we just don't splash cash," Mr Morrison said.
On radio station 3AW this morning, the Minister confirmed there would be a crackdown on parents who worked just a few hours a week and still received subsidised childcare.
Asked whether this meant "the more you worked, the more you got?", Mr Morrison replied: "Yes, that's exactly what it means".
Labor says activity test 'too tough'
The Government has been in talks with Labor hoping to get bipartisan support for the overhaul, but the Opposition has sharply criticised the proposal.
Labor's families spokeswoman Jenny Macklin said the so-called activity test would be too tough.
"There is a whole range of reasons why parents need access to childcare while they might have just a small amount of work or while they're looking for work ... and Scott Morrison just seems to have forgotten that families need a whole range of supports, not just what he seems to be offering," Ms Macklin said.
"The childcare changes are at the moment a complete mess.
"No family knows whether they'll be better off or not. No family knows whether they'll be locked out of childcare or not."
Opposition Leader Bill Shorten also called on the Government "to come clean about the future of childcare".
"How many families will be worse off because of the Abbott budget? How many children will lose funding and drop out of the system because of the Abbott budget?" he said.
"And indeed, how many stay-at-home mums will lose valuable support because of the Abbott Government?"
Mr Morrison said he would ensure "a safety net remains in place for families, particularly in disadvantaged areas and [those who] face other forms of disadvantage".
He said families on low to middle incomes would be "the biggest beneficiaries of the program".
Mr Morrison has promised to unveil the Government's child care package before the May budget.
My understanding is the current situation is a family is entitled to up to 24 hours of subsidised childcare for a nonworking parent and if the parent works over 15 hours they can have up to 60 hours per week. There is also a level of discretion where a family can receive more subsidised hours each week (I got this for my DS when he was in his kindy year - the year before he started school).
If these proposed changes pass there will be a lot of people out there who will have just lost there one and only support network, their 'village'. Going back a few years ago this would have been me. My DD was an incredibly challenging baby but when she was 1 she went to child care 1 day a week. This was such a huge relief for me to have one day a week where I didn't spend the day carrying and feeding a baby all day. There are a whole lot of parents out there who rely on childcare to cope. Effectively taking this option away is going to put huge stress on families.
+ Reply to Thread
Results 1 to 10 of 154
01-05-2015 21:17 #1
No more subsidised childcare for non-working parents?
01-05-2015 21:23 #2
There needs to be a more suitable alternative for non-working parents... New Zealand's playcentre model is excellent.
The Following User Says Thank You to BlissedOut For This Useful Post:
Mamasupial (02-05-2015)
01-05-2015 21:26 #3
Does this include kindy too or rather kindy rooms in long day child care centres? I'm a sahm and dd3 goes to kindy in the Daycare centre two days a week. She adores it and will be heartbroken if they take it off us. I can't afford to pay full fees and I still have dd4 at home.
01-05-2015 21:32 #4
01-05-2015 21:34 #5
This make me so angry. It goes against everything I believe in.
I wish for every children to have access to free quality childcare and kinder services.
The Following 2 Users Say Thank You to ExcuseMyFrench For This Useful Post:
AdornedWithCats (01-05-2015),ThenThereWereThree (01-05-2015)
01-05-2015 21:36 #6
Ok well now I want to cry. She's so happy there, it's the year before school as she just missed out going this year by two weeks. She needs the extra that she gets from this step up before school. She's blossoming there, is learning fast and is very popular. So how do I explain this to her?
Sure I could study, and I plan to next year as I'm keen to get back into it, but I also have a very active two year old at home. This sux
01-05-2015 21:36 #7
I don't know how I feel about this yet.
If I was a sahm, I would utilise a preschool, not daycare.
The Following 3 Users Say Thank You to BigRedV For This Useful Post:
atomicmama (02-05-2015),BlissedOut (02-05-2015),VicPark (01-05-2015)
01-05-2015 21:38 #8
This is inequitable, unless there is a job available to every Australian that would like to work.
I'll start with that then think about it a little more.
The Following 5 Users Say Thank You to harvs For This Useful Post:
AdornedWithCats (01-05-2015),duck07 (11-05-2015),ertgirl (02-05-2015),ExcuseMyFrench (01-05-2015),Mamasupial (02-05-2015)
01-05-2015 21:41 #9
I'm kind of in two minds about this, and admit to not really understanding all of the ins and outs... so happy to be informed by others and possibly have my mind changed.
On the 'pro' side for this - there is a serious shortage of childcare spaces in a LOT of areas. I've heard and read about so many mums who are on ridiculous waiting lists for childcare, and they can't return to work when their mat leave is up as they can't get childcare. So this scheme would be giving priority to working mums, which is great! Although surely there's got to be another way to ease the childcare shortage...?
Also is seems like it would make childcare much more affordable for low and middle income families, which would also be great. My DH had one of his best staff members quit because she worked out that after paying for 3 kids to be in full time daycare while she worked, she was literally taking home $50pw!
The cons though - It doesn't mention anything about studying parents? Surely there has to be some sort of exemption for them so that they can access childcare to attend uni/tafe??
Also, the kids of non-working parents would end up being the ones penalized by this, as they would be missing out on the valuable social interaction that daycare provides.
So yeah, I think it's got merit, but that there are better ways it could be done, and that they would need to put other support systems in place for non working parents and their children.
The Following User Says Thank You to Frankenmum For This Useful Post:
AdornedWithCats (01-05-2015)
01-05-2015 21:41 #10
There really needs to be more options.
Similar Threads
Families with 2 working parentsBy pinksand in forum General Parenting Tips, Advice & ChatReplies: 17Last Post: 23-12-2014, 08:57
Nightly routine for working parents??By Monkey'sMummy in forum General ChatReplies: 10Last Post: 21-10-2014, 21:40
Will I need childcare if I'm working 10-20hrs per week from home?By missflik in forum Working From HomeReplies: 6Last Post: 02-09-2014, 09:51
Impressionable KidsImpressionable Kids are Australia's leader in framed children's memorabilia and specialise in framed baby hand and feet ...
LATESTWhat is HELLP Syndrome – causes, symptoms, and treatmentWhat is baby-led weaning?When is your fertile window open?
POPULARWhen can I start giving chores to my children?A guide to Parental Leave Pay in Australia – are you eligible?New baby nursery checklist – a guide to newborn essentials
FORUMS - chatting now ...
Almost 18 month old not saying any wordsToddlers (1 year olds)
Our baby making journeypregnancy and babies through IVF
High Natural Killer Cells #11Reproductive Immunology
What do you consider acceptable?General Chat
Awesome Mums of autistic kids-how many of us are there (#4) ??????????Parents of Children with Special Needs
The Bachelor 2018 - Honey BadgerMovies / Music / Books / TV Chat
Abundant AugustConception & Fertility General Chat
"Made bed time less anxious"
My Little Heart Whisbear - the Humming Bear reviews ›
"Wonderful natural Aussie made product!"
Baby U Goat Milk Moisturiser reviews ›
"Replaced good quality with cheap tight nappies"
Coles Comfy Bots Nappies reviews ›


text:
Learn how to adjust the thermostat on your water heater. Check out the video on our Water Tank & Tankless page.
Visit Us
15341 105th Ave NW
Edmonton, AB T5P 0T6
"Acclaimed! service,
from our family to yours since 1995."
Follow Us
© 2016 – 2017 Acclaimed! Heating, Cooling and Furnace Cleaning. All Rights Reserved


text:
The Buffalo Creek Flood: An Act of Man
Jump to navigation Jump to search
|The Buffalo Creek Flood: An Act of Man
|Directed by
|Mimi Pickering
|Mimi Pickering / a.o.
|Edited by
|Mimi Pickering
|Distributed by
Release date
Running time
|40 min.
|United States
The Buffalo Creek Flood: An Act of Man is a 1975 documentary film produced by Appalshop. The film is about the Buffalo Creek Flood, an incident that occurred on February 26, 1972 when the Pittston Coal Company's coal slurry impoundment dam in Logan County, West Virginia burst four days after having been declared 'satisfactory' by a federal mine inspector. The film includes interviews with survivors, mining officials, and union representatives, along with footage of the flood itself.
In 2005, this film was selected for preservation in the United States National Film Registry by the Library of Congress as being "culturally, historically, or aesthetically significant".
See also[edit]
External links[edit]
|This article about a historical documentary film is a stub. You can help Wikipedia by expanding it.
- English-language films
- 1975 films
- American films
- American documentary films
- Short documentary films
- United States National Film Registry films
- Documentary films about United States history
- Documentary films about coal in the United States
- Documentary films about disasters
- 1970s documentary films
- Environmental disasters in the United States
- Disasters in West Virginia
- Historical documentary film stubs


text:
An American businessman has claimed the French are "communists", after he was unable to buy a bankrupt tyre plant because he could not to persuade the Trade Unions to accept job cuts. Maurice Taylor, chief executive of Titan International, had wanted to buy the Goodyear plant in Northern France but walked away from the deal.
He told France Info radio: "You can't buy Goodyear. Under your laws, we have to take a minimum of 662 or 672 employees. You can't do that. The most you could take is 333. There's no business for that plant now.
"You guys have got to wake up over there and tell the unions, 'Hey if they're so smart, they should buy the factory'… It's stupid. It's the dumbest thing in the world. France should just become communist and then when it goes all bad like Russia did, then maybe you'd have a chance."
Taylor, who is known as 'The Grizz' for his tough talking style, had tried to buy Goodyear plant in Amiens once before. After he visited the factory last year he wrote to the French government claiming the workers were "lazy, overpaid and talking too much".
He continued: "They get one hour for breaks and lunch, talk for three and work for three. I told this to the French union workers to their faces. They told me that's the French way!" At the time the French Industry Minister said: "Your extremist insults display a perfect ignorance of what our country is about."
His intervention is likely to offend the French but does highlight an issue that has become a major problem for inward investors into the country. French law requires a huge amount of input from Trade Unions and this can make it hard for companies to take steps to reduce staff in difficult economic times.
Should the factory close it will lead to 1,170 job losses, however any successful buyout would save at least some of these.


text:
Our daily roundup of retirement news your clients may be thinking about.
Maximize the Social Security spousal benefit
Although Social Security retirement benefit is reduced by up to 25% when claimed before full retirement age, retirees who earned less than their spouses may increase their payout by claiming a spousal benefit, according to this article on Kiplinger. Using the right strategy, lower earners could receive up to 50% of their spouse's retirement in addition to their own retirement benefit once they file for a spousal benefit. Kiplinger
End-of-life planning would be covered in Medicare proposal
The Obama administration proposed rules that would allow Medicare to cover doctor's fees for end-of-life care planning with beneficiaries, according to this article on Bloomberg. "Conversations among physicians, patients, and loved ones is the standard of care," according to American College of Physicians President Wayne J. Riley. Medicare "has recognized what the medical community is doing to address the needs and requests made by patients and their loved ones." -- Bloomberg
12 steps to a stronger 401(k)
Workers are advised to make the most of their 401(k) plans as they build their nest egg to secure their retirement, according to an article in U.S. News & World Report. To take full advantage of the plan, clients need to know their investor profile and their plan's investment options, participate fully in the plan, make smart allocation and reallocate their assets wisely. They should also avoid investing too much on their company stock, using their feelings when making investment decisions, taking tax consequences for granted and taking loans from the plan as much as possible. Yahoo Finance
Social Security Q&A: Does common law marriage allow divorced spousal benefits?
A client cannot file for divorced spousal benefit on her spouse's record even if they lived together for 10 years before getting married, according to this article on Forbes. Also, being married for three years will not make her qualified to apply for such a benefit since the rule states that the marriage should last for 10 years before a divorce for couples to be eligible for spousal divorce benefits. -- Forbes
A trading tip that clients should heed
Retirement savers need to understand the difference between investing and trading, according to this article on MarketWatch. Clients who save for retirement should be investors, who don't sell easily and even buy more stocks on the decline with the goal of selling them in the future. They should avoid becoming a trader, who sells their stocks if they lose and buy new securities in the hope of earning dividends soon after. -- MarketWatch
Read more:
Register or login for access to this item and much more
All Bank Investment Consultant content is archived after seven days.
Community members receive:
- All recent and archived articles
- Conference offers and updates
- A full menu of enewsletter options
- Web seminars, white papers, ebooks
Already have an account? Log In
Don't have an account? Register for Free Unlimited Access


text:
Girls in 7th and 8th grade are invited to participate in St. Cletus Cheerleading. The cheerleading squad cheers together at all A and B Varsity home games. Cheerleading practices begin in August. No prior experience is needed. If it's in your heart, it shows in your spirit!
Get Involved!
Help make St Cletus sports great by volunteering or joining the Athletic Association
Show your Spirit!
Visit the St Cletus Spirit Wear store for great shirts, hats, coats, and more!


text:
Deluxe Amenities, Calming Comforts
Enjoy the Views
As a standout among hotels in Sacramento, CA, Red Lion Inn & Suites Sacramento prides itself on offering great amenities and signature service to exceed your expectations. Start your day at our hotel by enjoying a flavorful breakfast in a nearby Sacramento restaurant or take a dip in the hotel pool first. Our hotel offers an ultimate oasis for business guests, families, and couples.
After a long day of discovering all Sacramento has to offer, retreat back to your comfortable accommodations to enjoy plush in room amenities.
For your comfort and convenience, amenities at our Sacramento hotel include:
- Complimentary parking
- Complimentary breakfast
- Seasonal Heated Outdoor Pool
- Fitness Center
- 100% Non-Smoking Hotel
- iHop Restaurant Next Door open 24 hours


text:
Bottle Cap Images, Instant Download, Love the Stache, PRINTABLE, 1 In Circles, Digital Collage, Buy 2 Get 1 Free, Mustache, Digital Download
This is a digital file
Item details
30% off digital items (excludes custom items) - I am closing out my digital items. Get them before they are gone! My apologies, but the BUY 2 Get 1 FREE does not apply during the sale.
Don't forget to check Facebook for coupon codes! If you follow me, you'll never miss a sale!
This listing is for the digital collage sheet pictured above. You will receive a link immediately after completing the check out process to download your purchase. After that, just print, cut and create!
- 1 inch circles {they will punch out perfectly with a 1" circle punch}
- JPG format
- 4x6 sheet size
- High resolution digital images, created at 300 dpi - they will not be blurry
- No watermark on the sheet you will receive
1. Add the listing(s) to your cart
2. Apply your COUPON CODE - the codes are listed at the bottom of the listing!
3. Follow ETSY's check out instructions - I accept PAYPAL, Credit Cards and ETSY Gift Cards
4. Following checkout, ETSY will display a download button for your purchase. You can also go to PURCHASES and download from there.
5. DOWNLOAD and SAVE the files to your computer.
1. If you need ANY changes to the sheet; color, size, format, etc, you must contact me PRIOR to purchasing. Sheets available for instant download are AS-IS. If you would like something changed, I will need to set up a Custom Listing for you.
2. Once you complete the check out process, you will receive a download link from ETSY. Just click on it to download your files.
3. You can also click on your PURCHASES and access the link from there.
4. Orders paid via eCheck will NOT be automatically sent. They will be sent as soon as the echeck clears.
By purchasing this item, you agree to the following:
Refunds are not given on digital items, since they are impossible to return. My apologies.
You may use these graphics for PERSONAL use.
You may use these graphics for COMMERCIAL use, as long as you make a physical item, such as a hair bow or a key chain, etc. {Credit is not required, but it is appreciated}
You May NOT:
Resell the images in digital form.
Resell the images as a printed sheet or as pre-cut images.
For a complete list of my policies, please click here:
IMPORTANT: You must use the coupon code to get your free sheet(s)!
Buy 2 sheets and get 1 sheet for free ($2 off) - use coupon code: ONEFREE
Buy 4 sheets and get 2 sheets for free ($4 off) - use coupon code: TWOFREE
Buy 6 sheets and get 3 sheets for free ($6 off) - use coupon code:THREEFREE
Buy 8 sheets and get 4 sheets for free ($8 off) - use coupon code: FOURFREE
These coupon codes only apply to DIGITAL ITEMS. Custom orders and other specials are NOT included in this offer.
DIRECTIONS for COUPON CODES:
1. Put ALL the sheets into your cart
2. Go to your cart
3. Put the appropriate COUPON CODE - the box for the coupon code is on the RIGHT side, UNDER where it says VISA or PAYPAL
IMPORTANT: You must put your free sheet(s) in the cart and apply the coupon code to get the discount. That way your free sheet(s) will come with your order as an instant download.
PINTEREST │ www.pinterest.com/pixelilicious1
INSTAGRAM | pixelilicious
BLOG │ pixelilicious.com
FACEBOOK │pixelilicious
EMAIL │ pixelilicious [!at] gmail.com


text:
Thursday evening after work and my wife and me are too tired to cook today so we decided to find a restaurant for dinner. As we do from time to time we look through our Entertainment book and decided to drive to Escondido to test "Chicken Plus Greek Cuisine". It turns out to be a small restaurant with about ten tables inside and 3-4 table outside. We chose feta cheese and olives with fresh pita bread as appetizer and lamb shank and lamb souflaki as entrees. The feta was very good in taste and texture with good olives and good pita bread. But that was nothing compared to our both lamb dishes. The souflaki was excellent with a very good salad (with a lot of the good feta), rice and tsatziki (though they could add more garlic to it). The lamb shank was amazing. The meat was melting in my mouth and had a wonderful taste, again with salad and rice. Overall very good quality for a very good price (both entrees are less than $10).
We came back one week later and had to choose the same entrees but picked hummus with pita bread as the appetizer and again everything was at least as good as the first time. There are of course other dishes on the menu (a few more greek entrees (Gyros, Mousaka, Pastitsio) and obviously many chicken dishes (they have a large rotisserie in the front of the restaurant) but it is very unlikely that we will try them in the near future with the option of having these great lamb dishes.
So if you are around Escondido and have some cravings for lamb we can highly recommend this restaurant:
Chicken Plus Greek Cuisine
309 W. Mission Ave.
Mo-Sat 11-9
Sun 12-8


text:
hotel party invitations
People, undoubtedly, want their Baby Shower invitation to be attractive but elegant. All of This hotel party invitations will give you 16 additional ideas to make a new templates for your Baby Shower invitation with your own style and color.Preparing your hotel party invitations makes you always remember the time you shared with your family.The more you know our Baby Shower invitation's concepts, the better your ideas will be.You will find a lot of elegant hotel party invitations in this album. Perhaps, all this hotel party invitations will give you some great ideas in making a new Baby Shower invitation styles! All of ours are provided to ensure the perfection of your invtation.


text:
Early Childhood Ministry
Preschool (2.5 years + potty trained through Pre-K)
Our preschool class on Sunday morning is a great combination of learning and fun. They get to learn about Christ through biblical curriculum. The preschool class is for children who are potty trained and 2.5 years old through Pre-K.
Nursery (0-30 months)
We want to provide a caring and safe environment for infants so that parents can have peace of mind while they engage in the worship services. The nursery is for children from 0 to 2.5 years old.


text:
Goin' Back To Bethlehem by Brothers McClurg
by Brothers McClurg
The long-awaited Yuletide offering from Brothers McClurg is here at last. On Friday, November 27, 2015, Sprig Music is proud to release Goin' Back To Bethlehem, a collection of original Christmas songs and fresh revisits of old standards. By combining the musical expressions of Around The Mic and Home, the Brothers put forth a record that is bound to become a classic Christmas treasure for years to come.
Track list:
He Is Our King
Away In A Manger
Let It Be Me
Unto Us
O Holy Night
Morning After A Snowstorm
Come Make Your Bed
Goin' Back To Bethlehem
Let It Be Me (Revisited)
Silent Night
I Knew You'd Come (A Family Story)
Rejoice (Revisited)


text:
Home > TPR > Vol. 59 (2009) > Iss. 4
Article Title
Document Type
Depressive realism consists of the lower personal control over uncontrollable events perceived by depressed as compared to nondepressed individuals. In this article, we propose that the realism of depressed individuals is caused not by an increased accuracy in perception, but by their more comprehensive exposure to the actual environmental contingencies, which in turn is due to their more passive pattern of responding. To test this hypothesis, dysphoric and nondysphoric participants were exposed to an uncontrollable task and both their probability of responding and their judgment of control were assessed. As was expected, higher levels of depression correlated negatively with probability of responding and with the illusion of control. Implications for a therapy of depression are discussed.
Recommended Citation
Blanco, Fernando and Vadillo, Miguel A.
"Depressive Realism: Wiser or Quieter?,"
The Psychological Record: Vol. 59
, Article 4.
Available at: https://opensiuc.lib.siu.edu/tpr/vol59/iss4/4


text:
Office and Commercial
Intelligent design can significantly improve the way we work and make a positive contribution to our well-being. Changing patterns of working, new technologies & increasing awareness of sustainability and low energy issues require solutions which are both flexible & innovative.
Our experience spans both public (Local Authority) and private (developer led) projects, both large and small, from large commercial offices, to industrial starter units, to agricultural sheds.


text: All things considered, a correlation collagen retinol weight reduction supplement has demonstrated that these are typically supported with a logical claim to influence it to sound solid. A correlation collagen retinol weight reduction supplement has uncovered that the greater part collagen retinol these items are incapable. Some even have a genuine reaction that can be risky to one's wellbeing. One well known weight reduction supplement called ephedra, has been prohibited by the US FDA in 2003 when a celebrated football player kicked the collagen retinol bucket when he ingested the medication. Moreover, eat less carbs supplements like herbs (i.e. chickweed, ginseng, kelp, and honey bee dust) do nothing to enable you to get thinner. These herbs can even be dangerous in huge measurements. In the event that you need a weight reduction supplement correlation, the US FDA has given a rundown on its collagen retinolicial site on what drugs are protected. However, this weight reduction supplement correlation is insufficient.


text:
The singer opens up to 'British Vogue' on why she loves her current status.
People who listen to Adele may be awesome at dating, but that doesn't mean the singer is!
The 23-year-old is at the top of her game, with her hit song, "Rolling In The Deep" still ruling the airwaves, and audiences buzzing about her performance at the 2011 MTV Video Music Awards. So it's no surprise that the British beauty is not ready to start anything romantically at the moment.
As the cover girl for British Vogue's October issue (via Just Jared), Adele opens up to the magazine about being comfortable with her single status. "I do get massively distracted when I've got someone in my life, which I can't afford to do right now," she says. "Besides, no one treats me as well as I do."
This isn't hard to believe, as many of Adele's songs are about the heartbreak her exes have caused. "You had my heart inside your hand / And you played it to the beat," are not happy-go-lucky lyrics about a past relationship that ended well.
But don't call the singer a man-hater just yet. She also tells the magazine, "I've always got on better with boys. Most of my friends are boys. Like, if I ever have children, I want five boys. Boys love their mothers whereas girls can be so mean to each other."
Ooh, do we hear another hit song, this time about bitchy girls, in the works? We wonder how those lyrics would go! Do Men Really Prefer Bitches?
Photo Credit: Getty


text:
Return after 65 Years
This April I am celebrating my 66th birthday in Ostrava in the Czech Republic. This will be the first time I have been in the Czech Republic for 65 years. On the 28April 1948 I was born in the Vitkovice Iron Works Hospital, as the communists took control of the Czechoslovakian government. In fact according to my father, "When my mother was admitted into hospital it was a private fee paying hospital by the time she left with me the Communist State paid the bill".
My Czech Birth Certificate
I spent my 1st year in Bruntal my father's home town.
My father Sigmund Kohn, a member of the Free Czech Army, had met and married my my mother Marion McCombie in England during WW2. After the War they, and their twin daughters Ida and Julia, returned to his home town Bruntal where he re-established the family business.The Kohn family had been 'Grain Merchants' in Bruntal for five generations. Czechoslovakia was a Democratic Republic from 1945 until the1948 Czechoslovakian coup.
My father found it difficult to live and work under the communists regime. In 1949 we left Czechoslovakia and moved as refugees to the U.K.
Press Article on our arrival in U.K.
This was the second time my father was a refugee.
He left Czechoslovakia for Great Britain in1938 as a refugee after the Nazis occupied Czechoslovakia. The rest of his family died in concentration camps. My grandmother Ida Kohnova died in the 'show ghetto' Theresienstadt My uncle and aunt, Hugo Kauder and Irene Kauderova, were killed in Auschwitz Berkenau.
American Red Cross Letter Records of Transportation Documents
Hugo Kauder Transportation DocumentMy Uncle Irena Kauderova Transportation DocumentMy Aunt Ida Kohnova Transportation DocumentMy Grandmother
My family moved to Dublin in 1955. I have often considered a return visit to where I was born. However for various personal and political reasons I have never made that journey. I have no memories of Czechoslovakia. In a world where nationalism seems to be such a force in peoples lives I am intrigued how I will react emotionally a visit to 'the land of my birth'.
However I was never really comfortable to return as just a tourist.
I have been professional photographer all my working life. Last year I retired after teaching photography for 15 years and returned to freelance photography. I have been looking for a personal photography project to mark the next stage of my career.
I plan to photograph the week, around my birthday, in the Czech Republic. I have arranged to meet with The Mayors of Ostrava and Bruntal and visit the Iron Works Hospital. I will visit the Auschwitz Concentration camp.where my uncle and aunt were killed and Theresienstadt where my Grandmother died. I also plan do a photography essay on the Ostrava-Vitkovice Iron Works.
Conor Goodman and Frank Miller, Editors at The Irish Times, have asked me to write and photograph a feature about my trip. Apart from my photographs the they want pictures of me. A Czech photographer Ubald Rutar was a student on my commercial photography course at Killester College. Ubald now lives 2 hours from Ostrava and will take photographs of my visit.
I have also been in contact with Jiri Hrdina a photography teacher at The Secondary School of Visual Arts, Ostrava . I will be meeting him and hope to be involved in a photography workshop with his students at the Vitkovice Iron Works
Apart from the Irish Times feature. I plan to Blog about the trip. I also hope to produce an exhibition.
Keywords: Auschwitz, Bruntal, Czech Republic, Ostrava, Theresienstadt, Vitkovice Iron Works
Theresa Moynes(non-registered)
Hi Andrew - this is so interesting. Am looking forward to seeing the results of your visit. I wish you the best of luck with your trip and project. Very worthwhile!!
No comments posted.
January February March April May June July August September October November December


text:
Iceland: a country smaller than Ealing is visited by Rupa Huq MP on a mission to support whale protection
Other MPs might spend their Summer relaxing on a sun-lounger but Ealing Central and Acton's Rupa Huq (Labour) found herself visiting Iceland to support the International Fund for Animal Welfare (IFAW) in its work to end commercial whaling and provide lasting protection for whales this August.
IFAW opposes commercial whaling because it is inherently cruel. The charity has worked on the ground in Iceland to campaign for an end to commercial whaling since 2003, and works alongside local whale watch operators to promote responsible whale watching as a humane and profitable alternative to the cruelty of whaling.
Rupa Huq said: "Iceland may not be everyone's holiday destination but I visited alongside a Conservative MP on a delegation to investigate the practice of whaling. The country is small and perfectly formed with a population that's smaller than that of Ealing borough. I managed to fit a lot in. Iceland has lots to offer with its amazing scenery. The one stain on the country's character is its practice of whaling".
"Commercial whaling just doesn't seem to add up - even without any of the welfare issues. It's also clear that a campaign like this, or indeed any campaign, needs to be led by the local people and that's why IFAW's campaign seems to be working so well. It was good to see attitudes shifting amongst the people here and let's hope that commercial whaling in Iceland is soon a thing of the past, just like the whale bone corsets we saw in the Whales of Iceland museum."
During her visit with IFAW, the MP even met the President of Iceland, Guðni Thorlacius Jóhannesson and with Icelandic MPs. She also met with IFAW volunteers whose campaign message "Meet Us Don't Eat Us" is aimed at discouraging visiting tourists, including many from the UK, from sampling whale meat during their visit to Iceland. Just 3% of Icelanders regularly eat whale meat, sadly many tourists choose whale meat dishes during their stay and minke whales are now being harpooned directly to feed tourist demand.
Each summer young people from around the world explain to visitors the reality of whaling, that it is neither traditional nor a very Icelandic dish, and most importantly that by ordering whale meat in Icelandic restaurants they are supporting a whaling industry that is otherwise dying in the water.
By contrast, whale watching is now one of the top tourist attractions in Iceland, generating around £10 million annually and attracting more than 200,000 tourists each year, proving that whales are worth far more to the Icelandic economy alive than dead.
Philip Mansbridge, UK Director of IFAW, said: "Support from MPs like Rupa is absolutely vital as we work to maintain international pressure for the Icelandic government to end whaling and instead support its whale watching industry which is better for whales and for the coastal communities who benefit from this only sustainable 'use' of whales. We were very pleased to be able to demonstrate our work in Iceland and remind decision-makers there that whaling is an issue of great concern to UK politicians and public alike."
More than 40 minke whales have been harpooned in Icelandic waters this summer.
For more information about IFAW's work to protect whales visit www.ifaw.org or to sign a petition against whale meat consumption in Iceland visit www.ifaw.is


text:
Our highly experienced specialists carry out many types of air quality monitoring and assessment commissions. They often play a vital part in supporting planning applications for both small and large scale developments – including new roads, mixed developments, housing projects, industrial installations, landfill and waste recycling facilities, leisure venues, mineral extraction sites and wind farms.
Many of our team have backgrounds with local authorities or the Environment Agency. And as part of a multi-disciplinary practice, of course, they're also integrated with our landscape architects, ecologists, planners, archaeologists, environmental scientists and engineers to provide a coordinated service.
5,000 new homes, three new primary schools, improved GP and dental services, a new bus system, cycle and pedestrian links and new community, leisure and retail facilities. Th... READ MORE
1.8 million tonnes of high quality wet sand and gravel is to be extracted from a site to the west of Queen Mary Reservoir near Manor Farm in Laleham, Surrey. It then wi... READ MORE
Wardell Armstrong was appointed to undertake work on a site north of Darlington. The work consisted of a Landscape and Visual Appraisal, Preliminary Landscape Design, Tree Su... READ MORE
The plan was ambitious. Twenty new outdoor pitches, a changing pavilion, an outdoor store and car parking would give the Russell Foster Tyne & Wear Youth League much need... READ MORE
In January 2013 we successfully gained planning permission for Viridor's proposed £154 million recycling and renewable energy centre at Polmadie Road, Glasgow. Treating 200,0... READ MORE
The project involved development of housing on 110ha of land associated with the former Flaxby golf course and driving range, east of Knaresborough and west of the A1(M). To ... READ MORE
The Foundation of Light appointed Wardell Armstrong to provide detailed external landscape design and manage the planning application process of its new sports and education ... READ MORE


text:
Mr. Richard Hoare, Chairman of Veon
Prior to becoming Chairman of Veon Ltd, Richard was Chairman of the Board of IFS Asset Managers Ltd., a position he held since 2002. Richard is also President of NS2 Energy North America, LLC., a U.S. based renewable energy company. He was formerly Managing Director of Bank of Ireland Finance Ltd., a member of the Retail Policy Committee at Bank of Ireland and subsequently Operations Director of First Active plc. He is a senior executive with over thirty years of experience in the banking, life assurance and corporate finance sectors. Richard is a Fellow of the Institute of Bankers in Ireland and a graduate of the Harvard Business School PMD Programme.
Mr. Trevor McHugh, Managing Director Commercial of Veon
Trevor joined IFS in 1998 and became Managing Director of the company in 2004. He successfully developed the operational areas of the business, including the design, development and implementation of various management systems. Trevor has successfully negotiated a number of strategic relationships with utility companies and service providers so as to enhance the services provided by IFS to its clients and expanded the strategic land use held by the Irish Forestry Funds. Trevor is a Director of the Irish Forestry Funds, a Director of the International Forestry Fund and an active member of IFFPA with a particular emphasis on timber mobilisation. Trevor has also developed relationships with key corporate and European private forestry investment institutions.
Mr. Daragh Little, Managing Director Forestry of Veon
Daragh graduated from UCD in 1993 with a degree in Agricultural Science (Forestry). Upon graduating he focused on research projects in the areas of Remote Sensing and Geographic Information Systems. On joining FEL, he gained experience in forestry management of old woodland estates. This developed into specialising in forest management services to investors carrying out forest modelling, investment analysis, land and plantation purchasing and management. As Managing Director of FEL, he built the company into one of Ireland's leading forestry management companies employing 12 staff throughout the country. Daragh is Chairman of the Irish Forestry and Forest Products Association (IFFPA) representing the interests of the entire supply chain and working with other organisations and government to develop forestry into the future. Daragh has recently been appointed to the Council of COFORD.
Mr. Paul Brosnan, Marketing Director of Veon
Paul co-founded the Irish Forestry Funds in 1997 and was Marketing Director of IFS Asset Managers Ltd. He developed the marketing strategy for the Irish Forestry Funds but began his career in corporate finance in Australia and commercial finance in Britain prior to establishing successful businesses in Central Europe and in Belfast. Paul is Managing Director and Chairman of the Irish Forestry Funds and is also a Director of the International Forestry Fund. In recent years, Paul has developed a network of key corporate relationships with overseas investment institutions and is also responsible for developing the company's overseas consulting services.
Mr. Hugh Cawley, Director of Operations
Hugh graduated from UCD with a degree in forestry in 1996 and a Masters degree in 2004. After graduation, Hugh took up employment with FEL. Working as a regional manager from 2004-2010, Hugh was actively involved in the management of establishment projects, forest road, harvesting and Native Woodland projects.
In 2010, Hugh was promoted to the position of Director of Operations for FEL. Hugh's main role is the management and execution of the annual operations programme for FEL. Key tasks include annual establishment and harvesting programmes, quality control, and Operations Health and Safety. Hugh has recently been elected as a council member to the Irish society of Foresters. Hugh is a current member of "The Forestry Industry Transportation Group.
Mr. Joe Codd, Director of Sales
Joe started work with Veon (Formerly FEL) in 2007 and has worked his way up through the ranks. Joe was originally responsible for building up Veons establishment programme in the east while also managing older plantations in the region. Joe was then made Establishment Manager within Veon and was responsible for Veons expansion in plantation establishment, standards and cost control nationwide.
When Veon had increased the assets under its management to over €100 million Joe was made Director of Sales for the company. He is in this position now and is responsible for forest portfolio acquisitions in Ireland and the UK for domestic investors and some of the largest family wealth offices in Europe. Joe also works with a number of international consultants in the acquisition and management of country houses and landed estates with forestry.
Joe is responsible for developing lead generation strategies and implementing and monitoring their progress. He works with Regional Managers to be more responsive and successful in lead generation and client acquisition. He also works on Wind Farm, Tourism and other projects supplying consultation on forest issues.
I am currently sitting on the board of the Society of Irish Foresters as a technical councillor.


text:
Unlike Hollywood often portrays, redundant routines usually abound in the lives of most people regardless of socioeconomic status, race or culture. These routines often create predictability of both community and society, as well as guarantee that the mortgage will be paid and the career maintained. We are more prone to think perhaps if the "Great Gatsby" had functioned more in the routines of life and less in throwing elaborate parties each night, he could have actually won Daisy with a more simplistic lifestyle. Yet in an attempt not to digress, the exceptional life is necessary to be experienced every once in awhile. These experiences are necessary because they keep the blood flowing and spirit alive knowing that even if your earnings place you in a middle class caste system, your experiences don't always have to.
Moments of this caliber require a pushing beyond the mundane to ignite one's very existence. Yet in these moments there are usually a plethora of reasons against participating. Excuses that place work over pleasure, obligation over pursuit, history over truth and knowledge or even more simply bill payment over a once in a lifetime opportunity. However, life can be most experienced when "fools choose to rush in, where angels fear to tread." Therefore, attending that wild affair of a party Gatsby threw may be just the answer to awakening the soul and enlightening the senses.
I recently had one such experience, this past Friday, April 4, 2014. I along with my two daughters that I refer to as "My Beauties" and a dear friend of mine attended The Bauder Contemporary American Authors Lecture 2014 featuring U.S. Poet Laureate Natasha Trethewey at Marygrove College in Detroit, Michigan. Marygrove is where I received my Masters in Education and as a child spent many Saturdays participating in all sorts of extra-curricular activities. The College is dear to me and a recognizable community treasure. And although the night cost a pretty penny to attend, the only word my guest and I could muster to describe the evening was simply lovely. Lovely summed up perfectly the grace and elegance of it all.
As we move from one phase of the night to the next, the VIP Reception, (yes, we were considered VIP), to a dinner that included some of the most delectable Salmon and grapefruit salad, chocolate dessert artistry, beautiful table settings, and service I had not experienced in a long, long, time; we were impressed.
It was all LOVELY!
The dinner was coupled with the presentation of the Third Annual Mary Helen Washington Writing Award Contest. Contest participants responded to the poetry of Natasha Tretheway with a "critical analysis of the work or personal reflection". The humility this produced in response to whatever writing chops I may attempt to hone was significant after listening to the incredulous titles of each high school and college student award winning pieces. Upon dinner's completion we were led to Alumnae Hall where the introduction of Natasha Tretheway by scholar, essayist, and author Mary Helen Washington was presented.
Again LOVELY and we had not even received the guest of honor.
Natasha Tretheway was profound, or in African Americanese "tough", "bad", "everything". Her beauty and grace only added visual symmetry to the depth of her intellectual superiority. She invited us to journey to the realms of prose that few experience as she intrigued us with her poetry readings that spoke to the contrition of "difficult knowledge", death, race and culture.
She was entrancingly profound and lovely!
Her credentials were AMAZING! The lady has published four poetry collections, having received the 2007 Pulitzer Prize for poetry. C'mon really! A Pulitzer prize winner in the same room as I, the one simply trying to get a children's picture book published. She has also received numerous fellowships and the United States Poet Laureate appointment twice. The evening was then wrapped up with a reception of wonderful cookies, refreshing lemonade and a book signing that allowed for the purchase of materials available from both authors.
The night was LOVELY, LOVELY, LOVELY!
And even with all that said; who knew Marygrove had produced this each year with the same level of excellence for the past 27 years. Because of this, I have decided to defeat the excuses and participate from now on. My fourteen year old beauty even told my twenty year old that she loved it and thought it was wonderful. Now of course she chose not to tell mother because that would say I've done something cool for once and giving that kind of props is not allowable in the teenage realm.
Finally I would like to offer a quick note on how to fight the demon of excuses against participating in these kinds of events and experiences. Create an excuse buster immediately once the decision has been made to partake. My excuse buster was two-fold. First, I immediately told my daughters of the evening and their excitement in attending kept me from letting them down. Secondly, I extended the invitation to a dear friend as an honorary night on behalf of her becoming a CEO. Believe me, a woman becoming CEO is about 33% rare and an African American woman becoming CEO is unbelievably 4% rare. Due to this rarity, it garners celebration if ever given the opportunity. My friend's accomplishment mirrored that of the guest of honor and I felt privileged to be in the room with such accomplished women. A gift that honors always defeats excuses of routine.
Many Blessings to Marygrove for a Lovely, Lovely Experience!


text:
I am actress, still trying to make my foothold strong in Bollywood. I had made a debut in Bollywood in 2004 but that went unnoticed and I moved on to south industry.
Play this game
No Members yet
Birdy (1984)Actor
A Town Like Alice (1956)Screenplay
List of Richard Mason movies
Peter Finch
Nicolas Cage
Copyright 2010-2013: Gomolo. All Rights reserved. | Terms | Privacy


text:
Graduate Studies
Specialized studies in mechanical engineering
The Faculty of Engineering and Applied Science at Memorial University offers graduate programs leading to master of engineering (M.Eng.) and doctor of philosophy (PhD) degrees in mechanical engineering. Students may pursue graduate studies in mechanical engineering in areas such as: computer-aided design (CAD); controls; corrosion; environmental engineering; fatigue and fracture mechanics; fluid dynamics; heat transfer; integrity assessment materials; mechanical design; resource utilization; robotics and structural dynamics.
Students interested in biomedical engineering, such as biomechanics and occupational health, can pursue research through an interdisciplinary group of engineering and medical faculty.
Select a link to learn more about graduate studies in mechanical engineering:
- Graduate Applications: how to apply and application deadlines
- About Our Programs: research-based programs and course-based programs leading to Masters (M.Eng.) and Doctoral (PhD) degrees
Top notch facilities with on-site support and expertise
Graduate students in mechanical engineering have access to top notch research labs and specialized facilities including:
- A low-speed wind tunnel
- SEM and XRD material characterization equipment
- Multiphase flow loop
- Cold rooms
- Wave/tow tank
- Machine vision and x-ray imaging
- Mechatronics lab
- Manufacturing technology and rapid prototype development centre
- Research labs specifically for automation and control, computer, fluids, heat transfer and structures
Applying to Memorial is as easy as 1-2-3! Follow the link to become a graduate student for everything you need to know about the university, its programs, admissions, the City of St. John's and environs, and lots more.
If you have questions, you can use the MUNlive chat to ask any time.
The priority deadlines for submitting applications for admission are:
November 1 (MEng and PhD) for Fall admission
April 1 (graduate diploma, MASc, international MEM) for Fall admission
May 1 (Canadian MEM) for Fall admission
For more information, contact:
Office of Associate Dean (Graduate Studies)
(709) 864-8900


text:
Why advertise with Bradt?
Advertising with Bradt is a long-lasting and low-cost way to introduce your company to a targeted market and produces a regular source of enquiries.
Our books are high-end travel guides. The typical 'Bradtpacker' is well educated, adventurous and mature. Bradt travel guides are frequently recommended by tour operators and embassies.


text:
THE FAMILY FROM ONE END STREET And Some of their Adventures. Written and Illustrated by Eve Garnett.
GARNETT, Eve.
Price: $35.00 USD
Publisher: New York: The Vanguard Press. [1960].
Book Id: 3981
Reprint, first published in 1937. Octavo, original red boards titled in white on spine panel, decorated endpapers. Ownership sticker on front free endpaper, small marks and bumps, a very good copy in dust wrapper with a faded spine and an irregular stain on the front panel. Still (and overall) a nice copy. ¶ Winner of the 1937 Carnegie medal for best children's book of the year.
- More: Children's Literature
- By This Author: GARNETT, Eve.


text:
"Looking after Landlords fully managed properties for a £36pcm fixed rate"
Farefield Estates local dedicated letting team will provide you with a Professional Fully Managed Service for a fixed rate of £36 per month
Are you fed up with being overcharged and let down by your Letting Agent who is NEVER available, NEVER returns your calls, NEVER provides feedback, NEVER inspects your property, NEGLECTS your tenants, whilst being charged a percentage of the rent instead of a fixed rate?
If we do not do what we say you can just walk away with no tie in. If you are not happy with other letting agents you have to pay as long as the tenants stay.
At Farefield Estates we provide a Fully Managed Service for a fixed rate of only £36 per month.
When the law changes in the next 12 months and letting agents / landlords will no longer will be able to charge tenants for tenancy agreements, referencing, renewal agreements and inventories etc. etc., Farefield Estates will not be increasing their management charge to Landlords, however all other letting agents will be charging their landlords more.
Farefield Estates own the majority of the properties they let and have 20 years experience in Herefordshire and Worcestershire. We are landlords looking after landlords and have a vested interest to make sure that your property is not under rented.
FAREFIELD ESTATES achieve MUCH MORE for MUCH LESS.
See a sample of how much MORE Farefield Estates have achieved for their Landlords:
|Landlord / Area
|Previous Agents Rent
|Farefield Market Rent
|Fees Charged by Previous Agent
|Farefield Charges
|Landlords Annual Gain
|Mr H / Worcester City
|£1104.00 p/a - 14%
|Mr M / Worcester City
|£1044.00 p/a - 13%
|Mr A / Worcester St Johns
|£1416.00 p/a - 26%
|Mr B / Worcester St Johns
|£1216.80 p/a - 19.5%
Get a free valuation and then instruct us
Our Fully Managed Service is just £36 PCM with no hidden charges. You won't find a better price anywhere else – we're cheaper than all high street and online agents, including Purple Bricks!
Want to go ahead?
Call us now for free advice. Call Now on 07776 20 10 10, 01905 420 605 or 01432 345 228Arrange Now
Or request a call back
Simply enter your details below
See what our existing landlords say…
Highly recommended
Thank you for giving me a very speedy and cost effective way of letting my flats. You filled all 8 of my flats within 10 days and all with quality tenants! I have other properties to let and will now only be using your managed service.
A quality company
A quality company that is metal needs with professionalism and realistic pricing. Very happy to recommend Adam and the team to anybody.
Impressed with the service
I found Farefield Estates in September and so far have been very impressed with the service provided along with the promptness of finding excellent tenants for my two apartments with minimum fuss involved. Now that's what I call value for money! Thanks.
Happy to recommend
My property has been kept in great condition, which credits Farefield Estate's tenant screening process and any minor maintenance issues have been dealt with quickly and effectively. I am more than happy to recommend Farefield Estates.
Excelled all expectations
Once again Farefield Estates have excelled all expectations. I wish I had known about you ages ago, I would have saved a lot of time and money!
Fantastic service
To the Team at Farefield Estates. I would like to thank you for your fantastic service - the properties filled in next to no time, with lots of enquiries. Highly Recommended!
See what our tenants say…
Arrange a valuation
Please fill out your information below and we'll get back to you as soon as possible


text:
On the 13th November 2016 The Bride's Market at Twilight will bring together Brisbane's best wedding vendors in a stunning location, situated in the Tuscan inspired Courtyard on Douglas venue, tucked behind the Douglas street Design Centre in Milton.
The Brides Market is a boutique wedding fair with a relaxed market vibe where you can grab sumptuous treats while chatting with super friendly local vendors.
Expect stunning lighting as the sun starts to fade while musicians set the atmosphere to help you to envisage the possibilities for your own special day.
If you're looking for a creative, inspiring event in a relaxed environment, join us for what is the most beautiful new Boutique Bridal Fair to hit Brisbane!
See you from 4:30 - 8:30pm at 46 Douglas Street, Milton!


text:
Login/Create Account
Check Out the new Remax App
Ask Me Anything
I started selling property in 1987 straight from college. I meet Jim at a large RE/MAX company in Fort Lauderdale in 1993. We became friends and then began dating. We started working together in 1994 and had great success as a team and decided to open our own office. So in 1995 RE/MAX In Motion began. We have had many great years helping wonderful people buy and sell properties. We strive to do the best for our clients and our mission is to serve our clients real estate needs & earn their loyalty with our years of experience, knowledge,& dedication. We serve our clients in an intelligent, ethical, proactive, and service oriented manner. We want them to rest easy, they will hear from us in good and not-so-good times. We constantly endeavor to improve the quality of our advice and service. We will never lose sight of how important our clients' trust in us is; because we know that trust and confidence must be continuously earned and respected.


text:
I've been on and off exhausted since that time in...January? That one was because I was coming down with a cold and fighting it. The cold sores all in my mouth should have been a give-away, problem is, I don't just get body tired, I get brain tired too. Shit doesn't occur to me.
Last Monday, my lifts were shit so I said, "Self? When is the last time you took time off to recoup?" Um...none. No time off. Been going since January like a MACHINE! ARGH! I am STRONG!
So I took last week off.
I'm still tired all the time but again, I was fighting constant cold sores inside my mouth and even though I could push thru the workout, I bailed.
Right now, 3pm, my morning workout. Yeah, still exhausted all the time. Probably not cancer again. Must be just...laziness? I dunno. Anyway, I went up on my overhead press! I'm lifting 25 pounds (dumbbells, not barbell) now. Lat pulldowns- 80lbs. Squats and deadlifts are out for now. Weather change is making my knee ache. I can't even get off the toilet without holding on to the wall and leaning to one side. It'll come back once the barometer changes then I can lift again. Why a joint encased in juice and sealed in flesh can feel the weather, I have no idea, but here it is.