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If you were engaged in a conversation at work with a woman and she nods, would you assume that she agrees with what you're saying? If you're a man, you probably would. If you're a woman, you probably wouldn't—you would know that her nod means she understands what you're saying, but doesn't necessarily agree with you.
Although this is just a simple gesture in a business conversation, you can imagine the problems that might result from misinterpretation. You can imagine the business opportunities lost and the time wasted. You can imagine losing people. You can imagine losing ground.
And this is only one of many differences between men's and women's usual modus operandi. For example, men usually interrupt more, talk for longer periods of time and focus more on outcome than on process. Women, on the other hand, tend to speak more politely, talk about a wider range of topics and make better eye contact while speaking.
These gender differences in orientation, communication and behavior seem subtle, yet they represent great dissimilarities in the ways that men and women operate on a daily basis. On a simple level, these differences can make working together tricky. On a more complex level, the differences can translate into a corporatewide tendency to work only within one's comfort zone—men working only with men and women working only with women—unless this tendency is acknowledged and avoided.
At Kinney Shoe Corp., the company's top executives decided that learning to bridge the gap between gender differences was so essential to getting business done that it embarked on a gender-sensitivity training program in 1991. The program, which was an outgrowth of a companywide diversity program that began in 1990 (see "Kinney Shoe Steps into Diversity," Personnel Journal, September 1991), was introduced to help give Kinney a business edge in the competitive footwear and clothing retail marketplace.
Although New York City-based Kinney had already focused on general diversity issues through diversity training and had done sexual harassment training, there were still issues to be raised and discussed that only gender-sensitivity training could accomplish. "The next level after sexual-harassment training is looking at changing the interactional patterns between men and women in companies," says Nancy Hamlin, a diversity specialist based in Marblehead, Massachusetts.
"The more diversity you can introduce into your critical-thinking processes and in decision making today, the more of an edge you're really going to have," says John Kozlowski, Kinney's senior VP of HR. Although there were a good number of women in the corporation already, they were focused more in Kinney's traditionally female-oriented companies, such as Lady Foot Locker and Susie's Casuals, which is no longer in business. Kinney, a specialty retailer of footwear and apparel, wasn't taking full advantage of women in the other divisions, such as Foot Locker and Kinney, to the degree that Kozlowski really thought that the company should have. Says Kozlowski: "The business issue really is introducing a new critical thinking—the thinking that comes from women in business."
So far, the edge has been measured by the number of promotions of women since the program began, the sharing of talent between Kinney companies and the overall improvement in understanding and communication between men and women at the company.
To date, Kinney's top 25 leaders, 50 regional vice presidents and 225 district managers have gone through the gender-sensitivity training and are sharing their learning down throughout the organization through a mentoring program, a cross-divisional management exchange program and through heightened awareness.
"If we took this as just an exclusive program only unto itself and highlighted all the differences [between men and women] in an unproductive way, it wouldn't have worked," Kozlowski explains. "Instead, we [said to ourselves], here we have all this talent, let's start talking to each other and getting some ideas moving. Let's start surfacing some of the issues that make women uncomfortable and not as productive as they could be with us. Maybe if we do some things a little bit differently, we'll be more attractive to women in executive roles and to women wanting to go up the ladder."
Gender-sensitivity training heightens awareness.
So, what is this seemingly touchy-feely world of gender-sensitivity training? It's much more grounded in reality than you might think. And very much centered around business issues.
Usually, companies embark on gender-sensitivity training for one or more of these reasons:
- Their customer base is changing.
- Internal complaints or lawsuits are causing them to change.
- They realize that their values aren't applicable to all employees, such as women and minorities.
- Their competition is doing this work.
For Kinney, there weren't any critical incidents or specific internal pressures that caused management to examine this issue so closely. Kinney management also didn't go into the training with any preconceived notions of how the company would benefit from the training, but rather left that open to discovery. Having been through a companywide diversity training program, senior management knew that important issues would emerge during the training that would enhance business relationships. Kinney, a 100-year-old, traditionally male-oriented company, wanted to continue creating opportunities for women in new ways.
The idea for isolating gender-issues training emerged during the more comprehensive diversity training, but HR decided to keep the two issues separate. Why spend so much time just on this topic? "We see the two issues as being very closely linked," says Sharon Orlopp, vice president/director of Kinney's fair-employment practice. Because senior management had made a commitment to enhancing opportunities for women, it needed a focal point on which to fix the organization's attention. The gender-awareness program was a way to draw the entire company's attention to the commitment, while giving the work force some tools to use on a daily basis.
Kinney's human resources department worked with Hamlin, the diversity specialist, to help the company start down the gender-awareness path. Hamlin first conducted an organizational assessment to figure out what Kinney's issues were regarding gender-specific perceptions. The assessment started with a survey of the company's top 25 officers (18 men and seven women). The survey posed such questions as: What gender-sensitivity issues do you feel need to be addressed in a training program? What tools do you want to walk away from the training with?
"The worst thing in the world is to go in and assume that you know what the problem is or what the issues are," says Hamlin. She says that you have to ask and, more importantly, listen.
They did listen. And to the surprise of HR, the consultant and everyone involved in the training program, both men and women in the survey group identified the same concerns, in the same order. They were (in order of most important): career development, attitudes (including stereotypes) and cross-gender communication (including hostile-environment issues).
"When we asked people what they wanted to walk away with, the women wanted to see changes around attitudes and behaviors; the men wanted that, too. Women wanted to see willingness to listen; men wanted to see greater respect for their fellow workers," explains Hamlin. "The women really saw this as a journey, not an end. The men wanted to fix it. They wanted action plans for hiring, promotion reviews, departmental guidelines and action plans for change."
Both viewpoints were taken into consideration. Although management set goals for the training, they didn't set post-training goals. Rather, managers were asked to set their own goals based on what they learned during the training.
From the survey and subsequent discussions among the same group, management set the following training goals:
- To raise awareness of male/female differences in development, communication styles, emotions and behaviors
- To learn the benefits of the female perspective in behaviors
- To learn what behaviors and communication styles are problems for both men and women
- To change the use of any improper language
- To improve communication between the members of the senior management team.
This meant learning about how women and men traditionally think and act, what has influenced them to think and act in those ways, which of those perceptions and behaviors are problematic for the opposite sex and how to go about changing perceptions and problematic behaviors.
The training wasn't meant to point any fingers, or to say that only men's styles or only women's styles are the right styles. They learned that the benefits come from being aware of both styles and integrating them into cohesive working relationships. "[Being unaware of the differences] isn't something that can be blamed on anyone," says Hamlin. "A lot of times, people don't even understand that they've done something wrong. It isn't done with malice, it's just done with lack of awareness."
Once they established the training goals, HR and the consultant designed the training for three full-day training sessions. The first session started with a historical overview, reviewing what the gender cues that people in the '40s, '50s, '60s, '70s and '80s grew up with. Hamlin points to the fact that 75% of the senior management teams in the United States were socialized in the '40s and '50s, which makes an overview like this useful and important for most groups to start with. "The '90s are about gender-role confusion and about becoming resocialized," says Hamlin.
People also participated in an exercise about gender-role expectations. During this discussion, individuals were asked to finish sentences beginning with: "Because I am a woman" or "Because I am a man," "I am required to," "I am allowed to" or "I am forbidden to". Then people had to list five commandments that their fathers gave them when they were growing up and five commandments that their mothers gave them.
They discussed the messages that little girls and boys often hear while growing up. The women said that as little girls, they were told, "If you can't say anything nice, don't say anything at all," and "Don't get dirty when you go out to play." Boys heard: "Don't cry," and "If anything happens to your daddy, take care of the family."
During the training, people learned that women, in general, see work as a process while men usually focus on the end result and want to see specific action plans. Men are brought up to be much more competitive; power is key. Men have more of a succinct speaking style, similar to military speech, whereas women communicate more in a storytelling style (see "Eight Common Differences in Communication Styles Between Women and Men").
During the training, certain interactional patterns were described as problematic. One was male bonding. For example, men often attend or participate in sporting activities and either don't include women, or if they do, don't think to ask what type of sport the women might like to participate in and therefore, unintentionally exclude them.
One solution the group identified was to have more than one activity available at company functions. For instance, offer tennis or volleyball, not just golf, which many women might not play.
Another more formal solution that the group identified was to develop a mentoring program to help equalize the advantages and opportunities that come from association with senior managers. The program pairs top executives of the company with high-potential women and minority staffers in the company's headquarters location.
Another problematic behavior that women identified are men's tendencies to be overprotective of women in business situations. "Sometimes men think that being overprotective is a gesture of being nice to a woman. Sometimes they aren't aware of the perceptions that a woman has to this gesture," says Orlopp. Instead, women want to be given the same opportunities to succeed and to fail on their own, and to learn from those experiences.
Issues that are perceived as traditionally women's, such as child care and flex time, also emerged during the discussions. A solution was not to schedule early-morning meetings. This makes it easier for people to work around their child-care arrangements.
Another area they identified for improvement was avoiding red-flag behaviors. These are behaviors that cause individuals to flare up and to avoid interaction. For the women, one common red-flag behavior was when men refer to women using "girl" terms, such as hun, babe, doll, dear. Women also don't like talk that involves a lot of sports metaphors and patronizing or domineering remarks. Instead, people can use non-sexist language that includes everybody. For example, instead of saying, "Hey, you guys" say, "Hey, everyone."
Red-flag behaviors for men are when women try to be one of the guys by telling off-color jokes or using profanity. Men also tend to be uncomfortable if women cry, giggle, pout or are aggressive.
People learned that men usually want straight talk in response to their questions, not relationship-oriented answers. For example, if a man asks a co-worker how another co-worker is doing, he usually wants to hear about the projects that that person is working on, not how the woman feels about that person.
Knowing that red-flag behaviors are irritating to the opposite gender has helped individuals tone down or eliminate them in the workplace and therefore enhance their working relationships.
Management develops action plans.
Once the managers completed the gender-sensitivity training, they developed their own action plans for change both on personal and on organizational levels. They then shared their plans with their peers during the meetings.
HR specifically stayed away from setting promotion quotas or other goals. Rather, the plans centered around increasing awareness and increasing opportunities for women throughout the organization. "We never got into numerical goals; we didn't really have to," says Kozlowski. "All we said is that we wanted to increase opportunities for women in this company. Then you see if you have to come in with some hard data later if it isn't running the way you want it to run. I haven't had to do that."
The group also talked about networking, doing more cross-divisional transfers, promoting more women into upper management and generally having more exposure to people of the opposite gender in the workplace. For example, Kinney focused on changing its tendency to promote women only within divisions dealing with women's products. "Promotion used to be pretty much exclusively within a division," says Kozlowski. "Now we cross-promote to benefit ourselves of the diversity."
An idea that emerged from the gender-sensitivity training was to share more talent between Kinney divisions. HR developed and facilitated an exchange program between Kinney's Foot Locker and Lady Foot Locker divisions. Traditionally, Foot Locker was predominantly run by men and Lady Foot Locker was predominantly run by women. The idea was to better integrate men and women in jobs cross-divisionally.
The exchange program was formally rolled out in November 1992. It was kicked off with a one-day gender-sensitivity program, which was facilitated by Orlopp and the former director of Kinney's office of fair-employment practice, Bob Jacinto.
The one-day gender-sensitivity program assisted 110 district managers from both divisions to identify what the barriers, solutions and benefits were of sharing talent across the divisions. After the training, district managers were required to interview individuals from the other division.
Many interviews were conducted as a result. Generally, if an individual was interested in working for the other division, every effort was made to place the employee. The program has since developed into a less formal initiative, because cross-divisional sharing of talent has become more widespread. Interviews now are conducted on an as-needed and as-requested basis. The program has helped push Kinney's gender-sensitive initiatives down through the company.
Gender issues cause anxiety.
"There's a lot of anxiety around programs like this, and a lot of unknown," says Kozlowski. What relieves the anxiety, he says, is focusing on the issue through a program that deals with the unlearning that has to go on, presents the new learning in comprehensive terms and doesn't attempt to legislate. "Once you break down the initial barriers and you relieve the anxiety, then it just takes off. There's nothing to fear anymore," he adds.
Because it was senior management's idea to focus on gender sensitivity in the first place, there was a high degree of acceptance at that level. And, when the program was rolled out to the district managers, there was some resistance, but not much.
"I was actually surprised at the lack of tough resistance," Kozlowski says. He adds that most resistance was easily overcome. The reason, he explains, is that although gender programs and diversity programs have been around since the Civil Rights Act of 1964, workers today are more ready to embrace the concepts and initiatives that surround these issues. "I haven't really seen the kind of acceptance I'm seeing now," he explains. "It's almost as though it's the natural order of things, and people are now ready to do perhaps what we should have been doing a long time ago."
According to Hamlin, usually one-third of a company's work force is pro gender-parity, one-third haven't made up their minds yet and the other third probably will never change. "Values and beliefs are very ingrained," she says. "So the beginning work is to help people change their behaviors and attitudes, and the long-term work is to change values and beliefs." It requires an organizational culture shift. And culture shifts take time.
Kinney's former CEO and current vice chairman, Harold C. Rowen, was the key catalyst for gender awareness at Kinney. "Many companies are giving [gender parity] a lot of lip service, but very few really believe in it," says Rowen. "We felt that if we could get it started with senior management and have them working with the people coming up the ladder, then we could start spreading it further up and down the ranks with our people. We just felt that otherwise, it would become just another program that sits there for a few months and then disappears."
Even with senior management driving the initiative, Rowen admits that not everyone in the company is on the gender-parity bandwagon. "Is everybody behind it 100%? No way," says Rowen. "I'd like to say they are, but it takes time. Senior management is the key to it."
Businesses are finding that they can't be as successful without addressing gender issues, because at least half the work force is women and because the work force must also mirror the customer base. Focusing on gender issues has become a business necessity. "It helps us do a better job in the marketplace," says Rowen.
More women are promoted.
As a direct result of the gender-sensitivity training, Kinney has recently promoted several women into mid- and upper-management. Five women managers were promoted while they were pregnant or on maternity leave during past year. For example, Orlopp was promoted once while she was pregnant, then again while she was on maternity leave.
"Maternity issues came up quite a bit during the gender-sensitivity training," says Orlopp. The stereotypes regarding women who are pregnant or on maternity leave and their contribution to the job were discussed openly and freely, leading to more promotions in the company, including hers. "You hear horror stories about maternity leaves in different companies," says Orlopp. "I was very impressed with the way it's being handled here."
In addition, the total number of women who work for Kinney increased by 25% in 1993. And, over the past four years, the number of women vice presidents has increased from three to 14—a 92% increase.
Three women in the Kinney organization have shattered the glass ceilings in their divisions. For the first time in the company's history, a woman is now the general manager at Kinney's Lady Foot Locker division. Two women have become regional vice presidents at Foot Locker and Kinney, traditionally male-dominated companies.
"The women who shattered the glass ceilings were already strong performers for us, but they were able to go to the next step," says Orlopp. "I think it's a combination of the training and increased awareness. I think that the acceptance of them achieving those positions is better than it would have been in the past. Now people recognize performance, regardless of gender."
Gender focus improves workplace equality.
Studies on gender issues show that focusing specifically on differences between the genders leads to a more efficient, higher-quality work force and increased job satisfaction. Valuable employees who might otherwise leave the company stay on because they feel more connected and included in the work force while also helping a company maintain its global competitiveness.
In the short run, incorporating women's and men's styles more fully into an organization opens up the dialogue. It also helps to narrow the gap between comfort zones, which is so crucial to business relationships. In the long run, it creates more opportunities. Women's images are changing in corporate America. Their ability already is there.
"I don't think that the cement walls exist now that existed even 10 years ago," says Kozlowski. "The walls are a lot thinner."
Awareness of gender differences is as simple as knowing that a nod of the head can mean different things to different people. In the end, you realize that there's more than one way to approach a conversation—and more than one way to be successful in business.
Personnel Journal, August 1994, Vol.73, No. 8, pp. 83-89.


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According to all 7000 media outlets that cover the NBA, Amar'e Stoudemire lacerated his left hand by punching a fire extinguisher in the Knicks locker room. To clarify, apparently Stoudemire punched the glass that encases the actual fire extinguisher. There is nothing to indicate that Stoudemire was fighting another teammate, but I would not rule anything out. Complete and utter chaos.
Tyson Chandler has since come out and said he believes Stoudemire will miss the rest of the series. The rest of the Knicks all said "no comment" to the media, except for JR Smith who said that he saw Stoudemire get stitches on his hand.
Interestingly, I wonder what this means for Stoudemire's contract status. It would take somebody with inner knowledge of Stoudemire's contract to answer this, but I wonder if what he did is a voidable offense? Could Stoudemire have just voided his contract, or given the Knicks that option? If so, I'd fully expect them to consider cutting ties with Stoudemire. I wouldn't bet that anything happens, but you never know. It is definitely something to keep your eye on…Follow @tarmosino


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Adopt a Northern Cardinal
Northern cardinals are one of the most recognized birds in the United States. They live year-round in the eastern half of the continental United States. Besides being the state bird of seven states, the northern cardinal is a common sight at bird feeders, parks and suburban backyards. They can also be found in woodlands and forest edges. Both male and female northern cardinals sing. Male northern cardinals will sing to defend and mark their territory, while females sing to communicate to the male from their nest. Male northern cardinals are bright red with a red-orange bill and have a noticeable black mark on their face that surrounds the eyes, bill and neck. They are one of the few non-migrating birds to keep their showy, bright feathers during the non-breeding season. Help NWF in its efforts to protect and recover the wild places that sustain wildlife. Adopt a northern cardinal today!


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Report: Apple, Intel Working on Smartwatch for 2013
The year 2012 was another one in which Apple defied market skeptics and delivered an unlikely hit, the iPad mini, in the face of stiff competition.
But it wouldn't be a normal Apple year without at least one last rumor to send us scratching our heads into the new year, anxiously wondering what the company has up its sleeve next. The latest rumor isn't necessarily earthshaking, but it is nevertheless surprising: Sources based in China claim that Apple is working on releasing a smartwatch.
According to a report on China's TGbus.com, the Bluetooth-enabled smartwatch will feature a 1.5-inch touchscreen display and work directly with the iPhone, allowing users to make phone calls and perform other operations from their wrists. First spotted by tech site TheNextWeb, the watch is supposedly a joint project between Apple and Intel.
This new talk of a smart watch might seem outlandish on its face, that is, until you begin to examine some of Apple's recent moves.
Earlier this year, Apple decided to update the iPod nano with a totally new design, one that instantly rendered obsolete iPod nano accessories that essentially turn the device into a kind of smartwatch. Kickstarter projects like the TikTok and LunaTik iPod nano watch straps had raised just shy of $1 million, proving that a healthy market exists for iPod nano owners who want to turn the music device into a kind of smartwatch.
So months later, when Apple inexplicably changed the design of the iPod nano to a form factor that many agree is something of a step backward, market speculation immediately focused on the notion that Apple might be attempting to displace would-be smartwatch competitors, and thus clear the table for its own, forthcoming smartwatch.
And then there's the much-anticipated Pebble smartwatch. The upstart smartwatch company is famously listed as the most successful Kickstarter project ever, raising over $10 million during its brief fund-raising period.
One other piece of related Apple news to consider is the company's recent deal with the Swiss Federal Railway. After the launch of iOS 6, the Swiss organization claimed that Apple had included its watch face design in the updated iPad operating system, thus violating the organization's trademark. The two parties soon came to an agreement that allowed Apple to license the iconic watch face design. Although terms of the agreement were not confirmed by either company, one Swiss news source claimed that Apple paid about $21 million for the license.
The notion that Apple would pay such a high price for the use of a simple watch face design inside iOS 6 that could have easily been changed raised quite a few eyebrows. But that move also serves as yet another hint that Apple may have bigger plans for that watch face design beyond using it as a mere component of iOS 6.
Apple itself has offered no direct indication that it's developing a smartwatch, but it would be a good idea to watch this space for more as it develops.


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Difference between revisions of "Background Reading for the Summit"
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* [http://www.ala.org/ala/oif/statementspols/corevaluesstatement/corevalues.htm ALA, Core Values of Librarianship]
* [http://www.ala.org/ala/oif/statementspols/corevaluesstatement/corevalues.htm ALA, Core Values of Librarianship]
* [http://www.ala.org/ala/washoff/
* [http://www.ala.org/ala/washoff//principles.pdf ALA, OITP, Principles for the Networked World] (Washington, DC: ALA—OITP, February 2003)
* [http://www.lff.org/long_overdue061306.html Long Overdue: A Fresh Look at Public and Leadership Attitudes About Libraries in the 21st Century]
* [http://www.lff.org/long_overdue061306.html Long Overdue: A Fresh Look at Public and Leadership Attitudes About Libraries in the 21st Century]
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* [http://www.publicagenda.org/research/research_reports_details.cfm?list=99 Public Agenda and Americans for Libraries Council, LONG OVERDUE: A Fresh Look at Public and Leadership Attitudes About Libraries in the 21st Century, New York: Public Agenda], June 12, 2006
* [http://www.publicagenda.org/research/research_reports_details.cfm?list=99 Public Agenda and Americans for Libraries Council, LONG OVERDUE: A Fresh Look at Public and Leadership Attitudes About Libraries in the 21st Century, New York: Public Agenda], June 12, 2006
==Other Background Materials==
==Other Background Materials==
Revision as of 16:09, 6 December 2006
Key Background Documents
- ALA, OITP, Principles for the Networked World (Washington, DC: ALA—OITP, February 2003)
- OCLC, Perception of Libraries and Information Resources, December 2005
- Public Agenda and Americans for Libraries Council, LONG OVERDUE: A Fresh Look at Public and Leadership Attitudes About Libraries in the 21st Century, New York: Public Agenda, June 12, 2006
Other Background Materials
- This is an example of a statement about the role of libraries in society and may be more broadly stated than what we envision for our agenda. But it provides a nice framework for discussion. Take a look at the five bullet points.
- Commission on Freedom and Equality of Access to Information, Dennis Day, Chair, Freedom and Equality of Access to Information: Report to the American Library Association, (Chicago, ALA, 1986)
- Firestone, Charles M. and Jorge Reina Schement, Toward and Information Bill of Rights and Responsibilities (Washington, DC: Aspen Institute, 1995)
- The Friends of Libraries USA National Advisory Council issued the following (undated) statement:
- We believe in the library for its
- Nurturing of our children and youth, opening doors to the wonder and excitement of the world of ideas;
- Dedication to literacy, giving to all a key to fulfillment;
- Commitment to diversity, a foundation of pluralism, democracy and peace;
- Reservoir of memory, linking records of yesterday with the possibilities of tomorrow;
- Continuum of knowledge, ever open to changing form and flow of information;
- Treasury of reading, where muse and spirit enrich the soul, and dreams excite discovery.
- For these reasons, the Library is central to our lives, and we pledge ourselves steadfast in its support.
- Signers were: James Billington, John Updike, Vartan Gregorian, Cecil Green, Toni Morrison, Richard Wilbur, Joe Paterno, and Wally Amos.
- This is geared specifically to public libraries.
- This one addresses the importance of school libraries.
- MacArthur Foundation, Confronting the Challenges of Participatory Culture: Media Education for the 21st Century
- This reading "bill of rights" for Indiana's young adolescents delineates what young adolescents deserve to receive from the community with regard to reading materials and support. What if we developed something similar for what people can expect from all libraries?
- Reynolds, Dennis J., Citizen's Rights and Access to Information (Chicago, LITA, 1992)
- Rochell, Carlton, Ed., An Information Agenda for the 1980's, (Chicago: ALA, 1981)
- Turock, Betty, Envisioning a Nation Connected, (Chicago, ALA, 1996)
- United States Commerce Dept., The National Information Infrastructure: Agenda for Action
- Varlejs, Jana, The Right to Information: Legal Questions and Policy Issues. (Jefferson, NC: McFarland, 1984)
- White House Conference on Library and Information Services, Information 2000: Library and Information Services for the 21st Century, (Washington, DC: GPO, 1991)
Miscellaneous Action Agendas
- Americans for Libraries Council, Mission and Call for National Agenda
- Australian Library and Information Association, "Pulling the Threads Together: Agenda for Action" --Australian Library and Information Association conference Transcript, Australia Library Journal, November 2002
- The Library of Congress, The Coalition for Networked Information, The Council on Library Resources, The Public Library Association, The Urban Libraries Council, Libraries for the Future, and Harvard University's John F. Kennedy School of Government, The Transformation of the Public Library: Access to Digital Information in a Networked World, (Washington, DC: Coalition for Networked Information, 1995)
- Field, Clive, Managing the Transformation: Balancing Local, Regional, National and International Agendas in a United Kingdom Context, (Research Libraries Group and Consortium of University Research Libraries (CURL)
- International Council for Science, Science in the Information Society: Principles and Agenda for Action, 2003
- Kenney, Anne and Deidre Stam, The State of Preservation Programs in American College and Research Libraries: Building a Common Understanding and Action Agenda, (Washington, DC: Council on Library Resources, December 2002)
- Lyman, Peter and Brewster Kahle, Archiving Digital Cultural Artifacts Organizing an Agenda for Action, D-Lib, July/August, 1998
- National Education Summit for Improving High Schools, Sponsored by Achieve and the National Governor's Association, An Action Agenda for Improving America's High Schools, 2005
- National General Assembly of Local Government, National Agenda: People and Community
- National Library of Australia, Directions for 2003-2005, Agenda for Action
- Oakley, Robert, "Preserving Legal Information for the Twenty-first Century: Toward a National Agenda", Law Library Journal, 2004
- Smith, Abby, Building and Sustaining Digital Collections: Models for Libraries and Museums: Agenda for Action, (Washington, DC: Council on Library Resources, August 2001)
Further Resources
- - From the Partnership for 21st Century Skills
- - By Ken Robinson
- - Prepared by Nancy Kranich, ALA President 2000-2001
- Foresight 2020: Economic, Industry and Corporate Trends: A Report from the Economist Intelligence Unit
- - Sponsored by Cisco Systems
- - From Cable in the Classroom
- - From the New Media Consortium
- - From the Federation of American Scientists
- - From the New Media Consortium
- On Course for Success: A Close Look at Selected High School Courses That Prepare All Students for College and Work
- - From ACT
- - By Kathleen McCook
- - From the International Society for Technology in Education
- - From the Global Markets Institute


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Undergraduate enrollments in anthropology in the US grew between 2000 and 2010, but not as much as enrollments overall. Between 2000 and 2010, departments self-reported growth of anthropology undergraduate enrollments. Specifically, for the 222 departments that provided AnthroGuide data in both years, undergraduate enrollments grew by a total of 32% over the decade. In the same years, the National Center for Education Statistics reported overall undergraduate enrollments increased by 37%. So even as anthropology enrollments grew, anthropology departments–on average–may have lost ground in terms of their share of the student population.
Why do you think other departments may be outpacing our discipline?
AAA collects its data through the AnthroGuide, an annual reference published in print and online (members can access the statistics and detailed listings of anthropological experts after logging in; everyone can access the eAG program finder.) In addition, the Association offers the Department Services Program, to provide support for department chairs, including collecting some statistics. AAA also created some resources to help students and their parents understand the value of the discipline:
What is your top priority for what else AAA could do to help?


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What Are Stem Cells?
You've probably heard about stem cells in the news and may wonder exactly what that scientific term means. Stem cells are the body's master cells. Stem cells can renew themselves (a process called self-renewal), and they can also make a variety of other kinds of cells.
Stem cells are either embryonic stem cells or adult stem cells. In the lab, embryonic stem cells keep reproducing themselves until they're coaxed into creating specific types of cells. In the body, these cells eventually disappear, so a human adult body no longer contains cells that can generate any kind of cell — at least not in the normal course of things. (Scientists can manipulate adult cells to become other types of cells.)
The main difference between embryonic and adult stem cells is their type of potency. Here's a breakdown of the differences:
Embryonic stem cells: Embryonic stem cells are derived from three- to five-day-old embryos that are created for fertilization treatments but aren't going to be used to try to start a pregnancy; in other words, these blastocysts have never been implanted in a woman's uterus and will be discarded if they aren't used for research. IVF doctors culture a fertilized IVF embryo in a culture dish until it develops to the blastocyst stage. Researchers extract the inner cell mass, which is then used to derive embryonic stem cells.
Embryonic stem cells are pluripotent, meaning they can give rise to any type of cell in the fully developed body. (Embryonic stem cells can't create the placenta or umbilical cord tissues, but they appear to be able to generate any other type of cell.)
Adult stem cells: So-called adult stem cells are really stem cells in specific tissues whose job seems to be replenishing their particular tissues — or specific parts of their tissues — as needed. Adult stem cells also renew themselves periodically to ensure that a pool of stem cells is always available to generate specific cell types. So far, scientists have verified stem cell caches in several tissues, including bone marrow, the brain, fatty tissue (called adipose tissue), the liver, the reproductive system (both male and female), skeletal muscles, skin, and teeth.
Adult stem cells are generally multipotent, able to give rise to several kinds of cells in their home tissues. However, in their normal environments, adult stem cells don't seem to generate cell types outside their particular tissues. Liver stem cells, for example, don't generate heart cells, and brain stem cells don't generate kidney cells.
Stem cell researchers have developed a technique for reprogramming adult cells in the lab to get them to act more like embryonic stem cells. These reprogrammed cells are called induced pluripotent stem cells (iPS cells), and they can be made from adult cells in the skin, fatty tissue, and other sources.


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Like op-ed writer Zainab Al-Suwaij ("Moderate Muslims must stand up for their values," Sept. 24) I, too, am an angry Arab Muslim woman Not only that. I am bleeding from inside.
On one side, the great prophet of Islam, the mercy for all the worlds and the benefactor of humanity, has been targeted by an extremely crude wave of insults. And on the other hand, a totally aggressive and non-Islamic reaction has been conducted. The real teaching of Islam is to answer this kind of insulting attack by patience and by the pen, not violence. Reference of this is clear in Quran.
I am bleeding more because the world still (or intentionally) does not see that the freedom of expression as employed nowadays destroyed the peace of the world and indirectly killed innocent people by pushing extremists to an already known reaction.
However, Moderate Muslims did stand up for their values. And the Friday 21th September speech of Mirza Masroor Ahmad, the head of Ahmadiyya Muslim Community, is a great example of that.
Sarah Cherki


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Back to All Events
Earlier Event: November 8Paul-Henri Bourguignon: Two Kinds of Wild
A Fine Art Gallery in Santa Fe, NM
400 Canyon Road Santa Fe, NM 87501 USA
Ventana Fine Art is located in the historical red brick schoolhouse on Santa Fe's famous Canyon Road. For 35 years, Ventana has enjoyed the reputation as one of the Southwest's premier exhibition spaces, showcasing the best in contemporary American painting and sculpture. Our comfortable sun-filled gallery opens to two inviting, beautifully landscaped sculpture gardens, and visitors are welcomed seven days a week.


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Real world, real value at Pittsburgh's only Downtown University
As an undergraduate, graduate or international student at Point Park, you'll have access to opportunities only a world-class city can offer — and few universities can match — for a real-world, career-oriented education. We offer:
- More than 100 undergraduate and graduate programs in some of today's most sought-after fields.
- Faculty who teach from experience and have direct access to working professionals in your field.
- Generous financial aid and overall lower tuition costs than many of our competitors, for an outstanding return on your college investment.
- Close proximity to dozens of companies and organizations for internship and job opportunities.
Choose from one of the options below and get started on a more active, more real, more professional education in the heart of Downtown Pittsburgh.
Choose from more than 80 majors and academic programs at our dynamic campus in Downtown Pittsburgh. Explore our options for:
• Freshmen
• Transfer students
• Returning students
• Part-time students
Point Park offers master's and doctoral programs in today's most sought-after fields at our dynamic Downtown Pittsburgh campus. Our flexible schedules offer:
• Evening classes
• Saturday classes
• One-year format for some programs
Point Park welcomes more than 115 students from 35 countries to our dynamic, urban campus in Pittsburgh, a global business center. We offer:
• More than 100 undergraduate and graduate programs
• Scholarships for international students


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Pencil-Pot… Desk-Tidy... Vinyl Toy
Product conformity is of paramount importance. Safety and responsibility for environment begins at the design stage of each product, the specification of materials and components, right through to the production method. We strive to supply you with a safe product and one that conforms to all regulations.
This is not a Toy This product has not been classified as a toy, and therefore is not intended for children.
Recyclable Packaging Made from materials that can easily be recycled if disposed of correctly.
Plastic Recycling Type-3 Please be responsible and recycle any unwanted plastic product or packaging. PVC is a Type-3 plastic. Your local recycling centre will have the capability to recycle this.


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Stable Channel Release
- Web pages load 5% faster on average
- chrome.syncFileSystem API
- Improved ranking of predictions, improved spell correction, and numerous fundamental improvements for Omnibox predictions. Please see the Help Center for more information on our updated policies.
- [$1000] [235638] High CVE-2013-2837: Use-after-free in SVG. Credit to Sławomir Błażek.
- [$500] [235311] Medium CVE-2013-2838: Out-of-bounds read in v8. Credit to Christian Holler.
- [$1500] [230176] High CVE-2013-2839: Bad cast in clipboard handling. Credit to Jon of MWR InfoSecurity.
- [$1000] [230117] High CVE-2013-2840: Use-after-free in media loader. Credit to Nils of MWR InfoSecurity.
- [$1000] [227350] High CVE-2013-2841: Use-after-free in Pepper resource handling. Credit to Chamal de Silva.
- [$2000] [226696] High CVE-2013-2842: Use-after-free in widget handling. Credit to Cyril Cattiaux.
- [$1000] [222000] High CVE-2013-2843: Use-after-free in speech handling. Credit to Khalil Zhani.
- [$1000] [196393] High CVE-2013-2844: Use-after-free in style resolution. Credit to Sachin Shinde (@cons0ul).
- [$1000] [177620] High CVE-2013-2846: Use-after-free in media loader. Credit to Chamal de Silva.
- [$1000] [176692] High CVE-2013-2847: Use-after-free race condition with workers. Credit to Collin Payne.
- [$500] [176137] Medium CVE-2013-2848: Possible data extraction with XSS Auditor. Credit to Egor Homakov.
- [171392] Low CVE-2013-2849: Possible XSS with drag+drop or copy+paste. Credit to Mario Heiderich.
- [241595] High CVE-2013-2836: Various fixes from internal audits, fuzzing and other initiatives.
Full details about what changes are in this build are available in the SVN revision log. Interested in switching release channels? Find out how. If you find a new issue, please let us know by filing a bug.
Google Chrome
Labels: Stable updates


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For many sports, performance is all about hitting a target: striking a ball with a bat, placing a golf or soccer ball in just the right spot, etc. A common refrain among athletes who have had a successful performance is that those targets seemed large—they perceived the ball as huge, the goal mouth as enormous. Now, some researchers have found that these perceptions work the other way around, too. By making a target look larger or smaller than it actually was, they could change the performance of golfers.
The experiment was pretty simple. The authors set up a small putting green with a hole that was 5cm in diameter. They then projected a series of circles surrounding the hole. When the circles were larger than the hole, it was perceived as smaller; when they were smaller, participants thought the hole was larger. And this made a big difference. Putting performance with the perceptually larger hole was about double that when the golfers were made to think the hole was smaller.
The authors use their discussion to consider whether this suggests that slumps and hot streaks are matters of changes in perception. But they get to their real (and currently relevant) thought in the introduction: they like going to college basketball games and watching the home crowd attempt to distract the visitors during free throws. It's possible that, in coming up with an effective optical illusion, they've given attentive college students a new recipe for doing so.
Psychological Science, 2012. DOI: 10.1177/0956797611428810 (About DOIs).


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Henley Regatta (Print Edition Sold Out)
sold out
Henley Regatta (Print Edition Sold Out)
The Ian Weatherhead prints are Signed Limited Edition Giclee Prints, the edition size is 300 and each print is signed and numbered by the artist. We have selected Hahnemuhle Cotton Rag Paper 320 gsm to print the artwork on. This paper closely resembles the textured watercolour paper used by the artist for his originals, helping to create a print as close as possible to the original painting.
Image Size: 420x445mm
Add To Cart


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This Methodist Episcopal Church was built in 1908 near the intersection of 164th Avenue NE and Redmond Way. In 1926, the community moved the building by truck to its current location to escape the growing traffic noise at the original location.
The Redmond Methodist Church was built in two phases. The first was in 1906 as a wood frame structure and the second in 1926-1927 when it was moved from its original site and enlarged by incorporating a brick building with the 1906 structure. It was originally located on what is now 164th Ave NE near Bill Browns Garage and remains the oldest surviving church in Redmond. Prior to having a church, residents held services in their homes and occasionally supported a visiting pastor.
Once built, the church received visitors from miles around. In 1926, the church was relocated to its current location at NE 80th Street on land donated by Marvin Perrigo. The present building was dedicated on March 2, 1928. Today, the original Redmond Methodist Church is used as a small chapel rather than the main sanctuary.


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You can participate in something that has never been done before! And you can do it from the comfort of your home.
At the RootsTech Conference this year, Legacy Family Tree is hosting a Genealogy Idol Competition. Four genealogists - two at RootsTech and two appearing virtually - will compete live to be the Genealogy Idol. There will be three categories and the contestants will compete in each one.
You, as the audience, will get to vote to select who the winner is. But you have to sign up for this because it is being done in the form of a webinar. You can register for this February 2, 2012 webinar by CLICKING HERE!
Need another good reason to attend? Yours truly will be a contestant along with three other great participants - Elyse Doerflinger, Michael Hait and Elizabeth Clark.
Some come along, cheer us on and participate in the fun!
I hope to see you there!
Thursday, February 2, 2012.
3:45 PM Eastern (U.S.)
2:45 PM Central
1:45 PM Mountain
12:45 PM Pacific


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ProEst Takeoff, Version 11
The newest version of this software allows users to import digital plans and accurately measure lengths, areas, and counts with a mouse. The color-coded takeoff image and quantities are displayed on the screen for quick reference to valuable takeoff data. The software can also be used with traditional paper plans and a digitizer. The new release has complete integration with Excel as well as many other popular estimating systems. It works with any scale, drawing size, and Imperial and metric systems.
Construction Management Software (www.proest.com)
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Logistics, Version 5
The latest release of the company's estimating software, Version 5, is a complete estimating and business management solution for any size specialty contractor. The software now includes EZ Pricer, a price updating system that allows users to send/receive price quotes with suppliers automatically via e-mail. Offering multi-level breakouts and a customizable database, this software package allows contractors to create detailed, accurate, and professional estimates quickly and easily.
Estimation (www.estimation.com)
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Power! Estimator
The heart of this package is a customizable electrical parts list with current pricing and labor hour units — with Tra-Ser compatibility. The integrated software package allows estimates and invoices to share the same electrical parts list. The software also includes a very flexible bid summary and work order form. A complete material list, purchase order, and quote request are created automatically. A Scalex PlanWheel PC can be used for scaling measurements directly from blueprints. Proposal contracts and work order forms provide completion to the estimating process.
Jaffe Software Systems (www.jaffesoftware.com)
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ABS Line
The ABS line of software helps contractors complete fast and accurate estimates for automation building systems work, including electrical and voice/data/video projects. The software is available in a simple low-cost version (ABS 3000) all the way up to a networkable, multi-user version (ABS 12000) that enables several estimators to work simultaneously on a given estimate.
McCormick Systems (www.mccormicksys.com)
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Sage Timberline Office
With this software, create and manage detailed estimates using a familiar spreadsheet format supported by fast takeoff tools and comprehensive price databases. Users can do takeoffs directly from CAD drawing files, use electronic plan takeoff software, or leverage a digitizer to send takeoff values to their estimates. The software also enables transfer of the estimate into accounting for job costing and into Microsoft — Project or Primavera scheduling software to jumpstart project schedules.
Sage Software (www.sagetimberlineoffice.com)
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Tra-Ser Premier
Offering a database of more than 1.5 million items from 550 manufacturers, Tra-Ser Premier enables users to quote current prices, prepare submittals, research product information, and find product alternates. Features include improved item list creation and manipulation, additional reports, an enhanced import/export wizard, automated Internet price updating through a scheduler, improved search engine capabilities, and target pricing for more accurate estimating. The expanded database, which now includes new voice/data/video items, uses the same pricing service suppliers use.
Trade Service (www.tradeservice.com)
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The American Contractor, Version 7.0
Featuring a complete construction package, the estimating portion of this program offers the following features: a proposal wizard for fast and easy bidding, assemblies and formulas, an item database, customizable proposals and proposal tracking, material lists and purchase orders, change order control, and analysis by phase, area, or group. The spreadsheet format is customizable, and offers color-coded bid views. Track proposals by project, client, estimator, likelihood of acceptance, or bid date. Create alternates, then merge the selected alternates into the bid. Create change orders in estimating then import them into job cost for budgeting and billing.
Maxwell Systems (www.maxwellsystems.com)
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Estimating Programs, Version 7
Accubid offers Version 7 of its family of estimating software, including Accubid Pro, BidWinner, BidWinner Plus, and PowerBid. This version offers a number of new features and enhancements to increase contractors' accuracy and productivity, including multi-user support, improved integration with pricing services, streamlined price updating, enhanced reporting features, and multi-job support. Each program works with PocketBid, the company's handheld estimating solution for the Pocket PC.
Accubid Systems (www.accubid.com)
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Electrofind 2.0
Electrofind doesn't require a digitizer or AutoCAD. It consists of an assortment of tools that perform specific tasks in the take-off process. One such tool is the unassisted search engine, which automatically counts and highlights all symbols specified by the user and generates reports for base/alternate bids and locations. Users can also create and measure runs on any scale drawing and convert between units of measure (i.e. Imperial or metric). The product searches electronic files of blueprints and creates the take-off schedule. Reports can be broken out by symbols, sheets, locations and/or alternates.
E/T Software (www.etsoftware.biz)
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Zac Efron Buys a Pricey New Houseby Shauna W | PopCrush
It shocked just about everyone when news leaked last month that 'High School Musical' star Zac Efron had battled a severe drug problem and even did at least one (and possibly two) secret stints in rehab.
But it looks like he's found a good place to get himself centered again: a new house.
Hot off a trip to Peru with his dad, TMZ says Efron dropped almost $4 million for a private two-story home in the Los Angeles hills. The modern house features five bedrooms, hardwood floors, custom-built cabinetry, picture windows and panoramic views of the city.
And if he needs to borrow a cup of sugar from a neighbor, he'll have some impressive ones to choose from — because other stars like Kristen Stewart, Naya Rivera and Rose McGowan also live in the 'hood.


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Freshman Jimmy Vesey leads the Crimson with five goals on the season (Photo: Jordan Graham).
Highlights: Harvard vs. Rensselaer Nov. 10, 2012
CAMBRIDGE, Mass. – Jimmy Vesey recorded a game-best two goals, while Brian Hart and Marshall Everson scored one apiece to help the Harvard men's ice hockey team earn a convincing 4-0 victory in an ECAC contest with RPI Saturday night at the Bright Hockey Center.
Vesey's goals marked the fourth and fifth of the season for the rookie left wing. Tommy O'Regan earned his fourth helper of the year, while Alex Fallstrom and Luke Greiner each tallied an assist on Everson's third goal of the season to bring their 2012-13 assist totals to three and two, respectively. Raphael Girard made 24 saves for Harvard (3-2-0, 2-2-0) in his second shutout of the season.
Bryce Merriam registered 34 saves in goal for RPI (1-5-2, 0-4-0). The Engineers racked up six penalties compared to the Crimson's three.
Harvard bombarded the RPI net in the first period, outshooting the Engineers by a 22-5 margin. Luke Greiner had an opportunity off a faceoff nearly seven minutes into the game, but Merriam made a save to keep the score knotted at zero. About four minutes later, the senior won a faceoff and passed the puck to Fallstrom, who found Everson in the front of the net for a tip-in and an early 1-0 advantage.
Later in the frame, Hart skated quickly towards the Crimson net and placed the puck in the top left corner from about 15 feet out to notch his first career goal and give the home team a two-goal cushion with 5:44 remaining until the first intermission.
Harvard continued to pound the RPI net in the second stanza by putting 14 shots on goal. Less than six minutes in, Petr Placek put a hard shot on net that was saved by Merriam. The Engineers' defense broke down with 3:18 to go in the period, when Vesey had time to line up and score on a wide-open shot from outside the circle to extend Harvard's lead to 3-0.
RPI was able to take more shots the second time around (13), but Girard stopped each one. With just over two minutes to go in the period, the Engineers threatened with a flurry of shots, including two from Travis Fulton that were both saved by Girard.
The Crimson defense clamped down in the final period, allowing just six shots on net. As time ticked down, Vesey blocked a shot and outraced the RPI defense to put his own rebound into an empty net and polish off the 4-0 win.
Harvard next travels to Ithaca, N.Y., for match-up with archrival Cornell, Nov. 16 at 7:30 p.m., which will be televised on NBC Sports Network.


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BOSTON, Mass. – After winning its second straight New England Women's and Men's Athletic Conference (NEWMAC) Championship on Sunday, the MIT women's tennis team was well represented on the 2013 all-conference teams released by the league today. The Engineers swept all but one of the first team awards while also seeing freshman Elysa Kohrs (Half Moon Bay, Calif.) getting the Rookie of the Year award.
Kohrs is the second consecutive MIT player, and the third in the past four years, to win Rookie of the Year honors. During the fall season she compiled a 13-2 record in singles play, including a perfect 6-0 mark in conference action. In doubles play she had a 14-3 record, putting together another perfect 6-0 mark in the conference with sophomore Victoria Tam (Rolling Hills Estates, Calif.).
Senior Lauren Quisenberry (Corpus Christi, Texas), Tam and freshmen Krystal Lai (Irvine, Calif.) and Kohrs all earned a pair of all-conference honors. Quisenberry was the second team pick at No. 1 singles and teamed with senior Julia Hsu (Knoxville, Tenn.) to earn first team No. 1 doubles honors. Kohrs was the first team No. 2 singles selection and Tam was the first team No. 3 singles pick, with the pair also taking first team No. 2 doubles honors. Lai was the first team No. 4 singles award winner and paired with junior Michelle Dutt (Gurnee, Ill.) as the first team No. 3 doubles pick.
Junior Vynnie Kong (Cupertino, Calif.) and freshman Wendi Kong (Cupertino, Calif.) also were first team all-conference selections for MIT. Vynnie earned her honor at No. 6 singles while Wendi was the No. 5 singles selection.


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Ping Identity is a technology company that provides Cloud identity security solutions to more than 800 of the world's largest organizations in both the private and public sectors. With the acceleration of SaaS and Cloud computing, the company has seen substantial growth. Today, the company delivers its solutions from three data centers supporting over 400 virtualized servers and counting. The management of this growth has raised the bar significantly for Ping Identity's internal IT operations. Limited visibility through the IT environment threatened the IT team's ability to anticipate service issues and posed significant risks to Service Level Agreements (SLAs) and customer satisfaction. The Splunk platform provided the ability to correlate monitoring data from each component of Ping's Cloud platform with specific customers and services. Responsive and easy-to-use search capability that scales across three data centers and more than 400 virtual instances has become fundamental to enabling Ping to expand its services and meets its obligations to its Cloud customers. Read more about how Ping Identity is using Splunk to gain significant hard and soft ROIs.
© 2019 BenefitsPro. A Summit Business Media publication. All Rights Reserved. Privacy Policy


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Homeowner Insurance Claims
Steps to filing a Homeowners, Condo Owners or Renters claim
Contact Mercury about a claim as soon as possible after a loss at (800) 503-3724. You can file a homeowners insurance claim 24 hours a day, seven days a week.
Step 1: Contact the Police
- If the loss is caused by burglary or theft, notify the police immediately.
Step 2: Take Inventory
- Go room-by-room to take an inventory of the damaged or stolen property.
- If safe to do so, take pictures, make temporary repairs and take steps to protect your property from further damage.
Step 3: Vacate Your Home
- If the home is unlivable, vacate the premises and move to a safe location.
- Keep all receipts for repairs, temporary housing, meals, and other miscellaneous expenses. Please make sure the receipts are itemized.
- Please do not dispose of damaged items, as we may need to see them to complete your claim.
Homeowners Insurance Claim Process
Information you need when you file a homeowners insurance claim*:
Personal Information
- Your Policy #
- Date, Time, & Location
- Police report # (if taken)
- Name of Police Department
- Description of Damage
* If a General Liability claim and a lawsuit have been filed, please provide a copy of the lawsuit that includes the name of the person who received it, the time and date it was received, and location where it was received.


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Posts Taggedtop 100
At AppStorm we love helping you get the most out of your devices, mostly by giving you the low-down on the latest and greatest apps! Occasionally, however, it's good to highlight the very best apps available; whether they be old classics, or new gems.
Recently each site has published a massive, and eminently thoughtful, roundup of the very best apps available, and I've collected them all together! Our editors and teams went to herculean lengths to ensure that these roundups would be more than worth your time, so without further ado…
- 100 Mac Apps To Rule Them All
- 111 Web Apps to Rule Them All
- The Top 100 iPhone Apps
- The Top 100 iPad Apps
- Our Top 100 Android Apps
- 100+ Absolutely Essential Windows Apps


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Recognizing the Pitfalls of Providing Eldercare
Understanding the dollar value of what you're providing — for free — is important to your sense of accomplishment. For example, care provided to Alzheimer disease sufferers by their family members would cost about $31,000 to $35,000 a year if that care were purchased from professional service providers.
Eldercare is difficult. Shouldering the work by yourself is like being "it" in the game of tag. If you're lucky or swift, someone else will take his or her turn. Many caregivers remain "it" simply because no one else is within tagging distance or because they don't know how to get anyone else involved in the game. As your elderly person grows ever more frail, your health, sanity, and well-being, as well as that of your immediate family, depends on getting others to pitch in. Anticipating the situations you're likely to encounter can help a lot, too!
Unlike professional caregivers who go home after their shift, you're always "on call," facing some of the following situations:
Handling a resentful spouse and angry children
Every hour spent on caregiving represents an hour you don't have available for family and friends (for example, less time to attend hockey games, less time to help with homework, and perhaps less time to share a hobby or interest with your partner). It's natural for your family members to start to feel cheated, even if they don't admit it.
One solution is to include a spouse and kids in eldercare to enhance their understanding of the demands you face every day. Make it fun. For example, grandchildren love assisting with exercise. They count the repetitions and cheer Grandpa on. Young teenage girls may get a kick out of doing their grandma's nails. Not only does it lighten your load a bit, it helps young people become more compassionate human beings.
Feeling unappreciated by the rest of the family
If you're the one who takes care of most of your elder's needs, others may eventually take your hard work for granted — especially when you do the job so well. Over time, you may begin to feel unappreciated and believe that sacrificing your life is your only option. You may find yourself dwelling on all the things that you're missing because eldercare dominants your days.
Consider joining a support group. Your despair will be met with emotional support and helpful resources and ideas.
Feeling unappreciated by your elder
Family members' lack of appreciation stings, but criticism, complaints, and the lack of gratitude from your elder cuts even deeper! If you're in this situation, you may find yourself visiting less and offering less care, even though the older person needs it as much as ever.
Share your pain with someone close and take an objective look at the situation. If the elder has always been ungrateful, it's unrealistic to expect anything different now. If the oldster is newly unappreciative, cruelly critical, or apathetic, it's her illness making her so.
Confused elderly may be unaware of what you do for them or may misunderstand it. For example, a gentle man endured his mother calling him "monster" every time he tenderly cleaned her and changed her diaper.
Making do with lower future earnings
Eldercare responsibilities lead to stress-related illness, lost time from work, lost career opportunities, and poor productivity on the job — all bound to affect earnings. Approximately one-third to one-half of all caregivers are employed.
Under the 1993 Family and Medical Leave Act, companies with 50 or more employees must allow up to 12 weeks of leave for employees to care for a seriously ill parent or spouse. The leave is unpaid, but your job is secured. If your elder's problem is a time-limited acute illness (heart attack) or condition (broken hip), and you can manage 12 weeks without pay, take advantage of family leave. Ask your boss whether you can take your 12 weeks in small chunks. Ask the Human Resources Department at work for information about family leave, flexible work hours, or job sharing.
Suffering from unemployment
Approximately 12 percent of working caregivers eventually find they have to quit their jobs to provide full-time care. Sometimes the people receiving the care want to make up the lost wages but they don't have the money. Even if they do have the money, an unwritten code says that accepting pay for family care is wrong. A study actually attempted to tally up how much all this free care (to impaired relatives of all ages) would cost if families had to pay for it. They estimated that the services provided each year are worth a whopping $196 billion.
A full accounting of your lost income as well as the cost of care (food, medication, transportation, and formal services) should be on the family conference agenda.
Dealing with feelings of guilt
The bane of eldercare is that no matter how much you do, you always feel that you could have done more. Even worse is the guilt felt when angry words toward the elder occasionally leap from your lips in the frustration and fatigue of the moment.
Be realistic — you can't change your feelings. Nasty feelings are occupational hazards. All caregivers have them! Realize that you're doing the best you can with what's available. Think of unpleasant emotions as clouds that float in and float out. One goes away only to be replaced by another. Your guilt will flow in and out along with other negative and positive feelings.
If you find that sadness and guilt persist, see your doctor. (You may have a treatable depression.)


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Black Forest Recipes
Black Forest Cake
Black forest cake is a very moist chocolate cake made with crème fraîche and cocoa powder and layers of kirsch (cherry liqueur), cherry jam, mascarpone, maraschino cherries and chocolate shavings. I baked the cakes in mini heart-shaped springform pans, perfect to surprise my husband Lulu for Valentine's Day! Of course, now that I've written it here, he won't be surprised. I'll have to come up with something else. What can I say; his loss is your gain.
I had my first black forest cake (Schwarzwälder Kirschtorte) in 8th grade during German class. We were learning the German words for different ingredients and I remember that it made us all very hungry. In the German textbook, there was a recipe for black forest cake. One of the girls in the class decided to make the cake and brought it in the next day. It was so delicious that I've kept the recipe ever since, though with a few changes. Guten Appetit!
Full Recipe...


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Breakfast — Served daily from 7 – 11 am.
Buttermilk Flapjacks — 8
Two flapjacks served with molasses and our signature sassafras-infused whipped cream.
Hotcakes & Sausage — 9
Cornmeal and molasses hotcakes served with sweet fennel pork sausage.
Buckwheat Cakes with Honey — 8
Two thick buckwheat cakes served with honey and our signature sassafras-infused whipped cream.
Steel Cut Oatmeal — 8
Served with molasses, bananas, and fresh berries.
Sourdough Biscuits — 8
Four small biscuits served with boysenberry and blackberry compote and rosemary lard or apple maple butter.
Baked Eggs & Bacon — 11
Cage-free eggs, house-smoked bacon, and spinach baked in an iron skillet and topped with aged cheddar. Served with two pieces of cowboy fry bread.
Oyster Omelet — MP
Three fresh shucked Corpus Christi oysters, horseradish cheese, and onions. Served with two sourdough biscuits.
Beef & Beet Hash — 11
Corned beef, red and orange beets, wild onions, and potatoes. Served with two cage-free eggs and two pieces of cowboy fry bread.
Grits & Strawberries — 9
Corn grits and local beans known as Arizona Strawberries. Served with onion, garlic, poblano, and ham gravy.
Scrapple Scramble — 9
Cornmeal-based pork scrapple cut into chunks and scrambled with cage-free eggs. Served with a fresh tomato and two sourdough biscuits.
Lobster Croquettes — MP
Two lobster and potato croquettes served with sour cream, parsnips, and radish.
Bacon & Eggs — 9
Three strips of thick-cut, house-smoked bacon and two cage-free eggs. Served with two pieces of cowboy fry bread.
Lunch — Served daily from 12 – 4 pm.
Clam Chowder — MP
Texas quahog clams in a clear broth with parsnips, salsify, carrots, celery, and potatoes. Served in a sourdough bread bowl.
Lobster Bisque — MP
Corpus Christi lobster, onions, carrots, and celery in a saffron and cream bisque. Served in a sourdough bread bowl.
Wood Fired Oysters — MP
Half dozen oysters roasted over an open wood fire. Served with cumin-chipotle sauce.
Pickled Pig's Feet — 7
Four trotters pickled in lemon juice, vinegar, salt, hot pepper, onions, and cucumbers.
Corned Beef Sandwich — 10
Clove-rubbed corned beef and coleslaw between two pieces of cowboy fry bread. Served with a side salad or fried potatoes.
Wild Turkey Club — 11
Thick cuts of roasted wild turkey, wild onions, lettuce, tomato, mayo, and black bread.
Brisket Sandwich — 13
Slow-smoked beef brisket cut into thin slices, pickled okra, wild onions, tomatoes, and black bread. Served with a side salad or fried potatoes.
Bison Burger — 11
Potato bun, lettuce, tomato, wild onions, and pepper jack cheese. Served with a side salad or fried potatoes.
Venison Burger — 13
Potato bun, lettuce, tomato, wild onions, red wine marinade, and swiss cheese. Served with a side salad or fried potatoes.
Smoked Trout — 11
Whole lake trout smoked with oyster sauce. Served with grilled leeks and salsify over a bed of creamed turnips.
Grilled Mackerel — 12
Lemon and paprika-rubbed mackerel filet over a bed of succotash and mashed potatoes.
Chicken Pot Pie — 11
Free-range chicken, carrots, celery, peas, and potatoes baked with rosemary and thyme. Bay leaf infused crust.
Dinner — Served daily from 6 till close.
Wood Fired Oysters — MP
Half dozen oysters roasted over an open wood fire. Served with cumin-chipotle sauce.
Pork Ribs — 9
Six BBQ ribs smothered in Hunter's secret marinade.
Artichoke & Spinach Dip — 8
Sour cream based. Served with eight pieces of toasted sourdough bread.
Mutton Stew — 13
Tenderized mutton, carrots, celery, tomatoes, onion, rosemary, and black pepper. Served with two sourdough biscuits.
Wild Boar Shoulder — 15
Pan-seared wild boar, cracked peppercorns, and red wine glaze. Served with hot corn cakes and a side salad.
Whole Quails — 14
Two whole roasted quails stuffed with oregano and garlic. Served with roasted beets, leeks, and potatoes.
Bison Prime Rib — 15
10 oz. prime rib with red wine reduction. Served with asparagus, heirloom tomatoes, and roasted potatoes.
Roasted Rabbit — 14
Honey and nutmeg rubbed half rabbit. Served with broccoli, salsify, and creamed corn.
Venison Loin — 16
8 oz. tenderloin marinated in whiskey and horseradish sauce. Served with grilled mushrooms and mashed potatoes.
Black Butter Salmon — 16
8 oz. filet rubbed with lemon and cracked pepper and pan fried in black butter. Served with cornmeal-battered eggplant and okra.
Grilled Lake Trout — 15
Whole lake trout grilled with capers and artichoke. Served with a cold salad of cucumber, tomatoes, and lima beans.
Lobster — MP
2 lb. Corpus Christi lobster boiled in seawater and sage. Served with clarified butter, spinach, and a baked potato.
Drinks — Served all day.
Cactus Wine — 10
100% blue agave tequila stirred with sun-brewed peyote tea and honey liqueur. Served in a highball glass.
Mule Skinner — 9
Kentucky bourbon stirred with housemade blackberry liqueur. Served in a lowball glass with ginger garnish.
Classic Sazerac — 11
Bitters muddled with a sugar cube and mixed with rye whiskey. Served with a lemon twist in an absinthe-washed lowball glass.
Champagne Flip — 13
Champagne poured over a shaken mixture of brandy, orange liqueur, cream, sugar, and egg yolk. Served with a pinch of nutmeg in a champagne flute.
Sherry Sangaree — 10
Sherry shaken with honey liqueur. Served in a cordial glass with an orange twist and a pinch of nutmeg.
Snake Oil — 11
Gin and absinthe muddled with mint and sugar. Served in a highball glass with a spritz of lime juice.
Merlot — 12
Viñedo Mirlo. Apalta, Chile 2012. Dry. Full body. Velvety tannins. Blackberry and plum notes.
Pinot Noir — 13
Red Rabbit. Wairarapa, New Zealand 2013. Dry. Medium body. Light tannins. Strawberry and cherry notes.
Chianti — 12
Fiasco di Paradiso. Siena, Italy 2011. Bone dry. Full body. Light tannins. Tart cherry and violet notes.
Pinot Grigio — 13
Nebula. Willamette Valley, Oregon 2012. Bone Dry. Full body. Very light tannins. Pear and pepper notes.
Sauvignon Blanc — 12
Château Faurier. La Vallée Loire, France 2011. Dry. Medium Body. Very light tannins. Nettle and elderflower notes.
Chardonnay — 13
Gemsbok. Stellenbosch, South Africa 2013. Dry. Light Body. Very light tannins. Citrus and lilac notes.


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I want to begin this tale of woe with two anecdotes.
A couple of years ago, I did a prospecting seminar for a complex manager at one of the national firms. As we were wrapping up, he told me, "Let me show you something." He pulled up a spreadsheet that listed the 60-some advisors in his complex. There was a horizontal line drawn about halfway down. His comment: "People below this line are negative over a five-year period on net new households."
I replied, "I know exactly why. They're not doing anything." And then I added, "Even a blind pig can find an acorn. Since they are not finding any acorns, they are not doing anything."
Just two weeks ago, I had a telephone conversation with a complex manager at another firm. He commented that a substantial percentage of the advisors in his complex were not showing any growth in client relationships. Again, those blind pigs are staying in their huts, not rooting around.
Best Practices 2011
In my July Research magazine article, I appealed to my readers to take a 48-question "best practices" survey. To date, 325 have responded. The amount of data to analyze is overwhelming. So I am chipping away at it, both in my monthly feature here, and in my new blog at Research's affiliated website AdvisorOne.com. (If you want to take the survey, you can go to www.billgood.com/bestpractices. There you will find links to current and past blog articles.)
For this issue, my plan was to focus on prospecting best practices. I spent hours analyzing my data. I did filters and cross tabulations to see if I could locate best practices. Guess what? There are not a lot. But "worst practices" are everywhere.
I use a survey website called "Survey Monkey." It's quite a marvelous program with tremendous analytic capabilities. If best practices were there, I would find them.
In my search for best practices, I decided to focus for this article on advisors with $50 million in assets under management and above.
Quite obviously, these are people who have been in the business for a longer period of time. Many of them have "an established clientele." For the established producer, prospecting is always a challenge.
The table nearby summarizes my findings. Each of the columns except for the last represents a subset of advisors with more than $50 million AUM. These subsets were just different ways I filtered the survey data.
The key question on my survey as far as prospecting is concerned, was No. 17: "In the last 12 months, how many new client relationships have you opened?"
Start in that column on the right. That's the breakdown of how everyone with more than $50 million AUM answered No. 17. Pay close attention to the bottom row. That's the number of advisors in each category opening 10 or fewer new client relationships per year.
Here's what we know from this.
The absolute worst practice is relying on "referrals only." 56 percent of the sample who relied on referrals opened 10 or fewer new clients in the last 12 months.
It does not help to be a member of a national firm. 50 percent of this group opened less than 10. And quite frankly, based on anecdotal data, I think it's more likely closer to five.
As you can see, there is not a lot of difference between those who are "not regularly prospecting" and another group, "regularly prospecting but not relying on referrals only."
The only place this failure rate drops significantly is in a fairly small sample of: "Prospects regularly, does not rely on referrals only, and has a marketing assistant or junior broker."
This category also has the highest success rate as we push north of 10 new households a year. A total of 35 percent of this group is doing 20 new households per year.
Let me come right out and say it: 10 or fewer new clients a year is not enough. 10-20 might be, depending upon amount of assets being brought in. Now, 20 and above pushes into the growth range. That's where you need to be.
Best Practices
OK, you're tired of hearing about "worst practices." Let's look at best.
- You have to have more than one channel of developing new business. To put it another way, if you rely only on referrals, there is a 56 percent likelihood you are opening 10 or fewer new clients. Further, even if you are opening a lot of new clients from referrals only, it never goes on forever.
Another anecdote: last week I met with a client who showed me an incredible string of referrals. It just went on and on. Do you think he has any other method going on right now? Not a chance. Do we think that chain of referrals will go on forever? Not a chance. And what will happen to his growth when that referral chain poops out? You know the answer to that as well.
- Always be prospecting. In my opinion, there is no point in your business career where you are "done." Sure, it's expensive to keep another campaign going when referrals are filling the frig. It requires energy, money and time. But you have to get out of that hut and root around.
- Have someone other than the FA charged with prospecting. This is something I've known for a long time. However, my survey bears that out.
Here's what happens. Advisor gets "prospecting religion," starts networking, cold calling, seminars or whatever. They either work or do not. If they do not, advisor gives up. If they do, that creates a problem. Advisor now has prospects to deal with, financial plans to write, portfolios to analyze. Advisor stops prospecting. In a few weeks, the pipeline is just as dry as an old bone in the desert.
So, in addition to referrals, what are your choices today? Well, the next chart shows what some peers are doing.
For a few, cold calling is working. Seminars and direct mail are working for others. Radio is working. Canvassing businesses is working. And certainly networking is working.


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By Ed Harris
A visit to Camp Sloper helped inspire Derynoski second-grader Hope Scalise to create a doodle for Google that could earn her a scholarship and a technology grant for her school.
After a little urging from her mother, Hope created a doodle for Google's "Doodle for Google" contest. Her doodle won for the state of Connecticut and it will compete for the national crown, which could earn Hope a $30,000 scholarship and a $50,000 technology grant for Derynoski.
Standing on stage at the school last week, flanked by representatives from Google, and awashed in cheers from her schoolmates, Hope said she was inspired to create the Google after a Sloper counselor had talked about going skydiving for his eighteenth birthday.
"I just thought wouldn't that be fun when I got older," Hope said.
The doodles are the various pictures, shapes and images that encompass the Google name on the company's website.
According to Google representatives Leslie Pearl and Kerry Murrill, who gave a brief history on Google and showcased the various online facets of the company for an awestruck crowd of students, the doodles, which have grown to highlight notable times in history, including birthdays, originally began as a way to highlight that there was something wrong with the website and that no one was in the office to fix it, as the whole team was at the Burning Man music and art festival.
Officials at Google received over 130,000 entries for the contest, which is now in its six year in the United States. Those entries were dwindled down to the top 50, one for each state. The winning doodle will be featured on the Google homepage for 24 hours on May 23.
Hope and her family will travel to New York City, on May 22, to see the Google headquarters on the east coast and to see the doodle, along with the other finalists, hanging in the Museum of Natural History.
Voting for the doodles runs through Friday, May 10, at 11:59 p.m. To vote, visit www.google.com/doodle4google/vote.html.
"We're just about bursting with pride for Hope," said Dagmara Scalise, Hope's mother. "We were on spring vacation in Washington DC when we got a call saying Hope was the state winner. She was speechless when she heard she won. As soon as we saw her sketch, it wasn't even finished at the point, we knew it was special. It took her a few days to finish it and she worked very hard on it."
Hope credited her mother, who used to be an artist, as another inspiration for her doodle.
"I thought, I want to be like her," Hope said. "My mom inspired me."
Hope also frequently cited the possible technology grant that the school could receive if she were to win as another reason why she entered. Hope said she wanted to do something good for Derynoski.
"We are so proud of Hope," said Derynoski School Principal Jan Verderame.


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The greatest degree of inner tranquility comes from the development of love and compassion. The more we care for the happiness of others, the greater is our own sense of well-being.
WORK PLAN -- A Residential Care Agenda By: Arvin Gumato Pareja
There are facilities that measure Residential care for individuals including: hospices, assisted living facilities,…


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Painter's Tape For Professionals
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text: The yet-to-be-revealed Ford F-150 Raptor is set to be one of the most interesting vehicles to come from the SVT division, eschewing street performance for off-roading prowess. Here we get some teaser video of the truck in its element. The actual details on the Raptor are still largely under wraps, but the suspected specs call for a 6.2-liter V8 cranking out 380 HP and 400 lb-ft of torque, Baja-style Fox Racing remote reservoir shocks and beefy tires, adding up to a truck officials at Ford are saying will be the first truck with prerunner-like capability you'll be able to buy from a dealer. The folks in the truck in this video sure seem to be putting those claims to the test. [YouTube via Autoblog]


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Dr. McCabe has published three books of creative nonfiction: a collection of essays, After the Flashlight Man: A Memoir of Awakening (Purdue 2003) and two full-length memoirs, Meeting Sophie: A Memoir of Adoption (Missouri 2003) and Crossing the Blue Willow Bridge: A Journey to my Daughter's Birthplace in China (Missouri 2011.) Check out her new author's web site at www.nancymccabe.net.
Her work has won a Pushcart Prize for memoir, been listed four times in the notable section of Best American Essays, and won two awards from Prairie Schooner.
Her creative nonfiction has appeared in Newsweek, Writer's Digest, Fourth Genre, Crazyhorse, Massachusetts Review, and Crab Orchard Review, among others, and been reprinted in an English-language textbook in Germany. She has published reviews and critical articles in Studies in Popular Culture, American Literary Review, and Literary Potpourri. Her teacher's handbook, Making Poems: Writing Exercises for the Classroom was published in 1989 by Arkansas Writers in the Schools, a program she directed for two years in addition to working as a writer in the schools in South Carolina and Missouri.
She has taught creative nonfiction, fiction, and poetry workshops for more than twenty-five years at six colleges and universities, and currently also teaches in the brief-residency MFA program in creative writing at Spalding University. At Pitt-Bradford, she received the Chairs' Faculty Teaching Award for excellence in teaching in 2005. She is also a recipient of a 2007 Individual Artist's Fellowship in Literature from the Pennsylvania Council on the Arts..


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What Does a Chiropractor Do?
A chiropractor is a health care professional who diagnoses and provide treatment for people with back pain, neck pain, and other spinal issues. A chiropractor is also your best alternative to drugs or even costly surgery.
Chiropractors will first understand from patients their current conditions, before proceeding to undergo an initial diagnosis. The results of the diagnosis will then determine what are the appropriate chiropractic treatment based on the severity of the existing condition.
The core focus of a chiropractor's treatment is through manual adjustment or hands-on healing of the spine. Chiropractic treatment will help to improve our body's nervous system, muscles, spinal discs, ligaments, bones, and joints.
After completing the treatment, chiropractors would be able to educate patients on the ways to reduce back pain. This will help avoid recurring back pain in the future.
Chiropractic in Malaysia
In Malaysia, we have seen many people suffering from back pain due to various causes such as the constant lifting of heavy objects, injuries in the gym due to muscle strain, and other lifestyle triggers such as slouching, poor sleeping position, being overweight.
The fact is, most people will have back pain at least once in their lifetime. However, most minor back pain gradually improves with self-care within two weeks. If you do not see improvements in two weeks, consult a chiropractor immediately. The consequences of not treating back pain will lead to a downward spiral of long-term chronic back pain and limits the daily range of motion.
The next step then is to find the best chiropractor for professional treatment to ensure full recovery and avoid recurring back pain.
Best Chiropractor in Malaysia
We understand the importance of providing skilled treatment, while money is essential, time is of essence for back pain and going to the right chiropractic clinic is crucial for enabling rapid recovery.
Our collective knowledge of what makes a great chiropractor helps us assembled the top chiropractors from different states, cities, and towns in Malaysia. All the chiropractors have work licenses and mandatory credentials from reputable institutions. We strive to build connected relationships with our patients because we understand that each patient has different conditions and we pride ourselves on providing high-quality services through modern methods of chiropractic.
"While other professions are concerned with changing the environment to suit the weakened body, chiropractic is concerned with strengthening the body to suit the environment. Chiropractic simply releases life forces within the body and let nature do the work in a normal manner." – B.J. Palmer (Founder of Chiropractic)
Click here to search for the best chiropractors nearest to your location.
For the love of your back, start getting direct treatment today! Find Chiropractors Near You.
Have Any Questions?
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I've never taken flight lessons. I'll never become a real pilot. Yet from the comfort of my couch, I'm able to fly through the blue skies, pulling up the throttle and making loops. Flight simulation games are a great way to learn to fly a plane, whether you are doing it for sheer enjoyment or because it's something that you're looking at doing for a living.
Playstation, Xbox and Nintendo all manufacture flight simulation games. Some even have special controllers, just like the steering wheels for racing games. It's a very realistic feel, especially when there's a large scale television to stare into, allowing me more room to soar through the sky and learn to stick my landing. Many of the games allow me to choose the kind of plane that I want to pilot for the day. I'll be able to fly WWII fighter jets, Cessnas, floatplanes, and even an Airbus.
Some of the games allow a better feel of actually piloting a plane whereas others focus on simply flying. I prefer the ones where I can feel like I'm sitting in the cockpit with full access of the controls.
No matter the plane, I'll be able to pick from a variety of backgrounds and scenarios to fly into. I can fly over Germany, France, New York or simply a blue sky. I can fly in rain or shine, or into enemy fire. There's a flight simulation game for everyone. I like to change it up a little bit. I can take my aggression out on the Germans in a WWII simulation game and tease my flights of fantasy by flying into outer space and checking out other galaxies.
Flight simulation games have gained in popularity. They were originally designed for flight schools to allow students to learn the basics in flight before going up in a real plane where the ability to crash was a lot more real. As a result of flight schools wanting to make a strong learning platform, I've got a great game to play whenever I want. And best of all, I don't have to pay for jet fuel!
There are a variety of flight simulation games on the market, all allowing me to play a little different. I can fly for the sake of flying. I can learn how to do barrel rolls and other aerobatics. Or I can fly combat style, shooting enemy planes while maneuvering my plane through open fire. All of these are great ways of entertaining myself, but it may provide for a practical application one day. You never know – I could be on a plane and the pilot may be injured. With my expertise on the video game console, I may be able to pilot a real plane in a crisis situation!


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Note-Taking Apps for the Apple iPad
As any efficient, organized, and focused person knows, finding the right note-taking app is crucial to getting the most out of your iPad. It is a "tablet" after all. Our favorite iPad note-taking apps are the ones that make use of Apple's spacious screen to let you write, draw, or scribble with nothing more than a finger or stylus. We put five of the best iPad note-taking to the test to help you sort out which one offers what you need.
Note-taking apps are a dime a dozen, but they don't all support the same features or offer equal functionality. Some let you sketch and draw directly, while others force you to stick to typing. Most let you record and save voice memos, photos, and Web clips, but not all of them let you draw on top of images to further annotate them. The best note-taking apps focus on not only making notes, but on finding and sorting them later as well.
The price range for note-taking apps on the iPad is huge, and the most expensive ones are not necessarily the best. We've found a free app that works just fine. And two iPad note-taking apps that we selected as our Editors' Choices both cost less than $5. On the higher end, one $10 app that we tested is more of a project management app than a straight note-taking tool, although what project manager doesn't need to reference her meeting notes, comments, and reminders, too?
For more note-taking app recommendations, see our round up of Note-Taking Apps for the iPhone.
1 Evernote
2 Notability
3 Notes Plus
4 Note Taker HD
5 PaperPort Notes
6 Penultimate
7 PlainText


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AST in Applied Feminism
In Spring 2011, Women and Gender Studies inaugurated the first Applied Study Term in Applied Feminism. Successful applicants work on programming and other activities for the Department, as well as have the opportunity to design their own projects or programs. The AST can be one or two semesters but not normally for more than 3 credit hours per semester. WGS provides work space, a friendly and supportive work environment, and mentoring for students desiring careers in higher education, community organizations, feminist/LGBTQ activism, and non-governmental organizations.
Students interested in building bridges between the Department and other campus offices or programs, or community organizations and efforts, are strongly encouraged to apply. Students in programs/majors requiring an Engagement Experience are strongly encouraeged to consult with the Chair of Women and Gender Studies to work out how an AST in Applied Feminism can fulfill major degree requirements.
Interested students should speak with one of the core WGS faculty and/or the department chair prior to submitting an application. Position announcement will be distributed through the AST website listing of AST internship opportunities. Applications due mid-March for one or two semester positions the following academic year. Application consists of a letter of application and a current resume (with references). WGS minors and/or students with a demonstrated commitment to feminist/LGBTQ issues and activism will receive priority consideration.
Current and former ASTs
Spring 2011: Justin Courtney (Sociology/Anthropology major/WGS minor)
Fall 2011/Spring 2012: Izti LLamas (Political Science and Legal Studies majors/WGS minor); Nicole Landreth (Psychology major/WGS and Visual Arts minors)


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Teacher resources and professional development across the curriculum
Teacher professional development and classroom resources across the curriculum
Teaching for Understanding
Key Concepts
Generative topic
Understanding goals
Performances of understanding
Ongoing assessment
ReadingsRead each of the articles listed below to learn how key concepts define a framework for teaching social studies.
After you read the articles, write answers to the following questions. You can use the Reading Questions form (PDF).
Save your written work to submit as an assignment.
ArticlesUsing Schema Theory To Teach American History (PDF)Explains advance organizers in relationship to schema theory.
Duis, Mac. "Using Schema Theory To Teach American History." National Council for the Social Studies.
Putting Understanding Up Front (PDF)Provides an overview of the Teaching for Understanding framework.
Perkins, David, and Tina Blythe. "Putting Understanding Up Front. Educational Leadership. Association for Supervision and Curriculum Development.
Teaching for Understanding (PDF)Describes the elements of the Teaching for Understanding framework.
Active Learning Practices for Schools. Teaching for Understanding. Harvard University Graduate School of Education and Project Zero.
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