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I stumbled across this whole #KimOhNo case, when I was scrolling down Facebook and saw one of my Japanese friends sharing a petition against Kim Kardashian and something about 'kimono'.
When I typed 'Kim Kardashian kimono' into Google's searchbar, I imagined I would find an inappropriate perversed version of the Japanese clothing. I thought that maybe she had made a dress or some kind of bath robes and called it 'kimono'. With these images in my head, I scrolled and scrolled for pictures and articles with pictures for the product of matter. All I found was pictures of Kim Kardashian and models wearing underwear/shapewear… Somehow my perception blinded me and it took me a while to understand that these UNDERWEAR on the pictures were the 'kimono' of matter !
Now, I'm not Japanese, but I have always had an interest in Japan and Japanese culture. My childhood and most of my teenager years were dedicated to the arts of Japanese comics and cartoons – better known as manga and anime.Due to an attempt on creating my own comic, I had to learn about traditional Japanese clothing and customs. I was merely 15yo. Call me naïve, but I believe that Kardashian and her PR team are capable of learn about kimono online but their choosing to ignore the Japanese traditional wear enraged me. "How do you think Japanese people react to this?" With a petition going on and angry voices developed across the World Wide Web, I got the idea that this was a great deal for a lot of Japanese people. Which led me to interview a friend to get a bit clearance on WHY #KimOhNo is deemed outrageous and made so many Japanese netizens to act. I wanted to ask more people, but I only got 1 response which I am truly thankful for.
Hi, who are you?
I'm Chiharu Takahashi, a 22y-o girl from Japan.
I've studied at KU (Copenhagen University) as an exchange student, so I came back to Copenhagen during the gap months before starting my job.
What do you think of Kim Kardashian naming her shapewear brand 'Kimono'?
If it had any respectful reason to be named so, I could've appreciated it. But the reality was, for me, she just chose "Kimono" because of how it sounds, which is similar to her name, Kim.
It just doesn't make sense to me. I can't understand why she all of sudden decided to choose it as her new brand's name without any cultural context like copy and paste.
I feel like she is just using "Kimono" as her new "ethnic-ish, mysterious and apparently cool" accessory to make herself look gorgeous. In my eyes, it seems like she doesn't care about kimono as a part of Japanese culture, but just took it because it looks like [some] cool material to show off.
Why is it inappropriate?
She said she is respecting our kimono culture, but it is hard to believe. If she's ever looked up the history or what actual kimono is, she would've not named her brand "Kimono" I guess.
First, the original kimono is [a] totally different clothing from Kim's "Kimono". Her product is shapewear, but kimono is [a] clothing which is designed to flatten your curves. I remember when I wore hurisode or hakama, which are formal kinds of kimono, to celebrate turning 20 years old or graduation from university, we put so much cotton in kimono to kill my curves. Kimono is the special traditional clothing, designed to make Japanese people who tend to have less curves comparing to western people, look beautiful. So, people who are wearing "Kimono" are supposed to have beautiful rectilinear lines or gentle curves.
If she has ever experienced the real kimono or even googled it to see what it is, she can't do such a thing. That's part of the reason why I thought she named it "Kimono" without any research or respectful feelings, but just for shallow personal reasons. That is why I think it is inappropriate. Kimono and "Kimono" hardly share [the same] concept. The only one common point is these are some kinds of clothing.
What does the kimono symbolize in Japan and Japanese culture? When do you wear it?
You can still sometimes see the people wearing Kimono as their daywear, not only the elderly but also youngsters. I think Japanese people tend to avoid national symbols or being unique (for example, you can barely see any Japanese flags in Japan). I've never seen someone's house raising Japanese flags individually (you can see them only on national holidays), generally speaking.
Wearing kimono is one of the most obvious national symbols [and] still a lot of Japanese people are familiar with this tradition. We love and enjoy it as a part of our life. It's our precious tool to feel who we are. That's why we wear the kimono especially for celebrating something (festivals for 3y-o boys and girls, 5y-o boys and 7y-o girls, graduations, turning 20 and weddings) or enjoying summer festivals. We can feel togetherness as members of Japanese society. So, for me, it's like a symbol to unite us as a proud people.
Thank you, Chiharu, for explaining the importance of kimono for Japanese people. I didn't know that the kimono bore such a strong symbol of unity and togetherness. Thank you for explaining all this, so that we can understand your frustration.
Even though this case doesn't affect me in a direct way, I still imagine that if the name of matter was to change to qipao/cheongsam, I would probably react the same way as my friend and other Japanese people who have been voicing about this cultural appropriation. I think it's important to stand up and support each other, no matter nationality. It might be the Japanese kimono today but it could very well be the Chinese qipao/cheongsam tomorrow. To clearify, I'm not usually one that disapproves when non-Chinese people wear traditional Chinese clothing when it's done with utmost respect and in the spirit of cultural exchange. But this, #KimOhNo, it is nowhere near anything of exchange but instead it's all about disrespect and exploitation just for profit.
Kim Kardashian claims that her brand is built with inclusiveness and diversity, but alone the message that she is sending with her shapewear is either inclusive or diverse. She is telling women to shape themselves in one way in order to look good – in which world is that diverse? Being realistic, not many women is or will be fitting into that specific shape – in which world is that inclusive? On top of that, her naming of the brand shows an incredible lack of respect for Japanese people and lack of insight in Japanese culture.
It would be easy to just blame Kim Kardashian for being ignorant, but even if she is that ignorant, her entire PR-team should know better. During a conversation I had with a couple of friends, we reached to the agreement that this whole naming thing must be done strategically. I'm not familiar with the Kardashians and their ways of making profits, but as I'm told, the #KimOhNo isn't the first case of cultural appropriation that the family has been blamed for and that cultural appropriation is a method to obtain publicity. If this is true, then this is exactly what is wrong with our society – the things some people would do for profit, the lack of insight, dignity and especially the lack of respect for other people!
Featured photo by Launde Morel on Unsplash.


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Why did you get into printing?
My parents' company Polyweld manufactured truck side curtains, piezoelectric drop on demand print head technology came about around the same period, so printing on trucks seemed like a good idea at the time.
Dream holiday destination?
I like hiking in the wilderness so anywhere which is nowhere is good for me.
Favourite movie?
That's a hard one, it would be cliché to put Shawshank Redemption, Trading Places and Back to the Future were my favourites growing up. More recently Hunt for the Wilderpeople, and Death of Stalin. Can I skip this?
What makes your blood boil?
Bad customer service
Three people alive or dead you would have dinner with?
David Attenborough
Billy Connelly
If you didn't work in print what would you be doing?
Rocket surgeon
How do you like to unwind?
Sailing, walking, glass of red with a few friends
Do you have a weird habit?
Yes, I scratch and sniff print jobs in public places, I'm getting help
Album or artist you love to put on repeat?
Flight of the Concords
What is something you are always asked?
Can we get a bigger factory?
What is your greatest luxury in life?
Freshly shucked oysters from the south Melbourne market
Comment below to have your say on this story.
If you have a news story or tip-off, get in touch at [email protected]
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Consumers are on the market, it's only a matter of rounding them up and holding in contact. But one other way that can assist you develop your community is to ask them who they know which may be occupied with shopping for or selling a property. The activities of real estate sector embrace the hosing and building sector additionally. We're imagined to solely be selling real property.
And networking to generate real estate leads may be achieved nearly wherever. The Real Estate Council didn't accept the line of defence and maintained that there exists a seamless obligation of confidentiality, which extends after the expiration of the Itemizing Agreement.
Real estate values have taken a dive and one of the outcomes has led to there being many, many more properties in the marketplace now in comparison with earlier than the economy took a dive in 2008. And another results of the rise in available properties is that increasingly people are becoming first-time householders.
Contingencies are generally included in most real property purchase agreements or contracts. You might ask them for the names and numbers of people who they know who may be curious about shopping for or selling a property, or you can ask them to provide your contact information to the individuals they keep in mind while you ask them that question.
On the eve of liberalization as India opens up market to international gamers there may be tend to be competitive edge to offer quality based performance for costumer satisfaction which is able to consequently bring in quality technology and transparency in the sector and ultimate winners are buyers of this case.
As a result of actual property prices have dropped quite a bit, the potential commissions that real property brokers and brokers may earn have additionally dropped. Mike Feuer, the Los Angeles city legal professional who has known Mr. Caruso for years, mentioned, There was traditionally an echelon of L.A. leaders with a very deep stake in the future of the town and a passion, a sense of philanthropy, people who have been civically engaged." He added, Eli is of that era.
If you're eager about selling your property, contact us at 202-246-3470 We buy it all: ugly homes, foreclosures, and plenty of sorts of other properties. Clearly, whether or not the duty of confidentiality that stems out of a Itemizing Agreement survives the termination of the contract is problematic to the Real Property profession in terms of sensible purposes.
Ready: Somebody who's in the market to purchase inside 1-forty five days, bear in mind a retail or lease possibility finish-purchaser generally buys once and they're out of the game, landlords, rehabbers and wholesaler's are more likely to purchase multiple properties from you over time as they accumulate, sell or flip present property.
This relatively lengthy textual content is relating to Leased Land, Actual Estate, Personal Property, Chattels, Cellular Homes, Houses on Leased Land and a legal dissertation to outline, describe and decide the differences. The foremost enlargement plans announced by main industries will additional add to their misery as low market demand will considerably reduced their capacity utilization.
Dwelling Buying
Contingencies are generally included in most actual property buy agreements or contracts. First, it's important to preserve it up to date with the properties you are attempting to sell so that the people who visit your web site may have something to look at – and since this list of properties will be altering steadily as your consumer record grows and changes, you may want to vary your web site usually to include the brand new properties and eradicate those which are no longer out there.
Due to this, an analogy might be drawn within the case of a realtor-shopper privilege throughout the existence of a Listing Settlement, whereby confidential info is disclosed to a third social gathering equivalent to a Real Property Board for publication under the phrases of a A number of Listings Service settlement, but not earlier than such info is disclosed to the true property brokerage.
Dwelling Staging
One of these lead era is nice because reasonably than you doing the work to search out people who want to buy or promote a property, the tables are turned they usually come searching for you as a substitute.
Contingencies are commonly included in most real estate purchase agreements or contracts. I have been shopping for and promoting actual property for myself and helping others within the buying and promoting of real estate for thirty years. The people who find themselves trying to find you might be already definitely inquisitive about buying or promoting a property.
Whereas bears are ruling the stock market, the true estate sector in Delhi & NCR area has started dealing with departure of speculative investors from the market. The explanations behind such a contingency are higher enter prices, low market valuations and scaled up capacity that are in turn leading to reduced demand in the trade.
In addition to Mr. Caruso, others in the metropolis seen as filling the gap left by Mr. Broad and others of his ilk are Austin Beutner, a philanthropist and superintendent of Los Angeles schools; Magic Johnson, with his funding company and philanthropy work; Casey Wasserman, an leisure govt who led efforts to bring the Olympics to Los Angeles in 2028; and Antonia Hernandez , who as president of the California Neighborhood Foundation funnels a considerable amount of philanthropy towards immigration and housing packages.
Property of a particular, fastened and tangible nature, capable of being in possession and transmitted to another, comparable to homes, lands, and chattels. Property managers have to look into various points like selling, leasing, and transferring real property property.
Short Sale
Realty and personal property terms have usually been confused as to what they precisely mean. Following the expiration of the listing the Vendor entered into three separate 'fee agreements' with the actual estate firm. Buying actual estate leads or subscribing to a lead generation web site can be expensive. However, now this unceasing phenomenon of actual estate sector has started to exhibit the signs of contraction.
Analysts at S&P Global have previously warned that real property costs in Dubai shouldn't see any vital improvement till 2022. The same solution to generate actual estate leads by promoting which could be even more effective than merely promoting on a billboard or within the paper is by organising your own actual estate website.
Washington, DC
Property or actual estates aren't thought of to be actually liquid funding instruments since particular person properties or real estates aren't interchangeable. Which means that regardless that the prices are decrease, the higher amount of properties on the market make it possible to purchase and sell extra of them and earn more money in commissions in consequence which is able to greater than make up for the decreased individual property values.
Management in property entails working industrial, commercial or residential actual property. Condominiums and city homes are generally found on leased land as effectively. You should purchase the real property leads from a company as a set of information that you'll get within the form of a listing or spreadsheet.
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Because actual property costs have dropped fairly a bit, the potential commissions that actual property brokers and brokers might earn have additionally dropped. Nevertheless, since an interest in leased land will not be robotically transferable and is NOT Real Estate and since the chattel property upon it, the mobile house is personal property, with out a deed but as a substitute has a title Realtors are usually not by legislation purported to be concerned within the sale of such however we're.


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SECAUCUS, N.J. — The Atlanta Braves didn't go for pitching with their two first-round picks in the Major League Baseball draft Monday night, instead selecting a highly lauded catcher and a shortstop with a Savannah connection.
Atlanta took Baylor catcher Shea Langeliers with the No. 9 pick — which the Braves received as compensation for not signing last year's first-rounder pitcher Carter Stewart — who was eligible for this year's draft but instead signed a six-year contract last week with the Fukuoka SoftBank Hawks of Japan's Pacific League that will guarantee him as much as $7 million.
The Braves selected shortstop Braden Shewmake from Texas A&M University with the 21st overall pick in the 2019 First-Year Player Draft. Shewmake played briefly for the Savannah Bananas in their inaugural season of 2016, when the collegiate summer league team won the Coastal Plain League championship.
Shewmake, then a freshman infielder, batted .290 with 31 at-bats, six runs scored and seven RBI in 10 games for the Bananas.
Langeliers is an outstanding defensive catcher who threw out 14 of 25 would-be basestealers. He's also terrific at the plate; he set an NCAA Tournament record with 11 RBI in a three-homer game against Omaha on Saturday night.
Langeliers, 21, batted .308/.374/.530 over 44 games during his junior season with the Bears, logging 57 hits in 185 at-bats, including 20 extra-base hits, 33 runs and 42 RBI. The 6-foot-0, 190-pound native of Keller, Texas helped lead Baylor to a 33-15 record during the 2019 regular season and the No. 2 seed in the Los Angeles Regional of the NCAA tournament.
"He's the type of catcher you can have long term," said Dana Brown, Atlanta's vice president, scouting. "It's a long term investment. It's elite defense."
Langeliers, who bats and throws right-handed, was named as one of 14 semifinalists for the Buster Posey National Collegiate Catcher of the Year award in 2019, one year after being named the Rawlings/ABCA Gold Glove Winner at the position last season.
A three-year starter for Baylor, Langeliers has combined to bat .289 (180 for 622) over 157 career games, all of which were starts. He was a unanimous All-Big 12 first-team selection in 2019, his second consecutive first team honor. He was named a second-team All-American following the 2018 season, and a freshman All-American in 2017.
Langeliers played with the USA Baseball Collegiate National Team last summer.
Langeliers entered the draft tabbed by MLB.com as the No. 10 overall prospect, and by Baseball America as the ninth-best prospect in the draft class. Both publications had him as the second-best catcher available.
This draft marks the first since 1989 in which Atlanta took a catcher with its top overall selection. The Braves took Tyler Houston second overall that year. Atlanta selected a position player with their first pick for the first time since drafting OF Braxton Davidson 32nd overall in 2014.
Shewmake, 21, started all 63 games for the Aggies in 2019 and batted .313 (78-for-249) with 14 doubles, four triples, six home runs, 47 RBI and nine stolen bases. He was named to the midseason watch list for the Golden Spikes Award, given annually to the top college player in the country.
"Braden is an athletic shortstop with high upside," Brown said. "He's an above average to a plus defender. It's a nice package of upside, athleticism and power."
The 6-foot-4, 190-pound Wylie, Texas native has missed only one game in his three years at Texas A&M. In his collegiate career, Shewmake has hit .323 (248 for 768) with 40 doubles, 10 triples, 22 home runs, 161 RBI and 32 stolen bases.
Shewmake was an All-SEC First Team selection in each of his first two years with the Aggies. In 2017, his freshman campaign, Shewmake led all Division I freshman with 90 hits and 69 RBI. The left-handed hitter, right-handed thrower was also recognized in 2017 as an All-America First Team by Baseball America and the National Freshman of the Year by Collegiate Baseball.
Shewmake is the highest drafted shortstop by the Braves since Atlanta selected Hall-of-Famer Chipper Jones with the first overall pick in 1990.
Area pick
With the 24th overall pick, the Cleveland Indians selected right-handed pitcher Daniel Espino, a native of Panama attending Georgia Premier Academy in Statesboro.
First pick
Adley Rutschman heard the chatter for months that he'd be the top pick in the MLB draft.
The switch-hitting Oregon State catcher just kept slugging at the plate and throwing out would-be basestealers all season from behind it — making it an easy call for the Baltimore Orioles on Monday night.
"It's unbelievable," Rutschman said from Goss Stadium in Corvallis, Oregon, shortly after becoming the top pick. "Just to look back on how I was as a kid and seeing what my expectations were, how far I've come from there. It's special."
The announcement by Commissioner Rob Manfred at MLB Network studios marked the second time the Orioles led off the draft — they took LSU pitcher Ben McDonald in 1989.
"I met with all the teams over the course of the year and knew the Orioles were going to be the first overall," said Rutschman, a 40th-round pick by Seattle three years ago. "As the year progressed and went along, it looked like it was a possibility more and more. It just worked out that way."
With the No. 2 choice, the Kansas City Royals grabbed Texas high school shortstop Bobby Witt Jr., the son of former big league pitcher Bobby Witt.
The younger Witt has draft-day bragging rights on his father, who won 142 games over 16 seasons after being selected No. 3 overall in 1985.
"Now I've got him beat," Bobby Witt Jr. said.
The Witts became the highest-drafted father-son duo, topping Tom Grieve (No. 6, 1966) and Ben Grieve (No. 2, 1994). They are the seventh father-son combination of first-rounders, and first since Delino DeShields (1987) and Delino DeShields Jr. (2010).
"The dreams are kind of turning into reality," the younger Witt said.
The 21-year-old Rutschman had been the favorite to go first overall since he led Oregon State to the College World Series championship last year and was selected the most outstanding player. He followed that up with a dominant junior season at the plate — and behind it. He hit .411 with a career-best 17 homers to go with 58 RBI and a school-record 76 walks, and threw out 13 of 27 runners attempting to steal.
Rutschman, a native of Sherwood, Oregon, is a finalist for the Golden Spikes Award given to the country's top college player. He was also the Pac-12 player of the year for the Beavers and the conference's co-defensive player of year.
His selection marks the seventh time a player drafted as a catcher was taken with the top pick, and first since Minnesota tabbed Joe Mauer in 2001.
The 6-foot, 180-pound Witt Jr. , considered a five-tool prospect, turns 19 next Friday. The Colleyville Heritage High School star has impressive power while making consistent contact with a smooth right-handed swing.
University of California slugging first baseman Andrew Vaughn went to the Chicago White Sox with the third pick.
Vaughn batted .381 this season with 15 homers, 50 RBI and a .544 on-base percentage that ranks among the national leaders. He also showed a terrific eye at the plate and struck out just 74 times in three college seasons.
The 6-foot, 214-pound Vaughn is also looking to become the first repeat winner of the Golden Spikes Award after earning the honor as a sophomore last year.
The Miami Marlins drafted Vanderbilt outfielder JJ Bleday at No. 4, adding the Southeastern Conference player of the year who has a quick, left-handed swing and leads Division I players in home runs with a school-record 26. A finalist for the Golden Spikes Award, the 6-foot-3, 205-pound Bleday is hitting .351 and brings a 42-game on-base streak into next weekend's super regionals round of the NCAA Tournament.
With the fifth pick, the Detroit Tigers took Florida high school outfielder Riley Greene. Gatorade's Florida state player of year hit .422 with eight homers, 27 RBI and 38 runs as arguably the country's top prep outfielder. He has a smooth left-handed swing that produces consistent line drives.
More draft history was made when the San Diego Padres selected speedy Georgia high school shortstop CJ Abrams at No. 6, marking the first time no pitchers were taken within the first six picks.
The lefty-hitting Abrams was considered by many to be the fastest player in the draft. The Blessed Trinity Catholic High School star batted .418 with eight home runs and 100 RBI in his high school career.
TCU left-hander Nick Lodolo ended the run on position players, going seventh overall to the Cincinnati Reds.
Generally regarded as the top pitching prospect in this year's class, Lodolo went 6-6 with a 2.36 ERA and struck out 131 while walking just 25 in 103 innings for the Horned Frogs. He was the 41st overall pick by the Pittsburgh Pirates in 2016 — the highest selection to go unsigned that year.
Lodolo also became TCU's highest-drafted player, topping Lance Broadway (No. 15 by White Sox in 2005).
Texas Tech third baseman Josh Jung, the co-Big 12 player of the year, was the eighth overall pick. He slid over from third to shortstop early this season, so he has some position flexibility, and was among the conference's leaders in several offensive categories while leading the Red Raiders to the NCAA Tournament.
Arizona State power-hitting outfielder Hunter Bishop went to San Francisco, rounding out the first 10 selections. The lefty-hitting younger brother of Mariners outfielder Braden Bishop ranked among national leaders in home runs, RBI, total bases and runs scored.
Texas high school third baseman Brett Baty was the first of the four prospects in attendance to be selected, going 12th overall to the Mets. San Jacinto Junior College right-hander Jackson Rutledge was the second to be drafted, going to Washington at No. 17.


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Published at Monday, August 19th, 2019 - 06:32:43 AM. Kids Worksheet. By Galatee Barthelemy.
Helping a child handle his emotions might involve special programs that are targeted toward kids. A child is not going to benefit from an adult anger group, and they will not benefit from taking an anger management course. These recommendations while excellent for adults are too mature for a child. Their minds have not developed enough for them to be able to explain their feelings to other people yet. In all honesty, they may not understand what is going on themselves. A counselor does not expect a child to open up and tell him about his exact emotions which makes him angry. These details are discovered through a range of activities that teach anger management for kids.
It is very common to hear parents complain about their child has performance in school particularly in the math subject. For this reason, a lot of specialized learning institutions have been established both by the public and private sectors. Different learning institutions like private tutorials and workshop centers are much more focused on helping children not only understand the subject but most importantly overcome any possible frustration with the subject. While parents are struggling to find effective methods of teaching their children, children are also beginning to lose their interest in the subject because they are embarrassed, frustrated, and confused. Then they develop the I hate Math attitude.
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A new wave of television shows and movies are making their way to Netflix. Starting June 1, a couple of newer Pokémon items are also joining the streaming service. You will get to watch the latest feature film, Pokémon the Movie: Hoopa and the Clash of Ages. It stars Ash and friends as they meet a mischievous new Pokémon, Hoopa, and try to help it contain its massive power.
Along with the movie comes the second season of Pokémon: XY: Kalos Quest. Ash, Clemont, Serena, and Bonnie continue their adventure discovering new Pokémon, abilities, Mega Evolutions, friendships and more. You can catch up with the latest in the animated series at the beginning of the month.


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Barre Above Class
Event Details - Tell a Friend
Dance - Class/Workshop
|Date & Time:
Mondays, October 21, 2019 - November 4, 2019
|Suggested Audiences:
Find Local Food & Accommodations
East Roswell Branch Library
2301 Holcomb Bridge Road
Roswell, GA 30076
|This class is designed for a wide range of fitness levels, ages and bodies and delivers a fusion of ballet, Pilates, yoga and strength training to the workout. Beginners are welcome and mats are required. Join certified Barre Above instructor Janis Ashkin. Limited space. Sponsored by Friends of East Roswell Library, Inc. Age: Adult. 404.613.4050
|More Information:
Phone: 404-613-4050
Entered by: Atlanta-Fulton Public Library System (email@example.com)
Created: August 18, 2019 at 3:38 PM
The events posted on the Social Web are the creations of its users. Please contact the person posting the event with your questions or concerns. Commercial use of this content without the prior expressed written permission of the Social Web is strictly prohibited. See Legal Notice


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an investment and an electronic currency, it is important to understand the risks of this largely unregulated marketplace. For one, are you going to mine other coins than Bitcoin? There are real risks involved with investing in Bitcoin, as its value can fluctuate wildly. I agree to the site's privacy policy and terms of use We hate spam as much as you. Individual blocks must contain a proof of work to be considered valid. Mining software is an essential part of your mining operation. Spend Bitcoins, a currency directory, has nearly 6,000 companies on its database of retailers that accept Bitcoin. Among the asics supported by BitMinter you could find Antminer U1/U2, Block Erupter USB, Red/Blue Fury and more. Bitcoin uses the Hashcash proof of work. Recent IRS regulations denoting Bitcoin as property rather than currency for tax purposes will bring more transparency and security into the system.
Some financial experts view this regulation as a move that puts Bitcoin on the path to becoming a true financial asset. N/A.1645, antMiner.5 Th/s.098 W/Gh.1 pounds, yes. Bitcoin mining software review.
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They have displayed potential as an investment alternative, but are still not a must have asset class in your portfolio. Cons : Textual interface, going strong for many years, CGminer is still one of the most popular GPU/fpga/asic mining software available. Conclusion Bitcoin mining software is an essential component of any mining operation. BitMinter Pros : Easy and intuitive UI, The pools site is informative and approachable Cons : Supports only BitMinters pool, As of writing, the pool shows little activity Originally started as an idea to create a user friendly mining software, Bitminter is now a fully fledged mining. With Bitcoin, miners use special software to solve math problems and are issued a certain number of bitcoins in exchange. Mining sacrifices your computers computational processes to solve complex problems that keep the respective cryptocurrencys peer-to-peer infrastructure secure. Additionally, the tool includes its own MoneyMaker mode which allows you to instantly create a paper LTC wallet and connect to its own private pool. Unlike CGminer, BFGminer is designed specifically for fpga and asics and doesnt support GPU mining. It is recalculated every 2016 blocks to a value such that the previous 2016 blocks would have been generated in exactly two weeks had everyone been mining at this difficulty. Cons : GPUs not supported, Suitable for more advanced users. A proof of work is a piece of data which was difficult (costly, time-consuming) to produce so as to satisfy certain requirements. More importantly, it allows you to put your miner to work and start making money by connecting to a pool, or to the Bitcoin network if you are mining solo (not recommended).
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Sylvia Plath Essay
Sylvia Plath Essay
Length: 2097 words (6 double-spaced pages)
Rating: Term Papers
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Sylvia Plath was a gifted writer, poet and verbal artist whose personal anguish and torment visibly manifested itself in her work. Much of her angst stems from her warped relationship with her father. Other factors that influenced her works were her strained views of human sexuality, her sado-masochistic tendencies, self-hatred and her traditional upbringing. She was labeled as a confessional poet and biographical and historical material is absolutely necessary to understand her work.
Syliva Plath was born on 27, 1963, in Boston, Massachusetts to Otto Emil Plath and Aurelia Schober. Otto Plath was a professor of biology and German at Boston University. He was of German descent and had emigrated from Grabow when he was fifteen. Her mother was a first generation American; she was born in Boston to Austrian parents. Their common Germanic background indirectly led to their meeting in 1929. Aurelia Schober took a German class taught by Otto Plath. Aurelia was working on a master's degree in English and German at Bosto n University. Otto Plath was guided by his principles of discipline. Their background was one major source of for Sylvia's poetic imagery.
Sylvia's brother, Warren, was born on April 27, 1935. After Warren's birth, the family moved to Winthrop, Massachusetts just east of Boston. Otto's health began to fail shortly after Warren's birth. He thought he had cancer as a friend of his, with similar symptoms, had recently lost a battle with lung cancer. "He refused to seek medical care due to the lack of a cure or effective treatment at that time. In 1940 after suffering ill health for years, Otto was forced to see a doctor for an infection in his foot. The doctor diagnosed the illness Otto has been suffering from as not cancer, but diabetes- -and not do advanced that it threatened his life. Otto's leg had to be removed in October after he developed gangrene, and he spent the rest of his days in the hospital rapidly declining." (Nuerotic Poets) Otto Plath died on the night of November 5, 1940. Her fathers's death scarred her permanently; theirs was an extraordinarily close relationship. In 1942, Aurelia moved the family to Wellesley so that she could return to work despite her own health problems to support her family.
Sylvia began writing when she was only five years old. Her first publication was a short couplet she wrote when she was eigh...
... middle of paper ...
...hould be able to control and manipulate experiences even the most terrifying, like madness, being tortured, this sort of experience, and one should be able to manipulate these experiences with an informed and intelligent mind…." (Uroff 37)
Plath's work is valuable for its ability to reach today's reader, because of its concern with the real problems of our culture. In this age of gender conflicts, broken families, and economic inequities, Plath's forthright language speaks loudly about the anger of being both betrayed and powerless. She was hailed as literary symbol of the women's rights movement and a feminist writer of great significance. Sylvia Plath began by creating art that imitated life, but ended when life imitated art.
Works Cited
Butscher, Edward, ed. with and introduction. Sylvia Plath: the woman and the work. New York: Dodd, Mead, 1977.
Plath, Sylvia. The Journals of Sylvia Plath. Ed. Ted Hughes and Frances McCullough. New York: Ballantine Books, 1982.
Sylvia Plath. Ed. Brenda C Mondragon. n.d. Web. 18 May 2015. http://www.neuroticpoets.com/plath/
Uroff, Margaret Dickie. Sylvia Plath and Ted Hughes. Urbana: University of Illinois Press, 1979.
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Funny Children's Photos That Prove It's The Quiet Ones You Gotta Watch.
Kids can be a lot of things. They're smart, they're inspiring, and they always have a clever thing to say. They can bring so much joy to your life and the lives of others, it almost makes up for the fact that their habits can be endlessly frustrating. No matter how much trouble they get themselves into, there's no denying that kids are hilarious, full of energy, and often, wise beyond their years.
But for all the things that kids are, there's one thing you should know: When they go quiet, they're almost always up to something -- and sometimes, it's something very mischievous.
These kids all went quiet on their parents at one point or another, and what happened next ranges between funny and cringeworthy. These photos are proof that you really can't take your eyes off them for a second. And if you do, you simply can't be surprised when they respond with some serious outrageousness. #17 will make you LOL.
#1. Look, the ball pit is fun, but the smart kids know that the fun has it's limits.
And when jumping around like a maniac loses its allure, it's time to start color-coding things like the young genius that you are.
#2. This is totally epic.
The thing is, this little guy did follow the directions -- however, he just assumed that the teacher forgot to use a preposition. Draw ON your friend's face is what she really meant.
#3. We've all been here.
And not figuratively, either: If you've ever come across a cannon, you probably had the urge to look inside and see what the hell was going on in there. This little girl just went ahead and did it.
#4. He just loves fashion.
Or organizing. Or color coding. Or making a retail worker's life a living hell. It's hard to know for sure what he's thinking, but we're into this scene.
#5. Because when you're at the hospital, you deserve all the pizza.
Let's just hope that someone saw this kid's message from above and totally made their day.
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Toyota reveals rugged Corolla Trek for people with 'active lifestyles'
Toyota has introduced a new variant of its Corolla Touring Sports aimed at people who need a little more off-road ability from their daily car.
Dubbed 'Trek', it follows the tried and tested formula for such vehicles, featuring a ride height 20mm higher than the standard model to offer greater ground clearance, as well as protective cladding beneath the car to protect it when taking unpaved routes.
To make it stand out from the rest of the range, the Trek gets a honeycomb front grille, 17-inch alloy wheels, rear privacy glass, fog lamps and LED headlights. Inside, there's two-tone upholstery to match the wood-finish elements of the dashboard and the Trek logo on the door step and tailgate.
Standard equipment includes a seven-inch screen in the instrument binnacle, an eight-inch infotainment screen in the dashboard, and the latest version of Toyota Safety Sense, which includes a suite of driver aids.
The Corolla Trek is only available with petrol-electric hybrid engines, with a choice of a 122bhp 1.8-litre unit or 180bhp 2.0-litre.
The model is a collaboration between Toyota and Trek Bicycle, with 16 examples of the model being used as support vehicles for the European legs of the Trek-Segafredo World Tour cycle event.


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- $75,000 price
- 4936021 mls id
- Status: Active
Located approximately 6.5 miles from the Village of Millbrook. A serene private setting situated off Halls Corners Road and accessed by a private road known as Cedar Berry Lane. Stone Brook flows through the property. Only 3.3 miles away from Metro North Train Station in Dover Plains. The Board of Health approval will be updated by the current owners. Owners will consider financing with a minimum of 25% down.
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Located on beautiful Chestnut Ridge approximately 6.5 miles from the Village of Millbrook. Trains to New York City are available 3.3 miles away at the Metro North Station in Dover Plains. Stone Brook runs through a portion of the property. An excellent parcel to build your dream home. Owners...
Courtesy of: R. Ferris Real Estate, LLC
Listing Agent: Robert Ferris
Updated: 15th November, 2019 10:19 AM.
Lot 21, CEDAR BERRY Lane Dover, NY


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SAP's 2018 Integrated Report includes a section on Connectivity of Financial and Non-Financial Indicators that is a worthwhile read for any leader interested in results-oriented employee wellbeing, engagement, sustainability, and retention. Continue reading »
- Wellbeing
- Top 10 2018
- Data
- total worker health
- burnout
- EAPs
- Workplace Mental Health Resources
- Uncategorized
- Communications
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- Employee Wellness Programs
- Stress
- Featured
- job design
- job strain
- industrial organizational psychology
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- All Categories
Wellness thought leaders, under the guise of "wellness isn't just about physical health," brush physical health aside as if it's no longer our concern. We're all about connection, humanization, and collaboration.
Flu prevention? Physical activity? Nutrition? What could these possibly have to do with wellbeing?
Back in 2014, in a webinar I led with Rajiv Kumar, M.D. — now President and Chief Medical Officer of Virgin Pulse — I encouraged action to address the wave of e-cig users coming employers' way. I admit that I've been surprised vaping didn't come to a head sooner for employers, but we can't put off the inevitable.
Employers generally have gotten away with just folding e-cigs into their no-smoking policies. Now, with estimates of more than 25% of high school students having vaped within the last 30 days, and the national spotlight shining on the risks of vaping, are employers geared up to play a role in this emerging public health crisis?
We still have a lot to learn about vaping. Here's some basic info from the CDC to get you started.
You know those organizational inventories we recommend for other dimensions of wellbeing? Before launching a physical wellness program, for example, we conduct audits of workplace factors that influence physical health, like pretty stairwells, healthy food in vending machines, and so forth. Before launching a culture-of-health strategy, we assess the current state of the organization's culture, using criteria like "Is wellness mentioned in the company's mission statement?" and "Does the CEO visibly model wellness behaviors?"
We should do the same with our ever-popular financial wellbeing strategies. Before launching strategies to promote savings, budgeting, debt management, and retirement planning, let's assess Continue reading »
False News About Burnout Spreads Like Wildfirein Data, burnout, Uncategorized, Wellbeing, Stress, industrial organizational psychology
This week, CBS News, CNN, and other major outlets blared headlines and articles — most accompanied by photos of office workers collapsed face-down on their desks — claiming that burnout had officially been recognized as a disease. The news spread like wildfire but was almost completely unfounded. Continue reading »
Health Circles — A Hospital's Evidence-Based Solution for Better Employee Health and Performancein Wellbeing, job design, industrial organizational psychology
Health Circles is a structured process in which employees hold facilitated meetings over a course of time to identify what's holding their health back and what can be done to improve it – with an emphasis on job design and the psychosocial health risks at the workplace.
This excerpt from a webinar (hosted by Lumity) describes a multi-year, controlled study of hospital nurses and aides at a hospital Continue reading »
What wellness vendors sell, and what employers buy, often contrasts with what employees want. Over the course of my career, I've heard directly from more than 100,000 employees via surveys and face-to-face interactions, and this is one of the most valuable lessons I've learned.
Using an unscientific approach, I've summarized some of the differences below. Continue reading »
California mandates that publicly traded companies based in the state have a minimum of one woman on their boards of directors by the end of 2019. If the new regulation survives anticipated legal challenges, representation will increase: By the end of July 2021, companies have to have at least 2 women on boards of 5 members; at least 3 women on larger boards.
If states can require corporations to place women on their boards, how far are we from Continue reading »
Webinar: Wellness, Wellbeing, and Workforce Sustainability — 3 Routes to Employee Wellness and Optimal Performancein Uncategorized, Wellbeing, Employee Wellness Programs, Stress
Big thanks to the folks at Lumity, Inc. for inviting me to present the webinar "Wellness, Wellbeing, and Workforce Sustainability: 3 Routes to Employee Wellness and Optimal Performance." If you missed it, check out the recording.
In this orderly mash-up, I present about 40 years of work in 33 minutes (plus Q&A). It has something for everyone — from the HR generalist who's been assigned to wellness but may not know much about it, to veteran managers of comprehensive programs trying to figure out what does and doesn't work. I cover
- the premise of health risk costs and risk reduction;
- the distinctions between wellness and wellbeing;
- ROI vs. VOI;
- typical wellness program components;
- work, stress, and health;
- job crafting.
Without being overly prescriptive, I offer my own interpretations of evidence and practices, some of which you'll find immediately applicable and some of which will irk you to no end. This link, exclusively for my blog readers, takes you directly to the recording.
I've practiced mindfulness and meditation since 1977, and have had the good fortune to have learned from some of the greatest teachers in the world.
In 2000, I took personal vows to commit my life to mindfulness (admittedly, I haven't been diligent in recent years).
In my 2003 book — now out-of-print — the longest chapter was called, "Mindfulness: The Secret to Health Change?"
Around 2004, I founded a small mindfulness group in upstate New York that is still going strong.
If I had final words of wisdom to offer my kids, I'd commit my last breaths to advising them to practice mindfulness.
That said, I still believe mindfulness is being oversold in the corporate and wellness worlds.
Wellbeing — What Is It Good For?in Uncategorized, Wellbeing, industrial organizational psychology, job crafting
In previous posts about the transition from wellness to wellbeing, I neglected to address the studies of wellbeing — including many attempts to define it — that were done before corporate America appropriated the term.
As legendary occupational psychologist Sir Cary Cooper says, "Define wellbeing? We can't even agree on how to spell it Hyphen or no hyphen?" (I've paraphrased Sir Cary.)
One employer survey defined wellbeing by contrasting it with health and wellness. In an article called "Survey Shows Shift from Wellness to Holistic Wellbeing," the investigators declared:
"Wellness programs focus on physical health while well-being addresses 'all things that are stressors in an employee's life.'"
So far, so good.
Then they wrote:
" Improving employee health was the most frequently mentioned (82%) reason for offering well-being programs, followed by: decrease medical premiums and claim costs…"
If those two quotes don't have you scratching your head, you're reading too fast. Please back up and keep rereading until you're appropriately distressed.)
Gallup's Essential Elements of Wellbeing
In recent years, Gallup describes wellbeing, based on their massive surveys, as consisting of (these are verbatim):
- Purpose*: liking what you do each day and being motivated to achieve your goals
- Social: having supportive relationships and love in your life
- Financial: managing your economic life to reduce stress and increase security
- Community: liking where you live, feeling safe, and having pride in your community
- Physical: having good health and enough energy to get things done daily
In 2010, Gallup's Tom Rath and James Harter published "Wellbeing: The Five Essential Elements." The book served up the same five elements that Gallup advocates today, except the book used the label "Career," whereas Gallup now calls the same element "Purpose." Hmmm.
Gallup, with their partner Healthways (which eventually was acquired by Sharecare — creating the Gallup-Sharecare pair) argues that employers should address all five elements of wellbeing. For a price, they offer consulting services to help.
Employers faithfully adopted the five elements, depicting their wellbeing program goals with circles perfectly divided into equal parts — each representing one of the five elements — sometimes shoehorning in another element or two, like "emotional," "environmental," or "spiritual."
But employers have not been well-served by their simplistic pie diagrams, which are used as virtual checklists to perfunctorily confirm that each element is addressed…
A fragmented effort to address what is in wellbeing, rather than a cohesive strategy to support what wellbeing is, may be one reason why, in practice, nothing but the name has changed.
Subjective Wellbeing
Since his groundbreaking review, "Subjective Wellbeing," first appeared in 1984, psychologist Ed Diener has probably published more wellbeing research than anyone. Though Diener evaluated the elements of what he calls "subjective wellbeing," he defined it not by its elements but by the experience. To Diener, wellbeing is…
"…how people evaluate their lives — both at the moment and for longer periods… These evaluations include people's emotional reactions to events, their moods, and judgments they form about their life satisfaction, fulfillment, and satisfaction with domains such as marriage and work. Thus, subjective wellbeing concerns the study of what lay people might call happiness or satisfaction."
"Happiness or satisfaction." Isn't that what we always knew wellbeing to be, before we picked it apart?
I Feel Good!
With the various definitions of wellbeing circulating helter skelter, Uncle Sam (in the form of the CDC) played peacekeeper:
"There is no consensus around a single definition of well-being, but there is general agreement that at minimum, well-being includes the presence of positive emotions and moods (e.g., contentment, happiness), the absence of negative emotions (e.g., depression, anxiety), satisfaction with life, fulfillment and positive functioning. In simple terms, well-being can be described as judging life positively and feeling good."
Rath and Harter's description of wellbeing and other definitions of wellbeing emphasizes how you get there — the road to wellbeing. Diener and other psychologists emphasize how you are when you arrive.
Wellbeing and Burnout
Diener mentioned marriage and work, referring to domain-specific wellbeing. Here's where that comes into play…
In job crafting research — as with a lot of organizational development research — "wellbeing" often is measured in the work domain only. Work wellbeing doesn't just mean job satisfaction; it goes deeper to how employees are.
How do you measure how employees are at work?
For perspective, consider the symptoms of burnout:
- Exhaustion
- A feeling of not making a difference
- Cynicism
It's not unreasonable to say that the opposite of burnout is work wellbeing — having energy, purpose, and optimism at work. This is why burnout metrics have, sometimes, been used to measure work wellbeing.
Focusing on work wellbeing — which, on the surface, seems to be just one domain — may be heresy to employee wellness leaders looking to check off their list each element of wellbeing.
But employee wellbeing programs risk getting in their own way if they try to do too much. Would it make sense to help employees thrive at work — the domain over which employers have most control — before trying to get them to thrive in, say, relationships, community, or even physical health?
On one hand, focusing on work wellbeing seems to contradict arguments against checking the elements off one-by-one. On the other hand, if the elements are interdependent, bolstering work wellbeing helps support the other elements. And if the others are supported at the appropriate time and place, work wellbeing will benefit.
The Secret About Wearables Is That There Is No Secretin Uncategorized, Wellbeing, Employee Wellness Programs
Last year, online media had a field day when a survey showed that one third of respondents who owned a "wearable" activity tracker stopped using their device within six months. The firm that conducted the survey referred to this as "the dirty secret of wearables." But it's premature to judge this disengagement rate, and there's no secret to keep. Sixty-six percent adherence for wearables after six months may, in fact, be something to celebrate.
Is It Time to Disengage from Disengagement Rates?
We haven't identified universally accepted goals for activity trackers (by "trackers," we're talking here about devices like Fitbits, Jawbone Ups, and the like). Is the purpose to increase activity? To lose weight? To (perish the thought) have fun? Without goals, there's little we can say about effectiveness or the significance of disengagement rates.
The assumption behind the negative publicity for disengagement rates implies that users should wear their trackers indefinitely. But…Says who? Many consumers wearing a tracker for the first time will see, within a few days, that they aren't as active as they thought. This may be a first step to modifying behavior, even if they ultimately rely on non-tracker strategies to make changes, and even if those strategies take place at a later date.
Business Insider writer Erin Brodwin recently published an article called, I Tried Fitbit for a Month, and Taking It Off Was the Best Decision I've Made. Judging from the title, we might think that Brodwin's story is a testimonial to the transience of tracker engagement (or that she needs to make better decisions in her life). And it may be. But this observation she makes near the end of the piece may exemplify unexamined potential of wearables:
I still do some of the healthier things I learned to do with my Fitbit, like taking the stairs at work and going for a walk when I take a phone call.
In Brodwin's case, sustainability of her Fitbit use would have been the wrong metric if her goal was to increase physical activity.
Do One Third of Users Disengage with Wearables after Six Months? Or Do Two Thirds Continue?
What benchmark are we using to judge sustainability of engagement with wearables? Do we compare it to the 20% of patients that drop out of psychotherapy early? Or to the attrition rate for Crossfit, physical therapy, yoga, walking groups, Weight Watchers, or gym attendance? What about mindfulness, our panacea du jour? What percentage of mindfulness practitioners sustain their efforts for more than six months?
I don't have credible citations for disengagement rates on any of these potential benchmarks, because hardly anyone's even asking the question. But, by most accounts, a 66% adherence rate after six months compares favorably to…well, just about anything that requires effort.
Previous research on pedometers and early-day accelerometer devices has shown they can be useful tools for increasing physical activity…when they're integrated with a sound behavioral program. And this was the optimistic conclusion of the "dirty secret" survey — that use of wearables can be sustainable when integrated with behavioral approaches.
Through my job, I've overseen the distribution of thousands of pedometers and hundreds of modern tracking devices to people engaged in top-tier behavioral programs lasting several weeks, often offered periodically throughout the year. The pedometer users, I did indeed find, are usually eager to abandon their device in the junk drawer after a program ended. But those who stop wearing their pedometer after eight weeks tend to be perfectly happy to resume wearing it when the next program rolls around. And I've seen unpublished data showing that the effects of this intermittent participation on activity levels is sustainable for more than a year. Using it or not using it for the first six months of ownership doesn't seem essential.
Our wearable technology is ahead of our research. Do we know what consumers expect from trackers? Not everyone wearing a tracker wants to change. Some may be quantified-self devotees. Some enjoy a tracker as an expensive toy.
As for me: I need to have an activity tracking device because I'm in the business, and I'm extra motivated to continue so that I can contribute my data as a subject in the Heart Study (which, I hope, may ultimately resolve some of our questions about wearables). If my job was unrelated, I doubt I'd pony up the bucks for a glorified pedometer.
Calorie-counting apps have come under similar criticism, but there's no arguing that expectations of these apps are more clearly defined. Consumers come to these apps to lose weight, though research shows that attrition is high and that the apps, perhaps like wearables, are useful as a measurement tool and not a standalone strategy.
I use MyFitnessPal to track calories for 3 to 4 weeks each year. In the first three weeks I used it, I suffered the revelation that I consumed more daily calories in snacks than I did in meals. While I caution that n=1 — my experience may be irrelevant to anyone else's — approximately three weeks was all it took to trigger a lasting change in my eating patterns. I consider that a win and, as of this moment, it's no secret.
[This post was originally published on Medium.com on May 18, 2015]
I've compared, in a separate post, the terms health, wellness, and wellbeing.
But even "wellbeing" doesn't go far enough. The term, as it's typically used in employer circles, overlooks the interaction between an employee's wellbeing and their work — the job conditions, the people they work with, the support they receive… indeed, all the way to the very way work is done. The consequences of a sustainable workforce are the very ones employers seek: work engagement, productivity, consistent attendance, and retention.
One of the best descriptions of workforce sustainability is offered by researchers Ellen Kossek, Monique Valcour, and Pamela Lirio in their chapter, The Sustainable Workforce: Organizational Strategies for Promoting Work–Life Balance and Wellbeing, published in the book Work and Wellbeing: A Complete Reference Guide:
"A sustainable workforce is one where the work environment is caring and supports employee wellbeing. Employees are not seen as primarily resources that can be deployed (and depleted) to serve employers' economic ends. Their skills, talent, and energies are not overused or overly depleted. They are not faced with excessive workload nor with a relentless pace of work for weeks or years on end. During times of crisis (e.g., natural disasters, sickness), employees are given time to recover or seek the extra resources they need to be able to perform in the future. Burnout is avoided and workers are given time for renewal.
"When human resources are used in a sustainable way, employees are not only able to perform in-role or requisite job demands, but also to flourish, be creative, and innovate. Sustainable human resource management practices develop positive social relationships at work, which enhances business performance, including greater cohesion among organizational members, commitment to common purpose, hope for success, resilience, knowledge sharing, and collaborative capacity."
There's no secret sauce to achieving a sustainable workforce. But it's important to understand the essential elements of workforce sustainability when implementing a wellness program, so that program offerings are crafted through a sustainability lens.
I recently read an article about business's revolutionary transition from employee wellness to wellbeing. "Historically speaking," the author wrote, "wellness has been thought of as strictly pertaining to physical health, usually measured by biometrics."
But, accurately speaking, this is not so.
Of course, there's no single arbiter who can proclaim what exactly health, wellness, or wellbeing mean, but it's worth understanding some of the ways these words have been interpreted in order to fully appreciate the implications, or lack thereof, of the "transition" from wellness to wellbeing
"Health" was defined by the World Health Organization (WHO) in 1946 as
a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.
WHO's definition, incorporated into its constitution, remains unchanged to this day. But in 1986 the organization held an International Conference on Health Promotion in Ottawa, which resulted in the famous Ottawa Charter for Health Promotion that elaborated on the definition, stating,
An individual or group must be able to identify and realize aspirations, to satisfy needs, and to change or cope with the environment. Health is, therefore, seen as a resource for everyday life, not the objective of living. Health is a positive concept emphasizing social and personal resources, as well as physical capacities.
The Charter went on to list the conditions for health: peace, shelter, education, food, income, a stable eco-system, sustainable resources, and social justice. A far cry from biometrics.
In the late 1950s, the chief of the US Office of Vital Statistics — Halbert Dunn, MD — described a dynamic state-of-being he called "high-level wellness." This is generally considered the founding of wellness, and Dr. Dunn's sermon-like lectures reveal his concept to be anything but a simple embodiment of physical health. Dr. Dunn said…
The state of being well is…a fascinating and ever-changing panorama of life itself, inviting exploration of its every dimension.
I believe Dr. Dunn was amplifying — not refuting — WHO's original definition, and the Ottawa Charter later adopted much of his take on wellness as a never-ending interaction with the environment.
But Dr. Dunn's framework may have proven too cosmic for the mainstream. And many thought leaders have since distilled wellness into the sum of its various dimensions.
The National Wellness Institute adopted a model that incorporates six dimensions of wellness — occupational, physical, emotional, spiritual, intellectual, and social. Others have divvied wellness up into five, six, seven, or eight dimensions, sometimes tossing in a "relationship" dimension, sometimes "environmental," "financial," or "community." A quick image search reveals a galaxy of multidimensional wellness models in the shape of pies, hexagons, prisms, Venn diagrams, concentric circles, and geodesic domes.
I don't know exactly how "wellbeing," in the last few years, worked its way into the hearts of employers and the wellness industry. But one catalyst probably was the bestselling book, The Five Elements of Wellbeing, by Tom Rath and Jim Harter. Both authors are workplace consultants with Gallup (a partner of wellness vendor Healthways) and entrepreneurial marketers with a track record of successfully persuading employers to their way of thinking.
Rath and Harter argue, based on Gallup findings, that wellbeing is more profound than health and wellness, incorporating career, social, financial, physical, and community wellbeing. Sound familiar?
In practice, employers are rallying around mindfulness programs and financial planning, and repackaging stress management as resilience, and using these incremental expansions of the status quo as markers to distinguish wellbeing from wellness. Ultimately, the transition amounts to little more than a name change.
That's fine.
I'm more than happy to dispose of the word "wellness." I never cared for it — not because of its definition, but because it has failed to resonate with employees or the public at large. And I see no harm in calling it wellbeing instead of wellness. Certainly, while the employee wellness industry has been celebrating this "transition," I doubt many employees have noticed a difference.
Besides, I'm open to the evolution of language, as long as it isn't contrived to cover up a deception (like calling participation "engagement," which I'm sure no self-respecting wellness professional would ever do).
Here's my bottom line based on this incomplete and superficial exploration of the terms health, wellness, and wellbeing: Some people are inclined to see connections, whereas others are more drawn to compartmentalize. Maybe surgeons and benefits directors are more likely to see what's tangible and quantifiable, while artists and farmers see the whole and the dynamics it contains. Both points of view probably deliver value.
Either way, I'm guessing that anyone who views health and wellness as only physical phenomena is likely to see wellbeing the same way. Others who view these concepts holistically are likely to do so regardless of the labels we attach to them.
Health, wellness, wellbeing: In the end, what we call it won't matter as much as how we think of it…and how we act on it.
(Originally published on LinkedIn May 3, 2016)
10 Books for Wellness Afficionadosin Uncategorized, Wellbeing, Communications, job design, job strain
Summer's here, and it's time to unstrap the Fitbit and track some physical inactivity — the kind, for example, that takes place while reading. Pictured here is a pile of books that I'd recommend, or almost recommend, to wonky wellness professionals who have been at it for a while and are still searching.
You may think it weird that some of these books are old or even out-of-print. What good does an out-of-print book recommendation do you? Well, sometimes the story of a book is worth telling just as much as the story inside it.
Starting at the bottom of the pile…
Making Health Communication Programs Work.
Can you imagine there was a time — from 1989-2004, to be exact — when the US government gave this health communication book away for free? All you had to do was call and ask. This was the authoritative source on health communication — with more of a public health bent rather than employee wellness — affectionately known to health communicators as "The Pink Book."
The good news is that you can get the final version of the book as a pdf. Who cares if it doesn't include the last 13 years of developments? Who cares if the last entry in the glossary is a definition of "World Wide Web"? The book still covers an evidence-based approach to health communication theory and practice, with some behavioral change theory thrown in to boot. Get on it.
Manufacturing Knowledge: A History of the Hawthorne Experiments.
I've been studying the Hawthorne experiments for the last couple of years, and have assembled quite the collection of yellowed, musty, out-of-print books, this being one of the most important and, published in 1993, the most recent. At the heart of the matter is the field study of workers, supplemented with detailed interviews of 23,000 workers, under different conditions at Western Electric's Hawthorne plant outside Chicago, in the 1920s and early 1930s. It stands as one of the most important studies of workers, management, and productivity ever.
While the Hawthorne researchers weren't committed to worker wellbeing as we think of it, they did recognize wellbeing as relevant to productivity. And much of what we believe today about management styles, leadership, employee engagement, and teamwork was rooted in the Hawthorne research. Forget the fact that it started as a study of lighting, or that it had an entire category of bias named after it. Most experts today believe that if there is such a thing as the Hawthorne effect — in which research subjects change their behavior simply as a response to being observed — it didn't occur at Hawthorne.
Let's get real… You're not going to read an old book about a 90-year-old study. So take 9 minutes to listen to this peppy BBC podcast on the topic. Regardless of the Freakonomics interviewee drawing an unfounded explanation of the Hawthorne findings, the podcast may start to give you a sense of how important the Hawthorne experiments are to our understanding of work, motivation, and even research design.
Healthy Work: Stress, Productivity, and the Reconstruction of Working Life.
Yup, out-of-print — I don't know why, as this is a seminal classic about the relationship between work and health, in which Robert Karasek, one of the most important worker health researchers of our time, lays out the case for the demand/control model of job strain.
Healthy Work may be too technical for a lot of people, but if you can get your hands on a copy, it's great to keep around and skim through whenever you have a chance. Healthy Work changed how managers, health agencies, and labor organizations around the globe think about worker health.
Health Behavior and Health Education.
Get the 2015 version (5th edition), which is called Health Behavior: Theory, Research, and Practice. Health behaviors aren't the foundation of employee wellbeing. (Exposures are.) But whether you agree with me or are convinced that, like people always say, "it all comes down to behavior," isn't it important to understand what makes health behavior tick?
The Workplace and Cardiovascular Disease.
This book was published in 2000 predominantly for clinicians and other wonks. It gets highly technical — so it's not something you'll want to read at the beach. But I keep it handy on my desk. It's a collection of evidence documenting the relationship between work, psychosocial job stressors, and health, and suggesting a causal relationship — that is, bad jobs lead to poor health. The rigor of the studies contrasts with the vendor- and employer-fueled quasi-science to which wellness professionals are customarily subjected.
Amazon usually sells The Workplace and Cardiovascular Disease, used, for less than 10 bucks. If you want something cheaper and more current, you can try to access the article, "Globalization, Work, and Cardiovascular Disease," published in 2016 in the International Journal of Health Services. Two of the article's authors, distinguished researchers Peter Schnall and Paul Landsbergis, were among the editors of the book.
Why Nobody Believes the Numbers.
The only thing I find more painful than hearing our industry called the "ignorati" is noticing that we often do ignore criticism. Sure, we've all been paying the price for Al Lewis's book ever since it was published, but we can be thankful that someone cast skepticism on the claims of the wellness industry. I don't know if this is Al's goal, but it is mine: To get better at supporting the wellbeing of the American workforce. In order to achieve this, we need to be able to assess our practices critically, and this book rallies us to do just that.
The Elements of Style.
Because writing!
Overwhelmed: Work, Love, and Play When No One Has the Time.
Former Washington Post reporter turned work-life balance hunter, Brigid Schulte, endeavors to wake up America to the mess we've gotten ourselves into by putting obsessive "busyness" and profits ahead of our kids, our spouses, and ourselves. Schulte deconstructs an American culture driven by a destructive sense of individualism and machismo that puts us on a never-ending treadmill — the unhealthy kind — as well as the policies and gender inequality that keep us there. She draws upon the experience of her own work and family life, and visits Denmark where the possibility of a better way reveals itself to her.
The Status Syndrome.
Health is influenced by social status — specifically, our position in the spectrum of autonomy and of full participation in society. The workplace is a microcosm for this "social gradient." Epidemiologist and author Sir Michael Marmot, who has devoted his career to spotlighting the social determinants of health, led the Whitehall studies — investigations into the work lives and the health of thousands of British civil service workers. Whitehall II is among the most important studies of worker health, but — as with much of the excellent research from Europe and other countries around the globe — is noncommercial and, consequently, infrequently discussed at American wellness conferences. Sir Michael once wrote in Lancet,
Healthy behaviors should be encouraged across the whole of society. More attention should be paid to the social environments, job design, and the consequences of income inequality.
If you're not ready for The Status Syndrome, read the pdf pamphlet "Work, Stress, and Health: The Whitehall II Study."
Triangle: The Fire that Changed America.
Of all the books in my pile, this is the one I most enjoyed reading. If it's nothing else to you, it's a heart-wrenching story well told. Triangle also is filled with historical detail about working life that, for many, will continue to resonate today. The importance of the Triangle Factory fire — along with the events that preceded it and those that ensued — remind us of the context for worker wellbeing, and how it represents something more profound than lower health care costs or even improved morale.
Worthwhile reading, but not in my pile:
- Workplace Wellness That Works, by Laura Putnam. At this point in my career, I learn most by delving into topics that are unrelated or only somewhat related to wellness. I don't own Laura's book, but I flipped through a co-worker's copy and found it to be thorough and well-researched. This is the book I'd recommend to someone who's looking for wellness ideas or trying to assess the evidence basis for employee wellness.
- Quiet: The Power of Introverts in a World That Can't Stop Talking, by Susan Cain. Quiet raises consciousness about what life is like for the large segment — perhaps the majority — of employees who consider themselves introverts. This is relevant as we plan our wellness programs and events and target our communications. Quiet isn't on my pile because I lent it to someone and never got it back. I'd like to think that's some sort of endorsement.
- Any text on occupational health psychology. I like The Handbook of Work and Health Psychology, but others will do. Just as we should understand health behavior if we want to influence employees' exercise and eating habits, we need to learn the science behind stress, burnout, adjustment to change, resilience, depression, motivation, and engagement.
Even if we don't always understand the science of worker health, we benefit from recognizing that there is science to worker health.
For those interested in evidence-based approaches to wellness, reading these or similar books will be a breeze this summer.
Recently, I chatted with the Human Resources director from an employer known for encouraging "fun at work." The company had the usual symbols of a fun workplace: foosball tables, slides, Xbox, pie-eating contests, and parties for every occasion. The HR director boasted about parades, in which employees construct floats, dress up in costumes, and march around the office to mark company milestones. I asked, "What if you don't want to join the parade?" No problem. If you're not the parading type, you can work on building a float. "Everyone is expected to participate in some way," she told me. "Our employees know what kind of place this is when they accept a job."
Fair enough. But count me out. When the data reconciles, when I have that eureka moment of identifying a creative solution to a work-related problem, when a team member rises to a new challenge or lights up when recognized for a job well done… That's what I call fun. Some employees enjoy the fun of work, and don't depend on adding fun to work.
Much of what passes for "fun at work" — parties, games, playground apparatus, contests, dress-up, etc. — represents little more than workplace tyranny of extroverts over introverts. And studies show, according to author Susan Cain, that one third to 50% of employees are introverts. So consider that half of your workforce may experience fun by setting their minds to their work, and they may be put off by someone else's brightly colored and boisterous version of fun.
Lately, the social web has shone a light on "surface acting" in the workplace and the body of research, albeit thin, which suggests that being compelled to demonstrate positive emotions — like when service workers are required to smile and chirp to customers, regardless of what they are actually feeling — leads to emotional exhaustion, stress, and reduced productivity.
(Surface acting occupies one end of a spectrum of emotional labor — in contrast to physical labor — opposite the more intrinsic deep acting. For more info about emotional labor, check out the pdf, When The "Show Must Go On": Surface Acting and Deep Acting as Determinants of Emotional Exhaustion and Peer-Rated Service Delivery," which was published in the American Journal of Management).
While most research demonstrating the negative effects of surface acting is based on studies of frontline workers such as customer support reps, food servers, hair stylists, clinicians, and first responders, blogger Mike Pearce — in a post called Surface Acting: Bad for Business and Your Health — points to a study suggesting that expressing inauthentic emotion in meetings is linked to employee burnout and turnover. Indeed, it's not unheard of for supervisors to warn office workers — even those who have no exposure to customers — to smile more, a directive that serves no purpose other than allowing the supervisor to perpetuate their own delusion of leading an energized team.
In a LinkedIn post called The High Cost of Acting Happy, Time magazine contributing writer Annie Murphy Paul proposed well-founded alternatives to forced happiness:
Train workers well, so that they satisfy their customers with good service. Offer them congenial working conditions, so that they're glad to be at work. Allow them more personal control over how they do their jobs (research shows this can buffer the stress imposed by surface acting). And provide them with opportunities to develop genuinely warm relationships with managers, coworkers, and customers—so that employees have something real to smile about, and so that when they tell someone to "be well," they mean it.
Paul's advice is rooted in evidence that maps how employee well-being is a product of healthy organizations and job design rather than employee behavioral change.
Do employers' attempts to foster fun at work actually promote surface acting and its unwelcome outcomes? Do employees really want fun at work? Does contrived fun serve any purpose whatsoever? We'll need more evidence to know for sure. In the interim, here are six tips for keeping the fun fun, and for keeping the surface acting at bay:
- Genuine fun arises effortlessly. It may come organically to some workplaces whose culture is well suited for it. If you try to have fun, you're not likely to.
- Allowing people to bring their individual authentic personalities to the workplace, to express them freely, and to socialize according to their own desires, may be more fun than so-called fun-at-work events, campaigns, or games.
- Not all employees seek fun in the workplace, and not every organization needs it. Tune in to employee demographics and organizational culture.
- Fun in the workplace efforts may not be the only employer contrivances that promote a culture of surface acting. Be on the lookout for unintended consequences of the increasingly popular resilience and positive psychology initiatives so that stress, sadness, depression and even everyday introversion are not stigmatized.
- What employees and employers sometimes perceive as a need for more fun may actually be a need for something else — gratification, camaraderie, satisfaction, purpose, hope, inspiration, or self-expression.
- Based on studies of surface acting, expecting employees to act like they are having fun may lead to burnout, job dissatisfaction, turnover, and absenteeism. And that's no fun for anyone.


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Executive Management
Essex's management team consists of dedicated professionals responsible for executing a focused investment strategy. The Company's senior executives have worked together at Essex for roughly 20 years.
Michael J. Schall
President & Chief Executive Officer
Mr. Schall, Director, is the President and Chief Executive Officer of the Company. He previously served as the Senior Executive Vice President and Chief Operating Officer for the Company from 2005 to 2010, during which years he was responsible for the strategic planning and management of the Company's property operations, redevelopment and co-investment programs. From 1993 to 2005, Mr. Schall was the Company's Chief Financial Officer, responsible for the organization's financial and administrative matters. He joined The Marcus & Millichap Company in 1986. He was also the Chief Financial Officer of the Company's predecessor, Essex Property Corporation. From 1982 to 1986, Mr. Schall was the Director of Finance for Churchill International, a technology-oriented venture capital company. From 1979 to 1982, Mr. Schall was employed in the audit department of Ernst & Young (then known as Ernst & Whinney), where he specialized in the real estate and financial services industries. Mr. Schall received a B.S. from the University of San Francisco. Mr. Schall currently serves as a member of the Board of Trustees of Pebblebrook Hotel Trust, Inc. Mr. Schall is a Certified Public Accountant (inactive) and is a member of NAREIT, the National Multi Housing Council, the AICPA, and the Board of Governors of NAREIT.
John F. Burkart
Sr Executive Vice President & Chief Operating Officer
Mr. Burkart is responsible for leading the Asset Management, Property Operations, IT and Business Intelligence departments. His responsibilities include overseeing overall Operations and Portfolio Management including the redevelopment program, resource management, due diligence, facilities, the condominium portfolio, dispositions, and the commercial division. During his tenure at Essex, Mr. Burkart lead the integration of the BRE and Essex merger and has had a variety of responsibilities including oversight over the Research Department, the Operations Portfolio in the Northern Division, the Private Equity business, debt financing and obtaining the corporate credit rating. Prior to joining Essex in 1996, Mr. Burkart was a real estate consultant for various companies including Essex during the period of the IPO. Mr. Burkart began his real estate career in property management at Pacific States Management where became the Vice President responsible for the management of a portfolio including office, multi-family and security storage assets as well as oversight of the accounting department. Mr. Burkart received a Bachelor of Science degree in Finance from San Jose State University in 1987 and a MBA degree in Real Estate from Golden Gate University in 1993.
Angela Kleiman
Executive Vice President & Chief Financial Officer
Ms. Kleiman oversees the Private Equity, Capital Markets, Economic Research, Accounting, Financial Planning, Internal Audit and Investor Relations departments. Ms. Kleiman was responsible for the overall transaction management for the acquisition of BRE Properties which successfully completed in April 2014. She joined Essex in 2009 to manage the Private Equity platform and grew the business from $750 million to $3 billion in gross assets. Prior to joining Essex, Ms. Kleiman's real estate career focused primarily on institutional investment management and investment banking. As a Senior Equity Analyst and Vice President of Investor Relations at Security Capital, she was responsible for over $2 billion of the firm's REIT investments and all client communications. As a Vice President with J.P. Morgan Real Estate & Lodging Investment Banking Group, she advised senior management and boards in strategic business platforms and capital markets transactions. Ms. Kleiman began her career in real estate development management in 1991. She holds a Bachelor of Science from Northwestern University, and a Master of Business Administration from the Kellogg School of Management. She is a member of NAREIT and NMHC.
Adam W. Berry
Co-Chief Investment Officer, Development
Mr. Berry is responsible for leading the Development department and overseeing dispositions at the Company. Mr. Berry joined Essex's Acquisitions group in 2003, where he covered the LA, Ventura and Bay Area markets, leading over $1.4B of acquisitions, joint ventures and developments. Beginning in August 2012, Mr. Berry shifted over to the Asset Management group to oversee the Company's redevelopment, capital, dispositions and overall asset management activities. He was also instrumental in the BRE merger, overseeing the valuation and due diligence phases of the transaction. Mr. Berry joined the Development team in 2017 to oversee land acquisitions along with continuing to manage the Company's dispositions. Prior to joining Essex, Mr. Berry practiced law for two years as a corporate and securities attorney at Wilson, Sonisini, Goodrich and Rosati in Palo Alto. He received a Juris Doctor (J.D.) degree in law from University of Southern California in 2001 and a Bachelor of Science (B.S.) in Biology from University of California, San Diego in 1995.
Craig K. Zimmerman
Co-Chief Investment Officer/Executive Vice President, Acquisitions
Mr. Zimmerman is responsible for acquisition activities. He joined Essex's predecessor, Essex Property Corporation, in 1984 and was responsible for all West Coast multi-family acquisitions. Prior to joining Essex, Mr. Zimmerman was the Vice President of Acquisitions with Prometheus Development Company, a national real estate developer and a principal in Zimmerman Properties. From 1975 through 1978, Mr. Zimmerman worked as a real estate acquisitions specialist for American Equities Corporation. He received a Bachelor of Arts degree in Rhetoric from the University of California at Berkeley in 1974.