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4th Annual Voinovich Public Innovation Challenge
Submission deadline: September 1, 2020
Your NASPAA Institution is invited to join a 'pitch competition' in honor of the late Sen. George V. Voinovich. He believed creativity and innovation were critical to effective public service, declaring "the government's highest calling is to empower people and galvanize their energy and resources to help solve our problems, meet our challenges, and seize our opportunities."
The Voinovich Public Innovation Challenge is an annual event that highlights exciting new strategies for enhancing student education, addressing unmet needs, advancing knowledge, and/or improving programmatic efficiency or effectiveness. This year, we're focusing on COVID-19 and the related economic crisis. If your innovative approach to teaching, community engagement, research, or administration is selected as one of the three finalists, you will receive:
- An opportunity to present your idea at the 2020 NASPAA Virtual Conference
- A chance to win a $10,000 award to launch or further develop your innovation
To apply, interested faculty or professional staff must:
- Have developed an innovative approach to enhance students' education, address an unmet need, advance understanding in the field, and/or improve programmatic efficiency or effectiveness.
- Create a two-page written overview, telling us what you are doing and how it works. Submission deadline: September 1, 2020
- Be prepared to give a short presentation of your idea and answer questions posed by a panel of expert judges at the 2020 NASPAA Virtual Conference October 14-16, 2020 if you are selected for the finalist pool.
NASPAA's Executive Director, Dr. Laurel McFarland, and Ohio University's Voinovich School of Leadership and Public Affairs Dean, Dr. Mark Weinberg, conceived of this competition as a commemoration of their mutual friend and colleague, Senator George V. Voinovich (July 15, 1936- June 12, 2016), whose nearly half-century of public service was a living example of servant leadership. He encouraged others to design and deliver practical solutions to challenging public problems, to expand higher education publicprivate partnerships, and, most importantly, to educate, mentor and develop people engaged in public service from every sector and walk of life.
Questions and applications can be submitted to: Kate Leeman, Voinovich School Director of Strategic Initiatives, at email@example.com.


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News & Events
Automatic or Manual Driving Lessons ?
- Posted by: Mo
- Category: Passers Hub Latest News & Events
Passers Hub Driving School Manchester is committed to providing the right service in terms of training an individual in terms of driving. We are putting this content in order to spread awareness for a driving school in Manchester. Hence if you are passionate for driving then stay connected and shoot your queries if in case of any assistance.
The team of Passers Hub Driving School Manchester has experience of decades and till now lakhs of trainees completed their training successfully. We are focused to make the concepts of driving easy so that you could get your license for automatic driving quickly.
Now Let's Try to Understand the Concepts of Automatic Driving
As the name suggests, here the functions of the car will work from its own. Means you will not be required to manage the gears etc. You will be needed to manage the speed only. The driving instructors of the school will train you in such a way so that you could be able to drive in the shortest frame of time. If you are worried about your age then leave it behind, our instructor will make things easier and then you will that age is just the number.
The training of driving an automatic car will get completed in approx 55 hours and it will be your lifetime achievements. Once you will have strong command over the automatic driving, then manual driving can also be learned under the supervision of our driving instructor.
Here Let's Discuss the Concepts of Manual Driving
If you are fond of driving and completed automatic driving successfully then let us move towards the manual driving learning concepts. Main reasons for being learning the driving of automatic cars are like:
- It is a cost-effective solution and respective cars are much cheaper than automatic cars.
- Optimised fuel consumption through which one can be able to drive more distance in lesser consumption of fuels.
Why to Choose Passers Hub for Driving School in Manchester?
Lots of people have a fear of gears etc but our experts will make things easier for you. Till now we have delivered the best quality service and that is why we are leading in the industry of driving school in Manchester.
If you are looking for such an optimised solution in regards to the fee structure and best service then visit our website or give a call. We will reach you anywhere in Manchester. The fee of the driving school at Manchester is low as compared to others while the offerings in terms of services are well known in the place. Hence do not get confused and waste time in the search. Get in touch with Passers Hub and make yourself a perfectionist in the field of driving either in the automatic driving or manual driving. We wish to see your queries. Keep connected and let us know if in case of any query.

subset: commoncrawl


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Huddersfield New College stands in solidarity with all who fight for greater justice and equality, and against racism, violence and all forms of discrimination
Our approach to Equality and Diversity is award winning – Huddersfield New College has been named the UK's Organisation of the Year for Equality, Diversity and Inclusion (2017, 2018, 2019, 2020) and FE Provider of the Year (2018, 2019, 2020). In 2018 the College achieved 'Leaders in Diversity' Level 3 for the third consecutive time, as well as being named as the UK Organisation of the Year in the National Centre for Diversity Grand Awards for the third year running. We first achieved 'Leaders in Diversity Level 3' in 2014 and again, for the second time, in 2016. 2019 also saw the College named as the TES 'Sixth Form College of the Year'. Our outstanding approach to celebrating the diversity of our community has seen us win a number awards, which you can read more about here.
Equality and Diversity is at the heart of our thriving, vibrant, and inclusive environment where young people are given the opportunity to explore and celebrate their own differences and those of others. Most importantly, each and every student feels part of the same community in which their own uniqueness is valued.
Our awards reflect how we work hard to ensure that everyone in our college family is treated fairly, with respect and dignity. We actively seek to eliminate any form of inequality or discrimination on campus and in all aspects of our work. This also helps our young people to prepare for the diverse world they will experience when progressing to university or work.
Our approach focuses on ensuring that we help everyone understand the vital aspects of the protected characteristics as defined in the Equality Act 2010: age, disability, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation. We are passionate about bringing the positives of diversity alive through opportunities to engage, celebrate and explore. We believe that this can be fun and exciting, and delivered in a way that is enjoyable for all.
The College's commitment to equality and diversity is set out in our Equal Opportunities Policy and associated action plans. Our staff, students and governors are all central to achieving our equality and diversity aims and ensuring our college is a pleasant, supportive and safe environment in which to study and work.
Our award-winning approach means that each and every student, regardless of background, can thrive – our team of Student and Staff Diversity Champions take responsibility for embedding the ethos of the College, and celebrating our approach at every opportunity.
Meet the Diversity Champions!
Back row (left to right); Drew Norbury, Joe Howson, Erika Montgomery, Will Bacon, Jay Bolt
Middle row (left to right); Tom Smith, Samantha Daley, Chelsea Redshaw, Katie Amitrano, Kam Rogerson and Jess Law
Lower Row (left to right); Emma Fisher, Carol Wiltshire and Rebecca Hakier
Our focus is very much on bringing Equality and Diversity to life in order to help our young people become informed, well-rounded young adults. This can range from discussing with a student the impact of using a particular term on an informal basis to large scale events. We passionately believe that by helping students to understand the vital importance of this topic through engaging activities and opportunities to get involved, they will develop a deeper understanding of why Equality and Diversity are so important.
Each year, our programme of work changes in response to feedback. Previous activities have included anti-bullying focus weeks, International Women's Day celebrations, charitable events and a 'tree of kindness.' In 2019/2020, alongside two high profile 'Diversity Weeks', we will offer a continued programme of advice, support and information.
You can gain a flavour of our work here. Our guide for students also gives a useful insight into how we communicate with students about this topic.
Our news section features many of our events, please visit this for an insight into how we bring Equality and Diversity alive for students.
Our award-winning approach to Equality and Diversity is led by a team of staff who are all passionate about helping students to celebrate and value individual differences. Our Diversity Champions all volunteer their time and expertise in a variety of ways. The team also champion Equality and Diversity throughout the College, encouraging students to ask questions and share ideas and feedback.
Here we provide a brief introduction to the team and an insight into why they are so passionate about ensuring we are an inclusive environment.
Erika Montgomery, Director of Equality, Diversity, Inclusion and Engagement
"As the College's Equality and Diversity Director I have the privilege of working with a dynamic team of Diversity Champions. Our collective aim is to celebrate the rich diversity of our College community and ultimately promote equality. We are a creative team and enjoy planning a varied calendar of events each year including: our 'Respect' competition, National Anti-Bullying Week, Cultural Diversity, International Women's Day, LGBTQ+ and Disability/Hidden Disability Awareness events. I always look forward to the effervescent meetings with our Student Diversity Champions, in which they share ideas about future projects to further promote and celebrate the rich diversity of our College community. I also enjoy building partnerships with a range of local organisations and charities in order to fundraise and raise awareness of wider equality themes, including community cohesion and youth engagement. My passion for promoting Equality, Diversity and Inclusion stems from a career in teaching and a core belief that with encouragement and support, the bounteous talents of our students can be harnessed and nurtured. I am incredibly proud to be a member of the brilliant Equality and Diversity Team at Huddersfield New College and honoured to have been awarded 'UK Lead for Equality, Diversity and Inclusion 2017 and 2020' by the National Centre for Diversity."
Kam Rogerson, Assistant Principal, Curriculum & Quality (Vocational) and Wider College Life
"I've recently joined the Diversity Team, and I am really looking forward to working with this dynamic and energetic group of staff and students. As a member of the team, I have witnessed their energy and commitment to their roles, and how that the work they undertake genuinely has a positive impact on our College community. In my role as Assistant Principal, I work to ensure the Equality, Diversity and Inclusion is embedded across all areas of teaching and learning, assessment and training, so that it has a strategic prominence in the College, and my links with this team will continue to ensure that this remains an important part of who we are."
Drew Norbury, Games Development Teacher
"I have been a proud employee of Huddersfield New College for almost ten years and an active member of the Diversity Team since September 2016. As an individual I pride myself on an egalitarian and libertarian approach to life, and I strive to treat others as I would expect to be treated. I believe that everyone deserves to be treated equally and with respect. It is this ethos that encouraged me to become a teaching professional within a College that works hard to celebrate Equality and Diversity. During my time at New College, I have worked extensively with students from a range of backgrounds, and I take pride in building relationships with my students so that they feel confident and able to approach me if they need additional support. Recently I have arranged a trip to a production by 'Mind the Gap', a local theatre production company that works with students who have additional learning needs, to help those with Autism gain work experience placements."
Chelsea Redshaw, Schools and Employer Engagement Officer
"I joined HNC in 2018 having previously studied at the College as a student. I am really excited to be joining the Diversity Team, and as the College's Employer Engagement Officer working with local industry leaders to secure placements, I am well placed to promote Equality and Diversity beyond HNC, benefiting not only our students but also our wider community. The work we do to promote Equality, Diversity and Inclusion within our work placements means that our students can expect the same outstanding experience whether they're learning inside or outside the classroom. I really look forward to working with the Diversity Team and I can't wait to see what we can achieve together!"
Emily Bolton, Progress Tutor and Health Promotion Champion
"As the College's Health Promotion Champion, I work alongside the Diversity Team to deliver events that promote health and well-being on campus. These events play an integral part in promoting themes of health, well-being and diversity to staff and students, which I believe contributes to making the College an outstanding place to work and study. I thoroughly enjoy participating in these events; it's so encouraging to see our students actively engage in celebrating diversity. My showcase event, the Well-being Fair, is now in its third year, and is an integral date in the College calendar for promoting a range of health-related matters, which also relate to diversity, for example, in terms of mental health and well-being."
Jay Bolt, Course Leader for English Language
"I am in my tenth year of teaching at Huddersfield New College and I am proud to have been appointed as a Diversity Champion. I am passionate about promoting equality for all, and in helping to build and support our strong LGBTQ+ communities amongst both staff and students. I have worked within College to help develop our approach to supporting our transgender students by addressing issues such as gender neutral toilet facilities and recommending a software update that allows for preferred names to be recorded on all internal records. Throughout the year we fundraise for a range of LGBTQ+ charities, raising awareness of a range of LGBTQ+ issues, and I take huge pride in the respect and support evident across our students body at these events."
Emma Fisher, Health and Social Care Teacher
"The Diversity Team plays an essential role in creating the positive and welcoming atmosphere that we are lucky to have here at the College, and I am privileged that I am able to be part of this. We are constantly working to find different ways in which we can promote and celebrate Equality and Diversity amongst both staff and students, and I have worked on a variety of projects since becoming a Diversity Champion. As a member of the Health and Social Care Department, one of the areas that I am actively engaged with is promoting awareness of hidden disabilities. I believe that it is so important to do this as you never know what another person is going through around you and you should never make assumptions. I love how the College is supportive of its diverse and vibrant community and I am proud that the work that we do as a team contributes to this."
Katie Amitrano, Access Arrangements Assessor
"I have been part of the Diversity Team since July 2019 and I enjoy working with the Student Diversity Champions in planning and promoting events to raise awareness for a range of themes relating to equality and diversity. In the last year I have been involved in a range of projects and activities for International Women's Day, Food Allergy Awareness Day and Anti-bullying Week. As an active member of the Diversity Team, I feel that I am working to ensure that everyone at HNC feels safe, supported and comfortable. My role as an Access Arrangements Assessor has allowed me to develop a strong rapport with a range of students which has given me an even greater understanding of the necessity to promote an inclusive ethos for our learners. I am passionate about my role as a Diversity Champion and it's a genuine pleasure to be part of an award-winning team which genuinely celebrates each and every member of the HNC community"
Joe Howson, Teacher of Sport
"I have recently joined the College's Sport department. I have always been interested in helping to support minority groups within sport at both elite and community level, and working alongside the Diversity Team means that I can explore this further. I have been working on projects to increase participation in sport from underrepresented groups such as women and students from BME backgrounds. Working within the theme of 'This Girl Can', I have organised an employability event with influential female guest speakers. Sport is a traditionally a male dominated industry, and these events play an integral role in inspiring the next generation. I have also worked alongside 'Kick it Out' for a recent event celebrating the organisation's 25th anniversary, helping the College to further embed an inclusive learning environment within our department and the wider college community. I am passionate about providing sport for all, and helping to remove any barriers that may arise."
Jessica Law, Senior Progress Tutor
"I have been part of the Diversity Team since September 2016 and have really enjoyed contributing to the awareness-raising events and activities that help to promote these values throughout our community. As a team we work hard to embed and further promote the College's mission of providing high quality education in a friendly, supportive and inclusive environment. As a Progress Tutor, I have the opportunity to work with students on a daily basis to help spread our core messages of respect and tolerance. I feel lucky to be part of a team that encourages a proactive approach, and inspires our staff and students to challenge misconceptions and stereotypes. I am really proud to be a part of an organisation that aims to make a positive difference to the experience of others."
Samantha Daley, Deputy Head of Admissions and Communications Officer
"I am proud that the College I am part of genuinely celebrates Equality and Diversity, and that we have been recognised for our work in this area by the National Centre for Diversity. Although I have always worked closely with the Diversity Team due to my role in the College's Marketing Department, an opportunity arose to join the team formally, and I haven't looked back! I really enjoy helping to support the College in raising awareness of the themes surrounding Equality, Diversity and Inclusion. My role includes promoting the work of the Diversity Team on our website, virtual learning environment, social media pages and College environment, and I ensure that all the literature and promotional material produced by the Marketing Team embodies our rich and diverse community."
Rebecca Hakier, Progress Tutor
"I am really excited to be joining the Diversity Team. Having worked as a Progress Tutor for the past four years, I have a wealth of experience with working with young people to promote respect and tolerance within our College community. Equality, Diversity and Inclusion are embedded within our tutorial programme, and I am proud to be a part of a College that truly holds these ideals at its very heart. As a Diversity Champion, I look forward to forging even stronger links between the Tutorial Team and the Diversity Team, so that together we can continue to ensure our students receive an outstanding learning experience. The work that we do as a College has a genuinely positive impact on the lives of our young people and I look forward to being a part of the team that helps us to maintain our fair and supportive learning environment."
Tom Smith, Teacher of Sport
"As a new member of the College, I'm proud to be joining such an outstanding Diversity Team. In my previous role I was heavily involved in promoting the themes of Equality and Diversity, and I have been able to apply this experience to my role as Diversity Champion here at HNC. I have contributed to a number of events since joining the team, and was heavily involved in the College's 'Rainbow Laces' campaign, working with the Proud Terriers, Huddersfield Town Football Club's LGBTQ+ support group. My aim for my role as Diversity Champion is to promote tolerance and respect in Sport. I am currently organising a 'Sports Equality and Diversity Week', which will see the College welcome inspirational and influential guest speakers. We will also be hosting a range of activities and workshops to give our students and staff the chance to participate in a wide range of sports, including wheelchair basketball and rugby."
Will Bacon, Teacher of Business
"I joined the College four years ago, and during my time here I have witnessed all the fantastic ways in which the Diversity Team have celebrated and promoted Equality and Diversity at HNC. I have always embedded Equality, Diversity and Inclusion within my teaching, and I enjoy discussing these topics with my students. My role as Diversity Champion will revolve around supporting the NCDC group here at HNC. I will also be working towards my Level 1 qualification in Sign Language. I am passionate about ensuring that all students are included and that individual differences are celebrated. I look forward to working with the Diversity Team to help celebrate our diverse community".
Our Student Diversity Champions joined our team for many and varied reasons. Find out why below!
"I am a Student Diversity Champion because I am passionate about embracing a wide variety of different cultures and promoting acceptance and equality."
"I am a member of the Student Diversity Team because I think it is important for everyone to be able to express their sexuality and to be treated equally."
"Equality and the celebration of diversity are important to me as I believe that everyone should feel respected and comfortable with who they are."
"I am proud to be part of a team that spreads a message of inclusion and acceptance."
"I enjoy working as a member of the Student Diversity Team and being surrounded by a diverse group of people."
"I applied to become a Student Diversity Champion because I believe that kindness and respect are very important."
"I firmly believe that everyone deserves to be treated equally and I want to contribute to raising awareness of acceptance and difference."
"As a Student Diversity Champion, I would like to help others within the LGBT+ community to feel comfortable in being themselves."
"I want to raise awareness of disability and believe that every person should have access to opportunities... to do anything and everything."
"I became a Student Diversity Champion because youth mental health and gender equality are very close to my heart."
"I applied to become a member of the Student Diversity Team because I would like to step outside of my culture and view the world from a different perspective."
"As a Student Diversity Champion I enjoy being part of a team that empowers others!"
Below you can find a selection of feedback and quotes reflecting the impact of our work in this important area.
"Equality of opportunity is central to the College's mission. Learners are valued for who they are and this in turn results in a respectful and harmonious learner community, in which all members accept each other's differences."
- Ofsted
"I am very impressed at the work that has been done at HNC to embed EDI into all aspects of College life and this cascades from governors and leaders to all staff and students. Congratulations to HNC in achieving Leaders in Diversity for the second time. It is an award that is truly deserved because of the exemplary practice and commitment to EDI that I have observed, which ensures there is an inclusive culture within College. HNC does live the values!"
- Jo Barton, Leaders in Diversity Assessor
Here you can access a range of documentation.
- Equality and Diversity Strategic Plan 2018-19
- Equality Objectives 2015 - 2018
- Equality and Diversity Policy 2020
Can't see what you're looking for? Please do not hesitate to get in touch.


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The U.S. men's national basketball team will return home without medals.
Team USA fell to France 89-79 on Wednesday in Dongguan, China, in the 2019 FIBA World Cup quarterfinals. The shock defeat sent Team USA to the fifth-eighth place semifinals, where it will face Serbia on Thursday knowing it has failed to match feats of its forbearers.
The loss also ended Team USA's impressive winning streak when NBA players comprise its roster.
Several superstars withdrew from the national team this summer, leaving Gregg Popovich to coach a squad that was low on talent but determined to prove doubters wrong. The group ultimately was unable to do so.
Donovan Mitchell led the U.S. with 29 points Wednesday. Boston Celtics guards Marcus Smart and Kemba Walker scored 11 and 10 points, respectively. Celtics swingman Jaylen Brown added nine points. Boston forward Jayson Tatum didn't play due to an ankle injury.
After the game, FIBA shared on its website three more statistics, which add a historic perspective to Team USA's loss to France.
"For the first time since 2002, USA will not be on the podium; for the first time since 2006, they lost a game in the World Cup; and for the third time in the history of this competition, they will not win the event in Asia (5th in Philippines in 1978, 3rd in Japan in 2006)."
Sobering stuff.


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Welcome to the October real food frugal meal plan. Four whole weeks of healthy real food on a budget! It's fall y'all, so you'll find lots of fall delights like squashes, pumpkins, greens, and root vegetables. Don't you just love this time of year?
I design these plans to feed a family of four on $80/week. If you live in an area with a higher cost of living, your totals may be higher than mine, but this meal plan is still a frugal meal plan full of healthy real food (no cans or boxes), and will still slice your food budget drastically.
These meal plans are meant to work together so that you are using multiple items for multiple meals and also utilizing leftovers. You will see batch cooking and large cuts of meat stretched for several meals. A typical method that I use is to cook a large amount of protein (whole chicken, large pork roast, or batch beans) to use for multiple meals like bowls, rice dishes, casseroles, or soups. This is a great way to reduce waste and re-purpose leftovers so that they find new tasty life.
A note on food sensitivities and allergies. It is impossible for me to write a plan that suits everyone's dietary needs, but it would be fairly easy to adapt to gluten free for example. Substitute gluten free pasta and gluten free flour for the regular wheat flour listed, or use spiraled vegetable noodles. Please feel free to adapt as needed. Of course, it might add a bit more to your costs, so be mindful of that when making your budget.
Below you will find the plan and links to recipes. These plans will always be free for those of you who just can't squeeze any more out of your budget. I get it and it's my mission to help all families get good food on their tables no matter what.
Extra Convenience
If you would like a consistent and convenient monthly meal planning service including printable recipes, prep notes, shopping lists, money saving tips, frugal breakfast and lunch ideas, tips for picky eaters, and more, I designed my Healthy Budget Meal Plans just for you! Every month, a new healthy yet budget-friendly meal plan similar to the one below is made available for you to download. It's my way to be your helping hand in the kitchen and give you a break! The money you save and the time you get back will pay for the subscription in no time!
October Real food frugal meal plan
Breakfast options:
eggs (hard boiled, fried, scrambled, poached)
peanut butter and toast
apples with peanut butter
banana with peanut butter
french toast
banana muffins
pumpkin muffins
egg sandwiches
Lunch and snack options:
leftovers (always #1 option)
peanut butter and banana sandwiches
grilled cheese sandwiches
carrot sticks
celery sticks
banana muffins
cheese slices
oat balls (peanut butter, oats, honey or maple syrup)
Week 1:
Herb roasted chicken, buttered cooked carrots, mashed potatoes: reserve half of chicken for chicken enchiladas and white chicken chili
White chicken chili: increase beans to 2 cups, decrease broth to 8 cups, use 2 cups leftover chicken from whole chicken.
Black bean crispy tacos:
2 cups cooked black beans
1 tsp cumin
2 tsp chili powder
1/2 tsp salt
desired cheese (Monterey jack, pepper jack, etc)
8 corn tortillas
Heat cast iron skillet to medium high. Mix black beans with spices. Fill approximately 1/4 cup in each tortilla with bean mixture and shredded cheese and fold over. Add a few tablespoons of olive oil to the skillet. Cook one side until crispy and flip to cook the other side until crispy. Repeat with all tacos. Serve immediately.
Burgers, homemade buns, sweet potato fries
French toast, bacon, wilted greens
2 eggs
1/2 cup milk
dash of vanilla
1 T. maple syrup
1/2 tsp cinnamon
6 slices of stale bread
1-2 T. butter
Whisk first five ingredients together in a bowl. Heat a cast iron skillet or griddle over medium heat. Melt 1 T. butter.
Dip bread into custard mixture, let drip and place on skillet or griddle. Cook on one side until golden, then flip to brown the other side. Serve with a pat of butter and warm maple syrup.
Week 2:
Sausage, potatoes, onions, and cabbage (use half head of large cabbage and other half of for the beef and skillet dish)
Chili mac: Use leftover chili over hot pasta
Lentil, bacon, and kale soup
3 slices bacon, chopped
1 onion, diced
1 stalk celery, finely chopped
2 medium carrots, diced
2-3 cloves garlic, minced
14.5 oz can diced tomatoes
3-4 cups kale, roughly chopped
6 cups chicken broth (or half broth half water)
1 cup green or brown lentils
1/2 teaspoon dried thyme
bay leaf
1 tsp salt or to taste
pepper to taste
Brown bacon in skillet over medium heat until crisp. Remove bacon leaving drippings. Add onion, celery, carrots, and garlic and saute for approximately five minutes. Add remainder of ingredients. Bring to a boil and reduce to a simmer for about 40 minutes or until lentils are tender. Adjust seasonings if needed.
Ground beef and cabbage skillet
1/2 head of cabbage, shredded
3/4 lb. ground beef
2 cloves garlic
1 cup onion, diced
salt and pepper to taste
Brown ground beef in a large skillet. Drain grease if necessary. Add remaining ingredients and cook until cabbage is cooked through. Adjust seasonings to taste.
Week 3:
Chicken with roasted root vegetables
8 bone in skin on chicken pieces (whatever is least expensive which will likely be legs or thighs)
3 large carrots, cut into chunks
2 parsnips, cut into chunks
2 beets, cut into chunks
1 onion, skin removed and quartered
4 cloves garlic minced
rosemary, fresh or dried
salt, pepper
olive oil
Toss vegetables in olive oil, garlic, and salt and pepper until well coated and evenly distribute on extra large rimmed baking sheet. Use two baking sheets if too crowded.
Pat dry chicken and place on top of vegetables. Season chicken liberally with salt and pepper and sprinkle with a bit of rosemary.
Bake at 425 for about an hour.
Pumpkin risotto, roasted broccoli
Butternut squash soup, buttered bread
1 butternut squash, peeled, seeds removed and cubed
1 apple, cored and cubed
1 onion, peeled and quartered
2 cloves garlic, minced or pressed
pinch of cinnamon and nutmeg
pinch of salt and pepper
4 cups stock or half water
Put everything in the slow cooker. Cook on low for 6-8 hours. Puree in a blender, immersion blender, etc until velvety . Taste and adjust salt, pepper and spices if necessary.
Broccoli cheddar baked potatoes
1 head broccoli
4 large baking potatoes
4 T. butter
1/4 cup flour
2 cups milk
1 cup cheddar cheese (or more if needed)
4 slices of bacon (optional)
Bake potatoes in oven at 350 for about an hour or cook in the slow cooker on low while at work.
Cut up broccoli into bite sized chunks and steam or roast in 350 degree oven for 15 minutes.
In a skillet, melt butter. Whisk in flour and cook for a couple of minutes.
Whisk in milk and bring to a bubble to thicken. Salt and pepper
When thickened, stir in cheese. Check for seasonings and adjust as needed.
Serve baked potato with broccoli and cheese sauce and 1 piece of crumbled cooked bacon if desired.
Nachos: Place tortilla chips on a large baking sheet. Top with black beans batch cooked from week 1, cheddar cheese. Bake at 450 degrees until hot and melty.
Biscuits and gravy, eggs: Gravy recipe: Melt 2 T. reserved bacon fat. Add 2 T. flour and cook for a couple of minutes. Whisk in milk and bring to a bubble to thicken. Add salt and pepper to taste.
Week 4:
Pork with butternut squash and apples
Pork fried rice with vegetables: use leftover pork in this dish. Omit green onion, oyster sauce, and sesame oil for budget purposes.
Stuffed breakfast biscuit muffins
Creamy chicken and rice soup
4 T. butter
1 cup diced carrots
1 cup diced celery
1 cup diced onion
3 cloves garlic, minced or pressed
1/4 cup flour
2 cups milk
4 cups broth
2 cups water
leftover chicken and rice (pick chicken clean from bones) You'll need about 2 cups rice and 1 1/2 cups chicken.
1 bay leaf
3/4 cup frozen peas
salt, pepper, thyme to taste
Melt butter in a large pot. Add onions, carrots, celery, and garlic and cook until tender.
Stir in flour and cook for a couple of minutes.
Whisk in milk and broth and bring to a bubble.
Add rice, chicken, and bay leaf and simmer for 15-20 minutes.
Add frozen peas the last five minutes.
Taste and adjust seasonings to your preference.
Burrito bowls: Use batch cooked black beans from week one. Use on top of rice and burrito toppings of choice, salsa, avocado, cheese, etc.


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Bareboat yacht charter FAQ
If you have any other questions in regards to yacht charter please do not hesitate to request additional informations. NYC teams will reply to you asap.
- How to book yacht?
- How and when to pay for charter?
- Are we qualify to charter a bareboat sailing/motor yacht?
- What is skippered charter?
- Which day in the week we begin and end charter?
- What are the charters' schedules?
- What if we wish to embark and disembark from different base?
- What does the charter fee include?
- What is not included in the charter fee?
- What types of security deposits are requested?
- Yachts insurance ?
- Do we need an travel insurance?
- Safety standards of the yachts?
- What is standard equipment on all sailing yachts ?
- What should we bring with us ?
- What if we arrive to embarkation base too late than advised/agreed ?
- Cancelation of charter
- Where to get sailing information regarding the Greek waters?
- What kind of services do you offer besides charter ?
How to book yacht ?
First of all select type of the yacht ( size) and sailing or cruising area in Croatia or Greece, Italy, Spain, Frech Riviera .... Upon yacht selection, check availability of yacht by using NYC booking form. If the yacht or sailing boat is available and price of charter is acceptable, than we move ahead with booking or hold yacht, boat, catamaran, motor yacht, as Option for maximum seven days starting with booking day. If you do not respond within seven days, Yacht Hold Option will be cancelled. Upon you have confirmed charter, Charter Party Agreement ( CPA) will be sent to you with yacht specifications, charter ref.number. If you are chartering yacht in Greece than you will receive Hellenic Charter Agreement and if Western Med Sea MYBA ( Mediterranean Yacht B.Association). If chartering in Croatia than you will receive contract with similiar terms and conditons like MYBA but with difference to charter fee payment schedule. The CPA should be signed and returned to NYC along with down payment ( deposit ). Please do not consider yacht booked unless you have returned CPA signed and deposit transfered to NYC nominated account. We suggest to book yacht in advance due to high season early inquiries.
How and when to pay for charter?
To consider yacht booked downpayment of 30% or 50% of charter fee has to be transfered to NYC nominated account within maximum 7 (seven) days of CPA ( Charter Party Agreement). Balance of amount should be transfered to NYC account at least four weeks prior embarkation. Charter fee payment can be done with wire transfer or Diners, American Credit Card. Please note that if you book yacht within 45 days prior charter commencement in that case you have to transfer full amount of charter fee along with signed CPA.
Are we qualify to charter a bareboat sailing/motor yacht?
To operate or to charter sailing/motor yacht in Greece and Croatia on bareboat basis , it is required at least two crew members with licences and or certificate of competence issued by Maritime authorities and accepted by local Croatian/Greek maritime coast guard (PA). Skipper and co-skipper should have same certifications. Skipper and co-skipper should send their sailing resumes in order to check their capabilities to sail/operate motor yacht as per safety rules and regulations. If it is recognized by PA staff that charteres are not capable to sail safely, no matter that their certificates are satisfy requirements as per PA rules, in that case NYC must suggest professional skipper.
What is skippered charter?
If you require skippered charter NYC will recommend professional skipper with complete knowledge of local waters, bays, marinas etc regardlles charter duration. Sailing, cruising with professional skipper is more relaxing without having in mind route, ropes, anchors, sails..... Skipper daily fee is from € 100 and over subject to type of yacht and skippers qualifications. Skipper sleeps on board in separate cabin as he is responsibile for your safety and yacht. You have to follow his/her instructions as well as safety rules.
Which day in the week we begin and end charter?
Charter duration is usually 7/14 days starting with Saturday when High Season dates and if out of season, than charter duration can be agreed otherwise for ex.2 days 5 days 10 days, 13 days.
What are the charters' schedules?
Most of charters starts with Saturdays at 17.00 and end is at arrival day Friday ( 18.00 ) (or in some special cases Saturdays 08.00 AM.) with overnight on board of yacht until Saturday 09.00 AM. Why ? Cause next charter starts same days afternoon and yacht has to be prepared and delivered as agreed in CPA to following client. If we will be in position to deliver yacht for charter earlier than agreed ( 17.00 ) than we will do it , but this can not be guaranteed.
What if we wish to embark and disembark from different base?
Yes, this is possible but you can that expect additional expences for delivery and/or redelivery of yacht to requested destination (s). Price varies as same is calculated according to distance and fuel consuption of engine (s). Normally there is a difference between sailing yacht and motor yacht delivery and re-delivery prices in other bases than where charter started.
What does the charter fee include?
Yacht, VAT, clean linen, towels, 24 hours emergency contact phone, yacht cleaning, yacht berth in starting marina first day and last day in marina
What is not included in the charter fee?
Marina Fees, Transfers, Provisioning, Skipper, Hostess Security deposit
What types of security deposits are requested?
You can choose between Refundable Security Deposit or the Damage / Loss Waiver.
a. The Refundable Security Deposit ( later on called RSD) is held against the yachts insurance excess. If there is no damage or loss to the yacht or to its equipment, NYC will refund the RSD at the end of the charter. However, if there is any damage and/or loss, the RSD or appropriate proportion will be returned, if applicable, as soon as possible after full assessment of the cost i.e. damage or loss is been done by NYC or nominated person.
The Refundable Security Deposit covers:
- Loss of or damage to the vessel, tender and third parties.
- Loss of or damage to the equipment listed in the inventory and given to the charterer at check-in.
- Costs incurred if the vessel is returned in an unacceptable condition.
- Cost of returning the boat to the base or marina, if the charterer fails to do so by the scheduled date and time.
- Cost of refueling if the boat is returned without refilled tanks.
b. The Damage Loss Waiver. This is a fixed amount depending on the type and size of boat and the duration of the charter and is not refunded in any circumstances. With payment of the Damage Loss Waiver, the charterer is relieved of all liability for loss or damage to the yacht, with the following exceptions:
- Loss or damage caused by gross negligence by the charterer and/or his party.
- Loss or damage caused to the boat or its equipment by the charterer or any member of his/her party while under the influence of alcohol or illegal substances.
- Cost of returning the boat to the base or marina, if the charterer fails to do so by the scheduled date and time.
- Cost of refueling if the boat is returned without refilled tanks.
An additional refundable deposit of 380€ is payable when selecting the Damage Loss Waiver.
This additional refundable deposit covers the;
- cost of returning the boat to the base or marina if the charterer fails to do so by the scheduled date and time.
- cost of refueling if the boat is returned without refilled tanks.
The payment of either the RSD, or the Damage Loss Waiver, is designed to cover only one incident of a substantial nature at any one time. In case of loss or damage to equipment of significant value such as outboard engine or dinghy, the charterer will have the right to an immediate replacement during charter, provided that the charterer pays a new RSD immediately upon receipt of the relevant replacement or in respect of the repair.
Please note that for both kind of Security Deposits, the charterer will be held liable for the total amount of any loss or damage caused by gross negligence or wanton or willful misuse by the charterer or by any of his party which is in excess of the Security Deposit amount.
Gross negligence may include, but is not limited to:
- Sailing at night without all navigation lights functioning or without sufficient watch on deck.
- Damage resulting from non-observance of instructions given during the technical briefing.
- Damage resulting from failure to take protective measures (in accordance with good seamanship) against adverse weather conditions.
- Failure to have a competent person on the helm or supervising the helmsman while the boat is under way.
- Failure to take reasonable seamanlike precautions to avoid danger for both yacht and crew.
Note that, for skippered charters, only theDamage Loss Waiver is accepted.
In any case NYC and it's partners, reserves the right to accept or to refuse the Damage Loss Waiver.
Yacht(s) insurance ?
Most of yachts are covered for Third Party Liability with amount insured equal or higher than the obligatory from Greek Legislation (Body Injury, Material Damage , Sea Pollution ) and also for Institute Yacht Clauses CL 328 (1.11.85) as Waterskier's Liability , Institute Yacht Clause's Machinery Damage , War and Strikes , Permissions to Skipper/Bareboat Charter , Electronic Date Recognition , Innocent Assured Clause , Misappropriation , Medical Expenses , Personal Effects .
The above mentioned yacht insurance is valid in excess of the Security Deposit the client chooses to pay.
Do we need an travel insurance?
It is in your own interest, you are advised to own suitable travel insurance before leaving home, including cancellation insurance to protect booking deposit.
Safety standards of the yachts?
All yachts safety equipment meets the safety standards set by the Greek Ministry of Mercantile Marine.
What is standard equipment on all sailing yachts ?
Most of sailing yachts in Greece have following equipment, but again these below indicated details are subject to type brand and size of yacht :
- Roller genoa
- Fractional rig with battened mainsail
- Roller mainsail
- Bimini top
- Sprayhood
- Inflatable dingy with outboard engine
- Electric windlass
- Autopilot
- GPS/ wind instruments/ speedometer/ depth sounder/
- Radio CD with cockpit speakers
- Cockpit shower
Please note that equipment varies +- 10% . Sails are sometimes considered as additional eq.
What should we bring with us ?
The equipment varies depends about the size and the type of the yacht, but take only necessary with you for ex. bring your own beach towels, deck shoes, sun lotions, sun cap, and personal effects.You can bring some water toys , unless same are not offered and are already on the yachts inventory list.
What if we arrive to embarkation base too late than advised/agreed ?
If you are late to the embarkation base (after 19:00 hours) please contact our NYC appointed or nominated base manager to make the appropriate arrangements. His/her contact details are on memorandum and/or boarding pass.
Cancelation of charter
Charter cancellation policy depends about time-interval between the booking confirmation and the cancellation date. Additionally an administration fee of 4% of the total charter fee or 300 €, whichever is the greater, will be charged for bookings cancelled after signing the contract and up to 90 days prior to embarkation.
Please therefore note the following:
- For bookings cancelled between 90 and 60 days prior to embarkation, the charterer will be liable for 30% of the total charter fee.
- For bookings cancelled between 59 and 31 days prior to embarkation, the charterer will be liable for 50% of the total charter fee.
- For bookings cancelled less than 31 days prior to embarkation, the charterer will be liable for the total charter fee.
NYC may however refund the cancellation fee, less the administration fee, if the cancelled yacht is re-chartered for the same period and under the same conditions.
Where to get sailing information regarding the Greek waters?
You will find nautical charts on board of yachts chartered with NYC and for additional informations about Greek sailing /cruising please read : Greek Waters Pilot Manual.
What kind of services do you offer besides charter ?
- Airport Transfers to and from base/marinas
- Car rentals
- Hotel accomodations ( hotels bookings)
- (NYC is not travel agent but will assist clients and partners with such services)
- Helicopters and Small Air plane rentals
- Provisionings


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Hello again, my friends. I wanted to take a break from the lifestyle posts and share some of my recent observations. Just a quick word on my current location. I'm in a city in the midwest (or south central, it's been described both ways) population about 500,000 of the craziest hillbilly drivers you've ever seen. Although, on a trip to Cozumel, I did see things I"ve never seen anywhere else. For example, a flat-bed Nissan pick-up with plastic lawn chairs in the back, Cozumelino taxi? Or on the same trip, we rented the worst POS we'd ever been in, neither of the seatbelts worked, the windows almost rolled up, the sunroof was permanently retracted which would be a problem in the case of a sudden downpour, and the brakes kinda sorta almost worked. It was fun and frightening all at once! We were driving the one road that goes all the way around the island and saw a Nissan Sentra with about 9 ppl packed inside! I'm all for ride sharing and all, I'm just happy it wasn't me piled in that can of sardines on wheels!
I will tell you now, some of these things are not only what I see, but are serious, true pet peeves of mine. The kind that drive me to swear like a sailor (only in the absence of little ears).
Today, was really idiots on the road day. Twice today, on the same 1 mile stretch of road, I was witness to some really astonishing displays of the lack of brains and common sense required for a driver's license. TWICE.
In the morning, I was driving east on an arterial street taking my son to school. We were sitting at an intersection waiting for the light to change when an older Range Rover (going north) blasts through the intersection and instantly slams on the brakes in the middle of the intersection, just as the left turn arrow for the left turn lane on my street turned green. As I'm shaking my head and kindly asking this person what the H-E-double hockey sticks he was doing, he proceeds to slam the car into reverse and go back to where he should've stopped. I'm thinking why on earth is this knucklehead doing this? Why didn't he just totally blow the light and keep going? Then I saw why. It was a cop car, in the lane beside said knucklehead. Dude drove past a cop to run a light, but thought better of it and stopped and only halfway ran it. Hmmm, I wonder, do you get a ticket if you only halfway run a light? As we drove past, i saw windows down and words being exchanged. It was all I could do to shut off my rubber neck instinct to see what was going to happen. Alas, I will never know, damned school start times!
later in the day, on my way to pick my boy up from school, more idiocy. I suppose I must point out two things: it's the last Friday of the month, and this street is about a mile, maybe less, from the nearest police station. Although I saw more police vehicles today than I've seen in months. Sorry, so we're on our way to pick up my boy, half mile from the intersection of the previous display of no-brainers on parade when I see a motorcycle cop w/a car stopped. Except this idiocy goes in two parts. The car that got busted, rather than driving the 50 ft to turn onto a residential street and get off the main arterial street and out of traffic, this knucklehead stops, in the lane of traffic. I know, i know. I have a feeling, I'm not the only one who was cussing him. It was in the opposing direction, so it didn't slow me down at all. anyway, I'm assuming the cop told the dipstick to drive on and turn the corner because as people were just beginning to go around them, they started to move. Are you ready, here comes the kicker. Grampa on his scooter. Yes, he was at least my mother's age (mid-70's) driving his scooter in the turn lane….wait for it…..right next to the cop, who was driving in the lane of traffic. He had a look of determination that I've seen before, but it normally involves a toilet and intense concentration, if you know what I mean. He was bound and determined he was gonna get past that cop, he was refusing to look over there, as if he could ignore him and he'd go away! when I was passing them, I saw the cop with his head turned toward gramps and once again, there were words being exchanged. Blast it all, school dismissal, once again, I was robbed of seeing the outcome! Oh well, at least it wasn't me, right?
things that drive me crazy: people who insist on pulling out in front of you….and going…this….slow….when there's not a blessed soul behind you for at least a quarter mile.
People who drive in the fast lane, going the speed limit.
people who don't turn off their turn signal, ever. They look like they should be going in a circle, rather than a straight line.
People who ride my bumper, thinking that will make me go faster than the above-the-speed-limit-speed I"m already going.
People who put on their turn signal to turn and slow down, 100 yards before their turn.
People driving in the outside lane on the highway/freeway who won't move over a lane to let me on, when they totally could (and yes, I do this every time I can, it's called courtesy).
So….what have you seen lately?


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Understanding The Family Law Amendment Bill
Lengthy Battles
It has long been recognised that the present litigious proceedings in the Family Court have not been the most appropriate means of dealing with children's issues.
The Federal Government established a review committee to advise on a system that would best deal with parenting issues.
As a result of the input of this committee, the Federal Government introduced a bill into parliament called the Family Law Amendment Bill (Parenting Management Hearings) Bill 2017. This legislation provides for the establishment of a new statutory authority, The Parenting Management Hearings Panel, which is designed to offer self-represented litigants a more flexible and inquisitorial alternative to the Court process.
A Pilot in 2018
The panel, when established, will go through a pilot stage during 2018 for evaluation.
This is a major development in family-related children's issues and for this reason, the second reading speech in Parliament and the suggested Parenting Management Hearing Bill are set out in full detail below.
It is a major development in children's issues which will affect all parents with children's issues."
Family Law Amendment (Parenting Management Hearings) Bill 2017
Second Reading Speech (link to file) – FINAL 2RS – Family Law Amendment (Parenting Management Hearings) Bill.pdf
Explanatory Memorandum (link to file) – FINAL EM – Family Law Amendment (Parenting Management Hearings) Bill.pdf


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From Lebanon, Tennessee
2002 USCATS World Cup Champions
Growing up in the bottom of a boat with my father carries most of my childhood memories. A ten foot john boat with no motor, just a paddle and a box full of plastic worms. Dad would always set up front and paddle while we talked about life and way things are. We grew up together in the bottom of that boat.
As age took over, we would not even consider using a paddle today. We drive 200 horse engines while we set back and let the boat do all the work for us.
In the third grade, we had a choice of riding our bikes home for lunch or staying at school to eat. After a little thought, I figured out that if I told mom that I was eating at school and the teacher that I was going home for lunch, I could fish at the local pond for about 45 minutes every day. Hiding my fishing pole in a hollow log, was all I needed for a great lunch every day. Well this worked for a little while until the teacher caught on to my fish smell every day after lunch. Dad was not as mad as mom was, but it was fun while it lasted.
In short, take a kid fishing, take your parents fishing, there is nothing more enjoying than seeing a loved one reeling in a fish. They say that families that eat together stay together, Well,
families that fish together also will stay together. So take a kid fishing, the memories will last a lifetime.


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I am me. I am just like you, except different. I sit here, quiet in my own thoughts. Listening. Absorbing. Over zealous, too thoughtful. And I do not speak… I hear everything but say nothing. I control everything. The center of my plump, licked shiny bottom lip begins to press foreward as the right crease begins to spread across my face, I sinfully look up at you, and you know that I am flirting. I control you, and I know you don't believe me, but thats exactly what I where I want you to be……
simple be.
September 22, 2010 by bittersweetbesos
One Response
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Google I/O – The Myth of the Genius Programmer : 'A pervasive elitism hovers in the background of collaborative software development: everyone secretly wants to be seen as a genius. In this talk, we discuss how to avoid this trap and gracefully exchange personal ego for personal growth and super-charged collaboration. We'll also examine how software tools affect social behaviors, and how to successfully manage the growth of new ideas.'
(tags: talks google video collaboration culture genius presentation googleio coding slides ego)
Links for 2009-06-11
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On Saturday we are Out of control ! 20181124
Let's get the party started, every saturday on RSDH!
In the afternoon at 16:00 3hours in the mix with;
*DJ Peter Duijkersloot – And the beat goes on/back to the future 208
*Andre den hartog – Rhythm Kitchen mix vol 5 (2hours)
See for all info & Playlists of these mixes our previous friday post
20:00 CET : A brand new Out of control radio show! Get that old fashioned club feeling, Back to the 80s with Tony Renzo!
the best way to start you saturday evening.
This evening you can expect this weeks disconet remix and tracks from The S.O.S.Band, Rhonda Clark, Liquid Gold, Arthur Baker.
But also Remixes from The BB and Q Band, Frankie goes to Hollywood, Alphaville, Chico Debarge and Flemming Dalum!. Martin Boer delivered a new remix and the item the rollator discoplaat.
So come on and play it loud!


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Power and Team Effectiveness in relation to the manager and employee behaviors at Canadian Tire, Titillation Ontario. The General Manager, Paul Ritchie was interviewed in order to determine managerial perspectives, while Timmy Arnold and Mary-Anne Pickle were interviewed to determine employee perspectives of organizational behaviors. It was determined that the concept of Organizational Commitment identified two elements in need of improvement; justice/support and trust. The success and use of Canadian Tire's Communication Channels were also analyzed where it was determined that although the use of verbal communication was
Strong, the use Of non-verbal communication between management and employees lacked consistency. The report also found that while management had a clear level of visibility and centrality, the employee level of power remained in low levels of substitutability. Last, the report explored the concept of the Team Effectiveness Model where it determined that although each departmental team was effective, team members were denied valuable recognition by management, which resulted in lower employee motivation and a decrease and team cohesiveness.
The report suggests seven recommendations in order to add Reese the issues rounding adverse behaviors. These seven recommendations including discipline, employee feedback to managers, a lack of centralized system, cultural training, maltreatment training, increase in Departmental Managers' discretion and employee appreciation. The recommendations are followed by a 16 month implementation plan. 2 Introduction Canadian Tire has been around for more than 90 years, providing Canadians with a variety Of products and services. Across the country, costumers visit Canadian Tire for home and automotive needs, as well as for sporting and gardening goods. Canadian Tire is known for the introduction of Canadian Tire paper money and a high level of community involvement. 3 This report will analyze the organizational behaviors within Canadian Tire, Titillation, ON. Four major concepts of theoretical organizational behaviors were identified; Organizational Commitment, Communication Channels, Contingencies of Power, and the Team Effectiveness Model.
Research methods used include interviewing the General Manager, Paul Ritchie (see Appendix 1 for interview questions), employee Timmy Arnold associated with the Seasonal and Sports Departments (see Appendix 2 for interview questions), and employee Mary-Anne Pilled associated with the Hardware Department (see Appendix 3 for interview question). This report will discuss the recommendations based on these theories and present an implementation plan that Canadian Tire can utilize to reform adverse organizational behaviors. Analysis: Part One: Organizational Commitment The first concept analyses is the level of Organizational Commitment.
Organizational Commitment is the emotional attachment, involvement, and identification an employee develops towards an organization. 4 More specifically, an organization aims to build an affective commitment with its employees, where the employees begin to feel loyal to the organization. 5 Timmy Arnold and Mary-Anne Pilled, provided a good understanding regarding their level of commitment toward Canadian Tire. They displayed a high level of affective 3 commitment based on three of the five elements of building affective commitment. All three interviewees explained the importance of a work-life and home-life balance.
Being family oriented, the company values the creation of a work schedule that accommodates the employees' personal lives. These shared values increase employee commitment to Canadian Tire. The company also communicates the mission and vision to employees and offers opportunities to learn about company history and future goals, which ensures organizational comprehension-7 Mr.. Ritchie and the employees also stated that there are many opportunities for employees to be involved, whether through company socials like BBS and Christmas parties, or throughout the community which allow employees to identify with the organization. That being said, there are t-van. Or elements of commitment in which the organization can improve upon. While completing the interviews, there was a screaming between the General Manager's and employees' views on the Department Managers' disciplinary approach toward employees. The General Manager was confident in stating that there Were procedures in place for Department Managers to follow towards employee discipline, including coaching and counseling the employee before following through with verbal and written warnings. Timmy and Mary-Anne on the other hand, had observed that each manager displayed their own style of discipline.
For instance, Timmy noted that some managers became too personal and were not able to accept employee constructive feedback, which led to a decreased oiling of support. She also observed a situation where a co-workers discussion with a Department Manager turned into a yelling match followed by the employee receiving the "silent treatment" by the manager. The different styles of 4 manager and employee interaction may lower an employee's commitment due to the possible lack of support received and the undervaluing of fairness, courtesy, and forgiveness. Therefore, if employees feel they are treated unfairly and differently, Canadian Tire could suffer from a lower level of commitment from its employees. 10 Another element that is inconsistent between Mr.. Ritchie and the employees is in the area of trust. Both Timmy and Mary-Anne have been employed with Canadian Tire for many years and explained that it can often take time to develop a sense Of trust toward a Department Manager. Mr.. Ritchie identified that two key components to building trust: communicating and effort.
Timmy however explained of a situation where a particular Department Manager often showed favoritism toward a small number of employees, which created a problem within the team and resulted in lack of trust. In some cases, MaryAnne also felt that employees who provide managers with feedback regarding company issues often do not see action. In these situations, employees may begin to develop negative expectations towards management. Therefore, without demonstrating trust toward employees, a Department Manager cannot earn trust in return. 1 If the employees do not feel trusted or do not have a level of trust with their manager, the level of organizational commitment may continue to weaken . 12 By improving upon these two elements of organizational communication, Canadian Tire can continue to work towards building a high level of effective communication. Analysis: Part Two: Communication Channels The second concept analyzed within the organization is the concept of Communication Channels and their effectiveness. Organizations cannot exist without communication between different departments, levels of management or even clients and 5 customers.
Communication is transmitted via a variety of communication channels, or mediums. The two main types of channels are verbal and nonverbal. 13 Verbal channels are known as either spoken or written communication, whereas nonverbal channels are where individuals use their actions and facial expressions to convey a message. 4 When speaking with Mr.. Ritchie, it was evident that there were numerous forms of the communication channels at play. First, meetings take place twice a day between management and employees. The morning "huddle" allowed for managers to discuss daily targets, tasks, sales results from the previous day.
The second "huddle" is for the evening shift to be made aware of the previously mentioned details. Both employees found that the morning meetings were the most effective as managers allow for employees to take the floor and are open to feedback. This allowed for the open door policy that all three discussed during the interview where all employees are welcome to discuss issues with Mr.. Ritchie. Managers are always on the floor which can present an issue regarding employee privacy that can deal with sensitive issues. An example of this is the scenario where Timmy described the disciplinary meeting between the employee and a manager.
The argument between them made it very awkward for the other employees. When speaking with Mr.. Ritchie, it was found that there is often information overload during the weekly managers' meetings. Managers only meet once a week but Mr.. Ritchie explained that it can often be difficult getting all ten managers in the same room, on the same day. Due to this, a lot of information is given at once, as it is unknown when all ten managers may be next together. This in turn can result in some of the information being missed by the Department Managers. Email is another form of verbal communication used throughout the store in order to convey messages such as deals, discontinued merchandise and recalls. Emails are forwarded to the Department Managers three to four times a week. Mr.. Ritchie found that email was a good way to convey this information, as it was simple to read and did not have long or drawn out instructions. Timmy advised that she will often read the emails while Mary- Anne stated that she relies on her manager to read them. Timmy advised that the emails were sometimes unclear and that further clarification was needed by management.
It was interesting to learn that grapevine communication is believed to be the most effective form Of communication by Mr.. Ritchie. It is, however evident that grapevine communication also has its limitations. Anxiety and stress can be caused by messages being distorted through the grapevine. 1 5 Bulletin boards are utilized for company/social events, or any non-business elated news such as congratulations, BBS, etc. Finally, Letters convey any business related messages, employee awareness to issues in the store and corporate events by being placed in employee mailboxes.
Currently, employees have an online learning program that includes store policies. The majority of the policies, however, are posted in binders around the store. It was found through the interviews that although there are several areas around the store and several forms of communication, there is no centralized system where information can be accessed. Another issue that as been found is the communication barrier between employees and offshore customers from Jamaica and Mexico. Timmy and Mary-Anne advised that it is often hard to understand them due to their accents and/or their lack of English speaking 7 ability.
This can pose a serious issue when trying to assist customers and therefore in building revenue for the company. Furthermore, Canadian Tire also uses forms of non-verbal communication. As employees receive a lot of written communication on bulletin boards and/or letters, these can be a form of nonverbal communication. This is based on the physical appearance of the letters. While letters about Bib's may seem more fun because of graphics, serious letters may have no graphics and may appear to be severe in nature.
Another form of nonverbal communication was demonstrated above when the Department Manager gave silent treatment to the employee after disciplinary feedback was given. This is a form of nonverbal communication because it makes the employee aware of the manager's displeasure with the situation and the employee herself without the manager actually speaking. There are clear issues with Canadian Tire's Communication Channels and recommendations will be discussed low. Analysis Part Three: Contingencies of Power Power is simply the ability that a single person, team, or organization has in order to influence others. 6 Power has four important contingencies: these are substitutability, centrality, discretion, and visibility. 17 These contingencies are critical because they can either contribute or deter from the organization's goals and objectives. Based on the three interviews, it was found that some employees have a monopoly in terms of substitutability and unconstitutionality. Timmy has a monopoly because she is trained in specific apartments such as Cash and the Sports, where she has learned how to sharpen skates, which is a task specific to that department.
Mary-Anne however is only able to perform customer service in the Hardware Department as she has not had the 8 training or experience in other off-shoot departments, such as Cash, Automotive or the Warehouse. She can however mix paint, which is a specific task to the Hardware Department, and she therefore holds the monopoly in that department in terms of substitutability as not all employees will be able to substitute her if they are not trained in mixing paints. Machines and Steen state that "power is the strongest when someone has a monopoly over a valued resource. 1 8 This theory applies to Mr.. Ritchie as he is the essential decision maker for all things and has the final say, especially in terms of money. Through the interviews it was found that there is no one currently at the store that is able to effectively replace him. As such, Mr.. Ritchie also demonstrates high centrality under the Contingencies of Power theory because of the dependence that other employees have on him. For instance, and as already discussed, Mr.. Ritchie has a low level of absorbability and his centrality increases as the number of individuals who depend on him increases. 9 Furthermore, both Timmy and Mary-Anne stated that they felt they had a level of discretion when making decisions. Mr.. Ritchie pointed out however, that employee discretion stops when their decisions may cost the company money. For example, although Mr.. Ritchie stated that each department is fairly autonomous, as the General Manager, he is consulted on all decisions that come down to money. Employees cannot decide to give a customer a discount on merchandise that may be damaged.
That level of discretion remains with Mr.. Ritchie. In addition, employees and managers of the store have a high level of visibility. The store as a whole has a low level of absenteeism and most employees are visible throughout the store. Mr.. Ritchie mentioned that when the owner/dealer of the store, Mr.. 9 Brett Levier, comes in, he makes a point to talk to employees and managers in order to ensure that his employees know who he is. Timmy and Mary- Anne also advised that they felt as though Mr..
Levier is often present and that all the employees know him and feel that they are able to communicate with him if they wish to. Both Mr.. Levier and Mr.. Ritchie hold a very high level of visibility in the store. Analysis Part Four: Team Effectiveness Model A large aspect of Canadian Tire's business sustainability practice is the aim to "provide innovative products and services that meet customers' needs". 20 The philosophy at Canadian Tire is that departmental teams are the avenue that allow for successful customer service and overall productivity.
Teams are groups of two or more people who interact and influence each other, are mutually accountable for achieving common goals associated with organizational objectives, and perceive themselves as a social entity within an organization. 21 According to Machines and Steen, there are five elements to a team: all teams exist to fulfill a purpose; team members are held together by their interdependence and need for collaboration; they require some form of communication; team members influence each other; a team will exist when its members perceive themselves as one. 2 By the same token, a team is effective when it benefits the organization, its members and its own survival-23 Based on the interviews with the General Manager and the two employees, it is mutually believed that departmental teams are integral to the arrival of the company. In order to comprehensively measure Canadian Tire's team effectiveness however, a look at the Team Effectiveness Model is needed. According to the model, there are three elements which lead to Team Effectiveness; organizational and team environment, design and team process . 4 Organizational and team environment represent conditions beyond the team's boundaries that influence its effectiveness, which include things such as rewards, communication, organizational structure, leadership and the layout of the physical workspace of the organization. 25 There appears to be mom divergence in relation to the use of rewards as recognition to team success. According to Mr.. Ritchie, there is not a definite program when it comes to rewarding employees and teams other than a pat on the back or general constructive feedback.
Mary-Anne and Timmy emphasized this point when they stated that the store provided bonuses, feedback and verbal recognition of good work through Employee of the Month (which was not always announced or enforced). Mr.. Ritchie stated that recognition is a hard thing to provide as he felt that as a rule employees do not recognize other employees, which can result in a lack of team cohesion. The second element of Team Effectiveness is team design. Team design is particularly important because it dictates such things as task characteristics, team size, composition and roles. 6 Due to the organizational nature of Canadian Tire, on the floor, departmental teams are divided as follows: Automotive, Living, Sports, Hardware and Seasonal. 27 The organization as a whole, and the individual teams themselves, demonstrate a concept called "reciprocal interdependence" which occurs when work output is exchanged back and Roth among individuals resulting in a high level of interdependence. 28 Mr.. Ritchie elaborated on this point when he explained that the people who work on the retail floor in the main departments accomplish the same tasks, such as customer service, filling shelves and processing "deal".
He explained that although the merchandise may be different, the tasks are generally the same. He further stated that the tasks of "off-shoot" departments such as Cash, Warehouse, Customer Care and Logistics are different, simply 11 because the departments are different from the main retail floor. Due to the tauter of the organization and in particular, the main goal of providing customer service, a higher level of interdependence is required, and consequently so is the need for teams. This level of interdependence increases the level of team members' motivation.
Another element of team design is team composition, or the characteristics or behaviors of effective team members. 29 According to Machines and Steen, the most frequently mentioned characteristics or behaviors of effective team members are depicted in the "Five Co's" Model: cooperating, coordinating, communicating, comforting and conflict resolution. 0 When asked what characteristics management looks for when trying to form a team, and when asked what type of characteristics employees enjoyed working with, comparable answers were given.
Both management and employees stated that they liked individuals with the following: flexibility, motivation, good communication skills, an upbeat nature, positivist, a sense Of caring and self-awareness, level headiness and a willingness to work. These characteristics or competencies fall within the Five CSS Model and clearly help enable team members to become effective within the team. The final element, team process, is a very important aspect of the Team Effectiveness Model as it comprises stages of team development, norms, cohesion and trust.
The Stages of Development Model captures this process successfully as it shows teams moving systematically from one stage to the next. 31 These stages are known as forming, storming, morning and performing. 32 Upon analysis of Canadian Tire's practice of team process, the organization seems to be very successful at building effective teams. For instance, during the forming stage, management looks for applicants who fit the norms and competencies of effective team development, as already discussed above. Once this team has been formed, the storming stage, or the stage in which roles and norms are established, is in a way predetermined or preprogrammed to be successful: the norms, goals and roles are already determined due to the nature of the organization. There is no need for employees to compete for the role of leader, as each department has been assigned a manager. Mr.. Ritchie further stated that if a team member does not display a norm of the group, such as arriving on time, completing tasks, or displaying bad customer service, it is usually caught very quickly and that person is often removed from the team.
If however, team members have successfully completed the storming stage, they move to the morning stage where team objectives, mental models and cohesiveness are established. Both the employees and Mr.. Ritchie repeatedly stated that departmental teams work together to complete tasks and generally co-exist harmoniously within themselves. Management provides weekly audits of the departments in order to create friendly competition amongst the different departments, resulting in team member and motivation of the team as a whole.
This motivation has been described by employees to be helpful in establishing cohesiveness, as each am member successfully works together to complete tasks. This leads to the performing stage where tasks are oriented and coordinated. Members display cooperation and trust and conflicts are resolved quickly. As already discussed in an earlier section of this report, Management and employees alike stated that conflict does not usually arise within teams, but if it does, it is handled quickly and most of the time, appropriately to maintain cohesiveness.
The above analysis pointed to a number of discrepancies between management and employees of Canadian Tire in terms of discipline, employee feedback to managers, a lack 13 f a centralized system, cultural training multi-department training, increase in Department Managers' discretion, and employee appreciation. This section of the report will therefore focus on recommendations in order to rectify the current and potential problems. As previously discussed in Analysis part One: Organizational Commitment, there was a discrepancy between management and employees when it came to discipline.
Due to the number of managers at Canadian Tire, there was evidence of different disciplinary styles. It is therefore recommended that Canadian Tire review with the Departmental Managers the policies and reoccurred retaining to the proper handling of potential difficult interactions between employees, including discipline. It is also recommended that the General Manager create office hours where employees could make an appointment to privately discuss disciplinary issues.
Furthermore, due to the situation in which an employee and manager started shouting at each other on the retail floor, the implementation of a feedback and suggestion program would greatly benefit the company. It is important for employees to feel valued in the organization and to have communication channels open both ways and not feel threatened of reprisal because employees may be giving feedback about a person in authority. Meetings with the parties in conflict provide this, but it is also important to see this issue in more ways than one.


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Closing the Bones testimonial
My closing the bones experience was beautiful and very special. Not only from the physical point of view but also emotionally. It was the first time since my baby was born that I have a "me" moment. Sophie and Maddie are amazing, every touch, every massage was very gentle and deep at the same time. The music,the ritual feeling , their voices , everything was amazing. I'm really happy I did this. I highly recommend this to every new mum or any woman who need a moment of peace and relaxation.


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Client with Celebral Palsy gets help with improving Computer Skills
Agency: Spinal Cord Injury Association
From: A client suffering from Cerebral Palsy
"I really hope that they know how much I really appreciate their support in helping me improve my computer skills. I hope that the funding will still be there. When we need it. I will probably see youintheoffce tomorrow and we can talk about this then. Thank you very much for everything do you have really influenced my life for the better because I know. Without your support that I would not have the skills that I have gained over the last couple years with you."
Young Mother Gets Support to Achieve Dream
Agency: Society for Support to Pregnant & Parenting Teens
From: Young mother of two
"I was making plans to be a mechanic, however I had always wanted to be a vet. Heather, my ESW [Educational Support Worker], inspired me to revisit my dream of being a vet. I thought because I got pregnant at 16 and had two kids that I was too old to go to university for four or more years. Heather told me about someone she knew that went to vet school and how they juggled life and school. She helped me believe I could [do it]. I needed a kick start and the support to get it done. I appreciate what Pregnant and Parenting Teens does to help me succeed."
Agency: Meals on Wheels (Grande Prairie & Area Council on Aging)
From: Three clients of the meal delivery program
"My mom is a diabetic and sometimes forgets to eat, which can be dangerous for her. Having food delivered reminds her to eat. Also, having someone there to check on her every day at noon is a comfort."
"Lying in bed with a fractured back, Meals on Wheels made it possible for me to stay at home [instead of remaining hospitalized]."
"I feel more independent and don't have to rely on my busy family to have my meals made for me, since I am unable to cook due to my surgery."
Program Provides More than Just Meals
Seniors Gain Independence and Knowledge
Agency: Seniors Outreach (Grande Prairie & Area Council on Aging)
From: Comment cards from three seniors who use the services of Seniors Outreach
"I deeply appreciate the kind, knowledgeable, and friendly staff at Seniors Outreach. It is such a relief to know there is a place where I can go with my questions. Whoever makes this service possible, please thank them very much. I hope it can continue for many years to come."
"I am very thankful we have Seniors Outreach in Grande Prairie. They assisted us several times, and when my dad passed away they were there to help with applications for pensions. The staff are so knowledgeable. [Without them], I would not know where to find all the information we needed."
"I feel more independent because Seniors Outreach helps me."


text: Been long you saw me (x_x), I wanted to take a little break from blogging plus the elections were up, perfect excuse, am I forgiven? 😀 Sai Buhari! Did you think I'd do a post-election post without congratulating our President Elect? I'm so euphoric about the outcome of the Presidential election held on the 28th … Continue reading Stretching Natural Hair With Thread.


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This plus that equals…. excitement
Here's the latest instalment in my series of posts all about what makes our lives here at home tick. This week is all about things I'm excited about at the moment.
New Diary
I'm coming to the end of this year's diary which means it's nearly time to get a fresh one. I love, love, love the Life Books from Box Clever Press and as the 2019 book has already been released it means I can get it and start getting it set up.
I know it sounds likes a rubbish thing to get excited about, but honestly, I get a little tingly feeling in my stomach when I start thinking about a fresh, crisp new diary and filling everything in.
Both L and husb have their birthdays coming up and I'm starting get them organised. I'll be honest I'm more excited about L's.
We've got him a bike for his birthday and a combine that he wanted and I'm going to get him all the balloons. I'm looking at cake ideas so I can bake him something fabulous.
Basically I am going to go completely over the top and spoil him rotten and I'm so excited I could burst!
I've got some awesome craft projects lined up. Halloween with Hobbycraft, me and the kid are already getting a bit painty and glittery doing them. Some awesome candles to make from this months Makerly Craft box, cannot wait to do them.
I've also got a very shiny new sewing machine so I can showcase some beginners sewing projects for Hobbycraft.
It is so beautiful and it means I get to buy some gorgeous fabrics and go crazy all in the name of work. It will sew a buttonhole, has an extendable plate for sleeves and the like, I'm not sure there is anything as exciting as a new sewing machine.
I know I wittered on about Autumn last week, but I really do love it.
The air is really changing round here, fresh breezes and the smell of fires burning. It's still unseasonably warm but the leaves are changing and I've just bought a new coat.
I love it, but I'm not sure I can pull it off, it's mustard yellow with a big fluffy hood. I just worry it is more fashionable than I can pull off!
I can basically taste the hot chocolate I shall have at the end of our first proper autumnal beach walk. I might even take L one afternoon this week.
Losing Weight
I've not written about it much, just a little mention here and there as I don't want the pressure.
But I'm very excited as it's actually working. I've been doing Weight Watchers for nearly four months and slowly but surely I am steadily losing weight. It is working and I'm feeling excited about it.
I actually feel like I am winning this time, that I might get to where I want to. That winning feeling is very exciting.
Finally, I'm linking up with #TwinklyTuesday, #Blogstravaganza and #StayClassyMama


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New Helicopter Service to Link LaGuardia and Newark Airports to Manhattan
Helicopter company Blade Urban Air Mobility announced plans to offer service linking both LaGuardia and Newark Liberty International airports to Manhattan.
The company said it was doing so after seeing "faster than expected adoption" for its route between Manhattan and John F. Kennedy International Airport.
The new routes will connect LaGuardia with Manhattan's Downtown/Wall Street Heliport and Newark with the Blade Lounge East at the East 34th Street Heliport.
In March, the company began to operate what it called "continuous" service between JFK and the West 30th Street Heliport in Manhattan from 7 a.m. to 7 p.m.(Photo: Accura Media Group)


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On this Saint Valentine's Day I'm going to write about duty sex. No, it's not a very romantic topic, but, many of you are giving it or are receiving it so I thought I write about it. We talk a lot about intimacy and how true intimacy, allowing one's true self to be known, can be intimidating and duty sex is one of the many ways a lack of intimacy reveals itself in your marriage bed. What is duty sex? Basically it's the physical act of sex without the emotional or spiritual intimacy. It's doing your physical duty without living up to your spiritual duty. It's devoid of emotion, charity, and self or, if there is an emotion, it's a grudging tolerance. In other words, it's very unsatisfying for the receiver and it does nothing to enhance the giver either.
Why do people resort to duty sex? Keeping the letter of the law while ignoring the Spirit of the law. In other words, they don't want to be accused of refusing their spouse sex but they don't want to be accused of anyone actually enjoying the act either. I've heard it described as allowing one's body be used by their spouse as a masturbatory device.
The sexual union to be fulfilling must move beyond just the physical and must reach into the emotional whether that emotion is loving tenderness or red hot passion. It's more than just saying, "Yes." It's sometimes being the one to initiate. It's being present and engaged. It's about offering yourself and your sexuality to your spouse and not just your body. It's about being known and getting to know your spouse better.
In other words, real sex, non-duty sex, is for grown ups.
This content is published under the Attribution-Noncommercial-Share Alike 3.0 Unported license.


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Querida Small Flower Print Top
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Querida brings you a today's top with racerback and slits on the side, a high-low front back add to the look. The Spandex in the fabric make it perfect for comfortable wearing.
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Delkor Case Set-Up, Tray Tray Glue 752Back to All Equipment
Delkor, Model 752, automatic, dual head top load tray former with hot melt glue sealer. Rated from 5 to 60 cycles per minute each head – depending on materials and application. Capable of handling flat blank sizes up to 22" in Length and 30" in Width. Equipped with dual 24" long blank tray magazines, dual vacuum suction cup recipicating pick-in-place's, dual tray forming heads, 8" wide rubber belt discharge conveyor extending 20" from frame, Nordson hot melt glue system and lexan safety guarding. Control panel with variable speed control, push button start / stop and on / off switches for each pick and place.
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Usado Suzuki Kizashi 2009 en venta (6 Resultados)
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Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Suzuki Kizashi(CBA-RE91S)
CIF Baltimore (Port)
Guia de Compras
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Buying a low mileage 2009 Suzuki Kizashi? How?
Though mileage does not tell you everything about your car, it is an important indicator of car quality and longevity.
In general, 2009 Suzuki Kizashi good mileage is better than the one with high mileage. For example, an ordinary two-year car with 100,000 km away will not be as reliable as a 10-year-old one with only 30,000 km. And especially if the car is in 10 years well-maintained. Ah, having said that, if a car sat in the same place for a long time, say, a 10-year-old car with only 1000 km, also has the potential risk of rush, and might need big maintenance. So, go for the car that has a healthy balance between the age and the mileage.
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The first advice is to compare online. You can find comparison tools very available on the internet, with which you can see several vehicles side by side and compare their gas mileage. Nowadays these research tools are very simple and user-friendly, everything you need to find the best fuel-efficient vehicle is right at your fingertips.
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Last but not least, if you are comparing two cars with similar prices and conditions, go for the newer year model, that guarantees the 2009 Suzuki Kizashi low fuel consumption. Manufacturers over the years keep adding a variety of technologies to improve mileage and create the most fuel-efficient vehicles available, the newer the better.
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- To add any default value in Softclinic > Click on the particular box and enter F5 key from the keyboard.
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