text:
Nigel Davies (historian)
Nigel Davies | |
Born | 2 September 1920 |
Died | 25 September 2004 | (aged 84)
Nationality | British |
Occupation | anthropologist, historian, MP and soldier |
Dr. Claude Nigel Byam Davies (2 September 1920 – 25 September 2004), known as Nigel Davies, was a British anthropologist and historian who specialised in the study of the cultures of pre-Columbian America, publishing 12 academic works on the Aztec, Inca and Toltec societies. In addition to his academic work, Davies also served with the Grenadier Guards during the Second World War, briefly sat as an MP for Epping and as the managing director of Windowlite Ltd.
Born in September 1920 to Claude and Nellie Davies,[1] Nigel was educated at Eton College and subsequently at the University of Provence and briefly at the University of Potsdam in Berlin before the outbreak of the Second World War.[2] In 1939 Davies attended the Royal Military College, Sandhurst and graduated the following year, taking a commission as a lieutenant in the Grenadier Guards.[3] During the war, Davies served in the Middle East, Italy and the Balkans, leaving the services after the end of the war in 1946. In the general election of 1950, Davies stood for and won the seat of Epping as a Member of Parliament for the Conservative Party. A year later he gave up the seat, refusing to stand in the general election of 1951 at which the constituency was won by Conservative candidate Graeme Bell Finlay.
Davies subsequently entered academia, achieving a ph.D. in archaeology and studying at University College London and the Universidad Nacional Autónoma de México. He made a lifelong study of the ancient civilisations of the Americas, concurrently with his role as the managing director of Windowlite Ltd.[2] Among Davies works are books on the Aztec civilisation, the Incas of South America and in particular the Toltecs, the pre-Aztec people of Central Mexico. His works were well received and are now standard references.[1] Davies never married and later retired to live in Tijuana, dying in September 2004.[2]
- Los Señoríos Independientes del Imperio Azteca, 1968
- Los Mexicas: primeras pasos hacia el imperio, 1973
- The Aztecs, 1973
- The Toltecs, 1977
- Voyagers to the New World, fact and fantasy, 1979
- The Toltec Heritage, 1980
- Human Sacrifice, 1981
- The Ancient Kingdoms of Mexico, 1983
- The Rampant God, 1984
- The Aztec Empire, 1987
- The Incas, 1995
- The Ancient Kingdoms of Peru, 1997
- ^ a b Nigel (Byam) Davies, Minnesota State University, Retrieved 8 November 2008
- ^ a b c Davies, (Claude) Nigel (Byam), Who Was Who, (subscription required), Retrieved 8 November 2008
- ^ The London Gazette: no. 34719. p. 7250. 27 October 1939. Retrieved 8 November 2008.
Parliament of the United Kingdom | ||
Preceded by Leah Manning |
Member of Parliament for Epping 1950–1951 |
Succeeded by Graeme Bell Finlay |
- 1920 births
- 2004 deaths
- Historians of Peru
- People educated at Eton College
- British anthropologists
- British historians
- British Mesoamericanists
- Aztec scholars
- Graduates of the Royal Military College, Sandhurst
- Grenadier Guards officers
- British Army personnel of World War II
- Alumni of University College London
- National Autonomous University of Mexico alumni
- Conservative Party (UK) MPs
- Members of the Parliament of the United Kingdom for English constituencies
- UK MPs 1950–51
- 20th-century Mesoamericanists
- Historians of Mesoamerica
- University of Provence alumni
- Recipients of the Order of the Aztec Eagle


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Need information? Use the Jtl Training contact number by telephoning 0800 0852308 to speak to someone in the Jtl Training customer service operators. All are free to contact Jtl Training during the regularly scheduled business hours. It is entirely possible for you to message Jtl Training by writing a letter, post all letters to the following: Jtl Training, Stafford House, 120-122, High St, Orpington, BR6 0JS, Kent. Jtl Training is open for business in Orpington and now offers Training Services among other resourses. To ask questions about what Jtl Training , spend a moment ringing the Jtl Training phone number that is provided for you here: 0800 0852308.
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Name | Jtl Training Contact Number |
Full Address | Stafford House, 120-122, High St, Orpington, BR6 0JS, Kent |
Phone | 0800 0852308 |
Website | http://www.jtltraining.com |

subset: commoncrawl


text:
From: SourceForge.net <noreply@so...> - 2012-06-11 19:45:33
Bugs item #3500396, was opened at 2012-03-09 03:16 Message generated for change (Comment added) made by matinh You can respond by visiting: https://sourceforge.net/tracker/?func=detail&atid=115494&aid=3500396&group_id=15494 Please note that this message will contain a full copy of the comment thread, including the initial issue submission, for this request, not just the latest update. Category: General Group: None >Status: Closed >Resolution: Works For Me Priority: 5 Private: No Submitted By: Jimmy Merrild Krag (beruic) Assigned to: Nobody/Anonymous (nobody) Summary: Intersections of ranges are calculated wrong. Initial Comment: During excercises in a course in testing and veriication I discovered that intersections of ranges are checked wrongly in JFreeChart. This working set, we are working with can be found at http://ge.tt/6FORJmE/v/0?c I browsed your current trunk code online, and asserted that - The unit tests are still the same (trunk/tests/org/jfree/data/junit/RangeTests.java) - The implementation is still the same (trunk/source/org/jfree/data/Range.java) I also checked out the current code, and tried to run the unittest In org/jfree/data/Range.java, the implementation of the "intersects" function is currently: public boolean intersects(double b0, double b1) { if (b0 <= this.lower) { return (b1 > this.lower); } else { return (b0 < this.upper && b1 >= b0); } } But should rather be public boolean intersects(double b0, double b1) { return (b0 <= b1 && this.lower < b1 && b0 < this.upper); } I made this implementation according to the unit tests in trunk/tests/org/jfree/data/junit/RangeTests.java, as well as some additional ones in src/org/jfree/data/RangeTests.java in the aforementioned working set. ---------------------------------------------------------------------- >Comment By: Martin Höller (matinh) Date: 2012-06-11 12:45 Message: Hi again and sorry for the delay. Just had a look at your modified method and the additional tests. I can't see any problem with the existing implementation (and neither with your implementation). All tests run fine, the test coverage should be 100% and the tests look ok to me. If you still feel the current implementation is broken please provide a failing unit test. Thanks, - martin ---------------------------------------------------------------------- Comment By: Jimmy Merrild Krag (beruic) Date: 2012-03-20 17:17 Message: I'm not usually programming Java, and I'm not sure I opened the checked out code the right way, and I have no idea of what you mean by 'a locale of "C"'. ---------------------------------------------------------------------- Comment By: Martin Höller (matinh) Date: 2012-03-12 14:35 Message: Thanks for the report. I'll have a look at it soon. What was your problem with the unit tests? They should run fine with a locale of "C". ---------------------------------------------------------------------- Comment By: Jimmy Merrild Krag (beruic) Date: 2012-03-09 03:20 Message: Addition: The line "I also checked out the current code, and tried to run the unittest" should read "I also checked out the current code, and tried to run the unit test here to be sure, but was unable to." ---------------------------------------------------------------------- You can respond by visiting: https://sourceforge.net/tracker/?func=detail&atid=115494&aid=3500396&group_id=15494 |


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Not what you want?
Try searching again using:
1. Other similar-meaning words.
2. Fewer words or just one word.
Buy a Diva calligraphy wall scroll here!
Start your custom "Diva" project by clicking the button next to your favorite "Diva" title below...
Below are some entries from our dictionary that may match your diva search...
Characters If shown, 2nd row is Simp. Chinese |
Pronunciation Romanization |
Simple Dictionary Definition |
歌姫 see styles |
rara らら utahime うたひめ uki うき |
songstress; diva; (female given name) Rara; (female given name) Utahime; (female given name) Uki |
迪吧 see styles |
dí bā / di2 ba1 ti pa |
disco (coll.); diva (loanword) |
ディーバ see styles |
diiba / diba ディーバ |
diva |
大莊嚴經 大庄严经 see styles |
dà zhuāng yán jīng / da4 zhuang1 yan2 jing1 ta chuang yen ching Dai shōgon kyō |
Vaipulya-mahāvyūha-sūtra, tr. by Divākara, Tang dynasty, 12 juan; in which the Buddha describes his life in the Tuṣita heaven and his descent to save the world; Da zhuangyan jing |
地婆訶羅 地婆訶罗 see styles |
de pó hē luō / de po2 he1 luo1 te p`o ho lo / te po ho lo Jibakara |
Divākara, tr. as 日照 Jih-chao, a śramaṇa from Central India, A. D. 676-688, tr. of eighteen or nineteen works, introduced an alphabet of forty-two letters or characters; Divākara* |
ディーヴァ see styles |
diia / dia ディーヴァ |
diva |
方廣大莊嚴經 方广大庄严经 see styles |
fāng guǎng dà zhuāng yán jīng / fang1 guang3 da4 zhuang1 yan2 jing1 fang kuang ta chuang yen ching Hōkō dai shōgon kyō |
A vaipulya sutra, the Lalita-vistara, in 12 chuan, giving an account of the Buddha in the Tuṣita heaven and his descent to earth as Śākyamuni: tr. by Divākara under the Tang dynasty; another tr. is the 普曜經; Extensive Merriment |
Search for Diva in my Japanese & Chinese Dictionary
The following table may be helpful for those studying Chinese or Japanese...
Title | Characters | Romaji(Romanized Japanese) | Various forms of Romanized Chinese | |
Diva | 歌姫 | utahime | gē jī / ge1 ji1 / ge ji / geji | ko chi / kochi |
Successful Chinese Character and Japanese Kanji calligraphy searches within the last few hours...
All of our calligraphy wall scrolls are handmade.
When the calligrapher finishes creating your artwork, it is taken to my art mounting workshop in Beijing where a wall scroll is made by hand from a combination of silk, rice paper, and wood.
After we create your wall scroll, it takes at least two weeks for air mail delivery from Beijing to you.
Allow a few weeks for delivery. Rush service speeds it up by a week or two for $10!
When you select your calligraphy, you'll be taken to another page where you can choose various custom options.
The wall scroll that Sandy is holding in this picture is a "large size"
single-character wall scroll.
We also offer custom wall scrolls in small, medium, and an even-larger jumbo size.
Professional calligraphers are getting to be hard to find these days.
Instead of drawing characters by hand, the new generation in China merely type roman letters into their computer keyboards and pick the character that they want from a list that pops up.
There is some fear that true Chinese calligraphy may become a lost art in the coming years. Many art institutes in China are now promoting calligraphy programs in hopes of keeping this unique form
of art alive.
Even with the teachings of a top-ranked calligrapher in China, my calligraphy will never be good enough to sell. I will leave that to the experts.
The same calligrapher who gave me those lessons also attracted a crowd of thousands and a TV crew as he created characters over 6-feet high. He happens to be ranked as one of the top 100 calligraphers in all of China. He is also one of very few that would actually attempt such a feat.
Check out my lists of Japanese Kanji Calligraphy Wall Scrolls and Old Korean Hanja Calligraphy Wall Scrolls.
Some people may refer to this entry as Diva Kanji, Diva Characters, Diva in Mandarin Chinese, Diva Characters, Diva in Chinese Writing, Diva in Japanese Writing, Diva in Asian Writing, Diva Ideograms, Chinese Diva symbols, Diva Hieroglyphics, Diva Glyphs, Diva in Chinese Letters, Diva Hanzi, Diva in Japanese Kanji, Diva Pictograms, Diva in the Chinese Written-Language, or Diva in the Japanese Written-Language.


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The lunch menu for the Mora /Wagon Mound Senior Centers, with coffee and milk served daily.
MONDAY Carne adovada, Spanish rice, country blend vegetables, flour tortilla, and gelatin with fruit
TUESDAY Steak and stuff, asparagus, carrots, wheat roll with margarine, and strawberry shortcake
WEDNESDAY Liver and onions, mashed potatoes, green beans, sliced cucumbers, wheat roll with margarine, and peaches and strawberries with topping
Monday, April 18, 1966 — New leaders elected by the Las Vegas Elks Lodge are Charlie Vigil, lecturing knight; Frank Montenegro, loyal knight; Carl Breuning, outgoing exalted ruler; J.D. Williams, new exalted ruler; Alex Coull, board member, E.R. Cooper, leading knight; Jack Lawson, organize; Jim Leger, secretary; M.O. Henriquez, treasurer; William Plank, chaplain; Leo Montoya, tyler; Tommy McCant, esquire and Phil Leger, inner guard.
A chance of snow showers before noon, then a chance of rain showers. Some thunder is also possible. Partly sunny, with a high near 50. East wind around 10 mph. Chance of precipitation is 40%.
SUNRISE…SUNSET 6:25 a.m. to 7:36 p.m.
By Margaret McKinney Highlands University
Highlands University President Sam Minner invites the community to a roundtable on Monday about the value of a college degree.
The roundtable discussion will be from 2 to 4 p.m. in the Student Union Ballroom, 800 National Ave. Light refreshments will be served.
4.18.2016 MONDAY 9 a.m. to 3 p.m. Free 2015 tax return preparation is offered for low- and middle-income persons and seniors by the AARP Tax-Aide Program. You do not have to be a senior, or a member of AARP, to receive the help. Appointments are available from 9 a.m. to 5 p.m. on Mondays (only) at the Highlands Student Union, third floor, National and Eighth. Call 505-652-4106 for an appointment. Walk-ins will be served as possible between appointments. Participants are asked to bring all documents and their 2014 return.
Submit your calendar items and notices to… firstname.lastname@example.com _______________ •Ambercare is looking for exceptional people for volunteers, who are 18 or older, with a capacity for caring to offer their services as a hospice volunteer. Hospice volunteers may read to a patient, take a walk, hold a hand when needed, play games or simply listen and provide companionship. If you would like to volunteer, contact Orlando LeFebre at 505-554-4988.
Friday, April 15, 1966 — Two bomb threats were investigated today in Las Vegas. One threat was made in a telephone call to Robertson High School. The other was directed to the chief of police. At Robertson, an office worker answered a telephone about 10:25 a.m. and without any preliminaries a person said, "Evacuate the building — there's a bomb in it," the worker said.
A slight chance of showers between 7 a.m. and 1 p.m., then a slight chance of showers and thunderstorms after 1 p.m. Mostly sunny, with a high near 71. Windy, with a southwest wind 5 to 15 mph increasing to 20 to 30 mph in the afternoon.
SUNRISE…SUNSET 6:27 a.m. to 7:34 p.m.
4.15.2016 FRIDAY 6 p.m. to midnight Mora Valley Chamber of Commerce will hold its 2016 fundraiser featuring Carlos Medina y Los Gallos, AJ Martinez, and Eminente at the VFW in Mora. Cost is $25 per person, and $35 a couple, and includes comedy show by Medina, dinner and a dance. This is an all-age event. A live auction will also take place. Tickets are available at Tapetas de Lana in Mora and Mora Valley Ranch Supply. For more information, call 575-455-0237.
4.16.2016 SATURDAY 10 a.m. to 3 p.m.
A 20 percent chance of showers and thunderstorms after noon. Mostly sunny, with a high near 67. North wind 5 to 10 mph becoming south in the afternoon.
SUNRISE…SUNSET 6:30 a.m. to 7:33 p.m.
4.13.2016 WEDNESDAY 10:30 a.m. and 3:30 p.m. Carnegie Library Story Time takes place in the children's area of the library. All programs are free and open to the public.
5:30 p.m.
MONDAY Meat loaf, garlic mashed potatoes, broccoli and cauliflower with cheese, dinner roll with margarine, cantaloupe, and yogurt
TUESDAY Burrito, Spanish rice, salsa corn, salad with dressing, and spiced apple
WEDNESDAY Kraut dog, California vegetables, baked fries, strawberries and bananas, and pumpkin nut bread
A slight chance of showers, with thunderstorms also possible after noon. Mostly sunny, with a high near 69. West wind 10 to 15 mph becoming southwest 15 to 20 mph in the afternoon. Chance of precipitation is 10 percent.
SUNRISE…SUNSET 6:34 a.m. to 7:30 p.m.
Wednesday, April 13, 1966 — The appointments of new graduate and undergraduate deans at New Mexico Highlands University were announced today by Thomas C. Donnelly, president of Highlands, following approval of the appointments by the Board of Regents. Dr. Ralph Carlisle Smith is the new undergraduate dean and Dr. Merritt Wilson McGahan is new graduate dean. Ninety-one applicants were screened for the position by the committee elected by the faculty for this purpose.
Senior Lunch Menu
The lunch menu for the Las Vegas/Pecos Senior Centers, with 2 percent milk served with all meals.
MONDAY Green chile cheeseburger, pork and beans, peas and carrots, and watermelon
TUESDAY Baked pork chop, mashed potatoes with gravy, mixed green vegetables, dinner roll, and ice cream
WEDNESDAY Green chile chicken enchiladas, beans, Spanish rice, and fruit cocktail


text:
First Edition London June 1919 the book is 7 1/2" x 4 3/4" of 116 pages. There is the odd fold mark and stain but in general a very clean and tidy edition. It is an excellent historical work on the Y.M.C.A's work and involvement with the New Zealand Forces in World War One and is packed full with photographs and written description.
At Molloy's MEGA ANTIQUES CENTRE, Takapuna, Auckland, New Zealand
Specialists in Pacific Islands Items, Victoriana, And a Fascinating Range of General Collectibles
Shipping & Handling: | To Be Determined |
Insurance: | To Be Determined |
Shipping to: |
USA change |


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What is the difference between a water filter and a water softener?
(10 Posts)I am having problems with my washing looking worn and have noticed my children's skin is becoming dry. I need to do something about it but been looking and don't know what would be better out of a filter or softener or if I need both and don't have a lot to spend.
I think a water filter generally cleans out chlorine etc for better-tasting drinking water, whereas a softener removes limescale. We have a water softener as we live in a really hard water area (Thames Valley) and I was fed up with appliances, tiles, bath screens etc getting covered in lime scale within days. The softener goes on the mains-in water supply and softens the whole supply for the house, except for a drinking water tap. It's fabulous, never get lime scale and it actually cleans out the old limescale buildup already in the house. They can be expensive but I am a big fan. Ours uses the salt blocks and doesn't need any electrical supply so very low maintenance, I check the salt level once a month and that's it.
It has improved my son's dry skin, and you need less shampoo, soap, fabric liquid etc than with hard water. It also makes your hair much fluffier!
for soft washing and smooth skin, a water softener is fab. I wouldn't be without mine. It will cost some £hundreds and you will need salt delivered to regenerate it periodically. The salt does not go into the water as some people think. I have six sacks delivered a year (don't collect it in your own car as the slightest spillage will eat rust holes through the boot). Put it somewhere with easy access to fill it.
there will be a water softener company in your town that will sell, install, repair softeners, and deliver salt (when phoning, ask "do you repair softeners?") and they might sell reconditioned ones. I bought my last one, reconditioned, from a man in Essex, it was as cheap as having the old one repaired.
if you just want to buy a cheap one, DIY sheds sell them, but you may have to throw it away if it goes wrong. A good one can last 20 years.
I want to be able to fit it myself, will this be difficult and would it be cheaper to go to my local plumb centre? My OH works for British Gas and said a water softener can corrode our boiler and rads so I am worried about this.
it is almost exactly as easy or difficult to fit as a washing machine. The incoming water main pipe needs to be close to it, and you need a drain such as a sink waste (not a rainwater drain unless you are in an old area with combined drainage). If you are fond of DIY plumbing and have the tools it might take an hour or two.
The manufacturers of central heating corrosion inhibitors say they work with softened water, and there was a big test a year or so ago which found no evidence of extra corrosion (for many years older plumbers have thought there would be).
see links on here
My OH is very good at his job so I think it might be more than a problem than we think with the boilers and corrosion but it does seem strange as as you said before is that what a water softener is made for. Will have to ask him more about it.
I meant to say as you said before and miss out what!
I found one, the same as ours (nearly a thousand pounds worth!) in a skip! Checked with the skipee and took it away, FIL installed it in his house and it's perfect, we checked the hardness levels before and after.
Funny what some people throw out! Do you all see good results with a water softener? Anyone had any bad experiences with one?
No bad experience at all - once the water in the whole system is softened, it will start removing the old limescale, so you may find after a few weeks you have to take the shower head off and tip all the flakes of scale out of it. Otherwise ithe softener just works away in the background and makes cleaning a whole lot easier!
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there was a time this weekend when robert and i were driving in town on saturday morning. it was too early to be up (robert is the only person who could convince me of the delicious, soul-strengthening power of sleeping in on saturday morning. that pocket of perfect nothingness), but there we were. cruising down main street with the early birds, meeting my parents and sister for breakfast.
and i had a sort of early memory. a happy sort of sadness that comes with the realization that life is so fast. that one day, this family will look incredibly different and that's neither a necessarily bad or good thing, but an honest one. it reminded me of a time, riding in the back of my parents' van, that i looked up at the people sitting in the rows before me and thought to myself, remember this. remember your sister in middle school and your brother with the shaggy hair and skateboard. remember your mom and dad as laughing and young and pretty. and remember yourself as happy, in the backseat with your book.
we've added some people to the van in recent years, and lost one incredible man. and leaving them that morning, driving back home to get back into the covers, i realized that the journey is really the best part. and there will be changing faces, and spaces. and shifts and swaps. and big gigantic leaps out of the car. but there will be forward motion, and that's the beautiful part about it.
Tuesday, February 5, 2013
4 comments:
- Tiffany said...
This is perfect, Courtney. I love you talking about the people in the van!
http://tiffanyd22.blogspot.com - February 5, 2013 at 1:28 PM
- Amy @ AGirlCalledBeloved said...
This post is so lovely. Those moment that make us stop and memorize exactly how everything looks and smells and feels....those are the ones to cherish.
- February 5, 2013 at 4:07 PM
- Eleanor at Mirror Of My World said...
wow such a powerful post. i know what you mean. i find change really hard, but i suppose moving forward is all part of the growing journey of life! xo
- February 6, 2013 at 5:51 AM
- chambanachik said...
Such a good reminder.
- February 6, 2013 at 10:29 AM
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Quote & News
Global Water Technologies presents in Flint, Michigan.
Indianapolis wins 2017 Smart Cities Council Challenge Grant.
Indianapolis named finalist for 2017 Smart Cities Council Challenge Grant.
Global Water Technologies promotes smart city initiative.
Global Water Technologies prepares for growth in 2017.
Global Water Technologies releases annual shareholder letter.
Global Water Technologies welcomes Water 2.0 event.
Global Water Technologies joins new smart water alliance at WEFTEC.
Global Water Technologies reduces debt, prepares for capital raise.
Recent News & Events
September 9-10, 2009
Global Water Technologies attends first Water Innovations Alliance conference
Global Water Technologies, Inc. attended the first Water Innovations Alliance conference in Chicago, Illinois on September 9-10, 2009. The event was held in conjunction with the NanoBusiness Conference at McCormick Place and featured some of the nation's leading experts on new water technologies and investment in the sector.
"The gathering of expertise at this conference highlights opportunities in both new technologies and the changing dynamics of investing in water technology," notes CEO Erik Hromadka. "Although our company is currently a very small entity in this industry, we have a unique position to leverage the innovations that are taking place. We continue to seek new avenues for profitable growth and partnerships with others who share the same vision."
The Water Innovations Alliance is an organization that advocates policies which promote the aggressive development of water technologies and innovations by creating new market opportunities, increasing funding and strengthening research and development programs. More information about the alliance is available at: Water Innovations Alliance


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Sony RPTV lamps
Guide price: $160
Last updated on 30th May 2011
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Sony RPTV lamps
In this section you can find a broad range of Sony RPTV replacement lamps. All our lamps are Philips lamps. Original lamps, best viewing experience.
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Lot 227: (5) wooden ducks with boots
Eclectic Design International Final Liquidation / Jupiter Island Estates
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Beach Fossils is an American
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Term | Priority Deadline | Application Opens |
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Open Now! Open Now! |
How To Apply
You must apply to the program through this website ONLY. Instructions to apply to each type are included below. The instructions must be followed exactly to receive full consideration for admission to the Accelerated Bachelor of Science in Nursing (ABSN) program. We look forward to reviewing your application and all supporting documents by the deadline.
STEP 1: Submit your application to CSUSM
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Once you have completed your application online, you will be prompted to pay a non-refundable $55 program application fee. Your application will not officially be submitted until payment has been received. Upon submission of your application, you will receive an email within 48 hours confirming receipt of your application. If you do not receive a confirmation email, log into your account and ensure the status of your application states "Posted". An application in any other status than "Posted" has not been successfully submitted to the University.
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Request and submit one official transcript from each academic institution attended. The following submission options are:
Electronic delivery is the preferred transcript delivery method. Verify with your school if an electronic transcript is available. Electronic transcripts can be provided through external or third party vendors (Credential Solutions, eTranscriptCA, National Student Clearinghouse, Parchment, etc.). When ordering your transcript, please choose California State University San Marcos as the intended recipient from the school name dropdown. If California State University San Marcos is not listed, please use email@example.com as the recipient email address.
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As the dust from the Burchill transphobic
article starts to settle it is time to step back a bit and look a little more
closely at some of the untruths that have been said for trans people by others.
In this case, in addition to Burchill, the almost as unedifying 'intellect' of
Toby Young; the bone-headed tribal Tory reactionary journalist who stepped in to
champion her cause...
There are the obvious and sickening insults
from Burchill; deliberately provocative and reminiscent of some bad racist
propaganda I got hold of at an Anti-Nazi League demo ages ago. But her diatribe
of mindless working-class Tory bigotry (is there any other kind of
working-class Tory bigotry?) also concealed an interesting, and rather nasty
twist, which probably went unnoticed but which may turn out to be more
significant than the more obvious stuff.
This was her deliberate
misrepresentation or deliberate "misunderstanding" of the word "cisgender". The
way she presented us as using it as a kind of anti cisgender insult "syph, cyst,
cistern." Suggests that this represents one of the ways TERFs like her are
going to try and misrepresent us. The fact that she suggested that "cis" is a
term only used to describe women, is, of course not true, yet I have had a
number of cisgender women friends contact me in recent days saying they don't
want to be called "cis" thinking that it is some kind of anti-feminist insult,
which of course it is not.
A blatant attempt to deny us an important element
of our vocabulary represents epistemological violence against trans people and
aims to misrepresent what we say in an attempt to drum up transphobic hatred
through promoting misunderstanding. It is an attempt to deny us the words with
which to talk about out lives and our experiences. This is something we must
watch out for. It is sometimes difficult to understand but people who have
considered themselves "normal" and "unmarked" actually do find it uncomfortable
to find someone else attaching a label to them. I'm not sure how many
heterosexual people like the term "straight" for example. Unfortunately TERFs
running round deliberately trying to make out that we are using it as a
misogynistic insult is something only too true to type for these individuals;
in the end since they have so little ammunition with which to attack us, they
will use what they can…
Of course Burchill's attempt to do this is
probably unlikely to have much effect since it was associated with so much
obvious bile, but Toby Young's piece in support of her, and, for that matter
from some other journalists, is more subtle. As such more dangerous, and not
just for us but for other minorities that it is still not socially unacceptable
to have a go at, Romany travellers, Chavs, genuine feminists, red-headed
people, disabled people etc…
His argument is the "offence" argument, an old
chestnut that needs to be exposed for what it is. The stock in trade, standard
issue argument for right-wing journalists trying to silence others critiques of
their own bad practice and unacceptable (and usually bigoted) views. The
argument is that they should have the right to cause "offence". Let us be very
clear about this. Toby Young is using a what is in my view a thoroughly
dishonest argument. He is telling everyone that we are against Burchill's
article because it caused us to be "offended". This is a serious and disingenuous
misrepresentation; I am "offended" almost every time I look at a news site, I
am certainly offended every time I look at any newspaper that Young writes for,
but I am of the opinion that the Burchill article should not have been
published for entirely different reasons, and I believe Toby Young knows this
but still chooses to misrepresent our views.
I am protesting against this article, and others
like it by Richard Littlejohn for example, not because I am "offended", but because they legitimize transphobic hatred. They make
it OK for those people in the street who shout at you, to call me 'mate',
'fucking tranny', 'I'm a Laydee' or any other clever witticisms. It makes it OK
for groups of young men to threaten me in the street, it makes it OK for men in
cars to stalk me to my door at night because they want to have sex with a "TV",
like they have seen on porn sites. It makes it legit for men to try and chat me
up when I'm walking home from the Tube at midnight; a scary experience because
you don't know what they want. And it makes it OK for schools to say; no, we
don't want your kind visiting our premises and "confusing" our kids.
Toby Young's deliberate disingenuousness is
easier to pick out but no less dangerous. If journalists can justify incitement
to hate crime by simply describing it as the right to "offend" then almost
anything becomes possible, including groups of people being "mandated out of
So, in addition to calling Burchill on her
bigotry we need to call both her and Young on deliberate and dishonest
misrepresentation. It is a classic
right-wing bigot's tactic in the absence of any genuine argument. We need to
make sure it is a tactic that fails.


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About Us
Hello ! We are a small start up helping writers and bloggers with tailored PR and branding solutions. We offer a range of services for both writers and bloggers at affordable charges.
If you have any questions or any collaboration ideas, or just want to say hello, get in touch with us here.
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JeguePanel is a panel to provide easy management of GNU/Linux servers. It makes services configuration (email and samba) much more easy and efficient, and handles user and permissions management. It's integrated with monitoring tools and a lot of control programs like anti-virus, anti-spam, reports, etc. It has English, Portuguese, and Spanish translations. It can use OpenLDAP, PostgreSQL, or MySQL as a backend, and has full integration with Active Directory. It will show different interfaces to users based on permission levels.
Tags | Communications Email Mail Transport Agents Post-Office File Sharing Office/Business groupware Networking LDAP |
Licenses | GPLv2 |
Operating Systems | POSIX Linux |
Implementation | Perl PHP Unix Shell bash |
Release Notes: This release fixes the interface and functions against commands injections and XSS attacks. Warnings in functions.php have been fixed. The function jpr_sqlite_all has been improved. There is a change in the jpr.pl daemon to make it even more lightweight. There are fixes in the functions jpr_sqlite_search and check_courier bugfix. There are text fixes to pt_BR.
No changes have been submitted for this release.


text:
A few months ago Google discovered that Glass had given a good bump in the eyes of its manufacturer, who had taken the decision that this technology is not enough triumphed. After many months allowing "explorers" test the augmented reality glasses , Google gave shelve the project and buried, at least temporarily. We know that the company is thinking of ways to get Google Glass is a device successful consumer level, but what is new that has happened on the head is not related to users walk.
In fact, Google seems to already have a new version of Google Glass underway, this time focused on the professional sector. It is the information coming from American newspapers in which mention that the Google project is that its technology, this time, be well received by the specialists of certain professional sectors, like health or energy. In this industry it is possible that Google Glass can provide important advantages.
The company, though, so far not wanted to rule on the matter , perhaps because it is waiting to issue an official statement with more information.
One of the advantages of expanding the presence of Google Glass in the professional environment is that users will not have to worry about privacy issues . We talked a lot with the first version of Google Glass about what it was that had problematic possibility that users lose privacy of what they were seeing. In the work environment will not worry about, since it is clear that practitioners should not be concerned that there is someone watching them while they work. Moreover, it could be up to a system to interested business managers to have more control over what happens in your company.
Google Glass symbolized a very promising technology months ago and thought it would come much further, but its growth was interrupted earlier this year. However, the progress of virtual reality systems has affected the proposed augmented reality Google Glass and do not know if in the end the public will achieve awakening their interest in the proposal of this company. Today they seem to do better making the best work done in the professional sector.


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Management And Leadership Across Cultures Commerce Essay
Published: Last Edited:
This essay has been submitted by a student. This is not an example of the work written by our professional essay writers.
Cultural diversity and ethnicity has never been of such importance as they are today. Every employment form of every organization has the section of ethnic background now and the core purpose of this is to gather statistics and to develop different cultural mixing measures in the organization. In China one of the fastest growing industries is tourism and hotel industry. Many international chains are expanding their operations in china and investing in asian continents so that the people from US and Europe would get the same environment which they have in their home continents. The cultural differences in the hospitality industry are getting broader in the sense that franchise hotel companies do not take the issue of homogeneity in consideration which needs to be addressed first and to make sure that the staff should be equipped with diversity of cultures.
Theories of leadership and motivation:
According to Motivation and Leadership at Work (Steers, Porter, and Bigley, 1996), in the early twentieth century researchers began to examine other possible explanations for differences in individual motivation. a quantity of researchers salaried attention on domestic force as a work out for motivated performance. Others calculated the source of study and how individuals base topical performance on the penalty of past behavior. in spite of everything others examined the inspiration of individuals' cognitive processes, such as the beliefs they give rise to concerning future events. ended time, these key theoretical streams of study in motivation were classified into two key schools: the gist theories of motivation and the process theories of motivation. little theories of leadership and personality assert unceasing to pick up and expand, the investigation of work motivation appears stagnant.
A review of many pleasant organizational behavior textbooks would indicate nearby has been unimportant progress while refined and broadened the work. The work motivation literature is replete with those scholars bemoaning the fact that real progress has been anemic (Shamir, 1990). Empirical studies have produced conflicting results and have rarely offered any compelling explanation of unique variance in work productivity (Katzell & Thompson, 1990). A amount of scholars own concluded with the aim of many established models are basically imprecise or, at best, deficient of salient variables that create them too simplistic. "There is a growing realization that traditional models of motivation do not explain the diversity of behavior found in organizational settings" (Leonard, Beauvais, & Scholl, 1999: 969).
Arguably, the most influential work motivation framework has been Porter and Lawler's (1968) expectancy theory. They enjoy recognized the relationships between the expectancy variables were more complex than Vroom (1964) had earlier envisioned. They unstated the relationship flanked by try and performance was to be expected mediated by human being perceptions, traits, and abilities and that enhanced running might not start to unusual satisfaction in and of itself. Just as important, though, was their assertion with the intention of the description of the task and perceived fair play of reward influenced unique motivation. even though Porter and Lawler's model has been criticized for a number of reasons, it is one of the mainly far and wide reproduced models of do motivation.
The reasons are many.
Leadership theories with reference to tourism and hospitality industry:
Yau (1988), Mok and DeFranco (1999) and Gilbert and Tsao (2000) investigated the impact of Chinese culture in hospitality marketing and showed the prevalence of guanxi and mien-tsu in those business relationships. Yet there is, from the viewpoint of the hospitality manager, a potential downside of guanxi and that is the abuse of intimate relationships by customers who manipulate situations to demand more services or value than is appropriate within the commercial realities of the business. The failure to observe customer demands leads to a loss of mientsu which also might have detrimental effects for the business.
Interest in leadership amplified during the before time part of the twentieth century. Early leadership theories focused on qualities distinguished among leaders and followers, while successive theories looked at other variables such as situational factors and aptitude levels. although a lot of discrete leadership theories have emerged, nearly all can be classified as one of eight most important types:
1. "Great Man" Theories:
Great man theories carries on with the aim of the part that leadership is inherent and that downright leaders are born, not made. These theories often portray boundless leaders as heroic, mythic and destined to get higher to leadership at what time needed.
The term "Great Man" was used because, at the time, leadership was thought of primarily as a male quality, especially in terms of military leadership. Learn more about the great man theory of leadership.
2. Trait Theories:
Similar in some ways to "Great Man" theories, trait theories assume that people inherit firm qualities and personality with the intention of style them better suitable to leadership. Trait theories often associate particular personality or behavioral characteristics collective by leaders. If particular traits are key skin of leadership, therefore how do we explicate people who possess people's qualities but are not leaders?
3. Contingency Theories:
Contingency theories of leadership focus on item variables connected to the natural environment with the aim of might agree on which particular cut of leadership is most excellent right for the situation. According to this theory, no leadership luxury is best in all situations. Success depends in the lead a come to of variables, including the leadership style, qualities of the followers and aspects of the situation.
4. Situational Theories:
Situational theories propose that leaders choose the finest track of action based in the lead situational variables. Different styles of leadership may be supplementary appropriate for assured types of decision-making.
5. Behavioral Theories:
Behavioral theories of leadership are based ahead the belief with the aim of great leaders are made, not born. Rooted in behaviorism, this leadership premise focuses on the trial of leaders not on mental qualities or domestic states. According to this theory, individuals can find out to develop into leaders through philosophy and observation.
6. Participative Theories:
Participative leadership theories hint at to facilitate the ideal leadership comfort is one with the intention of takes the effort of others into account. These leaders encourage participation and contributions from group members and benefit group members air new appropriate and committed to the decision-making process. In participative theories, however, the guide retains the absolute to allow the input of others.
7. Management Theories:
Management theories, also known as transactional theories, focus on the position of supervision, company and cluster performance. These theories heart leadership on a method of rewards and punishments. supervisory theories are often worn in business; as soon as employees are successful, they are rewarded; whilst they fail, they are reprimanded or punished.
8. Relationship Theories:
Relationship theories, also known as transformational theories, focus in the lead the contacts bent between leaders and followers. Transformational leaders motivate and inspire people by selection group members see the importance and higher mild of the task. These leaders are paying attention on the occurrence of group members, but too need each one person to satisfy his or her potential. Leaders with this tailor often have high ethical and just standards.
Motivational theories:
It has been said that "the only constant is change". This saying is just as true within the hospitality industry as it is in any other endeavor in life. Over recent years there has been a growing diversity within the hospitality industry; much of this has been fuelled by the liberalization of international travel. China is projected to become Asia's largest outbound market (Pacific Asia Travel Association, 2001). It grew as much as 16% from 2000 to 2001 with 12 million Chinese travelling overseas. The World Tourism Organization has forecasted an annual growth of 12.5% from 2000 to 2020 (1999).
The role of a leader is to get things done and drive change through other people.
There are three main styles of leadership:
Authoritarian: The authoritarian leader makes all the decisions and tells everyone else what to do. This style is particularly prevalent in the army and emergency hospital wards.
Consultative: The consultative leader will talk to everyone involved in or affected by a task to get their views and ideas. They will also keep them informed of any changes.
Democratic: The democratic leader will go one step further than the consultative leader and actively involve others in the decision-making process rather than just considering their input. It is very much a team approach with everyone talking responsibility for making decisions.
To determine which style will be most effective for a particular person or situation, a leader needs to know how to motivate each individual they are working with.
There are many theories of motivation.
Maslow's hierarchy of needs:
Maslow purports that community exist in a hierarchy of needs. The most basic need is physiological (food, water, friendliness and shelter) followed by wellbeing needs which include job safety and someplace long-standing to live. subsequently are social needs for company and involvement with others. Esteem wishes be a fan of next and this about gaining credit and respect from others. Lastly, but at the highest level, is self-actualisation wrapper the crave for type and personal growth.
Maslow states that each level must be satisfied before the next one will become a motivator. However this isn't always the case as Mahatma Ghandi certainly risked physiological and safety needs for the satisfaction of others when India was striving for independence from the UK.
What leaders can take from Maslow's model is that they should create opportunities for individuals to develop and make the most of their talents.
Herzberg's hygiene factors:
Herzberg felt at hand to be two groups of possessions to consider, one of which de-motivates and one which motivates. He called the things with the aim of can de-motivate 'hygeine factors' and these include ballet company policies, salary and the effective environment. He affirmed these to be basics which obligation be perfectly or also the employee may possibly be dissatisfied, but, he did not grade these as things which may possibly motivate. Motivators are in their own flash troupe and enter achievement, recognition, the control itself, accountability and career progression.
McGregor's X and Y theory:
McGregor had a to some extent different theory so as to near are two types of people. The to start with group, called X people, need an despotic method as they are inherently lazy, resistant to work and will work no responsibility. The second group, Y people, are greatly self-motivated and greatest management through contribution and involvement
No one theory will be right or wrong.
A self-ruled adapt of leadership will be on the whole appropriate to senior teams and those who are motivated by top order desires such as individual improvement and public recognition. On the extra hand employees involved in more everyday administration responsibilities may only be arrival to work for the community countenance and would be superlative managed with a more consultative style. The consultative and classless styles might be argued to be the a large amount motivating as generally people enjoy some degree of responsibility. still fill with functioning in the emergency air force such as hospitals and fire rescue may need an authoritarian sound out because nearby simply isn't time for consultation on what's best to do when lives are in danger.
Each style will graft well in different work situations and for different people. One style is unlikely to work brim all the point and the same person. an important person who is normally satisfying the top order self-actualisation needs according to Maslow's theory could drop back into safety needs and easily slip into being a McGregor X type worker if they feel that their job is under threat and they may be made redundant. The leader must know when to adapt.
Cultural diversity:
Understanding the dining experience within the hospitality industry is a complex process. Numbers of researchers have commented that the heart of this complexity is due to the extent of customer participation in the service process (Parasuraman, Zeithaml, & Berry, 1985; Kandampully, 1997)
Increasing globalization requires more interaction surrounded by family from diverse
cultures, beliefs, and backgrounds than eternally before. nation no longer settle and
do in an blinkered marketplace; they are now part of a worldwide economy amid
struggle coming beginning practically every continent. For this reason, organizations
need diversity to befall more creative and open to change. thus
maximizing and capitalizing on workplace diversity has become an worthy
issue for management today.
Since managing diversity what's left a significant
organizational challenge, managers must learn the management skills considered necessary in
a multicultural work environment. Supervisors and managers must be prepared
to teach themselves and others within their organizations to attach importance to multicultural
differences in equally associates and customers so with the intention of all is treated among
dignity. Diversity issues are now well thought-out critical and are projected to become
smooth new important in the opportunity due to increasing differences in the people
of lots of countries.
Companies may well do as well as to focus on diversity and peep for customs to
happen to entirely inclusive organizations for the reason that diversity has the capability of
docile greater productivity and competitive advantages. successively and valuing
diversity is a key component of real populate management, which can get stronger
point of work productivity. Unmanaged diversity in the bureau force come to pass to an
barrier for achieving clerical goals.
Therefore diversity can be perceivedas a "double-edged sword".
Concepts of diversity:
Diversity is a subjective phenomenon, formed by classify members themselves
who on the foundation of their different common identities tag others as similar or dissimilar: "A group is diverse if it is composed of individuals who differ on a
characteristic on which they base their own social identity" . Loden & Rosener [1991] define diversity as that which
differentiates one group of people from another along primary and secondary
dimensions. Primary dimensions of diversity, those exerting first influences
on our identities, are gender, ethnicity, race, sexual orientation, age and mental
or brute abilities and characteristics. The core dimensions shape our vital
self-image as well as our vital world views. Additionally, they give birth to the
as a rule bang on groups in the headquarters and society. minor dimensions of
diversity are take away visible, make use of a more unpredictable influence on individual uniqueness and
add a additional faint lushness to the primary dimensions of diversity. They include:
educational background, geographic location, religion, chief language, descendants
status, work style, work experience, armed forces experience, organizational role and
level, takings and communication style. The secondary dimensions blow our
self esteem and self definition.
There is a definite trend towards definitions of a multiplicity of diversity
dimensions; Arredondo [2004] adds culture, social class and language to
the primary dimensions and healthcare beliefs and recreational interests
to the secondary dimensions. She further adds a tertiary dimension, which
encompasses historical moments experienced. Maier [2002, pp. 132-134] lists
38 possible diversity dimensions, and further suggests that his item "character
traits" is "infinitely expandable". He illustrates this multi-dimensionality by reference to the individual as a kaleidoscope.
Cultural homogeneity and diversity in the workplace - a comparative
Cultural diversity has been defined as "the representation, in one social system,
of people with distinctly different group affiliations of cultural significance".
It has been studied in both laboratory and field settings. Laboratory studies,
grounded in the value-in-diversity perspective, have shown that diversity within
work groups increases their effectiveness [Cox et al. 1991]. On the other hand,
field studies, guided by public individuality and interrelated self-categorization theories,
give suggested that diversity is associated with off-putting performance outcomes
. Within culturally homogeneous groups, members will have a tendency to
communicate with each another more often and in a greater variety of ways,
perhaps because they share worldviews and a unified culture resulting from
in-group attachments and shared perceptions [Earley & Mosakowski, 2000].
According to social identity theory, cultural homogeneity in management
groups may along these lines increase the alongside of satisfaction and cooperation and decrease
emotional conflict. given that standardized groups do not
possess major cultural barriers to social intercourse, unquestionable social associations
and in-group social contacts are fostered. This formulation suggests
with the aim of lethal social identity and self-categorization processes command not inhibit
an concern amid a culturally all the same management group. As cultural
diversity increases, however, shared contrast and categorization processes
occur, and in-groups/out-groups and cognitive biases may occur, creating barriers to communal intercourse.
Therefore, as heterogeneity in management
groups reaches moderate levels, the psychological processes allied and
community characteristics scheme and self-categorization processes may be other likely to
emerge. These processes create distinct behaviours such as commonality by means of
others in a race- or gender-based group, accord to the norms of one's group,
and discrimination towards out-groups To the extent
that multiple subcultures exist in moderately heterogeneous groups, conflict is
potentially maximized [Earley & Mosakowski 2000], and intergroup interaction
and communication may be blocked [Alexander, Nuchols, Bloom, & Lee 1995]. For
example, Earley and Mosakowski [2000] found that moderately heterogeneous
groups exhibited rapport conflict, contact problems, and low
identification of members with an complete do group. in management
groups, the difficulties linked with moderate levels of heterogeneity may
lead to refusal act outcomes for an organization. even though moderate
levels of cultural heterogeneity may create barriers to effective social intercourse,
high levels of heterogeneity might in fact flag these barriers ,
since group members will be more evenly diffused over the categories of cultural diversity, and in-group/outgroup identities will be reduced.
Double Effects of Diversity:
In sum, in charge with on hand above look into diversity might exhibit positive
and denial contributions to organizational functioning depending on its level.
at hand are some advantages and disadvantages for organizations which deserve
to be discussed in allocate
There is substantial literature which argues that diversity has performance
advantages over homogenous work structures [Cox, Lobel and MacLeod 1991].
First, multicultural organizations grasp an advantage in attracting and retaining
the best talent. The capabilities of women and minorities offer a wider labour
pool. Organizations that are able to create a center of attention and maintain qualified alternative
set members and keep faith with them from side to side fair-minded and equitable career
improvement treatments, improvement competitive lead and draw from elevated quality
human property dividends. Second, a multicultural organization is better
apt to wait a diverse exterior clientele in a supplementary increasingly overall market.
Such organizations cover a better tolerant of the requirements of the legal,
political, social, economic and cultural environments of foreign nations.
Third, in research-oriented and hi-tech industries, the broad station of talents
generated by a gender-and ethnic-diverse tidiness becomes a costly
advantage. Fourth, multicultural organizations are start to be in good health at unruly solving, possess advance power to drag delayed meanings, and are additional apt to exhibit manifold perspectives
and interpretations in dealing with complex issues. Such organizations are fewer
susceptible. Fifth, multicultural organizations be apt to possess
more organizational flexibility, and are better able to adapt to changes. Women,
for instance, are said to give senior tolerance for ambiguity than men.
Negative impact of failing to create workplace diversity:
A review of diversity copy shows that sometimes increasing diversity is portrayed as a captivating formula with the intention of willpower robotically provide employers amid competitive advantage. But empirical research evidence is conflicting
Results can show advantages and disadvantages (Williams and O'Reilly 1998, Raghuram and Garud 1996, Dwyer et al 2003, Chevrier 2003). In fact, workforce diversity isn't a competitive organisational strength unless it's effectively managed. Allard (2002 p14) notes that, 'Just having diversity does not by itself guarantee greater business success nor does it guarantee qualitative social and creativity improvements.'
Research findings suggest that simply changing the structure or composition of the workforce doesn't lead to business success (Haight 1990, Cox and Blake 1991, Ancona and Caldwell 1992 p321, Phillips 1992). On the contrary, in some instances, workforce diversity may even undermine business performance.
Allard (2002 p13 observes the hoped-for advantages of diversity engineering. He explains with the aim of desired outcomes comprise such intangibles as inventive outlooks, upper morale, enlarged flexibility, manifold perspectives, increased problem-solving skills, increased creativity, decline in intergroup tensions, and better market opportunities. But potential disadvantages include impasses in success agreements, miscommunication, confusion, ambiguity, fear, resistance and backlash commencing best part members, unrealistic expectations, lofty price tag of litigation, and recruitment difficulties.
The negative outcomes of not managing diversity include low morale, ambiguity, conflict and tension, confusion and communication problems. These undermine organisational attachment and reduce effectiveness and workforce cohesion (Chevrier 2003, Wharton and Baron 1987; Tsui et al 1992; O'Reilly et al 1989, Tsui and Ashford 1991, Thomas and Ely 1996, Cox 1993, Nemetz and Christensen 1996, Robbins 2001).
In their review of the literature on the effects of diversity, Milliken and Martins (1996 p408) found that diversity in gender, race or age may lead to higher turnover rates.
Similarly, Jackson and colleagues (1995) noted that diversity may create discomfort for individual members of a workforce and result in lower organisational integration and attachment. Still others argue the possibility that, even if diversity fosters better performance, the costs of co-ordinating diverse workforces can impede its advantages (Ancona and Caldwell 1992; Murray 1989).
Ancona and Caldwell (1992 p323) explain the negative effects of diversity:
'The group literature points to the difficulty of merging different cognitive styles, attitudes and values, such as those found in teams with diverse members. If not managed effectively, this diversity can create internal processes that slow decision making and keep members from concentrating on the task. Teams made up of individuals from different "thought-worlds" may find it difficult to develop a shared purpose and an effective group process.'
Cordero et al (1996 p206) conclude that 'homogeneity in group composition creates positive outcomes because of the effects of the similarity-attraction effect, that is, that people are attracted to those who are similar to themselves.'
The diverse impact of diversity on individuals:
Studies analysing the bang of diversity on diverse groups of employees indicate to facilitate the effects of and reactions to workforce diversity may show variations in the middle of special groups of persons.
For instance, white men react more negatively and display lower levels of morale, job satisfaction and innovation in diverse work groups than women and those from ethnic minorities, who react more favourably and show evidence of increased job satisfaction and participation (Wharton and Baron 1987, Tsui et al 1992, Cordero et al 1996, DiTomaso and Hooijberg 1996).
Soni (2000) conducted case research inquiries in huge unrestricted sector organisations to sift the relationship between race/ethnic and gender identities, perceived discrimination, job satisfaction, interpersonal relationships, and attitudes on the way to place of work diversity and diversity management initiatives
The results of the learn showed with the intention of women and ethnic-minority employees were additional receptive to diversity management initiatives, perceived greater discrimination and reported minus job satisfaction and not as much of rewarding interpersonal relationships than their white guy colleagues.
. Similarly, Rubaii-Barrett and Beck (1993) examined the differences in composition climate perceptions and levels of job satisfaction involving not the same ethnic groups in a scrutinize administered to 268 indigenous authority employees in New Mexico. The findings of this revision not compulsory so as to attitudes towards diversity are moderated by the ethnic identities of employees.
These conflicting investigation findings on the property of diversity suggest with the purpose of it's not diversity per se that automatically leads to affair sensation or failure.
Two main general points can be made about the affiliation between diversity and multinational success
1 The belongings of labor force diversity are conditioned by further organisational and contextual factors
2 Diversity false piety be used as a competitive organisational dilution but for it's managed effectively
Factors that influence the effects of diversity
There are at smallest amount four main moderating or intervening variables with the aim of condition the property of diversity:
o the nature of go to work everyday jobs
o corporate business strategy
o diversity and organisational background
o diversity and context.
The nature of work tasks
Regarding the belongings of the nature of work odd jobs on the diversity-business-success rapport .
, Cordero et al (1996 p206) suggest that, 'Homogeneity appears to be a charity performance for groups by more schedule tasks, while heterogeneity produces benefits for groups with other complex and interdependent tasks.' In other words, diversity with employees delivers a competitive lead for organisations when the performance of work of fiction and multifaceted household tasks with the intention of require high levels of creative thinking, innovation and problem-solving skills are intricate (Dwyer et al 2003, Jackson 1992).
Corporate business strategy
The impact of diversity on business performance also displays variations in accordance with corporate business strategy (Richard 2000, Schuler and Jackson 1987).
Dwyer et al (2003 p1010) tell us, 'A growth-oriented, culturally diverse organisation benefits from employees who are flexible in their thinking and who are less likely to be concerned about departing from the norm.' Their research findings suggest that firms adopting growth strategies benefit from the increased levels of performance stemming from gender diversity at managerial level.
The positive relationship relating issue accomplishment and workforce diversity in growth-oriented organisations holds faithful for run diversity as well as gender diversity; but race diversity is shown to be linked with injurious and unenthusiastic outcomes for the downsizing firms (Richard 2000).
Diversity and organisational culture :
The third point with the purpose of desires to be considered in analysing the advantages and disadvantages of diversity regarding production victory is organisational culture. It's argued to facilitate positive organisational cultures cultivate the positive special effects of diversity while others dampen them.
According to the research findings of Chatman et al (1998) organisational cultures based on communalist ethics positively moderate the liaison between workforce diversity and business act by dissolving the conflicts stemming from and fostering the impending profit of diversity
Dwyer et al (2003 p1017), in their research of 535 banks on the relationship between management-level gender diversity, growth orientation and organisational culture, found that 'the impact of gender diversity on performance was dependent on the organisation context.'
Using the typology of cultures developed by Quinn and his colleagues, Dwyer et al argued that workforce diversity provides business benefits in a 'clan culture
- characterised by participation, teamwork, employee focus, consensual problem-solving and decision-making - and in an adhocracy culture - characterised by flexibility, spontaneity, individualism, entrepreneurship, creativity, and adaptability (Dwyer et al 2003 pp1011-1012).
Another feature of the organisational culture that moderates the effects that diversity has on business performance is the extent to which equal opportunities and diversity are part of it.
Knouse and Dansby (2000) argue that organisations that embrace equal opportunities and diversity gain advantage through increased effectiveness, satisfaction and commitment among employees. They say the diversity of employees, such as their race, ethnicity, gender, age, education and rank, affects individual behaviours and attitudes towards equal opportunities, which in turn affects personal satisfaction, effectiveness and commitment.
In their survey of 922 employees, Rynes and Rosen (1994) found that employees who received diversity training were more supportive of diversity.
Bendict et al (2001), in a survey of 108 US diversity training providers, concluded that diversity training is most beneficial when it embodies an organisational development approach.
Swann et al (2004) observed a group of MBA students over a semester and found that verification of personal self-views fostered identification with and performance in diverse groups.
Similarly, Polzer et al (2002) investigated the moderating get done of self-verification processes on the correlation linking diversity and act on MBA students. together demographic characteristics (for example, sex, race) and functional categories (for example, job function) featured in the explanation of diversity they used. They originate occurrence was other enhanced in groups wherever levels of self-verification were high.
But Bhadury et al (2000 p144) initiate several studies which suggested with the intention of workforce diversity can carry out both clear and downbeat impacts on organisations. However, the nature of the contact diversity has, depends to a large scope on the environment of the diversity climate more readily than the existence of diversity.
In their experimental research, Gilbert and Stead (1999) examined the possessions of diversity management on the perception of qualifications and competences of employees beginning special battle and gender groups. Two experiments involving samples of 179 and 220 undergraduate transnational students were conducted and the fallout showed so as to the qualifications and competences of women and racial minorities hired in diversity management programmes were viewed extra positively than individuals of nation recruited beneath positive action programmes.
Recommendations and Conclusion
However, the key in both staff guidance and the provision of guest services is to offer flexibility and choice. Cultural diversity may make available many challenges, but it also presents right as countless opportunities for delineation and synergy.
The increasingly competitive the human race economy, gradual globalization of intercontinental
companies, and fast changes in demographic trends and work structure are posing talented challenges to management in the hospitality industry. discernment and supervision diversity has like so become imperative to the contemporary welcome industry.
Cultural diversity brings grand opportunities and payback to the companies in the
warmth industry. But at the same time, these companies are at rest facing a big challenge as how to for practical purposes organization the multicultural workplaces. Many cultural barriers such as transmission obstacle, discrimination and stereotypes unmoving want to be overcome. To mushroom the awareness and sensitivities of cultural diversity management, interrelated exercise list should be designed and conducted in the industry.
even if the welcome industry's relevance in the outcome of cultural diversity is
increasing, it seems with the intention of in the moot return few educators have been uneasy in the midst of the implications of adding cultural diversity management into hospitality curriculum. a large amount of the burden of multicultural education as a result has been on industry training . As the potential managers who choice input the office and do business in the midst of the cultural diversity. issues directly, generosity graduate students need to be educated among multicultural management knowledge and skills. nearby is necessity that cultural diversity management training is incorporated interested in academy curriculums, such as in a being reserve course. Companies of the hospitality industry, specially the HR departments of these companies, should too coin and conduct in force preparation programs for employees, providing diversity management training to employees to augment their awareness and sensitivities to cultural diversity.
Current managers and future mangers be supposed to be given additional multicultural management working out to polish their management skills in dealing with cultural diversity issues. Cross-cultural working out must be known to persons folks that spirit be entering the global marketplace of welcome management field. Hence, manipulative some training programs is needed for the hospitality industry. In the subsequent fart of this paper, a cultural diversity managmanagement training module will be open as a practical case in point for the welcome industry.


text:
5845 Nw 24th Avenue UNIT 1101, Boca Raton FL, 33496
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Last Updated: 3/28/2017 10:44 AM
Description for
5845 Nw 24th Avenue UNIT 1101
Boca Raton, FL 33496
Beautiful first floor with attached garage with an expansive golf view.
Nassau Bay
Palm Beach
2 Full/1 Half
1,957 (approx)
Beautiful first floor with attached garage with an expansive golf view.
Listing Information
Nassau Bay
Electric Water Heater, Public Water Service
Public Sewer
Cable TV, Electric, Underground
School Information
Room Information
Split Plan
Breakfast Area, Formal
Separate Tub & Shower
Interior Features
Dishwasher, Disposal, Dryer, Microwave, Electric Range/Cooktop, Refrigerator
Carpet, Wood
Central Air, Ceiling Fan(s)
Single Hung, Sliding
Burglar Alarm, Guard At Gate
Unfurnished, Foyer, Pantry, Walk-in Closets
Exterior / Lot Features
1 Garage Spaces,
Garage, Tennis Court,
Golf Course
Community Features
Community Spa, Putting Green, Golf Facilities
Driving Directions
from I-95 go west on Yamato past Military Trail to Broken Sound on right
Financial Considerations
Market Trends and Price History
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Active Market Trends
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Median list price$599,000Days on market147Properties for sale658Sold Market Trends
Source: MLS DATA
Median sold price$260,000Sales to list price93.9%Properties sold143Median sq ft price$150 Arrows indicate 90 day trend
Listing Price History
Boca Raton Real EstateBoca Raton is located in Florida. Boca Raton, Florida 33496 has a population of 93,235. The median household income in Boca Raton, Florida 33496 is $71,867. The median household income for the surrounding county is $52,878 compared to the national median of $53,482. The median age of people living in Boca Raton 33496 is 46 years.
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text: It's disappointing to see what used to be such a great place going down hill. A few of the waitresses were rude/blunt & not friendly, but the guy was great who took our order and delivered the meals. The meals were basic, nothing over the top. I ordered the burger, which looked great but the meat patty wasn't great and... More


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Advanced Microeconomics
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Network Attached Peripherals (NAP) Private VLANs provide a layer of additional protection for network attached peripherals including printers, electronic billboards, monitoring devices, door controllers and cameras against "network attacks" from non-UB networks and from UB ResNet, UB OpenPort and UB Wi-Fi networks. (Access to NAP VLAN's is allowed from UB Secure Wi-Fi, but not from other Wi-Fi SSID's.)
See Direct Attached Networked/Embedded Systems for more information on the use of NAP Private VLANs.
NAP devices require a dedicated switch port at the wall
For more information on the Network Attached Peripherals Private VLAN please complete the Request Installation of Network Connection form
See the Data Communications section of the Costs for Services webpage.


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Dallas, Texas 75210
United States
Areas of Practice | 1) Toxic Torts, 2) Groundwater Contamination, 3) Environmental Law and 4) Toxic Chemicals |
Admitted Year | 1989 |
Education | Baylor University (B.A., 1984) |
Most recent firm | Baron & Budd, P.C. |
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Legal Assistant (Administrative) USA-TX-Dallas We are seeking a Legal Assistant to join our Dallas office. The Legal Assistant is a key point of contact for clients and attorneys. In this role, the assistant must able to communicate and coordi... Apply now |
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A. Harrison Barnes is a well-known attorney throughout the United States. As a member of the Malibu community, Harrison is committed to serving the needs of Malibu residents and businesses in legal matters.


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Love it, hate it, good story, bad story... the media are going to keep reporting on ME/CFS no matter what. But isn't it time that we saw that coverage as an opportunity?
Discuss the article on the Forums.
Painful Peripheral Neuropathies by Marchettini, Lacerenza, Mauri & Marangoni
Discussion in 'Latest ME/CFS Research' started by John Day, Dec 14, 2010.


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Darren Eliker – Conversational. Believable. Versatile. Human. Darren is…that guy with the 'Everyman' kind of sound.
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Pawn a Antique piano for Cash!
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Jubilee is a rambunctious child in a dangerous world, but her childhood is cut short when her brother, Jolly, is taken by the silver. The silver is by nature unpredictable. Sometimes it creates, sometimes it destroys, but it is always deadly to the players it touches. That's why she's so disturbed when, just before being taken, her brother tells her that he called the silver. Years later, a stranger appears out of the silver looking for Jolly. But no one can survive in the silver, and Jolly was taken years before. Troubled by the questions this man raises, Jubilee sets out to discover the truth of her brother's disappearance.
I've recently returned to library reading, now that my office is so conveniently close to the Vancouver Public Library, and Memory was the first book I've selected in
several years where I haven't already read the author. It's a bit of a thrill diving into a work by an unknown author, and in Linda Nagata's novel, my risk paid off. Memory is a well-crafted science fiction. The characters are engaging and memorable, and her smooth writing made it difficult to put this book down.
I always try to think of things that worked for me and things that didn't, but I really had trouble coming up with things that didn't work in this book. The fact is that Nagata explores a number of themes with a clarity and art that I admire: identity, love, and fate. It's a subtle and gripping work from an author I plan to continue reading.
Copy source: library
Genre: science fiction
Format: hardcopy
View my suggested books by Linda Nagata


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Solve This (? + ? + ?=30)
If 1111=R, 2222=T, 3333=E, 4444=N Then 5555=?
Guess the Hindi Muhawara from the following whatsapp Emoticons?
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A girl is blind, deaf, dumb and uneducated too. A boy loves her. How would he propose without touching her?
Karun Nair Karun Nair becomes second Indian to score 300 in Tests. Karun Nair also became the first Indian batsman to convert a maiden Test hundred into a triple-hundred, the first Indian batting at No 5 or lower to reach 300, and the highest score by an Asian batsman as a maiden Test century.
Who is the second Indian to be inducted in the International Cricket Council's Elite Panel of Umpires and who was the first....


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It's so refreshing to see this creative installation by all time favorite dutch design studio Raw Color for Lynfabrikken BOX - an exhibition room with its own set of curatorial principles by LYNfabrikken in Aarhus, Denmark. Their idea was to unite colour and the element of motion and it's dynamic structure, and they choose the electric fan as their tool to unite these qualities. Placed on a podium a group of fans showed their
different states by performing a choreography blending colour and
motion. Fans should definately come in all shapes and colours - like a lot of other things...
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Average rating: 5 stars Grantpa 12/30/16 Dana point Fit like a glove and feels like you are walking on clouds Best skate shoes I have owned
Average rating: 5 stars Billy 11/19/16 Seattle One of the best skate shoes in the Emerica lineup. that pig skin last forever. Sizes in Herman G6's run slightly large. I recommend going 1 size up from what you would normally wear.


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Town Square
Pancake breakfast to benefit Project Safety Net
Original post made on Oct 17, 2012
Read the full story here Web Link posted Wednesday, October 17, 2012, 8:40 AM
Comments (4)
a resident of Barron Park
on Oct 17, 2012 at 10:45 am
Wynn Hausser is a registered user.
I am consistently impressed with our firefighters every time I meet one. This is a great way for our community to come together. Count me in!
a resident of Evergreen Park
on Oct 17, 2012 at 11:50 am
There isn't any information about Project Safety Net except a referral to the suicides. What does this charity do?
a resident of Greendell/Walnut Grove
on Oct 17, 2012 at 4:36 pm
Walter Underwood is a registered user.
What is Project Safety Net? Let me Google that for you. Here is the first hit:
Web Link
a resident of another community
on Oct 18, 2012 at 1:05 pm
What a great idea!
(And who would say no to pancakes?!)
Don't miss out on the discussion!
Sign up to be notified of new comments on this topic.
Vina Enoteca to serve first 'Impossible burger' in Silicon Valley
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Short story writers wanted!
The 31st Annual Palo Alto Weekly Short Story Contest is now accepting entries for Adult, Young Adult (15-17) and Teen (12-14) categories. Send us your short story (2,500 words or less) and entry form by April 13, 2017. First, Second and Third Place prizes awarded in each category.


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Kimberly Dawn Morgan and James Jackson "J.J." Manning, both of Hodgenville, announce their engagement and forthcoming marriage.
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Sleeps | 8 |
Bedrooms | 4 |
Bathrooms | 2 |
Space | 2,459 sq. ft. |
Property type | house |
Minimum Stay | 2 - 3 nights |
This historic 2-story home is minutes from downtown, the McCallie School, and Hamilton Place Mall area. Outdoor amenities include; panoramic views of downtown and surrounding mountains, patios with gas grill, outdoor seating, water features, and gardens. The interior main floor features; a large living room with TV and fireplace, sunroom with amazing views, formal dining area that seats six, casual breakfast room, well appointed kitchen, laundry room, two spacious bedrooms with TV's, and a full bath. The second floor features a spacious master suite with skylights and on-suite bath, wet bar with beverage center and coffee maker, and an additional 4th bedroom. Both upstairs bedrooms have TV's also. This historic home is fully renovated with lots of charm and grandeur, yet casually and artfully decorated. The home entertains well for family and group gatherings with sweeping views of downtown chattanooga. The kitchen is well equipped with small appliances, dinnerware, glassware, cookware, and utensils. Just a short drive to the downtown/northshore/aquarium area and conveniently situated up the ridge from the McCallie School.
I am a Chattanooga native and a degreed Interior Designer, having studied at the University of Tennessee of Chattanooga. I work with clients all over the southeast and east coast, and divide my time between Chattanooga and Nashville. I am proud to open up my home for visitors who wish to experience the scenic city, it's amazing attractions, culture, and rich history...while enjoying all the comforts of home during their visit.
Kevin Vaughn purchased this house in 2000
Being a Chattanooga native, I have always been infatuated with the historic Missionary Ridge area. I was drawn to this home and fell in love with it from the moment I walked thru the door for the first time. The home has hosted many lavish parties and seen it's fair share of house guests whom always comment on it's quaint charm and amazing views...especially the night time view and holiday firework displays.
Aside from the view, I was drawn to the character of the woodwork, heart pine mantel, blown glass windows, crystal door knobs, and hardwood floors that had served occupants for many years, and had remained intact...even the hitching pin at the street still remains embedded in the rumble stone wall. The home has been lovingly and thoughtfully restored over the past 10 years, and updated to include many modern amenities.
A beautiful home. Several ideas I want to use in my own home. So much more I admired.
My family lives here in town. For Christmas we have family that comes to town. We do not have enough room for everyone at our current home. So this Christmas we rented a bigger home for all of us to enjoy! We had plenty of room and the house was exactly what we needed. On top of all that we had a wonderful view of the city! Thank you! Kevin for having a lovely home. We were truly blessed this Christmas!
The house is clean and wonderfully decorated, easily sleeps 7. Easy communication with the owner. Great stay. Love Chattanooga! Hopefully we will see you again next year for Head of the Hooch! :)
This house was most excellent! About $10-$15 uber ride from anything you would want to do in Chattanooga. I would most certainly recommend it as weeekend getaway. Thank you for having us!
We were I town for a wedding. The home was so comfortable and inviting. We had everything we could have asked for. The linens on the bed were divine! The view spectacular. The home had an alarm system complete with an automatic door lock ensuring our safety. The driveway was a bit of a challenge as it was 80 years old like the house but we love a good challenge and once were accomplished it we were masters.
Kevin thank you for opening your beautiful piece of Chattanooga history to us. We enjoyed the home and felt right at home and didn't want to leave. We love what you have done to revive a old home. Marvelous place to visit and we will stay here again. It has inspired us to look into an older home for our vacation property.
Thoroughly enjoyed being back in Chattanooga for a couple of days, and this home only made the visit that much better. Beautiful house, tastefully decorated, in a convenient location, with plenty of room for our group of 8 adults. If you know where you are in the city, this is a really good central location. Home was in great shape and the owner was a help through texts with a couple of questions I had. I would recommend this property, and stay there again myself.
Some girls from my rowing team stayed here during the Head of the Hooch. It was PERFECT! We had the best time, the accommodations were fantastic. We would definitely stay here again. The driveway was intense, but we were warned--and we really appreciated the warning. The steps were no problem.
Rate Period | Nightly | Weekend Night | Weekly | Monthly | Event | ||||
July 4th
Jul 2 -
Jul 5
3 night minimum stay
My Standard Rate
2 night minimum stay
Property Damage Protection | $79 |
Cleaning & Servicing | $125 + Tax |
Tax Rate | 17.25% |
Guests are responsible for any/all damages resulting from misuse, negligence, damages caused by pets, and any damages beyond "normal wear".