text:
from __future__ import with_statement

import unittest

import IECore
import Gaffer
import GafferTest

class UndoTest( GafferTest.TestCase ) :

	def testSetName( self ) :

		s = Gaffer.ScriptNode()
		self.assertEqual( s.undoAvailable(), False )
		self.assertEqual( s.redoAvailable(), False )
		self.assertRaises( Exception, s.undo )

		n = Gaffer.Node()

		s["a"] = n
		self.assertEqual( n.getName(), "a" )

		n.setName( "b" )
		self.assertEqual( n.getName(), "b" )
		self.assertEqual( s.undoAvailable(), False )
		self.assertEqual( s.redoAvailable(), False )
		self.assertRaises( Exception, s.undo )

		with Gaffer.UndoContext( s ) :
			n.setName( "c" )

		self.assertEqual( s.undoAvailable(), True )
		self.assertEqual( s.redoAvailable(), False )
		s.undo()
		self.assertEqual( s.undoAvailable(), False )
		self.assertEqual( s.redoAvailable(), True )
		self.assertEqual( n.getName(), "b" )

		s.redo()
		self.assertEqual( s.undoAvailable(), True )
		self.assertEqual( s.redoAvailable(), False )
		self.assertEqual( n.getName(), "c" )
		self.assertRaises( Exception, s.redo )

	def testSetInput( self ) :

		s = Gaffer.ScriptNode()

		n1 = GafferTest.AddNode()
		n2 = GafferTest.AddNode()

		s["n1"] = n1
		s["n2"] = n2

		with Gaffer.UndoContext( s ) :
			n1["op1"].setInput( n2["sum"] )

		self.assert_( n1["op1"].getInput().isSame( n2["sum"] ) )

		s.undo()
		self.assertEqual( n1["op1"].getInput(), None )

		s.redo()
		self.assert_( n1["op1"].getInput().isSame( n2["sum"] ) )

	def testChildren( self ) :

		s = Gaffer.ScriptNode()
		n = Gaffer.Node()

		self.assertEqual( n.parent(), None )

		with Gaffer.UndoContext( s ) :
			s["n"] = n
		self.assert_( n.parent().isSame( s ) )
		s.undo()
		self.assertEqual( n.parent(), None )
		s.redo()
		self.assert_( n.parent().isSame( s ) )

	def testDelete( self ) :

		s = Gaffer.ScriptNode()
		n1 = GafferTest.AddNode()
		n2 = GafferTest.AddNode()
		n3 = GafferTest.AddNode()

		s.addChild( n1 )
		s.addChild( n2 )
		s.addChild( n3 )

		n2["op1"].setInput( n1["sum"] )
		n2["op2"].setInput( n1["sum"] )
		n3["op1"].setInput( n2["sum"] )
		n3["op2"].setInput( n2["sum"] )
		self.assert_( n2["op1"].getInput().isSame( n1["sum"] ) )
		self.assert_( n2["op2"].getInput().isSame( n1["sum"] ) )
		self.assert_( n3["op1"].getInput().isSame( n2["sum"] ) )
		self.assert_( n3["op2"].getInput().isSame( n2["sum"] ) )

		with Gaffer.UndoContext( s ) :
			s.deleteNodes( filter = Gaffer.StandardSet( [ n2 ] ) )

		self.assertEqual( n2["op1"].getInput(), None )
		self.assertEqual( n2["op2"].getInput(), None )
		self.assert_( n3["op1"].getInput().isSame( n1["sum"] ) )
		self.assert_( n3["op2"].getInput().isSame( n1["sum"] ) )

		s.undo()

		self.assert_( n2["op1"].getInput().isSame( n1["sum"] ) )
		self.assert_( n2["op2"].getInput().isSame( n1["sum"] ) )
		self.assert_( n3["op1"].getInput().isSame( n2["sum"] ) )
		self.assert_( n3["op2"].getInput().isSame( n2["sum"] ) )

		with Gaffer.UndoContext( s ) :
			s.deleteNodes( filter = Gaffer.StandardSet( [ n2 ] ), reconnect = False )

		self.assertEqual( n2["op1"].getInput(), None )
		self.assertEqual( n2["op2"].getInput(), None )
		self.assertEqual( n3["op1"].getInput(), None )
		self.assertEqual( n3["op2"].getInput(), None )

		s.undo()

		self.assert_( n2["op1"].getInput().isSame( n1["sum"] ) )
		self.assert_( n2["op2"].getInput().isSame( n1["sum"] ) )
		self.assert_( n3["op1"].getInput().isSame( n2["sum"] ) )
		self.assert_( n3["op2"].getInput().isSame( n2["sum"] ) )

	def testDisable( self ) :

		s = Gaffer.ScriptNode()
		s["n"] = GafferTest.AddNode()

		with Gaffer.UndoContext( s, Gaffer.UndoContext.State.Disabled ) :
			s["n"]["op1"].setValue( 10 )

		self.assertFalse( s.undoAvailable() )

		with Gaffer.UndoContext( s, Gaffer.UndoContext.State.Enabled ) :
			with Gaffer.UndoContext( s, Gaffer.UndoContext.State.Disabled ) :
				s["n"]["op1"].setValue( 20 )

		self.assertFalse( s.undoAvailable() )

if __name__ == "__main__":
	unittest.main()

redpajama_set_name: RedPajamaGithub


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text:
List of ambassadors of the United Kingdom to Russia
UK Ambassador
to the Russian Federation
Британский Посол в России
Royal Arms of Her Majesty's Government
Deborah Bronnert
Reports to
Secretary of State for Foreign and Commonwealth Affairs
Inaugural holder
The Lord St Helens
First Ambassador Extraordinary and Plenipotentiary of the United kingdom to Russia
The Lord Bloomfield
First Envoy Extraordinary and Minister Plenipotentiary to Russia
Sir John Crampton, Bt
First Ambassador to Russia
Ambassadors Extraordinary and Plenipotentiary
Envoys Extraordinary and Ministers Plenipotentiary
British Embassy - Moscow
The Ambassador of the United Kingdom to Russia (Russian: Британский Посол в России) is the United Kingdom's foremost diplomatic representative in the Russian Federation and head of the UK's diplomatic mission in Russia. The official title is Her Britannic Majesty's Ambassador to the Russian Federation.
Between 1844 and 1860 the status of the head of mission in Saint Petersburg was reduced from Ambassador to Envoy Extraordinary and Plenipotentiary. The capital of Russia, and later of the Soviet Union (from 1922 to 1991), moved to Moscow in 1918.
List of heads of mission
For the envoys to Russia from the Court of St James's before the creation of the United Kingdom of Great Britain and Ireland in 1801, see List of Ambassadors of the Kingdom of England to Russia (for the period until 1707) and List of ambassadors of Great Britain to Russia (for the years 1707 to 1800).
1800-1801: Diplomatic Relations were suspended during the Second League of Armed Neutrality.
1801–1802: The Lord St Helens[1]
1802–1804: Sir John Borlase Warren, Bt[1]
1804–1806: Lord Granville Leveson-Gower[1]
1805–1806: The Lord Cathcart[1]
1807: Marquess of Douglas and Clydesdale Special Mission[1]
1807: Lord Granville Leveson-Gower[1] (again)
1807–1812: Diplomatic Relations suspended following Treaty of Tilsit
1812: Edward Thornton Plenipotentiary to negotiate at Stockholm[1]
1812–1820: The Viscount Cathcart (created Earl Cathcart while in post in 1814)[1]
1820–1825: Sir Charles Bagot[1]
1820–1824: Hon. Frederick Cathcart Minister Plenipotentiary ad interim[2]
1824–1825: Edward Michael Ward Minister Plenipotentiary ad interim[2]
1825–1826: The Viscount Strangford[1]
1825–1828 : Edward Cromwell Disbrowe Minister Plenipotentiary ad interim[1]
1828–1832: Sir William à Court, Bt[1]
1828–1832: Hon. William Temple Minister Plenipotentiary ad interim[2]
1832–1833: Sir Stratford Canning (nominally ambassador, but did not go)[1]
1832–1835: Hon. John Duncan Bligh Minister Plenipotentiary ad interim[1]
1835–1837: The Earl of Durham[1]
1837–1838: John Ralph Milbanke Minister Plenipotentiary ad interim[1]
1838–1841: The Marquess of Clanricarde[1]
1841–1844: The Lord Stuart de Rothesay[1]
1844–1851 : John Bloomfield (succeeded as Baron Bloomfield while in post in 1846)[1]
1851–1854 : Sir George Hamilton Seymour[1]
1854–1856: No representation due to the Crimean War
1856–1858 : The Lord Wodehouse
1858–1860 : Sir John Crampton, Bt
Tenure Begin
Tenure End
British monarch
Russian monarch/leader
Sir John Crampton, Bt 1860 1861 Queen Victoria Emperor Alexander II
The Lord Napier 1861 1864
Sir Andrew Buchanan, Bt 1864 1867
The Earl Vane 1867 1871
Lord Augustus Loftus 1871 1879
The Earl of Dufferin 1879 1881
Sir Edward Thornton 1881 1884 Emperor Alexander III
Sir Robert Morier 1884 1893
Sir Frank Lascelles 1894 1895 Emperor Nicholas II→
Emperor Michael II
Sir Nicholas Roderick O'Conor[3] 1895 1898
Sir Charles Stewart Scott 1898 1904
Sir Charles Hardinge 1904 1906 King Edward VII
Sir Arthur Nicolson, Bt 1906 1910
Sir George Buchanan 1910 1917 King George V→
King Edward VIII→
no representation following the Russian Revolution 1917 1924 Vladimir Lenin
Sir Robert MacLeod Hodgson 1924 1927 Joseph Stalin
no representation following a crisis in 1927[4] 1927 1929
Sir Esmond Ovey 1929 1933
The Viscount Chilston 1933 1939
Sir William Seeds 1939 1940 King George VI
Hon. Sir Stafford Cripps 1940 1942
Sir Archibald Clark Kerr 1942 1946
Sir Maurice Peterson 1946 1949
Sir David Kelly 1949 1951
Sir Alvary Gascoigne 1951 1953
Sir William Hayter 1953 1957 Queen Elizabeth II Georgy Malenkov→
Sir Patrick Reilly 1957 1960 Nikita Khrushchev
Sir Frank Roberts 1960 1962
Sir Humphrey Trevelyan 1962 1965
Sir Geoffrey Harrison 1965 1968 Leonid Brezhnev
Sir Duncan Wilson 1968 1971
Sir John Killick 1971 1973
Sir Terence Garvey 1973 1976
Sir Howard Smith 1976 1978
Sir Curtis Keeble 1978 1982
Sir Iain Sutherland 1982 1985 Yuri Andropov→
Konstantin Chernenko→
Sir Bryan Cartledge 1985 1988 Mikhail Gorbachev
Sir Rodric Braithwaite 1988 1992
Sir Brian Fall 1992 1995 Boris Yeltsin
Sir Andrew Wood 1995 2000
Sir Roderic Lyne 2000 2004 Vladimir Putin
Sir Anthony Brenton 2004 2008
Dame Anne Pringle 2008 2011 Dmitry Medvedev
Sir Tim Barrow[5] 2011 2015 Dmitry Medvedev→
Sir Laurie Bristow[6] 2016 2020 Vladimir Putin
Deborah Bronnert CMG[7] January 2020 —
^ a b c d e f g h i j k l m n o p q r s t S. T. Bindoff, E. F. Malcolm Smith and C. K. Webster, British Diplomatic Representatives 1789-1852 (Camden 3rd Series, 50, 1934).
^ a b c Haydn, Joseph (1851). The Book of Dignities: Containing Rolls of the Official Personages of the British Empire. London: Longman, Brown, Green and Longman's. pp. 81–82.
^ "Sir Nicholas O'Conor Dead," New York Times. March 20, 1908.
^ Harriette Flory: The Arcos Raid and the Rupture of Anglo-Soviet Relations, 1927, in: Journal of Contemporary History, Vol. 12, No. 4 (Oct., 1977), pp. 707–723. Available here.
^ "UK in Russia - Our Ambassador". Archived from the original on 23 February 2013. Retrieved 8 February 2013. CS1 maint: bot: original URL status unknown (link)
^ "Dr Laurie Bristow CMG". gov.uk. Retrieved 26 January 2016.
^ "Change of Her Majesty's Ambassador to Russia - January 2020". GOV.UK. Retrieved 7 June 2019.
UK and Russia, gov.uk
This page is based on the Wikipedia article List of ambassadors of the United Kingdom to Russia; it is used under the Creative Commons Attribution-ShareAlike 3.0 Unported License (CC-BY-SA). You may redistribute it, verbatim or modified, providing that you comply with the terms of the CC-BY-SA.

redpajama_set_name: RedPajamaCommonCrawl


text:
<?php

namespace Magento\Framework\Exception\Test\Unit;

use \Magento\Framework\Exception\InputException;
use Magento\Framework\Phrase;

class InputExceptionTest extends \PHPUnit_Framework_TestCase
{
    /**
     * Verify that the constructor creates a single instance of InputException with the proper
     * message and array of parameters.
     *
     * @return void
     */
    public function testConstructor()
    {
        $params = ['fieldName' => 'quantity', 'value' => -100, 'minValue' => 0];
        $inputException = new InputException(
            new Phrase(InputException::INVALID_FIELD_MIN_VALUE, $params)
        );

        $this->assertEquals(InputException::INVALID_FIELD_MIN_VALUE, $inputException->getRawMessage());
        $this->assertStringMatchesFormat('%s greater than or equal to %s', $inputException->getMessage());
        $this->assertEquals(
            'The quantity value of "-100" must be greater than or equal to 0.',
            $inputException->getLogMessage()
        );
    }

    /**
     * Verify that adding multiple errors works correctly.
     *
     * @return void
     */
    public function testAddError()
    {
        $inputException = new InputException();

        $this->assertEquals(InputException::DEFAULT_MESSAGE, $inputException->getRawMessage());
        $this->assertEquals(
            InputException::DEFAULT_MESSAGE,
            $inputException->getMessage()
        );
        $this->assertEquals(InputException::DEFAULT_MESSAGE, $inputException->getLogMessage());

        $this->assertFalse($inputException->wasErrorAdded());
        $this->assertCount(0, $inputException->getErrors());

        $inputException->addError(
            new Phrase(
                InputException::INVALID_FIELD_MIN_VALUE,
                ['fieldName' => 'weight', 'value' => -100, 'minValue' => 1]
            )
        );
        $this->assertTrue($inputException->wasErrorAdded());
        $this->assertCount(0, $inputException->getErrors());

        $this->assertEquals(InputException::INVALID_FIELD_MIN_VALUE, $inputException->getRawMessage());
        $this->assertEquals(
            'The weight value of "-100" must be greater than or equal to 1.',
            $inputException->getMessage()
        );
        $this->assertEquals(
            'The weight value of "-100" must be greater than or equal to 1.',
            $inputException->getLogMessage()
        );

        $inputException->addError(new Phrase(InputException::REQUIRED_FIELD, ['fieldName' => 'name']));
        $this->assertTrue($inputException->wasErrorAdded());
        $this->assertCount(2, $inputException->getErrors());

        $this->assertEquals(InputException::DEFAULT_MESSAGE, $inputException->getRawMessage());
        $this->assertEquals(
            InputException::DEFAULT_MESSAGE,
            $inputException->getMessage()
        );
        $this->assertEquals(InputException::DEFAULT_MESSAGE, $inputException->getLogMessage());

        $errors = $inputException->getErrors();
        $this->assertCount(2, $errors);

        $this->assertEquals(InputException::INVALID_FIELD_MIN_VALUE, $errors[0]->getRawMessage());
        $this->assertEquals(
            'The weight value of "-100" must be greater than or equal to 1.',
            $errors[0]->getMessage()
        );
        $this->assertEquals(
            'The weight value of "-100" must be greater than or equal to 1.',
            $errors[0]->getLogMessage()
        );

        $this->assertEquals(InputException::REQUIRED_FIELD, $errors[1]->getRawMessage());
        $this->assertEquals('name is a required field.', $errors[1]->getMessage());
        $this->assertEquals('name is a required field.', $errors[1]->getLogMessage());
    }

    /**
     * Verify the message and params are not used to determine the call count
     *
     * @return void
     */
    public function testAddErrorWithSameMessage()
    {
        $rawMessage = 'Foo "%var"';
        $params = ['var' => 'Bar'];
        $expectedProcessedMessage = 'Foo "Bar"';
        $inputException = new InputException(new Phrase($rawMessage, $params));
        $this->assertEquals($rawMessage, $inputException->getRawMessage());
        $this->assertEquals($expectedProcessedMessage, $inputException->getMessage());
        $this->assertEquals($expectedProcessedMessage, $inputException->getLogMessage());
        $this->assertFalse($inputException->wasErrorAdded());
        $this->assertCount(0, $inputException->getErrors());

        $inputException->addError(new Phrase($rawMessage, $params));
        $this->assertEquals($expectedProcessedMessage, $inputException->getMessage());
        $this->assertEquals($expectedProcessedMessage, $inputException->getLogMessage());
        $this->assertTrue($inputException->wasErrorAdded());
        $this->assertCount(0, $inputException->getErrors());

        $inputException->addError(new Phrase($rawMessage, $params));
        $this->assertEquals($expectedProcessedMessage, $inputException->getMessage());
        $this->assertEquals($expectedProcessedMessage, $inputException->getLogMessage());
        $this->assertTrue($inputException->wasErrorAdded());

        $errors = $inputException->getErrors();
        $this->assertCount(2, $errors);
        $this->assertEquals($expectedProcessedMessage, $errors[0]->getMessage());
        $this->assertEquals($expectedProcessedMessage, $errors[0]->getLogMessage());
        $this->assertEquals($expectedProcessedMessage, $errors[1]->getMessage());
        $this->assertEquals($expectedProcessedMessage, $errors[1]->getLogMessage());
    }
}


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There's lots of alternate options regarding las vegas canvas wall art you will see here. Every canvas wall art provides a distinctive style and characteristics that take art enthusiasts to the variety. Home decor for example wall art, wall lights, and wall mirrors - can easily improve and carry life to an interior. All these produce for good family room, home office, or room wall art parts!
If you are ready get your las vegas canvas wall art and know just what you are looking, you possibly can browse through these large collection of canvas wall art to get the great section for the house. When you need living room wall art, dining room artwork, or any room in between, we have received things you need to flip your home right into a beautifully embellished space. The current art, classic art, or copies of the classics you adore are simply a click away.


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"I am very excited to be part of the Havas India team. The concept of Better Together truly comes to life here with our various offerings from Havas and our partnering companies from Vivendi Group. We now need to strengthen our communication solutions to local and global clients. My focus will be on driving on aggressive business growth, creating exciting work for our clients and building a team that lives up to Havas's global standards of creativity," said Lahiri on his new role.


text:
Nobel laureates urge world to help victims of rape in conflict
By Kelly MACNAMARA (AFP) Dec 9, 2018 in World
Nobel laureates Denis Mukwege and Nadia Murad called on the world to protect victims of wartime sexual violence in their Peace Prize acceptance speeches on Monday, slamming indifference to the plight of women and children in conflict.
Congolese gynaecologist Mukwege, whose work has made him a global expert on rape in conflict, and Yazidi activist Murad, a survivor of IS sexual slavery, both said victims were sometimes valued less than commercial interests.
In an emotional ceremony in Oslo, which saw the laureates cheered and given standing ovations, Mukwege and Murad called on the world to do more.
"If there is a war to be waged, it is the war against the indifference which is eating away at our societies," Mukwege said.
His Panzi hospital in the Democratic Republic of Congo's war-torn east has treated the wounds of tens of thousands of women and children after sexual assaults that have become a "new reality" in the country.
The 63-year-old said the violence "shames our common humanity".
Mukwege and Murad received their Nobel Peace Prizes at an emotional ceremony
Tobias SCHWARZ, AFP
In her speech, Murad, 25, implored the global community to help free hundreds of women and girls still held by jihadists, saying the world must protect her people and other vulnerable communities.
"It is my view that all victims deserve a safe haven until justice is done for them," she said.
Nobel committee chairwoman Berit Reiss-Andersen said the pair had received the Peace Prize "for their efforts to end the use of sexual violence as a weapon of war and armed conflict".
She described them as "two of the strongest voices in the world today".
They received the Peace Prize gold medals, diplomas and nine million Swedish Krona (880,000 euros, a million dollars), which they will share.
- Women, children and babies -
Mukwege lay much of the blame for the horrific violence unleashed on civilians on those in power in his troubled country.
"For twenty years now, day after day, at Panzi hospital, I have seen the harrowing consequences of the country's gross mismanagement," said the doctor, a critic of DR Congo President Joseph Kabila, who is set to be replaced in elections this month.
Mukwege said the violence "shames our common humanity"
"Babies, girls, young women, mothers, grandmothers, and also men and boys, cruelly raped, often publicly and collectively, by inserting burning plastic or sharp objects in their genitals."
Mukwege said the trade in the country's abundant natural resources helped fuel the violence while profits "end up in the pockets of a predatory oligarchy".
"We love nice cars, jewellery and gadgets. I have a smartphone myself. These items contain minerals found in our country. Often mined in inhuman conditions by young children, victims of intimidation and sexual violence," he said.
"It's not just perpetrators of violence who are responsible for their crimes, it is also those who choose to look the other way," Mukwege added, calling for a global fund to provide reparation for victims and economic and political sanctions for those behind the violence.
- 'Inconceivable' not to act -
Denis Mukwege and Nadia Murad
Paul DEFOSSEUX, AFP
Murad survived the horrors of captivity under the Islamic State group, which targeted her Kurdish-speaking community as it seized parts of Iraq and Syria.
Older women and men faced summary execution during the IS assault, which the United Nations has described as a possible genocide.
Captured in 2014, Murad suffered beatings and gang-rape before she was able to escape.
In her Nobel acceptance address Monday, Murad said more than 6,500 women and girls from her community had been kidnapped, raped and traded "in the 21st century, in the age of globalisation and human rights".
In her speech Murad implored the global community to help free hundreds of women and girls still held by jihadists
The fate of some 3,000 women and girls is still unknown.
"Young girls at the prime of life are sold, bought, held captive and raped every day. It is inconceivable that the conscience of the leaders of 195 countries around the world is not mobilised to liberate these girls," she said.
Murad and Mukwege were given several standing ovations during the ceremony
"What if they were a commercial deal, an oil field or a shipment of weapons? Most certainly, no efforts would be spared to liberate them."
Murad, whose mother and six of her brothers were killed, said on Sunday that "steps towards justice" had given her some hope.
A UN team authorised to investigate the massacre of the Yazidi minority is due to finally start fieldwork in Iraq next year.
Murad has been supported in her campaign for justice for Yazidis by Lebanese-British lawyer and rights activist Amal Clooney, who was in the audience in Oslo.
No jihadist has yet faced trial over the atrocities against the Yazidis.
Murad is the first Iraqi to win the Nobel Peace Prize.
She said she was thankful for the honour, but added: "The fact remains that the only prize in the world that can restore our dignity is justice and the prosecution of criminals."
More about Nobel, Peace, drcongo, Iraq, yazidi
Nobel Peace drcongo Iraq yazidi


Hotba squashed the New York Excelsior with a single big ultimate, getting a 3-0 victory in the first Best-of-Five Semifinals set in the playoffs.
While the spotlight shone on both Eqo and Carpe, Hotba got a massive Self-Destruct off on D.Va in Oasis, killing four at once. While big ultimate kills are not uncommon in the Overwatch League, the Excelsior were on the verge of winning Oasis, and if they had, a 3-0 would not have happened. Hotba was a hero in Oasis.
Hotba used his ultimates in perfect tandem with his teammates in a 3-2 reverse sweep over the Seoul Dynasty on Friday.
Hotba rebounded after a tough Week 3 to get his team back on the right path here in the final Stage of the OWL. He used Zarya for most of the series and showed people why he deserves the starting nod over Poko. He never wasted an ultimate, always waiting until he was able to combine it with a teammate's ultimate, such as a Rocket Barrage from Eqo, to completely shut the Dynasty down. They're certainly not out of the woods yet, but this was a solid win that shows off the kind of resiliency that the team will need to put on full display come playoff time.
Hotba made some crucial errors throughout a 3-1 loss at the hands of the Dallas Fuel on Saturday.
Philadelphia continued to go with the hot hand and stuck with Hotba during this series, but it didn't pan out so well this time around. Normally stout on the frontline, Hotba simply looked lost in this series. Often throwing out ultimates at the wrong time or in the wrong place for little to no impact, his deficiencies were clear and ended up costing the Fusion in the end. Perhaps even worse was the fact that Mickie was lighting it up for the Fuel, making Hotba's performance look even worse in comparison.
Hotba was a welcomed sight for the Philadelphia Fusion in their 3-1 win over the Boston Uprising on Thursday.
We may not have seen much Hotba so far this season, but he certainly held his own throughout this entire series against one of the best teams in the league. Even more impressive than his play alone was the fact that he slipped right into the new meta with impressive ease. In his three games during this series, he played D.Va, Zarya, and Brigitte. In particular, his Brigitte was the first time we had actually seen the hero in an off tank role, as she had mainly been played by flex DPS players up to this point. With the Fusion having two reliable tanks to backup both Fragi and Poko in SADO and Hotba, respectively, things are looking quite good for this team here in Stage 4.
HOTBA was valiantly defending the Philadelphia Fusion from the Los Angeles Valiant in their 0-4 loss in Week 4 of Stage 1 in the OWL.
As powerful as D.Va's defense matrix is, most players in the OWL focus on aggressive D.va play. HOTBA's D.Va play, on the other hand, is a great mixture of both offense and defense. Early on, he was responding to the Valiant's aggress well and protecting key targets on his team. However, this coordination deteriorated as the match progressed. Hopefully, with more experience, we'll see him evolve into a terrifying force.


text:
The Town Hall of Rhodes is situated to the north end of the city, in the end of 7th March Avenue, in Liberty sq. It is the last building constructed by the Italian occupation, under the command of Italian governor Cesare Maria de Vecchi, during 1937-1939, upon the "Imperial square".
The building of Casa Littoria was in fact built by architect Armando Bernabiti to host the club of facism in Rhodes, named after the fascio littorio, a packhage of branches tied together on an ax, an ancient symbol of a strong and righteous Rome and the official symbol of Fasism in modern Italy. In the square in front of Casa Littoria the statues of Octavianos and Julious Caesars were erected, gifts of Moussolini to Rhodes.
In 1947, the integration of the Dodecanese to Greece was decided. On the 7th of March of the following year, in front of a Town Hall, with the symbols of fasism and the statues extracted and a square filled with people and, in the presence of the King of Greece, the Mayor and the Municipality Counsil of Rhodes kneeling on their knees, the greek flag, carried by women in traditional costumes of the islands of the Dodecanese, rose on its pole, after six centuries of foreign rule.
1. Click the «Get Directions» button below . Enter the home position in «A:» . The destination position «B:» is already completed.
2. Click on 'GET DIRECTION' button.
To change the transportation mode, click on the corresponding icon for transport by car, public transport, cycling, hiking, or plane.


The key performance indicators of SOCAR continued to grow in 2018. During the year, SOCAR conducted over 160,000 meters of drilling work, excluding operating companies and joint ventures, a rise of 16.6 percent against the relevant figure for 2017, Caspian Energy News (www.caspianenergy.net) reports with reference to the press statement of SOCAR.
In 2018, SOCAR produced on its own accord 7.54 million tons of oil and 6.53 billion cubic meters of natural gas, increasing its production correspondingly by 1.6 percent and 7.2 percent, compared to the same period of the previous year. In total, Azerbaijan produced 38.81 million tons of oil and 30.49 billion cubic meters of natural gas in 2018. Thus, the annual oil production was relatively stable and gas production increased by 6.6%.
SOCAR exported 23.88 million tons of crude oil and 1.8 million tons of oil refining and petrochemical products in 2018.
SOCAR supplied 11.2 billion cubic meters of natural gas to meet domestic demand in the reporting year. Thus, about 89% of the natural gas realized by SOCAR were delivered directly to the domestic market, while completely covering the domestic demand of Azerbaijan. The remaining 2 billion cubic meters were added to the gas storages and 1.42 billion cubic meters were exported by SOCAR on its own accord to the Turkish and Georgian markets.
The country's natural gas export amounted to 9.44 billion cubic meters over the past year exceeding the previous year's export by 11%. In total, 7.23 billion cubic meters of natural gas were exported to Turkey and 2.21 billion cubic meters to Georgia from Azerbaijan.
''By investing in exploration and production projects, we can achieve energy security for our country and deliver more products to the market at a favorable moment. As new gas fields are being discovered in Azerbaijan we anticipate a significant increase of gas production in the future", First Vice President of SOCAR, Academician Khoshbakht Yusifzade said.


Dundrum is a remarkably rare and difficult specimen to acquire. The total known weight of this stone, which fell in Munster in 1865, is only 2,270g. About 1,700g is in the Museum in Dublin, with another 400g in the NHM, London.
It is estimated that there are only about 100 – 200g available to collectors.
This 2.9g cut fragment is a little beauty!
Details of the circumstances of the fall and recovery will appear here when I get a chance.
My birthday is August 12. I just learned of collectors seeking "birthdate falls." This will definitely go on my wish list!
Historic Falls Copyright © 2017.


text:
Åke Soop, född 26 april 1682, död 14 november 1748, var en svensk lagman och häradshövding.

Han var häradshövding på Gotland från 1708 och i Tveta, Mo och Vista härader 1718. Assessor vid Göta hovrätt 1719/1721. Han blev lagman  i Skånska lagsagan 1732 från vilken tjänst han begärde avsked 1747..

Referenser
Åke Soop i Swea och Götha Höfdinga-Minne sedan 1720, Volym 2 Av Aug. Th. Låstbom
soop nr 10 Tab 28 på adelsvapen

Noter

Externa länkar
Åke Soop på Geni

Män
Födda 1682
Avlidna 1748
Lagmän i Skånska lagsagan
Svenska häradshövdingar
Åke

redpajama_set_name: RedPajamaWikipedia


text:
Dead Reckoning: Air Traffic Control, System Effects, and Risk (Hardcover)
By Diane Vaughan
Vaughan unveils the complicated and high-pressure world of air traffic controllers as they navigate technology and political and public climates, and shows how they keep the skies so safe.
When two airplanes were flown into the World Trade Center towers on September 11, 2001, Americans watched in uncomprehending shock as first responders struggled to react to the situation on the ground. Congruently, another remarkable and heroic feat was taking place in the air: more than six hundred and fifty air traffic control facilities across the country coordinated their efforts to ground four thousand flights in just two hours—an achievement all the more impressive considering the unprecedented nature of the task.
In Dead Reckoning, Diane Vaughan explores the complex work of air traffic controllers, work that is built upon a close relationship between human organizational systems and technology and is remarkably safe given the high level of risk. Vaughan observed the distinct skill sets of air traffic controllers and the ways their workplaces changed to adapt to technological developments and public and political pressures. She chronicles the ways these forces affected their jobs, from their relationships with one another and the layouts of their workspace to their understandings of their job and its place in society. The result is a nuanced and engaging look at an essential role that demands great coordination, collaboration, and focus—a role that technology will likely never be able to replace. Even as the book conveys warnings about complex systems and the liabilities of technological and organizational innovation, it shows the kinds of problem-solving solutions that evolved over time and the importance of people.
Diane Vaughan is professor of sociology and international and public affairs at Columbia University. She is the author of many books including The Challenger Launch Decision: Risky Technology, Culture, and Deviance at NASA, also published by the Press.
"Diane Vaughan's famous analysis of the Challenger tragedy is followed here with a study of air traffic control. Vaughan really wants to know how it works and she succeeds. As a result she is in the right place, both physically and analytically, to explain what happened to a sky full of airplanes on 9/11. And Vaughan can write: just her introductory description of how she invaded the controllers' domain is gripping. Like her Challenger book, this sets the gold standard."
— Harry Collins, Cardiff University
"With Dead Reckoning, Vaughan—a leading student of how organizations go wrong—studies an organizational system, the air flight control system for commercial aviation, with an extraordinary track record of getting things right. The author approaches her topic from every direction, seamlessly integrating organization theory and technology studies; analyzing how skill is embedded both in individuals and in workgroups but also how the institutional systems in which controllers live and with which they must interact shape their work; and, in a model of multi-method, multi-level research, combining multi-site ethnography with historical analysis spanning forty years and including such events as the PATCO strike and the terrorist attacks of 9/11. The result is a breathtaking achievement, a comprehensive, analytically shrewd, and gracefully written study that explains the effectiveness of air flight controllers both in routine times and during crises."
— Paul DiMaggio, New York University
Publisher: University of Chicago Press
Social Science / Sociology
Technology & Engineering / Aeronautics & Astronautics
Transportation / Aviation


text:
Q: My project does not recognize an activity Does anyone know what this log mean and how can I repair it?
04-16 08:02:39.624: E/AndroidRuntime(20819): java.lang.RuntimeException: Unable to start activity ComponentInfo{com.example.logoquiz/com.example.logoquiz.ChooseScreen}: android.view.InflateException: Binary XML file line #2: Error inflating class <unknown>

this is the entire log
    04-16 08:18:38.494: E/AndroidRuntime(22245): FATAL EXCEPTION: main
04-16 08:18:38.494: E/AndroidRuntime(22245): java.lang.RuntimeException: Unable to start activity ComponentInfo{com.example.logoquiz/com.example.logoquiz.ChooseScreen}: android.view.InflateException: Binary XML file line #2: Error inflating class <unknown>
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread.performLaunchActivity(ActivityThread.java:2355)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread.handleLaunchActivity(ActivityThread.java:2391)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread.access$600(ActivityThread.java:151)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread$H.handleMessage(ActivityThread.java:1335)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.os.Handler.dispatchMessage(Handler.java:99)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.os.Looper.loop(Looper.java:155)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread.main(ActivityThread.java:5520)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at java.lang.reflect.Method.invokeNative(Native Method)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at java.lang.reflect.Method.invoke(Method.java:511)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at com.android.internal.os.ZygoteInit$MethodAndArgsCaller.run(ZygoteInit.java:1029)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at com.android.internal.os.ZygoteInit.main(ZygoteInit.java:796)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at dalvik.system.NativeStart.main(Native Method)
04-16 08:18:38.494: E/AndroidRuntime(22245): Caused by: android.view.InflateException: Binary XML file line #2: Error inflating class <unknown>
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.createView(LayoutInflater.java:613)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at com.android.internal.policy.impl.PhoneLayoutInflater.onCreateView(PhoneLayoutInflater.java:56)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.onCreateView(LayoutInflater.java:660)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.createViewFromTag(LayoutInflater.java:685)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.inflate(LayoutInflater.java:466)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.inflate(LayoutInflater.java:396)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.inflate(LayoutInflater.java:352)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at com.android.internal.policy.impl.PhoneWindow.setContentView(PhoneWindow.java:324)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.Activity.setContentView(Activity.java:1912)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at com.example.logoquiz.ChooseScreen.onCreate(ChooseScreen.java:25)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.Activity.performCreate(Activity.java:5066)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.Instrumentation.callActivityOnCreate(Instrumentation.java:1101)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.app.ActivityThread.performLaunchActivity(ActivityThread.java:2311)
04-16 08:18:38.494: E/AndroidRuntime(22245):    ... 11 more
04-16 08:18:38.494: E/AndroidRuntime(22245): Caused by: java.lang.reflect.InvocationTargetException
04-16 08:18:38.494: E/AndroidRuntime(22245):    at java.lang.reflect.Constructor.constructNative(Native Method)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at java.lang.reflect.Constructor.newInstance(Constructor.java:417)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.LayoutInflater.createView(LayoutInflater.java:587)
04-16 08:18:38.494: E/AndroidRuntime(22245):    ... 23 more
04-16 08:18:38.494: E/AndroidRuntime(22245): Caused by: android.content.res.Resources$NotFoundException: Resource is not a Drawable (color or path): TypedValue{t=0x5/d=0x1001 a=4 r=0x7f040000}
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.content.res.Resources.loadDrawable(Resources.java:1927)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.content.res.TypedArray.getDrawable(TypedArray.java:601)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.View.<init>(View.java:3354)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.view.ViewGroup.<init>(ViewGroup.java:438)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.widget.LinearLayout.<init>(LinearLayout.java:176)
04-16 08:18:38.494: E/AndroidRuntime(22245):    at android.widget.LinearLayout.<init>(LinearLayout.java:172)
04-16 08:18:38.494: E/AndroidRuntime(22245):    ... 26 more

this is the main activity:
package com.example.logoquiz;
import android.os.Bundle;
import android.app.Activity;
import android.content.Intent;
import android.view.Menu;
import android.view.View;
import android.widget.Button;
import android.widget.TextView;

public class MainActivity extends Activity {

    @Override
    protected void onCreate(Bundle savedInstanceState) {
        super.onCreate(savedInstanceState);
        setContentView(R.layout.activity_main);

    }

    public void start(View v){

        Intent intent = new Intent (MainActivity.this, ChooseScreen.class);

        startActivity(intent);
        }

    public void quit(View v){
           System.exit(0);
        }

    @Override
    public boolean onCreateOptionsMenu(Menu menu) {
        // Inflate the menu; this adds items to the action bar if it is present.
        getMenuInflater().inflate(R.menu.main, menu);
        return true;
    }

}

this is manifest:
<?xml version="1.0" encoding="utf-8"?>
<manifest xmlns:android="http://schemas.android.com/apk/res/android"
    package="com.example.logoquiz"
    android:versionCode="1"
    android:versionName="1.0" >

    <uses-sdk
        android:minSdkVersion="14"
        android:targetSdkVersion="18" />

    <application
        android:allowBackup="true"
        android:icon="@drawable/ic_launcher"
        android:label="@string/app_name"
        android:theme="@style/AppTheme" >
        <activity
            android:name="com.example.logoquiz.MainActivity"
            android:label="@string/app_name"
           >

            <intent-filter>
                <action android:name="android.intent.action.MAIN" />

                <category android:name="android.intent.category.LAUNCHER" />
            </intent-filter>

            </activity>

        <activity
            android:name="com.example.logoquiz.ChooseScreen"
            android:label="@string/app_name"
           >

         </activity>

        <activity
            android:name="com.example.logoquiz.LevelMenu"

           >

         </activity>

        <activity
            android:name="com.example.logoquiz.LogoHall"

           >

         </activity>

        <activity
            android:name="com.example.logoquiz.quizscreen"
           >

         </activity>

        </application>

</manifest>

when the app is running and it gets into the newq intent part it suddenly crashed and ive already declared on the new activity in the manifest can you see whats wrong here?

A: are you inflating any xml inside ChooseScreen class.
If yes then are you inflating using getApplication(), if yes then change it to this.
I have had the same issue and while inflating changed getApplication() to this, and this issue was resolved..
Hope it will help you as well... please try ...

redpajama_set_name: RedPajamaStackExchange


text:
By sharing the videos on social media, you'll help us get the word out. Spreading knowledge about Malassezia to researchers and doctors will accelerate our understanding of the role it plays in various diseases, and help find cures. If you'd like to write about The Malassezia Project, please get in touch with us.
Improve the word
You can help us by improving, rewording or translating pages on this website. You can also add subtitles to the videos in other languages. Suggestions on how clarity can be improved are welcome.
It's not possible to reach any conclusion with anecdotal evidence. However, such evidence can sometimes allow us to use the right keywords when searching the medical literature, revealing important studies which we had missed. For example, friends sent me links to a blog post and patent, which is how I ended up finding Samuel et al 2010. If you would like to share your own experience, or links to forums or blog posts describing interesting cases, please do so here.
Contribute to research
You can design experiments and fund academic research groups to test Malassezia's role and the efficacy of antifungal drugs in human disease. You can put us in touch with researchers interested in contributing to this project. Experiments and clinical trials currently planned or underway are described below.
Experiments and clinical trials
Histology / Microscopy
Malassezia's presence in the body has been reported by many groups using DNA sequencing and metagenomics. Direct histological evidence of its presence is currently limited to the skin. "The Malassezia Histology / Microscopy Project" consists of designing and applying histological techniques (FISH, IHC) to detect Malassezia in internal organs using microscopy.
Antibodies against Malassezia are associated with psoriasis (Squiquera et al 1994; Liang et al 2003). "The Malassezia Serology Project" consists of replicating these studies in other autoimmune diseases where antibodies against fungal antigens have been found (specifically in Crohn's disease, rheumatoid arthritis, multiple sclerosis and systemic lupus erythematosus).
IFN-y Release Assay
In psoriasis, white blood cells release interferon gamma (IFN-y) when exposed to Malassezia antigens (Kanda et al 2002), likely because T cells are specifically targeting Malassezia on the skin. "The Malassezia IFN-y Release Assay Project" consists of replicating this study in other autoimmune diseases mainly involving T cells (specifically in Crohn's disease, ulcerative colitis, ankylosing spondylitis, acute anterior uveitis, spondyloarthritis, chronic prostatitis).
Crohn's & Itraconazole
A small study reported that the antifungal drug itraconazole caused remission in four out of five Crohn's patients who ceased other forms of treatment (Samuel et al 2010). "The Crohn's & Itraconazole Project" consists of replicating this study with more patients and with a placebo control group. If successful, this study would show that itraconazole is an effective treatment for Crohn's disease.
Deep-sequencing / Metagenomics
A study of teenagers with Crohn's disease reported that gut biopsies were much more likely to contain Malassezia in patients than controls (Kellermayer et al 2012). A similar study measured Malassezia DNA in stool of ulcerative colitis patients, reporting that Malassezia levels spiked during flares (Richard 2018). "The Malassezia Deep-sequencing / Metagenomics Project" consists of comparing the microbiome of inflamed organs in young patients and controls, to replicate the studies above in other idiopathic inflammatory diseases.
Patch Tests
A study reported that dead Malassezia cells applied to the skin triggered psoriatic lesions (Lober et al 1982). "The Malassezia Patch Test Project" consists of replicating this study with a wider range of species.


The powerful quake of 2015 has dragged Nepal 10 years back. Thousands died, thrice got injured, millions have become homeless and eight millions affected. Our projects to support the quake victims of Nepal include recnstruction of safe habitats, rebuilding the common infrastructures like schools and health posts and conducting the campaigns to counter the disasters whenever needed.
As the part of our duty we have put all our efforts to provide instant support for the quake victims of Central Nepal that include temporary accommodatin, food supplies, medicines and clean drinking water. Now we aim the permanent solution. Rehabilitating the homeless, educating the orphaned kids, educating the public to counter the disaster of such degree.
We will operate our activities in the most affected villages of Central Nepal and we expect immense help from the national and international sectors willing to help the communities devastated by the powerful quake of 7.9 magnitude.


text:
StudyCorgi Business
Employment Discrimination in the United States
Topic: Discrimination Words: 2835 Pages: 10 Updated: Jul 29th, 2021
Factual Summary of the Legal Topic
Historical Analysis of the Legal Topic
Relevant Cases Integral to the Legal Topic
Researcher's Opinion of the Topic
What the Researcher Thinks the Future Might Bring for the Topic
Employment discrimination is a major issue not only in the United States but also in other countries around the world. Zimmer and Sullivan define employment discrimination as unequal treatment of employees or job seekers based on their gender, race, religion, nationality, physical appearance, age, mental or physical disability, and sexual orientation (41). It involves giving one group of people preferential treatment because they belong to the socially acceptable class.
In the United States, the problem has persisted for several decades despite the effort that has been made by the government and civil societies to ensure that every citizen is given equal opportunities irrespective of his or her demographic classification. Laws have been enacted to fight this vice and to ensure that employers are responsible for promoting equality in the workplace environment. In this paper, the researcher will analyze this legal issue and determine what the future might bring if the problem is not addressed.
Employment discrimination is a systemic problem in the United States. It can be traced back to the days of slavery and the slave trade in the country. African Americans and other minority groups such as the Indians were considered racially inferior to Whites. They worked as slaves in the plantations and the industrial sector (McGinley 58). When slavery was abolished, the perception that Whites are superior to other minority groups persisted. During the same period, women did not have equal rights to men. They were not allowed to vote, and most of them were not actively involved in income-generating activities (Sargeant 54). Through the effort of civil rights movements, various laws have been enacted, creating equal opportunities for all Americans irrespective of gender, race, and other demographical classifications.
Title VII of the Civil Rights Act of 1964, the Equal Employment Opportunity Commission, and Executive Order 11246 are some of the legal platforms created to ensure that employment discrimination is eliminated in this country (Berrey et al. 98). Although these legislations and efforts made by various human rights groups have help in fighting the vice, cases of discrimination are still common in the country. Rothstein explains that most employers know about these laws and are often keen to avoid actions that may be considered illegal (2221). However, they have new strategies that make it easy to discriminate against others because of their gender, age, or race, or any other demographical classification.
For instance, employees often demand that one should have five to ten years of experience to qualify for specific jobs. When setting such qualifications, they know that young job seekers who recently graduated from college will not qualify. Others use different excuses to avoid hiring people of color or women (Abubaker and Bagley 7). Such practices make it difficult for a section of society to get well-paying jobs despite having high academic qualifications.
Employment discrimination is not new in American society. Legal measures have been taken by various regimes in the country to create an environment where everyone is offered equal opportunity to take part in the country's economic growth. It is important to conduct a historical analysis of this topic to be in a position to predict its pattern and the manner in which it can be addressed.
According to Zimmer and Sullivan (78), President Franklin Roosevelt signed Executive Order 8802 in June 1941 that prohibited government contractors from any discriminative act on race, color, or nationality when hiring workers in various sectors. It was apparent that the country would be forced into the war, and it was necessary to engage all citizens in various economic activities. The order was one of the initial laws that made it possible for people of color to be employed in various government institutions without facing discrimination.
Executive Order 8802 created a perfect opportunity for the minority groups, especially the African Americans, to be employed in the Armed Forces. However, the order created a new challenge. Segregation was common in the forces. African American soldiers were viewed as less equal colleagues in the army. It created discord that threatened the efficiency of the soldiers. President Harry Truman signed Executive Order 9981 in July 1948 that ordered equal treatment for all members of the service irrespective of their race, religion, or national origin (Rothstein 2222). The president knew that integrating America's fighting forces was critical as a way of ensuring that coordination is achieved in case the country had to face another major war.
The Supreme Court's decision on Brown v. Board of Education of Topeka, Kansas, in May 1954 was another historical event in the fight against employment discrimination (Sargeant 89). Before this ruling, there was a local, state, and federal laws that held the concept of 'separate but equal in the education sector (Abubaker and Bagley 5). This concept emphasized the need to have separate learning institutions for people of different races.
The law was anchored on a false belief that even though learning institutions were different, they offered similar syllabus, and as such, learners enjoyed the same quality of education. In the ruling, the Supreme Court held that separate educational facilities are inherently unequal (Rothstein 2222). It means that the fact that some students cannot attend specific schools because of their race was discriminative. Integrating has to start in learning institutions for it to be realized in the workplace. Children must learn that their race or religion does not make them inferior or superior to others in society.
President John F. Kennedy signed Executive Order 10925 in March 1961that prohibited all federal government contractors from engaging in employment discrimination because of the race (Zimmer and Sullivan 67). The president was particularly keen on fighting racial discrimination that was threatening the fabric of American society. He established President's Committee on Equal Employment Opportunity that was chaired by Vice President Lyndon B. Johnson to help in enforcing the order (Berrey et al. 90).
The committee was given the authority to impose sanctions against institutions that failed to follow the directive given by the president. McGinley notes that the order was one of the major legal platforms in the United States enacted during the Civil Rights Movement era meant to empower people of color and other minority groups (45).
Congress passed the Equal Pay Act of 1963 in June 1963 that was meant to protect women from discrimination in the workplace (Abubaker and Bagley 8). The legislation was one of the major initial laws that focused on promoting equality of men and women. It stated that everyone who performs equal work should be offered equal compensation irrespective of gender (Zimmer and Sullivan 88). During this time, it was common to find cases where women were offered relatively lower pay compared with their male colleagues doing the same job. Society still had the perception that men are the breadwinners, and as such, they deserve higher pay when working in the same environment as female colleagues. The Department of Labor was assigned the responsibility of enforcing this law.
In 1967, Congress passed the Age Discrimination in Employment Act (ADEA). The primary goal of this legislation was to protect individuals aged between 40 to 65 years from employment discrimination. Many employers preferred hiring younger individuals who were considered more energetic, easy to control, and able to accept relatively low pay. This form of discrimination was common in the industrial sector. Congress assigned the Department of Labor the responsibility of enforcing the law. Any institutions that directly or indirectly discriminated against an individual on the ground of age had to be subjected to punitive measures. Although the law was viewed as a measure to protect older employees, it also benefited young employees who lack the experience needed by some companies at that time.
The 'Don't Ask, Don't Tell' policy, also known as DADT, was embraced by the United States armed forces in 1994 as a way of protecting gays, lesbians, and bisexuals in the service (McGinley 88). The Clinton Administration was interested in creating an environment in the military that was friendly to people of all sexual orientations. Before then, it was prohibited for military personnel to be openly gay or lesbian. The Department of Defense Directive 1304.26 became the basis of this policy (Berrey et al. 34).
Although it was seen as a relief to gays and homosexuals in the service, many criticized it as an indication that society was still intolerant towards gays. It was viewed as a social evil that many were willing to ignore though they were not happy with it. The Don't Ask, Don't Tell Repeal Act of 2010 was a major step because it eliminated all laws and regulations within the forces that were discriminative to gays and lesbians (Zimmer and Sullivan 112). Currently, soldiers can identify as gays or lesbians without being subjected to discrimination.
Several cases other than the ones discussed above have been presented in different courts in the United States to help fight employment discrimination in the country. One of the notable cases was Connecticut v. Teal, where the Supreme Court held that an employer is liable for racial discrimination when at any stage of its employee selection process, it engages in practices that would result in any form of discrimination against any race (McGinley 87). During this time, there was a general perception that the majority of African Americans were abusing drugs. As such, some institutions came up with policies that required the applicants to go through drug tests to determine if they will be hired or not. Sargeant explains that sometimes Whites would not be tested because the process was meant to limit the number of Blacks hired in such company (78). The ruling meant that such tests could only be conducted in specific institutions, and everyone had to be given equal treatment.
The Meritor Savings Bank v. Vinson was another major ruling that redefined sexual harassment in the workplace (Berrey et al. 76). In this case, it was reported that Sidney Taylor, a supervisor at Meritor Savings Bank, had subjected Michelle Vinson to sexual molestation for over three years. When she finally stood her ground and rejected his advances, she was fired from the firm. She stated that the constant sexual harassment had created a hostile working environment, which is a form of discrimination as defined under Title VII of the Civil Rights Act of 1964 (Berrey et al. 43).
The primary question presented to the Supreme Court was to determine whether the hostile environment in the workplace constituted a form of discrimination as defined in the Act of 1964 (Zimmer and Sullivan 67). In a unanimous ruling, the judges held that a hostile work environment constitutes unlawful discrimination as defined in the Act. The landmark ruling was a major relief to women who had suffered in silence when sexually harassed by their superiors in the workplace. It was the beginning of a new era where institutions and individual employees had to be held responsible for sexual harassment.
Oncale v. Sundowner Offshore Services, Inc. has largely been considered as a major Supreme Court decision that protects the rights of gays in the workplace (Zimmer and Sullivan 87). In this case, Joseph Oncale, who was an employee of Sundowner Offshore Services at that time, was forced to resign because of sexual harassment. His colleagues realized that he was gay. The harassment started as verbal attacks against his sexual orientation. When he reported the case to his supervisors, no action was taken against them. The colleagues sodomized him severally before he considered resigning from the job.
He filed a lawsuit against the employer and colleagues for sexual harassment based on his sexual orientation. The Supreme Court held that Title VII's protection against all forms of discrimination applies to harassment between members of the same gender (McGinley 90). It means that Oncale was sexually harassed and, as such, had to be compensated by the company. The employer was found liable because when Oncale reported the case, nothing was done to protect him from the harassment. The ruling became a major source of law that protects people in the workplace irrespective of one's sexual orientation.
Employment discrimination is a social problem that has a serious negative impact on the perpetrators and victims almost in equal measures. In the current competitive global market, firms are struggling to improve their efficiency in operation to lower the cost of production and improve their profitability (Zimmer and Sullivan 54). As such, they need highly talented, experienced, and committed employees.
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Talent is not defined by a person's gender, race, or any other demographical factor. When a firm embraces any form of discrimination, it will deny itself an opportunity to be competitive in its operations. It will have the people the management considers desirable in terms of race and gender. However, it will lack real talent that would have transformed its operations to the highest level possible. If these talented employees cannot find work elsewhere, the impact of such negative social practices will be felt at a national level.
Local companies will underperform in the global market. The country will face a situation where imports from countries such as China are cheaper than locally produced products because local talents are not adequately used. McGinley says that when a country fails to take full advantage of its local talents, then it will be faced with a situation where it has to rely on imported products because of the competitiveness of the global market (65). The effect will be that local companies may be forced out of the market, creating unemployment even to people who are viewed to belong to the right social class.
The perception that some people are superior to others because of their gender or race is not right. Such misogynistic views, often held by mentally weak individuals, should not be tolerated in a progressive society. Such individuals fear a competitive environment, and as such, they try to create an environment where they are given priority even when others have a better capacity to deliver better results.
The history of the researcher's opinion has been defined by events that have been witnessed in this society over the recent past. It is clear that society is increasingly becoming intolerant towards diversity. People no longer feel safe when in the midst of those of different races, religions, or any other demographical classification. The history of society has not provided a lesson to the current generation about the dangers of racism and extremism. Leaders need to find ways of addressing this problem.
Employment discrimination is a social vice that American society has tried to fight over the past several decades. Numerous laws have been enacted to ensure that institutions and individuals desist from discriminatory acts that may affect the ability of a worker to enjoy working at a given place. Although the problem persists, it is important to appreciate that major milestones have been made in promoting equality (Zimmer and Sullivan 85). Private companies and government institutions are currently governed by strict policies, which make it almost impossible for them to engage in discriminatory acts. The punitive measures put in place against institutions and individuals who go against various employment laws have helped in fighting the vice.
People know that they will be held individually liable for their discriminative actions. Institutions also know that they can be punished for tolerating or facilitating discriminative acts. Various challenges may exist as society moves towards a discrimination-free workplace. However, the future is more promising if the current trends are maintained. Isolated cases of harassment and discrimination may be witnessed, but it will not be a socially acceptable practice across the country. People will feel comfortable pursuing their careers in the United States irrespective of their gender, age, race, religion, sexual orientation, or any other demographical factor.
The United States is one of the culturally diverse countries in the world because of many years of immigration. Diversity has led to the emergence of the problem of social discrimination. The paper shows that employment discrimination is one of the social problems that have persisted in society for decades. The Senate, Congress, Presidential Executive Orders, and Supreme Court ruling have helped develop laws that prohibit acts of discrimination in the workplace because of one's gender, age, race, religion, sexual orientation, or any other demographical factor. The problem is not as rampant as it was five or six decades ago.
However, the few cases that are still reported, especially the discrimination that targets women, the minority, and homosexuals, is a sign that more still needs to be done. There is a need to change the perception of the society that people of a certain race, gender, or sexual orientation are inferior to the rest of the population. The workplace should be safe for everyone, and opportunities should be presented to all who are qualified in a given field.
Abubaker, Mahmoud, and Christopher Bagley. "Methodology of Correspondence Testing for Employment Discrimination Involving Ethnic Minority Applications: Dutch and English Case Studies of Muslim Applicants for Employment." Social Sciences, vol. 6, no. 4, pp. 1-9.
Berrey, Ellen, et al. Rights on Trial: How Workplace Discrimination Law Perpetuates Inequality. The University of Chicago Press, 2017.
McGinley, Ann C. Masculinity at Work: Employment Discrimination Through a Different Lens. New York University Press, 2016.
Rothstein, Mark. "Innovations of the Americans with Disabilities Act Confronting Disability Discrimination in Employment." Journal of American Medical Association, vol. 313, no. 22, pp. 2221-2222.
Sargeant, Malcolm. Age Discrimination in Employment. 2nd ed., Routledge, 2016.
Zimmer, Michael, and Charles Sullivan. Cases and Materials on Employment Discrimination. Wolters Kluwer, 2017.
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StudyCorgi. (2021, July 29). Employment Discrimination in the United States. Retrieved from https://studycorgi.com/employment-discrimination-in-the-united-states/
StudyCorgi. (2021, July 29). Employment Discrimination in the United States. https://studycorgi.com/employment-discrimination-in-the-united-states/
"Employment Discrimination in the United States." StudyCorgi, 29 July 2021, studycorgi.com/employment-discrimination-in-the-united-states/.
1. StudyCorgi. "Employment Discrimination in the United States." July 29, 2021. https://studycorgi.com/employment-discrimination-in-the-united-states/.
StudyCorgi. "Employment Discrimination in the United States." July 29, 2021. https://studycorgi.com/employment-discrimination-in-the-united-states/.
StudyCorgi. 2021. "Employment Discrimination in the United States." July 29, 2021. https://studycorgi.com/employment-discrimination-in-the-united-states/.
StudyCorgi. (2021) 'Employment Discrimination in the United States'. 29 July.
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Healthy Design: The Latest Architecture and News
How to Design Schools and Interiors Based on Waldorf Pedagogy
Escola El Til·ler / Eduard Balcells + Tigges Architekt + Ignasi Rius Architecture. Image © Adrià Goula
Introduced by Rudolf Steiner, Waldorf pedagogy draws on the principles of anthroposophical philosophy. One of the theory's foundational characteristics is its holistic approach to the human being: feelings, imagination, spirit, and intellect are considered unique to every individual, and thoughts, feelings, and actions are understood to always be linked.
Thus, the focus of the philosophy is to cultivate individuals who are capable of relating both to themselves and to society (inter and intrapersonal intelligence) - fundamental skills for overcoming the challenges of the 21st century. This kind of learning takes place in schools that follow Steiner's method, introducing families to the school environment and bringing them into the community. Below, we review the operations and implications of this pedagogy.
https://www.archdaily.com/935990/how-to-design-schools-and-interiors-based-on-waldorf-pedagogyAudrey Migliani
What Is Interior Design (And Why Can It Really Make You Feel Better)?
If you don't like a specific musical style, the theater bores you, or you're not attracted to works of art, you can almost always avoid them. Architecture, however, is different. A poorly thought-out project will affect the lives of many people consistently and for a long time. With interiors, this effect is even more amplified. Humanity is spending more and more time indoors, which directly impacts our well-being and health. In periods of compulsory retirement, as in the current pandemic of Covid-19, we gain a sense of how important interior spaces are for our well-being and even for the prevention of diseases. Designing an indoor environment is a huge responsibility for a professional. An interior designer must plan, research, coordinate, and manage these projects to obtain an adequately healthy and aesthetically pleasing environment for the people who use the space. But what, in fact, is interior design?
https://www.archdaily.com/935869/what-is-interior-design-and-why-can-it-really-make-you-feel-betterMaterials
How Long does Coronavirus Survive on Everyday Surfaces?
Vidro © avtk / Shutterstock
The Coronavirus pandemic has been taking over the news for a few months now, and has imposed unimaginable changes on the daily lives of the world's entire population. Although the situation is worrying, and rather devastating in some cases, being aware of the virus's behavior and understanding ways to avoid it seems to be the best way to deal with the crisis. COVID-19 is a respiratory disease that spreads through droplets in the air. What makes it especially dangerous is its high rate of contagion, as the virus has the ability to survive outside the human body, in the air, and on surfaces such as metal, glass and plastics, if they were not properly disinfected. But how does the virus behave on each of these materials? [Latest Update: July, 2020]
https://www.archdaily.com/936050/how-long-does-coronavirus-survive-on-everyday-surfacesEduardo Souza
Factors that Transform a Workplace into a Happy Place
AICL Mumbai Workplace Interiors / SAV Architecture + Design . Image © Suleiman Merchant
It is truly odd how we always find ourselves in a bad mood at work and our productivity keeps decreasing as the week passes by. To be fair, we can't keep blaming our colleagues, clients, or Monday for our rough day; sometimes it's the chair we are sitting on, the fluorescent lighting above our computer, or the constant "chugging" sound of the printer near the desk.
Other than the fact that people spend about 70-80% of their time indoors, almost 9 hours of their day are being spent at work; and studies have indicated that the environmental quality of an office has short and long term effects on the comfort, health, and productivity of the people occupying it. While research on the comfort conditions of workplaces is still relatively minimal, we have put together a list of factors that have proved to be highly influential on the comfort of individuals in workplaces.
https://www.archdaily.com/933042/factors-that-transform-a-workplace-into-a-happy-placeDima Stouhi
Bathroom Elements Designed by Architects: TONO by Foster+Partners
© Porcelanosa Group
Funded by Norman Foster in 1967, Foster+Partners studio develops projects that integrate architecture and engineering with interior and object design. In a special collaboration with Porcelanosa – experts in the fabrication of furniture and accessories made out of stone, ceramic, brass, wood and KRION®–, they have designed a collection of bathrooms in simple and minimalistic ways, highlighting the essence of the materials and the trade of their fabrication.
The collection has been branded as TONO and its objects can be mixed and adapt to diverse typologies, from residential interiors to commercial spaces and offices.
https://www.archdaily.com/920515/bathroom-elements-designed-by-architects-tono-by-foster-plus-partnersMaterials
Why Norman Foster Scoops Daylight into his Buildings
© Rudi Meisel. Image Reichstag New German Parliament / Foster + Partners
While many architects consider windows for brightening interior spaces, Norman Foster is intrigued by natural light from above. The British star architect has long held Louis Kahn and Alvar Aalto in high esteem for how they handled daylight - especially with regard to the roof. In particular large public buildings benefit from this strategy creating enjoyable spaces. Therefore, Foster regards daylight from above as indispensable when he develops megastructures for airports on the ground or tall skyscrapers for work. But daylight from above is much more than an aesthetic dimension, remarks Foster: "Quite apart from the humanistic and poetic qualities of natural light there are also energy implications."
https://www.archdaily.com/910699/why-norman-foster-scoops-daylight-into-his-buildingsThomas Schielke
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From the series Futuristic Archaeology. He told me he had come as a volunteer the Prostitutes year, when the need was obvious. With a growing population Ōtsuchi limited homeland resources, the Japanese militarists had long been eyeing Prostitutes Prostitutea and, from their perspective, underexploited Ōtsuchi in the northeast Chinese territory of Manchuria.
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Geographies of self and other: Kureyon Ōtsuchi. Ōtsuchl large demonstration often includes a drum corps block, a family block for protesters with children, a sound truck or two, and Ōtsuchi blocks centered on calling out slogans. At the end of the rap, he passionately repeated an additional phrase, Prostitutes the fears of many a parent:.
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Overcome the limitations of travel with video! The Hermitage proudly offers the Reinforcing American History through Electronic Learning Virtual Class initiative, RACHEL.
Teachers who face prohibitive transportation costs, limited classroom time or geographic limitations can participate in an online, interactive education program led by The Hermitage's education department.
The Hermitage RACHEL initiative received the 2011-12 and 2014-15 Pinnacle Award by the Center for Interactive Learning & Collaboration for excellence in presenter effectiveness and educational content.
Arrange some time for your educators to connect with educators from The Hermitage for a virtual Q&A session about how to teach Jackson or the Jacksonian Era. Our educators are available for 30-minute sessions for you to ask questions or see the video technology in action to decide if the RACHEL Virtual Class is the right fit for you.
Students working on a Jackson-related project or paper may also reserve time to chat with a Hermitage educator.
Pricing is $75 / 5 class package $300.
Drama! Intrigue! Scandal! The Presidential election of 1824 was the most hotly-contested election in early American history. The Corrupt Bargain takes an interactive look at the election that questioned whether our country is a democracy or a republic. Students will be able to see a revolutionary nation come into its own.
There is plenty of debate about where Andrew Jackson ranks among the presidents and their impact on our nation, but there is plenty of evidence to suggest Jackson was one of our most important presidents. Examine the life and legacy of Andrew Jackson and how he still matters today.
When Andrew Jackson was elected President of the United States in 1828, he promised to reform the government. His first target was the Bank of the United States, whose constitutionality was uncertain. In a protracted battle over a national banking system, Jackson reshaped not only the nation's economy but also the role of the office of the president.
At the peak of The Hermitage's success as a farm, Andrew Jackson owned about 150 slaves. How did one become a slave? How could widespread slavery happen in a country built on freedom? What was life like for a slave at The Hermitage? Students will discuss these questions and make a beaded bracelet in memory of the enslaved.
The removal of Native Americans from the East to the West is one of the darkest chapters in United States history. Students examine this event in the context of the founding of our nation to see how our citizens and government interacted with Native Americans. Students will learn not only how Native American removal happened, but why.
Using an internet-based video connection, Hermitage educators will lead your class through images, audiovisual content, and discussion to produce a dynamic, robust Jackson education.
Polycom or Tandberg video conferencing hardware is preferred, but if unavailable, we can provide another solution.
If there are connection problems beyond your control (snow days, power failure, network issues), we will reschedule with no additional charge.


Firefighters have issued a warning to people planning to let off fireworks tonight after nearly 60 callouts last night.
Investigators are looking into three serious fires overnight where they suspect buildings were damaged by fireworks, including a fire at a house north of Auckland, a shed in New Plymouth and a school in Upper Hutt.
The Fire Service said most of the other incidents were minor, though two wharves in Wellington and Auckland were damaged as well as a deck at a Hamilton school and two adjoining roofs.
Fire risk management national adviser Todd O'Donoghue said in most cases people were too close to things that can catch fire.
"A couple of the incidents were people who were just clearly being stupid. We are still having people who are firing fireworks out of moving cars and things like that.
"The key is people should always should always light their fireworks in a wide, open area, well away from anything that could catch fire."
So far there have been fewer severe fires than last year but more incidents, Mr O'Donoghue said.
The house north of Auckland, Newplymouth shed and Upper Hutt school were seriously damaged, he said.
"We still need to determine if fireworks were the actual cause, or if there were other factors which may have caused those fires."
A fire investigator would return to Hutt Valley school today in an attempt to determine what sparked a blaze there last night.
Fire crews were called to Upper Hutt College's technical block about 9.40pm, originally to what looked like smoke from fireworks.
It took about half an hour to contain the fire and no one was injured, a spokesman said.
Nationwide for all of November last year, the Fire Service was called to 188 fires from fireworks.
By this time next year, could New Zealanders be commemorating Parihaka Day rather than Guy Fawkes Day?
Three people were injured by fireworks on Guy Fawkes Night last night - two of them seriously, on what Fire Service called a disappointing night.
A quarter of New Zealand horse owners have had their horses injured after being frightened by fireworks, a new survey has found.


We believe that culture change begins when you develop your leaders first.
Through a journey of self-awareness and skill development, our Leadership Development Programme enables leaders to be more intentional about the impact they have on their direct reports, teams, and all of their stakeholders. As they learn to embrace the complexity inherent in teams, leaders learn to develop more collaborative and innovative cultures where people thrive and grow.
Culture change is supported by coaching and training throughout the organisation, so everyone can learn to tap into the collaborative side of their nature and to acknowledge and manage the tendencies to create silos and competition.
Our programmes are experiential learning courses based on the latest thinking in neuroscience and systemic leadership.
The personal development programme for leaders up to the most senior levels of organisations supports and facilitates the development of leaders' emotional, social and systemic intelligence, equipping them with an understanding of themselves and others from which to create a framework for effective 21st century leadership.
These programmes are intended to be part of a larger organisational change initiative and is most effective when delivered in parallel with coaching support. Individuals and teams are coached to support the learning of the programme and to ensure its effective implementation into their daily work.
All our programmes can be customised to fit the needs of your organisation.


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How Sony Sped Up A Factory With These Tiny, $35 Computers
Parmy Olson Forbes Staff
AI, robotics and the digital transformation of European business.
Raspberry Pi's like this one have helped make Sony's manufacturing facility in Wales 30% more efficient, according to its general manager.
Image via Sony
Open a box with a Raspberry Pi and it can seem like the rest of the computer is missing. Costing just $35, it's a stripped-down circuit board covered with metal pins and squares, just enough hardware to power games and surf the Web. Hobbyists and science teachers were its first enthusiastic customers six years ago, but now the humble Pi computers have a new fan base: manufacturers and businesses.
The Raspberry Pi Foundation's trading division, which has given £17 million ($22 million) toward promoting computer science in schools, has seen demand for its cheap device skew increasingly toward commercial users, Forbes has learned.
Hotel chains, garbage collectors and factories are using the device more commonly now, making up 50% of end customers, and in some cases the Pi is undercutting the industrial monitoring equipment sold by bigger companies.
In Europe, a network of refueling stations used to power hydrogen vehicles are having their temperature and filling levels monitored by Raspberry Pi's to help managers predict maintenance, while at another business the device is being used to listen to audio from elevators for any anomalies that suggest a fix is needed.
"It's made us more competitive." Kevin Edwards has installed around 60 Raspberry Pi's around Sony's manufacturing facility in Wales and says it became 30% more efficient.
Image courtesy of Sony
One municipality in Africa is using Pi's to monitor the level at which garbage bins are filled to decide when trucks should come by for collection, while a hotel chain was also preparing to deploy them in rooms, according to anecdotes shared by analysts from research firms Gartner and Forrester.
One factory manager says the machine is so cheap and effective that after a three-year trial it has helped make his automated machinery 30% more efficient, particularly in the speed of production.
"It's made us more competitive," says Kevin Edwards, who heads engineering at Sony's main manufacturing facility in Pencoed, Wales. In most cases, the Pi's are being used to monitor equipment.
The factory manufactures hair-removal devices and $50,000 broadcast cameras for Sony, as well as the Raspberry Pi itself, and has installed 60 of the gadgets around its gleaming-white facility, each one about the size of a pack of cards.
Raspberry Pi founder Eben Upton initially expected to sell a few thousand stripped down computers. Around 25 million have now been sold.
Image courtesy of Raspberry Pi Foundation
The Pi's clunky looks are part of its appeal as something you can add stuff to—or hack, in hobbyists' parlance. Edwards has mounted the gadgets onto machinery or walls and plugged them into the nearest power source.
Each tiny computer is equipped with extra sensors to monitor things like temperature, vibration, proximity and energy usage.
As it spies on a piece of automated equipment or robot, it then sends information to a database using a secure protocol that Edwards' team developed. Some of the Pi's have cameras that record a video feed of the machines which, for instance, gets processed by vision-recognition software to look for irregularities.
"It allows us to avoid having to have a person painstakingly watch over a machine," Edwards says. "This is how we stop people walking around with clipboards."
Sony is now replicating his experiment in three other factories in Asia, including two in Japan and one in Malaysia, which will also install between 50 and 60 Raspberry Pi's to monitor equipment there.
Monitoring machinery as Edwards has done is the crux of a technology trend that was in vogue for a while, called the Industrial Internet of Things. This referred to using sensors and wireless connectivity to monitor machinery and weed out efficiencies by, for instance, predicting when a robotic arm needed maintenance before it broke down.
"The challenge is return on investment," says Dan Bieler, an analyst with Gartner who has tracked developments with Internet of Things and noticed a reluctance to invest in such technology. "We've seen a search for cheaper alternatives."
A Raspberry Pi monitors equipment in the Sony factory.
He's heard of several divisional managers or middle managers at industrial plants who are experimenting with the Raspberry Pi, often buying the equipment with their personal credit cards.
The goal is capturing the same kinds of efficiencies promised by bigger, more expensive IoT companies like Siemens or factory-automation specialist Omron.
The Pi costs five to ten times less than similar equipment from larger firms says factory-manager Edwards, who declined to name any of these companies.
"You need to experiment and fail to drive meaningful innovation," says Bieler of Gartner. "If you fail at $100,000 it's painful. If you fail and you've spent $1,000, it's a different type of failure."
That could actually be good for companies like Siemens, he adds. When someone like Edwards experiments with the Raspberry Pi, it's showing evidence of a market for the Internet of Things technology in industry, which hasn't yet flourished in the way technologists have hoped.
Eben Upton didn't expect any of this when he started the Raspberry Pi Foundation six years ago, or that he'd sell 25 million devices. Expecting only a trickle of initial orders from robotics enthusiasts, his tiny staff was overwhelmed on the day they went on sale. More than 100,000 people woke up at 6 a.m. U.K.-time to order one.
"We thought we were going to sell one thousand," he says from his headquarters in Cambridge. "It was just hell." Since that day, Raspberry Pi has brought in about £25 million in licensing revenue, of which £17 million ($22 million) has gone to its charitable arm.
The trading arm makes money by selling blueprints of the Pi for a few dollars each to two primary manufacturers. The business model is similar to ARM's, which designs the tiny processors that are found in most smartphones.
The Pi's manufacturers then shop them online, alongside other resellers who are often mom-and-pop businesses, says Upton.
One such business in Cambridge saw its founder max out a credit card to buy £2,000 worth of Raspberry Pi computers to sell. Last year the business brought in revenues of £10 million, says Upton.
Upton estimates that the total revenue generated by his business and others selling the physical devices is $200 million.
"The whole thing has grown organically," he says. As a licensing business it's hard to tell exactly who the Pi's end users are, but Upton confirms he's been hearing about industrial use cases. Further evidence: The gadgets' sales throughout the year are becoming more stable, instead of just spiking at Christmas time.
There's an added benefit for Upton. In making the Sony factory more efficient, it's made producing the computers there easier to budget too, he says. "We build in the U.K. not because it's nice but because it's cheap."
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Parmy Olson
I cover developments in AI, robotics, chatbots, digital assistants and emerging tech in Europe. I've spent close to a decade profiling the hackers and dreamers who are b...


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Q: What does "my pronouns" mean? I saw that phrase on someone's post on Facebook. I think it's not appropriate to talk about the detail source (screenshot) in which I found that phrase. To be precise, it says:

My pronouns are he/him

Did he refer to his gender or what? And if I'm not mistakenly remember, I've seen also someone says my pronouns are she and he. I don't understand.

A: In these days where gender-fluidity is a thing, it is often unclear what specific gender some people identify themselves as. It is often important for emotional and psychological reasons that they are addressed by the pronouns which match their personal identity, and to ensure this is the case, they announce to the world how they prefer to be addressed.
Hence:

*

*My pronouns are he/him

tells people that the person identifies as male, and therefore wish to be referred to by male-identification pronouns.
But as for someone who says their pronouns are "she and he", I haven't a clue.


We have created a 2019 ranking of the best colleges in Maine that offer Natural Resources Management And Policy degrees to help you find a school that fits your needs. Each school's ranking is based on the compilation of our data from reliable government sources, student surveys, college graduate interviews, and editorial review. In addition, you can view our entire list of all 2 Natural Resources Management And Policy schools located within Maine. We also provide reviews, facts, and questions and answers for schools on our site and offer you access to get valuable information from colleges and universities today.
University of Maine offers 0 Natural Resources Management And Policy Degree programs. It's a medium sized public university in a small suburb.
Unity College offers 0 Natural Resources Management And Policy Degree programs. It's a very small private university in a remote rural.
What Natural Resources Management And Policy degree programs were earned in Maine?