For those wanting our full and undivided attention, we also offer a personal style appointment service in our boutique. Our team of trained stylists encourage you to browse at your leisure or you can receive our undivided attention to help you bring out your personal style. A Style by appointment service is available to book at no extra cost, or enlist our stylist's expertise to a place of your choice!
The consultation is performed within our Knutsford Boutique by one of the Cocaranti girls. We will then identify the best brand, cut and wash for you. We can also extend this to our Personal Style by Appointment service where we create complete outfits to match with the denim selection.
This style of service is particularly helpful, if you have been through a body shape change, e.g. pregnancy, weight loss or weight gain or if you are generally just struggling to find the right pair of jeans.
We can also provide denim consultations to groups of 2-6 people. This service can be booked for an evening or a Sunday. Each of you will receive the denim consultation but with the added benefit of getting the opinions of your friends whilst enjoying a glass of wine.
In addition to the services above you could also hire our boutique for the evening for you and a group of friends. You will receive complimentary fizz, discounts on the night and our boutique team will be on hand to help with any denim consultations and personal styling.
To book any of the services above contact us by info@cocaranti.com, call our Knutsford boutique on 01565 651269 or use the contact form on the contact us page.


The ruins of St Paul is the treasured icon of Macau, towering façade and stairway are all remains of the Jesuit church dated back to 17th century. With the statue, portals and the engravings that made sermon in stone and the Biblia pauperum church forms a greatest Christian monument in Asia which had the major aim for helping illiterate understand passion of Christ and lives of saints.
It is not very hard for one to find how to reach ruins of St Paul. Here is a best route and the one that gives the traveler with the best experience in the city of Macau.
Macau is usually the city visited along with Hong Kong and other attractions. Most of the visitors reach Macau by ferry. The ferry terminal is a very crowded place with many tourists mainly from the mainland china. Once when the traveler comes out the ferry terminal, there is the Macau ferry terminal bus station. This is the best place one can get the transportation to the Senado Square. Transportation in the city is free of cost as there are buses from most of the popular casinos who can take one to the Senado Square. The travel to the Senado square in any of these buses is very comfortable and also take you through the beautiful spots like Macau Fisherman's wharf entrance, the science center of Macau, Kun Iam statue Goddess of Mercy Macau, Macau tower and so on. After reaching the hotel one can freshen up and head to the ruins of St Paul.
Senado square is a world heritage site declared by UNESCO. It is an area with unique architectural style and the streets are crowded with tourists. There are many colonial churches and buildings dated back to the colonial era. The streets are popular for the local snacks one can try. Stroll towards the streets of Senado square enjoying the ambience and reach the ruins of St Paul.
The way how to reach ruins of St Paul by walking from Senado square can be found through the map or just stroll around and you will find this major spot of Macau.


text:
Ian Goes Very Wide on Kid's TV
The Oscar-qualifying film Ian has been released in an unprecedented joint effort from all major children's Networks in Latin America: Disney, Discovery Kids, Nickelodeon, Cartoon Network, Boomerang, YouTube Kids and Pakapaka in Latin America and YouTube Worldwide. This emotional film is based on the true story of a boy called Ian. The film was created by Emmy nominee Gastón Gorali, produced by Oscar winner and two-time Emmy winner Juan José Campanella and directed by Abel Goldfarb. This important film aims to help children to understand disability and for the message of inclusion to reach every home.
Ian was born with cerebral palsy. All he wants is to make friends, although it seems impossible to achieve when discrimination and bullying keep him away from his beloved playground. However, this young boy is determined and won't give up easily.
Ian was produced at MundoLoco CGI using a unique animation technique that combines stop-motion sets made out of recycled waste with the latest CG technology. The film doesn't use dialogue to express the children's feelings making it inclusive to everyone regardless of their age, race, or language they speak.
Ian's mother Sheila Graschinsky created the Ian Foundation to fight the lack of information that often leads to people with disabilities being bullied and feeling isolated. Graschinsky originally approached MundoLoco CGI with the idea of using film as a teaching tool and Gastón Gorali wrote the film around the real story of Ian.
Campanella has written, directed and produced international box-office hits, like The Son of the Bride, Metegol, and Academy Award winner The Secret in Their Eyes.
The film is available now via YouTube https://youtu.be/6dLEO8mwYWQ
MundoLoco CGI
On Demand TV

redpajama_set_name: RedPajamaCommonCrawl


On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Thursday, June 11, 2015.
For most women in Florida, the thought of being diagnosed with gynecological cancer is scary. However, it is important to know that cancers that develop in a woman's reproductive organs are rare, and most can be easily treated if they are caught at an early stage. Once a gynecological cancer is identified, it is important for a woman to be treated by a specialist, as general gynecologists and obstetricians are not trained to treat cancer.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Friday, May 29, 2015.
In hospitals and other health care facilities in Florida and around the country, antibiotics are sometimes being improperly used. This is often caused by a misdiagnosis or when the diagnosis is indeterminate. The improper use of antibiotics may have harmful effects. Factors that contribute to the misdiagnosis on the part of practitioners include lack of experience, inadequate knowledge of the side effects, fatigue, a patient's previous diagnosis and lack of sleep. It is important that the problem be addressed and changes made to improve antibiotic use in health care.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Monday, May 18, 2015.
Although doctors are not perfect, they are expected to do their job in accordance with the established standard of care. If a patient is injured during a medical procedure, there are many ways to establish that a preventable error caused that injury. In most cases, a malpractice case revolves around the patient's allegation that the doctor was negligent.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Wednesday, April 22, 2015.
Medicare announced in February that it will start providing yearly lung cancer screenings for some long-term smokers. However, Florida residents should be aware that the tests could lead to risky follow-ups.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Thursday, April 2, 2015.
A new study alleges that roughly 75 percent of women from Florida to Alaska receive misdiagnoses of breast cancer due to improper biopsy interpretation. In the study, 100 pathologists were given biopsies from breast tissue and asked to review them. Three trial judges who reviewed the pathologists' findings reported significant discrepancies, raising serious questions about the reliability of breast cancer biopsies and those who diagnose based on them.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Friday, February 20, 2015.
Patients in Florida are becoming increasingly aware of the misdiagnosis of mental disorders that are actually caused by thyroid disease. A malfunctioning thyroid often presents the same symptoms as a number of mental health issues, including depression and anxiety.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Friday, January 30, 2015.
Florida parents may be interested to learn about the relationship between the current rise in measles cases and young pediatricians who may have inadvertently contributed by failing to recognize the symptoms of the illness in their patients. Most people have heard the idea that parents are contributing by refusing vaccinations or delaying them, but may not have read about the contribution doctors are also making to the spread of the disease.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Wednesday, January 21, 2015.
If a Florida woman is suffering from pelvic or abdominal pain, bloating or is experiencing urinary symptoms, she could potentially have ovarian cancer. There are several tests that a doctor or specialist may utilize to diagnose their patient.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Monday, December 29, 2014.
Florida residents may not be aware of the recent statistics concerning misdiagnosis occurring in the health care industry. Missing a diagnosis or diagnosing the wrong medical issue continues to be a major problem. An analysis of malpractice cases that have been filed over the past several years reveals that the most common diagnostic errors are cardiovascular disease, infections and cancers.
On behalf of Kurzban Kurzban Tetzeli and Pratt P.A. posted in Failure to Diagnose on Tuesday, November 25, 2014.
Florida residents may benefit from learning more about the risks associated with being misdiagnosed in the emergency room. A report published by the American Heart Association during 2009 cited several accounts in which adult stroke patients were misdiagnosed at the ER. The researchers ultimately concluded that seemingly superficial conditions like nausea and vertigo in patients younger than 50 may need to be assessed and treated with great caution as they could be symptoms of stroke.


text:
using System;
using System.Collections.Generic;
using System.Linq;
using System.Text;
using System.Threading.Tasks;

namespace EvoDistroLisa.Engine.Unsafe
{
	public static class Buffer
	{
		public static unsafe void Copy(
			uint* source, int sourceOffset,
			uint* target, int targetOffset,
			int length)
		{
			var offset = 0;
			source += sourceOffset;
			target += targetOffset;
			while (offset < length)
			{
				*(target + offset) = *(source + offset);
				offset++;
			}
		}

		public static unsafe void Copy(
			IntPtr source, int sourceOffset,
			uint[] target, int targetOffset,
			int length)
		{
			var sourcePtr = (uint*)source.ToPointer();
			fixed (uint* targetPtr = &target[0])
			{
				Copy(sourcePtr, sourceOffset, targetPtr, targetOffset, length);
			}
		}
	}
}

redpajama_set_name: RedPajamaGithub


text:
In fire's path, lessons learned
FEMA and other US agencies seem to have improved their emergency response since the 2005 Katrina fiasco.
By Daniel B. Wood Staff writer of The Christian Science Monitor
Candice Reed Contributor
October 25, 2007 | Los Angeles and San Diego
In a dark corridor of Qualcomm Stadium, Jennifer Dillon of Rancho Bernardo, Calif., watches her 6-year-old daughter Molly sleep on a cot supplied by the Federal Emergency Management Agency. Mother and daughter are surrounded by evacuees from across San Diego, most of whom tote a few items – shirts, towels, stuffed animals – inside backpacks or shoulder bags.
"This time around, the county was much more prepared," says Ms. Dillon, who had evacuated her home once before, during huge fires five years ago.
Others echo her gratitude for an improved local-government response, even amid the biggest mass evacuation – at least 500,000 people – in California's history. Now, attention is shifting to the federal government's performance, with this question uppermost: Have US agencies learned since their botched response to hurricane Katrina in 2005?
With a few exceptions, the answer appears to be a resounding yes, according to many relief organizations, local officials, volunteers, fire victims, and disaster management specialists.
"They do seem to have learned a lot from Katrina and the 2003 fires here," says Richard Carson, an economics professor at University of California, San Diego, who studies governmental agency response to emergencies. "They saw the fire coming and plotted it out and moved people out just in time."
Stung by congressional criticism in the aftermath of Katrina and two formal reports assessing FEMA failures, the agency has responded with vastly improved command-and-control procedures, says Chris Reynolds, a professor and program manager for emergency and disaster management at American Military University in Tampa, Fla.
"FEMA is doing everything right this time around," he says, pointing out its evacuation plans, and the early deployment of out-of-state firefighters, military, National Guard, and firefighting technology.
It quickly set up a 24-hour emergency operations center, a dozen Emergency Support Function (ESF) teams, and interagency field offices for the Marines, the Navy, and the National Guard.
The Defense Department has authorized about 1,500 California National Guardsmen to support firefighting efforts there as well as another 100 Defense Department civilians who are actively engaged in fighting the wildfires.
Additionally, about 500 active-duty marines from the Camp Pendleton, Calif., Marine base have been tapped to help fight the fires but have yet to go because they have not been asked. Another 17,000 California National Guardsmen are also standing by for possible deployment to help fight fires.
"We've been … seeing for ourselves the difference between now and the Katrina situation, and the people here have food, water, and even entertainment," said R. David Paulison, FEMA's director, while on a tour of Qualcomm Stadium Tuesday.
"We won't desert you," added Homeland Security Chief Michael Chertoff.
The miscues and delays that characterized the aftermath of Katrina – exacerbated by confusing or nonexistent communication between mayor, governor, and federal officials – are not happening in this disaster, Mr. Reynolds says.
"[Gov.] Arnold Schwarzenegger has been very, very smart in saying early and quickly and seriously to residents that they need to evacuate," says Michael Brown, who headed FEMA during hurricane Katrina. "We couldn't get the mayor or the governor to do that until it was way too late."
One major bonus for FEMA in this disaster, say observers, is that Mr. Paulison is a 30-year firefighting veteran.
"No disrespect to previous FEMA chiefs, but Paulison understands the dynamics of fire and has been able to model FEMA into a better reactionary force because of it," says Reynolds.
But some critics have a different view, saying the San Diego episode shows that FEMA is too reactionary, and has given up on its earlier goal of preventing disasters rather than responding to them.
"The Bush administration and the federal government have still moved away from the FEMA approach of the '90s," says R. Scott Fosler, senior fellow at the University of Maryland who has studied FEMA. "That [approach] was to get both states and federal government to stop just responding to emergencies and instead look at why they occur and limit the liability ahead of time."
But he adds that "FEMA has learned from its past and now has people of responsibility that have professional expertise."
Although that expertise has contributed to smoother fire, evacuation, and shelter operations around San Diego, it is less so with federal operations outside the state, says Carson.
"It was wonderful that California called for additional help early and that the state drove fire engines from northern California," says Carson. "But if they had loaded firefighters and engines into US military planes on large scale, they would have been available way earlier."
Later stages of FEMA's effectiveness – how it handles fire claims and reimbursements – have not yet been assessed as officials continue to cope with fires that are still days from being put out.
Damage assessments are beginning to trickle in. Property damage in San Diego County alone is expected to total at least $1 billion, according to officials there Wednesday.
As of press time 16 wildfires have destroyed some 1,500 homes and burned nearly 600 square miles in the seven-county region. One person has been confirmed dead.
But at Qualcomm stadium on Tuesday, disarray was not in evidence.
"This is a very sad and hard time for me, but this is pretty well organized," says Michelle Christian, who fled her home in Ramona on Saturday night, taking her 18-month-old son and her dog to the stadium.
And Jennifer Dillon said she was grateful for clowns and face painters who roamed the stadium grounds, helping to make kids laugh. Booths were set up in every corner offering "everything from free phone calls to any place in the country to insurance claims help," she says.
But she still is a bit on edge about politician and government promises.
"I just hope that the promises to rebuild actually happen or I don't know what I'll do," she says.
Sen. Barbara Boxer (D) of California says since she was a state official during the 1989 San Francisco earthquake, FEMA has improved in getting out in front of problems and learning how to coordinate.
"The important difference between FEMA during Katrina and now is that they have actually learned to bring people together as a team," says Senator Boxer.
On Tuesday, President Bush declared a federal emergency for seven counties, which will hasten disaster-relief efforts. He is scheduled to tour the disaster area on Thursday with Governor Schwarzenegger.
• Gordon Lubold contributed from Washington, and AP material was used in this report.
California's age of megafires
A quick but orderly evacuation
Hurricane Isaac aftermath: Will FEMA have enough money?
https://www.csmonitor.com/2007/1025/p01s02-usgn.html


R. Krolikows singled to right field, RBI; M. Bondarchu scored.
H. Denk singled to left field.
B. Bonar singled up the middle; H. Denk advanced to second.
B. Michel homered to left field, 3 RBI; B. Bonar scored; H. Denk scored.
D. Pomeroy homered to left field, 2 RBI; B. Erickson scored.
D. DeSantis hit by pitch.
T. Catlett reached first on a fielding error by 2b; D. DeSantis advanced to second on the error.
A. Huggins singled to center field; T. Catlett advanced to second; D. DeSantis advanced to third.
E. Scott walked, RBI; A. Huggins advanced to second; T. Catlett advanced to third; D. DeSantis scored.
R. Simons flied out to lf, sacrifice fly, RBI; T. Catlett scored, unearned.
E. Sabrowski reached first on an error by cf, advanced to second on the error; E. Scott scored on the error, unearned; A. Huggins scored on the error, unearned.
R. Krolikows singled to center field, advanced to second on an error by cf, RBI; E. Sabrowski scored, unearned.
H. Denk doubled to center field, advanced to third on a fielding error by cf.
J. Alexander to p for J. Dietel.
C. Engroff grounded out to ss, RBI; H. Denk scored.
B. Bonar singled to left field.
T. Catlett hit by pitch.
R. Simons walked; T. Catlett advanced to second.
C. Kelley pinch hit for B. Huelsmann.
C. Kelley singled to second base; P. Claassen advanced to second.
T. Langley hit by pitch; E. Sabrowski advanced to second.
B. Bonar singled down the rf line; C. Engroff advanced to third.
B. Michel doubled down the lf line, 2 RBI; B. Bonar scored; C. Engroff scored.
R. Simons hit by pitch.
P. Claassen advanced to second on a throwing error by c.
H. Denk singled up the middle, RBI; P. Claassen scored.
C. Engroff doubled to left field, RBI; H. Denk scored.
E. Sabrowski reached first on a throwing error by ss, advanced to second on the error.
T. Langley singled to left field, RBI; E. Sabrowski scored, unearned.
B. Erickson scored on a balk.
E. Scott singled to right field.
M. Bondarchu tripled to right center, scored on a throwing error by 2b, RBI; R. Simons scored.
B. Michel singled to center field.
D. Pomeroy was intentionally walked.


text:
Emperor Justinian & His Court
by Carole Raddato
A 6th century CE mosaic depicting Emperor Justinian and his court in the Basilica of San Vitale in Ravenna.
Carole Raddato
Carole maintains the popular ancient history photo-blog Following Hadrian, where she travels the world in the footsteps of emperor Hadrian.
This image was first published on Flickr. Original image by Carole Raddato. Uploaded by Carole Raddato, published on 27 January 2016 under the following license: Creative Commons Attribution-ShareAlike. This license lets others remix, tweak, and build upon your work even for commercial reasons, as long as they credit you and license their new creations under the identical terms. Please note that content linked from this page may have different licensing terms.
Mosaic with the Virgin Mary, Constantine and Justinian, Hagia Sophia
Mosaic panel located at the southwestern entrance of the basilica...
Justinian I
Detail of a contemporary portrait of Justinian I in the Basilica...
Capital with Monograms of Justinian I and Theodora
This is a basket-shaped marble capital bearing monograms of the...
Raddato, C. (2016, January 27). Emperor Justinian & His Court. Ancient History Encyclopedia. Retrieved from https://www.ancient.eu/image/4504/
Raddato, Carole. "Emperor Justinian & His Court." Ancient History Encyclopedia. Last modified January 27, 2016. https://www.ancient.eu/image/4504/.
Raddato, Carole. "Emperor Justinian & His Court." Ancient History Encyclopedia. Ancient History Encyclopedia, 27 Jan 2016. Web. 20 Jan 2021.
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Our mission is to engage people with cultural heritage and to improve history education worldwide. Please support Ancient History Encyclopedia Foundation. Thank you!


text:
Träfflista för sökning "WFRF:(Clements Jody) "
Sökning: WFRF:(Clements Jody)
Finn, Robert D., et al. (författare)
Pfam : the protein families database
Ingår i: Nucleic Acids Research. - 0305-1048 .- 1362-4962. ; 42:D1, s. d222-D230
Pfam, available via servers in the UK (http://pfam.sanger.ac.uk/) and the USA (http://pfam.janelia.org/), is a widely used database of protein families, containing 14 831 manually curated entries in the current release, version 27.0. Since the last update article 2 years ago, we have generated 1182 new families and maintained sequence coverage of the UniProt Knowledgebase (UniProtKB) at nearly 80%, despite a 50% increase in the size of the underlying sequence database. Since our 2012 article describing Pfam, we have also undertaken a comprehensive review of the features that are provided by Pfam over and above the basic family data. For each feature, we determined the relevance, computational burden, usage statistics and the functionality of the feature in a website context. As a consequence of this review, we have removed some features, enhanced others and developed new ones to meet the changing demands of computational biology. Here, we describe the changes to Pfam content. Notably, we now provide family alignments based on four different representative proteome sequence data sets and a new interactive DNA search interface. We also discuss the mapping between Pfam and known 3D structures.
Punta, Marco, et al. (författare)
The Pfam protein families database
Pfam is a widely used database of protein families, currently containing more than 13 000 manually curated protein families as of release 26.0. Pfam is available via servers in the UK (http://pfam.sanger.ac.uk/), the USA (http://pfam.janelia.org/) and Sweden (http://pfam.sbc.su.se/). Here, we report on changes that have occurred since our 2010 NAR paper (release 24.0). Over the last 2 years, we have generated 1840 new families and increased coverage of the UniProt Knowledgebase (UniProtKB) to nearly 80%. Notably, we have taken the step of opening up the annotation of our families to the Wikipedia community, by linking Pfam families to relevant Wikipedia pages and encouraging the Pfam and Wikipedia communities to improve and expand those pages. We continue to improve the Pfam website and add new visualizations, such as the 'sunburst' representation of taxonomic distribution of families. In this work we additionally address two topics that will be of particular interest to the Pfam community. First, we explain the definition and use of family-specific, manually curated gathering thresholds. Second, we discuss some of the features of domains of unknown function (also known as DUFs), which constitute a rapidly growing class of families within Pfam.
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When we think of The Beatles, the first place that comes to mind is Liverpool, the birthplace and original stomping ground of the Fab Four. John, Paul, George and Ringo have trodden the cobbles of Mathew Street, played to thousands of fans in the Cavern Cub and propped up the bar in many of Liverpool's best pubs. The celebrated city that resides in the North West of England is the ultimate mecca for Beatles enthusiasts with fans travelling across the world to experience the thrill of the city that The Beatles call home.
Home to Strawberry Fields, a garden bought by Yoko Ono to celebrate the life of John Lennon. It is home to the famous 'Imagine' memorial mosaic where fans often leave flowers and light candles to pay respect to John Lennon. Just around the corner fans can find the Dakota building, the site where John Lennon was fatally shot in 1980.
Located in Viðey Island near Reykjavîk, Iceland, the 'Imagine Peace Tower' lights up the Icelandic sky every year from October 9th (John Lennon's birthday) to December 8th, the day he died. 'Imagine Peace' is carved into the base of the tower in 24 different languages in reference to Lennon's campaign for world peace.
The Beatles regularly performed in Hamburg during the period from August 1960 to December 1962 at clubs such as the Indra, Kaiserkeller, the Top Ten and the Star-Club. It was a chapter in the group's history which honed their performance skills, widened their reputation, and led to their first recording, bringing them to the attention of Brian Epstein.
Amsterdam is home to the famous Hilton hotel where John Lennon and Yoko Ono held their Bed-In for peace. The Beatles' guru Maharishi Mahesh Yogi spent a lot of time in the Dutch capital, partially in his later years, passing away in Vlodrop, Netherlands in 1980 having moved his headquarters to the area.
Since the 1980s, Prague in the Czech Republic has been celebrating The Beatles with the 'John Lennon Wall.' In the side streets of the city, a large wall is adorned with ever changing graffiti in the form of Beatles lyrics and tributes from fans. Usually accompanied by a guitarist performing Beatles classics, roaming the streets of Prague for this is a joy for the eyes and ears.
A stone's throw away from Liverpool, London, is home to many a Beatles landmark, however, the most notable is Abbey Road Studios, the place where The Beatles spent a lot of time recording and in 1969 named their 11th album after. The famous photo for the 'Abbey Road' album cover was taken on the zebra crossing outside the building and has become a top destination to visit for Beatles fans as they dodge traffic to grab a photo on the well-known crossing.
In 1968, The Beatles visited Rishikesh to meet Maharishi Mahesh Yogi and discover the art of Transcendental Meditation following the death of their manager, Brian Epstein. The ashram they stayed in is still standing and has recently reopened as a Beatles tourist destination. The trip was said to have been pivotal in The Beatles song writing from then on and was inspiration for a lot of 'The White Album'.
The list of Beatles landmarks is endless, Austria, the snowy destination for 'Help!' and Cuba, Montreal, Hong Kong and Peru to name a few others, all paying homage to the Fab Four's legacy. So 'grab a ticket to ride' or 'drive your car' and take 'a magical mystery tour' to discover the legacy of The Beatles. You'll want to end up in Liverpool though, the magical place where four young lads met on a summer's day in 1957 and changed the face of music forever.
In Liverpool, the landmarks that are scattered across the city highlight just how much of an impact The Beatles had on this tiny corner of the globe. The Beatles Story on the famous Albert Dock is the initial port of call for experiencing first-hand the hysteria that The Beatles created. With hordes of memorabilia on display and recreations of places from their career, from Hamburg to an exact recreation of The Cavern Club and the emotional finale in the White Room; embarking on this story of the band that changed the world is like walking through a piece of musical history. It's a perfect opportunity to don your favourite Beatles t-shirt and relive the glory days of music's greatest band.
The first place John took me to after we got together was - guess where - Liverpool! He was proud of the city he was born in and grew up in. Part of me is always there.
Stepping outside, The Magical Mystery Tour bus will transport you to where it all began. Visit the childhood homes of the famous four, see the Strawberry Field gates that inspired 'Strawberry Fields Forever' and 'stop and say hello' to other Beatles fans walking down Penny Lane. A trip to Liverpool isn't complete without a visit to The Cavern – the most famous club in the world. If walls could talk then you'd want to have a conversation with these ones. Dance the night away like it's 1963 to a Beatles tribute act or listen to another local band that could be destined for global fame... you never know in this city.
There are also plenty of photo opportunities to snap a picture of yourself with The Beatles (sadly not the real ones). Stroll down to The Pier Head where larger than life-sized bronze statues of the Fab Four are waiting for you to 'come together' for the photo album of your trip to Liverpool. It is easy to see why TripAdvisor has voted Liverpool as the third best place to visit in the UK in 2018; it's 'proper boss' as the locals would say.
Sophie is Social Media and Marketing Intern at The Beatles Story, currently studying a Masters degree in Mass Communications.


The polymer electrolyte membrane fuel cell (PEMFC) is an electrochemical device used for the production of power, which is a key for the transition towards green and renewable power delivery devices for mobile, stationary and back-up power applications. PEMFCs consume hydrogen and oxygen to produce power, water and heat. The transient start-up from sub-zero freezing temperature conditions is a problem for the successful, undamaged and unhindered operation. The generation and presence of water in the PEMFC stack in such an environment leads to the formation of ice that hinders the flow of gases, causes morphological changes in the membrane electrode assembly (MEA) leading to reversible and irreversible degradation of stack performance. Start-up performance is highly dependent on start-up operational conditions and procedures. The previous state of the stack will influence the ability to perform upon the next start-up and operation. Water generated during normal operation is vital and improves performance when properly managed. Liquid water present at shut-down can form ice and cause unwanted start-up effects. This phase change may cause damage to the MEA and gas diffusion media due to volume expansion. Removal of high water content at shutdown decreases proton conductivity which can delay start-up times. The United States Department of Energy (DOE) has established a set of criteria that will make fuel cell technology viable when attained. As specified by DOE, an 80 kWe fuel cell will be required by 2015 to reach 50% power in 30 seconds from start-up at an ambient temperature of -20°C. This work investigates freeze start-up in a multi-kilowatt stack approaching both shut-down conditioning and start-up operations to improve performance, moderate fuel cell damage and determine the limits of current stack technology. The investigation involved a Hydrogenics Corporation 5 kW 506 series fuel cell stack. The investigation is completed through conditioning the fuel cell start-up performance at various temperatures ranging from -5°C to below -20°C. The control of system start-up temperature is achieved with an environmental chamber that maintains the desired set point during dwell time and start-up. The supply gases for the experiment are conditioned at ambient stack temperature to create a realistic environment that could be experienced in colder weather climates. Temperature controls aim to maintain steady ambient temperatures during progressive start-up in order to best simulate ambient conditions. The control and operation of the fuel cell is maintained by the use of a fuel cell automated test station (FCATS™). FCATS supplies gas feeds, coolant medium and can control temperature and reactant humidity in reactants according to a prescribed procedure for continuous operation. The iv collection of data occurs by the same system recording cell voltage, temperatures, pressures, flow rates and current densities. A procedural start-up and characterization are conducted in order improve start-of performance and examine reactant flows, coolant activation time, stack conditioning and the effects by freezing temperatures. The resulting degradation is investigated by polarization curves and various ex-situ measurements. In this work, it was found that freeze start-up of a fuel cell stack can be aided and managed by conditioning the stack at shut-down and applying a procedure to successfully start-up and mitigate the damage that freezing can cause.


Photo Gallery of Dining Tables With Large Legs (Showing 16 of 25 Photos)2017 Ana White | Find the Best Interior Design Ideas to Match Your Style.
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text:
Q: How to change the border color (or remove the border) of a PropertyGrid control? Having a standard WinForms 2.0 PropertyGrid control I'm looking for a way to either change the border color of the control or remove the border altogether.

I'm aware of the LineColor property which unfortunately only changes the inner borders between the cells.
Additionally, I used ILSpy to take a look at the source code of the PropertyGrid control and still found nothing meaningful to me.
My question is:
How to remove the outer border of a PropertyGrid control or change the color of the outer border?
Update 2012-05-04 - Solution (aka "hack"):
Based on Jamie's answer I assembled a working solution (which you can download from here):

The idea is to place the property grid inside a panel and let the panel clip the control.
With this approach, I did place the clipping panel into another panel that has a Padding of "1" (or whatever you want the borders to be) and gave this panel a BackColor that serves as the border color (green in my example).
Set the Anchor of the property grid to "Left, Right, Top, Bottom", set the Dock of the clipping panel to "Full".

This works well for my requirements. I would see this as kind of a hack since it consumes the resources of two panels which I hoped I could save.

A: this is another alternative, as it seems that my first answer is not suitable for this particular control. This is a dirty trick but should work:
Put a Panel control in your window or dialog, let say with size 100H x 300V. Put the propertygrid inside the panel with position -1,-1 and size 102,302.

A: Here is code from my project
PropertyGrid have two controls that need process.

+ doccomment is Document help.

+ gridView that display property value.
Those controls draw border rectangle with color ControlDark.
We need re draw rectangle with HelpBackColor and LineColor to make clear view.
    namespace Bravo.Bravo7.UI
    {
        public class MyPropertyGrid : PropertyGrid
        {
            public class SnappableControl : NativeWindow
            {
                private Control _parent;
                private MyPropertyGrid _ownerGrid;

                public SnappableControl(Control parent, MyPropertyGrid ownerGrid)
                {
                    _parent = parent;
                    _parent.HandleCreated += _parent_HandleCreated;
                    _parent.HandleDestroyed += _owner_HandleDestroyed;

                    _ownerGrid = ownerGrid;
                }

                protected override void WndProc(ref Message m)
                {
                    base.WndProc(ref m);

                    switch (m.Msg)
                    {
                        case (int)NativeMethods.WM_NCPAINT:
                        case (int)NativeMethods.WM_PAINT:

                            using (var g = _parent.CreateGraphics())
                            {
                                using (var pen = new Pen(_ownerGrid.HelpBackColor))
                                {
                                    var clientRectangle = _parent.ClientRectangle;
                                    clientRectangle.Width--;
                                    clientRectangle.Height--;
                                    g.DrawRectangle(pen, clientRectangle);
                                }
                            }

                            break;
                    }
                }

                void _owner_HandleDestroyed(object sender, EventArgs e)
                {
                    ReleaseHandle();
                }

                void _parent_HandleCreated(object sender, EventArgs e)
                {
                    AssignHandle(_parent.Handle);
                }
            }

            public class PropertyGridView : NativeWindow
            {
                private Control _parent;
                private MyPropertyGrid _ownerGrid;

                public PropertyGridView(Control parent, MyPropertyGrid ownerGrid)
                {
                    _parent = parent;
                    _parent.HandleCreated += _owner_HandleCreated;
                    _parent.HandleDestroyed += _owner_HandleDestroyed;

                    _ownerGrid = ownerGrid;
                }

                protected override void WndProc(ref Message m)
                {
                    base.WndProc(ref m);

                    switch (m.Msg)
                    {
                        case (int)NativeMethods.WM_NCPAINT:
                        case (int)NativeMethods.WM_PAINT:

                            using (var g = _parent.CreateGraphics())
                            {
                                using (var pen = new Pen(_ownerGrid.LineColor))
                                {
                                    g.DrawRectangle(pen, 0, 0, _parent.Width - 1, _parent.Height - 1);
                                }
                            }

                            break;
                    }
                }

                void _owner_HandleDestroyed(object sender, EventArgs e)
                {
                    ReleaseHandle();
                }

                void _owner_HandleCreated(object sender, EventArgs e)
                {
                    AssignHandle(_parent.Handle);
                }
            }

            public class MyToolStripRenderer : ToolStripSystemRenderer
            {
                protected override void OnRenderToolStripBorder(ToolStripRenderEventArgs e)
                {
                    //base.OnRenderToolStripBorder(e);
                }
            }

            public MyPropertyGrid()
            {
                base.LineColor = SystemColors.Control;
                base.ViewBackColor = Color.FromArgb(246, 246, 246);

                base.DrawFlatToolbar = true;
                base.ToolStripRenderer = new MyToolStripRenderer();

                var docDocument = typeof(PropertyGrid)
                    .GetField("doccomment", BindingFlags.NonPublic | BindingFlags.Instance)
                    .GetValue(this) as Control;

                new SnappableControl(docDocument, this);

                var gridView = typeof(PropertyGrid)
                    .GetField("gridView", BindingFlags.NonPublic | BindingFlags.Instance)
                    .GetValue(this) as Control;

                new PropertyGridView(gridView, this);
            }

        }

    }

A: you will need a bit of interop for that:
[DllImport("User32", CharSet=CharSet.Auto)]
private static extern int SetWindowLong(IntPtr hWnd, int Index, int Value);
[DllImport("User32", CharSet=CharSet.Auto)]
private static extern int GetWindowLong(IntPtr hWnd, int Index);

int GWL_STYLE = -16;
int WS_BORDER = 0x00800000;
IntPtr hWnd = yourPropertyGrid.Handle;

int style = GetWindowLong(hWnd, GWL_STYLE);
style = style & ~WS_BORDER;
SetWindowLong(hWnd, GWL_STYLE, style);

A: this code work.
private void SetHelpBoderColor(bool showBorder)
{
    if (showBorder)
    {
        //Set Default ViewBackColor
        PropertyInfo viewBackColor = this.propertyGrid.GetType().GetProperty("ViewBorderColor");
        if (viewBackColor != null)
            viewBackColor.SetValue(this.propertyGrid, SystemColors.ControlDark, null);

        //Set Default HelpBorderColor
        PropertyInfo helpBorderColor = this.propertyGrid.GetType().GetProperty("HelpBorderColor");
        if (helpBorderColor != null)
            helpBorderColor.SetValue(this.propertyGrid, SystemColors.ControlDark, null);

    }
    else
    {
        //Set ViewBackColor
        PropertyInfo viewBackColor = this.propertyGrid.GetType().GetProperty("ViewBorderColor");
        if (viewBackColor != null)
            viewBackColor.SetValue(this.propertyGrid, SystemColors.Control, null);

        //Set HelpBorderColor
        PropertyInfo helpBorderColor = this.propertyGrid.GetType().GetProperty("HelpBorderColor");
        if (helpBorderColor != null)
            helpBorderColor.SetValue(this.propertyGrid, SystemColors.Control, null);
    }

    if (DesignMode)
    {
        Parent.Refresh();
    }
}

A: One rapid and intuitive solution is to create a Parent Panel and a Child Panel as in the following image:

redpajama_set_name: RedPajamaStackExchange


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La Trobe University shares a passion for fostering inventiveness, innovation and creativity in regional Victoria, evidenced by a regional accelerator program that recognises local talent and supports people to take their startup ideas through to the next stage. The Open category is for inventions and innovations that do not fall within the other categories.
We want to know if there is a market for your invention, and how big that market is.
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text:
Robert "Bob" Primrose Wilson OBE (n. Chesterfield, 30 de octubre de 1941) es un exfutbolista británico que jugó en la demarcación de portero para el Arsenal FC.

Trayectoria

Como futbolista
El Manchester United FC se fijó en él para ficharle para las filas inferiores de su equipo. Pero su padre no le dejó firmar por el club, ya que lo veía un trabajo irrazonable. Finalmente en 1962 pudo fichar por el Wolverhampton Wanderers FC, aunque no llegó a jugar ningún partido con el club. En 1963, el Arsenal FC se hizo con sus servicios por 6500 libras. Hizo su debut contra el Nottingham Forest el 26 de octubre de 1963 en un partido con victoria por 4-2. Sin embargo, no era el primer portero del equipo, sino que era el suplente de Jim Furnell. No fue hasta cuatro años después, en 1968, cuando empezó a ser elegido como el primer portero del equipo, después de que Furnell cometiera un error en la FA Cup contra el Birmingham City en marzo.
En 1969 jugó su primera final, la cual fue la de la Copa de la Liga contra el Swindon Town FC, final que perdieron. Tras perderse gran parte de la siguiente temporada tras haberse roto el brazo, Wilson se recuperó y ganó su primer trofeo con el Arsenal, la edición de 1970 de la Copa de Ferias. En 1971 ganó el doblete, ganango la Liga y la Copa.
Finalmente en mayo de 1974 anunció su retirada de los terrenos de juego a los 32 años de edad.

Como entrenador
Tras su retiro como futbolista, Wilson se convirtió en el entrenador de porteros del Arsenal durante 28 años, entrenando a guardametas como Pat Jennings, John Lukic, y David Seaman. Se retiró al final de la temporada 2002–03, habiendo ayudado al Arsenal a ganar otros dos dobletes, en 1997–98 y 2001–02, una de las dos personas presentes en los tres que ha ganado el club en toda su historia (siendo el otro Pat Rice).

Selección nacional
Wilson fue convocado por primera vez con la selección de fútbol de Escocia cuando las reglas cambiaron en 1970, permitiendo a los futbolistas jugar con la nación en la que nacieron sus padres, si no habían jugado antes en otra selección. Wilson fue seleccionado por Tommy Docherty durante los dos partidos que jugó para el combinado, haciendo su debut contra Portugal el 13 de octubre de 1971. Tras su segundo partido y último partido, contra los Países Bajos el 1 de diciembre de 1971, Docherty dejó su puesto a Willie Ormond, quien convocó a Bobby Clark y dejando a Wilson sin volver a jugar con la selección.

Carrera como comentarista
Wilson ya había aparecido como comentarista para la BBC durante la Copa Mundial de Fútbol de 1970. Tras su trayectoria por los terrenos de juego, se convirtió en presentador de televisión, en la BBC desde 1974 hasta 1994. Posteriormente fue presentador en la ITV hasta su retiro en 2002, cubriendo la Liga de Campeones de la UEFA hasta que llegara Des Lynam en 1999. También cubrió con la cadena la Eurocopa de 1996 y la Copa Mundial de Fútbol de 1998.

Vida personal
En febrero de 1994, su hija Anna fue diagnosticada con un cáncer que le afectaba al sistema nervioso. Tras una larga lucha, ella falleció el 1 de diciembre de 1998. Se estableció posteriormente la "Willow Foundation" en su memoria en 1999. Wilson relanzó la caridad de la obra el 4 de octubre de 2005. La organización ayuda a 12 500 personas que comprenden entre los 16-40 años, en el Reino Unido, y que son diagnosticadas con una enfermedad potencialmente mortal.
En 2007, Wilson recibió la Orden del Imperio Británico (OBE) por su obra de caridad.

En abril de 2014 se anunció que Wilson está luchando contra un cáncer de próstata.

Clubes

Estadísticas

1Incluye la Copa de Ferias y la Liga de Campeones de la UEFA.
Va.i. – Valla invicta.

Palmarés

Campeonatos nacionales

Campeonatos continentales

Referencias

Enlaces externos
 Ficha del jugador en national football teams (en inglés)

Futbolistas del Wolverhampton Wanderers Football Club
Futbolistas del Arsenal Football Club
Futbolistas de la selección de fútbol de Escocia en los años 1970

redpajama_set_name: RedPajamaWikipedia


FORT HOOD, Texas — A Battalion Intelligence Officer was relieved late last week after he was found misusing a classified stapler in his office, according to Army officials.
1st Lt. David Howald was fired in person by his battalion commander and escorted from the S-2 office on Monday.
Investigators from the Criminal Investigation Division (CID) were present as well to interview members of the battalion staff. None were taken into custody, but much of the battalion's classified storage and equipment were dusted for fingerprints, sources said.
At a press conference, Sinclair held up a clear plastic evidence bag with a light brown Swingline stapler inside, which indeed had a SECRET sticker on it. Sinclair confirmed that Howald was caught multiple times using the SECRET stapler on unclassified documents over the course of an eighteen-month, $12 million dollar sting involving over a dozen undercover operatives embedded in the battalion.
Howald was not arrested, but was advised by CID to remain in the local area for possible further questioning. Once the investigation is complete, Howald may be charged with a crime. For now, he has retained a trial defense counsel but would not comment to reporters.
Dark Laughter contributed to this article.


Our mission was to rebrand Gatorade, a heritage brand that was losing relevance with their market. Kids thought of Gatorade as their grandfather's sports drink. We brought the brand back, giving it pop cultural relevance while also retaining it's heritage. And we started a chant that's still used in high school's today. Now, That's G.


Because you will be using bike paths there will be limited van support. Some bike paths are very popular so although car traffic is minimal you will have instances of bike traffic.
Tour Level Note: Gentle rides mostly on dedicated bike paths and country lanes.
We recommend that you arrive early to explore the famous city of Verona. Visit the balcony that inspired Shakespeare's Romeo and Juliet, and attend the opera at the impressive Roman arena! Meet the group late morning for a transfer to the tour starting hotel to fit bikes, relax at the pool over a light lunch, and have a test ride together. The ride takes you to a group wine tasting at a nearby family run winery. Enjoy a visit of the estate which has been in the family for 2 centuries and a tasting of the fine Amarone and Valpolicella wines. Return to the hotel for an elegant dinner tonight.
You'll cross out of the Valpolicella wine growing area along a canal with spectacular views onto the Adige River Valley. A short climb takes you into the Bardolino vineyards which flank Lake Garda's southern edge. Small country lanes meander to the promenade of Lake Garda where you'll board a ferry to reach the northernmost tip of magnificent Lake Garda. A dip in the lake is a refreshing reward for your ride efforts.
Today features a variety of options! You can bicycle as far north as you would like along the well-manicured Sarca Valley bike path. Or follow the path to the town of Arco, which is internationally known for its outdoor activities like mountain biking and rock climbing. Or, you might prefer to hangout and enjoy the resort town of Riva with its beaches and water sport activities (wind-surfing anyone?).
This morning we'll shuttle to the top of a low ridge and then cruise downhill to the Adige river, Italy's second longest river. More bike paths take you to the northern Italian town of Trento, capital of the Italy's autonomous region of Trentino Alto Adige or Südtirol.
Distance: 44km (28 miles). Extra ride option: 20km (12 miles) or even longer options are available.
Take a leisurely morning in Trento to relax, wander the streets, and enjoy a special visit to the underground Roman city of old Tridentum. This afternoon we'll train to Valsugana, a small village nestled in between the striking cliffs of the Alps' foothills.
Relax and enjoy your spa hotel, or take a leisurely pedal upstream along the river bike path. The path meanders through orchards, skirting small villages, one of which hosts an interesting scarecrow museum featuring photos and a few retirees who were brought in from the field!
Continue your journey along the Valsugana bike path enjoying stunning views, and WWI forts that overlook the valley. The route follows "Via Claudia Augusta", an ancient Roman road which ran 550km and crossed the Alps to link the Po valley just south of here with Germany to the north. You'll slowly emerge from the narrow valley to reach the town of Bassano, with its iconic wooden bridge across the river. Bassano is a key producer of grappa and there are several distilleries in town. Tonight we'll enjoy a special feast in celebration of our week together biking northern Italy's bike paths.
Stick around a day or two and enjoy Bassano, or head to Venice which is just an hour away. Whatever you decide, Buon Viaggio!


Please also note that these times have been converted from UTC; if you see times on other sites that say "UTC"/ "UT", or "GMT", those are NOT the local times for you in Dubois!
Dubois is in the path of totality for the Total Solar Eclipse of August 21, 2017!
The City of Dubois will be offering tent camping sites in our park for the Great American Eclipse, for the nights of 8/18-8/20!
Only $100 for all three nights (three night min). Reservations are required by 8/17.
A Street Dance is planned for Saturday Night 7:00 to 11:00.  Band is "forty Something", which plays a great variety of music!
Contact Lisa at the City office (208) 374-5241 between the hours of 9am-3pm Monday-Thurday to make reservations.
No pictures of Dubois have been submitted yet!


text:
in 65th Berlinale - Berlin International Film Festival
by Alexey Gusev
It may seem strange, but within the cinema the political genre has recently experienced a steep decline. Of course, we have a lot of standard Hollywood (and Hollywood-like) B-movies about corrupted authorities at various governmental levels – usually with a thread that leads to The Very Top – but all of them are no more than a weak and emasculated plaster-cast (or, rather, plastic-cast) of the once-great Alan J. Pakula tradition. We have various TV-series on similar topics (most notably House of Cards), but politics – according to their interpretation – is just a self-contained gambling-game, even if the "game" is a game of thrones. And there are many examples of a "political tendency", whether bold or delicate, within other genres: social dramas, policiers, sci-fi etc. But what of the other great tradition, the European one, that in former times gave us such chefs-d'œuvre as The Mattei Affair (Il caso Mattei), Man of Iron (Czlowiek z zelaza), Investigation of a Citizen Above Suspicion (Indagine su un cittadino al di sopra di ogni sospetto) and Z? This tradition has apparently almost totally disappeared. Exceptions – mostly in Italy – like Marco Tullio Giordana's films or Matteo Garrone's Gomorra do exist. They are fresh by language and important by message. And this is a consolation, given that the political genre is necessary as a regular element in a healthy overall cinematic landscape. But such examples are, regrettably, all too rare.
These days, this former "path" of cinema is all too seldom trodden. It demands the gradual, step-by-step, unwrapping of a plot – a plot which reveals that progressively wider and higher circles of power are involved in the tangled machinery of corruption. Cinema of this sort should also demand the meticulous examination of every small screw of the infernal machine's gears – expressed with proper artistic comprehension, plus the appropriate kind of figurative images. (We must here pass over the peculiar trend among young film-makers whose earnest message amounts to the idea that "all authority figures are bastards".)
The rarity of such films is one reason why the appearance in the Berlinale's Panorama section of the Romanian film Why Me? (De ce eu?) – directed by Tudor Giurgiu – is so encouraging and stirring.
The film's distinction lies not in its script, which is decent and skilful but in no way extraordinary. The story is based on real events, and concerns a young and ambitious public prosecutor who suddenly stumbles across a conspiracy involving the secret service; he then has to fight, all alone, against the mighty powers of this world. And although the original events have been somewhat fictionalized for the screenplay there is nothing grotesque or symbolic in the film. The main character's course from naivety towards suicide is drawn by the director with passion, but without any excitement or sweeping generalizations. Every step on this fatal path is just one link in a chain, and any excess could only obscure the inexorable logic of mounting despair that is also the logic of script itself. As a scriptwriter Giurgiu is only efficient – on that level the film probably wouldn't deserve full-length consideration, but only brief comment and a decent star-rating out of five.
The real worth of Why Me? lies not in the script but in the direction (this is, by the way, very unusual for the political genre). We live in an epoch where the incessant shiverings of hand-held cameras are apparently inescapable. It is an epoch where we usually see a total subjugation of image-composition and cinematography in favour of the director catching the tiniest gestures of the actors (and nothing more, as Poe would say). Modern cinema (especially in the independent sphere) is obsessed with laying bare some "secret workings of the human heart". The camera gazes into a character's face, desperate to find his feelings and, if possible, his thoughts; the entire tool-kit of cinematic techniques is sublimated to this purpose. It is an epoch where the prevailing obsession is the imitation of the "real" and of "documentary" (and the confusion of the two).
With very few exceptions all of the trends mentioned above (which in fact constitute a single trend) were very evident in Panorama films at this year's Berlinale. This helps to explain how Why Me? managed to "cut a dash" via its intelligent – even intrepid – use of all possible elements of classical cinematic language.
Giurgiu deploys the most exact and precise montage and refined compositions. There is a faultless handling of the transitions from close-ups to long-shots and back – each example is soundly motivated and full of meaning. The director also compiles exquisite rhymes within the film's construction. For example, he includes two episodes shot on the same staircase. One is "of love": full of passion, deep breathing and intense lighting; Giurgiu also makes much use of fragmentary glimpses of the ornate, elegantly cast-iron, grille-like railings that adorn the staircase, which provide a rhythmic-graphic accompaniment to the scene. The other – an hour later, and after the ruining of the protagonist's hopes, is "of fear": this sequence is slow, nervous, formless and illuminated by the phantasmal green glow of cell-phone.
To find all this within Berlinale 2015's Panorama section is rather like the sudden intrusion of a well-educated gentleman into the company of noisy, enthusiastic but half-illiterate youngsters. Even the simplest and most routine shots are developed here with remarkable subtlety and elegance
The result is ode to paranoia, more than two hours in duration, notable for the exemplary cohesion of its grammatical structure. This construction has two instances of "defect"; they necessarily stand out, but do not destroy the overall "wholeness" of the structure itself.
The first, relating to a police search, is the only scene in film where the director's point of view is "entrusted" to some character – the television cameraman who is present at the action; what we are watching is the footage which he himself is shooting. This sudden change is, technically speaking, a "mistake". But there was real footage in the police archives taken during the events upon which the scene is based – which Giurgiu came across and (notwithstanding the classicism of his approach in the rest of the film) couldn't resist the temptation to reshoot as closely as possible, with the same movements (of the camera and of individuals within the frame), same dialogue, and so on. And this scene turned out to be one of the wildest in the film.
The second scene is the final one, concerning suicide. Behind the desperate hero one can see church domes. At first glance this seems to be – in the context of previous discussions about "crusaders" and "no angels in this world" – a striking example of bad taste. But the point is that the rooftop where this scene was shot is the real one where the person upon whom the screenplay is based actually committed suicide in 2002. So maybe, the presence of these domes in the background were his bad taste, rather than the director's.
Perhaps, it's too early to state that we have now a new, Romanian, Elio Petri. At this stage Giurgiu is closer to the level of a Damiano Damiani. To earn the Petri comparison Giurgiu would need to come up with denser screenplays and a higher level of conclusions. Tudor Giurgiu's film is about one man, his honour, his despair and his circumstances (important and indicative but essentially private). Any Elio Petri film rises to another level and talks, ultimately, about Man, World, God, and Justice. Giurgiu's story is very good, but he does not express himself with capital letters.
Moreover, Giurgiu is not devoted solely to the political genre – he is no less interested in horror and fantasy films. And so, possibly, Why Me? might remain his sole attempt in this field (I hope it won't).
Giurgiu understands (and comprehends) very well what cinema structure is and how it works – in general, not just within the limits of a specific genre. His kind of comprehension could be, most likely, effective in other genres too – and could refresh them. This time he chose the political genre, and the political genre was therefore lucky. But apparently nowadays it can only reckon on occasional examples of such luck.
Edited by Neil Young
© FIPRESCI 2015
Tricolore To Technicolor: Marc Allégret's Blanche Fury (1948)
by Neil Young
Female Directors Show Women in Despair
by Beat Glur
The Documentary on Jia Zhang-Ke By Walter Salles
by Myrna Silveira Brandão
Growing Pains and Angst
by Steven Yates
Depression Steeped in Orange Juice
by Zsolt Gyenge
"Victoria" is no Illusion, but the Real Thing
by Belinda van de Graaf
Pablo Larrain's The Club
by José Romero
Female Directors Make A Strong Impact at This Year's Berlinale
by Bettina Hirsch
by Julia Teichmann
The Taxi Driver from Tehran
by Mode Steinkjer
Powerful Women - Weak Stories
by Lore Kleinert


text:
Affective events theory (AET) is a model developed by organizational psychologists Howard M. Weiss (Georgia Institute of Technology) and Russell Cropanzano (University of Colorado) to explain how emotions and moods influence job performance and job satisfaction. The model explains the linkages between employees' internal influences (e.g., cognitions, emotions, mental states) and their reactions to incidents that occur in their work environment that affect their performance, organizational commitment, and job satisfaction.  The theory proposes that affective work behaviors are explained by employee mood and emotions, while cognitive-based behaviors are the best predictors of job satisfaction. The theory proposes that positive-inducing (e.g., uplifts) as well as negative-inducing (e.g., hassles) emotional incidents at work are distinguishable and have a significant psychological impact upon workers' job satisfaction.  This results in lasting internal (e.g., cognition, emotions, mental states) and external affective reactions exhibited through job performance, job satisfaction, and organizational commitment.

Alternatively, some research suggests that job satisfaction mediates the relationship between various antecedent variables such as dispositions, workplace events, job characteristics, job opportunities, and employee behavior exhibited while on the job (e.g., organizational citizenship behaviors, counter-productive work behaviors, and job withdrawal).  To that end, when workers experience uplifts (e.g., completing a goal, receiving an award) or hassles (e.g., dealing with a difficult client, reacting to an updated deadline), their intention to continue or quit depends upon the emotions, moods, and thoughts associated with the satisfaction they derive from their jobs.

Other research has demonstrated that the relationship between job satisfaction and turnover is fully mediated by intention to quit; workers who report low job satisfaction are likely to engage in planned quitting. However, this relationship does not account for employees who report high job satisfaction, but quit unexpectedly.  Although extrinsic rewards, such as better job offers outside their current organization, may influence their decisions, employees' personality factors may also impact their decisions to exit early from otherwise ideal jobs under ideal working conditions.

Recipients often refer to specific events in exit interviews when voluntarily leaving their current jobs. Minor events with subtle emotional effects also have a cumulative impact on job satisfaction, particularly when they occur acutely with high frequency.  For example, perceived stressful events at work are often positively associated with high job strain on the day that they occur and negatively associated with strain the day after, resulting in an accumulation of perceived job-related stress over time.  This is consistent with the general understanding in vocational psychology that job satisfaction is a distal, long-term outcome that is mediated by perceived job stress.

Factors affecting employee experience at work

The relationships between components associated with work (e.g., tasks, autonomy, job demands, and emotional labor) and their impact on job outcomes support AET. Tasks that are considered challenging, rewarding, or that provide an opportunity to develop new skills induce positive affect and increase job satisfaction. Alternatively, tasks that are rated as routine, boring, or overwhelming are associated with negative affect (e.g., low self-esteem, low self-confidence) and concerns over job evaluations.  This may lead workers to engage in planned quitting behaviours.

The degree of autonomy workers have in their jobs affects their productivity, satisfaction, and intention to quit.  Research shows that the ability to make decisions and influence what happens on the job has the greatest impact on job satisfaction, particularly among young male workers.  Job autonomy even trumps income's effect on job satisfaction. Alternatively, work overload significantly reduces job satisfaction among middle-aged women and men but does not significantly impact job satisfaction among young male workers.  These differences between the age and gender of workers indicate differences in career phase, where young (male) workers are more likely to put up with or expect work overload, while middle-aged workers tend to be approaching their peak and may expect some concessions (e.g., based on track record, merit, or currency to the organization).

Likewise, work flexibility affects job satisfaction. In fact, the flexibility to decide when work is performed ranks number one among women and number two or three among men in determining the characteristics of a satisfying job. Similar to job autonomy, job flexibility is more important than income when evaluating job satisfaction.   Flexibility to determine one's work schedule is an important contributor to job satisfaction across the spectrum of low- and high-income jobs. Work flexibility empowers employees by reducing the incidence of work-family conflicts and engagement in planned quitting to improve overall quality of life. Positive affect is a fringe benefit of work flexibility that pays rich dividends to both employees and their employers, empowering the former and improving the ability of the latter to retain workers.

Past research has suggested that workplace affect was a state-oriented construct (like emotions and mood) that depended upon the work environment or situations encountered at work. However, more recent research describes affect as a dispositional trait that is dependent upon the individual. Although workplace events have a significant impact on employees, their mood largely determines the intensity of their reaction to events experienced at work.  This emotional response intensity tends to affect job performance and satisfaction. Other employment variables, like effort, leaving, deviance, commitment, and citizenship, are also affected by positive and negative perceptions of events experienced at work.

General cognitive ability (also known as 'g') and personality also influence job performance.  Emotion and cognition help to explain Organizational Citizenship Behaviours (OCB). For example, emotions about one's job (i.e., job affect) are strongly associated with OCBs directed at individuals, while one's thoughts or job cognitions are reportedly more strongly associated with OCBs directed at the organization.  The outcome of how satisfied an individual employee is with her/his job within the organization may depend upon how s/he perceives an incident experienced at work.  Job satisfaction also depends upon the emotions and thoughts associated with that perception, as well as the social support provided by co-workers and the organization as a whole.

Five factor model of personality

Personality research on the five factor model (FFM) supports AET.  The FFM is a parsimonious model that distinguishes between differences among individuals' dispositions. This is done on the basis of five factors, each of which contains six underlying facets.  Self-reported measures of conscientiousness, agreeableness, neuroticism, openness to experience, and extraversion consistently predict affect and outcome from events experienced at work.  There is some evidence that other personality factors predict, explain, and describe how employees may react to affective events experienced at work.  For instance, maladaptive traits derived from the Diagnostic and Statistical Manual correlate with work-related affect, but the incremental validity that these traits explain is minimal beyond the FFM.

Conscientiousness

In general, conscientiousness concerns delayed gratification. As a personality trait, conscientiousness involves regulating impulsiveness by following methodically determined plans to achieve nonimmediate goals.  Of the five factors, conscientiousness is considered the best predictor of training and job performance and occupational attainment. Conscientiousness is demonstrated through employee industriousness, self-initiative, self-discipline, orderliness, and time management. It positively predicts intrinsic (i.e., job satisfaction) and extrinsic (i.e., compensation and benefit) career success. Accomplishment of complex tasks is correlated with high conscientiousness and general cognitive ability.  Intention to leave an organization is less influenced by extrinsic reward than perceived procedural fairness, which is highly important to conscientious workers

Perceptions of the conscientiousness of others may also influence intention to provide assistance at work. Investigations examining the impact of the interaction between low performing members' g and conscientiousness on team-level prosocial behavior demonstrates that other team members are likely to exhibit high prosocial behavior when the poor performer is perceived to have low g and high conscientiousness or high g and high conscientiousness. Team members exhibit moderate levels of prosocial behavior when the poor performer exhibits low g and low conscientiousness. When the poor performer is perceived to have high g and low conscientiousness, other team members exhibit the least amount of prosocial behavior.

Conscientiousness and emotional stability predict low employee turnover and high job performance, indicating that these personality traits are robust and should be assessed during personnel selection in subsequent validation and utility analysis. Conscientiousness is considered to account for possible moral, ethical, and contractual obligations that may lead to employee turnover. In this mental state, employees high in conscientiousness may decide to demonstrate high organizational commitment due to transactional fairness in accordance with the norms of reciprocity, as long as a perceived debt exists.  Highly religious and conscientious workers may believe that quitting goes against their work-oriented beliefs (e.g., the Protestant work ethic), with any volition to carry through with quitting, a sign of poor character.

Agreeableness

Individuals who are high in agreeableness exhibit prosocial behaviors, are cooperative, compassionate, and polite, and show sincere concern for the welfare and rights of others. Research links agreeableness with empathy and theory of mind to explain the emotions, intentions, and mental states of others. Agreeable workers are valued employees; their agreeableness is a key factor in maintaining their social relationships. Their tendency to strive toward integration, inclusion, and solidarity with others supports group cohesion. They tend to be helpful and concerned for the welfare of others. Agreeable workers also tend to experience high job satisfaction compared to less agreeable workers.  Workers high in agreeableness tend to rate themselves as high in intrinsic motivation, particularly when work performed on behalf of others or an organization is considered. Heterogeneity of personality is important in team productivity, particularly where agreeableness is involved; having complete agreeableness among all members of a team is negatively related to performance as it tends to lead to groupthink.

The relationship between agreeableness and job satisfaction is most apparent in exchange-oriented or transactional work environments. When workers who are low in agreeableness are satisfied with their work environment and those they are required to interact with, they are likely to engage in prosocial organizational citizenship behaviors. Low-agreeable workers are likely to disengage in such behaviors when they find the work environment less favourable.  Highly agreeable workers, on the other hand, are likely to engage in prosocial organizational citizenship behaviors regardless of the work climate, environment, or disposition of others they are required to work with, since they tend to focus more on the needs of others and the organization as opposed to keeping track of transactions.  Further, deviant behavior is higher among workers low in agreeableness, particularly when organizational support is low.

Agreeableness and Conscientiousness are often linked to organizational citizenship behavior, however, such relationship is weak. Recent research suggests that agreeableness acts as a moderator that affects workers' experienced states of citizenship behavior. These two personality traits are also negatively correlated with employee turnover. Workers who self-report as low on agreeableness are likely to engage in unplanned quitting, leading to a condition known as the "Hobo Syndrome" (i.e., habitual job quitting).

Neuroticism

Individual sensitivity to punishment is at the core of neuroticism. Numerous findings show that neuroticism is related to the tendency to experience negative affect at work and other social environments. Neurotic individuals exhibit irritability, anxiety, impulsiveness, and self-consciousness that seems to underlie a general sensitivity to threat and punishment. The authors of the NEO-PI-R indicate that poor emotion regulation, low self-esteem, and excessive rumination are common among neurotic individuals.

The underlying anxiety implied by neuroticism is linked to emotional instability, which is typically important in predicting employees' intentions to quit. Low emotional stability is also linked with intention to quit for reasons other than job dissatisfaction or poor job performance. Neuroticism is the best predictor among the Big Five personality traits of negative job satisfaction. For example, neuroticism negatively predicts extrinsic (i.e., compensation and benefit) success.  This is why conscientiousness (a great predictor of positive job performance and job satisfaction) and neuroticism (the best predictor of negative job satisfaction) are regularly used in personnel selection and personnel psychology.  Neuroticism explains significant variation in mood and job satisfaction among workers.

Openness to experience

Openness to experience is exhibited through mental abstraction and flexibility in perception. Non-linear thinking is enabled through the use of imagination, intellectual curiosity, and an appreciation for aesthetics, all of which are core facets of this personality factor.  Employees assessed as high in openness to experience generally score high on tests of general cognitive ability and demonstrate high abilities in information processing, working memory, abstract reasoning, and focused attention.

Workers high in openness to experience are more likely to engage in unplanned quitting. However, this finding may have little to do with affect derived from events experienced at work. Individuals who self-report as high in openness to experience may be impulsive, but their decisions to suddenly quit may be due to the value placed on job diversity, need for change, exploration of other interests, intolerance for routine and boredom, and an underlying sense of curiosity.  Openness to experience does not appear to predict or explain job satisfaction.

Extraversion

Extraversion is considered to be responsible for individual sensitivity to reward. It is extraversion's underlying facets of assertiveness, sociability, and talkativeness that are reported to be related to approach tendencies within individuals toward either intrinsic or extrinsic rewards. Like most human activity, the currency of the world of work involves rewards.  High sensitivity to reward seems to be synonymous with extraversion, making workers who exhibit high extraversion likely to be highly motivated and highly productive in independent and collaborative work. This is particularly heightened when work involves supervision of others, management of resources, or leadership.

Extraverts tend to experience more positive affect, perceive themselves more positively, and recall more positive than negative work events compared to introverts. Intention to quit among extraverts is less dependent upon procedural fairness within the organization, particularly when the opportunity for social rewards at work is perceived as high.

Conscientiousness and extraversion are the best predictors of positive job satisfaction.

Mood

Workers' mood influences their job performance and job satisfaction. Hedonic tone explains most of the variation in how an event at work affects a worker's internal state (i.e., mood) and how this state is expressed to others. Even though positive events are reported three to five times more often, negative events have approximately five times the impact on mood. An inverse relationship exists between hedonic tone and work affect, with hedonic tone negatively related to work performance and positively related to work withdrawal. Workers are likely to be selfless and more altruistic when positive events occur, such as compliments, open acknowledgement of a job well-done, and promotions (which, in turn, seem to improve job performance).  Negative events at work, however, are likely to cause negative mood in employees, resulting in negative work behaviours such as work slowdowns, work withdrawal, and absenteeism.

Mood may be moderated by organizational commitment which, in turn, may affect workers'  decisions to stay or quit. For example, workers may suppress their true feelings and choose to dissociate their mood at work if they are high in continuance organizational commitment (i.e., committed due to social or economic costs of leaving).  The same may be true for workers who are high in affective organizational commitment, which is typically the case for workers who are highly affiliated with their organizations (e.g., workers who have a family history of working for the same organization or who believe deeply in the organization's values or cause).  Similarly, workers who are high in normative organizational commitment feel they have to put up with less-than-favourable work environmental conditions because of contractual obligations.

Research demonstrates that employee mood is a strong predictor of job satisfaction. Neuroticism and extraversion explain a lot of the variation in individual differences in job satisfaction, with variation in mood and job satisfaction accurately predicting an individual worker's level of neuroticism. There is also some indication that individuals may be predisposed to perceive events that occur at work as either negative or positive. The effect of positive events on job satisfaction is weaker among workers with high negative mood predisposition than those with low negative mood predisposition.

This predisposition to either be optimistic or pessimistic about job satisfaction may frame the job even before positive or negative events occur at work. To rule out the possibility of hiring personnel who come to the job with a negative outlook, the personality of potential employees should be evaluated through the use of standardized self-report personality inventories (e.g., NEO-PI-R) during the hiring process. Highly conscientious, agreeable, or extraverted personnel tend to be more satisfied with their jobs and, by extension, tend to stay longer in organizations.  Alternatively, organizations may develop their own structured interview questions with behaviorally anchored rating scales (BARS) that provide further convergent validity on critical predictors of job performance (e.g., neuroticism). Such inventories, interviews, and tests must be reliable and valid in order to demonstrate their utility and legal defensibility in support of the selection and hiring process.

Mitigating negative affect experienced from work-related events

The intensity of negative affect experienced at work often leads to work withdrawal, absenteeism, vandalism, and early exit. Organizations continually seek to select, train, and retain employees through incentives, compensation, benefits, and advancement. Such mechanisms influence the organizational commitment demonstrated by employees.  Organizational commitment suggests that employees self-identify with their employers; the more individuals identify with their employing organizations, the more likely they are to support the organization and act in its best interest. Of the three components of organizational commitment (i.e., affective, continuance, and normative), affective organizational commitment is correlated with experiencing more positive affect at work.  This organizational commitment style has a greater impact on affect than individual personality factors and traits.

This finding supports organizational psychological findings indicating that employee identification with the organization is based upon their affective commitment. In fact, there is a stronger correlation between positive emotions and affective commitment than between positive emotions and job satisfaction. The decision to continue working for an organization, however, does not seem to be dependent upon negative affect. Other factors, such as debt, pension implications, and future job prospects outside of the organization, must also be considered. Negative affect experienced through events at work may be related to changes in work performance, such as work withdrawal and absenteeism, as well as job satisfaction, but it does not seem to be the deciding factor on whether or not an employee will leave the organization.

Psychosomatic complaint and health concerns due to emotions experienced at work

Research suggests that poor physical, mental, and emotional health can result from negative emotions experienced at work. This may be due to perfectionist dispositional tendencies that interact with daily hassels manifested through psychosomatic complaints.  Workers who experience frequent thoughts of needing to be perfect tend to report more psychosomatic complaint.  Psychosomatic complaint may also occur as a response to emotional dissonance caused by the need to suppress one's true feelings toward co-workers and more so toward patients, students, customers, or clients.  Emotional labour or emotion work is required to achieve the effect required by the organization.  As a consequence, workers may 'act' as opposed to 'feel' positive or negative emotions at work to remain compliant with an organizational code of conduct.  However, adherence to such organizational norms may belie the true internal state of the individual worker.  Authenticity and emotional harmony in such situations, may yield to dissonance and negatively impact on workers' health.

The resulting emotional dissonance may lead to increased stress symptoms and a general decrease in overall health.

Job satisfaction is negatively correlated with the need to suppress negative emotions on the job.

Emotions at work

Emotions play an important role in how co-workers respond to poor performers. Emotions have a stronger influence than either expectancies or attributions in predicting behavioral intentions toward poor performing team members at work. In turn, this could spread to affect the emotions of other team members toward poor performance through contagion.  Emotional outcomes have been shown to be depend upon whether workers are promotion- or protection-focused at work. Promotion-focused workers tend to exhibit eager risk-taking toward opportunities to demonstrate competence in order to accumulate gains, whereas protection-focused workers are inclined to show emotions that are more vigilant toward defending against erosion of their perceived credibility. Feeling good about one's job is not as strongly associated with overall job satisfaction as the need to work as a function of one's continuance commitment.

Feedback and motivation

Performance feedback has an important influence on employee affect. Regular performance reviews are a well-established occurrence in most medium- to large-scale organizations. The type of performance feedback provided by supervisors and managers can affect subsequent employee performance and job satisfaction.  Employees tend to rate a leader's effectiveness as low when leaders provide failure feedback with negative affect in feedback sessions. Similarly, team members tend to provide lower quality performance ratings on their collective tasks when negative affect accompanies failure feedback by leaders.

See also
Personality psychology

References

Organizational behavior
Emotion


colleagues Joe Warren and Scott Rixner.
basically motivates the use of discrete math and algorithms in computer science.
Where we motivate them actual with the use of interesting applications.
Each part will have two modules in it.
Then you will have the graded part of that module.
Will consist of three parts there.
You probably wonder what happened to Luay.
dozens of Rice students about the on-campus version of algorithmic thinking.
So, the first thing to understand, this class is actually in two parts, okay?
It's going to be an eight-week class total.
kind of four kind of coherent pieces of work.
So in part one, you'll actually do two modules each that span two weeks.
and you can see that what you need to do in week one is fairly straightforward.
Once you've seen those videos, then you need to work on homework one.
we should warn you that this is actually fairly meaty.
It's going to take you a while to do.
It's designed to be hard.
were discussed in these videos.
Introduction to Interactive Programming and Python or Priniciples of Computing.
by the machine grader and so you can watch these videos here.
finally we also expect you to be comfortable doing peer assessment.
You should have done this in IIPP.
we'll use peer assessment to grade the application that you do for the class.
We're going to expect you to know how to do peer assessment.
All right, you finished week one.
now work on the second part of module one which will consist of week two.
So in week there'll be two lessons.
very detailed that tells you exactly what to do.
you're now going to move onto the application.
description of what you should do for the application here, you should read that.
Your submissions will be graded by your peers.
This is going to be peer assessed.
So what we're going to do, is rely on your peers to grade this.
Okay, we've covered kind of the work flow of a single module.
help you be successful in this class, so you need to pay close attention here.
basically, a tab which says Resources.
You click on this, it opens up several subheadings.
So for this class, we have lots of resources that are available.
he will actually have PowerPoint slides that will accompany all the lectures.
use that to help answer questions that come up.
Kind of catch up on math concepts related to this class.
we have a collection of notes here on coding issues related to this class.
getting points off on your code whenever you submit things.
which is an environment providing Python in your web browser.
it's the time to learn.
start learning to use Python on your desktop.
This link right here keeps you lots of information about how to go about that.
exercises to kind of augment what you've learned in here.
problems, things to do, that you can use to kind of augment your learning in here.
Nothing required, just feel free to go and look through it.
Don't search for work solutions on the web.
where you submit, and then there's actually a class page with a solution.
until you've done your first submission of the peer assessment.
And the application is really the core of this class.
submit your answers, then, go and read the solution.
do a good job then of grading your peers, then go back and grade your peers.
Now, if for some reason, You need to go back and do the application again.
solutions and your SAR solution and redo it.
And most importantly, go through and generate your own plots.
Don't copy our plots please.
It defeats the purpose of what's going on in here.
We want you to learn.


From the North: From I-95 Exit Yamato Rd, head east to Federal Hwy ( about 1 mile ) At Federal Hwy turn Right or South to the next light… Spanish River Blvd. At Spanish River Blvd turn Left and head east toward the beach ½ mile to A1A, South or Right to 2nd entrance to the park.
From the Turnpike: Exit Glades Rd, head east to Federal Hwy, Left or North to Spanish River Blvd ( 1.5 miles ) At Spanish River Blvd turn right and head east toward the beach ½ mile to A1A, South or Right to 2nd entrance to the park.
ARRIVE EARLY as parking can and will get backed up !!
Spanish River Park has 2 entrances and 3 parking sections, and traffic WILL back up as we get close to race time. The later you arrive the further from the finish line you'll be parking.
The North gate is by the anchor & park sign.
After 6:45 am you'll be directed to the south entrance where you'll drive north towards the registration and finish area. This area is part of the course and we will restrict traffic trying to leave this area till all of the runners are off the course. Parking in this area will be open at 6:00 am if you'd rather park in this section.
When you decide what time you'll be leaving for the race in the morning, subtract 10 minutes and leave 10 minutes early.
The race starts up on A1A by the north entrance and finishes in the park at the stage area.


Chuck Gaidica was given a title once that included the word innovation. He has always looked to innovate in his career and life. He is one of the most trusted figures in Michigan and continues to be involved in many efforts in and out of business nationwide. He is now a frequent keynote speaker, podcast host and host of his own radio segment called "Journey Strong".
Millions may know Chuck from his local radio and television work in Detroit over many decades. He has multiple Emmy awards and was awarded the prestigious Silver Circle Award for broadcast excellence. He could be found over the years hosting a game show seen across Michigan or getting in his New York state of mind by forecasting the weather on the NBC Today Show or the CBS Morning News.
While working in fulltime TV and radio Chuck maintained his own communications company and found time to go back for a masters degree at age 50. He kids people that at his pace he is on track to get a PhD at age 90.
That sums up what Chuck is about now in life; continued innovation in life and encouraging everybody, especially those over age 50 to focus on their "second half" of life.
Along with various degrees, Chuck also holds a certificate in "Second Half Significance" from Pepperdine University and the Halftime Institute. He is proud to be a "half-timer" and looks now to inform, inspire, encourage and lead people on a journey of joy.
This is how Journey Strong was born. Chuck is hoping that Journey Strong becomes more than a fun name or broadcast title. He hopes Journey Strong becomes a movement to connect so many who are planning to retire, rewire or reinvent completely.
Calling Chuck a "real Boy Scout" is actually true in his case, but he has acquired many different titles over time.
Explorer Scout, keynote speaker, baby boomer, adventurer, husband, blogger, private pilot, Three Stooges fan, scuba diver, pastor, community ambassador, dad, meteorologist, game show host, company president, Batman nut, morning radio host, boater, dog lover, travel guide, Boy Scout, executive director, podcast host, grandfather, author, Halftime alum, Emmy award winner, non-profit board president and more.
Don't let self doubt or the world creep in and tell you that you can't do something. You can change the world.
The links listed below represent various charitable organizations that I have experience with over time. I have seen first hand tireless, serving hearts accomplish such great things.
Back the idea that no senior should ever go hungry.
Serve those in need with food, life skills and more.
Help dreams come true for foster youth in Michigan.
Don't just hope for a cure, help us find one.
Support professional, non-profit theatre in southeast Michigan.
Support a national non-profit in our backyard providing information and research for autoimmune diseases.
Serve those who serve us with a welcoming place of respite for traveling military, veterans and their families.
Help do the most good in southeast Michigan.


text:
NGC 3083 je galaksija u zviježđu Sekstantu.

Izvori

Vanjske poveznice

3083
NGC 3083


We bring your movie with a hand-to-hand distribution of flyers directly to your audience. This can take place at a special occasion, in front of a cinema, at a film festival in the town centre or in train stations.
People love to get a gift. That's why our promotional staff successfully distribute small give-aways directly to your target group.