Expert Workers Quotes

ideology, ignorance, and inertia—the three Is—on the part of the expert, the aid worker, or the local policy maker, often explain why policies fail and why aid does not have the effect it should.

Labor experts call this kind of stratification a tactic: create a sense of hierarchy and you motivate workers to compete with one another to please the bosses and get to the next category up, instead of fighting together to get rid of the categories and create a common, improved work environment for everyone.

Words could never express the infinite sadness of a used condom, removed from your already half-limp dick by an expert hand, which then strangles it with a precise, automatic gesture.

Carmen's ex-boyfriend Tom was a social worker and weekend DJ who eventually left her for reasons I never quite managed to grasp. Carmen typically speaks about him the way one might refer to a degree: a three-year period one has to endure in order to talk with overbearing authority on exactly one subject. She is the world's living expert on loving and losing thirty-year-old men named Tom.

If you are working with a therapist counselor social worker grief expert minister priest or anyone else who is trying to help you navigate the wilderness of grief and they start talking about the groundbreaking observations of Elizabeth Kubler-Ross suggesting there is an orderly predictable unfolding of grief please please please. Do yourself a favor. Leave. People who are dying often experience five stages of grief: denial anger bargaining depression and acceptance. They are grieving their impending death. This is what Elizabeth Kubler Ross observed. People who are learning to live with the death of a beloved have a different process. It isn’t the same. It isn’t orderly. It isn’t predictable. Grief is wild and messy and unpredictable

efficiently means providing slots in our schedules where we can maintain an attentional set for an extended period. This allows us to get more done and finish up with more energy. Related to the manager/worker distinction is that the prefrontal cortex contains circuits responsible for telling us whether we’re controlling something or someone else is. When we set up a system, this part of the brain marks it as self-generated. When we step into someone else’s system, the brain marks it that way. This may help explain why it’s easier to stick with an exercise program or diet that someone else sets up: We typically trust them as “experts” more than we trust ourselves. “My trainer told me to do three sets of ten reps at forty pounds—he’s a trainer, he must know what he’s talking about. I can’t design my own workout—what do I know?” It takes Herculean amounts of discipline to overcome the brain’s bias against self-generated motivational systems. Why? Because as with the fundamental attribution error we saw in Chapter 4, we don’t have access to others’ minds, only our own. We are painfully aware of all the fretting and indecision, all the nuances of our internal decision-making process that led us to reach a particular conclusion. (I really need to get serious about exercise.) We don’t have access to that (largely internal) process in others, so we tend to take their certainty as more compelling, in many cases, than our own. (Here’s your program. Do it every day.)

Today, most people in industrial societies don’t need to know much about the natural world in order to survive. What do you really need to know in order to get by as a computer engineer, an insurance agent, a history teacher or a factory worker? You need to know a lot about your own tiny field of expertise, but for the vast majority of life’s necessities you rely blindly on the help of other experts, whose own knowledge is also limited to a tiny field of expertise. The human collective knows far more today than did the ancient bands. But at the individual level, ancient foragers were the most knowledgeable and skilful people in history.

Most curable sickness can now be diagnosed and treated by laymen. People find it so difficult to accept this statement because the complexity of medical ritual has hidden from them the simplicity of its basic procedures. It took the example of the barefoot doctor in China to show how modern practice by simple workers in their spare time could, in three years, catapult health care in China to levels unparalleled elsewhere. In most other countries health care by laymen is considered a crime. A seventeen-year-old friend of mine was recently tried for having treated some 130 of her high-school colleagues for VD. She was acquitted on a technicality by the judge when expert counsel compared her performance with that of the U.S. Health Service. Nowhere in the U.S.A. can her achievement be considered "standard," because she succeeded in making retests on all her patients six weeks after their first treatment. Progress should mean growing competence in self-care rather than growing dependence. 5

child guidance experts of the 1920s set about helping children to develop winning personalities. Until then, these professionals had worried mainly about sexually precocious girls and delinquent boys, but now psychologists, social workers, and doctors focused on the everyday child with the “maladjusted personality”—particularly shy children.

the average forager had wider, deeper and more varied knowledge of her immediate surroundings than most of her modern descendants. Today, most people in industrial societies don’t need to know much about the natural world in order to survive. What do you really need to know in order to get by as a computer engineer, an insurance agent, a history teacher or a factory worker? You need to know a lot about your own tiny field of expertise, but for the vast majority of life’s necessities you rely blindly on the help of other experts, whose own knowledge is also limited to a tiny field of expertise. The human collective knows far more today than did the ancient bands. But at the individual level, ancient foragers were the most knowledgeable and skilful people in history. There

According to Wal-Mart expert Bob Ortega, Sam Walton got the idea for the cheer on a 1975 trip to Japan, “where he was deeply impressed by factory workers doing group calisthenics and company cheers.” Ortega describes Walton conducting a cheer: “‘Gimme a W!’ he’d shout. ‘W!’ the workers would shout back, and on through the Wal-Mart name. At the hyphen, Walton would shout ‘Gimme a squiggly!’ and squat and twist his hips at the same time; the workers would squiggle right back

The ending of the existing social order and the renewal of life with the aid of the new principles can be accomplished only by concentrating all the means of social existence in the hands of our committee, and the proclamation of compulsory physical labour for everyone. The committee, as soon as the present institutions have been overthrown, proclaims that everything is common property, orders the setting up of workers' societies (artels) and at the same time publishes statistical tables compiled by experts and pointing out what branches of labour are most needed in a certain locality and what branches may run into difficulties there. For a certain number of days assigned for the revolutionary upheaval and the disorders that are bound to follow, each person must join one or another of these artels according to his own choice... All those who remain isolated and unattached to workers' groups without sufficient reason will have no right of access either to the communal eating places or to the communal dormitories, or to any other buildings assigned to meet the various needs of the brother-workers or that contain the goods and materials, the victuals or tools reserved for all members of the established workers' society; in a word, he who without sufficient reason has not joined an artel, will be left without means of subsistence. All the roads, all the means of communication will be closed to him; he will have no other alternative but work or death.

As Redleaf sees it, the biggest problem is that individuals, the people who called the police on Debra Harrell, are trusting a system that is inherently biased (as most systems are in this country) against poor people and people of color. “There’s an assumption,” Redleaf told me, “among the general public, that it’s always better to make a call, even if you’re not sure what you’re seeing, because these people are professionals and if there was no real neglect, then the system will sort it out. Well, what we find is, they often get it wrong when they try to sort it out. The caseworkers at protection agencies aren’t licensed social workers. They often have minimal training. Police certainly aren’t experts on parenting or childcare. So basically we as a society have entrusted people who have no real training or serious knowledge about children and families with critical issues involving children. And they are making decisions about who gets to be a parent and who gets to raise their children and whether you’ll be labeled a child-abuser and unable to work.

Research on organised abuse emphasises the diversity of organised abuse cases, and the ways in which serious forms of child maltreatment cluster in the lives of children subject to organised victimisation (eg Bibby 1996b, Itziti 1997, Kelly and Regan 2000). Most attempts to examine organised abuse have been undertaken by therapists and social workers who have focused primarily on the role of psychological processes in the organised victimisation of children and adults. Dissociation, amnesia and attachment, in particular, have been identified as important factors that compel victims to obey their abusers whilst inhibiting them from disclosing their abuse or seeking help (see Epstein et al. 2011, Sachs and Galton 2008). Therapists and social workers have surmised that these psychological effects are purposively induced by perpetrators of organised abuse through the use of sadistic and ritualistic abuse. In this literature, perpetrators are characterised either as dissociated automatons mindlessly perpetuating the abuse that they, too, were subjected to as children, or else as cruel and manipulative criminals with expert foreknowledge of the psychological consequences of their abuses. The therapist is positioned in this discourse at the very heart of the solution to organised abuse, wielding their expertise in a struggle against the coercive strategies of the perpetrators. Whilst it cannot be denied that abusive groups undertake calculated strategies designed to terrorise children into silence and obedience, the emphasis of this literature on psychological factors in explaining organised abuse has overlooked the social contexts of such abuse and the significance of abuse and violence as social practices.

Of course, even small privileges contribute to the tension between the worker and the bureaucrat, but we should not mistake that tension for a class antagonism, in spite of some similarities which on closer examination would prove to be only very superficial. What we observe here is rather the hostility between members of the same class, between, say, a skilled miner and an unskilled one, between the engine driver and a less expert railwayman. This hostility and this tension contain in themselves a tremendous political antagonism, but one that cannot be resolved by any upheaval in society. It can be resolved only by the growth of the national wealth in the first instance, a growth which would make it possible to satisfy the minimum needs of the broadest masses of the population and more than that.

In other words, the average forager had wider, deeper and more varied knowledge of her immediate surroundings than most of her modern descendants. Today, most people in industrial societies don’t need to know much about the natural world in order to survive. What do you really need to know in order to get by as a computer engineer, an insurance agent, a history teacher or a factory worker? You need to know a lot about your own tiny field of expertise, but for the vast majority of life’s necessities you rely blindly on the help of other experts, whose own knowledge is also limited to a tiny field of expertise. The human collective knows far more today than did the ancient bands. But at the individual level, ancient foragers were the most knowledgeable and skilful people in history. There is some evidence that the size of the average Sapiens brain has actually decreased since the age of foraging.5 Survival in that era required superb mental abilities from everyone. When agriculture and industry came along people could increasingly rely on the skills of others for survival, and new ‘niches for imbeciles’ were opened up. You could survive and pass your unremarkable genes to the next generation by working as a water carrier or an assembly-line worker.

Soon enough, their expanding empire brought them into contact with another “technology” they’d never experienced before: walled cities. In the Tangut raids, Khan first learned the ins and outs of war against fortified cities and the strategies critical to laying siege, and quickly became an expert. Later, with help from Chinese engineers, he taught his soldiers how to build siege machines that could knock down city walls. In his campaigns against the Jurched, Khan learned the importance of winning hearts and minds. By working with the scholars and royal family of the lands he conquered, Khan was able to hold on to and manage these territories in ways that most empires could not. Afterward, in every country or city he held, Khan would call for the smartest astrologers, scribes, doctors, thinkers, and advisers—anyone who could aid his troops and their efforts. His troops traveled with interrogators and translators for precisely this purpose. It was a habit that would survive his death. While the Mongols themselves seemed dedicated almost solely to the art of war, they put to good use every craftsman, merchant, scholar, entertainer, cook, and skilled worker they came in contact with. The Mongol Empire was remarkable for its religious freedoms, and most of all, for its love of ideas and convergence of cultures.

Reviewing the records of two million recruits, Feyrer and his colleagues also checked the natural iodine levels in their hometowns. Nationwide, the researchers found, the introduction of iodine raised the average IQ by an estimated 3.5 points. And in the parts of the country where natural iodine levels were lowest, Feyrer and his colleagues estimated that scores leaped 15 points. It may be hard to believe that such a straightforward change in people’s diets could have such a tremendous effect on intelligence. But as public health workers continue to bring iodine to more of the world, the same jumps happen. In 1990, Robert DeLong, an expert on iodine at Duke University, traveled to the Taklamakan Desert in western China. The region has extremely low levels of iodine in the soil, and the people in the region have resisted attempts to introduce iodized salt. It didn’t help that the people of the region, the Uyghurs, distrusted the government in Beijing. Rumors spread that government-issued iodized salt had contraceptives in it, as a way to wipe out the community. DeLong and his Chinese medical colleagues approached local officials with a different idea: They would put iodine in the irrigation canals. Crops would absorb it in their water, and people in the Taklamakan region would eat it in their food. The officials agreed to the plan, and when DeLong later gave children from the region IQ tests, their average score jumped 16 points.

As for the Economy, this new embodiment as I called it of Fate or the Gods, this global power that governs the lives of Chinese workers in village factories, Brazilian miners, children working cocoa plantations in West Africa, sex workers in Mumbai, real estate salesmen in Connecticut, sheep-farmers in Scotland or on the Darling Downs, disembodied voices in call centres in Bangalore, workers in the hospitality industry in Cancun or Venice or Fiji, keeping them fatefully interconnected, in its mysterious way, by laws that do exist, the experts assure us, though they cannot agree on what they are- it is too impersonal, too implacable for us to live comfortably with, or even to catch hold of and defy. When we were in the hands of the Gods, we had stories that made these distant beings human and brought them close. They got angry, they took our part or turned violently against us. They fell in love with us and behaved badly. They had their own problems and fought with one another, and like us were sometimes foolish. But their interest in us was personal. They watched over us and were concerned though in moments of willfulness or boredom they might also torment us as “wanton boys” do flies. We had our ways of obtaining their help as intermediaries. We could deal with them. The Economy is impersonal. It lacks manageable dimensions. We have discovered no mythology to account for its moods. Our only source of information about it, the Media and their swarm of commentators, bring us “reports,” but these do not help: a possible breakdown in the system, a new crisis, the descent of Greece, or Ireland or Portugal, like Jove’s eagle, of the IMF. We are kept in a state of permanent low-level anxiety broken only by outbreaks of alarm.

In this study and others like it, guesswork about a peculiar black predisposition toward unhealthy births imports an old notion about sickle cell disease “afflicting the black race.”25 Whenever I give a talk on this topic, there is inevitably someone in the audience who invokes the mantra that sickle cell anemia is a black genetic disease and therefore proves that race is a genetic category. This misconception was first popularized in the early twentieth century by hematology experts who believed the capacity to develop sickled cells was uniquely inherent in “Negro blood.”26 Stereotypes about black resistance to malaria and susceptibility to sickle cell justified sending black workers to malaria-infested regions in the first part of the century and later led to discriminatory government, employer, and insurance-testing programs in the 1970s.27 The error is easily exposed by looking at two world maps, one highlighting the regions around the globe where malaria is prevalent, the other highlighting areas where sickle cell disease is present. The maps mirror each other perfectly. By comparing them, it is plain to see that malaria and sickle cell aren’t restricted to Africa and that much of Africa is unaffected. High frequencies of the trait also occur in parts of Europe, Oceania, India, and the Middle East, all places where there is malaria. In fact, people in the town of Orchomenos in central Greece have double the rate of sickle cell disease reported among African Americans.28 If frequency of the sickle cell gene determined racial boundaries, it certainly would not prove there is a black race. Instead, as Jared Diamond pointed out in the November 1994 issue of Discover , if we grouped together people by the presence or absence of the sickle cell gene, “we’d place Yemenites, Greeks, New Guineans, Thai, and Dinkas in one ‘race,’ Norwegians and several black African peoples in another.”29 It would be more accurate to call the groups with the sickle cell gene the “antimosquito race.” Of course, that would be a silly way of grouping people, except for studying the sickle cell gene. But “black race” is an equally silly way of grouping people for identifying genetic contributions to disease.

Gradually I came to learn what every great philosophy has been up to now, namely, the self-confession of its originator and a form of unintentional and unrecorded memoir, and also that the moral (or immoral) intentions in every philosophy made up the essential living seed from which on every occasion the entire plant has grown. In fact, when we explain how the most remote metaphysical claims in a philosophy really arose, it's good (and shrewd) for us always to ask first: What moral is it (is he -) aiming at? Consequently, I don't believe that a "drive to knowledge" is the father of philosophy but that knowledge (and misunderstanding) have functioned only as a tool for another drive, here as elsewhere. But whoever explores the basic drives of human beings, in order to see in this very place how far they may have carried their game as inspiring geniuses (or demons and goblins), will find that all drives have already practised philosophy at some time or another - and that every single one of them has all too gladly liked to present itself as the ultimate purpose of existence and the legitimate master of all the other drives. For every drive seeks mastery and, as such, tries to practise philosophy. Of course, with scholars, men of real scientific knowledge, things may be different -"better" if you will - where there may really be something like a drive for knowledge, some small independent clock mechanism or other which, when well wound up, bravely goes on working, without all the other drives of the scholar playing any essential role. The essential "interests" of scholars thus commonly lie entirely elsewhere, for example, in the family or in earning a living or in politics. Indeed, it is almost a matter of indifference whether his small machine is placed on this or on that point in science and whether the "promising" young worker makes a good philologist or expert in fungus or chemist - whether he becomes this or that does not define who he is.5 By contrast, with a philosopher nothing is at all impersonal. And his morality, in particular, bears a decisive and crucial witness to who he is - that is, to the rank ordering in which the innermost drives of his nature are placed relative to each other.

When she’s in a courtroom, Wendy Patrick, a deputy district attorney for San Diego, uses some of the roughest words in the English language. She has to, given that she prosecutes sex crimes. Yet just repeating the words is a challenge for a woman who not only holds a law degree but also degrees in theology and is an ordained Baptist minister. “I have to say (a particularly vulgar expletive) in court when I’m quoting other people, usually the defendants,” she admitted. There’s an important reason Patrick has to repeat vile language in court. “My job is to prove a case, to prove that a crime occurred,” she explained. “There’s often an element of coercion, of threat, (and) of fear. Colorful language and context is very relevant to proving the kind of emotional persuasion, the menacing, a flavor of how scary these guys are. The jury has to be made aware of how bad the situation was. Those words are disgusting.” It’s so bad, Patrick said, that on occasion a judge will ask her to tone things down, fearing a jury’s emotions will be improperly swayed. And yet Patrick continues to be surprised when she heads over to San Diego State University for her part-time work of teaching business ethics. “My students have no qualms about dropping the ‘F-bomb’ in class,” she said. “The culture in college campuses is that unless they’re disruptive or violating the rules, that’s (just) the way kids talk.” Experts say people swear for impact, but the widespread use of strong language may in fact lessen that impact, as well as lessen society’s ability to set apart certain ideas and words as sacred. . . . [C]onsider the now-conversational use of the texting abbreviation “OMG,” for “Oh, My God,” and how the full phrase often shows up in settings as benign as home-design shows without any recognition of its meaning by the speakers. . . . Diane Gottsman, an etiquette expert in San Antonio, in a blog about workers cleaning up their language, cited a 2012 Career Builder survey in which 57 percent of employers say they wouldn’t hire a candidate who used profanity. . . . She added, “It all comes down to respect: if you wouldn’t say it to your grandmother, you shouldn’t say it to your client, your boss, your girlfriend or your wife.” And what about Hollywood, which is often blamed for coarsening the language? According to Barbara Nicolosi, a Hollywood script consultant and film professor at Azusa Pacific University, an evangelical Christian school, lazy script writing is part of the explanation for the blue tide on television and in the movies. . . . By contrast, she said, “Bad writers go for the emotional punch of crass language,” hence the fire-hose spray of obscenities [in] some modern films, almost regardless of whether or not the subject demands it. . . . Nicolosi, who noted that “nobody misses the bad language” when it’s omitted from a script, said any change in the industry has to come from among its ranks: “Writers need to have a conversation among themselves and in the industry where we popularize much more responsible methods in storytelling,” she said. . . . That change can’t come quickly enough for Melissa Henson, director of grass-roots education and advocacy for the Parents Television Council, a pro-decency group. While conceding there is a market for “adult-themed” films and language, Henson said it may be smaller than some in the industry want to admit. “The volume of R-rated stuff that we’re seeing probably far outpaces what the market would support,” she said. By contrast, she added, “the rate of G-rated stuff is hardly sufficient to meet market demands.” . . . Henson believes arguments about an “artistic need” for profanity are disingenuous. “You often hear people try to make the argument that art reflects life,” Henson said. “I don’t hold to that. More often than not, ‘art’ shapes the way we live our lives, and it skews our perceptions of the kind of life we're supposed to live." [DN, Apr. 13, 2014]

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Company Team Buildingis a tool that can help inside inspiring a team for that satisfaction associated with organizational objectives. Today?azines multi-cultural society calls for working in a harmonious relationship with assorted personas, particularly in global as well as multi-location companies. Business team building events strategies is a way by which team members tend to be met towards the requirements of the firm. They help achieve objectives together instead of working on their particular. Which are the benefits of company team building events? Team building events methods enhance conversation among co-workers. The huge benefits include improved upon morality as well as management skills, capacity to handle difficulties, and much better understanding of work environment. Additional positive aspects would be the improvements inside conversation, concentration, decision making, party problem-solving, and also reducing stress. What are the usual signs that reveal the need for team building? The common signs consist of discord or even hostility between people, elevated competitors organizations between staff, lack of function involvement, poor decision making abilities, lowered efficiency, as well as poor quality associated with customer care. Describe different methods of business team development? Company team development experts as well as person programs on ?working collaboratively? can supply different ways of business team building. An important method of business team building is actually enjoyment routines that want communication between the members. The favored activities are fly-fishing, sailing regattas, highway rallies, snow boarding, interactive workshops, polls, puzzle game titles, and so forth. Each one of these routines would help workers be competitive and hone their own side considering abilities. Just what services are offered by the team building events trainers? The majority of the coaches offer you enjoyable functions, coming from accommodation to be able to dishes and much more. The actual packages include holiday packages, rope courses, on-going business office video games, and also ice-breakers. Coaching fees would depend on location, number of downline, classes, and sophistication periods. Special discounts are available for long-term deals of course, if the quantity of associates will be higher. Name some well-known corporate team development event providers within the U.Utes. Several well-liked companies are Accel-Team, Encounter Based Studying Inc, Performance Supervision Organization, Team development Productions, The education Haven Incorporated, Enterprise Upwards, Group Contractors In addition, and Team development USA.If you want to find out more details, make sure you Clicking Here

1. The coercive style. This “Do what I say” approach can be very effective in a turnaround situation, a natural disaster, or when working with problem employees. But in most situations, coercive leadership inhibits the organization’s flexibility and dampens employees’ motivation. 2. The authoritative style. An authoritative leader takes a “Come with me” approach: she states the overall goal but gives people the freedom to choose their own means of achieving it. This style works especially well when a business is adrift. It is less effective when the leader is working with a team of experts who are more experienced than he is. 3. The affiliative style. The hallmark of the affiliative leader is a “People come first” attitude. This style is particularly useful for building team harmony or increasing morale. But its exclusive focus on praise can allow poor performance to go uncorrected. Also, affiliative leaders rarely offer advice, which often leaves employees in a quandary. 4. The democratic style. This style’s impact on organizational climate is not as high as you might imagine. By giving workers a voice in decisions, democratic leaders build organizational flexibility and responsibility and help generate fresh ideas. But sometimes the price is endless meetings and confused employees who feel leaderless. 5. The pacesetting style. A leader who sets high performance standards and exemplifies them himself has a very positive impact on employees who are self-motivated and highly competent. But other employees tend to feel overwhelmed by such a leader’s demands for excellence—and to resent his tendency to take over a situation. 6. The coaching style. This style focuses more on personal development than on immediate work-related tasks. It works well when employees are already aware of their weaknesses and want to improve, but not when they are resistant to changing their ways.

The answers are perhaps as varied as the questions one asks, but a common theme that comes through in discussions with caregivers on the front lines and those who think a great deal about patient safety, is our failure to change our culture. What we have not done, they say, is create a “culture of safety,” as has been done so impressively in other industries, such as commercial aviation, nuclear power and chemical manufacturing. These “high-reliability organizations” are intrinsically hazardous enterprises that have succeeded in becoming (amazingly!) safe. Worse, the culture of health care is not only unsafe, it is incredibly dysfunctional. Though the culture of each health care organization is unique, they all suffer many of the same disabilities that have, so far, effectively stymied progress: An authoritarian structure that devalues many workers, lack of a sense of personal accountability, autonomous functioning and major barriers to effective communication. What is a culture of safety? Pretty much the opposite! Books have been written on the subject, and every expert has his or her own specific definition. But an underlying theme, a common denominator, is teamwork, founded on an open, supportive, mutually reinforcing, dedicated relationship among all participants. Much more is required, of course: Sensitivity to hazard, sense of personal responsibility, attitudes of awareness and risk, sense of personal responsibility and more. But those attitudes, that type of teamwork and those types of relationships are rarely found in health care organizations.

any potential tactic we have to ask ourselves these questions: Does it hurt them? For example, does it cost them money? Does it hurt their reputation? Does it hurt their career? Does it hurt us? Does it put too much strain on our people? Does it get us arrested, prosecuted, or sued? Can we mobilize for it? Will our people like it? Will they understand it? Will they be able to do it? It is at a time when people are available? We want all our actions to build people’s experience, confidence, knowledge, and radicalization. We want to take action in an empowering manner, avoiding the disempowerment that comes from relying on bureaucrats, social workers, politicians, lawyers, and other “experts.

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Secret Marketing Techniques For Your Carpet Cleaning Business In Oklahoma Is Here Building a profitable carpet cleaning service business is a big feat for a sole proprietor. Carpet cleaning business in Oklahoma proprietors rarely is in the position to find the most appropriate method for market share improvement and development. Be sure to put your new marketing plans in place as soon as you validate their worth. The following recommendations are designed to help you put together an effective marketing plan. Industry experts are all in agreement; the very best carpet cleaning service business education you receive is usually via personal experience. Experts often say that it is best to learn by doing things in order to get places and do more in general. The resources and techniques you could absorb while in employment could later serve you when you take the step towards finally owning and managing your business. While picking up some business skills could be done through literature, in reality, you may only gain the proper skills through a strong work ethic while under employment. Ensure legal problems won't harm your carpet cleaning service business by making sure that you file all appropriate government forms and also have a general understanding of business laws before you really open your doors. Without an understanding of the fundamentals of business law, you should discuss it with a lawyer who is an expert on this subject. It's recommended to keep in mind that many a successful business have been put out of carpet cleaning service business by only one court case. Prior to you find yourself with legal issues, it's an excellent idea to garner a strong relationship with a business attorney ahead of time. Should you find yourself needing to make hard carpet cleaning service business decisions, discussing it with workers could be a good way to simplify your thoughts. A successful way of cleaning up your planning process is to create a simple list of some pros and cons. This list will help to reveal the very best options for your business, as history has shown. It is advised that you consult with a business development professional if you're unsure just what the next move ought to be for your business. Successful businesses depend on an army of loyal customers. Businesses who certainly have very satisfied staff members will find that their staff members will stay with them for a while, even though the carpet cleaning company is handed down from generations prior to. Effective companies will do whatever it requires to guard and develop their online reputation at every chance. You need to use good online reputation management tools in order to keep negative reviews from being more of a threat than needed.

Step By Step Guide To Finding A Good Roofing Contractor The local roofing repair contractor you choose should always have a great reputation in the community and a track record of exceptional customer service. When you can't be on site, you need to know that your service provider is doing an excellent job. You also need to be sure that old-fashioned craftsmanship and quality materials are part of the roofing repair contractor's vision for his work. The following are methods to make sure that you hire the right roofing repair contractor. A reliable roofing repair contractor will make an effort to bring you the highest quality results. Well-regarded roofing repair contractors preserve their good reputations by always keeping their promises. Give your roofing repair contractor an appropriate timeline and do not interrupt his work unnecessarily. Discover how the contractual worker arrangements to handle any obligation issues. Once you start seeing bids, do not make the mistake of assuming that a low bid will lead to a similarly low work performance. Check the cost of the needed materials and compare them to the pricing of the low bid. In addition, it's important to think about all the labor costs. Construct a legal contract only when you have determined the price is within reason. Often when you are searching for a local roofing repair contractor with a great reputation and who will provide the very best work, this is usually one of the busier people in his field. If your local roofing repair contractor has a reputation for doing a great job, be prepared to wait to engage his services. There is a downside to roofing repair contractors who are in high demand as they might not be able to focus entirely on your project. The most vital thing in finding a local roofing repair contractor is to trust your instincts. Every time a roofing expert comes to you with a legal contract that requires your signature, read the legal agreement to really ensure all of your requests are present in the legal agreement and the roofing expert recognizes them. If you're taking the time to ensure the legal agreement has everything you and your service provider had agreed on and is put in clear terms, it'll save you much stress and money down the road. Ensure you have posed all questions and concerns to your service provider prior to signing an agreement. If there are any terms or conditions you do not understand, give the legal agreement to a lawyer for clarification. Roofing contractors with excellent reputations consider it good business practice to provide each client with a written quote before starting work on any job. If the info is needed, pronto, your roofing repair contractor might be willing to provide you with a quote over the phone. Inspect the schedule and qualifications of the roofing repair contractor to effectively ensure that the project will be finished exactly how and when you would like it and within your financial requirements. Make sure to ask any questions and address all concerns to your satisfaction before you employee a roofing repair contractor

Moving an office is a tedious task and should be left to the experts like Boca Raton Movers. We don’t outsource services to third parties or use temporary workers to move your office.

PARTNERS IN CRIME HOW THE CLINTONS WENT FROM DEAD BROKE TO FILTHY RICH And the money kept rolling in from every side. —Song from the musical Evita The quotation above refers to the Juan and Evita Peron Foundation, established in 1948 by Evita Peron for the purpose of helping Argentina’s poor. Evita professed to be a champion of the campesinos—the wretched workers who lived in shanties on the outskirts of Buenos Aires—and they trusted Evita. She had, after all, risen up herself from poverty and obscurity. Her fame was the result of her marriage to the general who became the military leader of the country, Juan Peron. Long before the Clintons, Argentina had its own power couple that claimed to do good and ended up doing very well for themselves. There are, obviously, differences between the Clintons and the Perons. Despite her personal popularity, Evita remained an appendage of her husband, seeking but never obtaining political office. At one point, Evita had her eye on an official position, but the political establishment vigorously opposed her, and her husband never supported her in this effort. Hillary, by contrast, was elected senator and now, having deployed her husband on the campaign trail, seeks election to the nation’s highest office previously held by him. The Perons also had a foundation that took in millions of pesos—the equivalent of $200 million—from multiple foreign sources, Argentine businesses, as well as contributions from various individuals and civic groups. With its 14,000 employees, the foundation was better equipped and more influential than many agencies within the Argentinian government. Evita and her cronies were experts at shaking down anyone who wanted something from the government; donations became a kind of tax that opened up access to the Peron administration. Trade unions sent large contributions because they saw Evita and her husband as champions of their cause. In 1950, the government arranged that a portion of all lottery, movie, and casino revenues should go to the foundation. While the foundation made symbolic, highly publicized gestures of helping the poor, in reality only a fraction of the money went to the underprivileged. Most of it seems to have ended up in foreign bank accounts controlled by the Perons, who became hugely wealthy through their public office profiteering. When Evita died in 1954 and the foundation was shut down, Argentines discovered stashes of undistributed food and clothing. No one from the foundation had bothered to give it away, so it sat unused for years. Helping the poor, after all, wasn’t the real reason Evita set up her foundation. No, she had a different set of priorities. Like so many Third World potentates, the Perons used social justice and provision for the poor as a pretext to amass vast wealth for themselves. The Clintons have done the same thing in America; indeed, Hillary may be America’s version of Evita Peron.

Indeed, the distribution of wealth is too important an issue to be left to economists, sociologists, historians, and philosophers. It is of interest to everyone, and that is a good thing. The concrete, physical reality of inequality is visible to the naked eye and naturally inspires sharp but contradictory political judgments. Peasant and noble, worker and factory owner, waiter and banker: each has his or her own unique vantage point and sees important aspects of how other people live and what relations of power and domination exist between social groups, and these observations shape each person’s judgment of what is and is not just. Hence there will always be a fundamentally subjective and psychological dimension to inequality, which inevitably gives rise to political conflict that no purportedly scientific analysis can alleviate. Democracy will never be supplanted by a republic of experts—and that is a very good thing.

In other words, the average forager had wider, deeper and more varied knowledge of her immediate surroundings than most of her modern descendants. Today, most people in industrial societies don’t need to know much about the natural world in order to survive. What do you really need to know in order to get by as a computer engineer, an insurance agent, a history teacher or a factory worker? You need to know a lot about your own tiny field of expertise, but for the vast majority of life’s necessities you rely blindly on the help of other experts, whose own knowledge is also limited to a tiny field of expertise. The human collective knows far more today than did the ancient bands. But at the individual level, ancient foragers were the most knowledgeable and skilful people in history.

Primer of Love [Lesson 50] There will be trouble if the cobbler starts making pies. ~ Russian Proverb Lesson 50) Don't give or take advice about something you don't know about -- consult the experts. If you're having a serious problem in your relationship don't only consult friends -- they are not disinterested parties and will only reaffirm your misgivings -- after all, what are friends for -- sounding boards to bounce our premature conclusions off of. Go to the experts -- Meinecke Mufflers. Seriously, avoid divorce lawyers -- their sole job is to exacerbate things between you so they can milk you until you moo. I mean therapists, marriage counselors, social workers and clergymen. If you're anti-let's-talk-about-it, i.e., any man, then start by taking some new age intimacy workshop -- even if you have to fly to Taos for the weekend. Even if you break up you'll wind up with some cool turquoise jewelry and a banded agate Bola tie to wear at court.

I returned to Denmark in 1975 and was part of a group trying to set up an international lesbian front. To my surprise all kinds of new lesbians were “coming out” of the women’s movement. Although we had wanted this to happen it was surprising when it did, and difficult to adjust to. I had known some of the women as heterosexual feminists and it was hard to accept them as the new experts on lesbian political theory. They seemed in some way to lack what I felt was a lesbian identity, though I was unable to analyse quite why. I went to a lesbian conference in Amsterdam, with women who didn’t know and couldn’t have cared that there had been one there ten years before, and how important it had been. I sought out some of the 1965 lesbians and found them now quite anti-political. “We can’t stand all these new lesbians,” they said, “they’re so negative.” I disagreed, of course, on principle, but somehow there was less joy in the air. Unemployment was starting to happen in Europe, political discussions seemed different, we talked more about rape and violence, about men and what they were doing to the world. We talked less and less about sisterhood until finally we didn’t talk about it at all, because none of us could really believe in it quite the way we had when the sun shone and it was always summer, and the whole world was poised on the brink of change. I asked one of the new lesbians to dance at a social after a meeting. Then I tried to kiss her, gently, as we had been doing for the previous five years. She pushed me away roughly and said I was behaving like a man. I felt hurt and didn’t understand. I got drunk in a corner with some twenty-year-olds, crying into the schnapps bottle and trying to explain to them that there was something happening now that wasn’t what I thought I’d fought to achieve. Something uptight, critical, rejecting. Something not quite— lesbian. I was only 35, but I was beginning to feel like an old woman of the movement. Most of the lesbians my age were not to be found in the lesbian movement. Many were back working in the mixed homophile organizations, now changing their names to associations of gay men and women. Or they were branching out to start women’s refuges, getting involved in the peace movement, active in the political women’s movement. I had moved to Norway and found that the only lesbian group I wanted to work in was called The Panthers, involved in social and cultural activites of lesbian poetry, discussions, and sing-alongs. I got involved with the Norwegian F48 and a huge split over Marxist-Leninist politics, which resulted in the formation of the Worker’s Homophile Association (AHF)— which turned out to be not at all marxist anyway. It all made for interesting political intrigues, but I grew tired and began working very hard so that I could spend part of each year back in Aotearoa/New Zealand. My work as a tour guide made saving money easy, especially doing lots of trips through the USSR, where there were few consumer temptations. I did, of course, and dangerously, search for Soviet lesbians whenever I could.

However, the opinions of experts had always been divided on this matter. For greater safety all sanitary workers wore masks of sterilized muslin. On the face of it, the disease should have extended its ravages. But, the cases of bubonic plague showing a decrease, the death-rate remained constant.

Stay calm, stay safe and seek medical information only from trusted officials and actual healthcare experts, not from random politicians, celebrities, news channels and religious fanatics. The New Corona Virus is a previously unknown virus which can make people from all ages very, very sick and it is more deadly for older people with pre-existing medical conditions. However, contracting COVID19 is not a death sentence. So, maintain social distancing and wash your hands frequently with soap and water for no less than 20 seconds, until the WHO lifts the global emergency. And above all, do not share conspiracy theories on social media, because every single share makes it difficult for health-workers and other people working at the front to contain the situation. Be responsible and stay safe.

Inside the Skunk Works, we were a small, intensely cohesive group consisting of about fifty veteran engineers and designers and a hundred or so expert machinists and shop workers.

On the other hand, psychologists, psychiatrists, social workers, and others who created, shaped, and “accredited” their profession as “sex experts” are also incest pushers.

Brother MALCOLM ranks about third in influence. He has unlimited freedom of movement in all states, and outside of the Messenger's immediate family he is the most trusted follower. He is an excellent speaker, forceful and convincing. He is an expert organizer and an untiring worker. . . . MALCOLM has a strong hatred for the “blue eyed devils,” but this hatred is not likely to erupt in violence as he is much too clever and intelligent for that. . . . He is fearless and cannot be intimidated by words or threats of personal harm. He has most of the answers at his fingertips and should be carefully dealt with. He is not likely to violate any ordinances or laws. He neither smokes nor drinks and is of high moral character.

Ironically, the devaluation of parenthood coincides with a belated movement to return to the family functions it has surrendered to the apparatus of organized therapy and tuition. Rising rates of crime, juvenile delinquency, suicide, and mental breakdown have finally convinced many experts, even many welfare workers, that welfare agencies furnish a poor substitute for the family. Dissatisfaction with the results of socialized welfare and the growing expense of maintaining it now prompt efforts to shift health and welfare functions back to the home.

some medical students, he conducted a survey of 225 people who had escaped from the Twin Towers. Asked what had been most helpful in overcoming the effects of their experience, the survivors credited acupuncture, massage, yoga, and EMDR, in that order.1 Among rescue workers, massages were particularly popular. Eth’s survey suggests that the most helpful interventions focused on relieving the physical burdens generated by trauma. The disparity between the survivors’ experience and the experts’ recommendations is intriguing. Of course, we don’t know how many survivors eventually did

First, that capitalists invest in the pursuit of high returns; when and where returns go down, capital accumulation tends to go down as well. Second, that as capitalists as a class accumulate more and more capital, the productivity of capital becomes lower because there are not enough workers to work with it. In economics this is known as diminishing returns. It has a long pedigree. French economist Anne Robert Jacques Turgot, who was briefly France’s finance minister and one of the many experts who tried unsuccessfully to head off France’s headlong descent into the economic chaos that eventually precipitated the French Revolution, wrote about it in 1767.30 Karl Marx took it as a premise. As he saw it, this was why capitalism was doomed: the insatiable greed of the capitalist class in the pursuit of more and more capital will drive the return on capital into the ground (in Marxist parlance this is called the “falling rate of profit”) and precipitate the crises that eventually end capitalism.31

The Indian vessels, a contemporary British observer wrote, ‘united elegance and utility and are models of patience [sic] and fine workmanship.’ Indian workers were considered expert in all shipbuilding materials—wood, iron and brass

Since many donor countries required development projects—from agriculture to politics—to consider specifically how the lives of Afghan women were to be improved, Kabul had turned into a place brimming with “gender experts”—a term encompassing many of the foreign-born aid workers, sociologists, consultants, and researchers with degrees in everything from conflict resolution to feminist theory.

Remember when I said I was a bit scattered? It wasn’t just when it came to jobs. I had a slew of strange ex-boyfriends, too. There was George, who liked to wear my underwear . . . everyday. Not just to prance around in—he wore them under his Levi’s at work. As a construction worker. That didn’t go over well with his co-workers once they found out. He works at Jamba Juice now. I don’t think anyone cares about what kind of underwear he wears at Jamba Juice. Then there was Curtis. He had an irrational fear of El Caminos. Yes, the car. He just hated them so much that he became really fearful of seeing one. He’d say, “I don’t understand, is it a car or a truck?” The confusion would bring him to tears. When we were walking on the street together, I had to lead him like a blind person because he didn’t want to open his eyes and spot an El Camino. If he did, it would completely ruin his day. He would cry out, “There’s another one. Why, God?” And then he would have to blink seven times and say four Hail Marys facing in a southerly direction. I don’t know what happened to Curtis. He’s probably in his house playing video games and collecting disability. After Curtis came Randall, who will never be forgotten. He was an expert sign spinner. You know those people who stand on the corner spinning signs? Randall had made a career of it. He was proud and protective of his title as best spinner in LA. I met him when he was spinning signs for Jesus Christ Bail Bonds on Fifth Street. He was skillfully flipping a giant arrow that said, “Let God Free You!” and his enthusiasm struck me. I smiled at him from the turn lane. He set the sign down, waved me over, and asked for my phone number. We started dating immediately. He called himself an Arrow Advertising executive when people would ask what he did for a living. He could spin, kick, and toss that sign like it weighed nothing. But when he’d put his bright-red Beats by Dre headphones on, he could break, krump, jerk, turf, float, pop, lock, crip-walk, and b-boy around that six-foot arrow like nobody’s business. He was the best around and I really liked him, but he dumped me for Alicia, who worked at Liberty Tax in the same strip mall. She would stand on the opposite corner, wearing a Statue of Liberty outfit, and dance to the National Anthem. They were destined for each other. After Randall was Paul. Ugh, Paul. That, I will admit, was completely my fault.

9 Surefire Signs Your Colleagues Are Toxic Resigned specialist Greg Baer, M.D. once oversaw one of the busiest eye-surgery hones in the nation. However regardless of every one of his achievements and riches, he felt unfilled and miserable which prompted his close suicide. In his look for enduring satisfaction, he took in the extraordinary rule that have prompted the respectable mission of The Real Love® Company which he established: “We educate the genuine significance of adoration, supplanting annoyance and perplexity with peace and trust in singular lives and connections.” Presently a fruitful writer, speaker and business visionary for about two decades, the book that truly got my consideration is Real Love in the Workplace: Eight Principles for Consistently Effective Leadership in Business. In his second standard of “Individuals Behave Badly Because They Don’t Feel Loved,” Dr. Baer says that an absence of bona fide cherish in individuals, particularly those in administration parts, prompts an unfortunate quest for power and control over others. “When we can control the conduct of other individuals, we encounter an impression of energy that quickly gives us a snapshot of alleviation from our deplorable feeling of sadness.” He includes, “The vast majority of us mishandle control each day, yet we don’t remember it since this conduct is so regular in our way of life. Dangerous work practices to know. With a specific end goal to recognize the harsh practices of energy that upsets steadfast laborers and transforms the working environment into a smothering, fear-based weight cooker, Dr. Baer records a few dangerous practices that we may as of now know about, however don’t commonly connect with the power he discusses. It’s a great opportunity to give careful consideration – do any of these look commonplace? 1. Chatter. At the point when individuals discuss others behind their backs, says Dr. Baer, they’re in a position to hurt them and apply control over their notorieties. While you’re tattling companions or associates won’t let it be known, they appreciate that sentiment control and ought to be managed quickly. 2. Withholding data. Dr. Baer cautions of such a person who controls or accumulates data: “You’ve had the experience of requiring data from somebody who delighted in keeping it from you, or who distributed out one piece at any given moment. Your disappointment gave the other individual a sentiment control.” 3. Spilling privileged insights. Dr. Baer expresses, “Huge numbers of us want to share insider facts, in light of the fact that in those minutes we control the discussion.” As soon as you hear the words “Need to hear a mystery?” leave a colleague’s mouth, that is a reasonable cautioning sign you’re working with a dangerous individual. 4. Manhandle of expert. Focus on your administrator. Many mishandle their positional specialist to scare individuals into doing what they need, or to concur with them notwithstanding when the group knows there’s a superior game-plan. A few chiefs neglect to appoint intentionally to control every one of the choices, even the littlest ones. Dr. Baer says, “That approach is wasteful and a misuse of administration, however it gives the supervisor a sentiment (control). 5. Smothering inventiveness. At the point when chiefs pound the immense thoughts originating from their workers that will enhance an item or the business in some respect, it gives them a genuine feeling of energy, at the cost of withdrawing and demotivating their representatives. 6. Feedback. Dr. Baer states, “Discovering deficiency with others is such a simple hobby, and for those with a requirement for control, each twisted incurred is a wellspring of awesome fulfillment.

But most of the leaks, certainly the juiciest ones, were coming from the higher-ups—not to mention from the person occupying the topmost echelon. The president couldn’t stop talking. He was plaintive and self-pitying, and it was obvious to everyone that if he had a north star, it was just to be liked. He was ever uncomprehending about why everyone did not like him, or why it should be so difficult to get everyone to like him. He might be happy throughout the day as a parade of union steel workers or CEOs trooped into the White House, with the president praising his visitors and them praising him, but that good cheer would sour in the evening after several hours of cable television. Then he would get on the phone, and in unguarded ramblings to friends and others, conversations that would routinely last for thirty or forty minutes, and could go much longer, he would vent, largely at the media and his staff. In what was termed by some of the self-appointed Trump experts around him—and everyone was a Trump expert—he seemed intent on “poisoning the well,” in which he created a loop of suspicion, disgruntlement, and blame heaped on others.

The president couldn’t stop talking. He was plaintive and self-pitying, and it was obvious to everyone that if he had a north star, it was just to be liked. He was ever uncomprehending about why everyone did not like him, or why it should be so difficult to get everyone to like him. He might be happy throughout the day as a parade of union steel workers or CEOs trooped into the White House, with the president praising his visitors and them praising him, but that good cheer would sour in the evening after several hours of cable television. Then he would get on the phone, and in unguarded ramblings to friends and others, conversations that would routinely last for thirty or forty minutes, and could go much longer, he would vent, largely at the media and his staff. In what was termed by some of the self-appointed Trump experts around him—and everyone was a Trump expert—he seemed intent on “poisoning the well,” in which he created a loop of suspicion, disgruntlement, and blame heaped on others. When the president got on the phone after dinner, it was often a rambling affair. In paranoid or sadistic fashion, he’d speculate on the flaws and weaknesses of each member of his staff. Bannon was disloyal (not to mention he always looks like shit). Priebus was weak (not to mention he was short—a midget). Kushner was a suck-up. Spicer was stupid (and looks terrible too). Conway was a crybaby. Jared and Ivanka should never have come to Washington. His callers, largely because they found his conversation

Desiree Hall is a financial expert who is currently working with a major accountancy firm in Fort Lauderdale. Desiree Hall believes that this line of work is perfect for her skill set as she has always demonstrated a talent for working with number since a very young age.

In the US, there are apparently more than 2 million cases of elder abuse each year in nursing homes; one in ten old people will experience some form of abuse. People with dementia are much more likely to be abused than those without it. What's more, elder abuse is probably the most under-reported form of violence in the country. It's the same depressing story in the UK, where the care system is under severe pressure, with many experts saying it is disintegrating; home-care workers are paid paltry amounts of money to spend tiny amounts of time in the homes of the old and vulnerable. There have been over 23,000 allegations of home-care abuse in the last three years - which means there must be more, because often the people who are being abused can't tell tales (which, of course, is partly why they are being abused). Many care homes are understaffed and operating within a punitive, impossible budget; the tens of thousands of allegations of abuse over the last three years include, neglect, physical abuse, psychological abuse and sexual abuse. All over the world, in poor countries and rich ones, hundreds and thousands of old and vulnerable people live the last part of their life in fear and distress, in loneliness and in sorrow.

Horizontal expertise paints on a far-reaching canvas. Say that you are an expert known worldwide for helping CEOs manage change in disruptive environments. Your expertise doesn’t come from understanding a vertical industry, like mining or media or consumer electronics or transportation. You just need to be sufficiently sharp to learn enough about a given industry to know how to apply your expertise in a given setting. In effect, you can work with any viable CEO candidate who wants to learn — regardless of the industry — as long as the primary challenges are defined horizontally, such as navigating deep change in the middle of disruption. Today you’re working with C-level executives at Samsung after their phones are banned on all airline flights, but next month you might be working with an executive in the hospitality industry facing a hotel worker strike. Or health insurance executives navigating an uncertain landscape that can never really see farther than two years. Each of these engagements is interesting because you have to apply your expertise to a new setting. But as much as you are learning, you’re taking two steps back for every three steps forward because much of what you learn with each new engagement is just the bare necessity in order to even be relevant. It’s interesting but challenging. Thrilling but exhausting. Engaging but distracting. There are cases, of course, where new clients regard your broad expertise as a significant selling point. They like that you can apply consumer insights to a professional B2B setting, or that you can help apply change management to consumer engagement. The first advantage of horizontal expertise, then, is how the application of expertise to many verticals always keeps the expert engaged and learning.

Some humor experts say the secret to humor is to combine something unexpected with something bad and then make sure it's happening to someone else. But if that's all it took, serial killers would be winning comedy competitions.

I am among the world’s leading experts on High Altitude Diseases (HAD) and my research clearly shows that the Mauna Kea Observatories (MKO) on the island of Hawaii need to be demolished to protect the health and safety of the summit workers.

Every sector can benefit from the synergy of old experts and young workers. They complement each other with their ideas and skills

Standard accounting practices might not factor the value of communities into the value of a firm, but stock markets do. Little by little, the accountants are catching up. A team of experts collaborating with the consulting and accounting firm of Deloitte published research that sorts companies into four broad categories based on their chief economic activity: asset builders, service providers, technology creators, and network orchestrators. Asset builders develop physical assets that they use to deliver physical goods; companies like Ford and Walmart are examples. Service providers employ workers who provide services to customers; companies like UnitedHealthcare and Accenture are examples. Technology creators develop and sell forms of intellectual property, such as software and biotechnology; Microsoft and Amgen are examples. And network orchestrators develop networks in which people and companies create value together—in effect, platform businesses. The research suggests that, of the four, network orchestrators are by far the most efficient value creators. On average, they enjoy a market multiplier (based on the relationship between a firm’s market valuation and its price-to-earnings ratio) of 8.2, as compared with 4.8 for technology creators, 2.6 for service providers, and 2.0 for asset builders.16 It’s only a slight simplification to say that that quantitative difference represents the value produced by network effects.

Muldoon worried even more about the velociraptors. They were instinctive hunters and they never passed up prey. They killed even when they weren't hungry. They killed for the pleasure of killing. They were swift; strong runners and astonishing jumpers. They had lethal claws on all four limbs; a swipe of a forearm would disembowel a man, spilling his guts out. And they had powerful tearing jaws that ripped flesh instead of biting it. They were far more intelligent than the other dinosaurs and they seemed to be natural cage-breakers. Every zoo expert knew that certain animals were especially likely to get free of their cages. Some, like monkeys and elephants, could undo cage doors. Some, like wild pigs, were unusually intelligent and could life gate fasteners with their snouts. But who would suspect that the giant armadillo was a notorious cage-breaker? Or the moose? Yet a moose was almost as skillful with its snout as an elephant with its trunk. Moose were always getting free; they had a talent for it. And so did velociraptors. Raptors were at least as intelligent as chimpanzees and like chimpanzees, they had agile hands that enabled them to open doors and manipulate objects. They could escape with ease. And when, as Muldoon had feared, one of them finally escaped, it killed two construction workers and maimed a third before being recaptured.

The progressives gave us the professor of social science, the scholar-activist, the social worker, the muckraking journalist, and the economic expert advising or serving in government.

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ideology, ignorance, and inertia—the three Is—on the part of the expert, the aid worker, or the local policy maker, often explain why policies fail and why aid does not have the effect it should. It is possible to make the world a better place—probably not tomorrow, but in some future that is within our reach—but we cannot get there with lazy thinking.

In other words, the average forager had wider, deeper and more varied knowledge of her immediate surroundings than most of her modern descendants. Today, most people in industrial societies don’t need to know much about the natural world in order to survive. What do you really need to know in order to get by as a computer engineer, an insurance agent, a history teacher or a factory worker? You need to know a lot about your own tiny field of expertise, but for the vast majority of life’s necessities you rely blindly on the help of other experts, whose own knowledge is also limited

In the town of Taos, New Mexico, everyone who lives there (or even just visits) can hear an annoying hum which sounds much like a diesel engine running in the distance. However, despite multiple attempts, no sound recording or monitoring device can pick up the sound, and therefore it is impossible to tell where it is coming from. Could it be (as one actual explanation proposes) that the sound is transmitted directly into people’s brains, rather than being a physical noise? To this day, no-one knows for sure. Perhaps the strangest example of an object ‘out of its time’ appeared in Romania when in 1974 a group of workers discovered three objects buried ten metres deep in a sand trench. Two of the items were found to prehistoric elephant bones, dating back two million years. The third object was an aluminium wedge. Considering that the metal was not created until 1825, experts were - and remain to this day - astounded. Of course, many claim ‘hoax’, but if one doesn’t jump to that conclusion right away, the implications are extraordinary. In 1908 an Italian Archaeologist named Luigi Pernier discovered a fired clay disc in the ruins of the Minoan palace-site of Phaistos. Dating to the 2nd millennium BC, it is around 15 cm in diameter with each side covered by a spiral of symbols, comprising of 45 unique signs which appear to have been made by pressing hieroglyphic seals into the clay when it was soft. To date, the Phaistos Disc has eluded any attempt to translate it, as it has been generally concluded there is not enough context available to decipher the script.

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The sun rose at 7 A.M. each day, and that’s when the SpaceX team got to work. A series of meetings would take place with people listing what needed to get done, and debating solutions to lingering problems. As the large structures arrived, the workers placed the body of the rocket horizontally in a makeshift hangar and spent hours melding together all of its parts. “There was always something to do,” Hollman said. “If the engine wasn’t a problem, then there was an avionics problem or a software problem.” By 7 P.M., the engineers wound down their work. “One or two people would decide it was their night to cook, and they would make steak and potatoes and pasta,” Hollman said. “We had a bunch of movies and a DVD player, and some of us did a lot of fishing off the docks.” For many of the engineers, this was both a torturous and magical experience. “At Boeing you could be comfortable, but that wasn’t going to happen at SpaceX,” said Walter Sims, a SpaceX tech expert who found time to get certified to dive while on Kwaj. “Every person on that island was a fucking star, and they were always holding seminars on radios or the engine. It was such an invigorating place.

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In a manner similar to exploiting every available tax loophole; every feasible advantage over his debtors, contractors, and workers; every opportunity to have “special” relationships advance his deal-making aims, he made an unerring political calculation to seize the transitional moment of national insecurity. His business acumen worked brilliantly, against all odds. But his transactional win represents a profound danger to the nation because it sells out the most essential qualities of democratic values, of moral integrity, and of true inventiveness. What binds us together is the shared reality of our country’s history and its present: E pluribus unum. “Out of many, one.” The country’s cherished motto cannot hold when truth is open to transactional competition from “alternative facts.

this takes us to the deepest irony of all. When the probability of error is high, the importance of learning from mistakes is more essential, not less. As Professor James Reason, one of the world’s leading experts on system safety, put it: “This is the paradox in a nutshell: health care by its nature is highly error-provoking—yet health workers stigmatize fallibility and have had little or no training in error management or error detection.”35

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