Hiring Related Quotes

Pick a leader who will keep jobs in your country by offering companies incentives to hire only within their borders, not one who allows corporations to outsource jobs for cheaper labor when there is a national employment crisis. Choose a leader who will invest in building bridges, not walls. Books, not weapons. Morality, not corruption. Intellectualism and wisdom, not ignorance. Stability, not fear and terror. Peace, not chaos. Love, not hate. Convergence, not segregation. Tolerance, not discrimination. Fairness, not hypocrisy. Substance, not superficiality. Character, not immaturity. Transparency, not secrecy. Justice, not lawlessness. Environmental improvement and preservation, not destruction. Truth, not lies.

A NATION'S GREATNESS DEPENDS ON ITS LEADER To vastly improve your country and truly make it great again, start by choosing a better leader. Do not let the media or the establishment make you pick from the people they choose, but instead choose from those they do not pick. Pick a leader from among the people who is heart-driven, one who identifies with the common man on the street and understands what the country needs on every level. Do not pick a leader who is only money-driven and does not understand or identify with the common man, but only what corporations need on every level. Pick a peacemaker. One who unites, not divides. A cultured leader who supports the arts and true freedom of speech, not censorship. Pick a leader who will not only bail out banks and airlines, but also families from losing their homes -- or jobs due to their companies moving to other countries. Pick a leader who will fund schools, not limit spending on education and allow libraries to close. Pick a leader who chooses diplomacy over war. An honest broker in foreign relations. A leader with integrity, one who says what they mean, keeps their word and does not lie to their people. Pick a leader who is strong and confident, yet humble. Intelligent, but not sly. A leader who encourages diversity, not racism. One who understands the needs of the farmer, the teacher, the doctor, and the environmentalist -- not only the banker, the oil tycoon, the weapons developer, or the insurance and pharmaceutical lobbyist. Pick a leader who will keep jobs in your country by offering companies incentives to hire only within their borders, not one who allows corporations to outsource jobs for cheaper labor when there is a national employment crisis. Choose a leader who will invest in building bridges, not walls. Books, not weapons. Morality, not corruption. Intellectualism and wisdom, not ignorance. Stability, not fear and terror. Peace, not chaos. Love, not hate. Convergence, not segregation. Tolerance, not discrimination. Fairness, not hypocrisy. Substance, not superficiality. Character, not immaturity. Transparency, not secrecy. Justice, not lawlessness. Environmental improvement and preservation, not destruction. Truth, not lies. Most importantly, a great leader must serve the best interests of the people first, not those of multinational corporations. Human life should never be sacrificed for monetary profit. There are no exceptions. In addition, a leader should always be open to criticism, not silencing dissent. Any leader who does not tolerate criticism from the public is afraid of their dirty hands to be revealed under heavy light. And such a leader is dangerous, because they only feel secure in the darkness. Only a leader who is free from corruption welcomes scrutiny; for scrutiny allows a good leader to be an even greater leader. And lastly, pick a leader who will make their citizens proud. One who will stir the hearts of the people, so that the sons and daughters of a given nation strive to emulate their leader's greatness. Only then will a nation be truly great, when a leader inspires and produces citizens worthy of becoming future leaders, honorable decision makers and peacemakers. And in these times, a great leader must be extremely brave. Their leadership must be steered only by their conscience, not a bribe.

Finally, don’t put on a Let’s Be Fair tone and say “But black people are racist too.” Because of course we’re all prejudiced (I can’t even stand some of my blood relatives, grasping, selfish folks), but racism is about the power of a group and in America it’s white folks who have that power. How? Well, white folks don’t get treated like shit in upper-class African-American communities and white folks don’t get denied bank loans or mortgages precisely because they are white and black juries don’t give white criminals worse sentences than black criminals for the same crime and black police officers don’t stop white folk for driving while white and black companies don’t choose not to hire somebody because their name sounds white and black teachers don’t tell white kids that they’re not smart enough to be doctors and black politicians don’t try some tricks to reduce the voting power of white folks through gerrymandering and advertising agencies don’t say they can’t use white models to advertise glamorous products because they are not considered “aspirational” by the “mainstream.

I have explained many times that I am, by Profession, a Gambler -- not some jock-sniffing nerd or a hired human squawk-box with the brain of a one-cell animal. No. That would be your average career sportswriter -- and, more specifically, a full-time Baseball writer.

The only dream I ever had was the dream of New York itself, and for me, from the minute I touched down in this city, that was enough. It became the best teacher I ever had. If your mother is anything like mine, after all, there are a lot of important things she probably didn't teach you: how to use a vibrator; how to go to a loan shark and pull a loan at 17 percent that's due in thirty days; how to hire your first divorce attorney; what to look for in a doula (a birth coach) should you find yourself alone and pregnant. My mother never taught me how to date three people at the same time or how to interview a nanny or what to wear in an ashram in India or how to meditate. She also failed to mention crotchless underwear, how to make my first down payment on an apartment, the benefits of renting verses owning, and the difference between a slant-6 engine and a V-8 (in case I wanted to get a muscle car), not to mention how to employ a team of people to help me with my life, from trainers to hair colorists to nutritionists to shrinks. (Luckily, New York became one of many other moms I am to have in my lifetime.) So many mothers say they want their daughters to be independent, but what they really hope is that they'll find a well-compensated banker or lawyer and settle down between the ages of twenty-five and twenty-eight in Greenwich, Darien, or That Town, USA, to raise babies, do the grocery shopping, and work out in relative comfort for the rest of their lives. I know this because I employ their daughters. They raise us to think they want us to have careers, and they send us to college, but even they don't really believe women can be autonomous and take care of themselves.

Saying you are a "Diverse" Corporation in your hiring practice and vendor relations program by only have 1 person of color represent your diversity department is and having 'Oprah' as your spokesperson, is not really 'Diverse'. It is having a 'token' person of color in that company. 1 person of 1 ethnic race does not mean she or he represents the other ethnic races who make up the population in America in that company. And an Asian person from one country versus another Asian country does not mean the same. - On Diversity by Kailin Gow

Hiring smart people may be one of the most important decisions that a company can make. It may even be the difference between success and bankruptcy.

complacent.26 When it comes to hiring, raising money, or even conserving energy, people aren’t rational robots. Where they stand in relation to others affects motivation.

Anybody can throw a basketball toward a hoop. But only a relative few can exercise the athletic prowess of dribbling down the court, account for and surpass a variety of obstacles, and actually get the ball into the hoop consistently and repetitively contributing toward an ultimate win for the team. In the same way, anyone can open an investment account with M1 or Acorns or Robinhood or Cashapp… or even with the big guys like Ameritrade or Fidelity or Charles Schwabb or Morgan Stanley… but only a relative few can navigate an ever-changing economic paradigm, overcome various financial, legal and social obstacles, maintaining alignment with values, and achieve substantial growth and profits - contributing toward an ultimate win for the team. It’s better to hire a professional investor if you expect professional results.

White picket fence? I’ll hire someone to put it up. Fluffy dog to greet us when we get home? I’ll steal Marcus’s. Little children running everywhere… I’m not sure where to get them but I’m sure it can’t be hard. “What?

The reason I started the video library was that I knew around twenty of my friends and relatives owned video players. So I thought that if between them they hired twenty cassettes, at ₹10 a cassette a day, I would get ₹200 a day or ₹6,000 a month, which was the running cost of my shop. Anything extra, I thought, would be a profit which I could take a chance upon. Within a month of starting my shop, I was renting out more than 100 cassettes a day, but none of the twenty people I had counted upon ever came to my shop. If they did, they never paid, as they were my friends or were related to me. So in effect, what I had counted upon didn’t happen and success came from unexpected quarters. But I know in my heart that if I had not banked on those twenty people, there was no way I would have started my shop.

The trick to realize that the boys who talk so much about being rejected that it seems like the’re proud of it aren’t necessarily sweeter or more sensitive than the Bababooey-spouting frat bullies who line up at clubs like SkyBar to run game on girls they want to date rape. There are plenty of nerds who fear women and aren’t sensitive, despite their marketing; they just dislike women in a new, exciting way. Timid racists aren’t sensitive because they lock their car doors when they see a black person on the street. They’re just too scared to get out of the car and shout the “N” word. Fear can be the result of admiration, or it can be a symptom of contempt. When I see squeamish guys passing over qualified women when they’re hiring for a job, or becoming tongue tied when a girl crashes their all-boy conversation at a party, I don’t give them credit for being awestruck. They’re reacting to the intimidating female as an intruder, an alien, and somebody they can’t relate to. It’s not a compliment to be made invisible.

The way you relate to your woman’s chaos reflects the way you react to the chaos of the world. If you are the kind of man who needs everything placed neatly in its nice little box, then you will also try to box your woman’s emotions. If you are the kind of man who would rather hire other people to take care of the chaos in your attic, or the chaos of your finances, you would probably also rather leave it to someone else to take care of the chaos of your woman.

There are few wars in which they make not a considerable part of the armies of both sides: so it often falls out that they who are related, and were hired in the same country, and so have lived long and familiarly together, forgetting both their relations and former friendship, kill one another upon no other consideration than that of being hired to it for a little money by princes of different interests; and such a regard have they for money that they are easily wrought on by the difference of one penny a day to change sides. 

Dispatching journalists into the field to gather information costs money; hiring a glib bloviator is relatively cheap, and inviting opinionated guests to vent on the air is entirely cost-free.

This crusading spirit of the managers and engineers, the idea of designing and manufacturing and distributing being sort of a holy war: all that folklore was cooked up by public relations and advertising men hired by managers and engineers to make big business popular in the old days, which it certainly wasn't in the beginning. Now, the engineers and managers believe with all their hearts the glorious things their forebears hired people to say about them. Yesterday's snow job becomes today's sermon.

While delivering consistently good customer service requires work and alignment across your entire organization, a good place to start is your support team. It's important to hire people who genuinely want to help your customers succeed — and to pay rates that are attractive to skilled professionals.

Thus it was that, beginning in about the ninth century, the growing monastic estates came to resemble well-organized and stable firms that pursued complex commercial activities within a relatively free market, investing in productive activities involving a hired workforce, guided by anticipated and actual returns.

From the very beginning of its history, the manifold social evils of capitalism have given rise to oppositional movements. The one I am concerned with in this book is cooperativism, specifically worker cooperativism. There are many other kinds of cooperatives, including those in the credit, agriculture, housing, insurance, health, and retail sectors of the economy. But worker cooperativism is potentially the most “oppositional” form, the most anti-capitalist, since it organizes production in anti-capitalist ways. Indeed, the relations of production that constitute worker cooperativism also define socialism in its most general sense: workers’ democratic control over production and, in some varieties, ownership of the means of production (whether such ownership is organized individually, by owning shares of equity, or collectively). As one common formulation states, in the worker co-op, labor has power over capital, or “labor hires capital.” In the conventional business, by contrast, capital has power over labor, i.e., “capital hires labor.” None of the other kinds of cooperativism directly rejects these capitalist power-relations, although some may signify an implicit undermining of capitalism insofar as the co-op exists not primarily for the sake of maximizing profit but for satisfying some social need.

This in turn has led to the awful idea—and booming business—of reputation management, where firms are hired to help shape a more likable, relatable You. Devoted to gaming the system, this new practice is a form of deception, an attempt to erase (strangely) both subjectivity and objectivity, to evaluate through mass intuition, for a very high price.

Ambiverts typically . . . • Can process information both internally and externally. They need time to contemplate on their own, but consider the opinions and wisdom from people whom they trust when making a decision. • Love to engage and interact enthusiastically with others, however, they also enjoy calm and profound communication. • Seek to balance between their personal time and social time, they value each greatly. • Are able to move from one situation to the next with confidence, flexibility, and anticipation. “Not everyone is going to like us or understand us. And that is okay. It may have nothing to do with us personally; but rather more about who they are and how they relate to the world.

To help burnish its image in the face of so many legal, financial, and public-relations problems, Purdue hired former New York mayor and Republican insider Rudy Giuliani and his consulting firm, Giuliani Partners. Just a few months after his lauded response to the 9/11 terrorist attacks, Giuliani’s job was to convince “public officials they could trust Purdue because they could trust him,

Recognize that listening to your feelings is not the same as acting on your feelings. Keep relevant emotions (those related to the decision you’re facing); toss irrelevant emotions (those unrelated to the decision you’re facing). Do not rely on emotion when deciding whether or not to hire a candidate. Use structured interviews to reduce biased hiring decisions. Before an external negotiation, come to an inner consensus.

But no matter how strenuously everyone denies it, race-based hiring inevitably means lower standards. As Americans begin to wake up to the poor quality of their schools, a few states have begun to test teachers to see if they are up to snuff. Teachers’ unions resist this for obvious reasons, as do “civil rights” organizations. In the California teachers’ examination in 1983, 76 percent of the white teachers passed, but only 26 percent of the black teachers did. In a Florida exam the same year, 90 percent of whites but only 35 percent of blacks passed.772* In the case of the National Teachers’ Examination, 84 percent of whites passed it but only 33 percent of blacks.773 Are lower standards a legitimate price to pay for “role models”? Even if black children were somehow helped by this, it is difficult to see what good such role models can do for white children.

In 1973, the CIA, informed that reporters were sniffing around their affairs, had destroyed all the files concerning Project MK-Ultra. But the CIA is, above all, an enormous bureaucracy. Joseph Rauth was convinced that some traces had to remain of such an important project, which had extended over twenty-five years and involved dozens of directors and a staff of thousands. Under the auspices of the Rockefeller Commission, we were authorized access to documents or other materials relating to research into mind control. We hired an ex-CIA operative named Frank Macley to look into it. After several weeks of investigation, he confirmed that most of the files had been destroyed by two high-ranking officials: CIA Director Samuel Neels and one of his close associates, Michael Brown. But through his persistence, Macley unearthed seven huge crates of documents relating to MK-Ultra at the Agency’s records storage facility. Crates that had gotten lost in the administrative labyrinth.

It also made an impression on Ford, one of the most virulently antiunion of Detroit’s new capitalist class.Yet he was also a financial pragmatist. Tired of losing money to keep the fresh tides of workers trained for only a few weeks’ worth of work—and with an eye toward removing the unionists’ main rallying issue, money—Ford announced in January 1914 a new profit-sharing plan that would boost workers’ pay to $5 for an eight-hour workday.10 That was more than double the $2.25 he had been paying for a nine-hour day. There was a very thick string attached. To qualify for the program, and the job, workers had to allow representatives from Ford’s new Sociological Department to inspect their homes to ensure the workers and their families were living clean lives of frugality and sobriety. They had to meet one of three criteria: be married and living with and taking care of their family; be single and over age twenty-two with “proven thrifty habits”; or under age twenty-two but providing sole support for relatives.11 Thousands were happy to make that trade and went to the Highland Park plant hoping to land one of the jobs. Ford, though, wound up hiring relatively few new workers—the vast majority of those already in the plant accepted the personal intrusions, and the money.

In order to find and eliminate a Constraint, Goldratt proposes the “Five Focusing Steps,” a method you can use to improve the Throughput of any System: 1. Identification: examining the system to find the limiting factor. If your automotive assembly line is constantly waiting on engines in order to proceed, engines are your Constraint. 2. Exploitation: ensuring that the resources related to the Constraint aren’t wasted. If the employees responsible for making engines are also building windshields, or stop building engines during lunchtime, exploiting the Constraint would be having the engine employees spend 100 percent of their available time and energy producing engines, and having them work in shifts so breaks can be taken without slowing down production. 3. Subordination: redesigning the entire system to support the Constraint. Let’s assume you’ve done everything you can to get the most out of the engine production system, but you’re still behind. Subordination would be rearranging the factory so everything needed to build the engine is close at hand, instead of requiring certain materials to come from the other end of the factory. Other subsystems may have to move or lose resources, but that’s not a huge deal, since they’re not the Constraint. 4. Elevation: permanently increasing the capacity of the Constraint. In the case of the factory, elevation would be buying another engine-making machine and hiring more workers to operate it. Elevation is very effective, but it’s expensive—you don’t want to spend millions on more equipment if you don’t have to. That’s why Exploitation and Subordination come first: you can often alleviate a Constraint quickly, without resorting to spending more money. 5. Reevaluation: after making a change, reevaluating the system to see where the Constraint is located. Inertia is your enemy: don’t assume engines will always be the Constraint: once you make a few Changes, the limiting factor might become windshields. In that case, it doesn’t make sense to continue focusing on increasing engine production—the system won’t improve until windshields become the focus of improvement. The “Five Focusing Steps” are very similar to Iteration Velocity—the more quickly you move through this process and the more cycles you complete, the more your system’s Throughput will improve.

he revealed nothing. He nodded gravely. “I suppose it might be, ma’am, but I was hired to do the job and take the risks.” “Figured I’d offer,” Thomas said, unwilling to let the matter drop. “You tell me what you figure to do, and I’ll be glad to help.” “Another time.” The marshal tasted his coffee again and looked directly at the girl. “You are new in Sentinel. Will you be staying long?” “No.” “Do you have relatives here?” “No.” He waited, but no explanation was offered. Fitz Moore was puzzled and he studied her from the corners of his eyes. There was no sound in the room but the ticking of the big, old-fashioned clock. The girl sat very still, the delicate line of her profile bringing to him a faint, lost feeling, a nostalgia from his boyhood when such women as she rode to hounds, when there was perfume on the air, blue grass, picket fences . . .

Here, new agents receive a total of sixteen weeks of training, combined with another twelve and a half weeks of training at the Federal Law Enforcement Training Center (FLETC) at Glynco, Georgia. To apply to be a Secret Service agent, an individual must be a U.S. citizen. At the time of appointment, he or she must be at least twenty-one years of age but younger than thirty-seven. Agents need a bachelor’s degree from an accredited college or university or three years of work experience in the criminal investigative or law enforcement fields that require knowledge and application of laws relating to criminal violations. Agents’ uncorrected vision can be no worse than 20/60, correctable to 20/20 in each eye. Besides passing a background examination, potential agents must take drug tests and pass a polygraph before they are hired and given a top secret security clearance.

[Nero] castrated the boy Sporus and actually tried to make a woman of him; and he married him with all the usual ceremonies, including a dowry and a bridal veil, took him to his house attended by a great throng, and treated him as his wife. This Sporus, decked out with the finery of the empresses and riding in a litter, he took with him to the assizes and marts of Greece, and later at Rome through the Street of the Images,​ fondly kissing him from time to time. That he even desired illicit relations with his own mother, and was kept from it by her enemies, who feared that such a help might give the reckless and insolent woman too great influence, was notorious, especially after he added to his concubines a courtesan who was said to look very like Agrippina. Even before that, so they say, whenever he rode in a litter with his mother, he had incestuous relations with her, which were betrayed by the stains on his clothing. He so prostituted his own chastity that after defiling almost every part of his body, he at last devised a kind of game, in which, covered with the skin of some wild animal, he was let loose from a cage and attacked the private parts of men and women, who were bound to stakes, and when he had sated his mad lust, was dispatched​ by his freedman Doryphorus; for he was even married to this man in the same way that he himself had married Sporus, going so far as to imitate the cries and lamentations of a maiden being deflowered. He made a palace extending all the way from the Palatine to the Esquiline, which at first he called the House of Passage, but when it was burned shortly after its completion and rebuilt, the Golden House. Its size and splendour will be sufficiently indicated by the following details. Its vestibule was large enough to contain a colossal statue of the emperor a hundred and twenty feet high; and it was so extensive that it had a triple colonnade​ a mile long. There was a pond too, like a sea, surrounded with buildings to represent cities,​ besides tracts of country, varied by tilled fields, vineyards, pastures and woods, with great numbers of wild and domestic animals. In the rest of the house all parts were overlaid with gold and adorned with gems and mother-of‑pearl. There were dining-rooms with fretted ceils of ivory, whose panels could turn and shower down flowers and were fitted with pipes for sprinkling the guests with perfumes. The main banquet hall was circular and constantly revolved day and night, like the heavens. His mother offended him by too strict surveillance and criticism of his words and acts. At last terrified by her violence and threats, he determined to have her life, and after thrice attempting it by poison and finding that she had made herself immune by antidotes, he tampered with the ceiling of her bedroom, contriving a mechanical device for loosening its panels and dropping them upon her while she slept. When this leaked out through some of those connected with the plot, he devised a collapsible boat,​ to destroy her by shipwreck or by the falling in of its cabin. ...[He] offered her his contrivance, escorting her to it in high spirits and even kissing her breasts as they parted. The rest of the night he passed sleepless in intense anxiety, awaiting the outcome of his design. On learning that everything had gone wrong and that she had escaped by swimming, driven to desperation he secretly had a dagger thrown down beside her freedman Lucius Agermus, when he joyfully brought word that she was safe and sound, and then ordered that the freedman be seized and bound, on the charge of being hired to kill the emperor; that his mother be put to death, and the pretence made that she had escaped the consequences of her detected guilt by suicide.

I must at this point reiterate my strong objection to being asked to fill in forms in which I have to tick a box labelling my 'race' or 'ethnicity', and voice my strong support for Lewontin's statement that racial classification can be actively destructive of social and human relations - especially when people use racial classification as a way of treating people differently, whether through negative or positive discrimination. To tie a racial label to somebody is informative in the sense that it tells you more than one thing about them. It might reduce your uncertainty about the colour of their hair, the colour of their skin, the straightness of their hair, the shape of their eye, the shape of their nose and how tall they are. But there is no reason to suppose that it tells you anything about how well-qualified they are for a job. And even in the unlikely event that it did reduce your statistical uncertainty about their likely suitability for some particular job, it would still be wicked to use racial labels as a basis for discrimination when hiring somebody. Choose on the basis of ability, and if, having done so, you end up with an all-black sprinting team, so be it. You have not practised racial discrimination in arriving at this conclusion

Early on it is clear that Addie has a rebellious streak, joining the library group and running away to Rockport Lodge. Is Addie right to disobey her parents? Where does she get her courage? 2. Addie’s mother refuses to see Celia’s death as anything but an accident, and Addie comments that “whenever I heard my mother’s version of what happened, I felt sick to my stomach.” Did Celia commit suicide? How might the guilt that Addie feels differ from the guilt her mother feels? 3. When Addie tries on pants for the first time, she feels emotionally as well as physically liberated, and confesses that she would like to go to college (page 108). How does the social significance of clothing and hairstyle differ for Addie, Gussie, and Filomena in the book? 4. Diamant fills her narrative with a number of historical events and figures, from the psychological effects of World War I and the pandemic outbreak of influenza in 1918 to child labor laws to the cultural impact of Betty Friedan. How do real-life people and events affect how we read Addie’s fictional story? 5. Gussie is one of the most forward-thinking characters in the novel; however, despite her law degree she has trouble finding a job as an attorney because “no one would hire a lady lawyer.” What other limitations do Addie and her friends face in the workforce? What limitations do women and minorities face today? 6. After distancing herself from Ernie when he suffers a nervous episode brought on by combat stress, Addie sees a community of war veterans come forward to assist him (page 155). What does the remorse that Addie later feels suggest about the challenges American soldiers face as they reintegrate into society? Do you think soldiers today face similar challenges? 7. Addie notices that the Rockport locals seem related to one another, and the cook Mrs. Morse confides in her sister that, although she is usually suspicious of immigrant boarders, “some of them are nicer than Americans.” How does tolerance of the immigrant population vary between city and town in the novel? For whom might Mrs. Morse reserve the term Americans? 8. Addie is initially drawn to Tessa Thorndike because she is a Boston Brahmin who isn’t afraid to poke fun at her own class on the women’s page of the newspaper. What strengths and weaknesses does Tessa’s character represent for educated women of the time? How does Addie’s description of Tessa bring her reliability into question? 9. Addie’s parents frequently admonish her for being ungrateful, but Addie feels she has earned her freedom to move into a boardinghouse when her parents move to Roxbury, in part because she contributed to the family income (page 185). How does the Baum family’s move to Roxbury show the ways Betty and Addie think differently from their parents about household roles? Why does their father take such offense at Herman Levine’s offer to house the family? 10. The last meaningful conversation between Addie and her mother turns out to be an apology her mother meant for Celia, and for a moment during her mother’s funeral Addie thinks, “She won’t be able to make me feel like there’s something wrong with me anymore.” Does Addie find any closure from her mother’s death? 11. Filomena draws a distinction between love and marriage when she spends time catching up with Addie before her wedding, but Addie disagrees with the assertion that “you only get one great love in a lifetime.” In what ways do the different romantic experiences of each woman inform the ideas each has about love? 12. Filomena and Addie share a deep friendship. Addie tells Ada that “sometimes friends grow apart. . . . But sometimes, it doesn’t matter how far apart you live or how little you talk—it’s still there.” What qualities do you think friends must share in order to have that kind of connection? Discuss your relationship with a best friend. Enhance

How do you commit the perfect crime in science? We’re handicapped from the start because it’s a question we never ask. For more than thirty years, Frank taught me and many others to record our data accurately, compare them with collaborators around the world, discard the outliers, and come to a consensus. We understand there are variations, but if the bulk of the evidence goes in a certain direction, we are confident we have a better understanding of human biological processes. If only that were what happened in the real world. In the real world there are corporations, be they pharmaceutical, agricultural, petroleum, or chemical companies, that have billions of dollars at stake in the work of scientists. If one has billions of dollars, he can use the dark arts of persuasion to hire public relations firms to tout your products, sow the seeds of doubt about those who question your products, buy advertising on news networks so they don’t publicize negative stories unless they have no other choice, and donate to politicians of all ideologies. Then, once those politicians have been elected, they can write laws for the benefit of their generous donors. As it was put so eloquently in the seventeenth century by a prominent member of Queen Elizabeth’s court, “If it prospers, none dare call it treason.

In the wake of the Cognitive Revolution, gossip helped Homo sapiens to form larger and more stable bands. But even gossip has its limits. Sociological research has shown that the maximum ‘natural’ size of a group bonded by gossip is about 150 individuals. Most people can neither intimately know, nor gossip effectively about, more than 150 human beings. Even today, a critical threshold in human organisations falls somewhere around this magic number. Below this threshold, communities, businesses, social networks and military units can maintain themselves based mainly on intimate acquaintance and rumour-mongering. There is no need for formal ranks, titles and law books to keep order. 3A platoon of thirty soldiers or even a company of a hundred soldiers can function well on the basis of intimate relations, with a minimum of formal discipline. A well-respected sergeant can become ‘king of the company’ and exercise authority even over commissioned officers. A small family business can survive and flourish without a board of directors, a CEO or an accounting department. But once the threshold of 150 individuals is crossed, things can no longer work that way. You cannot run a division with thousands of soldiers the same way you run a platoon. Successful family businesses usually face a crisis when they grow larger and hire more personnel. If they cannot reinvent themselves, they go bust. How did Homo sapiens manage to cross this critical threshold, eventually founding cities comprising tens of thousands of inhabitants and empires ruling hundreds of millions? The secret was probably the appearance of fiction. Large numbers of strangers can cooperate successfully by believing in common myths. Any large-scale human cooperation – whether a modern state, a medieval church, an ancient city or an archaic tribe – is rooted in common myths that exist only in people’s collective imagination. Churches are rooted in common religious myths. Two Catholics who have never met can nevertheless go together on crusade or pool funds to build a hospital because they both believe that God was incarnated in human flesh and allowed Himself to be crucified to redeem our sins. States are rooted in common national myths. Two Serbs who have never met might risk their lives to save one another because both believe in the existence of the Serbian nation, the Serbian homeland and the Serbian flag. Judicial systems are rooted in common legal myths. Two lawyers who have never met can nevertheless combine efforts to defend a complete stranger because they both believe in the existence of laws, justice, human rights – and the money paid out in fees.

So, in summary: The market for Negro writers is very limited. Jobs as professional writers, editorial assistants, publisher's readers, etc., are almost non-existent. Hollywood insofar as Negroes are concerned, might just as well be controlled by Hitler. The common courtesies of decent travel, hotel and restaurant accommodations, politeness from doormen, elevatormen, and hired attendants in public places is practically everywhere in America denied Negroes, whether they be writers or not. Black authors, too, must ride in Jim Crow cars. These are some of our problems. What can you who are writers do to help us solve them? What can you, our public, do to help us solve them? My problem, your problem. No, I'm wrong! It is not a matter of mine and yours. It is a matter of ours. We are all Americans. We want to create the American dream, a finer and more democratic America. I cannot do it without you. You cannot do it omitting me. Can we march together then? But perhaps the word march is the wrong word—suggesting soldiers and armies. Can we not put our heads together and think and plan—not merely dream—the future America? And then create it with our hands? A land where even a Negro writer can make a living, if he is a good writer. And where, being a Negro, he need not be a secondary American. We do not want any secondary Americans. We do not want a weak and imperfect democracy. We do not want poverty and hunger and prejudice and fear on the part of any portion of our population. We want America to really be America for everybody. Let us make it so!

There can be a sadness when you move from one state to another, as we often find comfort in what we know best and what we have become accustomed to. Transition can bring with it fear, as well as a desire to look to another for aid, just as the child looks to the ferryman. The Six of Swords, being in the suit of the mind, on a higher level represents the journeys of the mind and the transition to new ideas and ways of thinking; on a lower level, it relates to any transition we undergo that involves leaving something behind. We can imagine that the woman and child in the boat are being ferried to a new life, away from something in the past that may have hurt or threatened them. The ferryman may be the father of the child, or he may be a stranger they have hired for help in getting across the river. We can see that, whilst they do not have all of their possessions with them on this journey to a new life, they have retained a few chests that contain some belongings. When we move to a new state of mind or being, or undergo a spiritual transition or a physical move, we never truly leave the past behind; the trick is being able to differentiate between good baggage and bad baggage. Sometimes we can use the past, and all we have learned and gained from it, to propel us forward in momentum across the river to the other side. Sometimes we cling only to the baggage from the past that weighs us down, and in that case the weight may be too heavy for the boat and start to sink it. It is, ultimately, our choice as to what we pack in the chests that we take with us on the journey.

A second element in the creation of commercial value is scarcity, the separation of people from whatever they might want or need. In artificial environments, where humans are separated from the sources of their survival, everything obtains a condition of relative scarcity and therefore value. There is the old story of the native living on a Pacific island, relaxing in a house on the beach, picking fruit from the tree and spearing fish in the water. A businessman arrives on the island, buys all the land, cuts down the trees and builds a factory. Then he hires the native to work in it for money so that someday the native can afford canned fruit and fish from the mainland, a nice little cinder-block house near the beach with a view of the water, and weekends off to enjoy it. The moment people move off land which has directly supported them, the necessities of life are removed from individual control. The things people could formerly produce for their survival must now be paid for. You may be living on the exact spot where a fruit tree once fed people. Now the fruit comes from five hundred miles away and costs thirty-five cents apiece. It is in the separation that the opportunity for profit resides. When the basic necessities are not scarce—in those places where food is still wild and abundant, for example—economic value can only be applied to new items. Candy bars, bottled or chemical milk, canned tuna, electrical appliances and CocaCola have all been intensively marketed in countries new to the market system. Because these products hadn’t existed in those places before, they are automatically relatively scarce and potentially valuable.

I must at this point reiterate my strong objection to being asked to fill in forms in which I have to tick a box labelling my 'race' or 'ethnicity', and voice my strong support for Lewontin's statement that racial classification can be actively destructive of social and human relations - especially when people use racial classification as a way of treating people differently, whether through negative or positive discrimination. To tie a racial label to somebody is informative in the sense that it tells you more than one thing about them. It might reduce your uncertainty about the colour of their hair, the colour of their skin, the straightness of their hair, the shape of their eye, the shape of their nose and how tall they are. But there is no reason to suppose that it tells you anything about how well-qualified they are for a job. And even in the unlikely event that it did reduce your statistical uncertainty about their likely suitability for some particular job, it would still be wicked to use racial labels as a basis for discrimination when hiring somebody. Choose on the basis of ability, and if, having done so, you end up with an all-black sprinting team, so be it. You have not practised racial discrimination in arriving at this conclusion... Discriminating against individuals purely on the basis of a group to which they belong is, I am inclined to think, always evil. There is near-universal agreement today that the apartheid laws of South Africa were evil. Positive discrimination in favour of 'minority' students on American campuses can fairly, in my opinion, be attacked on the same grounds as apartheid. Both treat people as representative of groups rather than as individuals in their own right. Positive discrimination is sometimes justified as redressing centuries of injustice. But how can it be just to pay back a single individual today for the wrongs done by long-dead members of a plural group to which he belongs?

A man might go to an office and run a computer that would correlate great masses of figures that came from sales reports on how well, let’s say, buttons—or something equally archaic—were selling over certain areas of the country. This man’s job was vital to the button industry: they had to have this information to decide how many buttons to make next year. But though this man held an essential job in the button industry, was hired, paid, or fired by the button industry, week in and week out he might not see a button. He was given a certain amount of money for running his computer; with that money his wife bought food and clothes for him and his family. But there was no direct connection between where he worked and how he ate and lived the rest of his time. He wasn’t paid with buttons. As farming, hunting, and fishing became occupations of a small­er and smaller per cent of the population, this separation between man’s work and the way he lived—what he ate, what he wore, where he slept—became greater and greater for more people. Ashton Clark pointed out how psychologi­cally damaging this was to humanity. The entire sense of self-control and self-responsibility that man acquired during the Neolithic Revolution when he first learned to plant grain and domesticate animals and live in one spot of his own choosing was seriously threatened. The threat had been com­ing since the Industrial Revolution and many people had pointed it out, before Ashton Clark. But Ashton Clark went one step further. If the situation of a technological society was such that there could be no direct relation between a man’s work and his modus vivendi, other than money, at least he must feel that he is directly changing things by his work, shaping things, making things that weren’t there before, moving things from one place to another. He must exert energy in his work and see these changes occur with his own eyes. Otherwise he would feel his life was futile.

In the fall of 1990 Iraq invaded Kuwait, and in the run-up to the Gulf War, Americans were sickened by a story that emerged. On October 10, 1990, a fifteen-year-old refugee from Kuwait appeared before a congressional Human Rights Caucus.23 The girl—she would give only her first name, Nayirah—had volunteered in a hospital in Kuwait City. She tearfully testified that Iraqi soldiers had stolen incubators to ship home as plunder, leaving over three hundred premature infants to die. Our collective breath was taken away—“These people leave babies to die on the cold floor; they are hardly human.” The testimony was seen on the news by approximately 45 million Americans, was cited by seven senators when justifying their support of war (a resolution that passed by five votes), and was cited more than ten times by George H. W. Bush in arguing for U.S. military involvement. And we went to war with a 92 percent approval rating of the president’s decision. In the words of Representative John Porter (R-Illinois), who chaired the committee, after Nayirah’s testimony, “we have never heard, in all this time, in all circumstances, a record of inhumanity, and brutality, and sadism, as the ones that [Nayirah had] given us today.” Much later it emerged that the incubator story was a pseudospeciating lie. The refugee was no refugee. She was Nayirah al-Sabah, the fifteen-year-old daughter of the Kuwaiti ambassador to the United States. The incubator story was fabricated by the public relations firm Hill + Knowlton, hired by the Kuwaiti government with the help of Porter and cochair Representative Tom Lantos (D-California). Research by the firm indicated that people would be particularly responsive to stories about atrocities against babies (ya think?), so the incubator tale was concocted, the witness coached. The story was disavowed by human rights groups (Amnesty International, Human Rights Watch) and the media, and the testimony was withdrawn from the Congressional Record—long after the war.

When a writer, hired one or politically, and emotionally related to a subject for whatever purposes, writes not in a neutral concept, and honest notion; indeed, then a lie becomes a significant and reliable history in the eyes of pseudo-intellectuals. Similarly, as a negative-minded focuses on the thorns of a rose, ignoring and avoiding its beauty and fragrance that prevails.

At the heart of this inequity lies a simple design question: who owns the enterprise and, so, captures the value that workers generate? When the founding fathers of economics disagreed over how income would be distributed between labour, landlords and capitalists, they could all agree on one thing: that these were obviously three distinct groups of people. In the midst of the industrial revolution—when industrialists issued shares to wealthy investors while hiring penniless workers at the factory gate—that was a fair assumption. But what determined each group’s respective share of earnings? Economic theory says it is their relative productivity, but in practice, it has largely turned out to be their relative power. The rise of shareholder capitalism entrenched the culture of shareholder primacy, with the belief that a company’s primary obligation is to maximise returns for those who own its shares.

5 Thumb Rules to Follow for Outsourcing 3D Character. Outsourcing has become one of the basic requirements of the digital industry. Be it software, websites, architecture rendering or 3D character modelling, companies look forward to outsource these tasks to reliable names. Reason is simple. When it comes to value for money, 3D Art Outsourcing Service stands to be the most viable option as setting up in-house production often isn’t considered a wise ROI choice. But, this necessity has also given rise to possible frauds. There are countless companies waiting to gulp your money in the blink of an eye. There are many more who are ready to lure you with lucrative offers when it comes to 3D character modelling concept. Since not everyone is familiar with the technicalities of this field, companies can easily get trapped with fake promises of giving top notch services well within their reach, only to find out that the whole thing was neither worth their time nor money. However, all the sham can be avoided if companies follow the six thumb rules while Game outsourcing character modelling tasks to animation studios as these will lead them to the right names. 1) Take a Tour of the Website Although you will find expert comments on not to judge a company by its cover, there is no denying the fact that website plays a decisive role in company’s credibility, especially when it comes to art and animation studios. A studio that claims to offer you state-of-art results must first focus on its own. A clean, crisp website with appropriate content can actually say a lot about the studio’s work. A poor design and inappropriate content often indicate the following things: - Outdated and poorly maintained - Negligence towards its virtual presentation - Unprofessionalism - Poor marketing A sincere design and animation studio will indeed feature a vibrant website with all its details properly included. 2) Location Matters Location has a huge impact on hiring charges as it largely decides the price range one can expect. If you are looking forward to countries like India, you expect the range to be well within your budget chiefly because such countries have immense talent, but because of the increasing demand and competition in the field of outsourcing, hiring charges are relatively cheaper than countries like UK or USA. This means that once can get desired expertise without spending a fortune. 3) Know Your Team Inside Out Since you will be spending your hard earned money, you have every right to know the ins and outs of your team. Getting to know the team can assist you in your decision. Do your part of homework and be ready with your queries. Starting from their names to their works, check everything you can, and if need be, go for one-to-one conversation. This will not only help you to know them better, but will also give you an idea of their communication, their knowledge about their work and their sincerity. A dedicated one will always answer you up to the point while a confused one with fidget with words or beat around the bush. 4) Don’t Miss Out on the Portfolio While the website of a studio is its virtual representative, it’s the portfolio which speaks about its execution. Reputed names of 3D modelling and design companies house excellent projects ranging from simple to complex ones. A solid portfolio indicates: - commitment of the studio towards its projects - competency of its team - execution and precision - status of its expertise Apart from the portfolio, some animation studios even feature case studies and white papers in their websites which indicate their level of transparency. Make sure to go through all of them.

We need to be much more vigilant and aware of the risks inherent in touting the importance of family involvement and family care. Too easily, those calls can be reinterpreted to mean that the only care worth supporting is that provided by relatives, inadvertently demonizing and pathologizing the use of paid attendants. This is not to say that family members who provide attendant care for their disabled relatives should not themselves be compensated for their work; indeed, I support consumer-directed attendant services that allow disabled people to hire their own attendants, including family members. But, as Laura Hershey explains, seeing attendant care as something best provided by a family member too easily perpetuates the idea that disability is a private problem concerning the family that has no place in the public sphere. This attitude, in turn, leads to the continued devaluation of caregiving; abysmal wages and working conditions are justified on the basis that family members—almost always women—would be doing this work anyway and therefore any compensation, no matter how meager, is sufficient.

Some blacks have carved out profitable niches for themselves as racial shakedown artists. For more than ten years, Mustafa Majeed of New York City has made a business of extorting money from moviemakers. When directors try to film a scene outdoors, Mr. Majeed shows up with a gang and demands that more blacks be hired for the crew. If he is refused, Mr. Majeed’s recruits blow whistles and shoot off flashbulbs, making it impossible to film. Mr. Majeed appears to be happy to accept money rather than more black employees. In 1991 he reportedly told film director Woody Allen that in return for $100,000 he would leave Mr. Allen’s sets alone. Other filmmakers have hired private security guards to keep Mr. Majeed away. Mr. Majeed is the head of the Communications Industry Skills Center, an organization that is supposed to train blacks for jobs in the entertainment field. Until April 1990 it was financed by the city of New York.740

Any hiring system that hands out jobs on the basis of race rather than qualifications weakens the economy. America’s international competitiveness is being seriously challenged. That in such times our Congress can still vote to carry on with such a debilitating, unjust system shows the extent to which our representatives—and our nation—have been mesmerized by race.

Grant-making bodies have long channeled funds along racial lines. Many black and Hispanic organizations receive crucial funding from the Ford and Rockefeller foundations. A large number of arts councils give both public and private money to ethnic dance, theater, and other arts groups. The National Endowment for the Arts has begun to penalize grantees that do not show enough minority representation.580 The Rockefeller and Ford foundations reportedly plan to phase out their support for traditional European art forms altogether so as to concentrate on non-Western arts.581 Entirely typical of race-based grant-making was the 1990 announcement of a series of gifts by the Boston Foundation. It released $200,000, to be divided among fifteen Boston-area social service organizations for the sole purpose of hiring nonwhite employees.582 The foundation also makes grants for the arts, but only for projects that show “cultural diversity.”583

Since there is such desperation to hire black faculty, black professors are constantly being wooed from campus to campus with higher salary offers. Not surprisingly, blacks now make more money than whites with equivalent Ph.D.s.602

As the saying goes, "It's not who you know, but who knows you." How does that relate to getting a job? Lets look at 2 cases where "who knows you" resulted in landing the best job. Keep in mind: The great thing is that you can start right where you are right now! Case 1 In my first teaching job in Mexico in the early 1980's, we were half way through the semester, when the director called me into his office to tell me he had taken a job in Silicon Valley, California. What he said next floored me. "I'd like you to apply for my job." How could I apply to be the director of an English school when it was my first teaching job, all the teachers had more teaching experience than I did, and many of them had doctorate degrees. I only had a bachelors degree. "Don't worry," he said. "People like you, and I think you have what it takes to be a good director." The director knew me, or at least got to know me from teachers' meetings, seeing me teach, and noticing how I interacted with people. Case 2 Fast forward 3 years. After Mexico, I moved to Reno, Nevada, to work on my Master's degree in Teaching English as a Second Language. I applied for a teaching job at the community college, and half-way into the semester, a teacher had to leave and I got the job. I impressed the director enough that she asked me to be the Testing and Placement Coordinator the next year. At the end of that year, I wrote a final report about the testing and placement program. It so impressed the college administration that when a sister university was looking for a graduate student to head up a new language assessment program for new foreign graduate teaching assistants and International faculty, I got recommended. What Does This Mean? From these two examples, you can see that when people see what you can do, you have a greater chance of being seen and being known. When people see what you are capable of doing, there is less risk in hiring you. Why? Because they've seen you be successful before. Chances are you'll be successful with them, too. But, if people don't know you and haven't seen what you can do, there is much greater risk in hiring you. In fact, you may not even be on their radar screen. Get On Their Radar Screens To get on the radar screens for the best jobs, do the best job you can where you work right now. Don't wait for the job announcement to appear in the newspaper. Don't wait for something else to happen. Right now, invest all of you and your unique talents into what you're doing. Impress people with what you can do! Do that, and see the jobs you'll get!

Even if the total number of jobs does not fall, the current wave of automation tends to displace jobs that require some skills (bookkeepers and accountants) and increase the demand, either for very skilled workers (software programmers for the machines) or for totally unskilled workers (dog walkers, for example), which are both much more difficult to replace with a machine. As software engineers become richer, they have more money to hire dog walkers, who have become relatively cheaper over time, since there is little alternative employment for those with no college education. Even if people remain employed, this leads to an increase in inequality, with higher wages at the top and everyone else pushed to jobs requiring no specific skills; jobs where wages and working conditions can be really bad. This accentuates a trend that has taken place since the 1980s. Workers without a college education have increasingly been pushed out of mid-skill jobs, such as clerical and administrative roles, into low-skill tasks, such as cleaning and security.

Let us turn now to a study of a small Newfoundland fishing village. Fishing is, in England at any rate – more hazardous even than mining. Cat Harbour, a community in Newfoundland, is very complex. Its social relationships occur in terms of a densely elaborate series of interrelated conceptual universes one important consequence of which is that virtually all permanent members of the community are kin, ‘cunny kin’, or economic associates of all other of the 285 permanent members. The primary activity of the community is cod fishing. Salmon, lobster, and squid provide additional sources of revenue. Woodcutting is necessary in off-seasons. Domestic gardening, and stints in lumber camps when money is needed, are the two other profitable activities. The community's religion is reactionary. Women assume the main roles in the operation though not the government of the churches in the town. A complicated system of ‘jinking’ – curses, magic, and witchcraft – governs and modulates social relationships. Successful cod fishing in the area depends upon highly developed skills of navigation, knowledge of fish movements, and familiarity with local nautical conditions. Lore is passed down by word of mouth, and literacy among older fishermen is not universal by any means. ‘Stranger’ males cannot easily assume dominant positions in the fishing systems and may only hire on for salary or percentage. Because women in the community are not paid for their labour, there has been a pattern of female migration out of the area. Significantly, two thirds of the wives in the community are from outside the area. This has a predictable effect on the community's concept of ‘the feminine’. An elaborate anti-female symbolism is woven into the fabric of male communal life, e.g. strong boats are male and older leaky ones are female. Women ‘are regarded as polluting “on the water” and the more traditional men would not consider going out if a woman had set foot in the boat that day – they are “jinker” (i.e., a jinx), even unwittingly'. (It is not only relatively unsophisticated workers such as those fishermen who insist on sexual purity. The very skilled technicians drilling for natural gas in the North Sea affirm the same taboo: women are not permitted on their drilling platform rigs.) It would be, however, a rare Cat Harbour woman who would consider such an act, for they are aware of their structural position in the outport society and the cognition surrounding their sex….Cat Harbour is a male-dominated society….Only men can normally inherit property, or smoke or drink, and the increasingly frequent breach of this by women is the source of much gossip (and not a negligible amount of conflict and resentment). Men are seated first at meals and eat together – women and children eating afterwards. Men are given the choicest and largest portions, and sit at the same table with a ‘stranger’ or guest. Women work extremely demanding and long hours, ‘especially during the fishing season, for not only do they have to fix up to 5 to 6 meals each day for the fishermen, but do all their household chores, mind the children and help “put away fish”. They seldom have time to visit extensively, usually only a few minutes to and from the shop or Post Office….Men on the other hand, spend each evening arguing, gossiping, and “telling cuffers”, in the shop, and have numerous “blows” (i.e., breaks) during the day.’ Pre-adolescents are separated on sexual lines. Boys play exclusively male games and identify strongly with fathers or older brothers. Girls perform light women's work, though Faris indicates '. . . often openly aspire to be male and do male things. By this time they can clearly see the privileged position of the Cat Harbour male….’. Girls are advised not to marry a fisherman, and are encouraged to leave the community if they wish to avoid a hard life. Boys are told it is better to leave Cat Harbour than become fishermen....

Setting the bar high in our approach to hiring has been, and will continue to be, the single most important element of Amazon.com’s success. During our hiring meetings, we ask people to consider three questions before making a decision: Will you admire this person? If you think about the people you’ve admired in your life, they are probably people you’ve been able to learn from or take an example from. For myself, I’ve always tried hard to work only with people I admire, and I encourage folks here to be just as demanding. Life is definitely too short to do otherwise. Will this person raise the average level of effectiveness of the group they’re entering? We want to fight entropy. The bar has to continuously go up. I ask people to visualize the company five years from now. At that point, each of us should look around and say, “The standards are so high now—boy, I’m glad I got in when I did!” Along what dimension might this person be a superstar? Many people have unique skills, interests, and perspectives that enrich the work environment for all of us. It’s often something that’s not even related to their jobs. One person here is a National Spelling Bee champion (1978, I believe). I suspect it doesn’t help her in her everyday work, but it does make working here more fun if you can occasionally snag her in the

What is Freelancing? Freelancing is a work arrangement where individuals offer their services to clients on a project basis, often remotely and without being tied to a single employer. In this model, freelancers are self-employed and take on various assignments from different clients, rather than having a traditional full-time job. A Freelancer can provide various types of services in a wide range. Such as Article writing, Graphic design, Web development, Digital marketing, Consulting, SEO, and more. They have the flexibility to choose the projects they work on, set their own rates, and determine their work schedules. Some Features of Freelancing are Discussed Below: 1. Flexibility: Freelancers usually work on projects of their choice and set their own working hours. Because they have that freedom, which allows them to balance work with personal life. 2. Independence: Freelancers are essentially their own bosses. They manage their work, clients, and business operations independently. 3. Diversity: Freelancers can work on different projects for different clients, gaining exposure to different industries and challenges. 4. Remote Work: Most freelancers work remotely, enabling them to collaborate with clients from around the world without the need for a physical office. 5. Project-Based: Freelancers are hired for specific projects or tasks, with defined start and end dates, rather than being employed on a long-term basis. 6. Skill-Based: Freelancers offer specialized skills that clients might not have in-house, making them valuable for tasks requiring expertise. 7. Income Variation: Freelancers' income can vary based on the number and type of projects they take on, making financial planning important. 8. Client Relationships: Building strong client relationships is crucial for repeat business and referrals. 9. Self-Promotion: Freelancers often need to market themselves to attract clients and stand out in a competitive market. Basically, you can do freelancing with the work you want to do or the work you are good at. The most interesting thing is that in this field you are everything and your decision is final. Please Visit Our Blogging Website to read more Articles related to Freelancing and Outsourcing, Thank You.

was all but unknowable. Sam needed people just like that: right from the start, FTX should have hung a sign on the door that said No Experience Necessary. Sam hired Natalie Tien, who had little experience with media or marketing, and made her head of corporate public relations, for instance. He hired a young saleswoman from the Huobi exchange named Constance Wang and made her the company’s chief operating officer. Faced with a necessity, Sam turned it into a virtue. “It’s a moderately bad sign if you are having someone do the same thing they’ve done before,” he said. “It’s adverse selection of a weird sort. Because: why are they coming to you?

In existing writings about federally recognized tribes and their engagement with tribal acknowledgment politics, a palpable theme is clear: presently recognized nations are not acting the ‘Indian way’ when they refuse to acknowledge their less fortunate Indian relatives and share with them. To many writers, federally recognized tribal leaders are so ensconced in the hegemonic colonial order that they are no even aware that they are replicated and reinforcing it inequities. According to this line, because the Five Tribes and related groups like the Mississippi Band of Choctaws and the Eastern Band of Cherokees have embraced nonindigenous notions of ‘being Indian’ and tribal citizenship using federal censuses such as the Dawes Rolls and blood quantum they are not being authentic. Some critics charge that modern tribes like the Choctaw Nation have rejected aboriginal notions and conceptions of Indian social organization and nationhood. This thinking, however, seems to me to once again reinforce stereotypes about Indians as largely unchanging, primordial societies. The fact that the Creek and Cherokee Nations have evolved and adopted European notions of citizenship and nationhood is somehow held against them in tribal acknowledgment debates. We hear echoes of the ‘Noble Savage’ idea once again. In other context when tribes have demanded a assay in controlling their cultural property and identities – by protesting Indian sports mascots or the marketing of cars and clothing with their tribal names, or by arguing that studios should hire real Indians as actors – these actions are applauded. However, when these occur in tribal recognition contexts, the tribes are viewed as greedy or racists. The unspoken theme is that tribes are not actin gin the ‘traditional’ Indian way…With their cultures seen as frozen in time, the more tribes deviate from popular representation, the more they are seen as inauthentic. To the degree that they are seen as assimilated (or colonized and enveloped in the hegemonic order), they are also seen as inauthentic, corrupted, and polluted. The supreme irony is that when recognized tribes demand empirical data to prove tribal authenticity, critics charge that they are not being authentically ingenious by doing so.

Cindy Haden wanted to be able to touch Richard, hold him, and be close to him, and she constantly thought of ways she could make that happen. When her employer had a mass layoff and she was fired, she decided she would become a private detective. If she had a detective’s license, she’d be able to work with Richard’s new San Francisco attorneys and have a visit with Richard in a private room. She applied for a job with a San Francisco security firm, was hired, and moved to San Francisco. She took a quiet apartment in Richmond. The security firm sponsored her for a license, and she passed the required examination. She went to one of the San Francisco public defenders representing Richard and talked him into taking her inside the county jail with him when he went to visit Richard. She and the attorney were shown into one of seven rooms allocated for lawyers who come to see inmates. It was ten by ten and had a wooden table and a few chairs. There were panels of glass in a wall so guards could look in. As Cindy waited for Richard to be brought down, her heart raced. She paced back and forth, her hands trembling. When Richard got there, the guard uncuffed him and he sat at the table. They were like two school kids, laughing and giggling. Under the desk she raised her foot and put it on Richard’s thigh; his eyes bulged. He couldn’t believe he was actually sitting with one of the jurors who had handed him a ticket to the death room. After a few minutes, Cindy later related, the attorney went to look for a bathroom. When he left and Cindy was sure there were no guards about, she stood and quickly gave Richard a deep kiss as he groped her with his huge hands. She nearly passed out, she was so excited. When later asked if she was afraid to be alone with Richard, she said, “No, absolutely not. He’d never hurt me.” When the lawyer returned, Cindy sat down, breathless, her heart pounding. On subsequent visits to the jail, as she helped with Richard’s legal problems, she says, she was able to have more contact visits and was actually alone with Richard.

As he hired new managers and engineers, Musk was building a culture around how he wanted Tesla to operate. He subscribed to “first principles thinking,” a way of problem solving that he attributed to physics but that was rooted in Aristotle’s writings. The notion was to drill down to the most basic ideas, ones that can’t be deduced from any other assumptions. Put in terms related to Tesla: Just because another company did it one way, that doesn’t mean it’s the right way. (Or the way Musk wanted it done.)

Men and women who are genius at what they know, understand and do, content to experience the tragedy of going through life as a light placed under a table if you will...a dimmable, hidden, and unknown legend. The day that special person makes the wisdom decision, to hire another genius skilled to unveil, and strategically hail that cloaked legend...legacy can lay its foundation as a forever cornerstone.

The Importance of Bookkeeping Services for Doctors Managing the financial side of a medical practice can be challenging for doctors, as they are often focused on providing quality patient care. However, maintaining accurate financial records is essential for the success of any healthcare practice. Bookkeeping services tailored specifically for doctors help ensure that their financial transactions are organized, compliant, and manageable, allowing them to focus on what they do best—caring for patients. Why Doctors Need Specialized Bookkeeping Services Doctors face unique financial complexities, such as billing for medical services, managing insurance claims, handling payroll for staff, and keeping track of medical supplies and equipment. Additionally, they must ensure compliance with healthcare regulations and tax laws. Professional bookkeeping services designed for doctors take these unique needs into account, helping physicians streamline their financial operations. As a result, they can avoid errors, reduce administrative burdens, and improve cash flow. Accurate Billing and Cash Flow Management One of the key challenges doctors face is managing billing and cash flow. With a constant flow of patients and complex insurance claims, maintaining an accurate record of all transactions is essential. Bookkeeping services ensure that billing is handled efficiently, minimizing delays in receiving payments. This service also helps manage insurance claims, reducing errors that could lead to delayed reimbursements. By keeping track of revenue and expenses, bookkeepers ensure that doctors maintain a healthy cash flow. Tax Compliance and Planning Doctors often qualify for specific tax deductions related to medical equipment, staff salaries, and office expenses. However, navigating the complexities of healthcare tax regulations can be difficult. Bookkeeping services help doctors stay compliant by keeping their financial records organized and accurate, making it easier to file taxes and take advantage of available deductions. Additionally, bookkeepers can assist in planning for tax obligations throughout the year, ensuring that there are no surprises during tax season. Financial Reporting for Growth Bookkeeping services also provide doctors with valuable financial reports that offer insights into their practice’s performance. By analyzing income, expenses, and cash flow trends, doctors can make more informed decisions about expanding services, hiring staff, or investing in new equipment. These reports give a clear picture of the financial health of the practice, enabling better long-term planning. In conclusion, specialized bookkeeping services for doctors are essential for maintaining accurate financial records, ensuring tax compliance, and improving cash flow. By outsourcing bookkeeping tasks, doctors can focus more on patient care while gaining peace of mind that their financials are in order.

Employment drug testing is a critical practice that helps businesses maintain a safe and productive environment. It ensures that employees are not using substances that could impair their judgment, performance, or safety at work. In industries where precision and safety are key, such as construction, healthcare, and transportation, regular drug testing reduces the risk of accidents and enhances overall workplace efficiency. Employers can implement employment drug testing during the hiring process or conduct random tests for current employees. This not only helps in detecting potential substance abuse but also serves as a preventive measure, deterring employees from using drugs. Additionally, it helps companies comply with legal regulations, avoiding costly lawsuits or fines related to workplace safety violations.

Facebook Marketing Course By taking a Facebook marketing course, you can quickly create a means of income on a huge platform like Facebook. This Facebook marketing course covers a large part of digital marketing. When we talk about social media, we mean Facebook as the biggest online social media platform. Because every month on average 2.96 billion people around the world actively use Facebook and 1.3 billion people use Facebook Messenger. So think about how much of a platform you are getting for free to promote your business. Most of us don't know about Facebook's numerous features and tools, or even if we do, we don't know how to use them. Although it is unbelievable, it is true that if we learn the use of those tools, we can easily increase the sales of our website, Facebook page, or e-commerce site many times. Why learn Facebook Marketing? The interface we usually see on Facebook is only 20% of Facebook. The remaining 80 percent are in various subdomains of Facebook. In our country, no one can use 99 percent of Facebook. It cannot be said that more than 5% of the mangoes are used by the common people. And spammers can use 10 percent. So today I will discuss how to earn from Facebook by using the maximum of Facebook. In 2019, Facebook earned $40 million from Facebook ads alone, after paying content creators, bloggers, publishers, and developers. Which has doubled till now. If the calculation includes the amount Facebook pays to those who create content and make videos on Facebook, the amount would be $1 billion. Have you ever wondered why Facebook gives them so much money? The reason is propaganda. As a result of this campaign, the business expanded. That is not in the words - "propaganda is expansion"! The objective of this Facebook campaign and marketing is to increase sales. The higher the sales, the higher the profit. That's why every company now hires its own social media marketing manager to promote its business and increase sales. A social media marketing manager's salary ranges from around $500 to $3,000. In other words, Facebook has facilitated the way to do business in social media as well as to get a job. How many Types of Facebook Marketing? To know how to use Facebook's features and tools, you need to take a Facebook Marketing Course. Facebook marketing is generally of two types, namely – free Facebook marketing and paid Facebook marketing. In this case, you can do both types of courses. Facebook free and paid marketing is used according to the type of business. Free Facebook Marketing Marketing or advertising on Facebook without spending any money is called Free Facebook Marketing. Let's give an example – “You open a Facebook page for your business, then give it a nice name according to the type of work you do. Then continue to post about your products every day, as well as request your relatives and friends to like your page. Also, ask them to share your page. Give them a little flattery so that they stay by your side and help grow your page by liking-commenting-sharing, etc etc”. But you don't have to spend any money to do them. This is called Free Facebook Marketing. Paid Facebook Marketing On Facebook, those posts that we see under a post (Sponsored) are called paid Facebook marketing. Every company wants everyone to know about their products. So they use paid Facebook marketing in addition to using free Facebook promotion. It is possible to reach very selective customers by using this paid Facebook marketing. For example, "You want your product's customers to be located within the Dhaka Banani area and for both men and women, and you can also give an age limit that people between so and so age will see my ad or post". It is natural that you will not get the benefits that you can enjoy in the case of paid Facebook marketing in the case of free. This is why you need to spend money on paid Facebook marketing.

Everything You Need to Do Freelancing One must possess some basic skills to do freelancing work. For example, a good computer, internet, and browsing should be well understood. Freelancing work is mostly hired by foreign buyers. In that case, you must have English speaking skills, know how to write good English while chatting, and keep practicing speaking English regularly. How to Get Work at Freelancing? Freelancing means being contracted to other people or companies and working as a contract. To do this, you need to have some special creativity in freelancing, which you can sell to clients as a service. How You Can Get Work: First, you need to select a freelancing platform from which you want to work. Decide in which category you want to make your career. Then open an account there, add your portfolio, and post it through a blog. Then start promoting your freelancing skills and talent. You can also get work by promoting your skills on Linkedin, Pinterest, and Twitter. Search for jobs based on your skills on various job forums (Upwork, Fiverr) and others. By doing these above tasks, you will get a job according to your needs, InshaAllah. Some Principles to Be a Good Freelancer: Time-sharing: You can create a timetable for when you will do a task. For example – You can keep morning time for various practices, afternoon time for study or other research, and night time for work. It will reduce the pressure on you. Eat meals on time: Never have irregular meals, if you do you will get sick very soon. And if you get sick, you can't work. As a result, you will suffer both physically and financially. So eat food on time. And remember, "Food first then Work". Don't Embrace Loneliness: People who are freelancing have to be alone most of the time. As a result, they cannot give time to everyone and become lonely. But you should never make this mistake. You will find time for yourself outside of your work to spend time gossiping with family or friends. How to Increase Your Workload: Increase work efficiency, and present the nature of work attractively and accurately. Quality of work will help you get additional work. Keeping the client happy at work is paramount. If you want, you can provide a little more service than the client asked to do without any charge. And can request you to give a 5-star rating. Clients may be happy with you for additional services and offer more work. Never overprice your work or service unless you are a popular freelancer in the marketplace. Please visit Our Website (Bhairab IT Zone) to Read more Articles related to Freelancing and Outsourcing. Thank You.

The producer soon approached Carpenter with the idea, who expressed interest in helming the production. Carpenter would agree to a modest salary of $10,000 to write, direct, and score the project. There were several conditions to his involvement, however. First, he would have complete creative control over the film. Second, he would receive above-the-title billing. Third, his then-girlfriend Debra Hill would be hired to co-write and produce. These were rather bold demands given Carpenter’s relative inexperience as a director and Hill’s complete inexperience as a producer. Even so, Yablans took a leap of faith and agreed to all conditions.

Herbert Allen Jr. had convinced himself that appearances were important. Having calculated incorrectly around the first of the year that the press coverage would (as Ray Stark had put it) “blow over in two weeks,” Herbert and most of Columbia's boardroom directors (the majority who blindly aligned their interests behind Herbert's and Stark's; Resulting in facilitating their David Begelman debacle) eventually had seized upon a new and equally superficial appraisal of their dilemma: We have a PR problem. The solution? Obvious. Hire a public relations firm. Columbia Pictures already employed a capable public relations director, Jean Vagnini, whose work was considered excellent by objective observers outside the company, as well as many inside. The board of directors, however, had lost confidence in Vagnini's ability to handle the continuing media onslaught alone. They also suspected that Vagnini's loyalty, in the continuing animosity between Alan Hirschfield (Columbia's CEO), and the board, was to Hirschfield -- the lone voice of reason throughout the board's mishandling of Begeleman's check forgeries. Since she was young, relatively inexperienced, and female, she was a convenient target for a group of men who did not want to confront the true source of the "PR" problem—themselves and their own actions.

The wealthy can quite easily convert their cash into political influence, and politicians and bureaucrats are quite capable of turning their political influence into cash. In the UK -as in most other capitalist countries- the links between the public and private sectors have become so close that it is hard to know where one ends and the other begins. But these privileges are not available to everyone. For people like Lex Greensill, the British state appears extremely porous. He can write to politicians directly, requesting help and support, as well as hiring former civil servants -and even former prime ministers- to do his dirty work for him. But to organize like unions that lobby on behalf of workers -not to mention people trying to petition the government themselves- the British state seems impenetrable. The different versions of state power experienced by more and less powerful actors tell us something about what the state actually is. Rather than a fixed set of stable institutions, the state is a social relation, like capital itself.

Goldsworthy. It’s Marguerite. Not Margaret. Marguerite!’ I nodded. ‘Marguerite.’ She gave me a suspicious look as if she thought I might be poking fun at her, which I absolutely wasn’t. ‘My ex used to call me Margaret when he wanted to annoy me but thankfully, I kicked him into the long grass a decade ago.’ I swallowed, not quite sure what to reply to this. I hadn’t made the greatest of impressions since I’d started working there, although it definitely wasn’t for want of trying on my part. I knew all too well that Marguerite Goldsworthy was doing a favour for a relative in hiring me as an assistant. (Maya, who was married to Marguerite’s brother, was our lovely

ISEO made a point of keeping especially close relations with that agency: for decades, the fats-and-oils group even hired its presidents straight out of the FDA legal office.VIII

no family can get on without women to help; that in every family, poor or rich, there are and must be nurses, either relations or hired. "No,

Third, and relatedly, Notes Day was led from within. Many companies hire outside consulting firms to organize their all-staff retreats, and I understand why: Doing them well is a monumental, enormously time-consuming undertaking. But that our own people made Notes Day happen was, I believe, key to its success. Not only did they drive the discussion in meaningful ways, but their involvement also paid its own dividends. Seeing

4. You have permission to take care of yourself. Your own need for sleep, quiet, uninterrupted adult conversation, lovemaking, a leisurely bath, a walk around the block, and time to complete your own projects is real and legitimate. It is not a sign of failure to ask a friend for help, to hire a sitter, or to allow relatives the opportunity to build a relationship with your child while you take a break. When you fulfill your needs, you generate the energy to meet your child’s needs.

One way to think about grit is to understand how it relates to other aspects of character. In assessing grit along with other virtues, I find three reliable clusters. I refer to them as the intrapersonal, interpersonal, and intellectual dimensions of character. You could also call them strengths of will, heart, and mind. Intrapersonal character includes grit. This cluster of virtues also includes self-control, particularly as it relates to resisting temptations like texting and video games. What this means is that gritty people tend to be self-controlled and vice versa. Collectively, virtues that make possible the accomplishment of personally valued goals have also been called “performance character” or “self-management skills.” Social commentator and journalist David Brooks calls these “resume virtues” because they’re the sorts of things that get us hired and keep us employed.

That’s one of the key challenges of remote work: keeping everyone’s outlook healthy and happy. That task is insurmountable if you’ve stacked your team with personalities who tend to let their inner asshole loose every now and again. Even for people with the best intentions, relations can go astray if the work gets stressful (and what work doesn’t occasionally?). The best ballast you can have is as many folks in your boat as possible with a thoroughly optimistic outlook. We’re talking about people who go out of their way to make sure everyone is having a good time. Remember: sentiments are infectious, whether good or bad. That’s also why it’s as important to continuously monitor the work atmosphere as to hire for it. It’s never a good idea to let poisonous people stick around to spoil it for everyone else, but in a remote-work setup it’s deadly. When you’re a manager and your employees are far flung, it’s impossible to see the dread in their eyes, and that can be fatal. With respect to drama, it therefore makes sense to follow the “No Broken Windows” theory of enforcement. What are we talking about? Well, in the same way that New York cracked down in the ’90s on even innocuous offenses like throwing rocks through windows or jumping the turnstile, a manager of remote workers needs to make an example of even the small stuff—things like snippy comments or passive-aggressive responses. While this responsibility naturally falls to those in charge, it works even better if policed by everyone in the company.

Not everyone is going to like us or understand us. And that is okay. It may have nothing to do with us personally; but rather more about who they are and how they relate to the world.

There are four categories of job-related skills: 1) working with people, 2) working with data and information, 3) working with things, and 4) working with ideas.

government had taken a hands-off approach to this ingredient: the NIH was instead focused on saturated fats and cholesterol, while the FDA never took much of an interest, perhaps because the ISEO made a point of keeping especially close relations with that agency: for decades, the fats-and-oils group even hired its presidents straight out of the FDA legal office.

Misconduct, or non-conforming behaviour, as it is sometimes called, can be tackled in many ways such as counseling, warning, etc. In extreme cases such as, criminal breach of trust, theft, fraud, etc. the employer is also at liberty to initiate action against the employee, if the misconduct of the latter falls within the purview of the penal provisions of the law of the land. However such proceedings generally conducted by the State agencies, are time consuming and call for a high degree of proof. In addition to the above option, the employer also has an option to deal with the erring employee within the terms of employment. In such an eventuality, the employee may be awarded any penalty which may vary from the communication of displeasure, to the severance of the employer-employee relationship i.e. dismissal from service. Disciplinary authorities play a vital role in this context. Efficiency of the disciplinary authorities is an essential pre-requisite for the effective functioning of the reward and punishment function, more specifically the latter half of it.3. There was a time when the employer was virtually free to hire and fire the employees. Over a period of time, this common law notion has gone. Today an employer can inflict punishment on an employee only after following some statutory provisions depending upon the nature of the organisation.Briefly, the various statutory provisions which govern the actions of different types of organisation are as under: (a) Government: Part XIV of the Constitution relates to the terms of employment in respect of persons appointed in connection with the affairs of the State. Any action against the employees of the Union Government and the State Governments should conform to these Constitutional provisions, which confer certain protections on the 1

If you haven’t picked up on this yet, Disney loves training. Disney will sometimes find any excuse to train a bunch of cast members, whether they’ve been on the payroll for years or have just been hired.

techno softwares malaysia hire php and java developers " "PHP Developers Job Description: 1. Understanding client requirements & functional specifications 2. Developing and maintaining dynamic websites and web applications 3. Ensuring foolproof performance of the deliverable 4. Coordinating with co-developers and other related departments 5. Sending regular updates about project status Desired Candidate Profile: 1. Must be proficient in PHP, MySQL, CSS, HTML, Javascript, AJAX, XML 2. Should have experience with Joomla, WordPress, Drupal, Magento. 3. Should have excellent written communication skills (English) 4. Must have capacity to work independently and also as a part of team 5. Must have dedication and commitment towards work. 6. Eligibility: (B.Tech/B.E) 7. Salary: Higher Salary based on Experience and Expertise)

A solution to many of the issues in this book, and one that would go a long way toward fixing American healthcare, is relatively clear: Treasure nurses. Hire more. Nurses are perennially the number-one most trusted profession in America, according to an annual Gallup poll rating honesty and ethical standards. They are called to an exhausting commitment in which mortals must sustain an unwavering grace at the edge of life and death, almost divinely slowing heartbeats, hurrying them along, or pounding them back into existence. Nurses are exceptional. So why aren’t they treated accordingly?

For instance, if a Black person is watching tv, instead of being bombarded by anti-Black images and messages hour after hour, they should be able to relax and be at peace in the knowledge that Black people control the media.  When their children go off to school in the morning, Black parents and other members of their community who provide love and support for their children, should be able to know that the teachers won’t be anti-Black and won’t fill their children’s heads with ideas that make them hate themselves or feel less worthy and less valuable.  The Black community should be confident that their children are being taught their history, their ideas (Black Thought), and are being told they are beautiful and good.  There shouldn’t be any worries about schoolmates of another race making their children feel inferior.  When they grow up and go to college, Black students should be confident that Black administrators and Black professors have created an environment and curriculum which encourages their entire educational development, not only providing skills for the workplace but nurturing their minds and their sense of community.  And when these students go out into the workplace, they should be confident that Black-controlled industries will be hiring them with Black managers in charge.  Racism will become a non-factor. Most significantly, when Black people have control over their community and have Black citizenship they won’t be forced to go through every day under the constant terror of being harassed, brutalized and killed by the police.  The psychological weight that would be lifted from them would be historic.  A new sense of energy and security could be channeled into self-affirmation and community-building.  I have little doubt that such a moment in history would lead to unprecedented strong race relations between citizens of this Black nation and whites in the current nation.  It’s almost impossible to have truly strong or positive race relations when one group is constantly required to bear the burden of oppression, and the other group feels the need to ignore or deny the existence of this oppression while also enforcing it.  The levels of tension and dishonesty are an enormous drain on everyone involved.  What a sweet and beautiful day it would be when Black people would simply not have to think about whites anymore.  In the same way that amerikans spend so little of our time thinking about Lithuanians or Norwegians.  And when you aren’t forced to think about someone, or forced to live the way they tell you to live, it’s a pleasure to get together and visit voluntarily.  Black people and Europeans on this continent (amerikans) would still talk to one another.  We might even still live in the same neighborhoods.  But the difference is that Black people would be their own people.  They would no longer be surrounded by the circle of whiteness.  The black dot on the white page: the exception to the rule.  White rule.  Black people would be a nation.  An entity unto themselves.  They would not be required to imagine themselves within the context of whiteness.  Their minds would be freed from the perpetual interpretation of every action and word (it seems even every thought) through whiteness.  Africans (Black people) would simply be Africans.  A people defined by their own terms, their identity neither within nor without the boundaries of whiteness.

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CEOs hired from the outside get paid more than those hired from the inside and that they don’t perform as well. I suspect that the reason for this is the same heightened expectations that come with lack of knowledge—when someone is relatively unknown we tend to fill in the gaps in overoptimistic ways,

Joe Gordon, the team’s longtime public relations director, said he would be right over. The Rooneys had hired Gordon in 1969, the same year they had hired Chuck Noll, in an effort to upgrade the previously dismal franchise. Gordon was a Pittsburgh native who had played varsity baseball at Pitt and whose hard-knuckle attitude fit perfectly with the brawling team. In the days preceding the 1976 AFC Championship Game against the hated Raiders, Gordon decked an Oakland TV reporter. Asked the next day if his team was ready, Noll said, “I don’t know, but Joe Gordon is.

for several years starting in 2004, Bezos visited iRobot’s offices, participated in strategy sessions held at places like the Massachusetts Institute of Technology , and became a mentor to iRobot chief executive Colin Angle, who cofounded the company in 1990. “He recognized early on that robots were a very disruptive game-changer,’’ Angle says of Bezos. “His curiosity about our space led to a very cool period of time where I could count upon him for a unique perspective.’’ Bezos is no longer actively advising the company, but his impact on the local tech scene has only grown larger. In 2008, Bezos’ investment firm provided initial funding for Rethink Robotics, a Boston company that makes simple-to-program manufacturing robots. Four years later, Amazon paid $775 million for North Reading-based Kiva, which makes robots that transport merchandise in warehouses. Also in 2012, Amazon opened a research and software development outpost in Cambridge that has done work on consumer electronics products like the Echo, a Wi-Fi-connected speaker that responds to voice commands. Rodney Brooks, an iRobot cofounder who is now chief technology officer of Rethink, says he met Bezos at the annual TED Conference. Bezos was aware of work that Brooks, a professor emeritus at MIT, had done on robot navigation and control strategies. Helen Greiner, the third cofounder of iRobot, says she met Bezos at a different technology conference, in 2004. Shortly after that, she recruited him as an adviser to iRobot. Bezos also made an investment in the company, which was privately held at the time. “He gave me a number of memorable insights,’’ Angle says. “He said, ‘Just because you won a bet doesn’t mean it was a good bet.’ Roomba might have been lucky. He was challenging us to think hard about where we were going and how to leverage our success.’’ On visits to iRobot, Greiner recalls, “he’d shake everyone’s hand and learn their names. He got them engaged.’’ She says one of the key pieces of advice Bezos supplied was about the value of open APIs — the application programming interfaces that allow other software developers to write software that talks to a product like the Roomba, expanding its functionality. The advice was followed. (Amazon also offers a range of APIs that help developers build things for its products.) By spending time with iRobot, Bezos gave employees a sense they were on the right track. “We were all believers that robotics would be huge,’’ says former iRobot exec Tom Ryden. “But when someone like that comes along and pays attention, it’s a big deal.’’ Angle says that Bezos was an adviser “in a very formative, important moment in our history,’’ and while they discussed “ideas about what practical robots could do, and what they could be,’’ Angle doesn’t want to speculate about what, exactly, Bezos gleaned from the affiliation. But Greiner says she believes “there was learning on both sides. We already had a successful consumer product with Roomba, and he had not yet launched the Kindle. He was learning from us about successful consumer products and robotics.’’ (Unfortunately, Bezos and Amazon’s public relations department would not comment.) The relationship trailed off around 2007 as Bezos got busier — right around when Amazon launched the Kindle, Greiner says. Since then, Bezos and Amazon have stayed mum about most of their activity in the state. His Bezos Expeditions investment team is still an investor in Rethink, which earlier this month announced its second product, a $29,000, one-armed robot called Sawyer that can do precise tasks, such as testing circuit boards. The warehouse-focused Kiva Systems group has been on a hiring tear, and now employs more than 500 people, according to LinkedIn. In December, Amazon said that it had 15,000 of the squat orange Kiva robots moving around racks of merchandise in 10 of its 50 distribution centers. Greiner left iRo

At the county level, gentlemen controlled the distribution of justice and charity in their roles as justices of the peace and could hire and fire pastors at will from their seats on the church vestry. One newcomer recalled a gentleman’s warning him “against disobliging or offending any person of note in the Colony [because] either by blood or marriage we are almost all related and so connected in our interests that whoever of a stranger presumes to offend any one of us will infallibly find an enemy of the whole.”15

Mom?" I jerked around to see Gavril standing at the door to my study, as if I'd called him. "Gav?" I sighed when I looked at his face. Something was wrong. Would he tell me what that was? Probably not. He and Gavin wore the same look on most days—as if they'd done something horrible and weren't ready to own up to it yet. "Dad and I have talked. Several times." "I know." I did. My son just hadn't bothered to talk to me. Until now. "I didn't know, Mom. How was I to know she was related? Nobody knew that, except you." "If you'd been a little nicer, she could have told you herself," I snapped. "She knew?" "The whole time. She saw it in your face. Saw it in my face, whenever she looked at a photograph. Nothing like getting mistreated by family, huh?" I lowered my eyes and pretended to scroll through figures on the comp-vid. "You had that asshole hit her in the face and break bones." "That'll follow me until the end of time," Gavril muttered, ducking his head. "Probably just like the fact that your father sired a vampire, and then did absolutely nothing in the sire department. He didn't teach her a single thing, starved her and worked her—with your help—day and night. I've been advised, you see." I still didn't look up from the comp-vid. "Your assistants hired that dickhead Rathik Erwin, who stole from her and got her attacked by the other dickhead, Skel Hawer," Gavril attempted to deflect my wrath onto new targets. "I've already had that discussion—with my assistants and with Norian," I snapped. "You, on the other hand, see fit to speak with your father several times, while I, having been gone for months, see you three weeks after I return—temporary death notwithstanding." "Yeah. That's just, well, Mom, I'm sorry." "If your aunt hadn't been here and decided, even after you and your father did your best to kill her, to save my ass anyway, where would we be right now? Answer that, will you?" "Mom, you know I don't have any excuse. Sometimes I wish you'd just punch me and get it over with." "Gavril Tybus Montegue, that's pure stupidity, so stop it now. You don't know what it's like to get punched in the face by someone who's supposed to be your parent. I do. Take your lumps. You fucked up. Admit it." I threw the comp-vid in my hand at the wall so hard it shattered. "Grant will just have to use the crown's funds to buy another one," I growled. "Gavril, go home. Come back when you're more sorry and I'm less pissed." He disappeared and I wiped away stubborn tears.

Today, reports of the day’s events are conveyed to the viewing public by way of alternate universes, The Fox News cable channel conveys its version of reality, while at the other end of the ideological spectrum MSNBC presents its version. They and their many counterparts on radio are more the result of an economic dynamic than a political one. Dispatching journalists into the field to gather information costs money; hiring a glib bloviator is relatively cheap, and inviting opinionated guests to vent on the air is entirely cost-free. It wouldn’t work if it weren’t popular, and audiences, it turns out, are endlessly absorbed by hearing amplified echoes of their own biases. It’s divisive and damaging to the healthy functioning of our political system, but it’s also indisputably inexpensive and, therefore, good business.

The delicate balance between these factors helps explain why, for instance, the typical prostitute earns more than the typical architect. It may not seem as though she should. The architect would appear to be more skilled (as the word is usually defined) and better educated (again, as usually defined). But little girls don’t grow up dreaming of becoming prostitutes, so the supply of potential prostitutes is relatively small. Their skills, while not necessarily “specialized,” are practiced in a very specialized context. The job is unpleasant and forbidding in at least two significant ways: the likelihood of violence and the lost opportunity of having a stable family life. As for demand? Let’s just say that an architect is more likely to hire a prostitute than vice versa.

Staffers entered through the Old Executive Office Building (the Eisenhower Building), and it was a magnet for various and sundry weirdos. A polite, well-dressed, and impeccably groomed guy got in line. No problem. Secret Service checked his bag. A-okay. He chitchatted with the officers. All was normal. Yet the staffer was sockless on one foot. For some reason, he handed an officer the missing sock. “Oh, and I guess I give you this,” he said, shrugging and smiling as if he was hot shit, as if nothing were wrong. “Sure, do,” the officer said, taking the sock. The other officer instinctively drew his sidearm and issued orders: “Keep your hands where I can see them! Hands up!” Next I heard over the radio: “Officers have just apprehended a staffer trying to enter with a pistol!” That sock had a Glock pistol in it. The District of Columbia ranks among the nation’s most anti-gun locations in the country, and this new staffer was blatantly committing dozens of gun-related felonies just by possessing a handgun. He was fired, arrested, and prosecuted. He basically told UD that the rules didn’t apply to him. Idiot! But it takes one to hire one, I was learning. The incident was especially incredible knowing the Clintons’ anti–Second Amendment sentiment. “Beware the Glock in a sock,” we’d say to remind each other to keep an eye on staffers as much as anyone else.

Bill Gates, like other legendary figures in the information technology industry (such as Paul Allen, Steve Ballmer, Steve Jobs, Larry Page, Sergey Brin, and Jeff Bezos), had immense talent and ambition. But he ultimately responded to incentives. The schooling system in the United States enabled Gates and others like him to acquire a unique set of skills to complement their talents. The economic institutions in the United States enabled these men to start companies with ease, without facing insurmountable barriers. Those institutions also made the financing of their projects feasible. The U.S. labor markets enabled them to hire qualified personnel, and the relatively competitive market environment enabled them to expand their companies and market their products. These entrepreneurs were confident from the beginning that their dream projects could be implemented: they trusted the institutions and the rule of law that these generated and they did not worry about the security of their property rights. Finally, the political institutions ensured stability and continuity. For one thing, they made sure that there was no risk of a dictator taking power and changing the rules of the game, expropriating their wealth, imprisoning them, or threatening their lives and livelihoods. They also made sure that no particular interest in society could warp the government in an economically disastrous direction, because political power was both limited and distributed sufficiently broadly that a set of economic institutions that created the incentives for prosperity could emerge. This

So industry executives made a fateful decision, one that would later become the basis on which a federal judge would find the industry guilty of conspiracy to commit fraud—a massive and ongoing fraud to deceive the American public about the health effects of smoking.24 The decision was to hire a public relations firm to challenge the scientific evidence that smoking could kill you.

ahead of ICAO audit By Tarun Shukla | 527 words New Delhi: India's civil aviation regulator has decided to restructure its safety board and hire airline safety professionals ahead of an audit by the UN's aviation watchdog ICAO (International Civil Aviation Organization). The Directorate General of Civil Aviation (DGCA) announced its intent, and advertised the positions on its website. ICAO told the Indian regulator recently that it would come down to India to conduct an audit, its third in just over a decade, Mint reported on 12 February. Previous ICAO audits had highlighted the paucity of safety inspectors in DGCA. After its 2006 and 2012 audits, ICAO had placed the country in its list of 13 worst-performing nations. US regulator Federal Aviation Authority followed ICAO's 2012 audit with its own and downgraded India, effectively barring new flights to the US by Indian airlines. FAA is expected to visit India in the summer to review its downgrade. The result of the ICAO and FAA audits will have a bearing on the ability of existing Indian airlines to operate more flights to the US and some international destinations and on new airlines' ability to start flights to these destinations. The regulator plans to hire three directors of safety on short-term contracts to be part of the accident investigation board, according to the information on DGCA's website. This is first time the DGCA is hiring external staff for this board, which is critical to ascertain the reasoning for any crashes, misses or other safety related events in the country. These officers, the DGCA said on its website, must have at least 12 years of experience in aviation, specifically on the technical aspects, and have a degree in aeronautical engineering. DGCA has been asked by international regulators to hire at least 75 flight inspectors. It has only 51. India's private airlines offer better pay and perks to inspectors compared with DGCA. The aviation ministry told DGCA in January to speed up the recruitment and do whatever was necessary to get more inspectors on board, a government official said, speaking on condition of anonymity. DGCA has also announced it will hire flight operations inspectors as consultants on a short-term basis for a period of one year with a fixed remuneration of `1.25 lakh per month. "There will be a review after six months and subsequent continuation will be decided on the basis of outcome of the review," DGCA said in its advertisement. The remuneration of `1.25 lakh is higher than the salary of many existing DGCA officers. In its 2006 audit, ICAO said it found that "a number of final reports of accident and serious incident investigations carried out by the DGCA were not sent to the (member) states concerned or to ICAO when it was applicable". DGCA had also "not established a voluntary incident reporting system to facilitate the collection of safety information that may not otherwise be captured by the state's mandatory incident reporting system". In response, DGCA "submitted a corrective action plan which was never implemented", said Mohan Ranganthan, an aviation safety analyst and former member of government appointed safety council, said of DGCA. He added that the regulator will be caught out this time. Restructuring DGCA is the key to better air safety, said former director general of civil aviation M.R. Sivaraman. Hotel industry growth is expected to strengthen to 9-11% in 2015-16: Icra By P.R. Sanjai | 304 words Mumbai: Rating agency Icra Ltd on Monday said Indian hotel industry revenue growth is expected to strengthen to 9-11% in 2015-16, driven by a modest increase in occupancy and small increase in rates. "Industry wide revenues are expected to grow by 5-8% in 2014-15. Over the next 12 months, Icra expects RevPAR (revenue per available room) to improve by 7-8% driven by up to 5% pickup in occupancies and 2-3% growth in average room rates (ARR)," Icra said. Further, margins are expected to remain largely flat for 2014-15 while

Staffers entered through the Old Executive Office Building (the Eisenhower Building), and it was a magnet for various and sundry weirdos. A polite, well-dressed, and impeccably groomed guy got in line. No problem. Secret Service checked his bag. A-okay. He chitchatted with the officers. All was normal. Yet the staffer was sockless on one foot. For some reason, he handed an officer the missing sock. “Oh, and I guess I give you this,” he said, shrugging and smiling as if he was hot shit, as if nothing were wrong. “Sure, do,” the officer said, taking the sock. The other officer instinctively drew his sidearm and issued orders: “Keep your hands where I can see them! Hands up!” Next I heard over the radio: “Officers have just apprehended a staffer trying to enter with a pistol!” That sock had a Glock pistol in it. The District of Columbia ranks among the nation’s most anti-gun locations in the country, and this new staffer was blatantly committing dozens of gun-related felonies just by possessing a handgun. He was fired, arrested, and prosecuted. He basically told UD that the rules didn’t apply to him. Idiot! But it takes one to hire one, I was learning. The incident was especially incredible knowing the Clintons’ anti–Second Amendment sentiment.

The P.I. states that if something x has happened in certain particular circumstances n times in the past, we are justified in believing that the same circumstances will produce x on the (n + 1)th occasion. The P.I. is wholly respectable and authoritative, and it seems like a well-lit exit out of the whole problem. Until, that is, it happens to strike you (as can occur only in very abstract moods or when there’s an unusual amount of time before the alarm goes off) that the P.I. is itself merely an abstraction from experience … and so now what exactly is it that justifies our confidence in the P.I.? This latest thought may or may not be accompanied by a concrete memory of several weeks spent on a relative’s farm in childhood (long story). There were four chickens in a wire coop off the garage, the brightest of whom was called Mr. Chicken. Every morning, the farm’s hired man’s appearance in the coop area with a certain burlap sack caused Mr. Chicken to get excited and start doing warmup-pecks at the ground, because he knew it was feeding time. It was always around the same time t every morning, and Mr. Chicken had figured out that t(man + sack) = food, and thus was confidently doing his warmup-pecks on that last Sunday morning when the hired man suddenly reached out and grabbed Mr. Chicken and in one smooth motion wrung his neck and put him in the burlap sack and bore him off to the kitchen. Memories like this tend to remain quite vivid, if you have any. But with the thrust, lying here, being that Mr. Chicken appears now actually to have been correct—according to the Principle of Induction—in expecting nothing but breakfast from that (n + 1)th appearance of man + sack at t. Something about the fact that Mr. Chicken not only didn’t suspect a thing but appears to have been wholly justified in not suspecting a thing—this seems concretely creepy and upsetting. Finding some higher-level justification for your confidence in the P.I. seems much more urgent when you realize that, without this justification, our own situation is basically indistinguishable from that of Mr. Chicken. But the conclusion, abstract as it is, seems inescapable: what justifies our confidence in the Principle of Induction is that it has always worked so well in the past, at least up to now. Meaning that our only real justification for the Principle of Induction is the Principle of Induction, which seems shaky and question-begging in the extreme. The only way out of the potentially bedridden-for-life paralysis of this last conclusion is to pursue further abstract side-inquiries into what exactly ‘justification’ means and whether it’s true that the only valid justifications for certain beliefs and principles are rational and noncircular. For instance, we know that in a certain number of cases every year cars suddenly veer across the centerline into oncoming traffic and crash head-on into people who were driving along not expecting to get killed; and thus we also know, on some level, that whatever confidence lets us drive on two-way roads is not 100% rationally justified by the laws of statistical probability. And yet ‘rational justification’ might not apply here. It might be more the fact that, if you cannot believe your car won’t suddenly get crashed into out of nowhere, you just can’t drive, and thus that your need/desire to be able to drive functions as a kind of ‘justification’ of your confidence.* It would be better not to then start analyzing the various putative ‘justifications’ for your need/desire to be able to drive a car—at some point you realize that the process of abstract justification can, at least in principle, go on forever. The ability to halt a line of abstract thinking once you see it has no end is part of what usually distinguishes sane, functional people—people who when the alarm finally goes off can hit the floor without trepidation and plunge into the concrete business of the real workaday world—from the unhinged.

I had a case once where a woman had been going to Responsivist meetings for only two weeks when her husband became concerned and hired me. She ended up leaving him and is now the secretary to the director of their Greek retreat where you rescued your son. Pattie Ogdenburg. Funny how you remember the names of your failures but never those of your successes.” Max and Eddie nodded in unison. They had shared many of each together.

his hired guns—lobbyists, think tanks, battalions of public relations people, and obsequious journalists

Welch became more confident that the press was reporting his words more accurately, but that worked against him because his discourses on the rise of the Illuminati or the Insiders made him sound strange to some, or worse. In September 1973, he sat for the Boston Globe and just purged. He told the reporter that it all began in Bavaria on May 1, 1776, when Baron Adam Weishaupt founded the Order of the Illuminati. It's all in a book by John Robinson, Welch explained. But the Illuminati were forced underground when Bavarian authorities raided their headquarters. The reporter's eyes probably widened. But by 1840, the Illuminati was strong and produced the Great Revolution of 1848 and the League of the Just Men, which hired Karl Marx to draft Das Kapital. The conspiracy was on the doorsteps of Russia by 1905, Welch continued, and in 1917, the agents of the Illuminati, Lenin, Stalin, and Trotsky, threw over the czars, with funding from the Rotschilds. Welch was on fire now. The Insiders, he continued, went to Yale and Harvard, grew up with all the advantages, controlled American politics and international banking, and wanted to enslave everyone else. In 1912, the Insiders brought in Woodrow Wilson to drag the country into World War I. They convinced America to fight World War II with assistance from Insiders like President Roosevelt and George Marshall. They master-planned the civil rights revolution, and they work through the UN, the Council on Foreign Relations, and tax-free foundations. Perhaps the reporter nodded now and then, encouraging him on.

Take theory, for example. Most working people think theory, in general, doesn't have much to do with real life. With some theories, that's true. Theory that strays too far from experience becomes abstract - an idealist argument about how many angels can dance on the head of a pin. Theory has to be tested against reality. While carefully studying questions of sex and gender oppression, or the oppression of same-sex or omni-sexual love, we have to be careful not to produce theoretical hothouse flowers that are removed from the social and economic soil in which they are rooted. And since theory is the generalization of experience, we have to ask: Whose experience is it? From whose point of view? The dominant theories in any society reflect the economic interests of those who dominate the society. How can it be otherwise? Who pays an army of spin-doctors and public relations experts to try to mold popular opinion? Who determines educational curricula? Who owns and controls the monopolized television, publishing, and media? The cacophony of theorists hired to defend the status quo is meat to drown out the voices of those who are fighting for change. That's why we must ask everyone who puts forward theory: Which side are you on?

People from more individualistic countries, for example, possess weaker family ties and show less nepotism, meaning that company bosses, managers, and politicians are less likely to hire or promote relatives. Further, more individualistic countries are less inclined to distinguish in-groups from out-groups, more willing to help immigrants, and less firmly wedded to tradition and custom.

As a business owner, you should think of each and every employee you hire as a fruit seed. You plant it in your ranks and water it regularly so that it may grow and blossom out to become a thriving member of your organization.