India’s shock move on Tuesday to withdraw large denomination bank notes from circulation to fight corruption and tax evasion has left some overseas citizens high and dry. Related Items
MOST READ View comments LATEST STORIES ‘Rebel attack’ no cause for concern-PNP, AFP Sports venues to be ready in time for SEA Games PLAY LIST 00:59Sports venues to be ready in time for SEA Games01:27Filipino athletes get grand send-off ahead of SEA Games00:50Trending Articles02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss “We’re trying to put things into the perspective that we’ll pile up whatever the likes of Aljun and Andrei learned from their former coaches and use it to our new scheme,” said Nazario.“It’s a matter of piling them up and learning from them.”Nazario added that Baltazar would be thrust into a bigger role in Season 82 as he wants his 6-foot-7 big man to become a more rounded athlete.“With the way Balty is playing now, I don’t think we would rely too much on our guards,” said Nazario. “We will put heavy responsibility on Balty and he needs it moving forward to become a more complete player.”ADVERTISEMENT Cayetano: Senate, Drilon to be blamed for SEA Games mess Don’t miss out on the latest news and information. Private companies step in to help SEA Games hosting Ethel Booba twits Mocha over 2 toilets in one cubicle at SEA Games venue For the complete collegiate sports coverage including scores, schedules and stories, visit Inquirer Varsity. Bucks on brink of elimination after tweaking starting lineup Two-day strike in Bicol fails to cripple transport DA eyes importing ‘galunggong’ anew Sports Related Videospowered by AdSparcRead Next La Salle coach Gian Nazario. Photo by Tristan Tamayo/INQUIRER.netMANILA, Philippines—De La Salle is about to enter a new style of play.After years of hounding opposing teams in the UAAP, the Green Archers will slow things down for the UAAP Season 82 men’s basketball tournament.ADVERTISEMENT Duterte wants probe of SEA Games mess New head coach Gian Nazario said the Green Archers would focus more on the half-court set instead of pestering their opponents the full length of the parquet floor which was the system they were known for during the tenures of Aldin Ayo and Louie Gonzalez.“Our new system right now, it’s not necessarily laid back but we’ll be more of a half-court team now,” said Nazario in Filipino Thursday at Filoil Flying V Center. “It gives them more legs in the end game.”FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption chargesSPORTSSingapore latest to raise issue on SEA Games food, logisticsLa Salle was the UAAP’s best defensive team in terms of opponents’ field goal percentage, limiting opposing teams to 36 percent shooting, and the league’s second-best rebounding squad with an average of 46.9 boards across the 14 elimination games.Nazario, who replaced Gonzalez as La Salle’s tactician, said he would like his players like Aljun Melecio, Andrei Caracut, and Justine Baltazar to use all that they’ve learned from their previous coaches and incorporate it into their new system. Catholic schools seek legislated pay hike, too
AdvertisementThe 32 remaining single players faced their opposition on Manic Monday for a spot in the Quarters.Favourites Roger Federer, Serena Williams, Rafael Nadal, and Novak Djokovic all won in their respective matches and have advanced forward. All of them won in straight sets; Federer swept aside Adrian Mannarino, Williams eased past Evgeniya Rodina, Nadal dispatched Jiri Vesely and Djokovic powered through Karen Khachanov.Men’s Singles(1) Roger Federer bt. (22) Adrian Mannarino: 6-0, 7-5, 6-4(2) Rafael Nadal bt. Jiri Vesely: 6-3, 6-3, 6-4(8) Kevin Anderson bt. Gael Monfils: 7-6 (4), 7-6 (2), 5-7, 7-6 (4)(12) Novak Djokovic bt. Karen Khachanov: 6-4, 6-2, 6-2Women’s Singles(25) Serena Williams bt. Evgeniya Rodina: 6-2, 6-2Camila Giorgi bt. Ekaterina Makarova: 6-3, 6-4(20) Kiki Bertens bt. (7) Karolina Pliskova: 6-3, 7-6 (1)(12) Jelena Ostapenko bt. Aliaksandra Sasnovich: 7-6 (4), 6-0Dominika Cibulkova bt. Su-Wei Hsieh: 6-4, 6-1(13) Julia Gorges bt. Donna Vekic: 6-3, 6-2(11) Angelique Kerber bt. Belinda Bencic: 6-3, 7-6 (5)Read Also:-Wimbledon 2018: Day 5: Federer, Serena move forward as Venus Williams is eliminated.Wimbledon 2018: Day 4 results: Rafael Nadal, Simona Halep advance forward for the next rounds Advertisement
On a roller-coaster of a stretch with three birdies, On a roller-coaster of a stretch with three birdies, three bogeys and three pars in the first nine holes, he birdied 12th from 30-feet, tapped in for another on 15th and holed a 15- footer for birdie on 16th. After bogeys on 11th and 13th, he went into water on 18th and managed to limit the damage to a bogey. Beginning the second nine with a birdie on par-5, which he reached in two, he added another on par-4 second hitting his approach to six feet. Safe pars with two-putts from 40 and 26 feet, he missed a 15-footer for a birdie on fifth. Lahiri missed a seven-footer for par on sixth, but did manage a birdie on par-4 eighth and then reached the green in regulation and two-putted from 35 feet for par on ninth. Piercy, who brought in a new swing coach, Jeff Smith, reaped immediate benefits with a 66 and a share of the lead. That came after eight hours on the range earlier in the week. Piercy, a three-time winner on PGA Tour, made seven birdies in his first 11 holes. The other leader, Fraser, winner of the Maybank Championship in Malaysia two weeks ago, also had a 66 to hold a share of the lead for the first time in 17 career PGA Tour starts. Phil Mickelson, seeking his first win since 2013 Open, shot a five-under 67 in the opening round. Mickelson made seven birdies and finished the day one shot back of leaders Piercy and Fraser. Mickelson has been getting off to good starts, but is yet to convert those into wins. Last weeks winner, Adam Scott, said his goal was to save some energy for the competitive rounds. But he did eagle the par-5 10th enroute to a solid 4-under 68. Danny Willett, Adam Scott, Jason Dufner and Charley Hoffman were all two shots back of Piercy, each carding 68s. Spieth (69) was three off the pace at rthree-under. Playing with Spieth were world no 2 Jason Day (72) and no 3 Rory McIlroy (71). Some of the past winners at Doral struggled a bit. Defending champion Dustin Johnson shot 72, putting him in a tie for 28th and the 2014 winner Patrick Reed went five-over 77. PTI Cor SSC ATadvertisement
Retention is on the mind of every leader and human resources professional. Although there has been a rise in the size of the talent pool over the last few recession-driven years, companies are still finding it difficult to recruit employees with the specialized skills needed to drive innovation and creativity to advance business initiatives.This challenge has forced employers to focus more on who their most talented employees are and how to keep them. Less than 50 percent of respondents in the SHRM Research Spotlight on Employee Engagement say that they are satisfied with their opportunities for career development and advancement. This has a huge impact on being able to retain these employees. To drive retention, there are a few simple things that employers and HR professionals need to remember daily.Employees want to climb the corporate ladder in order to gain greater success, and employers should help. Follow these five easy steps in what I call the CLIMB method so that new heights of performance and value are achieved.ChallengeLoyaltyInvestmentMeasurementBuilding1. Challenge. One of the top reasons employees quit is dissatisfaction with the job duties. If the employee starts a job that is different than described during the interview process, or if a long-time employee becomes dissatisfied because they are not busy, the end result can mean leaving the company. One of the easiest and least used tactics is delegation. As a leader, it is often faster or more accurate to handle something yourself. This behavior is the worst option, though, when you have an employee who needs and wants greater challenges. By taking time to teach and demonstrate what you need from the employee, you are building a challenging work environment for the employee to show their skills. This type of work environment is difficult to leave.2. Loyalty. One thing you may have heard is that human resources took the “human” out of work relationships. While I don’t believe this is true, what is true is that employment laws that have been written and passed over the last forty years sometimes make people fearful of how much they can share at work. This often creates leaders who are cold and impersonal with their staff. One of the best ways to engage a staff member is to show your human side. Be sincere and honest as you share information with them. Additionally, provide feedback and recognition in a way that is meaningful to that individual. By being more personal with your staff, you will build the loyal relationship that is needed to increase the odds the employee will stay with your company.3. Investment. Does your company invest in your employees? Do you provide training for all employees? Do you enhance their benefit options or lead the competition in providing matching funds for 401K plans? A key way to retain your talented employees is by showing that you are willing to give time and money to build their skills or personal wealth.4. Measurement. HR analytics is on the lips of many HR professionals and business leaders today. Why? HR holds all the data on employees, and yet it is one of the hardest to obtain data due to lack of analytic tools. Whether it’s performance feedback, employee opinions, medical benefit usage or other data-based questions, employers need a way to collect this data in a timely and efficient manner if they are ever going to be able to analyze and use the results. As an employer, you need to do all you can to provide experiences that are not only based on measurement, but also provide opportunities so that people can be measured.5. Building. This may be the single most important step in retaining your top employees. Building is the way you not only look at their performance and value today, but it’s also the way you demonstrate your commitment to growing the team so that the existing superstar has opportunities to lead in the future.Focusing leaders on not only how they are climbing the ladder, but also how to engage their team to climb is where the rubber meets the road. Leaders with a more reactionary or lackadaisical approach will see higher turnover rates compared to their highly engaged counterparts. Which type of leader will you be?
Number of Job Openings: 284Median Base Salary: $55,000Job Search Tip: Did you know that when you search for a job on Glassdoor, you can also research your expected salary? In the job search feed, when you see a position you’re interested in, click on the link that says “salaries”. This will show you a drop-down image and link to all of the salary data we have for that particular company.Want to Work in A Different City?: Check out Glassdoor’s recent report on the 25 Best Jobs in America for 2015.*Methodology: For a job title to be considered for Glassdoor’s report on Boston’s Top 10 Jobs In Demand, job titles must have at least 250 job openings within the Boston metro area. Job openings represent active job listings on Glassdoor as of 3/19/15. Of job titles that meet this criteria, they must also have at least 30 salary reports shared by Boston-based employees on Glassdoor between 3/20/14 and 3/19/15. This report takes into account job title normalization that groups similar job titles. Number of Job Openings: 363Median Base Salary: $72,050 Do you live in the Boston area? Thinking about moving to Boston and want to find a new job?From local companies like Massachusetts General Hospital to Boston University to HubSpot, Boston employers across a variety of industries are hiring.To help you find a job and get hired, Glassdoor is here with its newest report identifying Boston’s Top 10 Jobs In Demand*. In addition to ranking the jobs most in demand, we’ve also included earning potential specific to the Boston area to help you get a sense of fair market value for each job. Each salary estimate is according to salary reports shared by Boston-based employees.Check out the complete results:Software Engineer Number of Job Openings: 466Median Base Salary: $34,560 Number of Job Openings: 292Median Base Salary: $65,000 Product Manager Accountant Store Manager Customer Service Representative Number of Job Openings: 1,014Median Base Salary: $24,000 Financial Analyst Registered Nurse Business Analyst Number of Job Openings: 307Median Base Salary: $101,500 Systems Engineer Retail Sales Associate Number of Job Openings: 1,268Median Base Salary: $97,000 Number of Job Openings: 625Median Base Salary: $44,000 Number of Job Openings: 374Median Base Salary: $103,223 Number of Job Openings: 750Median Base Salary: $62,160
As America prepares to vote for a new president this year, how do employees really feel about the job market? And, how has employee sentiment changed over the past seven years since the last presidential inauguration during the Great Recession? Glassdoor’s Q1 2016 Employment Confidence Survey1 reveals answers and insights, as it tracks four key indicators of employee confidence: job market optimism/re-hire probability, pay raise expectations, job security and business outlook.Job Market Confidence Near Peak LevelMore than half (53%) of American employees (including those self-employed) believe if they lost their job they would be able to find a new job matched to their experience and current compensation levels in the next six months. This reveals the second-highest confidence in the U.S. job market since Glassdoor began its survey in 2009, up 14 percentage points from 39 percent in the first quarter 2009. Job market confidence is down one percentage point from the third-quarter 2015 (54 percent).Americans Remain Confident in Pay RaisesNearly half (46%) of U.S. employees expect a pay raise or cost-of-living increase in the next 12 months, which is up 10 percentage points from 36% in the first quarter 2009. Pay raise confidence is also down four percentage points from the third-quarter 2015 (50 percent).Interestingly, more millennial employees (aged 18-34) expect a pay raise or cost-of-living increase (50%) in the next 12 months when compared to all other age groups. When comparing men and women, pay raise confidence among women (40%) falls well below men (52%).Interested in how men and women compare in terms of pay? Check out Glassdoor’s recent report identifying 10 Jobs Where Women Earn Less, More and The Same.Job Security Confidence SoarsToday, 14% of employees report they are concerned they could be laid off in the next six months compared to its peak, 26% in the first quarter 2009. Job security confidence is down one percentage point from the third quarter 2015 (15%).When comparing men and women, employed men are significantly more concerned about being laid off in the next six months (17%) than employed women (10%). In addition, younger employees (aged 18-44) are more concerned about being laid off in the next six months (17%), compared to older employees: 55-64 (8%).This chart gives you a better sense of how employee confidence has changed when comparing Q1 2009 to Q1 2016:KEY EMPLOYMENT ISSUES FOR ELECTION 2016: How do different political parties view key employment-related issues with the presidential election coming later this year? Check out Glassdoor’s recent survey and blog post titled Top Employment Issues in 2016: Republicans vs. Democrats.Read more from our Q1 2016 Glassdoor Employment Confidence Survey, including our survey supplement, which provides a detailed breakdown of results over the past 7 years.1 Survey Methodology: This survey was conducted online within the United States by Harris Poll on behalf of Glassdoor from March 8-10, 2016 among 2,015 adults ages 18 and older, among which 1,050 are employed FT/PT or self-employed, 950 are employed FT/PT, 1,157 are employed or unemployed and looking for a job, 353 are self-identified Republicans (employed/unemployed but looking), 381 are self-identified Democrats (employed/unemployed but looking), and 323 are self-identified Independents (employed/unemployed but looking). This online survey is not based on a probability sample and therefore no estimate of theoretical sampling error can be calculated. This survey is conducted semi-annually as of Q1 2016. Data is available quarterly prior to Q3 2015. For complete survey methodology, including weighting variables, please contact email@example.com
The burning question when it comes to most resumes is how to make yours stand out from the rest. There is no shortage of information regarding what you should include, but knowing what to leave off of your resume is just as important.Here are five words and phrases you should avoid including in your resume.1. Organized and Detail Oriented: As opposed to what? Completely scatterbrained and unable to coordinate tying your shoes? These qualities are expected and should be a given. Use your resume to convey what you DID in a clear and articulate manner. Give examples – make the reader understand how you delivered for your employer. Example: Initiated the development of a streamlined database to manage the firm’s high net-worth clients. Designed a lead follow-up methodology, which resulted in a $2 million gain in quarterly revenue.2. Excellent with clients and customers: This screams cliché. This has no meaning except if it is backed by a situation, action, and result (SAR). Describe what you did for your clients / customers with the emphasis on a strong result. Example: Resolved customer complaints, including tracking lost items and replacing broken parts. Recognized with the company’s “Achievement of Excellence” award in 2008 and 2009.3. Team Player: Would you tell a prospective employer that you detest people and would rather be left alone in a cubicle all day? The ability to collaborate with others is a given for most opportunities. Instead, focus on the specifics. Example: Participated as a valued member of a 12-person project team to complete the redesign of 124,000 sq. ft. of retail space for a leading big box retailer; generated project schedules, orchestrated weekly meetings, and resolved outstanding issues to achieve project completion six weeks ahead of schedule.4. I, We, Our: These are personal pronouns that should never be used when writing a resume. (Cover letters are a different story.) Instead, use powerful action verbs to communicate your message. This will keep the reader engaged. Example: Secured $10 million in incremental revenue through the development of strategic partnerships with leading logistics companies. Assembled and directed a global team comprised of local, European, and Asian resources.5. Responsible for: ‘Responsible for’ is entirely too common and uninspiring. I do not recommend you start even one bullet or paragraph with this. Snorefest!You have just a few seconds to leave a strong impression. The call, if it comes, will be the direct result of a powerful resume with concrete examples, and without trite or meaningless verbiage. Dust off your document and review it. Are you guilty of empty phrases? If so, it’s time for a resume overhaul.
What experiences best display my ability to do the job well? Once you’ve gathered your thoughts, you’ll be more equipped to narrow down the content of your resume to what really matters.Make it about youYour resume is just that— your resume. It’s a way for hiring managers and companies to quickly get a sense of who you are and what you can bring to the table. Although you’re working within certain constraints, you can, and should, infuse your resume with your voice and personality. An authentic voice will stand out in a sea of cookie-cutter resumes. To avoid sounding generic, be sure you read this article on 5 Words You Should Never Use In Your Resume.Highlight what is relevantSome of your experiences may be relevant for one job, and irrelevant for another—that’s absolutely fine because resumes should be tailored to the specific job you’re applying for. Yes, that means you’ll end up with multiple versions of your resume. When tailoring your resume for a particular job, Jaime Petkanics, founder of The Prepary, advises: “Pretend you are the one screening for the job you’re applying for, and ask yourself, “If I didn’t have any context other than this piece of paper, would I call me?” If the answer is no, consider why not. Are you missing some of the experience they’re looking for? If so, add it. Is there a skill you don’t have? Go get trained in it! There is NOTHING wrong or dishonest about customizing your resume to a specific job as long as you’re not lying about what you’ve done.”Pay attention to grammarIn a sea of bullet points, it can be very easy to mix-up verb tenses and repeat words. Make sure all past jobs and responsibilities are written in the past tense, and present jobs and responsibilities are written in the present tense. Remember: If you’re doing it now, present tense. If you did it before, past tense.Consider the industryApplying for a job at a startup? You’ll want your resume to reflect the ideals of the startup world, ie: creative, prone to risk taking. However, if you’re looking to land a job at a law firm or bank, you’ll want to stick to the conventions of the industry. Spend some time researching your industry to make sure your resume is aligned with the expectations.Get feedbackGet someone to read your resume who has an eye for more than just typos. Find a trusted reader and ask them to read your resume with these questions in mind:Is my writing clear and easy to read?Does the writing sound like my voice? Is there anything confusing?Is there anything you think I’m missing or should include? Take your timeA haphazardly written resume will show. This is not the project to put your procrastination skills to work. Carve out multiple blocks of time over a few days for resume writing. Your memory skills are being put to work here, and we’ve all had experiences where we remember something important after the fact. If you’re thorough with your approach, it will show (and hopefully pay off too!).Once your resume is ready, sign up for an account on Glassdoor and upload your resume to Glassdoor to apply to jobs quickly and easily. Resume writing is a double edged sword. It’s difficult to do, yet critical to do well. It also doesn’t help that writer’s block can feel awfully potent when you open that file on your computer titled “Resume.” All of a sudden, succinctly articulating your work experience can feel as daunting a task as writing the next bestselling novel. It may not be your idea of fun, but if your end result is a well-executed resume that shows you at your best, well, that makes all those tedious bullet points totally worth it. Here’s how to take resume writing from daunting to doable.Prepare before you startBefore you start furiously typing away at a word document, take some time to think through what exactly you want your resume to showcase. Before you start writing, you should have the answers to these three questions:What do I want to highlight? What is the company/hiring manager looking for in an applicant?
ICU Registered Nurse Del Sol Medical Center El Paso, TX Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 3.4★ N/A 23 hours ago 23h 2.8★ 23 hours ago 23h 3.5★ LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO 4.8★ 23 hours ago 23h 4.7★ 23 hours ago 23h 3.1★ 23 hours ago 23h 23 hours ago 23h Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h 23 hours ago 23h Director, Advanced Technology Policy General Motors United States 2.5★ 4.5★ 23 hours ago 23h Ah, the end of the year. A time of contemplation, self-reflection and often, a desire for transformation—especially in terms of your career. But this year, personal resolutions aren’t the only reason you should consider touching up your resume. According to our latest research report from Glassdoor Chief Economist Dr. Andrew Chamberlain, the current economic climate and labor market present a rare, almost unprecedented window of opportunity to find a new job—one that definitely won’t last forever. So what exactly makes now the perfect time to jump into the job hunt? Well…Hiring Is (Way) UpIn uncertain markets, companies tend to cut costs wherever possible, which often translates to a pullback in hiring. But with the economy on the up-and-up, hiring has been making a record comeback. Take a look at the numbers:The U.S. economy added 1.98 million new jobs in the first 11 months of this year, more than the entire 8 years of the Bush administration.In April, there were a record 5.85 million open jobs—enough to employ every person in LA, San Francisco and Seattle combined.As of November, we hit 74 months of consecutive job gains (an all-time record!)Most of us can remember the dog days of the Great Recession, when open job positions wouldn’t appear on career sites no many how many times you clicked ‘refresh’. But now, all signs point to the fact that those days are over (at least for now).The bottom line: If you haven’t scoured the job listings of your dream company in a year or two (or five—we won’t judge), it’s time to check back in. Odds are, you’ll find tons of new postings that weren’t there before.[Related: The Best Places to Work in 2017]Competition Has Died DownIn today’s booming job market, there are more open positions and fewer candidates seeking them:Unemployment is back down to pre-recession numbers (4.6%, as of November 2016)Economists believe we’ve crossed the threshold into full employment, when almost everyone who wants to work can do soToday, there are about 1.4 unemployed Americans for every 1 open job, vs. a ratio of 6.6 to 1 in July 2009 And those jobs are staying open for longer, too. While the average job went unfilled for 19.1 days in 2001 to 2003, jobs today are taking about 28.1 days to be filled. And as open jobs pile up, employers are starting to feel the heat.The bottom line: With fewer folks out of work, you won’t find as many candidates fighting over the same position — meaning your odds of scoring the new job you want are better than ever, especially as companies push to close the loop on open positions more quickly.[Related: Unemployed? Here Are 5 Things You Should Do]Paychecks Are Getting FatterThis holiday season, your waistline isn’t the only thing expanding. While previously, the gains in the economy were largely ending up in the pockets of the already well-to-do, everyday Americans are starting to see the payoff as well:October 2016 wages were up 2.8 percent from the previous yearMedian household incomes rose 5.2% last yearIn November, median base pay for U.S. workers grew at a faster pace than it had in three yearsAnd in the last year, there were several policy initiatives designed to keep the good times rolling for workers, including Obama’s proposal to require that employers release salary information by gender, race and ethnicity and new rules from the SEC mandating that publicly traded companies disclose the ratio of their CEOs’ salary compared to the average workers’.[Related: 13 Companies Hiring This Month—Yes, In December!]The bottom line: Rising wages across the board can help when you’re negotiating salary for a new job, while increased pay transparency makes it easier for you to fight for what you’re worth. Ultimately, this trifecta of economic factors indicates that the time is ripe for you to apply to that new job you’ve been eyeing. But make sure to act fast — given the up-and-down nature of the economy, these favorable conditions could end just as quickly as they began.DISCOVER: Search open Jobs & Companies Hiring In Your Area! 2.3★ Part-time Day Associate Crew Carwash Indianapolis, IN RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 23 hours ago 23h Service Advisor Prime Motor Group Saco, ME
Arsenal must keep ‘warriors’ like Alexis Sanchez and Mesut Ozil, according to club legend Robert Pires.The pair has one-year left on their contracts, but negotiations have seemingly stalled in recent weeks. And Pires believes it’s imperative for the Gunners to solve the issue and get the duo to re-sign.”I hope and wish they extend their contracts because they are both very important players for stability and the quality of the team,” said Pires. “We need warriors like Sanchez and we need Ozil. I don’t know what will happen by the end of the transfer window but I know Arsene Wenger has a lot of work to do this summer.”
Manchester United’s pursuit of AS Monaco wing-back Fabinho remains on track – despite a move for Chelsea midfielder Nemanja Matic.The Independent says Matic will soon follow for a whopping £40 million, but that has not spelled the end of Jose Mourinho’s interest in fellow midfielder Fabinho.The Brazilian was one of Monaco’s top performers last season, but it’s his ability to also play at right-back which makes him a high-priority target for the ex-Chelsea gaffer.However, United will have to pay through the nose to bring Fabinho to Old Trafford.
Xiaomi is launching the Redmi K20 series in India. The series includes the Redmi K20 powered by Snapdragon 730 processor and Redmi K20 Pro with Snapdragon 855 processor. Alongside these two phones, Xiaomi is launching another smartphone. It is the Redmi K20 Pro gold and diamond special edition. Yes, you heard it right, there will be a special edition Redmi K20 Pro made of gold and diamond. Now that’s an exciting phone to look forward to. Just a few hours before the launch the picture of the Redmi K20 Pro gold and diamond leaks online and we must say the phone looks stunning.This special edition Redmi K20 Pro is plated with gold — possibly 18-carat gold — and includes a K made of diamonds on the back cover. The special edition Redmi K20 Pro looks absolutely stunning. Xiaomi has already revealed the price of the Redmi K20 Pro gold and diamond edition. This version of the phone will be available for Rs 4.8 lakh in the country. However, it should be noted that the Redmi K20 Pro gold and diamond edition will be available in limited stocks only and not every one will be able to buy the phone.Besides the back panel design, the Redmi K20 Pro gold and diamond edition is expected to sport the same specs as the Redmi K20 Pro standard version. Xiaomi is yet to reveal the specs and price of the standard Redmi K20 Pro version yet. The company will announce all details of the Redmi K20 Pro and also the Redmi K20 at the launch event today that is said to kick off at 12PM today.advertisementDays ahead of the official launch Xiaomi has already revealed that the Redmi K20 Pro will come in three colours — Blue, Red and Black. As far as the price of the Redmi K20 and Redmi K20 Pro is concerned, we can say that the Redmi K20 will be much cheaper than the Redmi K20 Pro. With the Redmi K20 the company will look to take on the likes of Realme X that launched in India for starting price of Rs 16,999. We at India Today Tech believe that the Redmi K20 will also be priced close to Realme X. This means expect the Redmi K20 India price to be somewhere between Rs 16,999 and 18,999.ALSO READ | Xiaomi Mi A3 launching today: Expected specs, price, and where to watch livestreamALSO READ | Xiaomi Redmi K20, Redmi K20 Pro India launch today: Expected specs, price and how to watch livestream
Life after that was a whirl. Peter was one of Formula One’s great drivers. We travelled from country to country, from grand prix to grand prix. I’d sit in the pits while he raced and, in the evenings, everyone would gather in the hotels and restaurants.This photograph was taken at the start of the 1957 Mille Miglia, a 1,000-mile open-road endurance race around Italy. Peter is in the woollen hat talking to Alfonso de Portago, a fellow Ferrari driver from Spain. They were friends and quite similar – both of them were determined to squeeze every drop of excitement from life. Alfonso was never without a girl, and very rarely the same one.This was the last time we ever saw Alfonso. He was leading the race when a tyre exploded and his car flew into the crowd, killing him, his navigator and nine spectators. Five of them were children. It was a catastrophe. They never held the Mille Miglia again after that.I don’t remember how Peter reacted. Racing was dangerous: death wasn’t common, but it wasn’t unusual, either. Drivers accepted the risks, because this was the life they loved. I remember once Peter started talking about if something should happen to him, but I told him not to. I didn’t see any good coming from thinking about it. It was a Monday evening when I first met the English racing driver Peter Collins, and a week later we were married. It was 1957, and I was an actor. He was passing through Miami, where I was starring in a play. He came to the theatre after our mutual friend Stirling Moss said we should get in touch. We sat in the bar all night, talking. He was so charming and handsome, so full of life.When he proposed on the Wednesday, I said yes straight away. My father worked at the UN, and he flew down to try to stop things. He spent the day with Peter and decided, actually, I couldn’t wish to meet a better man. Motor sport Stoke Newington Town Hall, London Reuse this content Ferrari £50 features Share on Twitter Formula One Read more Since you’re here… Share via Email ‘When this 1966 World Cup photo was taken, I still didn’t know I’d scored a hat-trick’ Share on Messenger The Guardian Live That’s me in the picture Book Now Share on LinkedIn Guardian Weekend Live Sat 2 December, 11am … we have a small favour to ask. More people, like you, are reading and supporting the Guardian’s independent, investigative journalism than ever before. And unlike many news organisations, we made the choice to keep our reporting open for all, regardless of where they live or what they can afford to pay.The Guardian will engage with the most critical issues of our time – from the escalating climate catastrophe to widespread inequality to the influence of big tech on our lives. At a time when factual information is a necessity, we believe that each of us, around the world, deserves access to accurate reporting with integrity at its heart.Our editorial independence means we set our own agenda and voice our own opinions. Guardian journalism is free from commercial and political bias and not influenced by billionaire owners or shareholders. This means we can give a voice to those less heard, explore where others turn away, and rigorously challenge those in power.We hope you will consider supporting us today. We need your support to keep delivering quality journalism that’s open and independent. Every reader contribution, however big or small, is so valuable. Support The Guardian from as little as $1 – and it only takes a minute. Thank you. Photography Share on Pinterest Topics Share on Facebook Support The Guardian I never worried. I knew he wasn’t indestructible, but he knew how to manage the risks. He was a great driver: when he won the British Grand Prix in July 1958, they even said he might become the best. He was 26. He died three weeks later. He lost control on a corner during the German Grand Prix. They say he was thrown from the cockpit and hit a tree. I don’t like to think about it.I was in the pits. I knew something was wrong when he didn’t come round, but it was only when I found out he was being airlifted to hospital that I realised it was serious. When I got there myself, I was taken to a phone – my dad was on the line from the US. He’d heard what had happened and had pulled strings to find out more. He told me Peter was gone. He said he didn’t want a stranger telling me.They took me into the basement and showed me his body. I saw his foot under the sheet and said that was enough. I can still see it now. It won’t ever leave me. We’d just bought our first house, near his parents in Kidderminster. We were just starting our life together, and there it was: over.I moved back to the US afterwards. I had only a year and a half with Peter, but it was the most joyous time. He was a wonderful man: a brilliant driver with a brilliant spirit. I feel so lucky to have been part of his life.• Ferrari: The Race To Immortality is on DVD from 6 November. Ferrari: Under the Skin opens at the Design Museum on 15 November.Are you in a notable photograph? Email firstname.lastname@example.org Share on WhatsApp
ShareEmailPrint To learn more, read: Posted on April 4, 2011June 20, 2017By: Carolina Damásio, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Carolina Damásio , one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.Working with women in Mali made me discover a new world. Health statistics, art, communication strategies, French, dialect, science, problems, solutions… I´m trying to discover and learn what we need to change to improve maternal and child health. Sometimes I think there are very simple steps that could make the difference. Sometimes the task seems impossible!! But I see the girls with all the energy to learn and disseminate the new information, and I find the strength to keep going…I have spent many hours trying to find ways to overcome cultural barriers, improve education, and distribute health information in order to be able to develop the points that I consider critical for pregnant women: how to strengthen measures to prevent malaria; such as improving nutrition of women during pregnancy, and children eating foods found in the country with low cost; how to make them understand that one’s baby must breastfeed exclusively during the first six months (and not to take “traditional medicines”); and other simple information about hygiene and care of the child that must be assimilated to change the reality … I wish I could change the public health here, offering free prenatal with quality, safe assistance at delivery, and make people understand that maternal health is a PRIORITY and cannot be forgotten…On the other hand, I am surprised with the cultural richness here. Whoever knows a little bit about Mali must realize the joy of the people here. They seem to have art in their DNA, and it takes no effort to develop the artwork with my group of women. They are always able to participate in music, dance, and theater with a smile. They bring new ideas, and my version of my book for Mali is becoming amazing!! I also started experimenting with art activities to disseminate information on maternal and child health. Within minutes they were ready with a play about breastfeeding and the women are planning to present it to the community.I’m thinking of everything I’ve learned with this opportunity to live in Mali. When I miss Brazil and the work I had there (in hospitals), I think that here instead of treating patients, I am treating a country, and I wonder if I´ll be able to get back to the same life I had before this experience…Here are some pictures and a bit of Mali, which were taken by the women of my group (and most had never seen a camera before):P.S. “Facts for Life” is also the name of a UNICEF publication that contains essential information that families and communities need to know to raise healthy children (practical advice on pregnancy, childbirth, childhood illnesses, child development and the care of children). It has helped me a lot and can be found on the UNICEF website.Share this:
ShareEmailPrint To learn more, read: Posted on June 9, 2011June 20, 2017By: Stephanie Smith, Assistant Professor of Public Administration, University of New MexicoClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The following piece is the second in a series on generating political priority for newborn health. Read the first. It originally appeared on the Healthy Newborn Network blog and is reposted here with permission.Newborn survival rose quickly on Nepal’s health policy agenda over the course of the past decade. Nepal adopted its first national newborn health strategy in 2004, conducted a comprehensive assessment of newborn health and programs in 2007, and implemented pilots of a community-based newborn care program with promise for nationwide scale up in 2009. A recent study found that this rise was facilitated by the formation of a network of concerned actors who pushed for policy action, significant leadership from health policymakers in Nepal, high-level political commitments to the United Nations Millennium Development Goals and the emergence of reliable and contextually relevant evidence concerning the problem and its solutions. Findings of the study were published in Social Science & Medicine in February 2011.Our study asked how the level of political priority for newborn survival had changed in Nepal, why, and with what implications for other health issues. We conducted 29 interviews with individuals with close knowledge of Nepal’s newborn survival policies and programs and undertook extensive document analysis in 2008 and 2009 to investigate these questions. Interviewees and documents represent a wide range of sources, including government, UN agencies, bilateral development agencies, non-governmental organizations, health professionals and researchers, reports and published research.Four factors were key to increasing political priority (defined as the authoritative allocation of human, financial and technical resources equal to the severity of the problem) for newborn survival in Nepal.A policy window opened in 2000 as the government of Nepal and international organizations committed to achieving the Millennium Development Goals, particularly MDG 4 to decrease under-five child mortality by two-thirds by 2015. This common goal and a 2001 call by Nepal’s prime minister to reduce neonatal mortality laid the groundwork for increasing cooperation between high-level government officials and international development partners to address the problem.Although Nepal’s neonatal mortality rate was on the decline (decreasing from 50 to 33 between 1996 and 2006), data indicating that neonatal mortality was growing as a proportion of infant and child mortality (increasing from 63 to 69 percent of infant mortality and from 42 to 54 percent of under-5 child mortality between 1996 and 2006) caught the attention of health policymakers and development partners seeking to achieve the child survival MDG. Growing international, regional and local evidence concerning the problem and solutions appropriate to the Nepali context (including The Lancet Neonatal Survival Series published in 2005, research conducted by MIRA [Mother and Infant Research Activities] and under the MINI [Morang Innovative Neonatal Health Intervention] project in Nepal, and by Dr. Abhay Bang in India), helped to convince concerned actors and policymakers that the problem was tractable and that they could work together to address it.Recognizing newborn survival as a problem requiring additional and more specific attention than it had been afforded within safe motherhood and broader child survival frameworks in the 1990s, a network of concerned actors formed to push for solutions in the early 2000s. SNL provided resources to help the network, including representatives from government and international development organizations, health professionals and researchers, get started. Facilitated by leadership from the directors of Nepal’s Family and Child Health Divisions (under the Ministry of Health) throughout the 2000s, the network of concerned actors helped to inform Nepal’s first national newborn health strategy (adopted in 2004), conduct ongoing assessments of the problem, identify solutions appropriate for Nepal’s remote populations and bring pilots of a Community-based Newborn Care Package to fruition in 2009.Priority for newborn survival in Nepal has increased significantly since the turn of the century; however, challenges to securing the issue’s place on Nepal’s policy agenda and scaling up intervention strategies remain. Engaging an expanded network of concerned actors, including political leaders, civil society and actors outside the capital would likely strengthen the initiative. An advocacy strategy that addresses concerns of Nepal’s overlapping maternal, newborn and child health policy networks and of political leaders could help to secure the issue’s place on the policy agenda into the future. Adapting to Nepal’s evolving political context will also be a key challenge.Photo: Jonathan Hubschman / Save the ChildrenShare this:
I spoke at Artez Interactive DC today (#artezDC on Twitter if you want to check out the highlights) and while there, I got to hear Dharmesh Shah talk about his new book, Inbound Marketing. Dharmesh founded HubSpot and Website Grader. He calls himself a hackrepreneur. (Full disclosure, we use HubSpot at Network for Good and I was given a free copy of his book today. I am a fan.)Here’s what he had to say: “You have a moral obligation to say to yourself, what am I great at, and how do I use new tools to be a superpower at inbound marketing.”• We walk around in bubbles, isolating ourselves from marketing messages. We screen calls, don’t open mail, etc. That means the outbound model of marketing – ie, pushing messages out to an audience – gets screened out. Consequently, it’s an increasingly expensive way to get to people.• The better way is to pull in the people who are looking for what you have. You can do that by pulling people in with creativity, not cash.• So how do you get found? You look where people (and you) live – Google, Twitter, Facebook, YouTube, foursquare, Yahoo! Answers, etc. Your website is your home base where you ultimately engaged people – it’s your center of gravity that takes the relationship you form at these online outposts and takes it to the next step.• As ye SEO, so shall ye reap. Optimizing your website for search (search engine optimization) is essential. It gets you off of the paid traffic morphine drip. More people, less expensive results. Keep in mind the Google ranking algorithm – f(n): Context + Authority (which is the number of links and the power of those of links). By FAR the most weight given by Google goes to authority, so pursue those links! Get people to link to you! The longer your website is around, the better – so start a website NOW, even if it’s not great. These are keys to getting on the first page of Google results and therefore to SEO. Check how you’re doing using his Website Grader. That shows how you’re doing in all of these areas.• Build a blog following: Even if no one on your team can really write and you don’t write often. (This is the one area I don’t think I agree with him – if you have no time and can’t blog regularly or tell good stories, and you have a horrible blog no one reads, you may be better off using that time to engage with bloggers with a following. But we measure success differently – I’m looking at donor relationships, he’s focused on SEO.) He feels like it pays off because people care and want to hear the stories on your blog, even if they are not frequent and old. He says Google likes it – it helps rankings and drives more visitors and links over time. Experiment with different kinds of content. He’s experimented with audio, video, cartoons and how-to focused on his message, because it’s sometimes surprising what format resonates most. For example, cartoons are their best content – it brings in more people than well-researched articles. He said it also works well to take a stand. A strong point of view works best – not a crafted, protected message. There is usually bigger perceived risk than real risk to breaking out and getting attention by taking a stand.• Create content that is hot: You need to ask yourself, am I getting out things that could actually get spread and go big? You’ll fail if you don’t at least try to do this.• Social media: The value of social currency and capital is huge. That’s why social media is worth our attention – injecting our cause into online social relationships is powerful. • Twitter: Even normal people use Twitter now. His twitter.grader.com tool to measure your relative authority. The basics are: bio in profile (76% don’t bother to do this! Yikes!), have an Avatar, put up your background, etc. Then say meaningful, useful things – which too many people on Twitter don’t. Don’t tweet for tweeting’s sake. That’s how you build reach. Like your email newsletter, it’s one more way to build relationships. He uses TweetDeck to manage Twitter.• Retweeting: He analyzed 100 million tweets to see what gets retweeted. Most retweeting happens at midday. Words matter: the terms please retweet helped. Blog, post, free, social media were other hot terms. If you use self-reverential words (I, me), you are far less likely to get retweeted. • Find the stars: Once you’re engaged in social media, look for high social capital people. For example, on Twitter, find the people who are stars tweeting on your issue. Engage them. You can find those people with his twitter.grader.com tool.• Facebook trick: Cheap market research on Facebook – Go to footer, ads, and pretend you’re placing an ad. When you do that, Facebook tells you how many people on Facebook match your demo profile. Nifty way to do your homework to see if this is where your audience is.• Google Wave: It’s Google, so don’t ignore it. But you’re safe on ignoring it now because it’s so complex and hard. Google Buzz – it’s too early to say, he says.• FourSquare: He’s a fan because it connects your physical presence to your online presence – a useful thing for nonprofit events. It’s a great way to set up virtual locations for events.
My favorite nonprofit, A Wider Circle, set me a thank-you letter this weekend. It started with the following quote.“I truly appreciate everything you have given my family. The household items aside, it’s the hope, the faith, the trust, and the reassurance that kind, caring and loving people still do exist. I used to be the one that donated the clothes, the canned goods, and volunteered my time. But here I was having to rely on the same from others. It’s going to be a struggle for a while but we’re keeping our faith and staying strong.” It was from Raeleen, mother of two, whose home was fully furnished by A Wider Circle.This has all the hallmarks of a wonderful acknowledgement:It’s heartfelt, it’s original, it’s emotional and it’s tangible. And better, yet, it’s got the right messenger.The inclusion of the words of someone helped by my donation is powerful, authentic and moving. Not to mention relatable. How many of us have had moments where we are reluctant to ask for help and understand the vulnerability that accepting it entails? I not only understand the difference I made, I think I understand something of the person I helped.I hope this inspires you, because there is no greater gift to a donor than a story of how they helped.And if you’re stuck, here’s my template for a great thank-you.Dear _________________ (use donor’s name, spelled correctly)First: Don’t start with the typical “thank you for your donation!” Start with a vivid image or mini story of what the donor made possible, like the example in this post!Second: Say thank you and give the donor credit for the impact of the donation and/or the specific program(s) supported.Third: Express gratitude for the specific gift amount, noting the date and including any language on tax deductibility.Fourth: Tell the donor when and how you’ll be in touch to let them know more about what their gift is accomplishing. Include contact information – your email, phone and website – so they can stay in touch or reach out if they wish.Closing: Thank them again and sign a real person’s name. If this is a mailed letter, include a PS with a nice added detail about a resource where they can find out more about the difference you are making because of their gift.
BBMG has a new guide out for cause-conscious companies. It’s called Disrupt & Delight and it outlines five principles that reflect the best work of socially responsible companies like Nike, Patagonia and Unilever.I think some of the principles of so-called sustainable brands can work for nonprofits, too. So here are three that I find relevant, with my commentary on how they relate to our world.1. Start With What’s SacredAccording to BBMG, “University of Virginia psychology professor Jonathan Haidt helps explain why companies like Coke and Zappos are in the business of Happiness, not products: The great trick that humans developed at some point in the last few hundred thousand years is the ability to circle around a tree, rock, ancestor, flag, book or god, and then treat that thing as sacred.” Guess what? We are in the happiness business too. If you promote a good cause, you are giving people the opportunity to feel great by making a difference in the world. That means your cause is a rallying point, and that makes it sacred in an important way. I’m not advocating false idols. Rather, this: Your brand should start and end with the essence of how you bring joy to the world.2. Create Collaboratively“To meet the weighty challenges of today’s global economy, we can’t go it alone—even if we wanted to. The best solutions are not necessarily crowd-sourced, but they are co-created with input from parts of organizations, communities and society,” says the report. Is your organization working with other nonprofits, advocates and companies to make the biggest change you can? 3. Be PlayfulSays the report, “Leading scientists, researchers and business leaders are waking up to what kids at your local park already know: play helps us move beyond rigid rules and predetermined structures to create new possibilities. Workplaces that foster a playful approach (or, at the very least, deviate from the expected from time to time) are rewarded with employees who more easily improvise and think of new ideas. Brands that embrace gamification, like RecycleBank, are trying to marry a sense of play with behavioral economics to drive more consumer engagement.” This is my favorite recommendation. Are you giving people in your workplace the playful experiences that spark creativity? Are you creating a hopeful environment? Do you give people room to invent? Learn how to do more in the report!
1. KNOW YOUR DONOR: Capture information on how your donors gave and what appeal they are supporting. Did they give in response to a special appeal or at an event? Were they asked to donate by one of your donor champions who was running a race to raise money for your cause? You need these details to properly thank and cultivate them.2. ALWAYS THANK YOUR DONORS: Always. No exceptions. 3. THANK THEM EARLY: You should thank your donors within a few days of their gift. 4. THANK THEM OFTEN: Thank your donors several times, over time, and keep reporting back on the difference they have made.5. THANK THEM ACCURATELY: Make sure you have correctly spelled the donor’s name, stated the amount and date of the donation, included appropriate language for tax deductions and carefully note if the gift was made in honor of someone else.6. EXPRESS GRATITUDE: Say how pleased and thankful you were to get the donation.7. FOCUS ON EMOTION: Tell a short, wonderful story or use a specific example that shows what the donor is making possible. This is important so all donors feel great – and donors new to your cause grasp what it really means. You want to tug at the heartstrings and bring your mission to life. Some fun ideas: Take photos of your work and slip one of those into a mailed card. Have a beneficiary write the thank-you email. 8. GIVE THE DONOR CREDIT: Your communications to your donors should use the word “you” a lot more than the word “we.” Give your donors credit for what you do in every piece of outreach. Be constantly on the lookout for ways to recognize your donors – in your annual report, on your website and at your events.9. BE SPECIFIC ABOUT IMPACT: Make very clear how you will use the money and tie that impact back to the solicitation that was sent. If you sent an appeal to save puppies, talk about how many puppies you will save!10. MAKE IT PERSONAL: In addition to addressing the donor by name, you want to sign the appeal from a real person. No “dear friend” or “dear supporter” salutations and no nameless signatories! We recommend you get creative with who “signs” your electronic and mailed letters – a board member, a volunteer, a beneficiary can add significance to your acknowledgement.I wrote the above list for Network for Good’s premium training program. It’s a subscription service. If you are interested, learn more here.