Mumbai: Despite ongoing farmer protests and financial hurdles that the proposed 800 km Mumbai-Nagpur super expressway is facing, Chief Minister Devendra Fadnavis on Friday said the road will be a blessing for farm-related industries in the State.Speaking at a programme held for India’s food processing industries, Mr. Fadnavis said the road will connect 24 districts of the State. “Samrudhi highway will connect Mumbai and Nagpur, which will help set up farm produce processing industries. A direct connection to the Jawaharlal Nehru Port Trust, will ensure a market for farm produce, and the processing industry will also benefit,” Mr. Fadnavis said.He said the value chain needed to control farmer suicides in the State can be set up along the proposed highway.However, the State is struggling to raise money for the construction work. The State government had asked various authorities to give ₹1,000 crore each as loan to the Maharashtra State Road Development Corporation (MSRDC) for the project. While other State bodies are yet to finalise their decision, sources say the City and Industrial Development Corporation (CIDCO), one of the richest authorities in the State, is struggling to put together the amount. “CIDCO has other commitements such as the Navi Mumbai airport and Metro. We will initially release ₹200 crore, and since the money is needed for land acquisition, its release will be monitored. We cannot commit the rest of the amount,” said a senior CIDCO official. The Mumbai Metropolitan Region Development Authority (MMRDA), Maharashtra Housing and Development Authority (MHADA), Maharashtra Industrial Development Corporation (MIDC) and Slum Rehabilitation Authority (SRA) have been asked to contribute to the project. MSRDC will have to repay the loans with interest of 8.14% up to 10 years.
CONTRIBUTED PHOTORod Ebondo continued to be a beast down low for Centro Escolar University as it frustrated Che’Lu Bar and Grill-San Sebastian, 105-88, to nail its second win Tuesday in the 2018 PBA D-League Aspirants’ Cup at Pasig Sports Center.The Congolese bruiser was excellent from all over the floor, lighting up for 28 points and 23 rebounds. He he was also two blocks shy of a triple-double with eight rejections in the victory.ADVERTISEMENT RK Ilagan led the Revellers (2-2) with 19 points on a 2-of-5 shooting from three, to go with four rebounds, two assists, and two steals.Allyn Bulanadi also added 13 markers off the bench, Jeepy Faundo got 12 points and nine boards, and Michael Calisaan was limited to just 11 markers and eight rebounds in the loss.The Scores:CEU 105 — Ebondo 28, Wamar 18, Fuentes 14, Guinitaran 14, Aquino 8, Arim 6, Manlangit 6, Cruz 5, Caballero 2, Intic 2, Saber 2.CHE’LU BAR AND GRILL-SAN SEBASTIAN 88 — Ilagan 19, Bulanadi 13, Faundo 12, Calisaan 11, De Leon 8, Batino 5, Capobres 5, Valdez 5, Jeruta 4, Baetiong 2, Costelo 2, David 2, Santos 0.ADVERTISEMENT AFP official booed out of forum John Lloyd Cruz a dashing guest at Vhong Navarro’s wedding Don’t miss out on the latest news and information. Read Next Aside from Ebondo’s presence down low, the Scorpions also stung the Revellers with their lethal three-point shooting, going 12-of-31 from downtown to remain the lone unbeaten team so far this conference at 2-0.Orlan Wamar drilled 5-of-8 from three to wound up with 18 markers, seven boards, three assists, and two steals off the bench, Rich Guinitaran got 14 markers powered by four treys, while Judel Fuentes pumped 14 built on two treys.FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSLillard, Anthony lead Blazers over ThunderSPORTSMalditas save PH from shutout“Ebondo played his A game, plus he got the support from our locals,” remarked coach Yong Garcia. “We hope we could sustain this kind of game.”CEU didn’t waste time imposing control of the game, establishing a 14-point lead, 49-35, in the second quarter before holding off the numerous rallies fro Che’Lu-San Sebastian in the end game. LATEST STORIES MOST READ Quarters: 25-20, 51-42, 79-67, 105-88. Trending Articles PLAY LIST 00:50Trending Articles00:50Trending Articles00:50Trending Articles01:29Police teams find crossbows, bows in HK university01:35Panelo suggests discounted SEA Games tickets for students02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH 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 City Globe Business launches leading cloud-enabled and hardware-agnostic conferencing platform in PH 2 ‘newbie’ drug pushers fall in Lucena sting Brace for potentially devastating typhoon approaching PH – NDRRMC NEXT BLOCK ASIA 2.0 introduces GURUS AWARDS to recognize and reward industry influencers View comments Typhoon Kammuri accelerates, gains strength en route to PH Slow and steady hope for near-extinct Bangladesh tortoises Amid MVP talks, JRU star Alvarez told: Focus on team, not stats
Sandeepa Dhar, the new Bollywood hottie is finding her place in the list of bold and beautiful of Bollywood. Sandeepa, who made her debut with Rajshri Production’s Hindi film, Isi Life Mein recently got a hot photoshoot done.In the shoot, Sandeepa was mostly seen in hot pants and low neck short tops. She also sported flowy high-slit gowns.She was nominated for the Filmfare Award for Best Female Debut, Star Screen Award for Most Promising Newcomer and Stardust Award for Superstar of Tomorrow.
WINNER WALINJKAR (RIGHT) WITH NASEERUDDIN SHAHIt took a Navi Mumbai cricket fan to beat Sunil Gavaskar, Geoffrey Boycott and 1,18,000 others and emerge as the first ESPNStar Super Selector for October. How did 28-year-old Amit Walinjkar, with experience of Mumbai school and college cricket behind him, get the better of,WINNER WALINJKAR (RIGHT) WITH NASEERUDDIN SHAHIt took a Navi Mumbai cricket fan to beat Sunil Gavaskar, Geoffrey Boycott and 1,18,000 others and emerge as the first ESPNStar Super Selector for October. How did 28-year-old Amit Walinjkar, with experience of Mumbai school and college cricket behind him, get the better of all the gurus?First, he made clever choices and secondly – thus proving the merits of reading the fine print and our selection tips – he was smart enough to substitute under performers without fear or favour. Take a look at his picks and his drops, read our tips and let your game begin.WALINJKAR’S WINNING XI Gary Kirsten Sachin Tendulkar Nick Knight Virender Sehwag Grant Flower Andrew FlowerJacques Kallis Shaun Pollock Makhaya Ntini Matthew Hoggard Martin Suji Meanwhile, Walinjkar will fly to Centurion near Johannesburg for the third Test between South Africa and India and share the commentary box with Gavaskar and Boycott.That should be incentive enough for you to become an ESPNStar Super Selector. To prove your cricketing knowledge and start on your own selectorial journey, log on to www.espnstar.com. Now!Smart TipsDon’t spend money picking late-middle-order batsmen from top-class sides like Australia or South Africa for one-dayers. With just 50 overs to go, you aren’t going to get too many overs on a consistent basis.In Test matches, a class bowler in an otherwise mediocre attack is always a better pick than a class bowler in a class side. Muttiah Muralitharan takes 38 per cent of the wickets for Sri Lanka in Tests. Neither Shane Warne, Glenn McGrath nor Jason Gillespie average more than 26 per cent.Dogged MythsadvertisementThe myth is that one Test match makes for two ODIs for a batsman. Our analysis shows that an average of 439 runs are scored by both teams in a normal ODI match. Compare that to 997 for a Test match and you have a ratio closer to 1:2.25 rather than 1:2. Go for that Test batsman.Watch current form. It often inflates a player’s value. You should be looking at the opposition and the conditions. Harbhajan Singh could have cleaned out Australia at home, but he was never likely to do the same in Zimbabwe.
To find your perfect job, you may have to go undercover.Career coach John Lees, author of How to Get a Job You’ll Love says: ‘Only about 20 to 30 per cent of jobs are filled by people applying for published vacancies.’ It sounds illogical – why would employers hide vacancies? However, there are good reasons.Employers want to take as much risk as possible out of the recruitment process. Recruiting the wrong person can be a disaster for the organisation and can leave the problem of replacing the ‘wrong’ hire, which adds to their costs in terms of time and money.As a result, employers prefer to hire someone they already know, or who is known to a trusted contact such as an existing employee, rather than throwing the job open to candidates unknown to them.Consequently, restricting your job search to jobs boards means you could miss out on job opportunities.Here’s how to go undercover and find your perfect job:1. Approach companies that already know you. Perhaps you have worked there as a temp or contractor, or you may even be a former employee. If you performed well they could be delighted to have you back.2. Use your personal network of friends, friends of friends and former colleagues. There may be suitable vacancies within the companies they work for. Companies are more likely to trust someone who comes with a personal recommendation from an existing employee. Some organisations even pay staff to suggest candidates for vacancies, so you could both benefit.Offer to meet for a catch-up over coffee or a drink so it’s a social meeting rather than just a ‘transaction’. Baldly stating that you want their help finding a job tends to make people feel like just a tool in your job search toolbox, so instead ask for their advice about how to get into whatever role or sector you are targetting.People love giving advice and in the process they may supply information that helps your job search. Even if they don’t, thank them and ask if they know someone else who might also give you some advice. Take details and then request a meeting with that person. Later, contact everyone you have met to let them know how their advice has helped you. Not only is it polite, but it pays to keep in touch in case they come across the ideal vacancy.3. Get employers and recruiters to come to you. Build a profile page on LinkedIn and any other relevant sites with a summary of up-to-date skills, title and qualifications. Include contact details and opt to receive personal emails from recruiters.Ensure you are linked to former employers and colleagues, and become a member of professional groups. Keep your name in front of people who could be the source of a job by starting or taking part in online discussions.Seek out recruitment websites relevant to your sector and post your details on their CV databases.4. Makespeculative applications, but do it wisely. Don’t spray your CV around thoughtlessly. Target organisations likely to have vacancies (those that have announced expansions or new contracts, for instance) and tailor your CV and covering letter (vital for on-spec applications) to the kind of job you want. Include information that shows that you have researched the company and that you care about what you are doing. Alternatively use networking to find someone in the company who can give you an introduction.5. Use someone else’s network. Recruitment consultants don’t just deal with advertised vacancies – they have networks of contacts in organisations that may have hidden vacancies. Some employers trust their recruiters to the extent that they will always interview a candidate the recruiter suggests.To hunt out the best jobs, you have to be tenacious and creative!
We’ve all been there: slogging through job listings, painfully updating resumes, writing cover letter after cover letter. Maybe we all dread job searching simply because it’s boring. But that’s okay. Part of being an adult is dealing with un-fun things and job searching happens to be one of those. But don’t throw in the towel just yet—there’s hope to make this process better, even if it’s just a little bit better.Here 4 effortless ways to avoid job search exhaustion:1. Set a daily time limitDo NOT spend all day job searching. You will burn out faster than a one-inch candle wick. Instead, allocate a specific amount of time to the job hunt and stick to it. For example, spend three hours every day, or 2 hours every Sunday. Be as productive and efficient as you possibly can within your allotted time frame. Then, at the end of your time, you’ve done your work for the day and are now free to watch as many kitten GIFs as you’d like without worrying about how you should be doing something else. Job searching is the product of weeks of dedication, not one big binge session. And best of all, when you break a big, daunting task into a bunch of smaller tasks, it miraculously becomes a whole lot less daunting.[Related: Here’s Why Your Job Search Shouldn’t Be A Race to the Finish Line]2. Treat YourselfTake a cue from Aziz Ansari (NOTE: If you don’t know, watch now!), when you’ve completed your job searching for the day (or week, or whatever schedule you’ve set), reward yourself. When there’s light at the end of the tunnel, you’ll make it through to the other side in better shape. Think about how good a run in the park will feel after you close your laptop. End your evening by going to the movies, even if it’s a weekday. You’ll stay motivated to submit that last resume if you have something to look forward to.[Related: Top Companies for Compensation & Benefits]3. Network the way YOU want toA schedule full of coffee dates and informational interviews can make even the most extroverted of people want to sign up for a silent retreat. So, how can you make this exhausting process a little more energizing? Network the way you want to. Do you have a favorite juice bar? Go there instead of a jam-packed Starbucks. Haven’t been to your local wine bar in a while? Share a glass of wine with someone there. If you’re sending emails, make them interesting! Write something that makes you smile or that you think will make the other person smile. Infuse a bit of soul into a seemingly soul-sucking process.[Related: Do These 5 Things Before Giving Up on Your Job Search]4. Find daily inspirationIf that means typing “inspiring quotes” into Google, by all means, do that. Find ways to remind yourself to keep plugging away, no matter what. Watch a TEDTalk, read an uplifting article, email a friend and ask for advice. It’s amazing how different things can feel when you shift your perspective, especially when it’s toward the positive. DISCOVER: The Dos & Don’ts of Playing Pokemon Go At Work
Also on Glassdoor: It’s no secret that the days of spending 30-plus years at a company are gone. The gold retirement watch is a relic of a bygone era. These days, American workers change jobs and companies many times throughout their lives.Now, a new Glassdoor study reveals the factors that predict whether employees will stay at their companies or go to a new employer when they are ready for their next role. Chief economist, Dr. Andrew Chamberlain, and data scientist, Morgan Smart, looked at more than 5,000 job transitions from resumes submitted to the site, and combined that data with company reviews and salaries shared by employees to understand why an employee will give their two-weeks notice.The secret’s out!We hate to say it, but your boss and your company’s HR team can now predict why you’ll be ready to say sayonora!Here are the factors that can predict why you’ll quit:1. If your current company doesn’t provide career development resources…The study found that high employee satisfaction, better opportunities for career advancement, the quality of an employer’s culture and values lead to better employee retention.2. If your current company gives you a raise — but not just any raise…It’s no surprise that increased pay leads to an Increased likelihood of retaining employees. The study found that when changing jobs, employees earn a 5.2 percent pay increase on average when they make a job transition. However, if a company offered a 10 percent increase in base pay, the study shows that this increases the odds an employee will stay at the company by 1.5 percent.3. If you have been in your current role for longer than 15 months…Stagnating too long in a role causes workers to jump ship for a new company. On average, workers spend 15 months in a role, some like government workers stay longer while those in the repair field change jobs every 10.6 months on average. HR managers now know from this study that every additional 10 months an employee stagnates in a role makes them 1 percent more likely to leave the company when they finally move on to their next position. The data shows that employee turnover is costly for companies. However, they know what to do to keep you. “Employers that work to improve company culture, offer competitive base pay and regularly promote and advance employees into new roles will retain [employees] longer,” says Dr. Chamberlain. Sure, providing career mobility is important, but, Dr. Chamberlain adds, “a simple job title promotion may not be enough. Maintaining competitive base pay is an important part.” Why Do Workers Quit? The Factors That Predict Employee Turnover
23 hours ago 23h Throughout your professional career, you will experience changes in compensation. In some cases, it will be a great experience and you’ll see your salary increase as you get promoted or gain experience; but in other cases, your pay might not equate to your level of experience, or you might find that you’re underpaid compared to colleagues.Getting the salary you want or determining how much you deserve to be paid is tough path to navigate, especially when you’re not sure if you should negotiate for a higher salary at your current job, or seek a better offer from another company.If you’re leaving your current job because you feel you aren’t being paid well, the most important thing to keep in mind during your new job search is to make sure you receive a fair salary at your next company. Negotiating salaries can be tricky, nerve-wracking and confusing. Therefore, it’s incredibly important that you do the research and financial planning that goes into landing a job with fair, equal pay.But, how do you do that, especially if you have no idea what you want or how much you’re worth? Here are a few pieces of advice to consider.1. Know Your WorthWe can’t say it enough, if you want to get a good salary, you need to know your worth in the current job market. This is why we built our Know Your Worth tool to give you the opportunity to understand your value in the workforce. Whether you went to school, have years of experience or skills that can translate to relevant experience, you deserve to be paid fair, regardless of your age. 2. Plan your personal financesPart of figuring out the ideal salary includes personal financial planning. When you factor in all of your living costs (rent, utility bills, insurance, car payments, etc.,) hopefully your salary isn’t just enough for you to make ends meet. Before you can determine the salary that fits both your living costs and equates to your job experience, you have to have your personal finances in order. The goal is to find a balance that will allow you to both cover your monthly costs and save some of your earnings.Once you have a handle on your personal finances and know how much you can command in the marketplace, you’ll have a much better idea of that target number.3. Research what the company paysIf you are in the interview process, a strategic move is to research the company to find out how well they pay their current employees, especially those in similar roles to the one you are applying for. Look up salary information on Glassdoor, which is an essential step to preparing for future salary negotiation. For example, if you see that the company is underpaying for the position, you can use that to make a case for why you deserve a higher salary.4. Let the company make the first offerOne of the most important rules of thumb to salary negotiations is: you do not have to tell employers what you are or were earning at your previous company. Let the employer make the first offer, then you can follow it up with a higher number, and further showcase why you not only deserve to be hired, but that you deserved to be hired at a better pay rate because of the value you are bringing to their team. If you walk into the interview already agreeing to the salary they have listed or mentioned, then you’re likely losing money because they assume they can get a highly qualified candidate for lower pay. You don’t want that to happen. So if you are asked during your interview about what you expect to earn or what you were making in your previous job, kindly decline to answer and instead shift the focus to your experience and what makes you the absolutely best candidate for this position. 5. Know what other companies will pay you for the jobOne of the biggest mistakes people make during a job search is focusing on one company. Sure, you really want to work at your dream company and that’s fine. However, that doesn’t mean you shouldn’t interview at other places too. Doing so can actually be helpful because it will give you a chance to see what other companies are paying, so if and when you get an offer from your dream company, you’ll know how their offer stacks up to those from other companies. 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How to Become the Candidate Recruiters Can’t Resist It’s not something we like to reflect on, but the truth is that there’s plenty of things that can go wrong when you submit an application and start the interview process for a new job. But even if the stakes are high, you can’t let the fear of making a mistake hold you back – there’s a wonderful new job out there with your name on it, and the only way to get it is to take a risk, submit the application and do your best in the interview. Only… what if you feel like you didn’t do your best? Or what if you know for sure that you made a misstep? A Shout ™ wipe will save you from a mistake at lunch, but if you think there’s a chance you messed up during the interview process, you need to implement some damage control right away. Here’s what Halai Shukran, Director of Talent Management at Viant, Inc. has to say about the five most common interview mistakes she sees when working with prospective job candidates.Mistake #1: Missing the phone screening or interview“A huge pain point for recruiters is putting all this work into finding a stellar candidate and scheduling a phone screening to feel them out for the role, only for the candidate to miss it,” says Shukran. “Missing the phone screen and not following up to reschedule shows a lack of professionalism, time management, and follow up, and these are key skills a recruiter looks for when assessing someone for any role.”How to recover: If you’ve already made this mistake, it’s not a complete loss: follow up with your contact as quickly as possible, take full responsibility for the slip, and explain the mitigating circumstances. Anything less – like dismissing it as no big deal or assuming they’ll reschedule quickly – won’t win you any favors (or second chances).5 Mistakes That Will Keep You From Getting HiredMistake #2: Sending a generic follow-up or not following up enough Shukran notes that another common interview mistake is sending a bland follow-up note or not following up at all. This causes you to miss out on an enormous opportunity to stand out among other prospective hires and – more importantly – to continue the conversation and build a relationship with your interviewer. How to recover: If you made this common interview mistake and haven’t followed up to an interview yet, do so! Just make sure it’s unique to the person with whom you interviewed and shows you’re paying attention to the conversation: “Whenever possible, think back to something an interviewer said about the company and comment on it, or follow up for more information or to share an interesting article tied to the role. A follow-up that showcases whether or not you’re a fit shows more interest post-interview than a generic one,” remarks Shukran.“I know of a candidate that was interviewing with a company, and while they were waiting in the wings to hear back from the recruiter, the company received some good reviews in the press,” remarks Shukran. “The next morning, the candidate reached out just to say congratulations on the big win. That thoughtful gesture showcased that person’s passion for the company and helped that candidate stay top of mind.”Mistake #3: Following up too much“When a candidate follows up too frequently, I start to wonder about what’s going on,” says Shukran. “Did they get turned down by another company, so they’re latching onto this job? Did they not hear when we said we’re going through first round of interviews and will get back to them next week? Either they’re not listening or they’re too aggressive, and either way that’s a turnoff.” How to recover: Aside from chilling out and stepping back, you can’t recover from too much follow up. Your best bet is to learn your lesson and apply a more moderate approach to following your next interview (or better yet, ask your interviewer what the follow-up schedule looks like and act accordingly). If you think that’s harsh, consider this: interviewers know that how you follow up to interview is how you’ll follow up with customers and co-workers on the job: “An aggressive level of follow up concerns me because it’s a preview of what that person will be like as part of a team,” explains Shukran. “I’m thinking, ‘If this person is working with another stakeholder on a project or deadline, they might not be cognizant or respectful of what the other person’s time line is.’” To Email or Not to Email? A Glassdoor Recruiter’s Tips for Following Up After ApplyingMistake #4: Not asking any questions If it seems like asking questions at the end of an interview is optional, Shukran wants to be clear that it’s not: “An interview is more of a conversation than anything else,” she says. “When you’re really listening in an interview and having an insightful conversation, you have an opportunity to dig deeper. If you’re not asking questions, it shows a lack of interest and passion.”How to recover: If you find yourself in the middle of an interview and you really can’t think of any questions, it’s OK to ask to circle back with questions later. “Not everyone can think on their feet,” Shukran says. “When you’re still in the moment and you can’t think of any questions, it’s OK to say, ‘This is a lot of info to digest, I’d like to think through the questions and follow up by email.’ That would show me a strong sense of self-awareness that you know you’re not the person to think on your feet but you know what you need to do to get the job done.”If you didn’t ask questions in the interview, all is not lost. The next time you’re in touch with your interviewer – whether that’s a scheduled follow-up call or a check-in a week or two after your interview – ask if it’s possible to take them up on their offer to ask questions and include a few thoughtful ones in your email. Mistake #5: Not showing industry know-howThe best way to impress a recruiter or hiring manager is to do your research in advance of the interview – that means doing your due diligence and reading the company’s website, performing a web search for articles mentioning the company or recent press releases, and reviewing all interview-related email correspondence.“I work in ad tech, so what’s always very impressive to me is when candidates come in from outside our industry with a strong understanding of the business,” says Shukran. “There may be gaps or mistakes in how they’re addressing what we do, but whether they have the details right or not, it shows me that they have a strong passion for the potential opportunity and a strategic, business-oriented way of thinking.”How to recover: This is yet another common interview mistake where the best approach is a preventative one. Research the company and the position as thoroughly as possible in advance of your interview so you’re prepared to have an intelligent discussion about the position and the role it plays in the company’s big picture. If you made the mistake of taking the interview cold, make sure you show that you’ve done your research when you follow up. Mention a recent press release or acquisition, or ask a question that shows that you’ve put some thought into how the position will play into the company’s long-term goals. As Shukran explains, “When you can connect your day to day to the bigger picture on an ongoing basis, it’s much more valuable compared to someone who is focused on the tasks associated with the job.” Did you get the job? Read this: 6 Career-Ending Mistakes You Should Never Make on the JobIf you blew an interview with one of these common interview mistakes, take heart. You’re not alone, and the mistake can likely be fixed. And if it can’t, you’ve learned a valuable lesson that will serve you well for future interviews. Don’t give up, and you’re bound to find the job that fits your life.
Borussia Dortmund striker Ousmane Dembele is aware of interest from Barcelona.Barca chief Robert Fernandez has the French youngster high on his shopping list.”Barça? I had a lot of contacts, I could have gone there last year,” revealed Dembele on Telefoot. “It’s the mercato, it’s like that, it’s football. Whenever Sam Umtiti and Lucas Digne come in, we ask questions about the clubs and they talked to me about Barça saying that it was good… “If I am sure to stay in Borussia? Yes, I think so.”
The Question:Is a message board the best way to build a virtual community? How does a message board compare to the use of email lists or online chats? Which option is best for a small nonprofit? Like many NPOs, our organization is relatively low on budget and on manpower.The Answer:A quality message board offers several advantages over email lists or online chats for hosting a virtual community. As a space on the web, a message board has the potential to be tightly integrated into an existing web presence. Online content can be linked directly to relevant online discussions, creating a very easy transition from content to community. A message board allows for conversations to continue regardless of participant’s online status – a participant can log on to post a message, then log off and return at a later point to resume the conversation. An online chat requires that participants are logged on at the same time for conversation to occurA message board also serves as a resource archive, where past conversations are archived for searching and review by participants as needed – this is typically missing from chat software. A typical chat service does not archive conversations for searching by date, subject/keyword.A quality message board will provide integrated email list services, where participants who register can choose to have new messages posted to their email accounts on a regular basis. This listserv/message board integration helps to ease the transition of listserv only members to a web space by offering a familiar email list feature, as well as reinforces the visibility of message board conversations.A message board is not trivial to “nourish” and manage. Unlike typical email lists, past and present messages on a message board are readily viewable. This means that evidence of quality participation and a large group of participants is necessary to encourage more visitors to contribute. Success here requires a coordinated effort of staff to start and continue online discussions, manage participant questions and suggestions for improvements, and develop promotional strategies for driving traffic to the conversations.Typically, email lists are the easiest to get started, as they have fewer options than message boards or chat services.Some message boards resources to check out include this article at NPTalk and free message board services by ezboard and BoardHost.Source: http://www.techsoup.org/community/qod_answer.cfm?qotdid=230
Posted on April 14, 2010June 21, 2017By: Dr. Jeremy Shiffman, Associate Professor of Public Administration, Maxwell School of Citizenship and Public Affairs, Member, MHTF Editorial CommitteeClick 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 Maternal Health Task Force is looking to those working in maternal health to comment on the recent findings published in the Lancet that suggest a dramatic reduction in global maternal mortality.Dr. Jeremy Shiffman has a particular interest in the political dynamics of health and population policy-making in developing countries.I asked Jeremy to comment on the potential implications, in terms of political priorities, of the recent Lancet publication.His response:I think an equally interesting question is what caused the drop – if the drop is as great as is reported – and especially the relative role of factors connected to human agency such as advocacy, government maternal health interventions and donor support for projects vis-a-vis factors connected to socioeconomic structure such as shifts in women’s educational levels, urbanization, diffusion of knowledge, etc – and the interactions between structure and agency. The maternal health field tends to emphasize agency over changes in socioeconomic structure but I think we really need to consider the latter as well if want to make sense of this. All of this presents a major research agenda and I predict people will be coming out of the woodwork to promote their favorite explanatory factor.From what I’m hearing this report is going to get much attention and may have political implications (scientific and epidemiological discoveries frequently elicit political reactions, however much scientists/epidemiologists wish they would not). It will be interesting to observe how this unfolds. It may function like a Rorschach test: what people say about the findings may reveal some of the deeper beliefs, values and interests they embrace.For more from Dr. Shiffman, click here to listen to a podcast of his recent presentation on Issue Ascendance in Global Health: The Case of Newborn Survival.Let us know what you think! Share this: ShareEmailPrint To learn more, read:
Posted on March 17, 2011November 13, 2014Click 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)We’re heading down to Washington today to attend the Non-Profit Technology Conference (NTC) hosted by NTEN. Be sure to check back here and on Twitter for updates on what’s going on. In fact, some of the sessions and plenaries can be viewed live online. If you’re at the conference or in DC, let us know!Share this: ShareEmailPrint To learn more, read:
HMD Global announced the Nokia 8.1 in Dubai last week and the company is now all set to bring the new affordable premium smartphone to India. The company is scheduled to hold an event in the country later today to announce a new Nokia smartphone and it is largely expected to be the Nokia 8.1. The phone will replace the Nokia 7 Plus in the country as it highlights a premium design, PureDisplay screen and a new Snapdragon 710 chipset.The Nokia 8.1 has an Average Retail Price of 399 euros (approx Rs 31,900). In India, however, we expect HMD to launch the device at a more aggressive pricing to take on the competition. The Nokia 8.1 price in India is expected to fall somewhere in between Rs 25,000 to Rs 30,000. To recall, the Nokia 7 Plus was launched in India at Rs 25,999.Nokia 8.1 specificationsThe Nokia 8.1 is a dual-SIM smartphone that offers a premium all-glass design. Much like the Nokia 5.1 Plus, the Nokia 8.1 also offers a wide notch and a chin. The front and back of the device gets a glass protection. The phone’s frame is a Series 6000 aluminium with dual-tone diamond cut edges. The Nokia 8.1 is expected to be offered in three colours – Blue/Silver, Steel/Copper, Iron/Steel.The Nokia 8.1 sports a 6.18-inch display with a FHD+ (2246×1080) resolution and 18.7:9 aspect ratio. It also gets the PureDisplay screen technology that was first introduced with the Nokia 7.1. PureDisplay essentially means to offer higher contrast (1:1500) and a sharper display along with HDR10 support. The LCD panel also offers brightness up to 500 nits.advertisementPowering the Nokia 8.1 is a 2.2GHz octa-core Snapdragon 710 chipset coupled with 4GB of RAM. It is offered with 64GB of inbuilt storage with support for storage expandability up to 400GB via microSD card. As of now, we are not sure if HMD will offer another storage and memory variant of the Nokia 8.1. The Nokia 8.1 packs a 3,500mAh battery with 18W fast charging support and a promise of two-day battery life. The Nokia 8.1 is an Android One device much like every other Nokia phone this year and this one ships with Android 9 Pie out-of-the-box.ALSO READ | Nokia 8.1 launched with Zeiss cameras, 6.18-inch PureDisplay and Android 9 PieThe Nokia 8.1 get Zeiss-powered cameras. The rear camera system includes a 12MP + 13MP configuration. The primary sensor gets a 1.4 micron pixel, OIS, EIS and 2PD support. The secondary sensor will offer depth sensing. It also comes with a 20MP front-facing camera. The Nokia 8.1 supports connectivity options like Wi-Fi 802.11 a/b/g/n/ac, Bluetooth 5.0, GPS/ AGPS + GLONASS. The handset measures 154.8×75.76×7.97mm and weighs 178 grams.
Defending champion Novak Djokovic dropped his first set of the tournament but had few problems after that, advancing to the fourth round at Wimbledon with a 7-5, 6-7 (5), 6-1, 6-4 win over Hubert Hurkacz.Hurkacz had never even reached the third round of a Grand Slam tournament before but matched Djokovic shot by shot in a tense second set which featured some mesmerizing rallies and spectacular winners from both players.But the unseeded Polish player couldn’t keep it up, and Djokovic won the third set in only 25 minutes. He then broke for a 2-1 lead in the fourth and sealed the victory with a service winner on his first match point.Djokovic is looking for his fifth Wimbledon title.Fernando Verdasco also advanced, beating Thomas Fabbiano 6-4, 7-6 (1), 6-4.Last year’s runner-up Kevin Anderson was knocked out in the third round at Wimbledon, losing in straight sets to Guido Pella on Centre Court.Anderson could only convert one of his nine break points and lost 6-4, 6-3, 7-6 (4) to Pella, who reached the fourth round at a Grand Slam tournament for the first time.It’s the second year in a row that Pella knocked out the previous runner-up. He came from two sets down to beat Marin Cilic in 2018.Anderson lost in straight sets to Novak Djokovic in last year’s final, after coming from two sets down to beat Roger Federer in the quarterfinals and beating John Isner in a 6½-hour semifinal match.In the third set, the South African had a breakpoint at 2-1, two more at 3-2 and another one at 4-3, but couldn’t convert any of them. In the tiebreaker, Pella set up match point after a crowd-pleasing rally at the net and converted it with another volley.advertisementNo. 10 Karen Khachanov also lost, falling to Roberto Bautista Agut 6-3, 7-6 (3), 6-1. Both results could benefit Djokovic, the defending champion who now doesn’t have a single top-10 seeded player left in his side of the draw.Former finalist Milos Raonic ended Reilly Opelka’s Wimbledon run by beating the towering American in straight sets in the third round.In a matchup of big servers, Raonic broke twice in each of the last two sets to win 7-6 (1), 6-2, 6-1 and reach the fourth round for the fifth time. Both players finished with 13 aces each but Raonic had only seven unforced errors to Opelka’s 31.The 6-foot-11 (2.11-meter) Opelka was making his Wimbledon debut and knocked out three-time Grand Slam champion Stan Wawrinka in the second round.Raonic lost to Andy Murray in the 2016 Wimbledon final.Zhang Shuai of China became the first player to reach the second week of Wimbledon after knocking out former No. 1 Caroline Wozniacki in the third round.Zhang set up her second match point with a backhand winner and converted it with a volley winner at the net to reach the fourth round for the first time.Wozniacki was 4-0 up in the first set and also broke Zhang in the opening game of the second before losing four straight games. The Dane repeatedly grew frustrated with the result of Hawk-Eye challenges, complaining to the chair umpire on several occasions that the calls made by the review system were wrong.Wozniacki won the 2018 Australian Open but has never been past the fourth round at Wimbledon, losing at that stage on six occasions.Coco Gauff will be the headline act on Centre Court at Wimbledon.Not bad for a 15-year-old in her first Grand Slam tournament.The American will play the last match of the day at the All England Club’s biggest stadium when she faces Polona Hercog of Slovenia, another unseeded player.Gauff has quickly become a star at the grass-court major championship. She beat five-time Wimbledon champion Venus Williams in the first round and 2017 semifinalist Magdalena Rybarikova in the second.Another exciting teenager, 18-year-old Canadian Felix Auger-Aliassime, will also try to reach the fourth round when he takes on Ugo Humbert on No. 1 Court.Also Read | Wimbledon 2019: Caroline Wozniacki out, Milos Raonic moves to 4th roundAlso Read | Wimbledon 2019: Nick Kyrgios has the talent to win a Grand Slam, says Rafael Nadal
Welcome to the last edition of Sixty Seconds in Touch for 2005…yes that’s right! The final edition for 2005! * Yes, after another year of my weekly Sixty Seconds in Touch column, I’m sad to say this will be the final edition for 2005. It has been a big year for the column with all the happenings of 2005. Rumour has it that the new website (to be released in the next few weeks) will have a special section on the front page purely for each weekly column! We’re moving up in the world! * With the office closed over the Christmas period, some of the TFA staff (including myself) are taking the opportunity to use leave, to spend time with family and friends over the holiday. Sixty Seconds in Touch will be back first thing next year, Tuesday January 3rd to be precise! So only 2 weeks will be missed. * Well, firstly happy birthday to TFA’s Maree Curran, we hope you’re having a great day today! * There’s all new merchandise in the TFA office, including referees gear, a cover for personal organisers and also Azuma shoes. Check out the following story for all the details, pictures and prices: MERCHANDISE FOR SALE * The Azuma Touch shoes are starting to take off, as people are purchasing shoes for Christmas presents or for their upcoming summer season. At just $105 the Azuma Bexsta are a great price and are available in white, black or blue. * In NSW news, the Sydney Scorpions are holding their NTL trials. Check out www.nswtouch.com.au for all the info. * NSW Touch are also running a Level One Coaching Course at Tempe on Saturday 4 February 2006 from 8:30am – 4:30pm at the NSWTA Clubhouse – Canterbury Velodrome Bayview Ave, Earlwood. The cost is $95 and includes course workbook and materials and lunch. Any person/s who would like to do the course please contact Kylie Hearne in the NSWTA Office on 9558 9333 or email@example.com with your full name and address details. If you have any questions in regards to Level 1 Coaching courses in the Sydney area please contact Andrew Lees on 02 9558 9333 or email Andrew.Lees@nswtouch.com.au * ACT Touch have announced their NTL teams, they can be seen at www.acttouch.com.au, check out the competition coming from the Nations capital. * Elwood Park Touch Association retained it’s champion affiliate tag with a magnificent showing in this years Victorian State Affiliates Cup at Doveton on Saturday. Contesting the final of all divisions on offer, Elwood managed only one win – the Men’s Open – but took overall competition points over the new Moorabbin outfit from their consistent finals attendance across the board. The newly formed Moorabbin affiliate – fielding sides containing many past & present Elwood reps – would be happy nonetheless with their inaugural showing, taking out titles in the Women’s Open and Men’s 30s division, and adding a new dimension to the Affiliates competition. FINALS RESULTS: Mens Open Elwood (3) def Moorabbin (1) Womens Open Moorabbin (1) def Elwood (0) Mens 30s Moorabbin (3) def Elwood (1) Mens 35s Diamond Valley (3) def Elwood (2) Mens 40s Albert Park (5) def Elwood (2) Full details of the day may be found on the VTA Website. * The December edition of Touch-e-Talk, the online newsletter has been released. Click here to view the newsletter: http://www.austouch.com.au/uimages//967.pdf * Attention all referees for the NTL: The deadline for early bird nomination is TOMORROW DECEMBER 14. Discounts for one or both tournaments will apply if your nomination is received by Chris Tarlinton at the TFA office by close of business tomorrow. You can fax the forms to (02) 6285 2820. * NTL Gear order forms for referees: This will be out within the next 1-2 weeks. * The TFA Annual General Meeting will be held on February 11 in the TFA Conference Room in the national office at Canberra. * That’s it for now, but remember Sixty Seconds in Touch will be back on January 3rd 2006! Stay safe over the holidays, enjoy your time with family and friends and remember to drive carefully on the roads. By Rachel Grant
Rugby League greats Andrew Johns and Stacey Jones will come out of ‘retirement’ this weekend in the name of charity at the inaugural 2014 Dick Smith NRL Auckland Nines. Johns and Jones will pull on the boots once again to raise funds for NZ charity, The Rising Foundation, when they line up in the first Beko Media Stars Touch Football match between New Zealand and Australia to be played prior to the Dick Smith NRL Auckland Nines final at Eden Park on Sunday, 16 February. The nine-a-side charity Touch Football match will see a select group of former players now working in the Australian and New Zealand media being joined by print, radio and television reporters. The match will be played over two nine-minute halves in front of a crowd of more than 46,000. Johns will be joined in the Australian side by former Test players Gorden Tallis and Danny Buderus, and ex-premiership winning players Brett Finch (NSW Origin) and Steve Turner.The New Zealand side will feature former Kiwi internationals in Jones, Richie Barnett, Monty Betham and Wairangi Koopu.Home appliance brand, Beko, will sponsor the media match with the aim of trying to raise $20,000 for The Rising Foundation. Beko will donate $2,000 to The Rising Foundation for each try scored in the media match. The Rising Foundation was established by a group of former South Auckland children with an aim to assisting at-risk-youth to develop to their full potential. Chairman John Bongard said these children in New Zealand are on the verge of being lost to their families, schools and community. “The Foundation does this through developing pathways, involving parents, schools and other agencies using outdoor education programs, one to one mentoring and group therapy,’’ Mr Bongard said.Canterbury-Bankstown Bulldogs CEO Raelene Castle is on The Rising Foundation Board. Australian team (not in playing numbers)1. Andrew Johns, Captain, (Rugby League Week ‘Immortal’)2. Gorden Tallis (Qld Origin, Australia)3. Brett Finch (NSW Origin)4. Danny Buderus (NSW Origin, Australia)5. Steve Turner (ex Melbourne/Bulldogs premiership winning winger)6. Brent Read (reporter, The Australian)7. Michael Chammas (reporter, Sydney Morning Herald)8. Josh Massoud (reporter, The Daily Telegraph)9. David Riccio (reporter, The Daily Telegraph)10. Pat Molihan (reporter, Channel 7)11. Shannon Byrne (reporter, ABC Radio)12. Steve Hart (reporter, Fox Sports News)13. Tony Adams (reporter, RLW’s ‘The Mole’)NZ Team List (not in playing numbers)1. Stacey Jones, Captain, (Sky Sport, ex NZ Test player) 2. Sam Ackerman (reporter, TV 3 News)3. Richie Barnett (reporter, NZ Herald/SKY TV, ex NZ Test player)4. Jenny May Coffin (reporter, TV 1 News, ex Silver Fern netball player)5. Monty Betham (SKY Sport, ex NZ Test player)6. Wairangi Koopu (Sky Sport/Maori TV, ex NZ Test player)7. Karl Te Nana (reporter, SKY TV/ Maori TV, ex NZ Sevens player)8. Sam Ackerman (reporter, TV 3 News)9. Nickson Clark (Mai FM breakfast host)10. Sam Wallace (TV 1 Breakfast)11. James McConie (Prime TV)12. Bryce Casey (The Rock Breakfast host)13. Dominic Harvey (The Edge Breakfast host) Referee: Stephen Killgallon (Fairfax Media, ex Test international referee)To learn more about Beko Home Appliances, click here:http://www.beko.com.au/ To learn more about The Rising Foundation, click here:http://www.therisingfoundation.org.nz/about_us/To keep up-to-date with all of the latest news and results from the Auckland Nines, please click on the link below. http://www.nrl.com/DrawResults/AucklandNines/tabid/11376/Default.aspx 2014 Dick Smith NRL Auckland Nines February 15 – 16, Eden Park, AucklandTwitter/FacebookNRL Nines is on Twitter and Facebook @NRLAkl9s #DickSmith9sDick Smith is on Twitter and Facebook @DickSmithAU #DickSmith9’sRelated LinksAuckland Nines Touch
That’s the 25 million dollar question, especially for an advocacy group like Amnesty International USA (AIUSA). We’re the nonprofit group that protects people wherever justice, freedom, truth and dignity are denied. Talk about a broad mission.It’s no surprise then that when I first joined AIUSA as the Managing Director of Internet Communications, we were sending out 2, 3 or more emails PER DAY. Yes, we segmented, but trying to build suppressions, queries and code emails to send 2 to 3 emails per day was a nightmare and not always effective. The online team at that time was primarily seen as a group of glorified tech-monkeys who would take copy and email it to our list. The quality varied from downright embarrassing to just OK, but still really wonky and dry.I knew immediately a couple things needed to change: 1) the online team needed to be key decision makers on email; 2) our volume had to decrease; 3) the quality of the writing had to improve.Because we had the keys to the tool that actually sent the messages, I began acting like we had the authority to do things differently. The first thing I did was rewrite email copy sent to the online team, and I asked the other online staff to do the same. Programs didn’t like us rewriting their copy, but I was persistent, and told them that we knew how best to write emails meant to mobilize online supporters. Our writing at the time primarily focused on having great hooks that were timely, and focusing on individual stories that could humanize our issues. It probably took a year before other departments got comfortable with our expanded role.To address our email volume, I first measured how many emails our average subscribe received and compared it to other advocacy groups. We were at the very high end, sending most subscribers between 19 to 25 emails a month. Yikes!I used this comparison, along with some research from M+R that showed reduced email volume improved response rates. Admittedly, the research wasn’t so cut and dry, but it was enough to make a case.Then I put together a set of email guidelines that gave allotments out to the staff in charge of: fundraising (usually 2x a month), priority campaigns (up to 8x month), and non-priority programs (up to 4x a month). There were a few other emails that could get on the calendar (event invites, registrations) too.This approach forced the individual programs and campaigns teams to go lobby their supervisor, not the online team. I remember when we proposed the new structure for email communications, there were all sorts of predictions about how we’d no longer be able to do our work, that our campaigns would fail, and the world would probably end.A year into it, we found that most of the objections were exaggerated. However, there were some important emails that these guidelines didn’t allow, like sending super targeted actions to key targets during key moments, or thanking people after we achieved something. So we adjusted and loosened the guidelines to allows for these important types of emails.18 MONTHS LATER:Our first set of guidelines were probably more like a sledgehammer than a scalpel, but they were critical to changing the organization’s inaccurate view that high volume, low quality was an OK way to use this scarce resource. We’re now about to release our third iteration guidelines and these are much more strategic.Ben Brandzel, formerly with MoveOn, Avaaz and the Edwards campaign, conducted a 5 hour training with us on what makes a great email. The gist is that email really is only effective when you can clearly articulate a crisis, an opportunity (crisitunity), and a theory of change (how taking action now will resolve the crisitunity).Some examples of crisitunity and theory of change:Good crisitunity: Monks are being killed in Burma
Posted on January 27, 2011November 13, 2014Click 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)In order to improve maternal health, medical professionals and NGO workers need to engage with government officials, including elected representatives. Many approaches for parliamentarians and other elected officials are outlined in “Maternal Health: An Advocacy Guide for Parliamentarians,” a recent publication from the Asian Forum of Parliamentarians on Population and Development (AFPPD). The publication:pinpoints the challenges in advocating for and providing adequate maternal health. It highlights the decisive role that parliamentarians can play in addressing these challenges. Its primary purpose is to provide guidance and orientation on how to improve maternal and newborn health. Its primary target audience, parliamentarians and other elected representatives, will find it very useful for advocacy purposes and awareness generation in the area of maternal health.Share this: ShareEmailPrint To learn more, read: