The Man Who Wrote His Own Epitaph

first_imgKhushwant Singh, one of India’s best known writers won fame for a searing book on partition of the subcontinent as well as his once-daring descriptions of sex. Related Itemslast_img

Brad Pitt Alone On The Ganges

first_imgWhat price stardom?If you’re Brad Pitt and hankering to shoot the rapids on the Ganges in Rishikesh, you book the entire trip meant for 120 people for just yourself, your bodyguard and your instructors from Snow Leopard. Recently Pitt, accompanied by his bodyguard, jetted into India, took a helicopter to Rishikesh and set out with his team and instructors from Snow Leopard for some serious whitewater rafting on the Ganges, including such rapids with menacing names like Return to Sender. Must have been quite an experience with just the swift flowing Ganges and no pesky fans. However, you don’t have to be a Hollywood hero to replicate the journey. Snow Leopard Adventures allows you to pit (pun intended) yourself against the elements with a three-day rafting/kayaking trip that includes dinner around a campfire and deluxe safari tents on the banks of the river. Now that’s a pit-stop! Related Itemslast_img read more

Vegetarians Are Smarter

first_imgThis has got to stop. First they said it was the curry, now it’s the vegetables that allegedly make you smarter. A study of 8,000 people published in the British Medical Journal reported that vegetarians recorded 5 IQ points higher than non vegetarians. Well, actually, what the researchers Catherine Gale, Ian Deary, Ingrid Schoon and David Batty concluded is, “Higher scores for IQ in childhood are associated with an increased likelihood of being a vegetarian as an adult.” Meaning that smarter people tend to be vegetarians.Now doesn’t that also mean that vegetarians are smarter? Well if you are wondering, you aren’t smart, or vegetarian. Whatever!  Related Itemslast_img read more

Shopkeeper Nation

first_imgWith 12 million stores, four times as many as in China, India offers a store for every 90 people, the highest shop density in the world. By contrast, America has 1 store for every 250 people while Singapore and the United Kingdom offer a store for every 200 people. We are not talking Tiffanies here. Most Indian stores – every panwalla and kirana store counts – are tiny; some 96% are less than 500 sq ft. Related Itemslast_img

Toast This

first_imgVikas Jhingran, a 34-year-old doctoral student at MIT is Toastmaster International’s reigning world Champion of Public Speaking. Jhingran’s winning speech, titled “The Swami’s Question” center’s around a question oposde to hium by a village wise man, “Who are you?”Jhingran, who came to the United States from Calcutta in 1995, turned to a Dale Carnegie public speaking class in 2003 to hone his public speaking skills out of concern that it was holding him back professionally.He began participating in Toastmaster’s meetings, which has 10,500 clubs in 90 countries.“There were some very polished speakers in the competition,” says Jhingran. “Much better than I was. But a speech runs much deeper than words and pronunciation.”  Related Itemslast_img read more

Maharaja’s Moustache

first_imgIs it fair that Maharaja, the Indian Airlines mascot, sports a spirited handlebar, but its crew members cannot?The Indian Supreme Court will have to weigh in on this one. Justice Markandeya Katju expressed astonishment that 62-year-old Joynath Victor De was fired as the airline’s purser seven years ago for refusing to shave the moustache. “How can somebody be removed from a job because of the size of his moustache?” He remarked to the airline’s senior counsel Fali Nariman: “Even you have a moustache. So even you would not be eligible for an Indian Airlines job.” The airline’s rules require its pursers to be clean shaven, providing exceptions only for Sikhs. When De refused to comply he was fired. The Calcutta High Court ruled for the airline, a decision that he is appealing to the Supreme Court.  Related Itemslast_img read more

US Couple Travels 9,300 Miles To Vote

first_imgAn American couple traveled 9,300 miles from Bangalore to New York to vote in the U.S. presidential election. Susan Scott-Ker and her husband, who have been working in India since the summer, decided to make the trip after their absentee ballots didn’t arrive in time. The couple are both immigrants who became U.S. citizens a year ago and were voting in the U.S. for the first time.  Related Itemslast_img

India-Funded Ghana Presidential Mansion Courts Controversy

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Swim star Schooling ‘really sorry’ for Malaysia jibe

first_imgUPLB exempted from SEA Games class suspension Catriona Gray spends Thanksgiving by preparing meals for people with illnesses Don’t miss out on the latest news and information. MOST READ Flags of SEA Games countries raised at Athletes Village “If I offended anyone, I do apologize… that wasn’t my intention,” the 100m butterfly Olympic gold-medallist told reporters, after arriving for the regional Games in Kuala Lumpur.“I’m really sorry for my comments and I definitely didn’t mean it that way.”FEATURED STORIESSPORTSWATCH: Drones light up sky in final leg of SEA Games torch runSPORTSSEA Games: Philippines picks up 1st win in men’s water poloSPORTSMalditas save PH from shutoutSchooling won Singapore’s first and only Olympic gold medal in 2016 in Rio, while neighbouring Malaysia is yet to produce an Olympic champion.The Texas-based swimmer won nine gold medals at the 2015 SEA Games in Singapore, but he said he will contest a smaller programme of six events in Kuala Lumpur, including relays. SEA Games in Calabarzon safe, secure – Solcom chief Man sworn in as lawyer by judge who sentenced him to prison as a teen 20 years ago Nadal returns to No. 1 with heavy heart over Barcelona “I’ll do my best in all of them. I’m just going to do my best and let the outcome speak for itself. We have two days to prepare so hopefully we’ll put on a good performance in the Games,” he said.“It’s definitely not like training for me. Every race my dad likes to say race fast and that actually holds a lot of ground. There are a lot of great swimmers in the Southeast Asian region so I gotta be the best as I can to make my country proud.”center_img LOOK: Venues for 2019 SEA Games LATEST STORIES WATCH: Streetboys show off slick dance moves in Vhong Navarro’s wedding Brace for potentially devastating typhoon approaching PH – NDRRMC PH billiards team upbeat about gold medal chances in SEA Games PLAY LIST 03:07PH billiards team upbeat about gold medal chances in SEA Games02:49World-class track facilities installed at NCC for SEA Games05:25PH boxing team determined to deliver gold medals for PH00:50Trending Articles01:35Panelo suggests discounted SEA Games tickets for students03:04Filipino athletes share their expectations for 2019 SEA Games00:45Onyok Velasco see bright future for PH boxing in Olympics02:25PH women’s volleyball team motivated to deliver in front of hometown crowd01:27Filipino athletes get grand send-off ahead of SEA Games Singapore’s Schooling Joseph prepares to compete in the men’s 100m butterfly semi-final during the swimming competition at the 2017 FINA World Championships in Budapest, on July 28, 2017. / AFP PHOTO / CHRISTOPHE SIMONSingapore’s Olympic swimming champion Joseph Schooling has apologized to Malaysians after he raised hackles by promising to “teach them a thing or two” at the Southeast Asian Games.The 22-year-old said he was “really sorry” for his unguarded comments, which made him a target for Malaysian fans. He had earlier insisted the remarks were taken out of context.ADVERTISEMENT Read Next View commentslast_img read more

2nd Test Day 1: India struggle at 140/6 at tea against England

first_imgEngland’s James Anderson (3rd from right) celebrates with teammates after the dismissal of India’s Virat Kohli (left) during the second cricket test match at Lord’s cricket ground in London on July 17, 2014. ReutersIndia were struggling at 140/6 at tea on Day 1 of the second Test against England at Lord’s in London on Thursday.The visitors scored 67 runs from 28 overs in the second session but lost four wickets – Virat Kohli (25), Cheteshwar Pujara (28), captain Mahendra Singh Dhoni (1) and Ravindra Jadeja (3).Winning the toss, England captain Alastair Cook didn’t blink an eyelid before asking India to bat on a surface that was tailor-made to benefit the English bowlers.The ball swung right from the word go troubling the India openers Shikhar Dhawan (7) and Murali Vijay (24). Pacer James Anderson (1/11) and Liam Plunkett (1/20) were the two wicket-takers for the hosts.Anderson, who is staring at a two-match ban for allegedly ‘pushing and abusing’ India all-rounder Ravindra Jadeja, looked as if he was ready to have his bowling do all the talking.India’s Virat Kohli walks off the field after being dismissed during the second cricket test match against England at Lord’s cricket ground in London on July 17, 2014. ReutersThe pace spearhead provided England the first breakthrough with an outstanding delivery that pitched outside leg, forcing Dhawan to play at it and the southpaw nicked it through to third slip, a low catch taken by Gary Ballance.In the next over, Vijay also got a reprieve as he was dropped off Stuart Broad even before he could open his account. Keeper Matt Prior made a valiant dive to his right and got his glove before putting down what was a tough chance.advertisementVijay and Pujara then added 37 runs for the second wicket to stabilise the innings. But just when it looked that Vijay, who struck four fours, was growing in confidence the batsman edged Plunkett to Ballance for his second catch of the morning at third slip.Pacer James Anderson picked up two wickets from 14 overs, giving away only 19 runs.last_img read more

Will Indian Super League help Indian football?

Why I Quit My Job After 2 Days

first_imgLife is far too short to do things that make you feel miserable. It makes much more sense to do things that make you feel engaged and actually bring pleasure to your life.Last June, I started and quite a new job as a Plant Manager for a manufacturing startup. The job came with lots of responsibility and prestige. The earning potential was great and there was a lot of room for career advancement. The company also had an amazing product that I saw as very innovative.Something that’s really important to me is making an impact with my work. After seeing the operation I knew immediately that my presence could be felt there on day one. And it was. My first day was spent meeting with each member of my team and learning the various processes. After a few hours, I was able to bring forth ideas to exponentially reduce cost and provide opportunities for learning.The team was responding well to me. I even started taking action towards developing one knowledgeable employee into an effective Production Supervisor. There was only one problem, though. The hours.My working hours would be from 5am — 5pm. I knew from my interviews that the job would consist of a lot of working hours from time to time and that part of my job would be to stabilize the operation to where such hours would not be needed. However, it was never expressed to me that I would be expected to work 12 hours most days with the occasional 13–14 hours.I expressed my concerns at the end of day one and informed the company of my desires to terminate employment. The response from the company was for us to work together to come up with a solution and for me to wait until the end of the week before making a final decision. I told the company that this was fair and that I would be open to trying to figure things out. Their expressed desire to work through things helped me to settle in and not make a hasty decision.After my second day of work, it became clear to me that I would need to move on. This was after working a 12-plus hour day. I was miserable. I spent most of the day standing on my feet and dealing with more machine downtime than I could care to count. I don’t want to sound spoiled or ungrateful for turning down a well-paying job with huge upside, but it just wasn’t a good fit for me. I’ve worked a number of long days in my career and I’m sure I have many in my future.The problem is that I wasn’t being completely honest with myself about what I wanted. At this point in my career, I want to do work that makes me feel alive, work that stretches and challenges me. For a long time, I’ve done work that’s familiar and work that I already knew I was good at. That’s the real reason why I accepted the position. As mentioned already, I really liked the product and thought that it could be a game changer in its industry. I was essentially looking at dollar signs and following ambition.When choosing a career opportunity and accepting a job, it’s important to make sure that it aligns with what you want for your life.Something that’s important to me is having time to read and write. Working such demanding hours would leave very little time for self-learning, creating art, and reflection. Being able to have time to incorporate these elements of life into my routine is crucial to my success.Taking time to get to know yourself and understanding your values can take you a long way. Using those beliefs as guiding principle for decision-making can help you avoid a lot of pain and heartache.Article written by Rob Hill for Thrive Global. Reprinted with permission. The Best Cities for Jobs in 2018 Also on Glassdoor:center_img How to Become the Candidate Recruiters Can’t Resistlast_img read more

Inside the Coolest New Office in Canada: GM’s Canadian Technical Centre Markham

‘Leaders Are Not Just Born, Leaders Can Be Made’ — Here’s How

first_imgThe Dalai Lama once said, “Know the rules well, so you can break them effectively.” And while he may not have been speaking about the world of business, in particular, there is perhaps no place where it’s more important to know the rules. No, these are the rules to abide by — protocols and procedures. The rules we are referring to are the laws of leadership and the often unspoken standards of success.Navigating the workplace, whether it is corporate America or not, can be tricky, especially if you don’t have a mentor or sponsor who can help guide you past the potholes and traps. Enter “The Little Black Book of Success Workbook.”Written as a follow up to the 2010 “The Little Black Book of Success: Laws of Leadership for Black Women,” the workbook offers insightful and actionable exercises and quizzes to help you to get ahead in your careers, change careers, find a new job, or start a new business. Think of it as your personal call-to-action plan, whether you are an entry-level worker, mid-career professional or senior executive.As we celebrate Black History Month and Women’s History Month, Glassdoor spoke to co-authors Elaine Meryl Brown and Rhonda Joy McLean about the workbook, their advice for job seekers and the lessons they’ve learned in their career journeys. Here’s what they said!Glassdoor: What made you want to write this insiders’ guide? There are so many books in the space, but they, arguably, do not speak to or speak from the experience of Black women. Elaine Meryl Brown: We wrote the kind of book we wished we had while growing up, transitioning to, and working in corporate America. Our parents encouraged us to get good grades, go to college, get a great job, but that’s where their guidance stopped. They didn’t know how to help us beyond that. Our book picks up where our parents left off and speaks directly to black women. it’s a book by black women for black women, yet has strategies that are universal to everyone.The Little Black Book of Success: Laws of Leadership for Black Women Workbook also provides leadership guidance to those who don’t have the access, opportunity, or resources they need to tap into and maximize their leadership potential. Leaders are not just born, leaders can be made. Our Workbook helps readers put leadership strategies into practice. We say it’s like having your “personal-action-plan”.Glassdoor: In crafting the workbook, what were some of the sections and action plans that you knew you had to include? Why?Elaine Meryl Brown: The Workbook complements the chapters in our original book. Emotional Intelligence in chapter 11, “Don’t Let Your Emotions Get the Best of You”, and Chapter 20 “Regardless of your Position, Learn About Your Department, Your Company, and Your Industry”, where we talk about the Ostrich Syndrome, are two of my favorite chapters. For example, in the emotional intelligence chapter, there are exercises and quizzes where women can look at ‘self and social awareness’, and examine ‘self and relationship management’. There are also questions about behaviors that women can work on to improve their emotional intelligence (EI). EI is important because studies have shown that the higher your (EI) the better your chances are of getting promoted. As for the Ostrich Syndrome, it’s important that women take their heads out the sand, so to speak, and step outside their comfort zone to learn about their companies and industries. The Workbook provides strategies to expand network relationships and raise industry visibility so that women can feel empowered to connect with the people they need to know and those who need to know them.How to Ask Your Boss for Feedback (And Actually Get What You Need!)Glassdoor: Navigating challenging situations at work isn’t easy for anyone, and some would say that it’s doubly hard for African-American women. What advice do you have for mid-career women who are successful but still caught in that web of “she’s a hard worker, but…” or “she’s talented, but…”? Reviews and talks of promotions can be fraught with phrases and feedback like this.Elaine Meryl Brown: In our recent Workbook event, I advised a woman about navigating a challenging situation around feedback. Giving feedback isn’t always easy for managers to share, which makes it sometimes difficult for us to receive honest feedback. My advice; be proactive. Ask the supervisor specific questions like, “What specific things do I need to do increase my performance?” “What special projects do I need to take on to help the department?” “What skills do I need to add or learn so I can add more value to the team?” “What areas do you see that I need improvement?” Questions like this should change the conversation so that women can get the feedback they need to move fwd.Glassdoor: How can women of all ages eliminate the preconceived thoughts that we may be carrying around that are holding us back in salary negotiations? Any advice?Elaine Meryl Brown: Women need to feel they are adding value to their company and when they are meeting and exceeding expectations, they need to realize that their contributions impact and/or play a role in the company’s bottom line. So with regards to salary negotiations, by keeping a Personal Leadership Notebook (PLN) and documenting assignments, projects and accomplishments, any feedback, accolades, etc., can also be useful in salary discussions. This information will also help women formulate a practice pitch for a raise.Glassdoor: One of the chapters that really captured my attention was “Don’t Be the Office Mammy.” For those who have not yet bought the workbook, who is the “Office Mammy” and why is she the person you don’t want to be?Elaine Meryl Brown: The Office Mammy is the woman who gains a reputation as someone who serves others as opposed to someone who is recognized for her professionalism, performance, ability to do the job, and meet or exceed expectations.Glassdoor: Everyone, man or woman, should read the chapter “Don’t Let you Emotions Get the Best of You”. Many of us know how to control emotions in the workplace but learning from emotions is a different skill. Why is learning from emotions a key to being an effective leader?Rhonda Joy McLean: We have all learned throughout our many years of work within (and in my case, also without) Corporate America that if we are not mindful, our emotions can move us to react to challenging situations in ways that take away our controls and may damage us and our standing in the workplace. We have all had to face inappropriate remarks, been ignored in meetings while others (usually men) say the same thing and are heralded, been left out of important conversations but then been expected to handle assignments out of the very conversations we missed, and much more. Our first advice, which we all follow, is to wait at least 24 hours before responding to a difficult situation to make sure you have calmed down. It is important to acknowledge your emotions. It is certainly understandable to be angry, frustrated, etc. when these kinds of circumstances present themselves. We believe that you should wait and think about what your most strategic response should be, if any is needed.Sometimes, offensive remarks will be shouted down by others who are present and/or handled privately by the manager of the offender. When you are confident in yourself and your work, you will be less likely to “lash out” at the person, who may be ignorant, intimated by your competence, or something else that could bode well for you. In our book, we write a lot about respect and say that Aretha was right, you must be respected, if not liked or loved in your workplace. One of the strongest strategies for commanding respect is to respect yourself first and don’t let crazy people get you down.You should have friends on your Success Team (also known as your personal Board of Directors) whom you can consult when you are feeling overwhelmed. Hopefully, you will include diverse team members – men and women of different ages, races, and backgrounds – so that you can avail yourself of some wide-ranging options when you need to address a prickly situation at work.We believe that you can learn to make difficult situations (and even “crazy” people) turn around and work in your favor. One resource is your local bar association, like the Metropolitan Black Bar Association, which offers regular workshops on how to success in your workplace, whether it is corporate, government, non-profit or entrepreneurial. Be sure to search out organizations like the MBBA and other industry organizations that may have mentoring programs in place that you can use.Sponsors vs. Mentors: What’s the Difference & Why It MattersGlassdoor: Glassdoor speaks to millions of jobseekers each month. How important is the Little Black Book of Success when it comes to searching for a new job or upleveling in your career? Rhonda Joy McLean: Our books have been identified by thousands of readers as resources they continue to use to move them forward in their various career trajectories. We believe that the 40 Leadership Principles we have identified are “color-blind,” so that these principles can be used by anyone in any situation. However, our research has shown us that the way the leadership principles manifest has a great deal to do with the leader’s culture, morals values, religious beliefs, past experience, unconscious bias, gender and more. Therefore, we spend a lot of our speaking time at engagements talking about ways we can avoid sabotaging ourselves and counter any efforts made by others to sabotage us and our careers.Glassdoor: What are some of the lessons you’ve learned in your own career about how to step into your greatness and being the leader you knew you could be? Any anecdotes from your own journey?Rhonda Joy McLean: I have learned that I, like many women of all stripes, have at times undervalued my skill sets and experiences and not applied for executive positions because I felt that I needed to know more, or to have personal experience with all of the duties that reported up to that post. We now know that this expectation of ourselves is unrealistic and unnecessary. Many male leaders constantly apply for positions where they have no or little experience and expect that they can learn “on the job.” Women are usually just the opposite in their thinking and miss out on key opportunities. We encourage your readers to “go for it” and learn along the way. I eventually became confident to create a position that did not exist and write a proposal for it, which over time led to a promotion and raise. You CAN do this!Being successful is the best revenge! —Rhonda Joy McLeanGlassdoor: Now for a couple of fun questions that we ask all of our interviewees. What was your first job and what did you learn from the experience?Rhonda Joy McLean: My first job, after babysitting, was serving as the secretary in our small-town funeral home, answering calls and giving out price lists for funeral home services. I was ten years old and made 50 cents an hour. It was a great job as I learned to listen to what was not being said and to offer comfort as well as information, even at such an early age. I have had many other jobs – clerk I a five and dime store, selling parakeets, goldfish and making keys, teaching piano (I had to stop as I was a senior in high school and was not so patient with the young students – smiles). Every job I have held taught me important lessons that I have applied throughout my career as an educator, administrator, classical musician, government and corporate attorney and law professor. Our positions (no matter what they are) can teach us many helpful skills to help us move forward.Glassdoor: Lastly, what’s the worst career advice you’ve ever heard and how did you respond?Rhonda Joy McLean: Some of the worst career advice I have received came from high school counselors who did not think I was college material and suggested that I attend a local community college. Instead, I applied to and was admitted to over 50 colleges and universities all over the country and won a four-year full scholarship to take with me to any college of my choosing. You must believe in yourself and surround yourself with people who believe in you! I am grateful for my family, friends, and even the challenge of some of those teachers who didn’t think I had smarts and gumption. I used their disbelief to motivate myself. I tend to do that with racist and sexist remarks as well. Being successful is the best revenge!last_img read more

Family Matters: What It’s Like to Work at Cox Enterprises

first_img Indirect Tax Senior Specialist Cox Enterprises Atlanta, GA 4.0★ 4.0★ Sr Financial Analyst/Reporting Cox Enterprises Atlanta, GA HR Business Partner Cox Enterprises Atlanta, GA 4.0★ 23 hours ago 23h Internal Consultant / Advisory Associate / Advisory Specialist Cox Enterprises Atlanta, GA 4.0★ Manager, Financial Reporting and Technical Research Cox Enterprises Atlanta, GA 23 hours ago 23h Director, HR Business Partners Cox Enterprises Atlanta, GA 23 hours ago 23h 23 hours ago 23h Cool Jobs at Cox Enterprises 23 hours ago 23h 23 hours ago 23h 4.0★ 4.0★ 4.0★ 23 hours ago 23h 4.0★ Tax Paraprofessional Cox Enterprises Atlanta, GA Director, HR Enablement Cox Enterprises Atlanta, GA 23 hours ago 23h Internal Audit Specialist Cox Enterprises Atlanta, GA Benefits (Healthcare) Analyst Cox Enterprises Atlanta, GA 4.0★ 23 hours ago 23h 23 hours ago 23h 4.0★ With over $20 billion in revenue, Atlanta-based company Cox Enterprises is a leading communications, media and automotive services company. Many may know it better by some of its individual business units Cox Media Group, Cox Communications, Autotrader, and Kelley Blue Book, but Cox is not an inaccessible, sterile corporation. For 120 years, the 60,000-person business has been family owned by four generations of leaders ensuring that the privately-held company upholds its vision to “empower people to today to build a better future for the next generation.”So what is it really like to work in one of the over 25 locations across the U.S? Simply put, working at Cox Enterprises is an investment in professional development. Because of their scale and unique culture, Cox can offer a wealth of opportunities to employees for them to learn new skills, advance careers and tackle new challenges all within the same company. And there’s no one way to do it, either. Cox employees are storytellers, journalists, software engineers, marketers, sales pros and technologists from a wide variety of backgrounds.“We are all about development at Cox, both of each other and of the folks that work on our teams,” says Holly Capps, VP of Commercial & Wholesale Sales for Cox Automotive. “I have been a beneficiary of that because people have taken the time to help me be better, to help me grow and stretch myself and do things that I didn’t know I could do.”Now Capps sees it as her job to help the professional development of others. She says, “paying it forward [is] one of the most fun things that I get to do because we hire fantastic talent.”The talent flocks to Cox, in part, because of their 4.1 company rating on Glassdoor, 100% CEO approval rating and great employee reviews. It’s no wonder that 81% of employees say they would recommend working at Cox Enterprises to a friend.One of the common themes among the reviews of Cox is employees love the family-feel of the company and the culture that puts employees first. From a strong sense of community activism to tangible investments in diversity and inclusion, employees not only feel challenged in the work that they do but they feel understood and embraced.“Fun atmosphere, lots of employee engagement events like spring socials (where Zac Brown played last year) and the company is big into providing community volunteerism opportunities,” says one employee review.Back in 2007, Cox Enterprises launched a national sustainability program showing their true dedication to environmental activism. Additionally, employees are allotted volunteer hours each month allowing them time to give back to a good cause or a local community initiative.If you are job hunting, looking for a large company with plenty of career opportunities, a thriving company culture, and an active social responsibility platform, Cox Enterprises is hiring and wants to connect with you.“It’s a true family culture at Cox, and I’ve never felt this way about any job,” admits Michael Apodaca, Retail Sales Associate for Cox Communications. “It’s a place where I feel emotionally and physically safe and a place where I can be at my very best.”Cox Automotive Is Hiring 1,200 Software Engineers — Apply Now View More Jobslast_img read more

Ex-Marseille coach Van Wikel reveals why they missed out on Kante, Idrissa Gueye

first_imgFormer Olympique Marseille fitness coach Jan van Wikel has revealed how the club missed out on N’Golo Kante and Idrissa Gueye.Marseille were in for both Chelsea midfielder Kante and Everton’s Gueye before they left France for England.Van Wikel recalled to L’Equipe: “Two days before the beginning of preseason, Marcelo (Bielsa) tells me that he will go home. “There was a stumbling block with the club board about the recruitment of N’Golo Kanté and Idrissa Gueye. The management wanted them later in the summer because they thought their price would drop in the course of the negotiations.”last_img read more

West Brom U23 coach Shan confirms loan offers arriving

first_imgWest Brom are fielding loan offers for their best young players.Under 23’s boss Jimmy Shan and Darren Moore, Albion’s professional development phase coach, are both receiving calls from clubs seeking loan talks.”There’s been interest in our players going out on loan,” Shan said.”His (Moore’s) phone has been ringing off the hook.”There’s been a lot of contact from Football League clubs.”They have been looking at their squads and working out what they might need.”We’re starting to get some nice enquiries.”Over the coming days and weeks we’ll get a better picture of who might be going out.”last_img read more

To Increase Charitable Donations, Appeal to the Heart — Not the Head

first_imgHere’s a pop quiz. Read the following two paragraphs and see which is more apt to tug at your heartstrings:A) Any money that you donate will go to Rokia, a seven-year-old girl who lives in Mali in Africa. Rokia is desperately poor and faces a threat of severe hunger, even starvation. Her life will be changed for the better as a result of your financial gift. With your support, and the support of other caring sponsors, Save the Children will work with Rokia’s family and other members of the community to help feed and educate her, and provide her with basic medical care.B) Food shortages in Malawi are affecting more than three million children. In Zambia, severe rainfall deficits have resulted in a 42% drop in maize production from 2000. As a result, an estimated three million Zambians face hunger. Four million Angolans — one-third of the population — have been forced to flee their homes. More than 11 million people in Ethiopia need immediate food assistance.If you answered A, you are like most people, according to a new study conducted by Deborah Small, a Wharton marketing professor, and two colleagues. The researchers found that if organizations want to raise money for a charitable cause, it is far better to appeal to the heart than to the head. Put another way, feelings, not analytical thinking, drive donations.Rokia is what academic researchers call an “identifiable victim.” As such, her personal story, which focuses exclusively on her plight and not that of other famine victims, is much more likely to generate charitable donations than more dispassionate descriptions of unnamed “statistical victims” like those in paragraph B, according to Small.That people would want to give money to identifiable victims like Rokia rather than unnamed famine victims may not seem all that surprising. But Small and her colleagues, in a series of field experiments, delved deeper into the issue of sympathy and how it relates to charitable giving. The researchers found that if people are presented with a personal case of an identifiable victim along with statistical data about similar victims caught up in a larger pattern of illness, hunger or neglect, overall donations actually decline. In addition, they found that if people are told about the inconsistent levels of sympathy evoked by identifiable and statistical victims — the “identifiable victim effect,” in the words of the researchers — people reduce their giving to identifiable victims but do not increase their giving to statistical victims.Small says the findings — which hold implications for policymakers, fundraisers for charities and even news organizations that urge donations to victims of tragic events — show that sympathy and aid-giving are often irrational.“When donating to charitable causes, people do not value lives consistently,” write Small and her co-authors, George Loewenstein of Carnegie Mellon University and Paul Slovic of Decision Research, a non-profit research firm in Eugene, Ore. “Money is often concentrated on a single victim even though more people would be helped if resources were dispersed or spent protecting future victims.”In many cases, society “would be better off if resources were spread among victims such that each additional dollar is spent where it will do the most good,” according to the paper, titled “Sympathy and Callousness: The Impact of Deliberative Thought on Donations to Identifiable and Statistical Victims.” Yet when making a decision to donate money toward a cause, “most people probably do not calculate the expected benefit of their donation. Rather, choices are made intuitively, based on spontaneous affective reactions.”The study cites several well-known examples of large sums of money being donated to help identifiable victims. In 1987, a child named Jessica McClure, dubbed “Baby Jessica” by the news media, fell into a well near her home in Texas and received nearly $700,000 in donations from the public. Ali Abbas, a boy who lost both his arms and his parents in the Iraq War in 2003, was the subject of widespread media attention in Europe and received some $550,000 in donations. Even animals generate sympathy: In 2002, more than $48,000 was contributed to save Forgea, a dog stranded on a ship adrift in the Pacific Ocean.Proportions vs. Absolute ValuesWhy do identifiable victims elicit such an outpouring of emotion — as well as piles of accompanying cash? In general, psychological research has found that “people pay greater attention and have stronger emotional reactions to vivid rather than pallid information,” says Small, a psychologist by training. Furthermore, the mind responds to proportions, not absolute values. “This is why we gasp when we see a 50%-off sale, regardless of whether the original price is $5 or $500,” she adds. “Similarly, saving 10 lives out of a group of 100 is a high proportion and thus evokes a greater emotional response than saving 10 lives out of one million. An identifiable victim is the extreme, in this sense. When a victim has been identified, she becomes her own frame of reference — there was only one Baby Jessica to save — and thus receives the greatest level of sympathy.”Small and her co-authors reached their conclusions by conducting a series of four field experiments involving ordinary citizens. The researchers gave each person $5 in one-dollar bills. They were then instructed to read a letter containing a charity request and asked to donate a sum of money, ranging from zero to $5, by placing the money anonymously in an envelope.Each experiment was designed to encourage “rational” thinking when people made decisions about how much money to donate to identifiable and statistical victims. In one experiment, for example, the subjects were told about the identifiable victim effect before being asked to make a donation. In another experiment, the researchers provided statistics about victims alongside a request for donations to an identifiable victim.The upshot of the four experiments was that people are most generous when asked to make a donation to an identifiable victim in the absence of “rational” analytic thought. The more statistical information the citizens were given about the general plight of a group of people, the less generous they became. Yet emotion-based thought failed to augment generosity to statistical victims. “It’s easy to override people’s feelings by giving them statistical information,” according to Small. “But it’s not so easy to add feelings where feelings aren’t naturally there to begin with. It’s hard for humans to generate feelings toward statistics.”One subtle positive finding was that informing ordinary citizens about the identifiable victim effect at least had the result of increasing their consistency towards the two types of victims. Yet the field experiments showed that giving people statistical information had a pernicious effect on overall caring, since people gave less to the identifiable victims but no more to the statistical victims.“Insight, in this situation, seems to breed callousness,” the researchers write. “In some ways, this conclusion seems well founded. Faced with almost any disaster of any magnitude, it is almost always possible to think of worse things that have happened or even that are currently happening in the world. The deaths of 9/11 [numbering 2,973], for example, compared with the slaughter in Rwanda [estimated at between 500,000 and one million]” seem to have less impact. But the slaughter in Rwanda, in turn, “is dwarfed by the problem of AIDS in Africa. Thinking about problems analytically can easily suppress sympathy for smaller-scale disasters without, our research suggests, producing much of an increase in caring for larger-scale disasters.”Yet the researchers acknowledge that this interpretation may have limitations. It is possible, they say, that deliberate, rational thinking in some cases may lead to more charity. “For example,” they write, “contrary to the difference between statistical and identifiable victims, we often experience little visceral sympathy for needy victims who are from other countries or of a different race or socioeconomic status, but thinking about their plight may lead us to recognize their deservingness. In such instances, we conjecture, interventions that encourage deliberate thinking like those presented in the four studies … might lead to greater generosity rather than less.”Charities Need a Compelling MessageWhat implications does Small’s paper hold for charitable organizations? “It’s all about putting together a simple, emotionally compelling message,” Small says. “The best way to do that is in the form of a picture or a story, something that purely engages the emotional system. The mistake that many charities make is trying to appeal both to emotion and to reason. They assume this would be more effective than appealing to only one or the other, but it isn’t.”Although they feel that charitable donations might be more efficiently distributed among more desperate victims if donors were not so emotional in making decisions to give money, the researchers do not criticize people who wish to help when they feel sympathetic.“Although the money spent on Baby Jessica and Ali Abbas could save more lives in theory if not concentrated as such, the absence of identifiability effects might reduce the impetus to give at all,” they write. “Thus, although victim identification may distort aid allocation somewhat, its impact generates more aid than any other pitch. Charities certainly recognize this, at least implicitly, when they employ a poster child to raise money for a general cause.”Source: http://knowledge.wharton.upenn.edu/article.cfm?articleid=1767Copyright of the Wharton School of the University of Pennsylvanialast_img read more

Article of the Week

first_imgPosted on November 6, 2009November 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)The Bulletin of the WHO recently published electronically a paper showing that the maternal mortality ratio in Mongolia declined substantially between 1992 and 2007, after the introduction of a comprehensive maternal health strategy. The MMR decreased almost 10 deaths per 100,000 live births per year during this time. To read this paper, please click here.Let us know if this article was useful, rate this article hereShare this: ShareEmailPrint To learn more, read:last_img read more

Member of the week: Christopher Neal, illustrator

first_imgOur member of the week is Christopher Neal, an illustrator and designer. Chris has a fascinating website that often documents his artistic process–his work is a mix of hand drawn and digital. He creates editorial art for magazines and news publications; designs book jackets, record covers, and posters; and creates illustrations for packaging and advertising. Chris has done work for the New York Times, Knopf/Random House, Rolling Stone, The Fillmore, and Texas Monthly, to name a few. For more on Chris and his illustrations, take a look at his Freelancers Yellow Pages profile and read our interview with him below. What has been your most exciting project? I’m not sure I have a “most interesting” project. Most of my projects are interesting for a variety of different reasons. A few of my favorites, though, are: a book cover for Nobel Peace Prize winner and environmentalist Wangari Maathai, music posters for The Fillmore in San Francisco, the cover of the New York Times Book Review. One interesting project that ended up not getting printed was a redesign for Salinger’s Catcher in the Rye for a Danishpublisher. A very exciting and simultaneously intimidating assignment. In the end, it turns out Salinger has signed a deal with his publishers to have only type on his covers, no art! I like those simple Salinger covers and am happy to keep the tradition going, sans my illustration. Why did you decide to go freelance? I wanted more creative freedom and more control over my career. Before doing Illustration, I was working full time as a graphic designer. I enjoyed it and learned a lot but felt limited creatively. I also wanted more freedom to run my work schedule as I see fit. That’s hard to do while working for someone on salary. Running my own business can be difficult but at the end of the day, it’s gratifying to know everything I earn and everything I accomplish is a direct result of my own efforts. What tip would you give to a new freelancer or someone who is considering going freelance? It could be the best decision you’ve ever made. It’s worth the risk. What is your favorite spot in the city in which you live? I live in Fort Green and love the park. I work in Greenpoint and love The Garden, an organic grocery where I get most of my lunches. What is your inspiration? Life.last_img read more