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A Photo for Sunday : 1966 Ford Galaxie 500

I’ve always had a soft spot for the stacked headlamp Ford Galaxie 500.

Galaxie 500

In 1965, in a moment of family insanity, my Dad and I nearly agreed that he should get a new 4 door Galaxie. Good sense prevailed in the end since, despite my liking for it, it was a stupid car to buy in the UK – overpriced and unsuited to the roads. Here’s a 1966 two door, spotted in Wandsworth a couple of Sundays ago. It’s got a decent sized 390 cu inch V8 (one down from the big 7 litre) and looks good on a set of obligatory Magnum 500 wheels. Old US barges always look incongruous when you come across them in the UK, which inevitably endears me to the people who are odd enough to keep them.

Galaxie 500 B

Looking back at US model years, although a specific generation would last for 3 years, and would broadly look the same from year one to year three, it’s interesting quite how much got changed with each model year. It wasn’t just the case of a new grille and different hubcaps, whole swathes of sheet metal changed.  Obviously inspired by GM’s coke bottle line, introduced onto the competing Impala in 1965, the entire side of the third generation Galaxie was reprofiled for its second model year. Back then the studios must have been juggling four or five different versions of a model at any one time.

This particular car is 50 years old this year and Ford only stopped making the Galaxie’s spiritual successor, the Crown Vic, 4 years ago. Looking back a further 50 years from 1966, this is the 2 door Ford you’d have been driving. The evolution of the motor car is logarithmic – Discuss?

Ford Model T momentcar-com
image : momentcar.com

1 thought on “A Photo for Sunday : 1966 Ford Galaxie 500”

  1. What is it -the light? – that ruins American cars’ image in the UK? Italian cars aren’t so affected. The same applies in the ROI. The cars sit uneasily in the street and never shine. In contrast they don’t do so badly in Denmark which is even more damp and dreary.

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Jun. 7th, 2013

dreamatdrew: A dreamsheep badge, proclaiming Drew is a Support-type person. (Drew Werks Here.)
[personal profile] dreamatdrew
Hai everybody:

In order to better keep track of issues for which we have multiple requests, we've been tagging them in the request summary. Kat has cleared anyone with the ability to tag requests, and modify the summaries as needed to make them closer match the actual issue.

Currently, we have a few tags defined.
[PBE] - Post By Email issues
[CNI-LJ] - Comments not importing from Livejournal.
[CNI-IJ] -  Comments not importing from InsaneJournal.
[IJ] - Issues with importing from InsaneJournal which are not limited to just comments.
[Fix In Progress] - This is an Identified Bug and has made its way to someone who is working on a patch. This tag is admin-only at this point.
[CRI] - Cannot Rename Icons. For the record, this is being investigated by [personal profile] purplecat

Tag are created on an ad-hoc basis to deal with issues as they crop up. These are just the ones in active use right now.

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[personal profile] misskat
We have Support Search now.

A couple notes:
--it will do the type of searching where if you look for run, it also pulls up running, runner, runnarizing, and so on. It's called stemming, and it's the same as regular journal/comment search.
--If a search term returns results that you aren't able to view (like something in Accounts, or Webmaster), you'll get an error: "None of the results on this page are visible to you, but you can continue paging." If you get this, clicky the thing for "next page" to get more results. You may need to go through a few pages to get to a request that you can view.
--Fun fact: if you sign your requests with your name, you can look up requests that you've answered yourself. As far as I can tell, this is my first answered Support request.

If you run into any bugs, please let me know!

As an aside, I got to go visit our servers yesterday, and watched tonight's code push on TV. I squee'd a lot while the ssearch database was loading! IT IS VERY EXCITING, OK? Everyone thank Mark for working hard to get this done!

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June 26, 2009

I know it’s been a while since my last post, but that doesn’t mean that things have ground to a halt.

Far from it.

In fact, we’ve joined forces with a good friend of mine in an effort to expand this whole idea into wider territory. The registration process is difficult, but it is important if we’re going to get the support of the production companies who have offered to help us.

Where this project started off as an effort to get books into Africa, that is now just one part of it. We will also attempt to address literacy problems in this country as well. The advertising will still focus on the Africa side of things, however.

It may sound like we’re biting off more than we can chew, but we’re confident we can pull this off in an engaging, unique way.

Now that our goals have become larger, it is also necessary for us to register as a corporation first, so that we’re not personally liable in the unlikely event of any legal action along the way. We have high hopes for this, and need  to make sure we do it right the first time.

The charitable corporation will be called ‘Aduro,’ and we are currently wading through layers of red tape to get it off the ground.

Once this is approved, we can finally begin raising funds.


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Psychological thriller

img_0584   Grace and Charlie have been friends since they were 9 years old.  They are polar opposites and found comfort in their friendship.   Both of these girls have experienced tragedy in their young lives and have felt abandoned by a parent….it explains their closeness.

Suddenly, at the age of 24, Charlie dies.  Grace blames herself and cannot get over her death.  Charlie’s last words to her were I did something terrible, Grace, I hope that you can forgive me.  Grace is left wondering what Charlie did and why she died so suddenly…was it truly her fault?

Grace has been living with her high school boyfriend for a few years, and their relationship becomes quite unstable after Charlie’s death.  Grace begins to hide-away from everyone and everything while Dan copes in other negative ways.  Grace tries to make sense of everything and in the process befriends Anna.  Immediately, the two begin a friendship….yet there is something odd about Anna…something dangerous.  Can Grace put the pieces together of what has been happening in her small circle of friends before it is too late?

This is the debut novel of Louise Jensen, and it is definitely a page-turner.  I read it in a few hours.  Do yourself a favor and pick it up.

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2011-10-28T10:18:50+00:00 2011-10-28T10:44:42+00:00

Introducing: Prussia

It seems like most of my CMJ band discoveries were made at BirdDog's showcase on Saturday afternoon. Here is a shimmering indie group from Detroit, Prussia. This band tickled my ears with the energetic vocals and perky instrumentals. Take the catchiness of Pomegranates and Vampire Weekend, then add another coat of nasally wails. Prussia is distinctively melodious. They have a series of Poor English EPs, part 1, 2 and part 3 was recently released through Notown Recordings. Here are a few samples.

A little fun fact: If the band members accepted chocolate from two random girls (Lori and I), they must be fun and lighthearted!

      04 Saint Elmos Fire Pt. 2
Download: Prussia – Saint Elmo's Fire Pt. 2

      49 Mediator
Download: Prussia – Mediator

Prussia's Upcoming Travels

11/03/11, Lansing, MI– Mac's Bar
11/04/11, Mount Pleasant, MI– Rubble's Bar
11/11/11, Detroit, MI– Old Miami
12/22/11, Pontiac, MI– Crofoot

Bandcamp Prussia, tweet Prussia.

Folk Rock · Indie · New Wave

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text:
About Eat In Chef

Our Mission

Eat In Chef is a digital culinary management platform designed for professional chefs that want to run a local personal chef business. We mobilize dining by allowing seasoned chefs to replace cooking in the back of house to being front and center in diners’ homes.

We partner with chefs to provide one-of-a-kind experiences that restaurants are incapable of creating. Our digital tools empower chefs to handle marketing, customer management, menu development, scheduling, bookkeeping, and analytics.

Together, we change the relationship between chefs and diners one “Eat In” experience at a time.

Our Values

Local Sustainability

Creating strategic alliances with local farmers, harvesters, bakers, boutique food and beverage businesses impacts the health of local communities, protects the environment, and stimulates local economies.

People’s values drive decisions. As more people make healthier food choices and demand better quality food, it is our responsibility to offer peace of mind to our customers by informing them who, where, and how their food is produced.

Building trust with customers means being honest about our business practices all the time.

The Team

Susana Aho

UX Content Strategist

Eat in Chef presents a whole new way to do dinner. We’re psyched to empower both chefs and diners to expand the way they think about the business, experience, and power of food.

Greyceli Marin

Influencer Relations Manager

You'll never see your kitchen the same way again.

Martin Mata

Community Manager

The days of paying for an expensive culinary education only to work a near minimum wage job as a line cook are on their way out.

Ara Galarza

Co-Founder | CEO

Working long hours at low pay is an outdated expectation of chefs in the culinary sector. We’re here to cultivate the entrepreneurial spirit that is stifled in so many chefs as a result of industry conditions.

Our Partners

  • International Culinary Center
  • International Culinary Education
  • Checkr
  • Thirstie
  • Fresh Direct

Contact Us

General Information info@eatinchef.com

Pop Up Tasting Inquiries popup@eatinchef.com

Questions & Support support@eatinchef.com


text:
• It’s no secret that American science education is lagging—and
    Fordham will shed more light on why next week when we release our new
    evaluation of state science standards. Meanwhile, the more than 200 separate and often overlapping federal STEM programs
    that the GAO pointed out this week
    demonstrate the dangers of
    turning to Washington to fix things.
  • A Virginia state legislator is proposing that any parent have
    the right to observe
    his or her child’s classroom
    , given reasonable notice. Gadfly objects…to
    having to give reasonable notice. Let’s welcome parental involvement in
    education, not lock the school doors.
  • Chicago’s longer school day has
    only been implemented in a few schools, but is already stressing the district budget. Meanwhile, the teacher union has submitted demands for its new contract, including rejecting Emanuel’s proposed 2 percent
    raise for the longer
    hours. Budgets may get tight in the Windy City, but this is a cause worth finding
    the cash for..
  • President Obama threw a curveball Tuesday night in his State
    of the Union speech when he called on states to raise
    the compulsory education age to eighteen
    . Reducing dropout rates sounds great but
    the White House has no tools (other than jawbones) by which to make it happen.
    With ESEA reauthorization stalled and Race to the Top struggling, another
    sweeping mandate is the last thing the President needs.
  • Former teacher union chief and outspoken charter-school critic
    A.J. Duffy received
    approval for his charter school
    last week from the L.A. school board,
    meaning that he and Fordham will be sharing a board member in Caprice Young.
    Welcome, Mr. D., to the good fight.
Item Type:


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Trial service: UL books delivered to you!

The Education Faculty Library team are delighted to be involved in the new Futurelib ‘Intraloan’ project in conjunction with Cambridge University Library (UL) which will run for a trial period from Monday 6th February to Friday 3rd March.

Have you ever wanted to read a book held at the UL but not had the time to make your way across Cambridge to borrow it?  For a limited time only (4 weeks) you will be able to request books from the UL to be delivered to the Education Faculty Library!

Who can borrow?

  • Current education students and staff members who have registered with the Education Faculty Library

What can you request?

  • Any ‘borrowable’ items held at the UL – exceptions are described as ‘Not borrowable’
  • Requests will not be placed for titles that are already available as ebooks*
  • Please note that if we decide to purchase your request for the Education Library, we will not request it from the UL*

How do you request books ?

When will the book be available for collection?

  • Monday to Friday from 12pm the day after placing the request
  • Books requested on a Friday will not be available until the following Tuesday
  • Once the book is available for collection, the Education Library Team will notify you by text and/or e-mail

Where do I return UL books?

  • Books can be returned to either the Education Faculty Library or the UL up until the end  of the trial on 3rd March
  • After 3rd March, books will need to be returned directly to the UL

What happens if a book is recalled?

  • UL books can be recalled at any point during the loan period. You will receive an email from Rose Giles at the UL giving you seven days notice to return the item

What about fines?

  • Any books borrowed will be subject to the regulations of the University Library and unlike the Education Faculty Library, you will be fined for the late return of material (25p per day per overdue item)
  • If a recalled item is not returned to the UL within the seven day notice period the fine will be double the usual rate (50p per day per overdue item)

We hope that you will find having easier access to over 2 million borrowable treasures of the UL helpful during this 4 week period. If you have any further questions about the trial please don’t hesitate to contact the Education Library Team at library@educ.cam.ac.uk

We are looking forward to working with our colleagues at the UL on this collaborative project and hope that through it we will gain further insights into the information needs of our users.

What is Futurelib?

“The Futurelib innovation programme researches the current and future roles of libraries at the University of Cambridge. The programme seeks to improve awareness and usage of Cambridge library services by employing ethnographic and user-centred design techniques to undertake detailed exploration of the current user experience of our libraries. Futurelib typically undertakes a number of simultaneous projects and draws on the time and expertise of library staff from across the institution to iteratively test and pilot new service models and concepts.”

* Policy introduced 13th February due to workload involved


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Autism Isn’t A Day Or Month

I’m a big supporter of raising awareness of causes and issues, encouraging people to rally to bring about change.  Yet when it comes to autism, a day or a month simply won’t suffice.

On various media outlets over the past few days, individuals have been sharing their insights into the realities of autism.  Some were identified as “experts” which, in my opinion, is a term that needs to be affixed carefully.  There was one – a mother – who spoke about raising her child with autism, sharing the realities with an emotional overlay that was as real as it gets.  This is the true expert.

Two of the other expert perspectives in particular stood out to me, each warranting a response and further discussion.  And while there may be those who might question from where I am gleaning my insights or upon what soapbox I’m standing, I’ll say that after spending 15+ years in the trenches in this arena both professionally and personally, I’ll take my chances.

One of the experts I’m referencing stated that parents need to push for services for their children.  Absolutely true.  Could not agree more nor cannot overemphasize the importance of parents taking charge in this regard.  Yet there was, and continues to be, a critical oversight here and one that is consistently overlooked.  It’s that parents need to learn *how* to push for services for their children, particularly in school where the lion’s share of these services need to be accessed.

There is an assumption, and a misplaced one at that, that parents automatically or miraculously acquire these skills … that somehow these skills simply appear after their child receives an autism spectrum diagnosis.  And this assumption even occurs with parents themselves who, in their jobs or professions, may have skills that they “assume” will transfer to parent advocacy and school interactions, but sadly do not.

Just like the social skills/social thinking that their children need to learn through direct instruction, parents also need to be taught how to navigate through the educational arena in order to secure the services that experts continue to state (and parents know) their children need.  And need now.  I often say that special education requires a master’s level of skills that continue to evolve over time.  Telling parents that they need to work hard over the long haul to get their children what they need is one thing.  Teaching them how to do so is another thing entirely.

The other expert on a different media outlet stated that as children reach high school, they need to learn life skills.  What?  As they reach high school?  Ever hear the expression “too little, too late?”  Here’s what’s wrong with this statement.

Part 1 — we first need to acknowledge that there’s a stigma attached to the phrase “life skills” so we need to rename it.  Parents (and others) equate it with things that, for many children on the autism spectrum including those with Asperger’s Syndrome, simply do not apply.  But there’s another huge bucket of life skills that they most definitely *do* need to learn (and be taught) in order to have any hope of successfully transitioning after high school graduation into college, employment, or independent living.  Once we eliminate the barriers created by the words “life skills” and broaden what it means, we can then begin to ensure that these skills are taught starting in preschool…and for all children.

Part 2 — when the teen reaches high school, it’s far too late to start thinking about the “life skills” they will need to transition into the adult world.  Even though transition planning is now supposed to begin at age 14, most schools pay little attention to the skills our children need to live as adults in the world.  We don’t start to teach reading when the child is 12 years old, so why would we wait until the child is a teen to begin teaching these critical skills?  Skills that are considered “life skills” need to hold equal weight with academic skills in terms of their importance.  And for some children, they’re even more important.  This isn’t an either/or scenario and parents should not be forced to choose (and this happens frequently) between helping their child improve their reading level or how to complete a job application or to live with a roommate in college.

The attention to autism this month and any month helps to raise the volume of discussion about a diagnosis impacting families, businesses, and our society.  And whether you believe the recent CDC stats or not, the reality is that there are millions of children and teens today with an autism spectrum diagnosis growing up to become part of our adult world.  As future employees, tomorrow’s college students, and the next generation of parents themselves.

Examining how we’re approaching autism is not an easy topic nor task, but real change is never easy.  What it does require is for us to honestly assess whether we’re providing parents with what they need to effectively help their children succeed in school and beyond.  And it also requires us to closely examine whether we’re truly doing what we need to do to help our children reach adulthood as prepared as possible.  This requires more than a day or month.  It requires a lifetime.

Beating The Drum A Bit More…Telecommuting, Etc.

For the past few weeks, everyone has been either talking or reading about Marissa Mayer’s decision to end telecommuting for Yahoo employees.  I’ve read just about every viewpoint – those who support it, those who vehemently disagree with it, those who believe it’s smart business, those who are waiting for Mayer to realize the error of her ways.

I’ve already made my perspectives clear on it – it’s a bad business decision, the impact of which go beyond the in-house fallout and anticipated revolving door of exit interviews (if Yahoo even cares to listen) to broader concerns about how the CEO world is going to react/respond.  No question this is a major blow to the years of progress made in the workplace flexibility arena.  But there’s a little more to be said.

I just read a 2011 Forbes article  – “What Employees Want More Than A Raise,” which reviewed the top drivers of retention.  Care to guess one which was at the top of the list?  Respect.  Hum … respect.  Let’s see…

  • Can a company be viewed as “respecting” its employees if their diverse needs and complicated work/life balance issues are ignored…or worse, shoved aside entirely?
  • Can a company support any contention that it “respects” its employees if management institutes mandates (i.e. you will be at your desk every day at 9:00 a.m.) vs. opening up for discussion – yes, across the organization – operational changes being evaluated (i.e. we’re exploring ways to modify our telecommuting policies and are asking for your input)?
  • Can a company view themselves as “respecting” the manager/employee relationship when decisions are made based upon explanations (i.e. the need for communication and collaboration) that simply don’t add up?

It’s probably clear where I’m heading with this…the answer is no.  Respect is far more than a term in a mission statement or something taught in a Management 101 class.  It’s recognizing that communication happens top-to-bottom, bottom-to-top, and side-to-side.  It’s understanding that collaboration means working together on difficult issues, appreciating the impact major decisions will have on employees, and offering real, viable options that truly demonstrate that every employee is valuable and, you got it, respected.

No…I don’t see anything about this decision that demonstrates respect.  Rather, whether it was Yahoo’s way to weed out non-performers or demonstrate that they can exercise control over their workforce, it’s pretty apparent – no matter your perspective on the decision itself – that “respect” for its employees was not even a discussion point during that meeting.

Few Working Parents Are Saying “Ya-hoo” Today

Having just returned from the Alliance for Work-Life Progress (AWLP) annual forum in Baltimore, discussion surrounding Marissa Mayer (Yahoo) and her decision to end telecommuting for employees bubbled up throughout.   No question, many (including me) are talking about this business decision, and it’s one that deserves plenty of discussion.

Back in the dark ages – when I began working in the work/life arena, terms like job-sharing and telecommuting required definitions and explanations.  They were foreign concepts to many and those remotely familiar with them quickly concluded that it was something the “other guy” may consider doing, but not them.  We’ve come a long way…until Mayer slammed on the brakes.

Progress means taking two steps forward and one step back.  We try a new strategy or program and then have to pivot and adjust.  But when something that has been earned – whether a promotion or the ability to work remotely – is taken away under the guise of wanting to improve communication and collaboration, it becomes a new game.

Communication is a process that involves sharing information, facts, and ideas.  Collaboration is a method of bringing together minds and talents.  Neither requires that people breathe the same air space or pass each other en route to the cafeteria.  At least not every day.  We’ve long since passed the “punch in at 9/punch out at 5 (if you’re lucky) and I need to see you sitting at your desk whenever I pass by” workplace, and those who have fought for progress in the area of workplace flexibility are not going to relent.  Nor should they.

Anyone who has a pre-schooler, teen with a disability, elderly parent, sick spouse, or simply the desire to adjust their work location as needed would agree that this mandate is a no-go.  It’s one thing for an organization to be *working toward* a culture whereby flexible work options are part of their operations, but quite another to have it implemented and then taken away.  Since when did we revert back to measuring productivity by face-time?  And what measures is Mayer using to conclude that communication, collaboration and productivity have suffered because of telecommuting employees?   Certainly she must share.

Along with up-ending the lives of employees in this organization, there’s a broader concern, one that I shared with colleagues at AWLP’s forum.  Other CEOs – because we know that CEOs communicate and collaborate with other CEOs albeit not in the same building – will now either be re-examining their own flexible work/telecommuting policies under a new lens or will be concluding that no…this entire concept isn’t for their organization because if it didn’t work for Yahoo, it won’t work for them.

A business is its employees.  Not its building or products.  Not its intellectual capital or services.  It’s their people.  Diverse individuals struggling every day to balance their work responsibilities with home lives.  Organizations compete for “best company” status and spend millions recruiting and retaining top performers.

Some things we know …

  • The emphasis on employee health (mental and physical), stress, balance, and flexibility are core business issues and concerns.
  • Employees place a huge emphasis on the importance of their leaders/managers listening to their needs and responding accordingly.
  • Workplace flexibility is always at the top of the list of reasons why an employee joins or remains with an organization.

Yahoo’s short and long-term turnover numbers, exit interview results, and their retrenched recruitment strategies (and goals) will definitely be things I want to see.  And while the extent of the fallout will take some time to assess, of this I feel certain – those employees impacted by this archaic policy will either let their feet do the talking or are saying a lot of words these days, most of which would sound something like this … “*@#!!*#*!!”.

Leveling The Playing Field

Parents of high school kids know … it’s SAT and ACT season again.  Stress is on overdrive as everyone is striving for ways to improve scores – tutoring, prep classes, working through the huge practice books at home.  All eyes are focused on the thrill of receipt – opening the mail to find those glorious oversized packages with writing on the outside that says “You’re accepted” or “Welcome.”  Believe me, I’ve been there with my own child so understand it well.

I just read an article in The New York Times entitled, “It Takes A B.A. To Find A Job As A File Clerk” which focuses on an Atlanta law firm that requires every employee – including the in-house courier making $10/hour – to have a bachelor’s degree.  The firm’s managing partner said that this requirement shows that every employee has made “a commitment” to their future and not just a paycheck.  Sounds reasonable since college is really about honing skills needed in most every line of employment – organization, planning, meeting deadlines, self-discipline, flexibility, and teamwork.

But here’s the problem with requiring all employees to have a degree – there’s a big difference between equal and fair.  Equal means the same but fair means, well, fair.  Respecting and supporting individual differences and recognizing that not everyone fits into the same box.  It means understanding that a 5th Grade child with dyslexia reading from a 3rd Grade book and receiving an “A” on an assignment is fair even if others are reading from the 5th Grade text.  That a college student who requires extra time and a quiet room to complete an exam is fair even if others are taking the same in a lecture hall with 150 other students.  It’s about evaluating each person as an individual and on their own merits vs. expecting the same for all.  This “life lesson” begins in school and since school is about preparing children for life, shouldn’t the same principle apply to the workplace as well?

Expecting every employee to hold a B.A. in order to secure employment means that many bright, capable, and talented young people will be overlooked.   Believe me, I’m a huge proponent of college and helping all students receive their degree, yet not everyone can reach this milestone.  For some it’s financial.  For others it’s access.  No matter the reason, it’s unfair and unreasonable to assume that the reason a young person does not hold an undergraduate degree is because they don’t aspire for success or don’t want to invest in themselves.

There are many students with learning differences, Asperger’s Syndrome, or ADD – with amazing skills and who would be top performers in the workplace – who are unable to navigate the complexities of college.  Maybe they tried but it didn’t work.  Maybe they were told to not even consider college as an option.  Regardless of the reason, concluding that a young person without a B.A. is only focused on a paycheck is an arbitrary measure and one that places barriers where, in all likelihood, enormous barriers already exist.  And this includes even when, according to a recruiter referenced in the same article, 800 resumes are received for one job.

We all know people sans a college degree who have made contributions to every area of life – business, the arts, philanthropy, many achieving far more success (recognizing that success is subjective) than those with B.A.’s.  And this certainly includes many with learning or similar differences for whom their commitment to themselves is defined by the struggles they have endured and their “never give up” attitude to forge ahead.  College is wonderful, no doubt, yet self-respect and self-worth trumps it every time.  There’s a reason it’s called a playing field and not a playing box.  Fields are larger and allow for many to play.  Whether school, employment, or life, the larger the field the better.

So What Makes A Best Company “Best”

I admit it…I love reading the annual “best company” lists.   Seeing what new organizations have finally reached the holy grail and those that continue to rise to the top year after year by setting the employee engagement and retention bar high.   It’s an added bonus to read about the “perks”, or what I call “mini-benefits”, companies provide for employees.  They get more creative (or outrageous) year after year.

This year’s Fortune list is no different.   To not share a few of my favorites would be like recommending a vacation spot sans photos so yes, a handful follow below.  But first is a shout-out to the tenacious HR and work/life pros whose efforts to sell these ideas to the C-suite when budgets are being cut is exactly what HR is all about…remaining firmly focused on meeting and exceeding the needs of their employees.

So which companies really grabbed my attention this year and why?

  • Boston Consulting Group – issues a “red zone report” to flag when an employee is working excessive long weeks (now *this* is a genuine focus on work/life balance and concerns for the health/stress of employees).
  • – provides 48 hours of paid time to volunteer (great way to support having a life and involvement outside of the office).
  • Alston & Bird – provides health coverage for autism, infertility, and marriage counseling (talk about an organization that understands and is willing to support life’s “real” issues and complexities).
  • ARI – offers unlimited tuition reimbursement (this is career development on overdrive and supports the importance of continuous learning).
  • Teksystems – encourages employees to “share almost everything” about their personal lives (not sure how this is implemented, but it definitely establishes an environment geared toward breaking down barriers on issues that are typically left unspoken).

It’s easy to see why these organizations achieved “best company” status.  Their bottom-line success is directly tied to an organizational culture that “walks the talk” when it comes to understanding and supporting the diverse nature of their respective workforces and their needs.  HR may have “made the case,” however these organizations clearly have leaders who set the tone. But wait…there’s more.

The dog talent show and bring your dog to work day (not sure why all the focus on dogs – what about cats or rabbits).  Horseshoe throwing lessons.  “Pie your manager” competitions.  Mid-morning cider and donuts.  Steak cookouts.  On-site farmers markets (very cool, I must say).

Are these fun?  Unusual?  Great fodder for social media photos?  You bet, but there’s a huge difference between providing health coverage for infertility and offering donuts with cider (and I enjoy cider too).  The former drills down into issues – often complex, messy, and human – whereas the latter is like sprinkles on a cake – they may make things look better, but don’t necessarily change the taste.

Companies that have achieved “best” status have done so because they’ve addressed the real needs and tough issues facing their employees.  They’ve met employees where they are in their lives with an honest recognition and response, demonstrating their willingness – and desire – to do something about the life cycle challenges their employees are facing today or may face tomorrow.

Ask any employee who works at these organizations and I guarantee that a nod of approval to volunteer in their community or to be told to reduce their work hours to better manage their stress trumps bringing their dog to work for the day anytime.  We’re a culture that often uses words without really understanding their meaning.  For this year’s 100 “best” companies, the meaning is as it is intended … “that which is the most excellent, outstanding, or desirable.”

The Juggle & Struggle Of Work/Life

The supermarket is a great place to tap into the pulse of people’s lives.  I don’t eavesdrop, but discussions often occur in such a way that I’m sure the people doing the talking must think they’re in a bubble and can’t be overheard.  I could write a book on the things I’ve heard while shopping for bread and grapes.

Standing at the deli counter over the weekend, I heard two women — who had not seen each other in a while — sharing their respective “tsoris” (Yiddish for suffering or hurt).  One was doing most of the talking about her elderly father who needed to move into an assisted living facility while her pre-teen child was going through different angst.  I could relate (and wanted to say so) since I went through the independent living/assisted living/nursing home/hospice nightmare with my own father several years ago while my child was dealing with bullying in school.  I could see in her face — and I only glanced quickly — that she was barely functional.

There was no way to know whether this woman was also working outside of the home but if so, her candle was not burning at both ends but was about to be extinguished.  Issues of this magnitude have a significant impact on the job.   Anyone who has a life knows all too well how family issues impact all else.  And because life isn’t linear nor do these life situations present themselves in succinct packages where you deal with one thing, complete it, and move onto the next, chaos becomes a way of existence.

Work/life is a “juggle and a struggle” but just as importantly, it’s not an either/or scenario.  While every employee at every life stage is dealing with different issues, one thing is for sure … it’s a rare individual who is facing just one work/life challenge.  Rather, issues often arise together or back-to-back, creating a push-pull ripe with conflict and forcing a rapid shift in priorities, all while taking a daily toll on the individual in every aspect of life.

A single person vs. a working parent.  Someone with medical issues vs. someone facing retirement.  An employee with financial pressures vs. one with elder care needs.  Every need and situation is different and “best” companies are constantly searching for ways to respond.  Yet it’s essential that organizations also recognize that it’s not an either/or scenario … that many employees are dealing with more than one issue and many times, more than one at a time.

Easing the pain requires a combination of solutions and an understanding that when one thing abates, another may quickly take its place.  Or that some issues are never discussed and fly under the radar.  Sometimes an employee can barely catch his/her breath before it hits the fan again and while the fan keeps on spinning, so does the employee.

There’s really no difference between the ebb and flow of business and the ebb and flow of life.  With one exception.  I’ve yet to hear anyone in the supermarket talking about profit margins or sales quotas, but do hear plenty about marriages, children, parents, divorces, foreclosures, and the need for vacations.  It’s not that people aren’t thinking about work deadlines and projects, but they’re certainly not discussing them at the deli counter.


text:
Posted by: crudbasher | July 3, 2012

The Trend Lines Of Higher Education – Part 3

Here is part 1 and part 2.

Entrepreneurs are simply those who understand that there is little difference between obstacle and opportunity and are able to turn both to their advantage.
Niccolo Machiavelli

Game On

In the previous two parts we looked at what universities have that is valuable. We also talked about how powerful a force they are. So those are the conditions. Universities are large, very expensive organizations that are balanced on a single pillar which is credentialing. Fortunately they have this ocean of money flowing in to them for now but what if that changes? What if one fall semester, 20% of students decide to not go to college? What if they have alternatives? (Ironically, the more student loan money is in the system, the more incentive there is for alternatives to arise.)

Many new players are emerging in the online education market but what if traditional universities go online too? Won’t they squash the competition? Nope. Once a university goes online, it gives up a lot of it’s advantages. It is just another website and brand to many online students.

The opportunity for disruptive innovation is here which is why a lot of people with Venture Capital are financing education startups.

In order to disrupt the university model you need to do all of the following:

  1. Learning has to be very low cost.
  2. Learning has to be proven to be effective.
  3. Learning has to result in a respected credential at various points. (see point 5)
  4. Learning has to be able to cater to any type of student and any age.
  5. Learning has to be open ended. It should be a process, not an end to itself. Give a credential at points, but always offer more. Schools should want student for life, not just 4 years.
  6. Learning has to be on many more topics than a traditional school offers.
  7. Learning should be guided by most effective teacher, not the most credentialed.

The First Car Ad (H/T How To Be A Retronaut)

I think this will happen relatively soon. There are too many bright creative minds working on the problem for things to continue like they have. Just because a university has been around for a long time doesn’t mean it will still be here in 10 years. Remember, we rode horses for thousands of years, until we suddenly didn’t. There is nothing in the nature of universities that will protect them from the stormfront of change sweeping through society.

In trying to make something new, half the undertaking lies in discovering whether it can be done. Once it has been established that it can, duplication is inevitable.
Helen Gahagan

  1. […] Stormfront, teaching, Technology « The Trend Lines Of Higher Education – Part 1 The Trend Lines Of Higher Education – Part 3 […]

  2. […] The Trend Lines Of Higher Education Part 1 Part 2 Part 3 […]

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Egyptian Chronicles: #Mubaraktrial : Last Chapter in Volume 1

Wednesday, February 22, 2012

#Mubaraktrial : Last Chapter in Volume 1

Today after few hours either Judge Ahmed Rafaat will announce the date of verdict’s announcement or will announce the verdict itself in the trial of the century aka the trial of Mubarak.

Mubarak , Habib El Adly , the former minister of interior and 6 of El Adly’s assistants can face to death penalty if they are found guilty of giving orders to security forces to shoot the protesters in the early days of the revolution. If they are found guilty , there will be an appeal for sure.

Mubarak is facing two charges : Giving orders to shoot the protesters and taking bribes from Hussein Salem. Both of them especially in the shooting of the protesters case depend upon circumstantial evidence.

The shooting of the protesters case is built around the fact that Mubarak was the head of the supreme council of Police and Supreme council of armed forces from January 25th to February 211th 2011 and that the minister of interior can’t use live ammunition without his orders.

The shooting of the protesters’ case needs more evidence and according to the prosecution’s arguments from two days ago, the ministry of interior withheld the information needed. “Do I need to tell you about the GIS !? Mubarak somehow chose loyal men from what I see in the trial, I thought that they will continue selling him but I was mistaken !!”

If Mubarak faces a death penalty , the West and human rights organizations should not panic because as an old man he will be pardoned. Already personally I hope that he spends the rest of his life behind bars in order to know what the true meaning of freedom is.

As long as the security apparatuses do not cooperate properly with the prosecution as apparatuses working for the sake of the people sponsored by the tax payers then forget a real solid conviction.

I support the regular court system with all its flaws , I do not like exceptional revolutionary courts because innocent men always get stuck in the middle.

The so-called revolutionary powers do not consider this is a serious trial , in fact they consider it a charade despite they will be angry if Mubarak is acquitted.

This will not be the last chapter in the trial of the century , it is more of the last chapter in Volume I

More updates to come to this post.

@11:50 AM CLT

According to what I understand from the Radio news that Judge Rafaat suspended the session after a verbal altercation between the court and one of the plaintiffs !!!

Also the prosecution has informed the  court that the Tora prison hospital is ready to receive Mubarak according to the report of the health committee in the Egyptian parliament.

Newspapers in Egypt are claiming that El Adly is going to speak directly to the court today “Some say that he is going to present a written testimony” where he will expose the true role of Mubarak , field marshal Tantawy and former VP Omar Soliman in the revolution.

Many observers already believe that El Adly is going to be the scapegoat “as if he were innocent !!”

Newspapers also claim that Mubarak is going to send a letter to judge Rafaat to defend himself !!

Share :

  1. 'Tora prison hospital is ready to receive Mubarak according to the report of the health committee in the Egyptian parliament.'
    Only an advanced country like Egypt ofers the most civilized approach to criminals suffering from health problems.

  2. Strangely all these allegations against Mubarak and El Adly are limited to the murders committed during the revolution. Why aren't they held responsible for the hundreds of thousands Egyptians, who got unlawfully arrested, tortured and killed during the 30 years of his tyranny? He was "the boss" so he is responsible. He did build this system of oppression and humiliation. Economically he did run this country to the ground.

    How come that the prosecution cannot summon officials from the MOI and force them to testify - if they refuse send them to jail for contempt of court? How can there be a Minister who gives a public statement that his ministry does not need to be purged?

    If the Mubarak clan gets acquitted he can take all his accounts abroad and live a happy life - that should be noted too.

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Welcome to India

Sweat pours down my face as I wander the nameless streets of South Delhi. It is my first day and I am completely lost. My plane landed on another planet. Here, cows eat plastic trash, old men bathe in the street, and swarms of transvestites beg for your rupees. The honking of cars, motorcycles, and rickshaws is so loud I feel I as if am trapped in the middle of a free jazz orchestral cacophony. As this continues, exhaust fumes permeate my nose where a blend of urine and incense has settled. My mind is on fire.

Welcome to India.

That was over a week ago. Still, these images reappear daily, but to more acceptance and enjoyment on my part. Besides, I have been quite busy to get caught up in it all. After a nightmarish arrival in Dehli, I made contact with Dil Se, an organization that shelters street kids throughout the city. They stationed me at Ummeed, a large refuge bordering the Qutub Minar complex – one of India’s most fascinating historic relics. I volunteered at Ummeed for eight full days teaching English, playing games, and giving endless love to nearly one hundred 6-16 year-old boys. These children come from extremely harsh backgrounds: from homelessness, begging, and drugs to psychical abuse and parents in distressed conditions. Others ran away from home. As awful as this may seem, the kids are now in a much better environment where they receive food, shelter, and an education daily. They have huge hearts and are incredibly intelligent. Some of them had only spoken English for 6 months but were able to converse with me almost perfectly. As curious as I was about their culture and language, they balanced my curiosity with countless questions about life in The States.  I loved volunteering at Ummed. I was constantly teaching while constantly learning.

My sleeping situation was a clear view of reality in South Delhi. I slept on the floor of a two-bedroom apartment with fourteen other people. Running water was inconsistent, electrical problems constant, and mosquitoes galore. But, my experience there was great because the people were amazing – a hilarious group of 17-20 year old’s who made me feel part of a family. We played music, danced, laughed and ate together all while I constantly corrected their English and gave personal attention to each of their studies. I will never forget my time there. I am forever grateful.

Saying goodbye to the Dil Se group was bittersweet, but I felt I needed a change. And what I got was a complete 180. I am currently staying with a family friend who teaches at an international school and lives in the American embassy! This place has the whole western works: hot showers, powerful AC, drinkable tap water, a maid, a cook, beer, even toilet paper! I arrived here in complete culture-shock, even greater than the feeling when I arrived in Delhi. It was as if I was thrown in an emotional ice bath – my brain constantly doing back flips. Since then, I have eased into the perks of this living situation and am absorbing all of its western benefits.

This experience has really opened my eyes to how blessed I am. Sometimes I feel I don’t deserve the life I was given. And the only way I can feel justified is by being a good person and helping others – like I did at Dil Se. Whenever I feel sad or down, I know there is someone else out there that is going through a much harder time than me. And that’s the truth.

Boys at Ummeed

Me and some of the older boys

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Offline nothingbutporcelainTopic starter

Accounting Help
« on: November 19, 2009, 09:33:08 PM »
I'm in a managerial accounting class and I need help with some problems. If anyone would like to help me, please pm me. (: I can send the questions to you.


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Here’s a riddle for you: “How many words is a wordless video actually worth?”

According to Dr. James McQuivey’s ‘equation’, if a picture is worth a thousand words, then a one-minute video has to be worth exactly 1.8 million words.

  1. 1 picture = 1,000 words
  2. 1 second of video (30 frames per second) = 30,000 words
  3. 30,000 words x 60 seconds = 1.8 million.

Following this logic, the activity I’d like to share with you today is worth 2,220,000 words as the video it’s built around lasts 74 seconds.

Wordless videos make a fantastic resource for language teaching and learning:

  • they can be used with learners of all levels;
  • it is learners who provide the language, i.e. the story can be told any number of ways according to learners’ interpretation of the story, and
  • they are typically highly engaging as they tell a story through visuals and music.

One of my favourite types of activity that works great with wordless videos is a videogloss. You are probably already familiar with a dictogloss (see more here). Though they share many similarities, a videogloss is essentially constructing a narrative based on a visual input and building on prior knowledge rather than reconstructing it.

A videogloss involves a high level of collaboration and is ideal for multi-level classes. In the process of constructing the narrative,  students might collaborate with students of different proficiency levels and develop more complex vocabulary.

Step 1. Show a short video to your students, e.g. this amazing chocolate roulade video recipe.

Step 2. Split students into small groups and get them to try to construct a summary of the recipe.

Step 3. Share and comment on those summaries together.

Step 4. Show the video again and pause at various stages to give the students the opportunity to discuss and add more details to their description. Get them to share and compare as a class, and help them out with any emergent language they might need.

*As a follow-up activity, have your students read the recipe of chocolate roulade and make changes/add more details to their recipes.

Bon appétit and happy teaching!

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Kylie Minogue’s “Flower”

I must be very ignorant to not know that Kylie Minogue sings ballads as well. I thought all she performed were dance tracks like the popular Locomotion and Can’t Get You Out of My Head. Well, what a beautiful surprise “Flower” was. Check out the blissful music video to the just as ethereal track. I love it.

About Kai Morgan @embraceyoumag (1744 Articles)
Creative chick with an open mind and an open heart :)

1 Comment on Kylie Minogue’s “Flower”

  1. I like this song. her voice is tiny and sweet and oh ma gosh i loved loco-motion.

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Damo and Ivor: A Whopper Sitcom

Irish people love to see themselves represented on television. And why wouldn’t we? Enjoying a diet largely consisting of British and American content, there is naturally anticipation when we hear of the arrival of a new home grown drama or comedy set in Ireland portraying Irish characters, issues, colloquialisms and traditions. Take Love Hate, for example. The latest series saw us tuning in with gusto every Sunday night before turning to Twitter and Facebook en masse to see what the proliferation of unofficial character accounts, memes and news articles documenting the very minutiae of each episode had to say, chipping in our two cent with communal enjoyment at the action unfolding week by week. The finale of series 4, broadcast on 10 November, was preceded by a number of radio interviews with various cast members and writer Stuart Carolan, and prominent features in a number of newspapers and magazines, and was headline news following its broadcast.

The reaction to last Sunday’s episode is interesting in that some viewers were disappointed while others loved it, and the fact that the debate rages on almost a week later is proof of just how engaged we are willing to become about our own home grown productions. There is one claim which sets alarm bells ringing for me, and that’s when something is described as “Ireland’s answer to…” Ireland should not answer to anything except itself. Authentic Irish production is what we need, and Love Hate doesn’t claim to be anything but, which is a relief, and undoubtedly part of its success and appeal.

Another explanation for its attraction may be our obsession with the grim, the downtrodden, the marginalised and the darker sides of life in both Irish cinema and television. For a witty people known for our humour and good nature, our televisual and cinematic output is historically and often unrelentingly depressing. The theories behind this are well researched and written about, and without wishing to trample over well-trodden soil, I want to know, what of our comedy?

As someone who loves comedy, and sitcom in particular, I lament the fact that I am more often than not disappointed with what I see on Irish television. We are a lyrical people with a great capacity for humour who have within us the ability to create exceptional comedy, and yet sadly I don’t feel this potential has been fully realised on our television screens.

Many attempts at a home grown Irish sitcom have invariably fallen flat, and we continually turn to Britain for the finest examples. When British produced Irish sitcoms such as Father Ted and Moone Boy delight us, it’s a frustrating reminder of the fact that we haven’t been able to match their calibre at home.

While budget can undoubtedly be a factor, I feel a big part of the problem is that home grown efforts seem intent on portraying us as something that we’re not. Certain televised sketch shows and comedians rely on wildy exaggerated stereotypes, and an often patronising tone which sees me reaching for the remote rather than the tissues. In watching such programmes I can’t help think if there was more subtlety, naturalism and realism, that the characters portrayed would actually be funny, possibly even endearing.

It was a joy to find these absent friends in Naked Camera and Meet Your Neighbours. Yes the sketch show has been done, and the brilliant Mike Murphy, Dermot Morgan and Fran Dempsey paved the way with aplomb from an Irish perspective as far back as the 1970s. But unlike some of today’s comedic offerings, PJ Gallagher and company bring to life Irish characters we can all recognise without resorting to patronising them, or pigeon holing them into a world where they don’t belong in an effort to emulate international formats. In addition to being authentic, they are subtle and more natural, just like ourselves, and thus infinitely funnier.

When I talk about the avoidance of exaggerated performances, I’m not saying characters cannot be larger than life, but if we’re going to succeed at an Irish sitcom, the characters must be grounded in the real if they are to be believable.  Anyone need only look to the finest examples of situation comedy (Father Ted, Only Fools and Horses, The Office and Extras) to realise that authenticity, subtlety and naturalism are an essential combination which gives heart to the resulting humour, and it is in the absence of these attributes that we have been waiting for our success story.

I cannot confess to being a big fan of our comedy panel style shows, but as above, while we have struggled to produce a successful sitcom, we excel at sketch shows, and it is wonderful to see the likes of Republic of Telly fostering this talent with genuinely funny offerings. In 2011, a hilarious portrayal of two Dublin characters under the guises of Damo and Ivor; the skanger and the posh D4 head, both created and played brilliantly by Andy Quirke, hit our screens via Republic of Telly. In playing different classes off against one another, there is a danger of encouraging the superiority of one and degradation of the other. However, Andy’s portrayal of these characters makes them equals, irrespective of their background. The sketches on hangovers, drinking sessions and driving lessons, to name but a few, are genuinely hilarious, and have deservedly attracted thousands of viewers online, in addition to those tuning in to Republic of Telly. Songs Everbody’s Drinkin’ and Maniac 2012 even lead to top 10 chart success in 2011 and 2012, and millions of YouTube hits.

Our record for great sketches well established, there is natural trepidation when it is announced that a winning formula, utilised exceptionally well in the case of Damo and Ivor, is to be turned into a sitcom. Scheduled for air on 16 September 2013 on RTE Two, a number of questions arose as we went once more into the breach.

Would lending three dimensional personalities to generally stereotypical characters compromise the equality I spoke about earlier? While we were always going to be safe in the hands of Andy Quirke who is clearly extremely talented, what would the supporting cast be like, and would they maintain the authenticity portrayed in the sketches? Would the all-important naturalism and subtlety I have so longed to see be relegated in favour of exaggerated, and thus unfunny, portrayals? All would be revealed.

In episode one we meet an atrociously affluent Ivor, entertainingly living it up courtesy of Mummy (Victoria Sheahan) and Daddy (Rik Mayall) and their seemingly endless pot of cash, while skint Damo lives in a homely and humble house with his Granny (Ruth McCabe), or Grano, as she’s affectionately known. Twins separated at birth, their mother couldn’t bring up both of them, and so Ivor was sold to a wealthy family, the Itchdaddys. Shocking revelations strike early doors, as Ivor learns this disastrous truth, and Damo is devastated to hear Grano is ill. The characters show immediate and effective depth, the storyline is pacy and funny, and I look forward to next Monday.

As the programme progresses, it really comes into its own. Aside from a flawless performance by Andy Quirke (it is genuinely easy to forget the same person is playing both parts), himself and his co-writers Jules Coll and Alan Keane have managed to transfer Damo and Ivor from sketch to sitcom with great success. We are presented with three dimensional characters who are loveable and sympathetic in both their best and worst moments, and without losing any of the humour found in the sketches, for as much as I talk about the essential ingredients for the perfect sitcom, if it doesn’t make you laugh, it’s not doing its job. The attention to detail with regard to costume and locations anchors the brilliant characters in their own very real worlds, ones we can all claim familiarity with, and it’s the realism and authenticity which makes them entirely believable, even if the madcap aspects of the story (Damo selling his kidney, for example) are accepted, because the characters and their situations are entirely plausible.

Ivor’s friends Tarquin (Tom O’Mahony) and Sarah Jane (Hannah Crowley) are sublime, as are Spuddy (Lewis Magee), Tracey (Eimear Morrissey) and the rest of Damo’s crew, and not a detail is overlooked in bringing them to life. From Sarah Jane’s charity lunch to Ivor’s modelling stint as a flasher, and from Grano testing out a flat pack coffin to Ivor trying to purchase cut price vodka incognito, the whole series is a riot.

When Damo realises that he has a brother, he sets out to find recently abandoned Ivor, and along comes Episode Four, the absolute jewel in the crown. It’s Halloween night, and Tarquin has suggested a skanger theme for Ivor’s party. Meanwhile Damo heads for Foxrock to find Ivor whose empty house is heaving by the time he arrives. Tarquin and his friend are a sight to behold in their carefully pieced together, but brilliantly unconvincing skanger outfits, and while Ivor is in the shop looking for one of his own, Tarquin finds Damo climbing in the bathroom window, obviously thinking it’s Ivor returning in character. The sight of Tarquin marvelling at the authenticity of Damo’s “costume”, and Damo’s bewildered reaction to this is one of the scenes of the series. “Oh my God, you absolute legend, that is classic” cries Tarquin, “The hat, the rings; oh my God the rings, and the runners; where did you get those things?…dude you’re so in character it’s not even funny” Damo can’t believe his luck when the faux skangers roll out the red carpet, and uses the opportunity to summon his crew for a “whopper session.”

The twins finally come face to face at the party which results in Damo decking Ivor’s smug rival Oisin (David Crowley) and Ivor fainting as the cops break it up. He’s not the only one, as perfectly pink and fluffy Sarah Jane realises she has just “made love” with Damo thinking he was Ivor.

Another essential ingredient in any great sitcom is pathos, and Damo and Ivor does not fail us here either. In the aftermath of the party, Ivor is rejected by Tarquin who is appalled by his apparent fall from grace, and we feel truly sorry for him. Damo’s endearing good heartedness, and Sarah Jane’s compassion and sincerity are the only constants in his crumbling world, and lend a genuinely warm tone to the story. Penniless and abandoned with nowhere to go, he can rely on both, and eventually comes to live with Damo and Grano, finding real happiness with the family he’s never had. Damo’s unconditional love of Ivor makes him infinitely likeable, and this is consistent with the selflessness that saw him sell his kidney to buy Grano a dialysis machine; the fact that his kidney itself would’ve been more use to her is comedic irony at its best. Both brothers make big sacrifices in the last episode, all with a view to saving Grano, and the climax to the series tops off what has been a brilliantly crafted storyline throughout.

Damo and Ivor can hold its head high, as finally we have a fantastic home grown Irish sitcom. It combines hilarity and pathos through genuine, authentic characterisation, an excellent script, brilliant acting, casting and locations. The storyline is larger than life, but the affability of the lead characters ensures that they are not patronised, ruined by exaggeration, or made a mockery of. Nor is Damo and Ivor Ireland’s answer to anything, and as such is wholly uncompromised in its portrayal of genuine Irish characters in an Irish setting. In fact, the only cartoonish elements are Damo’s hat and Ivor’s collar which are hilarious props, but don’t let either fool you. Beneath the large peak and starched collar exteriors are real living breathing characters with an abundance of heart and hilarity, and I for one cannot wait for the second series.

By Emma Hynes

One thought on “Damo and Ivor: A Whopper Sitcom

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ISLAMABAD – The appointment of former military head as commander of Islamic Military Alliance still hangs in limbo although defence minister Khawaja Asif confirmed the appointment a week ago.

Article continues after the advertisement

What stirred debate regarding the high-profile appointment is the latest interview of finance minister Ishaq Dar who stated that any decision regarding the appointment would be taken in accordance with the Constitution and in the larger national interest.

Dar maintained that he was not aware whether any post was offered and accepted by Gen Raheel adding that the former army chief would definitely ask Saudis to wait for formal approval in case he decides to head the alliance.

Talking exclusively to Samaa, Dar disclosed that Saudi Arabia was keen to appoint Raheel Sharif as head of the Islamic military alliance even prior to his retirement.

“Both Prime Minister Nawaz Sharif and General Raheel Sharif agreed that it would be a conflict of interest. It would have been inappropriate to head the 39-nation NATO-type Islamic alliance while still serving as head of Pakistan’s armed forces,” he said.

“Raheel Sharif is performing Umrah. If he is offered the post, I am sure he will seek approval from the government,” the finance minister added.

The legislator clarified that as a professional soldier, Gen Raheel would fulfil all legal requirements.

On the other hand, Defence Minister Khawaja Muhammad Asif on Friday confirmed the recent development that former army chief General (r) Raheel Sharif was made the chief of 39-nation Islamic military coalition formed to combat terrorism.

Speaking to Geo News, Asif admitted that an agreement in this regard was finalised a few days ago; however, the defence minister said he didn’t have much information at the moment about the details.


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The Capitol Hotel Tokyu - Nagatacho

Japanese tradition and hospitality in the heart of Tokyo

 By Niaya Harper   Mar 30, 2017

The Capitol Hotel Tokyu is an oasis where Japanese design meets modern luxury. The hotel’s philosophy is described as merging ingenuity with traditional hospitality and is derived from the Japanese words Fueki-Ryuko. "Fueki" means consistency and "Ryuko" means transition.

The location is set right in the heart of Tokyo in the neighborhood of Nagata-cho - Tokyo's political center - situated next door to the Prime Minister’s Official Residence and the National Diet Building. Although being centrally located and conveniently connected to four major Tokyo Metro subway lines, the atmosphere surrounding the hotel is rather serene. Set atop a hill that overlooks the Hie Shrine, guests can experience peace, nature, and Japanese modern.

It wasn’t until the mid Showa period in 1963 that the hotel building itself was born as the Tokyo Hilton Hotel. This happened through a collaborative agreement between the American hotel management company of Hilton International and the Japanese urban development conglomerate Tokyu Group. Twenty years later, on January 1st, 1984, Tokyu Group took whole ownership of the hotel and it was rebranded as The Capitol Hotel Tokyu. In 2010, the hotel reopened after a four-year hiatus, revealing a fresh new look with a contemporary, minimal design that displays Japanese tradition and aesthetic with luxury and sophistication.

There are 251 spacious rooms, including 13 suites offering panoramic impressive views over Tokyo. ‘The Capitol Suite’ room on the 29th floor is the largest and most luxurious room featuring a kitchen, dining room, living room, bedroom, and study. If you are looking for more exclusivity, the suites on the fifth floor overlook the luscious green landscaped gardens for ultimate tranquility.  Other guest rooms have the option of two semi-double beds or a king-size bed. While they may not be suite rooms, they have the same unique design features and attention to detail, such as tastefully placed shoji paper screen doors, that make each room quintessentially Japanese.

The details extend beyond the guest rooms where just walking through the hotel has the ambiance of being in a museum of Japanese art. The hotel incorporates works from prominent Japanese artists and architects, including Kengo Kuma, who designed the main structure of the hotel’s entrance and lobby. Guests are welcomed by a seasonal display of ikebana designed by the renowned Sogetsu school, and works of the abstract calligraphy artist Toko Shinoda, to name a few.

There are three restaurants, a bar, and a pastry boutique located in the hotel. Suiren, the hotel’s signature restaurant, is located in the beautiful surroundings of the hotel garden and offers kaiseki Japanese cuisine, as well as a sushi bar, tempura counter, and even a teppanyaki grill.

Don’t forget to make use of the spa and fitness facilities that include a 20-meter indoor swimming pool with views just as impressive as in the guest rooms. There is also a gym, Jacuzzi, and the ‘Carju Rajah TIADO’ spa for that pampering treatment that we all need from time to time.

Since its beginnings The Capitol Hotel Tokyu has upheld a level of exceptional traditional Japanese hospitality, with its signature service and style beloved by guests from around the world. Tokyu Group has quite a few hotel brands throughout Japan, but this one may just be the crème de la crème.

Written by Niaya Harper
Japan Travel Member

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Elena Lisina 5 months ago
Good design for my taste! Thanks for great photos!