Former India coach Greg Chappell mocked the Indian team saying they are not fit for Test cricket . The former Australian captain went a step ahead and blamed the Indian culture for the team’s debacle in the tour of Australia.”Test cricket is pretty tough for them (India). It was obvious from the start of the tour that the Indians weren’t really interested in Test cricket,” said Chappell, on the sidelines of a promotional event for his book, Fierce Focus, at Adelaide Writers Week.Chappell said Indians are not cut out for Test cricket and are only fit for Twenty20.”After the Australians showed that they were going to be a formidable foe, I was very disappointed with the Indians. And having worked with many of them and having been in the dressing room with them, Test cricket was too hard for most of them. They can only make a lot of money playing 20-over cricket. Fifty-over cricket they can sort of put up with.”Test cricket for a lot of, not only India, a lot of subcontinent teams, I think it’s pretty tough. And the challenge for Test cricket is, without the sort of grounding that we (Australians) had as kids, Test cricket is too hard. It’s very demanding mentally, physically and emotionally,” he said.Chappell blamed culture for the team’s debacle.”The culture is very different, it’s not a team culture. They lack leaders in the team because they are not trained to be leaders. From an early age, their parents make all the decisions, their school teachers make their decisions, their cricket coaches make the decisions.”The culture of India is such that if you put your head above the parapet someone will shoot it. Knock your head off. So they learn to keep their head down and not take responsibility. The Poms (British) taught them really well to keep their head down. For if someone was deemed to be responsible, they’d get punished. So the Indians have learned to avoid responsibility. So before taking responsibility for any decisions, they prefer not to,” he said.Chappell also said that Virender Sehwag’s ambition to become the Indian captain has hurt the team.”Sehwag thought he should be captain after (Anil) Kumble, so there is a bit of a collision there. I think Dhoni is getting to a point where Test cricket is getting too hard for him, and the undercurrent around the dressing room cannot help,” he said.advertisement
Job hopping is a way of life for many professionals, especially millennials who balk at the notion of staying with one company for their entire career. While moving from one job to the next to get ahead is acceptable, particularly for younger workers, it’s how you do the jumping that matters.“Everyone is allowed one or two instances of ‘bad fit,’ in which case you change jobs after a year or less, but in general, you should aim to stay with a company for at least two years,” says Aravinda Rao Souza, senior marketing manager at Bullhorn, a recruitment software company. “You want a chance to put down roots somewhere and really get to know a specific business.” Younger workers in their 20s will be given more leeway if they’ve made a lot of career changes. But once you hit your 30s experts say recruiters and hiring managers are going to be less forgiving to job hoppers.When it comes to job hopping, J.T. O’Donnell, founder and chief executive of CAREEREALISM, a career advice and job search magazine, says there are two types of people. There are the serial hoppers whose entire career is made up of one or two year stints. Then there are the job hoppers who went through a rough patch when leaving one company and trying to find their ideal job elsewhere. Often those people make a couple of jumps before they find the one job they stay at for a while.If you fall into the latter category it will be easy for you to explain what happened and for hiring managers and recruiters to look past the hops. But if you are a serial job hopper, you will have a tougher time convincing employers that you are someone they should invest in. O’Donnell says people should aim to stay at their job for four or five years before moving on. “For the first two years you are developing…and after five years you are looking for progression,” she says.According to a survey conducted by Bullhorn, 39% of recruiters said the single biggest obstacle for an unemployed candidate is having a history of “job hopping,” or voluntarily leaving a company before one year even if the person keeps moving up. “When I see that someone has hopped jobs and gotten increasingly better titles with each new job, it’s a gigantic red flag for me as a hiring manager,” says Souza. “It shows me that they weren’t doing good enough work to get promoted within a single organization, so they had to climb the corporate ladder by continually going somewhere where they have no history.”For people who made a couple of wrong choices, the best thing they can do is be ready to have an honest explanation of why they did some hopping. Mary Marino, founder of EmployementPipeline.com, says the job candidate has to be able to substantiate why the job hopping was necessary. For instance, if there was no room to grow within the company, or if the job turned into something that wouldn’t further their career are two valid reasons for making some changes. “Since previous job history is only one of many metrics used by employers to predict new hire commitment levels, I wouldn’t say it’s frowned upon or expected,” says Marino. “What is expected however is that job changes be thoroughly explained and are clearly in the best interest of the candidate’s career advancement.”One of the worst things job seekers can say during an interview to explain away job hopping is, “I’m always looking for another opportunity,” says Jeffrey Agranoff, principal at accounting firm Friedman. Using that statement as an explanation will actually back fire instead of helping. “It’s a very popular answer lately but to me it’s an automatic turn off,” he says. “It doesn’t show loyalty. Why would I hire somebody who is always looking?”At the end of the day, the best thing people can do to advance their career and avoid hopping from one job to the next is to think strategically about their employment. That means before you accept any job, inquire about your progression within the firm. For instance is there a way to move up or will you be doing the same role in three or five years from now. You also want to work for a company that provides you the opportunity to enhance your existing skills and learn new ones. “It’s really about communications and having a game plan,” says O’Donnell. “If you can’t move forward at your current employer, then carefully choose your next employer to have that opportunity to grow.” Growing by switching companies is not the solution, she says.
Material Handler Circle Graphics Burbank, CA 4.8★ Physical Therapist/PT Flexible Part to Full Time RehabCare Fall River, MA 23 hours ago 23h N/A 23 hours ago 23h Journeyman Electrician BACKUS ELECTRIC & AUTOMATION LLC Manitowoc, WI 23 hours ago 23h 3.3★ 23 hours ago 23h 23 hours ago 23h 4.4★ Dishwasher – Atria Blankenbaker Atria Senior Living Louisville, KY 23 hours ago 23h Servers O’Charley’s Bloomington, IN 3.3★ Hospice Aide – CNA St Croix Hospice Cedar Rapids, IA Have you familiarized yourself with the 50 Most Common Interview Questions? Do you have a list of questions you are going to ask your interviewer? Do you have a plan of how you’re going to follow up after your interview? Yes? Great! Now we can move on to how you can show your interest in leveling up in an interview. Career opportunities are one of the leading predictors of employee satisfaction, so it’s important to suss out whether or not there’s room for growth at your prospective company. Here are three ways to show you’re invested in your career advancement when interviewing.11 Companies That Promote Like Crazy (& Hiring Now!)1. Be Gracious You need to adopt a JFK mindset in job interviews. That is, you need to be able to show your interviewer that you’re thinking not about what the company can do for you, but what you can do for the company. If you can frame your excitement to level up at the company as a way to better contribute to the organization, it will come across better than if you were to just express interest in a more prestigious title or the paycheck that comes with it. Employers want to promote employees who aren’t just invested in themselves, but also the company as a whole.2. Ask About Professional DevelopmentAsking about the type of professional development opportunities an employer offers is as much a great way to learn about the company culture and values — be wary of any place that doesn’t offer any professional development — as it is to show your interest in advancing your career. In addition to asking about general opportunities, ask a specific question tailored to what is important to you in your personal career advancement. For example, you can say something like: “I’m interested in growing my skills in SEO strategy and then applying that new knowledge to create more tailored marketing content. Is there space in this role for that kind of professional development opportunity?”9 Companies That Offer Incredible Professional Development Programs3. Investigate the Current Career TrajectoryAre current employees still in the same roles that they started in? Does the company encourage the team to learn about different departments within the company? Is there more lateral movement than upward? Understanding the patterns and history of current employees’ careers is one of the best ways to professionally illustrate that you’re thinking a few steps ahead of your immediate job. If you can’t get the real scoop from your interviewer, try reaching out to current employees or reading Glassdoor reviews.It might seem a bit premature to think about a promotion before you even start working somewhere, but this is one investment that will pay off down the road. The more research and expectation setting you do now, the lower the risk that you’ll feel stuck in a dead-end career later on. 3.4★ Part-time Evening Associate Crew Carwash Greenwood, IN 2.9★ Senior Software Quality Engineer RenPSG Indianapolis, IN 23 hours ago 23h 2.5★ 23 hours ago 23h 2.7★ 23 hours ago 23h 23 hours ago 23h Registered Nurse Mercy Saint Louis, MO 3.1★ Therapeutic Behavioral Support Specialist Maryhurst Louisville, KY
3.8★ 23 hours ago 23h Starbucks is serving up more than just hot coffee and on-the-go eats. The global coffee giant offers employees the opportunity to earn a bachelor’s degree with 100% of the tuition covered. In a first of its kind collaboration with Arizona State University (ASU), all part- and full-time benefits eligible U.S. partners can receive full tuition coverage for a bachelor’s degree.The Starbucks College Achievement Plan launched in 2014 and is graduating its largest class of scholars this May — 470 graduates in nearly 70 different academic disciplines from 40 states across the U.S. “The opportunity to nurture and inspire the human spirit is what the iconic green apron represents,” says Mary Dixon, Director of the Starbucks College Achievement Plan. “And we wanted to create an opportunity for partners to reach the goal of becoming college graduates, and remove the financial barrier that often blocks their path.”Over 10,000 partners are currently participating in the Starbucks College Achievement Plan, with 62 percent of stores in the U.S having at least one partner in the program. Additionally, 20 percent of Starbucks scholars are first in their family to attend college.We caught up with Dixon to discuss Starbucks’ commitment to providing employees with this “life-changing” opportunity.Glassdoor: Congrats on the largest class of graduates. Take me back to 2014, what is the Starbucks College Achievement Plan?Mary Dixon: The inspiration for the Starbucks College Achievement program really came from our partners (we call our employees partners). We are continually listening to partners about what would be most valuable to them in the way of benefits. We know that any investment we make in our partners is a good one because of the relationship they have with the customers – and that relationship is the essence of our brand. We knew that 70% of our partners were either in school, or aspiring to be in college – so we knew achieving a college degree is something that was important to our partners. At the same time, there were so many barriers in the way of students completing their degrees. We knew this was a space where we could make a difference. We were fortunate to partner with Arizona State University and together created this first of its kind partnership. Creating an opportunity for all U.S. partners to earn their bachelor’s degree with full tuition coverage.What is so unique about this program is the comprehensive design. There is no other program like this. We cover 100% of tuition, partners can pursue any of the more than 70 degrees offered, there is no ‘give back’ to Starbucks, they can leave after graduation, and there is robust team of counselors and a dedicated success coach for each partner. This is available to every level of the organization, the only requirements are that a partner is benefits eligible (which means working an average of 20 hours a week) and doesn’t have a bachelor’s degree.Susana Mojica-The 2017 Starbucks -Arizona State University Graduation on May 8,2017.(Photography by Scott Eklund/Red Box Pictures)Glassdoor: Many companies receive feedback from employees about benefits and perks they’d like to have, however, Starbucks acted upon this very core interest. What was it about an investment in education that made sense for Starbucks as an employer of over 200,000 people?Mary Dixon: By giving our partners access to a full, four-year college education, we will provide them a critical tool for lifelong opportunity. When our partners are satisfied and engaged, the result is deeper customer connections and an elevated Starbucks Experience for everyone.Glassdoor: Tell me about some of the students you’ve met who are in the program. Any stand out stories?Mary Dixon: There are so many inspirational stories that we hear, and I know that those are just a small sampling of the experience out there. The themes I constantly hear are around partners who either didn’t go, or had to leave college because they couldn’t afford it, or had to put their school aside because something got in their way. They are now back on track and pursuing this goal. Markelle, one of our first graduates is a good example. She was in college when her family was impacted by the recession. She dropped out of school to help and didn’t know if she’d ever return. She was a strong student, but lack of funds got in her way. Through the program, she returned to school and graduated. She has been promoted and is working with the technology team. I consistently hear that the flexibility to fit school into their life is remarkable and the level of support from ASU and Starbucks truly makes a difference. Getting their degree is a life-changing achievement.Glassdoor: Why or how does this program really personify Starbucks’ employer value proposition?Mary Dixon: The opportunity to nurture and inspire the human spirit is what the iconic green apron represents. And we wanted to create an opportunity for partners to reach the goal of becoming college graduates, and remove the financial barrier that often blocks their path.Glassdoor: How does Starbucks decide on the benefits and initiatives it offers? What’s the process?Mary Dixon: We are always listening to our partners to learn what is important to them – through formal surveys and informal feedback. We want to continually offer benefits that are value to them.Just as we listen to determine what benefits we should offer, we are continually listening to feedback on what is and isn’t working with this program (and all benefits) and adjust as we learn. Glassdoor: Venturing into new territory can be challenging. What lessons did you learn along the way? How has the program evolved?Mary Dixon: In 2014 when we launched Starbucks College Achievement Plan, we thought that partners just needed help getting to completion, so we treated juniors and seniors differently than freshman and sophomores and set the program up to reimburse partners every 6 months. We heard this was too complicated and 6 months was too long to wait for reimbursement. So, we expanded in 2015 and treated every academic level the same and changed to direct reimbursement after each session, directly into the partner’s paycheck before the next tuition bill is due.In support of our Veteran partners, as they have access to the GI bill for education, we expanded to enable them to gift their education benefit to a family member1 in 5 of our partners had past academic history which prevented admission to ASU. We worked together with ASU and launched “Pathway to Admission’ to customize a solution for partners to work towards admissions into Arizona State University.Glassdoor: How does this program work with employees to achieve both their educational and professional goals?Mary Dixon: Wide, unrestricted choice of majors. Partners can choose from more than 70 undergraduate degree programs from Organizational Leadership to Mass Communication and Media Studies.No commitment after graduation. There is no obligation for partners to stay with Starbucks after graduation, or pay back any of the costs associated with their degree.Excellent student services to help navigate college. A personal enrollment coach along with academic and financial aid counselors will help partners navigate the entire process of applying, choosing the right major, applying for financial aid and selecting the right classes to meet their academic goals. Each partner has their own ASU ‘success coach’ who supports them holistically through to graduation. We have launched a career course to support partners in identifying their next path and of course partners have access to ASU’s full career support resources.Glassdoor: What are your/Starbucks’ goals around the next class of graduates? Future classes?Mary Dixon: This week nearly 470 partners will be graduating from ASU. We have partners graduating from 40 states across the U.S. and they join the over 1,280 who already have their degrees.With over 10,000 partners currently participating in the Starbucks College Achievement Plan, 62% of stores in the U.S have at least one partner in the program. 20% are first in their family to attend college.All this brings us closer to our goal of 25000 graduates by 2025.Glassdoor: If you were speaking to Starbucks employees or job applicants, what would you tell them is the reason they should take advantage of this program?Mary Dixon: All U.S. based, benefits-eligible partners, regardless of role, who do not yet have a bachelor’s degree are eligible. Education is the best investment you can make in yourself – there is no reason not to! shift supervisor – Store# 16516, HERITAGE TRACE & I-35 Starbucks Coffee Company Fort Worth, TX shift supervisor – Store# 06228, CASA LINDA Starbucks Coffee Company Dallas, TX 23 hours ago 23h manufacturing supervisor, variable shift, York Roasting Plant – York Starbucks Coffee Company York, PA 23 hours ago 23h 23 hours ago 23h 3.8★ 23 hours ago 23h shift supervisor – Store Starbucks Coffee Company San Ramon, CA Current Students Only – Starbucks Barista Starbucks Lincoln, NE 23 hours ago 23h 3.8★ 3.8★ 3.8★ 3.8★ 3.8★ 23 hours ago 23h barista – Store Starbucks Coffee Company Prattville, AL 3.8★ 3.8★ 23 hours ago 23h 3.8★ 23 hours ago 23h 23 hours ago 23h shift supervisor – Store# 09329, LINDA VISTA & NAPA Starbucks Coffee Company San Diego, CA shift supervisor – Store# 23476, HUGHES LANDING & LAKE WOODLAND Starbucks Coffee Company Spring, TX shift supervisor – Store# 11891, SIGNAL BUTTE & HWY 60 Starbucks Coffee Company Mesa, AZ Barista, Shift Supervisor Starbucks Corporation Destin, FL Available Jobs at Starbucks Corporation Browse All Jobs See more jobs at Starbucks Corporation
3.7★ 3.7★ 23 hours ago 23h See more jobs at Northrop Grumman 3.7★ 3.7★ Pr Cloud Systems Administrator Northrop Grumman Annapolis Junction, MD Network Communications Manager – CBP STRAP Northrop Grumman Suffolk, VA If you’re interviewing for a senior-level position, odds are that you’re fairly familiar with the interview process. You know how to walk a recruiter through your resume, describe your strengths and weaknesses and articulate what makes you interested in the opportunity. But remember, an interview isn’t just about answering questions. It’s also about asking questions, especially at a senior level.Asking questions in an interview not only helps you determine whether or not the opportunity is right for you — it also allows you to prove that you’re a passionate, thoughtful candidate who deserves the job.“Senior-level positions may require a deeper level of problem solving and leadership, even as an individual contributor,” explains Melissa Wallace, Talent Acquisition Business Partner at Northrop Grumman, who focuses mainly on engineering and other technical positions. “By putting thought and insight into the questions you ask in an interview, it can convey to the interviewer that you have what it takes to function at the expected level.”Furthermore, “Asking pertinent questions throughout the interview shows a high level of interest and engagement,” adds Kortnie Sullivan, also a Talent Acquisition Business Partner at Northrop Grumman, who primarily recruits information technology professionals. “If a candidate doesn’t ask questions during the interview, I interpret that as a lack of enthusiasm for the position and the company.”So, which questions should you ask in an interview? The Northrop Grumman Talent Acquisition team shared their thoughts.1. What brought you to this company/role? What keeps you here? When a company is truly a great place to work, the person you’re interviewing shouldn’t have any trouble answering this question. Their answer “gives you so much insight into the culture, organization and your future leader. This is one that I always recommend candidates ask,” says Jessica DeVilbiss, Talent Acquisition Business Partner focusing on aerospace systems.As an added bonus, asking questions like this that aim to uncover what the interviewer likes about their job and company can endear you to them.“I love it when candidates ask me that question because it allows me to speak more personally of my experience,” shares Albrenna Richardson, Talent Acquisition IT Recruiter. “It gives me the opportunity to describe the many benefits of working for Northrop Grumman and why they should join the organization.”How to Answer the Question “Why Do You Want to Leave Your Current Company?”2. What does a typical day look like?It’s all well and good for a company to talk about what a certain position entails in broad strokes, but you should also push them to share what the day-to-day grind would look like. After all, “it may uncover an aspect of the job that is really not of interest to you,” Wallace points out. “And you’d rather know this in the interview phase than in your first month on the job.”Of course, every job will probably require a few tasks you aren’t crazy about, but if those don’t make up the bulk of the daily work and are balanced with responsibilities you do like, then you have good reason to believe you’d enjoy the work overall.3. What are some of the biggest challenges within the department currently?Job seekers sometimes worry about sounding negative in a job interview, so they might be inclined to avoid questions like this. But the truth is, running a company is never a complete cakewalk — there are always obstacles to overcome and problems to solve, so it’s worth digging into them.“This allows you take a peek behind the curtain and to understand the company’s challenges,” DeVilbiss explains. What’s more, it allows you to describe how you would attempt to solve those problems.“Once the interviewer has outlined current challenges, the candidate has the perfect opportunity to discuss why and how their background and accomplishments/experiences can be put to immediate use in dealing with those challenges,” Sullivan says.4. What sort of person would be successful in this role?In an interview, you’re probably already wondering whether you’re the type of person the company is looking for. Asking this question allows you to know for sure (and it sure sounds a lot more diplomatic than “Do you want to hire me?”). Plus, it provides you with more information than what’s in the job description alone.“It helps give the candidate some color as to what the team is looking for,” Wallace shares. And again, it gives you the chance to show how you’re the right fit — “[it] also may give them an additional opportunity to showcase how they meet those characteristics that they may not have realized were valuable,” Wallace adds.5 Ways to Prove That You’re the Best Candidate for the Job5. How would I be evaluated in this role?Don’t just look for a job you can do — you should look for one you can do well. This question “tells you how success is measured and what the expectations for success are in this role,” so you can determine exactly what would be expected of you and whether or not you can meet it. Beware the companies with outrageous expectations, or those that can’t even articulate how to define success.When you get a clear idea of what the objectives and key accomplishments for the role are, you can not only make sure they’re realistic — you can also keep them in mind from day one should you accept the role, which will help you hit the ground running and find success quickly. Can you say performance bonus?6. In regards to my background and experience, is there anything that concerns you about my performance for this position?This question might make you feel uncomfortable or vulnerable, but it’s well worth asking.“It allows the interviewer to tell you some of your weak points and gives you the opening to further explain why you would perform well in these areas of opportunity,” Richardson says.If there’s a weakness in your application — say, the position calls for eight years of experience and you only have six — the recruiter will think about it regardless. This way, at least you can be proactive and address why you’re still the right person for the job. Who knows? That could be exactly what you need to push your application over the edge.7. What is your leadership style, and who have you developed recently into the next level in their career?Lots of job seekers are initially attracted to new opportunities because of a high salary or impressive benefits package, but it’s important to keep in mind what will keep you happy in the long run. According to Glassdoor research, the quality of senior leadership and career opportunities are two of the top three factors that matter most in determining employee satisfaction. By asking this question, you can tackle both subjects in one.“This questions allows you to gauge the culture of the team and what kind of manager that you will be working for. It also gives insight [into] if this position will be a good stepping stone for your career,” Richardson says.It also shows that you’re not just a job hopper — you’re committed to the company.“I had a candidate ask about what our company does for employee development. They went into the question stating that personal growth is important to them in their career and then asked what we offer to foster this,” Wallace shares. “I liked being able to tell them about the great development opportunities we offer as well as hear their commitment to growth as an individual and employee.”9 Companies That Offer Incredible Professional Development ProgramsAsking questions may not seem like the most important part of an interview, but it truly is a gift to the job seeker. When done right, asking intelligent, informed questions can serve the dual purpose of giving you more information about the opportunity while also highlighting why you’re the best person for the job. So the next time an interviewer asks you if you have any questions for them, don’t squander it — keep these seven questions in mind to prove you’re the candidate they’ve been waiting for.Want to learn more about Northrop Grumman and the opportunities available at their company? Check out their open jobs here! Principal Systems Administrator/ Sr. Principal Systems Administrator Northrop Grumman Schriever AFB, CO Software Configuration Analyst Northrop Grumman Melbourne, FL 3.7★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Senior Principal Program Cost Schedule Control Analyst Northrop Grumman Dulles, VA Principal Program Control Analyst Northrop Grumman San Diego, CA 3.7★ Principal Systems Administrator Northrop Grumman Palmdale, CA Principal Program Cost Schedule Control Analyst – Top Secret Northrop Grumman Dulles, VA Available Jobs at Northrop Grumman 23 hours ago 23h 3.7★ 23 hours ago 23h 3.7★ 3.7★ Cloud Systems Administrator Northrop Grumman Annapolis Junction, MD 3.7★ Principal Program Cost Schedule Control Analyst – TS / SCI Northrop Grumman Dulles, VA 23 hours ago 23h
Director of SalesBrief Description: In addition to keeping the sales team organization, sales directors are responsible for managing all sales efforts, strategically launching new products or services into the market and ensuring customer service standards are high and continually improving.Median Base Salary: $114,460Companies Hiring: Glassdoor, Keller Williams, Blue Cross and Blue Shield of Nebraska, Frontpoint Security, Extensis, TriNet Group, Mailgun, Midas Hospitality, LCS, RSA Security, Baudville, Allergan, WeWork, Oak Park Place, Breather & more.Browse Open Jobs Sales Enablement ManagerBrief Description: Sales enablement managers ensure that sales agents are well-resourced with the content, training, and knowledge of available assets to actively work and close deals in the sales pipeline. This type of support is also critical to optimizing the customer’s lifetime value during the sales process.Median Base Salary: $68,957Companies Hiring: Tribune Publishing, TriNet Group, Demandbase, IQVIA, BrightEdge, New Home Star, CLS, Motorola Solutions, Harvard Business School Publishing, Dow Jones, Jobvite, ADT Security Services & more.Browse Open Jobs VP of SalesBrief Description: As VP of Sales, you’ll be instrumental in building good sales operations, mentoring and recruiting highly talented sales executives, and ensuring the sales organization meets it’s sales goals on a monthly, quarterly.Median Base Salary: $149,854Companies Hiring: VITAC, Taro Pharmaceuticals, EVERFI, SurveyMonkey, HUB International, SmileDirectClub, XPO Logistics, MINDBODY, MUFG, Callisto Media, Udacity, Transamerica, The Bouqs, MuleSoft, Knoll, Experian, 24 Seven Talent, Sotheby’s, ForceBrands & more.Browse Open Jobs Sales Insights AnalystBrief Description: A Sales Analyst is responsible for collecting data about customers and potential customers. They perform analyses and develop reports/dashboards utilizing scan data, consumer insights and trends.Median Base Salary: N/ACompanies Hiring: Wayfair, Paycom, Transunion, comScore, Peek, Mars, Amazon, Indeed, Illumina, FICO, NBC Universal, Gusto, Golf Channel, Cisco Systems, W.L. Gore, Renaissance Learning, LinkedIn, La Jolla Group, newDay USA, NTT DATA & more.Browse Open Jobs Sales ManagerBrief Description: Sales managers are in charge of rallying and leading a team of sales people. From assigning sales territories to coaching team members, the sales manager is key to building a thriving sales play and setting her or his team up for success.Median Base Salary: $68,957Companies Hiring: Glassdoor, Torii, Buffett Senior Healthcare, Orangetheory Fitness, Financial Rescue, Allied Business Solutions, Safe Streets USA, Penske Automotive Group, New Home Star, Herman Miller, Sysco, Illy, Uline, Blackbaud & more.Browse Open Jobs Account ManagerBrief Description: Account managers work with each customer to understand their needs, create a long-term strategy, and help them realize the greatest possible ROI from the product. They are also responsible for partnering with existing clients in a consultative sales partnership to retain existing customers through renewals and drive revenue with new upsell opportunities.Median Base Salary: $59,082Companies Hiring: WGSN, Credico, Paycom, Uline, DocuSign, Booking.com, Global Gateway Advisors, Glassdoor, Fastly, Verizon, Encore Capital Group, Cintas, HomeServe USA, Turbonomic, Hawaiian Telcom, Broadway National Sign & Lighting, Anderson Automotive Group & more.Browse Open Jobs Sales EngineerBrief Description: According to the BLS, sales engineers sell complex scientific and technological products or services to businesses. They must have extensive knowledge of the products’ parts and functions and must understand the scientific processes that make these products work.Median Base Salary: $101,015Companies Hiring: ChannelAdvisor, Quincy Compressor, Segra, Cain-Forlaw Company, Pacific Office Automation, Veritas, Cornerstone Automation Systems, SailPoint Technologies, Conduent, Lenovo, Digital Air Strike, Appway & more.Browse Open Jobs If you’re looking for a job that pays well, has tremendous room for growth and requires an unbeatable drive, consider a career in sales. Motivated, yes, by the bottom line as well as a passion for customers and employees, sales leaders truly make a business run.Here are the top jobs for sales professionals along with the base salary and hot companies hiring. Get ready to apply.Sales Development Representative (SDR)Brief Description: According to Hubspot, “SDRs (also commonly called business development reps, or BDRs) are responsible for the first part of the sales process: Researching, prospecting, and qualifying leads. Depending on the organization, that may mean identifying and reaching out to potential good fits, answering requests for more information, following up with prospects who downloaded content, prospecting on LinkedIn and other social networks, and more.”Median Base Salary: $50,198Companies Hiring: HubSpot, Glassdoor, Optymyze, Madwire, TrendKite, emarsys, Aflac, A&B Precision Metals, CallSource, KEMP Technologies, Signal Media, SERMO, GoDaddy & more.Browse Open Jobs Account Executive (AE)Brief Description: An account executive is the point of contact for clients and brand teams, often interacting with both daily. Elements of the job include planning and coordinating account activity, including press releases, media pitches, blogger and influencer outreach, press conferences, product samples for editorial placement and promo events, such as photo shoots and videos.Median Base Salary: $60,877Companies Hiring: Houghton Mifflin Harcourt, We Are Unlimited, Business Wire, Global Gateway Advisors, Pinkston Group, Concord, Meraki, UPS, Revo Home Solutions, Nextiva, Verizon, Bloomberg BNA & more.Browse Open Jobs Outside SalespersonBrief Description: Outside Sales Representatives will aggressively pursue and close machine sales within an assigned territory. This position will provide product information to customers and develop the territory to maximum potential for customers and the company.Median Base Salary: $46,247Companies Hiring: Revo Home Solutions, Renewal By Andersen, CBD Relief, BlueCaffe, Meyer Sign Co., Quick Roofing, United Consumer Financial Services Company, GoDaddy, Eagle Rock Resort, Heritage Construction Co, Conduent, Sharp USA, Alternative Solar, Delta Defense LLC & more.Browse Open Jobs
Steve Jones began working at Universal Protection Service in 1996 when it reported about $12 million in annual sales. He’s since built the Santa Ana-based firm, now called Allied Universal, to the largest U.S. security firm with a workforce of 210,000 and an estimated $7.1 billion in sales this year. The following is an excerpt detailing the first time Steve Jones decided to purchase Universal Protection Service, from his recently published book, “No Off Season, the Constant Pursuit of More.” A number of Universal Protection’s larger competitors in the security industry had expressed a varying degree of interest in acquiring us back in the days when the company’s revenues were still stuck at that $12 million plateau. By doubling its revenues in just three years, however, the interest in the company as a target of acquisition had increased correspondingly. The situation wasn’t entirely unexpected. A capitalistic Darwinism. Unfortunately, the owners were ready to sell. One of them clapped me on the back and said, “Well, it’s been a hell of a run, hasn’t it?”I shook my head. “The run isn’t over. We are just getting started.”The owners were quick to make it clear that there wasn’t room for a conversation on the subject. “Well, we’ve been at this a long, long time and we think it’s just… it’s time to sell.”There had been something on my mind since the owners had first broken the news to my business partner Brian and I and this seemed like the perfect opportunity to share with them.“You know, you brought me in to grow your company and that’s exactly what I’ve done. In fact, I’ve over-delivered and exceeded your expectations. But if I had known that you were bringing me in not for the long haul, but just to pump up the value and sell it off just three years after I started, I don’t think I ever would have left BFI for that kind of arrangement. That wasn’t what we originally discussed. And not what I anticipated.”“We understand your upset. But you’re going to be fine. You’re young. You’ve got a great education. And you’ll be getting a piece of the pie yourself.”I was at the end of my patience.“Listen, we’ve doubled the company’s revenues in three years. That’s almost unheard of in this or any other business, and you both know that. There’s no limit for the growth we could experience if we just keep moving forward. You are getting out way too early and what could be a billion-dollar enterprise.”The owners both looked at me like I had just told a bad joke. “Don’t be ridiculous.”I wasn’t sure what they found to be unreasonable. “What?”“Billion? With a B?”“Absolutely,” I said. I came to you from BFI. It’s a $7 billion enterprise today, but the founders started with just one truck. You’ve got all the potential to build Universal Protection into a similar player in the security industry. This could absolutely be a billion-dollar company and I’m the man who can take it there.”They both laughed. “Well, then it sounds like you’re the one who should buy it.” They laughed some more.I didn’t laugh at all, because that’s exactly what I’ve been thinking over. “That’s the first thing you’ve been right about all night.”“How would you buy it?” One of them asked. think they meant it as a challenge, but to me it was a clear sign that I had already cleared the first hurdle and they were seriously considering the prospect of me buying them out. I didn’t quite have the how worked out at that particular time, but I was certain that all the answers they would want would come to me soon.“Just give me some time. Let me and Brian come up with something. That’s all that I’m asking. Before you move forward on a sale that I promise you’ll regret down the road, just give us a chance to make a presentation to you. If you don’t like what we have to say then you can move ahead with your deal anyway you want, but just give us a chance.”I knew that was all I needed: a chance.Here’s the thing about chances: you have to be willing to take them. You have to do your homework and be prepared to follow up with all of the day-to-day grunt work that every dream requires to eventually be transformed into something real and operational. All of those issues of risk versus gamble, certainly apply. At the heart of it all, however, is well your heart. You have to believe in yourself and you have to possess a complete commitment to the idea of realizing your dreams. Confidence. Ultimately, I think, that’s what everything in life comes down to. That’s the determinant between who achieves their dreams and who just dreams. That’s the mindset that is necessary for anyone to realize success. Most of all you need to believe you can succeed. And I did. A year later, Steve and Brian purchased Universal Protection Services, now Allied Universal. 23 hours ago 23h View More Jobs Security Officer, HOA Gate Allied Universal La Quinta, CA 3.0★ 23 hours ago 23h 3.0★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Security Shift Supervisor – Social Media Site Allied Universal Seattle, WA 3.0★ 23 hours ago 23h Hot New Jobs For You Security Officer, Mira Loma, Full-Time Allied Universal Mira Loma, CA 3.0★ 23 hours ago 23h 3.0★ 23 hours ago 23h Security Officer Foot Patrol at Hotel Allied Universal Anaheim, CA Security Site Supervisor, Warehouse Allied Universal San Bernardino, CA 3.0★ MPK – Grave-shift Lead Allied Universal Menlo Park, CA Field Supervisor Allied Universal Ontario, CA Site Supervisor DOD Clearance Required Allied Universal El Segundo, CA 3.0★ 23 hours ago 23h 3.0★ 3.0★ Security Officer Allied Universal Laguna Niguel, CA 23 hours ago 23h Security Officer, FT, Warehouse Allied Universal Redlands, CA 3.0★
Former England striker Darius Vassell says Leicester City should be making a title challenge again.Ex-Foxes star Vassell said City shouldn’t now be content with their miracle season and instead use it to maintain their growth into a top Premier League side, which began seven years ago.”I think can certainly challenge for the title again,” Vassell told the Leicester Mercury.”I don’t know what the point of them winning it is if they are going to sit back on it and not try anymore.”I think they have good people there and good owners. I think those owners probably have their own little battle going on with the other big owners in the league.”I am pretty sure Leicester will be pushing for the title again soon. We have to look at the transfer market, who they are going to buy and who leaves.”Like all the top teams, Leicester will be classed up there with the bookmakers before the start of the season.”
Former Charlton Athletic manager Chris Powell is full of praise for Crystal Palace chairman Steve Parish.But speaking on Sky Sports, Powell, 47, who started his playing career at Selhurst Park in 1987, warned that reaching the higher echelons of the Premier League would prove difficult.”They have an issue with the stadium.”It’s a long-term issue. They have stayed up quite comfortably in the end over the years under Alan Pardew, Tony Pulis, and Sam Allardyce last season. But I think Steve’s [Parish’s] model is to have that balance with the financial aspect. I’m sure that’s been challenged by Wilfried Zaha’s new deal.As for pushing on as a club, Powell warned: “We’ve seen other teams trying to get to the next level. And the next level is so tough. When you look at Everton trying to break into what is now a top seven. So really what are their [Palace’s] aspirations? Top half? Yes, but I can’t see it being any more than that. They are like a Southampton or a Watford. They struggled last year. Or a Stoke.”So I just feel Crystal Palace need to have a season where they just edge up a bit more, maybe in the top half, and then go from there.”
Roma are pushing to close deals for two players this week.Il Tempo says Feyenoord fullback Rick Karsdorp will be in Rome today to sign with the Giallorossi.Roma are also in advanced talks with Lyon for midfielder Maxime Gonalons, with an agreement “just a step away”.The capital club intend to fund both deals with a two player sale to Zenit St Petersburg.Roma are in negotiations to sell Leandro Paredes and Kostas Manolas to Zenit.
With the amount of rumours swirling around at this time of year, even after the winter transfer window, it is sometimes difficult to decipher the truth.These are matters of importance.As the transfer talk is now directed at the all-important summer market, there are enormous amounts of speculation swirling around Europe and the UK.Not to worry however, because here at Tribalfootball, we have broken down the week’s hottest transfer rumours, and inform you whether you should believe the paper talk or not.Here are our top five trending transfer stories for the past week:Virgil van Dijk – SouthamptonClubs Interested: Liverpool, Chelsea, Manchester CityThis is more like it. Ultimatums. Go on then. You’ve got your price. Now, do you want to meet it or not?And fair play to Southampton – who is the superior party in this negotiation – for standing up to Liverpool over the Virgil van Dijk transfer.Okay, the Saints were, maybe, over zealous with their public shaming of an action that all clubs undertake. But this isn’t the first time Liverpool have come for one of their players, no, not even close. So, Southampton have now taken a stand against the Reds. £70m. If the FSG want Jurgen Klopp to get his number one target, then that’s what they’re going to have to pay, according to the Sunday Express.Yes, Les Reed has remained defiant in his stance. In his eyes, the 25-year old is going nowhere. But if Liverpool come to the table and meet Southampton’s demand, I’m sure Reed won’t say no.It will up come to whether Liverpool have it or not.Whether they have what it takes to compete with the – financial – big boys. If there a ‘big’ club, and Klopp truly believes in van Dijk, then pay the money and go for it.Likelihood: Only if Liverpool want to be at the topArsenalPlayers to Sell: Alex Oxlade-Chamberlain, Olivier Giroud, Jack Wilshere, Calum Chambers, Wojciech Szczesny, Chuba Akpom, Kieran Gibbs, Lucas Perez and Carl JenkinsonHold your horses. Nine players! It may sound like a little bit too much, and that’s because it probably is. The Independent claims that the motivation for this drastic clearout is to pave the way for huge contract extensions being prepared for Mesut Ozil and Alexis Sanchez.Yes, the Gunners will have to pay their two superstars between £280,000 to £300,000-per-week, but is that going to force them to sell nine players?Sure many of the names listed can leave; Wojciech Szczesny, Chuba Akpom, Kieran Gibbs, Lucas Perez and Carl Jenkinson can happily go and find new homes. Their wages would be better off in the coffers of Alexis and Ozil. But there is a case to be made for Olivier Giroud, Jack Wilshere and Calum Chambers. Alex Oxlade-Chamberlain stays without question.Giroud scored 12 Premier League goals last season, the majority of which came after he entered the game from the bench. For any side challenging for the title, that sort of productivity could be the difference between you finishing top or not.For all of Jack Wilshere’s injury problems, it’s just too difficult not to give him one more chance before cutting him loose.Calum Chambers was given is still only 22 and with plenty of potential after spending last season with Middlesbrough. Given the health of Arsenal’s defence, he may be needed next season.Likelihood: Nine is a tad excessiveNemanja Matic – ChelseaClubs Interested: Manchester UnitedESPN FCreports that Manchester United are desperate to secure the signing of Nemanja Matic from Chelsea by July 9.The date represents the start of the Red Devils preseason tour of America.It seems Matic has been thrust into the limelight over the past week or so after United’s apparent failure to lure Eric Dier to Old Trafford.Jose Mourinho is desperate for a holding midfielder, and rightfully so.Monaco’s Fabinho still remains as a target, but it has been reported that he could sign along with Matic.There is certainly a connection between Mourinho and the Serbian.The United boss bought Matic to Chelsea for 21m in 2014.The 28-year old will cost the Portuguese £40m this time round.A lot of this deal revolves around Chelsea and their pursuit of Monaco midfielder Tiemoue Bakayoko.If that deal gets done, expect Matic to be wearing red next season.Likelihood: Depends on other dealsLiverpoolPlayers to Sell: Mamadou Sakho, Daniel Sturridge, Lazar Markovic, Alberto Moreno, Lucas Leiva, Kevin Stewart, Jon Flanagan, Cameron Brannagan, Pedro Chirivella and Connor RandallThe Liverpool Echo claims that Jurgen Klopp is planning a 100m clear out.The funds raised through this summer sale will then be reimbursed back into the squad.Unlike the above analysis for Arsenal, all of these names could and should go. (Other than for squad depth)Except for Daniel Sturridge – but only until January.If Sturridge can make it too January, injury free, then maybe Klopp should keep him around because he is a match winner. But you can’t win matches if you have a tracksuit on, so if Sturridge is injured before January, it’s time to part ways.Actually, even if there is a slight niggle before the end of August, sell him.Likelihood: Definite possibilityTiemoue Bakayoko – MonacoClubs Interested: ChelseaFrance Footballstates that Tiemoue Bakayoko has pulled back from his move to Chelsea.The Monaco midfielder is reportedly unhappy with the contract terms offered to him.This has cause Antonio Conte much frustration given the Blues inactivity in the transfer market so far this summer.But the passionate Italian shouldn’t worry too much longer.Bakayoko is expected to sign with Chelsea soon, it’s just a matter of time.Likelihood: Pretty much done
ShareEmailPrint To learn more, read: Posted on March 30, 2011June 20, 2017By: Faatimaa Ahmadi, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Faatimaa Ahmadi, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.It is the voice of the children of Mawundo village, Luuka district, Eastern Uganda that are now friends with my son, Mahdiar. They welcome him and see him off every time we go there. The term Mzungu refers to an English man or anyone who has “white” color.This month was a unique January in my life. We started our Dialogue Education Method in maternal health in Mawundo village. The village is about 120km from Kampala. We passed Mabira Forest, Lake Victoria, and the Nile River to reach there. The roads are narrow with quite heavy traffic and all feeder roads are dusty and bumpy. The common transport is bicycle and Boda Boda. There is one health centre in the village. More than 99 percent of the houses don’t have access to the electricity. They take water from bore-hole and some of them walk long distances to reach there.Before visiting the village we acquired an excellent opportunity to connect with Jane Vella, the founder of Dialogue Education in the World. I am very pleased to inform you all that this lovely lady is supervising the project step by step and inspiring me incredibly.Fortunately, on the 30th of January we finished the first step of the project, which was to assess the health needs of the community (the next step is producing learning materials which will be informed by the assessment done and the last step will be to conduct the educational sessions in the community with the learning materials we create).After developing an interview guide and testing it, we all convened in Joyce Fertility Support Center to learn from each other on the principles of interviewing, especially in the community.We went to the village and formed our working group. As I have written in the past, in this method of education, which is based on Paulo Freire’s methodology, we consider our learners as precious resources that are participating in each and every step of educational activity. We believe that we are working WITH the people of the community and not FOR them to bring change in maternal health.We visited local leaders of the village to inform them about the project, gain their welcome and let them know that they are members of our group and each and every active local individual is welcomed to be a member of our group.We went to the village and lived there. I was proud of the presence of my son in this project next to me. He was breaking most of the cultural barriers by becoming close to the children in the village and making people of the community feel free to talk about their problems easily! He has also become our photographer in the village sometimes!We selected about 10 percent of the houses and visited them house by house. During these visits we wanted to find out what they knew about maternal health issues and what they wanted to learn. As Jane told me, “They are teaching YOU their context.”In the visits to the homes we realized that many girls of 16 and 17 become pregnant by men and then the men run away, leaving them with nothing to support themselves. Mothers in their twenties have about 5 children and when they were asked if they wanted more kids, they answered, “Yes, of course!” In the interviews many women told us they are suffering from syphilis.While we were talking with the people of the community on maternal health issues, we could hardly find any knowledge of maternal health to connect new knowledge to, especially in women who have been pregnant for the first time. This deep lack of knowledge and also their desire for more learning makes me consider myself as an educator more than a midwife.In the following months, the health needs assessment will be analyzed and the learning materials for this community will be produced. Then Joyce Fertility Support Centre group, with the young Mzungu and his mother, will go to the village to run the educational sessions.Share this:
ShareEmailPrint To learn more, read: Posted on April 4, 2011June 20, 2017By: Faatimaa Ahmadi, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Faatimaa Ahmadi, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. She will be blogging about her experience every month, and you can learn more about her, the other Young Champions, and the program here.The Young Champion journey is at times stimulating, frustrating, funny, discouraging, encouraging, and sorrowful but with no doubt, it has always been educational.During these six months of my journey, all of my colleagues at Joyce Fertility Support Centre have experienced a pat by mosquitoes and haven gotten malaria. This month, February, was Rita Sembuya’s turn (my mentor) which hospitalized her unfortunately! (I don’t know when it is my turn!).It seems when we are trying to bring change in an environment, we have no other way but to experience some of the things that people of that environment are suffering from. Maybe it is a part of learning from the context!Before this fellowship, I didn’t have any idea of waking up in the middle of the night by the noise of a big rat which is crunching my bed! I didn’t have any idea of lack of electricity for about 72 hours while the weather is very hot, air conditioner is off and besides, all my information and work are in the laptop!I am sure that these problems are a bit of the whole problem that women of Uganda, especially women in Mawundo village, where we are working, are experiencing.We are still working on the analysis of the community needs assessments.One thing we have found is that many people in this village go to a private clinic and refuse to go to Mawundo Health Center, which is founded by the church. They complain about a number of problems such as unfriendly service by the health staff whose turnover is high, lack of drugs and lack of a professional midwife. They believe there is lack of privacy and confidentiality in the health centre. There is a single, multipurpose room at the centre serving as a ward. Men, women, and children are hospitalized in the same room. This room is also a parking space for ambulances: the two motorcycles seen in the picture below.In the other side of the room there is the portable bed, seen in the picture below, which can be attached to the motorcycle and carry the patient who is unable to sit on the motorbike.Providing fuel for the motorcycle sometimes becomes an important issue due to financial constraints.We also have found that the community needs to be educated on personal hygiene, STDs/HIV, danger signs of pregnancy, family planning, early pregnancy, etc. I find it challenging to educate some of them about personal hygiene when they can’t afford to buy a piece of soap or don’t even have access to clean water! I never forget the advice of a local person who was accompanying us during the needs assessment where we went house to house. She said, “Don’t drink bottled water in front of them. They will think that you are eating money while they can’t afford to pay 200 shilling (10 cent) to buy a mere kilo of salt or even a piece of soap.”These days I am sharpening my educational skills. One of these skills is to arrange educational materials in a way which makes me sure that the learners participate in the learning process through their heart, head, and hands and feet. So there is a need to consider many details related to the learning process.I have learned from Jane Vella that the time of preaching is over and now it is the time of dialogue in which we speak into the action of the learners. So far, I have discovered that most of us, as health providers, are accustomed to preaching while we are conducting community health programs. As a result, a gap between the knowledge and behavior of the learners is obvious. Therefore, before educating the community we better ask ourselves, have I sharpened my educational skills?Share this:
ShareEmailPrint To learn more, read: Itchy Feet by Anna DionAnd Now… by Carolina DamásioPeace and Hope! by Faatimaa AhmadiA Reward by Faisal SirajOh Africa, Oh India… by Helen KotloloThe Most Exciting Nine Months of My Life by Ifeyinwa EgwaojeWhat Happens Now by Julianne ParkerAlmost The End by Laura CasalegnoA Nine Month Experience by Martha AdenewEvery woman and child counts by Onikepe OwolabiJust in Nine Months by Peris WakeshoTo Unpathed Waters, Undreamed Shores by Sara Al-LamkiThe End of the Young Champion Program – Was it all Worthwhile? by Seth CochranSlightly Shifted by Yeabsi MehariFearless by Zubaida BaiShare this: Posted on June 27, 2011November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Believe it or not, the Young Champions’ fellowships have come to an end. The end of the program, however, hardly means the end of the Young Champions’ journeys as social entrepreneurs in the maternal health field. This program has birthed 15 innovative entrepreneurs and intrapreneurs who will undoubtedly redefine the field of maternal health. In their final blogs, the Young Champions detail how their experiences working for an organization in an entirely unique culture from their own has shaped their ideas for their own social ventures. Thank you for following the Young Champions’ blogs over the past 9 months. We hope that you will continue to follow each of them as they begin this next exciting chapter of their journeys as social entrepreneurs. You can learn more about Ashoka, the Maternal Health Task Force, and the individual Young Champions here. Enjoy these final blog posts!
The future of the Affordable Care Act is uncertain which means it’s more important than ever to be ahead of the game in ensuring that you’re covered in 2017.We will fight for access to quality, affordable care for freelancers and inform you of how any changes will impact you at every step of the way.For now, please check out our free downloadable guide that covers everything you need to know to get covered now:Health Insurance FAQsAt Freelancers Union, we fight for better coverage options for freelancers every day. That’s why it is so important for us to stand together – so that we can be sure the next system provides affordable, quality care to the United States’ 55 million independent workers.When you buy through Freelancers Union, the entire freelance community benefits – at no additional cost to you. We’ve got your back when it comes to insurance: no markups, no hidden fees, and we’ll even help you get the subsidies for which you qualify.This year, our experts have selected their favorite plans for freelancers, with new helpful guides and new carriers to help you save money in 2017.SHOP NOWThank you for shopping with us and remember, just because you’re purchasing health insurance as an individual this year doesn’t mean you have to go it alone.Without your support, we wouldn’t be able to fight for policies like the Freelance Isn’t Free Act – landmark legislation just passed in New York City protecting freelancers against late and nonpayment.
Older male cyclists may come in for some teasing as ‘middle-aged men in lycra’.But Mamils have the last laugh, as evidence shows they avoid the male menopause and age more slowly.A study has found men up to the age of 79 have the testosterone levels of much younger men, and the muscle and body fat levels of men in their twenties if they are lifelong cyclists.Those who can cycle 100km (62 miles) in under six and a half hours appear to avoid the ‘male menopause’ – the drop in testosterone blamed for fatigue, low libido and depression.They have half the body fat of men their age who do not cycle, at 20 per cent rather than 30 per cent fat.Better still, a British study found, their immune systems are stronger, which makes them less vulnerable to seasonal infections such as flu, norovirus and pneumonia.Researchers at the University of Birmingham and King’s College London have found signs of ageing thought to be inevitable can be avoided in men and women who are fit.They compared 125 middle-aged to elderly amateur cyclists, who had cycled for an average of 26 years, with people of the same age who did not regularly exercise.Professor Janet Lord, Director of the Institute of Inflammation and Ageing at the University of Birmingham, said: ‘Hippocrates in 400 BC said that exercise is man’s best medicine, but his message has been lost over time and we are an increasingly sedentary society.‘However, importantly, our findings debunk the assumption that ageing automatically makes us more frail.‘Our research means we now have strong evidence that encouraging people to commit to regular exercise throughout their lives is a viable solution to the problem that we are living longer but not healthier.’The researchers recruited 125 amateur cyclists aged 55 to 79. The men had to be able to cycle 100km (62 miles) in under six and a half hours, while the women had to be able to cycle 60km (37 miles) in five and a half hours.The cyclists were compared to 75 healthy people aged 57 to 80 and 55 healthy young adults aged 20 to 36.The testosterone levels seen in male pensioners who cycled were the same as those in middle age, suggesting they had avoided the ‘male menopause’.Older people lose roughly two per cent of their muscle mass a year, meaning a third of their muscle is gone by the age of 70. But the muscle levels of older cyclists were the same as people in their twenties.Cycling also wards off middle-aged spread, with female cyclists having roughly 28 per cent body fat compared to nearer 40 per cent for non-cyclists.The most surprising finding came from the cyclists’ immune systems, which did not appear to age either.An organ called the thymus, which makes immune cells called T-cells, starts to shrink from the age of 20, but not in cyclists. This means middle-aged people who exercise will see the flu vaccine work better, are less likely to get infections and will be less unwell if they do.The researchers say the benefits are likely to come from all forms of exercise.Professor Stephen Harridge, director of the centre of Human & Aerospace Physiological Sciences at King’s College London, said: ‘The findings emphasise the fact that the cyclists do not exercise because they are healthy, but that they are healthy because they have been exercising for such a large proportion of their lives.‘Their bodies have been allowed to age optimally, free from the problems usually caused by inactivity. Remove the activity and their health would likely deteriorate.’The findings are published in two papers in the journal Aging Cell. Source
Source: SEEG and GFW Climate. Deforestation is defined as tree cover loss within primary forests in Indonesia and the Democratic Republic of Congo, outside of plantations in Malaysia, and in areas with >25 percent tree cover everywhere else. Emission estimates reflect the loss of above- and below-ground biomass.If we are serious about zeroing out carbon emissions by 2050, we can’t leave the land sector behind. Here are four concrete actions we need to take.2017-2020: Stop agricultural expansion onto tropical peatlandsPeat is soil that has accumulated large amounts of carbon over centuries. It’s also a popular target for oil palm expansion in Indonesia. When peatlands are drained to prepare new land for planting, carbon in the soil is released. Globally, peatland drainage accounts for 32 percent of cropland emissions despite producing just 1.1 percent of total crop calories. Drainage also makes peatlands more susceptible to fire, which can lead to uncontrollable outbreaks. One way to achieve large and immediate emission reductions in the land sector is to support implementation of Indonesia’s new and strengthened law to conserve and restore its peatlands.2020-2030: Change what we eatAs incomes rise around the globe, people are rapidly converging toward Western-style diets high in calories, protein and animal-based foods such as meats and dairy. This has large implications for land-use change, since meat and dairy production requires more land than plant-based proteins like beans and lentils. Beef, in particular, requires more land and generates more emissions per unit of protein than any other commonly consumed food. Reducing beef consumption among wealthier populations is essential to achieving climate goals, yet the Food and Agriculture Organization projects that global demand for beef will increase 95 percent between 2006 and 2050.Simply reducing our beef consumption can go a long way. Cutting our meat and dairy consumption in half can nearly halve our dietary carbon footprint, and if whole populations shifted their diets away from beef, it could free up 300 million hectares (740 million acres) of land—an area nearly the size of India—and reduce agricultural pressure on forests. Diet shifts along with reducing food loss and waste as well as sustainable intensification of crop and livestock production, can together bring agricultural emissions in line with a 2 degree C pathway. 2030-2040: Create a carbon neutral wood products industryAfter 2030, the decarbonization roadmap calls for the construction industry to use emissions-free concrete and steel or to replace those materials with zero or negative emissions substances like wood. Wood can have a lower carbon footprint than concrete or steel and can support taller buildings, reducing pressure on land in the form of urban sprawl. However, climate benefits are lost if wood is not sourced from land that will re-absorb as much or more carbon by 2050 as was emitted during its harvesting and production. Some sustainably managed forests are already carbon neutral or carbon negative, but this isn’t the case everywhere. Globally, overharvesting of wood is causing emissions in the short-term as well as a decline in the longer-term carbon removals that must be sustained and enhanced to remain below 2 degrees C. To help achieve net zero emissions by mid-century, sustainability schemes for products made from forest biomass must require carbon neutrality for certification.2040-2050: Reap the benefits of forest and landscape restorationThe world will continue to need more land to produce food, fuel and other agricultural products. Land available for the sole purpose of carbon sequestration is likely to be limited and comes with significant social, ecological and economic implications that can be positive or negative. Taking advantage of opportunities that provide net economic and social benefits in addition to climate mitigation can alleviate some of the tension between growth and sustainability. But any land restoration strategy—such as replenishing carbon in agricultural soils or increasing carbon stored in trees—takes time and must begin now.Closing the Attention GapOver the past decade we’ve seen positive signs that the world is on track for rapid transformation of the energy sector, but these signs aren’t yet evident for the land sector. Few climate change policymakers have paid adequate attention to the specifics of the land use challenge ahead of us, and political signals have thus far failed to catalyze the land reforms necessary at the scale needed to achieve climate action. These examples alone will not bring us to net zero carbon emissions by 2050, but if we want to follow the decarbonization roadmap, land must be considered more explicitly within an integrated, cross-sectoral mitigation framework. This article was originally posted on Global Forest Watch.A decarbonization roadmap recently published in Science outlines decadal targets that put into perspective the monumental progress we need to make to achieve net zero carbon emissions by 2050 and keep warming below 2 degrees C (3.6 degrees F). The authors detail specific measures and incentives for the energy and transport sectors, but the agriculture and forestry sector, the third major component of the roadmap, is offered comparatively few concrete actions—reflective of its overlooked status within the global climate dialogue.The importance of transforming the land sector to help meet the 2 degree C goal cannot be overstated. Today, emissions from agriculture and land use change account for nearly a quarter of all human-caused emissions. At the same time, forests soak up one-third of the fossil fuel emissions we emit every year and could pull even more. That means the land sector can be both decarbonized (reduce emissions) and recarbonized (pull carbon out of the atmosphere and back into forests and landscapes) for a twofold gain.But progress in sustainable land use has remained stagnant. For example, despite substantial investments over the past decade to reduce tropical deforestation, the largest single source of land-based carbon emissions, these efforts have failed outside of Brazil. Overall emissions trends from deforestation during the 21st century have remained frustratingly flat.
Originally published Mar 5, 2015 7:00:00 AM, updated February 01 2017 Topics: No matter what your ecommerce strategy involves, gaining consumer confidence is crucial to achieving success in 2015. Unfortunately, there are no shortcuts: consumer confidence can only be earned through hard work, but it’s a whole heck of a lot easier when you use these three easy steps as your guide.HonestyThe first step to gaining consumer confidence is by accurately representing your products. Yes, part of your job is to make your brands’ products look good, but there’s a world of difference between a beautiful presentation and a misrepresentation. Providing shoppers with accurate and detailed product information is the best way to give consumers a representation of what will arrive on their doorstep when they click “buy” – and you want their expectations to be well met.The most successful brands don’t pursue one-time shoppers; they acquire loyal repeat-shoppers, otherwise known as the 8% of consumers who make 41% of online purchases. The best way to gauge your accuracy and honesty is through your customers’ reviews. If a product is receiving consistently poor reviews, there’s a disconnect between consumers’ expectations and the physical product. No product is going to please everyone, but consistently bad reviews (as opposed to a small percentage) indicate one of the following: either your product isn’t being presented accurately or the price per value isn’t a good fit for your target demographic. In either case, this feedback from consumers is crucial.Even if a product doesn’t live up to consumer expectations, there’s still an opportunity to establish trust through excellent customer service. Facilitate free returns for unsatisfied shoppers so they don’t feel duped. Publically responding to negative reviews is another good tactic: it requires only a small investment of time, but it will have a huge impact on unhappy shoppers and other potential consumers perusing product reviews. ConsistencyOnce you’ve set the precedence of honesty with your customer, it’s crucial that you provide consistency. One great shopping experience can be obliterated by a negative one. It’s important to make sure you’re consistent in the following areas.Product InformationThere’s nothing more frustrating than inconsistent product information. It doesn’t matter if you’re a huge omnichannel retailer with multiple brick and mortar locations or an independent brand that’s sold through different online retail channels: all of your product information needs to remain consistent. It doesn’t take much to trip up a sale – it could be something as seemingly inconsequential as one retailer calling a bag “powder blue” while another names the same bag “sky blue” – anything that could potentially confuse your customers is a big no-no.BrandingIt doesn’t matter how hilarious or clever product copy is, if it’s not consistent with your branding for your company, it’s not going to have a positive impact. That’s not to say you shouldn’t imbue your brand with personality, but it’s crucial that your brand connects with your target audience. In other words, a joke that’s hilarious to a 19 to 35-year-old demographic probably won’t resonate with the 40 to 65-year-old demographic, and vice versa. Make sure that once you’ve picked your brand voice, you stick with it – it doesn’t mean you can’t evolve and expand to a new audience, but it has to feel organic. Ultimately, it’s more important to stay true to your core customer base than risk alienating them to attract a new one.Customer ServiceRetail battles are won and lost in the customer service department, and a big part of that is providing shoppers with whatever they need to be happy. Go above and beyond to consistently surprise and delight customers with your ability to handle their problems by doing things like offering online shoppers free return shipping so they feel comfortable purchasing new products. TrustTrust is the glue on a successful long-term relationship, whether it’s between romantic partners or a retailer and their customers, and it also happens to be the natural result of honesty and consistency. Earning a consumer’s trust is the first step to creating a brand evangelist that will share their positive experiences with their friends and family. According to a recent study by Forbes, 81% of respondents indicated that their friends and family directly influence their purchase decisions. That’s an amazing asset to retailers who are able to win consumers’ trust.The TakeawaysConsumer confidence is crucial to long-term growth and shortcuts aren’t an option. However, those retailers and brands that pursue honesty, accuracy, and consistency will see extraordinary long term results. Ecommerce Marketing Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack
Data-Driven Marketing Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack Originally published Jan 28, 2016 11:00:00 AM, updated February 01 2017 Topics: Look, no one has a crystal ball at the ready to tell you who’s going to buy what, and how much, and when. Does that mean you have to wait around to see what a customer’s going to do? Of course not. You can learn a lot about your customers by studying their habits—past visits to your site—to predict what they’ll do next. It’s just a matter of knowing what information you need and when to use it.From Search to Landing PageOne of your best friends when determining customer behavior predictions is your Google AdWords account. This program determines all the keywords your buyers searched, which of those searches resulted in clicks through to your site, and which of those clicks through resulted in a sale.Once the buyers have clicked through from AdWords to a landing page on your site, you can use that information to lay a path from start to purchase. After all, you already know what they’re looking for. They told you when they searched Google for it. Should you slow them down in their search by leading them to a generic landing page? By creating more clicks instead of directing them right to the shopping cart and checkout? Of course not. When a buyer tells you what they want to buy, you remove all obstacles.From Social Media to WebsiteIt’s harder to pin down a visitor’s reason to stopping by when they come through social channels. The hardest of all is a click to the address in your company profile. You can assume that social proof is important to that buyer and react accordingly, but you won’t get much more information than that.Clicks through from specific social posts, however, can tell you a lot more about the buyers’ thought process. Did they visit to read a particular blog? You might surmise they’re looking for more information. Did they click through an image of your hottest products? Maybe they’re in the market for one of those products, or maybe they just like to know what the trends are.Every action on social marketing channels will help you narrow down the information you need, so don’t give up. The more information you have about your visitors’ past behavior, the easier you can predict where they’ll go next. From First-Time Buyer to Loyal ShopperPast purchases give you the greatest insight into buyer behavior, don’t they? That’s why you can’t consider the transaction complete once you’ve received payment. Now you know more about that buyer than you ever had, so you can’t just let them walk away forever.The information you gather after this purchase will tell you what you need to know to move forward. Was the purchase a gift or something necessary to the buyer? Did he or she purchase accessories? Did the buyer spend a lot of time making a decision—evidenced by multiple visits to your site, comparisons between products, and perhaps even conversations with customer service?What you learn will help you determine if you should continue providing gift ideas to the buyer or if they need more information about similar products for their own use. If they often buy the accessories needed to make your products bigger and better, then they’re probably going to appreciate upselling and cross-selling information.You never want to make your use of past information creepy, so be careful when showing your hand. Buyers will appreciate a PPC click leading to a landing page, but they may not want to see ads for that exact product following them around for days after their initial search. They might enjoy their social media clicks leading to the right information on your website, but they may get a little freaked out if you strike up a Twitter conversation out of the blue. Your goal is to smooth the path between want and own, to provide the information buyers need as soon as they need it—not to be a stalker.
Topics: Blogging Mistakes I’ve done a lot of dumb things as a writer. But that’s okay. Mistakes are the best way to learn, right? When we make a mistake once, we usually don’t make it again. And the less time we have to spend correcting our mistakes, the more time we have to actually get things done. I’ve outlined a list of eight common mistakes that professional content writers sometimes make below. The idea is that once you learn about these mistakes, you’ll be less likely to commit them yourself. Let’s walk through them …8 Mistakes Even Professional Content Writers Make (And How to Avoid Them)Mistake #1: Thinking that you can’t break through writer’s block.Some people tend to think that writer’s block is an unbreakable force — nothing can be written until the block is broken.The truth is, you can break writer’s block. Some people stand on their head, but there are other helpful tools you can use, too. Next time you experience writer’s block, try shifting your mindset. Don’t think, “Oh no! I can’t write.” Instead, think, “Okay, I’ve got this. I’m going to make it.”Want more advice on how to beat writer’s block and actually enjoy writing again? Check out this post.Mistake #2: Not editing your work.You need time to edit your writing when it’s cold. In other words, let some time pass before you go back and work on that article again. You’ll view it with a new sense of curiosity, perspective, and insight.Not everyone loves editing. I get that. Look at it this way, though: Editing turns something great into something even greater. That’s something to look forward to. For advice on how to approach a piece of content, check out these strategic editing tips from HubSpot’s Ginny Soskey.Mistake #3: Not proofreading your work.After you edit, you need to proofread, too. Editing is making those big changes to the content itself. Proofreading is making the tiny changes to the grammar and spelling.I’ve made a habit of never releasing a word of content until it’s been edited or proofread at least four times. Proofread, and proofread again. You’ll be glad you did.Before you publish your next piece of content, check out this helpful proofreading checklist.Mistake #4: Not doing any research.You may be the world’s most brilliant writer and master of your subject, but you should do a little bit of research on your subject matter. People aren’t as impressed by your opinion as they are by a breadth of studies, data, evidence, and other information that corroborate your opinion.Get ready for hard work, though. Here’s how one researcher described the research process:Research is not only a science but also an art and it is not easy. It requires honest and hard work with patience and perseverance. Not everyone is a born writer and authors can fall ill with headaches and backaches during the process of writing the research results.”Research can be fun. When you realize that you’re providing your readers with insight and advanced knowledge, a simple writing project can take on a new level of excitement. Need help uncovering credible statistics to support your content, check out these nine reputable resources.Mistake #5: Not defining your pronouns.Huh? What does “not defining your pronouns” mean? Allow me to explain …The following words are pronouns:ItThisTheseThoseThatThere are a lot of pronouns in the English language. Pronouns are helpful, useful, important parts of speech.What is the problem? Not defining them:Those are bad. What are bad? That’s no good. What’s no good? It’s a problem. What’s a problem? Destroy these. Destroy what? You should define all pronouns either within the context of your writing or within the sentence. Undefined pronouns lead to unclear writing.Mistake #6: Writing too fast or too slow.There’s no correct writing speed. Each writer should write at the pace that suits them and allows their creativity to flow. However, be aware that your speed of writing influences your quality of writing.If you write too fast, you could make sloppy mistakes.If you write too slowly, you could make clumsy mistakes.When reading, the mind goes over information faster than while writing. Keep this in mind when you write. Your mind easily processes long sentences or big words when you’re writing them. But to the reader — whose eyes are skimming across your content at 300 words per minute — your writing is dull, ponderous, slow, and agonizing.If you write fast, your brain is moving at a closer equivalent to the normal reading speed. Of course, you should still pay attention to your words, sentences, and structure. But at the same time, you’ll be able to get down those thoughts in a more fluid and natural way.Here’s how the The Huffington Post reported on one writing speed researcher:Typing can be too fluent or too fast, and can actually impair the writing process,” Srdan Medimorec, a PhD candidate in the Faculty of Arts at Waterloo said in a statement. “It seems that what we write is a product of the interactions between our thoughts and the tools we use to express them.”A 2016 study from the University of Waterloo discovered, “the quality of your writing will likely get better if you simply type slower.”Does this mean that you should try to move your fingers slowly, type with one hand, or just trudge along at a lazy pace? Not necessarily.Each person has their own right pace. And different types of content demand a slower or faster pace. You move at the pace that’s best for you. In some situations, the ideas and words are coming at an incredibly fast rate. You have to type as fast as you can. In other cases, you might be doing careful research, searching for the precise word, or writing about a sensitive subject. Slowing down is a good idea.Mistake #7: Not understanding who your readers are.If you want to become a better writer, become a better student of your reader. It’s actually pretty simple.Great writing is connecting with readers in a meaningful way. You won’t be able to perform that task unless you get in their heads. I challenge all writers, before putting a single word on a page, to do as much research and gain as much understanding of their potential readers as possible.The process is as simple as going through the exercise of creating a persona, and reminding yourself of that person every time you write. (Check out this free tool to get started.)Mistake #8: Not outlining an article before you write it.Outlining might bring back memories of high school English class. Don’t worry. That’s not what I’m talking about here. The process of outlining is simply creating a structure for your article.I do a lot of writing, and one of the things that helps me write with clarity and speed is outlining. First, I jot down a quick introduction and conclusion. This helps me to lead up to my subject matter, and then sum it up. Doing so also makes me fill the empty space between with something relevant and meaningful.Generally, my outline simply looks like a few bullet points. My goal is to write down the main things I want to talk about. Usually, they aren’t even complete sentences. (No big deal. I’m not writing my article at this point. I’m just outlining it.)The whole process takes me ten minutes or so, but it saves me hours of time. Plus, it gives my article more clarity.Ready to Write?Writing better is about blowing apart old habits and horrible mistakes. Even though I’ve been writing almost every day for ten years, I still make mistakes. Hopefully, my mistakes are becoming fewer and fewer, but I still catch myself making them sometimes.At the same time, however, I feel like I’m improving. And that’s what becoming a better writer is all about. What about you? What mistakes are you eliminating in order to improve your writing? Originally published Apr 19, 2016 8:00:00 AM, updated July 28 2017 Don’t forget to share this post! AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to Email AppEmail AppShare to LinkedInLinkedInShare to MessengerMessengerShare to SlackSlack