Оригинал взят у skif_tag в Япония 1982"Японское - значит, отличное!" - так справедливо было переиначить известный слоган. Действительно, Япония в нашем тогдашнем понимании была Меккой для изголодавшихся в условиях дефицита советских людей. Иногда удавалось достать японские нейлоновые куртки-анораки, складные зонтики "Три слона", терморсы... А что значило для любого советского человека волшебные слова Sony, Panasonic, Sharp, Orient, Sitizen...Вместе с тем, каждый советский человек знал из газет, что в Японии нечем дышать, там уже продают воздух...Источник huan_carlos
What does the Houthis' new military capabilities mean for Yemen? In the two years since the Saudi-led coalition intervened in Yemen's civil war, fighting has often spilled over the country's borders. Until now, that meant shelling of Saudi cities and villages close to the frontier. But the Houthi rebels who control the capital Sanaa, and much of the north of the country, have long threatened to take the war directly to Saudi Arabia. The group says it is now able to target major cities in Saudi Arabia and claims to have successfully hit a Saudi oil facility in the Red Sea port of Yanbu last week. US officials have confirmed the missile strike but the Saudi government denied it. The development is significant because Yanbu is more than 900km from the northern Yemeni province of Saada, from which the missile was launched. If Yanbu is within range of Houthi weaponry then so is much of the rest of Saudi Arabia. While the Saudis deny reports of the Yanbu attack they say they did intercept a missile 69km south of Mecca this week. The Saudi-led coalition called that launch a "desperate attempt" to disrupt the upcoming pilgrimage season. So if the Houthis really are capable of attacking cities and oil facilities deep inside the Kingdom, what does that mean for the ongoing war in Yemen? Presenter: Richelle Carey Guests: Hussain Al-Bukhati - Yemeni political commentator and pro-Houthi journalist Oubai Shahbandar - Managing director of Orient Media and former political adviser to the US military's Special Operations Forces Andreas Krieg - Assistant professor of Defence Studies, King's College London - Subscribe to our channel: http://aje.io/AJSubscribe - Follow us on Twitter: https://twitter.com/AJEnglish - Find us on Facebook: https://www.facebook.com/aljazeera - Check our website: http://www.aljazeera.com/
National Oilwell's (NOV) Q2 loss per share was in line with estimates but narrower than the prior-year quarter due to cost-control measures and rising momentum in the U.S. land market.
Weyerhaeuser Company's (WY) second-quarter 2017 earnings benefited from impressive net sales growth. Margins improved in the quarter.
Although expenses are likely to remain unchanged, lack of any material growth in revenues might keep Affiliated Managers' (AMG) bottom line under pressure.
One of the most common ways that companies attempt to address organizational diversity is through formal training. Yet research on the effectiveness of such programs has yielded mixed results: Some studies show that diversity training is effective, others show it’s ineffective, and still others show that it may actually lead to backlash. This has led to pessimism regarding diversity training, with some claiming it simply doesn’t work. We believe that pessimism is premature. For one, a recent meta-analysis of over 40 years of diversity training evaluations showed that diversity training can work, especially when it targets awareness and skill development and occurs over a significant period of time. But this doesn’t mean there’s a single perfect solution to creating diverse and inclusive organizations. Diversity training effectiveness depends on the specific training method used, the personality characteristics of those who are trained, and the specific outcomes that are measured after training concludes. Our research highlights how changing a few aspects of diversity training might actually make a difference, depending on how they’re applied within organizations. While our work takes the form of small-scale experiments with undergraduate students, we believe it has potential to be used smartly inside companies. And since undergraduate students are undoubtedly future employees, we view uncovering what works for this group as a first step in discovering what might work for the broader population of working adults. Additionally, using a population of students affords us a greater degree of experimental control (by incorporating a control condition where no diversity training is received for comparison purposes, comparing the effects of specific training exercises with one another, and measuring multiple outcomes over time), which allows us to uncover truths regarding diversity training effectiveness in a way that may not be as feasible in businesses or other organizations. One training exercise that we analyzed, and that shows promise, is perspective-taking, which is essentially the process of mentally walking in someone else’s shoes. Results from our experiment involving 118 undergraduate students showed that taking the perspective of LGBT individuals or racial minorities — by writing a few sentences imagining the distinct challenges a marginalized minority might face — can improve pro-diversity attitudes and behavioral intentions toward these groups. These effects persisted even when outcomes were measured eight months after training. Even more exciting is the fact that perspective-taking was shown to be capable of producing crossover effects. In our experiment, taking the perspective of LBGT individuals was shown to be associated with more positive attitudes and behaviors toward racial minorities, and vice versa. Another activity that has empirical support is goal setting. Recent evidence shows that this strategy — more broadly used to motivate improved aspects of someone’s job performance — can be successfully adapted by asking diversity training participants to set specific, measurable, and challenging (yet attainable) goals related to diversity in the workplace. For example, a trainee might set a goal to challenge inappropriate comments about marginalized groups when overhearing them in the future (in combination with receiving information about how best to handle such situations). Our experiment with 158 undergraduate students showed that goal setting within diversity training led to more pro-diversity behaviors three months after training and improved pro-diversity attitudes nine months after training. These long-lasting effects are notable, given that diversity training sessions in organizations are usually few and far between. Both of these exercises (perspective-taking and goal setting) produced effects on behavioral outcomes, such as displaying more support and engaging in less mistreatment toward marginalized minorities. These are arguably the most important outcomes, but are often neglected in diversity training research in favor of attitudinal outcomes (the prejudice and bias that one feels toward marginalized groups) and cognitive outcomes (how well-informed someone is regarding stereotypes and biases against marginalized groups). Our work also shows that personality characteristics may influence the effectiveness of training, making particular strategies more effective for some employees and less effective for others. For example, perspective-taking may be more effective for individuals who lack empathy than for those who are highly empathetic. We think this is the case because individuals who are high in empathy may be more likely to engage in spontaneous perspective-taking on their own, whereas individuals who are low on this characteristic may need a diversity training activity as a prompt. Similarly, our work (which we presented at the annual meeting of the Society for Industrial and Organizational Psychology) has shown that individuals who are high on social dominance orientation — the degree to which an individual prefers majority groups dominating minorities within a social hierarchy — tend to be more resistant to diversity training than individuals who are low on this trait. However, there is hope: Having an authority figure endorse the importance of diversity initiatives can enhance the effect of training for these individuals, in effect providing a means to appeal to and reach potentially resistant trainees. So, as you design or tweak your company’s diversity training program, keep these findings in mind. A blanket program will likely be a waste of your time — and your employees’ time. But by tailoring empirically supported exercises and activities to your goals and your employees’ characteristics, you can make progress in making your organization more welcoming and inclusive.
The Trump administration steps into an on-going legal battle over civil rights—and steps on another agency’s turf.
Emma Green, The AtlanticLGBT issues have been all over the news this week. On Wednesday, President Trump announced a ban on transgender Americans serving in the military. That evening, the Department of Justice made another significant move in the fight over LGBT rights, albeit with less flash than a tweet storm: It filed an amicus brief in a major case, Zarda v. Altitude Express, arguing that it’s not illegal to fire an employee based on his or her sexual orientation under federal law.
The Trump administration is further angering gay rights activists by arguing in court that federal law against sex discrimination in employment doesn't protect individuals from being fired because they are gay, lesbian or transgender.The Justice Department made the argument in a brief filed Wednesday in a federal appeals court in New York in a case involving skydiving instructor Donald Zarda who claimed he was fired from his Long Island skydiving firm, Altitude Express, because he was gay."The essential element of sex discrimination under Title VII [of the 1964 Civil Rights Act] is that employees of one sex must be treated worse that similar situated employees of the other sex, and sexual orientation discrimination simply does not have that effect," acting Justice Department Civil Division chief Chad Readler and acting Civil Rights Division head Tom Wheeler wrote in the amicus brief.As the Justice Department brief notes, for decades, courts have ruled that firing or discriminating against employees because they're gay or lesbian does not violate federal law.However, the Supreme Court has never ruled on the issue and in recent years, some judges have shown a willingness to reconsider that stance. In April, the full bench of the Chicago-based 7th Circuit Court of Appeals voted, 8-3, to overrule that court's prior precedents and hold that there are protections for LGBT status in federal law. Five of the judges who joined in the groundbreaking majority opinion were Republican appointees.Gay rights advocates said the sting of the Trump administration brief was amplified by it being filed on the same day President Donald Trump tweeted out plans to ban transgender individuals from serving in the U.S. military."On the day that will go down in history as Anti-LGBT Day, comes one more gratuitous and extraordinary attack on LGBT people’s civil rights. The Sessions-led Justice Department and the Trump administration are actively working to expose people to discrimination," ACLU attorney James Esseks said. “Fortunately, courts will decide whether the Civil Rights Act protects LGBT people, not an Attorney General and a White House that are hell-bent on playing politics with people's lives."In the suit, Zarda contended he was fired from the company because he was gay, but managers said it was because of a woman's complaint that he made her uncomfortable during a tandem jump. He sued in 2010, but died in 2014 in a base jumping accident in Switzerland. Zarda's heirs have carried on the legal fight.During the Obama Administration, the Equal Employment Opportunity Commission adopted the position that LGBT discrimination was covered by existing law. The EEOC also filed a brief in the Zarda case last month, standing by its view that such protections can be found in law lawyers typically refer to as Title VII.The new Justice Department filing downplays the significance of the EEOC's brief. "The EEOC is not speaking for the United States and its position about the scope of Title VII is entitled to no deference beyond its power to persuade," Justice officials wrote.The Trump Administration brief notes that since 1974, lawmakers have introduced legislation in every Congress to add sexual orientation protections to Title VII. It has never passed."When adopting Title VII’s ban on sex discrimination in 1964, and especially when amending it in 1991, Congress was well aware of the distinct practice of sexual orientation discrimination and chose not to ban it also," the Justice Department brief says. "To be sure, there have since been notable changes in societal and cultural attitudes about such discrimination, but Congress has consistently declined to amend Title VII in light of those changes, despite having been repeatedly presented with opportunities to do so. And more fundamentally, even unforeseen circumstances do not present courts with a license to 'rewrite a constitutionally valid statutory text under the banner of speculation about what Congress might have done' to implement a clear statute’s policy objectives," the brief adds.
Humans are emotional, growth-oriented, and individualistic. Stay on top of team members' career development desires, and they'll make your startup the envy of everyone else on the block.
Significant increase in revenues at MGM Resorts International's (MGM) Las Vegas operations was somewhat offset by weak results at MGM China in Q2.
The Defense Department is awaiting guidance from the White House amid fears that thousands of troops could be forced out.
Waddell & Reed Financial is an inspired choice for value investors, as it is hard to beat its incredible lineup of statistics on this front.
Fiserv's (FISV) Q2 results are most likely to benefit from its diversifying product portfolio and expanding clientele.
Roper Technologies' (ROP) market leading position and strong product portfolio will cushion Q2 earnings amid volatile macroeconomic conditions and rising competition.
WASHINGTON, DC – Second Lady Karen Pence will travel to Tallinn, Estonia; Tbilisi, Georgia; and Podgorica, Montenegro July 29-August 2, 2017. In Tallinn, Estonia, Mrs. Pence will tour a medical center and participate in a roundtable discussion with art therapists. Art therapy is a relatively new discipline in Estonia, but is growing. There are approximately 45 individuals in the country who practice art therapy, with about half working in Tallinn or the surrounding area. In Tbilisi, Georgia, the Second Lady will visit with patients of an art therapy program and view their artwork. She will also participate in a roundtable discussion with art therapists. Art therapy is an emerging profession in Georgia with only a few professionally trained art therapists in the country. After the art therapy visit, Mrs. Pence will visit an exhibit of paintings inspired by Robert Frost’s poems at the Tbilisi History Museum Karvasla. In Podgorica, Montenegro, Mrs. Pence will tour a honey farm where she will learn about a local family’s beekeeping business. Following the visit, Mrs. Pence will participate in a cultural tour of Lake Skadar, the largest lake on the Balkan Peninsula. To stay updated on Mrs. Pence’s events, follow her on Twitter at, @SecondLady. About Art Therapy According to the American Art Therapy Association, art therapy is a mental health profession that uses the creative process of art making to improve and enhance the physical, mental, and emotional well-being of individuals of all ages. Art therapists use art media, the creative process, and the resulting artwork to explore a person’s feelings, reconcile emotional conflicts, foster self-awareness, manage behavior and addictions, develop social skills, improve reality orientation, reduce anxiety, and increase self-esteem.