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KUANTAN, Malaysia (Aug. 12, 2016) Malaysian Army 2nd Lt. Mohamad Sharizan Bin Abdul Hamid, a nutritionist at Hospital Angkatan Tentera Tuanku Mizan in Kuala Lumpur, Malaysia, speaks during a Pacific Partnership 2016 halal food awareness seminar at Kuantan Naval Base. During the seminar, Pacific Partnership 2016 personnel learned the basic understanding and preparation techniques of halal food. This is the first time Pacific Partnership has visited Malaysia. During the mission stop partner nations are working side-by-side with local military and civilian organizations in a search and rescue exercise, civil engineering projects, community relation events and subject matter expert exchanges. (U.S. Navy photo by Mass Communication Specialist 2nd Class William Cousins/Released)
In relation to weight-loss, are you presently hesitating? Sometimes you may feel confused concerning how to become successful, and feel scared about starting? Well, you've come on the right place. Get going with the information and knowledge given on this page.
It's an easy task to adhere to your diet regardless of whether you're in an event or party. If snacks are given, select healthier options like some fruits or veggies. As a result you can experience yourself without ruining your diet program plan. Do not think of your diet program when with the party, as you have to have as exciting as you possibly can.
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Be mindful of the you see delicious. Folks usually eat merely from habit, not depending on anything they love most. Enjoy every last bite. When you go to the restaurant and see the foodstuff isn't in your liking, send it on the kitchen being fixed or order another item. Know that you don't ought to, and shouldn't eat food that may be not delicious. Your state of health is much more significant than money. Think of your food consumption to shed pounds sooner. It's under your control.
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As you now know mroe about shedding pounds, start a fat loss program to decrease weight and commence to feel better about yourself! Imagine the way will feel to put into your entire old clothes! You can find started on the path to a slimmer, healthier physique today when you start putting this article's advice into practice! www.youtube.com/watch?v=CmCY2cRdfkk
Ballast water management experts gather for R&D forum
Experts at the forefront of research and development in relation to preventing of the spread of potentially harmful species in ballast water have gathered in Montreal, Canada for a key international forum under the banner “Ballast Water Management Convention – moving towards implementation”. IMO’s International Convention for the Control and Management of Ships' Ballast Water and Sediments is very close to reaching entry into force criteria.
Some 140 participants at the 6th Global Environment Facility (GEF)-United Nations Development Program (UNDP)-IMO GloBallast R&D Forum and Exhibition on Ballast Water Management (16-18 March) will share knowledge and experience on treatment technologies and alternative methods and highlight current research. Compliance monitoring and enforcement including sampling and analysis will also be discussed.
The forum, which brings together scientific experts and academia with the maritime industry and leaders in technology development for ships’ ballast water management, was launched by Marc Garneau, Minister of Transport, Canada. IMO’s Stefan Micallef, Director, Marine Environment Division, delivered an opening speech. Mr Micallef stated that the Ballast Water Management Convention needed to enter into force for effective implementation of its provisions. But he highlighted the huge amount of collaborative work which had been undertaken since the first GEF-UNDP-IMO GloBallast R&D forum 15 years ago, leading to a great deal of progress in the BWM field in terms of testing and approval of ballast water management systems, ballast water sampling and analysis, and the availability of ballast water management systems.
IX: The Hermit, for the Sickly Tarot
by j. F. Raymond Sickly, completed 5/19/09.
Card number TWENTY-TWO.
Drawn entirely at Opal. For J.T. Bresnan.
“Life ain’t nothing but a funny, funny riddle.” – J. Denver
“You can’t rollerskate in a buffalo herd.” – R. Miller
“Can you look out the window without your shadow getting in the way?” – S. McLachlan
The Hermit stands in a chamber in a high tower, among the cogs of a great machine. The machine of mystery and precision. The Hermit holds in one hand a leg, with the other, he extinguishes a cigarette, his fingers forming the jnana mudra; a symbol of the Wheel of Law. From his head arises the “Light of the World.” It is a star in the shape of the major Arcanum lotus emblem. He is surrounded and obscured by shadows. Everything is cut through with light or smoke or both or larger, closer spokes in cogs through which we view the whole scene. He is, possesses, and protects the illuminating seed of truth and just-thinking. Its light emanates from him as an example of our potential enlightenment/attainment of wisdom. For him, relation to, maintenance of, preservation and distribution of, homage to, effigy of, and existence as this light are all the same things. The light means: “Where I am, you also may be.”
Follow this project on Facebook: www.facebook.com/sicklytarot
Der Verkehr auf der Relation Strasbourg - Lauterbourg ist echt Überschaubar. In den Morgenstunden fahren se teilweise im 20Minuten Takt ab Mittag ist dann eine 4Stunden!! Taktlücke, echt verrückt.
v2 - Relationer (Life by LEYA)
Det har varit svårt att välja bara en bild för veckotemat 'relationer'. Vi är i Australien just nu och passar på att njuta av all tid med alla kusiner och släkten som bor här, så det har blivit många bilder på dyrbara stunder med nära och kära. Det betyder extra mycket eftersom vi inte får träffas så ofta.
It's been hard to choose just one photo for this week's theme (Wk2 - Relationships - Life by LEYA). We're in Australia at the moment and making the most of all the time with cousins and relatives who live here, so I have a lot of photos of special moments with loved ones. These moments are extra valuable since we don't get to catch up very often. <3
Easter Holiday, Roadtrip Idar-Oberstein
Easter (Old English: Ēostre; Greek: Πάσχα, Paskha; Aramaic: פֶּסחא Pasḥa; from Hebrew: פֶּסַח Pesaḥ) is the central feast in the Christian liturgical year.[1] According to the Canonical gospels, Jesus rose from the dead on the third day after his crucifixion. His resurrection is celebrated on Easter Day or Easter Sunday[2] (also Resurrection Day or Resurrection Sunday). The chronology of his death and resurrection is variously interpreted to be between AD 26 and 36, traditionally 33.
Easter marks the end of Lent, a forty-day period of fasting, prayer, and penance. The last week of the Lent is called Holy Week, and it contains Good Friday, commemorating the crucifixion and death of Jesus. Easter is followed by a fifty-day period called Eastertide or the Easter Season, ending with Pentecost Sunday.
Easter is a moveable feast, meaning it is not fixed in relation to the civil calendar. The First Council of Nicaea (325) established the date of Easter as the first Sunday after the full moon (the Paschal Full Moon) following the northern hemisphere's vernal equinox.[3] Ecclesiastically, the equinox is reckoned to be on March 21 (even though the equinox occurs, astronomically speaking, on March 20 in most years), and the "Full Moon" is not necessarily the astronomically correct date. The date of Easter therefore varies between March 22 and April 25. Eastern Christianity bases its calculations on the Julian Calendar whose March 21 corresponds, during the 21st century, to the 3rd of April in the Gregorian Calendar, in which calendar their celebration of Easter therefore varies between April 4 and May 8.
Easter is linked to the Jewish Passover by much of its symbolism, as well as by its position in the calendar. In many European languages, the words for "Easter" and "Passover" are etymologically related or homonymous.[4] The term "Pascha", from the same root, is also used in English to refer to Easter.
Easter customs vary across the Christian world, but decorating Easter eggs is a common motif. In the Western world, customs such as egg hunting and the Easter Bunny extend from the domain of church, and often have a secular character.
Fields and woods around Idar-Oberstein.
Identification
Vessel Name: ANTWERP
DNV id: G111804
IMO 9375848
MMSI 304087000
Official number: 5125
Other DNV services: MLC,ISPS,ISM-VE
Class relation: In DNV Class
Operational status: In Operation
Signal letters: V2GT9
Flag: Antigua and Barbuda
Port: ST. JOHN'S
Type: 361 - Multi-purpose dry cargo ship
Structural design type: Monohull ship
Main purpose: Unitized cargo carriage
Additional purpose(s): Solid bulk cargo carriage
Owner
Owner: Vertom-Bojen Schiffahrts MS "SIBET ATTENA" GmbH & Co. KG (10499319) (IMO number: 10499319)
Manager: Vertom Bereederungs GmbH & Co. KG (10544046) (IMO number: 5878204)
Yard
Hull yard: Slovenske Lodenice Komarno a.s. (Hull number: 2109)
Outfitting yard: Slovenske Lodenice Komarno a.s. (Hull number: 2109)
Contract date: 2005-03-30
Keel laid: 2004-12-15
Launch: 2008-04-14
Date of build: 2008-07-02
Main propulsion principle: Conventional propulsion - combustion engine
Component name Product name
Propeller shaft C: Shaft
Propulsion engine 1 Wärtsilä 6L20
Auxiliary boiler, oil/gas fired 1L3Z-ANOT SET
Main generator power take off (Shaft generator)
Steering gear: Steering gear
Main generator engine 1(PS)620 DSBIG
Intermediate shaft Shaft
Manoeuvring thruster electric power unit (Forward)Electric power unit
Emergency generator engine (Emergency; Poop deck)420 DSRG
Manoeuvring thruster, tunnelSCHIP&j WERF BU 20 F
Propeller, fixed built ACPropeller, fixed built
Main generator engine 2(StB) 645 DSBIG
Propulsion reduction gearWAF 843 L K41
Specifications
Type: Box sid
Length o.a.: 88.30 MTR
Built: 2009
Beam: 12.40 MTR
Draft: 5.14 MTR
DWAT: 3605 MT
DWCC: 3450 MT
GT: 2451
NT: 1033
Grainfitted: Yes
Grain capacity: 159444 CBFT
Bale capacity: 159444 CBFT
Number of HO/HA: 2/2
Hold dimension (LxWxH)
HOLD 1: 25,20 MTR X 10,10 MTR X 7,77 MTR
HOLD 2: 31,75 MTR X 10,10 MTR X 7,77 MTR
Bulkheads: 2 moveable
Hatch dimension
HOLD 1: 25,20 MTR X 10,10 MTR
HOLD 2: 31,75 MTR X 10,10 MTR
Cargo gear: NONE
Container load: 20 TEU on hatch 2
Mayor Bill de Blasio virtually delivers remarks and signs Intro. 2442-A in relation to establishing an office of community mental health. City Hall. Wednesday, December 22, 2021. Credit: Ed Reed/Mayoral Photography Office.
This photograph is provided by the New York City Mayoral Photography Office (MPO) for the benefit of the general public and for dissemination by members of the media. The photograph may not be manipulated in any way and may not be used in commercial materials, advertisements, emails, products or promotions that in any way suggests approval or endorsement of the City of New York, the Mayoral administration, or the de Blasio family without prior consent from the MPO (PhotoOffice@cityhall.nyc.gov). Any use or reprinting of official MPO photographs must use the following credit language and style: “Photographer/Mayoral Photography Office”, as listed at the end of each caption
Relation/Route : Cilegon-Jakarta Tanjungpriok-Surabaya Kalimas.
Using flat car wagon.
Locomotive : CC201 108/CC201 92 18.
Photo Taken at : Parungpanjang Railway Station.
A Goldfinger/Thunderball replica; chassis number given by the museum is DB5/1799/R.
This car does not have any relation to an official Bond film, but was used in the 1983 made-for-TV film Return of the Man from U.N.C.L.E., with George Lazenby at the wheel (in a rather embarrassing, low-budget Las Vegas car chase).
The Goldfinger gadgets were added afterwards, and are not seen in the 1983 U.N.C.L.E. reunion film.
The car is easily identified by its large chrome "GB" lettering on the rear decklid.
-Kurt
Mr. Wood (no relation to me) stopped by William's house while we were all hanging out on the porch. He charmed us with some stories about the house's history (e.g., at one time it was Miss somebody-or-other's Boarding House). Eventually, however, Mr. Wood's stories started to go south...he began referring to the citizens/natives of Mexico and the like in very unflattering and politically incorrect ways. In other words, he began showing his 'true colors.' He wasn't so charming after that.
© Cynthia E. Wood
www.cynthiawoodphoto.com | FoundFolios | facebook | Blurb | Instagram
Water is everything for us, when we drink , it saves life and when kids play like this , it helps them grow
Relation/Route : Jakarta Gambir-Tegal-Pekalongan-Semarang Tawang.
Locomotive : CC203 41/CC203 02 04.
Class : Executive Class.
Photo Taken at : Semarang Tawang Railway Station, Semarang, Middle Java.
I'm not one who believes in evolution at all. But you can't deny that this creation has the closest relation to humans. If evolution was true then this guy wouldn't be behind the glass, he'd be eating cotton candy and chasing his kids around the zoo with the rest of the humans.
Mayor Bill de Blasio virtually delivers remarks and signs Intro. 2442-A in relation to establishing an office of community mental health. City Hall. Wednesday, December 22, 2021. Credit: Ed Reed/Mayoral Photography Office.
Set of tickets for the relation Târgu Mureş/Marosvásárhely – Mangalia composed of
- "Bilet" – the ticket itself;
- "Tichet" – seat reservation;
- "Supliment de viteză" – suplemental ticket for fast/express trains.
The set was valid on 20th of June 2001 for the train 946/943.
Train 942/943 was the rapid (express) called Someş. Starting from Nagybánya (Baia Mare) at 14:11, it collected the train no. 946 from Marosvásárhely (Tîrgu Mureş, dep.16:58) at Déda; it avoided Bucharest via Ploieşti Vest – Buzău – Feteşti (2:56), and it reached its end station Mangalia at 7:37 in the morning.
The trip between Marosvásárhely and Mangalia was 709km and took approx. 15 hours (with the delays) through the main lines 405-400-300-701-800 of the CFR. The train had an even and an odd number too, because on the lines 405-400-300 it used the up direction (towards Bucharest, hence the even number), on the lines 701-800 the down direction (from Bucharest - odd number).
Note the prices! At that time (around 1990-2000) there was heavy inflation in Romania, the price of the ticket was corrected from 127 to 173.000 Lei.
Vonatjegy és kiegészítő jegyek a Marosvásárhely – Mangalia járatra:
- "Bilet" – maga a vonatjegy;
- "Tichet" – helyjegy;
- "Supliment de viteză" – sebes- és gyorsvonati pótjegy.
A jegyek a 2001. június 20-án közlekedő 946/943 számú vonatra voltak érvényesek.
A 942/943 számú vonat a Someş (Szamos) nevű gyorsvonat volt. 14:11-kor Nagybányáról indulva Dédán hozzácsatolták a 946 sz. vonatot Marosvásárhelyről (ind.16:58), végighaladt a Székely Körvasúton, a Ploieşti Vest – Buzău – Feteşti (2:56) vonalon elkerülte Bukarestet, végül reggel 7:37-kor érte el Mangaliát.
A Marosvásárhely – Mangalia út 709km hosszú volt, és kb. 15 órát tartott (plusz a késések), érintve a CFR 405-400-300-701-800-as vonalait. A vonatnak volt páros és páratlan vonatszáma is, mert a 405-400-300-as vonalakon Bukarest (kezdőpont) felé (páros szám), a 701-800-as vonalakon pedig Bukaresttől távolodva (végpont felé, páratlan számon) közlekedett.
Érdekesség, hogy a vonatjegy nyomáskori 127 lejes ára az eladásig 173.000 lejre inflálódott.
The entire Williams family except for for a handfull.
Missing are the Herb, Dan, Noelle, and Nicholas.
Also missing is the Juarez family.
Since Grandma-Tito is the Matriarch of the family all relation descriptions are based on her.
WORK RECORD
Title - Shipyard
Relation -
relation.type -
relation.notes -
Work, Collection or Image - Work
refid - 415
Work Type - mural paintings (visual works)
Style Period - New Deal
Agent Name - Hull, Arthur G. (1881-1941)
Agent Role - muralist (painter)
Cultural Context - American
Material, medium - oil paint (paint)
Material, support -
Technique -
Measurements - 6 ft (H) x 6.75 ft (W)
Date Created - 1935-03-25
Date Completed - 1936-04-20
Date Collected -
Date Allocated -
Date Rejected -
Location Former Repository - Darien High School, Darien, Connecticut
Description -
Inscription -
Subject - Industry (economic concept); Shipbuilding; Shipbuilders; Federal Art Project
Source -
IMAGE RECORD
Work, Collection or Image - Image
Work Type - black-and-white photographs
Style Period - New Deal
Agent Name - Shaw, Alfred Craig
Agent Role - photographer
Material - black-and-white photographs
Technique - black-and-white photography
Measurements - 8 in (H) x 10 in (W)
Date Created - ca. 1935-1943
Date Digital - 2009-04-30
Description -
Inscription - Inscribed on back: "Stamford High"
Source - Connecticut State Library, State Archives, RG 033, Works Progress Administration, Box 2.
Filename - wpaart_hulla_008.jpg
Once there was a concept of life-time job. People used to join one organization and would work there for rest of their life. They would grow with company. Loyalty and relation were given more preference than anything else. Performance, compensation, and growth were important but not as important as emotions and brotherhood. However, now things have changed. More so in last THREE decades. There seems to be a tussle, a kind of tug of war, between performance and compensation. Loyalty, emotions and relations appear like things of ancient time. For an employee, an employer is as good as his last increment; while for an employer, an employee is as good as his performance in last quarter. Both can replace one another at any time and as many times during their life. Who is going to win this war? Will there be any winner? It is difficult to say.
Employees don’t want to link their compensation and growth with their performance. Every year they expect certain percentage of increment. They must get promotion every couple of years. And this should not be linked to their performance. They have irrational comparisons of their compensation. They compare their salaries with their colleagues across functions and with their peers across industries. They are not willing to buy concepts of educational backgrounds, relevant experiences and size or revenue of organization.
Read More about Compensation Versus Performance.
Following factors can influence your compensation in an organization –
1.Relevant experience – Your total experience is irrelevant. What matters the most is your relevant experience in given role and industry type.
2.Education qualification and Grading of College/Institute – It matters a lot. There is basic qualification requirement for each role. Grading of college or institute implies the quality of training, grooming and knowledge you might have received and hence plays an important role. Same holds true for mode of education – full-time or distance learning.
3.Organization Type and Revenue of Organization – A start-up, matured and multi-national organization will follow different compensation structures. Revenue of company also plays an important role. One cannot compare compensation of one role in a 10 million USD company with a 100 million USD company. That is insanecomparison.
4.Internal Equity – There cannot be any comparison between same job titles in two different functions. For example, internal equity calls for same salary range for two sales managers in same city. However, one cannot compare salaries of Sales Manager with Production Manager.
On other hand, employers don’t want to talk about compensation and benefits in isolation. Growth and compensation must be linked with job responsibilities and accountabilities. Loyalty alone is not sufficient. Organizations require loyalty with consistent track of performance to help you grow. You cannot move to next level just because you have spent certain numbers of years in one position or role. In schools and colleges, getting 60% marks is considered as first class and getting above 75% is distinction. However, this is not true in corporate world. You must score at least 75% in your annual assessment to be considered for any increment. You must consistently score above 90% in your annual assessment for at least THREE years to be considered for promotion to next level in hierarchy. Irrespective of your score in annual assessment, as a standard industry practice, you shall be classified as High Performer, Average Performer and Low Performer in the ratio of 20:60:20, which eventually implies – Must Retain, Try to Retain and Let Go.
Following factors can influence your growth in an organization –
1.Career Planning and Competency Development – Employees are responsible for their own career planning as well as developing necessary skills and competencies required to move up the hierarchy. You know what you want in your life. You know what are your strengths, weaknesses and constraints. It is not the responsibility of an organization to plan or develop your career. Organization does arrange for development programs for employees, however, those programs are planned as per growth aspirations of the organization.
2.Job Descriptions and Skill requirement – Organizations shall prepare job descriptions and skill and requirements for each role. These shall be made available to employees for them to know where they stand in the organization and what they need to do to move up in the hierarchy.
3.Assessment Centre – There is a need to have assessment centres in organizations to assess readiness and competencies of employees required to move to next level in hierarchy. Nothing can be more painful than losing an employee to the market who was ready but not identified.
4.What are you looking for?– Employees shall be very clear about what they want. They must not look for right things at right places. Start-up companies provide an opportunity to create something large from scratch; while matured MNC’s gives an opportunity to expand your horizons. In start-up’s, financials are big constraints; while in matured MNC’s, bureaucracy can be a hurdle for your vertical growth. Final choice is yours.
5.Risk taking abilities – Relocation can be a big hurdle in your career growth. Organizations might give you the kind of growth that you need but you can squander that opportunity, if you are not willing to relocate. You must be willing to take risks.
6.Job Satisfaction – It is the responsibility of organization to give you clear job description, tool to perform your job efficiently and set non-discriminatory performance management system, however, it is not the responsibility to organization to satisfy you. Organization can help you live a good lifestyle based on your capabilities and performance but they can do nothing to satisfy your greed.
There seems to be this chicken and egg type of situation. Employees say, “Give us chance. Give us role and compensation and we will prove our abilities”. While the stand of organizations is, “Develop your skills and competencies. Prove your capabilities.Deserve it before you claim it. We will give you growth and development”. Bike cannot move forward while on stand. Similarly, you cannot move forward, if you will not improve capabilities and competencies.
Over the period of time, one thing that has become very clear that relationship development and wealth creation are two different things. Within relationships, there is a wide gap between personal (emotional) and professional relationships. One must understand, respect and appreciate difference between the two. No one does any business to develop personal relations with employees.
Compensation is nothing more than sequence of numbers and irrespective of what you get you will never be satisfied. On the other hand, performance can be described as continuous improvement towards excellence and hence, no matter what you do there will always be scope for improvement. I am not sure who will win the war of performance versus compensation but I have made an attempt to make conceptual clarification. Self-awareness and communication are two tools that can help bridge this gap.
About Us
With multiple successes achieved through driving commercially embedded HR strategy and programs across Africa, Europe, the Middle East, USA, and Hong Kong, Sanjeev Himachali, Talent Strategist & Management Consultant exhibits over a decade and a half years of progressive, leadership experience and core competencies in talent acquisition, management, and development, HR program management, compensation & benefits management, and staff engagements. In January 2015 he launched Ecliptic HR Solutions to provide strategic human resource and talent management consulting across BFSI, Manufacturing, Automobile, IT & ITES, Telecom, Retail, and FMCG sectors.
As a Talent Strategist, Sanjeev partners with organization’s hiring managers to find, select, and hire top talent which exemplifies firm’s values and provides a foundation for organization’s future growth. Sanjeev is adept at expediting change management through leadership, differentiated talent models, attracting and developing the best talent, and building a culture of engagement, agility, and innovation. He has proved to be a trusted advisor to organizational leadership in initiating human capital management strategies and aligning HR best practices and processes with organizational objectives.
As a Management Consultant, Sanjeev is credited with pioneering best practice HR systems and processes for clients that brought a new era of employer brand visibility and saw the company’s HR systems heralded among the industry best. Sanjeev has championed psychometric assessment DISC and Thomas Profiling, and developed Managerial Competency Framework for clients, while simultaneously deploying succession planning strategies for high profile roles in organizations. He is highly experienced in the organizational diagnosis and the design and facilitation of events and staff development activities including executive coaching. Sanjeev has earned his MBA in HR and is certified in MBTI, PPA & Extended DISC Practice, and Green Belt Lean Six Sigma.
Contact Us
Sanjeev Himachali
Address: No: 22, C2, 6th Floor,Hermes Heritage – II,Shastri Nagar, Yerwada,Pune - 411006
Contact No: 9975689991 8149007976
Email : sanjeev.himachali@ecliptichr.com
Website: www.sanjeevhimachali.org
Harder and harder that's what it is the Relation Project....... but from now on we are only two steps away from finishing the project. Bart last week candy picture was a hard one because we allready have multiple candy on candy relations in the project so repeating that would be a shame. So my focus lays on the heart shaped candy that's in the photo. I knew Bart allready did something with a heart to so I had to look for other ideas.
Not that long ago I read some article about manipulating your bokeh which results in a small p.o.c. earlier this week to try out the example. Okey I seems the dude was right and it all works fine but now I had to find a area which have a lot of lights. So from work to home I took the roads laying between the industrial area to stop by a know factory that's easy to photograph. When arrived home I added a gradient layer to the photo to color the hearts so.... "A child can do the laundry".
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For the people who are already lost in the project you can follow the two different relation lines by clicking the links shown below.
Follow: Bart's line
Follow: Mark's line
I'd read about this shelter in relation to the newly discovered example at Carshalton Park. A further search found mention of a big shelter opposite the hospital. A notable raised area can be found on the open space opposite the hospital, with three exposed concrete areas at corners. The shelter can be easily identified with Google Maps.