This week's interview is with Operations Director, Jeff Krueger. The Crew interviews Jeff about his role at The Well and his Serve Dei project at Rescue the Children. The Crew also discusses Serve Dei and the project that they did with their WSM students. Email thespoutpodcast@gmail.com with any feedback or leave a review on iTunes. Like The Well - Spoutcast on Facebook, find us on Twitter: @thespoutcast, or add us on Instagram: @thespoutcast. Check back in with the Spoutcast each week for a new episode or search Spoutcast in iTunes to subscribe to this podcast. This week's music is from The Gospel Whiskey Runners. Speaker: The Spoutcast Team

When Deion Sanders and his CU Buffs host Utah, Folsom Field will welcome an old friend home.

FOX Sports' Joel Klatt joins Colin Cowherd to discuss why Deion Sanders deserves Coach of the Year.

Keyshawn Johnson discusses whether Deion Sanders should play a key role in guiding his son, Shedeur Sanders, through the NFL Draft process. He breaks down the potential impact of Deion’s involvement in Shedeur’s future as a top draft prospect.

Boletim de ocorrência identificou morto como Francisco Wanderley Luiz, que foi candidato a vereador pelo PL.

Colorado superfan Peggy Coppom turns 100 next week, and coach Deion Sanders is hoping to deliver her what might be the best birthday gift ever.

Типичное, кстати
https://nypost.com/2024/11/09/us-news/fema-official-who-allegedly-told-workers-to-avoid-florida-homes-with-trump-signs-fired-report/
https://www.dailywire.com/news/exclusive-fema-official-ordered-relief-workers-to-skip-houses-with-trump-signs
государственная контора FEMA обходила дома жертв
очередного урагана, с целью раздачи государственного
пособия, с официальным указанием не раздавать пособие
жителям домов с плакатами за Трампа.

Партия жуликов и воров походу, мочилово диссидентов
есть неизбежный результат слияния партийных структур
и бюрократических. Вот еще про то же самое
https://x.com/jamesokeefeiii/status/1852079116364742758
https://x.com/matt_vanswol/status/1855272159402176693
https://www.washingtonexaminer.com/news/3196242/disaster-equity-fema-shifted-focus-to-migrants-climate-and-dei/
https://nypost.com/2024/10/07/us-news/unearthed-woke-fema-webinar-touts-shift-toward-disaster-equity-in-emergency-management-priorities/
https://nypost.com/2024/11/10/us-news/nyt-has-yet-to-issue-correction-for-wrongly-claiming-trump-falsely-accused-fema-of-avoiding-supporters-homes/

По ссылке от stas@dw.

Привет

‘Some people want to judge—they don’t want to be curious,’ said Sudeikis in a new book about the hit show

This is a study of the Godhead; also called the Trinity, or the Tri-unity of God. The best definition of the Trinity is that there is only one God, but in unity of the divine and infinite Godhead there are three personalities, the Father, the Word (or Son), and Holy Spirit, of one substance, power and eternity, each having the whole divine essence, yet the essence undivided. Again in simpler terms; There is only one God, but in the unity of the Godhead there are three eternal and co-equal Persons; the same in essence but distinct in existence.

New video by PeteNewport: This is Art #MadeInUSA #PaddleCraftsmanship #HandcraftedGear #AmericanMade #Watersport #PaddleStrong

¿En qué momento la influencia se convierte en una falta de influencia?

Fr. Tom discusses the false ideas surrounding religion today and how one truly comes to know Christ in the Church.

The Ascension of our Lord Jesus Christ into heaven is not an isolated occurrence that befits only the Son of God. It is the promise to all those who are in Christ to ascend in and with Him to glory.

The Ascension of our Lord Jesus Christ into heaven is not an isolated occurrence that befits only the Son of God. It is the promise to all those who are in Christ to ascend in and with Him to glory.

Aim/Purpose . The quantitative comparative ex post facto research study covered in this paper aims to fill gaps in the literature by focusing on whether gender influences perceptions of leadership; diversity, equity, inclusion, and accessibility (DEIA); and job satisfaction among federal employees within the Department of Justice using empirical data. The study also explores whether there are relationships between the perception of leadership and job satisfaction and the perception of DEIA and job satisfaction. Background. Since 2002, the United States Office of Personnel Management (OPM) has administered the Federal Employee Viewpoint Survey (FEVS), which measures employee perceptions of whether and to what extent successful organizational conditions exist in their agencies. Areas currently assessed within the FEVS include training, job satisfaction, leadership effectiveness, management effectiveness, work-life balance, and diversity, equity, inclusion, and accessibility. The exploration of variations in perceptions of leadership, DEIA efforts, and job satisfaction among U.S. federal employees by gender and other criteria are crucial areas for research that are underrepresented in the literature. This is not only important for the United States federal government, which is grappling with high attrition rates, but also for public administrations around the world. Methodology. A quantitative ex post facto research design was used to analyze data from responses of U.S. federal employees working for the Department of Justice. Leadership, job satisfaction, and DEIA were all measured using aggregate scores from pre-determined question sets. Differences based on gender were analyzed using t-tests. Additionally, chi-squares and Spearman’s rank correlations were employed in order to explore whether there is a relationship between the perception of leadership and job satisfaction and the perception of DEIA efforts and job satisfaction among U.S. federal government workers. Contribution. The findings of this study aid in providing empirical data to support the need for federal government leadership to understand the impact of employees’ perceptions on their willingness to continue working in the federal government. The research study was grounded in Public Service Motivation Theory, which centers around factors that motivate individuals to pursue and maintain careers in the public service sector. More specifically, this study supported the public service motivation theory in that it looked at gender as a mitigating factor in public service motivation as well as explored the role of leadership and DEIA as a correlating factor to job satisfaction. The results of this research have practical implications for federal government leaders interested in increasing employee motivation and retention and who should be considering the range of sociocultural and demographic characteristics that have been found in the research to impact employee perceptions and experiences. Findings. The analyses found differences in perceptions of leadership, DEIA, and job satisfaction among United States Federal Government employees based on gender. Additionally, perceptions of leadership and DEIA were both found to influence job satisfaction. The first research question explored in this study used a t-test to consider whether the perception of leadership among U.S. federal employees differed based on participant gender with significance found. The second research question examined whether the perceived job satisfaction of U.S. federal employees differed based on gender, with statistical significance detected. The third research question focused on whether perception of DEIA differed when gender was explored and the results of the t-test indicated a significant difference in perceptions of DEIA when gender was considered. The fourth research question considered the relationship between the perception of leadership and job satisfaction. A Chi-square and a Spearman Rank Correlation were performed, and a relationship was found to exist. Research question five explored whether a relationship exists between the perception of diversity, equity, inclusion, and accessibility initiatives and job satisfaction, with significance found following a chi-square and a Spearman rank correlation. Recommendations for Practitioners. Leadership behaviors of managers and the existence of DEIA policies play a critical role in employees’ job satisfaction and commitment. The recommendations for organizational leadership in the public service sector include addressing gender inequality in work practices and environments and cultivating more inclusive organizational cultures. Recommendations for Researchers. The lack of inclusion of socio-cultural norms in the research on public service motivation is a gap that has yet to be sufficiently addressed and is an area of research that should be explored. Impact on Society. Research on public service motivation in local, state, national, and international government employment can aid organizations in developing strategies for improving recruitment, selection, and retention in public service organizations. This information can advance scientific knowledge on transforming management and leadership practices across sectors. Future Research. Future research can expound on what has been done here by examining in more detail how various identities, and more specifically intersecting identities, within the LGBTQIA+ community as well as other historically marginalized groups, impact such factors as perceptions of leadership, job satisfaction, employee motivation and retention, and work-life balance. Perceptions of specific DEIA initiatives should also be further explored.

Google is facing criticism in Spain and Italy for alleged anti-piracy failures. The latest claim accuses Google of ignoring notices that aim to remove pirate IPTV providers from search results. So here's the thing: why would a company take down 10 billion URLs from search but suddenly start acting differently? The public labeling of Google as "grossly negligent" deserves context too; two weeks ago, Google's diligence prevented one of its accusers from deindexing its own website.

From: TF, for the latest news on copyright battles, piracy and more.

Orlando, FL — Ensuring psychological safety and diversity, equity and inclusion in the workplace demands safety professionals’ expertise, skills and practice, according to one expert.

Join the MSD Solutions Lab on Sept. 28 as it explores ergonomics and DEI.

The new foods are the latest additions to Gardein's Ultimate Plant-Based collection, which debuted in 2020 with the arrival of the Ultimate Plant-Based Burger, and continued the following year with the first three Ultimate Plant-Based Chick'n items: tenders, nuggets and fillets.

Gardein, a brand of Conagra Brands, Inc. debuted five new Gardein Soups, the first-ever line-up of soups featuring plant-based meat alternatives.

Wheat processor Crespel & Deiters commissioned the construction of a €18.5 million ($20.7 million) silo building at its main site in Ibbenbüren, Germany at the beginning of the year – the largest single investment in infrastructure in the company’s history. 

Human peptidylarginine deiminase isoform VI (PAD6), which is predominantly limited to cytoplasmic lattices in the mammalian oocytes in ovarian tissue, is essential for female fertility. It belongs to the peptidylarginine deiminase (PAD) enzyme family that catalyzes the conversion of arginine residues to citrulline in proteins. In contrast to other members of the family, recombinant PAD6 was previously found to be catalytically inactive. We sought to provide structural insight into the human homologue to shed light on this observation. We report here the first crystal structure of PAD6, determined at 1.7 Å resolution. PAD6 follows the same domain organization as other structurally known PAD isoenzymes. Further structural analysis and size-exclusion chromatography show that PAD6 behaves as a homodimer similar to PAD4. Differential scanning fluorimetry suggests that PAD6 does not coordinate Ca2+ which agrees with acidic residues found to coordinate Ca2+ in other PAD homologs not being conserved in PAD6. The crystal structure of PAD6 shows similarities with the inactive state of apo PAD2, in which the active site conformation is unsuitable for catalytic citrullination. The putative active site of PAD6 adopts a non-productive conformation that would not allow protein–substrate binding due to steric hindrance with rigid secondary structure elements. This observation is further supported by the lack of activity on the histone H3 and cytokeratin 5 substrates. These findings suggest a different mechanism for enzymatic activation compared with other PADs; alternatively, PAD6 may exert a non-enzymatic function in the cytoplasmic lattice of oocytes and early embryos.

Upcycled Foods, Inc. has co-developed Upcycled Pizza Dough with DeIorio's Foods, Inc., a frozen dough manufacturer that's celebrating its 100th anniversary this year. 

Packaging machinery manufacturer Deitz Co. has produced a neck banding machine that automatically applies tamper-evident shrinkbands onto tiny bottles. 

The Parent Coaching Institute (PCI) proudly announces that PCI Certified Parent Coach® Caitilyn Medeiros returns to provide parent coaching services with updated website.

Shelly McNamara, head of equality and inclusion at Procter & Gamble, knows just how valuable it is to work at an inclusive company. Back in 2012, as a VP at P&G, she came out publicly as LGBTQ, and she's since worked tirelessly to ensure that the organization is not only diverse but also a place where all employees feel like they can be their authentic selves. After more than a year of pandemic and political and racial tensions in the U.S. and other parts of the world, these issues have become even more critical for businesses to address, and McNamara points to specific DEI strategies that have proven effective in a variety of corporate environments. McNamara is the author of the book "No Blanks, No Pauses: A Path to Loving Self and Others."

Over the past few years in the United States, we’ve seen some horrific examples of racism seize the public consciousness. Amid all these tragedies – and the protests that followed – U.S. business leaders promised they would do their part to fight the problem, making workplaces more diverse, equitable and inclusive. But now it's time to go a step further, say James White and Krista White, father-and-daughter authors of the new book, “Anti-Racist Leadership: How to Transform Corporate Culture in a Race-Conscious World”. They share their own experiences as Black Americans in the workplace and lessons from James' time as CEO of Jamba Juice. And they offer advice on how corporate leaders can promote lasting change in their own organizations and society at large.

Over the past few years, organizations around the world have invested in diversity, equity, and inclusion initiatives with varying results. But to achieve lasting change, they'll need to commit to that work for much longer, says Ella Washington, organizational psychologist and professor at Georgetown University’s McDonough School of Business. Her research shows that companies move toward DEI maturity in five stages (aware, compliant, tactical, integrated, and sustainable) and each takes time to work through. She explains why some organizations get stuck, and how to overcome those challenges. Washington is author of "The Necessary Journey: Making Real Progress on Equity and Inclusion" and the HBR article "The Five Stages of DEI Maturity."

After the summer of 2020 in the United States, many organizations made a big push to increase diversity, equity, and inclusion in their ranks and operations. But now, many fear that that momentum is slipping, especially in the face of economic headwinds. Laura Morgan Roberts, organizational psychologist and professor at the University of Virginia Darden School of Business, says it is time to recommit to these efforts by creating the conditions for all workers to flourish. She explains four freedoms that organizations can foster to allow employees to become their best selves — and even be able to fade into the background when they choose. Roberts wrote the HBR Big Idea article “Where Does DEI Go From Here?”

Event Begins: Wednesday, November 13, 2024 2:00pm
Location:
Organized By: University Career Center

Cushman & Wakefield invites all students, current C&W interns and graduates to attend our virtual DEI Panel Series this November 2024, where you will hear from C&W professionals who are passionate about fostering a culture of inclusion and belonging in the workplace.This session will cover:Intersectionality: This session will dive into the multifaceted concept of intersectionality. Our diverse group of speakers will explore the overlapping layers of social categorizations and their impact on individuals in the workplace. Engage in thought-provoking discussions, gain new perspectives, and learn how to foster an inclusive environment that recognizes and celebrates the complexity of individual identities. November 13th at 11am PST/ 1pm CST/ 2pm ESTWe will also host 2 other sessions covering:• Embracing Diverse Perspectives: We will explore the dynamic advantages of a truly inclusive environment. We will uncoverhow embracing diversity not only enriches our work culture but also propels the commercial real estate sector forward through innovative thinking and collective wisdom. Engage with leaders and change-makers who will shareinsights on fostering an atmosphere where every voice is heard and valued, contributing to the tapestry of a vibrant and successful industry. November 20th at 11am PST/ 1pm CST/ 2pm EST•Navigating Unconscious Bias: This insightful discussion will go into the subtle, often unnoticed prejudices that shape our interactions and decisions in professional environments. Our panel will shed light on howunconscious biases form, their impact on workplace dynamics, and strategies for fostering a more inclusive and equitable work culture. Through interactive dialogue and real-world examples, participants will gain valuable tools to identify and challenge their own biases, contributing to a more diverse and understanding workplace. November 6th at 11am PST/ 1pm CST/ 2pm ESTIn order to attend the event, youneed to register using the external link. You will receive an email confirmation once registered. We look forward to you joining us! Questions? Contact us at EarlyinCareer@cushwake.com

The kit enables food, pharmaceutical and nutritional product manufacturers to mount a printer underneath the company's Pharmafill^TM BCV1 Bottomless Conveyor and automate lot traceability coding on bottle bottoms.

Leading European wheat adhesive specialist improves service for corrugated board manufacturers in Latin America.

Committing to company DEI measures takes time and effort, so why should modern employees get involved?

Read more: Putting the I in DEI: Why you should get involved with workplace diversity

The Trinity spin-out is looking to raise €3.6m to conduct its first clinical trials.

Read more: Plio Surgical wins big at the InterTradeIreland start-up competition

Indianapolis, IN United States Description Looking For Extra Cash? Part Time Seasonal Opportunities Available Now!! Menzies Aviation is looking for Part Time employees to join our Deicing team at Indianapolis Airport (IND). These positions are seasonal from October through Spring (April/May). Training planned to begin in September. + 1st and 2nd Shift schedules with weekend availability needed. + Competitive Wages $20/hr + No Experience Needed – Paid Training Provided + Uniforms Provided w/ Winter Gear + Opportunities for growth and advancement Essential Duties and Responsibilities include the following. Other duties May be assigned. + Responsible for checking aircraft for leading edge ice and frost. + Application of Deice Fluid Type 1 or Type 4 to aircraft wings fuselage and tail. + Responsible for driving large heavy vehi

Bwi Airport, MD United States Description + A flexible schedule is needed due to the ever changing airline schedules. Essential Duties and Responsibilities include the following. Other duties May be assigned. + Responsible for checking aircraft for leading edge ice and frost. + Application of Deice Fluid Type 1 or Type 4 to aircraft wings fuselage and tail. + Responsible for driving large heavy vehicles around aircraft while deicing operation is being performed. + Responsible for accurate accounting of deicing fluid transactions. + Perform daily quality control checks on equipment and vehicles. + Operate headset/radio to provide communication between ground crew flight crew and dispatch. + Know and comply with all safety procedures/protocols. + Provide additional service as required. + Able to meet the Stations attendance/tardiness standa

Indianapolis, IN United States Description Looking For Extra Cash? Part Time Seasonal Opportunities Available Now!! Menzies Aviation is looking for Part Time employees to join our Deicing team at Indianapolis Airport (IND). These positions are seasonal from October through Spring (April/May). Training planned to begin in September. + 1st and 2nd Shift schedules with weekend availability needed. + Competitive Wages $20/hr + No Experience Needed – Paid Training Provided + Uniforms Provided w/ Winter Gear + Opportunities for growth and advancement Essential Duties and Responsibilities include the following. Other duties May be assigned. + Responsible for checking aircraft for leading edge ice and frost. + Application of Deice Fluid Type 1 or Type 4 to aircraft wings fuselage and tail. + Responsible for driving large heavy vehi

Drummer and composer Hilario Rodeiro Quinteto's PAUSA(which, no surprise, means "pause" in Spanish) invites listeners on a refreshing journey through jazz, with the band's rich heritage and innovative flair woven into every note... [ read more ]