Looking Good and Doing Good: Corporate Philanthropy and Corporate Power (Philanthropic Studies) 15 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Howard Lake | 8 April 2009 | News Tagged with: corporate Giving/Philanthropy About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
Rachel Tiedehttps://www.tcu360.com/author/rachel-tiede/ TCU’s diversity falls middle of the road compared to peer institutions Rachel Tiedehttps://www.tcu360.com/author/rachel-tiede/ Linkedin Website| + posts Facebook Linkedin ReddIt Twitter Hunter Hayes performed for a crowd of 5,000 in the campus commons on Oct. 16, 2015. Is TCU’s firework obsession because of Boschini? ‘It doesn’t hurt.’ Rachel is a senior multimedia reporter for TCU360.com. She creates in-depth packages and stories for the website, TCU News Now, and the Skiff.Rachel is also on the TCU Triathlon Team, a member of Eta Iota Sigma, the Order of Omega, and the John V. Roach Honors College. She enjoys exploring Fort Worth–seeing plays, trying new restaurants, and cheering on the Horned Frogs! Students debut performances of drag personas as part of unique new course Facebook Frog Aides helps supports local businesses with on-campus ‘state fair’ event Previous articleThe Boykin-Doctson connection continues to thriveNext articleThursday game interferes with class schedules Rachel Tiede RELATED ARTICLESMORE FROM AUTHOR TCU Office of Admission to add new programs to attract and keep diversity ReddIt Twitter Rachel Tiedehttps://www.tcu360.com/author/rachel-tiede/ Rachel Tiede Rachel Tiedehttps://www.tcu360.com/author/rachel-tiede/ TCU places second in the National Student Advertising Competition, the highest in school history TCU Values and Ventures competition grows to largest in school history printVideo Playerhttp://www.tcu360.com/wp-content/uploads/2015/09/101515_RT_BehindtheScenes_VX-80325_lowres.mp4Media error: Format(s) not supported or source(s) not foundDownload File: https://www.tcu360.com/wp-content/uploads/2015/09/101515_RT_BehindtheScenes_VX-80325_lowres.mp4?_=100:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.Jason Derulo. Matt Kearney. Hunter Hayes.These are some of the big-name performers theEnd has helped bring to TCU’s campus.But setting up a concert is not as easy as it looks, Brad Thompson, the assistant director of student activities and marketing, said.“It’s never as easy as: we want this artist, on this date, for this money – go,” Thompson said. TheEnd is an organization that brings entertainment to campus on Friday nights and weekends. The criteria for choosing an entertainer are cost, availability and student demand.“Almost everyone we’ve booked this fall is student request,” Thompson said.If an artist fits all three categories Thompson manages the negotiations with the artist’s management team. Once the artist has been booked, theEnd student workers and volunteers work to make the event flow as smoothly as possible.Led by Jesus Contreras, the director of theEnd, the group discusses event volunteer shifts and brainstorms how to make the entire event, including standing in line, a good experience.“How can we make the whole event one fluid thing?” Contreras said. “We plan things for people to do in the lines and we plan for ways that people can meet the artist.”Although Thompson would not disclose theEnd’s budget, he did say the money comes from a grant through the Chancellor’s office.First-year communication studies major Brandy Tutein said theEnd events are great study breaks.“This is my get away from doing homework,” Tutein said.Even though 5,000 people attended the Hunter Hayes concert on Oct. 16, theEnd is working to reach even more students, Kelly Lee, the graduate assistant for theEnd, said.“I would love for all 8,000 students to come to our shows and to get that experience,” Lee said.TheEnd meets every Wednesday night at 8:30.
A Donegal County Cllr has said the situation with house break-ins in the county is now at crisis level.In the past fortnight there has been a number of break-ins in the Letterkenny area, with an 80-year-old woman being beaten when her home was broken into over the weekend.And as well as this, over the past few months there have also been a number of break-ins in border areas.Cllr Michael McBride is now calling for a meeting between the Council and the Joint Policing Committee.He says more garda manpower is needed on the ground:[podcast]http://www.highlandradio.com/wp-content/uploads/2013/10/michael.mp3[/podcast] Donegal County Council agrees that county is in crisis after latest house break-in WhatsApp 365 additional cases of Covid-19 in Republic Twitter Google+ RELATED ARTICLESMORE FROM AUTHOR Main Evening News, Sport and Obituaries Tuesday May 25th Pinterest Further drop in people receiving PUP in Donegal Facebook Previous articleDonegal County Councils Water and Environment Service to meet with residents of Hazelwood DriveNext articleLabour drops to just 6% support in latest poll News Highland Gardai continue to investigate Kilmacrennan fire WhatsApp Twitter Facebook By News Highland – October 1, 2013 Man arrested on suspicion of drugs and criminal property offences in Derry 75 positive cases of Covid confirmed in North News Pinterest Google+
Google+ Man arrested on suspicion of drugs and criminal property offences in Derry Previous articleDante Moore to face Jason Quigley on Good FridayNext articleFarm crisis meeting has not addressed the real issues – Carthy admin Facebook Facebook RELATED ARTICLESMORE FROM AUTHOR Main Evening News, Sport and Obituaries Tuesday May 25th Pinterest Gardai continue to investigate Kilmacrennan fire Woman who lied to protect Robert Howard back in Arlene inquest witness box Twitter Twitter Google+ WhatsApp By admin – March 15, 2016 Homepage BannerNews WhatsApp 365 additional cases of Covid-19 in Republic Pinterest A former partner who lied to protect child killer Robert Howard has told Belfast Coronor’s Court that she feared for her life when he locked her in a room at his flat in Scotland for two days.Patricia Quinn said she only managed to escape after slipping sleeping tablets into his tea.Ms Quinn told the inquest of Tyrone schoolgirl Arlene Arkinson that Howard was an evil, manipulative charmer, and she could have been his next victim.It was Ms Quinn’s second appearance in the witness box. She was previously excused over claims that the stress of the case had made her contemplate suicide.Ms Quinn provided a bail address for Howard when he was accused of drugging, raping and imprisoning a teenage girl in Castlederg in 1993. She has also admitted lying to police investigating Arlene’s disappearance, adding that she did not know that Howard was a violent abuser.When asked by the Arkinson family barrister if she had considered the “real consequences” of her lies, Ms Quinn replied that she felt guilty but was not responsible.There were angry scenes when allegations were put to Ms Quinn that she and Howard had been seen in a forest with a spade and a bag in the days after Arlene’s disappearance.According to a partially blanked out police intelligence document, a taxi driver was overheard talking about dropping the pair off at a forest near Pettigo.A visibly agitated Ms Quinn denied the claim, saying she herself had initiated searches in the Pettigo area.She also repeated a claim she had made previously that Howard was a police informer. 75 positive cases of Covid confirmed in North Further drop in people receiving PUP in Donegal
Feedback from the professionOn 22 Oct 2002 in Personnel Today Cautious welcome: what experts think of Porter’s involvementAndy Houghton, head of management development for the Royal Bank ofScotland, is optimistic the Porter study will produce research that employerswill be able to use. The company is so convinced of the vital link between effective managementand productivity, it is carrying out its own research to help its managersmotivate staff. “We have started building a model of employee engagement. This willenable us to understand what it is about our employees that drives them to workhard and the factors that reduce motivation,” he said. Bruce Warman, HR director at Vauxhall welcomes Porter’s study withthe proviso that it will not distract the DTI from dealing with other issues. “There are improvements in management which need to be made, but thisstudy must not distract the DTI from tackling other issues which are damagingthe UK’s productivity. “Other areas must also be addressed, such as the increasing bureaucracyof labour laws, gold plating of legislation from Europe, increasing impact ofthe taxation system on business and lack of focus in education which isignoring the need for more craft skills,” he said. Lynda Gratton, associate professor at London Business School, said:”It is wise for the Government to take a detailed look at what ishappening in management. “The UK and Europe lag behind the US in performance management,management education and development.” Gratton believes HR must improve the way it measures human capital if it isto have a significant role in driving forward management change. “The human resource function has been woefully poor at collecting data.Companies know more about their consumers than about their employees. CEOsshould be making decisions based on the same quality of data on their peoplethat they receive from their finance or marketing departments.” Linda Holbeche, director of research at Roffey Park, would like tosee the DTI invite employers and trade unions to a series of regionalconsultations on any report produced by Porter and the Advanced Institute ofManagement to look at ways of implementing recommendations. “I am concerned that Porter will come up with a one-size-fits-allsolution that will not suit the challenges facing managers in differentsectors.” Holbeche said many managers in the public sector are being prevented frommanaging effectively because their priorities are centred on meeting toughgovernment targets. Andy Westwood, head of policy research at the Work Foundation, saidPorter must produce a clear action plan for improving the standard ofmanagement that is affordable, accessible and relevant. “Porter’s study should spell out how the DTI can get alongside businessand provide a range of relevant vocational learning possibilities through itsassociated agencies such as the Sector Skills Councils, the Small BusinessService and BusinessLink.” Related posts:No related photos. Comments are closed. Previous Article Next Article
Signatures of the nightside open–closed magnetic field-line boundary during moderately disturbed conditions and ionospheric substorms
The comparatively low latitude of the Tasman International Geospace Environment Radar (TIGER) (147.2°E, 43.4°S, geographic; −54.6°Λ), a Southern Hemisphere HF SuperDARN radar, facilitates the observation of extensive backscatter from decametre-scale irregularities drifting in the auroral and polar cap ionosphere in the midnight sector. The radar often detects a persistent, sharp increase over ~90 km of range in line-of-sight Doppler velocity spread, or spectral width, from 200 m s−1 at higher latitude. It was previously shown that for moderately disturbed conditions in the pre-midnight sector, the location of the spectral width boundary (SWB) corresponds to the poleward edge of the auroral oval, as determined from energy spectra of precipitating particles measured on board Defense Meteorology Satellite Program satellites. This implies the radar SWB is a proxy for the open–closed magnetic field-line boundary (OCB) under these particular conditions. Here we investigate whether the radar SWB is aligned with the satellite OCB under a broader range of geomagnetic conditions including small to moderate substorms occurring in the pre- and post-magnetic midnight sectors. The behaviour of the SWB can be reconciled with the spatial and temporal variations of energetic particle precipitation throughout the substorm cycle.
FacebookTwitterCopy LinkEmail Toyota Motor Manufacturing of Indiana provides $100,000 gift for Rooftop Art Deck accessibility at the Arts Council of Southwestern IndianaToyota Motor Manufacturing of Indiana awarded a $100,000 grant to the Arts Council of Southwestern Indiana to purchase an elevator to provide access to the Arts Council’s Rooftop Art Deck.The Art Deck, which hosts concerts, open mic events, plein air painting, receptions and other arts and social programming, is currently accessible only by stairs.“Most people think of Toyota’s slogan, ‘Let’s Go Places,’ to mean ‘let’s hop in a car and travel,’ but this gift shows their deep commitment to making all places accessible for all people,” Arts Council Executive Director Anne McKim said. “It’s essential the arts are inclusive, it’s essential we at the Arts Council welcome everyone. Arts and culture are stronger and more vibrant when truly diverse.”Total costs of the purchase and installation of the elevator are estimated at $175,000. The project will begin in early 2020, with a completion eyed prior to the June kick off of the 2020 “On the Roof” music series.The Rooftop Art Deck is located at 212 Main St. in Downtown Evansville and is an extension of the Arts Council’s Bower-Suhrheinrich Foundation Gallery.
By Dialogo April 07, 2014 RIO DE JANEIRO, Brazil – There are just 12 women among 867 men. But these 12 aspiring officers represent a historic milestone for Brazil’s Naval Academy. It’s the first time the country’s oldest institution of higher education has opened the doors of its officer training course to women. “I always dreamed of being in the military,” the top finisher from the applicant pool, Jéssica Custódio, a 20-year-old native of the state of Ceará, said during an April 2 event to present the new midshipwomen. “I always said that if they ever had openings for women, I would sign up.” The competition for admission was fierce. A total of 3,355 female candidates nationwide took the Public Exam for Admission into the Naval Academy – an average of 279.5 women per opening. The candidates were required to be high school graduates between the ages of 18 and 23, single and without children. “The preparation was pretty intense. I dropped everything to prepare for the exam,” said Rebeca Ferreira, a 19-year-old native of Rio de Janeiro who was inspired by her brother, her uncle and her grandfather, all of whom served in the military. In addition to written exams, male and female applicants must pass the same physical tests and medical evaluations. “The only difference the women have in the physical part was being able to do push-ups with our knees on the ground,” said Custódio, whose father is a corporal in the Brazilian Army. The Navy was the first of the country’s three military branches (Navy, Army and Air Force) to accept women, 33 years ago, with the creation of the Women’s Auxiliary Corps. Based on the institution’s needs, they were admitted through public exams and expected to hold a university or technical degree. They would participate in a course to prepare them for service in the Navy, where they had no chance of ascending past the rank of frigate captain. In 1997, the Navy did away with the Women’s Auxiliary Corps and distributed women among the institution’s ranks, where they gained access to the same positions as men. In 2012, Capt. Dalva Maria Carvalho Mendes was promoted to medical rear admiral, becoming the first woman to hold the position of general officer in the Brazilian Armed Forces. The 12 aspiring officers in the Naval Academy, which has been on Villegagnon Island in the Guanabara Bay since 1938, are the first to enter without prior training and with the opportunity to earn college degrees as naval officers. “There were intense preparations in relation to the midshipmen and the officials who welcomed them here, not just in terms of the rules, of course, but in terms of leadership, coexistence and how to deal with midshipwomen,” said the commander of the Midshipmen Corps at the Naval Academy, Capt. Rocha Martins. The Naval Academy’s structure also has undergone adjustments, as there are female-only housing units, bathrooms, infirmary beds and laundry facilities. Video cameras and alarms were installed in corridors and entrances of the midshipwomen’s housing unit for safety reasons. “Just as it’s an adaptation process for us, it’s an adaptation process for them,” Custódio said. “But there’s a significant amount of mutual respect.” The 12 midshipwomen will receive training in logistical, financial and administrative matters pertaining to the Quartermaster Corps. The other two training Corps at the Academy – considered to be in combat areas – are Armada (activities aboard ships) and Marines (troop actions on the ground), which remain restricted to men. However, men and women from all three Corps perform the same routines of study and physical exercise. It’s only in the second through sixth years of the course when the midshipmen are separated. All midshipmen and midshipwomen wake up at 6 a.m. and are in bed at 10 p.m. They spend their nights at the Academy, only allowed to leave on weekends. Despite their efforts to overcome it, homesickness seems to be the hardest part for midshipwomen. “I really miss my sisters,” Thais Oliveira, an 18-year-old from Brasília, said. But they have each other for support. “We’re very united and we can count on each other,” Ferreira said. The midshipwomen adhere to strict rules of appearance, which include short or pinned-up hair, discreet makeup and earrings that are smaller than their earlobes. “I think it’s important to get dressed up and use makeup, especially because the uniform takes away a bit of our femininity,” Thais Afonso dos Santos, 22, said. “We don’t stop being women in here.” The midshipmen who complete the course will be promoted to the rank of Navy officer (guarda-marinha) and embark on a six-month trip through the Americas and Europe. Upon their return, they’ll be promoted to the rank of 2nd lieutenant and stationed at Navy bases nationwide. “The entry of women is an important step that will be evaluated,” Naval Academy Commander Vice Admiral Antônio Carlos Soares Guerreiro said. “We’re going to analyze the results of this first class after five years to see their performance and consider expanding the number of openings or expanding participation into the courses for the other Corps.” There will be 12 openings for women annually for the next five years at the Naval Academy. A total of 22,208 women make up 6.34% of the Armed Forces, with 5,815 in the Navy, according to the Ministry of Defense. Brazilian President Dilma Rousseff in August of last year signed Law 12,705, allowing female soldiers to enter areas that previously had been restricted to men in the Army. Still, the presence of women remains higher in administrative sectors and in the medical and dental services. But it’s different in the Brazilian Air Force (FAB), which has a military-high 9,927 females, including many who have combat roles piloting fighter planes and helicopters. Asked about her dreams for the future, Ferreira’s answer seems unanimous among the midshipwomen: “I want to be one of the first female admirals trained by the Naval Academy.” Now, it’s up to them. See the photo essay here. What should I do to join the Brazilian Navy?Do I have to go to some kind of preparation course? What should I do to join the Navy? It depends on what field you want to get in. There are always public tenders with adaptation positions being announced, as mentioned, that you, being already graduated, you get it, get an adaptation course and take an administrative position (most part of the time). If it is like the Merchant Shipping, the limit admission age is 40 years old. On the presented case, the tender is to capacitation, and afterwards is what already has been said, the limit age is 23, and you will finish it with an undergraduate degree.The preparation course is optional, and it depends from person to person. There are people who study by themselves and manage to pass the tender.I hope I helped you. Can join without prep courses, but will have to go through tests . One day, I want to be in the Navy, be a part of this military service. I dream about that every minute and always seek this topic for myself, one day to fulfill my dream of being a Marine. This dream that I will be there. These women are the proof that dreams can come true and I know my dream will come true. I am 15 years old and in a few years I’d like to join the Marines, I admire them a lot and it is my dream. I am 17 years old and Iâ€™m already preparing myself for a military careerâ€¦ #Love#Military# Do we need to do a test or we just go under training once inside, I would like to know what should I do to join the Navy. I am 16 years old and Iâ€™ll be 17 this yearâ€¦ I am 15 years old, and I dream with this profession since I was a little girl. In a few years I intend to do the test and in Jesus name I will pass!! What do I have to do to join the Navy? Are there any scholarships or aid? I’m 22. Thanks. I am very proud of them. They are true warriors, in particular, the aspiring Maria Carolina. I know how hard she worked for this competition, which is so competitive among so many girls. Now, all she has to do is move forward with a wonderful career. Congratulations to all of them! Hello, I am 19 years old. My biggest dream ever since I was little has been to join the Navy. It’s a profession that I admire so much I even get emotional when talking about it. I love the profession dearly and hope to make my dream come true. Love and kisses. I am 15 years old. How do I become a military officer? I love that profession. Hello, I want to congratulate all of these warriors for joining this remarkable school! I am 14, and my biggest dream is to join the Brazilian Navy. With faith and my abilities, I will get into this Naval school. God willing! Hello. I am 15 years old. What do I need to do to get into the profession? My dream is to become a sailor. I am 15 years old. I really want to join the Navy! I study at Instituto Federal IFRN. This is my first year. What do I need to do? You can’t just go into any profession. You need to take a test, if you want to get in. Good luck because they’re only 43 openings for 5,000 people. I’m a 14 year old girl. I turn 15 this year on 03/07/16. I would really like to enter the Navy’s school. My dream is to be able to be a sailor. That is the dream of all women like me. It is my dream, God willing, to be part of the Navy.
30SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Charles Shanley Charles Shanley has specialized in executive recruiting and project management for more than 20 years. He has a solid background in all facets of Executive Search and has extensive experience … Web: www.jmfa.com Details Financial Institutions of all sizes and types – and really, businesses of any kind – use an array of quantifiable measures to evaluate performance. It’s typically an alphabet soup of sorts – the Key Performance Indicators like ROI, A/R and EBITDA – that guide the organization’s vision, strategy and tactics.But where does culture fit in, and how does it impact your credit union’s members? While not as quantifiable as dollars, culture is perhaps the biggest influence on how credit union associates treat members. And it’s those members’ reactions and perceptions of the organization that ultimately impact those benchmark statistics.Definitions of culture at dictionary.com include, “the behaviors and beliefs characteristic of a particular social, ethnic or group.” Applying that version to credit unions, below are some questions to ask to assess if your credit union has a member-centric culture: Q: Does our culture align with our strategy?A: If your institution’s goals and strategies emphasize the quality of member relationships instead of quantity, its culture may be noteworthy for thoughtfully and methodically performing procedures such as associate training, member onboarding, community-building and respectful time management for meetings or flexible working conditions. If the internal behavior is otherwise, then treatment of members will surely follow.Q: Are the right people in the organization establishing the culture?A: If the culture is not being led by the CEO with strong support from the head of HR, it may be time to hit the reset button. Increasingly, CEOs are hired or promoted from within due to their vision, their willingness to continue a good culture or even to correct a failing culture that’s not serving its members. While some may believe that an organization’s board of directors should set the cultural tone, the board’s role typically comes from the 50,000-foot view, and they’re not in enough proximity to members to have direct cultural influence. Instead, look for examples of collaboration and accountability initiated by the organization’s everyday leaders.Q: Is our high regard for our members reflected in our hiring practices?A: From top to bottom, vacancies should be filled by those who prove to be concerned and responsive to members. A “good fit” goes well beyond matching candidates to operational skills or the immediate task. It’s more about their willingness to get to know the members and their needs, and how best to make them aware of helpful products, particularly as long-term employees retire or exit the industry, and newcomers help lead a transition from order-taking to a consultative, sales and service approach. During the hiring process, are you asking the candidate about their values, their intentions or even their willingness to complete a trial project? Their answers may well indicate not only their capabilities but their compatibility with members who may represent either a geographic community or a dedicated segment such as teachers, law enforcement or similar.Q: Though led by a few key associates, is our culture felt company-wide?A: Since your organization exists to either fill members’ needs or solve their problems – and likely a combination of the two – it’s imperative that everyone feels they’re a participant in the culture. Culture is shaped by both daily and occasional events. It may take one person to conceive an idea, another to authorize it and another to execute, but everyone should have a participatory role in order to have a member-focused mindset. An easy way to engage associates and even members is to establish a blog that gives associates an opportunity to express their interests and relevant views, while also communicating a sense of openness about the organization.Q: Is a member–centric culture being communicated consistently, and through examples? A: Both reinforcing values and effecting change require constantly laying out the current status, desired direction, and reasons for any change. Tactically, this can occur through emails, blog postings, newsletters, team-building exercises or other activities. Member success stories and feedback are opportunities that beg to connect associated with each other and other members. Committing to frequency or a specific day-of-the-week can help build anticipation and curiosity. In summary, if your organization is not creating an internal culture that reflects the needs of its members, it may be an ideal time to re-think its priorities and reason for being. In that case, the facilitation skills of an external consultant and business partner experienced in the industry can not only be helpful, but invaluable.
President Donald Trump Friday signed into law H.R. 7010, the Paycheck Protection Program Flexibility Act of 2020. The bill passed the House overwhelmingly with bipartisan support and the Senate by unanimous consent. NAFCU is supportive of changes to ensure small business owners can use the Small Business Administration’s (SBA) paycheck protection program (PPP) loan funds effectively to support employees and businesses.Under the law, small businesses will have up to 24 weeks to use the loans and the deadline for rehiring workers would be extended from June 30 to the end of this year. It will also change the requirement related to the portion of PPP loan forgivable amount that must be used toward payroll from 75 percent to 60 percent.Following its enactment, NAFCU released an updated version of its PPP FAQs noting these changes. In addition, Question No. 54 clarifies that although H.R. 7010 extended the covered period of loans, it did not extend the PPP’s authorization date. This means that no new PPP loans may be disbursed after June 30, 2020, unless additional changes are passed. Question No. 3 also flags that H.R. 7010 changed the program’s loan maturity from two years to five.The association expects the SBA and Treasury to release additional guidance and interim final rules to address changes made by H.R. 7010. ShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr continue reading »