“We voted for Vidhan Sabha elections and our polling station was Queen’s college. However, it seems that the State election commission did not validate its list from the Central election commission’s list. Could see the pain and anguish of people, especially the senior citizens whose statutory right to vote has been compromised because of irresponsible officials of the State election commission,” said Mr. Haider.Sayyad Ashraf Warsi, who runs a food store in Qaiserbagh, was, however, not that lucky. He could not find his name in the list in ward 44 of the Lucknow municipality where he lives. When he contacted officials, he said, they told him nothing could be done.”I had used the same booth in Tikrahouse to vote in the Assembly election. I don’t know what happened today. The officials at the booth went through the entire list but could not find my name,” said Mr. Warsi, looking puzzled. He said there were many others at the booth like him.Another voter in Lucknow complained that that his name was missing from all lists.”My vote used to be in Lucknow Montessori College, Purana Quila but it seems that voting stations have changed. I was told to try at Municipal Nursery School opposite Loreto but could not find our names there. What a pity!” he said.Samajwadi Party chief Akhilesh Yadav also raised the issue through a tweet. “Media reports that a lot of voters names are missing from the voting list of today’s election. This type of digital India cannot take us forward,” he said.The State election commission is yet to issue a statement. Second phase of civic polls in Uttar Pradesh Voting for the second phase of municipal election in Uttar Pradesh was marked by a large number of names missing from the voter lists across the State.In Lucknow itself, many well-known persons as well as common voters could not find their names on the voter list.Three-time Mayor of Lucknow Dauji Gupta could not find his name in the voter list in Naka Hindola area of the State capital, along with 20 family members. UP cabinet minister Rita Bahuguna Joshi and Senior Bharatiya Janata Party leader Kalraj Mishra’s names were also missing from the voters’ list.MLA Nasir Khan from Rampur also could not vote.Mohammad Haider, a lawyer from Lucknow, was irate after he did not find his name in the original list. He located his name in some other ward’s list and eventually managed to vote.
Bollywood veteran and Bharatiya Janata Party leader Shatrughan Sinha returned to his native Bihar to thank his fans and well-wishers for praying for his well-being at a time when the world of art and culture had lost many luminaries in the country and abroad. “It is because of the strength of your love, affection and prayers that I am standing back on my feet now,” Sinha said on his first visit to his native Patna after his recent bypass heart surgery. “I have come here primarily to thank you all in person.”Shotgun, as Sinha is fondly called, said that the last two years had been particular bleak for the world of art during which many stalwarts from different fields passed away. “We have lost people such as Bharat Ratna Bhimsen Joshi, ghazal kings Mehndi Hassan and Jagjit Singh, superstar Rajesh Khanna, world champion wrestler-actor Dara Singh, writer-director B R Ishara and many more,” he said. “I was also hospitaliszed during this period but it is because of the sheer love and affection, good wishes and prayers of the people like you that I have recuperated and am in the midst of you,” he told a gathering in Patna.Sinha said that he was in particular thankful to all the leaders, both from the ruling coalition as well as the Opposition, who used to inquire about his health from time to time. “I am thankful to chief minister Nitish Kumar, deputy chief minister Sushil Kumar Modi, BJP’s state president Dr C P Thakur, NDA’s state convenor Nand Kishore Yadav who showed concern about my health,” he said.Sinha said that Rashtriya Janata Dal president Lalu Prasad, Lok Janshakti Party chief Ram Vilas Paswan and many others also inquired about his health while he was in hospital. “RJD MP Ram Kripal Yadav, in fact, came to the hospital where I was admitted in Mumbai to inquire about my well-being,” he added.Sinha on Monday evening, called on Chief Minister Nitish Kumar to personally thank him. During the meeting, he talked about construiction of a sports complex at the Rajendra Nagar Physical Training Ground in Patna. He also discussed the project of an auditorium-cum-food court on the banks of Ganga.The Patna Sahib MP also assured his fans and party workers that he was fully fit to take part in any programmes. He also went to Harmandir Sahib gurudwara, the birth place of the tenth Sikh guru, Guru Gobind Singh, at Patna City. He inaugurated the close-circuit television system there.Sinha had undergone a bypass heart surgery at Kokilaben Dhirubhai Ambabni Hopistal in Mumbai in July this year. He was admitted to the hospital after he complained of breathlessness at his newly-painted home in Mumbai. advertisement
There are a ton of reasons to go freelance—time off whenever you want it, the freedom to pick and choose your projects, and the ability to see your work through from start to finish. In some ways, working for yourself can be more fulfilling than office life. On the other hand, lots of people wonder how they’ll move forward in their career after several years of flying solo. Usually, freelancers have built themselves up to a certain level in order to be qualified to go out on their own, but it’s natural to wonder: After freelancing, what exactly are you qualified to do, and how do you find a new position that fits your unique skill set? Even more importantly, how do you get used to going back to the daily office grind when you’ve been enjoying a life of total freedom? We talked to career and job search consultants to find out.1. Evaluate the pros and cons of your current setup.If you’ve decided to leave your freelance career behind, at least for now, there are probably some pretty specific reasons you want to go back to a full-time gig.“Given that the dynamics between working for yourself and working full-time for someone else are quite stark, take careful stock of which aspects of your freelance life have and have not served you well,” suggests Joseph Liu, career consultant and host of the Career Relaunch podcast. Then, look for a job that has the best elements of your current setup, while leaving behind the worst ones. “For example, if you love the flexibility of freelancing, focus on companies that have cultures that embrace flexible working arrangements, and be wary of environments that feel too traditional,” he says. Similarly, if you have had a hard time working alone during your freelance time, seek out a collaborative team environment in your next position. Looking ahead, during your interview is a great time to parse out how well your wish list stacks up to the realities of the jobs you are being considered for.Browse Open Freelance Roles2. Figure out your “unfair advantage.”The first step to marketing yourself post-freelance life is to consider what you can do better than those who have been working in offices exclusively. “I always recommend freelancers consider their ‘unfair advantage,’” says Liu. “In other words, the skills you’ve amassed as a freelancer that other non-freelancers would have a hard time replicating. Honing in on these specific skills will form the foundation of your unique selling proposition as a way of differentiating you and helping you stand out from others who may have only worked full-time.” In other words, what do you have that traditional office workers don’t? Experience working on a super tight budget, relying on only yourself under pressure to problem solve, and marketing yourself organically are all great examples of things you probably have gained from being a freelancer. Many of these unique-to-freelancing skills are incredibly valuable in an office environment. “Try to hone in on three to five skills that freelancers uniquely possess,” suggests Liu, and in your discussions with potential employers, “ensure you capture specific examples of how those skills have driven results in a way that could also be relevant to your target company.”3. Target the right gigs.Anyone can tell you that job hunting can be a tedious and exhausting process, but one of your skills as a freelancer is likely finding work. Good news: You can use that freelance hustle to find yourself a permanent job and make the process as painless as possible. As for what types of jobs to start with, “look for something that is similar in field or function to a freelance engagement you did,” advises Nancy Halpern, Principal at KNH Associates, a talent management firm. If you’re comfortable, “maybe even pitch yourself to a client if you see that they have a repeating need,” she adds. If you’re not sure where to start, Halpern recommends looking to skill sets you’ve received the best feedback on as a great place to start. Make sure to highlight these competencies on your resume in a “representative engagements” section. “Showcase the companies you did freelance work for, what problems you solved, and which clients gave you repeat engagements” in this section, she suggests. Also, keep in mind that “demonstrating that you had diverse clients but a focused area of work makes you a more readable ‘brand’ to employers.”How To Craft An Irresistible Elevator Pitch (& Deliver It Like A Pro)4. Prioritize your salary considerations.When it comes to salary, you’ve got to figure out what types of compensation are most important to you, according to Rebecca Zucker, Partner and head of Career Transition Services at Next Step Partners, a leadership development firm based in SF, NY and LA. “Are you looking for a job at a company because you want more income security and health insurance? Then you may be willing to take a discount to your peak income years,” she points out. Similarly, you might want to have proper vacation time built in (after all, freelancers are always on call), so you may be willing to take a pay cut in exchange for proper vacation days so you can take some real time off for a change. On the other hand, “you may require a large premium to make up for the loss of independence you’d experience,” Zucker says. “Regardless, you should do your due diligence and know what the market rates are for the contribution you’d be making to the organization.” Of course, Glassdoor’s Know Your Worth feature can also help you figure out your target compensation range. 5. Prepare yourself for the inevitable mental adjustments.As you probably know, things will be different when you leave the gig economy, for better or worse. “Especially during transitions, you need to be very clear about what tradeoffs you’re willing to make,” says Liu. “Understanding you will likely need to give up certain things to get these other things is half the battle.” So what should you be prepared to let go of? According to Liu:Control: Being able to control which projects you work on and how you execute them may get replaced by projects being assigned to you with clear project management plans already in place. Flexibility: Working whenever and wherever you want may get swapped out with working Monday through Friday, eight straight hours a day, in a physical office in a fixed location. Autonomy: “Being your own boss will certainly get replaced by reporting to someone,” says Liu. That going to entail feedback, performance evaluations, and being held accountable by someone other than a client.Some freedom: Technically, freelancers can take “vacation” whenever they want. Now, you’ll have to get any days you want to take off approved by the higher ups. Freelancers have the luxury of being able to take “vacation” when and for however long they wish. It’s also possible you’ll have less flexible free time to spend with your family and friends.Importantly, Liu points out that it’s a good idea to be vocal about the fact that you understand how different your working life will be once you’re full-time again. “Being comfortable and clear on these tradeoffs yourself is critical to convincing the hiring manager you know what you’re getting into.”
4.7★ 4.7★ 4.7★ German Speaking Account Executive – DACH Region – Commercial Zoom Amsterdam, NY 23 hours ago 23h Security Product Manager Zoom San Jose, CA 23 hours ago 23h 23 hours ago 23h German Speaking Account Executive – DACH Region – Small Medium Business Zoom Amsterdam, NY Dutch Speaking Account Executive – Benelux Region – Commercial Zoom Amsterdam, NY South Europe – Account Executive – Small Medium Business Zoom Amsterdam, NY 23 hours ago 23h 4.7★ 23 hours ago 23h 4.7★ 23 hours ago 23h 4.7★ 23 hours ago 23h 4.7★ 4.7★ 4.7★ We do not spend that much time on which company [you] worked with before or where you say you graduated from. We really focus on self-motivation and self-learning.In the age of AI, “working smarter, not harder,” and the 4-hour work week, Eric S. Yuan is an outlier. Instead of developing the latest productivity hack or simply riding the wave of Zoom Video Communications’ $145 million funding, Yuan is working harder. And that’s a good thing in his eyes.For the Chinese immigrant turned CEO working hard has been a hallmark of his journey, coming to the U.S. after applying for a visa a whopping nine times. (He says he was willing to apply 20 or 30 times if needed.) Arriving in the States unable to speak English but able to write code, Yuan set his sites on Silicon Valley with just the seed of an idea for a tool that would allow him to see and speak to his then long-distance girlfriend. 20 years of hard work later — along with language classes and VP positions at WebEx then Cisco — Yuan’s now wife and three children can dial him up during the workday to video chat on Zoom.“Working hard, that’s the only thing I know better than my competitor,” says Yuan. “There are so many more smart people than me here in Silicon Valley, but … if my competitors say, ‘I work eight hours a day,’ then I can work 10 hours. If you don’t need sleep, I also do not need sleep. Hard work is in my DNA.”It is this unwavering dedication to Zoom’s success, employees and customers that has earned him the top spot on Glassdoor’s annual Employees’ Choice Awards, honoring the Top CEOs in 2018 across North America and parts of Europe. Beating out the likes of Mark Zuckerberg and Marc Benioff, Yuan may be able to teach some of these legacy companies and leaders a thing or two.Glassdoor’s Amy Elisa Jackson caught up with Yuan via Zoom, of course, to talk about the honor, hiring for potential versus experience and being the one person in tech who has found the perfect balance between hard work and happiness. Glassdoor: Congratulations on the #1 Top CEOs win. What does it mean to you to know that your employees have rated you so highly? Eric Yuan: Actually, this is our employees’ achievement because this is about our company; it’s not just my company. We just had an all-hands meeting this morning, and employees asked all kinds of questions. They are free to ask any question because we believe it will help us improve. The reason we do this is because we all want to understand what an employee is thinking, [and] how we can improve. It’s very similar to Glassdoor and your company vision. I have a place to let employees share their voice and that’s really important. Glassdoor: One of a CEO’s primary responsibilities is to hire amazing executives. What attributes do you look for in today’s top talent?Eric Yuan: From when we first started in 2011 until now, our hiring philosophies have remained the same. Overall, we focus on two things and ask this question: Does this candidate have a self-learning mentality and self-motivated attitude? We do not spend that much time on which company [you] worked with before or where you say you graduated from. We really focus on self-motivation and self-learning. If any candidate has those two [qualities], plus can fit well into our culture, even if they do not have technical skills, we still want to hire them. With those two traits, we think we can use them and train them. That strategy works quite well. Take the sales team for example: We found some of the top sales reps we hired didn’t have any sales background to sell video conferencing service before.Zoom Video Communication Is Hiring Now!Glassdoor: Given this award, you’ve built an amazing culture, but how do you assess whether someone is the right fit?Eric Yuan: I was a vice president at Cisco before I left to build Zoom. So, I remember the first day, when I showed up in my small office, just me by myself. And I asked myself a question: “What kind of company do I want to work for?” The number one thing I wanted to say, and I want our employees to say, is that they are happy. I need to make sure I’m happy, and that my employees are happy. Asking myself that question, I realized if I’m not happy, my kids, my family will be impacted. Our employees will also be impacted. So that’s why our company culture is to deliver happiness. It’s personal to our company’s values. We’re going to care about each other, really focus on delivering happiness to each other. Ultimately, as a company, we deliver happiness to our customers.Glassdoor: So happiness and that desire to make others happy is core to being a culture fit at Zoom.Eric Yuan: When we have hired the new employees, they must care about other employees, care about the community, care about the customer, care about the company, care about teammates and also care about themselves. In a way, our own company value is just one word, care. So five things really matter: care about the community, customer, company, teammates, as well as ourselves.Glassdoor: When you interview candidates, what do you look for? Eric Yuan: The first question I ask is “What book have you read recently?” If she says, “Oh, I’m so busy, I haven’t I read any book in almost a year,” I would say, “Ah, sorry.” However, some candidates say, “Yes, I’ve just read a new book XYZ and some very interesting parts of it were XYZ.” This is an indicator to me that they are always learning, that they have made that a priority. Plus, we have a policy where we reimburse any books employees buy for themselves and for their family members.We do not spend that much time on which company [you] worked with before or where you say you graduated from. We really focus on self-motivation and self-learning.Glassdoor: That’s a great perk.Eric Yuan: We reimburse because we promote self-learning. The best way to learn something is to read a book. So this is the first question I ask. I’ll also ask about self-motivation. I would ask, “In your career, quite often your manager might have a different opinion than you? How do you come out of that?” I want to understand if they have been in a situation where they have struggled and how they have taken a step back to understand what happened, how they learned and how they recovered from the issue. That’s self-motivation.If I’m hiring a manager, I’ll ask them, “How do you spend your eight hours in the workday?” If some managers, especially from some other big legacy company mention, “I spend half of the time motivating our employees to do this and to do that.” I will say, “No.” Ideally, you build a company culture environment where all employees are self-motivated, because we all adults, right? If you need somebody to motivate you, I think that’s something that is not sustainable.Lastly, informally I like to understand a candidate’s story for how they arrived in their current career. For example, who helped shape their success and made a contribution to how they approach work. Does their story resonate with gratitude as that is a key character quality I look for in employees? Ideally, any achievement expressed isn’t about “I” but “we”. Appreciation is something I look for in candidates.What Recruiters Want to See at Each Stage of the Interview ProcessGlassdoor: Your being interested in a candidate’s life experience is notable. In researching your background, I was impressed by your story. Can you share a bit about how your early life inspired the creation of Zoom?Eric Yuan: When I was a freshman in college in China, my girlfriend lived far away. I could only see her twice a year and it was really hard. At that time I was thinking, “What if there was a device, that I could just flip on and see her, talk to her, like we’re both in the same room.” It was more of a daydream. But later on when I built the solution, I was able to connect the dots and say, “Wow, that’s interesting.” By the way, now that girlfriend is my wife. Glassdoor: Then, you came to America after applying for a Visa nine times over the course of two years. That’s persistence. How has being a Chinese immigrant shaped who you are?Eric Yuan: First of all, for any immigrant, you’re very hungry and you work very hard. This is something in you and in your human nature as an immigrant. When I came to America, I did not even speak English but I knew I could write software code. I knew I had to work hard, so I did. Also, I’m very paranoid. I say to myself, “I have to work harder.” Working hard, that’s the only thing I know better than my competitor. There are so many more smart people than me here in Silicon Valley, but I know I can achieve a little bit more. If my competitors say, “I work eight hours a day,” then I can work 10 hours. If you don’t need sleep, I also do not need sleep. Hard work is in my DNA.Glassdoor: That must be inspiring for your employees as well.Eric Yuan: Silicon Valley is the best place to learn. It’s a very open culture with lots of people from diverse backgrounds. Quite often if you need help, you can talk with others — even if they do not know you, they want to help you. This is an open culture with people from all over the world. It’s a community of people trying to fix the problems of the world. I’m always learning a lot. The fact that Silicon Valley is very open and helpful…Glassdoor: It’s the perfect combination.Eric Yuan: Absolutely. I have learned that as long as you keep working hard, you will get there someday. When I was applying for my visa, I was prepared to apply 20 times, 30 times. Luckily, I got it before I had to apply the tenth time. Glassdoor: That hard work has paid off with you becoming #1 Top CEO and Zoom having a 4.9 out of 5 company rating and an impressive 96% Recommend to a Friend rating. Eric Yuan: We have a long journey ahead. I really didn’t have a specific agenda or goal in my mind for this. I have told our employees, my family and myself as well, “Enjoy this process. Enjoy this journey. Do all we can to see how far we can go.” I celebrate each day, and each week. Along the way, I think about how to make sure all the employees are happy, all of the customers are happy. That’s the most important thing. Glassdoor: When it comes to Glassdoor, how do you use the platform for recruiting and to keep your finger on the pulse of both company culture and candidate experience?Eric Yuan: I really appreciate that Glassdoor is building a greater platform for transparency. You have a place where any employee, whatever they are thinking, can let us know how they are feeling about their job and our company. Actually, we have a similar philosophy here. We keep everything transparent. Glassdoor: Retention is hugely important these days. How do you lead your teams to retain top talent?Eric Yuan: I think about how to make sure that the employees look at the big picture of their career path. One thing we really focus on, I told our employees, “If you learn a lot of things, this is a part of your value. No matter where you go, even someday you’ve left Zoom, you have already increased value by yourself. You will bring that value with you. And that’s why you have to enjoy the process. Enjoy working here and keep growing yourself as the company grows.” The best scenario would be for employees to grow themselves as the company grows, that’s what I tell them, because if the company does not grow, it’s hard for employees to grow. If we stop growing as a company, the employees will quit. Both need to grow in parallel.21 Companies With Rockstar CEOS Hiring NowGlassdoor: When you look back over your past year as CEO, can you share how you have navigated a leadership mistake or challenge? Was there a time when you didn’t perform like you thought you should have, and how did you recover?Eric Yuan: Every day when I wake up, the first thing I’m thinking about is whether my employees are happy. But sometimes I have some unhappy employees and if that happens I feel like, “Ah, as a CEO I did not do a good job.” I ask myself if we did not set up a policy correctly or communicated to employees what they should do or how a manager could have responded faster. I’m always thinking about how we can build a better, more transparent culture that people can really feel. It’s important that whenever any employee has a problem, that we as leaders do not turn way. We have to share it, the employee has to be heard, otherwise they will suffer. Letting time pass when there are issue is not good for employees, not good for their family as well. Glassdoor: Now for a few fun ones: What is one book that you think everyone should read? Why?Eric Yuan: My favorite book is “The Speed of Trust”. The big thing I learned from this book is that especially for start-up companies, speed is everything. You’re competing with the legacy companies and quite often you have to make tough, critical decisions. But how to build a company at full speed at the same time without creating major problems is the challenge. But if trust is already there, it is very easy. If I trust you, I know your intentions are good. Even if you tell me, “Eric, this is a huge mistake. Can you fix that?” I trust you and I can make the fix. That’s why trust is everything.Another book that is my favorite is “Only the Paranoid Survive.” As I said, I’m very paranoid. I think in any start-up, no matter what, there is no room to say, “We’re okay now.” No, we’ve got to work harder. We need to always be paranoid and ready. Prepare well.Glassdoor: What motivates you or what is your go-to productivity hack?Eric Yuan: I love to spend time with my three kids. They play basketball, dance or play computer games. After I spend enough time with the kids, I feel I am fully recharged. Another hack is that I hate multitasking. Many people like switching back and forth between activities in their meetings or daily routine work, I tend to commit my focus to the only one thing that matters most at any given time.Glassdoor: What is your #1 job search tip? What is your advice for searching for a job? How should job seekers be thinking about their hunt, given today’s competitive job market?Eric Yuan: Know your passion and join a company you really want to devote yourself to. Otherwise, don’t. Keep looking. Glassdoor: What scares you?Eric Yuan: That’s a good question. I have never been asked about that. What scares me is when either I or our employees do not feel happy but we do not know what’s wrong or how to fix it. If we do not feel happy but do not know why, that’s scary. Glassdoor: What energizes you?Eric Yuan: When I wake up in the morning, I always think about three things: What are my strengths, what are my weaknesses, and did I work hard enough yesterday. Then I think about the five aspects of care before I sleep. I focus on care about my community, our company/product/our customers, my teammates/myself. It’s called the Evening Triangle. If a teammate has a problem, I need to make sure I stop by the office to see how they’re doing. That kind of focus on care energizes me. Online Account Executive Zoom Atlanta, GA Zoom Phone Account Executive – Online (OAE) Segment Zoom Denver, CO Security Analyst Mid Level Zoom San Jose, CA Nordic Account Executive – Small Medium Business Zoom Amsterdam, NY 23 hours ago 23h 23 hours ago 23h Available Jobs at Zoom 4.7★ Zoom Phone Sales Manager – Small Medium Business Zoom Denver, CO 23 hours ago 23h See more jobs at Zoom
4.0★ 23 hours ago 23h Browse Open Jobs 4.0★ 23 hours ago 23h 4.0★ 4.0★ 23 hours ago 23h 23 hours ago 23h See more jobs at Cisco Systems Technical Marketing Engineer Cisco Systems San Jose, CA Systems Engineer – SF Bay Area Cisco Systems San Francisco, CA SR. Consulting Engineer – Route and Switch / DC Cisco Systems Bellevue, WA Technical Consulting Engineer – Lanscope Stealthwatch Cisco Systems Alpharetta, GA 23 hours ago 23h 4.0★ 4.0★ 23 hours ago 23h 23 hours ago 23h Technical Consulting Engineer – IOS XR Cisco Systems Research Triangle Park, NC Consulting Engineer — Data Center Cisco Systems San Jose, CA 23 hours ago 23h Available Jobs at Cisco Systems 4.0★ 4.0★ 23 hours ago 23h Customer Delivery Consulting Engineer-Route Switch Cisco Systems Fulton, MD 4.0★ 23 hours ago 23h Customer Delivery Consulting Engineer-Data Center Cisco Systems Fulton, MD The tech world has often debated whether young professionals entering the industry need a university degree. If successes like Bill Gates, Mark Zuckerberg and Steve Jobs didn’t finish college, why should the employees they hire? Peter Thiel, co-founder of PayPal, even incentivizes students to not go to college by funding their projects through the Thiel Fellowship.Not every tech company, however, is interested in pulling students out of classrooms. Global IT company Cisco has collaborated with universities to ensure curriculum reflects what graduates will need to know when working in tech. Macy Andrews, Senior Director of Human Resources, explains, “Building meaningful engagements between our business leaders and faculty members is core to how we ensure we connect the curriculum at universities and the future talent needs of the industry.”The Head, Heart & Gut: Kaiser Permanente CEO What Makes an Applicant Stand OutFor Cisco, learning doesn’t stop once you’ve graduated. The company is invested in continuing education for the new and experienced workforce. Andrews and Global Learning & Development Leader Jennifer Dudeck break down how Cisco is becoming a pioneer in encouraging long-lasting learning for its employees, plus they offer advice to experienced employees on how to stand out from Gen Z crowd.Glassdoor: Millions of students have just graduated and are stepping into their first jobs. In terms of skills and technology, how would you describe the landscape they are entering?Macy Andrews: Graduates with technology skills are in high-demand, making it an amazing time to join the workforce. Combined with the emergence of the gig economy graduates have the freedom to explore their skills and strengths in new ways and carve their own entrepreneurial paths. There will be even more opportunities looking ahead: it is estimated that in 2020 that there will be 1 million more computing roles than applications to fill them.What companies are looking for are people who have a love for learning, dedication to achieving great results, and a resiliency to handle challenges. They also seek talent who have the willingness to be market disruptors and drive innovation.Many organizations foster and encourage students wanting to explore, innovate and use their creativity. For example, at Cisco we have a culture that encourages innovation, no matter where an employee sits in the larger organization. We host innovation challenges to garner great ideas untethered to your role or business unit and have had some great wins as a result.Glassdoor: Cisco is at the forefront of technology and AI. How do you and your team bridge the potential skills gap between what universities teach and what companies like Cisco need?Macy Andrews: We have established an Engineer in Residence program at North Carolina Agricultural & Technical (A&T) State University, where a Cisco engineer consults and teaches the cybersecurity course and a core routing and switching curriculum at the school. Leveraging our established Cisco Networking Academy curriculum, we rotate the engineer teaching the course each semester and plan to expand this successful program to other schools.At some schools (e.g. Howard University) we also support our employees who want to be adjunct professors and teach curriculum in addition to their roles at Cisco.We have also facilitated faculty workshops, teaching faculty members valuable skill sets used by engineers so they can leverage the knowledge back in their classroom and enable future students to have a greater impact when they join the workforce.In addition, we also provide real industry experience through internships and student mentoring programs. These programs are essential in ensuring that students from diverse backgrounds and adjacent majors have access to employment opportunities and the visibility needed to expand the tech workforce of the future.View From the Top: Samsara CEO Reveals What It Takes to WinGlassdoor: What are some of the programs Cisco has in place to support employees for sustained education and success in this new digital world?Jennifer Dudeck: Cisco’s learning strategy focuses on the most critical skills for employees to do their jobs today and in the near future, as well as provide a learning platform that fosters empowerment and curiosity for continuous learning. At Cisco we are implementing strategies and programs that will provide employees clear learning pathways and the curriculum to develop their skills, as well as access to tools and resources across multiple content providers offering countless subjects that support them in their future career opportunities.Glassdoor: What is reskilling and how does it differ from traditional learning and development programs that companies have offered for years?Jennifer Dudeck: Reskilling in itself is not unique from what’s always been done with learning. Companies have always had learning and development programs to keep employees current with their skills. The difference today is the magnitude and velocity of change we are all experiencing and the impact on roles and skills. This, in combination with gaps in talent with these needed new skills, has dramatically increased the need to retrain employees. We also know with the fast pace of change, there are new roles and skills that previously didn’t even exist, such as machine learning. This new world that we are in requires something different than what many companies have been driving through incremental learning. There is also a change in terms of how employees want to learn and the ease of having accessibility to resources.Glassdoor: Are there any specific hallmarks of a company/employer who truly invests in preparing its workforce for the Age of Digital, versus those who simply offer the flashy perks?Jennifer Dudeck: One thing to look for when looking at companies committed to preparing their workforce is how they are prioritizing how employees will develop those skills and the approach. At Cisco, we are investing in a platform, Degreed, which will provide employees the ability to personalize their development and training. It also provides us with the analytics and intelligence around learning patterns. One can think of Degreed as the Netflix of learning from a personalization perspective and the LinkedIn of learning from a learning intelligence perspective that it can provide.Glassdoor: Lastly, what advice would you give a mid-career employee about how to pivot to be successful in this new age?Macy Andrews & Jennifer Dudeck: You have a lot to offer: use your knowledge and experience to be a passionate problem solver.Be curious, be open to developing your skills through a variety of ways and be willing to break through your comfort zone.With the emergence of eLearning platforms, continue to build on strengths.Assess your particular career needs, aspirations and goals. Be clear with yourself and your manager on a plan to achieve a level of success that benefits the business and your ambition. Manufacturing Engineer – Mechanical Cisco Systems Carlsbad, CA Senior Component Engineer/Technical Lead for Power Delivery (Mixed Signal Commodities) Cisco Systems San Jose, CA 4.0★ Find Jobs Near You
Manchester City are seeking a stunning £100 million from a planned summer clearout.The Daily Mail says City are looking to offload other fringe players as they kick on with their multi-million-pound recruitment drive.They are looking to raise around £100m from the sale of fringe players including Nolito, Wilfried Bony, Samir Nasri, Eliaquim Mangala, Fabian Delph, Joe Hart and Kelechi Iheanacho, who is attracting strong interest from Leicester City after West Ham made their initial approach.City have received plenty of loan offers but would prefer to sell.Torino have also asked about signing their 21-year-old French midfielder Olivier Ntcham who was on loan at Genoa last season while Verona want to sign Bruno Zuculini.
Monaco has rejected a second bid from Liverpool for Kylian Mbappe. According to Marca, the Reds lodged an offer of €100m after their first bid of €75m was rejected at start of the month.However, the principality club is determined to get more than the €114m that Manchester United paid for Paul Pogba last summer.The fee may not be the only problem however, with Marca also suggesting that the 18-year old only wants to join Real Madrid.
Bayern Munich will not let go of Robert Lewandowski easily.That is according to expert Gab Marcotti, who claims that regardless of the players’ wishes, it will be hard for either Manchester United or Chelsea to complete a deal because Bayern can be ‘quite stubborn.’Marcotti told ESPN: “In modern football it’s rare that you have, certainly a player like Lewandowski, in a position where he forces through a move.”They’re trying to bring a deal to the table but ultimately it’s down to Bayern.”I’m not even sure it’s Lewandowski himself initiating this but if you have a nice packet on the table, a big club like United or Chelsea, maybe he will think about it, but ultimately you have to agree a fee with Bayern, and they can be quite stubborn.”
Arsenal have set their asking price for Kieran Gibbs.The London Evening Standard says Arsenal are demanding £15 million for the England left-back.It has been revealed the Gunners may be forced to lower their asking price for Gibbs as a host of interested clubs believed the figure currently quoted is prohibitive to any deal.Watford were among those interested but they have since focused on other left-back targets.Gibbs has also been linked with West Ham and Newcastle United.He has been made available for transfer with Arsenal looking to offload his £60,000-a-week wages. However, it is believed Gibbs is seeking as much as £80,000-a-week to move clubs – a figure, even in an inflated market place, which puts him beyond reach of most clubs outside the top half of the Premier League.
Arsenal midfielder Jack Wilshere is struggling to be fit in time for the club’s pre-season tour of China and Australia, according to the Daily Mail.The England international, who spent last season on loan at Bournemouth, suffered a broken leg in the 4-0 defeat to Tottenham in April.The report claims that the 25-year-old is set to undergo a scan in the coming days and could be available for training following the tour.The Gunners will play Sydney FC, Western Sydney Wanderers and Bayern Munich during their pre-season tour.
ShareEmailPrint To learn more, read: Posted on July 9, 2013August 15, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Lancet Global Health, the recently launched open-access global health journal of The Lancet, has published new national and regional estimates of term and preterm babies who are born small for gestational age in low and middle income countries. The study found that the burden of small-for-gestational-age births is very high in low and middle-income countries–and it also showed that the issue is concentrated in south Asia.Take a look at the study abstract here:Background National estimates for the numbers of babies born small for gestational age and the comorbidity with preterm birth are unavailable. We aimed to estimate the prevalence of term and preterm babies born small for gestational age (term-SGA and preterm-SGA), and the relation to low birthweight (<2500 g), in 138 countries of low and middle income in 2010.Methods Small for gestational age was defined as lower than the 10th centile for fetal growth from the 1991 US national reference population. Data from 22 birth cohort studies (14 low-income and middle-income countries) and from the WHO Global Survey on Maternal and Perinatal Health (23 countries) were used to model the prevalence of term-SGA births. Prevalence of preterm-SGA infants was calculated from meta-analyses.Findings In 2010, an estimated 32·4 million infants were born small for gestational age in low-income and middle-income countries (27% of livebirths), of whom 10·6 million infants were born at term and low birthweight. The prevalence of term-SGA babies ranged from 5·3% of livebirths in east Asia to 41·5% in south Asia, and the prevalence of preterm-SGA infants ranged from 1·2% in north Africa to 3·0% in southeast Asia. Of 18 million low-birthweight babies, 59% were term-SGA and 41% were preterm-SGA. Two-thirds of small-for-gestational-age infants were born in Asia (17·4 million in south Asia). Preterm-SGA babies totalled 2·8 million births in low-income and middle-income countries. Most small-for-gestational-age infants were born in India, Pakistan, Nigeria, and Bangladesh.Interpretation The burden of small-for-gestational-age births is very high in countries of low and middle income and is concentrated in south Asia. Implementation of effective interventions for babies born too small or too soon is an urgent priority to increase survival and reduce disability, stunting, and non-communicable diseases.Funding Bill & Melinda Gates Foundation by a grant to the US Fund for UNICEF to support the activities of the Child Health Epidemiology Reference Group (CHERG).Access the full text of the paper here.For more discussion about this recent publication, take a look at this comment published in The Lancet by Michael S Kramer and this blog post published on the Healthy Newborn Network blog by Anne CC Lee, the author of the study.Share this:
ShareEmailPrint To learn more, read: Posted on June 21, 2018June 21, 2018By: Staff, Maternal Health Task ForceClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The International Journal of Gynecology & Obstetrics recently published an open access supplement exploring critical issues in maternal morbidity, the culmination of the multi-year undertaking led by the World Health Organization Maternal Morbidity Working Group. This special issue contains a new measurement framework, a systematic review of systematic reviews on the frequency of maternal morbidity and other key and emerging topics.A new conceptual framework for maternal morbidity developed by the World Health Organization Maternal Morbidity Working Group, International Journal of Gynecology & Obstetrics 2018EditorialMaternal morbidity: Time for reflection, recognition, and actionArticlesA new conceptual framework for maternal morbidityStandardizing the measurement of maternal morbidity: Pilot study resultsThe frequency of maternal morbidity: A systematic review of systematic reviewsValidation of the WHO Disability Assessment Schedule (WHODAS 2.0) 12‐item tool against the 36‐item version for measuring functioning and disability associated with pregnancy and history of severe maternal morbidityReference ranges of the WHO Disability Assessment Schedule (WHODAS 2.0) score and diagnostic validity of its 12‐item version in identifying altered functioning in healthy postpartum womenThe impact of hypertension, hemorrhage, and other maternal morbidities on functioning in the postpartum period as assessed by the WHODAS 2.0 36‐item toolA framework for healthcare interventions to address maternal morbidity—Access the supplement | Thinking beyond maternal mortality: Re‐conceptualizing and measuring maternal morbidityShare this:
Develop yourself: whilst in college, I was actively involved in the activities of a students’ organization as the Editor In Chief. We published annual magazines, monthly newsletters, conducted interviews, and entered many essay contests. That was where my journey as a writer began. During my final year, I won a national essay contest worth $1000 and an international travel ticket. My poems also got published in an anthology. Learn from your present situation: although my last job was so frustrating that it almost divorced me from writing, I never relented. In fact, the job taught me how to handle the pressure of heavy workload. Today, I’m able to handle my freelance writing tasks efficiently, thanks to the spirit of alertness my last job had instilled in me. Be an inspiration: I’m quite sure that if I didn’t help my friend back in those days, he’d still become a good writer. However, I’d certainly not have featured in his success story. Therefore, you should be an inspiration to the people around you by motivating them to become better. Let somebody look at you and say “because of you I didn’t give up.” Position yourself for opportunities: it’s often said that luck is what happens when preparation meets opportunity. It was obvious I wouldn’t have landed my first freelance writing assignment if I couldn’t write. So, position yourself for opportunities, and hold your plate when it starts raining porridge. Every freelance writer has a story to tell. I’ve read a lot of stories about how people ventured into freelance writing and they’re all unique.There are those who started a career in freelance writing because they were trained as professional writers. Some other people started freelance writing as a side-job. And finally, a good number of people became freelance writers out of frustration.I belong to the last category.About four years ago, I graduated from college with a bachelor’s degree in engineering. After that, I got a job in a multinational telecom company in my country as Field Support Engineer and worked there for two years. But my experience in that job wasn’t so nice.I found myself working round the clock, supporting about 45 base stations. The erratic power supply in my country, Nigeria, worsened the situation. It ensured that I worked every single second of the day due to the frequent outages that occurred.As a result, my writing suffered and my blog died a natural death. I wasn’t enjoying my life at that moment and I really felt like quitting.How I became a freelance writerI often shared my frustrating moments at the multinational company with my good friend, Abdullahi Muhammed,. He encouraged me to consider freelance writing first as a side job and then go full time if it pays off. He even promised to outsource some of his writing assignments to me to ensure that I get started on the right footing.True to his words, he immediately sent me a writing task the moment I agreed. He knew I could write – we were both members of the editorial board of a campus organization during our college days.So, I started making a little money through freelance writing. The feeling was great. I got excited not only because I just earned my first side income, but also because I knew that if I resigned I could make a career out of freelance writing.I was so grateful to my friend, but he told me that he was simply paying me back. You see, I played a part in his own journey to becoming a freelance writer. We help each other out. I guess this is what makes my story unique.The quick lesson here is that ‘we rise by lifting others’- Robert Ingersoll.Today, I do freelance writing full-time, and I also teach beginners how they too can become full time freelance writers. My monthly income has also doubled what I used to earn in my former job.Quick lessons from my story ConclusionI felt obliged to tell my story in order to encourage those that are currently considering freelance writing as a career. Believe me, there’s lots of goodness in living the freelance lifestyle. And I hope that my story has inspired someone today.
It’s October, which means it’s almost time for freelancers to make important decisions about their 2018 health insurance. For freelancers over 65, that means considering your options with Medicare.You can join Medicare if you’re 65 or older and:You are either a citizen or a permanent resident of the United States, andYou or your spouse worked at least 10 years in Medicare-covered employmentYou should enroll within 60 days of this important birthday. Medicare Open Enrollment is the one time during the year that you can update and change your coverage, or join Medicare if you didn’t sign up around your birthday.Medicare Open Enrollment runs from October 15, 2017 to December 7, 2017, and you’ll want to choose your plan during this window to ensure you have coverage in 2018.Medicare AdvantageOne simple way to get all of your coverage at once is to enroll in a Medicare Advantage plan. These are offered by private insurance companies and typically combine coverage for doctors, hospitals, and pharmacy in one plan. Because Medicare is a government program, the private insurance company receives funding from the government, and the monthly premium for these plans can be as low as $0.(See our favorite EmblemHealth Medicare plan in the New York area, for example).Medicare Through the GovernmentThe original Medicare is a government-run program and includes three different components:Part A covers hospital stays and other inpatient care such as skilled nursing facilitiesPart B covers doctor visits, preventative care and other outpatient services such as diagnostic testing.Part D covers prescriptions.Choosing plansYou can enroll in the original Medicare coverage and choose to supplement it with a private Medicare plan that helps “fill the gaps.” So it’s important to clarify if the plan you are considering is intended to replace your Medicare coverage (like a Medicare Advantage plan) or add to your Medicare coverage (like a “MediGap” or “Supplement” plan).Here is some more information about your options:Medicare Advantage – Medicare Advantage plans are offered by private insurance companies, and include both hospital (Part A) and medical (Part B) coverage. Enroll in these instead of enrolling in the original Medicare offered by the government.Medicare Supplement – Also known as “MediGap,” Medicare Supplement plans are offered by private insurance companies to add to the coverage offered by the government. Enroll in these when you are also enrolled in original Medicare (Parts A and B).Prescription Coverage – Original Medicare does not include pharmacy coverage. Make sure to confirm which prescriptions are covered, and consider adding a Part D pharmacy plan to your package.Sign up for Medicare through Freelancers UnionIn New York? Check out our favorite EmblemHealth Medicare Advantage plan.Outside of New York? Talk to our phone agents to learn more and enroll at 844-533-2893.Need help understanding plans? Here’s a glossary of health insurance terms.
Fuenlabrada 0 Real Madrid 2: Asensio, Vazquez spot-kicks settle Copa first-leg clash Ben Spratt Last updated 2 years ago 05:27 10/27/17 Getty Images Zinedine Zidane’s decision to make numerous changes to his Real Madrid side was justified as they came through a tough test at Fuenlabrada. A weakened Real Madrid twice benefited from generous penalty decisions to kick off their Copa del Rey campaign with a 2-0 first-leg win over 10-man minnows Fuenlabrada in the last 32.Madrid have won this competition only twice since the turn of the century and coach Zinedine Zidane made six changes to the side that beat Eibar but they were never likely to be troubled by the third-tier hosts.With the likes of Cristiano Ronaldo, Sergio Ramos and Luka Modric all missing, it was Marco Asensio who provided the inspiration at the Estadio Fernando Torres. Article continues below Editors’ Picks Lyon treble & England heartbreak: The full story behind Lucy Bronze’s dramatic 2019 Liverpool v Man City is now the league’s biggest rivalry and the bitterness is growing Megan Rapinoe: Born & brilliant in the U.S.A. A Liverpool legend in the making: Behind Virgil van Dijk’s remarkable rise to world’s best player The visitors’ momentum had slowly built throughout the first half after a slightly shaky start, but it was from a contentious penalty that the Spain international finally made the breakthrough after 63 minutes.A series of stunning saves from ex-Madrid goalkeeper Jordi Codina looked to have kept his side in the tie ahead of the return fixture at Santiago Bernabeu, but another spot-kick moved Madrid out of sight.Substitute Paco Candela was dismissed for picking up two cautions within seven minutes of his introduction and Lucas Vazquez netted the second goal to give Zidane’s men some breathing space, their outing only blighted by debutant Jesus Vallejo receiving a straight red card for a lunge on Fuenlabrada captain Luis Milla.FT: @CFuenlabradaSAD 0-2 #RealMadrid ( @marcoasensio10 (p) 63′, @Lucasvazquez91 (p) 80′). #RMCopa #HalaMadrid pic.twitter.com/Tn8vVZCHKK — Real Madrid C.F. (@realmadriden) October 26, 2017 Madrid started on the front foot, but they almost fell behind in calamitous circumstances as Kiko Casilla met an inswinging cross with a punch that struck Achraf and bounced just wide.Casilla gathered Miguel Atienza’s header from the consequent corner and Madrid, sensing the hosts’ growing confidence, moved to respond as Dani Ceballos rifled a free-kick straight at Codina.Madrid very nearly headed into the break with the lead as Marcos Llorente cracked a shot against the crossbar on the stroke of half-time.Codina’s touch helped that marvellous attempt on its way, but the keeper was fortunate not to see his hard work immediately undone as he spilled Borja Mayoral’s low strike and was relieved to dive on the loose ball.Just as Madrid’s efforts began to wane, however, a favourable refereeing call gave Zidane’s men the lift they so needed. Achraf looked to be outside the area as he ran beyond Fran Garcia and went down under a half-hearted challenge, but referee Ignacio Iglesias pointed to the spot and Asensio took full advantage.8 – No player had a hand in more goals for Real Madrid this season than @marcoasensio10 (8: 6 goals, 2 assists. Level with @Cristiano ). Key pic.twitter.com/KtGq2qQnpX — OptaJose (@OptaJose) October 26, 2017 Another unorthodox Codina stop denied Asensio a quick second, before the veteran keeper brilliantly turned Mayoral’s drive over the crossbar.And Codina was at it again when Mayoral met Achraf’s cross with a firm header, the Fuenlabrada man somehow getting across to his right to make another save.Madrid, now completely dominant, continued to push for a clinching second as Vazquez whipped a low effort wide, but it was another debatable penalty award that settled this match and potentially the tie.Theo Hernandez grappled with Candela and was successful in his appeal for a foul, with the home player dismissed and Vazquez slotting the spot-kick under Codina, before both sides ended the game with 10 men as Vallejo’s bow met a premature end after his high challenge on Milla. read more
While you’re here, we’d like you to consider subscribing to Pistols Firing and becoming a PFB+ member. It’s a big ask from us to you, but it also comes with a load of benefits like ad-free browsing (ads stink!), access to our premium room in The Chamber and monthly giveaways.The other thing it does is help stabilize our business into the future. As it turns out, sending folks on the road to cover games and provide 24/7 Pokes coverage like the excellent article you just read costs money. Because of our subscribers, we’ve been able to improve our work and provide the best OSU news and community anywhere online. Help us keep that up. .@JTII_25 commits to #okstate on @KFORsports. pic.twitter.com/zl10yR757G— Kyle Boone (@PFBoone) August 5, 2017AdChoices广告Taylor is the 18th commitment of the 2018 class for the Cowboys, and the third at his position. He joins Jarrick Bernard and Kanion Williams among committed incoming safeties.In addition to OSU, Taylor also held scholarship offers from SMU, Memphis and Tulsa. He is the fifth verbal commitment out of the state of Oklahoma for the Pokes 2018 class, which now ranks 25th nationally and fifth in the Big 12. Class of 2018 safety Jason Taylor II has committed to Oklahoma State over SMU and Tulsa.The Carl Albert High School product made his decision on Friday morning and the taped commitment video aired Friday evening on KFOR Sports.“I really came to the decision because it was the best fit for me, it felt like I could really see myself there,” Taylor said while thanking his friends and family who were on hand.
201410950% Other than two outlier years in 2013 (fire Yurcich!!) and 2014, OSU has been between 62-67 percent every year, which is where they’re at right now at 65 percent through four games.Some of this is misleading, because I’m willing to bet that in that same span of time they’re top five nationally in long TDs of over 30 or 40 yards that never enter the red zone. But some of it is just plain frustrating when your QB is a dynamo and you have one, two, three … four (!) receivers (who play real minutes!) at 6’5 or (much) taller and an OC with a flair for magic.One more from Princeton:Stretch read, boot, throwback in the red zone! pic.twitter.com/2PAyzEIlYV— Coach Dan Casey (@CoachDanCasey) December 7, 2017 20152667% 20122667% 20165862% YearRankTD Percentage 20174365% Mike Gundy made another creative hire for Offensive Coordinator:Sean Gleeson, Princeton OCKnown for his 3 QB system, pre-snap shifts, and spread offense innovations.Princeton scored 47 per game (#1 in FCS), and went undefeated in 2018 pic.twitter.com/opTsQa6JCp— Pick Six Previews (@PickSixPreviews) January 29, 2019Some of this is the unintended consequence of the spread. When your success is predicated on your ability to expand the field, things become much more difficult when it gets contracted for you when you’re inside the 20. You can’t flip from being Oregon to being Stanford just by talking into the headset.“It’s not necessary that we need to do something different,” said Gundy about OSU’s lack of success in short-yardage situations on Saturday. “It just happened in that game that we were in position to score a couple times where. Traditionally, we would score touchdowns. That’s the glaring side of what happened in that game.“Offensively, if we score those touchdowns and don’t kick field goals, it’d be a different game. It’s not necessary one thing or the other. Texas is going to make some plays also, they’ve got good guys and they are well-coached. They made some plays, and they ended up winning the game based on those key plays. Over the last 10 years, we made the majority of those plays, this year we didn’t.”Gundy also emphasized not getting out of their world based on a handful of drives in Austin.“I don’t want people thinking that we didn’t move the ball,” he said. “I don’t know how many yards we had, but I don’t want to hit the panic button and say we didn’t move the ball. We had two opportunities to score touchdowns, and we kicked field goals. That is eight less points. Then we tried a fake field goal when we could have taken more. I think it was just more of us not executing at the goal line.”Being elite inside the red zone will always be an uphill battle for teams as explosive as OSU. But if Sean Gleeson’s past is any indication, he has the playbook (and the stones?) to push OSU into the territory it needs to occupy over that 70-percent mark. With a defense as dodgy as the Pokes’ defense always will be and a QB as complete as Sanders, it might be time for OSU to — inside the 20 anyway — explore that striped bag of tricks he brought over from the Ivy League. 20195465% Oklahoma State got inside Texas’ red zone six times on Saturday evening in Austin and walked away with just three TDs, which made the Cowboys three for their last eight in the red zone. In a TD-scoring league, this is the equivalent of shooting an elk with a nerf gun.It’s also nothing new for the Pokes. They’ve been good but not great at converting red-zone trips into TDs over the last decade. Here’s a year-by-year look at where they’ve ranked nationally and what their conversion rate has been. 20113765% 20102567% 20183467% 2013875% While you’re here, we’d like you to consider subscribing to Pistols Firing and becoming a PFB+ member. It’s a big ask from us to you, but it also comes with a load of benefits like ad-free browsing (ads stink!), access to our premium room in The Chamber and monthly giveaways.The other thing it does is help stabilize our business into the future. As it turns out, sending folks on the road to cover games and provide 24/7 Pokes coverage like the excellent article you just read costs money. Because of our subscribers, we’ve been able to improve our work and provide the best OSU news and community anywhere online. Help us keep that up.
When:December 3, 200912PM-2PM Who:The Maternal Health Task ForceWoodrow Wilson International Center for ScholarsUnited Nations Population Fund What:The Maternal Health Policy Series:Integrating HIV/AIDS and Maternal Health Services Where:Woodrow Wilson International Center for Scholars5th Floor Conference Room1300 Pennsylvania Avenue, NWWashington D.C. ShareEmailPrint To learn more, read: RSVP:email@example.com Share this: Posted on November 18, 2009November 13, 2014Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The Maternal Health Task Force has been working with the Woodrow Wilson Center’s Global Health Initiative and the United Nations Population Fund (UNFPA) to create a series of events on Advancing Policy Dialogue on Maternal Health. Over the next year, this series will focus on important, and sometimes controversial, topics within the maternal health field. We are very excited about this series and hope that it will stimulate discussion and debate around timely issues.The first event will occur next month on December 3 from 12PM to 2PM in Washington D.C. at the Woodrow Wilson International Center for Scholars. The topic is the integration of HIV/AIDS and maternal health services. The speakers will be Dr. Claudes Kamenga (Family Health International), Michele Moloney-Kitts (Office of the US Global AIDS Coordinator), and Harriet Birungi (Population Council). We encourage you to attend. If you are unable to attend the event in person, a live webcast will be broadcasted (and archived for later viewing) at www.wilsoncenter.org.If you would like more information about this event or the Maternal Health Policy Series, please click here.
World Cup ‘Go to penalties and pray’ – Fabregas ‘speechless’ following Russia’s upset of Spain Goal Last updated 1 year ago 01:15 7/2/18 FacebookTwitterRedditcopy Comments(2) Getty World Cup Russia Spain v Russia Spain The Chelsea star was shocked to see his country bounced from the World Cup by the host nation, who he claims had prayer as part of their gameplan Cesc Fabregas was among the those stunned by Spain’s World Cup exit at the hands of Russia. The 2010 World Cup champions were held to a 1-1 draw through regular time, scoring only from a Russian own goal before being pegged back from the penalty spot. Thirty minutes of extra time couldn’t do anything to separate the sides, and the host nation managed to find their way to the quarter-finals through penalties. Editors’ Picks Perfection from Pulisic: Chelsea’s Captain America has arrived in the Premier League Why always Raheem? ‘Unplayable’ Sterling setting a standard Man City’s other stars need to match ‘There is no creativity’ – Can Solskjaer get Man Utd scoring freely again? ‘Everyone legged it on to the pitch!’ – How Foden went from Man City superfan to future superstar Fabregas, who at half-time had claimed that Spain’s passing – which set World Cup records against Russia – was pointless , was still stunned by the final outcome. “I am speechless because I expected a different game today,” the 31-year-old said on BBC . “I think Spain is a much better side than Russia.”Russia had a plan which was to go to penalties and pray, and it paid off for them.”The former Barcelona man was also gutted to see Spanish legend Andres Iniesta’s career with the national side come to such a disappointing end. “Andres Iniesta doesn’t deserve to go out like this, in what could be his last game for Spain,” he said. Russia’s progression has taken another favourite out of a World Cup that had already seen 2014 champions Germany, Lionel Messi’s Argentina and Cristiano Ronaldo’s Portugal sides bounced. Spain’s exit means one of Russia, Croatia, Denmark, Sweden, Switzerland, England or Colombia will be playing in the World Cup final. Russia will take on either Croatia or Denmark in the quarter-finals.