Of the many items in a new Radcliffe exhibit devoted to a family of social reformers, one in particular points to the attitudes and assumptions they repeatedly overcame.It’s a brief, age-weathered letter from November 1869, in which Charles Darwin thanks the author and activist Antoinette Brown Blackwell for sending him a copy of her recently published book “Studies in General Science.”The note begins “Dear Sir.”By then, Brown Blackwell was likely unfazed by the mix-up. In 1850, when Oberlin College refused to grant her a theological degree, she persevered to become, two years later, the first woman ordained as a Protestant minister in the United States. She went on to a career as a writer for The New York Herald Tribune, and became an outspoken women’s rights advocate and abolitionist. She also gave birth to five daughters, despite strong encouragement from a friend to draw the line at two.“Not another baby is my peremptory command,” wrote the leading feminist Susan B. Anthony in a letter from 1858 that is included in the show.Fierce devotion to reform and equality is the dominant theme running through “Women of the Blackwell Family: Resilience and Change.” The Schlesinger Library exhibit highlights the lives of seven Blackwell women, a group involved in key 19th- and 20th-century social movements around abolition, prohibition, health care, women’s suffrage, temperance, and education.“They’re professional reformers in a variety of ways,” said Jane Kamensky, the library’s Carl and Lily Pforzheimer Foundation Director, adding that there’s not much in “reform culture that they don’t touch on in some way.”A photo of Elizabeth Blackwell — the first woman to receive a medical degree in the United States — amongst correspondences, publications, and other influential writings of the Blackwell family that are on display through Oct. 21. Kris Snibbe/Harvard Staff PhotographerOnly a small selection of the nearly 190,000 items contained in the Schlesinger’s five Blackwell Family Collections, whose correspondence, diaries, photographs, and writings were recently digitized with a grant from the National Historical Publications and Records Commission, are on display, but the selected material suffices to paint a vivid family portrait.The story begins with Samuel Blackwell, an anti-slavery activist whose commitment to social reform was reflected in his business. Blackwell pursued methods of sugar refining based on beets rather than sugar cane since the use of cane relied on slave labor. In one exhibit case a lock of his hair rests near an anti-slavery manifesto he authored in the decade before his death. After he died, in 1838, the work of raising their nine children fell to his wife, Hannah, who imparted to them her strong moral beliefs.The eldest child, Anna, became a devoted Spiritualist, writer, poet, teacher, and journalist. Anna’s sister Elizabeth is perhaps the most prominent member of the Blackwell clan. In 1849, Elizabeth became the first woman to receive a medical degree in the United States when she matriculated from Hobart College, then Geneva Medical College, in upstate New York. Eager to help other women succeed in the field, she and her sister Emily, the third female doctor in the country, founded the New York Infirmary for Indigent Women and Children in 1857 as both a hospital for the poor and a training facility for female doctors and nursing students. In 1868 they opened the first medical college for women in the United States. In the display case devoted to Emily, a photo of the medical college’s class of 1887 shows eight students.Though none of the Blackwell daughters married, the sons, Samuel and Henry, wed Oberlin classmates Lucy Stone and Antoinette Brown, who as staunch women’s right activists themselves fit right in with the family.Stone was so opposed to restrictions placed on women in traditional 19th-century marriages that she and Samuel read and signed a wedding protest (a copy of which is included in the show) during their ceremony. It reads in part that they opposed “the whole system by which ‘the legal existence of the wife is suspended during marriage.’”In a further break from tradition, Stone kept her maiden name. Women who followed her lead became known as “Lucy Stoners.” Stone’s reformist tendencies even extended to her attire. A sleeve of her black bloomer gown, a less-restrictive garment for women introduced in the 1850s that consisted of a knee-length dress worn over long, loose-fitting trousers, is part of the exhibit.“It’s a whole stew of intertwined movements,” said Kamensky. “Women are not only politically deformed, but deformed by corsets and wide skirts.”“Women of the Blackwell Family: Resilience and Change” is on view at the Schlesinger Library through Oct. 21.
The Vermont Community Wind Farm is in the process of trying to gain support to build 60 wind turbines on three ridges covering six towns in Rutland County. The project as conceived would have a rated output of 80 megawatts. By comparison, the Entergy Vermont Yankee Nuclear Power Plant in Vernon has a rated output of 605 megawatts. VCWF already has signed leases for more than 4,000 acres of land in IRA, Clarendon, Tinmouth and Poultney, managed by Wagner Forest Management Company.The Vermont Community Wind Farm is estimated to produce approximately 240,000 megawatt hours of energy per year. An average household in Vermont uses 7,110 kWh of energy per year. Therefore, the wind farm would produce more than electricity than for all of the 25,683 homes in Rutland County. Vermont consumes about 6,000 gigawatt hours a year. About one-third of what Vermont uses is produced by Vermont Yankee.The Wind Farm will generate electricity which will be fed directly into the local Vermont electrical grid, primarily in the service area of the Vermont Public Service Corporation.VCWF has signed leases for more than 4,000 acres of land in IRA, Clarendon, Tinmouth and Poultney, managed by Wagner Forest Management Company. The company has prepared a Section 248 (J) application to the Vermont Public Service Board for the erection of three MET towers in IRA Vermont. It has been holding community forums in an effort to gain local support for the turbines. The most recent forum was held Thursday night in Tinmouth.
FacebookTwitterLinkedInEmailPrint分享Greentech Media:Wind developers ordered up nearly 100 gigawatts of turbines last year, an unprecedented flood of demand that comes amid deepening uncertainty over the impact the coronavirus outbreak will have on global supply chains and economies.Last year’s orders crushed previous records in the wind industry and represented 65 percent growth over 2018, according to new figures from market researcher Wood Mackenzie Power & Renewables.A number of key markets put up stellar growth figures, including the U.S., which is in the middle of its own historic wind boom. But 2019’s real story was China, where a nearly unbelievable 50 gigawatts of wind turbine orders were placed as developers moved to lock in equipment ahead of an expiring feed-in tariff and to take advantage of new transmission lines.The entire global wind market has been installing somewhere between 50 and 60 gigawatts annually in recent years.Still, the rush of orders bodes well for the global wind market, which faces growing competition from solar energy. All told, last year’s turbine orders were worth $78 billion, WoodMac says.Another big story last year was the rapid rise of the offshore market, now a significant part of both annual wind additions globally and turbine orders for future projects. Offshore turbine orders reached 17 gigawatts last year, driven once again by China, WoodMac says.[Karl-Erik Stromsta]More: WoodMac: Wind developers ordered a record-smashing 100GW of turbines in 2019 Wood Mackenzie: Global wind turbine orders soared to almost 100GW in 2019
3SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Wendy Sheaffer Chief Product Officer at The Omnia Group, an employee assessment firm providing the power of behavioral insight to help organizations make successful hires and develop exceptional employees. For more information, … Web: www.omniagroup.com Details “To whom it may concern,Effective immediately, I am terminating my employment.”After nearly two years on the job, that’s how Valerie left the company. With an email to her boss, sent at 6:02 am the day she was due back from vacation. The email was addressed “To Whom It May Concern,” but the only people receiving it were her supervisor and a representative from HR. She knew who it concerned, but at that moment, Valerie didn’t care.She was frustrated. There were no long-term prospects for advancement, and she didn’t feel that her hard work was appreciated.At first, her supervisor was confused. Valerie wasn’t the first one to put in their resignation; there was a bit of a revolving door that had come to be the norm. But everyone else had given two weeks’ notice and talked about their new jobs. With Valerie, there was only an email coming from nowhere, shaking the foundations of the team with her unexpected departure.In retrospect, there had been warning signs that led them all to the moment she hit “send.”Employee engagement is a spectrum. On one end, employees are actively engaged as productive members of the team. On the other end, they engage in toxic levels of disengagement where they do as little as possible. Most employees fall at various places on that spectrum, depending on the circumstances.One of the many challenges leaders face is keeping their staff on the actively engaged end of that spectrum on a regular basis. If you let yourself get distracted by all the other things on your plate, employee disengagement is one of the issues that can topple everything else.So how do you address it? Is there a cheat sheet for keeping people happy and engaged at work?Believe it or not, such a thing exists. It’s called a personality assessment.Your credit union is a dynamic business made up of individuals completing a variety of important tasks. A personality assessment, such as the Omnia Profile, evaluates the strengths and challenge areas of everyone on your team. You effectively harness the power of insight to help you properly motivate, engage and retain your staff; a little insight can go a long way.One of the areas measured can be summarized as personal priorities and a person’s comfort with risk to achieve them. Knowing if your employee is more motivated by personal achievement or group accomplishment can help you establish goals and incentives.Another area where you can engage people based on assessment data is knowing how your employees like to recharge. This is often simplified as social extroversion or analytical introversion. As a manager, it is beneficial to have an idea if an employee needs ample time and space to focus or if they do better with an interactive environment.You should also consider pace: are they more comfortable working on one project at a time, or do they excel at multitasking? With this data, you can determine how comfortable they are at handling unexpected priority shifts or focusing on a repetitive, complex task that no one else wants to tackle.The final area many assessments cover is an individual’s need for structure and natural attention to detail. Some people are big-picture thinkers who might see things others miss in high-level overviews, whereas others are great at digging into the minutiae and making sure every detail is in place when executing a plan.All these opposing traits are valuable and contribute to a branch that runs smoothly. If you know who has them and how to make the best use of them, you can optimize daily performance while keeping people at the actively engaged side of the spectrum.When you know these things about people, they become easier to understand, and their needs are easier to meet. That’s why it’s a good idea to start with an assessment as a part of your hiring process. You could have someone who aces the interview by being outgoing while lacking the attention to detail to properly do the job. Or you might have someone who is driven by individual, performance-based incentives working as a teller where those opportunities don’t present themselves. On the other hand, that same person might be perfect for sales. Valerie wouldn’t have liked sales, but she needed more opportunities for advancement than her position was able to provide. If the supervisor had known that earlier on, there may have been other areas within the company where Valerie’s drive would have been a benefit. Having an assessment tool at your disposal while considering candidates can stave off the need to figure out how to engage them later.Even if you don’t use the assessment until later, it is a valuable resource for making your employees feel appreciated. One of the biggest pieces of advice you often hear about engaging your staff is to publicly praise them for their accomplishments.That’s great in theory but misses an important point – not everyone likes public attention. Valerie needed public acknowledgement of her accomplishments. But for her coworker Sarah, their supervisor found that she avoided being “called out” in front of her peers. Sarah preferred private conversations and emails. Given the differences, their supervisor started leaning toward Sarah’s preference as the default; it seemed easier than customizing her approach for each individual. She didn’t foresee that Valerie would see that lack of public acknowledgement as confirmation that she wasn’t appreciated.Knowing who needs what and why can help you take the right actions with each member of your team. It can be the difference between an engaged team working to make the company better, and an email at 6:02 am.
Comment Advertisement Arsenal signed Mesut Ozil after failing with a cheeky bid for Luis Suarez (Picture: Getty)‘So, whoever agreed to that clause in the Suarez camp was being less than clever because it was never a buy-out. What there was, was an obligation to discuss a transfer if a threshold was met and that threshold was £40m.‘Now, we didn’t know if Liverpool received an offer of £40m whether they would say, ‘that’s not more than £40m’. We could have gone with £45m, but the point is we knew there was never a buy-out.‘So, it was never going to be a bid of £40m+1, it was always going to be the start of a negotiation.’On Henry’s now iconic response, Law added: ‘We knew that we had to exceed a certain threshold and so we decided to throw another pound on it,” he said. “We could have thrown £50 or £500,000, but it wasn’t going to make any difference to the final negotiation. Arsenal attempted to sign Luis Suarez from Liverpool in the summer of 2013 (Picture: Getty)Former Arsenal transfer chief Dick Law insists never wanted to antagonise Liverpool with their infamous transfer pursuit of Luis Suarez.Arsene Wenger ditched the north London club’s move for Gonzalo Higuain in the summer of 2013, sensing an opportunity to prise the Uruguay international from Liverpool instead.Suarez had agitated for a transfer and believed his contract included a £40m buyout clause.Law, who was overseeing Arsenal’s transfer strategy in conjunction with Wenger and Ivan Gazidis, discovered, however, that the clause merely meant Liverpool were obliged to inform Suarez of any offers they received over the £40m mark.ADVERTISEMENTMore: FootballRio Ferdinand urges Ole Gunnar Solskjaer to drop Manchester United starChelsea defender Fikayo Tomori reveals why he made U-turn over transfer deadline day moveMikel Arteta rates Thomas Partey’s chances of making his Arsenal debut vs Man CityArsenal reportedly submitted an audacious offer, a solitary pound over the required mark, prompting Liverpool owner John W Henry to tweet ‘What do you think they’re smoking over there at Emirates?’AdvertisementAdvertisementLaw, however, insists Arsenal did not mean to cause any animosity, were shocked when the bid was made public and insisted it was purely a negotiating tactic.He told Goal: ‘That spring, news got round to us that Suarez wanted out of Liverpool.‘We got information that showed us what was negotiated between Liverpool and the player, and in our internal conversations decided that the clause was meaningless, that it was not a buy-out and it didn’t obligate Liverpool to do anything apart from have a conversation. Metro Sport ReporterFriday 5 Jul 2019 9:34 amShare this article via facebookShare this article via twitterShare this article via messengerShare this with Share this article via emailShare this article via flipboardCopy link544Shares The truth behind Arsenal’s infamous £40m+£1 transfer ‘bid’ for Luis Suarez finally revealed John W Henry mocked Arsenal after their audacious transfer offer for Luis Saurez (Picture: Getty)‘The offer was just a trigger. Liverpool wanted to make a big deal out of it and that’s fine. When they received our offer they immediately publicised it.‘I think John Henry wanted to know what we were smoking, which I thought was a bit disrespectful. It was him having a bit of a go because he was getting ready to lose his star player. It was a good way to deflect attention.”‘I always thought that the move to publicise it was counter-productive.‘One of the things we were always very proud of at Arsenal was working quietly behind the scenes. Ivan, Arsene and I always worked very hard on being discreet in all transfers.‘And I thought Liverpool shot themselves in the foot by basically saying they were now forced to entertain offers because of this clause, by publicising it they just made everyone aware and eventually they lost the player.’AdvertisementAdvertisementMore: Arsenal FCArsenal flop Denis Suarez delivers verdict on Thomas Partey and Lucas Torreira movesThomas Partey debut? Ian Wright picks his Arsenal starting XI vs Manchester CityArsene Wenger explains why Mikel Arteta is ‘lucky’ to be managing Arsenal Advertisement
ADA, Minn. – Karl Chevrolet Northern SportMods race for $675 to win and a minimum of $60 to start both nights of Norman County Raceway’s Wednesday and Thursday, June 24 and 25 SportMod Blitz.One hundred dollar hard charger, long tow and Performance Auto Tuff Luck awards will be given.Xtreme Motor Sports IMCA Modifieds run both draw/redraw shows both nights and Mach-1 Sport Compacts are on the Thursday card. All applicable points, including local track, will be given.Pit gates will be open all day, the grandstand opens at 5:30 p.m., cutoff for the draw is 6:30 p.m. and racing starts at 7 p.m.Northern SportMod entry fee is $30 each night.Car and driver is $40 for Northern SportMods and $30 for all other divisions. Pit passes are $30.Grandstand admission is $18 for adults, $5 for kids ages 6-12 and free for five and under.More information is available on Facebook and at the www.ncraceway.com website.
ELLSWORTH — The USTA Angell Junior Championships has been rescheduled for June 27 at the Ellsworth Tennis Center.This USTA-sanctioned tournament is hosted annually by the National Alliance on Mental Illness.T-shirts will be available to all players, and trophies will be awarded to winners and runners-up.A free dinner party for players will be held after the tournament on Sunday.This is placeholder textThis is placeholder textSponsors include Machias Bank, Bar Harbor Bank & Trust, Acadia Realty and John Edwards Market.To register or for more information, call the club at 664-0400 or the tournament director at 632-2182.
Westinghouse High School girls’ basketball coach Phyllis Jones has been reinstated after receiving a one-year suspension in February for allegedly recruiting a Langley High School player.“I feel great. This should’ve been taken care of a long time ago and I’m ready to put this behind me and move forward,” Jones said. Jones was suspended by the City League at a hearing Feb. 27 when Langley officials accused her of attempting to recruit one of their junior varsity players. The suspension passed by a 5-3 vote from the athletic committee.Since the initial suspension, Jones continued coaching while the case was under review by the Pennsylvania Interscholastic Athletic Association. The PIAA granted Jones a stay of her suspension because they said she had not been fully prepared for the first hearing.“Because of the way it was done I didn’t know a lot of stuff that was going on,” Jones said. “I wasn’t properly prepared for the case in the beginning.”The appeal hearing was set to occur at the end of March, but was postponed until May and then postponed for a second time until July. Prior to the hearing, the PIAA decided to send the case back to City League District 8 committee for a hearing to be held in September.“A key word is patience,” Jones said. “This whole experience definitely taught me patience.”The reversal of the one-year suspension came after Langley officials retracted their allegations against Jones. The District 8 committee then voted unanimously to accept the letter of retraction and drop the case.“Langley dropped their charges and the district board accepted their dismissal,” said City League athletic director Mike Gavlik. “That’s the district’s decision and we obviously respect their decision.”A similar incident erupted in March of 2006 when Jones was first accused of recruiting and set to receive a one-year suspension. Though the penalty was reversed by the PIAA, Jones was suspended for the first five games of the 2006-07 season and placed on probation for two years.Jones has coached at Westinghouse for 19 seasons and has won two National Coaching awards and several City League championships, which includes the past three in a row. She has also been selected as the Courier’s Coach of the Year the past two years. HONOREE— Phyllis Jones was named Coach of the Year at the Courier’s All City Awards Banquet.
The Junior Bombers, one of two teams entered from LVR, dominated the West Kootenay finals in Castlegar, with 5-0-1 record.The Bombers posted wins over host Stanley Humphries Rockers, Lucerne Lakers of New Denver, Grand Forks Wolves, Salmo Falcons and J. Lloyd Crowe Hawks of Trail before defeating the Wolves for a second time 25-23, 25-21 in the final.Great job winning the zone title girls and congrats on being selected Mallard’s Team of the Week.The team includes coaches Megan Rushton and Jen Kidd and players Jessica Kidd, Caitlyn Maida, Annette Augsten, Laurel Halleran, Isobel Morely, Morgan Livingston, Megan Poetsch, Megan Tennant, Emma Willow, Maddie Sternloff, Avery Archambault, Kaylin O’Connor and Elena Gustafson. The future looks bright for girl’s volleyball at L.V. Rogers High school after the Bombers captured the West Kootenay Junior Girl’s Championship recently.
Inspectors from the Health Information and Quality Authority (HIQA) have identified issues with accommodations in two of Donegal’s community hospitals. The state’s health watchdog carried out unannounced inspections at Lifford Community Hospital and Carndonagh Community Hospital this summer, where non-compliances were reported in both centres due to shared bedrooms.The HIQA reports, published today, highlighted six non-compliances with Health Act 2007 regulations at Lifford Community Hospital and one non-compliance at Carndonagh Community Hospital. An inspection of Lifford Community Hospital in July found that, overall, the residents received effective nursing and medical care. Residents were complimentary of staff and said that they treated them with kindness, respect and warmth.A major non-compliance was identified when some residents were found to share bedrooms which had four beds in one room.The inspector said there was ‘a lack of privacy and dignity’ for residents who stayed in the centre’s four multi-occupancy bedrooms. The issue was also highlighted during previous inspections, the report said.The layout of the shared rooms was said to be inadequate as there is no corridor between each of the rooms. As a result, residents, staff and visitors often walked through these private bedrooms to access other areas of the centre. The report also said that residents were being denied their right to be independent because the facilities of the designated centre were being used by other services. Patients who were attending the daycare hospital and the chiropody service were using some communal rooms and toilets.In response, Lifford Community Hospital management said that a decision will be made on the development of the structural issues relating to the multi-occupancy rooms by 2021.Carndonagh Community HospitalCarndonagh Community Hospital on the Convent Road underwent an unannounced inspection in July 2019.The inspector also noted that the centre had insufficient resources in respect of the premises, particularly in relation to multi-occupancy bedrooms and communal facilities. Plans are currently in place to reconfigure the design and layout of Carndonagh Community Hospital. The one non-compliance at the centre related to the premises, where two of the wards had rooms which accommodated three to four residents. The inspector said that the private accommodation was limited in multi-occupancy bedrooms and did not reflect a lifestyle consistent with residents’ previous routines. The inspector noted that plans for the layout of the new premises did not have a sufficient number of easily accessible toilets. As a result, the architectural plans are being reviewed and management said that the works are due to be completed by 2020.Overall at Carndonagh Community Hospital, the report found that residents were satisfied with staff support and their daily routines, activities and interaction with the communities.“Leadership and management was effective in ensuring that good quality, person centred safe care was being provided. However the inspector found that the premises did not meet the needs of residents,” the report said. HIQA inspectors critical of shared bedrooms in two community hospitals was last modified: October 31st, 2019 by Rachel McLaughlinShare this:Click 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 share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)Tags:Carndonagh Community HospitalLIfford Community Hospital