Rajasthan created a world record on Thursday by bringing more than a lakh people together at a yoga session.Two representatives from Guinness World Records watched as yoga guru Baba Ramdev put the gathering, which included Rajasthan Chief Minister Vasundhara Raje, through a series of asanas. The international private organisation then handed over a certificate to Ms. Raje and Baba Ramdev, saying it had been the largest gathering worldwide of people performing yoga. Enthusiasts perform yoga during an event to set the Guinness World Record for the largest yoga lesson during the International Day of Yoga at Kota in Rajasthan on June 21, 2018. | Photo Credit: PTI
Cleveland Indians relief pitcher Cody Allen, right, is congratulated by catcher Yan Gomes after the Indians defeated the Baltimore Orioles 4-2 in a baseball game, Saturday, Sept. 9, 2017, in Cleveland. (AP Photo/Tony Dejak)CLEVELAND — The crowd of 30,459 stood and cheered as Cody Allen fanned Trey Mancini for the final out.Make it 17 in a row for the Cleveland Indians.ADVERTISEMENT Trump signs bills in support of Hong Kong protesters Lacson: SEA Games fund put in foundation like ‘Napoles case’ Baltimore rookie Gabriel Ynoa (1-1), making his first start of the season, allowed three runs in 4 2/3 innings. The Orioles were three games out in the wild-card race entering play.Giovanny Urshela’s third-inning double tied it at 1. Carlos Santana scored on Bruce’s single past a drawn-in infield, and then added an RBI double in the fifth.Lindor hit his 28th homer in the seventh.The Indians nearly pulled off two spectacular defensive plays in the first. Urshela, playing second base for the first time in the majors, made a diving stop behind the bag of Manny Machado’s ground ball. Throwing from his back, Urshela nearly got Machado at first.Machado took third on Adam Jones’ single. Mancini hustled down the line to beat a strong throw from shortstop Lindor, who ranged behind second for his grounder.The Indians went 11-0 on a road trip that ended Thursday. Cleveland extended the streak with a 5-0 win Friday in the opener of a 10-game homestand.ROLLING ALONGCleveland slugger Edwin Encarnacion singled in the seventh and has reached base via a hit or walk in 32 consecutive games.FOR STARTERSOrioles right fielder Austin Hays made his first big league start, batting ninth and going 0 for 2. A third-round pick in the 2016 draft, Hays hit .329 with 32 homers and 95 RBIs before his promotion from Double-A Bowie. Ethel Booba on hotel’s clarification that ‘kikiam’ is ‘chicken sausage’: ‘Kung di pa pansinin, baka isipin nila ok lang’ Celebrity chef Gary Rhodes dies at 59 with wife by his side NEXT MAN UPCleveland’s winning streak has come with a pair of 2017 All-Stars on the disabled list — ace reliever Andrew Miller (right knee tendinitis) and left fielder Michael Brantley (sprained right ankle). Second baseman Jason Kipnis (strained right hamstring) is also on the DL.“I remember there was a day in here a while back and I said something about this could be our time to shine,” manager Terry Francona said. “Guys get chances that maybe wouldn’t of before.”TRAINER’S ROOMIndians: 2B Jose Ramirez (sore wrist) missed his third straight game. He hit seven homers and drove in nine runs during the team’s unbeaten road trip.UP NEXTBaltimore right-hander Jeremy Hellickson makes his eighth start since being acquired from Philadelphia on July 28. He is 2-3 with a 6.87 ERA with the Orioles. Cleveland right-hander Trevor Bauer seeks to extend his career-long winning streak to nine games. He is 0-3 with a 6.75 ERA in four career starts against Baltimore.Sports Related Videospowered by AdSparcRead Next Robredo: True leaders perform well despite having ‘uninspiring’ boss PLAY LIST 02:49Robredo: True leaders perform well despite having ‘uninspiring’ boss02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games Robredo should’ve resigned as drug czar after lack of trust issue – Panelo Celebrity chef Gary Rhodes dies at 59 with wife by his side LATEST STORIES Francisco Lindor homered and Allen finished off another impressive performance for Cleveland’s bullpen, helping the Indians beat the Baltimore Orioles 4-2 on Saturday for their 17th straight victory.“It’s one of crazy those things where you’re just playing good baseball,” said Allen, who earned his 25th save. “We’re not really thinking about it as much as you guys are.”FEATURED STORIESSPORTSSEA Games: Biñan football stadium stands out in preparedness, completionSPORTSPrivate companies step in to help SEA Games hostingSPORTSBoxers Pacquiao, Petecio torchbearers for SEA Games openingCleveland’s franchise-record streak is the longest in the majors since Oakland won 20 straight in 2002. The longest streak in baseball history belongs to the New York Giants, who had a 26-game run in 1916, according to the Elias Sports Bureau. The Giants’ streak included a tie, which doesn’t count as a game in baseball.Jay Bruce’s fourth-inning single put the Indians ahead to stay, and Josh Tomlin (9-9) pitched into the sixth to win his fifth consecutive decision. View comments Hotel says PH coach apologized for ‘kikiam for breakfast’ claim NATO’s aging eye in the sky to get a last overhaul “It’s kind of weird, but it’s also a lot of fun,” Tomlin said.The Indians haven’t lost since Aug. 23. They have outscored their opponents 118-30 during the streak, but their latest win was a close one.The Orioles jumped in front on Mancini’s infield hit in the first. It was the first time since Cleveland’s last loss that the Indians didn’t score first.Tomlin was pulled after Tim Beckham’s 20th homer leading off the sixth. Five relievers then combined for four innings of one-hit ball.“They’re a heck of a team, man,” Beckham said. “They have everything they need to win ballgames. You just give it your all and don’t waste any at-bats because you can’t afford to.”ADVERTISEMENT MOST READ Don’t miss out on the latest news and information. Messi nets 3, Dembele debuts as Barcelona routs Espanyol
LATEST STORIES FILE – In this March 21, 2013, file photo taken with a fisheye lens, the NCAA logo is displayed at mid-court before Albany’s practice for a second-round game of the NCAA college basketball tournament in Philadelphia. A judge has ruled against the NCAA in a federal antitrust lawsuit, saying football and basketball players should be permitted to receive more compensation from schools but only if the benefits are tied to education. (AP Photo/Matt Slocum, File)The NCAA was able to claim victory Friday night after a judge ruled against the governing body for college sports in a federal antitrust lawsuit.U.S. District Judge Claudia Wilken in Oakland, California, said college football and men’s and women’s basketball players competing at the NCAA’s highest level should be permitted to receive compensation from schools beyond the current athletic scholarship, but only if the benefits are tied to education.ADVERTISEMENT The claim against the NCAA and the 11 conferences that have participated in the Football Bowl Subdivision was originally brought by former West Virginia football player Shawne Alston. It was later merged with similar lawsuits, including a notable case brought by former Clemson football player Martin Jenkins.Plaintiffs argued the NCAA illegally restricts schools from compensating football and men’s and women’s basketball players beyond what is traditionally covered by a scholarship. That includes tuition, room and board and books, plus a cost-of-attendance stipend to cover incidentals such as travel.Plaintiffs touted the ruling as “monumental.”“We have proven to the court that the NCAA’s weak justifications for this unfair system are based on a self-serving mythology that does not match the facts,” said Steve Berman, the Seattle-based lead attorney for the plaintiffs. “Today’s ruling will change college sports as we know it, forever.”Feldman, though, said: “The remedy is relatively narrow and this is certainly not the sea change that the plaintiffs were looking for in college sports,”ADVERTISEMENT 1 dead, 3 injured in Quezon road crash Don’t miss out on the latest news and information. PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss SEA Games hosting troubles anger Duterte View comments The NCAA argued altering amateurism rules would lead to pay-for-play, fundamentally damaging college sports and harming academic integration of athletes.“The court’s decision recognizes that college sports should be played by student-athletes, not by paid professionals,” NCAA chief legal counsel Donald Remy said in a statement. “The decision acknowledges that the popularity of college sports stems in part from the fact that these athletes are indeed students, who must not be paid unlimited cash sums unrelated to education. NCAA rules actively provide a pathway for tens of thousands of student-athletes each year to receive a college education debt-free.The Ninth Circuit Court of Appeals has already said it expects to take the case. It is possible the injunction will be stayed until the Ninth Circuit rules. Feldman said both sides could have incentive to appeal the ruling.“We believe the ruling is inconsistent with the decision by the 9th Circuit Court of Appeals in O’Bannon,” Remy said. “That decision held that the rules governing college athletics would be better developed outside the courtroom, including rules around the education-related support that schools provide.”Wilken is the same judge who ruled on the so-called O’Bannon case, which challenged the NCAA’s right to use athletes’ names, images and likenesses without compensation. The case also produced a mixed ruling that eventually went to the Ninth Circuit Court of Appeals.In O’Bannon, Wilken ruled schools should be permitted, but not required, to compensate athletes for use of their name, image and likeness, with payments capped at $5,000 per year. The appeals court overturned that and said payments “untethered” to education were not required by schools.”Wilken also ruled the NCAA was required to allow schools to factor in their federally determined cost of attendance into the value of an athletic scholarship. That is now common practice in major college sports, though schools were already moving toward NCAA legislation allowing for cost of attendance when Wilken made her ruling.The plaintiffs argued in the Alston case that implementation of cost-of-attendance stipends prove paying athletes even more would not hurt college sports. MOST READ Lacson backs proposal to elect president and vice president in tandem P2.5 B shabu seized in Makati sting, Chinese national nabbed The NCAA cannot “limit compensation or benefits related to education,” Wilken wrote. That opens the door to athletes receiving more scholarship money to pursue postgraduate degrees, finish undergraduate degrees or study abroad. The NCAA could not, under the court’s injunction, limit schools if they choose to provide athletes items that could be considered school supplies such as computers, science equipment or musical instruments.“Technically the plaintiffs won the case and the NCAA will not be happy that they were found to be in violation of antitrust law, but ultimately this allows the NCAA to keep the bulk of their amateurism rules in place,” said Gabe Feldman director of the Tulane University sports law program.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSUrgent reply from Philippine football chiefSPORTSPalace wants Cayetano’s PHISGOC Foundation probed over corruption chargesThe plaintiffs in the so-called Alston cases were seeking much more.Plaintiffs had asked the judge to lift all NCAA caps on compensation and strike down all rules prohibiting schools from giving athletes in revenue-generating sports more financial incentives for competing. The goal was to create a free market, where conferences set rules for compensating athletes, but this ruling still allows the NCAA to prohibit cash compensation untethered to education-related expenses. Trump campaign, GOP groups attack Google’s new ad policy Private companies step in to help SEA Games hosting With sights set on U23 team, UE’s Kath Arado ‘surprised’ to make seniors pool Sports Related Videospowered by AdSparcRead Next For the complete collegiate sports coverage including scores, schedules and stories, visit Inquirer Varsity. P2.5 B shabu seized in Makati sting, Chinese national nabbed Hong Kong tunnel reopens, campus siege nears end
WHEN the International Boxing Association (AIBA) appointed an ad hoc committee in June to run the sport in India, it didn’t clear the status of the existing body – the Boxing India. The state units are taking advantage of this loophole and one of its vice-presidents has called the executive committee meeting in Guwahati on August 31.In a letter, send by vice president Meren Pual to BI’s treasurer, seven executive members and 10 vice-presidents, he wrote that the issue will be discussed in the meeting.The letter, dated August 13 reads, “As the post of secretary general has been rendered vacant, I hereby convened an executive council meeting of Boxing India to be held on August 31, 2015, in Guwahati to discuss (a) implication of the AIBA president’s letter on June 23, 2015, read with the formation of AIBA ad hoc committee (b) report on the outcome of the meeting of BI executive members with sports minister on August 7, 2015, (c) any other matter with the permission of the chair.”When asked how BI members can call an executive committee meeting when the world body has given the ad hoc committee power to run boxing, a member said, “AIBA’s letter to Meren Paul on June 23rd says that it hasn’t defunct Boxing India and is reviewing the situation. We aren’t going against AIBA rules.”
Advertisement Advertisementphoto credits: thecoverage.myThe second Group C match saw Peru and Denmark going head to head for the first time in Sanarsk. While it was a 1-0 victory for Denmark, it wasn’t a very easy one as Peru went toe-to-toe with them on the turf.It was Peru’s first World Cup appearance since 1982 and a penalty miss by Christian Cueva resulted in heartbreak for Los Incas. At the stroke of half-time, referee Bakary Gassama awarded Peru a penalty after he reviewed the incident on VAR. However, Cueva’s shot went blazing over the penalty bar and they lost their first chance. Still, it wasn’t over for them as they got plenty more opportunities in the second half but couldn’t quite make it past Kasper Schmeichel’s grip.photo credits: GettyIn the 59th minute, Peru were made to regret their missed opportunity as Yussuf Yurary Poulsen netted the ball from Christian Eriksen’s pass.photo credits: Getty Also read: FIFA World Cup 18: Argentina vs Iceland ReviewFIFA World Cup 2018 : Croatia vs Nigeria Preview. The result meant that Denmark moved into second in Group C on three points, behind France while Peru dropped to the bottom of the table behind Australia in third.
We’re proud to announce the winners of the Glassdoor 2014 Employees’ Choice Awards, the 50 Best Places to Work. The awards, now in their sixth year, recognize companies with at least 1,000 employees. The top five Best Places to Work for 2014 are Bain & Company, Twitter, LinkedIn, Eastman Chemical and Facebook.The 2014 Employees’ Choice Award winners were determined based on employee feedback shared on Glassdoor via an online company review survey. As part of the company review survey, employees share what it’s like to work at their company by rating their overall satisfaction as well as workplace factors like work-life balance, compensation and benefits and career advancement opportunities. Additionally, employees share the benefits and downsides of working at their companies and offer advice to senior management.Reclaiming the #1 spot it held in 2012, Bain & Company’s employees share what it’s like to work for the winning company:Do you love your job and think your company is a Best Place to Work? Share a review. Reviews submitted during the next 12 months will be considered for Glassdoor’s 2015 Employees’ Choice Awards. Interested in working for a top medium-sized company? Check out our newest Employees’ Choice Awards list, the 50 Best Medium-Sized Companies to Work For in 2014.To learn more about the Glassdoor Employees’ Choice Awards, visit https://www.glassdoor.com/about/best-places-to-work.htm. To request the full methodology, contact email@example.com.
Impressive Skills to Include on Your Resume Every company — no matter how big or small — makes hiring mistakes. It’s just a reality of being in the business of hiring people. If you’re looking at just culture fit and job role fit, there are four kinds of employees. Ones who are good fits in both categories are obviously ideal. When an employee is a bad culture fit and also not right for their job role, the decision to let them go, while never a choice that’s taken lightly, is not usually fraught with indecision. Those who are bad culture fits but great at their jobs are workable; they’ll stay until something better for them comes along. The last group, however, is a little more challenging. Employees who are perfect culture fits but not quite right in their specific job roles are tough to handle. Sure, you want employees who are invested in the company’s mission, get along with their coworkers, and can see themselves staying long-term. However, you need your business to function efficiently, and anything that gets in the way of that needs to be dealt with. Some companies will let these employees go, or make their working conditions difficult enough that they end up quitting. Smart companies, however, find new roles for these people. A couple of months ago, TheSkimm, a media company that delivers daily news digests to their newsletter subscribers, shared a story about being in this very situation. Instead of firing an employee they loved who wasn’t excelling in his role, the founders took the time to test his skill sets and figure out where he could do better work. “Six months later, he is flourishing in a totally different role on our team, with a brand new skill set under his belt,” they said in their post. “He has always been driven and a great culture add — but now he is actually helping us expand a part of our company.” Just like that, a less-than-ideal situation was turned into an advantageous one with a bit of hard work and strategizing. So how can managers know if it’s worthwhile to employ a similar approach when they realize they’ve hired the wrong person for a specific role, and how can they get it done? Here are five steps to making an internal transition work. 1. Look for these two qualities.Before you decide you’re going to go through the effort to put someone into a new role, you need to ask yourself, “Is this person a good fit with our company culture?” and “Are they a hard worker?” If the answer to both is yes, then you can move forward. “Hard workers are tough to find,” notes Cathy Donahoe, VP of Human Resources at Domo. “However, finding a hard-working employee who is also able to seamlessly transition into a company’s unique culture is much more difficult to find. If you’ve found someone who is both, it’s worth the extra resources and time to invest in the kind of employee, because they can ultimately benefit the company’s bottom line.” 2. Consider the costs. Speaking of the bottom line, keeping good employees for years can actually benefit it. “You can cut time, energy and money wasted by investing in an employee that wants to stay at your company for years to come, as opposed to hiring a “short-term” employee that addresses an immediate hiring need, but isn’t a long term fit,” explains Donahoe. Before you take action one way or another, it’s a good idea to make sure the transition makes financial sense. Chances are, it will.3. Get in the “team” mindset. “In situations like this I think it’s important to remember that a high-performing, successful company is similar to a high-performing, winning sports team,” notes Donahoe. “Many HR professionals tend to think of employees as a ‘family,’ but I find that doesn’t fully encompass the extent to which a company’s culture can impact performance.” Essentially, hiring managers should be treating their employees like all-star players, who would never be traded to another team (or move organizations) without a lot of careful thought about their skills and what they bring to the table. Job switches can work out for the better, “you just have to ensure that your key players are in the right positions so they can reach their maximum potential.” This means that a thorough skills assessment is in order before any further steps are taken. 4. Do a deep dive into their skill set. “People are often placed in jobs based on their prior titles and number of years of experience,” explains Carisa Miklusak, CEO of Tilr. This approach doesn’t always work out well since it doesn’t account for how the employees’ skills actually line up with the job’s requirements. “Data shows that when you focus on the skill set that someone has and match those skills to the requirement of the jobs, productivity increases and cultural fit becomes a natural byproduct,” she notes. 5. Be transparent about what’s happening. Once you’ve made a decision to keep an employee but put them in a different position, you need to give them all the information about what’s about to happen. “To reallocate effectively while keeping the employee engaged, an organization must be honest and state that they are committed to the employee and their development, but don’t feel they are in the best opportunity to grow and learn,” says Milusak. For the employee who is being moved, it’s crucial to know that they’re valued at the company, and that’s why this process is happening. ”Despite the time investment, this type of commitment to an employee generally provides an excellent ROI, as they become equally as dedicated to the company,” adds Miklusak. In other words, putting time and effort into making sure employees are flourishing in their roles is worth it in the long run.6 Ways to Get Your Voice Heard As A Woman at Work Also on Glassdoor: Know Your Worth
23 hours ago 23h Administartive Assistant Sentry Mechanical Pittsburgh, PA LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL 23 hours ago 23h 23 hours ago 23h N/A 2.8★ Create Job Alert 23 hours ago 23h Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO Pest Control Technician United Pest Solutions Seattle, WA 4.5★ Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV Service Advisor Prime Motor Group Saco, ME N/A RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 3.4★ 2.5★ 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 23 hours ago 23h 3.5★ 23 hours ago 23h 23 hours ago 23h Director, Advanced Technology Policy General Motors United States Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 3.1★ 4.7★ Passive-aggressive behavior isn’t always easy to spot thanks to its “passive” nature, often taking time to reveal itself for what it really is. Still, once uncovered, it can be a serious nuisance, especially in the workplace. How can you know if the behavior you’re dealing with really classifies as passive-aggressive?“My view is that you know you’re dealing with a passive-aggressive person when you’re surprised — and not in a good way,” says Amanda Gulino, HR expert and founder of A Better Monday. Since passive-aggressive people tend to be indirect in the way they communicate, working with them sometimes leads to less-than-ideal surprises.Maybe they’ve said one thing to your face and another to your boss, or they’re giving you the cold shoulder around the office and in meetings for no apparent reason. No matter the specific behavior, it’s important that you figure out your next move. Instead of letting passive-aggressive colleagues get the best of you, employ these solid strategies for dealing with them.Step 1: Understand Their MotivationThough passive-aggressive behavior can be incredibly frustrating, it’s a good idea to take a pause before you react to consider why your coworker might be acting this way.“It’s helpful to separate the passive from the aggressive,” notes Scott Crabtree, Chief Happiness Officer at Happy Brain Science. “The aggressive part is motivated by the same things that make anyone aggressive.” Maybe your coworker feels wronged, threatened, or offended.“The more interesting part is what makes people passive,” Crabtree says. “I believe it is fear. Unfortunately, conflict between people has been dangerous or deadly throughout human history. It’s natural — and even useful — to be conflict-averse. In passive-aggressive people, their fear stops them from being direct, but their aggression leads to them acting out or speaking up in passive ways.”While a direct conversation is certainly more efficient, when put in perspective, it’s easy to understand why your colleague might take this approach. Knowing this can help you cool down any annoyance you’re feeling as a result of their behavior for a more measured, logical response.How to Confront a Coworker That’s Driving You CrazyStep 2: Don’t Overreact or Lash OutOne of the biggest challenges of dealing with passive-aggressive people is controlling your own emotions, which, if allowed to get out of control, could harm your focus and performance.“The biggest mistake we can make is letting passive-aggressive behaviors and personalities get to us, shake us and make us show up as less than who we aim to be every day,” Gulino says. “We have to model the behavior we want to see in the workplace, so it’s so important to not stoop below our own personal values and behaviors of professionalism and strong communication.”Gulino’s trick for managing difficult personalities at work? Imagine a snowglobe: “Inside the snowglobe is the situation you’re dealing with, but outside of it is where you find yourself. This allows you to look at the situation objectively and helps you manage your own emotions and proceed more mindfully.”This exercise encourages you to remove yourself from the conflict and see it for what it really is. “There’s something powerful about objectivity in these very charged, uncomfortable situations with very frustrating people,” Gulino adds.Step 3: Be HonestBy not saying anything to your passive-aggressive colleague, you’re essentially condoning their behavior.“Find an appropriate and healthy way to surface the conflict using a lens of radical candor — being honest while being kind,” Gulino recommends. “This could look a variety of ways depending on the nature of the issue, severity and the players, however, the most important thing is to not sweep the issue under the rug.”Whether it’s an informal conversation with them or a meeting with a mediator like someone from HR or a shared supervisor, finding a way to bring up their actions and let them know why you’re speaking with them is an essential step.Step 4: Use Your Emotional Intelligence to Your AdvantageWe hear a lot about the importance of empathy in the workplace, and this situation is a prime example of where it can be a huge advantage.“Understand that passive-aggressive people are doing the best they can,” Crabtree advises. “It would be great if they could be more direct, but they are addressing issues the best way they know how. By bringing strong emotional intelligence to conversations with them, you can help them feel safe so they can be more direct and you can have a constructive conversation.”During your conversation with them, remember: “It doesn’t matter who’s right or who’s doing it right,” Crabtree says. “It’s better to be effective than right. Helping people process their emotions, get clear on their needs and responding to them appropriately can help [the] organization move forward.”The best way to accomplish this is by asking the right questions. “It’s ten times more effective when you can try to put yourself in the passive-aggressive individual’s shoes and try to understand where they are coming from,” says Renee Frey, HR and recruiting expert and founder of TalentQ.That means asking probing questions and using phrases like: “Help me understand…” “I’m listening…” and “Can you fill me in…” The logic behind this? “All they want is to be heard,” Frey says. “If they are not sharing their frustration, verbally communicate to them that they can trust you and share their true thoughts and feelings. This enables them to feel more comfortable and share more openly.”Step 5: Build a RelationshipOnce you’ve solved your initial conflict with your passive-aggressive coworker, you’ll want to build a foundation for avoiding future issues with them. “I would try to focus on building a relationship with them,” Frey says. “Once they trust you, their guard will go down and they will use less passive-aggression.”Ideally, once they realize you’re not a threat, they’ll feel more comfortable coming straight to you with issues.7 Ways To Create Beneficial Alliances At WorkStep 6: Look at the Bigger PictureIf you spot this behavior in multiple colleagues, consider that the issue might have more to do with corporate culture than the individual. “Passive-aggressive behavior may indicate low workplace morale if there are many people using this tactic,” Frey explains. “These employees do not feel connected to the company. They may not trust they can share their true feelings. Create an open, honest trusting workplace and everyone will thrive.”Browse Open Jobs 5.0★
8. IntelMaternity Benefit Details: According to its internal blog, Intel contributes up to $40,000 for employees’ fertility treatments, along with another $20,000 for prescription coverage. And the company recently opened the benefit to employees regardless of infertility diagnosis.Where Hiring: Albuquerque, NM; Hillsboro, OR; Phoenix, AZ; Folsom, CA; Santa Clara, CA & moreOpen Roles: Process Engineer, Software Engineer, Mechanical Design Engineer, Engineering Technician, Packaging R&D Engineer, Research Scientist & moreSee Open Jobs 23 hours ago 23h 3. CernerMaternity Benefit Details: According to its website, Cerner offers “adoption assistance and adoption leave.” It also pays for genetic screening of embryos, the New York Times reports.Where Hiring: Kansas City, MO; Malvern, PA; Vallejo, CA; Rutland, VT; Middleburg Heights, OH & moreOpen Roles: Team Lead – Technical Project Manager, Data Scientist, Academy Software Engineer, Analytics Consultant, PRN Registered Nurse, Solution and Test Design Analyst & moreSee Open Jobs Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO It costs a lot to have a child — and if you have any trouble conceiving, those costs quickly climb. (In fact, just one cycle of in-vitro fertilization can cost more than $20,000.) So, it’s no wonder than more employees are asking for enhanced maternity benefits — from financial assistant for IVF to extended paid maternity leave plans — from their companies, and that more workplaces are offering these benefits. If you’re searching for the perfect place to grow your career and family, here are 10 companies with maternity benefits you may like — and want to apply to.1. StarbucksMaternity Benefit Details: Starbucks offers a $20,000 IVF benefit to all employees — even its part-time baristas. Plus, employees who want to adopt can receive up to $10,000.Where Hiring: Cleveland, OH; Seattle, WA; Houston, TX; Saint Paul, MN; Gainesville, FL & moreOpen Roles: Barista, District Manager, Shift Supervisor, Business Analyst, Project Manager, Decision Scientist, Senior Application Engineer & moreSee Open Jobs LCPC – Licensed Clinical Professional Counselor Above and Beyond Family Recovery Center Chicago, IL 23 hours ago 23h RN, Registered Nurse – OP Chemotherapy CHRISTUS Health Houston, TX 23 hours ago 23h 23 hours ago 23h Hot New Jobs For You 7. SnapMaternity Benefit Details: Snap offers its employees “adoption, surrogacy, infertility, and fertility preservation benefits,” plus gives paid maternity and paternity leave, its website says.Where Hiring: Los Angeles, CA; Seattle, WA; New York, NY & moreOpen Roles: Ad Review Specialist, Content Specialist, Account Manager, Research Engineer, Manager – Learning & Development & moreSee Open Jobs Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h 3.5★ Pest Control Technician United Pest Solutions Seattle, WA View More Jobs 23 hours ago 23h 2. Morgan StanleyMaternity Benefit Details: According to Working Mother, Morgan Stanley employees get receive 16 weeks of paid leave if taken immediately, or eight weeks following a birth, adoption or foster-care placement — with another eight weeks available to take within 12 months.Where Hiring: Los Gatos, CA; Columbus, OH; New York, NY; Atlanta, GA; South Jordan, UT & moreOpen Roles: Client Service Associate, Fixed Income Mortgage Modeler, Financial Advisor, Wealth Management Associate, Global Stock Plan Services Registered Representative & moreSee Open Jobs 5. MassMutualMaternity Benefit Details: Like Cerner, MassMutual pays for genetic screening of embryos, the New York Times reports. And as of this year, it also 18 weeks of fully paid leave to new mothers — with non-birth mothers, fathers and adoptive parents eligible to take up to eight weeks of fully paid parental leave, according to a MassMutual press release.Where Hiring: Springfield, MA; Boston, MA; New York, NY & moreOpen Roles: Database Engineer, Quantitative Developer, Front End Engineer, Collaborative Tools Engineer, Software Developer & moreSee Open Jobs 23 hours ago 23h Administartive Assistant Sentry Mechanical Pittsburgh, PA Director, Advanced Technology Policy General Motors United States 2.5★ 9. PinterestMaternity Benefit Details: Pinterest revealed in a Today interview that the company covers up to four rounds of IVF treatments for employees giving birth. Pinterest also announced in a blog post that it would offer fertility benefits for up to $20,000 for parents who are working with a surrogate — and benefits up to $5,000 for employees who adopt.Where Hiring: San Francisco, CA; New York, NY; Seattle, WA & moreOpen Roles: Market Researcher, UX Writer, Sales Manager, Marketplace Quality Agent, Benefits Specialist, Spam Operations Agent & moreSee Open Jobs 23 hours ago 23h 10. Bank of AmericaMaternity Benefit Details: FertilityIQ’s Family Builder Workplace Index shows that Bank of America provides unlimited IVF coverage. (It does require an infertility diagnosis, though.)Where Hiring: Pittsburgh, PA; New York, NY; Newark, NJ; San Francisco, CA; Littleton, CO & moreOpen Roles: Client Service Representative, Administrative Assistant, Testing Specialist, Senior Product Specialist, Service Delivery Consultant & moreSee Open Jobs 6. ViacomMaternity Benefit Details: According to Working Mother, Viacom reimburses its employees for in vitro fertilization, egg freezing, surrogacy expenses and other various fertility costs.Where Hiring: New York, NY; Miami, FL; Burbank, CA & moreOpen Roles: Executive Receptionist, Senior Analyst – Social Analytics, Coordinator – Toys, Legal Assistant, Senior Business Analyst – Rights Management, IT Sourcing Director & moreSee Open Jobs 4.5★ 3.1★ Service Advisor Prime Motor Group Saco, ME N/A 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT 5.0★ 3.4★ Registered Nurse (RN) – Charge Nurse – $7,000 Sign On Bonus EmpRes Healthcare Management Gardnerville, NV 23 hours ago 23h N/A 4.7★ 2.8★ 4. UnileverMaternity Benefit Details: Unilever reimburses its employees for in vitro fertilization, egg freezing, surrogacy expenses and other fertility costs, according to Working Mother.Where Hiring: Englewood Cliffs, NJ; Rogers, AR; Burlington, VT; Sikeston, MO; Farmingdale, NY & moreOpen Roles: Ecommerce Pure Play Business Manager, Recruitment Sourcer, Senior Content Marketing Manager, Building Maintenance – Facilities, Associate Category Management Manager & moreSee Open Jobs
Released Manchester City fullback Gael Clichy is attracting Serie A interest.Clichy has emerged as a target for Inter Milan following his release from Manchester City.According to Radio Kiss Kiss Napoli, directors Walter Sabatini and Piero Ausilio are considering the former Arsenal full-back.Clichy turns 32 next month but a move is far from certain, with the former France international’s wage demands a potential stumbling block.The defender has also been linked with West Ham and Liverpool since the end of last season.
AC Milan are eyeing Manchester City goalkeeper Joe Hart.The Sunday Express says Milan could throw England keeper Hart a much needed career lifeline if they lose highly rated teenager Gianluigi Donnarumma who has rejected a new deal.Real Madrid are keeping tabs on Donnarumma, 18, who is out of contract at the end of next season and weighing up making a move which could see Hart return to Italy.Hart spent last season on loan in Italy playing for Torino but City are finding it tough to offload him partly because of his £150,000 a week wages.Milan who have just been taken over by Chinese investors could become his best chance of seeing regular action next season.
Manchester United have jumped into the battle for Real Madrid midfielder Isco.Despite public claims from both sides of the table, Isco’s contract situation remains unresolved.Diario Sport says the midfielder is demanding a major pay-rise to re-sign after playing a critical role on Real’s Double triumph.Isco isn’t making any threat to leave, but has demanded Real match the offers he has from rival clubs.Manchester City, Barcelona and now Manchester United have all tabled contracts worth more than double what Isco is currently earning.
Juventus are pushing to close a deal for PSG midfielder Blaise Matuidi.Telelombardia reports a crunch meeting will be held with agent Mino Raiola on Tuesday.It’s reported that Matuidi has given the all-clear to joining Juve, but PSG might need convincing after an initial proposal of €15m plus incentives.The 30-year-old brings experience to the Bianconeri midfield and the rugged strength that Max Allegri is looking for.
What: GMHC2013 will bring together approximately 700 scientists, practitioners, researchers, and policy-makers to explore technical issues relating to improving the quality of maternal health care globally. The conference promises to be an exciting opportunity for health professionals from around the world to come together to share knowledge and build on progress toward eradicating preventable maternal mortality and morbidity with a focus on improving quality of care. ShareEmailPrint To learn more, read: Posted on March 12, 2012October 15, 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 and Management and Development for Health are delighted to announce the Global Maternal Health Conference 2013: Improving Quality of Care. When: January 15-17, 2013 Co-sponsors: Management and Development for Health, Dar es Salaam and the Maternal Health Task Force at the Harvard School of Public Health Stay tuned to the Maternal Health Task Force site for more information. Click here to read about the first Global Maternal Health Conference that was held in Delhi, India in 2010. Share this: Where: The Arusha International Conference Center, Arusha, Tanzania
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.When is the last time you took an entire day off from your freelancing?It’s a tough question, isn’t it? One of the challenges of the freelance life is that if you’re not working in the business, you’re working on it. If you’re not doing work for clients, you’re working on your website or your finances or your marketing or… the list can seem endless.But we’re not machines. We all need to take time away from our work. We need it for many reasons and in a variety of ways. Taking a day of rest might seem like an extreme thing to do and our culture certainly doesn’t encourage it. But you could discover it’s the best way to prepare yourself to handle another week of freelancing.The wisdom of rest daysThere’s an old religious concept about time off that carries ancient wisdom with it. It’s the idea of a sabbath day. “Sabbath” refers to a day of rest, when no work is done. Traditionally, that day has been either Saturday or Sunday.It was time for family, for relaxed conversation, for hanging out on the front porch and watching the world go by. (Historically, the tradition of hosting large Sunday dinners meant that women did not get that day off to the same extent as men, but that was not always the case. There was a time when Sunday dinner was a long-simmering stew that would be put on the fire before bed on Saturday night so that all the “work” done in the kitchen on Sunday was serving it up!)I know I need a day off. I’ve watched my efficiency, and my capacity to handle the unexpected, deteriorate without it. So I do my best to adhere to that sabbath tradition. I’ve found it really does make a difference in my level of energy and commitment for the rest of the week.Set your day off–and stick to itI have choosen Sunday as my day of rest. This doesn’t mean that I never work on Sundays. In fact, if I’ve chosen to take a trip or vacation that will have me away during the week, I may choose to work on Sunday in order to have that other day free. But I’m not giving up my day off; I’m simply transferring my sabbath to another part of the week.I’ve also made this sabbath commitment clear to a few of my longstanding clients. In fact, I have one client—another freelancer—with whom I have arranged a “Sunday rate.” He was notorious for giving me work at the last minute—which often meant on Sundays.One year, when we were negotiating my rates for the following year, I brought up the idea of a Sunday rate. He agreed with my proposal that the Sunday rate would be much higher than the usual rate—and since that rate was created, it’s only been invoked once (and that was actually for a holiday, not a Sunday)! He’s sent me a lot of work on Sundays, because it’s a day of work for him, but always (except that once) with the understanding that I will not work on it until Monday.I dare to hope that the Sunday rate has pushed him to be more organized, and perhaps more cognizant of his own need for sabbath. It’s certainly helped me to guard my day of rest.Commit to restCould you take a day of rest every week? If that feels like too much, could you commit to an afternoon of rest every week, or a day of rest every month? I encourage you to explore the idea, and to make a commitment to yourself about taking a sabbath of some sort.You might be surprised at how much of a difference a period of rest can make in your energy level, your perspective, and your efficiency when you return to your work the next day.Shirin McArthur is an editor, writer and writer coach who lives in Arizona and specializes in spiritual works and memoirs. She is also a photographer, spiritual guide and retreat leader who focuses on self-care for busy ministers and freelancers.
This is Angela Ivana. She is a freelance beauty and tech entrepreneur who grew up in Boston and now lives in Long Island City, New York. You can check out her work here and here. Tell us about your work.As a beauty freelancer, I provide beauty services for productions in film, television, entertainment and media. I also have a beauty tech company called CosmoSafe, where we help freelance beauty professionals master business skills.What are the biggest struggles you’ve faced as a freelancer? How did you overcome them?I think that when I first started, the struggle was the consistency of work. I was really nervous about where my next check would come from, if this was going to work out. I’d wonder, “Am I going to be able to pay my rent this month?”The tipping point was my self-development, with learning how to relax and understand that I have to be open. When I calm down and realize that everything’s going to work out if I take all the appropriate steps — make sure I do my marketing, that I do my invoices — the work always comes.I think I’ve had to be comfortable with being open to not always having a plan. I’m a big planner, and with freelancing you have to roll with the punches sometimes. I entered the industry saying that I wanted to do commercials and some print beauty work, and I’ve ended up doing theater, opera, film, television and e-commerce. There are a lot of areas of professional beauty work, so I just had to be open.How has the Freelancers Union community been valuable to you?Most recently, I’ve been helping to share my story through Freelancers Union and Freelancers Hub. I had a really bad agent and he was discriminating against me. At one point I said, “Enough is enough.” I’m good at taking chances, and I was having a $6,000 week. I had the option to continue going to work and deal with the discrimination, or saying forget about it. And I said, “Bye, I can’t do this anymore.” And I left. I’ve been able to share my story to empower other freelancers and to empower change with policy so that we can help more people. Do you have any tips or tricks you can share that might be useful to other freelancers?I still believe in using a pen and paper. There’s something about having a written plan that solidifies it in my mind and the universe. It’s also helpful for me when I have down periods and I’m not working every day — I can look at what I’ve written and say, “Oh, I was actually productive today. I did do something.”More than one-third of New York City’s workforce is freelancing, reflecting the wide-ranging diversity of the city. The purpose of Faces of Freelance is to shine a light on each unique, individual story in freelancing, and offer a platform on which it can further the conversation. Join the Freelancers Hub today and offer your own story into the conversation.
ATHENS (AP) — Giannis Antetokounmpo will play for Greece at this year’s basketball World Cup in China, saying Friday he can play any position.The Milwaukee Bucks player and NBA MVP said he hasn’t “talked to the coach about which position I’ll be playing … the important thing is to play.”“Whether I play the 1 (point guard) or the 5 (center), I don’t care,” Antetokounmpo said. “I’m a basketball player. I want to help the team any way I can.”Introducing the Zoom Freak 1.@Giannis_An34’s debut signature shoe honors his Greek heritage, while designed for his freakish speed, power and control.Arriving on https://t.co/QytNJeB2G4 July 1. Available in the U.S. July 10: https://t.co/2xA4Z49TC5 #zoomfreak1 #giannis #nike pic.twitter.com/IdbkHxcZwt— Nike Basketball (@nikebasketball) June 28, 2019The World Cup takes place from Aug. 31-Sept. 15 and Greece is one of 32 qualifiers.Antetokounmpo did not play for Greece at the 2017 Eurobasket. His absence had led the Greek basketball federation to publicly accuse the Bucks of staging a knee injury.Basketball player Giannis Antetokounmpo, second left, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 poses with his brothers Thanasis, left, Kostas,second right, and Alex, right, during the presentation of his new shoe, in Zappeion hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Antetokounmpo is in Athens to present his Nike Air Zoom Freak 1 signature shoe, which will go on sale in August.He will also attend a 3×3 tournament he sponsors. The tournament will be played on three different Athens courts, with the finals held Saturday near his Athens home, where he first played basketball.One of the courts has been decorated by a young Greek street artist with a giant image of a dunking Antetokounmpo and God touching him with his finger in the manner of Michelangelo’s famous ceiling mural in the Vatican’s Sistine Chapel.Earlier Friday, during the shoe presentation, Antetokounmpo mused about his journey from the Greek-born child of Nigerian immigrants to him and his brothers being the only black kids among 300 students to becoming the first European basketball player to win NBA MVP.He credited his hard work and great support system in his family, girlfriend and agent, as well as his self-belief.“Greek Freak,” he said, is a nickname “that fits me.”—By DEMETRIS NELLAS Associated PressBasketball player Giannis Antetokounmpo, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 gestures during the presentation of his new shoe in Zappeion Hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Basketball player Giannis Antetokounmpo, center, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 is congratulated during the presentation of his new shoe, in Zappeion hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Basketball player Giannis Antetokounmpo, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 arrives to present his new shoe, in Zappeion Hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Basketball player Giannis Antetokounmpo, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 speaks as he is presenting his new shoe, in Zappeion Hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Basketball player Giannis Antetokounmpo, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 speaks as he is presenting his new shoe, in Zappeion Hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)Basketball player Giannis Antetokounmpo, of the Milwaukee Bucks, who was named NBA Most Valuable Player for the 2018-19 speaks as he is presenting his new shoe, in Zappeion Hall, Athens, on Friday, June 28, 2019. Antetokounmpo is in Greece to attend a 3×3 baseball tournament which he sponsors. (AP Photo/Petros Giannakouris)TweetPinShare124124 Shares
However, today the President said that he stood by his original statement. (Colombo Gazette) He said that today he has the same question that he asked a few weeks back from the HRCSL and that is if they protect criminals or the general public. After the President first criticized the HRCSL, the HRCSL said that it was finding it difficult to carry out its duties independently.Local civil society had also written to the President raising concerns over the statement he had made on the HRCSL. The President slammed the HRCSL for questioning a decision taken earlier to deploy the Police Special Task Force to the Angunakolapelessa prison. President Maithripala Sirisena, speaking in Parliament today, again hit out at the Human Rights Commission of Sri Lanka (HRCSL), and asked if it protects criminals or civilians.Speaking during the debate on the Constitutional Council, the President reiterated a statement he had made earlier on the HRCSL.
Recognizing that rural women in South Asia are among the poorest people in the world, two United Nations development agencies are teaming up to co-host a conference in New Delhi, India, to promote policies and programmes aimed at reducing gender inequality in that region.The increased need to address gender inequalities in development projects will be the focus of the three-day conference, set to open tomorrow and run through Thursday, organized by the International Fund for Agricultural Development (IFAD), the UN Development Fund for Women (UNIFEM) and Canada’s International Development Research Centre.Gender inequality is considered the primary cause of persistent poverty and the main reason why many developing countries are off-track to meet the Millennium Development Goals (MDGs), and the conference, entitled “Development Effectiveness through Gender Mainstreaming,” will assess the progress that has been made in poverty reduction and gender equality in rural South Asia.About two thirds of the world’s 1.2 billion extremely poor people live in Asia; more than half of them can be found in South Asia. Women represent the majority of poor people in Asia, particularly in rural areas. This is largely due to the fact that rural women do not have equitable access to the productive assets and services they need to improve their lives.The goal of the conference is to promote development policies and programmes that can effectively reduce gender inequality and rural poverty in South Asian countries. Representatives from the UN, multilateral and bilateral agencies, women’s and community-based organizations will also meet to strengthen advocacy networks and partnerships and identify policy options which can support gender mainstreaming efforts.
AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to RedditRedditShare to 電子郵件Email SAN FRANCISCO – As far as unpleasant surprises go, Google hit Wall Street with a double whammy Thursday.The Internet search leader that prides itself on organizing the world’s information lost control of its own data when a contractor released its third-quarter earnings report more than three hours before the numbers were supposed to come out.As if that wasn’t jarring enough, the results alarmed investors because the company’s earnings and revenue fell well below analyst projections. The disappointment triggered an 8 per cent drop in Google’s stock price that erased about $20 billion in shareholder wealth.The stock lost $60.49 to close at $695.“This is a monumental failure of epic proportions,” said Michael Robinson, an executive vice-president for the Levick Strategic Communications, which specializes in financial crisis management. “This was bad news compounded by bad process. It came out in the worst way possible.”Google Inc. blamed printer R.R. Donnelley & Sons Co. for filing the company’s quarterly statement with the Securities and Exchange Commission more than three hours ahead of schedule.“We are fully engaged in an investigation to determine how this event took place and are pursuing our first obligation, which is to serve our valued customer,” R.R. Donnelley said in a statement.The embarrassing mix-up prompted Google CEO Larry Page to preface his review of the quarter with an apology during a conference call with analysts.“I am sorry for the scramble earlier today,” Page said, still sounding hoarse from a mysterious throat ailment. The problem left Page unable to speak during the summer, causing him to skip Google’s second-quarter earnings call three months ago.Page went on to paint a bright picture, not only of the most recent quarter, but for the next few years. “Every day, I wake up and I am delighted about our opportunities to keep growing,” he said.The pep talk didn’t immediately resonate with investors.Google’s stock initially plunged more than 9 per cent after the early release of the results. Trading was then suspended to allow more time for the information to be digested. After a nearly three-hour break, investors decided the results weren’t quite as bad as they initially appeared, and the shares recovered slightly.The sell-off reflects a reversal of the optimistic sentiment that had propelled Google’s stock to an all-time high earlier this month. The stock had surged 27 per cent in the three months before Thursday’s unsettling developments.Google earned $2.18 billion, or $6.53 per share, during the three months ending in September. That compared with net income of $2.73 billion, or $8.33 per share, last year.The earnings would have been $9.03 per share, if not for Google’s accounting costs for employee stock compensation and the Motorola charges. Analysts polled by FactSet were expecting $10.63 per share, on average.Revenue climbed 45 per cent from last year to $14.1 billion. Excluding compensation for websites that generate traffic for Google’s ads, revenue was $11.33 billion. Analysts were expecting $11.86 billionMost of the trouble appeared to be concentrated in Motorola Mobility, a troubled cellphone maker that Google bought for $12.4 billion in May. Analysts have been fretting that Motorola Mobility would turn into a financial albatross, and some of those fears appeared to be realized in the latest quarter spanning from July through September.The device maker suffered an operating loss of $527 million, more than tripling from the same time last year when it was still an independent company.Google is trying to improve Motorola Mobility’s performance by laying off about 20 per cent of its workforce â€” about 4,000 employees â€” and closing one-third of its 90 plants and office. Those cost-cutting measures resulted in $349 million in charges during the quarter. But it still could take a few years for Google to turn around Motorola Mobility, Chief Financial Officer Patrick Pichette said on the conference call.The stronger dollar also hurt Google, just as it has many other U.S. companies that do a lot of business in other countries. That’s because overseas sales are now translating into fewer dollars than a year ago, resulting in less revenue. Excluding Motorola Mobility, Google said its revenue for the latest quarter would have been $557 million, or 5 per cent higher, if currencies had remained at the same levels as a year ago.But there were also some worrisome signs in Google’s main business of selling online advertising.Google’s ad revenue rose 16 per cent from the same time last year, the slowest pace in three years. The company’s ad revenue had climbed by at least 21 per cent in each of the previous 10 quarters.Advertising accounts for 77 per cent of Google’s revenue. The rest comes from Motorola Mobility and other products, such as Google’s recently released Nexus 7 tablet computer.As has been the case for the past year, the average prices companies pay Google for ads appearing alongside search results also fell. The year-over-year decline for advertiser’s “cost-per-click” on Google’s ads declined 15 per cent from the same time last year.The decelerating growth in ad revenue is likely being driven by the growing use of smartphones and tablet computers to access the Internet.The ads are more difficult to see on smartphones, in particular, so marketers aren’t willing to pay as much for those commercial messages as they do for ads that are seen by people on personal computers. And people relying on mobile devices tend to use specially designed applications that so far haven’t been set up to show as many ads as can be seen in Web browsers. People using mobile apps also have less reason to conduct searches on Google, depriving the company of opportunities to show ads.“I am not at all worried about this because I think we are better positioned than most companies,” Page assured analysts.Google is reaping more revenue from the rapidly growing mobile market, largely because of its Android software than now powers more than 500 million smartphones and tablet computers. The company gives away Android to device makers, but the software is fruitful for Google because it’s designed to drive up more traffic to its search engine and other services that show ads.Page said the mobile market is now generating about $8 billion in annual revenue, including sales of applications, video, books and music in its Play store. Not all of those, sales, though, are recorded in Google’s books because most of the money goes to developers, studios and publishers. A year ago, Google said the mobile market was generating about $2.5 billion in annual revenue, but that figure consisted entirely of ads, so it’s not an apples-to-apples comparison to the $8 billion.. Double whammy: Google jars investors, releasing disappointing 3rd-quarter report prematurely by News Staff Posted Nov 2, 2012 6:29 am MDT