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The Lawn: A History of an American Obsession, by Virginia Scott Jenkins

The Lawn: A History of an American Obsession, by Virginia Scott Jenkins


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The Lawn: A History of an American Obsession, by Virginia Scott Jenkins

From Publishers Weekly

In the 18th-century English landscape, a folly was an extravagant building or ruin. In the 20th-century American landscape, the folly had to be the lawn. Jenkins's account gets off to a slightly slow start as she follows the lawn from its earliest beginnings as a simplified version of English romantic parks in the 19th century to the smooth fairway aesthetic fostered by the U.S. Golf Association (USGA) in the early 20th. But from then on, The Lawn is a quirky, thoroughly enjoyable look at man vs. nature, man vs. woman, and man vs. the Joneses. Despite the millions spent by both the USDA (U.S. Department of Agriculture) and USGA to develop hardy disease- and pest-resistant turf for any climate, it did not obviate the need for tons of toxic herbicides and pesticides, gallons of water (even in the arid Southwest) and, as a 1952 article in Life said, the basics--"bamboo rake, grass shears, hand sprayer . . . wave sprinkler, a hoe, wheelbarrow, roller, iron rake, lawn mower and spade, an aerator, a weed knife." It was an arsenal, and Jenkins makes a convincing argument that the military metaphors used by advertisers and lawn-care experts alike were part of a male viewpoint that saw nature as something to be "controlled and mastered." It wasn't long before that controlled lawn, once a sign of affluence, became the strictly enforced norm of good citizenship and general moral rectitude. This summer could be much more fun if readers ignore their own lawns and stick to Jenkins's. Copyright 1994 Reed Business Information, Inc.

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From The New Yorker

Virginia Scott Jenkins shows that this uniquely American landscape form is not a native one: indigenous New World grasses were munched into extinction by the colonists' Old World livestock, and the very concept of the lawn was borrowed from the romantic English parks of Capability Brown and from the French tapis vert. But gradual suburbanization and the shaming tactics of appearance-minded neighbors led America to become completely besotted with grass---and lawn care

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Product details

Paperback: 246 pages

Publisher: Smithsonian Books (April 17, 1994)

Language: English

ISBN-10: 1560984066

ISBN-13: 978-1560984061

Product Dimensions:

6 x 0.6 x 9 inches

Shipping Weight: 1.2 pounds (View shipping rates and policies)

Average Customer Review:

4.4 out of 5 stars

3 customer reviews

Amazon Best Sellers Rank:

#951,858 in Books (See Top 100 in Books)

Reading this history of lawns sent me back to Currier and Ives, where I found that, indeed, there was little grass and lots of chickens around the family homestead. This is a likeable rediscovery of how our need to conform to standardized appearances has shaped our markets and our vision of democracy.

This book describes the history of how lawns were first introduced to American, became popular, and then became a necessity. Jenkins traces the early history of lawns as importations of the English country garden concept, as found in Jefferson's gardens in Monticello. She also explains the influences that garden clubs, the golf industry, and the USDA had on the popularization of lawns. The book is not just about lawns, however. It also provides a very interesting analysis of how advertising was used to create demand for completely unnecessary products, and how those products, such as lawn mowers and weed whackers, later came to be thought of as indispensable. This book will be of interest to historians of landscape architecture as well as to researchers of material culture.

Anyone interested in how lawns came to be the "norm" and a standard signifier of upward mobility in America will find this book fascinating. For those who would like to encourage a different urban form (less lawns, houses closer to the street, new urbanism or smart growth) the book offers some hope by its demonstration of how something so "natural" was constructed over the last 80-100 years. The roles of technology, science, and gender politics, as well as class issues and environmental concerns are covered in a way that makes the story more entertaining and underscores the numerous fronts through which the lawn aesthetic was reinforced. I found this to be a great contribution to our understanding of how one element of the bigger picture contributes to larger trends affecting human settlement patterns, the ways we interact with each other and experience community, and even our public health. Now I need to read the history "air conditioning in america" to understand the role of that element....most cultural and social histories certainly cite issues like lawns and air conditioning as part of the dynamics, but don't have the time or space to examine the issue in depth-- its great that Jenkins does this, even if it was a dissertation (and heck, that's one of the things dissertations are actually useful for...).

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Ebook Franz Wohlfahrt - 60 Studies, Op. 45 Complete: Schirmer Library of Classics Volume 2046 (Schirmer's Library of Musical Classics)

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Product details

Series: Schirmer's Library of Musical Classics (Book 2046)

Paperback: 56 pages

Publisher: Hal Leonard; 37506th edition (February 1, 2004)

Language: English

ISBN-10: 0634074032

ISBN-13: 978-0634074035

Product Dimensions:

9 x 0.1 x 12 inches

Shipping Weight: 9.6 ounces (View shipping rates and policies)

Average Customer Review:

4.8 out of 5 stars

115 customer reviews

Amazon Best Sellers Rank:

#11,119 in Books (See Top 100 in Books)

just started violin and my instructor is ordering this book after i bought it it is wonderful for technique and helps you learn notes and nice to work thru..

I’m an adult just getting back into studying violin. I’m somewhere between beginner and intermediate. I’ve purchased several study books, and this one is my favorite by far. The studies are so much fun to play, and I’m looking forward to the adventure of progressing through this book.

I'm a lapsed violinist (played from age 8-18, then recently started again at age 28) and I bought this book based on my the positive reviews. Turns out it is the exact one my new violin teacher uses! This is a great way to practice your technique. Each piece has something different that you will work on and there are numerous bowings to practice for each one. Plus with books 1 and 2 together in one edition, this is a STEAL!

I have been playing the piano for over 20 years and recently decided to give the violin a try. I can tell the exercises are great, HOWEVER, these are not for pure beginners. There are a lot of basics you need to cover just for the sake of muscle memory training (if for nothing else - the theory behind it is not difficult it just takes practice). I'm keeping it because some day I hope to be at this level just not now.

I am picking up the violin for the first time in 40 plus years…looking for a collection of exercises and etudes to knock of the rust. This book fills the bill.

The studies in this book are not your normal boring scales. They are pieces that are fun to place while you are learning. They are increasing in difficulty. The first half of the book is in first position. The second half goes into positions. It has really been helping me learn third position with pieces that are enjoyable to play.

Yes, you read that right. I bought this as a companion to my mandolin materials for students. Violin and mandolin are the same scale and string tuning, low to high. A very good book for exercises and everything. You have to know how to read notation to use this effectively. That is not a bad thing!

These exercises have helped me improve my technique more than any others that I've used. These really are etudes, i.e. little pieces of actual music that concentrate on bits of technique. Playing music versus scales demands more from the bow arm, so one ends up working through the technique in a manner conducive to actually applying the technique musically.

Great exercises for mandolin as well.....

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Ebook The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford

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The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford

The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford


The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford


Ebook The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford

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The Soulmate Secret: Manifest the Love of Your Life with the Law of Attraction, by Arielle Ford

Review

“[T]here is an undeniably upbeat sweetness to Ford’s New Age guide to finding love... Be open to the world and its possibilities.” (USA Today)“The Soulmate Secret will inspire you and give you a glimpse that this can be a magical journey and you can truly attract, manifest and find your soulmate.” (Deepak Chopra, New York Times bestselling author of Buddha)“Arielle Ford provides a beautiful way to let go of any hurts of the past and bring new love into your life today. Practical, inspiring, and hopeful, The Soulmate Secret leaves even the most cynical about love ready to find a soulmate.” (Marianne Williamson, bestselling author of A Return to Love)“Read this inspiring book! Arielle Ford has written an entertaining, insightful guide to attracting genuine love into your life. Best of all, Arielle’s thriving marriage is living proof that the tools she gives you can produce magical results.” (Kathlyn and Gay Hendricks, authors of Conscious Loving and Spirit-Centered Relationships)“This is a wonderful book, full of hope and wisdom.” (Christiane Northrup, MD, author of Women's Bodies, Women's Wisdom)“Those who find their soul mate through this work will thank Arielle Ford forever.” (Neale Donald Walsch, author of Conversations with God)“Arielle Ford, in inspiring and encouraging terms, offers from her direct experience how to prepare in consciousness, heart and spirit to magnetize, recognize and respond to the soul¹s call for an authentic, conscious love relationship.” (Michael Bernard Beckwith, author of Spiritual Liberation)“To find the love of your life and delight, read this book and manifest the one for you in the sweet now-and-now.” (Mark Victor Hansen, co-creator Chicken Soup for the Soul)“The Soulmate Secret contains the recipe for love, romance, and unimaginable futures, a recipe that I watched my sister Arielle Ford create and live. This book outlines all the ingredients for getting the love that you truly desire and deserve. Read it now and let the love begin.” (Debbie Ford, author of Why Good People Do Bad Things)“This book could bring miracles to your love life...This simple but profound little book presents a highly interesting and informative plan...” (Beliefnet.com)

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From the Back Cover

Have you ever wondered what it takes to find the love of your life? Is it your dream to find a life partner who will love, cherish, and adore you? The Soulmate Secret will show you how to take control of your romantic destiny by using the Law of Attraction. Translated into more than twenty languages, The Soulmate Secret has become an international phenomenon. Now with a new preface and a new chapter filled with book-inspired success stories, this book shows finding true love is possible for anyone at any age if you are willing to prepare yourself, on all levels, to become a magnet for love. Arielle Ford knows this from experience. She used the techniques in this book to bring her soulmate into her life at age forty-four. They were engaged three weeks later.This ancient formula reveals that our universe is set up to deliver the people and things into our lives that are consistent with our personal belief system. If you don't believe you will ever find the One, then guess what? You probably won't. If, however, you learn to believe that the One is not only out there but is also looking for you, then true love can be yours.Using a series of processes called feelingizations—feeling in every cell of your being the outcome you want to create—Ford reveals how to manifest the man or woman of your dreams. The techniques, rituals, and projects found within these pages will allow you to prepare your home, body, mind, and spirit for the lover your heart truly desires.

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Product details

Paperback: 256 pages

Publisher: HarperOne; Reprint edition (January 4, 2011)

Language: English

ISBN-10: 006169696X

ISBN-13: 978-0061696961

Product Dimensions:

5.5 x 0.6 x 7.4 inches

Shipping Weight: 12.3 ounces (View shipping rates and policies)

Average Customer Review:

4.5 out of 5 stars

218 customer reviews

Amazon Best Sellers Rank:

#35,478 in Books (See Top 100 in Books)

I am writing this review for those who already have the book, but want to fine tune everything being taught in this book, or for those wanting to get the book but wondering if this is for real. I'm writing now 5 years since I've read this book, happily married to my soulmate, and I just remembered this book, as now wanting to manifest other things in my life and now I want to refer back to this, to relearn the basic principles of law of attraction.When I came across this book, it took me a year to really get the principles this book was teaching. It took me a year to get over my doubt, limiting beliefs and the pain of ever wondering if this is for real. When I finally got what the book was trying to say, I got to a really good place in my life, feeling really happy and in love with life. I cultivated immense love for myself, warts and all, and just noticed the love that was already around me. In short, I filled my every day with acknowledgements of the love that is already around me, that the once all consuming desire to find the one no longer felt like this big thing I had to have. In saying that, I also didn’t entertain thoughts of doubt - just a KNOWING it’s already a done deal so I can relax and just enjoy. After 3 months of that, I met my now amazing husband. To this day, I still can't believe he's everything I wrote on my list and more, when prior to this book I've only been attracting duds. So ladies (and gents), don't give up. This really works and if anything, learning how to cultivate joy and love in your life through this book, with or without a partner is already a big gift you can give to yourself, so you have nothing to lose reading this!

After, many failed relationships and debating on whether I should purchase this book or not, going back and forth. I finally, decided I'll give it a try. Honestly, I had just gotten into a relationship when I first bought the book. We battled a lot of problems, but I think the good times outweighed the bad. I wanted to pick this book up, and read it. I just couldn't really see myself getting into it, while already having what felt like "The One". He ended up passing away, later down the line. I wasn't nearly thinking about love, after that situation. So, the book sat there. Months, later there were guys that were pursuing me and I really wasn't ready to try again so soon. Finally, approaching a year after the fact, I began to decide just maybe I could try and I also picked the book up and began to read. I was attracting the worse guys ever, and I realized, the guys I was attracting was really a reflection of myself. I wasn't whole, I was pretty successful for 27 years of age, but wasn't whole. After my ex, from a looooong time ago came back around and behaved like a animal. I knew I had to stop, and start loving myself. I know this book pretty much teaches you how to hop around, but it doesn't too much show you how to really change yourself and that's a problem. You have to really sit down and think, yes, I get anxious and wonder what will God do next. I yearn to be in love and married, but I don't ever want a divorce when I do. My ex offered to marry me, and then asked could he move in. Basically, he wanted to marry me as his provider. Good people, don't deserve to be used. I'm single still, but I will be single for now because when my soulmate comes along, I believe he will be worth it. It does hurt when you see all these couples and end up all these weddings, you tend to wonder, what about me? You feel left out, I get it. However, if you think it hurts to be lonely, trust me, it hurts a lot more to be in the wrong relationship and allowing someone to drain you mentally.

The Soulmate Secret is a good introduction to the Law of Attraction in relationships. It will especially speak to you if you are new to the LOA in love or to the LOA in general.The basic points that Ford makes in this book are:- Believe that your soulmate is out there, looking for you, and that you will find each other.- Don't settle for the almost-there people, but wait for those who are what you want.- Declutter yourself: cleanse your body and your home using Feng Shui techniques to get rid of bad energies and open the doors of your personal space to your future partner.- Declutter your emotions. Get rid of past grudges, hatred and emotional attachments to your exes. Be grateful because they came to your life to teach you valuable lessons, and allow yourself to step up.- Use vision boards (the author calls it treasure maps), create a love altar and practice loving affirmations.- Love yourself above everything and everybody, not by way of words but by way of your own heart. If you love yourself, you radiate love and attract love.- Let go of how and when you will find him/her, and trust that the Universe/God will deliver your one at the right moment in forms that you cannot even imagine.- Pay attention to your intuition, gut feelings and dreams, because they will speak when your one appears.- Don't wait for your soulmate to have the life you've always dreamed of. Start having it right now.- Be in a state of joyful anticipation but also detached, meaning not needy or desperate. You know your one is coming, just enjoy yourself until the real meeting happens.Voila!Ford constantly reminds the reader, indirectly, about her A-list status, A-list fiends, and her connections with the media. This can be annoying. However, the lesson you learn is that even A-list people struggle with the same relationship issues we do, and that is a very good message.The book is entertaining to read and I love the fact that the study-cases are told by the subjects's own words, not by the author's. The book will boost your energy and give you good tools to start on your path to finding your soulmate. However, the book lacks depth, and for that, I would recommend two other books that have helped me immensely: Let Love In by Debi Berndt, and Love Will Find You by Kathryn Alice.

I found my soul mate when I was about 3/4 of the way through this book. So glad a friend recommended this book to me!

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Download PDF John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta

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John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta


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John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta

Nice staying fit fun exercises book.

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Product details

Hardcover: 253 pages

Publisher: Simon and Schuster (1984)

Language: English

ISBN-10: 0671497987

ISBN-13: 978-0671497989

Package Dimensions:

11.2 x 8.9 x 1.3 inches

Shipping Weight: 1.7 pounds

Average Customer Review:

4.4 out of 5 stars

4 customer reviews

Amazon Best Sellers Rank:

#467,618 in Books (See Top 100 in Books)

This book was pretty straight forward!It was great to include Dancing to the usual routine of weight lifting.Would Recommend!

This is an amazing book. Perfect for any fitness buff, dancer, PT or John Travolta lover in your life.

Fantastic with fantastic pictures and in great shape.

Jazz hands. First!

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John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta PDF

John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta PDF

John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta PDF
John Travolta, Staying fit!: His complete program for reshaping your body through weight resistance training and modern dance techniques, by John Travolta PDF

PDF Download Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

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Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead

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Audible Audiobook

Listening Length: 11 hours and 26 minutes

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Publisher: Hachette Audio

Audible.com Release Date: April 7, 2015

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While Eric Schmidt's book "How Google Works" is better, Work Rules adds considerable depth on Google's People Operations practices. Here are my key takeaways:- Operate on the belief that people are fundamentally good- Use groups of peers or independent teams for: hiring, promotions, salary increases, awards, and firing (often excluding the direct manager)- Managers exist to: (a) make tie-breaking decisions (b) coach/train to develop employees (c) care about people's well-being (d) set vision/strategy (e) provide technical advice (f) empower by clearing roadblocks- Conduct 2x-per-year performance reviews on a 5-point scale and then calibrate (which are separate from continuous feedback); get 360 feedback on ‘do more of’ and ‘do differently’ 1x per year- Make all goals (objectives and key results) public- Design physical spaces to encourage interaction across departments- Help employees meet the people they are helping- Ensure transparency (in all matters unless unlawful)- Only hire people who are better than you, who will be successful in the context of your organization, and who will make everyone around them more successful- Referrals from existing employees are the best source of candidates- Couple assessments of cognitive/problem-solving/learning ability, conscientiousness, and emergent leadership/fit with structured interviews that are job related: (a) Tell me about a time..? (b) What would you do if…? Note: 4 interviews are sufficient- Eliminate status symbols- Pay bonuses based on the median salary of all people in a job- Have people who are the best at something train everyone else (share principles, role-play, discuss, review video of role-play)- Make pay commensurate with contribution (following a power law rather than a normal distribution)- Provide experiential rewards (as a complement to monetary awards)- Celebrate accomplishment with public recognition- Reward smart failure and make sure to conduct “what did we learn?” post-mortem sessions- Provide nudges to influence, not dictate, choice- Uphold the obligation to dissent (a McKinsey core value)- Treasure the weird- Put more wood behind fewer arrows- Building a great culture requires constant experimentation and renewalVarious programs and processes:- TGIF: weekly all company meeting to share updates plus 30 minutes of Q&A- Dogfooding: Have employees test new products and provide feedback before piloting with customer- Bureaucracy Busters: annual program to identify and fix biggest frustrations- Upward Feedback Survey: 2x per year survey about manager quality- 20 Percent time: time for people to engage in side-projects (often 120% time)- Googlegeist: Annual survey focused heavily on innovation, execution, and retention- Tech Advisor: network of experienced leaders offering confidential, one-on-one office hours- Random Lunches: set people up with others they don’t yet know- Tech Talks: Employees sharing work (and non-work) expertise- Talks at Google: Outsider (ex: authors, business leaders, entertainers, etc.) sharing their wisdom

Most books about business aren't worth reading because they're either a selective collection of anecdotes with unknown biases and completeness (eg. Malcolm Gladwell), a summary of the practices of a company that's often a 'flash-in-the pan' (eg. Baldrige Award winners), or the writings of some obscure PhD focusing on some relatively secondary point (eg. employee morale, while ignoring strategy and the competitive environment). Fortunately, this book is an exception - summarizing H.R. practices employed at Google, along with (in some cases) their evolution.A key point made immediately - Google managers cannot unilaterally decide whom to hir or fire, how someone's performance is rated or rewarded, when software code is of sufficient quality to be incorporated into working systems, final product design and/or launch date, or who is promoted. Instead, each of those decisions is made by a group of peers, a committee, or a dedicated and independent team. Outcomes are thus calibrated across groups, and managers instead focus on clearing roadblocks and inspiring their teams. Google contends that giving non-managerial individuals and teams decision-making authority, providing learning opportunity outside what is needed to do one's job, and increasing reliance on teams works best. (See Kamal Birdi for related academic research.)Block tells readers that Google relies on three cornerstones in its H.R. practices. The first is its Mission Statement - cornerstone of its culture, intended to convey a mission that matters, a moral rather than business goal. Why? Nothing is a more powerful motivator than knowing you are making a difference in the world. The second is transparency. Weekly, Larry and Sergey host the entire company (live and Internet video) for updates from the prior week, product demonstrations, welcoming new hires, and fielding 30-minutes of questions from anyone on any topic. (Staffers submit questions, discuss, and vote on their priority - 'Hangout On Air Q&A' is the software utilized for this; also utilized by Obama to handle and prioritize questions from audience members when he speaks.) Transparency is valued because it promotes information-sharing, encourages improvement (eg. New York's posting CABG mortality rates for each hospital brought an overall death rate reduction of 41%). Bridgewater Associates (world's largest hedge fund) goes further - recording every meeting and making the available to employees - shows how decisions are made, encourages more precise thinking and communications, reduces politicking/backstabbing, stops the 'I never said that.' Complaints about someone within an email are forwarded to that individual. The third is employee voice. Google has an annual Bureaucracy Busters program where staffers identify their greatest frustrations, vote on them, and initiate actions.Bock believes that most assessments of potential hies occurs in the first 3 - 5 minutes, if not sooner. Further, most interviews are subconsciously biased towards people like the interviewer. Finally, most interview techniques are worthless. (These assertions are backed by research cited in the end-notes.) In addition, other research has concluded that about 90% of training doesn't bring sustained performance improvement or behavior change. Thus, Google spends considerably more on recruiting than the average firm, with less emphasis on training.Even the best-intentioned managers compromise their standards as searches drag on.Side Notes: 1)As late as 2010, most new Googlers took significant salary cuts when joining - some as much as 50% or more. Hints at the value of adding Google to one's resume. 2)Google now prefers to take a bright, hardworking student who graduated at the top of his class at a state school over an average or above-average Ivy League graduate. It also looks for humility and conscientiousness. Google only hires about 0.25% of those considered. 3)As of 2008, Google continuously crawls the Web and reprocesses its findings several times/day.Continuing, Bock states that only 10% of an organization's applicants (at best) will be top performers - this creates a need for more interviews. Moreover, most top performers aren't currently looking for work. Two teams of senior leaders (one for product management and engineering roles, another for sales, finance, and all else), plus a final reviewer (Larry Page) enforce Google's high hiring standards. A major rationale - this avoids declining standards over time, as well as hiring preference for friends. 3)Google no longer uses case interviews and brainteasers - researchers have found them useless.Google analyses have found that academic performance didn't predict job performance beyond the first 2 - 3 years after college, so they've stopped requiring grades and transcripts - except from recent graduates. At one point, over half of new hires came from employee referrals, and then dropped off. The reason - they'd exhausted their networks. Google helps boost recollection by having events at which staffers go through their Facebook, LinkedIn, etc. networks, with H.R. individuals standing by. Another reason - Google was taking too long to contact those referred and not providing feedback to the referrer. That too has changed - an initial call is made within 48 hours and the referring Googler is given weekly updates. Since so many of the best potential applicants don't apply, Google has developed an in-house recruiting staff (using 'gHire') that now brings in over half of its new hires. It stopped using job boards (eg. Monster.com) in 2012.Researchers Schmidt/Hunter in published (1998) a meta-analysis of 85 years of research on how well assessments predict performance. Unstructured job interviews 'explained' 14% of performance variation, reference checks - 7%, experience (3%). Work-sample tests (29%) were best (Google uses); general cognitive ability (26%), when combined with assessment of conscientiousness brought the level to 36%.Google now uses 'qDroid' - one chooses the attributes they want to test for and supply the job needing to be filled - the system provides questions appropriate for the interview. Bock also commends the sample questions available on the U.S. Dept. of V.A. website.In 2007, Google started looking for themes across the 10,000 or so individuals it had hired, and the millions it had not hired. Four predictive attributes were identified - 1)General Cognitive Ability, 2)(Emergent) Leadership, 3)'Googleyness' - enjoying fun, having humility, conscientiousness, comfortable with ambiguity, and 4)Role-Related Knowledge. The latter was least important, and Bock sort of waffles around about it. Google now requires all interview feedback to comment on each attribute. Subsequent reviewers may disagree with the conclusions reached by those previously involved, and the system rates interviewers on their longer-term accuracy.Google became infamous for its long, drawn-out hiring and interview processes. Analysis found that four interviews were enough (provided 86% confidence), and that each additional interview beyond those four only added another 1% confidence in the decisions made. Acting upon this information has cut the median hire time to 47 days, down from 90 - 180. The process begins with resume screening by someone familiar with all Google jobs (Bock omitted the initial computer screening and key words/phrases utilized), a phone or Google+ 'Hangout' interview to assess general cognitive ability, then in-person interviews with hiring manager, peers, subordinates, and a cross-functional representative, followed by summarization of the formal structured prior interviews, along with 'backdoor references' (eg. information from current Googlers who knew the individual before, perhaps in college), an interview with a senior leader, then the CEO. The average Googler spent 1.5 hours each week on hiring in 2013.Google tries to reduce 'distance' between layers - no executive dining rooms, parking spots, or pensions. Decision-making is based on data, as much as possible. ('Don't politic, use data.') H.R. practices are tested via surveys, test data, and sometimes double-blind experiments. Rejected candidates are sometimes hied to see how they perform. Purported biases are taken seriously and checked out via data - do those reporting to upper managers get more promotions and better ratings, what about those on the more important projects? (Analyses were conducted and the results posted. When the analyses uncover or bear out a problem, Google tries changes.) Engineers are allowed to spend 20% of their time on non-work-related projects (presumably related somehow to bettering Google - some projects have to do with H.R. changes), and a sizable proportion do so.Sidebar: Bock states that part of the reason women are paid less than men is that they negotiate less - he backs this up with data. Google disseminates this finding to staffers in an effort to encourage them to be more assertive in requesting raises and promotions.All supervisors receive structured feedback from their subordinates; those with 100 or more subordinates have summaries of that feedback posted for all to see. (These results are not factored into their performance ratings or pay decisions.) Google also regularly uses five questions that predict whether employees are likely to quit - action is triggered if favorable responses fall below 70%.Google board member John Doerr introduced Intel's goal-setting practices (Objectives and Key Results - OKR) to Google in the early 2000s. Results must be specific, measurable, and verifiable. (Bock suggests having both quality and efficiency measures, and cites Edwin Locke and Gary Latham as guiding authorities.) The firm deliberately sets ambitious goals, believing that if they achieve all of them, the goals are not aggressive enough. ('If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable' - Larry Page) Larry sets OKRs for Google at the start of each quarter. Everyone's OKRs are visible on Google's internal website. Since research has shown that hours spent cascading goals up and down a firm doesn't improve performance, and those grossly out of alignment are quickly obvious, Google spends little time on that.Google stopped doing quarterly ratings in 2013 (now every six months) and went to a 5 point scale (from 41). Managers assign a draft rating to each of their employees and then sit with about 5 other managers and review the outcomes to help standardize/calibrate them. This is seen as reducing the incentive/pressure to inflate ratings, and improving fairness. Prior to beginning the sessions (last about 3 hours), the group reviews the seven types of likely bias (eg. recency, central tendency). Not every individual is discussed, but they do look at the various ratings distributions.Google separates the 'how you did' conversation from the 'how to do better' discussion by about a month. Managers are assisted in this by Google-provided guides.Google believes that some individuals in technical jobs are worth far more than others at the same level - even after accounting for differences in project impact. Bock cites Bill Gates: 'A great writer of software code is worth 10,000 the price of an average software writer.' (When I wrote software the generally-accepted figure was a much more modest 20X - still quite impressive.) Unfortunately, this runs afoul of typical rewards systems. Google tries to account for these differences with varying stock grants, though these are infrequent (usually generate resentment); public recognition and less dramatic rewards (eg. trip to Hawaii) are more frequent.Typical reward systems assume a normal-curve distribution of talent/contributions. Bock contends a 'power' (exponential) curve is more appropriate - if for no other reason than the fact that the worst performers don't get hired or, are fired if they were hired. He then documents that power-curve distribution of talent in a number of areas (academic publishing, professional sports, musicians, etc.) using data from O'Boyle/Aguinis and their study of 633,263 individuals. (Also why median incomes in the U.S. almost invariably are lower than mean incomes.) Those falling in the bottom 5% at Google are provided training, sometimes given a new position (usually they rise to average), or fired. The range of rewards within a level at Google can easily vary 300 - 500%; a consequence is that average performance is rewarded with less than average compensation. As for failures - they too are rewarded if seen as thoughtful and well-attempted.Bock/Google are relatively dismissive of training - Bock references research concluding that most is a waste, primarily because of a lack of evaluation. Google tries to use fellow-workers as trainers (more credible and knowledgeable) and to assess behavior/practice/performance changes that result.Bock ends by reporting that while Google does offer an excellent menu of benefits, many are free are very low cost to the company. Examples include allowing onsite provision of services for employees that help simplify their busy lives - cleaning, bicycle repair, etc. Employees pay for the services, though sometimes Google is also able to negotiate lower rates.Overall - an excellent description of how Google recruits, retains, and motivates its staff.

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Download Insignificant Events in the Life of a Cactus, by Dusti Bowling

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Insignificant Events in the Life of a Cactus, by Dusti Bowling

Insignificant Events in the Life of a Cactus, by Dusti Bowling


Insignificant Events in the Life of a Cactus, by Dusti Bowling


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Insignificant Events in the Life of a Cactus, by Dusti Bowling

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Awards include: Autumn 2017 Indie Next Pick Junior Library Guild Selection  Reading the West Award Winner Library of Congress's 52 Great Reads List 2018 Youth One Book, One Denver 2018 Chicago Public Library “Best of the Best” 2017 Evanston Public Library Best of 2017 Austin Public Library Best Tween Fiction 2017 Multnomah County Library Best Books of 2017 Southwest Books of the Year “Best of the Best” 2017 The Children's Book Review Best Kids Books of 2017 for Tweens and Preteens Booksource Top 40 Classroom Library Titles of 2017Praise for the hardcover edition of Insignificant Events in the Life of a Cactus   "She is a perky, hilarious, and inspiring protagonist whose attitude and humor will linger even after the last page has turned. The tale of Stagecoach Pass is just as compelling as the story of Aven, and the setting, like the many colorful characters who people this novel, is so vivid and quirky that it's practically cinematic. VERDICT Charming and memorable. An excellent choice for middle grade collections and classrooms." —School Library Journal (Starred review) "Dusti Bowling's story of a regular, hugely likable kid who deals with her unusual challenges with grace and humor is pitch-perfect.” —Shelf Awareness (starred review) “Connor's Tourette's support-group meetings and Aven's witty, increasingly honest discussions of the pros and cons of 'lack of armage' give the book excellent educational potential. . . . its portrayal of characters with rarely depicted disabilities is informative, funny, and supportive.” —Kirkus “[A] sensitive and funny novel . . . an openhearted, empathic book. —Publishers Weekly "A remarkable, original story with true heart, a fresh voice, and an absolutely unforgettable hero. It's a book sure to give any reader goosebumps, teary eyes, and out-loud laughs. It's a book that doesn't just open your eyes, it opens your heart." —Dan Gemeinhart, author of The Honest Truth

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About the Author

Dusti Bowling holds a Bachelor of Psychology and a Master of Education, but her true passion is writing. She is the author of the well-reviewed 24 Hours in Nowhere (Sterling); The Day We Met, her self-published YA novel, sold over 20,000 copies. She currently lives in Carefree, AZ, with her husband, three daughters, one bobcat, a pack of coyotes, a couple of chuckwallas, several rattlesnakes, and a few herds of javelina.

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Product details

Age Range: 8 - 12 years

Grade Level: 3 - 7

Series: Life of a Cactus (Book 1)

Paperback: 288 pages

Publisher: Sterling Children's Books; Reprint edition (March 5, 2019)

Language: English

ISBN-10: 1454932996

ISBN-13: 978-1454932994

Product Dimensions:

5.1 x 0.9 x 7.6 inches

Shipping Weight: 8.5 ounces (View shipping rates and policies)

Average Customer Review:

4.9 out of 5 stars

125 customer reviews

Amazon Best Sellers Rank:

#15,844 in Books (See Top 100 in Books)

What a pleasant surprise! I bought this to give to our daughter for her 4th grade classroom library, but wanted to read it first. Aven, born without arms and adopted at age two, is gutsy, likable and very human. She's learned to do most of the things any kid would do by using her feet. Even so, moving from Kansas, where everyone is used to her lack of arms, to Arizona where her dad got a new job, creates a new set of fears and anxieties. How she deals with them, helps her parents turn a decrepit theme park around, solve a mystery and make new friends makes for a very satisfying read. It's going to be a great addition to my daughter's classroom library and deserves a place in many, many others.

I have a nephew with limb differences and we LOVED the book "Wonder" but this book is even better! It's a shorter read, great for 4th-8th grade audience. A must have for every family library. See the world through the eyes of an ABLE-bodies person, Aven (the main unarmed character) strives to show what she can do, not what she can't do or what she is lacking. And she helps a new friend with Tourette's syndrome change his outlook too. A great book about two differences/needs that not many people know about or books written about.

Are you looking for a book like WONDER and Out of My Mind by Sharon Draper? Dusty Bowling's debut will satisfy your need. I am disappointed that RJ Palacio hasn't written anything new, but I am delighted I found this authentic book for middle school readers. The other reviewers give synopsis and insightful thoughts about this book. Stop reading the reviews and pick up this gem. I will follow Dusti Bowling and can't wait to see what she writes next!

Aven was adopted by a wonderful family when she was two years old. She is a normal kid in every way...except one. She was born without arms. After moving to Arizona for her fathers job opportunity, Aven befriends a boy with Tourette's in her new middle school. Together they help each other in ways they never would have imagined.I feel in love with Aven's personality right away. I wish I could be like Aven. She is an inspiring character any parent would want their child to look up to. A must have for your home, classroom, or school library. Recommended for grades four and up.

This is one of those books that should be a mandatory read for middle school students, and it might open some eyes and minds in the high school age group as well. We gladly see more and more anti-bullying campaigns and feel the current overwhelming need for teaching compassion and acceptance of differences; Dusti is right on the mark with this great tale. Easy to read, engaging, heartwarming and full of encouragement for all. Reminded me very much of reading a Hardy Boys mystery when I was MUCH younger, where I couldn't wait to get to the end. The big difference is that not only was the very cleverly crafted mystery solved by the tenacious Aven, but a lesson of friendship, acceptance, encouragement and appreciation is the big prize. It would make a great story for reading to kids as well, allowing for open, on the spot discussion - Really loved it!

This book was amazing! Aven was born without arms. She moves to a new home in Arizona and has to find her way in a new school and with new friends who haven't grown up understanding and loving her. She makes two new friends who feel alone like she does, and somehow the world is less lonely. It's an incredible story of friendship, kindness, understanding, and compassion. Excited to share this story with my students!

Aven is a remarkable (and funny) character every reader will cheer for! After moving to Arizona, Aven makes friends with Connor, a young boy with Tourette's. These two make a dynamic duo, encouraging one another. What I was not expecting was the mystery at the amusement park this dynamic duo works together to solve. I loved this book and bought several copies for my 4th grade classroom. Highly recommend!

Super cute and well-written, page-turning book. The main character Aven is spunky and capable with the right amount of vulnerability. Living in Arizona, I immediately connected to the western-themed park where Aven lives. The beautiful cover art and positive message story made me decide it would be the perfect addition to my visitor's welcome baskets. Just added a little cactus and a few cactus candies and the presentation is all Arizona.

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Product details

File Size: 18848 KB

Print Length: 484 pages

Publisher: Springer; 3 edition (June 22, 2016)

Publication Date: June 22, 2016

Sold by: Amazon Digital Services LLC

Language: English

ASIN: B01HG0YOM6

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#218,638 Paid in Kindle Store (See Top 100 Paid in Kindle Store)

This is third edition of Tim Benson's now standard text on healthcare interoperability. It does focus on the specific technologies listed in the title, but it's more than just a handbook. Instead, it begins with a careful discussion of interoperability, and why building interoperable solutions in the healthcare domain has proven so difficult. The analysis is insightful, and well worth reading for any healthcare professional, informatics, or developer. The book offers no magic bullets, but understanding the nature of the problem is key developing solutions.In the second part of the book, Benson moves on to a surprisingly detailed discussion of SNOMED CT, first considering its history and guiding principles, and then delving into the details. It may seem odd that the title of the book only mentions SNOMED. Why not ICD-10, LOINC, or any of the other vocabularies that play such a basic role in EHR systems today? In fact, Benson does discuss ICD_10, LOINC and UMLS. But SNOMED CT is presented as an example of how a vocabulary (really, an ontology) ought to be designed, and is compared in some detail with position dependent coding schemes. In my opinion, this was useful as practical example of the theory discussed in the first part of the book. But it also made me think about software design.The remaining sections of the book focus on HL7, XDS, and FHIR. Unfortunately, the treatment of HL7v2 was brief, almost too brief. But that's also inevitable. It's simply not possible for a book such as this one to cover the protocol in detail. Instead, the book covers enough detail to understand the essentials of message structure, encoding, and the event model. Examples include patient identification (PID) and visit (PV1) But the main focus here is providing a reference point.The next chapters consider HL7 V3, including the Clinical Document Architecture (CDA) and information model (RIM) . The coverage of HL7 V3 was more detailed than I expected, including a discussion of constrained models and the dynamic model. But again, much of the focus was on what has proved successful in HL7 V3, what has not, and why. In this part of the book, as elsewhere, there is a focus on common themes, and we are able to see how different technologies are used to address the same problems.At this point, I'll skip over the section on XDS and move on to FHIR. This shouldn't be taken as a criticism of the chapter on IHE XDS. Rather, I feel less qualified to comment here (and this review is already getting a bit long!)The final part of the book, co-authored with Grahams Grieve, the creator of FHIR, presents Fast Healthcare Interoperability Resources (pronounced "fire") This is a technology based on the principles of REST and agile computing, and which incorporates many of the best ideas of earlier generations of HL7. This book does a good job of presenting the main ideas from scratch, and does not fall prey to th e temptation to leave out important topics such as extensions, conformance and profiles, and implementing FHIR. Of course, there is much about the details of the specification that is not covered, but the book does a good job of presenting the core principles and underlying concepts.In the end, we see enough of these technologies to understand how they can be used to address problems of interoperability, and that is the point.

Concise, expertly written and extremely useful book for those of us who are trying to move health informatics out of the stone (err, paper) age to interconnect the stakeholders together finally!! This book is a must-read for all serious practitioners. Highly recommended.

It should be required reading for anyone working to achieve better quality, healthier people and smarter spending in healthcare.

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