QPR are hoping recent signing Loic Remy will return to full training early next week.The striker has missed Rangers’ last two matches – a goalless draw at home to Norwich and a 4-1 defeat at Swansea – with a groin problem.Remy has sat out training sessions in Dubai, where the squad have been based this week in preparation for next Saturday’s match against Manchester United.He is due to be assessed on Monday morning to see whether he has a realistic chance of facing the Premier League leaders.Meanwhile, Junior Hoilett is back in training following a hamstring injury.See also:Worried Rangers to assess Remy groin 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 Follow West London Sport on TwitterFind us on Facebook
PITTSBURGH — When Madison Bumgarner tossed a complete game shutout to lead the Giants past the Pirates in the 2014 National League Wildcard Game, four of his teammates in Friday’s starting lineup were on the field with him.The Giants’ continuity is stunning, impressive and at the moment, a major problem.Five years after Bumgarner stormed his way through the 2014 postseason and willed the Giants to their third title in five years, several of the Giants regulars are still the same.Their …
The Warriors, who will enter next season with a drastically revamped roster, apparently believe it’s time to give their television team a fresh look, as well.The organization announced Friday that Kelenna Azubuike will be a color commentator for the games on NBC Sports Bay Area. And no, Jim Barnett is not going away. After 35 years on TV, he’s moving over to the radio coverage.Azubuike, who will work alongside play-by-play man Bob Fitzgerald, has been an analyst on Golden State’s pre- and …
Share Facebook Twitter Google + LinkedIn Pinterest Over the years I have met with many farm families in barns, fields and around kitchen tables to discuss succession planning and all that it involves. These can sometimes be very stressful, difficult and emotional visits. Some families put off these discussions because the topic is one that many don’t like to consider. However, planning and preparation will be beneficial to all family members involved in the farm business.Faculty at Penn State University, California State University and Old Dominion University published in the Journal of Extension the findings of a study they conducted of Pennsylvania farm families on the topic of farm succession planning. Below is a summary of the research findings. IntroductionIn addition to growing concerns about how to meet the retirement needs of older farmers, it is disconcerting that few senior operators have decided how managerial control of the farm will be passed to a successor prior to their death. For example, of 106 farm operators studied in California, only half had identified a successor. A similar study of 400 Iowa farmers found less than a third had selected a transferee.The consequences of a failure to plan can be severe — if the farm is inherited by multiple heirs, inheritance taxes and other fees may cripple the farm and its new owners. Inadequate farm succession planning may result in heirs becoming owners who are incapable of running the farm business; family conflict among heirs; and partition of family-owned and operated farm business assets to satisfy heirs who simply want to “cash in” their share of the business.Much is known about farm succession planning, i.e., the transfer of managerial control to the succeeding generation during the life of the owner of the business. Yet relatively little is known about why families wait to make farm transfer arrangements. Delayed planning is a complex, and challenging problem.Farm families in Pennsylvania were recruited by field staff of Penn State Cooperative Extension and Pennsylvania Farmlink to participate in the study. The following criteria were used to select families: 1) family farms with annual sales between $100,000 and $249,000, whose operators report farming as their major occupation; 2) families from across the state; 3) families engaged in more than one type of farming (dairy and vegetable); and 4) families with two and three generational configurations.Forty families meeting these criteria were contacted and provided more detailed information. Ultimately, nine families agreed to be interviewed. Where possible, interviews were arranged so that more than one adult family member, ideally from two or more generations, could be interviewed either simultaneously or separately by a different interviewer. This strategy was used to ensure that the data collected represented several generational perspectives about farm transfer issues. In total, 20 semi-structured interviews were conducted with adult members of these nine families; respondents ranged in age from 22 to 80.The range of family experience in terms of discussing and acting on farm succession planning issues fits into three categories, as described below.Extensive experience considering/discussing farm succession issues that leads to action and a developed planThese families developed their farm transfer plans and took actions to enact them. The families shared the following characteristics. Respective roles were worked out in these relationships. There was clarity in identifying who was considered the most likely successor(s), and how assets would be divided up amongst children. There was also clarity in the underlying rationale for taking action. Family members were aware of the financial implications of holding off transfer decisions. A sense of urgency was conveyed by the older generation by phrases such as “must be done while we’re alive” and “we need to do what we can to keep the farm in the family.” The specific strategies and techniques used by these families varied substantially.Moderate amount of experience considering/discussing farm succession issues that leads to action and the start of planningThese families began to develop succession plans and ways to implement them.The families ascribed a high level of importance to developing succession plans, although, for various reasons noted in the Findings section, they did not finalize or enact their plans. Young adult members were clear on their parents’ commitment to keeping the farm within the family. However, the specifics of the succession plans were not clear. Questions, such as how assets will be divided up amongst siblings and specific roles and responsibilities for each family member were still undecided. In two of these families, there was a lead candidate for successor, but the identified successor had not indicated whether the successor would take over the farm.Limited experience considering/discussing farm succession issues and no action toward development of a succession planThese families had not developed farm transfer plans. In these families, there were more unknowns, particularly in terms of the question about successors, and less of a sense of urgency to figure things out. Various reasons for this were noted by these families. FindingsPassive communicationMany respondents could be portrayed as passive communicators. When responding to questions about how families reached mutual understanding on issues related to family relations and plans for the family farm, respondents placed more emphasis on what was implicitly understood rather than explicitly communicated. The following comments, made by families with limited and moderate levels of experience addressing farm succession planning issues, express a reliance on an intrinsic understanding of respective roles and responsibilities.“I don’t know if my grandfather ever expected it to be sold but it was kind of a nonverbal agreement between my dad and me (that we would get the farm out of debt and keep it in the family).” (Father, family with a moderate amount of experience).“They know what they can do and what they can’t do.” (Father, family with limited experience). Delays in planning due to unresolved issues in the lives of adult childrenParents of four of the families in the study (44%) made comments indicating significant delays in their families’ succession plans due to unresolved issues or uncertainty tied to the lives of individual family members. The two most common types of personal issues that were seen as inhibiting or delaying efforts to establish/finalize farm succession plans were those related to children’s career choices and their personal relationships. Waiting for children to make career decisionsFathers of several families were interested in working their children into their farm businesses, but felt they had to wait until their children made their decisions to stay on/return to the family farm. A father of a family with moderate experience stated, “I want to let it up to his decision. I don’t want me forcing him to come back.” Another father from a family with moderate experience said, “I would like for both boys to be able to take it [the farm] over, but right now, [name of son] seems to be the more interested one.” Even in a family with an extensive amount of experience working on their succession plan, there was uncertainty tied to the son’s career decision. The father of this family stated,“Right now it’s kind of like to see if [eldest son] wants to keep on farming down here… He’s going to have to let us know… I guess that’s what we were doing… sitting back waiting ’till this three year is done.” [“Three year” refers to a three-year plan the father worked out with his son: his son rents the farm and progressively buys equipment, cows, etc. and takes on increased ownership responsibilities.] Concern about the stability of successor’s family/marriageThe following comments made by parents indicate a concern about personal relationship issues in the lives of their children.“I’d like to make sure that if he gets married the marriage is stable before we go ahead and start getting him involved in the business and then have a divorce or messy situation like that.” (Father, family with moderate experience).“I was going to set up an agreement between him [oldest son] and me but I was kinda’ waiting. I didn’t trust her [his wife] and here last month she picked up and moved out. So I’m glad in that respect [e.g. waiting]; otherwise she would have had half of this.” (Father, family with limited experience).“I mean they’re interested and [son’s name] is certainly interested in what’s going on around here but as far as [my son] ever getting a part of it, help manage it, or help own it or anything else I just don’t see it. One reason is his wife wouldn’t have too much to do with the farm.” (Father, family with limited experience).The father of a family with a moderate amount of experience summed up the challenge of dealing with such personal issues with the following comment: “It’s easier to talk about farm issues than family issues.” Efforts to incorporate children’s perspectives into conversations about the farmAlthough it was understood by almost all parents that farm succession planning cannot be driven unilaterally by the senior generation, there was variation in how they went about asking for or accommodating children’s perspectives and concerns.Some parents tried to be subtle in their efforts to exert influence with their children. For example, a father of a family with a moderate amount of experience said, “I whisper in their ears.” A father with limited experience described how he and his college-aged son make decisions: “It’s like the old Abbott and Costello routine—’Who’s on first?’ Who’s in charge? I try and avoid telling ‘em what to do.”The parents quoted below had clearer notions about how to involve and communicate with their children about succession planning.“I don’t think I want to come to them with ‘this is the will.’ I want to come to them with a skeleton of what the will would look like to see if I (can better) appreciate their opinions.” (Father, family with a moderate amount of experience).“Sometimes I think still looking back it would have been better off sometimes sitting the whole family, everybody saying we’re going to do it this way. I think that is the best way to go… I think as a rule [having frequent family conversations about farm succession issues] is important if you want your children to stay and take the farm on… Better to get them involved to get them to take an interest in it. I think that’s important.” (Father, family with extensive experience).A surprising finding was that in half of the families, respondents felt unable to make immediate progress with farm succession planning due to unresolved issues or uncertainty tied to the lives of individual family members. Findings of personal disappointments and strained relationships are consistent with the literature, where many families experience high stress levels when considering and discussing farm planning issues.Intra-familial communication dynamics indicated heavy reliance on implicit understandings and expectations regarding other family members’ intentions, roles, and responsibilities. This passive orientation toward communication, together with the sense that some families were in a “wait and see” pattern (regarding the career and relationship decisions of children), left key issues unresolved, e.g., who would be the successor and how would other family members be compensated.Much of the discussion within the farm succession planning literature seems to be framed from within a power-holder centered perspective; much of the attention is on how current operators chose and groomed their successors and passed on management control. In contrast, our findings indicate that there are issues in the lives of the successor generation family members, beyond the “control” of older generation members that can delay or derail the succession planning process.Accordingly, we posit that intergenerational transfer of ownership and management can be helped by being inclusive of younger generations in key discussions and decisions about the future of the farm. Family members need opportunities to share individually held views, to explore common goals and values, and move forward, together, in establishing shared visions for farm and family.SummaryWhile not easy, it’s important that farm families have discussions about the transfer of management and ownership to the next generation. Involving Extension professionals, lenders, veterinarians or other trusted advisors can help start and keep the process moving.
Top Reasons to Go With Managed WordPress Hosting selena larson In an unprecedented move for a global technology company, Google released workplace data that illustrates how diverse the company is—which is to say, hardly diverse at all. But it’s a good first step in encouraging transparency and laying the groundwork for a more active effort to fix a problem that’s hard to address from the top down.Globally, Google’s workforce is 70% men. In the U.S. 60% of its workforce is white, just two percent is black, and just three percent is Hispanic. In technical roles, the gender disparity is more striking: only 17% of such employees are women. Google, whose products and services impact millions of people around the world, employs 53,891 people full-time, but they’re predominantly males. Google didn’t break out specific data for its offices in over 40 countries around the world, just information on the company as a whole. Beyond Transparency To justify these troubling numbers, Google points out that women earn 18% of computer science degrees in the U.S., while black and Hispanic students make up less than 10 percent of U.S. college graduates and earn fewer than five percent of all degrees awarded in computer science.While those abysmal education statistics are certainly one big reason for the low representation of women and minorities in the technological workforce, they’re not the whole picture.Nearly a third of senior leaders in science and technology fields say that a woman would never make it to the top position in their company, according to a study from the Center for Talent Innovation, a think tank founded by economist Sylvia Ann Hewlett. And according to the nonprofit Code2040, just one of every 18 leaders at tech firms is black or Latino.Google’s numbers reflect this imbalance: 79% of its leadership is male, two percent is black, and just one percent is Hispanic. Gender and racial disparities in tech might start in college, but the failure to prepare and promote minorities in the workplace falls on the shoulders of the firms themselves.With Wednesday’s announcement, Google is setting a precedent—not just by exposing its white underbelly, but also advocating for changes that could, eventually, bring more diversity to tech in the future. It’s not enough to admit that a company has a problem—it needs to actively work to change the ratio both inside, and outside, its workforce.For its part, Google has given more than $40 million to organizations that bring computer science education to women and girls since 2010. And its Google for Entrepreneurs program provides capital and other support for minorities in tech.Earlier this year, it launched #40Forward, a program providing $1 million to 40 startup accelerators and incubators that pledge to increase the number of women entrepreneurs in their communities. Seventy-five percent of those companies are located outside of the U.S.Google also said it works with historically black colleges and universities to provide a greater focus on computer science programs and attendance. One Googler, engineer Charles Pratt, was in-residence at Howard University this year and revamped the school’s introduction to computer science curriculum in an effort to appeal to more students.Creating A Culture ShiftUsing college degree statistics to justify diversity disparities does not address the larger issue for tech companies in Silicon Valley: While often describing themselves as a “meritocracy,” companies still hire people who fit a conventional image—the white, male “brogrammer.”Yes, education is important, but it’s not the catch-all solution for diversifying the workforce. There also needs to be a culture shift—one that celebrates differences instead of perpetuating stereotypes.At a women-in-tech event in San Francisco last week, designer and engineer Julie Ann Horvath said that startups and tech companies in general regularly hire people who are friends, and who all look or act a certain way—copies of one another. When someone different comes in, she said, there’s a greater chance they will get pushed out. See Also: Why GitHub’s CEO Ditched Its Divisive ‘Meritocracy’ RugShe knows firsthand how difficult it can be for a woman in a boys’ club environment. Horvath was a champion for improving the gender imbalance at the Web-based hosting service GitHub, but eventually quit after suffering harassment.It’s not enough to increase the number of women and minorities that complete degrees in computer science or related subjects. If companies really want to hire people from different backgrounds, they need to build a different culture—one that is inclusive, rather than continuing to adhere to the faux-meritocracy that has become the norm. More companies should do what Google did, as bad as it might make them look. If enough companies air out their dirty laundry, perhaps the community, at large, can begin to change. By releasing its data publicly, Google has created a way to measure the success of its diversity initiatives, and isn’t shying away from inevitable scrutiny. The numbers will serve as a way for the company to create actionable goals to better represent the community it serves—which, for Google, happens to be the entire world.Update: Updated to clarify race statistics are U.S. only.Lead image courtesy of raccorinne on Flickr Related Posts A Web Developer’s New Best Friend is the AI Wai… Tags:#brogrammer#diversity#Google#Silicon Valley#tech Why Tech Companies Need Simpler Terms of Servic… 8 Best WordPress Hosting Solutions on the Market
Don’t miss out on the latest news and information. Ethel Booba on hotel’s clarification that ‘kikiam’ is ‘chicken sausage’: ‘Kung di pa pansinin, baka isipin nila ok lang’ “It was just a slow start as a team. Everyone played slow in the second half and I’m not sure why,” said Herndon, who finished with 24 points in Wangs’ 107-96 defeat to Flying V on Tuesday.Despite the Couriers’ second straight defeat, it has been a respectable campaign through three games for the 24-year-old guard with an average of 18.3 points, 6.3 rebounds, and 1.3 assists.FEATURED STORIESSPORTSSEA Games: Biñan football stadium stands out in preparedness, completionSPORTSPrivate companies step in to help SEA Games hostingSPORTSMalditas save PH from shutoutHowever, Herndon himself admits that though he wants to make a good account of himself going to the 2017 PBA Draft, his goal is to help Wangs make noise in this tourney.“My focus right now isn’t so much on myself. I know I could score points, I can rebound, and I can defend, but I want to win,” he said. Heart Evangelista admits she’s pregnant… with chicken Filoil: Also-ran Perpetual denies Ateneo of outright q’finals entry Robbie Herndon. PBA IMAGESAfter scorching hot in the first half for Wangs Basketball, Robbie Herndon found himself trapped in the next two quarters as the Flying V defense zeroed-in on him and limited him to just four points.But the 6-foot-4 swingman refused to attribute his poor shooting to the Thunder’s defensive stance and instead pointed on the Couriers’ lackluster showing in the second as the culprit for their downfall.ADVERTISEMENT Sports Related Videospowered by AdSparcRead Next MOST READ 1 dead in Cavite blast, fire Compared to his last stop with Victoria Sports-MLQU, Herndon is now surrounded by familiar faces in Eric King, Ryan Arambulo, and Tim Habelito, making the adjustment to the new squad a little more easier.“We definitely have chemistry together because we’re all from the States. But we just need to find a solid rotation as a team and know who fits together and who plays well together,” he said.That makes Herndon optimistic despite the Couriers’ recent funk, believing that his team has what it takes to make a run to this conference’s playoffs.“I think we’re a very strong team regardless of the two losses. We shouldn’t have lost to Batangas and today was a fair game. But for us, it’s a must win in the next couple of games. We got to win it,” he said.ADVERTISEMENT World’s 50 Best Restaurants launches new drinking and dining guide WATCH: Firefighters rescue baby seal found in parking garage Heart Evangelista admits she’s pregnant… with chicken LATEST STORIES 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 What ‘missteps’? Lacson: SEA Games fund put in foundation like ‘Napoles case’ View comments
Gang arrested over player burglaries; Thomas Partey recovers Champions League medalby Carlos Volcano8 days agoSend to a friendShare the loveThe gang that pulled off a series of burglaries against LaLiga footballers has been caught and arrested.Eldiario.es reports four people have been arrested connected to raids on homes of players of Real Madrid and Atletico. The operation was carried out between the cities of Madrid and Toledo, where the alleged criminals were arrested. Law enforcement have managed to recover some valuables that were taken from the homes of the players. Among the jewels and other belongings, the Champions League runners-up medal of Thomas Partey was found. The Atletico Madrid midfielder’s home was raided earlier this month, while he was in Russia for the European match against Lokmotiv Moscow.Casemiro, Isco, Zinedine Zidane and Alvaro Morata were some of those in Madrid who were victims of robberies. About the authorCarlos VolcanoShare the loveHave your say
colin cowherd says nebraska beats iowaFox Sports’ Colin Cowherd isn’t shy about voicing his opinion on many topics, including the College Football Playoff. Yesterday, Cowherd tweeted that he disagreed with one-loss Alabama getting into the playoff over one-loss Ohio State, due to what he perceives a difference in strength between the SEC and Big Ten. Tonight, Cowherd revealed his current CFP foursome, and he lived up to his opinion from yesterday. Alabama is nowhere to be found among the four teams, while Michigan State and Ohio State are in the group. Turned in my playoff top 4 to @FOXSports. 1.Clemson 2. Oklahoma 3. Michigan St 4. Ohio State. SEC is an overrated mess. Sorry Bama.— Colin Cowherd (@ColinCowherd) November 30, 2015Expect Cowherd’s email and Twitter mentions to be engulfed with angry Tide fans starting 20 minutes ago. As good as the Buckeyes are, Alabama’s resume is impressive. Yes, the Tide lost to 9-3 Ole Miss and have three “cupcake” wins, but their other eight victories are against teams with .500 records or better. Their defensive front seven is scary and Derrick Henry is a legit Heisman candidate. They belong in the CFP.
APTN National NewsVancouver police are targeting the poor people of Downtown Eastside with an abundance of bylaw infractions from jaywalking to public urination according to newly released information.According to a report, 95 per cent of some bylaw offences have been enforced exclusively in the troubled neighbourhood.Statistics show that 1448 tickets were given out in the Downtown Eastside under the Street and Traffic Bylaw over the last four years, with the next closest neighbourhood, the downtown core, receiving only 28 according to information obtained through a Freedom of Information request by two Vancouver organizations.The infractions range from vending, jaywalking, public urination/defecation and spitting.Wally Oppal, head of the Missing Women Commission of Inquiry, recently agreed in his final report that issuing such tickets creates a barrier between police and the poor.Oppal recommended police and the city should reduce the number of tickets they give out.As a result complaints have been filed against the police department alleging discrimination hoping to have them follow Oppal’s recommendations.“These tickets have many negative consequences for people in our community; increasing stress and anxiety among already marginalized people because they have a ticket they cannot hope to pay,” said Aiyanas Ormond, community worker with the Vancouver Area Network of Drug Users (VANDU), who along with Pivot filed the complaints.
APTN National NewsFresh off his concert at the Ab Day Live festival in Winnipeg, singer Billy Ray Cyrus sits down with APTN’s Shaneen Robinson.The talk soon turns to what can be done about the number of Aboriginal women and girls who have either gone missing or have been murdered.And what he’s planning to do about it.