Manicures are done to make the hands and fingers look more bold and beautiful. French manicures and American manicures are the two most famous in this category. French manicure gives elegance but is more bold whereas American manicure is pale and gives opaque look which is required in the daily life
Most women today prefer the French manicure – an elegant look with a pale pink or nude base color and the whitest-white nail tips. This is always a popular choice due to its versatility. It looks great with almost any outfit for any occasion, from a casual night on the town to a black-tie wedding. As classy and sophisticated as this manicure looks, sometimes it can be a bit overpowering. If you’re looking for a more toned-down look that’s still pretty and simple, then consider getting an American manicure.
American manicures use a pale shade of pink (that seems a lot more neutral than the colors used in the case of French manicure) and an opaque white for the tips. At most of the nail salons it costs about %10 to get an American manicure without acrylics and you might get a hand massage as well. If you would prefer to do it on your own, here is what you will need: polish remover, cotton balls, manicure, tools, a light pink, beige polish or any other neutral color, an opaque white polish, manicure tapes, top coat and base coat. In the following section I will tell you how to do an American manicure.
American manicures can be done very easily in at home. It just require kit to be there. The kit of American manicure should have the following items:
* A nail remover which is non – acetone based
* Manicure tools like clippers, nail scissors and a file
* A light pink, neutral or beige color nail paint
* A soft white or opaque nail paint
* Manicure adhesive strips
* Top coat of clear color for protecting the manicure.
Prep Nails
Begin by preparing your nails as you would for any type of manicure. Now is the time to trim and file your nails if you would like to change their shape at all. Make sure the nails are free of any traces of nail polish. For a truly flawless manicure, your cuticles should be well groomed. Apply a cuticle remover to the area and use an orangewood stick to gently push the cuticles back. Using the flat end of the stick, massage the cuticle area to encourage any dead skin or little hangnails to be released. After this, cleanse the nails thoroughly.
Step by Step American Manicure
1. Begin by applying base coat to your nails. This will help the color adhere.
2. After your base coat has dried, paint your nails with the neutral color of your choice. A second coat is not necessary unless you prefer a slightly more noticeable tint.
3. Once your allover color has dried, use a manicure strip to carefully paint a coat of off-white color on your tips.
4. Allow this to dry and then finish with an application of top coat.
Risk is the chance that something undesirable will happen. Everyone faces personal risks daily; we all have a chance of being struck by a car or by lightning or of catching a cold. None of these are certain to happen today, but they all can and do happen occasionally, some more frequently than others. Even though all risk is unpleasant, the consequences of being struck by an automobile are much more serious than those of catching a cold. Most people would do more and pay more to avoid the risks they consider most serious. Thus, risk has two important components: (1) the consequences of an event and (2) its probability . In addition, while the threat of lightning has always been present, the possibility of being struck by a car emerged only in the last century. Modern risks are constantly evolving. What’s a health risk assessment?
Health risk assessments are confidential questionnaires that ask basic questions about your health habits and history. In return, you‘ll receive an easy-to-understand health report that gives you a non-clinical overview of your current health status, as well as your health risks and how to manage them. Whether you‘re trying to get in shape, control an existing condition, or just stay fit as a fiddle, you‘ll find the help you need through your health risk assessment. You can even print this report and share it with your doctor to keep him or her up to date on your complete health picture.
Workplace violence is subject to many perpetrators such as customers, employees, employee related individuals and those with no connection to the business. Violence is considered any threat, assault or violent act physical or emotional against those employed with or doing business at the company. Workplace violence is difficult to predict or prevent but the damage done can be limited through an assessment of the physical office.
Why risk assessment?
In many countries risk assessment is a legal duty for an employer. For example in the U.K. section 3 of the Management of Health and Safety at Work Regulations states:
There are additional provisions, for example concerning the employment of young people, but the basic requirement is as shown.
Note that the risk assessment is merely part of a process and not, as some documentation and systems seem to suggest, a stand-alone activity. Risk assessment is for a purpose, that of identifying what the employer is required to do to comply with his duties to ensure a safe and healthy workplace. The diagram below attempts to illustrate where risk assessment fits within the whole health and safety system. However, this is only one aspect of risk assessment. The main aim of COSHH risk assessment should be to form part of a process that ensures no person suffers any adverse effect to their health as a result of the activities of the organisation.
Risk analysis can determine whether proposed actions will damage ecosystems. This screening process evaluates plans that might prove destructive, and allows people to make informed decisions about which would be most environmentally sound. Proposed utilities, roads, waste-disposal sites, factories, and even new products can use risk analysis to address environmental concerns during planning stages, when changes are most easily made. The process also allows people to rank environmental problems and allocate attention, resources, and corrective efforts.
Restoring your iPhone to its original factory settings is a way to repair any damages you’ve done to the phone by downloading unauthorized software. It’s not guaranteed to fix your problems, but it is your best bet.
Before starting you have to look at your iPhone and see if this is really necessary. Restoring your phone will delete all of the data on it, including any pictures, music, videos, and contacts.
1: First connect your iPod or iPhone to your computer until it appears in the Source or Device panel in iTunes.
2: Select your iPod or iPhone and click on the Summary tab if you are already not there.
3: Now click on the Restore button under the Version heading. You may be given the option to backup the software on the device before the restore procedure begins.
4: Click the Restore button to begin the restore process. Note that iTunes will download the latest version of the firmware and install that onto the device. If you clicked Backup earlier, you will have the option to restore contacts, calendars, text messages, etc.
5: Now just wait for the restore process to finish. You’ll get a message stating the iPhone or iPod has been restore to factory settings when complete.
6: Finally, on your iPhone, you will see a message that says “Connect to iTunes”, so keep it connected to the computer until it goes away and the screen says “iPhone is activated”.
7: Finally, you can choose which backup to use to restore your iPhone or iPod Touch.
Your iPhone is now restored to its original factory settings, and allof your data has been synced back to the phone. You can now disconnect your iPhone from your computer and begin using it.
As the amount of money spent on electronic resources increases, it seems fitting that as librarians we examine the process we use for selecting such materials. Collection development policies for print collections and ordering processes for such materials have become commonplace at many, if not all, academic libraries. As the transfer from paper to electronic resources occurs, especially in the acquisition of serial titles, we felt it necessary to examine the process we and other academic libraries use to select electronic resources. Purpose/Background
All libraries have experienced a tremendous shift in content from print to electronic. We are deluged daily by offers for electronic databases in a myriad of formats. Frankly the breadth and variety of what is available in e-format is overwhelming. So the question that naturally arises is how do librarians make decisions on what to purchase and what to cancel, simply stated how do we manage our e-collections? At the Kutztown University Library we find ourselves frequently playing “catch up” with all the e-resources offers. They come to us via email, listservs, regular mail, visits to conferences, and from faculty and students. We frequently feel overwhelmed trying to stay on top of all the offers and make the best decisions. Our protocol involves contacting the appropriate library liaison, getting input from faculty, meeting with the library dean, and making the best decision we can at that particular time. It frequently leaves us feeling dissatisfied and dismayed with the process, often wondering if we are really meeting the needs of our users. We thought there must be a better way, so the decision was made to conduct a survey of other academic librarians in Pennsylvania and determine how they were tackling the problem of “e-resource overload.” What follows is the results of this survey.
Methods
The survey we developed sought to answer one basic two-part question: What process does your library use evaluate which electronic resources to purchase and cancel? This question was then followed-up by a series of other queries to determine the “how and whys.” We chose to use the Pennsylvania Academic Library Consortium, Inc. (PALCI) list of electronic resources librarians as our survey sample. We did this because PALCI represents a broad variety of libraries across the state from small private colleges to large research institutions. A total of 72 librarians were contacted via email. We sent an initial email requesting a time to do a 10-minute interview. We also gave librarians the option to fill out the survey electronically. We had a total of 18 responses (a 25 percent response rate).
Discussion
The results confirmed our suspicions that we are not alone in feeling “e-resource overload.” Most of the libraries surveyed do not have a defined procedure in place for selecting and deselecting e-resources. Instead they make decisions in a reactive way to various e-resource offers or suggestions. This is very disturbing given the large and growing percentage of library budgets devoted to e-collections. What follows are some suggestions for “best practices.”
Conclusion
As the world of information continues its march towards the electronic format, librarians need to be savvier in how we are handling our e-collections. Librarians would never consider adding a significant collection of printed books or journals without a thorough review process. Yet it appears that we often add electronic content without a rigorous process. This will have to change. Librarians need to treat e-content like printed content by developing a set of standards to manage e-collections. The authors plan to expand our survey by reaching out to a larger group of librarians and ultimately develop a set of “best practices” as a template for librarians to effectively manage e-collections.
Managers cite performance appraisals or annual reviews as one of their most disliked tasks. Performance management eliminates the performance appraisal or annual review and evaluation as the focus and concentrates instead on the entire spectrum of performance management and improvement strategies. These include employee performance improvement, performance development, training, cross-training, challenging assignments, 360 degree feedback and regular performance feedback.
Remember the feeling you got in the pit of your stomach when it came time for your teacher to hand out report cards? Whether or not you felt you deserved a good report, you still had that moment of doubt. With school now behind us, you would think report cards were part of our pasts. Unfortunately, this is not the case. As working adults we must deal with employee performance reviews, also referred to as employee appraisals or performance evaluations. Whatever you call them, employee reviews evaluate our performance on the job. They often determine raises, promotions, and sometimes whether we get to keep our jobs. That can explain, why even as adults, these “report cards” often make us feel uneasy.
Performance appraisals are essential for the effective management and evaluation of staff. Appraisals help develop individuals, improve organizational performance, and feed into business planning. Formal performance appraisals are generally conducted annually for all staff in the organization. Each staff member is appraised by their line manager. Directors are appraised by the CEO, who is appraised by the chairman or company owners, depending on the size and structure of the organization.
Annual performance appraisals enable management and monitoring of standards, agreeing expectations and objectives, and delegation of responsibilities and tasks. Staff performance appraisals also establish individual training needs and enable organizational training needs analysis and planning.
Performance appraisals also typically feed into organizational annual pay and grading reviews, which commonly also coincides with the business planning for the next trading year.
Performance appraisals generally review each individual’s performance against objectives and standards for the trading year, agreed at the previous appraisal meeting.
Performance appraisals are also essential for career and succession planning – for individuals, crucial jobs, and for the organization as a whole.
Performance appraisals are important for staff motivation, attitude and behaviour development, communicating and aligning individual and organizational aims, and fostering positive relationships between management and staff.
Performance appraisals provide a formal, recorded, regular review of an individual’s performance, and a plan for future development.
Job performance appraisals – in whatever form they take – are therefore vital for managing the performance of people and organizations.
Managers and appraisees commonly dislike appraisals and try to avoid them. To these people the appraisal is daunting and time-consuming. The process is seen as a difficult administrative chore and emotionally challenging. The annual appraisal is maybe the only time since last year that the two people have sat down together for a meaningful one-to-one discussion. No wonder then that appraisals are stressful – which then defeats the whole purpose.
1. Design a legally valid performance review process Patricia King, in her book, Performance Planning and Appraisal, states that the law requires that performance appraisals be: job-related and valid; based on a thorough analysis of the job; standardized for all employees; not biased against any race, color, sex, religion, or nationality; and performed by people who have adequate knowledge of the person or job. Be sure to build in the process, a route for recourse if an employee feels he or she has been dealt with unfairly in an appraisal process, e.g., that the employee can go to his or her supervisor’s supervisor. The process should be clearly described in a personnel policy.
2. Design a standard form for performance appraisals Include the name of the employee, date the performance form was completed, dates specifying the time interval over which the employee is being evaluated, performance dimensions (include responsibilities from the job description, any assigned goals from the strategic plan, along with needed skills, such as communications, administration, etc.), a rating system (e.g., poor, average, good, excellent), space for commentary for each dimension, a final section for overall commentary, a final section for action plans to address improvements, and lines for signatures of the supervisor and employee. Signatures may either specify that the employee accepts the appraisal or has seen it, depending on wording on the form.
3. Schedule the first performance review for six months after the employee starts employment Schedule another six months later, and then every year on the employee’s anniversary date.
4. Initiate the performance review process and upcoming meeting Tell the employee that you’re initiating a scheduled performance review. Remind them of what’s involved in the process. Schedule a meeting about two weeks out.
5. Have the employee suggest any updates to the job description and provide written input to the appraisal Have them record their input concurrent to the your recording theirs. Have them record their input on their own sheets (their feedback will be combined on the official form later on in the process). You and the employee can exchange each of your written feedback in the upcoming review meeting. (Note that by now, employees should have received the job descriptions and goals well in advance of the review, i.e., a year before. The employee should also be familiar with the performance appraisal procedure and form.)
6. Document your input — reference the job description and performance goals Be sure you are familiar with the job requirements and have sufficient contact with the employee to be making valid judgments. Don’t comment on the employee’s race, sex, religion, nationality, or a handicap or veteran status. Record major accomplishments, exhibited strengths and weaknesses according to the dimensions on the appraisal form, and suggest actions and training or development to improve performance. Use examples of behaviors wherever you can in the appraisal to help avoid counting on hearsay. Always address behaviors, not characteristics of personalities. The best way to follow this guideline is to consider what you saw with your eyes. Be sure to address only the behaviors of that employee, rather than behaviors of other employees.
7. Hold the performance appraisal meeting State the meeting’s goals of exchanging feedback and coming to action plans, where necessary. In the meeting, let the employee speak first and give their input. Respond with your own input. Then discuss areas where you disagree. Attempt to avoid defensiveness; admitting how you feel at the present time, helps a great deal. Discuss behaviors, not personalities. Avoid final terms such as “always,” “never,” etc. Encourage participation and be supportive. Come to terms on actions, where possible. Try to end the meeting on a positive note.
Palestinian art is a term used to refer to paintings, posters, installation art and other visual media produced by Palestinian artists.
While the term has also been used to refer to ancient art produced in the geographical region of Palestine, in its modern usage it generally refers to work of contemporary Palestinian artists.
Similar to the structure of Palestinian society, the Palestinian art field extends over four main geographic centers: the West Bank and Gaza Strip; Israel; the Palestinian diaspora in the Arab world; and the Palestinian diaspora in Europe and the United States.
Contemporary Palestinian art finds its roots in folk art and traditional Christian and Islamic painting popular in Palestine over the ages. After the Nakba of 1948, nationalistic themes have predominated as Palestinian artists use diverse media to express and explore their connection to identity and land.
Palestine calligraphy, art and oriental fonts are easy to find with our Palestine, TX calligraphers directory. We feature designs, custom writing and schools all from the Palestine area. Find discount experts, teachers and wedding calligraphers. Check out our software vendors and quality supplies, invitation calligraphy and deals on scrolls. Recreate your Palestine Texas wedding with Chinese calligraphers, signs and ink.
How to Do Marketing Process for Book Company Background Images
Preface Most small to medium-sized businesses struggle with marketing. The marketing function is often treated as a cost center–ad hoc activities that don’t provide measurable results that can be tracked to the bottom line. This e-book defines our Strategic Marketing Process that businesses can use to standardize their daily, monthly and annual revenue-generating activities. It covers more than just “traditional” marketing and ties together all go-to-market business activities: strategic planning, financial planning and measurement, creative development, marketing execution and sales. If you’re a business marketer or executive, complete the Key Concepts and Steps section in each subject to improve your performance throughout the year. If you’re a consultant or service firm interested in our web-based consulting practice management software and tools based on the marketing process, Certified licensees can be Business consultants Marketing consultants with expertise in a specific function Sales coaches Advertising agencies Graphic design firms Marketing communications firms Web design/development firms PR firms Aspiring entrepreneurs who are looking for a new business opportunity If you’re interested in hiring one of our distributor consultants,
What is marketing? It’s a broad, challenging and often misunderstood function. Ask several people to define it and you’ll probably get very different answers:
* It’s brochures and slogans and print ads in magazines
* It’s websites and email campaigns
* It’s communicating with customers
* It’s an MBA crunching numbers on brand equity and market share
Yet marketing is much more than brochures and websites and numbers; it’s an investment that generates revenue, profit and opportunity for growth.
Marketing is the process of developing and communicating value to your prospects and customers. Think about every step you take to sell, service and manage your customers:
* Your knowledge of the market and your strategy to penetrate it
* The distribution channels you use to connect with your customers
* Your pricing strategy
* The messages you deliver to your market
* The look and feel of your marketing materials
* The experience you deliver to your market and customers
* The actions of your sales and service reps
* All of the planning, preparation, forecasting and measurement of your investments
Good marketing is essential for every company. It can make a company with a mediocre product successful, but poor marketing can send a good company out of business. Yet even business-to-business (B2B) marketing is often seen as a soft creative field instead of the engine that drives company revenue.
Analyzing marketing opportunities
First step of the marketing process is analyzing market opportunities and availing these opportunities to satisfy the customer’s requirements to have competitive advantage. The marketing function of analyzing market opportunities is important in the marketing planning process. Any marketing manager must analyses the long-run opportunities in the market to improve the business unit’s performance. To evaluate its opportunities firms needs to operate a reliable marketing information system. Marketing research is an indispensable marketing tool for this purpose. Researching the market allows the company to gather information about their customers, competitors and any environmental changes to determine the market opportunities. Once the market opportunities have been analyzed then modern marketing practice calls for dividing the market into major market segments, evaluating each segment, and selecting and targeting those market segments that the company can best serve.
Left-handedness is the preference for the left hand over the right for everyday activities such as writing. A variety of studies suggest that 11% of world population are left-handed.
Like scissors and baseball gloves, guitars are largely built for right-handed players. Lefties interested in playing the guitar are often urged to learn how to play right-handed. That can be difficult, however, since certain chords will be extremely hard to play. Not to worry, though: Some of the greatest guitar players in history–including Jimi Hendrix, Paul McCartney and Iggy Pop–were left-handed. If you want to play guitar left-handed, you basically have two choices: purchase a guitar specifically built for southpaws, or turn a right-handed guitar upside down.
Many left-handed writers have trouble with several kinds of writing tips. Points may catch on a corner or on an edge, digging into the paper. The worst of these are the extra-fine, needlepoint, flexible, and italic nibs; however poorly-designed mediums and stubs can also be nasty for lefties. While broad and broad-oblique tips usually present no problem, any of them can be problematic if they are poorly-adjusted or even just a little bit sharp in the direction of writing.
1 Michael McCarthy is an underwriter. His writing line slopes downward at about 20 degrees. He is holding his pen at a right angle to the writing line.
2 Rick Propas is an overwriter, sometimes called a “hooker”. His line rises at about 15 degrees.
3 Jimmy Yu is an overwriter, holding the point of his pen toward himself and the writing line rising at about 40 degrees.
4 Linda Avanzino is an overwriter. She writes vertically, away from herself at about 90 degrees.
5 Pat Ackor is an underwriter. Her writing line slopes downward at about 45 degrees.
6 Jose Suro keeps his paper vertically in front of him and writes from the side, pushing almost directly across the page.
7 Steve Barnett gives a slightly different twist to his side-writer/pusher style. Look closely and you can see that he rotates his pen so that the imprint of the nib is facing the top right corner of the page.
8 Emily Eldredge is an underwriter. She is a pusher with her line falling at about 25 degrees.
Trace an email address in the most popular programs like Microsoft Outlook, Hotmail, Yahoo, Gmail, AOL, by finding the header
This tool attempts to locate the source IP address of an email based on the email headers (Where did the email come from). Just copy and paste the full headers of the email you’ve received into the box below and press submit. When the page reloads scroll down to the bottom for the email header analysis and results.
1. Log on to your email account and open the email you wish to trace.
2. Next, select the downward arrow to the right of the reply button. Choose the option that says “Show Original.” In some email programs you will need to look for the view source option.
3. Look for text that refers to where the email originated. Scroll down to the bottom of the list.
4. Select the email address at the very bottom of the list. This is where the email originated.
5. Look up the email by the message ID. Every email has a message ID number printed on it beneath the address information. It will look like this: Message-ID:. This number is a tracking number that contains the IP address of the original sender. IP addresses can also be found in the email header. Once you have the IP address, you can look it up on a site such as myfreeemailsearch.com, which will give you the originator’s information.
Finding IP address in Yahoo! Mail
1. Log into your Yahoo! mail with your username and password.
2. Click on Inbox or whichever folder you have stored your mail.
3. Click on the Subject of the email you want to track and right-click. You should get a menu like this.
4. You may copy the headers and use my IP address detection script to ease the process. Or if you want to manually find the IP address, proceed to the next step.
5. Look for Received: from followed by the IP address between square brackets [ ].
That should most likely be the IP address of the sender.
If there are many instances of Received: from with the IP address, select the IP address in the last pattern. If there are no instances of Received: from with the IP address, select the first IP address in X-Originating-IP.
6. Track the IP address of the sender.
Finding IP address in Hotmail
1.Log into your Hotmail/Windows Live account with your username and password.
2. Click on the Inbox link on the left.
3. Under the column that says “Sort by”, find the email that you want to track and right-click on it. You should get a menu that has something like Mark as read, Mark as unread, and so on. The last option in the menu should be View message source. Select it.
4. You should see the email headers now.
5. You may copy the headers and use my IP address detection script to ease the process. Or if you want to manually find the IP address, proceed to step 6.
6. If you find a header with X-Originating-IP: followed by an IP address, that is the sender’s IP address
7. If that doesn’t work, look for Received: from followed by IP address within square brackets[].
8. If you have multiple Received: from headers, eliminate the ones that have proxy.anyknownserver.com.
There’s some controversy about whether warming up and cooling down offer health benefits. But proper warm-ups and cool-downs pose little risk, so if you have the time, consider adding them to your workout schedule. Warm-ups and cool-downs generally involve doing your activity at a slower pace and reduced intensity.
Warming up may help prepare your body for aerobic activity. Warming up gradually revs up your cardiovascular system, increases blood flow to your muscles and raises your body temperature. Jumping into an aerobic workout without preparing your body could lead to such problems as muscle strain or injury.
Cooling down after your workout may help gradually reduce the temperature of your muscles, especially if you’ve had an intense workout. Cooling down may help reduce muscle injury, stiffness and soreness, but the research is uncertain.
How to warm up
Warm up right before you plan to start your workout. In general, warm up by focusing first on large muscle groups, such as your hamstrings. Then you can do exercises more specific to your sport or activity, if necessary. A warm-up may cause mild sweating, but it shouldn’t leave you fatigued.
Here are some examples of warm-up activities:
* To warm up for a brisk walk, walk slowly for five to 10 minutes.
* To warm up for a run, walk briskly for five to 10 minutes.
* To warm up for strength training, move your muscles and joints through the movement patterns you’ll do during the exercise, but before you start with weights.
* To warm up for soccer, do slow, soccer-specific running drills.
* To warm up for swimming, swim slowly at first and then pick up the tempo as you’re able to.
Step 1
Warm up by doing gentle movements with your upper and lower body for about five minutes. This gives your muscles and cardiovascular system time to ease into a state of readiness for exercise. Good warmup activities include walking while doing arm circles or pumping your arms, or pedaling an elliptical trainer set to low resistance.
Step 2
Stretch the major lower-body muscles involved in doing jumping jacks. Slide one leg forward about 12 inches and squat down on the other leg, sticking your bottom out until you feel a stretch in the hamstrings of your straight forward leg. Lift the toe of your forward leg off the ground to stretch your calves, too. Grasp one heel and bring it toward your buttock on the same side, knee pointing straight down to stretch your quads. Hold each stretch for 15 to 30 seconds, then repeat on the other side.
Step 3
Stretch your upper-body muscles, too. Try to pat yourself on the back with one hand, then pull gently on that arm with your other hand until your bent elbow points straight up or as close as you can get. This stretches your lats. Extend one arm straight in front of you, then gently pull it across your body. This stretches your shoulder and traps. Stand inside a doorway, place a hand on either side and lean forward slightly to stretch your chest. Hold these stretches for 15 to 30 seconds too, then repeat the first two stretches on the other side.
Step 4
Do jumping jacks for at least 10 minutes. Stand with your feet hip-width apart, arms down at your sides. Hop on both feet at once, landing with your legs about shoulder-width apart. Simultaneously spread your arms up and out. Return to the starting position and repeat, alternating quickly between spread-eagle and standing positions.
Step 5
Cool down with another five to 10 minutes of gentle full-body activity, followed by the same stretches you did after the warmup. Cooling down and stretching helps your body ease back into a state of rest, and can increase range of motion and decrease soreness.
