Sample format for academic probation appeal

/r/HipHopHeads on Reddit

2010.02.01 20:52 zigzagzig /r/HipHopHeads on Reddit

The latest music, videos & news relating to your favorite hip-hop & R&B artists. Please read the [**Guidelines/FAQ**](http://www.reddit.com/hiphopheads/wiki/index) before posting!
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2012.11.21 02:47 TenCentPistol /r/HipHopHeads on Reddit

Everything hip-hop! The latest mixtapes, music videos, news, and anything else hip-hop related from your favorite artists.
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2024.05.14 23:15 420paxman graduating after last quarter on academic probation

I will have under a 2.0 for my last quarter. I have enough units to graduate even after failing this quarter and I have finished all my required classes for my major after this quarter. Will I still be able to graduate even if I am on academic probation after my last quarter? As in if I fail this last quarter will I still be able to graduate even though I will be put on academic probation after this quarter. It should not affect my graduation right? since I don’t have a quarter to attend after this spring.
submitted by 420paxman to UCDavis [link] [comments]

2024.05.14 23:01 MortgageRich3613 [For Hire] WGU Help for Stat Math Course Online Reddit U.S History Algebra English Composition Biology Chemistry Accounting Psychology Sociology Statistics Precalculus PACA Politics Online Helper Reddit WGU Quiz Test Class Full Course Assignment Exam Homework taker reddit do my WGU Exam Reddit

If You're struggling to handle your Online Exams, Assignments or any other coursework, get help from Hiraedu and pay after the exam. Contact details for Hiraedu is: WhatsApp: +1 (213) 594-5657 OR Call: +1 727 456 9641
ASSESSMENTS I CAN COMPLETE:
MY MATH SUBJECTS OF EXPERTISE:
I am very knowledgeable and proficient in assisting students in a wide range of mathematics classes. I can help students complete their homework assignments and other projects get an A on quizzes, tests, and exams (including proctored assessments) answer online discussion posts write essays & papers in MLA APA Chicago format and provide general overall academic help in each math course listed below:
STATISTICS HELP (MY BEST SUBJECT):
ALGEBRA HELP:
CALCULUS HELP:
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ATTRIBUTES THAT SET ME APART FROM OTHER TUTORS:
I CAN AID STUDENTS TAKING PROCTORED ASSESSMENTS:
I CAN VERIFY MY ACADEMIC KNOWLEDGE & SKILLS:
I HAVE PAID ACCESS TO OVER 15 STUDY-HELP WEBSITES AND MATHEMATICAL SOFTWARE:
MY AVAILABILITY & RELIABILITY:
MY EDUCATIONAL SOFTWARE OF EXPERTISE:
SCHOOLS FROM WHICH I'VE HELPED STUDENTS IN :
As of 2021, I have tutored and helped students enrolled at the following U.S. universities community colleges county & city colleges schools for-profit institutions listed below in alphabetical order:
Paid Help from Hiraedu: If You're struggling to handle your Online Exams, Assignments or any other coursework, get help from Hiraedu and pay after the exam. Contact details for Hiraedu is: WhatsApp: +1 (213) 594-5657 OR Call: +1 727 456 9641
I OFFER FLEXIBLE PAYMENT PLANS:
TUTORING AVAILABLE FOR OTHER SUBJECTS:
THE OBLIGATORY "IS THIS A SCAM?" QUESTION:
Considering the fact that you found my contact information online, it’s understandable to be skeptical regarding the legitimacy of my services. Therefore, I’m willing to do all of the following to help you feel more secure in trusting me with your academic needs:
MY REBUTTAL TO THE OBLIGATORY “IS THIS A SCAM?” QUESTION:
At the risk of sounding arrogant, I consider myself to be at least marginally more intelligent (both academically & socially) than the average person. Therefore, if I ever decided to suddenly risk prison time, risk my reputation, and risk enduring the wrath of modern-day “cancel culture” by scamming people out of their money:
HOW TO CONTACT ME:
Paid Help from Hiraedu: If You're struggling to handle your Online Exams, Assignments or any other coursework, get help from Hiraedu and pay after the exam. Contact details for Hiraedu is: WhatsApp: +1 (213) 594-5657 OR Call: +1 727 456 9641
My contact details:
WhatsApp: +1 (213) 594-5657
Call: +1 727 456 9641
Website: hiraedu. com
Email: [info@hiraedu](mailto:info@hiraedu). com
What are your Thoughts! Write in comments and ask for help if needed
Suggest more topic Ideas
Join this subreddit to help us grow!
submitted by MortgageRich3613 to Statisticshelpers_ [link] [comments]

2024.05.14 22:47 amberarteaga78 psychology statistics help Reddit Assignment Exam Homework Quiz Test Class Course Helper for Online Hire Reddit

First of all, these are the contact details to reach us for help any type of academic task of any subject:
MY CONTACT INFO:
WhatsApp: +1 (213) 594-5657
Call: +1 727 456 9641
Website: hiraedu. com
Email: [info@hiraedu](mailto:info@hiraedu). com
ASSESSMENTS I CAN COMPLETE:
MY MATH SUBJECTS OF EXPERTISE:
I am very knowledgeable and proficient in assisting students in a wide range of mathematics classes. I can help students complete their homework assignments and other projects get an A on quizzes, tests, and exams (including proctored assessments) answer online discussion posts write essays & papers in MLA APA Chicago format and provide general overall academic help in each math course listed below:
STATISTICS HELP (MY BEST SUBJECT):
ALGEBRA HELP:
CALCULUS HELP:
ATTRIBUTES THAT SET ME APART FROM OTHER TUTORS:
I CAN AID STUDENTS TAKING PROCTORED ASSESSMENTS:
I CAN VERIFY MY ACADEMIC KNOWLEDGE & SKILLS:
I HAVE PAID ACCESS TO OVER 15 STUDY-HELP WEBSITES AND MATHEMATICAL SOFTWARE:
I ALWAYS ACCEPT CALLS:
I WRITE LIKE A PROFESSIONAL:
MY EDUCATIONAL SOFTWARE OF EXPERTISE:
SCHOOLS FROM WHICH I'VE HELPED STUDENTS IN :
As of 2021, I have tutored and helped students enrolled at the following U.S. universities community colleges county & city colleges schools for-profit institutions listed below in alphabetical order:
I OFFER FLEXIBLE PAYMENT PLANS:
HELP AVAILABLE FOR OTHER SUBJECTS:
THE OBLIGATORY "IS THIS A SCAM?" QUESTION:
Considering the fact that you found my contact information online, it’s understandable to be skeptical regarding the legitimacy of my services. Therefore, I’m willing to do all of the following to help you feel more secure in trusting me with your academic needs:
HOW TO CONTACT ME:
CONCLUSION:
OCT 2021 UPDATE: I am currently offering discount deals for requests for assistance with completing a student's entire course for the Fall 2024 semester (14 - 20 week courses acceptable), as well as discounts for students seeking help with multiple exams and/or multiple classes for Fall 2024. My availability for the Autumn 2024 / Fall 2024 semester will likely become limited very quickly as I receive more and more academic requests. Therefore it would be very advantageous to reach out to me for academic assistance before my schedule becomes too full.
MY CONTACT INFO:
WhatsApp: +1 (213) 594-5657
Call: +1 727 456 9641
Website: hiraedu. com
Email: [info@hiraedu](mailto:info@hiraedu). com
submitted by amberarteaga78 to Statisticshelpers_ [link] [comments]

2024.05.14 22:34 JobsRus_ Building an Effective Resume

Your resume is your ticket to the professional world, the first impression you make on potential employers. Building a strong resume is crucial for opening doors to new opportunities and showcasing your skills and experiences. In this blog post, we'll walk through the essential steps to help you craft a compelling and effective resume that stands out from the crowd.
Start with a Strong Header:
Create a Powerful Summary or Objective:
Highlight Your Key Skills:
Showcase Your Work Experience:
Quantify Your Achievements:
Education and Certifications:
Tailor Your Resume for Each Job Application:
Include Relevant Keywords:
Add a Section for Additional Accomplishments:
Keep it Concise and Well-Formatted:
Conclusion:
Crafting a good resume is a skill that can significantly impact your professional journey. By following these steps, you can create a resume that effectively showcases your strengths, catches the attention of employers, and increases your chances of landing the job you desire. Remember, your resume is a dynamic document, so revisit and update it regularly to reflect your evolving skills and experiences.
Signed,
The lady behind the JobsRUs.com mask
submitted by JobsRus_ to u/JobsRus_ [link] [comments]

2024.05.14 22:30 Super_Sprinkles7863 Debt collection scam?

Is this legit? I wanted to respond and I know I owe some debt but this seemed sketchy but I also don’t want this to turn out badly. Anyone else get this email?
debt.recovery.cas@gmail.com
MERLYN DEBT RECOVERY LAW SERVICES
Urgent Attention: Overdue Payment for Lawsuit: 457821/CA159/741932
Legal Charges: Section 19(A), Clause 21(US). Case Format: Fair Debt Collection Act 811 (FC/SC)
Due Amount: $988.67 ($320 Monthly, $160 Bi-Weekly,$100 Weekly) One Time: $540.00 Today Only
Hereby, we inform you that your arrest warrant is released from here, and you will receive it with court summons very soon. Now you are obliged to come as a defendant to the District Court of Appeals on May 17th, 2024, at 11:00 a.m. for the hearing of your case of defaulting on a loan, CASE #MMD-73291.
The last date to file a lawsuit is May 17th 2024.
Cost of the lawsuit: $4590.00 Legal Charges: Section 19(A), Clause 21(US). Case Format: Fair Debt Collection (FC/SC)
This is to notify you and requires your immediate attention.
We have received this case file from the Major Credit Bureau regarding payday loans. There is a pending loan amount showing in your name and SSN. The initial loan amount for which you took it goes up to $988.67 (due to late fine fees and the rate of interest).
If necessary, you have the right to obtain a lawyer for your protection. You are kindly asked to have an identity document with you. Personal appearance is compulsory. Please bring all documents and witnesses relating to this case with you to court on your hearing date.
Note: If you do not attend the hearing, the judge may hear the case in your absence.
If you want to resolve this matter without a lawsuit and further damaging your credit rating, you must reply now and send the payment within 3 days of the date of this letter; either pay the case closing amount of $540.00 at once either today or Friday, or email us and work out arrangements for payment with it ($988.67).
Thanks and Regards Debt Settlement Division.
submitted by Super_Sprinkles7863 to personalfinance [link] [comments]

2024.05.14 22:13 boostappsocial The Hidden Dangers of Misusing Instagram Reels

Using Instagram Reels can be a powerful way to grow your audience, but missteps can harm your engagement and brand reputation. Here are the hidden dangers of misusing Reels and how to avoid them for optimal impact.
1. Over-Promotion: Constantly pushing your products or services in Reels can turn followers off. Instead, focus on creating entertaining, educational, or inspiring content that subtly incorporates your brand. For example, a fashion brand could showcase styling tips using their clothing rather than just highlighting sales.
2. Ignoring Trends: Failing to keep up with current trends can make your Reels appear outdated and less engaging. Stay updated with popular sounds, challenges, and formats to keep your content fresh and relevant. Engaging with trends helps your Reels reach a wider audience and connect with current followers more effectively.
3. Poor Quality Production: Low-quality videos with poor lighting, shaky footage, or unclear audio can deter viewers from engaging with your content. Invest in basic equipment and take the time to edit your Reels professionally. High-quality visuals and sound significantly enhance viewer experience and retention.
4. Lack of Authenticity: Viewers can quickly spot content that feels forced or inauthentic. Ensure your Reels reflect your brand’s true voice and values. Share genuine moments and real stories to build trust and relatability with your audience.
5. Neglecting Analytics: Not monitoring the performance of your Reels can lead to missed opportunities for improvement. Use Instagram Insights to track which Reels perform best and adjust your content strategy accordingly. Understanding your analytics helps you create more engaging and effective Reels.
By avoiding these pitfalls, you can use Instagram Reels to their full potential, enhancing your engagement and expanding your reach.
To elevate your Reels strategy, consider using Boost App Social for access to trending sounds, engaging captions, and strategic hashtags. With Boost App Social, you can enhance the quality and appeal of your Reels, ensuring they resonate with your audience and drive growth. Let Boost App Social help you make the most of your Instagram Reels and boost your online presence.
submitted by boostappsocial to boostappsocial [link] [comments]

2024.05.14 22:07 HereticKnight [REQUEST] Digital board game art & logo, minimalistic style

I'm looking for an artist to make a complete set of digital assets for a simple board game.
Style I'm looking for is elegant minimalism. Tiles and logo should be grayscale with vector-graphic style curves. Tokens should be simple, geometric shapes in assorted colors.
Example of what I want the board to look like
Context: I'm a hobbyist game dev looking to replace my horrid programmer art.
Budget: $150 - $200 USD [negotiable with relevant portfolio]
Timeline: [negotiable]
License: Must include full rights to final assets including, but not limited to, modification, distribution, and monetization, in perpetuity. Attribution will be given in-game. You may use final assets in your portfolio.
Required assets:
Logo (at least 400x400 px)
Tiles (at least 400x400 px)
Tokens (at least 64x64 px)
Board
[optional / negotiable] - Background flourishes / decorations
File Format
submitted by HereticKnight to starvingartists [link] [comments]

2024.05.14 22:06 OneDude20 Fruitiger Metro Inspired Vinyl Figures!

Fruitiger Metro Inspired Vinyl Figures!
Hello! I'm OneDude, but on most of my other socials, I go by 8boole_. Haven't used Reddit for a while, so apologies if this post's format turns out strange!
For the past few months, I've been working on establishing a line of vinyl art figures dedicated to showing off the Fruitiger Metro style. The many facets of the Fruitiger umbrella of art styles are deeply nostalgic to me, as I'm sure they are to most of you too; I can't recall a time in my childhood where I could avoid seeing any semblance of them out in public anyways, and maybe that was for the better. If only we knew of the rising corporate art styles we'd eventually see back then. In any case, the sudden re-interest of Fruitiger Metro threw me back into the loop of appreciating it, and while noticing the boom of collector culture and art toys that's come about in the last few years, I decided to combine the two!
As it stands, my idea has been work shopped meticulously, and takes inspiration from most of the trademark features of Metro (paint splattering, ripples of colour, comic book dithering, etc.). Other aspects from popular media (such as Domo-kun and Julius the Monkey) and clothing styles (huge headphones, baggy skater pants, and vibrant neon colours) from the late 2000's and early 2010's will heavily influence the run of these figures, especially the one featured in the reference sheet in this post.
Speaking of, the red figure in the reference sheet (dubbed internally as V0x), is the first of this line of collectible art toys, which as a whole, currently nameless. Though the design has been a bit outdated for a while now, I've been working closely with a large production team these past few months to bring this character to real life. We are very close to finalizing the sample of this figure, so I'll keep the subreddit posted in case there's some interest with this idea, and what comes of it! Its gonna be cool, trust.
Soooo yeah! Feel free to comment what y'all think! This is a very real thing that's happening, and It'd be cool to know what the general consensus for interpreting Fruitiger Metro through vinyl figures is. Would love to hear feedback!
-8boole_
V0x reference sheet, lmk what you think :D
a few sketches!!
Some really rough concept doodles...
Extremely early FMetro Test!
submitted by OneDude20 to FrutigerMetro [link] [comments]

2024.05.14 22:05 Euphoric-Earth-4765 An inside look at the culture and ideology of Faith Comes By Hearing_PART 2

*Management style:
Not democratic/participative. Not transformational. Not Coaching. Very much Autocratic/Authoritative/Coercive. Sometimes Laissez-faire. Style depends on the department.
*Chain of command:
The ministry is seen as a church by top management. Top management are the “elders” and the CEO is the Senior Pastor. Then there is everybody else. So, confidence is put on their positions of authority. They are, in all sense and purposes, the “spiritual leaders”. They present themselves as having spiritual authority and, therefore, as being entitled to receive immediate agreement and unquestioned compliance.
Also, there are multiple management layers or chains which this quote sums up as well:
"When you become an admiral, you never have bad meals and you never hear the truth. there are all these layers of management and buffer layers and each one is afraid to tell unpleasant truth to the top levels.... “
Not a culture of authenticity where everyone on the team, including management, is encouraged, and expected to be who they are. There is a sense that top management puts up a false front, they seem to want to appear perfect. Illusions of invulnerability exist. They always lead well, they always make the right decisions, they never admit mistakes, etc. Want people to think they got it all together- all rainbows and lollipops. Do not exhibit vulnerability. Toxic positivity is also very much present: Everything is seen as “awesome”. So, there is judgment if you have a bad (not "everything is awesome") day.
The vertical chain of command, results in less collaboration, slow communication, lack of career growth, feelings of subordination, and decreased employee empowerment. Top management sets the rules and standards without any input from the “bottom” employees. Employee questions, concerns or ideas have to go up several steps of the chain of command so that upper management can address or approve. The bottom employees do not have the ability to make decisions related to their work or a particular situation. So, not everyone feels equal.
So, if you are not a spiritual leader, you are just basically told to submit and listen to those who are in authority over you because they are the people that “hear from God” and you are not and so whatever they say goes. And they set up a scenario where they basically kept those of us who were not spiritual leaders dependent upon them.
Many in management are overconfident and overestimate their abilities. They have a simple idea of how things are and how things work. Unfortunately, they make decisions that impact entire departments without gaining the needed knowledge.
The chain of command and lack of ongoing training also results in many employees being promoted so much that they max out their competence and will remain there until they leave or are let go. So, you end up with many in the role of management that lack the training and competence of the respective department. So, employees with the most authority are often not the most experienced and not adept in the particular field leading team members. And employees with the most experience and skills and knowledge and wisdom have the least (or no) authority.
Good leaders don’t always claim the “leader” title. Oftentimes, good leaders are those with more understated temperaments. Leadership is as much about listening as it is about telling. However, people with the most open and receptive personalities often do not have much authority.
Also, how the chain of command should operate when there is a unit that acted without proper authorization, it is not a junior authority who’s going to bear a responsibility for that, but somewhat of more senior status. And that’s true in any military or business or ministry operating by a code of ethics. So, if someone at the bottom of the chain is struggling, failing, or making mistakes, those at the top of the chain bear full responsibility. Everything stands or falls on leadership. Unfortunately, the chain at FCBH is not two directional.
There is also a sense that top management promotes employees who are least-competent but pose no risk to their own position (in-group bias) to management.
*Feedback:
Work environment or culture is not set up for employees to give honest feedback/opinions or to deliver bad news or to question or disagree with management.
Sample bias is also common. Management will send an email asking for feedback but they won't consider how only the people who are open to talking and sharing their opinions will participate while others won’t. Bias arises because employees with specific characteristics (e.g., extroverts) might be more likely to agree to participate than others, making the participants a non-representative sample. People with strong opinions or substantial knowledge about a specific topic may be more willing to give feedback than those without. Management does not follow up to determine why they are unresponsive or follow up frequently to reduce attrition.
Management claims they want to hear from employees, but they only want opinions and ideas on matters that are superficial or trivial. So, few employees give candid feedback on important and significant matters.
Top management does not involve employees in the change process when changes occur.
Management does not ask for honest feedback on their leadership or on decisions that are made that affect employees. Management will not ask how they are doing as leaders, what employees need from them. No regular check-ins or 1:1 on employees’ professional and personal well-being. Are employees stressed, disappointed or feeling burdened physically, emotionally or spiritually? No growth and career discussions.
Management will ignore most feedback, comments, suggestions even when it's common knowledge but will adamantly listen to employees who preface with "God told me to tell you..." Or “I felt God say …” or “God spoke to me and said…”
For example, management started focusing on Gen Z only after a few people claimed that “God told us that Gen Z are important for our future business growth.” In another instance, someone said “God gave us this word: we as a ministry need to really consider how everyone is wired, how each person is different. How people have different personalities.” Then, management affirmed this “word from God.”
If one employee brings something up to management it is often ignored and the employee is gaslighted. If two or more employees bring the same thing to management, then God is communicating something and they take it seriously (per Matt 18). Even if it is just coincidence or frequency bias.
*Groupthink/Conformity:
Groupthink, confirmation bias, in-group bias, illusions of unanimity, and self-censorship is very prevalent in the culture and especially in their meetings. There is a lot of direct pressure to not question, to conform, to agree with the views and personal convictions of the top management. Employees condemn those who disagree or question top management and they accept those who agree, creating immense pressure for conformity.
So, many employees frequently remain quiet, preferring to “keep the peace” rather than disrupt the uniformity. Employees are pressured to hide problematic information (especially from top management).
*Disagreements/Different perspectives:
Top management will also point out the working and living conditions of international employees to “encourage” local employees to not “complain” or give critical feedback or bring up legitimate problems (e.g., fumes or loud noises from construction in the building).
Management also often commits the "ends (or goals or vision) justify the means" fallacy: the work, the production and distribution of bibles (the ends) being done is more important, so employees shouldn't complain at all about the means or their working conditions (broken chairs, broken or inadequate equipment, poor work-life balance, bad management).
And, if management disagrees with you, with your observations, feedback, suggestions, or theology, they will often try to trump you with spirituality or vague meaningless spiritual terminology instead of using Scripture (properly interpreted), facts and reasoning.
In addition, top managers will take great offense when employees question or disagree with the directions and decisions they make. Dissent is not welcomed. Respectful debates/disagreement is not encouraged. Open discussion and alternative perspectives are not encouraged. Management does not value, support, or respect diverse opinions and ideas. They do not actively seek out different viewpoints. Do not allow people to speak their perspective, their thought of mind. So, there is no psychological safety. Employees do not feel comfortable expressing dissenting opinions without fear of retribution or judgment. Afraid of breaking the little glass image. People do not feel comfortable sharing setbacks, mistakes, failures. Management does not encourage open communication. Management often seeks agreement, instead of posing honest questions that challenge the status quo and provoke critical thinking and discussion. They do not encourage employees to challenge them. In fact, they are seen as a type of complaining or critical feedback and so are viewed as sin. This makes top management seem self-centered.
*Appeals to emotion: Guilt and Shame:
Top management often shares their personal opinions and convictions (e.g., spending money only when absolutely necessary, not accepting large gifts, not buying fancy items) as something everyone should do. It’s never direct. It's always through stories. Management loves stories. The personal convictions of management are presented as more than preferences.
For instance, top management encourages extreme frugality and poverty through their personal anecdotes #loudbudgeting and stories from international cultures. Think along the lines of: “we, here in America, have no right to be sad or to complain about things or to request better things or ask for accommodations or for more employee engagement because others (internationals) have it much worse.” Even wanting better equipment and supplies or asking for better working conditions is frowned upon (in some cases seen as a sin), even if your request helps you to do your job more effectively and makes the work better (a new whiteboard, a new office chair, better computers, etc.)
Example: “You should really try to come in to work even if you feel bad, even if you are snowed in and the roads are hazardous because people need to get our bibles. And our international employees work in much harsher conditions.”
You also get this feeling from the way they communicate that top management would rather not pay their employees. They would prefer it if everyone just worked for free because “we are on a mission from God. We are doing the Lord's work.” There is also a sense that employees should be more than willing to sacrifice their well-being, career goals, financial goals, personal goals for reaching people with their Bibles.
Leadership sets the example and expectations, so this all ends up making employees confused and feeling guilty and ashamed. Guilty and shameful about asks, spending money (even their own). Guilty and shameful about having nice things (new car, new phone, new tv), about making needs known, about sharing concerns regarding work, about asking for raises to keep up with cost of living, etc.
Example: An employee has continued to use an old whiteboard. It is so old it is hard to read and difficult to erase. Management likes to tell donors: “We don't spend money on everyday things like whiteboards…. Instead, we use that money for more bible recordings, for people to hear about Jesus.”
This also causes confusion. Every few months there is a meeting where management discusses how sitting on stores of money is bad, but spending it is also bad, but also not spending it is bad... "Being rich is bad. Money is bad. let's not accumulate money, that's bad. We must think about how people will see what we have. So we should look poor and not appear too frivolous." But top management is okay with receiving gifts from donors and other ministries. Management personally does not like to have nice “fancy” things, and as a ministry, they say FCBH should also not have nice fancy things, they should use the money for other more important things. They don't like when other ministries use their money for nice fancy things, but it's okay if other ministries give FCBH nice fancy things like tote bags, key chains, mugs, phone holders, lunch bags. Another example, it took them years to repaint the parking lot. It was at the point where people did not know where to park. Before repainting, management decided to remodel the hallways and install posters and multiple monitors with language stats.
There is also a subtle sense that producing audio and video bibles is the highest calling one can have. And it's implied that FCBH is the main means God uses to fulfill the great commission: “God needs FCBH to do these bible recordings or people (specifically unreached internationals) will go to hell.” So, top management hints that working anywhere else isn't really serving God (or at least, not serving God as well as one could if they worked somewhere else). They imply that working at this ministry is the only way to truly serve God and fulfill your calling. They also use this framing to guilt and shame employees into not quitting. Management implies that employees should not take opportunities to leave or take other jobs because getting the Bible to people is God’s highest calling for us as Christians:
“If anyone leaves FCBH, then they must not really understand the vision/calling. They are not committed to saving people. We should be willing to give up things to fulfill the calling. The apostles did not pursue better jobs and so God will provide if we need better pay, benefits, career. For those of us who join the ministry to hold true to get God's word to every person, it takes discipline because we have opportunities to do other things. I'm sure that Noah had problems with Builders because he probably had hundreds of people not thousands working on the ark. They started their own businesses and started side things going on. pretty soon they'll have no time to work with him on the ark. and you can have all kinds of diversionary things happen. and so we want to understand they focused in the ministry. and that's been one of the things that I've really tried to do is what did God tell me at the time this ministry began because I was not interested in this ministry. I was interested in living by faith and experiencing God through people and seeing people experience God. and when I was praying about that here in Albuquerque the Lord said bring my church together and make disciples. and then he also told me that when his people think the same they are one. so it's not a matter of getting rid of the buildings or the leaders but it's a matter of people thinking the same. They can go to different denominations, different buildings, have different teachers, and different preachers and leaders but once they think the same, they're one and that's what his objective was. and so that's when I felt like the Lord said get God's word to every person. So I'm challenging us to stay true to what God has called us to do. and every time somebody leaves the ministry there are reasons for leaving. but it startles me a little bit, because I think well we haven't, we haven't communicated the vision very well somehow because they didn't get it. like Noah building the arc. it it's a long project it's not a month or a year two years or three years. our immediate goal is 2033 and it means that we're committed to a cause. and that means some of us we give up something. I we've given up stuff we live in a small apartment and that's what we saw that God had us do and that's our lifestyle we we tone down our lifestyle to get the cause committed to the cause. and and I know that's difficult for some, in some cases maybe there's financial needs because of family growth and stuff there they just can't afford to work in the ministry. but sometimes it's a choice and every time somebody leaves it where it's actually a choice. I think we haven't communicated the mission very good the vision very good. I've been looking at is that could you imagine read reading the New Testament. and finding out that Peter about halfway through or Paul halfway through the ministry all of a sudden got a better job offer. and stopped their portion of the ministry they held the course no matter what happened. whether it was good or whether it was bad. Paul talks about this and sometimes we want to follow the Lord. but we don't impart on ourselves the same responsibilities that those disciples did. so when God Empower them is he empowering you in the same way. and you're making choices that maybe you shouldn't make that you will impart and say the Lord is leading me someplace else when in fact maybe it isn't. it's just a better offer. if the Bible in the New Testament was reading a little bit different than Stephen left the ministry at this point or James left the ministry at this point because of something I think we need to be very very careful and why I say that is that as we work internationally.”
SO, there is a lot of guilt and shame about leaving to pursue other interests or meet needs. Guilt and shame about wanting to leave to advance and develop professionally. For this reason, many remain “loyal” and stay at the ministry.
So there is lots of control and manipulation in the work culture.
*Weekly worship meetings:
These are mandatory and there are some legitimate concerns:
Top management seems to have misconceptions about true worship and worship experiences. They often reduce worship to singing by their communication, the way “worship” is used. Worship is seen as something we do on occasion - once a week, when we gather at work for the mandatory worship time. Top management, by ignoring other styles, seems to believe that there is a single style of worship which is correct for Christians.
And it seems like just about anyone can lead worship or be on the team: anyone that can play an instrument. Top management does not require a worship class or agreement to biblical principles concerning worship as a prerequisite for employees who desire to plan and lead worship experiences. So you end up with people who have different views/philosophies on the worship team. Unfortunately, many who lead do not take the time/effort to plan and lead worship experiences, to discern from songs that are better suited for individual or private worship from songs that are corporate or public worship, to discern songs that are controversial/questionable (have bad theology, weak theology), songs that are theologically ambiguous or songs that lean more towards “feminine” attributes. Most, if not all, of our modern “Christian” worship music is written at a simplistic level of understanding and comprehension. Most music tends to appeal to our emotions. Many songs appeal mostly to women. So there is a great need for teaching on the biblical principles concerning worship. Also a need to choose theologically balanced songs with music appropriate for the people. Unfortunately, many of the songs chosen are theologically incorrect (e.g., having elements from the Word Of Faith movement, New Apostolic Church, New Age). Songs are often not theologically balanced. Songs seem to be chosen for their emotional impact, to make employees feel good; many focus on just one aspect of God (e.g., love). Many promote self-centered worship.
Most of the worship leaders just sing the songs: They do not actually “lead” people into worship. They do not help people connect the lyrics of the song to where they are at in their personal life, to teach them something about God or help the people understand what this song means and what God wants them to get out of it, so they're not just singing songs and just doing, going through the motions or help them understand the depth and the richness of what lyrics mean and how it applies to their life. What matters to them seems to be whether songs are impactful, moving, and beautiful. (Whatever that means.) Whether songs make employees feel good. They don't seem to care whether the songs actually reflect truth: Do the lyrics line up with Scripture? Do the songs glorify self or God? How would new Christians or nonChristians interpret the song?
Theology is the study of God and it's very important doxology is an expression of praise to God so the point here is that all theologies should ultimately lead to doxology if theology doesn't lead to doxology then we've actually missed the point of theology so if you have theology without doxology you just have dead hold orthodoxy which is horrible. On the other side you have the people who say “forget about theology I just want to praise.” But if you have doxology without theology you actually have idolatry because it's just a random expression of praise but it's not actually informed by the truth of who God is so God is
concerned with both he's concerned with an accurate understanding of him and that accurate understanding of him leading to a response of praise adoration and worship towards him.
*Leadership quality:
Top management has more respect for donors and guests than their employees.
Management lacks basic core leadership principles/values:
Unfortunately, many employees are not given power or resources: Management just gives them the responsibility to get things done. Before responsibility is given, employees should be equipped: be empowered, have the authority, be given resources and have the experience. Employees are not empowered as individuals to solve their own problems using their own solutions. Micromanagement is often required every time the situation changes or problems arise. Employees are not inspired to act as leaders for themselves, delivering amazing performance without guidance. They have coaching sessions but only when there’s a problem. True coaching occurs regardless of whether the individual is crushing their goals or falling behind. Management does not seem to care about unlocking a person’s potential and getting the most of their performance. They seem only interested in producing more followers, not more leaders.
No method to hold management accountable to core values listed in their own Employee handbook. Employees are expected to abide by the procedures and rules described in the handbook but top management can choose to ignore it when it is convenient for them.
-Top management are NOT learners: No desire to develop and improve their skills.
-They do not ask employees: What’s one thing you see me doing—or failing to do—that you think I should change?
-They do not ask how they are doing as leaders. Or ask employees how they’re doing.
-They do not ask what employees need from management that they are not giving them.
-No performance evaluations for both management or non-managment.
-They often fail to emotionally connect with employees.
-They do not speak to employees' needs first.
-They do not focus on what they can put into people rather than what they can get out of them.
-They do not understand basic psychology, how people think and behave.
-They are often resistant to (and even hate) change: Perhaps because they fear losing control. In fact, new information, objective facts, research, stats, and even new ideas are often ignored in favor of what's easiest to do or because of tradition. If something has been done and “works”, top management does not see a reason to question it or to improve on it. If something was tried 5, 10, 20, even 50yrs before and failed, top management does not see a reason to try it again even if the exact circumstances have changed.
-They do not empower or give the means, the power or opportunity to do to employees.
-They do not trust others to follow through managing processes and performing tasks.
-They do not lead by example.
-They do not know when to move forward and when to back off, what to improve and how radical those improvements should be.
-They often fail to see options, and plan and prioritize.
-They fail to develop leaders around them.
-Their communication is often poor.
-Their listening is also poor: do not listen for more than facts, but also the feelings, meanings and undercurrents.
-They do not take the time to get to know the people they lead: no weekly check-ins which top organizations have to discuss how employees are doing professionally and personally. Management doesn't ask “what was good this week? What was not good this week? How is your well-being? How is your family?”
Competence in leadership skills is also poor.
-They are not teachable: not willing to keep learning, growing, improving in leadership and management practices: FCBH has a yearly “leadership” summit. But, the way it is set up, it reinforces weaknesses instead of challenging leadership growth.
The summit is also just for a select few in top management. Not every employee is seen as a leader so most employees are excluded.
Top managers attend the summit but there is no followup, no post accountability by other managers and especially by the employees that are under the managers. No discussion on how management will apply what was learned.
Some of the past speakers have had questionable characters and even questionable teachings (Judah Smith). Leadership qualifications and theological background seems to be ignored in favor of charismatics, dynamics, popularity.
-Top management does not take responsibility for their part of a disagreement or failure and apologize.
-They often embrace a victim mentality.
-They often limit yourself by your job title.
-They do not invest in better tools or processes.
-They are content with the status quo.
-They allow their past achievements to stagnate their desire to keep learning.
-There is a lack of discernment, finding the main cause of problems/issues.
-They do not anticipate problems.
-They do not accept the truth of the problem: Do not face up to the reality of the situation;
-They get bogged down in the details.
-They often avoid problems.
-They don’t deal well with problems.
-They do not have their team study all angles.
-They often do not value nontraditional thinking: Don’t embrace change, ambiguity and uncertainty well.
-They do not work well with differences.
-They do not have their own mentors or provide mentorship to others.
-They do not invest to improve their own professional or leadership skills.
-They are often insecure, constantly seek validation, acknowledgement and love.
-They limit employee's success and recognition:
-They do not seem interested in making people successful: Don’t attempt to remove barriers that prevent employees from being successful.
If an employee who is not management has a great idea to improve the work, management often does not support it and may secretly try to shut it down.
When a team succeeds, management will not give other people credit and instead take the credit themselves.
It seems like some of the people working there were given the title of management, the position, and that alone made them qualified. Management or leaders assume that their position alone qualifies them to make critical decisions where they may not have the best data, insight, wisdom, skill, experience. Just because one may have the word “manger” in the job title, does not automatically make them a great leader. Leadership is about dealing with people, and the dynamics between those people, and influencing people.
*Dead end career path:
For the most part, top management assumes that team members are fine and "settled", rather than taking the time to understand their true feelings and needs. They do not ask employees where they are struggling, where they are having trouble, what frustrates them the most?
Management does not seem interested in making employees better both personally or professionally. They do not have a growth plan or professional development plan for employees. No job related training. They do not provide what is needed to help employees to grow and improve. They don't provide opportunities for employees to apply their talents and expertise. They don’t ask how they can better support employees. Employees don’t check on each other.
One is expected to work until health deteriorates and skills become obsolete so you leave in a worse place than you started. For most employees, there is no long term future with the organization. Management does not let employees know how they are doing and what the future looks like for them. What the opportunities are. They do not take the time to learn from employees what they want to be. No honest conversations to understand employees goals and ambitions. So, because there is no growth or development plan, no career path, once your skills are outdated, they will probably let you go or they will keep you in the same position and your salary will max out.
Management does not coach employees on how to manage their time, priorities, and energy; no teaching on how to problem solve, or make better decisions, or how to set boundaries or how to minimize context switching and zoom fatigue.
submitted by Euphoric-Earth-4765 to u/Euphoric-Earth-4765 [link] [comments]

2024.05.14 22:05 devwolf121 Digital Nomads for Americans: How did you obtain a Medical Certificate?

Hello fellow nomads,
I've been digging through the forum trying to find guidance on obtaining a medical certificate for my visa application, but not sure why I am so confused on something so basic. The requirement specifies a "Health insurance medical certificate" from a recognized health institution in my country of residence to prove I don’t carry any contagious diseases. Here’s the specific text:
“You must get a medical health certificate from a recognized health institution in your country of residence and present it to the relevant [country] authorities. This document will prove that you do not suffer from any contagious diseases that may be of risk to the [country] population.”
Despite what seems like a straightforward task, I'm hitting a wall. I contacted my primary care doctor, and they told me they don't issue such certificates. I even reached out to my insurance company, who called over 20 different providers, none of whom could help.
Is there a specific way I should be framing my request to these healthcare providers? What exactly qualifies as a recognized health institution in this context?
Additionally, I found this sample letter: [Medical Certificate Sample](). Can anyone confirm if the format here is generally acceptable, or should I be looking for something different?
Any guidance, especially from those who have navigated this process, would be immensely helpful. Thank you!
submitted by devwolf121 to digitalnomad [link] [comments]

2024.05.14 22:00 BusinessRead994 I have question.

I was on academic probation for my fall semester but this spring I was able to push through and get out of it. My cumulative GPA is above 2.5 for engineering. My merit scholarship still hasn’t showed up on student admin. Do I have to wait or has my scholarship been taken away. Maybe I’m just paranoid and just need to be patient since after all I just got out of academic probation. Has this happened to any of you? If you have any information it would be appreciated.
submitted by BusinessRead994 to UCONN [link] [comments]

2024.05.14 22:00 Future-Gap82 Volunteers Needed: Comprehensive and Enduring Dani Timeline

Looking for volunteers to help build a comprehensive Dani timeline with literally, all things.
Most Dani timelines exist on Imgur, but this will be different. It will be displayed on a linear timeline and paired with images using a specific platform. The information will be documented in a spreadsheet and all active links will be archived on the web.
The goals are to create total permanency for Dani on the internet, display content in a visually appealing format, and highlight patterns in the munching cycle.
Volunteer roles:
Archiving -- Copy and pasting links from a spreadsheet into a web browser.
Collecting -- Locate primary and secondary sources for Dani content. Add links to a spreadsheet.
Researching -- Using context clues to figure out dates as exact as possible for old screenshots.
Timeline -- Upload images and descriptions on timeline platform.
Operations -- Keep an eye on the spreadsheet and make sure it looks tidy and neat.
Editors -- Proof read the timeline descriptions.
Comment here if you are interested in participating. I know some of you are convinced you are luddites (you're not!) however these roles are super basic.
submitted by Future-Gap82 to DaniMarinaSnarking [link] [comments]

2024.05.14 21:41 Ashbin Virginia Weekly COVID Report for May 14, 2024

WEEKLY COVID STATEWIDE REPORT FOR MAY 14, 2024
TOTAL NEW COVID CASES REPORTED WEEK (Sun-Sat) OF: 02/04-02/10: 6,191 (VDH corrected from 5,663) 02/11-02/17: 5,432 (VDH corrected from 4,814) 02/18-02/24: 4,978 (VDH corrected from 4,494) 02/15-03/02: 3,891 (Figure is estimated from VDH data) 03/03-03/09: 3,134 (VDH corrected from 2,843) 03/10-03/16: 2,118 (VDH corrected from 1,909) 03/17-03/23: 1,764 (VDH corrected from 1,591) 03/24-03/30: 1,667 (VDH corrected from 1,449) 03/31-04/06: 1,255 (VDH corrected from 1,273) 04/07-04/13: 1,232 (VDH corrected from 1,113) 04/14-04/20: 1,151 (VDH corrected from 1,029) 04/21-04/27: 991 (VDH corrected from 899) 04/28-05/04: 885 (VDH corrected from 782) 05/05-05/11: 730 (preliminary figure) Counts reported after 4/30/24 may be incomplete
VDH's reporting of the numbers above (Sun-Sat) is by illness date.
COVID CASES SINCE LAST REPORT BY DAY This runs report day to report day, not Sun-Sat Case numbers are from the previous day unless indicated otherwise Previous week's cases day count in parentheses after this week's day count Report covers 05/08/2024 to 05/14/2024 
Wed: 162 cases (142) Thu: 138 cases (155) Fri: 180 cases (130) Sat: 149 cases (125) Sun: 91 cases (65) Mon: 51 cases (74) Tue: 157 cases (127)
As counts reported after 4/30/24 may be incomplete, I will not be computing percentages as accuracy can not be guaranteed
Total new cases reported (Wed-Tues): 928 (818 previous Wed-Tues) 7-day average of new cases: 132.6 (116.9 last report) Cases per 100,000 Population: 1.494 (1.317 last report) Some Figures and Percentages are usually slightly rounded by VDH
The 13-week graph has been posted. Curve shows a +13.45% increase. This may or may not be accurate due to voluntary reporting.
REPORTED DEATHS PER WEEK Week of: 04/07-04/13: 8 (VDH updated from 6) 04/14-04/20: 14 (VDH updated from 5) 04/21-04/27: 1 (VDH corrected from 5) 04/28-05/04: 3 (VDH corrected from 2) 05/05-05/11: 3 (preliminary figure)
The VDH death rate is never put out completely up to date due to delays in death data, which can run months. The death data above has been corrected to current reported deaths from VDH sources and is always subject to change.
The larger updated death chart covering more past weeks has been uploaded. Gray shaded areas are subject to change.
CURRENT POSITIVITY RATE AS OF MAY 10, 2024 CDC Region 3 7-Day Positivity Rate: 2.2% (was 2.9% (CDC corrected), -24.14%) US National level is 3.1% (was 3.2%, revised, last week). Highest is Region 9 (AZ, CA, NV) at 6.3% These are preliminary figures which the CDC may revise next week.
Tests this week were done on 2,438 samples.
The large jump last week in Region 2 stayed flat. Not sure what's up in Region 9. Most of the country is still going down or holding steady. Even with the big jump in Region 9, the National Average managed to decline.
Region 3 is still in the "Very Low" range, and still under the National Positivity Rate.
HOSPITALS
NOTE: COVID-19 hospital reporting requirements expired April 30, 2024. Data may be incomplete after this date.
Hospital report is partial.
VDH reported a decrease of -11.8% in ER visits last week that were diagnosed as Covid (0.30% of visits). Corrected last four weeks are now listed as 0.42%, 0.37%, 0.34% and 0.30% of ER visits. Virginia remains at a minimal level for ER Covid visits. Graph posted. This graph has no special wording on it about the end of hospital reporting, so I believe this chart may be one of the only ones that is accurate week-to-week.
Admissions: Incomplete data. Shows a huge drop (-90% to last week's -50%). The stopping of reporting, has made, for now, the hospital admissions graph useless. Graph is not posted. But.....
VDH reported an decrease of -15.5% in Covid bed use, at 0.60% of beds being used (both adult and pediatric) for Covid. The last four weeks run 0.77%, 0.68%, 0.71% and 0.68%. Virginia remains at the Minimal Level for Covid bed use. Graph posted. While not complete, as VDH knows which hospitals reported in, they can divide the total beds in those hospitals with the number filled with Covid patients and get a fairly good idea of what it happening. While not perfect, this may be the best figure for now of hospital admissions for Covid.
FINAL NOTES
Due to the voluntary reporting, we have a conflicting situation of an increase in reported cases against a probable drop in Hospital admissions (and definitely in ER visits for Covid). I think we will have to look for long trends to get an idea if things are increasing or decreasing. The PCR figure movement and wastewater will also probably help.
LAYOUT
First up is the total number of new Covid Cases for last week based on Sunday to Saturday. As the corrections VDH is putting in a week after the initial release makes following a trend impossible, I have stopped computing in this area as it would probably be incorrect.
Next is a listing of the cases from the last report to this one. It usually runs from last Wednesday to Tuesday, but could move based on holidays.
Reported deaths are next, which are based on Sunday to Saturday for the weeks listed.
The CDC Region 3 7-Day Positivity Rate is next, which at the moment just confirms or changes what the CDC put out Friday. They do another run on Monday nights taking a second look at things.
Hospital information for last week is next.
VDH's main summary page is located here. You can see all the latest trends at the link above - most graphics are interactive
EXPLANATION OF FIGURES ABOVE
Total New COVID Cases Reported Week (Sun-Sat) Of: cases reported for last week running Sunday to Saturday.
Reported Deaths Per Week: Number of deaths reported in the week (Sunday-Saturday) to VDH by dates listed.
Covid cases since last report by day: The previous 7-days since VDH's last update listed by day.
7-day average of new cases: Average number of daily COVID cases over the last 7-days
Cases per 100,000 population 7-day average: Within 100,000 people, how many were positive for COVID on a rolling 7-day cycle.
CDC Region 3 7-Day Positivity Rate (if included): The last state average percentage of PCR coronavirus tests performed that are positive. The lower the better.
Hospitals: Hospital information for last Sunday-Saturday.
Data from VDH, CDC
Edit: formatting
submitted by Ashbin to coronavirusVA [link] [comments]

2024.05.14 21:39 Hallowisp [QCrit] THE PEGASUS FARM Romantasy Adult 140k First Attempt

Hi all,
I've received about 15 rejections from my querying so far, so I figured it might be time to reevaluate. I would be very grateful for any feedback you have to offer. I'm including my whole first chapter below since it's under 300 words.
Dear [AGENT NAME],
I’m seeking representation for THE PEGASUS FARM, a sapphic romantasy complete at 140,000 words. It would appeal to those who enjoyed Godkiller by Hannah Kaner and Across the Green Grass Fields by Seanan McGuire.
Althea was eight years old the first time she tasted pegasus.
Dwarda was built on the backs of magical horses called equuali. Human mages must consume horseflesh to maintain their abilities. Althea, a sweet but beleaguered alchemist, has deep compassion for the animals she uses in her craft, but has always viewed their consumption as an unfortunate necessity. And then one day, a pegasus speaks to her.
Suddenly, Althea must face a hard truth: the equuali are a sapient species. But before she can convince anyone of this, she must confront the ways in which humanity (herself included) has relied on equuali oppression. Supported by a dependable, alluring stable-master named Dulse, Althea puts aside her own dreams of an academic career to pursue an old secret that could help set the equuali free. Beyond the reach of her quixotic and demanding ex-lover for the first time in her life, Althea’s true, joyful personality begins to flower—along with her feelings for Dulse.
And throughout it all are the horses, with their bravery, wit, and charm. The more Althea learns about this miraculous society hidden in plain sight, the more she comes to accept what the equuali have always known: to fix the world, you have to break it first.
Althea was eight years old the first time she tasted pegasus.
It was nothing like the gristly noggle meat that left her jaw sore from chewing. It was soft and luscious, light as air. The sweet, buttery mouthful melted on her tongue, leaving behind smoky notes of black salt and paprika. Its magic began to trickle through her body before she’d swallowed the first bite.
The adults around the table had laughed as they watched her, but in a fond way, as if they were each remembering their first bite. Althea had been sat down still in her farm clothes, her long ivory hair tangled and her pearly white skin smudged with paddock dust, but all the embarrassment she’d been feeling fluttered away with the mouthful of pegasus. Then, all that mattered was the magic pulsing like wind down her veins. When she sat back and closed her eyes, she felt herself flying, and her heart lifted up to the clouds.
That was how Althea learned that freedom had a taste.
submitted by Hallowisp to PubTips [link] [comments]

2024.05.14 21:36 kayuzee 7 Google Ads Hacks for your Saas

7 growth hacks with Google Ads for your SaaS:
  1. Optimize Your Quality Score: Your Quality Score impacts your CTR and ad ranking. Google rewards high QS advertisers with lower CPC and higher ad positions. To increase tour QS & ROI, give special attention to:
    1. Ad Relevance
    2. Click through rate
    3. Product Page
  2. Appeal to Emotions Half of all ads are average or below-average performers. They all sound the same. Boring. So how do you achieve high-performing ads? Emotions. If you can’t make them feel something, you can’t get them to click.
  3. Optimize for Mobile: 50% of searches from phones. Mobile typically already has greater intent as people are on the go and need to be fulfilled immediately. Funnel: Ad -> Click-to-Call -> Lead Captured
  4. Use Competitor’s Keywords: One of the best hack to get you more clicks. But also increase the ROI of your PPC campaign… Is to use competitor’s keywords. It’s proven that there’s purchasing intent through those keywords. Take advantage of it.
  5. Geotargeting: If you don’t optimize ads based on location… You’re losing traffic. Geo-targeting helps you find your ICP by assessing their behavior.
    1. Create custom ad content
    2. Generate traffic
    3. Funnel them Use geo-targeting for this
  6. Negative keywords: Want a boost in your ROAS? Use negative keywords. You only attract potential buyers, which increases the conversion rate. e.g. Running shoes → Use negative keywords such as “dress shoes” or “high heels”
  7. Draft Touch Insane Ads: If you can surprise ad visitors, you’ll stay top of mind. Draft compelling ad copies by adding an emotional touch. Make it irresistible for your viewers to take action. There are various ways to do this, but what’s most important is… Make them click the ad.
Bonus: Formatting Use Title Case in your First Heading. The second heading should support the first one. And add a clear CTA. Show success, reviews, and your USP.
Aside ... try go niche first, and test that out - lest you give Google all your $$
Original posted here https://saaswrites.beehiiv.com/p/saaswrites-83-write-saas-growth-7-google-ads-hacks
submitted by kayuzee to SaaS [link] [comments]

2024.05.14 20:40 Delicious-Stretch836 School list reccomendations & Chances?

Hi, everyone. I've been on this sub for a while and would greatly appreciate some advice from the community on whether I should apply this cycle and on a good school list for my stats. I am dead set on becoming a physician-scientist. Open to MD-PhD programs in addition to MSTP's
Bio Data: URM Not low-ses CA CC T20 (non-trad) Junior Undergraduate Physical Science Major & Minor
MCAT: 505
GPA: 3.2 Cumulative (post-bac not needed transfer institution GPA is 4.0) 3.7 sGPA
Research Stats: 5,000 Hours (Across four laboratories) Field - Organic Chemistry & Biological Chemistry I'm at the level of a second or third-year chemistry graduate student; my letters reflect that. My bio work is 500 hours of that total and reflects that difference in ability.
Publications: 2 in review at Nature/Tetrahedron for roughly 4 and 2 months respectively.
Presentations Oral/Poster: 12 in a mix of school and national conferences. Always the only presenter.
Volunteering/Community Service: 1,000 hours in one org I plan to stay in for the foreseeable future
Leadership: 300 Hours—I am President of my school's chapter of a national URM STEM organization. This organization is active and community service-oriented.
Work Experience: Medical Clinic Receptionist 4 Years Tutor 600 hours (all the math through differential equations/Linear and all the chemistry/physics)
Clinical Experience: 500 hours in a program for premed students meant to give undergrads clinical experience. It's hands-on, lots of vitals, abulating, feeding, bathing, bonding with patients. Note: This was during the pandemic and shortly after. For the past year, I have not participated.
Shadowing: 40 hours across 4 Specialties Note: This is all within the past four months
Honors/Awards: Transfer College awards for Outreach and Research/Academic Excellence Presenter awards for posters from transfer college and national conferences NIH Maximizing Access to Research Careers (MARC) recipient 3 REUs (2 are MSTP specific, if that matters)
Letters: STEM/Non-STEM professors who I know very well (strong letters) I was thinking of 2 STEM 2 Non-STEM, but would that be too many? Should this just be 1:1?
1 letter from the Coordinator of org I volunteer with (strong letter) 3 letters from PI's (strong letters) 1 letter from a Physician (Only known me for a month) 2 letters from formecurrent MSTP directors who know me well (strong letters, but not sure how much weight these have)
Other stuff: Academic probation due to low GPA from years ago at community college for several semesters.
submitted by Delicious-Stretch836 to mdphd [link] [comments]

2024.05.14 20:39 Illustrious-Rip-4585 Importance of the degree title for FAANG

I am a final year CS undergrad and I'm aiming to get into a graduate role at a FAANG company after completing my Masters. I'm having a few options for my masters but the most appealing looking is one that combines design and data science. It looks more creative than techy- which is something I want, but I'm unsure if this will lower my chances of getting into a top company.
On one hand I feel like I should pursue AI or pure data science so that I can remain in the tech field but 1. it doesn't interest me that much and 2. idek if that means i have higher chances of getting into top companies, given the current market.
On the other hand, I want to pursue this creative+techy course but most of the alumni seem to just pursue PhDs in that department or become academics, which i don't want to do. idk if creative roles like UX or interaction designer will be options for graduates, because i mostly just see software engineering and stuff like that open as graduate opportunities.
Whatever course I take, my portfolio and projects will contain an equal mix of CS and design stuff. So I'm confused as to whether top companies like FAANG will give more importance to my work and skillset or the degree itself?
submitted by Illustrious-Rip-4585 to csMajors [link] [comments]

2024.05.14 20:34 Phouza Song of the Week #572: Baby


Welcome everybody to the second SotW of May! We're returning to 'MMLP2' once again this week, but not for a song from the base album this time around. The track that we're featuring this week is actually listed on the deluxe edition of the album. The song that we'll be listening to for the next seven days, is 'Baby'.
The hook of this song is reminiscent of the song 'Taking my Ball' from the album 'Relapse: Refill'. The whole song is filled with dense rhymes and wordplay and is replete with pop culture references such as the titular hook which is a reference to the movie 'Dirty Dancing' or the mention of The Mighty Thor who is a major Marvel comic book character.
Every week there will be a new song that gets featured at the top of the subreddit. Users can leave a comment and the song that gets the most votes might be the new Song of the Week. Suggestions for improving the next post are encouraged.
This week's Nominator: jstylesx98
The Song: Baby - iTunes
In-App link(s): spotify:track:5sGzBBWPe4YC2YoW7lBYph
Featuring Artist(s): None
Length: 4:23
Recorded: March 2012 - October 2013
Release: November 5, 2013
Album(s): The Marshall Mathers LP2 - iTunes
In-App link(s): spotify:album:6DN7GcZF1HywzrkGN6Eeqk
Sample(s): None
Media: Album: Cover / Alternative - Back / Alternative
Label(s): Shady Records, Aftermath, Interscope
Format: Digital, Disc, Vinyl
Producer(s): Eminem, Luis Resto
Extra: Lyrics Video: Official Audio - Lyric Video Full header image
Live Performances: None
This is an open thread for you to share your thoughts on the current SotW or to nominate a new song. Avoid vague statements of praise or criticism. This is your chance to practice being a critic.
submitted by Phouza to Eminem [link] [comments]

2024.05.14 20:28 zzzzzzzzzra Are there any accessible books broadly on comparative religion or mythology that have more credibility than Campbell/Eliade/Etc?

I mean books a curious non-academic (me) could get into. I’ve always been interested in the idea of what Campbell, Eliade, Frazer, etc. do but I’ve never properly read them because I’ve heard largely negative opinions from people academia.
I get that the holistic, structuralist approach of these guys is not really popular anymore and admittedly that sort of broad, synthesizing meta-theory of myths and their commonalities is what appeals to me (and a lot of other lay readers, I suppose). I was wondering if there was anything contemporary that roughly takes this approach while not cherry picking or flattening out the differences in cultures too much. Most of what I’ve seen focuses on really specific ethnographic studies of particular cultures, which is too narrow focus for me.
Is Jonathan Z. Smith worth reading?
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2024.05.14 20:26 kdcampus01 Best SSC CGL Coaching in Jaipur

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2024.05.14 20:01 Lordzoot Good Habits? A Review of Habit Rouge EDT, Rouge Prive and the Parfum

For many, Guerlain’s Habit Rouge represents a high watermark in perfumery. Since its original release in 1965, the composition has been beloved by gentlemen (and ladies) across the world. It is also a well known favourite of many of the most well regarded perfume historians and reviewers out there and, because of that, one could well argue that there is precious little further useful opinion that can be added to the existing cannon (and they may well be right!).
Still, Jean-Paul Guerlain’s multi-faceted composition has been no stranger to a remix over the years and, since Delphine Jelk took over from Thierry Wasser as in-house perfumer at the historic French house, she has managed to deliver a staggering three new takes on the fragrance in as many years. What better opportunity could there be, therefore, to undertake both a reappraisal of the original release and, in doing so, compare it to some of the new kids on the block? Note: I have not sampled the first of Jelk’s flankers, 2022’s Habit Rouge L'Instinct but, given the almost unanimous negativity surrounding it, it’s not high on my hit list! We’ll be looking at Rouge Prive and the Parfum today.
Habit Rouge EDT (1965)
The concept behind Habit Rouge (or ‘Red Coat’, if translated in to English from its native language) was to create a perfume that brought to mind the jackets worn by the landed gentry when they went hunting. In the UK, we’re no stranger to this nefarious practice - our own fox hunting aristocrats also wore red coats and, despite now being banned, the idea of chasing helpless creatures to their deaths is still a subject of debate in our national politics (with right wing politicians often promising to offer a ‘free vote’ to MPs on the issue to energise their base).
As an animal lover myself, this is perhaps the only element of Habit Rouge I find somewhat jarring. There is nothing within this perfume which brings to mind sport, adrenaline, blood, or violence. I find it somewhat curious, consequently, that Guerlain sought to relate it to hunting. The only thing wearers of Habit Rouge were likely to be chasing on its release were sexual partners!
That statement isn’t made wholly in jest either. Habit Rouge is a gentleman’s fragrance, but it carries within its structure not only aspects of formality and traditional masculinity, but also sensuality and sensitivity. It is, as such, a fragrance well suited to old fashioned romantics. Indeed, if it didn’t have these traits, I’d argue that it wouldn’t have survived for the almost 60 years that it has. When you think about it, it’s almost incredible that, despite how radically concepts of masculinity have changed over the years, Habit Rouge has still been a regular seller for Guerlain, with devotees now spanning across 5 generations.
Created to be the younger brother to the company’s 1925 release, Shalimar it, like its sibling, contains a citrus top note, which descends into a floral heart, before culminating in a vanillic leather and amber base. Habit Rouge is not simply a three card trick, however, and its complete run of notes can be summarised as follows (as per Basenotes):
Top Notes: bergamot, lemon, rosewood, basil, pimento
Heart Notes: sandalwood, carnation, patchouli, cedar, rose, cinnamon
Base Notes: vanilla, amber, moss, leather, benzoin, labdanum, olibanum
When it comes to the head of the perfume, the real star of the show is the bergamot, which radiates wonderfully off the skin when first sprayed. Whilst it is effervescent, though, it is also a powdery affair. In fact, it can most accurately be described as being akin to orange sherbet - fizzing whilst maintaining a chalkiness. It is warm and reassuring as opposed to enthusiastic. It also maintains a cologne like structure, however, by incorporating herbal and spicy notes through the use of basil and rosewood.
This accord is then joined to a rose and carnation-dominant middle phase, through which the powdered facets of the fragrance continue to run, and through which the fragrance begins to show its romantic side.
Finally, the dry down of the fragrance provides a semi-sweet backdrop with the vanilla taking the edge away from the traditionally masculine moss and leather accords and combining with the rest of the ingredients to produce a soft, light amber.
It is not hard to see, in this context, why Habit Rouge has continued to be successful over the years - it, essentially, captures hearts and minds because it resonates with the personality of its wearer in a way that other traditional masculine fragrances can sometimes struggle to do (as they were often, like their owners of the period, more buttoned up).
Habit Rouge - Rouge Prive (2023)
That doesn’t mean that the EdT of Habit Rouge smells like it was composed yesterday, however. It just means that it has aged like a fine wine as opposed to being the perfume equivalent of a kipper tie. In fact, if it were any item of clothing, I’d compare it to a 1960s slim lapelled suit - of its time, but still stylish today.
Still, as the years have gone by, the term ‘legibility’ has become more and more important in the perfume industry, and there now seems to be a distinct trend towards the creation of perfumes whose formulas are more streamlined than Habit Rouge. Or to put it another way, perfumers are being encouraged to reduce the number of notes in a perfume’s composition, with the aim of producing a more direct product. For lovers of vintage fragrances, legibility can be an anathema but, personally, I have no issue with the principle behind the concept. Nor it appears, does Delphine Jelk. Enter Habit Rouge Rouge Prive.
Top Notes:Bergamot, Ginger
Middle Notes: Orange Blossom, Iris
Base Notes: Leather, Patchouli, Vanilla
As can be seen from the notes list, Rouge Prive maintains the structure of Habit Rouge (bergamot, floral, vanillic leather), but switches out or culls a number of the traditional accords that were contained within the original. Gone are the cologne-esque elements. Gone too are the powdery rose and carnation. The leather, meanwhile, has been amped up and modernised - more akin to Tom Ford’s Tuscan Leather than Knize 10. Whisper it quietly, but it also seems that Jelk has snuck an oud accord in to the base too.
Given the number of changes, you could be forgiven for thinking that Rouge Prive would end up smelling completely different to the EdT, but fans of the OG need not worry - this is still unmistakably Habit Rouge. To paraphrase Persolaise (my favourite reviewer of perfumes), it’s like the whole perfume has simply been redrawn with clean bold lines. The bergamot continues to shimmer and, in spite of the florals being listed as Orange Blossom and Iris, the ultimate accord generated is still interpreted by my nose as being a rose. It is very much a rouge perfume as opposed to an orange or purple one (which is, incidentally, roughly what you get if you combine an iris hue and orange on a colour wheel…).
Where Rouge Prive differs to the EdT is in its brute strength. The leather note really does have a serious kick to it and, given that, the perfume is pulled from the bottom up, as opposed to the top diffusing off the skin to reveal the heart.
Whilst I’ve always found the EdT to perform quite well, the longevity of the Prive is genuinely outstanding, again due to the material in the base. Pleasingly though, the dry down still does maintain the powdered amber facets contained within the original. It’s a superb flanker that updates Habit Rouge without necessarily ripping up the original composition.
Habit Rouge Parfum (2024)
Not to rest on their laurels, Guerlain have now revisited Habit Rouge again in 2024, introducing a parfum version to go alongside new stablemates Vetiver Parfum and L’Homme Ideal Parfum.
I’ll say in advance that I’m a little sceptical of the allure of parfums myself, as I often find that the actual performance difference between fragrance concentrations can be completely counter-intuitive (I have EdTs that vastly out-perform EDPs and Parfums, both in terms of silage and longevity). In addition, given that Rouge Prive was already quite beastly, the necessity for a parfum to be made only a year later seems curious to me.
Parking those views for the moment though, the theme across these three new releases appears to be alcohol. In the case of Habit Rouge, the drink of choice is listed as rum, although there seems to be confusion in that regard, with Jelk being quoted in the marketing as saying:
For Habit Rouge Le Parfum, I Created a leathery vanilla liqueur with plenty of bold bourbon-inspired intensity
Perhaps Guerlain are suggesting that the perfume has been matured in bourbon casks? Hmm. In any event, the notes list for this one is as follows:
Bergamot, Vanilla, Rum, Patchouli
Well, I did say perfumers were streamlining their notes list, didn’t I!
What’s most striking to me about the Parfum is, firstly, how base heavy it is (we’re talking sub-woofer level) but, secondly, how patchouli dominant it is - there’s a definite chocolate element in that respect, but my nose also detects something slightly medicinal, smoked, and perhaps even burnt (think coffee beans). When combined with the vanilla, the result is a perfume that very much lies within the domain of the gourmand.
This is somewhat a blessing and a curse - if you’re not a particular fan of the EdT or Prive’s floral elements, you’re likely to get along a lot better with the Parfum. At the same time though, I’d argue that the floral heart of Habit Rouge is, to a large extent, key to its DNA, and vastly reducing the components that make this element ‘sing’ lead to a very different fragrance profile.
My second critique is that the perfume, generally, feels less balanced than Rouge Prive. I have no issue with the concept of a Habit Rouge that focuses on patchouli - readers of my previous pieces will know that I’m a huge fan of the note - I just wished that, on a technical level, the Parfum still maintained a decent top end. As it is, the whole thing sits very deep against the skin, with any radiance from the bergamot being buried by the heavier materials. This ultimately leads to a fragrance that, rather than being a sparkling rouge, comes across as a heavy-set chocolate and beige. Because of that, I can’t decide whether or not I’ve truly fallen for the Parfum.
That being said, you honestly couldn’t go wrong with any one of these three and I’ve no doubt they’ll appeal to different elements of the fragrance market. I look forward to Jelk’s next flanker in 2025, even if these variations are becoming a little bit akin to Marge Simpson’s Chanel jacket…!
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2024.05.14 19:57 Erwinblackthorn Review: Tales of the EdgeWorlds Volume 1

Today’s review is for Tales of the EdgeWorlds Volume 1 by Shawn Frost. I was given an ARC copy back in July of 2023, but didn’t finish reading it until recently because I bogged myself down with too many activities, and something this long takes me a while. I will go through the things I liked about it, the things I hated, and wrap it up with a score from 1-10. My scoring system goes through 5 key components, with each one going over the creative aspect and the technical aspect. I will explain that part when we get to scoring later on, so let’s plow on through.
This is a collection, about 266 pages long, and is meant to be the first installment of a comedy series. Shawn runs a Youtube channel where he covers lolcows and does gaming streams, so comedy should come naturally to him. As a volume, this holds 4 short stories, each one holding about 8 chapters, with each story running for about 20k words. Technically, we can say it’s 4 novelettes, but as I explain the situation, you’ll see why they are so long. The plot may seem complex but the main characters go through the same situations: the dimensional merge occurred, between all of our creative properties and C-197, with a group of rambunctious penguins doing mercenary work.
Sadly, it’s not really the Chris-Chan version of a dimensional merge, so we do not see Sonichu or any of that wacky world… yet. It's volume 1, so it's too early to say it's not open to the possibilities. The style runs close to internet memes and those old Newgrounds cartoons, with the focus aimed at action scenes and descriptions of the creative world around their setups. But, as you read through the massive amount of descriptions and banter, you'll realize that very little happens in each story. I would say each one is very simple and with a low reading level needed to get through them, which is a double-edged sword in this case.
I say this because the writing tries too hard to claim a joke was made when it wasn’t really a “ha-ha” joke to begin with. It’s more like “ah… humor is detectable somewhere in these pages” kind of comedy. It relates to the offensive animals of Fritz the Cat, where the comedy comes from the absurdity of a setup, rather than a punchline that is found. Unfortunately, because the satire is absent and it focuses too much on the premise, the result becomes more like my favorite episode of Heil Honey I’m Home, minus Hitler and his annoying neighbors. The banter bogs down the pacing, turning each chapter into a short, yet overly long, sample of a scene, chained together by constantly shifting points of view.
Thankfully, this simple way of approaching a story allows a casual reader to speed on by. Things are easy to follow and characters are easy to remember. The main cast of Edgy, Jeff, Todd, and Hylus are separated by their brand of chaotic addictions. Addiction to drugs, addiction to hentai, addiction to video games, addiction to murder; all greatly expressed in what are meant to be running gags that resemble a sitcom cast. The ship they travel around in, from job to job, can easily be imagined as a "That '70s Show basement" version of the ship in The Orville, as each story goes to different planets where they meet different aliens.
There is enough in each story to understand what is going on, with the stories more as an exploration of lore than an exploration of character or theme. The lack of focus, as well as the indifferent prose, harms the way each tale is told. I would never say these are bad ideas or bad concepts, just bad ways to get them across. High concept, low composition. I would say the main value is from the promise of more to come than what is presented in the pages.
Time for the rating, which will be given between 0-2. 1 point goes to the technical aspect and 1 point goes to the creative side of things. Flaws within a point will reduce it into smaller decimals, but a single aspect is not able to entirely kill a story on its own. If it’s all technical or all creative, a story will be treated as mediocre. Even if I like something, it is still possible to get a 5/10, meaning it’s not suitable for the average reader who is more accepting of a 7 or an 8.
Plot: 1.5 Things happen and people go places in the form of a violent travelog. The pacing bogs down the destination with tourist traps.
Characters: 1.5 The characters play their roles well, even though their roles don’t play well with the plot. Their banter and quirks fall flat in parts.
Prose: 1 With clear points between A and B, wet and sloppy ideas are delivered dry and brittle. With each paragraph shoving lore down the reader’s throat, it can become death by a thousand detours.
Theme: 1 There is a great message about how chaos and anarchy transforms people into primitive animals. Unfortunately, the author couldn’t find it in the infinite vastness of subspace.
Setting : 2 It is a world you want to know more about and look forward to the next bit of info. Creative, exotic, to the proper point of chaotic, yet still comprehensible. Everything about this book is in the setting.
Final verdict: 7/10
The book is niche, it takes a while to heat up, and even then it’s as appealing as a mystery flavor hot pocket. If you’re into absurdity, you will enjoy it. I just wish the absurdity had some life behind it. There is room for expansion and I hope that opportunity is taken.
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