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[reposted post]Вечерний звон оказался ирландским
reposted by serge_malov
Стих написал ирландец Томас Мур. Он назывался Those Evening Bells и носил подзаголовок "The bells of St.Petersburg". Опубликован он был вместе с мелодией ирландского композитора Джона Эндрю Стивенсона.

Those evening bells! Those evening bells!
How many a tale their music tells
of youth, and home and that sweet time,
When last I heard their soothing chime.

Those joyous hours are past away,
And many a heart that then was gay
Within the tomb now darkly dwells
And hears no more these evening bells.

And so 'twill be when I am gone;
That tuneful peal will still ring on
while other bards will walk these dells,
and sing your praise, sweet evening bells.

Иван Козлов ("милый вдохновенный слепец", как назвал его Пушкин в одном из своих писем), перевел Those Evening Bells.

1827 год это время после подавления декабристского восстания. Строки "И скольких нет теперь в живых, тогда веселых, молодых, и крепок их могильный сон, не слышен им вечерний звон" в этом контексте звучат общим поминовением.

В своей тобольской ссылке Алябьев, получив этот текст, написал именно такую музыку. Совсем не ту, к которой мы привыкли петь "бом-боммм", ударяя бокалами о бокал или роняя ностальгическиую слезу. Нет.

подробней тут https://www.facebook.com/mariabatovasinger/posts/653477615170194

Here’s what Trump can expect if the Democrats take the House

Here’s what Trump can expect if the Democrats take the House

By Mary Kay Linge

November 3, 2018 

This drama-packed political season has seen more than its share of twists, turns and trauma.

But when the dust settles and Tuesday’s votes are counted, we’re likely to be in a familiar political place: government gridlock.

Most pollsters expect the US House of Representatives to slip out of Republican control with the election of a new Democratic majority, while the Senate, they say, will remain in the GOP’s hands.

Both parties have been dialing up the rhetoric as Election Day ticks closer, warning supporters that a win for the other side will lead to dire consequences.

In reality, voters should get ready for frustration — not fireworks — from Congress over the next two years.

“We should expect a period of divided government in which neither party has a clear agenda,” said Daniel DiSalvo, a professor of political science at City College. “Candidates are making grand promises but nothing remotely close to an actual piece of legislation that could be passed by a Democratic House and a Republican Senate.”

The biggest fight might be among Democrats themselves as they battle for leadership positions within their new majority.

Moderate candidates running on promises to oppose current House Minority Leader Nancy Pelosi in her bid to retake her old job as speaker of the House won’t end up giving her headaches, the experts said.

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The finance curse

The finance curse: how the outsized power of the City of London makes Britain poorer | News  | The Guardian

By Nicholas Shaxson

5 October, 2018

In the 1990s, I was a correspondent for Reuters and the Financial Times in Angola, a country rich with oil and diamonds that was being torn apart by a murderous civil war. Every western visitor asked me a version of the same question: how could the citizens of a country with vast mineral wealth be so shockingly destitute?

One answer was corruption: a lobster-eating, champagne-drinking elite was getting very rich in the capital while their impoverished compatriots slaughtered each other out in the dusty provinces. Another answer was that the oil and diamond industries were financing the war. But neither of these facts told the whole story.

There was something else going on. Around this same time, economists were beginning to put together a new theory about what was troubling countries like Angola. They called it the resource curse.

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How the aristocracy preserved their power


How the aristocracy preserved their power

 After democracy finally shunted aside hereditary lords, they found new means to protect their extravagant riches. For all the modern tales of noble poverty and leaking ancestral homes, their private wealth and influence remain phenomenal

by Chris Bryant

Thursday 7 September 2017

 On 11 January this year, Charlie, the genial 3rd Baron Lyell, died aged 77 in Dundee after a short illness. He had inherited his title and the 10,000-acre Kinnordy estate, in Angus, when he was just four years old. After Eton, Christ Church and the Scots Guards, he spent nearly 47 years in the Lords, serving as a Conservative minister from 1979 to 1989. He never married and his title died with him, but under the byzantine rules drawn up when the majority of hereditary peers were excluded from the Lords in 1999, his seat was contested in a byelection in which 27 hereditary peers stood.

In the short statement required of them, most of the candidates emphasized their career and credentials, but Hugh Crossley, the 45-year-old 4th Baron Somerleyton, went straight for the ideological jugular: “I think the hereditary peerage worth preserving and its principle creates a sense of innate commitment to the welfare of the nation,” he wrote.

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Stopping them from pushing the country leftward...

Three Egregious Obama Power Grabs Trump Can Rescind After DACA

by Edward Woodson | Updated 05 Sep 2017

You have to admit: Liberals are good at playing the victim. Former President Obama’s executive amnesty hasn’t even been around along enough for the Supreme Court to declare it unconstitutional, but as President Donald Trump prepared to announce its end, you’d think the world was ending.

My favorite part was the CEOs, now thoroughly addicted to cheap labor, acting shocked and disappointed that Trump is following through on one of his biggest promises during the campaign.

“There’s no issue that’s more gut-wrenching for us,” one tech exec anonymously told Axios’ Mike Allen, adding that some companies are considering smuggling their illegal alien employees abroad. Here’s an idea: How about take the money you would spend on that and use it to increase the wages of your employees?

Frankly, these Silicon Valley Pharisees need to buckle up. The Trump administration has plenty left to do to dismantle the many, many left-wing remnants of Obama's term.

Here are three more egregious power grabs that will cause many pearls to be clutched when Trump rolls them back:

1.) Center for Medicare and Medicaid Innovation (CMMI)

Donald Berwick, the socialist Obama recess appointee who openly advocated rationing, called CMMI the "jewel in the crown" of Obamacare, and it's easy to see why.

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Declining Labor Force Participation in the United States of America

There is a declining labor force participation rate in the US these days. This is only one of the many symptoms of a fundamental transformation in the American economy. First of all, there appears to be a growing gap between the skills demanded by today’s employers and those supplied by the labor force, though other factors also contribute to this decline. Explanations for the decline tend to fall into one of two categories: a demand-side explanation (i.e. employers aren’t hiring enough new workers) and a supply-side explanation (workers are ill-fit for the jobs available in the rapidly changing economy). 

Brookings Senior Fellow Isabel Sawhill and Research Assistant Eleanor Krause, in their recent review (“What we know and don’t know about declining labor force participation: A review”), point out that, according to official economic statistics, the US is nearing “full employment,” the unemployment rate falling to 4.4% in April 2017 from a post-recession high of 10% in October 2009. 

However, despite this encouraging news, the unemployment statistic masks an underlying trend, namely the men and women dropping out of the labor force entirely. The reasons for which men are dropping out of the labor force can vary, but the main factors reportedly are:

1. Disability receipt has risen sharply, though most experts believe this can explain only a fraction of the decline in participation rates among prime-age men.

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Women in the Labor Force

Gallup’s Chairman and CEO Jim Clifton: “The world needs to advance gender equality and empower women at work. Not just for the benefit of women, but for the benefit of all humankind.”

There is an interesting question: How many women will be in the labor force by the end of this century? As we know, labor force consists of workers who are either already with jobs or still looking for work. According to the United Nations, factors such as a fair division of wages and unpaid labor (e.g., cooking, house cleaning, and child care) are necessary for meeting the goal of gender equality in work. Another essential factor is having an equal share of men and women in the labor force. 

Forecasting future behavior of the labor market is never easy. Most recent changes in institutions, culture, and the economy in the US and all around the world appear poised to make it even more difficult than usual to project the segment of working-age adults who will want to participate in the labor market. The task will be especially challenging for those projecting the work participation of women. 

In these changing times, suffocated opportunity is the enemy of national economic growth and global prosperity and stability. Increasing opportunities in the labor force is one of the determinants of the global sustainable rate of economic growth. According to the report prepared by Gallup and the International Labor Organization (ILO), 76% of men and only 50% of women work globally. It is a 26% gap. 

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The Art

Modern dictionaries define art as the expression or application of human creative skill and imagination, typically in a visual form such as painting or sculpture, producing works to be appreciated primarily for their beauty or emotional power. Also, as the conscious use of skill and creative imagination especially in the production of aesthetic objects. Other definitions include the expression or application of human creative skill and imagination, typically in a visual form such as painting or sculpture, producing works to be appreciated primarily for their beauty or emotional power.

I think art is a way of communication. Instead of information or tangible ideas, art enables us to communicate emotions, feelings, and our perception of reality through the works of art! 

Because experiencing good feelings, emotions, and sensations, no matter how irrational, immoral, or harmful they are, has been very often preferred to good thinking, no matter how rational, moral, or benevolent it might be, skillful men and women who could make others feel good one way or another, through their artisanal works, have always been very popular.

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Women’s Labor Force in the US


When women want to succeed in their jobs, when they can use their strengths to do what they do best every day, and when they can find synergy between career and life, they are unstoppable. As employees, managers, and leaders, they will propel businesses to new heights of success. However, in the US, the percentage of women of working age who are in the labor force has been declining steadily since the year 2000. 

Gallup and the International Labor Organization (ILO) recently released a landmark report on global attitudes toward women and work. Based on a study conducted across 142 countries and territories, the report finds that the majority of both men (66%) and women (70%) prefer that women participate in paid work. These results hold true across the world, including in regions where women’s labor force participation is notoriously low. For example, in Northern Africa, where the female labor force participation rate is only 23%, 79% of women and 57% of men believe that women should be allowed to work outside the home.

Although men and women largely agree that paid work is acceptable for a woman, and women want to work, the global female labor force participation rate continues to lag far behind that of men. According to the report, 76% of men and only 50% of women work globally - a 26% gap. Separate research from the ILO suggests that paid family leave policies could help address this issue. Also, flexible working arrangements and on-site or publicly-funded quality childcare could further reduce the disproportionate burden of family and care responsibilities on working women.

It is generally agreed that increasing women’s labor force participation can drive sustainable economic growth and contribute to global poverty reduction. Evidence indicates that women are more likely than their male counterparts to reinvest higher proportions of their income into the health and education of their children, creating a virtuous cycle in which families grow healthier and more stable over time.

In the US, the share of prime-age women bringing home a paycheck rose at the end of World War II and streaked upward during the 1970s and 1980s before peaking in 1999 at 77 percent. From 1975 to 2000, the labor force participation rate - the percentage of the population that is either employed or unemployed and actively seeking work - among US women rose dramatically. But at the turn of the millennium, it began to decline and has been falling ever since. 

The slide among men started earlier, in the 1960s, and accelerated during the Great Recession, as traditionally well-paying manufacturing, mining and construction jobs vanished. About one in 10 prime-age men are not in the labor force. The labor force participation rate among women began to inch down in the early 2000s, then took a sharp plunge during the recession. Although the expanding population led to increased numbers of women with jobs, the number of women out of work kept growing. In 2015 the number of men and women out of the labor force exceeded 94 million for the first time. 

More than seven years into the recovery, only 73.7 percent of prime-age women - those roughly 25 to 54 - were in the work force in 2015. Unemployment rates are reportedly at post-recession lows (4.7 percent in December 2017) but that overall rebound masks what is happening in rural towns, Rust Belt centers, and otherwise thriving urban centers where people who are not enrolled in schools or retired have nonetheless fallen off the employment list. 

Their lower wages and family responsibilities have always batted women in and out of jobs more frequently than men. In and out of the labor force, women have remained the primary caregivers - for children, aging parents and ailing relatives. A sick child or a family emergency can push a woman out of a job more quickly than a man.

Stagnating wages, particularly at the lower end of the scale, have led to the decreased payoff from working, and subsequently level of attachment. Women who ended their education at high school graduation, or earlier, dropped out of the labor force at even greater rates than their male counterparts between 2000 and 2015, according to a report from the Bureau of Labor Statistics.

As job stability and security were becoming ever more elusive, men’s work patterns have been increasingly matching women’s in that they are regularly cycling in and out of the work force every few months. The share of prime-age women who are in the work force some but not all of the time has remained steady over the last years (at 18 percent). Meanwhile, for men, it has roughly doubled in the last four decades to 11.8 percent, according to new research by John Coglianese, a doctoral candidate at Harvard.

Both women and men complain they are unable to find full-time, secure jobs that pay a middle-class wage. According to the US Bureau of Labor Statistics (BLS), 59.9% of women aged 15-16 and older were in the labor force in 2000. By 2010, that figure fell to 58.6%, and at the end of 2015, it was even lower, at 56.7%. In 2015, 73,593,000 women were in the labor force. The labor force participation rate for women remained at a low 56.7 percent. Of those women in the workforce, 69,825,000 had a job and 3,768,000 were unemployed. The unemployment rate for women was 5.1 percent. 

A study conducted by Maximiliano Dvorkin and Hannah Shell for the Federal Reserve Bank of St. Louis showed that:

1. Retiring female baby boomers and young women enrolling in college account for a percentage of the shrinking labor force;

2. A decrease in labor force participation among women aged between 25 and 54 has contributed to the fact that the US, which used to have one of the highest labor force participation rates among women in this age group, has one of the lowest rates now compared with eight developed countries in the study;

3. It is impossible to define one single underlying reason why women are opting out of work; 

4. Less than half of women are engaged in their jobs. And only mediocre numbers of women have "thriving" well-being. 

Gallup is one of many research institutions that link gender diversity to improved financial performance. The state of women in the workplace has important implications for organizations. Not only hiring more women and helping them succeed personally and professionally is the right thing to do, but gender diversity also leads to better business outcomes.

Gallup's research shows that employees thriving in all five elements of well-being:

- are 43% more likely to volunteer; 

- are 36% more likely to report a full recovery after an illness, injury, or hardship;

- are more than twice as likely to say they always adapt well to change;

- miss 41% less work as a result of poor health;

- are 81% less likely to seek out a new employer in the next year.

Gallup research concludes:

1. Organizations have tried to achieve higher employee well-being through corporate wellness programs, but these programs miss the mark on how to actually improve well-being and create impact. 

2. 60% of US employees who work for companies with a wellness program know that the program exists, and only 40% of those who are aware of the program say they actually participate in it -- that's just 24% of employees participating. 

3. Only 12% of the employees participating in a company-sponsored wellness program strongly agree that they have substantially higher overall well-being because of their employer. Most employees see their job as a negative contributor to their overall well-being.

Gallup’s Wellbeing Finder (WBF) score is computed from 50 items assessing 5 elements of well-being—career, social, financial, physical, and community. Gallup administers the WBF assessment to panel members with Web access on a semi-annual basis. Gallup designed the assessment to isolate discretionary well-being elements that individuals and organizations can act on. 

Gallup’s WBF includes 50 scored questions that produce a composite well-being score ranging from 0 to 100, and provides scores on each of the five elements of well-being. Even though the items in each instrument had previously been studied in relation to various objective and subjective outcomes, three self-reported health and performance measures are available for research and analysis: job performance, absenteeism, and hospital admissions. These outcomes represent major sources of costs and business performance of interest to stakeholders. 

Gallup has discovered some crucial findings about women in the American workplace:

1. Pay is less of a factor than other workplace attributes are in women's employment decisions.

2. The economy is not the biggest reason women leave the workforce.

3. Men and women have different definitions of "full-time" employment.

4. Outdated company cultures and policies affect women personally and professionally.

5. Women show greater intensity in certain relationship-building strengths compared with men.

Gallup’s 2016 report, Women in America: Work and Life Well-Lived; How to create a workplace culture that attracts, engages and retains a gender-diverse workforce, has demonstrated that in order to attract, retain and engage a modern workforce, business leaders must be courageous and begin to examine, if not overhaul, their organizational policies, strategies, cultures, and values. 

Gallup has studied women in the workplace for over 50 years. The report is about women, but it is also about men, families, friends, businesses, the economy and American society in general. The discussion starts with women in the workplace. Among mothers who are currently employed either full or part time, 54% would prefer to stay home, and 40% say they would prefer to work outside the home. Most women leave the workforce because the love and responsibility they feel for their children and families trumps even their best days at the office. Accordingly, when employers lack flexibility and keep using outdated standards to engage women, reward and recognize their performance, they involuntarily make staying at home a more attractive option for women.

Interestingly enough though, the percentage of births to unmarried women in the US rose from around 33 percent in 2000 to 40.3 percent in 2015. As welfare benefits of various kinds permitted unmarried women with child to stay off and not work. The increasing numbers of single mothers might also have something to do with the increasing numbers of women leaving the labor force.

There are 73.5 million women in the workforce in the US. Their views on work and workplace considerably vary. To provide adequate opportunities for all women to learn, grow and develop, businesses have yet to embrace all segments of women in the workplace and move past common stereotypes about working women. 

Business leaders have yet to discover ways in which they would deconstruct and transparently discuss the issue of creating a culture or cultures that make sense for women. In the US, more than 5 million jobs are available. Women and men continue to drop out of the workforce in increasingly great numbers, making it clear that American scientists, sociologists, politicians, and business leaders have yet to figure out how to get people back to work and how to keep them at work. However, many women do not want what businesses are currently offering them. 

The workplace as it is known today must be changed to accommodate women, engage them fully, and retain in the workforce. To do that organizational policies, strategies, cultures, and values need to be examined and overhauled. New workplace cultures must be created to ensure that employees regardless of their gender can maximize their potential in and out of the workplace. Apparently, we have reached the stage at which merely communicating new ideas is no longer enough to create change.

Tech company workers getting microchips implants
Some workers, like those at a company in Wisconsin, will soon be getting microchips in order to enter the office, log into computers and even buy a snack or two with just a swipe of the hand.

Tech company Three Square Market is footing the bill for the microchips, which cost $300 each, and licensed piercers will be handling the implantations on August 1, 2017.

Todd Westby, the CEO of Three Square Market, told ABC News that of the 80 employees at the company's River Falls headquarters, more than 50 had agreed to get implants. Westby said that participation was not required. If workers change their minds, the microchip can be removed as if taking out a splinter.

Jowan Osterlund of BioHax, which is partnering with Three Square Market, said implanting people was the next step for electronics. "I'm certain that this will be the natural way to add another dimension to our everyday life," Osterlund told The Associated Press.

Three Square Market employees seem to be motivated to have an electronic microchip implant in that they will be able to save more time during recesses, do a greater amount of work, and, as a result, will be better compensated. Theoretically.

Encouraging employees to start getting microchips makes sense economically. This way, employees will be encouraged to complete to get performance-enhancing electronic implants because only the best workers will be getting them. Increased productivity leads to greater compensation. The best workers will get the chip implants and become more productive.

Microchip implants will enable one worker to do the same amount of work that is usually done by three employees who have no electronic implants. The other workers who are not offered to get microchips will end up doing less work, getting less paid, and eventually forced to resign to look for a better-paid job.

Electronic implants will enable the corporations, which are using them to increase the productivity of their employees, to do more with less!

Tech company workers agree to have microchips implanted into their hands - ABC News