So, I think we're there. So, I'd just like to say a really massive thank you and welcome to Anne-Marie, to Brian and to Amy and Tom who will join us shortly and I'm really looking forward to their session co-designing the Higher Education Surveillance Observatory. Really looking forward to this session, thank you all for coming and I will pass over to you. Thank you, thank you very much Kerry and good morning, good afternoon everybody. We are, well, we're all joining you from somewhere but I'm joining you all from to Kim looks to Sequipment where I'm an uninvited settler here on the traditional and unceded territories of Sequipment Hulu. In Western Canada, though many of you will know me from other places and obviously the accent not Canadian. We also have Brian Lamb who is at Thompson Rivers University who's here with us and Amy Collair and Tom Woodward who are from Middlebury College in Vermont. But we are here to represent a global network, mostly North American or Northern Hemisphere I have to say, Collegy After Surveillance and it's a site project that we've been involved in for a number of years. And one of the pieces that we've been discussing within that network is this idea of a surveillance observatory, a higher education surveillance observatory. And we've tossed around the idea of this might be quite a lot within our group, done various bits of research. We started back in 2019 or so really thinking about this and pandemic put it on hiatus for a while. But really we want to use today as the opportunity to open up a conversation about what this idea of a surveillance observatory might be. Because although it seemed like a good idea in 2019, I think our pandemic experience and some of what's happened over the last couple of years has shown us that it's probably a pretty vital thing for many of us now. So we're going to use today to kind of introduce the thinking that we've done to date and some of the exploring we've done. Talk about why we think it's important. Talk about what we think it might contain or look like. And then we really want your feedback and contributions and help us understand what would be useful to you. And then we've built, we, Tom in fact, has built a really good prototype which we'd like you to explore and really again give us your feedback and help us understand how to shape this idea and what would or wouldn't be useful. So quite participatory, quite hands-on hopefully. And that's why we'll stop the recording once we get past the intro stuff because we want people to feel free to share whatever it is you want to share. What we will do is capture some of the conversation at a pretty high level but clearly we'll keep anything anybody wants to say or not on us as well. So on that note, I'm going to hand off to Amy to introduce us. And talk a little bit about why we think is vital and what our network is about. Over to you, Amy. Excellent, thank you. I am both driving and speaking here for a moment. So please forgive me if I'm a little not all put together. So thank you, Anne-Marie, for setting this up. The origin of this observatory, as Emery said, has really come out of conversations of this group higher education after surveillance last year. And as we said, it's kind of a response to the pandemic, a subset of the higher education after surveillance group collaboratively authored a paper, which was published in early 2022. So just a couple of months ago in the Journal of Digital Culture and Education. And the title was Surveillance Practices, Risks and Responses in the Post-Pandemic University. And the quote that you're seeing right there in front is from that article. So in that article, we describe surveillance practices as the ways in which student and educator activities are monitored and rendered as data by digital platforms and as the insertion of database digital platforms into the core activities of the university. So these practices reflect broader social practices, the ways in which information about people and behaviors collected and analyzed and sold by platforms for monetary gain. And that's what Soshana Zuboff calls surveillance capitalism. In education, these practices are often justified as solutions to problems. For example, the problem of student disengagement or student withdrawal, the problem of campus safety, the problem of ensuring academic integrity. And so we adopt these practices as a way to solve the problems that we see. Now we're not saying by talking about these surveillance practices and the issues that we are going to raise. We're not claiming that data has no place in higher education. Nor are we suggesting that monitoring is always oppressive or that audit trails have no value in decision making or learner support. That's not our argument. But we are raising concerns in the paper and today about the uncritical ways that these technologies and surveillance practices are used. And we want to highlight a set of risks that we see that we talk about in the paper. So the four kind of areas of risk that we talk about are the risks to learners and learning relationships. So surveillance has been seen as or can be seen as undermining relationships of trust. Trust between faculty and students. Trust between students and the institution. Trust between faculty and the institution. So data collected through surveillance practices is seen as a way to address questions of trust. So we use data as a way of avoiding the danger of placing trust in something that we see as unknown or in professional judgment. Or we see it as a way of bringing objectivity to trust relationships. And our group really thinks that there might be a lot lost when we place trust relationships in conversation or kind of with a foundation of surveillance. Another area of risk that we talk about in the paper is the risk to academics and to professional staff. We see an increasing displacement of professional tasks associated with academics, a displacement of those tasks to platforms, and to datafication and automation. And we argue in the paper that this displacement risks fragmenting educators work and devaluing certain kinds of work. And for instance, more feminized aspects of academic work, such as caring and supportive behaviors. And so with that displacement, first of all, we see it as fragmenting the academy and we see it as likely to increase. Because with austerity measures taking hold at our institutions, many of the kinds of work that we have traditionally placed within academic work is being kind of displaced through these platforms. We also see the risk of reinforcing the extractive economy. And in the paper, we highlight ways in which the surveillance practices are extractive and move value from the public sector to the private sector. Proprietary platforms we use in education, even ones we tend to see in a more positive light, like Canvas, I won't say blackboard because I don't know that we have such a positive light around that. But even ones that we tend to see as more positive, those platforms don't always provide meaningful transparency into their data practices, especially transparency to teachers and students whose data is being collected and used by those platforms. And these platforms further reinforce business models that extract from our students and from educators for their gain for the platform's gain, not the gain of students and educators. So that is a risk that we see. And lastly, the kind of fourth risk that we talk about is of increasing inequities. The use of technologies, and I would say particularly during the pandemic, but even before then, the use of these technologies for surveillance technologies have exacerbated inequities that our students face. And the burdens of the risks associated with those surveillance technologies weigh most heavily on our marginalized students. So we can point to countless examples of this from online proctoring tools that flag and harm trans students and students of color and neurodivergent students to learning analytics platforms that normalize specific learning behaviors and problematize others. There are so many examples. I know we could talk all day about the examples of these inequities and the ways in which they play out when we use these surveillance technologies. So in the paper, we talk about these risks in more deep detail, and we also offer a wide range of responses. And that include resistance, education, institutional and professional engagement, regulation, and investment, and alternative or open approaches. And then considering these responses and how we might engage with those responses. We identified a particularly vexing gap that very little about the harms of these surveillance technologies is shared in a way that supports collaborative action and institutional engagement and decision making. So I'm an administrator at Middlebury College and part of my work involves thinking about how do we make decisions about the platforms that our students and faculty will use. I might need data and stories that help shape both the institutional values and the decision making about those platforms. And by and large, that kind of collection of information and data is missing. And so that is the gap or the issue that this group in thinking about developing an observatory has started to try to address. I'll pass it over to Anne-Marie. I see the slide has changed, but I'm not hearing Anne-Marie. So I'm just gonna jump in in case Anne-Marie might ever might see it. Okay, I'm back. I muted myself and then forgot to unmute. Apologies, thanks, Brian. And yeah, I was saying that we started looking at other observatories and the kinds of things other people were doing in observatories. So we were thinking about how might we gather data? How might we analyze data? What kinds of research, what kinds of activism might become possible if we could mobilize and gather and share? So we looked at a variety of different examples. There are lots and lots and lots of examples of observatories out there. We may be focused on digital ones, ones looking in the digital space a little more closely. And if you want to explore some of these examples yourself, please do. But they are the idea of an observatory is used by lots of different kinds of organizations. The first one on that list is University here in Canada. Several more are kind of consortium groups, quite often underpinned by European money. So the Digital Platform Observatory is a European level project, which is aggregating sub projects. The Observatory for Political Conflict and Democracy in Europe. That's an interesting one because it's a publishing site. But it's also a site where you can download research data and carry out further research on it. So it's dissemination, not just of information, but of data and tools and starts to create some sense of activism as well. Workers Observatory there takes that a step further. That's one and actually someone else in our after surveillance network that Karen Gregory University of Edinburgh was involved in creating. And that's looking at workers in the the gig economy in Edinburgh and giving them the tools to to get their own data about their own work and then be part of guilds that can start to analyze that data to really understand their own working conditions, which, you know, many cases are governed by platforms. So there's lots of different things that these observatories are doing. They're sharing information, they're disseminating information. Quite a lot of it is quite straightforward, publishing blogs, think pieces, white papers, information about events, networking opportunities. The last one on the list there, Web 3 is going great, is one that Tom shared with us, which is not a official observatory. It's a but it's an observatory like project. It's another data analysis site. Really looking at Web 3 crypto currencies and and starts to get into that idea of what Amy was talking about, about documenting harm and in that particular case, it's documenting money lost. And there's a neat little counter at the bottom of the screen as you scroll the timeline of various events, it counts up how much money has been lost in crypto scans. So that's really quite a compelling presentation of of that kind of harms record that Amy was mentioning. But as we dug deeper into this idea of what our observatory might be, I started looking at citizen observatories which come out of that citizen science space. And this I find is really compelling because a lot of these observatories are designed explicitly for data gathering. And citizen observatories is a little definition here. Any use of earth observation technology, citizens collecting data, participating in environmental management. And that that that little bit about environmental management really struck me because we talk about our tech space, particularly in higher education, using natural world metaphors. We talk about ecosystems, we talk about learning environments. And actually, if we scroll down a little bit more, there's even something from one of the graphic from Holonik, one of the venture capital insights companies that swirl around and they present a tech as a landscape. And they use these metaphors of what's the period table that they're drawing on there. So again, these natural world metaphors. So that that really struck me in terms of the data collection aspect that we look at. And mobilising us as a community, as stewards of this educational technology, higher education, digital environment that we all live in. And we want a healthy environment. And so there's a stewardship and a monitoring and a data collection aspect there. But the kind of citizen science aspect that we found compelling as well. So these are some of the background. This is some of the background research that we've done that took us to kind of start to characterise what we might want to see on our own observatory. I'm going to hand off to you now, Brian, to talk a little bit more about that. Right. Thank you. So I think just for this little part, I'm going to kind of try to just draw a few connections between the things that Amy was talking about and that Anne-Marie was talking about. And then hopefully open that up so we can all just kind of talk about why we're trying what we're doing, whether it's worth trying. And if we do try whether we want to continue with it. So so obviously the after surveillance group really was catalyzed by the work that Amy and General Ross have done. And I think Amy set the stage for that really well in her section. You know, that sense of I think it's something that surrounds all of us in our practice. And but at the same time, there's that question of how we respond. So, Henry, if you would scroll down just a little bit.  So Henry's already talked about, you know, what observatories do. And I have to confess I was new to the concept myself the first time I actually heard of an observatory was in one of the group discussions. And also later being exposed to the work of Karen Gregory's that Ann Marie was referencing. And so just kind of trying to talk about, you know, what are some of the pieces? And I just want to talk maybe a little bit again about maybe my personal rationale because I come to this group as an administrator, not as a researcher. So, you know, Amy's wonderful phrase, the vexing gap. You know, there's so many vexing gaps in our practice. And I think one of the ones that I think we've created for ourselves is the gap between where our discourse is and what we need to actually operationalize our useful information to make decisions. And so, you know, we do peer-reviewed research really well. And obviously when peer-reviewed research finally makes its way to our eyes, it's usually very sound and it's been reviewed and it's, you know, it's detailed and sourced and all those things. But of course, we all know it can take a long time. Sometimes there's access issues and also discoverability issues. You know, and then on the other end, we have online opinion. And this hasn't been a great week for Twitter. I've seen more negative opinion expressed about Twitter in the last week than I've probably seen in months. So, you know, that to me strikes me as a vexing gap.  And then we kind of just have online opinion, which feels at times unreliable and insubstantial. And then there's the state of just coverage of the field of certainly learning technology. And I'll just indulge something I saw on Twitter today, an article making the rounds, I think it was published in Inside Higher Ed, but I think it was co-branded with time to higher education. I think it was called online exam cheating is up. And that's a, you know, a striking headline. And the debate got me to click. And we learn when we go in that that is actually all pretty much the opinion of one person who works for a proctoring company. And yes, thank you, Tom. And, you know, there may well be something to that. But if you just take a look at that article as a standalone piece, I think just when we think of perspective sourcing and analysis, again, to use Amy's, Amy wins the day with her phrase, vexing gap. I think vexing gaps there. So, you know, we start to talk about, you know, whatever things we could start to do to track troubling developments to to to take a look at elements of these things that are coming and then and then move forward with it. And I just say, you know, from the point of view of an administrator almost a perspective of institutional self-defense. So, for example, I thought I might share this during the part where we pause the recording, but I'll throw it out now. I'll be just a little bit vague and maybe a bit more candid later. Let's say you're in an institution where a vendor product is announced and that decision is coming from, say, the finance section of your university with minimal communication or consultation with the academic side of the house. And that vendor product is problematic. At that point, if you're troubled by it or if you wish to engage a more vivid and thoughtful discussion of whether this thing should be adopted, much less stop it or use terms like resistance, you need to be able to move quickly. And and you need to be able to move with clarity and authority. And that's, you know, that was a case where I felt that that was actually happening at my institution right when the discussions around a potential observatory were happening. And I was feeling that vexing gap acutely, that sense that I wanted to be able to mobilize good information to mount a counter argument, but I was also acutely aware that if I just kind of engaged in Twitter style, you know, clickbait type posting that I could undercut my authority and actually potentially, you know, undercut any any potential for resistance. So I guess that's again, where we'll turn to some of the things where we actually started to think about the tool where we're now prototyping and about to share with this group. So we thought, you know, what are things we can do to capture what's happening, not only in the coverage in the wider world, but to also be able to share stories from individuals. And I think those are elements that if you take a look at the examples that Emery shared earlier, those hyperlinks, you can see these are observatories that do it. But we wanted to make it easy for people to add information. So I think, you know, with the prototype we have now, if there is interest, I think it's safe to say we may add different dimensions to how the information is captured. And I think hopefully, too, it would provide the raw materials that might allow people to pull things out. So reports on transoractivities or interventions or ways to capture forms of resistance. Now, this isn't going to be one of the things we share today. But as we were preparing this, Tom, who I see has joined, you know, shared an editable document talking about forms of resistance, how we can, in our practice, put our ethical concerns into action. And one of those was Emery, for example, declined a keynote at a prominent conference. And that prompted some really wonderful badges from Tom that I hope Emery will one day proudly wield in her profile for her admirable sense. So I think I'm going to move this. I'm going to invite the other participants in not only my co-presenters, but anyone that's, you know, willing to join to talk about, you know, if these are the if this is the problem and if if these are the vexing gaps we've identified, what are some some kind of resources that would be helpful to us here? I think we do believe in our group that some form of an observatory, if we can get the critical mass participation would be useful. But is it? I'd be really interested in any of anyone's opinion, not only the other presenters, but any of our participants that have joined us today.


so let me get all this to that point and i'll meet you back here to talk about the ruffle okay yay there she is in all her glory this is how the facing looks she's done okay so let's talk about this ruffle the ruffle in the pattern is actually the very last two steps which i didn't really see the point of that um especially since the bottom of the skirt is already done so let's just go ahead and get the ruffle let's just get that out of the way now because this sleeve is going to be something else um so while these are flat this is my little hem tip that i give in every sew along that i do but i'll take the flat ruffle and i will go it to my iron and i will go ahead and press up the seam allowance pressing up to the 5 eighths and then again up to the one and a quarter so i'll do that flat on all of these pieces i'm not actually going to sew them down yet but i'm going to go ahead and do like a pre press um to get them nice and crisp and then after i sew my vertical seams then i'll come in and actually stitch down the hem we could already do the gathering seams too i don't see why not so um press up your hem put in your two rows of gathering stitches do your vertical seams stitch the hem okay so lots of work to be done here um and at the iron and at the machine so just get after it and one side will be anchored once we do our vertical stitches so you just rinse and repeat that on all three panels and then sew them however you're finishing your seams i'm going to do french seams on mine um and then i'll meet you back to show you how to attach it to the skirt jump scare you guys are still watching the same sew along even though what is happening right we went from flowers to animal print well i made the worst error you can make as a youtuber and i thought i was filming and i wasn't so my dress um is done the the ruffle is completely done like i sewed the whole thing up thought i was filming and i wasn't so i decided you know what when life gives you lemons make lemonade and or make the same exact pattern in you know some really fun print um i actually don't have enough to make the whole bodice so this is going to be a skirt so it'll be a lot of fun anyways bear with me it's been a day okay i told you all the things that went wrong during this so along specifically you would be shocked it all when it rains it pours right okay but um some things to note one um you will have a center back seam okay you'll have one on yours i don't have one on mine but you will have one um and then you will not have a center front seam okay i can you tell i'm just trying to make it work so according to the pattern we are going to line up our one of our um one of our ruffle seams your ruffle should be completely hemmed and you should have your gathering stitches at the top and we are going to line up one of these vertical seams with the center back of our dress and they're going to go right sides together so one of them goes on here like this and if you guys are sewing like normal and not doing french seams oh yeah i did french seams on this one too don't you worry um you are going to do them right sides together like this and then there are actually there's a dot on your center what is it called front side side front side piece this little dot right here at the hem that is where the other two vertical seams of the ruffle so i marked those with a little notch right there okay so that's one notch and that is going to be matched up with my other vertical seam of the ruffle like so and then the third one as you come around will be on the other side piece right here okay so that's where this vertical seam goes it looks like we're gathering up about 12 inches into each section but i do love how they do it this way they break it into three they make it totally manageable um that pin must have been hit by a machine needle okay so um they broken it up into three so it's just like a lot more manageable to get your head around all of this gathering so you have this whole big piece here and this is your bodice i'm sorry this is the top part of your skirt this has to fit into here so you come over to where your gathering stitches are you pull up your basting stitches so grab your um bobbin threads pull up your gathers like so and all you have to worry about doing is gathering this one section one third of your ruffle and your skirt so you're pulling it up until they're a roughly one to one and i will pull all of these to one side like this i mean maybe a little bit more where are they all of these to one side like so okay that feels pretty good and then i'll take those threads those bobbin threads and i'll start wrapping them around this pin just to hold and anchor that in place because when we do in some more finagling with this piece and i don't want it to get stretched out i don't want to lose any of the gathers that i put in so i just wrap it around like a figure eight a couple times and now that's locked in place so now i can focus solely on spreading out these gathers and making sure they are distributed evenly throughout this skirt so i'll do like a little bit and then make sure that the dress is nice and like taut and then i'll put in a pin and then i'll do a couple more inches of the gather making sure it's just as even as the last part and then i'll put in a pin and you just go around all the way until you get all three sections completely gathered up into each out into each other go to the machine surge around it at your five or sew around it at your five eighths seam allowance and then finish your seams however you normally would and tada with the help of youtube you have a finished ruffle and skirt combo told you i had done it um so this is what it looks like on the inside you come in here and you pull out your uh basting threads this one was easy to do because i use that orange thread i don't always do that but sometimes and um yeah just come in here and clip your threads then we have basically a sleeveless dress okay and the next video will be our last video of the sewing where we will work on these super super fun sleeves pray for me to go smoother than today's video did um but it is really really cute you should be able to try the whole thing on now be a little careful that you're not stretching out your arm size but you should be able to try the whole thing on give an idea of the length um of the full fit and then the sleeves are just the icing on the cake all right so that's it for today good luck with your ruffles um you don't have the added element of filming so you should be just fine um and i'll see you all very soon


Hello, I welcome you all once again to my channel Explore Education and I am Dr. Rashmi Singh, Assistant Professor, Department of Education, S.S. Kanna Girls Tree College, University of Allahabad. It is my email ID and the lecture will be very useful for various teaching examinations because theories of motivation is a very crucial and important and you can say common topic of all of the competitive examinations. Okay and today I am going to discuss Hedgeberg's two-factor theory of motivation. It is also called as dual-factor theory and many more names. So, let's start Now we are going to talk about the principles of Prerana. We have talked about the principles of Prerana in two main approaches. Content theories and process theories. Content theories can also be referred to as need theories. Need theories means that it tells us what are the needs and the drives for which a person is motivated to achieve his goal. We have read four types of content theories. Maslow, Elderfurb, Hurjburb and Macklellan. In which we have read Maslow, Elderfurb and today it is the turn of Hurjburb. After that when we will cover Macklellan, our content theories of motivation will be completed. So let us know what are the two main principles of Hurjburb. Frederick Hurjburb, his name and his two collaborators. His two friends, Mosner and Cinderman, developed the Motivation Hygiene Theory. His theory is two-factor theory, dual-factor theory, dual-theory. Motivation Hygiene Theory is known as Motivator Hygiene Theory. In their book Motivation to Work, he wrote the book Motivation to Work and in that he mentioned his Motivation Hygiene Theory. Influenced by Maslow's hierarchy of needs, the theory that we read to Elderfurb was his condensation. He was based on Hurjburb, Macklellan is its extension. That means all theories of motivation are based on Maslow's theory. That is why Maslow's theory is very popular. Influenced by Maslow's hierarchy of needs, many management professionals recognize Hurjburb's theory of motivation in the book Placed from his article, he wrote one more time. more time, how do you motivate employee? One more time, how do you motivate your employee? I mean, this was an article in which he mentioned his motivation-hygiene theory. Like Maestro, like Maestro, this theory came around 1960-1960. A time when the culture believed that people were mostly motivated by money. I mean, this was a time when it was believed that people are only interested in money. I mean, money is the reason that can motivate them to complete their work. Every time, they rebuked this traditional idea. They opposed this traditional idea, believing that it was actually the content, not the context of a job that caused satisfaction. It was mostly the satisfaction of the job and dissatisfaction of the theory. How does the employee get satisfied and dissatisfied? What does the employer do? What will happen to the employees who are highly motivated? Their productivity will increase, their benefit will increase, their profit will increase. That is why all the work is being studied. How do you motivate the employee, the student? But mainly because this is related to the job and workplace, that is why this is related to the employee. But being a student of educational psychology, psychology, you have to know about this thing. Okay. So, they said that the content is more meaningful than the context of the job or workplace that creates satisfaction. Do you know what else? Hudgeberg's Motivation Theory Model goes by a number of different names. It is known by many names. As I told you, it is known by the name of two-factor theory. It is known by the name of Hudgeberg's Motivation Hygiene Theory. It is known by the name of dual structure theory. Hudgeberg's theory of Motivation tries to get to the root of Motivation in the workplace. What is the whole root of this theory? What is the whole root of this theory? We have to find out how the employee who is going to work, who is a worker, should be motivated in the workplace. One can leverage this theory to help you get the best performance from your team. Meaning, the managers, the professionals, the employers, they should definitely tell them about this theory so that they can know how they can keep their team in a highly motivated condition. The two factors identified by Hudgeberg are Motivators and Hygiene. And one of the two factors that they have identified is Motivation or Motivator. And the other is called Hygiene. This theory argues that job satisfaction and dissatisfaction exist on two different continuances. Look, this is the most important thing to pay attention to. Each with its own set of factors. Generally, we believe that dissatisfaction and dissatisfaction are on one pole. If we are satisfied on one pole, then dissatisfaction is on the other. But they said that job satisfaction and dissatisfaction are different things. Both are on a different continuum. Different categories make us dissatisfied, different categories make us dissatisfied. This runs contrary to the traditional view of job satisfaction, which was its that job satisfaction and dissatisfaction are interdependent. First of all, we believe that job satisfaction and dissatisfaction are on one another. They are interdependent. On one another, they have a negative attitude. They have a negative attitude. So, they said that job satisfaction and dissatisfaction are on one another. First of all, they are not on one pole. They are on a different continuum and different factors that influence them are responsible for them. And let's move on. Hudgeberg and his collaborators investigated 14 factors. 14 factors are looking for them, relating to job satisfaction in their original studies. They started in Mools, Adhyay and House, and they found that 14 factors are responsible for job satisfaction. Classifying them as either a high-genic or a motivation factor. They kept some of that in a high-genic or a co-motivation factor. I mean, a lot of the workers and employees discussed about their job, about the things that satisfy them, whether they are dissatisfied with their job. And while talking a lot, while doing research, they did the same. Motivation factors increase job satisfaction. Now, what are motivation and hygiene factors? Motivation factors are saying that increase job satisfaction. Meaning, if we have a motivation factor in our workplace, then we are satisfied with our job. While the presence of hygiene factors prevents job dissatisfaction. Why is the hygiene factor important? Because it prevents job dissatisfaction. That is why two cars are also required. Motivation and hygiene, if job dissatisfaction were on the same pole, then it would have been the same type of work. If they were on the same pole, then we would have been satisfied with the job. If they were not, then we would have been dissatisfied. But this is not the case. They are saying that there are some factors that satisfy us with our job. If we are dissatisfied with our job, then we would have been dissatisfied with the job and the hygiene factor would have been on the same pole. In his theory, the same plane of husband and wife claims these factors function. In other words, dissatisfaction and dissatisfaction are not polar opposites. I have told you that they are not on the same pole. Taking away an employee's dissatisfaction, for example, by offering a higher salary does not necessarily mean the employee will then be satisfied. The employee is just no longer dissatisfied. I mean, they are saying that the first thing is not on the same pole. It does not mean that if we are dissatisfied, then we are dissatisfied. It is not that we are dissatisfied then we are dissatisfied. Both are different continuos. They are saying that if we offer a higher salary then it does not mean that the employee will be satisfied. It just means that he is not dissatisfied. This means that the satisfaction and dissatisfaction are not on the same pole. They are responsible for the satisfaction and dissatisfaction. They are responsible for the dissatisfaction. It is not that if we are dissatisfied then we will be dissatisfied. Because there is no dissatisfaction on the same pole. It is possible that we are dissatisfied but we are dissatisfied. And dissatisfaction means that dissatisfaction and dissatisfaction are not on the same pole. They are different continuos that make us dissatisfied or dissatisfied. If we study further, it will be clearer. They are saying that the presence of the motivation factor makes us satisfied about the job. The presence of the hygiene factor stops us from dissatisfaction. Both are important factors. It is different to say. The presence of motivators cause employees to work harder. If we have a motivation factor then we want to do a good job. Because we are satisfied with our job. They are found within the actual job itself. These are related to workplace satisfaction. It is known as workplace satisfaction. Like our intrinsic needs means that our intrinsic motivation and intrinsic need is fulfilled. Like we are getting achievement and we are getting progress. We are getting success. We are getting to know each other. We are getting to know each other. These factors allow employees to be content in their jobs. We are satisfied with our job. We want to promote growth and encourage employees to work harder. We are getting growth. We are happy with our job and we are ready to do a good job. When? When we have a motivation factor. We are getting achievement and recognition from the job itself. But what is the hygiene factor? These won't encourage employees to work harder. It is not said that employees should do a good job. It will cause them to become unmotivated if they are not present. But if they are not present, we will become unmotivated. Like hygiene factors are not present in the actual job itself. It is not in the actual job. It is around the job. We get a job in a vacuum. We get a peer group. We get our manager. We get our bosses. We get our friends. We get our younger people. And we are making a dissatisfaction. These must be present in the workplace in order to prevent dissatisfaction. This factor should be present so that we are not dissatisfied. Hygiene factors are extrinsic needs like pay grade, workplace, policy and relationships with their peers. These are extrinsic needs while the motivation factor is intrinsic. We don't need to get money for achievement. We don't need recognition It is not necessary that we get money for it, but if we get achievement and recognition, then we are happy. We are satisfied. But extrinsic need is also necessary. For example, if the pay grade is not good, then no matter how much recognition you get, you will not be able to survive there. Or if you are completely worried about the workplace policy, then you do not want to do good work. But if the workplace policy is good, then you will not be dissatisfied. And relationships with their payouts. If you do not have good bonding with the people, then it will be difficult for you to work there. This concept. Now you will understand from here what is a motivator and what is dissatisfied. Look, the important thing to satisfy or motivator is to make us do good work. For our motivation, like performance and achievement, we are getting recognition, our job status is good, we are given responsibility. There are opportunities for our advancement, we are getting growth and work itself. All these factors are necessary to satisfy us. Improving these factors helps to increase job satisfaction. If we get these factors, then we feel dissatisfaction towards our job. But dissatisfaction. What are these hygiene factors? What they are saying is that if they are not, then we will be dissatisfied. That is, their presence is necessary to stop our dissatisfaction. Like salary. You are getting very good achievement, but if you are not getting good salary, then it will be wrong. So salary should be good, working conditions should be good, physical work space where we are working should be good, this should be airy, there should be the condition of electricity. Relationship with colleagues who are going to sit with us, who are going to work with us, how is our relationship with them. Relationship with supervisor.  Quality of supervisor. How are the policies of that company, of that organization, of that institution. Okay, so now you must have understood what the satisfactor is doing. Sorry, what is the hygiene factor? What is the motivator? The motivator is that we need to satisfy our presence. And hygiene factor is that we need to not dissatisfy our presence. Okay. We can make 4 decades. Once we are high hygiene and high motivation factor. Second, high hygiene is low but motivation factor is low. Third, high hygiene is low but motivation factor is high. Fourth, low hygiene is low and motivation factor is low. So high hygiene and high motivation is the most ideal condition and low hygiene and low motivation is the worst condition. Look, what will happen in high hygiene and high motivation? This is the ideal solution and the one which every manager should strive for. All managers will want their employees to be highly motivated and do good work. Here all employees are motivated and have very few grievances. They will have very few complaints. But if there is high hygiene and low motivation, high hygiene means salary increases, our policy is very good, our colleague has a very good relationship with us, our supervisor has a very good relationship with us. But we do not have recognition, we do not have advancement, we do not have growth, we do not have opportunities. So what will happen? In this situation, employees have few grievances but they are not highly motivated. I mean, we have very good salary. But still we do not feel like doing something good. Why? Because we do not have advancement, we do not have intrinsic need. An example of this situation is where pay and working conditions are competitive, but the work is not very interesting. Second is the opposite. Low hygiene and high motivation. I mean, the salary is not very good, our workplace environment is not good, our boss and our relationship is not good, our peer group is also not good, but we have advancement, we have opportunities, we have growth, we are getting achievements, we are getting recognition. So what will happen? In this situation, employees are highly motivated but they have a lot of grievances. They are very motivated, but they have a lot of complaints. A typical example of this situation is where the work is exciting but the pay and conditions are not good. Then low hygiene, low motivation. We do not have good salary, we are not motivated. This is obviously a bad situation for an organization or team to find itself in here. Employees are not motivated and the hygiene factors are not up to scratch. Okay. How to use this model? How to use this model? What do we have to do? We have to remove the job hygiene stressors and increase the motivators. So the first point will be to eliminate job hygiene stressors. So what to do? Rectify pity and bureaucratic company policies. If the policy maker is wrong, you can change it. Ensure each team member feels supported without feeling micromanaged. That is, every team member feels that it is a part of the group. You can do this by using servant leadership or a democratic leadership style. So the managers who will follow this type, then this is possible. Ensure that salaries are competitive within the industry. That is, the salary should be good. Ensure there are no major salary disparities between employees doing similar jobs. If there are employees who work like this, then there should be no difference in salary. To increase job satisfaction and status, aim to construct jobs in such a way that each team member finds their job meaning. That is, every person feels that there is some meaning to their job. If we do this, then we will remove the hygiene stressors. Because they are all hygiene stressors. So dissatisfaction has stopped. Now what should we do? Increase satisfaction. Boost job satisfaction. Once you have removed hygiene stressors, the next step is to boost the job satisfaction of each team member. Now we have to boost job satisfaction. How can we do this? Job enlargement, job enrichment and employee empowerment. How to enlarge it? It means giving a team member a greater variety of tasks to perform.  Job enrichment. Enriching a team member's job by giving them more challenging and complex tasks to perform. Give them more challenging so that they are more motivated. Their intrinsic needs are fulfilled. And employee empowerment. Means delegating increasing responsibility to each team member. If you give responsibility to each team member, they will want to work better than themselves. So how can we utilize the model of HRJBAR in our workplace among our employees so that we remove stressors and increase the motivators. Limitations of the day. Despite this, it is very good. You must have understood it. It must have been interesting. There are some benefits. Like, the theory only applies to white-collar workers. That is, the white-collar job can only be applied to them. Because they have such a sample. If they have done it, it cannot be representative of the entire population. It does not take an individual situation or perception into consideration. It does not take any individual or individual difference to satisfy their job or dissatisfaction. They did not take that into account. The theory focuses on improving employee satisfaction that does not necessarily translate into increased productivity. That is, if we are highly motivated in terms of productivity, there is no objective way to measure employee satisfaction within the theory. Two-factor theory is subject to bias. For example, when an employee is satisfied, they will give themselves credit for that satisfaction. That is, there is no objective way to name it. There is also a bias. That employee is satisfied. Why is it satisfied? It is important to tell you if you want to ask it. It will say that if we tell it for our intrinsic need, there is no validity. Then summary. How can you summarize? Hygiene factors will cause an employee to work less if not present. Hygiene factors do not want to work less if it does not get a hygiene factor. Whereas motivating factors will encourage an employee to work harder. But if motivating factors are there, they are helpful. So what do we have to do? To use the theory within your team, start by getting any hygiene issues resolved. We have read that we have to remove hygiene stressors and motivate them. Once you have done this, you can boost motivation by putting in place as many motivating factors as practical. If we do this, it means that our employees will be motivated and satisfied on the workplace and we can assume that they will increase productivity. Done. Okay? It is very interesting. If you think about it, it is very good to know when we know a new concept or a new theory. And you should utilize it. Apply it to others. Tell them that this is also one way. So I have covered one more theory. And thank you all. And don't forget to like and subscribe my channel Explore Education. Okay? Done from my side.


All right, so let's take a look at an algorithm for reducing lattice vectors known as LLL. This is after the names of its three inventors, Lenzer, Lenzer, and Lavage. And so this is a reasonably efficient way of finding a reasonably orthogonal basis for a lattice. And conceptually, the algorithm consists of two parts. One, we're going to reduce a non-basis vector, our working vector, by subtracting integer multiples of our current basis vectors. And then we have to decide whether the working vector is going to be the next basis vector, or whether it should replace the basis vector immediately before it. So the decision of whether or not to replace a basis vector is based on the Lavage condition. Roughly speaking, what the Lavage condition does is it determines whether our working vector is big enough to be the next basis vector. And a little bit of preliminaries here, we need to keep track of two sets of vectors. We need to keep track of our current set of basis vectors, and we're trying to reduce this to a nearly orthogonal set. You might think about this set as being a provisional set of basis vectors. And then we also need to compute the set of orthogonal basis vectors that we obtained using the Gram-Schmidt reduction. And we also need to keep track of K. This is the number of the working basis vector. This is the vector that we're actually working to reduce at whatever instant we are in the process of applying the algorithm. So here's the issue. We have a bunch of basis vectors, and we are working to reduce this vector vk. And we have our first few basis vectors. We can think about these as our provisional basis vectors. And we want to reduce this vector vk, and we apply whatever technique we have. We're going to work in the expected fashion. We're going to subtract integer multiples of the previous basis vectors from our working vector. And then at the end of it, we now want to consider these last two vectors, this vk, our current value of our working vector. Again, this is not what we started with, but this is what we end up with after we've subtracted our integer multiples. And then we have our most recently added basis vector vk minus one. Now if there were only two vectors, then we might need to subtract some multiple of the new vk from the old vk minus one. That's our Gaussian reduction. So this requires swapping these two vectors, vk minus one and vk. Now since we have a new vk minus first vector, we then need to go through the entire process once again, this time trying to reduce vk minus one as our new working vector. And so here's the crucial question. When do we want to swap those last two vectors? And that's where the Lavash condition comes in. The decision of whether to swap is based on this Lavash condition. And so here's a reminder. We've also computed the Gram-Schmidt reduction. And so let vk be our working vector, and we're going to define this quantity mu k minus one to be the dot product of vk, our working vector, with vk minus one star. That's the k minus first orthogonal basis vector that we found in the Gram-Schmidt reduction. For vk minus one star, vk minus one star, that's the magnitude of vk minus one squared. So the Lavash condition is then going to be evaluated as follows. If the magnitude of the k-gram-Schmidt vector squared is greater than or equal to three quarters minus this mu squared times the magnitude of the k minus first Gram-Schmidt vector squared. Then vk is an acceptable basis vector, and I can move on to the next vector. Otherwise, I'm going to swap and make vk minus one the working vector. Roughly speaking, the Lavash condition is a size condition. It makes sure that our next vk, our next basis vector, is maybe a little bit larger or so than the preceding vector. Very roughly speaking, this is what it does. Well, let's see how that works. So we've already solved this problem using Gaussian reduction. It would be nice if we got the same answer using the LLL algorithm. So we can see how that's going to work. We're going to choose one of those as our first basis vector, and we'll reduce the second vector. So let's choose 2L137 as our first basis vector. This is the vector we're trying to reduce. So we start by finding the Gram-Schmidt orthogonal basis, and how that works. Well, we'll pick one of our vectors, this one, as our first Gram-Schmidt vector, then we'll reduce the second vector by the Gram-Schmidt process. So that's going to be the second vector minus the projection onto the first vector times 2L137, and that works out to be approximately this as our second vector. So we have our first Gram-Schmidt vector. We have our exactly up-to-rounding orthogonal vector for V1, and there's our Gram-Schmidt basis. Now I want to use V1 to reduce my working vector. So I'm going to take my working vector. I'm going to subtract the rounded dot product, and that gives me 41. And that's now my new vector V2. Now here's an important thing for future reference. It doesn't matter now that we only have two basis vectors, but it'll make a difference in the future. The coefficient here is computed based off of the Gram-Schmidt vector, but it's being multiplied by the lattice vector. Now with just two basis vectors, the Gram-Schmidt vector and the basis vector for the lattice are the same vector, but as we'll see when we look at a three-vector example, they are going to be different. So that's something to keep in mind for future reference. All right, so we've computed our second basis vector, and so now we check the Vash condition to see if we like this or whether we should switch. So we'll calculate our magnitude, magnitude again of the Gram-Schmidt basis vector. The magnitude of the Gram-Schmidt basis vector, the dot product of the new basis vector with the Gram-Schmidt basis over the magnitude squared of the Gram-Schmidt basis vector. And then we'll calculate three-quarters minus mu squared, 0.713. And then I'll check is this greater than or equal to three-quarters minus mu squared times the Gram-Schmidt basis, and it's fairly easy to see that that's not going to be the case. And what that tells us is we need to swap our V1 and V2 vectors. So we'll make that swap, and then again our new V2 is going to be our working vector. So I'll try to reduce the second vector. I have to apply the Gram-Schmidt reduction. So again I'm going to make my first Gram-Schmidt basis vector the first vector, and I'm going to make the second Gram-Schmidt vector. Again, that's going to be my second vector minus the dot product minus the projection. And again, that's going to give me an approximate value of that. And again I'll use V1, my first lattice vector, to reduce my second lattice basis vector. And so again, this is going to be my second basis vector minus the appropriate dot product. Again, this vector here you should keep in mind that's actually our first Gram-Schmidt basis vector. This vector is actually our first lattice vector. And again, these vectors here, that corresponds to the square of the magnitude. Again, that corresponds to the actual Gram-Schmidt basis and not the lattice. Again, in two dimensions these vectors are the same, so it doesn't make any difference. But in three or more dimensions it will make a difference. So I'll compute that, and it works out to be my second basis vector is going to be 132. I'll compute the Lavage condition, magnitude of the Gram-Schmidt basis, magnitude of the Gram-Schmidt basis, dot product, working vector, Gram-Schmidt basis, Gram-Schmidt basis, Gram-Schmidt basis, point out 4.5, my lambda condition. And again, we check the Lavage condition. The magnitude squared is not greater than or equal to 3 quarters minus mu 2 1 times this. So again, we should swap our two basis vectors and continue. So again, we'll take our first Gram-Schmidt basis vector to be the first vector, and I'll apply the Gram-Schmidt reduction to reduce this one. So again, that gives me my two Gram-Schmidt basis vectors. And I'll use my first lattice vector to reduce my second lattice vector to 41, and V2 remains 41, checking the Lavage condition. And I find that my Lavage condition is satisfied when I look at the square of the magnitude. It is greater than 3 quarters minus mu squared times the square of this magnitude. And so that would say I could move on to the next basis vector, except there's only two basis vectors here. So that means we're done, and this is going to correspond to our reasonably orthogonal set of basis vectors for the lattice.


every human being has a deep deep deep inner call to bend and the bending is not just in the physical like kneeling in the church it's in the emotional it's in the tears of joy in that bending the tears that flow in that moment when the whole system is in surrender surrender to what to life itself to the truth of this existence whether it's soul or truth or source or it's the experience of the entire system of the materiality of the emotions of the thoughts of your entire creative ability it's about being in that eternity state with life itself the truth of this living


This is stock number AT126B, we are here at Summit Automotive in Fond du Lac, Wisconsin. Your Jeep Wrangler headquarters. Today we are checking out this super clean 2011 Jeep Wrangler Unlimited Rubicon. This vehicle has a 3.8 liter V6 motor. From this HD video you will be able to tell that this Jeep is extremely clean all the way around considering the miles on it. No dents or dings in the front bumper, very nice. Front fender is in excellent shape, I didn't see any scuffs on that. And it has BF Goodrich mud terrain tires. These are LT25575R17s and the front tires are brand new on this Jeep. You can see the frame and under body is in really nice clean shape as well. This is the painted alloy rims, they kind of remind me of the mountain edition. Had those gray painted rims just like those. Passenger side rim no scuffs or scrapes. We shoot all of our videos in 1080p's so if you have HD capabilities on your computer tablet or smartphone device turn them on right now because it's like you're right here looking at the Jeep with me. On this side of the vehicle very very clean, see just how glass like and mirror like that paint is. We take these HD videos so if you are far away or even if you're close by and you just cannot make the trip down you can still see the Jeep, hear the Jeep and have confidence in the vehicle that you're looking at before you even get here. See the back rim is in excellent shape, I didn't see any scuffs or scrapes on that. Looks like the back brakes are brand new on this Wrangler. And the back tires look like they have about 50 to 60% of the tread left. Frame and underbody, very clean on this ride, it's like that all the way underneath. Does have the rock rails on it which is part of the Rubicon package. Now really the only imperfection on this Jeep is there is a little dent on that rear bumper otherwise for the most part this bumper is in pretty nice condition but looks like it just got backed into something there. But other than that this thing is in excellent condition, back rim has a matching rim on the back, has a towing package which includes receiver hitch and four pin wiring. Back storage area is in excellent shape as well. This one does have the Alpine sound system with the Infinity subwoofer but back storage area very clean. Underneath here is even more storage and then you have your holders for your roof and door hinge bolts. Those seats do fold down for extra storage and you've got three bolts on this side, three bolts on this side that hold that hard top on and then one on the top on each side. So a total of four to get that rear hard top off. See that rear gate shuts nice and solidly and as you go around to this side of the vehicle, just as clean as a passenger side, can't get over how mere like that paint is very nice condition. It does have the mud flaps which if you've ever done the Wrangler they're pretty nice to have.  There are no rips or tears on these seats it does have the driver's seat height adjuster. We've got factory floor mats throughout, power windows, power locks and of course the Rubicon comes with the sway bar disconnect and the axle lock. Inside you can see that this Wrangler does have 88,636 miles, has an outside compass and temperature display, leather wrapped steering wheel and cruise controls on the right side. You've got radio controls on the back of the steering wheel and as you do of your radio right here, you get AM, FM and serious satellite radio capabilities on this vehicle. Also has a stability track, downhill assist control. This is an automatic transmission four by four shifter on the floor. There are your power windows. Passenger seat is very clean as well no rips or tears on that and the front rough pieces are in nice shape as well. Take a quick look at the back seats and then we will check out under the hood no rips or tears on these seats back here. Very nice condition that has latch child safety system for your car seats, factory floor mats throughout and these seats do come down for extra storage which is a really nice feature if you've got a whole bunch of extra stuff and they fold up like so nice and easy and we have factory floor mats back there as well. Take a quick look under the hood, 3.8 liter V6 motor. This was the predecessor to the V6 Pentastar. It was a really good motor for Dodge Jeep and Ram in the years that they had it. You can see that the engine bay is very clean, runs very smooth. This Jeep has been fully safety and inspected by our Chrysler certified technicians as a fresh oil and filter change. All the fluids have been checked and topped off. The vehicle has been gone through 100%, brand new rear brakes, looks like brand new front brakes as well, so brand new brakes all the way around and this Jeep is 100% ready to go to see more pictures of it or one of our other 400 new and used cars, trucks, SUVs, minivans, wranglers, you name it we've got to go to our website www.summitauto.com. Full pictures and descriptions of every single vehicle on our lot, videos of every single used vehicle that we have all at www.summitauto.com. Thank you so much for checking out the video. If you like this one, want to make it yours, give us a call right now<PHONE_NUMBER>. Ask for one of our sales associates to make this Jeep yours today. Once again that number is<PHONE_NUMBER>. Thanks for checking out the video. If you want to check out more go to www.youtube.com. Remember to like, subscribe and share on this video and all the videos on there. In fact, a second you'll see a link to subscribe to our YouTube channel on your left. A link to more Wrangler videos like this one on your right and if you haven't been to our website on the bottom, a link to this vehicle on our website, click that, click those, check us out and we really look forward to helping you with this Super Clean 2011 Jeep Wrangler on Limited Rubicon. Thanks again.


Personalized learning really begins in kindergarten, and it may even soon begin in strong start where we will be attempting to identify where children may have some barriers to learning because it's very important to pick those up early so that we can remediate them early when the growing brain is able to make those changes. But really what it is, and I saw this very graphically in Revelstoke school district, the district there and the superintendent in particular know all of the children. They know any challenges that those children may have in respect of reading, writing, numeracy. And the superintendent works with principals, vice principals, works with teachers, works with the education assistants to, for each of those children, have a strategy to remediate any challenges that they may be facing in learning. So with personalized learning, it's picking things up early, it's having a strategy to remediate any learning challenges they may have, then as they get into the secondary years and into the adolescent years, allowing them to more fully explore the community and the world around them, because it's at that time that students really want to reach out and think about what they may do in their future in our world.


Don't run these on the car for this one. 20 times for the last of them. What do you need? Go ahead, take my phone and take our truck.


And hockey wasn't the only activity that was held on ice over the weekend. The Bemidji J.C.'s held their annual Burmidgee Plunge in conjunction with Hockey Day Minnesota activities. The air temperature at the time of the first jump was seven below zero, making the 27-degree water temperature feel quite refreshing. Hockey fans gathered as 57 participants plunged into the water all in an effort to raise funds for two local organizations. Organizers say the partnership with Hockey Day raised excitement for the event, and it was a true community effort. So everyone that's helping with this event today are sponsors, are volunteers, are jumpers. They're all helping to support these two great organizations to donate to. And we're just really excited that everyone has come together on that. The two benefactors from the Plunge are the Bemidji Community Food Shelf and Northwood's Habitat for Humanity. AJ Feldman will have more on Hockey Day Minnesota Saturday's action coming up in sports. If you enjoyed this segment of Lakeland News, please consider making a tax-deductible contribution to Lakeland PBS.


In this video, we'll look at how we can classify different kinds of enthalpy, and then try out a few calculations that combine stoichiometry and enthalpy. Before we explore how to calculate enthalpies, it's worth doing a quick classification. Every single chemical reaction that occurs has an enthalpy of reaction, a change in energy as the reaction occurs. This is because if a reaction is occurring, then somewhere bonds are being broken, which absorbs energy, and made, which releases energy. Usually, the enthalpy will be expressed in kilojoules of energy released or absorbed per mole of reactant. Because we can classify different kinds of reactions, we can also classify enthalpies for these reactions. For instance, if you're measuring enthalpy for an acid-base reaction, in which the acid and the base neutralise each other, you would call it an enthalpy of neutralisation. And if you're measuring the heat released when fuel is burnt, you would talk about an enthalpy of combustion. These two examples can also be classified simply as enthalpies of reaction, because they are chemical reactions. However, we have some other enthalpies that are not so obvious. When a substance is dissolved in a solvent, there is an energy change associated with that too, since as the solid dissolves, the bonds that hold the atoms or molecules or ions in a solid are broken, and new bonds are formed with the surrounding solvent molecules. Most enthalpies of solution are fairly small, and you don't notice them on a day-to-day basis, but there are some compounds which have large enthalpies of solution and can produce or absorb a lot of energy. Lastly, there are enthalpies that relate to physical processes rather than chemical processes. These enthalpies are sometimes called latent heats. When you melt a solid, the attractions that hold the molecules in solid form have to be broken, so the molecules can move freely as a liquid. This requires energy. In the opposite direction, when a liquid freezes, energy is released as the attractions are forming between molecules and they're locked in place as a solid. This means that melting is an endothermic process. It needs energy to be put in. Think of warming ice up to melt it. And freezing is an exothermic process. That freezing is exothermic may seem counter-intuitive because we put things in the freezer and make them cold in order to freeze them. But in fact, the very purpose of making them cold is to suck out that heat from the exothermic process so that the molecules can form the bonds.


Good morning everybody, I'm Tommy O'Brien, coming to you live from TfN Headquarters in St. Petersburg, Florida, 10am Eastern time on Thursday, 30 minutes into the trading day. We got markets starting off slightly to the negative. Dow Jones negative 13 points, trading a 27,206. S&P is right now negative by about 3, trading a 29,81 Nasdaq, negative by 18 points, trading at 81,66, and you got the Russell 2,000, negative 2 points, trading at 15,48. As we start things off, we're going to jump over to the VIX this morning, check out that volatility index, a little bit of negative action in the market yesterday, seeing some VIX action to the upside, 14,11 currently in that S&P volatility index. Start things off, let's jump over to the futures markets, we'll start it off with the Dow, got a little bit of volatility right around the opening bell this morning. We pull back from about 830 until right till the opening bell at 930, we're getting a bit of a pop from about 27,140. We just peaked above 27,200 briefly in the Dow futures, currently trading 27,186. Nasdaq 100, trading higher for most of the overnight session after pulling back hard, and that is right into the close and then further, you have Netflix earnings out, disappointing greatly, you have Netflix down more than 10% right now, that weighing on most of the indices, 78,85 in the Nasdaq 100, S&Ps trading at 29,83 currently, crude oil contract pulling back a bit, still over 50, I was going to say over 57, no, we're under that level from the last hour I was doing this, we were just sitting at about $57, currently trading 56,14. You got the gold contract, trading at 14,19, made it all the way up to almost 14,30 last night at about six o'clock, excuse me, in Euro US Dollar, trading 112,18. As I mentioned it, Netflix earnings last night, disappointing they're down more than 10% that global net ads, 2.7 million subscribers, they were looking for 5 million subscribers, also lost 100,000 subscribers in the US. It was expected to gain over 300,000 and Morgan Stanley beats on profit estimates as rising stock benefit, wealth management and fund divisions and to get over to those two stocks started off with Netflix, there you go, quite a drop, it's paired some of those losses from 314 to 323 but down 10% and Morgan Stanley bouncing a bit 43,88 up about a quarter percent. Stay tuned folks, come back at 10 o'clock with Tom, we got natural gas inventories at 1030, live programming after that all day at TFNN, every Thursday.


We want to shape our 1000 here and today we've got a mystery box Wasn't sent to us, but it's an absolute mystery for real. I kind of know what's in it, but I don't know why or what for or All right, let's get into this. Okay, so the mystery is This It says vet cluster on this side no hair on this side it says vet cluster if you guys don't know what a cluster is it's Like your gauges and your spinometer and all that that's what a cluster is it's for a vet and It was shipped to her dad. I Don't know if there's a date on here. Let's see if we can find a shipping date, but This address is no good anymore. So trolls have fun Say 21 61 it cost to ship it five pounds 2015 November 6th of 2015. Hmm. So We don't know Why he would have to order a cluster Was he driving the car then? 2015 off and on so I mean When I had it started up A few years a couple years ago It looked like the cluster was working. So I don't know why he would have to order another cluster unless he You know wanted an upgrade. So that'd be kind of cool. This box has been open. Okay. Has been open. Yeah, resealed So will you know what I think of them here? What? The old one so maybe he put a new one in and this is the old one probably okay Yes, so yeah, it has been open. So well, let's see and you retaped it and kept it for now For when anyway to me it's mystery. We like this kind of stuff Of course, I didn't know it wasn't I thought it wasn't open at all But yeah, yeah, I looked at the tape and it looked like it And he retaped it No, you know what this is never been used. Oh, no, is it new? Oh my god poppies. No, it's been used You popped it poppies it has been used, but why did he have to change this? I don't know. I mean, I have no idea So yeah, it's been used. I can see that. Well, you know, it came from eBay So maybe it was used from eBay But why this is isn't this the same cluster that's in there? I don't know. I have no idea. I think it is So was there an issue? Maybe the one that's in there is a new one See, it's a mystery when you go getting this kind of stuff. Yeah, it looks all rusty. Okay, but You know, I mean, you don't just change these things willy-nilly for no reason Drive by! I didn't even do it! She jumped I have not, the only thing you could do is ask my mother that would be and she may not even know She probably don't even know. I mean She'll make something up before you know, I mean, she don't know about this kind of stuff No, she doesn't. She said he was always ordering stuff for that car. She didn't know about it.  Let's go out to the vet Same room How could he get another? I don't know It was changed for some reason So this might not be a hundred thousand mile car after all unless this one's brand new Well, it can't be because this one's reading like a hundred and some thousand Like a little over a hundred thousand is what this one This car reads on mileage So if so He would have had to put a hundred thousand miles on this if this was a brand new cluster You see what I'm saying And I know he didn't do that So if it's used or how do you sell these used with the miles on them? You can sell them. It's not illegal. You just got to reflect it on your title if you go to sell the car mileage may not Be accurate. Yeah See it's the same thing. Yeah, so that's this One of these I would say since it was open. I would say this one came out of this car And that one's one he replaced This one with so this might not be a hundred thousand mile car. It might only have 80 thousand miles on it You see what I'm saying Because what's showing on that when you turn the key on What's showing on that is reflecting out of whatever for a vat it came out of You see what I'm saying So what we could do someday for fun Is plug this one in and see what the modeler says on that and then we'll know the Then we'll know the real mileage of this car, right?  So You know this ain't a weekend deal here. We're gonna be working on it. We probably won't be driving this for about a year Yeah Six months to a year before we get to where we can just take it down the road But that's okay. We got time All right. Well back in the house we go. Okay. So it's still a mystery When and why I mean We knew it was shipped to him in 2015 So uh, November this year Will be seven years So we know it was open This one looks a lot more used than the other one, but the other one is reflecting 101 thousand miles or whatever um So You know why why was it changed?  That's it Once it goes down the road. We're good. Yeah. Well, I'm saying because you know, you You know, we can sell it for four thousand. You know what I mean? I didn't offer $3,500 If I fixed it and got it running You know that was wrong people Want something for nothing like that guy, you know Oh What? We got big trouble. Come here. I know. Did you guys see that in that last video? That's awful big trouble. Come here Like he's trying to screw you something.  I mean, look, I don't need to hear it. I don't care It's a project car People understand project means you have to do stuff to it. It's gonna need stuff It may need a tank. It may need a cluster. It may need a Shifting cable who the hell knows it's a project Buy it as is and that's it and then he's like Looks in there.  What the what? Come here. Yeah, he wasn't so bad after he pissed me off, was it?   I don't care. Even if there is I don't care You know That's why I said it's not up to me. It's like, you know, I was busy.  Yeah, I don't even want you can offer me five grand now It ain't for sale to you, you know now it's a matter of principle That was funny because I told him if you guys listen real close.   It doesn't cost nothing. So Yeah, all right guys. Thanks for watching Uh real mystery. Wait a minute He's fine A real mystery box opening because it's still a mystery Yeah Right. Yeah I have your cheek Somebody bit me Somebody remember you a bug. Oh, I think it was a mosquito and It's like right now It's huge I know but you should have seen her before turning camera on she was Touching it up with me. No, I put I put peroxide on it. That's why I'm sorry There's makeup there. Don't lie. No, I don't put makeup on it Never do that for a story. You get an infection. Hello Anyway, it's been a big mosquito Oh, that scared me. All right, let's get rid of the middle edge and go off for now mom Stop popping my poppers. Okay. I like to do that.   Yes That was an accident All right, Mikey says she's out for now y'all these things usually usually you can't pop these big No, you just they just leak. Yeah. All right. Okay I know Bye guys, come on. Bye


Hello everybody, I'm Evil Rabbit. We're here on a set of Corsa back in full recording form after last week, not really being able to speak because of a cut on the side of my tongue, but we're back in full recording fashion with probably one of my new favorite street cars, the Daku Side 180SX. This car's got a lot of amazing features. It looks great and sounds just as good. So a couple of the cool features about this car that I absolutely love is those infinity-style tail lights. Those things are super cool. They turn pink when you go on the brakes and it's just kind of an amazing, leek-cool-looking thing. And you guys know I run MSI, so I have on all my computer and stuff like that. So pink and blue or pink and teal is definitely a color for MSI. This car is loaded with pink and teal inside, as well as lights on the inside as well. So definitely a cool thing to see that on this car. It does have also interior strobe lights, which I don't know if we're gonna run with those on, as well as some headlight strobes, which of course, you know, teal and pink. And I believe it also has underbodies. It does, and those also strobe as well. So it's definitely a lot of cool features that this car has that are very fun and extremely cool. So we're gonna go full send on this. So make sure you guys follow me on all social media, I'll just find the description box below. I'll leave the link for the car down below. Let's go full send.  And we're gonna go first person and third person.  But first of all, that sound, that sound is amazing. Where else? That blow off valve sounds so good. Yeah, that happened. So coming back from a little hiatus, you know, we kind of, there's no damage, right? Nope, we're good. No damage. Okay, full send. So a little bit of a rough start to this car, but the sound of this car makes up for that.  Oh, this car is good. Like I said, I love the styling in this very, very awesome. And the sound of this car, you can't knock that sound. But just bang red line with this car, that thing sounds so good. Overall handling characteristics of the car is also quite nice. I believe it's on, like, full drift or best with garage tires and stuff like that. Full aspect of, gotta look it up fully, but it's so good. The styling of this car with all the little details and stuff like that with the lights and everything is what truly makes this car super cool to me, entire job there. Oh, all the turbo whistle. And each view has a different sound. That's why we're definitely running in different views because each view, you hear a little bit different of the car, as you hear more intake. Oh, man, I think I have tire wear on still. Probably should have turned tire wear off because we are just lighting the tires up now. Keep telling myself to turn tire wear off when I make these videos for better driving, but it's a little more realistic this way. See, we're just in third and we're just losing all traction. A quick stab at that, oh yeah. It doesn't handle too bad on basically no tires. You can see now we're fourth. I'm surprised how well this thing's handling right now. To those, to the creators and all the people for this mod, definitely solid work on this car. Like I said, probably has to be one of my new favorite street cars. Just with all the cool styling. Oh, I thought we were gonna miss that. Anding on the brakes. I have no tires. I think you guys can tell that there's absolutely no tires left on this car, but we're still managing to somehow maintain control. So that's me how. Just a little bump in the front. Oh yeah, we're definitely getting, let's just turn out all the strobe lights. Go full set for the final part of this course. Oh, yeah, you can see there's absolutely no traction left. Surprisingly, it is still somewhat manageable with no traction, with no rear tires. It's still somewhat manageable, surprisingly. You can see we're rolling it in fourth. We should not be able to clutch kick this thing in fourth. So let's take a look at the third, the replay of the final part of that course, because we were getting pretty saucy there. I believe it's probably gonna have to be in box scan though. So you can see closer to the end, we had no tires. We had already pretty much destroyed the tires. We got cords and sports, Sparks coat sports. We got Sparks flooring, you know, coming out the back. We got Sparks coming out. This car definitely a lot of fun. I'll leave the link in the description box if you guys want to check out this car yourself. He said this car's got a lot of cool styling that I like and definitely a very fun three car. I love the sound of this car. It's probably has to be one of my favorite sounding cars of all. And the fact that the lights like it's in the beginning are kind of the MSI themed color, which is great because you know, I run MSI on my entire PC and my monitors and everything like that. Everything's all from MSI. So big thank you guys for coming back and watching our episode. You guys enjoyed this episode and always I think you guys for coming back and watching and do apologize for the lack of audio content from last week due to having a cut on the side of my tongue. But we're back full record mode now. So as always, thank you guys for coming back and watching I'm EvilRabbit. I'll see you guys on the track.


The Sun sets at ESO's Paranal Observatory. Technicians and engineers have worked hard all day to prepare the European flagship facility, the very large telescope for astronomers to use. At night, scientists address some of the most important mysteries in the universe with this superb science machine, observing the heavens in exquisite detail. Paranal is dedicated to astronomical observation, but no one can work all the time, especially in these harsh conditions. Everyone at the observatory has leisure time and enthusiastically pursues their hobbies during their free time. This is the ESOcast, cutting-edge science and life behind the scenes of ESO, the European Southern Observatory, exploring the ultimate frontier with our host Dr. J, a.k.a. Dr. Joe Liske. Hello and welcome to another episode of the ESOcast. Now, Paranal Observatory is a pretty special place to work at. First of all, it's located in the very remote and arid Atacama Desert in Chile, and it takes hours to drive to the nearest city. Secondly, the work that needs to be performed there isn't exactly easy, and the professional skills of the staff are constantly challenged by the incredible technical diversity of the very large telescope. So this combination makes leisure activities a pretty essential part of life for the staff because it helps them to relax and to recover from their often highly stressful work. In this episode, we're going to follow three Paranal staff members, Fernando Salgado, Stéphane Guisard and Margaret Merchan, to learn about both their jobs and their hobbies on Paranal. Fernando Salgado is an electronic engineer at Paranal. Together with his colleagues, Fernando tests and repairs the numerous electronic components of the very large telescope to keep them in working order. This is often far from easy, and mastering the instrument's sheer complexity is a real challenge. During his free time, Fernando's great passion is playing the drums. And at Paranal, he plays as often as he can in the entertainment room of the Residencia to keep his skills up. He also frequently has jam sessions with colleagues and astronomers from all over the world in the entertainment room, expanding and improving his own musical experience. Amateur musicians frequently give spontaneous performances in the entertainment room, enriching the cultural life of everyone at the observatory. Stéphane Guisard is an optical engineer and leads the Paranal Optics Group, making sure that the very large telescope has the best possible optical quality. This involves a lot of different tasks, including working on one of the VLT's huge main mirrors during a recoding operation. Stéphane's biggest hobby is astrophotography, and some of his images have been used in previous ESOcasts. But Stéphane is also a top-level water polo player. As his club is in far away Santiago, the pool of the Paranal Residencia helps him stay fit and keeps his feel for water at a competitive level. The pool of the Residencia is popular with many people, but Stéphane is certainly amongst the most frequent users. But the Paranal Residencia isn't the only place that offers a chance to relax. Next door to it, ESO has built a gym that offers a wide range of activities. Here, lots of people get together to form sports teams, and the gym hall definitely contributes a lot to the social climate at the observatory. Kick-off for a soccer game at the gymnasium. At about 2,400 meters above sea level, there's less oxygen in the air, making being in shape even more important for players. People who live in exercise regularly at the altitude don't have any trouble, however. In another room, several people practice yoga together, following the instructions of an experienced trainer. Others get in shape by using one of the many exercise machines of the sports hall. Again, the altitude and aridity of the site make exercise more difficult, but the machines still see a lot of use. The conditions at Paranal make it one of the best places in the world for astronomical observations. There are rarely any clouds, and the climate is extremely dry in the Atacama Desert. Located at 2,600 meters, VLT can observe for over 320 nights a year. But it's exactly these harsh conditions that make Paranal a true challenge for the sports enthusiasts, especially outside under the blazing desert sun. But there are people that are willing to face the challenge. Margaret Murkin is an astronomer at Paranal, supporting science operations. On the day shift, she makes sure that the telescope and the instruments are ready for the night observations. On the night shift, she performs observations either in service mode or in visitor mode. In order to relax from these demanding duties, she likes to bike at Paranal. In the desert, good sun protection is crucial and drinking plenty of water is a must. The site offers numerous off-road options, but today Margaret chooses Paranal's Star Trek for her excursion. This path leads from the Residencia up to the Paranal Summit. Although the dryness and the altitude effects are always noticeable, Margaret typically bikes for about an hour before she returns. There are many ways for people at Paranal to enjoy themselves during their free time and to relax from their unique but demanding professional obligations. And after they've played, they're ready to continue the world-class work that astronomers have come to expect from Paranal. This is Dr Jay, signing off for the ESOcast. Join me again next time for another cosmic adventure.