And while not as good as When The Game Stands Tall, still a very good movie.
The parents’ guide warnings from IMDB may be helpful – there’s more language than needed for the story-telling, though I guess that’s what brought it into the PG13 range instead of PG.
I’m not a huge fan of sports movies in general, but some are good (especially the ones that aren’tÂ really sports movies (like For Love of the Game, another Kevin Costner film)). I’m happy to be able to add this one to my list of enjoyable stories.
I would heartilyÂ NOT recommend you read it if you are at all offended by foul language, as it is rife with it. But it is also a gritty story told from the perspective of someone who was living it every day.
Everyone understands the need for change in the abstract, but on the day-to-day level people are creatures of habit. Too much innovation is traumatic, and will lead to revolt. If you are new to a position of power, or an outsider trying to build a power base, make a show of respecting the old way of doing things. If change is necessary, make it feel like a gentle improvement on the past. –Robert Greene, The 48 Laws of Power (review)
The mirror reflects reality, but it is also the perfect tool for deception: When you mirror your enemies, doing exactly as they do, they cannot figure out your strategy. The Mirror Effect mocks and humiliates them, making them overreact. By holding up a mirror to their psyches, you seduce them with the illusion that you share their values; by holding up a mirror to their actions, you teach them a lesson. Few can resist the power of the Mirror Effect. –Robert Greene, The 48 Laws of Power (review)
Are your wigs in need of whitening? Do your dentures need to be dusted? Is your peg leg prematurely languishing?
Do I have great news for you!
Hello, and let me be the first to welcome you to LaaS Technologies. We are the true PaaS specialists – here to cater to your every whim and desire.
Yes folks, you heard right, you can finally get the best prosthetic for you whenever you need it: prosthesis-on-demand via our exclusive, patented Prosthetics-as-a-Service process. LaaS Technologies is so excited to serve this wide-spread community.
Too long prosthesis users have had to suffer through substandard supply processes. From the cycle of repeated denture fittings to the heartache of not being able to best utilize your bionic arm, or the emotional pain of being stuck with last year’s wig model when the latest fashionable variants have debuted – LaaS Tech is here for you.
With LaaS Tech’s innovative prosthetics-by-subscription offerings, you never have to worry about being out-of-style with your toupee, or that you’ll underperform at this year’s New York City Marathon – LaaS Tech will work with you and your budget to maximize your prosthetic experience.
Can’t afford much now, but want to upgrade later? LaaS Tech’s flexible pricing options let you mix’n’match your prosthetics to best fit your style, and your budget. We want you to be fully satisfied with your addons and upgrades, and are available 24 gours a day, 7 days a week.
Need a new limb for your big date this weekend? Ask about our exclusive short-term “burst” rentals, here you can take advantage of our industry-leading Limb-as-a-Service, on-demand upgrades.
Call us today, toll-free at 85LAASTECH (855.227.8324) and speak with one of our highly-trained PaaS consultants.
LaaS Tech will help keep you as vital as possible until your ultimate timely passing. When that time comes, visit our sister company,Â DeathEx, who will care for you in perpetuity*, to ensure your loved ones can always remember the best about you^.
* Unlike Plots-R-Us.
^ Ask about LaaS Tech’s unique Finalization Lease-to-Own offerings, whereby you can showcase the ultimate you to all your friends and loved ones even in your final passing.
Coercion creates a reaction that will eventually work against you. You must seduce others into wanting to move in your direction. A person you have seduced becomes your loyal pawn. And the way to seduce others is to operate on their individual psychologies and weaknesses. Soften up the resistant by working on their emotions, playing on what they hold dear and what they fear. Ignore the hearts and minds of others and they will grow to hate you. –Robert Greene, The 48 Laws of Power (review)
Trouble can often be traced to a single strong individual – the stirrer, the arrogant underling, the poisoner of goodwill. If you allow such people room to operate, others will succumb to their influence. Do not wait for the troubles they cause to multiply, do not try to negotiate with them – they are irredeemable. Neutralize their influence by isolating or banishing them. Strike at the source of the trouble and the sheep will scatter. –Robert Greene, The 48 Laws of Power (review)
Strike the Shepherd that the sheep may be scattered
LinkedIn had an interesting articleÂ FridayÂ whose title I snagged for this blog post.
The 7 items are:
- We don’t care about pay scales
- Forget policies. We talk.
- We think about our pay a lot.
- We will sometimes let you take advantage.
- When we have to negotiate … we both lose.
- No matter how much we earn, it’s not enough.
- Still, reasonable pay is ok.
Several of the points resonated with me – especially in light of things I have written previously.
“If the company canâ€™t afford to pay an employee more, smart bosses say so. If they think a certain percentage raise is fair, they explain why. Smart bosses use pay scales to build their budgets, and use reason and logicÂ –Â and empathyÂ –Â to explain pay decisions to employees.”
Can’t agree more: if you don’t treat your employees like rational, smart human beings, but rather like mereÂ resources – you create and/or perpetuate a culture of dehumanization.
“Many companies actively discourage staff from talking to each other about their salaries. I know a few companies that require employees to sign agreements stipulating they wonâ€™t disclose pay, benefits, etc to other employees.
Doesnâ€™t matter. Employees talk. I did, both when I was â€ślaborâ€ť and when I was â€śmanagement.â€ť Generally speaking, the only employees who donâ€™t share details about their pay are the ones who are embarrassed by how much or how little they make.”
Yes, yes, a million times yes! In my blog post “publicizing compensation – why not?“, I point-out that forcing people toÂ not talk about their compensation makes folks more likely to try to find out, and can lead to discontent.
“Employees think about pay all the time. Every time they deposit their paychecks they think about their pay. To a boss their pay is a line item; to employees, pay is the most important number in their family’s budget.”
Funny thing is: managers get paid, too – but rarely think about that when it comes to their employees.
“Occasionally the job market is a sellerâ€™s market, but many new employees are just really happy to land a new job. And since business owners are born cost cutters, itâ€™s natural to hire every new employee for as low a wage as possible.”
This is related to the next point …
“Great employees are worth a lot more than their pay. You get what you pay for, so smart bosses pay whatever they can to get and keep the best employees they can.
When smart bosses find great employees they always make their best offer, knowing that if their best offer is too low, there is nothing they could have done.”
If you want to be the best possible employer ever, you need to start with your best offer to candidates. If you start with anything less than your best, you’re implying that you don’t really value their time, expertise, or potential contributions to your organization. It has been said that “everything is negotiable” – but if you don’t start with your best offer, you’re telling your current/future employee they have to make you want them more. It may turn out that your “best offer” is $120,000 per year with 3 weeks of vacation. And maybe that employee really wants 4 weeks of vacation – and is willing to accept a somewhat lower salary for that perk. Start with your best, and then massage it into what is best for both of you.
“We all want more. Itâ€™s natural. Unfortunately no boss can always give more. And thatâ€™s okay.”
Wanting more is not inherently wrong (though wanting more for merely the sake ofÂ more is probably unhealthy) – and that’s why the last point in this article is so smart:
“People are smart. They understand market conditions, financial constraints, revenue shortfalls, and increased competition. They understand when a company canâ€™t pay top-of-market salaries. What they donâ€™t understand is when they donâ€™t feelÂ fairlyÂ compensated compared to other employees in similar positions, both inside and outside the company.”
“Fair is a concept that only exists in economic theories not based on effort.”* When you look at services like Glassdoor, you can quickly see that salary is only a single facet of employee compensation (and important one, and [generally] a large one, but only one). And it’s easy to get caught-up in the mindset of keeping up with the Joneses. While itÂ is nice to have “more”, it’s important that honesty and transparency flow from management to employees as well as the other way around.
What happens first always appears better and more original than what comes after. If you succeed a great man or have a famous parent, you will have to accomplish double their achievements to outshine them. Do not get lost in their shadow, or stuck in a past not of your own making: Establish your own name and identity by changing course. Slay the overbearing father, disparage his legacy, and gain power by shining in your own way. –Robert Greene, The 48 Laws of Power (review)
Attached is the presentation for my talk on initial CentOS/RHEL 6.x server configuring.