DVD Kedokteran: DVD Kedokteran #10
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Ask and you shall receive. Lots of useful responses to my post yesterday about why some departments don’t allow some of their students to apply for the best jobs. There seem to be a couple of themes in what people are saying, so I want to try to address those.First, I’d been assuming there’d be no downsides to sending applications to the best departments, but Robert’s pushed back on that assumption. Maybe sending out less-than-outstanding applications can hurt candidates the way giving mediocre presentations or publishing mediocre work in mediocre journals can hurt people. Maybe, but how exactly? Especially if your department’s not pushing your application very hard at that top school, it’s going to get looked at for a few minutes by one, maybe two people. Maybe they’ll read your writing sample, and maybe, to push this line a little harder, having the best people in the field see your underdeveloped work could hurt you. Again, maybe. But will it hurt so badly they wouldn’t give your work another look after you’d got in good enough shape to appear in a decent journal? Which, remember, is what you’d have to do anyway to have a real shot at getting so much as a flyback from their department?To take the opposite view, there are senior faculty in my department who say it can hurt to not apply to the best departments, even though we have no chance at getting those jobs. These profs’ thinking is, it can hurt a candidate with middle-tier schools if it somehow gets around that the student’s department didn’t think they had a shot at the top-tier. In any case, I need to think about the possible harms of applying a little more. As of yet, I’m not convinced.Another idea people have is, somehow limiting the jobs students can apply for will help them get jobs. Anon. 7:43 is dead-on right about the importance of a very hands-on placement process in getting people jobs. But after people have been mentored throughout graduate school about producing good work and worked their way into the profession with presentations and maybe a publication or two, after they’ve had their CVs, writings samples, abstracts, and teaching portfolios vetted by the relevant senior and junior faculty, after even their letters have been vetted by trusted senior faculty, and after their profs have made calls to all the friends they honestly think should give their student an interview–if they’ve done all that hands-on stuff, what’s the extra help of not letting students apply to Princeton?John T. has a different take on how limiting the schools students can apply to can actually help them get jobs. One idea seems to be that departments can better influence another department’s search process if they present a unified front with respect to a student’s candidacy. But as Anon. 2:51 points out, besides offering honest assessments of different students’ work, profs can tell their friends about the differences in students’ interests and hope one or another candidate will appeal to the search committee as a possible fit for what they’re looking for.But John T. and others also have something else in mind, something about the psychology of search committees. John talks about a department wanting to be taken seriously when they tell a top-tier department, This is the best student weve had in a decade.” Fair enough, they should want to be taken seriously. But it seems like the best way to do that would be not to say a students the best in a decade unless theyre actually the best in a decade. Problem solved. Along similar lines, Anon. 9:25 asks why anyone should expect their letter writers to say theyre qualified for a job at a top-tier school. The answer is, of course, no one reasonable should expect that. But theres no problem here unless there are profs who tailor-up dishonestly inflated letters specifically for top-tier schools. If a prof writes a letter that just gives a useful description and honest assessment of a students work, wheres the problem?I feel like I must be missing the thrust of what John and others were talking about with this business about being sensative to the psychology of the search committee. I have to admit, Im somewhat suspicious it has something to do with a willingness dishonestly to inflate assessments of a student for some audience but not for others. If its not that, Im all ears as to what it really is.link
Guardian’s Climate Change has a quick and short recap of this year’s heroes, who come from 4 categories:Leaders and visionaries, Activists, Scientists and innovators, Moguls and entrepreneurs.However, as Climate Change pointed out: there are only 7 females among the 43 names.
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Chief Executive Officer of Uranerz Energy (URZ:AMEX, URZ:TSX)With both Ux Consulting and TradeTech boosting their spot price indicators for uranium this week by US to US8 per pound, the freefall in the short term spot price of uranium might have finally turned a corner. In response to the price increase, RBC Dominion Securities analyst, Adam Schatzker wrote “With a spot price increase of /lb and relatively robust volumes, we believe we are seeing real renewed interest in the market. Areva’s Christensen Ranch mine is presently on stand-by.On August 31/07 Uranerz filed a NI 43-101 Technical Report on Nichols Ranch Property.The company has 43,673,187 fully diluted shares outstanding, as of September 30, 2007 and between Mr. Catchpole (President and CEO), Mr. Hartman (Senior Vice President & Chief Executive Officer of Uranerz Energy on October 18, 2007 -Q: Now that the price of Uranium has gone from 35/lb to 8/lb, what are your thoughts and outlook on it?A: We are not experts on uranium spot price forecasting, but from what we have read on the topic, we remain optimistic that given the quality of our uranium properties in Wyoming, our production costs will allow us to have a respectable positive cash flow even using the most gloomiest of projections by the experts. We remain very pleased with the results we are seeing on these two properties.Q: Since I haven’t seen or heard too much about Uranerz compared to some other Uranium juniors, is the company planning to a promotional tour, or host analyst visits to garner more attention from the brokerage community?A: You are right, and I frequently get asked the same question despite the fact that we have been frequently attending investor shows, and Dennis Higgs and Lloyd Jacobs have spend a lot of time in the past few months visiting investor types in New York, Boston, San Francisco and elsewhere.
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A Text Atlas of Nail Disorders - Techniques in Investigation and Diagnosis, 3rd Edn.pdf2. Advances in Spinal Infusion - Molecular Science, Biomechanics and Clinical Management.pdf5. Clin Sports Med Volume 24 Issue 4 October 2005 - The Interface between Sports Psychiatry and Sport.pdf16. Clinical Examination of Musculoskeletal System - Assessing Rheumatic Conditions.pdf17. McRae - Clinical Orthopaedic Examination.pdf56. Practical Fracture Treatment - McRae [4th Ed].pdf67. Skeletal trauma - Basic Science, Management, and Reconstruction, 3rd ed.CHM76. Skeletal Trauma in Children - Green (3rd Ed, 2003).pdf77. Sport Medecine - Just the facts 2005 .pdf78. Sports Endocrinology - Humana Press.pdf79. Sports nutrition - vitamins and trace elements, 2nd ed.pdf80. Surgical Exposures in Orthopaedics - The Anatomic Approach (Hoppenfeld, 3rd Ed. Vol 21 1 Feb 2005 - Brachial Plexus Injuries in the Adult 2.pdf90. Vol 21 2 May 2005 - Flexor Tendon Injuries.pdf91. Vol 23 1 Feb 2007 - Microsurgical Reconstruction of the Upper Extremity.pdf92. Waldman - Atlas of Interventional Pain Management.rar93.
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Array
Ask and you shall receive. Lots of useful responses to my post yesterday about why some departments don’t allow some of their students to apply for the best jobs. There seem to be a couple of themes in what people are saying, so I want to try to address those.First, I’d been assuming there’d be no downsides to sending applications to the best departments, but Robert’s pushed back on that assumption. Maybe sending out less-than-outstanding applications can hurt candidates the way giving mediocre presentations or publishing mediocre work in mediocre journals can hurt people. Maybe, but how exactly? Especially if your department’s not pushing your application very hard at that top school, it’s going to get looked at for a few minutes by one, maybe two people. Maybe they’ll read your writing sample, and maybe, to push this line a little harder, having the best people in the field see your underdeveloped work could hurt you. Again, maybe. But will it hurt so badly they wouldn’t give your work another look after you’d got in good enough shape to appear in a decent journal? Which, remember, is what you’d have to do anyway to have a real shot at getting so much as a flyback from their department?To take the opposite view, there are senior faculty in my department who say it can hurt to not apply to the best departments, even though we have no chance at getting those jobs. These profs’ thinking is, it can hurt a candidate with middle-tier schools if it somehow gets around that the student’s department didn’t think they had a shot at the top-tier. In any case, I need to think about the possible harms of applying a little more. As of yet, I’m not convinced.Another idea people have is, somehow limiting the jobs students can apply for will help them get jobs. Anon. 7:43 is dead-on right about the importance of a very hands-on placement process in getting people jobs. But after people have been mentored throughout graduate school about producing good work and worked their way into the profession with presentations and maybe a publication or two, after they’ve had their CVs, writings samples, abstracts, and teaching portfolios vetted by the relevant senior and junior faculty, after even their letters have been vetted by trusted senior faculty, and after their profs have made calls to all the friends they honestly think should give their student an interview–if they’ve done all that hands-on stuff, what’s the extra help of not letting students apply to Princeton?John T. has a different take on how limiting the schools students can apply to can actually help them get jobs. One idea seems to be that departments can better influence another department’s search process if they present a unified front with respect to a student’s candidacy. But as Anon. 2:51 points out, besides offering honest assessments of different students’ work, profs can tell their friends about the differences in students’ interests and hope one or another candidate will appeal to the search committee as a possible fit for what they’re looking for.But John T. and others also have something else in mind, something about the psychology of search committees. John talks about a department wanting to be taken seriously when they tell a top-tier department, This is the best student weve had in a decade.” Fair enough, they should want to be taken seriously. But it seems like the best way to do that would be not to say a students the best in a decade unless theyre actually the best in a decade. Problem solved. Along similar lines, Anon. 9:25 asks why anyone should expect their letter writers to say theyre qualified for a job at a top-tier school. The answer is, of course, no one reasonable should expect that. But theres no problem here unless there are profs who tailor-up dishonestly inflated letters specifically for top-tier schools. If a prof writes a letter that just gives a useful description and honest assessment of a students work, wheres the problem?I feel like I must be missing the thrust of what John and others were talking about with this business about being sensative to the psychology of the search committee. I have to admit, Im somewhat suspicious it has something to do with a willingness dishonestly to inflate assessments of a student for some audience but not for others. If its not that, Im all ears as to what it really is.link
Guardian’s Climate Change has a quick and short recap of this year’s heroes, who come from 4 categories:Leaders and visionaries, Activists, Scientists and innovators, Moguls and entrepreneurs.However, as Climate Change pointed out: there are only 7 females among the 43 names.
link
Chief Executive Officer of Uranerz Energy (URZ:AMEX, URZ:TSX)With both Ux Consulting and TradeTech boosting their spot price indicators for uranium this week by US to US8 per pound, the freefall in the short term spot price of uranium might have finally turned a corner. In response to the price increase, RBC Dominion Securities analyst, Adam Schatzker wrote “With a spot price increase of /lb and relatively robust volumes, we believe we are seeing real renewed interest in the market. Areva’s Christensen Ranch mine is presently on stand-by.On August 31/07 Uranerz filed a NI 43-101 Technical Report on Nichols Ranch Property.The company has 43,673,187 fully diluted shares outstanding, as of September 30, 2007 and between Mr. Catchpole (President and CEO), Mr. Hartman (Senior Vice President & Chief Executive Officer of Uranerz Energy on October 18, 2007 -Q: Now that the price of Uranium has gone from 35/lb to 8/lb, what are your thoughts and outlook on it?A: We are not experts on uranium spot price forecasting, but from what we have read on the topic, we remain optimistic that given the quality of our uranium properties in Wyoming, our production costs will allow us to have a respectable positive cash flow even using the most gloomiest of projections by the experts. We remain very pleased with the results we are seeing on these two properties.Q: Since I haven’t seen or heard too much about Uranerz compared to some other Uranium juniors, is the company planning to a promotional tour, or host analyst visits to garner more attention from the brokerage community?A: You are right, and I frequently get asked the same question despite the fact that we have been frequently attending investor shows, and Dennis Higgs and Lloyd Jacobs have spend a lot of time in the past few months visiting investor types in New York, Boston, San Francisco and elsewhere.
link
A Text Atlas of Nail Disorders - Techniques in Investigation and Diagnosis, 3rd Edn.pdf2. Advances in Spinal Infusion - Molecular Science, Biomechanics and Clinical Management.pdf5. Clin Sports Med Volume 24 Issue 4 October 2005 - The Interface between Sports Psychiatry and Sport.pdf16. Clinical Examination of Musculoskeletal System - Assessing Rheumatic Conditions.pdf17. McRae - Clinical Orthopaedic Examination.pdf56. Practical Fracture Treatment - McRae [4th Ed].pdf67. Skeletal trauma - Basic Science, Management, and Reconstruction, 3rd ed.CHM76. Skeletal Trauma in Children - Green (3rd Ed, 2003).pdf77. Sport Medecine - Just the facts 2005 .pdf78. Sports Endocrinology - Humana Press.pdf79. Sports nutrition - vitamins and trace elements, 2nd ed.pdf80. Surgical Exposures in Orthopaedics - The Anatomic Approach (Hoppenfeld, 3rd Ed. Vol 21 1 Feb 2005 - Brachial Plexus Injuries in the Adult 2.pdf90. Vol 21 2 May 2005 - Flexor Tendon Injuries.pdf91. Vol 23 1 Feb 2007 - Microsurgical Reconstruction of the Upper Extremity.pdf92. Waldman - Atlas of Interventional Pain Management.rar93.
link