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MARCO_34_846526679-4
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That’s really all there is to it! If this isn’t enough for you, consider checking out adjustable levers – a very common modification on sport bikes – that can extend or retract the lever to where it’s most comfortable for you. Adjusting Your Clip-on Handlebars Some sport bikes allow you to rotate the clip-on bars to be closer in or wider out. Just as with the levers, simply loosen the pinch bolts and rotate them in or out while sitting on the bike to a position that is more comfortable for you, then tighten them back up. Tip: there are typically two pinch bolts holding clip-ons onto the fork leg – when tightening them, make sure to do them evenly, alternating with half-turns on each until they are both tight. Check torque specs and use a torque wrench if you can – pinch bolts are usually not torqued very hard. Adjusting Your Shifter Peg /Brake Everyone’s foot size is different, so where the shifter and brake pegs fall on your bike may not be where it’s most comfortable for you. Luckily, this is a very easy-to-do adjustment on virtually any bike.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384184"
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MARCO_31_1605108335-7
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They also make you less visible to other motorists and are typically more expensive the average bike. Cruisers If you’re looking for a comfortable bike with a classic look, consider a cruiser. The bicycle standard from the 1930s through 1950s, cruisers feature wide tires and padded seats for a more comfortable riding experience. Curved, upright handlebars put the rider in a better position to view the world around them. Cruisers typically have heavier frames, but some newer models use lightweight aluminum frames. The traditional cruiser has just one gear, but more modern cruisers come with three to seven speeds. Also called beach bikes or boulevardiers, these classic bikes work best on flat terrain. Utility/Cargo Bikes Perfect for hauling groceries, camping gear, and other items—utility and cargo bikes feature a sturdy, elongated frame with heavy-duty storage racks over the rear tires. A variety of accessories can be hooked onto the rear rack, such as baskets, child seats, and panniers to hold your gear. The upright seating position gives you a good view of the road, the rims have extra spokes for additional strength, and the wider tires offer a more stable ride. Other Bikes Of course, the above list isn’t exhaustive.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384185"
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MARCO_33_292246926-19
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It has a very convenient and space-saving design with good ergonomics. This bike is equipped with impressive features. People of all ages can use this bike with ease. The 400XL is designed to make you feel comfortable, even when having intense workout sessions. Durable steel made structure means a user weighing as much as 300 lbs can easily be accommodated on this exercise bike. Big and sufficiently cushioned saddles mean users having heights between 5’2” to 6’2” can sit this bike comfortably. Handlebars are designed with pulse sensors, it also has a foam covering for good grip and added comfort. Switching between the 8 levels of tension will let you have an effective workout session. A big and easily readable LCD monitor will let your track workout related data. It uses a V-belt twin drive mechanism. Once you’re done working out, you can simply fold it up and transfer the bike with the help of the transport wheels for easy storage. Exerpeutic 400XL 5.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384186"
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MARCO_36_45555655-10
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When rebuilding your seat or shopping for a new seat a couple important things that will help with comfort are having a wider area at the rear section to help provide additional support and a deeper seat pocket which will also provide additional support and help eliminate hot spots around the backside of your backside. 7. Thank a Tank Bag There are a lot things you'll want to keep readily available as you ride and stuffing your pockets to the gills can make for a very uncomfortable ride. A motorcycle tank bag is a must have for any long distance ride. With the ability to safely store everything from your keys, phone, lip balm, point and shoot camera, sunglasses, water, and spare change, a tank bag can come in really handy. Most tank bags are secured to the top of the tank with either a strap/quick release buckle system or heavy-duty magnets. The Cortech Super 2.0 18 Liter Magnetic Mount Tank Bag is pretty slick because nothing is left on the bike when you take it off. Not only can a tank bag carry all your small essentials, but you can quickly and easily take it all with you when you get to a gas stop or food stop, ensuring that all your stuff is safe with you.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384186"
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MARCO_25_16141212-2
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This review will look at not only the baby bike but will also consider extra features such as foot rests, safety belts and harnesses and foot rests for your child. To ensure that you find what you’re looking for, we’ve spent a considerable amount of time looking into and researching every single bike. We’ve read numerous Amazon reviews and thoroughly considered our decision to include them in this list. If we wouldn’t recommend something on this list, then we make sure not to include it! As always, the products that we will be listing below have been approved by the United States Consumer Product Safety Commission in ensuring that the product is safe to buy and has no issues or defects. Certain baby bike seats also meet European safety standards so that you can be completely sure in your decision to purchase something that is not only great quality but has the safety standards to match. Best Baby Bike Seats At A Glance Before we get into a more detailed look at the best baby bike seats to buy this year, here is a quick overview of the features and specifications of the top 10 baby bike seat products we think you’ll want to look at: Schwinn Child Carrier The Schwinn Child Carrier is a child bike seat that can be mounted rear facing on most adult bicycles.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384187"
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MARCO_37_608626104-5
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Image: BIKEPACKING.com Atwater Stem Bags // One Size – CAD $65 Full Frame Packs // Custom – CAD $148 Seat Packs // 11L – CAD $209 Top Tube Bags // One Size – CAD $48 See the bikepacking bags HERE Arkel Arkel BikePacking Bags – BIKEPACKING.com Seat Packs // 9L, 15L, 25L – CAD $240-$300 Handlebar Packs // 15L, 25L – CAD $240-$260 See the bikepacking bags HERE Porcelain Rocket (Now Rockgeist) Frame Packs // Seven Sizes – CAD $250 Seat Packs // 12L, 15L – CAD $240 Handlebar Harnesses // One Size (inc pocket) – CAD $160 See the bikepacking bags HERE Phantom Packs Top Tube Bags // Two Sizes – CAD $63-67 Frame Packs // Custom – CAD $115-189 Seat Packs // 6L, 8L, 12L – CAD $110-125 Handlebar Packs // 8L – CAD $100 See the bikepacking bags HERE Chile Choike bikepacking bags Akatanga Frame Bags // Custom Seat Packs // Custom Handlebar Packs // Custom Accessory Bags // Custom Top Tube Bags // Custom See the bikepacking bags HERE Choike Frame Packs // Custom – 55000 to 134000 CLP Half Frame Packs // 2.6L, 3.1L – 44000 to 46000 CLP Handlebar Harnesses + Drybag // 10L, 15L – 35000 CLP Anything Cage Bag // 6L – 16000 CLP Seat Packs // 7L, 10L, 15L – 47000 to 65000 CLP Stem Bags // 1L, 2L – 15000 to 25000 CLP Top Tube Bags // 1.2L – 25000 CLP See the bikepacking bags HERE China Roswheel bikepacking bags Azur Handlebar Packs // 9.5L – US $45 Seat Packs // 8.1L – US $60 Newboler Seat Packs // 10L, 12L – US $19-29 Handlebar Harnesses // 7L – US $19 Frame Bags // Half, Full – US $10-25 Top Tube Bags // S, M – US $11-13 Rockbros Seat Packs // 14L – US $56 Frame Bags // 8L – US $10-25 Rhinowalk Seat Packs // 10L – US $53 Frame Bags // Half – US $27 Top Tube Bags // 0.8L – US $20 See the bikepacking bags HERE Roswheel Handlebar Packs // 9L, 15L – US $93-113 Half Frame Packs // 6 Sizes – US $77-$100 Top Tube Bags // 0.5L, 0.75L, 1L – US $40-53 Seat Packs // 8L, 17L – US $120-147 Stem Bags // 1L – US $47 Top Tube Bags // 1.5L – US $35 See the bikepacking bags HERE Czech Republic AcePac bikepacking bags AcePac Top Tube Bags // 0.7L, 0.8L, 1.2L – US $23-$36 Stem Bags // Three Sizes – US $18-24 Half Frame Packs // Two Sizes – US $50-$68 Seat Packs // 16L – US $87 Handlebar Packs // 16L – US $78 Accessory Packs // 5L – US $61 See the bikepacking bags HERE Author Frame Packs // 1.7L, 2.7L, 2.7L Seat Packs // 12L Top Tube Bags // 1L, 2L See the bikepacking bags HERE Everbike Handlebar Packs // 12L, 15L – €75 Top Tube Bags // 0.4, 0.8L – €35 Stem Bags // 0.7L – €39 Seat Packs // 8L, 12L – €73 See the bikepacking bags HERE Sport Arsenal Frame Packs // 2.6L, 3.8L – €18-€24 Handlebar Packs // 10L – €33-€77 Seat Packs // 8L, 11L, 15L -€33-€82 Top Tube Bags // 1.5L, 2.5L – €51 See the bikepacking bags HERE Estonia Bikepacking Estonia bags.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384187"
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MARCO_12_1280258786-3
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The 7 Best Spin Bike Seats in 2021 - Peloton, Keiser, NordicTrack Seats Spin Bikes The 7 Best Spin Bike Seats in 2021 BEMH April 12, 2021 0 Enjoy Your Workout with the Most Comfortable Spin Bike Seats Cycling is one of the best available forms of exercise. Whether it is outdoor marathon cycling or one of the intense cycling gyms that have started popping up, it serves as an excellent way to get the heart rate up and those calories draining. One of the most important parts of any bike is the seat. Nobody ever wants to be uncomfortable while they ride, and that’s doubly true for those indoor bikes that you might have spent a pretty decent amount of money on. Even some of the best spin bikes in the US have less than ideal seats. That is why we scoured and searched the various bottom cushions in order to find out which seats are the best to replace those other cheap ones that might come with the spin bike by default. We’ve studied just about every aspect of the best seats for spin bikes, and will go over the various factors that we examined at the end of the article. With all of that out of the way, let us get into our list of the most comfortable spin bike seats.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384188"
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MARCO_37_610581780-1
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Best women's gravel bikes for off-road adventures | Cycling Weekly We are supported by our audience. When you purchase through links on our site, we may earn an affiliate commission. Learn more Home Buyer's Guides Best women's gravel bikes for off-road adventures (Image credit: Canyon UK) By Anna Marie Hughes April 01, 2021 Gravel bikes are drop-bar bikes that open up a whole of host of trails and byways that criss cross the countryside. Some are tailored for off-road speed, while others are built more robust for the demands of longer excursions and bikepacking needs. > How to get started in bikepacking Not all women will want a female specific bike, but some brands say that women typically have shorter upper bodies, using female specific geometry for the best fit with little to no fuss. Regardless of geometry changes, all good brands kit will kit women's bikes out with contact points that suit the average female rider, such as a wider shaped women’s saddle and narrower handlebars for our slim shoulders. Opting for a women's model can save you paying out to update these components. Finally, women's bikes will typically be available in smaller sizes. > Best electric gravel bikes RECOMMENDED VIDEOS FOR YOU... logo CyclingWeekly Created with Sketch.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384189"
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MARCO_16_2700237145-19
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Drop handlebars 'drop' as they curve forward and down, offering the cyclist best braking power from a more aerodynamic 'crouched' position, as well as more upright positions in which the hands grip the brake lever mounts, the forward curves, or the upper flat sections for increasingly upright postures. Mountain bikes generally feature a 'straight handlebar' or 'riser bar' with varying degrees of sweep backwards and centimeters rise upwards, as well as wider widths which can provide better handling due to increased leverage against the wheel. Seating A Selle San Marco saddle designed for women Saddles also vary with rider preference, from the cushioned ones favored by short-distance riders to narrower saddles which allow more room for leg swings. Comfort depends on riding position. With comfort bikes and hybrids, cyclists sit high over the seat, their weight directed down onto the saddle, such that a wider and more cushioned saddle is preferable. For racing bikes where the rider is bent over, weight is more evenly distributed between the handlebars and saddle, the hips are flexed, and a narrower and harder saddle is more efficient. Differing saddle designs exist for male and female cyclists, accommodating the genders' differing anatomies and sit bone width measurements, although bikes typically are sold with saddles most appropriate for men.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384189"
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MARCO_26_169268508-2
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Thor: The Dark World (2013) Captain America: The Winter Soldier (2014) Guardians of the Galaxy (2014) Guardians of the Galaxy Vol. 2 (2017) Avengers: Age of Ultron (2015) Ant-Man (2015) Doctor Strange (2016) Captain America: Civil War (2016) Spider-Man: Homecoming (2017) Thor: Ragnarok (2017) Black Panther (2018) Avengers: Infinity War (2018) Ant-Man and the Wasp (2018) The Avengers（2019） Marvel movies in order to watch Let’s start off with the first Marvel film in the series, Captain America! Captain America: The First Avenger should be the first Marvel film to be watched as it arguably introduces audiences to the topic of superheroes. If one watches closely, the film also takes place decades before any of the other films. That’s the best part about movies, especially the Marvel series. Movies are meant to be watched more than once to understand and spot context clues. And then it’s on to the Iron Man films. Billionaire engineer, Tony Stark creates a unique weaponized suit of armor to fight evil. Pay very close attention to the end credits of the film. Audiences are introduced to an important character from the Avenger series!
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{
"last_modified_datetime": "2024-04-12T16:39:48.384190"
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MARCO_08_153775362-1
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It's Official: The Next 'Captain America' Is A Secret 'Avengers' Movie - MTV Marvel/Disney Movies It's Official: The Next 'Captain America' Is A Secret 'Avengers' Movie No Hulk, no Thor, but pretty much EVERYONE ELSE. Josh Wigler roundhoward 05/07/2015 Wow. That's really the only appropriate response to Marvel's official cast announcement for ' Captain America: Civil War ,' the ' Avengers: Age of Ultron ' follow-up that is absolutely, without a doubt, an 'Avengers' sequel in all ways except for the name. How do we know this? Because it stars all of your favorite Avengers, and that's the official word straight out of Marvel's mouth. Here's the official lineup: Chris Evans as Captain America Marvel Studios Duh. Robert Downey Jr. as Iron Man Marvel Studios Scarlett Johansson as Black Widow Marvel Studios Sebastian Stan as The Winter Soldier Marvel Studios Anthony Mackie as Falcon Marvel Studios Paul Bettany as The Vision Marvel Studios Jeremy Renner as Hawkeye Marvel Studios Don Cheadle as War Machine Marvel Studios Elizabeth Olsen as Scarlet Witch Marvel Studios AND PAUL RUDD AS ANT-MAN!!! Marvel Studios Scott Lang, welcome to the party!
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{
"last_modified_datetime": "2024-04-12T16:39:48.384190"
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MARCO_23_1778887593-16
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Marvel makes such great films with such a balance of depth and humor and action and that's a given, but they're all humans that have weaknesses and strengths. It's actually, in this film I think, there's a special highlight on personal worlds and what makes them human. So I think that's what makes this film so great and it's just amazing to be a part of this cast; it's mind-boggling. ' ' I think it's going to be the best one. For real, I am like very excited to see it myself. I only worked on set for five weeks, so I wasn't there for the majority of it. ' ' Brühl is an incredible actor and he's playing the main villain in it. And he's incredible! It's a movie about people as opposed to robots this time. So it's darker and it's allowed to be darker because it gets more in the mindset of humans rather than machines. ' ' She's someone who's more powerful than she's able to control and she ends up going insane because of it. And she's like a wildcard. You never know if she's a hero or a villain and that's a very fun part. '
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{
"last_modified_datetime": "2024-04-12T16:39:48.384191"
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MARCO_36_422580709-1
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10 Major Hollywood Actors Who Played Multiple Comic Book Characters, Including Ben Affleck and Chris Evans - CINEMABLEND Share × Facebook Copy to clipboard features 10 Major Hollywood Actors Who Played Multiple Comic Book Characters, Including Ben Affleck and Chris Evans Rich Knight Published: Jan. 18. 2021 7:00 AM Facebook cinemablend Copy to clipboard Hey, DC and Marvel fangirls and fanboys! Let me let you in on a little secret. Come closer. Closer still. Even closer. Okay, too close! We’re in the middle of a pandemic! What’s wrong with you? Okay, there’s good. Now, you know that little DC/Marvel fan war that’s been raging for the many moons now? Well, guess what! The studios producing the movies behind these brands don’t care! Case in point: Ben Affleck. He’s starred as major characters in both comic book imprints. Heck, these studios don’t even care if an actor has already appeared in several comic book movies, like Chris Evans, who has been in about seven different comic book franchises thus far. The truth is, the studios just want the best actors for a given project, and comic labels don’t matter. I mean, think about this.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384191"
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MARCO_50_2240949679-150
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Marvel right now is making better films. Their ability to make a huge hit with an obscure title like Guardians of the Galaxy is incredible, so I'd say Marvel right now has a feature film advantage. DC has a shallower bench with fewer big properties, but their holy trinity of superman, batman and wonder woman is unequalled. We will see how well they execute. Marvel has a great many more valuable franchises currently but Marvel lacks the unified structure of DC so it's harder for them to explore their universe cinematically, with franchises divided over several studios, but even DC had to separate Arrow and Flash from Supergirl. We will see whether DC can develop more successful characters with their upcoming, ambitious plans. In print, they are both pretty feeble, both in terms of sales and in terms of imagination. Stan Lee used to be a unifying force at Marvel, slightly more engaged that DCs Julius Schwartz, but it feels like both companies are drifting in their print divisions with DC's unsuccessful 52 reboot and Marvel about to do the same with Secret Wars. Most importantly, the success of each company relative to the other shifts with changes in vision, public tastes and strategy. No one company is 'better' all the time.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384192"
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MARCO_43_834975807-3
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Not to mention that Infinity War finally addressed the fate of Red Skull himself. See it on Amazon Loading 2. The Avengers The Avengers marks the first time Earth's Mightiest Heroes banded together to fight a common enemy. This movie is the true launching point for much of what's unfolded since in the MCU. Not to mention that it technically showcased the first conflict between the Avengers and Thanos's forces, though that fact wasn't made clear until the mid-credits scene. Perhaps most importantly, The Avengers hinges on Loki's efforts to steal the Tesseract and acquire it for Thanos. That story finally came full circle in Infinity War. See it on Amazon 3. Thor: The Dark World While not generally regarded as one of the better MCU movies, Thor: The Dark World makes one important contribution by introducing another Infinity Stone, the Reality Stone, found in the destructive weapon known as the Aether. This film also sets the stage for the downfall of Asgard in later MCU movies, ending with Odin being betrayed and replaced by his adopted son, Loki. See it on Amazon Avengers: Endgame Gallery Next 4. Guardians of the Galaxy Prior to Infinity War, most of Thanos' screen time came in 2014's Guardians of the Galaxy.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384193"
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MARCO_50_2251099482-22
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#3- Super Heavy Cinematic Influence Let’s be real, the MCU has grown on a massive cinematic scale, so much so that literally every tiny thing that happens in there goes viral almost immediately like current rumors of crap going on with projects. They have so much influence thx to their movies that they’re literally able to just have a small hint of a new character in the MCU or new idea and literally EVERYONE will know about it and most of them will do their research such as what most of us did when Moon Knight was announced, frankly it doesn’t matter how many years DC spends spamming Batman and Superman because Marvel can literally just make characters apart of the MCU and they’re high B list characters in fame for being in the MCU alone, and factor that in with the A-listers some of them become later on lots Iron Man Captain America and Hulk for example and DC’s a little outgunned in terms of iconic characters, which actually brings me to my next point… #4- No character over reliance problem Ok ok I get it DC and it’s fans Batman and Superman are super popular superheroes, it’s still a problem that those 2 are the only projects DC’s really focused on for the vast 99% of the time!
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{
"last_modified_datetime": "2024-04-12T16:39:48.384193"
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MARCO_27_1437746853-7
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It could be said that Doctor Strange and Thanos only use the stone's power to rewind a certain element of the current timeline, and this therefore won't create a separate divergent world like changing the past usually would. This is certainly open to debate and remains unaddressed in the MCU at present, but the Ancient One does seem to imply that any sort of meddling with the timeline can create splits in the natural flow and use of the Time Stone certainly falls into this category. Problematically, it clearly wasn't the intention of the Russo brothers ' or of writers Christopher Markus and Stephen McFeely to imply that Scarlet Witch beat Thanos in a different timeline and several inconsistencies emerge as a result. If using the Time Stone to rewrite Vision's death created a separate timeline, would that new plane of reality have its own set of Infinity Stones? This was certainly the case when the Avengers traveled back through the Quantum Realm. Additionally, if Thanos jumped from the reality with a destroyed Mind Stone to another, would that world not have its own version of Thanos? The possibilities and implications are, like the Multiverse itself, seemingly endless and are an expected consequence of Avengers: Endgame 's reliance on time travel.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384194"
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MARCO_27_1528706115-2
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Start now However, it looks as though plans have changed a little. Speaking with a reporter at a fan event in Shanghai, Kevin Feige was asked about Spider-Man: Far From Home. As always, Feige is secretive in his response, but the little he did say will make fans sit up and take note. ' It's the end of the third phase, ' he observed. ' You're the first one I've told that to. ' This makes perfect sense in terms of the overall narrative of the MCU. Avengers: Endgame is the climax of the MCU to date, an event movie that's frankly unparalleled in the history of cinema. While Thanos is sure to be defeated, there will be massive consequences for Marvel's entire shared universe, and Spider-Man: Far From Home is set to explore these. Feige's comments essentially turn the next Spider-Man movie into an extended epilogue for Avengers: Endgame. Fans generally assume that each MCU phase will end with an Avengers film, but that's not necessarily the case. It's true that Phase 1 ended with The Avengers, but that was largely because Marvel was taking a gamble with the whole shared universe model at that time; had The Avengers failed, the whole idea would have fallen apart.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384194"
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MARCO_27_1501616080-3
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Although a female Avengers movie hasn’t been confirmed, there’s interest in making it happen, with Letitia Wright sharing she’s confident it will happen. But who could be part of this team? Here’s the female Avengers cast as we know it: Brie Larson as Carol Danvers/Captain Marvel Carol Danvers/Captain Marvel was the first female superhero in the MCU to get her own solo movie, so she would definitely be included in an all-female Avengers movie. Captain Marvel worked closely with the heroes who survived Thanos' snap, but Avengers: Endgame failed to show more of her by sending her on a separate mission in outer space while the Avengers, Rocket Raccoon, Nebula, and Scott Lang found a way to make the time heist happen. Captain Marvel showed up right on time during the Battle of Earth and was close to defeating Thanos, but the Mad Titan had some tricks up his sleeve. The last time viewers saw Captain Marvel was at Tony Stark’s funeral, and she will return for a second solo movie before another team-up. Gwyneth Paltrow as Pepper Potts/Rescue Pepper Potts got a major upgrade when she put on the Rescue armor in Avengers: Endgame, which allowed her to fight alongside Iron Man and the rest of the MCU.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384195"
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MARCO_53_500094930-2
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The Life of Steve Rogers Set in the 1940s, The First Avenger follows Steve Rogers' transformation from a frail patriot into an American hero. He spends two years as sideshow actor before proving himself a soldier by rescuing Bucky Barnes and the Howling Commandos. Though he defeats Red Skull and topples HYDRA, Cap makes a sacrifice play and ends up frozen in the arctic. As the earliest installment of the Marvel movie timeline, the film introduces franchise mainstays like the Stark family and the Tesseract, as well as the dawn of the counter-terrorism organization, S.H.I.E.L.D. The television series Agent Carter fits here on the MCU timeline too. Even though that show isn’t strictly necessary for story order, it’s still worth the watch for MCU purists and fun cameos in future films. IN CONCLUSION CAPTAIN AMERICA: THE FIRST AVENGER Anachronism: None, but the beginning and end of the film, in which Cap is thawed, take place in 2012. Tomatometer: 80% Watch Now → THE 90S IN THE MARVEL MOVIES TIMELINE 2. Captain Marvel (2019) Captain Marvel TESSERACT Explained A big jump in the Marvel movies chronology from 1945 to 1995. Carol Danvers returns to Earth after training with the Kree race.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384195"
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MARCO_07_557285443-14
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Mark Webb wants to see Mysterio and Kraven in Spider-Man's future Jamie Foxx was approached to play Luke Cage 'back in the day' Sony plans to bring female superhero from the Spider-Man universe to cinemas Jon Favreau says Birdman has virtually no edits; new international trailer Early Amazing Spider-Man 2 script featured character arcs that made sense Roberto Orci unsure of the future for the Amazing Spider-man franchise Is Alejandro González Iñárritu's Birdman made up of a single long take shot? Woody Allen's Magic in the Moonlight poster is a Photoshop disaster Has The Amazing Spider-Man 3 been pushed back until 2017? Michael Keaton gets nuts in this great teaser trailer for Birdman Cool Videos: Celebrities read mean tweets; okay-for-your-mouth edition Rumor: Sony looking to keep Andrew Garfield for four more Spider-man movies C'mon Hollywood: Build characters before franchises!
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{
"last_modified_datetime": "2024-04-12T16:39:48.384196"
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Music for the short was performed by Alan Silvestri. The short was released in the United States on October 20, 2015. Emmett Brown is in an undisclosed location outside Hill Valley, California. He sets a video camera to track his body in order to videotape a message for Marty McFly. He explains that it is October 21, 2015, one hour before Marty, Doc, and Jennifer Parker arrive from 1985. He explains that when he traveled to the future, he discovered that there was a nuclear holocaust that occurred on October 21, 2045. He tracked it down to four inventions: the food hydrator, self-lacing shoes, the hoverboard, and the Mr. Fusion home energy reactor. The former three inventions led to the world becoming lazy and obese, leading to widespread waste. The invention of hoverboards led to hovercars, which led to people throwing their trash out of the windows, causing a great trash storm in 2021. All of this trash needed to be disposed of, which led to 100 million Mr. Fusion units being manufactured. All of the Mr. Fusion units had a tiny nuclear reactor inside, and all of them detonated on October 21, 2045.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384196"
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MARCO_54_264850293-4
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The answer could well turn out to be no, and if it’s a yes, it’s not a yes that was revealed in the first hour of the show. This uncertainty, the feeling that anything could happen, helps make a world otherwise made up of borrowed elements feel novel, absorbing. Conversely, Star Wars shows how an unfamiliar world can make a predictable plot feel wondrous. The first three films indulged in mythic-formula storytelling but placed it in a magical junkyard future that seemed surprising, different, bizarre. Now, The Force Awakens has ignited a debate about whether it’s okay for Star Wars to forgo further world-building. If it is okay, it’s only because of how sturdy and inimitable George Lucas’s original universe was. For a lot of people, the trappings of the 1977 Star Wars remains fresh enough to thrill; though the franchise has reshaped pop culture, lightsabers and TIE Fighters haven’t quite been as pervasively knocked off as Tolkien’s elvish cities and enchanted swords have been. As for the storytelling: The Force Awakens apes A New Hope apes Joseph Campbell, but the the archetypal heroes themselves represent a small innovation.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384197"
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How Old Is Captain America At The End Of Avengers: Endgame? How Old Is [ SPOILER] At The End Of Avengers: Endgame? Avengers: Endgame features a considerable amount of time travel, and one character's age in particular becomes especially hard to track. By Hannah Shaw-Williams Published May 05, 2019 Share Share Tweet Email 0 Comment Captain America gets a happy ending in Avengers: Endgame, going back in time to finally get that dance with Peggy Carter before living out the rest of his life with her - but exactly how old is he by the end of the movie? Between being frozen in the Arctic ice for 66 years, his modern adventures with the Avengers, Endgame 's five-year time jump and Steve's final trip back to the past, it can be hard to keep track. In terms of his physical age, Steve hands over his shield to Sam Wilson when he's a spry 114 years old, or thereabouts. However, he's actually been alive for about 180 years. Though he's certainly got a few wrinkles when he meets up with Sam and Bucky again in 2023, he doesn't appear to be on the verge of death and clearly ages slower than a regular human being thanks to the super soldier serum.
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This unique marketplace approach sets them apart from their national direct-selling competitors. Simplifying the Complex World of HR Employers’ HR needs vary from one industry to another and from state to state. Today’s employment diversity clearly illustrates the ineffectiveness of one-size-fits-all HR solutions and service approaches. Perceptively, since its inception in the early nineties, Extensis understood that trying to “please everyone” isn’t realistic or feasible. Extensis chooses to focus on 16 white-collar, core industries with like-minded HR and benefits needs. They’ve built a comprehensive portfolio of HR products and technology-enabled services for their client base, which allows them to create meaningful, personalized HR solutions for each client. Extensis caters to its clients through a fully cloud-based human resource information system (HRIS) platform—HRCloud. The service suite comprises HR administration and consulting, workers’ compensation, and risk management, along with Fortune 500-level employee benefits. “It’s easy for employers to plug into our HR expertise and software platform. With HRCloud, we house all our clients’ employment data on one secure, integrated platform. This allows client administrators, managers, and worksite employees to instantly access employment information,” says Dan Sheridan, president of Extensis.
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With regard to diversity, the three ideologies described above are statements of what some people feel should be in a socially diverse environment. We will approach our study of diversity regarding it neither as inherently desirable nor undesirable, but simply as an important characteristic of our social world. Diversity and Concern for Social Justice Diversity is not something that is inherently good or bad, but many dimensions of social difference are associated with inequality and disadvantage. Therefore, diversity is also a concern of individuals who value and strive for social justice.
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Don’t Rush On Easy- and Medium-Level Difficulty Problems All the problems on the Math test are worth the same number of points. Don’t rush on easy- and medium-level difficulty problems to finish the test on time. Many students think they have to finish the entire Math test before the 60 minutes are up, without guessing on any questions. However, problems on the Math test get more difficult as you progress. Students tend to rush through the easier questions, so they have more time to tackle the tougher ones. But there’s a problem with this strategy, particularly for students who aren’t great at Math. Working too quickly at the beginning of the Math test can cause you to make a lot of simple mistakes—and get lots of questions wrong. Then—even though you have more time left—you get even more questions wrong because you can’t answer the more advanced problems correctly. The sum total of this approach: lots of lost points. A better approach, particularly if you’re looking for a big test score improvement, is: Take your time at the beginning of the test Make to answer as many of the first 40 problems correctly as possible Remember: all the problems on the test, regardless of their difficulty, are worth the same number of points.
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Following Disney’s purchase of Fox, Marvel Studios now has access to X-Men and Fantastic Four characters. This would let them also use Doctor Doom. A popular theory is that Doctor Doom will be the next main villain in Phase 4 of the MCU. This would make sense considering how highly comic fans regard him, making him the perfect nemesis in the upcoming films. 12 Namor The Sub-Mariner Might Show Up via inverse.com Namor The Sub-Mariner is essentially the Marvel version of Aquaman. The company only regained the film rights to the character in 2016 and this has led fans to theorize that the anti-hero could show up in Phase 4. Atlantis has even shown up in previous MCU titles, such as in Iron Man 2, teasing an appearance from Marvel’s oldest character. 11 Black Widow Is Still Alive via digitalspy.com Black Widow sacrificed herself during the events of Avengers: Endgame, allowing the soul stone to be taken to Earth so that the superheroes could defeat Thanos once and for all. However, with Captain America returning the soul stone, it could be possible that she was resurrected as the soul for a soul rule has been satisfied. 10 Doctor Strange Will Link Up With Sam Raimi’s Spider-Man via comicbook.com
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Release Order, and the second is to watch all of the movies based on the times they are respectively set, a.k.a. Chronological Order. Read about both below, and you can choose the methodology that best suits you as you dive into the films. If You’ve Never Seen The Marvel Movies Before If the Marvel Cinematic Universe has never been your thing, but you now find yourself curious about the experience, your best bet is to go the Release Order route. After all, it was how the first die hard fans watched the films, and that eventually turned them into die hard fans. This is definitely the best approach to go if you're an MCU novice. If You’ve Seen The Marvel Movies Before The situation is a bit different if you've seen all of the Marvel movies before, as that opens the door to get creative with the rewatch experience. If you've seen all of the films released thus far, but are ready to dive back in again, Chronological Order is a fun way to mix things up and gain a new perspective. The franchise on the whole has been very good about maintaining continuity, so you may discover certain threads that weren't obvious to you before.
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Although black actors have gotten attention in recent years for particular snubs — Michael B. Jordan in “Creed,” David Oyelowo in “Selma” — Hispanic actors are doubly under-represented at the Oscars. Over the past 30 years, there were 17 nominated performances by Hispanics — if you include foreign film stars such as Demián Bichir (Mexico) and Catalina Sandino Moreno (Colombia) — and that’s way out of step with the general population trend of the United States: Yes, we are using the term “Hispanic” to crudely lump many nationalities together (including Puerto Rican, Spanish and in one instance Brazilian, because the U.S. Census uses Hispanic and Latino interchangeably). As with black actors, the nominations for Hispanics were dominated by a small group, which shows that there’s a diversity problem within the diversity problem. Other minorities are even less represented, although it depends on how you categorize a nominee’s race and ethnicity. It’s tough to meld the nuances of identity with the starkness of Oscar statistics. Take Asian actors. Three Asian actors have been nominated in the past 25 years, if you count Ken Watanabe and Rinko Kikuchi of Japan and Shohreh Aghdashloo of Iran.
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More intelligent than even Tony Stark, T'Challa's 16-year-old sister will undoubtedly play an important role in defending the Earth from Thanos in Avengers: Infinity War, but Shuri might lend more than just her smarts to the fight. As Marvel fans already know, the comic book incarnation of Shuri dedicated her life to becoming the first female Black Panther ever since childhood. At first, T’Challa beat her to it, but Shuri continued to protect Wakanda against the likes of Ulysses Klaw and Radioactive Man, proving that she was worthy of the mantle. Soon after, T’Challa vowed to train his sister how to fight, and ended up replacing the King of Wakanda as Black Panther after he fell into a dangerous coma, even though the Panther god, Bast, initially rejected her. While Ryan Coogler’s movie adaptation does stray from the source material at times, subtle hints threaded throughout Black Panther suggest that actress, Letitia Wright, may still claw her way to center stage in the MCU one day, mirroring Shuri’s path in the comics. The most notable example of this occurs early on in the film when Zuri (Forest Whitaker) asks if anyone is willing to challenge T'Challa for the power of Black Panther.
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Black Panther movie: Cast, plot, release, EVERYTHING we know so far about Marvel film | Metro News Casting, plot details and locations: EVERYTHING we know so far about Marvel’s Black Panther Comment Hanna Flint Tuesday 16 Aug 2016 2:40 pm Black Panther movie is coming (Picture: Marvel) Black Panther is arguably one of the Marvel Cinematic Universe’s most important films. Not only does it mark the first time a black superhero has led a movie in the MCU, but it also features a primarily black cast along with a black director in charge for the first time. From Captain Marvel to Mantis: 12 badass women of the Marvel Cinematic Universe at SDCC2016 Black Panther is part of phase three of Disney and Marvel Studios more diverse slate, which also includes Thor: Ragnarok – directed by Taika Waititi and featuring mixed race actress Tessa Thompson as the female lead – and Captain Marvel, the MCU’s first female superhero-led film starring Brie Larson. Sadly, we’ve got just under two years before Black Panther is in cinemas, but until then here’s a round-up of everything we know so far about it… Pause 0:00 / 0:00 Speed: Normal Speed 0.25 0.5 0.75 Normal 1.25 1.5 1.75 2 Settings Voltax Full-screen THE CAST:
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Nikolas A.: When you open a book and read of a character that thinks, feels, and loves the way that you do, you feel less alone. You feel more validated and confident in your identities to see a story map out your heart and soul. Kids need to feel confident in who they are from the earliest stages of development, and normalizing diversity is key to that goal. Gwen J.: Diverse books are important for a way to walk in another's shoes, and learn about another's world and experiences. They are a chance to see things from a perspective you may never encounter, in a place you may never go, and live in a culture you may never experience. They help cultivate compassion, awareness, and understanding. Many of us find our best friends in books. They are a safe place to learn, love, and explore. We can find ourselves in books, learn more about ourselves, and find our better selves that we aspire to be, often reflected in a character we identify with. They teach us the kind of friends we want (and can be the link to finding them), good and bad ways of dealing with conflicts, and give us new things to think about in the way we view people and the world.
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BORUTO Antagonist Kawaki Makes Long-Awaited Manga Debut - ComicsVerse BORUTO Antagonist Kawaki Makes Long-Awaited Manga Debut If you’re a huge NARUTO fan like myself, then you’ve been doing your best to stay up to date with its sequel series BORUTO: NARUTO NEXT GENERATION. It’s a little easier said than done as the anime seems to be doing its own story while incorporating content from the manga. It has felt like a long journey so far and knowing the BORUTO anime still has so much ground to cover is certainly unnerving. However, one reason BORUTO fans push forward in the series is to learn more about Kawaki, the character who will bring ruin to the Hidden Leaf Village in the future. At long last, Kawaki made his manga debut in chapter 23 on April 28th. With his debut, it seems the BORUTO franchise is finally looking to get serious. Minor spoilers ahead for BORUTO. A Peaceful World in Ruin BORUTO takes place several years after NARUTO SHIPPUDEN ends. At this point in time, the beloved characters we all grew up with have begun the next chapters of their lives as adults. Some characters married and even had kids, while others became teachers/jonin.
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The final Iron Man vs. Captain America battle ends with Captain America about to deliver the final blow to a beaten Iron Man before he looks at the destruction the fight has caused and surrenders. We can imagine him escaping custody and essentially sitting out 'Avengers 3' before he's recruited to return for the big massive 'Avengers 4: Infinity Gauntlet' movie. What Impact Does This Have on Thanos and the Infinity Gauntlet Storyline? Not a ton. We still expect Thanos to be the big bad of this overarching storyline with ' Avengers 4 ' culminating in a major battle against him. But, we need to get to that point first. What Civil War does is it allows The Avengers to become vulnerable. They're not the all-powerful superhero team. They're friends at the beginning of 'Avengers 2' but those friendships and alliances will be severely tested through that film and over the following films. The events of Civil War, and the battle between Iron Man and Captain America will result in a weakened superhero team, allowing Thanos to make his move. Then, ALL the Marvel superheroes will have to reunite for that epic 'Avengers 4: Infinity Gauntlet' movie to stop him.
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Rumors About a Female Lead On a different note, reports and rumors have been circulating about a female lead. There have been talks of casting Karen Gillan, who played Nebula in the Marvel Cinematic Universe. ( Guardians of the Galaxy is another of my faves. Read more about that upcoming sequel .) Karen Gillan as Nebula [ Source: Marvel] As of the moment, it is unknown whether the actress has been officially offered the role. One thing is quite sure, though: The Mouse House is interested in her yet again. Here’s another juicy bit of gossip: Disney is also considering women of color to lead the 6 th installment. If they do pursue a female lead for this film, then Pirates of the Caribbean 6 could be focused on Redd. Redd is a famous female pirate who was introduced and featured in the Disney Parks POTC attraction. Of course, this female lead tidbit is still a speculation. Remember that Davy Jones is also anticipated to be the protagonist. There’s a lot we don’t know at this point, but it’s fun to try and figure it all out! The Rest of the Cast Elizabeth and William in Pirates of the Caribbean: At World’s End [
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Scarlett Johansson Leaks Black Widow Footage… Sort Of Omaze New Trailers from Marvel Studios! - Marvel Minute National Super Hero Day - Marvel Studios’ Black Widow Marvel Studios Celebrates The Movies Add a photo to this gallery External links Black Widow on IMDB References ↑ Marvel’s Movie Plans: Black Widow & Hawkeye Could Get Solo Films ↑ Kevin Feige On Black Widow's Role In THE AVENGERS 2 And An Eventual Solo Movie ↑ Marvel Studios president Kevin Feige dismisses solo female comic book films ↑ Game of Thrones Big-Battle Director Neil Marshall Either Wants to Direct a Black Widow Movie or Unleash Those Dragons ↑ FAN EXPO: MARVEL ENTERTAINMENT PRESENTS: THE LEGENDARY STAN LEE ↑ BLACK WIDOW Movie: Scarlett Johansson and Kevin Feige Have Discussed a Series of Films ↑ Clark Gregg says it'd be 'tragic' if Marvel doesn't make a Black Widow movie ↑ The Russo Brothers Would Be Interested In Doing A Black Widow Solo Movie ↑ Russo Brothers talk about Captain America Civil war in China (2015) ↑ Kevin Feige On ‘Captain America: Civil War’ And All Things Marvel – Deadline Q&A ↑ Kevin Feige Says Marvel Studios is ‘Committing’ to a Black Widow Solo Movie ↑ COMIC-CON 2016: JOSS WHEDON WOULD DIRECT A BLACK WIDOW MOVIE IF MARVEL ASKED ↑ The Black Widow movie 'should be done' says Scarlett Johansson ↑ Thor: Ragnarok Director Taika Waititi Wants to Make a Marvel Comedy With a Surprising Avenger ↑ Marvel’s Standalone ‘Black Widow’ Movie Gains Momentum With Jac Schaeffer Writing ↑ Chris Evans Loves 'Black Panther' Marvel Cinematic Universe Phase 1 Iron Man | The Incredible Hulk | Iron Man 2 | Thor | Captain America: The First Avenger | The Avengers Phase 2 Iron Man 3 | Thor: The Dark World | Captain America: The Winter Soldier | Guardians of the Galaxy Avengers: Age of Ultron | Ant-Man Phase 3 Captain America: Civil War | Doctor Strange | Guardians of the Galaxy Vol.
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These ideas, steeped in racial prejudice, were alleged to provide a biblical justification for black slavery and the subjugation of black peoples. When I first read about these concepts, they brought tears to my eyes. As a white person in a predominantly white country, I also began to gain a better understanding of and a greater appreciation for the black experience in the United States. Is the Bible a book by a white God for white people? Of course not. God is spirit and does not have “color” in our human and earthly sense. There is nothing in the Scriptures to indicate that people are excluded from God’s saving grace on the basis of ethnic origin or skin color. God is “not wanting anyone to perish” (2 Peter 3:9). Jesus is the Savior of all peoples. Nevertheless, it is a fact that the majority of European artists and Bible commentators painted and described all biblical characters, including God, as white. This had the effect of excluding blacks from being a part of Scripture and has led some people of color to question the Bible’s relevance to them. Exclusion was only one side of the problem. Where the presence of blacks in the Bible was admitted, primarily among uneducated whites, outrageous myths and fables abounded.
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Avengers: Infinity War Part 2 (May 9th 2019) Other than this there is other stand-alone Marvel movies of each characters like Iron-Man, Caption America, Thor etc 11.5K views · View upvotes Hilary Jean , former Demonstrator and Product Promoter Answered 3 years ago Originally Answered: How many Avenger movies are there? If you are talking about just Avengers movies list, then the answer would be 3 for now but I have heard one more in production line. The Avengers, released on 2012 Avengers: Age of Ultron, released on 2015 Avengers: Infinity War Upcoming this year Untiled Avengers Movie probably come out in 2019–20 Besides this several movies would come into the collection like Iron Man, Captain america, Thor, Hulk and much more. 8.6K views Nora Victoria , SEO Specialist & Consultant (2019-present) Answered February 4, 2021 Watch The Marvel Movies In Order Captain America: The First Avenger (2011) CAPTAIN AMERICA: THE FIRST AVENGER is something of an extended introduction to the MCU. Captain Marvel (2019) Iron Man (2008) Iron Man 2 (2010) The Incredible Hulk (2008) Thor (2011) The Avengers (2012)
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Writer Charles Soule (Lando, She-Hulk, Daredevil) and artist Marco Checchetto ( Star Wars: Shattered Empire, Avengers World, Punisher) bring us a tale of the Jedi at the height of their power… Media Color code key: Collected (TPB) issue Released issue Future issue Issue Title Publication date Trade paperback 1 Part I January 6, 2016 Obi-Wan and Anakin July 19, 2016 2 Part II February 3, 2016 3 Part III March 23, 2016 4 Part IV April 20, 2016 5 Part V May 25, 2016 Bibliography NYCC 2015: Exploring the Uncharted in Marvel's Obi-Wan & Anakin — An Interview with Charles Soule on StarWars.com ( backup link) Journey to The Force Awakens Panel at New York Comic Con – Recap on StarWars.com ( backup link) Master and Apprentice Strike in Obi-Wan & Anakin #1 – Exclusive Preview on StarWars.com ( backup link) ' Blaster '— Star Wars Insider 163 Notes and references ↑ 1.0 1.1 1.2 1.3 1.4 Truitt, Brian. Exclusive: Jedi get spotlight in 'Star Wars: Obi-Wan & Anakin' (October 10, 2015). USA Today. Archived from the original on August 19, 2020.
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It's safe to say that Twitter has a bit of an image problem when it comes to diversity -- and a recent hire to address those problems seems to be backfiring on the firm. In recent months, the company has become a go-to example of the lack of diversity in the technology industry. Sixty percent of the company's employees are white; that jumps to 72 percent when looking at leadership roles. Overall, fewer than 2 percent of Twitter's employees are black, and none are in leadership roles. While it's true that many major tech companies have similar diversity statistics, but Twitter's numbers stand out because so many of its users are black. And the disparity between the company and its users has not gone unnoticed. To address some of those issues, Twitter announced that it has hired a new vice president for diversity and inclusion, Jeffery Siminoff. The fifty-year-old replaces Janet Van Huysse, and comes from a similar role at Apple. He is known for his extensive work with Out Leadership -- a group dedicated to demonstrating how equality in general makes for good business, with a particular focus on LGBT executives. He was also named in a TechCrunch piece identifying '10 Men Making Waves for Women in Tech.'
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The memo went “viral internally” at Google, according to Motherboard, and many current and former employees spoke out against it on social media after it was made public. But sources told Motherboard there was at least some agreement to the author’s viewpoints from some Google employees. And his memo quickly caught the attention of conservatives, especially in the alt-right, who have rallied around him, with many seeing his treatment by Google as reinforcement that their views are not accepted by Google’s leadership. In June, a shareholder asked at a meeting if conservatives would be accepted at the company. “The company was founded under the principles of freedom of expression, diversity, inclusiveness and science-based thinking,” Alphabet Chairman Eric Schmidt said at the time, according to Bloomberg. “You’ll also find that all of the other companies in our industry agree with us.” Here’s what you need to know about Damore, the memo and his firing: 1. James Damore Accused Google of Silencing Conservative Opinions & Argued Biological Differences Play a Role in the Shortage of Women in Tech Google denounces anti-diversity memo An anti-diversity memo from a Google employee has gone viral. FBN's Tracee Carrasco with more.
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She-Hulk appeared in 'FF' by Matt Fraction and Mike Allred, which debuted in November 2012. An ongoing 'She-Hulk' series, written by Charles Soule and drawn by Javier Pulido, debuted in 2014. It was revealed in October 2014 that the current run of 'She-Hulk', which had the character facing off against Matt Murdock in court, would end with issue 12. Since May 2015, She-Hulk has appeared as one of the main characters in 'A-Force', an all-female Avengers spin-off being launched by G. Willow Wilson, Marguerite Bennett, and Jorge Molina during Marvel's 'Secret Wars' crossover. She-Hulk starred in the comic titled 'Hulk' beginning December 2016. The series showed how she dealt with the trauma stemming from her cousin's death, and the injuries sustained at the hands of Thanos, as fallout from the 'Civil War II' event. She appeared colored grey, similar to Hulk's 'Joe Fixit' persona, and there were great difference in tone from her previous lighthearted adventures. The title was cancelled with issue #163 in March 2018. Section::::Fictional character biography. Section::::Fictional character biography.:Savage She-Hulk.
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The diversity in Saddlebrook was to him the living proof. He was vice president of sales for a medical software company, and when he wasn’t on the road he worked from home wearing a wireless earbud, troubleshooting client problems as he paced around his living room, looking out at the woods with a sense of well-being. He was goal-oriented, and had almost accomplished his big one, “retire by age 50.” The other, “spend time improving community,” was a work in progress. He had instituted events such as the annual mulching of the nature trail, and that was how he’d met Maria, who’d also come to the chili cook-off by the pool and other events, always wearing a hijab. Mickey found himself revisiting these interactions as he planned the Sunday meeting. His wife, Allason, was nervous that holding it at their house might make them a target for troublemakers. Mickey had heard that someone had already called Maria and asked her when she was selling her house. He worried people would say “her culture caused it to happen,” that the whole thing would turn into “white versus nonwhite,” and be “damaging to the community spirit.”
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But while Marvel movies run the gamut of genre and flavor, which ones rank the best in the end? There was an idea. The idea was to bring together a group of remarkable people, the Polygon staff, to see if it could produce ... a list. See if it could work together when the Marvel-loving audience needed them, to fight the battles of ranking each individual “Marvel Cinematic Universe” movie. So we did that. Below, you’ll find the 23 MCU canon films ranked from worst to best. Go forth, and at the end, consider grabbing shawarma. [ Ed. note: This post contains spoilers for every Marvel movie, including Spider-Man: Far From Home] Marvel Studios 23. Iron Man 2 (2010) The first MCU sequel became notorious for rolling through production without a finished script. Even after the heavily improvised Iron Man left Jeff Bridges fuming, director Jon Favreau, Robert Downey Jr., and writer Justin Theroux (yes, the star of The Leftovers) mapped out most of Iron Man 2 on the fly. Unfortunately, whatever happened the first time didn’t happen again: Tony Stark’s second outing is a glue-and-popsicle-sticks creation with inert action and flirtatious relationship with the Demon in a Bottle arc.
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Every Marvel Cinematic Universe movie ranked from worst to best - CNET Ranking the Marvel Cinematic Universe movies CNET's Eric Franklin ranks all 19 movies in the Marvel Cinematic Universe and asks that you try to prove him wrong. Eric Franklin May 3, 2018 4:00 a.m. PT 1 of 19 Universal Studios 19: The Incredible Hulk We're going from worst to best, so we have to start somewhere. ' The Incredible Hulk ' from 2008 (not to be confused with 'Hulk' from 2003) isn't a bad movie. Yes, you could totally skip it and not miss a story beat in the MCU saga, but that doesn't make it bad. It just means that the stuff that happens here has little bearing on everything after. That said, it's certainly not a great movie. It failed to make the relationship between Bruce Banner (Edward Norton) and Betty Ross (Liv Tyler) worth caring about and was devoid of the humor the MCU is now known for. The biggest issue, however, is with Bruce himself. He doesn't want to turn into the Hulk, but at the end of the day, that's all you want him to do.
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(It’s hard to believe now, but that was a questionable choice to some at the time.) Fans have her to thank for Chris Evans as Captain America, Chris Pratt as Star-Lord Peter Quill, Tom Hiddleston as Loki and dozens more pitch-perfect embodiments of Marvel’s greatest heroes and most beloved supporting characters. Instagram sarahfinncasting Verified 59.6K followers View Profile sarahfinncasting Verified 193 posts · 59.6K followers View More on Instagram Like Comment Share Save 617 likes sarahfinncasting So honored to receive the CSA’s Casting Zeitgeist Award for Black Panther ✨ #CastingBy #ArtiosAwards #BlackPanther @nicholasmuddband @jasonstamey @megcasting @csacasting view all 59 comments Add a comment... Instagram “I get a little attached to every role I’ve ever cast. It has to come to life for me,” Finn told Backstage of her casting process. “It’s a journey to get to know a particular character, and when the actor is very much a part of that process, it’s really memorable.” Victoria Alonso, Executive Vice President, Marvel Studios One of the highest-ranking female executives at Marvel, Alonso spoke with Bustle last year about her experiences being the only woman in the room -- and the importance of inclusivity at every level of production.
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In August 1996, Marvel Entertainment Group decided to incorporate Marvel Films as Marvel Studios with the sale of New World Communications Group, Inc., Marvel's fellow Andrews Group subsidiary in film and television stations, funded with a sale of Toy Biz stock. In July 1996, Fox Children's Network secured rights from Marvel Entertainment Group for Captain America, Daredevil, Silver Surfer, and additional characters to be developed into four series and 52 episodes over seven years. History Animated features In 2004, Marvel Entertainment, Marvel Comics's new parent corporation, struck a deal with Lions Gate Entertainment to produce a series of eight direct-to-video animated movies under the name of Marvel Animated Features in conjunction with Marvel Studios, Marvel's direct film subsidiary. Eric Rollman was hired by Marvel as Executive Vice President, Home Entertainment & TV Production for Marvel Studios to oversee the deal with Lionsgate. Incorporated Marvel Animation was incorporated in January 2008 to direct Marvel's efforts in animation and home entertainment markets including then animation efforts with Lionsgate and Nickelodeon. Marvel Entertainment named Eric Rollman as president of the company in April 2008, and reporting to Simon Philips, president of Marvel Entertainment International. In early 2009, a home distribution deal for The Super Hero Squad Show was inked with Shout! Factory.
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}
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MARCO_37_746145982-3
|
Black viewers, she said, increasingly are less interested in network television broadcasts because producers fail to consistently include diverse guests or offer content of interest to minority viewers. As a result, African American consumers have shifted to watching online digital content, said Tameez, who worked at the Star-Telegram in Fort Worth as a diversity writer covering social equity issues in 2018 and 2019. “For communities of color and marginalized people, there is distrust with legacy media or traditional news outlets,” she said. “They have poorly covered or ignored communities all together or have gotten stories wrong or only go into their communities for crime or violence.” Tameez said increases in paid viewer subscriptions to shows such as #RolandMartinUnfiltered also can be attributed to relatability: Black viewers relate to reporters who don’t perpetuate racial stereotypes. Recent research supports her point of view. According to a recent study, the State of Consumer Engagement, 74 percent of Black viewers watch ethnic media occasionally and 44 percent watch frequently. The findings, released Aug. 12, were conducted by New York based Horowitz Research. Adriana Waterston, Horowitz’s senior vice president of Insights and Strategies, said in a news release announcing the results of the study that the country’s social environment contributes to the increasing popularity of multicultural podcasts like #RolandMartinUnfiltered.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384214"
}
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MARCO_41_685843139-4
|
The community relies on everyone sharing – Add Anonymous Salary Systems Administrator - Hourly City of Lubbock, TX About $21 - $24 hourly 2 salaries See 2 salaries from all locations About $21 - $24 hourly $21 $24 Server Administrator Texas Tech University About $42K - $49K 2 salaries About $42K - $49K $42K $49K Database Administrator ARMtech About $53K - $58K 1 employee salary or estimate About $53K - $58K $53K $58K Director's Choice Database Administrator Director's Choice About $45K - $48K 1 employee salary or estimate About $45K - $48K $45K $48K Lelan Pack Insurance Company Database Administrator - Hourly Lelan Pack Insurance Company About $14 - $16 hourly 1 employee salary or estimate About $14 - $16 hourly $14 $16 Systems Administrator United Supermarkets About $57K - $61K 1 employee salary or estimate About $57K - $61K $57K $61K Systems Administrator - Hourly Texas Tech University Health Sciences Center About $18 - $20 hourly 1 employee salary or estimate About $18 - $20 hourly $18 $20 Systems Administrator The Riverview Care Center About $59K - $63K 1 employee salary or estimate About $59K - $63K $59K $63K Administrator Interim HealthCare About $46K - $50K 1 employee salary or estimate See 3 salaries from all locations About $46K - $50K $46K $50K Network Administrator Parkhill Smith & Cooper About $86K - $92K 1 employee salary or estimate About $86K - $92K $86K $92K Network Administrator - Hourly CoNetrix About $26 - $28 hourly 1 employee salary or estimate About $26 - $28 hourly $26 $28 Sales Administrator Labatt Food Service About $48K - $52K 1 employee salary or estimate See 11 salaries from all locations About $48K - $52K $48K $52K Senior Administrator Texas Tech University About $75K - $82K 1 employee salary or estimate About $75K - $82K $75K $82K KEY NOT FOUND: pagination.previous 1 2 KEY NOT FOUND: pagination.next Salaries > office administrator > Lubbock View Data as Table Office Administrator in Lubbock, TX Area Salaries Job Title Location Salary Edward Jones Office Administrator salaries - 1 salaries reported Lubbock, TX Area $40,112 / yr Texas Tech University Office Administrator salaries - 1 salaries reported Lubbock, TX Area $38,403 / yr Zales Jewelers Office Administrator salaries - 1 salaries reported Lubbock, TX Area $9 / hr Vulcan Materials Office Administrator salaries - 1 salaries reported Lubbock, TX Area $38,845 / yr Western States Fire Protection Office Administrator salaries - 1 salaries reported Lubbock, TX Area $38,982 / yr City of Lubbock, TX Office Administrator salaries - 1 salaries reported Lubbock, TX Area $23,343 / yr Texas Tech University Administrator salaries - 3 salaries reported Lubbock, TX Area $53,668 / yr City of Lubbock, TX Systems Administrator salaries - 2 salaries reported Lubbock, TX Area $22 / hr Texas Tech University Server Administrator salaries - 2 salaries reported Lubbock, TX Area $45,470 / yr ARMtech Database Administrator salaries - 1 salaries reported Lubbock, TX Area $56,022 / yr Director's Choice Database Administrator salaries - 1 salaries reported Lubbock, TX Area $46,464 / yr Lelan Pack Insurance Company Database Administrator salaries - 1 salaries reported Lubbock, TX Area $15 / hr United Supermarkets Systems Administrator salaries - 1 salaries reported Lubbock, TX Area $58,759 / yr Texas Tech University Health Sciences Center Systems Administrator salaries - 1 salaries reported Lubbock, TX Area $19 / hr The Riverview Care Center Systems Administrator salaries - 1 salaries reported Lubbock, TX Area $60,917 / yr Interim HealthCare Administrator salaries - 1 salaries reported Lubbock, TX Area $48,275 / yr Parkhill Smith & Cooper Network Administrator salaries - 1 salaries reported Lubbock, TX Area $89,035 / yr CoNetrix Network Administrator salaries - 1 salaries reported Lubbock, TX Area $27 / hr Labatt Food Service Sales Administrator salaries - 1 salaries reported Lubbock, TX Area $50,000 / yr Texas Tech University Senior Administrator salaries - 1 salaries reported Lubbock, TX Area $78,278 / yr Recent Salary Reports Below are the most recent office administrator salary reports.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384215"
}
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KILT_696933-9
|
These parts would be pieced together with short fills and rolls. Drum kicks are slightly distorted, like gabber. Breakbeat patterns may also occur briefly in the background at certain points. Whilst breakbeat hardcore itself was not popular in Scotland, its synthesiser sounds were found in bouncy techno's range of stab melodies. N-Joi's 'Live In Manchester' (1992) feast provided further general inspiration. Its hallmark is the single-keyed offbeat note, which relates to its 'bouncy' designation (this offbeat focus was found in the latter bouncy house namesake). These rhythmic combinations and arrangements were described by Simon Reynolds as being reminiscent of klezmer music, fairground-like melodies and oom-pah offbeat notes. The N-Joi group provided another important attribute. Unlike other rave music from this period, the Scottish scene was performance driven where bands often headlined raves rather than DJs. Acts were expected to have costumes, dancers and the best stage performance. Dancers were dressed in baggy tracksuit-like attire and had their own form of dance that involves a lot of rapid leg movements. The performances of Ultra-Sonic filtered through to the like Scooter on a wider level. Section::::See also. BULLET::::- List of electronic music genres
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{
"last_modified_datetime": "2024-04-12T16:39:48.384216"
}
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MARCO_35_267492210-2
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Among the 160+ salaries reported were those of Bryan Cranston and Aaron Paul, the two main stars of 'Breaking Bad.' How much do Cranston and Paul earn per episode as meth cooks? Cranston takes home a cool $225,000 per episode, while Paul earns $150,000. (Not bad for someone who was originally supposed to be killed off at the end of season one.) That puts Cranston's salary for the final eight episodes of the series at $1.8 million. Paul would take home $1.2 million. For a comparison, Cranston is making as much as what each of the 'How I Met Your Mother' cast members earns ($225,000) and nearly as much as Damian Lewis on Showtime's 'Homeland' ($250,000). Paul is earning as much as Peter Dinklage earns for his role on HBO's 'Game of Thrones' per episode and more than that of 'Elementary' star Lucy Liu ($130,000). In total, season 5 has 16 episodes. Provided Cranston and Paul's salary information is the same for the first eight episodes, that would put Cranston at $3.6 million for the entire final season of 'Breaking Bad' while his co-star Paul would make a total of $2.4 million. Sign up for notifications from Insider!
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{
"last_modified_datetime": "2024-04-12T16:39:48.384216"
}
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MARCO_16_2957662124-5
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Josh Lawford of Ravescene prophesied that breakbeat was 'the death-knell of rave' because the ever-changing drumbeat patterns of breakbeat music didn't allow for the same zoned out, trance-like state that the standard, steady 4/4 beats of house enabled. 'Amidst the Raindrops' A clip of downtempo progressive breaks music. Problems playing this file? See media help. Incorporating many components of those genres, the Florida breaks subgenre followed during the early-to-mid 1990s and had a unique sound that was soon internationally popular among producers, DJs, and club-goers. In 1994, the influential techno act Autechre released the Anti EP in response to the Criminal Justice and Public Order Act 1994, deliberately using advanced algorithmic programming to generate non-repetitive breakbeats for the full duration of the tracks, in order to subvert the legal definitions within that legislation which specified in the section creating police powers to remove ravers from raves that ''music' includes sounds wholly or predominantly characterised by the emission of a succession of repetitive beats'. In the late 1990s, another style of breakbeat emerged, funky breaks, a style that was incorporating elements of trance, hip hop and jungle. It was pioneered by the Chemical Brothers and James Lavelle 's Mo'Wax Records imprint.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384217"
}
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MARCO_53_292939804-3
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Overview Global enterprise IT workforce by type of employment 2020 Expectations for IT budget/headcount increases worldwide 2020, by sector Changes in investments in IT staffing worldwide 2021 Organizations expecting an IT budget and headcount increase 2020, by region ICT full-time employees in Europe 2020, by role Global tech job supply-demand balance 2019-2020, by country Tech job postings worldwide 2017-2020, by country Show all statistics (7) Segment: Software developers Average software developer remuneration globally 2020, by role Average software developer wages in U.S. 2020 Developers' weekly working hours 2020 Frequency of overtime work by developers 2020 Important job factors to developers worldwide 2020 Job satisfaction of developers 2020 Job hunting drivers for software developers worldwide 2020 Show all statistics (7) Segment: Salary Base salary for IT professionals worldwide 2019, by region IT professionals salaries by functional area worldwide 2019 Developer salary worldwide 2020, by industry (in thousand U.S. dollars) Developers' median salaries in Europe 2020, by city IT professionals salaries by functional area North America 2019 U.S. information sector: average hourly earnings 2007-2020 Average tech salary premium North America 2021, by job skill area Programming languages with the highest salaries 2020 Programming languages with the highest salaries in U.S. 2020 Show all statistics (9) Focus: Diversity Global tech industry workforce diversity 2019, by gender Gender distribution among software developer worldwide 2020 Game developer distribution worldwide 2014-2019, by gender Software developers by gender in Europe 2020, by country Gender composition by tech position in Europe 2020, by country Share of minority group computer occupation workers in the U.S. 2020 U.S. women in computing-related occupations 2000-2020 Worker gender split in the U.S. tech sector 2020, by state Show all statistics (8) Segment: Workforce U.S. information sector: number of employees 2010-2020 U.S. information sector: number of people hired 2001-2020 Number of software publishing jobs in the United States 2009-2020 Cybersecurity workforce in the United States 2020-2030 Total tech job openings in demand in North America 2020, by skill area Information & communication employment in the United Kingdom (UK) from 2017 to 2020 Numbers of IT specialist managers in the United Kingdom (UK) 2011-2020 Preferred cities for techies to work with good salary package India 2020 Show all statistics (8) Outlook Global IT spending forecast 2012-2022, by segment ICT industry full-time employment worldwide in 2019, 2020 and 2023 Struggles to recruit information technology staff in 2021, by IT role Plans to recruit information technology developers in 2021 Show all statistics (4) Kimberly Mlitz Research expert covering the IT services industry Get in touch with us now Contact Get in touch with us.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384217"
}
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MARCO_35_1490776900-1
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Career Paths and Salaries: Computer Science vs. IT Career Paths and Salaries: Computer Science vs. IT Jul 24, 2014 The degree and program you invest in can have a significant impact on your average salary. So you want a degree in tech, but you’re not sure which route to take. These days, there are two strong paths to make a career in computers: Computer Science and Information Technology (IT). Which is right for you? A Comparison of Degrees To begin, it’s important to understand the distinctions of each. In Computer Science, you’ll be learning how computers work. This could be anything from computer languages, software design, or hardware architecture. It’s just you and the computer having a conversation. You’ll learn many of the same skills in IT, but your intentions will be different. You’ll become the mediator between the machine and the end user. Think of yourself as a translator- you speak both computer and human speech. It becomes your job to facilitate conversation between two speakers who are often mutually unintelligible. You’ll be learning skills like computer support, database and systems administration, and network architecture. Job Salaries and Growth Potential There’s a lot of overlap between IT and Computer Science careers.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384218"
}
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MARCO_41_2042676956-12
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Skills you’ll need: analytical skills to identify problems troubleshooting and problem-solving skills sound color vision (as many jobs will require you to work with colored wires) communication skills to work with a team ability to work and balance your body at high elevations (no fear of heights in this job!) Job Outlook for 2018-28: up 10% 13. Architectural and Civil Drafter Median Pay (2018): $56,700 If you love design and architecture but don’t want to complete all the schooling associated with that, check out a career as an architectural and civil drafter. In this job, you will complete detailed drawings of architectural or structural buildings, maps, or any civil engineering project that needs a sketch, like highways and bridges. You’ll take the architect’s design and turn it into a technical drawing. Education and training you’ll need: Education: Some drafting programs will result in an associate degree from a community college or tech school, while others will end in a diploma or certification. No apprenticeship is needed. Skills you’ll need: knowledge of building materials mathematics skills knowledge of engineering practices basic engineering skills design/drawing skills and/or proficiency in the design computer programs communication skills to work with architects and engineers Job Outlook for 2018-28: Little to no change 12.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384218"
}
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MARCO_13_1492420067-3
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There is also a separate hierarchy for managerial positions. Most software engineers work at lower levels of the hierarchy. This is because jobs at the top are rarer and require a more specialized set of skills. Typically, you’ll need extensive industry experience – either at Facebook or another tech company – to command a position that is higher up on the Facebook salary band structure. How Much do Facebook Software Engineers Earn? Your salary and compensation package as a Facebook software developer will depend on your experience and assigned level. Those who start at the entry-level will command an E3 salary, while more senior engineers will be assigned higher levels. As you are promoted, you’ll work your way through these levels. Facebook compensates its employees fairly, to say the least. Even jobs at lower positions within the company offer excellent salaries that are comparable to those at companies like Microsoft. At the higher levels, you’ll be entitled to even more compensation.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384219"
}
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MARCO_05_614056399-3
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I agree that school helps students to be prepared for the future life. Each subject that students learn at school is useful and helpful for students. Illiteracy can not develop the world and society. Every one should go to school to get education and knowledge. Because knowledge is the only thing that can be helpful in the future of the students. 9 years ago Side: Yes, It Does Support Dispute Clarify ↑ Hide Replies richout (33) Disputed 1 point don,t you think we can learn the stuffs taught in school without enrolling in your so praised institution? We learn things in our own through experiences and not by a bunch of crappy theories. you know what we call it?! it is called learning by application.. 9 years ago Side: Mostly it's a waste of time Support Dispute Clarify ardak (22) 1 point Yes actually it does help but not for adoult life, mostly for university life which is full of exams and hard work on your studies. I cannot say that school time is just wasting your time. There is a lot of things that we can learn from it but also it needs some reqruitments on things such as teaching last year boy students about the rulez of driving and car details how to check their car if something goes wrong.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384220"
}
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MARCO_41_2173328219-2
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Our unique master’s curriculum provides you with an opportunity to design your own pathway by crafting a customized set of enriching experiences that allow you to tap into your leadership potential, cultivate your ability to foster positive impact, and create the conditions for meaningful learning and development. Whether you are seeking to further your career, develop new skills, or enrich and deepen your knowledge to make an even greater impact on the world, the HGSE Ed.M. will offer exceptional academic preparation, personal and professional development, and opportunities for real-world engagement — all within a customizable and manageable yearlong program. Widen Layout: wide Foundations Educators today need to be prepared to understand, evaluate, and address a wide range of challenges and rapidly changing circumstances facing students, families, and communities. To prepare you for this important work, HGSE has crafted a set of Foundations courses to help you gain the core skills, knowledge, and ways of thinking that are central to the profession of education. With the Foundations, you will launch your HGSE journey grappling with complex education issues and applying your learning to real-world scenarios. The knowledge derived from them will guide you during your time at HGSE and throughout your career.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384220"
}
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MARCO_11_3567912-226
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providers 44% 44% 33% 22% 22% 22% 11% 11% 105 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Country Profile India Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Architecture and Engineering Arts, Design, Entertainment, Sports, and Media Business and Financial Operations Community, Social and Protective Services Computer and Mathematical Construction and Extraction Education and Training Farming, Fishing and Forestry Healthcare Practitioners Hospitality and Food Related Installation and Maintenance Life, physical, and social sciences Legal Management Manufacturing and Production Office and Administrative Personal Care and Service Sales and Related Transportation and Logistics — — — — — — — — — — — — — — — — — — — n Information and Communication Technology........ 27% n Mobility............................................................. 18% n Energy .............................................................. 15% n Basic and Infrastructure..................................... 14% n Professional Services......................................... 11% n Consumer ........................................................... 6% n Others............................................................... 10% 2% 20% 41% 37% Main Industries Ease of Recruitment N/A l Growing l Decliningl Stable 106 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of recruitment, overall Local share of specialists Ease of overall Information and Communication Technology stable 51–75% neutral 51–75% neutral –0.38% Mobility growth 76–100% neutral 76–100% neutral 1.15% Energy growth 76–100% hard 76–100% harder 1.36% Basic and Infrastructure growth 76–100% hard 51–75% harder 3.13% Professional Services strong growth 51–75% easy 26–50% harder 5.00% Consumer strong growth 76–100% hard 51–75% neutral 5.00% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment neutral hard neutral neutral Database and Network Professionals Strategic/Specialist hard hard harder harder Software and Applications Developers and Analysts New and Emerging — — hard hard Data Analysts 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile India Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Positive Change Management and Future Workforce Planning 76% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 68% Resource constraints.......................................................................... 48% Pressure from shareholders, short-term profitability............................. 40% Workforce strategy not aligned to innovation strategy .......................... 28% Insufficient priority by line management .............................................. 24% 60% are confident strategies are suitable 8% 69% 23% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work Climate change, natural resources Processing power, Big Data Mobile internet, cloud technology Middle class in emerging markets New energy supplies and technologies Young demographics in emerging markets Women’s economic power, aspirations 43% 40% 33% 27% 27% 23% 17% 17% Invest in reskilling current employees Support mobility and job rotation Collaborate, educational institutions Target female talent Attract foreign talent Target minorities’ talent Offer apprenticeships Collaborate, other companies across industries 48% 48% 28% 24% 12% 12% 8% 8% 107 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (1,511), Healthcare Practitioners (632), Hospitality and Food Related (1,303), Personal Care and Service (1,706) Country Profile Italy Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Sales and Related Office and Administrative Transportation and Logistics Manufacturing and Production Construction and Extraction Business, Legal and Financial Management Installation and Maintenance Farming, Fishing and Forestry Computer, Mathematical and Science Arts, Design, Entertainment, Sports, and Media Education and Training Architecture and Engineering 2,411 2,304 2,025 1,574 1,339 1,306 1,143 1,097 980 873 683 645 510 N/A l Growing l Decliningl Stable n Mobility............................................................. 29% n Basic and Infrastructure..................................... 26% n Consumer ......................................................... 24% n Information and Communication Technology........ 10% n Energy ................................................................ 6% n Others................................................................. 5% 27% 52% 9% 12% Main Industries Ease of Recruitment 108 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of recruitment, specialists Ease of overall Mobility stable 76–100% hard 51–75% easier 0.18% Basic and Infrastructure stable 51–75% hard 51–75% neutral –0.58% Consumer decline 76–100% hard 51–75% harder –1.82% Information and Communication Technology stable 76–100% hard — harder 0.56% Energy growth 51–75% hard 26–50% easier 1.67% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment neutral hard neutral neutral Assembly and Factory Workers Strategic/Specialist hard hard neutral harder Electrotechnology Engineers New and Emerging — — very hard hard Materials Engineers 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile Italy Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Negative Change Management and Future Workforce Planning 63% believe future workforce planning is a leadership priority Barriers Pressure from shareholders, short-term profitability............................. 46% Resource constraints.......................................................................... 38% Insufficient understanding of disruptive changes.................................. 33% Workforce strategy not aligned to innovation strategy .......................... 29% Insufficient priority by top management............................................... 29% 46% are confident strategies are suitable 25% 58% 17% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work New energy supplies and technologies Climate change, natural resources Middle class in emerging markets Geopolitical volatility Robotics, autonomous transport Mobile internet, cloud technology Consumer ethics, privacy issues 46% 46% 42% 23% 23% 23% 15% 15% Invest in reskilling current employees Attract foreign talent Collaborate, educational institutions Support mobility and job rotation Offer apprenticeships Collaborate, other companies in industry Hire more short-term workers Target female talent 50% 42% 38% 29% 17% 17% 17% 13% 109 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (4,683), Healthcare Practitioners (1,230), Hospitality and Food Related (4,205), Personal Care and Service (4,507) Country Profile Japan Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Sales and Related Office and Administrative Transportation and Logistics Manufacturing and Production Farming, Fishing and Forestry Construction and Extraction Installation and Maintenance Business, Legal and Financial Management Computer, Mathematical and Science Education and Training Arts, Design, Entertainment, Sports, and Media Architecture and Engineering 8,246 8,201 6,431 4,694 3,091 2,926 2,546 2,443 2,308 2,173 1,671 1,507 1,428 N/A l Growing l Decliningl Stable n Information and Communication Technology........ 22% n Professional Services......................................... 19% n Basic and Infrastructure..................................... 19% n Media, Entertainment and Information .................. 9% n Consumer ........................................................... 8% n Financial Services & Investors .............................. 8% n Others............................................................... 15% 24% 14%48% Main Industries Ease of Recruitment 110 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of specialists Ease of recruitment, overall Information and Communication Technology growth 51–75% hard 76–100% harder 2.78% Professional Services stable 76–100% hard 51–75% harder 0.00% Basic and Infrastructure stable 51–75% hard 51–75% harder 0.20% Media, Entertainment and Information stable 51–75% very hard 76–100% harder 0.00% Financial Services & Investors decline 76–100%hard harder –3.00% Consumer decline 76–100% hard 76–100% harder –4.44% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment hard hard harder neutral Sales Representatives, Wholesale and Technical Products Strategic/Specialist hard hard harder harder Electrotechnology Engineers New and Emerging — — hard hard Personal Care Workers in Health Services 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile Japan Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Neutral Change Management and Future Workforce Planning 86% believe future workforce planning is a leadership priority Barriers Resource constraints.......................................................................... 69% Workforce strategy not aligned to innovation strategy .......................... 49% Insufficient understanding of disruptive changes.................................. 43% Pressure from shareholders, short-term profitability............................. 43% Don’t know........................................................................................ 29% 43% are confident strategies are suitable 24% 41% 29% 6% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work Mobile internet, cloud technology Internet of Things Longevity, ageing societies Middle class in emerging markets Climate change, natural resources Processing power, Big Data New energy supplies and technologies 50% 47% 26% 21% 18% 16% 16% 16% Invest in reskilling current employees Support mobility and job rotation Attract foreign talent Target female talent Offer apprenticeships Collaborate, other companies across industries Collaborate, other companies in industry Hire more short-term workers 54% 34% 23% 23% 14% 14% 11% 9% 111 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (3,565), Healthcare Practitioners (681), Hospitality and Food Related (3,834), Personal Care and Service (5,886) Country Profile Mexico Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Transportation and Logistics Farming, Fishing and Forestry Sales and Related Manufacturing and Production Office and Administrative Construction and Extraction Management Installation and Maintenance Business, Legal and Financial Computer, Mathematical and Science Education and Training Arts, Design, Entertainment, Sports, and Media Architecture and Engineering 5,536 5,038 4,489 3,773 3,255 2,566 2,257 1,815 1,388 1,031 775 770 633 N/A l Growing l Decliningl Stable n Consumer Information and ......................................................... 27% n Mobility............................................................. 18% n Basic and Infrastructure..................................... 12% n Financial Services & Investors ............................ 12% n Information and Communication Technology.......... 8% n Energy ................................................................ 7% n Others............................................................... 16% 12% 18% 39% 31% Main Industries Ease of Recruitment 112 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of specialists Ease of recruitment, overall Consumer stable 76–100% hard 76–100% harder 0.00% Mobility growth 51–75% hard 26–50% harder 1.54% Financial Services & Investors growth 76–100% hard 51–75% harder 4.00% Basic and Infrastructure growth 76–100% neutral — harder 2.92% Communication Technology growth 76–100% hard — easier 2.50% Energy growth 76–100% hard 76–100% easier 1.88% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment neutral hard neutral neutral Assembly and Factory Workers Strategic/Specialist hard hard harder harder Business Services and Administration Managers New and Emerging — — hard hard Food Processing and Related Trades Workers 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile Mexico Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Positive Change Management and Future Workforce Planning 80% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 63% Pressure from shareholders, short-term profitability............................. 57% Resource constraints.......................................................................... 53% Workforce strategy not aligned to innovation strategy .......................... 30% Don’t know........................................................................................ 27% 63% are confident strategies are suitable 38% 46% 8% 8% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work Mobile internet, cloud technology Middle class in emerging markets Climate change, natural resources Processing power, Big Data New energy supplies and technologies Geopolitical volatility Internet of Things 42% 33% 31% 25% 25% 19% 17% 14% Invest in reskilling current employees Target female talent Support mobility and job rotation Offer apprenticeships Collaborate, educational institutions Target minorities’ talent Attract foreign talent Collaborate, other companies across industries 40% 30% 27% 23% 23% 20% 17% 13% 113 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (808), Healthcare Practitioners (218), Hospitality and Food Related (894), Personal Care and Service (1,596) Country Profile South Africa Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Sales and Related Transportation and Logistics Management Office and Administrative Manufacturing and Production Construction and Extraction Farming, Fishing and Forestry Installation and Maintenance Business, Legal and Financial Computer, Mathematical and Science Arts, Design, Entertainment, Sports, and Media Education and Training Architecture and Engineering 1,609 1,562 1,530 1,444 1,152 896 705 652 458 259 219 186 137 N/A l0% Growing l Decliningl Stable n Financial Services & Investors ............................ 35% n Basic and Infrastructure..................................... 28% n Information and Communication Technology........ 11% n Mobility............................................................. 10% n Professional Services........................................... 7% n Consumer ........................................................... 5% n Others................................................................. 5% 11% 49% 40% Main Industries Ease of Recruitment 114 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of specialists Ease of recruitment, overall Financial Services & Investors growth 76–100% hard 51–75% neutral 1.25% Basic and Infrastructure decline 51–75% hard 51–75% harder –3.79% Information and Communication Technology decline 76–100% hard 76–100% neutral –3.75% Mobility growth 76–100% hard — harder 2.78% Professional Services decline —easy harder –1.25% Consumer decline — neutral — neutral –2.00% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment hard hard neutral neutral Assembly and Factory Workers Strategic/Specialist hard hard neutral harder Sales and Marketing Professionals New and Emerging — — very hard hard Data Analysts 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile South Africa Disruption in Focus: Processing power, Big Data Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Negative Change Management and Future Workforce Planning 60% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 68% Resource constraints.......................................................................... 52% Workforce strategy not aligned to innovation strategy .......................... 44% Pressure from shareholders, short-term profitability............................. 36% Insufficient priority by line management .............................................. 28% 44% are confident strategies are suitable 50% 50% Drivers of Change Top Trends Impacting Industries Strategies Processing power, Big Data Changing nature of work, flexible work Middle class in emerging markets Mobile internet, cloud technology Geopolitical volatility Climate change, natural resources Sharing economy, crowdsourcing New energy supplies and technologies 38% 34% 31% 25% 25% 22% 22% 19% Invest in reskilling current employees Target female talent Support mobility and job rotation Attract foreign talent Offer apprenticeships Collaborate, educational institutions Target minorities’ talent Collaborate, other companies across industries 56% 32% 32% 16% 12% 12% 12% 4% 115 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (1,554), Healthcare Practitioners (334), Hospitality and Food Related (1,596), Personal Care and Service (2,309) Country Profile Turkey Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Farming, Fishing and Forestry Transportation and Logistics Manufacturing and Production Sales and Related Management Office and Administrative Construction and Extraction Installation and Maintenance Business, Legal and Financial Computer, Mathematical and Science Education and Training Arts, Design, Entertainment, Sports, and Media Architecture and Engineering 5,053 2,450 2,003 1,979 1,636 1,628 1,594 1,318 665 582 446 406 380 N/A l Growing l Decliningl Stable n Media, Entertainment and Information ................ 31% n Financial Services & Investors ............................ 29% n Mobility............................................................. 10% n Consumer ......................................................... 10% n Others............................................................... 20% 24% 6% 35% Main Industries Ease of Recruitment 116 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of recruitment, specialists Ease of overall Media, Entertainment and Information stable 51–75% very hard 51–75% harder 0.00% Financial Services & Investors growth 51–75% hard 26–50% neutral 4.62% Consumer growth 76–100% hard 76–100% harder 4.00% Mobility growth 76–100% hard 76–100% harder 1.00% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment hard hard neutral neutral Assembly and Factory Workers Strategic/Specialist very hard hard harder harder Assembly and Factory Workers New and Emerging — — hard hard Nanosystems Engineers 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile Turkey Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Positive Change Management and Future Workforce Planning 64% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 50% Resource constraints.......................................................................... 50% Pressure from shareholders, short-term profitability............................. 50% Workforce strategy not aligned to innovation strategy .......................... 50% Don’t know........................................................................................ 36% 50% are confident strategies are suitable 14% 57% 29% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work Mobile internet, cloud technology Middle class in emerging markets Geopolitical volatility Young demographics in emerging markets Climate change, natural resources Processing power, Big Data Sharing economy, crowdsourcing 47% 33% 33% 33% 27% 20% 20% 20% Invest in reskilling current employees Support mobility and job rotation Target female talent Offer apprenticeships Collaborate, educational institutions Attract foreign talent Hire more short-term workers Collaborate, other companies across industries 71% 36% 29% 29% 21% 14% 14% 7% 117 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (2,294), Healthcare Practitioners (1,002), Hospitality and Food Related (1,855), Personal Care and Service (2,218) Country Profile United Kingdom Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Management Sales and Related Office and Administrative Transportation and Logistics Business, Legal and Financial Computer, Mathematical and Science Manufacturing and Production Education and Training Arts, Design, Entertainment, Sports, and Media Architecture and Engineering Construction and Extraction Installation and Maintenance Farming, Fishing and Forestry 3,599 2,846 2,445 2,111 1,981 1,808 1,463 1,394 1,241 1,198 1,192 935 900 N/A l Growing l Decliningl Stable n Professional Services......................................... 32% n Financial Services & Investors ............................ 16% n Media, Entertainment and Information ................ 15% n Information and Communication Technology........ 14% n Energy .............................................................. 12% n Basic and Infrastructure....................................... 4% n Others................................................................. 6% 10% 13% 32% 45% Main Industries Ease of Recruitment 118 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of specialists Ease of recruitment, overall Professional Services stable 51–75% neutral 26–50% neutral 0.16% Financial Services & Investors stable 76–100% neutral 51–75% harder 0.00% Media, Entertainment and Information growth 76–100% hard 51–75% harder 2.50% Information and Communication Technology growth 51–75% hard 51–75% harder 1.36% Energy growth 26–50% hard 0–25% harder 2.69% Basic and Infrastructure decline — neutral — neutral –1.00% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment neutral hard neutral neutral Client Information and Customer Service Workers Strategic/Specialist hard hard harder harder Lawyers New and Emerging — — neutral hard Software and Applications Developers and Analysts 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile United Kingdom Disruption in Focus: Mobile internet, cloud technology Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Neutral Change Management and Future Workforce Planning 76% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 62% Resource constraints.......................................................................... 55% Pressure from shareholders, short-term profitability............................. 45% Workforce strategy not aligned to innovation strategy .......................... 36% Insufficient priority by top management............................................... 24% 57% are confident strategies are suitable 78% 17% 4% Drivers of Change Top Trends Impacting Industries Strategies Mobile internet, cloud technology Changing nature of work, flexible work Processing power, Big Data Middle class in emerging markets Geopolitical volatility New energy supplies and technologies Climate change, natural resources Internet of Things 49% 45% 40% 30% 23% 17% 15% 13% Invest in reskilling current employees Support mobility and job rotation Target female talent Offer apprenticeships Collaborate, educational institutions Attract foreign talent Target minorities’ talent Hire more short-term workers 48% 38% 36% 19% 17% 17% 12% 5% 119 | The Future of Jobs Report Industries More than 50,000 5,000– 50,000 500– 5,000 Up to 500 Not shown: Social and Protective Services (5,909), Healthcare Practitioners (8,236), Hospitality and Food Related (12468), Personal Care and Service (11,623) Country Profile United States Sample Overview Workforce Disruption Employment Outlook by Main Job Family Current workforce (thousands) Number of Employees Office and Administrative Sales and Related Transportation and Logistics Manufacturing and Production Education and Training Management Business, Legal and Financial Construction and Extraction Installation and Maintenance Computer, Mathematical and Science Arts, Design, Entertainment, Sports, and Media Architecture and Engineering Farming, Fishing and Forestry 22,766 15,423 9,749 9,230 9,216 9,158 8,834 6,502 5,681 5,379 2,624 2,533 972 N/A l12% Growing l Decliningl Stable n Professional Services......................................... 21% n Financial Services & Investors ............................ 17% n Information and Communication Technology........ 13% n Basic and Infrastructure..................................... 13% n Healthcare.........................................................11% n Energy ................................................................ 9% n Others............................................................... 15% 12% 36% 40% Main Industries Ease of Recruitment 120 | The Future of Jobs Report CURRENT 2020 Industry Employment outlook, 2015–2020 Local share of recruitment, specialists Ease of overall Local share of specialists Ease of recruitment, overall Professional Services growth 51–75% neutral 26–50% harder 1.77% Financial Services & Investors growth 51–75% hard 26–50% neutral 2.76% Information and Communication Technology stable 26–50% neutral 26–50% neutral 0.43% Basic and Infrastructure stable 51–75% hard 26–50% harder 0.21% Healthcare decline 51–75% hard 26–50% harder –2.14% Energy decline 26–50% hard 26–50% neutral –2.35% CURRENT 2020 Occupation types Country/region Sample average Country/region Sample average Mass Employment neutral hard neutral neutral Assembly and Factory Workers Strategic/Specialist hard hard harder harder Data Analysts New and Emerging — — hard hard Data Analysts 2021– 2025 2018– 2020 2015– 2017 Impact already felt Country Profile United States Disruption in Focus: Changing Nature of Work, Flexible Work Expected Time to Impact on Employee Skills Expected Impact on Employment Outlook: Neutral Change Management and Future Workforce Planning 74% believe future workforce planning is a leadership priority Barriers Insufficient understanding of disruptive changes.................................. 60% Resource constraints.......................................................................... 55% Pressure from shareholders, short-term profitability............................. 48% Workforce strategy not aligned to innovation strategy .......................... 40% Insufficient priority by line management .............................................. 22% 56% are confident strategies are suitable 45% 45% 6% Drivers of Change Top Trends Impacting Industries Strategies Changing nature of work, flexible work Mobile internet, cloud technology Middle class in emerging markets Processing power, Big Data Climate change, natural resources New energy supplies and technologies Geopolitical volatility Sharing economy, crowdsourcing 38% 34% 33% 29% 23% 21% 20% 16% Invest in reskilling current employees Support mobility and job rotation Target female talent Attract foreign talent Collaborate, educational institutions Target minorities’ talent Collaborate, other companies across industries Offer apprenticeships 51% 38% 26% 21% 21% 16% 14% 12% 121 | The Future of Jobs Report Industry Gender Gap Profiles Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Manufacturing and Production decline 62% 9% 42% much harder harder Assembly and Factory Workers –1.84% Chemical Processing Plant Operators Architecture and Engineering stable 59% 11% 19% harder neutral Chemical Engineers 0.73% Civil Engineers Construction and Extraction decline 72% 9% 38% much harder harder Mining and Petroleum Extraction Workers –2.18% Construction Laborers Management stable 44% 11% 64% harder neutral Business Services and Administration Managers 0.41% Manufacturing, Mining and Construction Managers 124 | The Future of Jobs Report Industry Gender Gap Profile Basic and Infrastructure Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Management Job family with largest share of women 58% 13% 35% HARDER NEUTRAL Composition by Role and Level 35% Board Members 2% CEOs 22% 14% 29% 23% 9% 20% 17% 27% 13% 21% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future Set targets and measure progress workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 125 | The Future of Jobs Report Industry Gender Gap Profile Basic and Infrastructure Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 58% of total customers Business-to-consumer 21% of total customers Business-to-government 20% of total customers 10% 35% 35%Strategies Barriers Unconscious bias among managers............................................................. 50% Lack of role models .................................................................................... 44% Lack of work-life balance ............................................................................ 42% Lack of qualified incoming talent ................................................................. 33% Unclear career paths................................................................................... 31% Women’s confidence, aspirations................................................................. 28% Fairness and equality Enhance innovation External pressuresreputation Government regulation Enhance decision-making No rationale Reflect gender composition of customer base 39% 33% 28% 22% 19% 17% 14% Build awareness of the benefits among managers Development and leadership training of women 58% Promote work-life balance are confident Demonstrate leadership commitment Offer, support flexible work No strategy Don’t know 46% 41% 35% 32% 27% 24% 22% 16% 28% 26% 30% 18% 24% 19% 50% believe that gender parity is a leadership priority strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Manufacturing and Production decline 62% 22% 43% harder harder Assembly and Factory Workers –3.57% Food Processing and Related Trades Workers Sales and Related stable 78% 52% 47% harder harder Shop Salespersons 0.83% Sales Representatives, Wholesale and Technical Business and Financial Operations stable 67% 44% 83% harder neutral Sales and Marketing Professionals –0.88% Management and Organisation Analysts Management decline 70% 22% 50% harder harder General and Operations Managers –1.00% Business Services and Administration Managers 126 | The Future of Jobs Report Industry Gender Gap Profile Consumer Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Sales and Related Job family with largest share of women 70% 27% 49% HARDER HARDER Composition by Role and Level 21% Board Members 10% CEOs 33% 31% 37% 34% 16% 37% 24% 41% 26% 33% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future Promote work-life balance workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 127 | The Future of Jobs Report Industry Gender Gap Profile Consumer Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 24% of total customers Business-to-consumer 65% of total customers Business-to-government 11% of total customers 21% 25% 49%Strategies Barriers Lack of work-life balance ............................................................................ 70% Unconscious bias among managers............................................................. 55% Lack of role models .................................................................................... 40% Unclear career paths................................................................................... 30% Women’s confidence, aspirations................................................................. 30% Societal pressures ...................................................................................... 25% Fairness and equality Reflect gender composition of customer base Expand talent pool Enhance innovation External pressuresreputation Enhance decision-making Financial returns 75% 35% 30% 20% 20% 15% 10% Development and leadership training of women Build awareness of the benefits among managers Set targets and measure progress are confident Transparent career paths, salary structures Demonstrate leadership commitment Offer, support flexible work Support women’s integration into the value chain 50% 45% 40% 30% 30% 25% 25% 14% 18% 47% 49% 11% 15% 25% 60% believe that gender parity is a leadership priority 55% strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Architecture and Engineering growth 65% 11% 33% harder neutral Energy and Petroleum Engineers 1.70% Electrotechnology Engineers Manufacturing and Production decline 62% 22% 23% harder neutral Assembly and Factory Workers –3.11% Petroleum and Natural Gas Refining Plant Operators Management growth 92% 16% 50% harder easier General and Operations Managers 2.06% Business Services and Administration Managers Construction and Extraction decline 100% 15% 20% harder harder Mining and Petroleum Extraction Workers –1.15% Mining and Petroleum Plant Operators 128 | The Future of Jobs Report Industry Gender Gap Profile Energy Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Manufacturing and Production Job family with largest share of women 70% 15% 31% HARDER NEUTRAL Composition by Role and Level 32% Board Members 0% CEOs 24% 19% 27% 25% 11% 22% 20% 30% 19% 27% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future Demonstrate leadership commitment workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 129 | The Future of Jobs Report Industry Gender Gap Profile Energy Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 51% of total customers Business-to-consumer 19% of total customers Business-to-government 21% of total customers 13% 36% 31%Strategies Barriers Unconscious bias among managers............................................................. 70% Lack of qualified incoming talent ................................................................. 60% Lack of role models .................................................................................... 55% Lack of work-life balance ............................................................................ 30% Societal pressures ...................................................................................... 25% Don’t know................................................................................................. 15% Fairness and equality Enhance decision-making Reflect gender composition of customer base Expand talent pool Enhance innovation Government regulation Demand by employees 50% 45% 40% 25% 20% 15% 10% Set targets and measure progress Development and leadership training of women 65% Build awareness of the benefits among managers Transparent career paths, salary structures Offer, support flexible work Support women’s integration into the value chain Promote work-life balance 45% 40% 35% 30% 25% 25% 25% 18% 23% 26% 26% 18% 19% 15% 75% believe that gender parity is a leadership priority are confident strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Business and Financial Operations stable 63% 36% 36% harder neutral Financial and Investment Advisers 0.79% Investment Fund Managers Computer and Mathematical growth 60% 35% 27% harder harder Data Analysts 4.50% Information Security Analysts Sales and Related stable 70% 38% 63% harder easier Securities and Finance Dealers and Brokers –0.68% Sales and Purchasing Agents and Brokers Management growth 48% 26% 7% harder neutral General and Operations Managers 2.20% Business Services and Administration Managers 130 | The Future of Jobs Report Industry Gender Gap Profile Financial Services & Investors Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Sales and Related Job family with largest share of women 57% 29% 38% HARDER NEUTRAL Composition by Role and Level 35% Board Members 9% CEOs 43% 35% 43% 39% 20% 42% 30% 43% 33% 40% GROWTH Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future 43% workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 131 | The Future of Jobs Report Industry Gender Gap Profile Financial Services & Investors Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 37% of total customers Business-to-consumer 39% of total customers Business-to-government 16% of total customers 9% 30% 38%Strategies Barriers Lack of work-life balance ............................................................................ 53% Lack of role models .................................................................................... 47% Women’s confidence, aspirations................................................................. 43% Unconscious bias among managers............................................................. 37% Lack of talent, leadership development for women........................................ 23% Unclear career paths................................................................................... 20% Fairness and equality Reflect gender composition of customer base Enhance innovation Enhance decision-making Expand talent pool Financial returns Government regulation 60% 43% 43% 30% 23% 17% 13% Offer, support flexible work Promote work-life balance Demonstrate leadership commitment Set targets and measure progress are confident Development and leadership training of women Transparent career paths, salary structures Build awareness of the benefits among managers No strategy 43% 37% 33% 30% 23% 20% 20% 32% 40% 41% 16% 27% 20% 63% believe that gender parity is a leadership priority 70% strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Manufacturing and Production stable 85% 42% 0% neutral neutral Chemical Processing Plant Operators 0.79% Assembly and Factory Workers Life, Physical, and Social Sciences stable 100% 40% 0% neutral neutral Biologists and Geneticists -0.71% Chemists and Chemical Laboratory Scientists Sales and Related decline 70% 63% 25% harder neutral Shop Salespersons –1.82% Sales Representatives, Technical and Scientific Personal Care and Service — — 85% — easier harder Personal Care Aides 132 | The Future of Jobs Report Industry Gender Gap Profile Healthcare Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Personal Care and Service Job family with largest share of women 71% 38% 15% NEUTRAL NEUTRAL Composition by Role and Level Board Members 6% CEOs 39% 44% 46% 49% 15% 41% 28% 48% 31% 44% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver Set targets and measure progress of change Perceive attracting female talent as a key future workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 133 | The Future of Jobs Report Industry Gender Gap Profile Healthcare Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 51% of total customers Business-to-consumer 31% of total customers Business-to-government 18% of total customers 10% 17% 15%Strategies Barriers Unconscious bias among managers............................................................. 50% Lack of role models .................................................................................... 50% Lack of qualified incoming talent ................................................................. 40% Don’t know................................................................................................. 30% Lack of work-life balance ............................................................................ 20% Societal pressures ...................................................................................... 20% Fairness and equality Reflect gender composition of customer base Enhance innovation Enhance decision-making 50% 40% 40% 30% Offer, support flexible work Build awareness of the benefits among managers 50% 40% 40% 50% 43% 57% 57% 60% 60% 60% believe that gender parity is a leadership priority 60% are confident strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Computer and Mathematical growth 63% 20% 33% harder harder Database and Network Professionals 1.74% Software and Applications Developers and Analysts Sales and Related growth 64% 44% 25% harder neutral Telemarketers 2.14% Sales Representatives, Wholesale and Technical Installation and Maintenance decline 54% 9% 30% harder neutral Mechanics and Machinery Repairers –1.19% Electronics and Telecommunications Installers and Repairers Architecture and Engineering growth 77% 7% 8% harder harder Electrotechnology Engineers 4.12% Architects and Surveyors 134 | The Future of Jobs Report Industry Gender Gap Profile Information and Communication Technology Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Sales and Related Job family with largest share of women 65% 21% 25% HARDER HARDER Composition by Role and Level 19% Board Members 5% CEOs 32% 23% 34% 32% 11% 33% 20% 38% 21% 29% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future Promote work-life balance workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 135 | The Future of Jobs Report Industry Gender Gap Profile Information and Communication Technology Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 53% of total customers Business-to-consumer 29% of total customers Business-to-government 18% of total customers 3% 16% 25%Strategies Barriers Lack of qualified incoming talent ................................................................. 57% Lack of work-life balance ............................................................................ 47% Unconscious bias among managers............................................................. 47% Lack of role models .................................................................................... 37% Women’s confidence, aspirations................................................................. 37% Lack of talent, leadership development for women........................................ 27% Fairness and equality Expand talent pool Reflect gender composition of customer base External pressuresreputation Enhance innovation Enhance decision-making Government regulation 63% 37% 33% 33% 27% 23% 20% Set targets and measure progress Transparent career paths, salary structures 47% Build awareness of the benefits among managers Development and leadership training of women Offer, support flexible work Demonstrate leadership commitment Support women’s integration into the value chain 40% 37% 37% 33% 33% 30% 30% 25% 33% 24% 30% 17% 21% 20% 37% believe that gender parity is a leadership priority are confident strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Arts, Design, Entertainment, Sports, and Media stable 66% 49% 15% neutral neutral Advertising and Public Relations Professionals –0.59% Telecommunications and Broadcasting Technicians Computer and Mathematical strong growth 88% 23% 11% harder easier Data Analysts 6.94% Software and Applications Developers and Analysts Sales and Related growth 86% 39% 13% harder easier Cashiers and Ticket Clerks 2.69% Door-To-Door Sales Workers, News and Street Vendors Management growth 67% 12% 33% harder easier General and Operations Managers 1.67% Business Services and Administration Managers 136 | The Future of Jobs Report Industry Gender Gap Profile Media, Entertainment and Information Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Arts, Design, Entertainment, Sports, and Media Job family with largest share of women 73% 30% 18% HARDER EASIER Composition by Role and Level 22% Board Members 13% CEOs 35% 38% 36% 43% 25% 47% 33% 46% 25% 32% GROWTH Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver 46% of change Perceive attracting female talent as a key future Promote work-life balance workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 137 | The Future of Jobs Report Industry Gender Gap Profile Media, Entertainment and Information Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 41% of total customers Business-to-consumer 42% of total customers Business-to-government 11% of total customers 7% 46% 18%Strategies Barriers Lack of work-life balance ............................................................................ 54% Unconscious bias among managers............................................................. 46% Lack of role models .................................................................................... 31% Don’t know................................................................................................. 31% Women’s confidence, aspirations................................................................. 31% No barriers ................................................................................................. 23% Enhance innovation Fairness and equality Reflect gender composition of customer base Enhance decision-making Financial returns Expand talent pool External pressuresreputation 38% 31% 31% 31% 31% 23% 15% Build awareness of the benefits among managers Offer, support flexible work 31% 31% 20% 32% 48% 44% 15% 19% 46% believe that gender parity is a leadership priority 62% are confident strategies are suitable Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Manufacturing and Production decline 66% 18% 30% harder neutral Assembly and Factory Workers –1.43% Sheet and Structural Metal Workers Architecture and Engineering growth 62% 13% 36% harder harder Electrotechnology Engineers 4.83% Industrial and Production Engineers Transportation and Logistics growth 63% 13% 13% harder neutral Supply Chain and Logistics Specialists 3.13% Transportation Attendants and Conductors Sales and Related decline 40% 16% 33% harder neutral Sales and Marketing Professionals –1.88% Sales Representatives, Wholesale and Technical 138 | The Future of Jobs Report Industry Gender Gap Profile Mobility Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Manufacturing and Production Job family with largest share of women 61% 16% 39% HARDER NEUTRAL Composition by Role and Level 17% Board Members 9% CEOs 28% 25% 33% 31% 13% 34% 21% 36% 21% 30% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver 63% of change Perceive attracting female talent as a key future workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 Industry Gender Gap Profile Mobility Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 51% of total customers Business-to-consumer 31% of total customers Business-to-government 18% of total customers 6% 21% 39%Strategies Barriers Lack of qualified incoming talent ................................................................. 63% Lack of work-life balance ............................................................................ 54% Lack of role models .................................................................................... 50% Unconscious bias among managers............................................................. 33% Societal pressures ...................................................................................... 33% Women’s confidence, aspirations................................................................. 29% Fairness and equality Enhance innovation Enhance decision-making Expand talent pool Demand by employees Reflect gender composition of customer base External pressures/reputation 58% 33% 29% 29% 21% 13% 13% Promote work-life balance Development and leadership training of women Transparent career paths, salary structures Demonstrate leadership commitment Build awareness of the benefits among managers Set targets and measure progress Support women’s integration into the value chain Offer, support flexible work 42% 29% 29% 25% 21% 21% 21% 30% 21% 27% 16% 19% 17% 54% believe that gender parity is a leadership priority 58% are confident strategies are suitable 139 | The Future of Jobs Report Compensation Job security Gender wage gap Relative ease of recruitment, current Relative ease of recruitment, 2020 Work-life balance Employment outlook Skills stability Current share of women Line rolesStaff roles Junior level Middle level Senior level Line roles Staff roles Junior level Middle level Senior level Job families Employment outlook Skills stability Current share of women Gender wage gap Relative ease of recruiting women, current Relative ease of recruiting women, 2020 Business and Financial Operations stable 77% 48% 15% neutral neutral Management and Organisation Analysts 0.33% Human Resources Specialists Computer and Mathematical strong growth 54% 17% 31% harder harder Data Analysts 5.31% Software and Applications Developers and Analysts Management growth 65% 29% 21% harder easier General and Operations Managers 1.00% Business Services and Administration Managers Sales and Related decline 54% 56% 8% neutral neutral Sales and Marketing Professionals –3.21% Real Estate Sales Agents 140 | The Future of Jobs Report Industry Gender Gap Profile Professional Services Workforce Disruption, 2015–2020 Industry Average Current Expected in 2020 Percentage of Women Job Family in Focus: Sales and Related Job family with largest share of women 67% 30% 22% HARDER NEUTRAL Composition by Role and Level 23% Board Members 9% CEOs 39% 44% 43% 44% 22% 44% 34% 46% 33% 40% STABLE Main Job Families Female Share of Customer Base Perceive women’s economic power, aspirations as a driver of change Perceive attracting female talent as a key future Promote work-life balance workforce strategy Perceive a gender wage gap for equally quali˜ed employees in the same role Current2020 Current 2020 Current 2020 141 | The Future of Jobs Report Industry Gender Gap Profile Professional Services Companies’ Rationales for Gender Parity Companies’ Approaches to Leveraging Female Talent Business-to-business 61% of total customers Business-to-consumer 23% of total customers Business-to-government 17% of total customers 15% 21% 22%Strategies Barriers Women’s confidence, aspirations................................................................. 50% Lack of work-life balance ............................................................................ 42% Unconscious bias among managers............................................................. 42% Societal pressures ...................................................................................... 39% Lack of qualified incoming talent ................................................................. 36% Lack of role models .................................................................................... 31% Fairness and equality Reflect gender composition of customer base Enhance innovation Enhance decision-making Financial returns External pressuresreputation No rationale 50% 39% 25% 25% 22% 17% 14% Demonstrate leadership commitment Set targets and measure progress Offer, support flexible work Development and leadership training of women Build awareness of the benefits among managers Don’t know Support women’s integration into the value chain 47% 36% 36% 36% 31% 25% 17% 31% 45% 32% 30% 20% 28% 14% 42% believe that gender parity is a leadership priority 50% are confident strategies are suitable The Future of Jobs Report | 143 GLOBAL AGENDA COUNCIL ON THE FUTURE OF JOBS Jeffrey Joerres, Executive Chairman Emeritus, ManpowerGroup; Council Chair Jamie McAuliffe, President and CEO, Education for Employment; Council Vice-Chair Umran Beba, Senior Vice-President and Chief Human Resources Officer, Asia, Middle East and Africa, PepsiCo Inc. Azita Berar Awad, Director, Employment Policy Department, International Labour Organization (ILO) (since June 2015)
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"last_modified_datetime": "2024-04-12T16:39:48.384221"
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MARCO_34_1151483886-1
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The high-tech industry, what is it and why it matters to our economic future : Beyond the Numbers: U.S. Bureau of Labor Statistics Bureau of Labor Statistics Publications Beyond the Numbers HOME ARCHIVE Archive By Date Archive By Program Archive By Publication Archive By Theme ABOUT SUBSCRIBE May 2016 | Vol. 5 / No. 8 EMPLOYMENT & UNEMPLOYMENT The high-tech industry, what is it and why it matters to our economic future By Michael Wolf and Dalton Terrell High-tech industries are an important part of the U.S. economy, employing nearly 17 million workers in 2014. While this accounted for about 12 percent of total employment, the high-tech sector contributed almost 23 percent of output. According to a study funded by the Workforce Information Council, the high-tech sector can be defined as industries having high concentrations of workers in STEM (Science, Technology, Engineering, and Mathematics) occupations. 1 Although the term high-tech has been notoriously difficult to define, as technology changes all the time, this analysis provides an approach to defining jobs that are in in this sector. This issue of Beyond the Numbers applies the approach used by WIC to Bureau of Labor Statistics (BLS) data on industry employment and output.
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"last_modified_datetime": "2024-04-12T16:39:48.384221"
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MARCO_07_1296259205-15
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Campus: Ivy Tech Community College of Indiana at Richard Fairbanks Center Radiology Technician Program * Accredited by the Joint Review Committee on Education in Radiologic Technology (since 1974) here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-3 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-2 here is the count .. community-colleges-2-1 Programs Offered The program list below is organized by areas of study.
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"last_modified_datetime": "2024-04-12T16:39:48.384222"
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KILT_51273359-2
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The university is recognised by the University Grants Commission (UGC) of India and has the right to confer degrees as per the section 22 of the UGC Act (1956) and as per UGC nomenclature of the degrees. Section::::Location. UEM possesses an engineering and management campus for their students. The main campus is located at University Area, Plot No. III - B/5, New Town, Action Area - III, Rajarhat, Kolkata. The administrative unit is located in Salt Lake Electronics Complex (Bidhan Nagar), Sector-V, Salt Lake City. The university has 2 academic buildings. Classes of 1st year are conducted in the old building and classes of 2nd year are conducted in the new building. Most of the labs are in old building and it is considered as the main building of the university while Biotechnology, Biochemistry etc. labs are situated in new building. BULLET::::- Rajarhat Campus: The main engineering facility, classes of B.tech students, as well as M.Tech, MBA, BBA & BCA students. BULLET::::- Ashram Building: Administrative activities campus, also for UEM Jaipur and IEM. Another campus is in Jaipur, Rajasthan, which was established in the year 2011. Section::::Academics. The university offers undergraduate, post-graduate and doctoral degrees.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384222"
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MARCO_31_1396789023-1
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Qualifications for a Technology Job | Work - Chron.com Qualifications for a Technology Job Work | Career Advice | Job Qualifications By Chron Contributor Updated August 27, 2020 A technology career provides you with long-term job security in today's environment, but experience and formal information technology qualifications, as well as keeping current on changes in the industry, makes you sought-after by employers. However, you also have a lot of competition for the many technology jobs that become available as employers can pick from a wide range of applicants. Read on to learn about typical qualifications for IT job roles. Types of Information Technology Jobs According to the U.S. Bureau of Labor Statistics, information technology jobs include systems analysts, programmers and computer support specialists. Businesses and educational institutions often look for programmers, analysts and support specialists in the information technology, or IT, field. The technology sector continues to grow rapidly, and you should look at your goals to find out the education and skills required for the areas you like. Think about the type of career you want. Examine the jobs available in your field and choose the technology courses that will help you most. Basic technology courses help students who decide to enter a variety of careers. Aim for specialized courses or training if you want a job in information technology.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384223"
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MARCO_48_457769813-1
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Wanted: 10 IT skills employers need today | Network World Home Computers Wanted: 10 IT skills employers need today Technologies such as wireless and Web 2.0 demand new skills, while network and security know-how never seem to go out of style By Denise Dubie Network World | Apr 17, 2008 12:00 am PST High-tech job seekers looking to cash in on the panic created around reports of an imminent IT skills shortage should get schooled on wireless, Web 2.0 and virtualization while also boning up on business basics, say experts from CompTIA, Beyond.com and Foote Partners. Technology pros looking to find new work or secure their current jobs should get schooled on wireless, Web 2.0 and virtualization while also boning up on business basics . 'IT professionals with the right technical skill set plus a foundational understanding of the business they work in will stand a much better chance in today’s market,' says Neill Hopkins, vice president of skills development at the Computer Technology Industry Association ( CompTIA ). RELATED: Review: Four ways to manage Macs in a Microsoft world Business initiatives such as enterprise mobility, data center consolidation and unified communications are driving demand for expertise in new technology areas and reinforcing the importance of mastering the fundamentals such as networking and security, industry watchers say.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384223"
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MARCO_47_676396379-3
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Instrumentation-technology degree holders typically pursue jobs in one of the following: Electrical instrumentation technician Electronics technician Electronics repairer Engineering technician Electrical engineer Find more instrumentation technology jobs on Monster. Biomedical engineering technology Biomedical engineering technology students study the application of engineering principles and design concepts to medicine and biology in order to advance health care treatment by improving or building machines that solve medical problems. The average salary for early-career professionals with an associate degree in biomedical engineering technology is $47,400 annually, with a projected mid-career salary of $80,700 per year. Typically, biomedical engineering-technology degree holders pursue one of these occupations: Biomedical equipment technician Biomedical engineer Rehabilitation engineer Radiology equipment specialist Laboratory equipment specialist Medical equipment manufacturing technician Medical equipment repair technician Find more biomedical engineering technology jobs on Monster. Network engineering Network engineering students learn how to design, implement, and troubleshoot networking technologies, such as routing, cryptographic tunneling, firewalls, and others. In addition, they study how to maintain the connectivity of a network’s data, voice, calls, videos, and wireless network services. Network engineers earn a median salary of $113,893 per year, with highest-paid professionals earning a median of $145,374 annually.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384224"
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MARCO_55_440164467-1
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Overview: Assistive Technology Professional (ATP) Internet, Networking, & Security Web Development 33 33 people found this article helpful Overview: Assistive Technology Professional (ATP) Who are the people that use tech to help people with disabilities by Andrew Leibs Writer Former Lifewire writer Andrew Leibs is an award-winning author with a particular expertise in technology that makes communication and reading more accessible. our editorial process LinkedIn Andrew Leibs Updated on December 31, 2020 Tweet Share Email Web Development Web Design CSS & HTML SQL An assistive technology professional is a service provider who analyzes the technology needs of people with disabilities and helps them select and use adaptive devices. These professionals work with clients of all ages with every type of cognitive, physical, and sensory disability. Certification Process The initials ATP refer to a person who has earned national certification from the Rehabilitation Engineering and Assistive Technology Society of North America. This professional organization promotes the health and well-being of people with disabilities through technology. Certification helps ensure a person's qualifications and knowledge. It also ensures that professionals attain a common level of competence in helping people with disabilities use technology more effectively, notes RESNA. Many employers now require ATP certification and pay more to professionals who earn it.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384225"
}
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MARCO_54_319925937-4
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Team Building Teamwork Leadership Collaboration Written Communication Oral Communication Active Listening Communicating Complex Information in Digestible Amounts Knowledge and Computer Networks Knowledge about networking is something that will be required of most IT professionals, in companies both large and small. Knowledge networking is an extension of good communication skills, as it requires gathering groups of people in a working environment to share what they know, in order to build a system of knowledge within an organization that is more than the sum of its parts. Knowledge networks require individual IT professionals to be open with their knowledge and to be open and curious about learning new things from their colleagues. On the other side of “networks,” some IT jobs may include network architects, engineers, and systems administrators. Network administrators (or systems administrators) are responsible for the day-to-day operations of a larger system. IP Setup Wireless Modems/Routers Cloud Services PHP SQL JavaScript Python C++ Functionality Cyber Security Information Management Cloud Systems Administration Time and Project Management Many IT professionals will need to be self-directed and self-motivated, and a big part of self-directed work means an ability to manage projects well. Technology work can often take longer than anticipated, as proven by how often timelines and milestones change over the course of a long project.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384225"
}
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MARCO_35_970873556-13
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Salary data As this is an extremely broad sector that encompasses each and every aspect of patient care, there’s no single salary to discuss. A nurse, for example, can start at £28,000 and reach £40,000, while a dentist starts at £30,000 and can eaen more than £100,000. Most, if not all, of the salaries in this sector are defined by the NHS and as such a lot of these salaries start just slightly above the £20,000 mark in Band 6. Popular professions Chiropractor Health Visitor Optician Clinical Psychologist Healthcare Scientist Paramedic Dental Technician Medical Practitioner Pharmacist Dentist Microbiologist Physicist Dietitian Midwife Physiologist Epidemiologist Nurse Podiatrist General Practitioner Occupational Therapist Speech and Language Therapist Health Service Manager Ophthalmologist Sports Therapist Industry requirements As a sector, healthcare demands its professionals to be extremely skilled. It’s therefore essential to gain a relevant degree before you even consider applying for a job in the sector, while it’s also important to make the most of the work placement undergraduate and postgraduate courses offer as it will help you gain valuable work experience. Apart from qualifications, it’s important for professionals to also gain soft skills that will allow them to excel in this sector. These skills include empathy and caring which are essential for bedside manners, while team-working skills and excellent communication skills will also be useful.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384226"
}
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MARCO_58_584079243-4
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In either case, being able to explain and demonstrate technical knowledge of scales, chords, intervals, clefs, meter, phrasing, and harmony is essential to their musical development. If you find your music theory to be lacking, there are many resources that can help, but a music theory course on Coursera or Nicolas Carter’s book “Music Theory: From Absolute Beginner to Expert” or can improve your theory skills in an approachable way. {'smallUrl':'https:\/\/www.wikihow.com\/images\/thumb\/5\/58\/Teach-Piano-Step-4-Version-3.jpg\/v4-460px-Teach-Piano-Step-4-Version-3.jpg','bigUrl':'\/images\/thumb\/5\/58\/Teach-Piano-Step-4-Version-3.jpg\/aid98592-v4-728px-Teach-Piano-Step-4-Version-3.jpg','smallWidth':460,'smallHeight':345,'bigWidth':728,'bigHeight':546,'licensing':'<div class=\'mw-parser-output\'><p>License: <a target=\'_blank\' rel=\'nofollow noreferrer noopener\' class=\'external text\' href=\'https:\/\/creativecommons.org\/licenses\/by-nc-sa\/3.0\/\'>Creative Commons<\/a><br>\n<\/p><p><br \/>\n<\/p><\/div>'} 4 Invest in professional development. This can include taking private lessons from teachers who are more advanced than yourself, reading music teaching literature, attending concerts, practicing and learning new repertoire on your own, or browsing the internet or YouTube for inspiration. Remember that a good teacher is also a good student. Join your local, state, or national music teacher's associations to network with other teachers and be informed about new teaching methods and publications.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384226"
}
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MARCO_04_1439191040-4
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Follows proper call in procedures when unable to report to work, can be depended upon to follow through on commitments and responsibilities Staff Rating: _____ Productivity Produces an acceptable amount of work, able to handle the workload, does what is asked and delivers work on time, does work correctly the first time without waste or rework Staff Rating: _____ Quality of Work Maintains classroom ratios at all times, follows appropriate attendance and child count procedures, adheres to proper medication, bottle feeding and safety procedures, takes preventative and proactive measure to avoid the occurrence of child related accidents or injuries, accurate and consistent, adheres to and enforces center policies, requirements, licensing, and accreditation regulations Staff Rating: _____ Initiative Accepts responsibility willingly, creative in solving problems, generates ideas for improvements, seeks feedback regarding performance, applies new skills, solves problems without being asked, takes on or seeks out new tasks and assignments willingly, seeks opportunities for development and applies new skills, participates enthusiastically in training and professional development to advance skills, learns from mistakes and takes responsibility for improving performance Staff Rating: _____ Teamwork and Interpersonal Skills Genuinely cares about and relates to all kinds of people constructively and effectively, approaches issues and problems through teamwork and collaborative efforts, addresses conflict in a fair, equitable and diplomatic manner, shares ideas and information, emphasizes the positive, viewed as a team player, focuses on solving problems, supports decisions, is collaborative and inclusive Staff Rating: _____ Planning and Organization Is prepared with materials required for planned classroom activities, sets and meets reasonable and achievable goals with respect to assignments in area of expertise, manages time and resources so that results are achieved with minimum disruption of other work areas Staff Rating: _____ Oral and Written Communication Displays clarity and accuracy in all forms of communications, listens well, communicates effectively with parents both orally and in writing, demonstrates professionalism in all interactions, utilizes appropriate communication style based on the audience and situation Staff Rating: _____ Acts with Integrity Adheres to and acts in line with company Mission and Values at all times, encourages candidness in others and models ethics and integrity in all aspects of the job, maintains confidentiality of children, families, staff and coworkers, demonstrates understanding of others' needs or position, honest and diplomatic in interactions, values cultural religious and ethnic differences, upholds and enforces center policies, demonstrates respect for children in interactions and guidance, promptly reports child related incidents to management Staff Rating: _____ Overall Staff Rating for Performance Appraisal Period: _____ Top Performers 30-20 Core Performers 20-10 Low Performers Below 10
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{
"last_modified_datetime": "2024-04-12T16:39:48.384227"
}
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MARCO_36_1395389773-1
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Get into IT Without a Degree Get into IT Without a Degree Many top IT careers don’t require college degrees. Hiring managers are looking for job candidates who can get the job done, regardless of their academic credentials. Self-education, training programs and certifications could be your ticket to a rewarding tech job. 8 minute read Highlights It’s a myth that you need a degree to get into IT, and if you’re thinking about changing your career, you should know that: More than 25% of IT professionals don’t have college degrees. Your skills from your current career are transferable. Certifications, soft skills and experience will impress hiring managers. Want to know more about getting into IT? CompTIA can help you learn more and get started. Get into IT Without a Degree: It’s a Lot Easier Than You Might Think If IT is on your radar but you’re not sure how to get started, you’ll be happy to know that you may not need another degree – or a college degree at all! First, let’s bust some myths about getting into IT. MYTHS: You need a four-year degree in computer science to get into IT. You need a technical degree to get an entry-level tech support job.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384228"
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MARCO_24_1804351107-1
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Nuclear engineer | Explore careers | National Careers Service Home: Explore careers Nuclear engineer Nuclear engineer Alternative titles for this job include Nuclear engineers are responsible for the safe running of nuclear power stations. Average salary (a year) £24,000 Starter to £70,000 Experienced Typical hours (a week) 39 to 41 a week You could work evenings / weekends / bank holidays on shifts sections How to become How to become a nuclear engineer You can get into this job through: a university course an apprenticeship a graduate training scheme University You can do a degree in a subject like: nuclear engineering chemical engineering mechanical engineering maths physics electrical engineering Some employers will expect you to have a relevant postgraduate qualification. Entry requirements You'll usually need: 2 or 3 A levels, or equivalent, including maths and physics a degree in a relevant subject for postgraduate study More Information equivalent entry requirements student finance for fees and living costs university courses and entry requirements Apprenticeship You could get into the industry through a nuclear scientist or engineer degree apprenticeship.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384228"
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MARCO_33_525689588-3
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At The Art Institutes, not only can you build your technical and artistic skills, but you can also develop your critical thinking, communication, and teamwork. Earning your degree can demonstrate to a current employer that you’re serious about your career, and that you’re prepared to take on bigger projects and more responsibility. In the long term, when you apply to new jobs in your field, having a degree can provide you with a competitive edge. Even if the job doesn’t require a degree, your education—along with the quality of your work—may help you stand out among applicants. 4. Your education can prepare you to transition to a new field. Ready to explore a new path? A creative arts degree program can prepare you with the knowledge, skills, and credentials you need. While the thought of making a big change can be intimidating, working in a career you love can bring so much happiness into your daily life. Having that college degree, and knowing that you’re ready for the workplace, can give that you an extra boost of confidence as you build the kind of life and career you’ve envisioned for yourself. 5. A college degree is correlated to lower unemployment rates.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384229"
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MARCO_00_587450356-1
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5 Makeup Tips for Your Next Job Interview - The Skincare Edit 5 Makeup Tips for Your Next Job Interview How to put your best face forward. Author: Natacha Medeiros Updated: Jan 25, 2019 Original: Jan 7, 2014 pinterest-pin-it Last year, I did the scariest thing I've ever done: I graduated from university. While it's the most amazing feeling to be finished with school (and have a kick-ass degree under my belt), I've had to face the reality of looking for, dare I say it, a career. That means growing up, but even worse, going to job interviews—OMG. Before my first one, I obsessed not only about having flushed cheeks, a dry mouth and a racing heart, but also about picking the perfect outfit and equally perfect beauty look. Needless to say, I was NERVOUS. The morning of the interview, I swiped on my favourite red lipstick, MAC's Ronnie Red. As I was ready about an hour too early (I am the queen of punctuality and proud of it!), I had a lot of time to sit and ponder my makeup. 'Are red lips too much?' I found myself wondering. I mean, I thought I looked good.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384229"
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MARCO_51_774924038-3
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What would a typical workday look like in this position? Can you tell me a little bit about the evaluation process at your company? What are the common attributes of people who really excel at your company? What are a few things that really drive results for your company? If I were to be hired, what do you expect me to accomplish in the position? What has been your favorite part of working at this company? What are the major clients in your office? What is the next step in the interviewing process? Following Up Following up after your interview is extremely important and sets you apart from others being interviewed. When you are selling something, it is important to have as many touchpoints with the potential clients/customers/buyers as possible, while maintaining the three principles above and not being weird. It is no different when it comes to selling yourself to a potential employer. Connect with your interviewer the same day, right after the interview, through LinkedIn. LinkedIn is a great networking tool! So, after the interview, sit down for 15 or 30 minutes and craft a great follow-up email. Need an example? Dear Sally, Good morning! I would like to thank you again for the interview yesterday.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384230"
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MARCO_26_494178511-4
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Afterward, you construct the building. Now you are at the stage where it is time to install electrical systems in the building. You also have procured this task. The contractor comes and does their part, and you release them by paying the agreed amount of money, and you close the contract. Afterward, carpentry and painting work starts. You also have procured these jobs. Once these contractors complete their tasks, you make payment and then you close these contracts as well. The building is ready, so you call the client to come and inspect it. Once the client is satisfied, they accept the building, sign the acceptance letter, and all pending payments are released. Once you get the payment, you update the lessons learned, and release the team and resources. Finally, you close the project. So, it’s evident in this example that the close procurement process is performed many times, but the close project is performed only once—at the end of the project. Some Key Points Please note the following: The close procurement process must happen before the close project or close phase process. The close procurement process may occur many times during the project ’s life cycle, but the close project process will be performed only once at the end of the project.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384230"
}
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MARCO_43_1618129757-2
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(If you need help figuring out questions to ask or what to look for, take Steve Blank's class on Udacity for free.) After each set of interviews, start revising your canvas. I went through more than 30 lean canvases before writing a line of code for Alumnify. After that, make wireframes. When we were starting out, we went with Balsamiq, which is simple and gives you a free trial. Then take your wireframes and show them to as many customers as possible to get feedback. Don't stop until you have 100 more interviews. Great, now we have an idea of who our customer is and what we need to build for a minimum viable product. Note that we did the Customer Discovery phase without any money or development experience. Step 2: Learn the basics of development. Start using Codecademy, Treehouse's free trial, or Code.org for two hours a day for about a month. It won't make you a CTO, but you'll start learning the basics of coding. Even having some understanding of what a developer does will help you be a better recruiter for your tech co-founder. After you get through some of the basic courses, find a free Web template online that you like. (I used freewebtemplates.com.)
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{
"last_modified_datetime": "2024-04-12T16:39:48.384231"
}
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MARCO_47_461264882-14
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Another reason is their projects. All the projects are created by the leaders in the industry that have partnered with Udacity. And all projects are based on Real- World problems. In data science, practical knowledge is most important, and that’s why the Udacity Data Science Nanodegree program focuses on real-world projects. Another thing which I like about this Udacity data science Nanodegree program is that they offer Technical mentor support and a Personal career coach. Throughout the data science Nanodegree program, you will get technical mentor support. And the mentor will guide you from the start of your Nanodegree program until you become a skilled data scientist. Along with technical mentor support, Udacity also offers a Personal career coach. And Udacity experts will provide coaching sessions and teach you the skills to outstand from other candidates. So these are the few reasons, I like Udacity Data science Nanodegree. Now it’s time to get the final answer to this question- Is Udacity Data Science Nanodegree Worth It? Conclusion and Final Note Is Udacity Data Science Nanodegree Worth It? Yes, Udacity Data Science Nanodegree is worth it for those who are seriously planning to switch their career in Data Science. This Nanodegree program will definitely help you to become a skilled data scientist.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384231"
}
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MARCO_39_157524974-1
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Popular Search Engines | 10 Most Popular Search Engines in the World Popular Search Engines Introduction Popular Search Engines Web search engines have become a part of our life these days. We are more dependent on search engines for all our queries. For every query, we get a lot of information in a click of a button. There are a number of search engines available in the market. Some engines are specified to a particular region, data, language, and users. So do you know what are the top search engines in the world? Start Your Free Marketing Course Digital marketing, conversion rate optimization, customer relationship management & others Of course, as everyone knows, Google is the top search engine in the world. But other than Google there are also other search engines available for use by the common public. Now your mind might ask Why these search engines are considered to be the most popular? It is because they are well known and well used. For web users, the most popular search engines drive more traffic to their site. For internet searchers, the well known and renowned search engines offer more reliable results for their search query. Top 10 Search Engines in the World List of Top 10 Most Popular Search Engines in the World are provided below. 1.
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{
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MARCO_02_1490704625-2
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Using the same search term, respondents had to choose between a Google search results page and a Bing search result page. In this survey the SERP headers were swapped with Google results listed as Bing results and Bing results listed as Google results. Of the respondents who received the swapped search result pages, a larger percentage of respondents still chose Google results, even though they were actually Bing search results. Not only did the survey find that users are biased toward Google, but they are influenced by a site’s brand as well. In a separate question, participants who received the first survey were asked to rate the believability of an article on CNN.com, while participants who received the second survey were asked to rate the believability of an article on a generic website, InternetNews.com. Respondents were more likely to rate the CNN.com article as believable. Another key finding of the survey revealed that the No. 1 reason users would block a website from future searches if given the option was if the website contained too many ads. The study, conducted using SurveyMonkey’s Audience tool, asked participants a number of questions based on general SEO assumptions.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384232"
}
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MARCO_50_1995471798-10
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Google records all the searches that you do Even if you hop around to different computers in different locations, Google eventually figures out that it was you and merges all those searches into one profile of you Google then takes that information that was monitored for all your searches and creates a psychological profile of you That profile is used to target you will ads and to be sold to any company that wants it That monitored information on you is permanently stored, we know this because Google has responded with monitored searches and user profiles that date back for years, to any government request for information Google has recently lost three major court cases for privacy violations in the European Union, so even though Google claims to delete data, the courts find Google guilty of monitoring you and holding onto that monitored data 3.1K views · View upvotes Related Answer AJ Kohn , SEO (and proud of it) Answered 10 years ago · Upvoted by Jeremy Hoffman , Engineer on Search at Google, 2008-present · Author has 160 answers and 249.4K answer views Are Google search results biased? Yes and no. No I believe wholeheartedly - from dealing with many people at Google - that they are seeking to deliver the best, most relevant results for a query.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384233"
}
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MARCO_53_495578912-1
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DIODE CLIPPER- Positive, Negative,Biased,Combination Biased Skip to the content Toggle the mobile menu Toggle the search field Home Blogs MCQs Engineering Projects Arduino Electronics Electronic Communication Analog Electronics Diode Transistor Search Home Blogs MCQs Engineering Projects Arduino Electronics Electronic Communication Analog Electronics Diode Transistor Diode Clipper- Positive,Negative,Biased Positive,Combination Biased |EASY| By StudentsHeart Team On August 12, 2019 In Diode This article “ Diode Clipper- Positive,Negative,Biased Positive,Combination Biased” is based on the Diode clipper circuit, working of positive and negative Diode clipper circuits, biased Positive clipper circuits, Biased Negative clipper circuit combinational biased clipper circuit and the applications of diode clipper circuits using different waveforms and circuit. What is Diode Clipper? Diode is a device which allows current to flow in only one direction. For that purpose, we have seen that diodes are used as rectifiers. But diode is not restricted to only this application in this article we will learn about another amazing application of Diode as a Limiters or mostly known as Clippers. A clipper (or limiter) is used to clip off or cut off the portion of applied voltage (A.C) either in Positive direction or Negative direction. Similarly, like Half Wave rectifiers the Clipper circuits clips the positive or negative pulse of a output depending on the circuit configuration.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384234"
}
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MARCO_58_1537418521-5
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In fact, it is estimated that less than one percent of the U.S. population owns Bitcoin, the largest cryptocurrency. The percent using decentralized search engines is likely even less than that. However, because they are so new, data for this is actually hard to find. If decentralized search engines become more popular, there is actually a chance that there may be an increasing fusion between decentralized search engines and cryptocurrencies. This is because such search engines can make it easier to identify decentralized apps (Dapps) and other programs or companies which use blockchain technology. For example, one search engine, called Weipoint, was just launched by a former Coinbase engineer named Antonio Juliano. This search engine makes it easy for searchers to find Dapps that use ethereum-based smart contracts and that run on a blockchain. This search engine could be the first of many that are based around cryptocurrencies and smart contracts. Challenges for Decentralized Search Engines For starters, if decentralized search engines get large enough, then it is possible that the main centralized search engine companies could view them as a threat and start to try to compete with them more. However, Google still owns 63.9 percent of the search market, with Yahoo and Bing owning the bulk of the rest.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384234"
}
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MARCO_51_267107154-2
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Yes 0 46 Lists only Canadian sites CrossDaily http://search.crossdaily.com/ Yes 3 500 Business directory FishNet http://www.fni.com/xstart/ * Yes 0 84 ' Internet service for Business and Ministry .' Fundamental Top 500 www.fundamentaltop500.com No - - A list of fundamentalist sites HIS net http://www.his-net.com/ # Yes 2 69 Ultimate Christian Resources http://www.chritech.com # Yes 5 202 Also has a Christian Singles search We Spread The Word www.wespreadtheword.net/ * Yes 3 83 5,800 links sorted by category Worship House Media http://www.worshiphousemedia.com// * Yes 2 221 Specialist site with videos and prayers * This search engine restricts listings to sites that meet their theological beliefs. They exclude our web site, for example. * * We unsuccessfully attempted to register our site on 2000-FEB-24 # Our web site is (or was once) listed in this search engine. Note T1: Number of hits using the search string 'Tolerance.' Since liberal groups tend to be more interested in this topic, the number of hits might indicate the site's philosophy. e.g. conservative, mainline, liberal. Note S2: Number of hits using the search string ' Salvation .' This is a popular topic and may give an idea of the size of a data base.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384235"
}
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MARCO_50_1800815635-2
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Given that ideology is science and science is objective; any attempt to attribute a bias to ideology is an attack on ideology and indirectly science. Only malfeasance displays a loyalty to being wrong. Why? Well there are two reasons why one would spurn objectivity: Inefficacy - lazy thinking that prompts a person to attack thinking as a discipline Scepticism - An inability to develop a world view from malfeasance learning some people to question the efficacy of their mind, or their ability to know reality through it. Original Sin - An acceptance that one is not worthy of knowing. Intrinsically a bad person. Morality is not open to you. You have no choice. The cards are stacked against you. Banson Chong , Politics trumps all - from stone age to now. Answered 5 years ago · Author has 3.3K answers and 3.1M answer views whats the sum of 1+1 ? 2 is not the be all correct answer - what if its 1 drop of water added to another drop of water ?
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{
"last_modified_datetime": "2024-04-12T16:39:48.384236"
}
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MARCO_57_939933682-8
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As per this term, if a website does not allow or block a specific search engine or multiple then the website is definitely not available on that search engine. Most website owners target only the Google search engine because it has a large number of daily searches. At Google, more than 10 billion query searches perform daily which is a huge number and more than all of the search engines in the world. Just like Google, Site admins also target the Bing search engine for a special purpose. We earlier discussed that a search engine only showed those websites as a result which allowed their crawler to read them. So if a website blocked Google bot and allowed Bing Bot then you can find that website only at Bing. Getting unique customers or users shows why Bing is better than Google. Beneficial For Long Term Business We all know that to run a Business the capital plays an important role which is the base of the business. For a large-scale business, you need a large amount of capital. The reverse of this, A small-scale business demands a low amount of capital. Advertising a business opens the door to get more customers, which directly affects sales and revenue positively.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384236"
}
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MARCO_32_1102217822-5
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In July 2019, President Trump held a social media summit to discuss alleged anti-conservative bias by big tech companies like Google, telling attendees 'we’re not going to be silenced.' While AllSides has independently verified claims that Google News is biased to the Left, claims have also been made that Google's main search engine, as well as YouTube (which Google owns) are also biased against conservatives. For example, in late June 2019, YouTube removed a video created by Project Veritas (Lean Right media bias rating), a nonprofit founded by conservative James O’Keefe that is dedicated to exposing corruption. The video showed undercover footage of Google executive Jen Gennai discussing the tech giant’s search algorithm. Some of those on the right said Gennai’s comments confirmed Google is biased and that the search giant is taking a role in shaping elections. AllSides found the story was largely ignored by media outlets on the Left. In October 2017, conservative nonprofit PragerU sued Google and YouTube for 'unlawfully censoring its educational videos and discriminating against its right to freedom of speech.' The lawsuit cited over 50 PragerU videos with a conservative bent that were “restricted” or “demonetized” by Google and YouTube. A judge threw out the case.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384237"
}
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MARCO_25_678567272-2
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Basically, Duckduckgo also called by domain duckduckgo.com is a search engine like google, bing, and Yahoo. After Google, Bing, and Yahoo, I love to keep Duckduckgo. It is a great Search Engine. DuckDuckGo Search Engine But, Duckduckgo is a meta-search i.e. It is a metasearch engine. Google, Bing, and Yandex have a Webmaster Submission Process, But there is no Webmaster Submission in Duckduckgo and Yahoo. They rely on different search engines to crawl a user site. Read More – Apply for infolinks and maximize your Blog revenue. DuckDuckGo Search Engine Submission Unlike other search engines, DuckDuckGo doesn’t offer any kind of webmaster tools. Duckduckgo also does not offers URL submission. So, Is there any way to submit your site to DuckDuckGo? Yes, they don’t have any kind of a crawler that is going to crawl your website. To index your site, you have to rely on the search results from other search engines and come up with a way to index your site. There is no need to submit your site to Duckduckgo also there is no way to submit. As Duckduckgo automatically indexes your site. OK Ravi So, It might take some time to show your site on the Duckduckgo search engine.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384237"
}
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MARCO_26_1993737087-6
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(5) Some people think that the money would be better spent solving Earth's problems. (6) However, the truth is that the money spent on space exploration is critical to solving our problems on Earth. Which of the following is the thesis statement? sentence 2 sentence 3 sentence 5 sentence 6 sentence 6 Which correctly demonstrates MLA formatting? One way of going about research is 'by browsing the academic search engine at your school library.' (Scott 56) One way of going about research is 'by browsing the academic search engine at your school library' (Scott 56). One way of going about research is 'by browsing the academic search engine at your school library (Scott 56).' One way of going about research is 'by browsing the academic search engine at your school library. (Scott 56)' One way of going about research is 'by browsing the academic search engine at your school library' (Scott 56). Read the excerpt from a student's argumentative essay.Students at Glenmore High demand an increase in the number of advanced placement classes. In order to compete with other college-bound students, we must have access to more rigorous courses.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384238"
}
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MARCO_50_2268879788-2
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I've confirmed this comparing their search results from other more relevant and impartial search engines. Furthermore, it’s no secret the search engine giant catalogs the browsing habits of its users and shares that information with advertisers and other interested parties. Bing is a superior non-biased search engine. In addition, Bing image search GUI is superior to its Google rival’s and much more intuitive. Swisscows is a unique option on my personal list, billing itself as a family-friendly semantic search engine. They also pride themselves in respecting users’ privacy, never collecting, storing or tracking data. It uses artificial intelligence to determine the context of a user’s query based on semantic data recognition that give faster 'answers' to queries. In addition, Swisscows does not store users' data. WebCrawler WebCrawler Search is non invasive, practically free of advertising and very intuitive as well on image search, thus very successfully purging the irrelevant garbage. CC Search CC Search should be your first stop on the hunt for nearly any type of image, video or music copyright-free content that you either may 'Use commercially' or 'Modify or adapt'.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384238"
}
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MARCO_18_1977181956-22
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The Case of Mumia Abu-Jamal: A Life in the Balance. Seven Stories Press. ^ 'Google searches expose racial bias, says study of names'. BBC News. 4 February 2013. Retrieved 9 April 2015. ^ Sweeney, Latanya (28 January 2013). 'Discrimination in Online Ad Delivery'. arXiv: 1301.6822 [ cs.IR ]. ^ a b Apuzzo, Matt (2015-03-04). 'Ferguson Police Tainted by Bias'. The New York Times. ^ 'Ferguson police racially biased says US Justice Department'. BBC News. 3 March 2015. Retrieved 3 May 2015. ^ 'The Ferguson report: Department of Justice investigation of the Ferguson Police Department'. Choice Reviews Online. 53 (5): 53–2421–53–2421. 2015-12-17. doi: 10.5860/choice.193325. ISSN 0009-4978. ^ Correll, Joshua (June 2007). 'Across the thin blue line: Police officers and racial bias in the decision to shoot'. Journal of Personality and Social Psychology. 92 (6): 1006–1023. doi: 10.1037/0022-3514.92.6.1006. PMID 17547485. Anthony Lamar Smith 2012–2013
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{
"last_modified_datetime": "2024-04-12T16:39:48.384239"
}
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MARCO_54_2019229665-5
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SIGNS OF A HIDDEN PLANET NINE IN THE SOLAR SYSTEM MAY NOT HOLD UP LISA GROSSMAN FEBRUARY 22, 2021 SCIENCE NEWS The auction is biased against search engines that bring in less revenue by design, which also happen to be the niche search engines that are chipping away slowly at Google’s dominance. CLUBHOUSE, SHOPIFY, AND UNCONFIRMED ALGORITHM UPDATES; THURSDAY’S DAILY BRIEF CAROLYN LYDEN FEBRUARY 18, 2021 SEARCH ENGINE LAND She looked for certification from the Society for Human Resource Management, which emphasizes unconscious-bias training. FOR YOUNGER JOB SEEKERS, DIVERSITY AND INCLUSION IN THE WORKPLACE AREN’T A PREFERENCE. THEY’RE A REQUIREMENT. JENNIFER MILLER FEBRUARY 18, 2021 WASHINGTON POST They found that the mindful group showed improvement on 19 out of the 22 biases. A SIMPLE WAY TO REDUCE COGNITIVE BIAS - FACTS SO ROMANTIC JIM DAVIES FEBRUARY 12, 2021 NAUTILUS Haley also accused it having a “chronic bias against” Israel. US TO ‘REENGAGE’ WITH UN HUMAN RIGHTS COUNCIL MICHAEL K. LAVERS FEBRUARY 8, 2021 WASHINGTON BLADE In the 2020 documentary Coded Bias, a boy is falsely detained by the London police after live facial recognition mistakes him for someone else. PREVIOUS 1 2 3 4 5 11 NEXT WORD OF THE DAY lacustrine adjective | [
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{
"last_modified_datetime": "2024-04-12T16:39:48.384239"
}
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MARCO_50_2333861388-8
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Also, by some random street urchin few months back commenting (yes 'racially') on Indians and their right to work in U.S. The less disturbing part (related to the case): Ethnically, we are for most part Aryans but there is a huge doubt about Caucasian part of it (which in itself is one of the most confusing things). I mean if people from Iran and Egypt can be Caucasians (and even sometimes Afghans), why not Indians. The more disturbing part: Hell...these Europeans were looking to trade with India. They spent hell lot of money trying to come to India. So, at least we were at least equal if not superior to Europeans (white/Caucasian). How can they naturalize someone coming from Eastern Europe (many came from Slovak countries not knowing English) but not Indians (most Indians coming to U.S. knew quite a lot of English). But, anyway it shows how people even greatest of governments can be so foolish and dumb and 'racist' at times. After all, if any one has a right to immigrate to U.S., the first should be Indians (and not Europeans or people from any other country).
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{
"last_modified_datetime": "2024-04-12T16:39:48.384240"
}
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KILT_25606638-6
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Section::::'Vertical search' spam penalties.:The FTC’s Investigation into Allegations of Search Bias. After two years of looking into claims that Google “manipulated its search algorithms to harm vertical websites and unfairly promote its own competing vertical properties,” the Federal Trade Commission (FTC) voted unanimously to end the antitrust portion of its investigation without filing a formal complaint against Google. The FTC concluded that Google's “practice of favoring its own content in the presentation of search results” did not violate U.S. antitrust laws. The FTC further determined that even though competitors might be negatively impacted by Google's changing algorithms, Google did not change its algorithms to hurt competitors, but as a product improvement to benefit consumers. Section::::Arguments. There are a number of arguments for and against search neutrality. Section::::Arguments.:Pros. BULLET::::- Those who advocate search neutrality argue that the results would not be biased towards sites with more advertising, but towards sites most relevant to the user. BULLET::::- Search neutrality encourages sites to have more quality content rather than pay to rank higher on organic results. BULLET::::- Restrains search engines from only supporting their best advertisers. BULLET::::- Search engines would allow traffic to sites that depend on visitors, keeping their results comprehensive, impartial, and based solely on relevance.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384243"
}
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MARCO_50_2268879788-14
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Clue that Google is incredibly biased is that only TWO results show up!! snopes 'if you're going to be here, then you should learn the language' 3.1K views · View upvotes Brian Rasmusson , Founder at Givero (2018-present) Answered 3 years ago Privacy-aware search engines that don’t take previous searches or browser history into account when ranking results. https://www.findx.com is one such search engine. Totally unbiased results. Unlike DuckDuckGo, Findx has its own index, meaning we have control of the algorithms behind the results, which they don’t (DDG serves Bing/Yandex results). Disclaimer: I work for Findx. 13.9K views · View upvotes Rob James , Sr. Software Engineer (1988-present) Answered 1 year ago · Author has 7.9K answers and 3.2M answer views Well, I suggest a bit more research. The search engine is not biased. What may be biased is your search history. Go incognito, refuse cookies, log out of your account (s). The display you get on your browser isn't the same thing as the search results from the engine. It is tailored for your consumption based on your useage. In other words, you create the bias, the website doesn't.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384243"
}
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MARCO_14_257204425-2
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Search algorithms do not use objective criteria in generating their lists of results for search queries. Search engines may have completely positive intentions, but if their algorithms fail to give people objective and neutral results, they are failing. 93 percent of online experiences begin with a search engine. If the majority of people’s browsing is determined by a search engine, the search engines have a big responsibility to deliver a complete and accurate representation of information. Search Encrypt strives to remain a neutral and unbiased source of information on the internet. Big Search Engines Penalized For Search Bias Back in February 2018, India’s competition commission fined one of the major search engines approximately $21.1 million for abusing its power in the search market. The European Commission also imposed a record 2.4 billion euro ($2.7 billion) fine on the company for favoring its shopping service and demoting rival offerings. Adam and Shivaun Raff, the British couple behind the price comparison website Foundem, played a vital role in bringing the search bias issues to light. If a search engine manipulates its search results to favor its most profitable websites, there isn’t much other websites can do to change the very opaque system by which big search engines do this.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384244"
}
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MARCO_50_2268879788-8
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They are ranking pages based on what real people find useful and what other, real websites link to. Their goal is to make money for their shareholders by showing the most useful results, thus increasing their market share and their ad revenues. There is no algorithm at Google or Bing that takes politics into account. If you see what you deem to be biased results, it is due to authoritative sites linking to websites which pushes them higher up search. Authoritative w Continue Reading Really, any search engine ‘bias’ is not down to conscious decisions by the search engine - it’s simply due to the way they all work. They are ranking pages based on what real people find useful and what other, real websites link to. Their goal is to make money for their shareholders by showing the most useful results, thus increasing their market share and their ad revenues. There is no algorithm at Google or Bing that takes politics into account. If you see what you deem to be biased results, it is due to authoritative sites linking to websites which pushes them higher up search. Authoritative websites are places like Universities (which tend to favour evidence-based research) and media organisations.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384245"
}
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WAPO_17c219b6ee240e469c01349bd2abad7a-3
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So the more we click or search or generally Internet in sexist, racist ways, the algorithms learn to generate those results and ads (supposedly the results we would expect to see). “It’s part of a cycle: How people perceive things affects the search results, which affect how people perceive things,” Cynthia Matuszek, a computer ethics professor at University of Maryland and co-author of a study on gender bias in Google image search results, told The Washington Post in April. [ What we can learn from these less-than-legit Google Knowledge Graph results] Google cautions that some other things could be going on here, too. The advertiser in question could have specified that the ad only been shown to certain users for a whole host of reasons, or the advertiser could have specified that the ad only show on certain third-party sites. “Advertisers can choose to target the audience they want to reach, and we have policies that guide the type of interest-based ads that are allowed,” reads a statement from Google. The interesting thing about the fake users in the Ad Fisher study, however, is that they had entirely fresh search histories: In fact, the accounts used were more or less identical, except for their listed gender identity.
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{
"last_modified_datetime": "2024-04-12T16:39:48.384245"
}
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MARCO_22_712390280-3
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The rankings Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 1 The Quarterly Journal of Economics, Oxford University Press 1.84 364 1 1 1 1 2 3 44 42 2 American Economic Review, American Economic Association 3.31 1968 3 5 3 7 1 1 9 14 3 Review of Economic Studies, Oxford University Press 6.83 544 4 2 9 6 5 6 79 73 4 Journal of Political Economy, University of Chicago Press 7.52 539 10 4 5 2 7 9 47 52 5 Econometrica, Econometric Society 7.73 662 8 6 10 5 4 5 115 146 6 Journal of Economic Literature, American Economic Association 7.8 235 2 8 2 8 27 11 144 149 7 American Economic Journal: Macroeconomics, American Economic Association 9.45 320 6 3 8 4 22 13 209 190 8 Journal of Finance, American Finance Association 10.55 685 5 10 4 10 11 12 94 94 9 Sustainability, MDPI, Open Access Journal 10.73 34208 1075 1327 913 1337 185 331 1 1 10 Journal of Financial Economics, Elsevier 11.49 1227 15 25 13 20 3 7 15 8 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 11 The Review of Economics and Statistics, MIT Press 12.61 712 12 12 14 12 6 8 38 30 12 Renewable and Sustainable Energy Reviews, Elsevier 12.95 8599 114 629 94 702 16 58 2 2 13 American Economic Journal: Applied Economics, American Economic Association 14.66 385 9 9 11 9 20 20 220 221 14 Journal of Economic Perspectives, American Economic Association 17.12 448 11 18 6 16 13 17 106 117 15 Journal of the European Economic Association, European Economic Association 17.35 498 16 11 15 13 14 15 225 197 16 Journal of Monetary Economics, Elsevier 17.51 726 18 14 21 11 17 10 68 48 17 Brookings Papers on Economic Activity, Economic Studies Program, The Brookings Institution 18.81 100 14 7 12 3 72 53 576 515 18 Journal of Economic Growth, Springer 20.98 117 7 16 7 21 85 37 179 174 19 Review of Financial Studies, Society for Financial Studies 21.41 921 20 17 16 22 8 24 57 44 20 Energy Policy, Elsevier 22.07 6469 73 357 76 342 10 34 8 6 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 21 Energy, Elsevier 22.61 16050 278 810 246 844 32 66 4 3 22 Journal of International Economics, Elsevier 23.06 823 23 24 23 27 15 14 41 35 23 American Economic Journal: Economic Policy, American Economic Association 23.88 442 17 15 17 17 24 32 239 238 24 Applied Energy, Elsevier 23.92 13200 155 727 117 804 23 61 5 4 25 Journal of Development Economics, Elsevier 26.92 952 28 31 27 30 21 4 36 27 26 Economic Journal, Royal Economic Society 27.22 874 25 27 24 25 18 18 163 136 27 Annual Review of Economics, Annual Reviews 27.66 234 21 13 19 14 47 43 372 272 28 Journal of Banking & Finance, Elsevier 28.63 2303 47 78 45 85 9 19 23 17 29 Journal of Human Resources, University of Wisconsin Press 29.67 324 22 23 20 23 52 21 277 223 30 Economic Policy, CEPR;CES;MSH 29.75 136 19 19 18 15 46 52 589 431 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 31 Energy Economics, Elsevier 29.95 2953 32 205 42 205 12 33 22 15 32 Journal of Labor Economics, University of Chicago Press 32.56 360 26 22 25 18 38 41 118 96 33 IMF Economic Review, Palgrave Macmillan;International Monetary Fund 33.23 244 24 21 26 19 65 31 241 156 34 Journal of Business Research, Elsevier 33.36 4558 279 736 227 742 55 218 6 5 35 Journal of Public Economics, Elsevier 33.39 1092 36 32 33 33 25 26 51 46 36 Annals of Economics and Finance, Society for AEF 33.45 190 13 20 37 51 149 2 403 349 37 World Development, Elsevier 36.44 2598 79 168 80 164 26 38 14 10 38 European Economic Review, Elsevier 38.52 1295 52 44 56 41 29 27 39 34 39 International Journal of Central Banking, International Journal of Central Banking 39.47 351 29 30 32 26 48 36 203 212 40 Journal of Applied Econometrics, John Wiley & Sons, Ltd. 39.9 588 30 37 30 39 35 29 373 324 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 41 Review of Economic Dynamics, Elsevier for the Society for Economic Dynamics 39.94 478 40 26 51 24 57 30 62 60 42 Journal of Money, Credit and Banking, Blackwell Publishing 41.05 907 38 33 50 29 33 16 189 191 43 Energies, MDPI, Open Access Journal 42.64 23205 1008 1353 907 1504 167 269 3 7 44 Journal of International Money and Finance, Elsevier 43.06 1161 44 55 49 60 28 25 52 43 45 Renewable Energy, Elsevier 45.2 10815 281 893 255 979 37 85 10 11 46 Research Policy, Elsevier 45.73 1383 39 172 34 172 19 49 43 37 47 Journal of Financial Intermediation, Elsevier 45.92 253 27 38 22 34 73 50 289 207 48 Journal of Business Ethics, Springer 48.55 3292 193 625 136 604 41 159 11 12 49 Journal of Econometrics, Elsevier 49.18 1413 55 51 57 49 34 23 69 59 50 Economic Modelling, Elsevier 49.8 3249 135 259 130 262 31 48 20 16 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 51 Journal of Economic Behavior & Organization, Elsevier 50.56 2477 105 81 107 75 40 35 33 25 52 Journal of Economic Surveys, Wiley Blackwell 54.57 446 31 63 35 62 50 42 275 171 53 Journal of Urban Economics, Elsevier 54.71 446 41 42 43 38 56 69 166 164 54 Journal of Financial Stability, Elsevier 54.95 585 42 64 40 56 58 28 132 102 55 Journal of Business & Economic Statistics, Taylor & Francis Journals 56.05 498 51 43 47 40 51 47 620 433 56 Economics Letters, Elsevier 58.42 4249 200 163 200 165 39 40 28 20 57 BIS Quarterly Review, Bank for International Settlements 58.91 138 33 39 38 31 108 110 541 522 58 Management Science, INFORMS 59.23 2120 85 92 74 69 30 44 60 45 59 Economics Bulletin, AccessEcon 61.22 2556 662 559 737 554 257 94 12 9 60 Journal of Economic Dynamics and Control, Elsevier 61.27 1290 69 57 82 58 45 39 89 70 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 61 European Journal of Operational Research, Elsevier 61.6 6212 216 590 205 617 36 81 21 18 62 Journal of Environmental Economics and Management, Elsevier 61.63 672 50 69 44 70 42 64 123 97 63 Review of Finance, European Finance Association 63.37 412 48 49 48 52 74 60 303 237 64 Ecological Economics, Elsevier 66.93 2592 145 360 131 367 43 87 26 22 65 Annual Review of Financial Economics, Annual Reviews 67.67 148 45 36 46 37 158 98 855 606 66 Quantitative Economics, Econometric Society 67.75 277 56 28 63 28 123 93 1092 1582 67 Journal of Accounting and Economics, Elsevier 67.92 374 37 79 31 84 49 148 143 104 68 Journal of Health Economics, Elsevier 68.2 816 64 53 64 46 63 62 168 226 69 Labour Economics, Elsevier 69.7 786 72 62 81 54 68 54 117 95 70 American Economic Journal: Microeconomics, American Economic Association 70.92 383 54 35 60 42 88 76 728 844 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 71 Journal of Financial and Quantitative Analysis, Cambridge University Press 71.53 674 62 59 55 67 59 84 217 141 72 Journal of International Business Studies, Palgrave Macmillan;Academy of International Business 72.06 582 43 237 29 253 44 146 88 66 73 Experimental Economics, Springer;Economic Science Association 72.37 394 57 52 65 45 86 59 425 683 74 RAND Journal of Economics, RAND Corporation 73.58 343 53 40 59 43 96 91 736 793 75 Technological Forecasting and Social Change, Elsevier 75.57 2786 338 618 283 608 134 97 18 13 76 Journal of Economic Theory, Elsevier 76.74 1152 97 48 110 47 75 56 162 145 77 Journal of Business Venturing, Elsevier 77.9 413 35 199 28 195 53 128 142 100 78 Journal of Population Economics, Springer;European Society for Population Economics 80.55 456 66 61 69 55 89 78 223 256 79 World Bank Research Observer, World Bank Group 81.25 82 34 58 36 57 214 154 1861 1600 80 Critical Finance Review, now publishers 82.74 78 60 29 71 32 329 140 1525 1063 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 81 Journal of Corporate Finance, Elsevier 83.12 1222 120 169 83 186 71 122 42 39 82 Scandinavian Journal of Economics, Wiley Blackwell 85.07 445 67 50 96 53 102 65 790 759 83 International Economic Review, Department of Economics, University of Pennsylvania and Osaka University Institute of Social and Economic Research Association 85.14 534 163 34 204 36 66 63 919 909 84 Review of Environmental Economics and Policy, University of Chicago Press 87.33 190 46 74 41 74 150 107 549 243 85 Theoretical Economics, Econometric Society 89.11 277 65 41 73 44 136 133 1072 1809 86 Small Business Economics, Springer 90.95 1026 81 212 79 204 54 92 84 75 87 International Journal of Production Economics, Elsevier 91.25 2982 116 809 218 821 84 224 27 28 88 Journal of the Association of Environmental and Resource Economists, University of Chicago Press 92.82 234 58 68 52 65 135 135 473 376 89 Journal of International Financial Markets, Institutions and Money, Elsevier 93.23 764 68 191 68 217 60 70 138 121 90 Journal of Comparative Economics, Elsevier 94.04 545 71 90 77 87 97 99 160 128 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 91 International Journal of Forecasting, Elsevier 94.17 793 75 130 72 138 80 46 164 110 92 Journal of Accounting Research, Wiley Blackwell 94.22 316 49 84 39 88 78 192 530 460 93 Economica, London School of Economics and Political Science 95.61 390 83 56 101 59 126 68 757 733 94 World Bank Economic Review, World Bank Group 96.52 294 61 65 78 66 124 105 738 796 95 Oxford Bulletin of Economics and Statistics, Department of Economics, University of Oxford 96.63 468 77 77 91 76 87 82 769 652 96 Journal of Economic Geography, Oxford University Press 98.07 430 63 110 62 100 79 95 400 321 97 IZA Journal of Labor Economics, Sciendo & Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA) 98.7 84 59 47 75 48 259 178 1956 2120 98 American Economic Review: Insights, American Economic Association 102.16 64 86 46 54 35 459 240 1372 1132 99 Regional Science and Urban Economics, Elsevier 103.85 731 92 93 116 97 92 89 172 157 100 Food Policy, Elsevier 104.83 988 90 281 88 315 62 120 96 80 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 101 Economic Inquiry, Western Economic Association International 104.99 996 125 76 162 79 81 57 205 242 102 European Journal of Political Economy, Elsevier 106.12 663 104 119 99 91 91 102 152 131 103 Applied Economics, Taylor & Francis Journals 108.35 3841 298 315 303 325 77 67 56 54 104 Economics of Education Review, Elsevier 109.75 777 149 88 165 80 145 114 103 89 105 Journal of Macroeconomics, Elsevier 109.79 750 110 108 120 111 105 74 145 106 106 The Journal of Social Sciences Research, Academic Research Publishing Group 113.19 1184 2172 2129 2083 2100 1972 1643 16 19 107 Games and Economic Behavior, Elsevier 113.67 1297 158 80 184 82 100 73 180 160 108 International Review of Financial Analysis, Elsevier 117.52 1126 153 300 108 332 64 132 95 72 109 Journal of Risk and Uncertainty, Springer 117.53 209 82 72 86 72 169 155 922 1098 110 Proceedings - Economic Policy Symposium - Jackson Hole, Federal Reserve Bank of Kansas City 119.19 51 74 45 121 50 589 157 1819 1317 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 111 Journal of Law and Economics, University of Chicago Press 120.3 256 100 54 115 61 170 150 426 486 112 Tourism Management, Elsevier 120.42 1142 113 694 92 712 82 325 74 58 113 The Energy Journal, International Association for Energy Economics 120.92 607 96 153 93 159 99 96 227 170 114 Strategic Management Journal, Wiley Blackwell 122.15 940 70 280 53 278 61 312 210 150 115 Annals of Faculty of Economics, University of Oradea, Faculty of Economics 122.27 1561 1789 2020 1889 2005 1292 1165 7 21 116 Journal of Financial Markets, Elsevier 123.62 268 87 103 87 92 203 104 555 502 117 IZA Journal of Labor Policy, Sciendo & Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA) 124.39 140 76 71 95 64 199 204 1477 1583 118 Stata Journal, StataCorp LP 125.34 575 164 162 133 152 98 100 135 88 119 Social Indicators Research: An International and Interdisciplinary Journal for Quality-of-Life Measurement, Springer 129.21 2643 430 506 409 461 133 136 35 40 120 Review of Income and Wealth, International Association for Research in Income and Wealth 129.23 477 109 113 127 107 103 103 720 657 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 121 Transportation Research Part A: Policy and Practice, Elsevier 130.3 2024 205 603 167 620 76 242 61 57 122 China Economic Review, Elsevier 133.02 935 157 223 137 207 114 164 85 82 123 Journal of Retailing and Consumer Services, Elsevier 135.66 1596 505 1118 397 1080 284 606 29 24 124 American Journal of Agricultural Economics, John Wiley & Sons 135.82 917 98 200 104 218 69 88 300 289 125 Journal of Economic Psychology, Elsevier 136.63 707 132 138 135 136 129 113 169 152 126 Economic Development and Cultural Change, University of Chicago Press 137.14 287 117 70 150 71 160 171 412 422 127 Journal of World Business, Elsevier 138.51 554 84 403 61 440 104 375 134 108 128 Empirical Economics, Springer 138.75 1450 189 196 228 220 120 22 101 99 129 International Review of Economics & Finance, Elsevier 139.47 1459 230 304 215 293 94 149 75 64 130 Canadian Journal of Economics/Revue canadienne d'économique, John Wiley & Sons 139.69 994 171 94 225 120 93 72 335 384 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 131 Oxford Review of Economic Policy, Oxford University Press 140.14 310 111 121 98 106 137 172 590 331 132 Oxford Economic Papers, Oxford University Press 141.34 452 127 97 145 99 154 117 457 389 133 Journal of Financial Econometrics, Society for Financial Econometrics 141.59 217 95 98 97 114 151 179 1344 1061 134 Annual Review of Resource Economics, Annual Reviews 142.42 205 89 105 84 101 186 205 1049 779 135 International Journal of Industrial Organization, Elsevier 143.47 611 150 104 173 112 156 115 197 187 136 Journal of Industrial Economics, Wiley Blackwell 145.48 246 112 73 146 73 200 166 1249 1202 137 Ovidius University Annals, Economic Sciences Series, Ovidius University of Constantza, Faculty of Economic Sciences 148.79 3172 2068 2025 2126 2016 1583 1093 17 26 138 Review of World Economics (Weltwirtschaftliches Archiv), Springer;Institut für Weltwirtschaft (Kiel Institute for the World Economy) 149.29 303 121 100 149 95 161 147 453 448 139 Finance Research Letters, Elsevier 149.83 1502 274 405 170 377 101 198 77 56 140 Journal of Human Capital, University of Chicago Press 150.22 146 128 66 125 63 260 243 996 883 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 141 Journal of Management Studies, Wiley Blackwell 151.27 546 78 340 70 348 67 211 629 465 142 International Finance, Wiley Blackwell 152.59 184 123 83 143 78 290 124 1562 1401 143 Emerging Markets Review, Elsevier 154.19 426 102 197 89 213 109 169 234 241 144 Review of Asset Pricing Studies, Oxford University Press 154.91 75 115 67 102 68 412 384 1838 1556 145 American Political Science Review, Cambridge University Press 155.43 627 213 115 185 93 157 143 287 155 146 International Tax and Public Finance, Springer;International Institute of Public Finance 155.78 450 133 120 179 122 175 80 359 314 147 Econometrics Journal, Royal Economic Society 156.21 202 131 96 111 81 215 161 1857 1820 148 International Journal of Academic Research in Business and Social Sciences, Human Resource Management Academic Research Society, International Journal of Academic Research in Business and Social Sciences 156.51 1830 1512 1596 1530 2009 788 644 19 29 149 Physica A: Statistical Mechanics and its Applications, Elsevier 156.92 9916 884 1072 800 965 184 282 31 38 150 The Journal of Economic Inequality, Springer;Society for the Study of Economic Inequality 158.17 378 134 129 161 144 125 108 628 655 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 151 Omega, Elsevier 158.92 1118 146 591 128 594 70 185 130 120 152 Business Horizons, Elsevier 158.98 528 290 803 224 818 208 538 45 32 153 Resource and Energy Economics, Elsevier 159.27 396 94 159 105 160 127 170 531 555 154 The World Economy, Wiley Blackwell 159.34 1053 207 165 238 167 106 71 199 158 155 Econometric Reviews, Taylor & Francis Journals 160.26 445 141 118 157 141 138 101 956 836 156 Agricultural Economics, International Association of Agricultural Economists 160.53 634 88 256 114 271 90 130 448 442 157 Economic Theory, Springer;Society for the Advancement of Economic Theory (SAET) 162.6 709 176 102 239 113 130 123 418 697 158 Children and Youth Services Review, Elsevier 163.49 3776 1509 1195 1494 1160 683 715 30 31 159 Open Economies Review, Springer 163.51 401 160 107 202 135 162 109 390 362 160 Review of International Economics, Wiley Blackwell 165.69 537 140 116 177 133 193 51 571 471 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 161 Journal of Economics & Management Strategy, Wiley Blackwell 166.33 382 143 99 148 90 188 173 969 860 162 International Journal of Economics and Financial Issues, Econjournals 166.75 1632 852 1048 857 1040 527 281 34 36 163 Political Analysis, Cambridge University Press 168.22 324 138 147 112 139 218 77 1328 1056 164 Demography, Springer;Population Association of America (PAA) 168.53 836 168 150 163 123 146 142 337 474 165 Macroeconomic Dynamics, Cambridge University Press 168.83 785 225 112 278 110 164 129 315 211 166 Journal of the Economic Science Association, Springer;Economic Science Association 168.9 96 118 122 66 116 414 137 1728 1958 167 Regional Studies, Taylor & Francis Journals 169.03 1478 210 276 213 265 83 79 230 169 168 Journal of African Economies, Centre for the Study of African Economies (CSAE) 169.19 287 103 155 141 178 217 55 592 496 169 Journal of Empirical Finance, Elsevier 171.06 627 148 171 122 187 128 191 264 245 170 Environmental & Resource Economics, Springer;European Association of Environmental and Resource Economists 173.22 1033 182 227 191 224 115 144 158 162 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 171 International Business Review, Elsevier 176.23 786 172 496 139 533 165 357 98 98 172 Marketing Science, INFORMS 178.45 524 126 193 103 185 140 248 340 254 173 Industrial and Corporate Change, Oxford University Press 180.12 521 139 202 147 199 110 131 635 579 174 Journal of Retailing, Elsevier 181.51 309 80 554 58 547 152 551 201 184 175 Observatorio de la Economía Latinoamericana, Servicios Académicos Intercontinentales SL 181.86 3485 2416 2027 2415 2018 1978 1664 32 23 176 ILR Review, Cornell University, ILR School 182.63 574 235 135 265 108 142 118 565 518 177 Journal of Policy Modeling, Elsevier 182.89 645 188 248 208 259 178 151 156 115 178 Annals - Economy Series, Constantin Brancusi University, Faculty of Economics 183.46 2152 1969 1713 2016 2011 1582 1117 13 33 179 Land Economics, University of Wisconsin Press 183.71 335 93 188 100 221 153 197 888 804 180 Journal of Law, Economics, and Organization, Oxford University Press 184.1 242 142 85 183 103 234 188 1213 1248 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 181 Journal of Interactive Marketing, Elsevier 184.3 252 99 659 67 666 159 500 193 133 182 Climatic Change, Springer 184.8 2864 438 521 444 494 148 134 83 85 183 Health Economics, John Wiley & Sons, Ltd. 185.06 1284 228 166 247 155 117 127 274 313 184 IZA Journal of European Labor Studies, Springer;Forschungsinstitut zur Zukunft der Arbeit GmbH (IZA) 185.31 108 91 117 119 119 330 278 2190 2201 185 Transport Policy, Elsevier 189.21 1378 219 626 180 634 132 313 108 92 186 Research in International Business and Finance, Elsevier 190.98 1084 390 568 307 583 252 217 65 50 187 Organization Science, INFORMS 191.78 743 136 338 106 328 112 315 266 198 188 Research in Economics, Elsevier 192.1 341 192 106 259 149 236 116 382 400 189 Economic Systems Research, Taylor & Francis Journals 192.66 252 101 239 113 258 202 121 943 971 190 Journal of Econometric Methods, De Gruyter 194.06 84 165 75 181 77 460 292 1528 1193 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 191 Journal of Transport Geography, Elsevier 194.12 1594 234 662 190 667 122 297 120 81 192 Resources Policy, Elsevier 195.24 1353 331 563 258 559 166 267 81 71 193 The B.E. Journal of Macroeconomics, De Gruyter 196.49 292 232 89 306 105 298 126 556 458 194 Journal of Development Studies, Taylor & Francis Journals 197.63 1234 223 244 236 241 116 119 256 200 195 Journal of Regional Science, Wiley Blackwell 197.74 576 178 175 211 171 143 86 691 735 196 Journal of Financial Services Research, Springer;Western Finance Association 198.21 219 151 125 166 143 216 219 711 687 197 Transportation Research Part E: Logistics and Transportation Review, Elsevier 198.69 1429 249 743 222 811 147 306 97 90 198 Social Science & Medicine, Elsevier 199.56 5062 646 518 654 498 198 194 67 69 199 Public Choice, Springer 200.38 1060 272 183 312 192 131 112 228 279 200 Journal of Policy Analysis and Management, John Wiley & Sons, Ltd. 200.41 568 242 111 254 102 176 168 899 795 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 201 Explorations in Economic History, Elsevier 202.84 251 211 87 237 89 266 284 497 464 202 Bank of England Quarterly Bulletin, Bank of England 203.97 187 191 127 251 124 335 152 360 374 203 Journal of Consumer Research, Oxford University Press 204.15 523 106 441 85 465 155 337 254 229 204 International Journal of Energy Economics and Policy, Econjournals 206.4 1704 706 959 662 894 327 300 46 53 205 Journal of African Business, Taylor & Francis Journals 207.03 209 108 395 90 294 543 90 1303 1081 206 Fiscal Studies, John Wiley & Sons 207.68 254 174 128 197 98 267 176 1434 1171 207 Pacific-Basin Finance Journal, Elsevier 209.81 841 253 442 221 470 179 320 109 86 208 EconStor Open Access Articles, ZBW - Leibniz Information Centre for Economics 210.38 2198 465 312 439 300 107 45 165 231 209 National Tax Journal, University of Chicago Press 210.54 342 245 124 268 118 2415 227 328 193 210 CESifo Economic Studies, CESifo 210.99 220 173 109 233 115 295 189 980 1025 Rank Journals Score Items Listed Simple IF Recursive IF Discounted IF Recursive Discounted IF h-index Euclid Abstract Views Downloads 211 Journal of Productivity Analysis, Springer 212.68 387 144 230 156 238 173 186 475 537 212 Cambridge Journal of Economics, Oxford University Press 212.82 592 169 265 199 296 144 83 525 316 213 Journal of Housing Economics, Elsevier 214.05 292 199 151 207 153 204 247 407 371 214 Economic Policy Review, Federal Reserve Bank of New York 214.18 81 137 60 158 121 413 333 1348 1632 215 Journal of the Royal Statistical Society Series B, Royal Statistical Society 214.26 414 183 216 175 193 190 167 740 568 216 Natural Hazards: Journal of the International Society for the Prevention and Mitigation of Natural Hazards, Springer;International Society for the Prevention and Mitigation of Natural Hazards 214.73 4861 900 1299 875 1316 287 478 40 51 217 Econometric Theory, Cambridge University Press 216.2 384 129 206 144 405 172 145 1244 1345 218 International Journal of Asian Social Science, Asian Economic and Social Society 217.32 1012 1643 2016 1664 2002 1073 967 24 41 219 Quarterly Journal of Finance (QJF), World Scientific Publishing Co. Pte. Ltd.
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