Aryan Mahajan from Jammu and Kashmir won the 2016 Arnold Table Tennis Challenge organised by Butterfly at the Voinovich Center, Ohio State Fairgrounds in Columbus, Ohio.Earlier, in the first quarterfinal, Zych Kuba was outclassed by Reuter William, whereas in the second quarterfinal played between Harris Zane and Godlewski Michal, the latter emerged winner and sailed into the semifinals.In the third quarterfinal, Slaback Steve crushed Soja Daniel, whereas in the fourth quarterfinal, Aryan thrashed Escape Glenn S and entered the semis.In the first semifinal, William defeated Godlewski Micheal. In the other semifinal clash, Aryan , thanks to some brilliant shots, routed Slaback Steve.In the one-sided title clash, Aryan smashed William.Tournament Director Ed Hogshead presented the title trophy to Aryan and runners-up trophy to Reuter William.Earlier, on January 31, the Indian teen from Jammu had won the under-16 Table Tennis Tournament at Ohio, organised by the Columbus Table Tennis club as part of celebrations for the Chinese New Year in Columbus.He defeated Joon Sung (3-2) after a series of very close games, portraying excellent gameplay with a strategic game-plan.He has actively been participating in other events including the Aurora Cup in Chicago (IL), where he also proved his mettle going on to the quarterfinals.He has been training extensively with Ohio’s top player and mentor Samson Dubina.
Like or hate it, your social media profiles are an extension of your resume. Roughly 80% of recruiters and hiring managers use social media to look for and vet job candidates, making it extremely important to have a professional presence on the Internet.“Hiring managers are reviewing social media pages to become educated about the background and brand the person is articulating and to look for red flags,” says Alan Weatherbee, senior vice president of talent search for Allison+Partners. “They aren’t using it to find ways not to hire someone who is qualified but to make sure they present themselves in an accurate way.”According to employment experts, job seekers have to make sure their social media pages, whether it’s LinkedIn, Facebook, Twitter or Instagram, mesh with what they are saying on their resume or in their cover letter. After all, no one is going to hire someone who claims to be head of marketing in their resume when their Facebook page is full of complaints about their job answering phones at an advertising company.Equally important is the type of content you post, the pages you like, and the comments you make online. Even the people you associate with on social media can hurt your prospects. That’s why Janet Elkin, Chief Executive of workplace staffing company Supplemental Healthcare, says you want to make sure your social media pages are void of any political comments, inflammatory messages or anything else that might offend the person who could hold your future in their hands. “People, when they are job searching, have gone as far as changing their name on their profile,” says Elkin. “You have to realize that everything you put out there is a reflection of you.”According to Paul McDonald, senior executive director at staffing company Robert Half, it behooves you to clean up your social media profiles before you start sending out your resume in mass. The first step, he says, is to see what’s out there by running a search of your name in all of the popular search engines. “If there are negative items, work to take them down,” says McDonald. “You can untag yourself in Facebook photos or ask a website administrator to remove a post. If there’s something you can’t remove, be prepared to explain it in an interview.”While social media presents a lot of opportunities to hurt your chances of landing a job, it can also be a great way to showcase yourself, your knowledge and your expertise. Even if you are fresh out of college, it’s a good idea to start a profile on LinkedIn and to reach out to people in the field you are aiming to launch a career in to build you network. Professionals and non-professionals should use their social media pages to build their personal brand by posting content that is relevant to the industry they are in or want to be in. It’s also a great way to highlight any leadership experience you have, even if it’s volunteer work or through a school organization.It doesn’t mean you can’t post personal pictures of yourself out having a cocktail or walking your dog, you just want to make sure you meld professional type commentary in as well. “Sharing things pertinent or related to their business shows recruiters this is a person who is really interested, invested and passionate,” says Weatherbee. “It can take a candidate who seemed interesting to Wow [status],” he says.When building your brand online, Laura Poisson, senior vice president with ClearRock Inc., the executive coaching and outplacement firm, says recommendations you get from people can carry clout. After all, you want to be able to back up your expertise and a great way to do that is to get recommendations from people actually in that industry. She says it’s also a good idea to join groups within social media that are relevant to your industry and to follow companies and causes that matter to your line of work or where you want to be working. “The more data you have to support the message you are trying to get out” the better, says Poisson.McDonald says a great way to tackle building your brand on social media is to think of how you can expand your profile, particularly on professional social networks like LinkedIn, beyond what is in your resume. For instance you can post summaries or pictures of projects you worked on, a short bio that describes your skills, interests and volunteer work, and articles that showcase your knowledge of the industry. “The Internet enables you to build your personal brand and make connections that may lead to job opportunities,” says McDonald. “A resume just lists accomplishments, but the personal brand you build online can offer more insight into your perspectives, skills and interests.”
If you’re going on a job interview, then it’s likely you are going to get the often dreaded “tell me about yourself” question thrown your way.This old stalwart of a question has been around for decades and isn’t going away anytime soon, which is why you better get comfortable answering it. While there is no wrong way to tackle it, hiring managers are looking to learn more about you then what’s on your resume.“In lieu of having people rattle off their entire resume from start to finish, companies ask this question to give candidates a chance to talk about their career and where they are planning to go next, in their own words,” says to Deb LaMere, vice president of employee engagement at Ceridian, a global human capital management software company. “Answering the ‘tell me about yourself’ question brings these words to life, giving some color context and background to the work and life experiences listed within a CV.”When it comes to what companies are trying to ascertain from the “tell me about yourself” question, it is going to vary from one hiring manager to the next.Pablo Terra, Chief Operating Officer of Clarity 2 Prosperity Mastermind Group, a financial planning organization, says he tries to gleam the job candidate’s passion, level of engagement, attitude and interest. “I want to understand what are the values of the individual, what’s important to the candidate and does he or she have shared goals.” A person may look great on paper but the way he or she answers the “tell me about yourself” question goes a long way in determining if the candidate is the right cultural fit.Given it’s an open-ended question, it’s not surprising that scores of job seekers are terrified of getting it on an interview. But it doesn’t have to create sleepless nights and interview anxiety. From staying professional to making eye contact to gauge interest, here’s a look at five ways to take on the “tell me about yourself” interview question and win.Tip 1: Stick to the professional aspects of your life Even if you can bench press two hundred pounds in the gym or can rattle off every popular movie line from the early ’90s, your job interview isn’t the time or place to revel these skills to the hiring manager. A better move: keep it professional. Focus on those things that will make you a good employee and demonstrates how you would be a great fit for the company, says Kim Costa, job coach at Snagajob. She says to use the SET method when answering, which includes providing information about your skills, experience and time you’ve been using those skills. “It shows you are well-rounded and gives the employer a sense of what you bring to the table,” says Costa.Tip 2: Weave “We” into your answer Now more than ever companies are looking for job candidates who can play well with others. Hiring an employee who can’t get along with co-workers can be a costly mistake. One way to demonstrate just what a team player you really are is to weave the word “We” into your answer to the “tell me about yourself” question, says Terra. Instead of saying I was responsible for boosting sales x percent say our team lead the charge to increase revenue for the company, for example.Tip 3: Refrain from boss or job bashingTalking about your previous job or past experience is unavoidable but what you don’t want to do is bash your former employer, says LaMere. By doing that you’ll raise red flags about your attitude, loyalty and worse, whether or not you will do the same thing again when you move on to your next opportunity. “If you had a negative experience, keep the subject out of the conversation unless you can turn that negative experience into a conversation about lessons learned,” says LaMere. “Instead talk about what excites you about the career path that you are in or your previous work experience leading up to your present career.”Tip 4: Make eye contact throughout your answerMaking eye contact has a lot of benefits. It shows confidence, honesty and your level of interest. When it comes to the “tell me about yourself” interview question, it can also cue you in if you are droning on and on, boring the interviewer. “It’s never a good sign if the hiring manger looks down or doesn’t make eye contact,” says Costa of Snagajob. “If they are looking around the room then wrap it up and go on to the next question.”Tip 5: Prepare ahead of timeSince it’s such a common interview question, the best way to get over any anxiety is to prepare ahead of time. Ideally you want to know the content of your resume enough to be able to talk about your experience without needing to memorize it, says LaMere. Make sure your key points place an emphasis on being a team player and how you can contribute to the company, she says. “If you go in blind you won’t have the chance to sell yourself,” notes Costa.
50 Highest Paying College Majors The Best Cities for Jobs in 2018 Every new manager messes up at some point. What really matters is whether he or she responds with grace and humility, is quickly able to formulate and enact a recovery plan and learns from the mistakes — things that not everyone does.In our research at Jhana, we’ve identified 10 of the most common new manager pitfalls.1. Doing instead of managing.Although there’s nothing wrong with rolling up your sleeves from time to time to help your team accomplish a pressing goal, you’re now being paid to direct and oversee others’ work — not do it yourself. So don’t keep doing what made you successful as an individual contributor. Instead, focus on helping others do their jobs well.2. Overcommitting.It’s natural to want to please others, establish credibility and make a big splash. But target those wins carefully. Try to get comfortable saying, “I don’t know yet, but I’ll get back to you.” Promising too much too soon will backfire and erode your credibility.3. Failing to manage and communicate in all directions.Your direct reports are your most important priority. True or false? False! They are very important but don’t make the fatal mistake of forgetting about your new boss and peer managers. You need to manage and communicate up as well as down — not to mention sideways, so your team doesn’t become siloed.4. Changing things that are better left alone.Finally, you have your chance to do things your way. You can’t wait to make some big changes and show how great you are at this whole manager thing. Not so fast! Just because something seemed like a good idea from where you sat as an individual contributor — or just because something worked in your previous company — doesn’t mean it’s the right approach.10 Things I Wish I Knew About Managing On Day One5. Relying on your newfound power to get the job done.Expecting good results simply because people are supposed to listen to you might seem to work at first. But those results will be built on a foundation of resentment and fear, rather than goodwill and trust.Set high expectations, but actively welcome alternate ideas, and integrate that feedback into your plans. Also, explain why you’d like people to do things. You don’t want to be the managerial equivalent of a parent who says, “Do it because I said so.”6. Badmouthing the previous manager.Regardless of whether you’re replacing someone terrific or terrible, keep your opinions to yourself. Dragging someone else through the mud usually sullies the dragger as much as — if not more than — the draggee!7. Aligning yourself early on with any one person or group.Don’t assume you understand the politics of your new situation, even if you were promoted from within. Instead, spend the first few weeks getting to know key stakeholders and their relative political standing in the organization.Who has been successful selling their ideas? Who hasn’t? Who influences big issues like budgets? Once you know the answers to these questions, you can position yourself accordingly.7 Skills to Develop Now To Become An Awesome Manager8. Falling prey to “analysis paralysis.”Some new managers get overwhelmed by all of the options and information coming at them and just freeze.Take a week or two to get a lay of the land, and then decide on a course of action. It’s better to move forward with something that’s 80 percent of the way there than spend precious time crafting the “perfect” plan.9. Acting like another one of the gang.Don’t pretend that the new power dynamic that goes along with your job doesn’t exist. It does. While you can still have great rapport with your team, you need to put fairness above fraternizing.Be careful about going to lunch with the same crew every day (if you want company, invite everyone on your team). If you socialize with direct reports outside of work, try not to talk about it around others, who might feel marginalized and wonder if it’s going to hurt them on their performance reviews. You get the idea! You’re the manager now. Act like one.10. Unknowingly repeating one of your past managers’ bad behaviors.It’s natural when something goes wrong, we draw on memories of things we’ve seen before. If you had good managers, no problem. But many of us have had bad managers (whether we realize it or not). Beware of replicating negative behaviors instead of forging a healthier path.Avoiding major mistakes is the beginning of the new manager’s journey, not the end. It takes years of small steps and daily effort to become a truly great manager. In the meantime, there are three things every new manager can do to improve: get a mentor, do a lot of reading on the topic of management and practice, practice, practice.Rob Cahill is the co-founder and CEO of Jhana, which provides bite-sized performance support for people leaders to build the skills they need to be successful, in a simple, on-demand format they’ll love. Rob started Jhana to help millions of people get the great manager they deserve, but often don’t have. He currently serves on the Board of Directors for Teach For America’s Bay Area region. This article was originally published by Jhana. Reprinted with permission. Also on Glassdoor:
23 hours ago 23h 4. Give a time when you went above and beyond the requirements for a project.Before you get caught up in sharing your accomplishments, take a step back. Because in order to convey to an interviewer how you went above and beyond, you need to first define above and beyond. “Candidates often botch this question by failing to give a brief backstory. Before you can showcase how you went beyond the role, you have to first set the parameters of the job,” says Executive Coach Tim Toterhi. Try to describe what the context of the task was, the goals, and what was specifically expected of you.“It is best to pick a project which paid off for the company; perhaps you stayed for two extra hours on several occasions to make sure everything was completed well ahead of schedule and to a high quality, or maybe you volunteered to pick up the work left over by a colleague who resigned,” Pritchard says. “Whatever the example, it should demonstrate a can-do attitude and a willingness to get involved and go the extra mile for your company.5. Tell me about a time when you disagreed with your boss.Again, in this situation, blaming or bad-mouthing someone isn’t the right route to take. It will only make you look deflective or petty. Who knows? You may even be unknowingly disparaging your boss to someone who knows him or her. “Especially if you’re interviewing within your current industry: the world is very small. The person you complain to, might attend church services with, or be married to a relation of your boss,” says success strategist Carlota Zimmerman. Rather, “the emphasis here is how disagreeing with your boss forced you to take initiative and to put the company first, ahead of your frustration and disappointment.” “Ideally, you want to make it clear that you and your boss maintain a civil, respectful, maybe even close relationship. You want to demonstrate your empathy for your boss… and your belief in achieving the company’s mission statement,” Zimmerman adds.6. What are some of your leadership experiences?Don’t get caught up in just listing every leadership role you’ve ever had — think about the ones where you truly made a difference. “Anyone can rattle off the manager positions they’ve held or the volunteer work they performed, but the leadership is measured on impact,” Toterhi says. “People should be changed (for the better) for having interacted with you. And, if you’re lucky, you should be changed as well.” And if those experiences are related to the work you’ll be doing, all the better. In addition, you’ll want to make sure that your experiences as a leader demonstrate proactivity.“Never give examples of a time leadership was thrust upon you; this sounds like you are reluctant to take on responsibility and have to be made to do so,” Pritchard says. “You should demonstrate your ability to build a harmonious team and create a positive working relationship with the people you lead.”And, of course, that teamwork should ideally lead to results. “Someone who is a leader is able to demonstrate the ability to get others to want to get on board with the direction the team is going. Think of an example when you were able to get coworkers or direct reports on board with an idea that had a successful outcome,” advises April Klimkiewicz, career coach and owner of bliss evolution.”17 4.5★ 3.4★ ICU Registered Nurse Del Sol Medical Center El Paso, TX 23 hours ago 23h 23 hours ago 23h N/A 4.8★ 4.7★ 3.5★ 23 hours ago 23h Interior Designer – St. Louis & Dallas Oculus Saint Louis, MO Deli Associate F&M Deli & Restaurant Mount Laurel, NJ 23 hours ago 23h 3.1★ 23 hours ago 23h 23 hours ago 23h Registered Nurse Supervisor RN Waterbury Gardens Nursing and Rehab Waterbury, CT Service Advisor Prime Motor Group Saco, ME You’ve aced “Tell me about yourself.” You’re cool as a cucumber when asked, “Why do you want to work here?” And you laugh in the face of “What are your biggest strengths and weaknesses?” You’re way past Interviewing 101, but there’s a tricky subset of questions that you may not have mastered yet: behavioral questions.Behavioral interview questions require you to pull a specific moment from your work history to explain and expand on, and they can be one of the hardest ones to tackle — interview questions are tough enough, but coming up with an example on the spot makes it all the more difficult.To give you a head start, we pulled out a handful of behavioral interview questions from our list of the top 50 most common interview questions. Get ahead of the game by learning how to answer them and preparing anecdotes in advance!1. Tell me about an accomplishment you are most proud of.Resist the urge to talk about that time you won your office softball league playoffs or how you got a 4.0 in your hardest class in college. To really nail this question, you should “share a story that is as close as possible to the job you are interviewing for, and that best showcases your strengths and approach to work,” says Aurora Meneghello, career coach and founder of Repurpose Your Purpose. “Describe an instance where there was a problem, state the impact of that problem, and how you were able to solve it. Share the results beyond your immediate solution. For example, if you created a new onboarding system for new hires, share why the company needed one, what was the impact of not having an onboarding system, how you went about creating one, and how, one year later, there is less churn, employees are more efficient, etc.,” Meneghello says.2. Tell me about a time you made a mistake.One of the oldest tricks in the book is for candidates to respond to this answer by sharing a ‘mistake’ that’s actually a positive attribute, such as “I work too hard’ or “I care too much.” But be warned: recruiters can usually see right through that.At the same time, though, “you should avoid talking about a colossal failure. The mistake most people make is that they either try to dodge the question, or they give an example that is detrimental to them; you are still there to sell yourself and prove yourself as a valuable asset, after all,” says Steve Pritchard, HR Consultant for giffgaff. Instead, “try to think of something that happened a long time ago. More importantly, focus on the lessons you learned and how you carried these lessons forward to ensure you didn’t repeat the mistake,” Pritchard recommends.7 Interview Answers That Make Recruiters Roll Their Eyes3. Tell me how you handled a difficult situation.When answering this question, make sure not to cast blame on others for whatever predicament you ended up in. Even if they had a hand in it, you don’t want to sound like you’re not a team player or don’t take responsibility for yourself. “Keep your focus on what you did, and describe the circumstances in a neutral manner. Stay away from examples of difficult bosses or coworkers: although all of us have experienced something like that, an interviewer has no idea whether you are correct in your assessment, or merely projecting your own faults onto others,” Meneghello cautions.“For example, you could talk about having to build a project with a fraction of the budget your competitors have, and how you were able to use grassroots techniques to overcome that obstacle. For your story to make the biggest impact, make sure to describe vividly why it was so difficult: the bigger the problem you solved, the bigger your impact!” she says. 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23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Massage Therapist needed Chiropractic Healthcare Center Sumner, WA 23 hours ago 23h 3.2★ 23 hours ago 23h 23 hours ago 23h N/A 4.2★ Line Cooks Red Robin Kenosha, WI 3.2★ IT Systems Cloud Administrator Tradepmr Gainesville, FL N/A Journeyman Electrician Arrow Electrical Contractors Louisville, KY 23 hours ago 23h Lineman (Experienced) Connexus Energy Ramsey, MN 23 hours ago 23h 23 hours ago 23h GSOC Operator – Social Media Allied Universal Menlo Park, CA N/A RN- PRN CVL INVASIVE (RECOVERY) Presbyterian Healthcare Services Albuquerque, NM Hot New Jobs For You 4.7★ Getting hit with a bad performance review or a warning from HR catches many people off guard, but according to career experts, there are telltale signs that your job could be in trouble that most people ignore, whether they consciously choose to or not. For example, maybe you see your responsibilities being handed over to other employees. “If you find your once full plate is becoming increasingly empty, this could be a red flag,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level.Another sign: you’re no longer first to know information or you aren’t getting invited to those important meetings. And the most telling one of all: a bad review.But just because the writing is on the wall doesn’t mean you can’t come back from a bad situation at work. Whether you receive a poor performance review or just suspect your boss is getting annoyed with you, knowing the signs you could be fired is key to preventing it from happening.“If you’ve been put under performance review or feel like you may potentially lose your job this should be a warning that you take quite seriously,” says Joel Garfinkle, author of Getting Ahead: Three Steps to Take Your Career to the Next Level. “However all hope is not lost. Taking the initiative to improve your performance is a great first step.”Be Proactive to Save Your JobOnce you are aware your job could be in trouble taking proactive steps to improve your performance is the best way to stay employed.“So few people who get fired for performance reasons even bother trying to do what has been asked of them. Instead they focus on the unfairness factor,” says Suzanne Lucas, operator of the Evil HR Lady blog.Sure, you may be hurt and in defensive mode, but communication with your boss is imperative at this point. Request a meeting with your supervisor and find out what steps you can take to make improvements.After the meeting, come up with a plan of action and give your boss a timeline in which you will achieve those goals. Ask for a follow-up review to ensure you are doing what is necessary. Remember to be humble and take what your boss is saying to heart, even if you don’t think it makes sense.How to Create a Post-Performance Review Hustle Plan“Do what your manager is asking you to do,” says Lucas. “It doesn’t matter if your manager is dumb or doesn’t understand — if you do what she’s asking you to do, your chances of saving your job drastically increase.”If having a discussion with your supervisor is out of the question, another strategy is to look at the people in your department that your boss likes or is happy with. Do they come in early and stay late? Do they respond immediately to any request the boss has? “Emulate the successful,” says Lucas.Prevent Landing on the Layoff ListWhen a potential firing is due to performance, a lot of what happens is in your control. But when it comes to layoffs, often times you have little say over who will be let go. Still, career experts say there are some steps you can take to hopefully prevent you from landing on that list.According to Lucas, cross training is one way to make yourself more valuable in a company. You may be the best accountant the company has, but if that entire department is being shut down, it won’t matter. But if you are also good at finance, you may find yourself being moved into that department.Why You Need to Start Skill StackingIf you hear layoffs could be coming, Lucas says to figure out what areas of the company are profitable and try to get transferred there.“Laying off employees is one of the hardest things an organization has to do,” adds Garfinkle. “When layoffs occur, responsibilities from terminated employees have to be passed on to those that remain. For this reason, the best strategy to employ to make sure you’re not one of those that are let go is to demonstrate your effectiveness as an employee.” 23 hours ago 23h 3.1★ 4.8★ Line Cook LoLo Hawaiian BBQ Roy, UT Servers O’Charley’s Dayton, OH Content Project Manager MyHeritage Lehi, UT 3.0★ View More Jobs
10. Product ManagerOpen Jobs: ~74kMedian Base Salary: $113,886As you might be able to tell by the name, Product Managers are the leads for a particular product. This might involve laying out the product roadmap, doing user research, conducting competitive analysis, working with engineers and product marketers, etc. While Product Managers aren’t always required to have technical skills, it never hurts to have a solid background in development.See Open Jobs 7. Operations ManagerOpen Jobs: ~68kMedian Base Salary: $76,971Operations Managers are tasked with ensuring that businesses are running smoothly. They often analyze different functions of the business in order to determine their performance, then come up with solutions to improve their efficacy. On a day-to-day basis, this might involve analyzing data, creating reports, planning with teams and more.See Open Jobs 8. Occupational TherapistOpen Jobs: ~14kMedian Base Salary: $80,782Occupational Therapists help those with disabilities and injuries build up the strength and skills necessary to perform daily tasks. By assessing patients and developing a treatment plan, they are able to help them regain their agency. In order to become an Occupational Therapist, you must earn both a bachelor’s degree and enroll in a two-year master’s program where you learn about anatomy, kinesiology, therapeutic technology and patient care and communication.See Open Jobs 4. Marketing ManagerOpen Jobs: ~61kMedian Base Salary: $81,078Part art and part science, Marketing Managers leverage both creative and analytical skills in order to promote their company’s products or services. No two marketing manager positions are quite the same, but given the abundance of different fields of marketing out there — digital, social media, inbound, email, etc. — you’re sure to find something up your alley.See Open Jobs 6. Business AnalystOpen Jobs: ~76kMedian Base Salary: $69,163Business Analysts can take on a wide variety of projects in a wide variety of fields, but no matter their specialty, they all use data to improve processes. By gathering, examining and synthesizing information to understand patterns and trends, they are able to glean insight into what actions a company should take. As a result, they often help companies improve profits, increase productivity and promote efficiency.See Open Jobs 2. Physician AssistantOpen Jobs: ~52kMedian Base Salary: $93,090Interested in the medical field and helping others, but don’t want to attend medical school? A Physician Assistant position might be perfect for you. Physician Assistants perform many of the same tasks as doctors, such as examining and diagnosing patients, writing prescriptions and performing medical procedures under the supervision of a physician. But unlike doctors, Physician Assistants only need to attend a two-year long graduate program.See Open Jobs It’s easy to look at someone with a great salary and think about how lucky they are. But the truth is, high-paying jobs aren’t as rare as they seem — in fact, they’re often the ones with the most available positions. While you might first need to develop a special set of skills or pursue a particular degree, there are many in-demand jobs with high salaries that are only increasing by the minute as employers struggle to fill them with qualified candidates. So if one of the following positions looks interesting to you, don’t wait — apply today before everyone else gets in on them!1. Project ManagerOpen Jobs: ~109kMedian Base Salary: $75,474As a project manager, you’ll be responsible for leading projects from inception to execution. Common tasks involve managing a budget, setting timelines, delegating tasks and serving as a liaison between teams to ensure that everything is going smoothly. While a college degree is not necessarily required, many Project Managers have bachelor’s or master’s degrees, and possibly a Project Management Professional certification as well.See Open Jobs 3. Software EngineerOpen Jobs: ~141kMedian Base Salary: $103,035You hardly ever run into a list of great jobs that doesn’t include Software Engineer, and for good reason. With how important smartphones, computers and the Internet have become in our daily lives, companies need plenty of talented people to help them create cutting-edge technology, and truly skilled individuals can be hard to come by. In the future, this field is only expected to get hotter — the Bureau of Labor Statistics predicts a 24 percent job growth between 2016 and 2026.See Open Jobs 9. Electrical EngineerOpen Jobs: ~77kMedian Base Salary: $86,153From computers to cell phones to robots and more, Electrical Engineers design and build just about any electrical device you can think of. Because of this, they’re in high demand in many different fields, such as technological hardware, aerospace and defense, green energy and automotives. Electrical Engineers typically have a Bachelor of Science or Bachelor of Engineering in Electrical Engineering, where they learn the fundamental concepts of physics, electromagnetism and electricity. See Open Jobs 5. Nurse PractitionerOpen Jobs: ~21kMedian Base Salary: $117,292Like Physician Assistants, Nurse Practitioners are medical professionals who take on many of the same tasks as doctors. They can examine patients, order and interpret tests, diagnose illnesses and come up with treatment plans, sometimes without the supervision of a doctor depending on where they practice. In order to be able to perform these additional responsibilities, Nurse Practitioners must attend a two-year graduate program to receive their Master of Science in Nursing.See Open Jobs
Super agent Jorge Mendes expects Cristiano Ronaldo to stay with Real Madrid.It broke over the weekend that Ronaldo has told Real management he wants to leave this summer.However, a source close to Mendes insists they expect Ronaldo to stay where he is.”It is impossible that Cristiano departs. He is in the best club in the world and he continues to improve performances year after year,” the source told Le Parisien. “We are entering a World Cup season. He wants to be confident and will not take the risk of leaving. It is now for the Real people to take charge of the situation.”
Gabriel Barbosa is leaving Inter Milan on-loan.However, a move to Porto has been denied by his agent.“There is absolutely nothing in it, they’re just rumours,” he told Fox Sports Brazil.“Inter are prepared to loan Gabigol out for a season, so that is why I am studying various offers.“I will travel around this week to resolve the issue over the next few days. We are looking at proposals, but he’ll definitely remain in Europe.”
Arsenal legend Alan Smith reckons that Chelsea youngster Nathaniel Chalobah should look for a new club if the Blues end up signing Tiemoue Bakayoko from Monaco.The Blues are reportedly set to sign the French midfielder in a £35m move in the coming days. Bakayoko’s arrival at the West London would pave the way for Nemanja Matic to join Manchester United. However, Smith is certain that Chalobah would find very limited playing opportunities in Antonio Conte’s side next season. “Chelsea have nearly bought a central midfielder haven’t they, which is going to block Nathaniel Chalobah’s path,” Smith said on Sky Sports.”You’re thinking he will probably have to leave. That goes right across the board with a lot of the boys. “People like Alfie Mawson, no disrespect, but at a slightly lower level of team in Swansea can have a career. “Jordan Pickford, obviously going to Everton, that’s a brilliant move for him. It is really difficult, Germany are the same.”
The best thing about having a blog is all the brilliant people who read it. The newsletter posts on this blog of recent days have generated a stream of really smart emails to both me and guest blogger Carey. I’ve learned a lot from you, namely:Ike Pigott, Communications & Gov’t Relations Director of the Southeast Service Area of the American Red Cross writes to point out: Microsoft has made some severe changes in the Office 2007 package, which means that formatted e-mails like newsletters will be rendered in Microsoft Word instead of Internet Explorer. This threatens to set back e-mail marketing by several years, as companies and NPOs will have to go back to clunky coding and ditch the pretty HTML layouts — which, by the way, made it far easier to personalize those newsletters as you had suggested in your recent post.He points us to this, this and this for reference. Thanks Ike!Carey writes and says he got lots of visits and emails from you folks since he posted here and adds:1) The lifetime value of an email address is 3-4 years. Think about it. Did you have the same email today that you did 4 years ago? Probably not. 2) Most people have between 3-4 email addresses. We have a work email. We have a home email. Others have a school email, a subscription email and others. 3) On average we obtain 1 new email address per year. It could be from starting a class, starting a new job, starting a new website or changing email providers. 4) CNN reports that 9 / 10 emails are now spam. So if you are toggling between 3 email accounts and deleting 90% of your email – you, and others, aren’t just inundated with spam we are flat out existed and frustrated by it. He then advises: YOU MUST DEVELOP A GAME PLAN STARTING RIGHT NOW ON HOW TO DEAL WITH THE CONFLICT OF DELIVERABLE ISSUES. 1) Follow my lead generation system. If you are not doing an OPT IN list you are going to be in a lot of trouble. I promise you. On the next page after sign up WALK THEM THROUGH how to white list your website. Finally, direct them to a thank you page after the opt in to keep them engaged. 2) YOU MUST start considering how to integrate audio and video into your email campaigns. Mark my words – if you delay too long on developing a well thought out and budgeted game plan your email list will be unresponsive because of the industry change that will be happening soon. Some are converting to video newsletters, or video lead generation sys ems that are small infomercial type news settings. 3) Start to keep an archive of your newsletters. If your viewers are not receiving your email you better give them a place to find your news. Also give them an easy contact box on that page that asks them if they are having problems receiving your newsletter so you can resolve it. 4) Focus on your Evangelical customers. The 20% that bring in 80% of your foundations revenue. These are your family members. These are your mavens. Love them! 5) The more you ask for interactivity on your website or newsletters the more responsive your viewer will be. Become the master of surveys. Engage your viewer or loose them forever. 6) Get everyone in your foundation involved. If you have a message board or a chatroom, dedicate time in there to answer questions or just to say hello. Let them know your position. “Hi this is Carey, the online marketing director, I just wanted to drop in to say hello. Are there any questions I can answer for you today?” They will start to become a novice of your site and start to act as moderators with out even knowing it. 7) Get out of the habit of only sending HTML emails. They are getting harder and harder to make it through the spam filter and there is an annoyance factor going with some who don’t know how to right click and view the image. Refer back to my notes above with exploring with audio and video. 8) You have to start focusing on the educated consumer. Email marketing is becoming very transparent. It is still early in the game. Create shock and surprise in your industry. I have some tricks up my sleeve that I will send you when testing is done. 9) Be bold. Implement my 5 minute rule. Start calling your donor right after they donate. If you could hear how excited they are to hear from us, you would have started yesterday. If you would like the script of the call we make, just email me, I will send it to you. So there you have it. Smart people. If you have something smart to add, please comment or better yet, be a guest star with your own blog entry here. I am always happy to turn the spotlight on you.
Posted on May 6, 2011August 17, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)At the MHTF, it’s Mother’s Day every day! Check out the many MHTF partner organizations are seeking donations in honor of mothers to support the important work they do to promote maternal health. This Mother’s day you can not only make your mother happy, you’ll help improve the lives of mothers around the world.EngenderHealthInternational Rescue Committee/Women’s Refugee CommissionSave the ChildrenPathfinder InternationalSafe Motherhood Program, UCSFWhite Ribbon AllianceMother’s Day Every DayShare this: ShareEmailPrint To learn more, read:
Posted on January 18, 2013March 21, 2017By: Dr. Nosa Orobaton, Chief of Party, Nigeria Targeted States High Impact Project (TSHIP), JSI Research & Training Institute, Inc.Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)There is a sense of timelessness in resplendent Arusha, Tanzania, the venue of the second Global Maternal Health Conference. Not so in the hallways of the conference meeting where there is a palpable sense of urgency to do more for maternal health.During my time at the conference, I have been struck by four main impressions:First, there is a sense that progress has been made. Globally, maternal mortality has dropped by roughly 50 percent between 1990 through to 2010. While this is good news, there is also a clear sense that we, maternal health professionals, are not moving as quickly as we expected.Second, conference delegates are already thinking about the post Millennium Development Goals era. There is a sense of apprehension that maternal health will not receive the support it truly needs in the post MDG era. Humanity cannot afford any loss of momentum for this critical issue. The halls are buzzing with ideas about what a post-MDG agenda might look like—and the attention maternal health may or may not receive.Third, there is a sense that much more needs to be done to improve quality throughout the continuum of care to increase and sustain the utilization of maternal services. Big questions are being raised: How can we improve quality of care? What needs to be done to be sure that respect for women is incorporated into these improvements at every stage? How might we take into consideration the preferences of women, families and culture? Improving quality of care is an area that clearly needs much more attention and investment.Fourth, many people are talking about the need to apply the evidence generated from research more sensibly and proactively. Context by context, we must do more, and do better to figure out what works, why, how, and at what scale. Above all, we must then act on it—translating what we know into measurable results for the health of women around the world.These are some of the key themes that I have heard at the conference here in Arusha, Tanzania, one of humanity’s earliest dwelling places. Tanzania was one of the first places on earth that our ancestors were first confronted and affronted by the tragedy of maternal mortality. And here we are today, still struggling to eradicate preventable maternal mortality.The time is now to maintain and build on the momentum for improving global maternal health. Communities, activists, researchers, policymakers and politicians, unite!Check out the conference website to access archived videos of conference sessions.Join the conference conversation on Twitter: #GMHC2013.Visit JSI’s blog, The Pump, here. Follow JSI on Twitter: @JSIHealth. ShareEmailPrint To learn more, read: Share this:
Posted on June 13, 2014November 4, 2016By: Susan Moffson, MCSP Senior Program OfficerClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)The MHTF has relaunched our Respectful Maternity Care blog series in response to the inaugural International Day for Maternal Health and Rights, which sparked many questions: How can women’s health rights take priority before, during, and after childbirth? What does women-centered healthcare look like in the post-2015 agenda? How can a woman-centered approach strengthen health systems and achieve universal health coverage? Makia Tukey, mother of three, delivered her third child at an MCHIP-supported health center. Photo courtesy of JhpiegoMakia Tukey, mother of three, was amazed at the improved conditions at the health facility where she delivered her third child, a healthy baby boy. “They were friendlier this time and treated me like a sister,” she said. “I labored in a room with comfortable beds and, after the delivery, I went back to the room to rest.”Since the birth of her second child, the quality of care provided at the health facility near her village in the Oromia region of Ethiopia has dramatically improved. Better facilities mean more women like Makia will come to a health center to deliver, increasing both their own odds of survival and that of their newborns. Increasing facility births is crucial since only about 10% of women in Ethiopia give birth in facilities and too many women are dying of preventable causes during childbirth, giving the country one of the highest maternal death rates in Africa (676/100,000 live births) and putting them far behind their Millennium Development Goal target of 267 per 100,000 live births by 2015.The facility where Makia gave birth—Kore Health Center—is one of 118 facilities benefiting from the government of Ethiopia’s commitment to improving the quality of maternal and newborn care, with key support from USAID’s flagship Maternal and Child Health Integrated Program (MCHIP). To encourage facility births, MCHIP partnered with the government in 2010 to better conditions at 107 health centers and 12 hospitals in four regions. Together, MCHIP and the Ethiopian government are striving to ensure that women who go to health centers receive high-quality care.Central to these quality improvement efforts is the promotion of respectful maternity care (RMC). Alarmingly, a number of women prefer to give birth at home with unskilled traditional birth attendants or alone, in part because they are concerned about the poor quality of care at facilities. They fear that health care providers, such as doctors and midwives, will treat them disrespectfully. In many resource poor countries like Ethiopia, providers may be overworked, understaffed, and ill equipped. As a result, women may experience verbal abuse or a lack of caring or empathy when they give birth at a facility.Increasing Awareness of Patients’ RightsIn addition, many providers also lack awareness about patients’ rights to be treated with dignity during birth, or to receive RMC. In consequence, many clinics in Ethiopia do not allow family members or friends in the delivery room, leaving the mother to birth alone. RMC is a philosophy of maternal care that gives priority to the wishes and needs of the mother with an emphasis on the importance of informed choices, like birth position or whether to have a companion during childbirth. Through training and role-play, MCHIP is showing midwives that mothers feel more at ease when they have a birth companion present.Providing PrivacyAnother principle of RMC is allowing women adequate privacy while awaiting and receiving healthcare. Depending on the rural clinic or hospital, mothers often give birth in the same room and can see each other. In the MCHIP facilities, curtains were installed to provide privacy.Respecting Culture and TraditionsRMC also holds that women’s beliefs, culture and traditions should be respected. For instance, a deep-rooted Ethiopian tradition is the coffee ceremony, which marks significant occasions, including births. In response to community engagement facilitated by MCHIP, the community constructed a traditional coffee hut at the Morsito health center. The hut serves as a place for family members to wait in anticipation of the birth and to prepare the coffee and porridge for the woman after she has given birth. By helping the community incorporate such cultural practices and improve patients’ experiences, MCHIP is encouraging more facility births.Improving Health SystemsDespite these improvements, there are still many challenges to changing the attitudes of providers and women regarding RMC. Jhpiego/Ethiopia Country Director Hannah Gibson admits that “people find it difficult to see what RMC looks like. It is not just coffee and a midwife treating a woman like a sister.” To address this, the MCHIP team created useful guides and job aids to educate both MCHIP and facility staff about RMC.RMC is a central component of the quality improvements at the 119 MCHIP-supported facilities, where staff are trained and later evaluated on how to provide RMC. For example, MCHIP staff teach providers the importance of greeting women and their families with respect and kindness, providing explanations of care provided, and asking for consent before they perform a procedure. There is evidence that key components of RMC—such as involving women in their care–makes the birth experience go more smoothly for both women and health care providers.Lastly, MCHIP is improving facility conditions based on patient experiences. In response to numerous women’s complaints of being cold during childbirth, MCHIP provided blankets for warmth and pajamas to avoid getting blood on women’s clothing. This donation has been a huge success and a step in the right direction toward improving the birth experience. “The women are very pleased that they are not getting their own clothes dirty when they give birth and they stay warm,” Gibson said.Thanks to these combined initiatives, the number of women going to the facility to deliver has more than doubled at MCHIP facilities since project inception. Greater demand for health care services at these facilities reflects a growing culture of RMC in which women are able to make informed choices about the care they receive during one of the most important events in their lives.If you would like to submit a post to the Respectful Maternity Care blog series, please contact Katie Millar.Share this: ShareEmailPrint To learn more, read:
Tis the season to start filing your freelance taxes and there’s good reason not to dilly dally. The impact of the Tax Cuts and Jobs Act is no longer a coming attraction, and the reality of its effects are likely to be felt by many freelancers.Specifically, some of the “regular” deductions that you may have claimed in the past have disappeared. Here are ten examples.Personal exemptionsThe new tax reform law increased the standard deduction on your 2018 tax return to $12,000 for single filers and married filers filing separately, $24,000 for married filers filing jointly, and $18,000 for heads of household. This is in lieu of the $4,050 in potential personal and dependency exemptions that used to be available.While this amount is higher overall, there are many other deductions that you can no longer claim, so it may represent a change to your tax obligation. If this is the case, be sure to explore all possible tax credits and other deductions you may be entitled to.Unlimited state and local tax deductionsYou will only be able to claim $10,000 in deductions for state and local taxes. Depending on where you live, this could significantly alter your anticipated tax obligation.A mortgage interest deduction of debt up to $1 millionOn this year’s return, a deduction for mortgage interest is capped at $750,000 for any mortgage transacted after January 1, 2018.If you transacted a mortgage prior to January 1, 2018 you can deduct the interest on the loan up to $1 million. If you don’t meet that maximum threshold amount and you have a home equity loan that you pay interest on, you may be able to deduct some of the expense to take full advantage of the mortgage interest deduction as described in the next point.Unrestricted deductions for home equity loan interestIf you have a home equity line of credit that you pay interest on, you may have been used to deducting the interest on that loan regardless of what the money was used for. This is no longer a viable tax deduction through 2026 unless the loan is used to, according to the IRS, “buy, build or substantially improve” the home that secures the loan.In addition, keep in mind that you can only deduct interest on the combined total of your primary mortgage and home equity loan up to the $750,000 threshold.Deductions for unreimbursed employee expensesIf you freelance and are also employed (i.e. you received a W-2 this year), you can no longer deduct any unreimbursed purchases related to your job.However, you can still deduct a wide range of qualified business expenses if they are incurred by your freelance business, so be sure to look into those deductions.Other popular itemized deductionsIn addition to the unreimbursed work expenses mentioned above, freelancers should take note that deductions for unreimbursed qualified employee education expenses, tax preparation and investment services fees, and professional dues are no longer available on your 2018 tax return.Moving expense deductionsUnless you are an armed forces member, you are out of luck if you moved this year as far as a tax deduction goes. All moving expense tax deductions have been eliminated.Unrestricted deductions for expenses related to natural disastersIf you were impacted by a hurricane, wildfire or flood in 2018, you will not be able to deduct any related losses that were not covered by insurance or another relief program on this year’s taxes.For 2018 this deduction is only available if you reside in a presidentially designated disaster zone.Alimony payment deductionsIf you divorced in 2018 and made alimony payments you can still deduct them from your federal taxes on this year’s return. However, for any divorce finalized after December 31, 2018 this deduction is no longer be available.Don’t miss outGiven the number of popular deductions that are no longer available this tax season, it is wise to check in with a tax professional to make sure you aren’t missing any of the new tax deductions that the TCJA ushered in. We’ll take a look at them, including the potential 20% tax deduction for pass-through businesses in our next post.In the meantime, you should have most of your tax documentation in hand, so don’t delay making plans to file your 2018 taxes and expedite any refund to which you may be entitled.Jonathan Medows is a New York City-based CPA who specializes in taxes and business issues for freelancers and self-employed individuals across the country. He offers a free consultation to members of Freelancer’s Union and a monthly email newsletter covering tax, accounting and business issues to freelancers on his website, www.cpaforfreelancers.com — which also features a new blog, how-to articles, and a comprehensive freelance tax guide.Jonathan is happy to provide an initial consultation to freelancers. To qualify for a free consultation you must be a member of the Freelancers Union and mention this article upon contacting him. Please note that this offer is not available March 1 through April 18 and covers a general conversation about tax responsibilities of a freelancer and potential deductions. These meetings do not include review of self-prepared documents, review of self-prepared tax returns, or the review of the work of other preparers. The free meeting does not include the preparation or review of quantitative calculations of any sort. He is happy to provide such services but would need to charge an hourly rate for his time.
Germany’s Alex Zverev says he will not take part in a revamped Davis Cup finals showpiece event in Spain next November.Changes to the 118-year-old team event will see the competition turned into a week-long competition taking place in November, with 18 nations battling for the title.The first two editions will take place in Madrid’s La Caja Magica, the current venue for the Madrid Open.ATP have also announced the start of a rival World Team Cup to begin in Australia in January 2020 with the likes of world number one Novak Djokovic and 20-time Grand Slam champion Roger Federer likely to prioritise it.The 21-year-old Zverev, regarded as one of the players to lead men’s tennis into a new era, said he would still be available for the Davis Cup qualifying round in February but said he would not play in the November finals week, suggesting the date was a bad choice for most players.Germany host Hungary in February in Frankfurt and must win to qualify for the Madrid finals.”I’m not going to play Davis Cup in November,” world number five Zverev told reporters after his win over Marin Cilic at the ATP Finals on Monday.”I am going to play in February in Germany, in Frankfurt, I’m going to do that.”The Davis Cup has some serious issues to think about. One of them is the dates. I think the date is very important and I think none of the top players will play, except Rafa (Nadal) because it’s in Spain.advertisement”I’m very, very sure that a lot of top players will not play. We’ll see how it goes.”American John Isner, beaten by Novak Djokovic on his ATP Finals debut, said he supported the idea of revamping the Davis Cup but said organisers needed to think again about staging the finals at the end of a gruelling season.”The format’s unique. I, for one, don’t like the date. I think that’s the big beef with players now,” the 33-year-old told reporters.”Let’s say the top 20 players that end their season in Paris (Masters at the end of October or early November), and then go home, usually that’s the end of the season. And to try to gear up for Davis Cup after this event, it would be pretty tough, mentally and physically. The date’s not ideal.”Zverev was more positive about the ATP’s World Team Cup.”Hopefully, it’s going to be a good event,” he said. “Obviously, it’s in the first week of the year, so it makes sense to play, and it’s in Australia as well.”So it’s not bad schedule-wise.”The International Tennis Federation (ITF) announced in August that its proposals to breathe new life into the Davis Cup had been backed by the majority of national federations.Investment group Kosmos, led by Spanish international footballer Gerard Pique, has signed a 25-year partnering deal with the ITF to revamp the Davis Cup with a total investment of $3 billion being ploughed into tennis.
Real Madrid striker Benzema unimpressed by L’Equipeby Carlos Volcano10 months agoSend to a friendShare the loveReal Madrid striker Karim Benzema is unimpressed by L’Equipe ignoring his work in 2018.The striker failed to make the top 15 strikers list, which featured fellow Frenchman Antoine Griezmann and former Real Madrid teammate Cristiano Ronaldo, yet Benzema took the news relatively well as he made a joke out of the situation.”L’Equipe, my friends, can I be the 16th?” he wrote on Instagram.Benzema on the paper’s 2018 best strikers shortlist: “L’Equipe, my friends, can I be the 16th?Should’ve just let it go ma man pic.twitter.com/wlaZL4aOiT— (@Ultra_Suristic) January 4, 2019 About the authorCarlos VolcanoShare the loveHave your say
Raymond James Stadium scoreboard and pirate ship as the Tampa Bay Buccaneers host the Baltimore Ravens September 10, 2006 in Tampa. The Ravens defeated the Bucs 27 – 0. (Photo by Al Messerschmidt/Getty Images)The Bad Boy Mowers Gasparilla Bowl is on the move. It isn’t going very far though.For the last decade, the bowl has changed its name many times but was always played at Tropicana Field in St. Petersburg. However, it will head to Tampa Bay this year, according to Brett McMurphy.The game will be played at Raymond James Stadium, home of the NFL’s Tampa Bay Buccaneers and the annual Outback Bowl.Sources: After 10 years, Bad Boy Mowers Gasparilla Bowl is leaving St. Pete’s Tropicana Field for Tampa’s Raymond James Stadium https://t.co/rXokphvjNJ— Brett McMurphy (@Brett_McMurphy) May 23, 2018According to McMurphy, attendance is a major reason for this change. The game hasn’t topped 17,000 fans in each of the last three seasons.What the game has lacked in fan support, it has more than made up for in names. In the past, the bowl has been known as the magicJack St. Petersburg Bowl; St. Petersburg Bowl Presented by Beef ‘O’ Brady’s; Beef ‘O’ Brady’s Bowl; Bitcoin St. Petersburg Bowl and St. Petersburg Bowl.It was renamed the Gasparilla Bowl in 2017, with Bad Boy Mowers signing a three-year naming rights deal.The Gasparilla Bowl is typically played in the week before Christmas as one of the earlier bowl games, although it was held on December 26 from 2014-16. Temple won last year’s game over FIU by a score of 28-3.Past MVPs of the St. Petersburg/Beef O’Brady’s/Gasparilla Bowl include current NFL players Mohamed Sanu (Rutgers), Jacoby Brissett (NC State) and Blake Bortles (UCF).
Virat Kohli-Rohit Sharma rift stories won’t stop even after 20 years: Sunil GavaskarSunil Gavaskar said whoever started stories of a reported rift between Virat Kohli and Rohit Sharma could not be a well-wisher of Indian cricket.advertisement India Today Web Desk New DelhiAugust 9, 2019UPDATED: August 9, 2019 13:50 IST There are reports of rift between India captain Virat Kohli and vice-captain Rohit Sharma. (AP Photo)HIGHLIGHTSAfter India’s World Cup exit, there were reports of a rift between Kohli and RohitBefore the West Indies tour, Kohli dismissed those rumours in a press conferenceGavaskar said this story was unlikely to die even 20 years laterIndia captain Virat Kohli quashed rumours of a reported rift with Rohit Sharma before the team departed for the tour of West Indies but Sunil Gavaskar said the story was unlikely to die down for decades.Soon after India’s defeat to New Zealand in the semi-final of the 2019 Cricket World Cup, emerged stories and reports of differences between Virat Kohli and his limited-overs deputy Rohit Sharma.It was said the Committee of Administrators would probe the rift between the two Indian batting superstars and some sections even reported the possibility of a split captaincy. Some felt Rohit Sharma could make for a better captain in the shorter formats.But hours before leaving for a tour of the US and West Indies, Virat Kohli and Ravi Shastri addressed the media and sought to put these rumours at rest.But former India captain Sunil Gavaskar, writing for Sportstar, said no matter what either Kohli or Rohit said, this story would continue to do the round for years.”Virat and Rohit can shout from the rooftops as much as they can but this story won’t end. Every time Rohit fails there will be those who will nod their heads knowingly and wink, hinting he deliberately got out,” Gavaskar wrote.”Whoever starts such stories is definitely not a well-wisher of Indian cricket. More often than not it’s a frustrated player in the squad who gives wings to stories like this. His envy and jealousy harm the team. Then of course it suits some administrators to play their own game of politics.”advertisement”For the media it’s manna from heaven and so while it can be suppressed when the cricket is on, the rest days between games is where the story gets fanned further. Virat Kohli and Rohit Sharma are professionals and they will put their heads down and go out to win matches for India but the story won’t stop even 20 years later,” Gavaskar wrote in his column.Rohit Sharma is yet to speak on the issue but a cryptic tweet soon after Kohli’s press conference had fuelled further speculation.Also Read | It is disrespectful: Virat Kohli on reports of rift with Rohit SharmaAlso Read | Virat Kohi posts photo with his squad’, fans notice Rohit Sharma’s absenceAlso SeeFor sports news, updates, live scores and cricket fixtures, log on to indiatoday.in/sports. Like us on Facebook or follow us on Twitter for Sports news, scores and updates.Get real-time alerts and all the news on your phone with the all-new India Today app. Download from Post your comment Do You Like This Story? Awesome! Now share the story Too bad. Tell us what you didn’t like in the comments Posted byAnita Jat Tags :Follow Virat KohliFollow Rohit Sharma
Today we appreciate YOU and all you do! The countless hours spent, the endless efforts and the amazing trips YOU create for your clients! Thank YOU for being the BEST part of the Travel Industry and we hope that your day is filed with nothing but good things! Sincerely, The Ogg Family