Eric Geso’s manager Sonie Grant has dismissed claims that the artist breakup with her while on his way to Australia for a tour.In a phone called interview with LIB Life, Sonie said all the news about breaking up on the internet are false and are meant to help tarnish or take the artist off track on his tour.She added that she was the one that approved his Australia tour with Deejay Flexz, which kicks off on the 29th of this month.In a strong tone, Sonie also denied news that Eric used her to achieve his goal, thereby leaving the country without informing her and has refused to talk to her since.“I still managed Eric and I don’t know where this information is coming from. The artist we are talking about here is signed to me legally and we talk everyday. “Right now I just got off the phone with him. I cannot believe someone is calling Eric ungrateful; it is not fair for an artist with a noble character. “Since we started working together professionally, there has not been a day that Eric ever disrespected me. I strongly think that this false news is coming up because of the good working relationship that exists between us,” Sonie explained. She furthered said: “People are also mad because of our working relationship and they are trying to destroy it. All I can say to them, they need to do their homework before sending out false information about others.”Meanwhile, Sonie said at first she never wanted to make any statements, but that the negative impact of the false news compelled her to come out of the shadows.“I do not like responding to negative propaganda but this one really touched me,” she added. Share this:Click to share on Twitter (Opens in new window)Click to share on Facebook (Opens in new window)
Thiruvanathapuram/ Ahmedabad: Kerala and Karnataka were facing a grim situation on Saturday as death toll due to floods and landslides triggered by incessant rains climbed to 83, while over four lakh people were evacuated in Maharashtra and 19 lost their lives in rain-related incidents in Gujarat. Twelve people have died so far in Maharashtra where water level was starting to recede in Sangli and Kolhapur districts, the worst hit by the flood fury. Also Read – India gets first tranche of Swiss bank a/c detailsFifty-seven people died in rain-related incidents with 80 landslides in eight districts of Kerala since August 8, Chief Minister Pinarayi Vijayan said. Many people are still feared trapped under debris following major landslides that hit Kavalappara in Malappuram and Puthumala in Meppadi in Wayanad. The India Meteorological Department (IMD) has issued a red alert for three districts on Sunday – Wayanad, Kannur and Kasaragod. Congress leader Rahul Gandhi said he might visit his flood-ravaged constituency of Wayanad on August 11. Also Read – Tourists to be allowed in J&K from Thursday”Probably going to Kerala tomorrow. I don’t want to disturb the rescue missions there. If I go there, I will be there for two days. I have spoken to the prime minister, (Kerala) chief minister, district collector and Congress workers of the state,” he told reporters in New Delhi. One of the four shutters of the Banasurasagar dam, located about 21 km from Kalpetta in Wayanad was opened at 3 pm to discharge excess water and people on the banks of the Kabini river have been asked to be cautious. Banasurasagar, one of the largest earth dams in India and the second largest of its kind in Asia, impounds the Karamanathodu tributary of the Kabini River. Twenty three trains were cancelled fully and five partially, Southern Railways said. In some relief to passengers, the Kochi airport, which was closed after being inundated, will become operational from Sunday. Across Kerala, 1,24,464 people have been shifted to 1,111 relief camps, including 25,0028 in Kozhikode and 24,990 in Wayanad, officials said. The flood situation worsened in Karanataka too, where the death toll rose to 26 in rain-related incidents. CM B S Yediyurappa termed the natural calamity the “biggest” in 45 years and the state government pegged the losses at Rs 6,000 crore.
Explore further A microscopic image of GFAJ-1 grown on arsenic. The findings reported last week, were that some bacteria (GFAJ-1) thrived when access to phosphate was removed and the bacteria were grown in a highly toxic culture rich is arsenate. The scientists suggested the bacteria thrived because they were able to replace phosphorus, which has always been thought vital to life, with arsenic, which is directly under it on the periodic table and has similar chemical properties. The researchers also suggested the bacteria were replacing phosphorus with arsenic within the bases that make up DNA. These findings, if correct, would mean the scientists had found a new form of life on Earth, and it would also re-write the guide book on the essential requirements for life to exist elsewhere.After the findings were published in Science, other scientists began immediately to express their doubts at the conclusions of the paper, with some even expressing the opinion the paper should not have been published at all. One of the critics was Dr. Alex Bradley, from Harvard University, who blogged that there were a number of problems with the research. Firstly, if arsenic had replaced phosphorus in the DNA the molecule would have broken into fragments when the DNA was placed in water, since the arsenic would have hydrolyzed, and yet it did not. Secondly, the paper showed there was a small amount of phosphorus in the medium and Bradley argued that even though small, this could have been enough, since bacteria metabolism is extremely efficient. Dr. Bradley also pointed out the bacteria live in Mono Lake, which is rich in arsenic but which also contains a higher concentration of phosphate than almost anywhere else on Earth, and this means there would be no selective pressure for a life based on arsenic to evolve. Dr. Bradley also suggested a mass spectrum of the DNA sequences would have shown whether or not the nucleotides contained arsenic in place of phosphorus, but this was not done.Another critic was University of British Columbia biologist Rosie Redfield, who reviewed the paper on her blog, and has more recently submitted a letter to the journal. Among her conclusions are that the paper “doesn’t present ANY convincing evidence that arsenic has been incorporated into DNA (or any other biological molecule).” She also writes: “If this data was presented by a PhD student at their committee meeting, I’d send them back to the bench to do more cleanup and controls.”Dr. Redfield also points out there was phosphate in the culture and that the authors did not calculate whether the amount of growth they saw in the arsenate-only medium could be supported by the phosphate present. She calculates on the blog that the growth of the bacteria is actually limited by the amount of phosphorus.Another point made by Redfield is that the arsenic bacteria were “like plump little corn kernels” and contain granules, which are usually produced by bacteria when they have ample supplies of carbon and energy sources but there are shortages of other nutrients needed for growth.The authors of the arsenic bacteria paper initially refused to be drawn into the arguments, saying the discussion should be confined to peer-reviewed journals, but one of the authors, Ronald Ormeland, did answer questions on the controversy after giving a lecture on the findings at NASA headquarters yesterday. He said the amount of phosphorus in the sample was too small to sustain growth, and a mass spectrum was not done because they did not have enough money, and wanted to get the result published quickly. He also pointed out that the bacteria are still there and other scientists could duplicate the work and carry out further experiments if they wished. (PhysOrg.com) — NASA’s announcement last week that bacteria had been discovered that appeared to replace phosphorus with arsenic and thrive even in the most poisonous environments, has now come under fire from a number of scientists. This document is subject to copyright. Apart from any fair dealing for the purpose of private study or research, no part may be reproduced without the written permission. The content is provided for information purposes only. © 2010 PhysOrg.com 3 Questions: Sara Seager on the discovery of a ‘new’ form of life Citation: Critics raise doubts on NASA’s arsenic bacteria (2010, December 9) retrieved 18 August 2019 from https://phys.org/news/2010-12-critics-nasa-arsenic-bacteria.html
min read Opinions expressed by Entrepreneur contributors are their own. If you still haven’t made the switch to electronic signatures, you’re missing out. The electronic signature process enables businesses of all sizes to simplify the task of obtaining signatures and expedites the contract signing process, all in a seamless and efficient way.DocuSign, a San Francisco-based company that helps businesses collect and manage digital signatures for important documents, announced this week that it has raised $55.7 million in the latest round of funding, bringing the total amount raised to $122 million.This significant funding signals the importance today’s businesses are placing on e-signature. Since its founding in 2003, DocuSign has gathered more than 20 million users who have signed more than 150 million documents.But if you’re still unsure about moving the execution and storage of your contracts and agreements into the digital age, consider the following: Register Now » 1. Is e-signature legal? Yes. Properly managed electronic signatures were given legal equivalence to “wet ink” signatures with the passage of the federal ESIGN Act signed by President Bill Clinton in 2000.2. Is e-signature safe and secure? Electronically signed and sealed documents are more secure than their paper counterparts because they tend to contain more information about who signed them, and they can be protected from unauthorized tampering. This isn’t possible with paper. Most ID theft happens to paper transactions because they are so easily lost, stolen or forged. Electronic records are encrypted and stored securely online.Related: A Reformed Hoarder’s Guide to Records Storage3. Will e-signature work in my current business environment? Many e-signature transaction platforms integrate with the business tools you already use, including Microsoft Word, Google Docs, Dropbox, Salesforce and more. When looking for an e-signature provider, ask for a list of compatible products and platforms. Every business should be able to use its existing applications and documents instead of printing, faxing, scanning or overnight mailing.Related: Five Tools for a Smarter Business4. Why switch to e-signature if what I’m doing works? Many businesses are realizing that it can take a week or more to get a document signed and returned, and that in many cases it needs to be re-done because there were mistakes or missed signatures. Such delays in closing a deal with paper are no longer acceptable when a competitor can do it in minutes.Related: How Can I Stand Out from the Competition?5. Is e-signature affordable? While the cost of an overnight express envelope varies depending on carrier and distance, the real cost isn’t in dollars. The real cost is in the lost time, manual processing errors, re-keying of data, and printing, signing, scanning and emailing of agreements all without the benefit of auto notification upon receipt. August 9, 2012 Free Webinar | Sept. 9: The Entrepreneur’s Playbook for Going Global Growing a business sometimes requires thinking outside the box.
This story appears in the May 2018 issue of Entrepreneur. Subscribe » Register Now » There are few workplace institutions so widely reviled as the annual performance review. Managers dread them because they’re time-consuming to prepare and nerve-racking to deliver. Employees see the review process as upsetting and outdated. In a recent study conducted by the software company Adobe, 59 percent of office workers said reviews had no impact on the way they approached their work, and 37 percent said they had reacted to a review by looking for a new job. Related: The 10 Golden Rules of Effective ManagementWhen it comes to providing companies with solid appraisals of their people, performance reviews disappoint there, too. The management research firm CEB Global reports that nearly nine in 10 human resources leaders don’t think annual performance reviews yield accurate information. It’s no wonder that leading companies like GE, Accenture, IBM, Adobe and Gap have all made headlines in recent years for abandoning the annual appraisal process altogether. And yet, many experts believe that the key to productive, happy employees is giving more feedback, not less — especially to younger workers, who are thirstier than previous generations for coaching and opportunities for professional growth. Eager to find a better way, companies from Warby Parker to Comcast to Birchbox have begun to enlist apps, like Impraise, 15Five, Reflektive, Zugata and Lattice, which are built to provide employees with continuous 360-degree performance feedback and goal management: like a fitness tracker, but for your job. The promise is to make employees more engaged and productive, while liberating managers from tedious paperwork and everyone from the dreaded annual assessment.Reflektive, which recently raised $60 million in Series C funding, provides companies with a platform for employees to send encouraging, real-time feedback on things that a peer or subordinate is doing well (“You nailed that meeting, Jane!”) or jot down notes on a performance issue that should be discussed later in person (“Encourage Jane to speak up more in meetings”). It also offers “shout outs” — public expressions of praise for a job well done — which appear on a social media-style newsfeed, and tools to record employee goals and track their progress. So if Jane is working on increasing widget sales by 10 percent, a bar chart will quantify her progress toward that goal.Related: 7 Ways to Manage Your Most Motivated and Talented EmployeesSuch relentless assessment may sound crazy-making, but Rajeev Behera, the CEO of Reflektive, argues that millennials, who now make up the largest demographic segment of the workforce, are simply hardwired for receiving digital feedback in their personal lives and expect the same in their professional ones. “If you grew up with Instagram and Facebook and you don’t get feedback — a ‘like’ — you get worried,” Behera says. “Millennials actually view a shortage of feedback as a negative signal.”The catering to hyperconnected millennials doesn’t end there. Many of these apps are designed with principles from gaming and social media in mind. Before he founded Reflektive, Behera worked in mobile game development at Disney, and he brought some of those mechanics into his design for the app. For instance, when Reflektive launches with a new company, it often lets employees use the tool at first solely for getting and giving “shout outs,” in order to build positive sentiment about the product. “The first user experience of any product has to be really positive,” he says. “It has to leave you emotionally satisfied.”15Five, a Reflektive competitor, also takes a page from social media. Its “high five” function — akin to the “shout out” — includes circular photos similar to Instagram profiles, as well as tagging and @mention functionality. And the app includes the ability to “like,” “heart” and leave comments on posts, à la Facebook. But for all the social media tricks in evidence, 15Five’s CEO, David Hassell, insists that the main driver for employees to use the app remains the potential for professional advancement. “We have historically low unemployment levels, and if a company isn’t offering you growth, you’re looking for something new,” Hassell says. Performance management apps have been around only a few years, and how they stand to help or hurt corporate culture remains to be seen. Amy Wrzesniewski, a professor of organizational behavior at Yale’s School of Management, told me that the apps have one thing going for them: Real-time, specific feedback has been shown to be highly useful in helping people correct problematic behaviors, or reinforce positive ones.However, Wrzesniewski cautions that there’s simply no substitute for giving feedback face-to-face, and it could be destructive, in the long run, to have a software platform take the place of verbal coaching. “I worry a bit about people leaving a meeting and typing into the app while they’re walking down the hall with a colleague that they’re typing into the app about,” she says. “In the long term, I think that’s likely to be detrimental to the ability to build a team, to build trust.”David Mallon, vice president and analyst at large for Bersin, Deloitte Consulting, also notes that while frequent feedback is held up as a principle of good management, it’s possible to go overboard with a system that allows everyone — peers, managers, subordinates — to comment on one another’s behavior 24-7. “You raise the question of who has the valid perspective on the performance of an individual, and you have to be careful that feedback doesn’t lose its effectiveness because you’re creating a lot of noise,” Mallon says.There is the question, too, of whether these apps introduce some of the same inefficiencies they pride themselves on removing. Having an entire staff continually entering feedback on one another can become a time-suck and a distraction. And in more strained, toxic or politicized workplaces, the potential for abuse is real. At companies like Netflix and Facebook, for instance, employees are expected to deliver open, candid verbal feedback to one another — no app required.Related: 3 Effective Ways to Manage Employee BurnoutIronically, some companies are now using these apps not to generate helpful feedback in real time but to help them generate more data for…performance reviews. Reflektive, for one, provides a data entry backbone to structure more formal, in-person conversations, which means no more “winging it” in feedback chats or filling out performance review questionnaires in Google Docs.Instacart, the grocery delivery startup, started using Reflektive in 2017 to share recognition in real time and to gather feedback. But it limits formal performance reviews based on that feedback to quarterly reports. “We care about having a sense of urgency. There’s a lot happening [here], and we don’t want to create these systems just to have systems,” says Michelle Suwannukul, Instacart’s director of culture and engagement. Subscription box service Birchbox, which uses Lattice for performance feedback, has limited itself to using the software for biannual performance reviews for much the same reason. When I asked Melissa Enbar, VP of people and culture, how Birchbox manages to deliver public recognition to employees without “shout outs,” “high fives” or “praises,” she told me they do it the old-fashioned way: a round of applause in weekly meetings. It is, in a sense, a kind of in-person performance review. 7 min read May 2, 2018 Growing a business sometimes requires thinking outside the box. Free Webinar | Sept. 9: The Entrepreneur’s Playbook for Going Global