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قبل ما اعوفكم يا هلي كأني

اشوف بغربتي حزني وآني

اذا نتم صفيتوا بعيد عني

اموت احسن ولا هذي الاسيه

 

هلي دمعات عيني بطرف رمشي

واذا اغمظت عيني دموعي تمشي

  اذا رحتوا من يديا راح كل شيء

تروح الروح لو رحتوا من يديا

 

بلاكم كيف انا اتحمل بلاكم

وانا وردة وسط صحراء بلاكم

هواكم دمر قليبي هواكم

شيصير اكثر من اللي صار بيا ؟

Forget Mr Right – women want Mr Medium

It has long been assumed that when women look for love then a large
salary, a fast car and a high-flying job will make a gentleman more
attractive.

But scientists have found that women actually prefer a man of medium status rather than one who is a soaraway success.

This is because they think attractive successful men are ‘too good to be true’ and the relationship won’t last.

They also fear such a man is more likely to be unfaithful and will lack the time and dedication to help raise children.

The new study looking at what women want from a long-term
partner was conducted by researchers at the University of Central
Lancashire.

They took a series of photographs of 60 men in their twenties and asked students to on a physical attractiveness scale.

Six from the good-looking group, six considered average and the same number judged unattractive were then selected.

Alongside each photograph was information on the man’s age, what
he was looking for in a partner, and a randomly chosen profession.

The 18 different occupations included highest status jobs such
as architect and company director, medium status position such as
teacher or travel agent and finally low status roles such as waiter,
postman and gardener.

An example of the kind of ‘personal ad’ that accompanied each
photograph was: “Easy going architect, 25, good sense of humour into
socialising would like to meet understanding girl for fun and
friendship.”

Another read: “Amusing male, 25, teacher, outgoing, likes fun times, seeks down to earth girls for fun relationship.”

The psychologists took 186 female students with an average age
of 23 and asked them to rate the attractiveness of each man as a
long-term partner.

The study, published in the journal Personality and Individual
Differences, found that purely on looks, the best-looking men were
rated highest.

But within this group, when socio-economic status was taken into account intriguing differences emerged.

Those who were good looking and had a medium status job scored
more highly than attractive men with more high-flying jobs. Meanwhile
low-status males came out worst of all.

The researchers led by Simon Chu concluded: “While women might
prefer men who score highly on both attractiveness and resource-holding
potential, it remains possible that these men might be perceived as
being too good to be true.

“In other words, a high level of physical attractiveness
coupled with high status may be an especially attractive package to
other women as well and men in this position may be more likely to
pursue a mating rather than a parenting strategy.”

He suggested another explanation could be that women,
especially those who hope to have their own career, are also
subconsciously considering how much time could devote to raising
children.

“While increasing status brings clear resource benefits, this
may also bring a trade-off with the amount of child-rearing time that
high status individuals have available,” he said.

“It is likely that high-status individuals can afford less time to devote to childcare than individuals of lower status.”

Microsoft offers cash for Wikipedia edit (AP)

AP – Microsoft Corp. landed in the Wikipedia doghouse Tuesday after it offered to pay a blogger to change technical articles on the community-produced Web encyclopedia site.

كرامات سماحة السيد حسن نصرالله

حد شاف الحوار اللي أجري مع سماحة السيد حسن نصر الله؟ أنا شفته، وشفته كذا مرة، كنت عايزة احدد بالظبط فين الإعجاز اللي في الراجل ده مش أقصد في حياته، كونه منتصر، وبيصدق كلامه بالعمل

أقصد في خطابه،

 يعني المعروف إن السيد حسن

بيانه ساحر

يطلع يتكلم، يقنع الناس ويفحم أعداءه،

قلت طب ما أحاول أحلل خطابه كده، وأشوف فين مكمن السحر

اللي بيخللي خطاباته وحواراته لها الكرامات دي،

اتفرجت عليه وأنا عندي خلفية كبيرة من الخبرة بالمتحدثين
مش بس الزعماء والقادة
أي حد قدامه ميكروفون

وعقدت مقارنة ما بينه وبينهم وتوصلت للآتي

سحر السيد حسن يكمن في أنه

أولا: مش مجنون

يعني مش بيطلع يقول ربنا كلمني وقال لي ياد يا جورج روح انشر الديمقراطية

ثانيا: مش كداب

ودي مش محتاجة مثال، كل زعماء العالم كدابين

ثالثا: بيتكلم كلام منطقي 
 الحقيقة هو مش بس منطقي هو كلام بديهي أكتر يعني مش بيقول إن كل اللي بيحصل حوالينا تمثيلية وإن اللي بيحاربوا إسرائيل في الواقع هم حلفائها وبيمثلوا إنهم بيحاربوها واللي بيمثلوا إنهم حلفاء إسرائيل هم في الحقيقة أعدائها
 

كلامه كله واحد زائد واحد يساوي اتنين
 

ولأنه عارف إنه بيخاطب ناس تلات اربعهم مجانين او على الاقل اللي ماسكين منهم ميكروفونات كلهم مجانين

فبيتكلم على طريقة: حاجوزك هنومة يا قناوي يابني
 

يعني حاجة كده من قبيل
 

فلنتكلم بصراحة: لا يمكن بأي حال من الأحوال أن واحد زائد واحد يساوي خمسة وأربعين
 

ومن الغباء، وأنا آسف لهذا الكلام، وما كنت أود أن اتكلم فيه
 

ولكن لأن الأمر بدأ يطال المقاومة،

فعلينا أن نؤكد أن واحد زائد واحد يساوي اثنين
 

وحتى لا يقول أحد أنني أتدخل في شؤنه، فعلى الاقل
 

بالنسبة لي، واحد زائد واحد يساوي اثنين
 

واحد..أي واحد صحيح، زائد، يعني نزود عليه، يعني نضيف، واحد، آخر غير الواحد الأول
 

يساوي، يعني ينتج عنه، يعني يؤدي إلى نتيجة أنه يصبح الحاصل اثنين
 

الغريب إن بعد كل الشرح ده
 

يطلع ناس من أمثال جنبلاط والسنيورة وشوية من زعماء العرب يعلقوا:
 

السيد حسن نصر الله يقول أن واحد زائد واحد يساوي اثنين
 

طيب يا سيد حسن إلنا هون وقفة
 

يعني إنت قلت واحد
 

مين ها الواحد
 

وليش ما قلت اسمه
 

ومن أية طائفى؟
 

طيب وإذا انت بتعرف ها الواحد ليش ما عم تقول عليه؟
 

نحنا هوني من حقنا نستنتج إنو ها الواحد هو من الطائفى الشيعية الكريمة
 

طيب يا سيد حسن ليش عم تقول عليه زائد؟
 

ولو…وليش نحنا ناقصين؟
 

يعني بدك تقول انو الواحد من طايفتكن زائد والواحد من الاكترية ناقص
 

والكلام ياللي عم يأكد هذا الاستنتاج إن السيد حسن رجع وقال “نضيف”، وليش نحنا وسخين؟
 

ومنشان هيك عم تقول عليه يساوي اتنين
 

يعني بدك تقول انو الواحد الشيعي لانو زائد ونضيف بيسوى اتنين من قوى الاكترية لانو نحنا ناقصين واوساخ؟
 

يعني بدك تجر البلد ع حرب طائفية؟ 

ليش ها الحكي الطائفي يا سيد حسن
 

وبعدين ترجع تقول بدك وحدى وطنية؟
 

يقوم يطلع السيد حسن، عشان يوضح

تاني مرة عشان البيه يفهم بالتقسيط

امال ايه
 

أنا لم أقصد واحدا شيعيا، أنا أقصد واحد يعني عدد واحد

وهكذا عشان كده السيد حسن كلامه له سحر لانه بيجيب التايهة

الا وهي البديهيات

واللي مش مصدقني يرجع لحوار السيد حسن الاخير

انا فطست على روحي من الضحك لما قال: اذا انا اخطأت بحق الطائفة السنية انا الذي احاسب
 وليس كل الشيعة في العالم

واذا الشيخ فلان اخطأ بحق الطائفة الشيعية هو الذي يحاسب وليس كل سنة العالم
 وقعد يا حبيبي يشرح كأنه بيشرح مسألة هندسية معقدة

عشان عارف إن وليد جنبلاط ح يطلع له بحكاية تانية خالص

ويتكلم في موضع مالوش علاقة بالموضوع

وده بقى العنصر الرابع الساحر في خطاب السيد حسن

إنه بيتكلم كلام له علاقة بالموضوع اللي بيتكلم فيه لا وايه

بيقول كمان كلام مترابط يعني له بداية ووسط ونهاية

وله مقدمات منطقية ونتائج لها علاقة بالمقدمات والنتائج كمان منطقية

يعني كلامه من قبيل: الأسبوع سبعة أيام، واليوم أربعة وعشرين ساعة والساعة ستين دقيقة والدقيقة ستين ثانية 

حاجة غريبة فعلا

مع إننا بنسمع اي حد بيتكلم، من كل زعماء العالم على الأخص، وكل اللي ماسكين ميكروفونات بشكل عام

وهم بيقولوا كلام شبه كده:

الأسبوع خمسة وعشرين كورة

والكورة لازم تتغلي على درجة حرارة تلفزيون توشيبا

لانها بتتغمس بالكوسة 

والمعروف ان الكوسة مسجلة على الهاتف النقال

وفي زمن العولمة يجب ان نفتح صنبور المياه البارد 

لأن المغرب ح يأذن

والمقاعد كلها خالية 

على أسفلت الشارع
 

بالتالي

فالسلام مع إسرائيل خيار مخلل

فاكريني باهييس مش كده؟
 

طب ارجعوا لحوار السيد حسن 

بيقول ما معناه الواحد لما يبقى عنده احتلال في بلده المفروض انه يقاوم الاحتلال
 

والمفروض ان الفتنة الطائفية بتصب في مصلحة الاحتلال

والمفروض ان اهل البلد ما يقتلوش بعض 

ولما يبتدوا يقتلوا بعض المفروض اننا ما نسخنهمش على بعض

والسنة يعملوا مؤتمر لانقاذ السنة

والشيعة يعملوا مؤتمر لانقاذ الشيعة

ده بيعمق الفتنة
 

المفروض يتعمل مؤتمر لانقاذ العراق

ولما يبقى فيه فتنه لازم يحصل تحقيق ونعرف الفتنة جات منين

كلام غريب مش كده؟

كلام شبه إن الأسبوع سبعة ايام والشهر تلاتين يوم واحيانا لما يبقى افرنجي يبقى واحد وتلاتين

واما يبقى عربي ساعات يبقى تسعة وعشرين
 

لكن طبعا ده كلام مضلل ومسموم

والكلام المظبوط 

ان لما يبقى فيه احتلال الناس تموت بعض وتسيب الاحتلال ولما تنشب فتنة في بلد لازم كلنا نساعد فيها  ونولعها

لان الشهر اتناشر بسكوتة بالتمام والكمال
 

وساعات يبقى شاي اخضر 

ولما تدور العربية يبقى الشهر 

هو السبب في غرق العبارة
 

لان كيس المخدة لونه كوباية

بالظبط زي الاغنية المشهورة

اللي بتقول نشرة الاخبار من قناة الجزيرة

الله يكون في عونه السيد حسن بطل فعلا 

مش عشان انتصر على اسرائيل مرتين
 

ولا عشان قدم شباب ابنه فدا وضحى بيه ولا عشان مش بياخد اي مقابل دنيوي  

بس عشان مستحمل العالم اللي اتحول لمستشفى مجانين 

ومع ذلك لسة محتفظ بعقله
نواره نجم

The Dock and Parker’s Pier

Desktop Wallpaper

Sittin’ on a dock of the bay…

Resolutions: 1920×1200, 1680×1050, 1600×1200, 1440×900, 1280×1024, 1280×960, 1280×800, 1024×768, 480×272, 320×240.

The Good Old Days

Source: Archive.org
Domain: TheEmailOldenDays.com

It looks like that I have only visited 8% of the globe

create your own visited country map

Anti-smoking: Award

Location: Mumbai, India
Creative Directors: Anup Chitnis, Rensil D’Silva
Art director: Bosky Doshi
Copywriter: Delara Sidhva

Top ten tips for preventing innovation

At a recent presentation in Austin by Seilevel about the goals and
methods of requirements gathering, a member of the audience asked “What
can we do with our requirements to assure

innovation?” That’s a tough question with an easy answer – nothing.

What if the question had been “What can we do to prevent innovation?” That’s a better question with a lot of answers.

Struggling with too much innovation?

Yes, people have been innovating since fire and the wheel it’s a
curse we’ve inherited. In modern times, much of that innovation has
happened inside companies. 3M had the post-it note, Lockheed had the
skunkworks that created the SR71. Google allows their employees to
dedicate 20% of their time to whatever interests them – and Google’s
employees innovative a lot.

Most companies do a good job of providing incremental improvements
to existing products and processes. What are those few who struggle
with innovation doing wrong?

Companies with track records of innovation have flawed processes.

• They fail to screen out likely innovaters in their hiring process.
• They mismanage their employees, who end up innovating when they should be towing the line.
• They inadvertantly reward innovation instead of mediocrity with recognition and compensation.
• They create opportunities to innovate and their employees drive Mack trucks through these loopholes.

Here is some guidance about how to fix those problems:

Top ten tips for preventing innovation

1. Hire employees looking for safety in their roles.
   Innovation happens when people stretch outside their comfort zones -
   don’t let them stretch! Find people who primarily want security and a
   nine-to-five role, stay away from those troublemakers who want to
   “change the world.”
2. Hire incompetent employees. What better way to
   prevent innovation than to have people who have to focus just to do the
   bare minimum? For extra safety, try and find someone who can take
   credit for other people’s work and hide their own incompetence – these
   people are easier to promote, which will become important later. If we
   are forced to hire someone who is competent, it’s critical that we make
   sure that they only have one area of expertise. People with more than
   one area of expertise, switch-hitters, just cause trouble by talking to people on other teams.
3. Keep salaries below the 75th percentile.
   Innovators know their value – and when they aren’t applying for jobs
   with intrinsic utility to them, they are commanding higher salaries. If
   we keep our salaries low, there’s much less risk of one of these
   innovators sneaking into our organization. As a bonus, we’ll save a
   fortune!
4. Read The Ten Faces of Innovation by Tom Kelley of IDEO.
   He focuses on the types of people and organizational behavior that
   encourage innovation. The writing style is very clever – Mr. Kelley
   writes as if he were trying to encourage innovation – what a
   riot! He identifies ten personas that contribute to innovation. Put
   those ten faces on the wall in HR like an FBI most-wanted poster and
   coach HR to screen those people out.
5. Treat employees like garbage. Yell at them. Whenever possible, call them at midnight to yell at them some more. They work for us.
   If they get uppity, make them work on the weekends. Make them dig holes
   and fill them back up again. Threaten them – especially when they need the job. If you can’t yell, at least be condescending in public forums. Remember we are smarter than they are. Punks.
6. Reward conservative and marginal successes. The
   old rule of thumb for office politics was “It takes ten good projects
   to recover from one bad project.” Stick to it! If we punish people for
   mistakes when they ’swing for the fences’, and reward them for marginal
   and safe projects, they will quickly get the idea. This is the most
   subtle of all the tips – but don’t worry – people will figure out the
   reward system and shy away from those risky projects. This technique
   has the added benefit of propogating itself up and down the management
   hierarchy. Many organizations get lucky, and do this one accidentally.
   Wish we were all so lucky!
7. Micromanage. We’ve been promoted because we
   understand their jobs so well that we could do them in our sleep.
   Whatever those pesky little people think, it’s wrong. We know what we
   want, we know how we want it (not like that, you fool!). Every day we
   should make sure they do things exactly like we want. Even things like
   using the right font in their emails can be important. If anything
   slips thru unmanaged, then we aren’t doing our jobs. Of course, if we
   have a good boss, he’ll tell us exactly how to manage them.
8. Only create customer-requested features. Let our
   customers tell us what to do. Lucky for us – customers don’t have big
   ideas, they keep us focused on what we’re doing. Don’t let them whine
   about their other problems – that’s not why we’re talking to
   them. We just want to know if they like the idea of animated buttons on
   all the dialogs. Stay away from the unhappy customers – if we aren’t
   getting the job done now, well, we don’t really care what they say
   (they are existing customers, we need new customers). We’re here to solve our
   problems. Oh – and don’t second guess the customer. If they say they
   want the menu items in alphabetical order, well, that’s what they want.
   The customer is always right. If Henry Ford had listened, think of how
   fast horses would be today. Even better, appoint a user-representative, then we don’t have to talk to the customers at all.
9. Make performance reviews easy. Create some
   easy-to-measure metrics (like # of sick-days taken, # of powerpoint
   slides created, # of meetings attended), and use those for performance
   reviews. People always gravitate toward the metric.
   We can run the reviews with a minimum of effort, giving us more time to
   tell them how to do their jobs. Just an hour a year. Some managers can
   give feedback in 15 minutes.
10. Build a kingdom. When we have information, that
    means we have power. With that power, we can grow our organization. The
    more people we have, the more important we are. We need to make sure
    that those other teams don’t get our information. They might apply it
    in ways that we didn’t intend. While we’re at it – make sure our people
    don’t find out what we know. Not only will it protect us from them, but
    it will keep them from accidentally discovering a more important
    problem, or an alternate way to apply what they already know to a new
    problem domain.