so as you may have heard, monet was featured in the december issue of cat fancy magazine. she was shown under the new products as well as in an ad for the holiday gift guide. she's soon to be seen on catnex product boxes, brochures and much, much more.
by the way, if you have a cat, i highly recommend these cat activity centers that monet modeled for. you can build them to fit anywhere in your house and it's like a kitty jungle gym. good times for your feline friends...http://www.felinefurniture.com
so i have to admit - this christmas rocked. there were holgas. gift certificates to anthropologie. a lovely ring. and season passes to disneyland. i can now stylishly take stellar photographs of the happiest place on earth. i think 2006 is going to be a good year. yes indeed.
A marketing narcissist is omniscient. Period. Even God, whenever in doubt regarding a business dilemma, will seek advice from this enlightened human. A marketing narcissist is omnipresent. Fact. Yesterday he was Idaho delivering a Power Point presentation to the Amish. Tomorrow he will be lecturing the Catholic clergy on the merits of preaching the E-Bible. A marketing narcissist is omnipotent. Non-fiction. He can walk on his head on water. Take that Jesus!
Are you a MN? Do you work with a MN? Are you coming down with MN symptoms? Is there a vaccine for MN? And finally, if a marketing narcissist hails from Minnesota, will he then be nicknamed as the MN from MN? I will do my best to shed light on this nascent outbreak. The following are common characteristics of a MN:
Coitus Confessions: During sex he yells out Seth Godin's name. If you never heard of Seth, your prognosis is a healthy one. FYI, Seth became a MN after seeing his own reflection radiating off his shiny skull.
Publishes Rubbish: He writes a personal blog dedicated to the fluctuating trends of marketing mannerisms. His blathering blog links to blistering blogs authored by fellow geishas, gurus, geniuses, gnomes and gnats. There is no happy ending to his pontificating penmanship. He has high hopes to one day publish a best-selling book with an exotic title (for e.g. Jack Welch Loves 2 Belch, Donald Trump likes to Hump!, Alan Greenspan has Touretts?)
Cherishes Cardboard: In his home, behind his life-size self-portrait, rests a Brinks-issued safe. Locked up inside are his most valuable possession; myriads of business cards stealthily accrued during networking sessions. To be fair, he always grab fistfuls of cards from the raffle bowl while supplementing them with his own, thereby increasing his odds of winning, but hey, this world is a competitive place.
Magazine Megalomaniac: He can recite verbatim the cover stories & editorials of Internet Retailer, Fast Company, Marketing Sherpa & Revenue, dating back to inception. These precious periodicals are his sole source of neurological nourishment. He reads them hot of the press. Literally. I kid you not. The man actually stakes out the printing location from across the street with a powerful pair of binoculars.
Expensive Excrement: Let's put the scatological humor behind us. For the sake of mature journalism, the subject of dung will remain far-flung. This essay will be wiped clean from all obscene references. OK. Here it is. The holy grail of marketing narcissism tendencies is when the MN habitually defecates dollar bills.
UPDATE: after posting signs all over our neighborhood last night, our little love was reunited with her owner. her name is daisy and she lives a few doors down from us. i'm already missing my love.
in the middle of what, that i'm not quite sure of.
i seek to be resolute, yet on a constant quest of question.
i seek to understand everything, yet i grasp nothing.
do i bite the bullet, or engage in the fight?
these are the things - these mindless ramblings - that leave me in the middle of things. in the midst of things. in the commodity of being...
but, it didn't end there. today, i was given the honor of scraping his name off the glass wall to his office, forever removing him from our presence. there was laughter, applause and cheers from my fellow co-workers, all of whom shared my joy in his removal. this symbolic act, the goo gone and x-acto blade at my side, was my liberation. i had been freed.
i will no longer dread coming to work in the morning. i will no longer sit pensively waiting for the beast to emerge from his cage, only to lash out and retreat again. laughter and joy have returned to my little cubicle. hope has returned...hooray i say. hooray!
olly and i checked out some places in the city too - the mission/noe valley will be home one day soon. we found some amazing new lofts off of harrison. you're more than welcome to donate to the "help olly & natalie move to s.f." fund during the holiday season. all contibutors will be welcome to stay out our humble abode whenever they like.
anyone want to head back with us for new years?....
i highly suggest the film 'crash'...the end.
They're young, smart, brash. They may wear flip-flops to the office or listen to iPods at their desk. They want to work, but they don't want work to be their life.
This is Generation Y, a force of as many as 70 million, and the first wave is just now embarking on their careers - taking their place in an increasingly multigenerational workplace.
Get ready, because this generation - whose members have not yet hit 30 - is different from any that have come before, according to researchers and authors such as Bruce Tulgan, a founder of New Haven, Conn.-based RainmakerThinking, which studies the lives of young people.
This age group is moving into the labor force during a time of major demographic change, as companies around the USA face an aging workforce. Sixty-year-olds are working beside 20-year-olds. Freshly minted college graduates are overseeing employees old enough to be their parents. And new job entrants are changing careers faster than college students change their majors, creating frustration for employers struggling to retain and recruit talented high-performers.
Unlike the generations that have gone before them, Gen Y has been pampered, nurtured and programmed with a slew of activities since they were toddlers, meaning they are both high-performance and high-maintenance, Tulgan says. They also believe in their own worth.
"Generation Y is much less likely to respond to the traditional command-and-control type of management still popular in much of today's workforce," says Jordan Kaplan, an associate managerial science professor at Long Island University-Brooklyn in New York. "They've grown up questioning their parents, and now they're questioning their employers. They don't know how to shut up, which is great, but that's aggravating to the 50-year-old manager who says, 'Do it and do it now.' "
That speak-your-mind philosophy makes sense to Katie Patterson, an assistant account executive at Edelman Public Relations in Atlanta. The 23-year-old, who hails from Iowa and now lives with two roommates in a town home, likes to collaborate with others, and says many of her friends want to run their own businesses so they can be independent.
"We are willing and not afraid to challenge the status quo," she says. "An environment where creativity and independent thinking are looked upon as a positive is appealing to people my age. We're very independent and tech savvy."
A great deal is known about Gen Y:
•They have financial smarts. After witnessing the financial insecurity that beset earlier generations stung by layoffs and the dot-com bust, today's newest entrants into the workforce are generally savvy when it comes to money and savings. They care about such benefits as 401(k) retirement plans.
Thirty-seven percent of Gen Yers expect to start saving for retirement before they reach 25, with 46% of those already working indicating so, according to a September survey by Purchase, N.Y.-based Diversified Investment Advisors. And 49% say retirement benefits are a very important factor in their job choices. Among those eligible, 70% of the Gen Y respondents contribute to their 401(k) plan.
Patterson, who works at Edelman, has already met with a financial planner, and her co-worker, Jennifer Hudson, 23, is also saving for the future.
"I knew what a Roth IRA was at 17. I learned about it in economics class," says Hudson, an assistant account executive in Atlanta and a University of Alabama graduate. "My generation is much more realistic. We were in college when we saw the whole dot-com bust."
•Work-life balance isn't just a buzz word. Unlike boomers who tend to put a high priority on career, today's youngest workers are more interested in making their jobs accommodate their family and personal lives. They want jobs with flexibility, telecommuting options and the ability to go part time or leave the workforce temporarily when children are in the picture.
"There's a higher value on self fulfillment," says Diana San Diego, 24, who lives with her parents in San Francisco and works on college campuses helping prepare students for the working world through the Parachute College Program. "After 9/11, there is a realization that life is short. You value it more."
•Change, change, change. Generation Yers don't expect to stay in a job, or even a career, for too long - they've seen the scandals that imploded Enron and Arthur Andersen, and they're skeptical when it comes to such concepts as employee loyalty, Tulgan says.
They don't like to stay too long on any one assignment. This is a generation of multitaskers, and they can juggle e-mail on their BlackBerrys while talking on cellphones while trolling online.
And they believe in their own self worth and value enough that they're not shy about trying to change the companies they work for. That compares somewhat with Gen X, a generation born from the mid-1960s to the late-1970s, known for its independent thinking, addiction to change and emphasis on family.
"They're like Generation X on steroids," Tulgan says. "They walk in with high expectations for themselves, their employer, their boss. If you thought you saw a clash when Generation X came into the workplace, that was the fake punch. The haymaker is coming now."
Tulgan, who co-authored Managing Generation Y with Carolyn Martin and leads training sessions at companies on how to prepare for and retain Generation Yers, says a recent example is a young woman who just started a job at a cereal company. She showed up the first day with a recipe for a new cereal she'd invented.
Conflicts over casual dress
In the workplace, conflict and resentment can arise over a host of issues, even seemingly innocuous subjects such as appearance, as a generation used to casual fare such as flip-flops, tattoos and capri pants finds more traditional attire is required at the office.
Angie Ping, 23, of Alvin, Texas, lives in flip-flops but isn't allowed to wear them to the office. "Some companies' policies relating to appropriate office attire seem completely outdated to me," says Ping, at International Facility Management Association. "The new trend for work attire this season is menswear-inspired capri pants, which look as dressy as pants when paired with heels, but capri pants are not allowed at my organization."
And then there's Gen Y's total comfort with technology. While boomers may expect a phone call or in-person meeting on important topics, younger workers may prefer virtual problem solving, Tulgan says.
Conflict can also flare up over management style. Unlike previous generations who've in large part grown accustomed to the annual review, Gen Yers have grown up getting constant feedback and recognition from teachers, parents and coaches and can resent it or feel lost if communication from bosses isn't more regular.
"The millennium generation has been brought up in the most child-centered generation ever. They've been programmed and nurtured," says Cathy O'Neill, senior vice president at career management company Lee Hecht Harrison in Woodcliff Lake, N.J. "Their expectations are different. The millennial expects to be told how they're doing."
Matt Berkley, 24, a writer at St. Louis Small Business Monthly, says many of his generation have traveled and had many enriching experiences, so they may clash with older generations they see as competition or not as skilled. "We're surprised we have to work for our money. We want the corner office right away," he says. "It seems like our parents just groomed us. Anything is possible. We had karate class, soccer practice, everything. But they deprived us of social skills. They don't treat older employees as well as they should."
Employers are examining new ways to recruit and retain and trying to sell younger workers on their workplace flexibility and other qualities generally attractive to Gen Y.
At Abbott Laboratories in Chicago, recruiters are reaching out to college students by telling them about company benefits such as flexible work schedules, telecommuting, full tuition reimbursement and an online mentoring tool.
Perks and recruitment
Aflac, an insurer based in Columbus, Ga., is highlighting such perks as time off given as awards, flexible work schedules and recognition.
Xerox is stepping up recruitment of students at "core colleges," which is how the company refers to universities that have the kind of talent Xerox needs. For example, the Rochester Institute of Technology is a core school for Xerox recruiting because it has a strong engineering and printing sciences programs. Others include Massachusetts Institute of Technology, the University of Illinois and Cornell University.
Xerox is using the slogan "Express Yourself" as a way to describe its culture to recruits. The hope is that the slogan will appeal to Gen Y's desire to develop solutions and change. Recruiters also point out the importance of diversity at the company; Gen Y is one of the most diverse demographic groups - one out of three is a minority.
"(Gen Y) is very important," says Joe Hammill, director of talent acquisition. "Xerox and other Fortune-type companies view this emerging workforce as the future of our organization."
But some conflict is inevitable. More than 60% of employers say they are experiencing tension between employees from different generations, according to a survey by Lee Hecht Harrison.
The survey found more than 70% of older employees are dismissive of younger workers' abilities. And nearly half of employers say that younger employees are dismissive of the abilities of their older co-workers.
As an executive assistant, Jennifer Lewis approves expenses and keeps track of days off for employees, which she says can be awkward because she's so much younger than her co-workers. She reports to the president of her company's design department.
"People who have been here 10 years, and they have to report to a 22-year-old," Lewis says. She also says in an e-mail that "I often have to lie about my age to receive a certain level of respect that I want from my co-workers."
Lewis, a senior at Hunter College in New York, tries not to tell people she is a student for fear it will make her seem like "the young schoolgirl." She pays rent and pays for her own school and spends her free time taking cooking and pottery classes.
But there are advantages to being young as well. "I am computer savvy," she says, "so people come to me for everything."
By Stephanie Armour, USA TODAY
last night was definitely the best halloween party i've been to down south in a long while...felt a little bit like home ~ especially when i saw dan...dan, you would make a terrific queen - thanks for bonding over lipstick with me.
vip room was off the hizzie once we took over the dance floor. actually, the party only rocked because of our wild antics and stellar dance moves. otherwise it would have been just another lame, let's get dressed up but act too cool to have fun, kind of party. and well, those kind of party's suck. glad to know my friends can rock out (some even with their artificial cocks out)!
if you want to see the pics off my digicam, check out http://photos.yahoo.com/playrawkstar.
oh, and the naughty pictures of dan are for sale if you're interested. =)
theories of relativity
subject symbol object
polluting the highway.
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