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Apme newstrain, new york, ny butch ward distinguished fellow, the poynter institute bward poynter : newstrain whether you're newly appointed or looking to improve your staff's work, these 10 ideas can improve your effectiveness as an editor. 1. visit your staff -- where they work. instead of summoning people to your work station or office, go to theirs. and take the conversation beyond, "what are you doing today?" ask: "how are you doing?" and ask it often. ; 2. do lots of reporting. sure you have ideas and plans, but the staff might know more than you do. this is a time for them to tell you whatever they want, and for you to learn how things work around here -- for them. 3. establish your schedule. create a routine that your staff can count on -- don't leave them guessing when you'll be around. and establish how you want to work together. if you want them to check in with you throughout the day, require it. just make sure the routine you establish helps the staff do its best work. 4. share responsibility for solutions. from the first day, answer the question, "what should we do?" by asking: "what do you think we should do?" stress that you prefer those closest to the work to help solve the problems. 5. don't dictate. coach. if you fall into the 6. clarify your role -- and your staff's. make sure you know what your boss expects you to accomplish -- and focus your day's activities on those expectations. then, be just as clear with your staff -- about their responsibilities on each assignment and your expectations overall. 7. manage up -- take the offensive. bosses hate surprises. ask your boss how she would like you to communicate with her, and use those opportunities to share what you and your staff are doing. make sure he knows about the staff's successes, and suggest he write staffers notes of congratulations. 8. rev up the feedback machine. establish the habit of offering specific, timely feedback to staffers about their work. reinforce good work -- you'll get more of it. and don't let problems slide -- they rarely solve themselves. 9. focus on the journalism. talk stories. talk stories. talk stories. seize opportunities to demonstrate that you value excellent work -- and are committed to everyone getting better. reward innovation, creativity, ideas, extra effort. 10. take a deep breath -- and have fun! as the saying goes: "your new job is like a marathon, not a sprint." your relationship with your staff can be rewarding for you and for them -- especially if you create an atmosphere in which people laugh, learn and nurture a life outside of work. habit of instructing staffers how to complete their assignments, they might well become dependent on your direction -- and their own creativity will be stifled. besides, are you really that good? and card chips poker.

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Before going any further, i realize i must define what i mean by "moral reason." my use of this term is simply the common post-kantian notion that if an action is truly immoral, one will avoid doing it not because of fear, custom or human law; rather one's actions will be guided by reason which is able to recognize a moral law as universally binding. to say the moral law must be "universal" is simply to affirm that any person in similar circumstances is bound by the same moral law as i am. thus, if i claim that "human sacrifice is wrong, " i cannot argue that it is morally acceptable if practised by non-christian aborigines. therefore, this understanding of moral law lays claim to a reality more universal than specific religious beliefs or cultural milieux. it appeals to all of us, as human beings with the power to reason, and to distinguish right from wrong. anyone familiar with academic ethics, or even american culture, is well aware that over the past thirty years the status of this vision of "moral reason" has been in a sharp and steady decline. alisdair maclntyre, for example, has written extensively and persuasively on the "interminable character" 6 ; of contemporary moral debates, while jeffrey stout has argued that increasing moral disagreement need not "compel us to become nihilists or skeptics" 14 ; . in what follows i will be arguing that we have already reached the point where the incoherence of the enlightenment version of ethical rationality is losing its power to give us convincing reasons why it is wrong to shoot abortionists. "justifiable homicide" and the abortion debate paul hill, a former presbyterian minister, and the rev. david trosch, a roman catholic priest, are probably the two most famous defenders of the "justifiable homicide" of abortion providers. their arguments are basically the same, and i will attempt to summarize them briefly. they begin with the premise that the unborn fetus is worthy of exactly the same respect and protection as born human beings. since both civil law and christian tradition sanction the use of even lethal force, if necessary, to defend ourselves and others from violent attack, it is incumbent upon us to defend fetal life in precisely the same way. in addition, paul hill makes generous use of sacrificial old testament biblical passages, such as the story of phinehas in numbers 25, to support his view that god approves of his righteous and violent "zeal" for the unborn and poker trainer video or poker chips rack. And poker chips rack chairs gray never wavered, nukurren heard one poker chairs whisper with awe.
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Flexstudy catalog index ?location sch&coursenum 9 6011 accessed on 11 october 2004. apcims 2000 ; : "a contribution to the future strategy of the london stock exchange". : apcims public publications discussions lsefuture accessed on 23 november 2004. armstrong j.s. 1985 ; : long range forecasting. new york: john wiley. arnold t., hersch p., mulherin j.h. and netter j. 1999 ; : "merging markets". in: the journal of finance 3 june 1999: 1083-1107. arnt h. and pedersen r. 2003 ; : "securities market infrastructures". in: denmark's national bank. monetary review 3rd quarter.
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Believe the influence diagram is the right choice for both representation and evaluation and propose a simplified schematic generic diagram in fig. 1 for the c2 process. c is a discrete random variable representing the consequence of the decisions d1 , : : represents our own decision and d2 , : : represent the decisions of the other agents. g1 is a discrete random variable that represents our own goals. u1 is the utility that we gain after performing decision d1 depending on the consequence c and our own goals g1 . gi and ui are defined similarly for the other agents where 2 i n. the diagram in fig. 1 is a simplified representation, to be connected to modelsencoded as bnsof terrain, doctrine, etc., that can be implemented as subdiagrams with causal relationships between different nodes of models. while these subdiagrams are interesting in their own right, they are not the topic of this article. hence, we have chosen to think of them as existing models that influence the decisions we are modeling. a problem with the diagram in fig. 1 is that it does not capture "gaming situations" where one wants to reason about opposing agents that act according to beliefs about one's own actions. such dependencies are not possible to model in an influence diagram or bn without additional machinery. at this point it should also be noted that the diagram in fig. 1 should not be considered to be very useful in its own right. rather, it is a statement of the problem we are trying to solve. among other things, the diagram is not regular which is a requirement for algorithms that evaluate influence diagrams, see, e.g., [46]. regularity assumes a total ordering of all of the decisions, a reasonable condition for a single decision-maker who only needs to take his own actions into account. in this work we use the influence diagram as basic data to develop a generalized technique that solves problems for multiple decision-makers. in fig. 2 we give an alternative algorithm for evaluation of influence diagrams with multiple agents, inspired from the single agent construction found in [44, 45]. here, the payoffs for all combinations of alternatives are returned instead of only the alternative with the highest possible payoff.

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