วันจันทร์ที่ 29 สิงหาคม พ.ศ. 2554

Drunk 14-year-olds having sex, a girl of 13 expecting a baby...have

CUDDLED up on the sofa the two 14-year-olds passionately kiss, before she pours him a drink and they disappear to have sex.
It is the latest shot in the soap ratings war with EastEnders following hot on the heels of Coronation Street.
On Thursday EastEnders' fans will see schoolgirl Sonia Jackson (Natalie Cassidy) burst into tears after losing her virginity to Martin Fowler (James Alexandrou) following a drunken night together.
And, in yet another sensational storyline to be screened soon, 15- year-old Nicky di Marco seduces a teacher 20 years her senior.
The two new EastEnders storylines come only days after Coronation Street viewers discovered that 13-year-old Sarah Louise Platt (Tina O'Brien) was pregnant.
But the explosion of under-age sex before the 9pm watershed has sparked off a major row.
"It's totally irresponsible to show 13- and 14-year-olds having sex," said Valerie Riches of Family and Youth Concern. "They are glamorising it. These programmes give out the wrong message to young people, and programme-makers are only doing it to boost ratings."
But Dr David Bull, an expert on the problems of teenage sex, says the soaps are fulfilling a useful role by raising a subject many parents fail to discuss with their children. "We're too embarrassed to talk about sex, so we often don't even bother to try." says Dr Bull.
"But millions of children and their parents watch Coronation Street and EastEnders together. The latest goings-on could be a great starting point for them to start chatting about sex. If they can talk about it teens are more likely to wait and be more careful about using contraception."
A recent report found that half of Dutch teenagers - who have sex later than those in Britain - regularly talk about it with their parents. Yet only a quarter of British teenagers feel able to chat about sex with their mothers. The result is a quarter of all British teenagers have sex before they are 16 and we have the highest rate of teenage mothers in Europe.

But under-age sex on the soaps is still a controversial issue - and here experts from both sides put their views...
YES
ANN WIDDECOMBE Shadow Home Secretary
WE all accept that a good book or a moving film can uplift us or make us more thoughtful. A really powerful work can even change the way we think.
Yet we also run away from the simple truth that a bad work can corrupt, that a piece of literature or film or television soap can change our values.
The news that Coronation Street and EastEnders are portraying very young girls having sex and, in one case, getting pregnant, sets alarm bells ringing.
My only hope is that the aim of the writers will be to put young girls off any action which might result in them becoming mothers at an early age. But we are also faced here with the issue of underage sex - all at 7.30pm when young children are watching. It is senseless to think that children are not affected by what they see on television.
If the portrayal of a stable, united, family becomes the exception then that is the unsavoury message our children will absorb - that family life is the exception rather than the rule.
I am not suggesting that our screens should be filled with fairy- tales, but we do have record divorce rates, record teenage pregnancies, high rates of suicide and rampant crime.
Television drama does precious little to counter it. Yet it could - and it should.
NO
SIMON BLAKE of the Sex Education Forum
NOT talking about sex doesn't maintain a child's innocence, it simply supports their ignorance.
But, in every school, children talk about soap operas, and that gives shows like Coronation Street and EastEnders the perfect chance to raise the issues of sex, sexually- transmitted disease and pregnancy.
Some people say sex education encourages adolescent sex, but most of us who work in the area realise it has the opposite effect.
Effective sex education works if it includes information on how and where to get help and support about contraception and safer sex.
This type of sex education will help to delay first sex and increase the likelihood of young people using contraception when they do decide to have sex.
Young people tell us their sex knowledge is often too little, too late and too 'biological'.
While we argue about homosexuality and marriage in the media and in Parliament, our children turn to each other for information, much of which is incorrect and frightening.
One young man told me: "Parents always tell you about the consequences of sex, but never the fun." Another added: "So you just have to find out for yourself."
When the Government issues its guidance on sex education in schools, we hope it will stress the importance of working in partnerships with parents.
Copyright 2000 MGN LTD
Provided by ProQuest Information and Learning Company. All rights Reserved.

Pay accounts just a click away for jawans [Bangalore]

BANGALORE: The Principal Controller of Defence Accounts, Bangalore, successfully launched websites of all its six Pay and Accounts Offices (PAOs) under its charge.
These PAOs serve the interests of jawans belonging to the Army Service Corp (ASC), Madras Engineering Group (MEG), Maratha Light Infantry (MLI), Corp of Military Police (CMP), Pioneer Corp and Parachute Regiment.
This will help uploading pay and allowances details on the internet as well as other particulars of jawans belonging to these corps and regiments. This, in turn, will allow these men access to their pay accounts from anywhere in the country, merely by logging on to these websites.
This will facilitate jawans to view all transactions instantly without having to run from pillar to post for details and clarifications. They can seek redressal of their grievances online. While the website for PAO ASC was operationalized a month ago, the websites of the other five PAOs were officially launched on Wednesday, as part of their endeavour to provide "customer delight and ecstasy" to the jawans of the Indian Army.
PAOs websites are:
1) PAO ASC (S) - http://www.paoascblr.gov.in/.
2) PAO MEG - http://www.paomegblr.gov.in/.
3) PAO CMP - http://www.paocmpblr.gov.in/.
4) PAO PCTC - http://www.paopctcblr.gov.in/
5) PAO MLI - http://www.paomlibgm.gov.in/
6) PAO Para - http://www.paoparablr.gov.in/
For Reprint Rights: timescontent.com
Copyright Bennett, Coleman & Company Limited Jul 29, 2010
Provided by ProQuest Information and Learning Company. All rights Reserved

What that explosion-proof 'label' really means

Who decides these things and what are their credentials?
We take a close look at the whole labeling process
LABELS ON FOODS, SPELLING OUT THE NUTRItional ingredients; labels on pesticides, spray cans, and fertilizers warning of hazardous contents or threats to the environment-we're all growing ever more accustomed to product labeling assurances of just what we are (or are not) getting.
For electric motors, the marking we're used to is the "UL label," certifying that Underwriters Laboratories has found such a motor safe for use in a particular environment. But why UL? And just what does the certification mean?
For motors, the only safety labeling issue concerns the risk of fire or explosion originating with the motor and spreading to its surroundings. The nature of those surroundings is not defined by UL, but by the National Fire Protection Association (NFPA) in its Standard No. 70, the National Electrical Code. The language of the Code needs to be clearly understood.
First, in Article 100, the Code offers this general definition of "explosion-proof apparatus": "Apparatus enclosed in a case that is capable of withstanding an explosion of a specific gas or vapor that may occur within it and of preventing the ignition of a specified gas or vapor surrounding the enclosure by sparks, flashes, or explosion of the gas or vapor within, and that operates at such an external temperature that a surrounding flammable atmosphere will not be ignited thereby."
Note that the Code definition does not require the apparatus to be designed so that an internal explosion cannot occur. The only requirement is that any such explosion be confined to the apparatus interior.
Second, Article 500 of the Code defines specific environments as follows:

* Class I: environments containing flammable gases or vapors.
* Class II: environments containing combustible dusts.
* Class III: environments containing "easily ignitible fibers or flyings."
Within Classes I and II are several "groups" of materials having similar characteristics. For example, under Class I are Groups A (acetylene); B (predominantly hydrogen); C (ethyl ether or ethylene); and D (gasoline, acetone, ammonia, butane, methane, natural gas, etc.). Under Class II we find Groups E (combustible metal dusts); F (carbonaceous materials such as carbon black or coal); and G (other dusts such as flour, wood, and plastic).
"Explosion" versus "dust-ignition" proof
Strictly speaking, an electric motor is considered "explosion-proof' (to use the NEMA standard term rather than the Code wording) only when designed for a Class I location. A motor for Class II area service is considered "dust-ignitionproof." In ratings up to at least 500 hp, motor construction is basically the same for either type of service. But that is only because of convenience in design and manufacture, not because the requirements are identical.
Because Class III applications are found almost entirely in the textile industry, which is a limited market, we will confine our attention here to the far more widely-encountered Classes I and II. Each is divided by Code Article 500 into two main subdivisions: Division 1 and Division 2 (or "Div 2" in the commonly used chemical industry shorthand term).
Here is where many misunderstandings have arisen. In a Division 1 location, a motor must be built-and labeledas "explosion-proof." Here's the reason: for a Class I environment, the NEC defines Division 1 as ". . . a location. . in which ignitible concentrations of flammable gases or vapors can exist under normal operating conditions; or . . . in which . . . [such concentrations]. . may exist frequently because of repair or maintenance operations or because of leakage; or . . . in which breakdown or faulty operation of equipment or processes might release ignitible concentrations . . . and might also cause simultaneous failure of electric equipment."
That's quite a mouthful. Obviously, it's subject to a lot of interpretation. How often is "frequently"? What are "normal" operating conditions? (For motors, the Code seems to answer that last question in Section 500-3(c), which states: "Unless otherwise specified, normal operating conditions for motors shall be assumed to be rated full-load steady conditions." But is starting a motor really "abnormal"? And what does "otherwise specified" mean?)
However, neither the motor supplier nor the equipment user makes the choice of whether or not the area is properly considered Division 1. That's up to the AHJ-"the Authority Having Jurisdiction" over Code enforcement. The AHJ may be a local or state Fire Marshal, an electrical or building inspector, or an insurance agent. Other industry standards and publications offer guidelines for "area classification," a subject that need not concern us here.
Once the decision is made, the Code simply says that "explosion-proof apparatus," as defined earlier, is a "protection technique" applicable to "Class I, Division 1 and 2 locations." That implies an "explosion-proof" motor as appropriate in a "Div 2" area-and we'll return to that subject a bit later. The NEC is silent concerning the manner in which a motor is rendered suitable for a specific hazardous area, saying only that the apparatus must be "approved" for the service.
How a motor is to be rendered "explosion-proof" is not dealt with in NEMA Standards MGI, either. But to safely confine an internal explosion, which could initiate with an arc associated with insulation failure, a motor must have a certain level of frame strength; the hardware holding the parts together must not fail; and the joints between parts, as well as the necessary clearance around the shaft passing through bearing assemblies, must not permit escape to the outside atmosphere of any flame or hot gas that could ignite that atmosphere.
Origin of the label
Many years ago, UL established a motor test program to verify that capability for any motor manufacturer. A satisfactory product was then entitled to be labeled for the application. The "label" is a UL nameplate attesting to the Class and Group appropriate to the atmosphere for which the design is acceptable.
Is every motor built subjected to such testing? No. Once the prototype has been approved, UL sets up a "Label Service Procedure" to monitor production of the design at specific plants and periodically sends out inspectors to see that no changes have been made. Each label used must be accounted for. Each is coded to indicate what specific factory produced the motor.
To maintain the motor's integrity in service, any repairs to the unit must follow the UL "Repair and Relisting Procedure," subscribed to by many apparatus service centers, which involves its own written procedures and surveillance. Otherwise, the label is considered void even though it remains in place on the motor.
That's because any construction changes can compromise enclosure integrity-substituting low-strength bolts; drilling holes to mount identification plates; changing a bearing seal; even tool marks or burrs on machined surfaces at assembly joints, or in seal fits.
In addition to adequate strength and "flame sealing," the temperature of any external surface of a Class I Division 1 motor exposed to the environment must not exceed 80% of the ignition temperature of the gas or vapor involved. But what temperature is that? The Code requires, in Section 500-3(d), that the motor nameplate carry an "Identification Number" expressing the maximum surface temperature within which the motor will operate under those "normal conditions." Given in Code Table 500-3(d), those codes range from T1 (meaning maximum surface temperature of 450 deg C) to T6 (denoting 85 deg C).
Groups C and D, for which Division 1 motors are most commonly labeled, include a large number of gases and vapors belonging to various chemical families. Although NFPA Standard 325M lists ignition temperatures of many such materials, more are being developed all the time. The numbers show wide variation. For example, acetone at 869 deg F; ammonia at 1204 deg ; benzene at 1040; and hexane at 437 all fall within Class I Group D. The user and the AHJ must work together to determine that the temperature identification code on the nameplate for the proposed motor is compatible with the ignition temperature of the actual atmosphere to be encountered.

In the lower horsepower ratings, most motors are "duallabeled"designed and approved for both Class I (usually Group D) and Class II (Groups F and G most often). Although Class II service does not involve confining an internal explosion, because no gas or vapor is present, the bearing assemblies must still be sealed to keep out dust that could contaminate the lubricant. As the grease hardens, the bearing begins to overheat, accelerating the process of lubricant deterioration. Grain explosions
In a grain handling facility, the results are often catastrophic. Explosions in grain dust killed 75 persons in Japan between 1962 and 1975; Britain suffered 20 major losses in one year alone. During 1977, four grain elevator explosions in the U.S. took 55 lives.
That emphasizes the importance of bearing and seal maintenance for labeled Class II motors. Surface cleaning and winding thermostats can eliminate winding and frame overheating, but won't help the bearings.
Suppose the AHJ concludes that the location is not a Division 1 area? Here's how the NEC defines Division 2 (for Class I atmospheres): ". . . a location . . . in which volatile flammable liquids or flammable gases are handled, processed, or used, but in which . . . [they] . . . will normally be confined within closed containers or closed systems from which they can escape only in case of accidental rupture or breakdown of such containers or systems, or in case of abnormal operation of equipment; or . . . in which ignitible concentrations. . . are normally prevented by positive mechanical ventilation, and which might become hazardous through failure or abnormal operation of the ventilating equipment; or . . . that is adjacent to a Class I, Division 1 location, and to which ignitible concentrations. . might occasionally be communicated unless such communication is prevented by adequate positive-pressure ventilation from a source of clean air, and effective safeguards against ventilation failure are provided."

That's an even bigger mouthful-one that has caused a great deal of controversy. We usually sum up the distinction between Divisions 1 and 2 by simply saying, "In Division 1 the hazard can be expected to be present any time; in Division 2 it's present only when something goes wrong." But careful reading of the Code indicates that this is an oversimplification. Words like "normally," "effective," or "occasionally" can be subjectively interpreted.
Nevertheless, the most common view is that in a Class I Division 2 atmosphere a motor need not be explosion-proof. For official guidance, we must turn to Section 501-8 of the NEC. There, the Code specifically allows the use of motors in "open" enclosures-provided the design does not include "brushes, switching mechanisms, or similar arc-producing devices." In addition, the exposed surfaces of space heaters must not reach temperatures above 80% of the ignition temperature of the gas or vapor involved.
What about the temperatures attained by the electrical parts of the motor itself? In a "Fine Print Note," the Code says only that "It is important to consider" those temperatures.
That has been one of the causes of concern about use of any open motor in "Div 2" areas. Because of uncertainty concerning the risk of ignition, many motor users have standardized on labeled explosion-proof motors even in Division 2 locations. That position has been supported by NEMA MG2, the "Safety Standard for Construction and Guide for Selection, Installation, and Use of Electric Motors and Generators."
In Para. 3.5, that document says this: ". . . the user has two possibilities when selecting a motor for Class I, Division 2 applications. The recommended approach. . . is to select an explosion-proof motor, which in accordance with Underwriters Laboratories Inc. requirements, shall not exceed the specified external surface temperature under any operating condition. As an alternative, the user may select an open or non-explosion-proof enclosed motor for submission to the local authority for approval . . . the user should consider the temperature of external and internal surfaces of the motor to which the surrounding atmosphere has access."
What's wrong with that statement? That phrase "under any operating condition." As we have already seen, the surface temperature limitation applies only under "normal operating conditions," not under "any operating condition." Moreover, that vague exhortation to "consider" surface temperatures of a non-explosion-proof motor is of negligible value.

Motor temperature
Of greatest concern in application of non-explosion-proof motors to Class I Division 2 service is the surface temperature of the rotor. During those Code-defined "normal running conditions," rotor and stator surface temperatures are about the same (although no extensive body of data shows precise relationships).
We know, however, that during starting-particularly of a high inertia or high torque load-rotor bars and end rings may get much hotter than the stator. Typical design limits for bar temperature are 300 deg C to 400 deg C. Yes, the Code considers starting (or even service factor overload) to be "abnormal." But NEMA standards define ranges of allowable starting frequency; "severe starts" are far from uncommon in motor usage, no matter how "abnormal" the Code may consider them; and no motor can reach "normal running conditions" without first having been started. Ignoring the high rotor temperature resulting from acceleration hardly seems realistic, even though the Code may not be violated.
If the motor is built and labeled as explosion-proof, for Division 1 use, the rotor temperature can be ignored. If it does rise high enough to cause an internal explosion, the motor construction will confine that to the interior. But if the motor is not explosion-proof-and especially if it is of open construction-a high rotor surface temperature is dangerous. European standards require testing to show that such temperatures don't exceed safe limits during starting or stalling. That's not part of U.S. practice.
Because a hazard can therefore exist despite full compliance with the NEC, engineers have come to accept this truth, from a 1994 IEEE paper on Division 2 applications: "Good experience based on present practice is not sufficient. Sound engineering judgment is required in selecting and applying motors in Class I, Division 2 locations?"
Recognizing the uncertainties involved in that process, UL attempted to develop a standard for this application a decade ago. When the proposed document (UL 1836) was reviewed by the IEEE Petroleum & Chemical Industry Committee, however, numerous deficiencies were pointed out. A few examples: Motor ambient temperature was limited to -13oF-unrealistic in the northern U.S.; resistive devices such as space heaters were required to be of Division 1 construction, a requirement not in the NEC (such devices are not normally available anyway); the usual 90 deg rotation capability of motor terminal boxes appeared to be prohibited.

The upshot was that UL 1836 was withdrawn from consideration without being published. In 1993, however, UL began looking at the Division 2 issue again, primarily from the rotor surface temperature standpoint. With the widespread use of adjustable-speed drives (ASDs), a motor's "normal running conditions" now include many instances of possibly high surface temperatures caused by low speed and harmonic currents. The values will depend upon the nature of the inverter used, and the way the drive is used. No easy solution to this problem has appeared because of the wide variation in those conditions.
Nevertheless, the NEC does not impose limits on internal (stator or rotor) surface temperatures for an open motor in a Division 2 area. A hazard could exist as a result, and that has been widely recognized by petrochemical engineers within the IEEE, which has set up a Working Group to develop its own standard, No. 1349, under development for several years now, to be titled "Guide for Application of Electric Motors in Class I Division 2 Hazardous (Classified) Locations."
Extensive motor testing is under way to establish a firmer basis for application than existed for UL 1836. Although much work remains to be done, one of the conclusions thus far is that ignition temperature of a gas or vapor in motion, within a running motor, may be as much as 200 deg C higher than with the gas at rest in a lab sample. "Movement inhibits ignition," and such movement exists by definition when the NEC's "normal running conditions" are present. Requirements for TEFC motors may well differ from those for open machines. Diffusion of the potentially hazardous atmosphere into-and out of-an idle motor is being examined in detail.
So, will you be finding UL labels on Division 2 motors? Certainly not soon. If the motor is labeled for Division 1, of course, it's automatically suitable for Division 2. But the reverse will not be true.
For Class II service (not to be considered in IEEE 1349), the problem becomes still more complex. Dust can readily accumulate on the stator windings of an open machine. That can create a hazard in two ways. First, the dust blanket can interfere with heat dissipation such that the winding burns out, leading directly to fire or explosion that immediately involves the surrounding atmosphere. Second, the dust can create surface tracking paths, leading to local arcing that produces the same result. If, however, the motor is totallyenclosed (even though not of dust-ignition-proof design), internal dust accumulation isn't a problem. Rotor overheating caused by dust buildup isn't likely for any type of motor enclosure.

A difficulty with Class II areas is that the dust present may be a material that is not ordinarily combustible. Hydrocarbon gases and vapors are recognized as fire or explosion hazards even by those untrained in fire protection. But starch, sugar, flour, and many other materials never used as fuels or solvents are seldom thought of as an explosion hazard.
A good example is ammonium nitrate, a common fertilizer. Here's a complaint submitted to an electrical trade magazine by a designer of industrial facilities: "Over the years. . . we have always used TEFC motors. . . in our fertilizer blending plant construction .... These plants blend potash, ammonium nitrate and other inert materials. The dusts produced by these operations. . . are not of an explosive or combustible nature. But a local electrical inspector recently stated that the equipment in such plants should be Class II, Group G rated.... We do not agree. ..."
Ammonium nitrate "inert" and "not of an explosive or combustible nature"? In 1947, explosion of two shiploads of ammonium nitrate leveled most of Texas City, killing 468 persons and causing $50 million in damage. An NFPA staff member has commented that "it is especially dangerous to permit contamination of ammonium nitrate with oil," which can certainly happen if the material is used around motors lacking proper bearing seals. The effect of such a mixture was thoroughly demonstrated in the Oklahoma City bombing of 1995.
In finely powdered form, many other ordinary or "nonflammable" materials become deadly explosives, not only more powerful than dynamite but far less predictable. A chewing gum factory in New York was blown apart by explosion of magnesium stearate dust used as a non-stick coating on the gum; six workers died. Cause of the blast was machinery failure leading to high vibration, followed by a bearing/shaft failure producing friction sparks.

Resist any temptation, then, to cut corners by assuming that a dusty atmosphere should be safe just because you aren't aware of any particular hazard involved with the material. And beware of anyone in plant operations who says "it's OK" to put an unlabeled motor in place of an explosion-proof unit, even temporarily. Don't listen when you're told that some other motor is "just as good, but doesn't happen to have a UL label."
Is UL the only agency that can certify motor safety in hazardous areas? What about Factory Mutual, or some other organization? Since 1973, the Occupational Safety and Health Administration has been empowered to adopt suitable product-certification procedures as adjuncts to workplace safety. That has resulted in an OSHA program to accredit "nationally recognized testing laboratories" or NRTLs, permitted to certify product safety.
Several other certifying or testing agencies have since been recognized as NRTLs and have begun listing products formerly certified only by UL. Often, however, the certification standards-the design/test criteria-have remained those of UL, as being "the only game in town."
User specifications still sometimes call for motors to meet the requirements of the "NBFU"-the National Board of Fire Underwriters. That body went out of existence more than 30 years ago, merged into the American Insurance Association and later becoming the Insurance Services Office, which rates municipal fire protection agencies and has nothing to do with electrical equipment or hazardous areas of application.
As far as motors are concerned, then, the "UL label" remains the basic sign of hazardous area acceptance. If another agency tests or certifies a motor, the procedures will probably continue to be those first arrived at by UL testing. In any event, the motor user must satisfy the AHJ first.
Copyright Barks Publications Nov 1997
Provided by ProQuest Information and Learning Company. All rights Reserved

Boost Mobile and AirG launch Boost HOOKT mobile community

Boost customers can now hook into world's largest private-label mobile community
A new friend, maybe even a date, could be in the palm of your hand. Boost Mobile(R), a lifestyle-based telecommunications brand that develops and distributes wireless communications products for the youth market, and AirG, the global leader in powering mobile communities, announced the launch of Boost HOOKT--a private--labeled mobile community. With Boost HOOKT, Boost customers are able to hook into an interactive, geographically localized and interest-categorized mobile community that communicates across multiple wireless platforms and incorporates multiple unique features, including e-mail, IM, picture profiles, presence, and public and private messaging lounges.
"With the addition of Boost HOOKT, our customers now have instant access to a global community filled with individuals from more than 30 countries with similar interests and hobbies.
They can hook up with some of the most fascinating people from across the USA and around the world in an interactive and network-aware messaging environment--all through their Boost Mobile phone," said Craig Thole, director of Value Added Services, Boost Mobile. "AirG is one of the strongest publishers of mobile community products, and we are excited to continue our successful partnership with them in bringing some of the best multiplayer mobile applications to our customers."
AirG will provide an end-to-end community solution for Boost HOOKT that encompasses all application elements across multiple wireless platforms, and also provide all back-end billing integrations, reporting, 24x7x365 customer support and monitoring, turnkey promotions and contests, and a direct connection into its established network of 5 million users across 86 mobile operators globally.
"We are extremely pleased to be building on over three years of partnership success with Boost Mobile with the launch of the Boost HOOKT mobile community.

AirG's community applications on the Boost Mobile network have been adopted at a phenomenal pace, which is a testament to the popularity of our carrier-grade social networking products," said Frederick Ghahramani, director, AirG.
"The strong appeal of the Boost brand with the youth market is in line with AirG's proven expertise in reaching this valuable demographic, as evidenced by successful mobile promotions on the Boost Mobile network,'surfing for Love I and II' and 'Latin Lover,' which have proven highly successful for drawing new customers into mobile communities like Boost HOOKT with the chance to win exclusive VIP trips to California and Florida."
Boost HOOKT is available to all Boost Mobile customers with wireless Web-or Java(TM)-enabled handsets and for a limited time is being offered for free for the first 30 days.
Following the 30-day promotional offer, Boost HOOKT will cost $. 50 per day for unlimited access, and the charge only applies on the days that customers use it. In addition, Boost is offering a "Free Friday" promotion for a limited time.
Boost customers can access Boost HOOKT directly from their Java(TM) technology-enabled Boost phone through the WAP deck by going to WEB from the main menu, or from Boost LIVE (http://www.boostlive.com/).
COPYRIGHT 2005 Information Gatekeepers, Inc.
COPYRIGHT 2005 Gale Group

Where are … the Sylvers? If you want JET to find out what's happened to your favorite celebrity, let us know at www.ebonyjet.com

Since JET this year began tracking down beloved stars of our past, the R&B singing family The Sylvers has been the group readers requested the most.

The Jacksons ruled the music industry in the '70s, but the West Coast-based Sylvers gave them a close run for the money.
The Sylvers climbed the music charts with hits like Boo-gie Fever, Hot Line and High School Dance. Nine members of the family sang on Boogie Fever, including sisters Olympia, Charmaine, Patricia and Angelia, and brothers Leon, James, Edmund, Ricky and Foster.
Later the group dropped to seven members, with its youngest member, ll-year-old Foster, eventually scoring a big hit as a solo artist with Misdemeanor, written by Leon.
With well-choreographed moves, matching outfits and perfect pitch as singers, The Sylvers once shared the stage with The Jacksons and opened for Gladys Knight, Bill Cosby, The O'Jays and Ray Charles. They also appeared in the 1979 movie The Fish That Saved Pittsburgh.
Recently, Old Navy used Boogie Fever in its TV commercial and a few years ago Little Caesar pizza also used it for an ad.
The group's last public performance was in 1985 on "American Bandstand." JET located seven members to find out where they've been.
Leon F. Sylvers III, 54, the eldest brother of the family who formed the group, became an acclaimed music producer. His hits included The Whispers' And The Beat Goes On, Shalamar's Second Time Around and Take That To The Bank and Gladys Knight & The Pips' You're No. 1 (In My Book). Recently he co-wrote Blackstreet's hit Before I Let You Go. Will Smith sampled And The Beat Goes On for his 1997 hit Miami. And Dr. Dre sampled Misdemeanor for The D. O. C.'s song It's Getting Funky.
"You can always do something new as long as you understand where you're from," said Leon, who has been married 21 years and has five children. "You don't have to be young. Just sound right."
Angie Sylvers-Polk, 47, has been a paralegal for nearly 20 years. Sylvers-Polk is divorced and has four children. Her son, Kyle, 19, is a dancer who has traveled with Christina Aguilera and appeared in the film Rize.

"I know that God uses people to touch other people and God intended for this family to use the talents and gifts he gave us to touch other people," she said.
Foster Sylvers, 45, who played the bass in the family band, is engaged and has three daughters. He is also an accomplished artist.
Fourteen years ago Foster was convicted with committing a sex act and is now a registered sex offender. He maintains his innocence and said that he is working to have his record expunged.
"I am going to sing again, for those who are broken, because I was broken and God fixed me," said Foster, a recovering drug addict who is now clean. "The bottom line is victory isn't won to the strong of to the weak or to the fast or to the slow, but it is the one who endures to the end."
Patricia Sylvers Deruso, 46, and her husband of 14 years, Lorne, are church elders. She is a praise and worship leader and is working on a gospel album with Foster.
James Sylvers, 52, is married and has two children. Ricky Sylvers, 49, is the father of five. James, a keyboard player, and Ricky, a guitar player, both have appeared on albums with Shalamar and The Whispers.
The Sylvers are looking forward to recording as a family unit.
"I see people asking where are The Sylvers now as a call, as a Macedonia call," Sylvers Deruso said, referring to a Bible passage. "I want people to know that we have answered the call and you will see us again."
GONE BUT NOT FORGOTTEN
Edmund Sylvers died at 47 of lung cancer in Richmond, VA, in 2004 (JET, May 31, 2004). He sang lead on the group's biggest hits, Boogie Fever and Hot Line. In 1971 he was the voice of Marlon Jackson in the Jackson 5 TV cartoon. He recorded a solo album in 1980 that produced the hit single That Burning Love. Edmund was married and had 11 children, one of whom, Jeremy, starred in the 1991 thriller Child's Play 3 (JET, Sept. 9, 1991).
By Margena A. Christian
JET MAGAZlNE
COPYRIGHT 2007 Johnson Publishing Co.
COPYRIGHT 2008 Gale, Cengage Learning

Cheaters and chumps: game theorists offer a surprising insight into the evolution of fair play

Since well before the time of Dostoyevsky, people have thought about crime, punishment, and their interconnections. Why punish society's miscreants? To change, reform, or rehabilitate them? To deter potential wrongdoers? To make the victims and punishers feel better? Research by Ernst Fehr and Simon Gachter, published in the January 10, 2002, issue of the eminent science journal Nature, shows an unappealing aspect of social behavior in action, as well as the unexpected good that can come of it
Whether you are a diplomat or a negotiator, an economist or a war strategist or just an ordinary person navigating the shoals of everyday life, sometimes you have to decide whether to behave cooperatively with other individuals, be they partners, competitors, or outright opponents. The same necessity arises among certain social animals in the wild. Just to pick one example, classic work by Gerald Wilkinson, of the University of Maryland, has shown that female vampire bats are continually confronted with strategic choices. After drinking the blood of prey species (such as cattle), the females fly back to large communal nests, where they feed the baby bats by disgorging the blood into their mouths. The females must choose: Do they feed only their own young, their own plus those of close relatives, or everyone's? And should the decision depend on what all the other bats are doing?
These questions of altruism, reciprocity, and competition are grist for the mill in game theory, a branch of mathematics applied to human behavior. Participants in game-theory experiments play pared-down games, with varying degrees of communication among the players, and are given differing rewards for differing outcomes. Players must decide when to cooperate and when--to use a highly technical game-theory term--to "cheat." Game theory gets taught in all sorts of academic programs. And it turns out that social animals, even without M.B.A.'s, have often evolved strategies for deciding when to cooperate and when to cheat. According to Joan E. Strassmann, of Rice University, even social bacteria have evolved optimal strategies for stabbing each other in the back.
Suppose you have an ongoing game, a round-robin tournament that involves two participants playing against each other in each round. The rules of the game are such that if both cooperate with each other, they both get a reward. And if both cheat, they both do poorly. On the other hand, if one cheats and the other cooperates, the cheater gets the biggest possible reward, and the cooperator loses big-time. Another condition is that the players in the tournament can't communicate with one another and therefore cannot work out some sort of collective strategy. Given these constraints, the only logical course is to avoid being a sucker and to cheat every time. Now suppose some players nonetheless figure out methods of cooperating. If enough of them do so--and especially if the cooperators can somehow quickly find one another--cooperation would soon become the better strategy. To use the jargon of evolutionary biologists who think about such things, it would drive noncooperation into extinction.
Get cooperation going among a group of individuals, and the group is eventually going to be in great shape. But whoever starts that trend (the first to spontaneously introduce cooperation) is going to be mathematically disadvantaged forever after. This might be termed the what-a-chump scenario. In an every-bacterium-for-himself world, when one addled soul does something spontaneously cooperative, all the other bacteria in the colony chortle, "What a chump!" and go back to competing--now one point ahead of that utopian dreamer. In this situation, a random act of altruism doesn't pay.
Yet systems of reciprocal altruism do emerge in various social species, even among us humans. Thus, the central question in game theory is: What circumstances bias a system toward cooperation?
One well-studied factor that biases toward cooperation is genetic relatedness. Familial ties are the driving force behind a large proportion of cooperative behaviors in animals. For example, individuals of some social insect species display such an outlandishly high degree of cooperation and altruism that most of them forgo the chance to reproduce and instead aid another individual (the queen) to do so. The late W.D. Hamilton, one of the giants of science, revolutionized thinking in evolutionary biology by explaining such cooperation in terms of the astoundingly high degree of relatedness among an insect colony's members. And a similar logic runs through the multitudinous, if less extreme, examples of cooperation among relatives in plenty of other social species, such as packs of wild dogs that are all sisters and cousins and that regurgitate food for one another's pups.
Another way to jump-start cooperation is to make the players feel related. This fostering of pseudokinship is a human specialty. All sorts of psychological studies have shown that when you arbitrarily divide a bunch of people into competing groups (the way kids in summer camp are stuck into, say, the red team and the blue team), even when you make sure they understand that their grouping is arbitrary, they'll soon begin to perceive shared and commendable traits among themselves and a distinct lack of them on the other side. The military exploits this tendency to the extreme, keeping recruits in cohesive units from basic training to frontline battle and making them feel so much like siblings that they're more likely to perform the ultimate cooperative act. And the flip side, pseudospeciation, is exploited in those circumstances as well: making the members of the other side seem so different, so unrelated, so un-human, that killing them barely counts.
One more way of facilitating cooperation in game-theory experiments is to have participants play repeated rounds with the same individuals. By introducing this prospect of a future, you introduce the potential for payback, for someone to be retaliated against by the person she cheated in a previous round. This is what deters cheaters. It's why reciprocity rarely occurs in species without cohesive social groups: no brine shrimp will lend another shrimp five dollars if, by next Tuesday, when the loan is to be repaid, the debtor will be long gone. And this is why reciprocity also demands a lot of social intelligence--if you can't tell one brine shrimp from another, it doesn't do you any good if the debtor will actually still be around next Tuesday. Zoologist Robin Dunbar, based at University College London, has shown that among the social primates, the bigger the social group (that is, the more individuals you have to keep track of), the larger the relative size of the brain. Of related interest is the finding that vampire bats, which wind up feeding one another's babies in a complex system involving vigilance against cheaters, have among the largest brains of any bat species.
An additional factor that biases toward cooperation in games is "open book" play--that is, a player facing someone in one round of a game has access to the history of that opponent's gaming behavior. In this scenario, the same individuals needn't play against each other repeatedly in order to produce cooperation. Instead, in what game theorists call sequential altruism, cooperation comes from the introduction of reputation. This becomes a pay-it-forward scenario, in which A is altruistic to B, who is then altruistic to C, and so on.
So game theory shows that at least three things facilitate the emergence of cooperation: playing with relatives or pseudorelatives, repeated rounds with the same individual, and open-book play. And this is where Fehr and Gachter's new study, a "public goods experiment," comes in. The authors set up a game in which all the rules seemed to be stacked against the emergence of cooperation. In a "one-shot, perfect-stranger" design, two individuals played each round, and while there were many rounds to the game, no one ever played against the same person twice. Moreover, all interactions were anonymous: no chance of getting to know cheaters by their reputations.

Here's the game. Each player of the pair begins with a set amount of money, say $5. Each puts any part or all of that $5 into a mutual pot, without knowing how much the other player is investing. Then a dollar is added to the pot, and the sum is split evenly between the two. So if both put in $5, they each wind up with $5.50 ($5 $5 $1, divided by 2). But suppose the first player puts in $5 and the second holds back, putting in only $4? The first player gets $5 at the end ($5 $4 $1, divided by 2), while the cheater gets $6 ($5 $4 $1, divided by 2--plus that $1 that was held back). Suppose the second player is a complete creep and puts in nothing. The first player has a loss, getting $3 ($5 $0 $1, divided by 2), while the second player gets $8 ($5 $0 $1, divided by 2--plus the $5 held back). The cheater always prospers.
But here's the key element in the game: Players make their investment decisions anonymously, but once the decisions are made, they find out the results and discover whether the other player cheated. At this point, a wronged player can punish the cheater. You can fine the cheater by taking away some money, as long as you're willing to give up the same amount yourself. In other words, you can punish a cheater if you're willing to pay for the opportunity.
The first interesting finding is that cooperation--which in the narrowly defined realm of this particular game means simply the steady absence of cheating--emerges even with the one-shot, perfect-stranger design. Cheaters stop cheating when punished.

Now comes the really interesting part. The authors showed that everyone jumps at the chance to punish the cheater, even when it means that the punisher will incur a cost. And remember the one-shot, perfect-stranger design: punishing brings no benefit to the punisher. Because the two players never play together again, there's no possibility that punishment will teach the cheater not to mess with you. And because of the anonymous design, the opportunity to punish doesn't warn other players about the cheater. Embedded in the open-book setting, by contrast, is an incentive to pay for the chance to conspicuously punish: you hope that other players do the same, thereby putting the mark of Cain on an untrustworthy future opponent. And various social animals will pay a great deal, in terms of energy expenditure and risk of injury, to punish open-book cheaters (one way to encourage this in an open-book world is to use the approach of certain military academies whose honor codes punish those who fail to punish cheaters). But here the act of punishing is as anonymous as was the act of cheating.
In Fehr and Gachter's game, no good can come to the punisher from being punitive, but people avidly do it anyway. Why? Simply out of the desire for revenge. The authors show that the more flagrant the cheaters are (in terms of how disproportionately they have held back their contributions), the more others will pay to punish them. This is true even of newly recruited players, unsavvy about any of the game's subtleties.
Think about how weird this is. If people were willing to be spontaneously cooperative even if it meant a cost to themselves, this would catapult us into a system of stable cooperation in which everyone profits. Think peace, harmony, Lennon's "Imagine" playing as the credits roll. But people aren't willing to do this. Establish instead a setting in which people can incur costs to themselves by punishing cheaters, in which the punishing doesn't bring them any direct benefit or lead to any direct civic good--and they jump at the chance. And then, indirectly, an atmosphere of stable cooperation just happens to emerge from a rather negative emotion: desire for revenge. And this finding is particularly interesting, given how many of our societal unpleasantries--perpetrated by the jerk who cuts you off in traffic on the crowded freeway, the geek who concocts the next fifteen-minutes-of-fame computer virus--are one-shot, perfect-stranger interactions.
People will pay for the chance to punish, but not to do good. If I were a Vulcan researching social behavior on Earth, this would seem to be an irrational mess. But for a social primate, it makes perfect, if ironic, sense. Social good emerges as the mathematical outcome of a not particularly attractive social trait. I guess you just have to take what you can get.
Robert Sapolsky is a professor of biology and neurology at Stanford University and author of A Primate's Memoir (Scribner, 2001).
COPYRIGHT 2002 Natural History Magazine, Inc.
COPYRIGHT 2008 Gale, Cengage Learning

What Makes A Dog Chew Their Tail Until It's Raw?

Expert Author Venice Marriott
Most dogs enjoy a game of tag with their own tail and will bite or chew on it if they manage to catch it. From time to time, they will also pin it down for a really thorough clean, but none of this should give a dog owner reason to worry. It's only when they continue to chew their tail until it's red and raw that you need to be concerned.
Dog chewing problems can be caused by medical, environmental or behavioural issues, so you'll need to work out what is behind your dogs chewing before you can treat it properly.
Medical Issues That Cause Tail Chewing
A skin irritation or allergy that causes itching can make a dog chew on their tail until they break the skin, often resulting in an infection. This can create hotspots that are red, wet and sore, which will need treating with antibiotics or a topical application of ointment.
Intestinal worms can irritate the rectal area, causing your dog to chew his tail close to its base. De-worming treatments are easily available and should clear up this problem fast.
Food allergies can also make dogs itch and cause excessive chewing. A change of diet to hypoallergenic food should solve this problem.
Continual chewing can also indicate some kind of orthopaedic problems like back pain or hip dysplasia. If you think you dog might be tail chewing because of a medical issue, get in contact with your vet.
Environmental Issues That Cause Tail Chewing
Look closely at the things your dog is exposed to in their outside or inside environment which could be causing excessive chewing.
Pollens, dust mites, moulds, pesticides, soap, fabrics or toxic chemical could be the cause, as could parasites they come into contact with such as fleas.
If fleas are the cause, make sure you treat all animals in the house as well as the carpet to stop the chance of being re-infested. With other potential irritants you will need to go through them one by one, removing each to see if it makes a difference to the chewing. For instance, start by changing the soap you use for their bedding.
Behavioural Problems That Cause Tail Chewing
Separation Anxiety, attention seeking or a compulsive disorder (like OCD in humans) that is sometimes seen in dogs, can be behind their excessive tail chewing.
Separation anxiety in dogs can mean they chew their tails whenever they are left alone, much like people who chew their nails when anxious. They do it because the process of chewing helps release natural endorphins that are calming on the dogs system, they just don't seem to be aware of the damage they are doing. You'll need a good separation anxiety training programme and a lot of patience to get rid of your dog's anxiety.
You can spot attention seeking behaviour because your dog will be chewing their tail where you can see them. If you react to it, even if you get cross, they are likely to carry on doing it because they have found a way to get your attention whenever they want it. The only way to stop it is to ignore them completely. Don't let them catch your eye, don't speak to them or touch them. In fact the best thing you can do is leave the room or move out of their sight. If it is attention seeking behaviour, they will give up this behaviour when they can see it doesn't work.
Although compulsive disorders are not common in dogs, you should talk with your vet if you think your dog is chewing their tail for this reason, as it may need medication and a special retraining programme to sort it out.

2,000 METERS UNDER THE SEA : The telecom industry has gotten undersea cable deployment down to a science. So why are millions of surfers still stranded on the information superhighway at the whim of a fishing boat?

While transatlantic and pan-European cable construction seems to have ebbed after reaching a saturation point in the last year or two, the action now seems to have shifted to the trans-Pacific and pan-Asian domain.
Since around the end of last year, there have been a number of subsea cable landings and service launches in Asia, such as the completion of the redundant leg of Asia Global Crossing's Pacific Crossing-1 trans-Pacific cable.
However, the same time period also saw select subsea cable consortia in high-profile repair mode. Earlier this year, the China-US Cable -- the first trans-Pacific cable directly connecting the US and China -- suffered a major blow as a section off the coast of Shanghai was snapped in two. The event cut off the majority of China's overseas 'Net connectivity and forced carriers with capacity booked on the system to reroute the traffic on to other systems.
Less than a month later, fishing trawlers snapped another section of the China-US cable -- this one a coastal underwater link connecting Shanghai and Shantou, the system's two landing points in China.
The second cut had less of an overall impact on regional traffic flows compared to the first one, but both episodes serve to illustrate that the business of building subsea cables is easy to take for granted -- especially when considering that it's been 153 years since someone first deployed a communications cable underwater.
Obviously, the business has come a long way since then in terms of technology and cost, but after a century and a half of trial and error, the actual act of deploying a subsea cable network has become a fairly straightforward procedure.
As Asia Global Crossing's MD for network development, David Milroy, puts it, "Deploying a submarine cable system isn't rocket science."
Of course, he adds, that doesn't mean it's child's play, either. Indeed, there is far more to deploying a fiber-optic cable system under a few kilometers of water than spooling it out off the back of a boat. In fact, comparatively speaking, that's the easy part.

Choose your armor
According to AGC's Milroy, just the initial planning of a subsea system involves a lot of legwork even before the ships start rolling out fiber into the sea.
"Before you even think about putting a cable system underwater, you have to take a number of things into account, such as the network engineering, what it's made of, where it goes, how it's manufactured," Milroy says. "For example, do you need single or double armor, and for which sections do you need it?
"Typically you'll need a double wrap [armor] for shallow water up to about 1,000 meters," explains Milroy, citing fishing trawlers and ship anchors as the most common hazards to be found at those depths. "If the water is deeper than that, you're pretty safe with single armor, since fishing nets and anchors typically don't reach that far."
K.F. Larm, regional director for Level 3's global submarine division, says that lightweight cables are okay for depths below 2,000 meters, but recommends light armor at depths of around 1,500 meters, where the danger isn't so much anchors and trawler, but sharks.
"If the cable becomes free-floating for some reason and isn't lying flat, the current will move it back and forth, and sharks will try to bite the cable."
(Those who wonder just how much damage a shark could possibly do to a fiber-optic cable are hereby reminded that (a) the optical fiber inside the cable is essentially made of glass, and (b) sharks are known to have a biting torque that measures in the range of several hundred pounds per square inch.)
Another reason for determining armor requirements in advance is that the type of armor used affects how much cable can be carried by a ship at one time.
Captain Frank Kitt of the CS Bold Endeavour -- part of the Global Marine fleet owned by Global Crossing - says that the two storage drums in the hold of his ship can carry between 4,000 and 6,000 km of fiber, depending on the armor thickness. "Obviously, a double-armor cable is thicker than single-armor -- about 46 mm compared to 31 mm," says Kitt. "That may not sound like a big difference, but it is when you coil it up in one drum."
Survey says
Another aspect of pre-planning a submarine system, says AGC's Milroy, is mapping out the undersea terrain.
"You have to do a marine survey, where you're taking a look at the sea bed and looking out for things like mountains and valleys and areas where earthquakes might pose a problem," Milroy explains. "You want to avoid natural and man-made formations and areas where there's plate movement activity. At the same time, you want the cable path to be as straight as possible. You don't want any bends because you risk breaking the fiber."
Even more potentially challenging are the things that most people outside the international carrier business might not associate with subsea systems at all, says Level 3's Larm, who offers a fairly long checklist of items.
"Oil exploration and exploitation areas, military zones, dumping zones, third-party territorial waters and political claim areas are all things to watch out for," Larm says. "You also want to avoid areas where there's heavy fishing activities or dredging. You also want to take things like water currents into account."
Then there's the matter of selecting a landing site. This is not to be confused with getting a license to land an international cable in a market -- which is certainly a key issue, but only for private systems like East Asia Crossing and Level 3's Tiger network, since club cables like SEA-ME-WE-3, APCN-2 and FLAG are the products of incumbent telcos who have had permission to land cables domestically since at least the start of the 20th century.
According to Su Weichou, VP for the Greater China market for Level 3, there are many issues to consider in deciding where to physically land a cable. He suggests keeping the cable away from the local shipping channels. "The reason is that you have to consider your future operation and maintenance plan," he says. "If you run the cable through a shipping channel and it breaks, you have to stop all ships from using that channel while you're repairing the cable."
Su offers Level 3's own experience with selecting landing sites for the Tiger system as an example. "In Taiwan, we couldn't land cable anywhere on most of the east coast because there's a lot of undersea volcano and earthquake activity just offshore," Su says. "Landing the cable on the southern tip presented a backhaul problem because it's too far away from the exchange. We also had to be careful with deploying cable in the Taiwan Straits, because it's a politically sensitive area."
By the book
The bright side is that by the time all of that gets sorted, deploying the cable itself is actually a relatively by-the-book affair. Once the cable itself has been manufactured according to spec, it's loaded onto the ship.
"After the shore ends are put in," says AGC's Milroy, "at both ends you run about 10 to 15 km of cable from the [beach] manhole and tie it off to a buoy, then you basically run the cable between the ends according to the survey."
That survey is loaded into the ship's computers, so the ship is in essence preprogrammed to follow the undersea route plotted out for the cable.
During this process, the cable isn't just lying on the sea bed -- at least not for the whole length of the system, although this was standard practice until at least the 1960s. Nowadays, the cable is buried under the sea bed, offering further protection from fishing boats, anchors and shark attacks.
Burial depth varies according to the situation. Burying the cable becomes optional at depths below 2,000 meters. For those who choose to bury the cable at those depths, a meter under the floor is usually sufficient. In shallower waters (from 1,000 meters and up), burial is virtually mandatory, and a burial depth of 10 meters is strongly recommended, especially as the system gets closer to shore.
The burial process is performed by the self-explanatory cable plow, which is remotely controlled from a bay onboard the ship. So is the ROV (remote operated vehicle), a track-mounted vehicle whose job is to guide the cable to the appropriate place mapped out for it on the sea bed. Both are bristling with video cameras so the remote operators can see the floor and make sure the burial is done properly. The cable plow is typically capable of plowing through solid rock as well as sediment.

America's most wanted j-o-b-s - 10 hottest employment opportunities

Here are the 10 hottest employment opportunities for the next millennium
WHETHER YOU'RE JUST ENTERING THE JOB MARKET or you want to jump-start your current profession, we invite you to check out the 10 hottest careers for 1999 and beyond. The selection taps into a variety of interests, skills, experience requirements and job levels. Salaries, which largely depend on experience and geographical location, range from the low $20s to more than $100,000 annually.
Three of the 10 entries made the fastest growing occupations list published by the Bureau of Labor Statistics (BLS). This agency collects, processes and analyzes all employment data for the Department of Labor. According to the BLS, the total number of jobs in the United States is expected to increase by 18.6 million between now and 2006. The fastest growing occupations are concentrated in service sectors such as business services, healthcare and social services. The rapid growth in the business services sector is being led by technology-based jobs, especially those in computer and data processing services. As a result, these positions are projected to grow significantly more than the 14% average. Although employment growth is predicted to cross all levels of education and training, jobs usually requiring an associate degree or higher are expected to grow faster than average. Those requiring less education or training are predicted to grow more slowly than average; however, they will account for more than half of overall employment growth. The remaining careers were culled from an analysis of jobs across a spectrum of industries where the expected demand will far exceed the pool of qualified personnel.
The following listing should be used as a resource by junior and high school students as well as by college students and experienced employees. In this dynamic labor market, your success depends on your ability to make informed decisions. The key to a fruitful professional career is in your hands. It's your move.

accountant
The BLS projects a more than 30% increase in job openings for accountants. The blossoming opportunities for the occupation are a result of the increasing complexity of financial transactions and the relative low turnover in the profession. Earnings depend on the type of firm as well as the specialty. Those in internal auditing and tax accounting generally earn more than their counterparts in public, general and cost accounting. Also, petroleum manufacturers offer higher starting salaries than public accounting firms or the government. Major growth areas include management consulting, international business, internal auditing, investigative, environmental and cost accounting and estate planning.
Requirements:
To practice, you need only a bachelor's degree in accounting. However, to increase marketability, certified public accountants (CPAs), certified management accountants (CMAs) and certified internal auditors (CIAs) must obtain additional experience and pass a four-part examination.
Salary:
Entry level: $30,122-$36,905
Mid level: $34,898-$41,200
Executive: $39,165- $47,317
Contact:
National Association of Black Accountants Inc. (NABA), 7249-A Hanover Parkway, Greenbelt, MD 20770. 301-474-NABA
http://www.nabainc.org/
relationship manager
The evolution of the banking industry has spawned the emergence of the relationship manager. These professionals now advise clients on investments, cash management, insurance selection, security purchases and credit issues. Thanks to deregulation of the financial services industry in the 1980s, the products offered by banks, insurance companies and brokerage firms overlap. In 1986, banks held 46% of consumer assets, primarily in checking and savings accounts. By 1996, the proportion of consumer assets in these accounts dropped to 38% as customers moved their money into stocks, bonds and retirement funds. Today's banks offer a wide selection of services that were traditionally limited to other financial institutions.
Requirements:
Sales experience and customer service skills are a must. Professional affiliations are helpful. An M.B.A. is a plus.
Salary:
Entry Level: $40,000-$55,000
Mid level: $56,000-$75,000
Executive: $76,000-$110,000
Contact:
National Association of Urban Bankers, 1801 K St. NW, Suite 200A, Washington, DC 20006.
http://www.naub.org/
special education teacher
Job opportunities for special education teachers--educators who design and modify instruction to meet the needs of disabled or gifted students--are expected to significantly increase, as indicated by the BLS. This growth is driven by an increase in the number of students, government legislation requiring training and employment for individuals with disabilities and heightened public interest in the special needs area as well as educational reform. High turnover and a declining number of special education teaching graduates also contribute to a favorable job market.
Requirements:
In general, most states require at least a bachelor's degree in special education along with certain examinations in order to be licensed. Some states insist that special education teachers obtain a master's degree in a specialized education field.
Salary:
Earnings for special education teachers coincide with the pay scales of general education teachers. The 1996-97 U.S. average was $38,436.
Contact:
National Clearinghouse on Careers and Professions Related to Early Intervention and Education for Children with Disabilities, 1920 Association Dr., Reston, VA 20191-1589. 800-641-7824
http://www.special-ed-careers.org/
brand manager
According to the BLS, marketing, advertising and public relations managers can expect significant increases in their professions through the year 2006. Brand managers administer budgets, generate profit and loss statements as well as work with colleagues to ensure that a product is effectively marketed. Contrary to popular belief, brand loyalty is still widely practiced throughout the U.S. and competition in the consumer packaged goods industry is fierce. The challenge of competing for market share requires these marketing professionals to continuously develop new ways to facilitate growth.
Requirements:
At a minimum, a four-year business degree is required. Experience through internships is a plus. M.B.A. graduates typically enter at higher job levels.
Salary:
Entry level: $65,000-$70,000
Mid level: $85,000-$95,000
Executive: $97,000-$110,000
Contact:
National Association of Market Developers, P.O. Box 2936, Grand Central Station, New York, NY 10163. 212-561-0598
http://www.namdntl.org/
food scientist
Food science was recently named a critical-needs area by the U.S. Department of Agriculture and personnel shortages are projected for the next 10 years. Declining national student enrollment in food science indicates that there won't be enough graduates to meet the growing demand in this area. Food scientists use science and technology skills to develop, process, package and distribute food products. They oversee nutritional value, quality assurance, food plant management, food safety and new product development as well as study the analysis and processing of horticultural, agronomic and animal products.
Requirements:
Food science graduates at the bachelor's and M.B.A. levels qualify for entry-and mid-level positions in product development, production and operations management, technical sales, customer service, quality control and assurance. Doctoral food science graduates fill positions in academic research and teaching. Chemistry, biology and engineering graduates with a minor in food science also qualify for employment in the field.
Salary:
Entry level: $26,000
Mid level: $70,000-$80,000
Executive: up to $150,000
Contact:
Institute of Food Technologists, 221 N. LaSalle St., Suite 300, Chicago, IL 60601-1291. 312-782-8424
http://www.ift.org/
engineer
Analysts predict an additional 250,000 engineers will be needed in the U.S. over the next 10 years. According to BLS projections through 2005, computer engineers and engineering consultants will continue to be in strong demand. Engineering managers and biomedical engineers are also highly regarded. Alternatively, civil, mechanical and chemical engineers face a slower growing market but job turnover will result in significant employment opportunities. As the government continues to cut back in spending, defense-related engineering jobs will show the slowest growth. The number of future engineering graduates isn't expected to meet increasing demand because American college students lack interest in the area. Additionally, African American enrollment has declined nearly 10% since its peak in 1993 and is expected to decline further through 2000.

Requirements:
Engineering degrees must be obtained from a university qualified by the Accreditation Board for Engineering and Technology. To become licensed, engineers must have a degree from an accredited university, three to five years of work experience and pass a state-sponsored professional engineer examination.
Salary:
Entry level: $37,905-$51,201
Mid level: $54,190-$70,413
Executive: $83,820-$155,974
Contact:
National Society of Black Engineers, 1454 Duke St., Alexandria, VA 22314. 703-549-2207
http://www.nsbe.org/
pharmacist
As people live longer, the need for improved medications and highly trained pharmacists will increase. In addition, new technology has greatly enhanced the ability of researchers to treat and remedy diseases once considered incurable. Pharmacists can also capitalize on the emerging job opportunities at medical care insurance companies and in state drug utilization programs.
Pharmaceutical companies also employ pharmacy majors in research and development positions as well as in sales and marketing.
The earning potential for pharmacists is high and impressive, with salaries tending to be higher on the East and West Coasts.
Requirements:
A bachelor of science in pharmacy or the professional Doctor of Pharmacy (Pharm D). Pharmacists also need to pass the North American Pharmacist Licensure Examination (NAPLEX) to become registered and practice pharmacy. California has its own licensing exam. Additionally, some states require pharmacists to pass a laboratory exam or a "wet test." In the year 2000, the American Council on Pharmaceutical Education will only accredit Pharm D degree programs in pharmacy.
Salary(*):
Entry level: $28,000-$44,000
Mid level: $42,700-$52,054
Executive: $61,750-$73, 935
(*) Represents pharmacists employed by the federal government. Private firms pay significantly higher.
Contact:
American Pharmaceutical Association, 2215 Constitution Ave. NW, Washington, DC 20037. 202-628-4410
http://www.aphanet.org/
corrections officer
Employment of correction officers is expected to grow by 50% through the year 2005. Unfortunately, the expected expansion and new construction of correctional facilities will require additional officers for the growing number of inmates. Correction officers oversee incarcerated individuals. They also ensure the safety and security of prisoners and work in conjunction with psychologists, social workers or other mental health professionals.
Requirements:
Must be at least 18 (21 in some areas) with a high school diploma. College education preferred. Most states require candidates to successfully complete academy training within the first year of employment. This training includes intensive study and some physical fitness activities.
Salary:
Salaries vary by state. They start as low as $12,000 in Arkansas and as high as $35,000 in New Jersey. The average is $23,000.
Contact:
The Corrections Connection--the largest online resource for news and information in corrections.
http://www.corrections.com/
legal nurse consultant
Legal nurse consultants use medical knowledge and paralegal training to assist in personal injury and civil law cases. According to the Department of Labor, the paralegal profession is one of the five fastest growing occupations in the U.S., and the employment outlook for legal nurse consultants reflects this growth. Recently, firms specializing in personal injury, medical malpractice and general litigation law as well as insurance companies and corporate legal departments are using legal nurse consultants instead of expensive consulting physicians. The addition of legal nurse consultants has become an integral part of a firm's legal team.
Requirements:
A registered nurse's license is required and a bachelor of science degree in a related field from an accredited college is recommended. The American Nurses Association also recommends that nurse legal consultants pass a certification exam to increase marketability.
Salary(*):
Entry level: $28,000-$38,000
Mid level: $41,000-$46,000
Executive: $50,000 and up
(*) Estimates provided by the Rochester, New York, Legal Nurses Network.
Contact:
American Association of Legal Nurse Consultants (AALNC), 4700 W. Lake Ave., Glenview, IL 60025-1485. Request the brochure "What Is A Legal Nurse Consultant?" 847-375-4713
http://www.aalnc.org/
computer programmer
According to the federal government, an average of 95,000 computer scientists, systems analysts and programmers will be needed every year between now and 2005. Programmers skilled in database software made by Oracle, C, C , Visual Basic and Java are the hottest commodities and will continue to be highly desired in upcoming years. Computer professionals with both UNIX and Window NT operating system know-how are also high on the list. In addition, companies demand experts in the older COBOL and FORTRAN languages to tackle the world's Year 2000 (Y2K) computer problems.

7 tips for effective listening: productive listening does not occur naturally. It requires hard work and practice - Back To Basics - effective listening is a crucial skill for internal auditors

TO BE SUCCESSFUL AT THEIR job, internal auditors must be able to write, speak, and listen effectively. Of these three skills, effective listening may be the most crucial because auditors are required to do it so often. Unfortunately, listening also may be the most difficult skill to master.
Effective listening is challenging, in part, because people often are more focused on what they're saying than on what they're hearing in return. According to a recent study by the Harvard Business Review, people think the voice mail they send is more important than the voice mail they receive. Generally, senders think that their message is more helpful and urgent than do the people who receive it.
Additionally, listening is difficult because people don't work as hard at it as they should. Listening seems to occur so naturally that putting a lot of effort into it doesn't seem necessary. However, hard work and effort is exactly what effective listening requires.
Internal auditors must listen to explanations, rationales, and defenses of financial practices and procedures. They are constantly communicating with fellow employees whose backgrounds range from accounting to finance to marketing to information systems. In addition, explanations by fellow employees of any "unusual" practices often pose a significant challenge to an internal auditor's listening skills. Auditors can use the following techniques to improve these skills.

1. CONCENTRATE ON WHAT OTHERS ARE SAYING. When listening to someone, do you often find yourself thinking about a job or task that is nearing deadline or an important family matter? In the middle of a conversation, do you sometimes realize that you haven't heard a word the other person has said? Most individuals speak at the rate of 175 to 200 words per minute. However, research suggests that we are very capable of listening and processing words at the rate of 600 to 1,000 words per minute. An internal auditor's job today is very fast and complex, and because the brain does not use all of its capacity when listening, an auditor's mind may drift to thinking of further questions or explanations rather than listening to the message at hand. This unused brainpower can be a barrier to effective listening, causing the auditor to miss or misinterpret what others are saying. It is important for internal auditors to actively concentrate on what others are saying so that effective communication can occur.
2. SEND THE NONVERBAL MESSAGE THAT YOU ARE LISTENING. When someone is talking to you, do you maintain eye contact with that person? Do you show the speaker you are listening by nodding your head? Does your body language transmit the message that you are listening? Are you leaning forward and not using your hands to play with things? Most communication experts agree that nonverbal messages can be three times as powerful as verbal messages. Effective communication becomes difficult anytime you send a nonverbal message that you're not really listening.
3. AVOID EARLY EVALUATIONS. When listening, do you often make immediate judgments about what the speaker is saying? Do you assume or guess what the speaker is going to say next? Do you sometimes discover later that you failed to interpret correctly what the speaker was telling you? Because a listener can listen at a faster rate than most speakers talk, there is a tendency to evaluate too quickly. That tendency is perhaps the greatest barrier to effective listening. It is especially important to avoid early evaluations when listening to a person with whom you disagree. When listeners begin to disagree with a sender's message, they tend to misinterpret the remaining information and distort its intended meaning so that it is consistent with their own beliefs.
4. AVOID GETTING DEFENSIVE. Do you ever take what another person says personally when what her or she is saying is not meant to be personal? Do you ever become angry at what another person says? Careful listening does not mean that you will always agree with the other party's point of view, but it does mean that you will try to listen to what the other person is saying without becoming overly defensive. Too much time spent explaining, elaborating, and defending your decision or position is a sure sign that you are not listening. This is because your role has changed from one of listening to a role of convincing others they are wrong. After listening to a position or suggestion with which you disagree, simply respond with something like, "I understand your point. We just disagree on this one." Effective listeners can listen calmly to another person even when that person is offering unjust criticism.
5. PRACTICE PARAPHRASING. Paraphrasing is the art of putting into your own words what you thought you heard and saying it back to the sender. For example, a subordinate might say: "You have been unfair to rate me so low on my performance appraisal. You have rated me lower than Jim. I can do the job better than him, and I've been here longer." A paraphrased response might be: "I can see that you are upset about your rating. You think it was unfair for me to rate you as I did." Paraphrasing is a great technique for improving your listening and problem-solving skills. First, you have to listen very carefully if you are going to accurately paraphrase what you heard. Second, the paraphrasing response will clarify for the sender that his or her message was correctly received and encourage the sender to expand on what he or she is trying to communicate.
6. LISTEN (AND OBSERVE) FOR FEELINGS. When listening, do you concentrate just on the words that are being said, or do you also concentrate on the way they are being said? The way a speaker is standing, the tone of voice and inflection he or she is using, and what the speaker is doing with his or her hands are all part of the message that is being sent. A person who raises his or her voice is probably either angry or frustrated. A person looking down while speaking is probably either embarrassed or shy. Interruptions may suggest fear or lack of confidence. Persons who make eye contact and lean forward are likely exhibiting confidence. Arguments may reflect worry. Inappropriate silence may be a sign of aggression and be intended as punishment.
7. ASK QUESTIONS. Do you usually ask questions when listening to a message? Do you try to clarify what a person has said to you? Effective listeners make certain they have correctly heard the message that is being sent. Ask questions to clarify points or to obtain additional information. Open-ended questions are the best. They require the speaker to convey more information. Form your questions in a way that makes it clear you have not yet drawn any conclusions. This will assure the message sender that you are only interested in obtaining more and better information. And the more information that you as a listener have, the better you can respond to the sender's communication.
LISTEN ACTIVELY
Not everyone has to possess the same style of listening, but internal auditors who use "active" listening will likely become much better listeners. Active listening demands that the receiver of a message put aside the belief that listening is easy and that it happens naturally and realize that effective listening is hard work. The result of active listening is more efficient and effective communication.
The Listening Quiz
Are you an effective listener? Ask a peer that you communicate with regularly and who you know will answer honestly to respond "yes" or "no" to these 10 questions. Do not answer the questions yourself. We often view ourselves as great listeners when, in fact, others know that we are not.
1. During the past two weeks, can you recall an incident where you thought I was not listening to you?
2. When you are talking to me, do you feel relaxed at least 90 percent of the time?
3. When you are talking to me, do I maintain eye contact with you most of the time?
4. Do I get defensive when you tell me things with which I disagree?

7 tips for effective listening: productive listening does not occur naturally. It requires hard work and practice - Back To Basics - effective listening is a crucial skill for internal auditors

by Tom D. Lewis, Gerald Graham

5. When talking to me, do I often ask questions to clarify what you are saying?
6. In a conversation, do I sometimes overreact to information?
7. Do I ever jump in and finish what you are saying?
8. Do I often change my opinion after talking something over with you?
9. When you are trying to communicate something to me, do I often do too much of the talking?
10. When you are talking to me, do I often play with a pen, pencil, my keys, or something else on my desk?
Use your peer's answers to grade your listening skills. If you received nine or 10 correct answers, you are an excellent listener; seven or eight correct answers indicates a good listener; five or six correct answers means you possess average listening skills; and less than five correct answers is reflective of a poor listener.
The answers most often given for effective listeners are: 1. no, 2. yes, 3. yes, 4. no, 5. yes, 6. no, 7. no, 8. yes, 9. no, 10. no.
To submit a "Back to Basics" article for consideration, or to request coverage of an introductory-level internal audit topic, please e-mail Larry Hubbard at Larry@LHubbard.com
TOM D. LEWIS, PHD, is an associate professor of accounting in the College of Business at Creighton University in Omaha, Neb.
GERALD GRAHAM, PHD, is the Clinton Distinguished Professor of Management in the Barton School of Business at Wichita State University in Witchita, Kan.
To comment on this article, e-mail the authors at tlewis@theiia.org.
COPYRIGHT 2003 Institute of Internal Auditors, Inc.
COPYRIGHT 2003 Gale Group