Forgotten World War Two Bunker (Restoration Man) | History Documentary | Reel Truth History

Forgotten World War Two Bunker (Restoration Man) | History Documentary | Reel Truth History

Jamie Brown has big ideas about turning a 15,000 sq ft historic WW2 RAF bunker into his new home. However the bunker totally encased in earth, with no natural light, and the back section submerged in water. Host George Clarke

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Origins of Major City Names

Origins of Major City Names

In this video, we discuss the origin of the names of the major cities of the planet Earth. How and why they’re called what they’re called.

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Sources and further reading:
https://www.etymonline.com/
https://www.britannica.com/
https://www.wikipedia.org/
https://www.dictionary.com/

Picture sources:

By Benh LIEU SONG (squared by Juan Pablo Arancibia Medina) – (original), CC BY-SA 3.0, https://commons.wikimedia.org/w/index.php?curid=4768088
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By John Picken – Flickr: Chicago River ferry, CC BY 2.0, https://commons.wikimedia.org/w/index.php?curid=21696090
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By Kenny Louie from Vancouver, Canada – York after sunset, CC BY 2.0, https://commons.wikimedia.org/w/index.php?curid=24336523
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By Torbjorn Toby Jorgensen – Copenhagen City Hall, CC BY-SA 2.0, https://commons.wikimedia.org/w/index.php?curid=82526180
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By TUBS – Own workThis W3C-unspecified vector image was created with Adobe Illustrator.This file was uploaded with Commonist.This vector image includes elements that have been taken or adapted from this file: China edcp location map.svg (by Uwe Dedering)., CC BY-SA 3.0, https://commons.wikimedia.org/w/index.php?curid=16493580
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Tom Izzo remains confident in Michigan State football’s complicated coaching search – MLive.com

Tom Izzo is in the middle of a season and has plenty to keep him busy with his own team.

The Michigan State basketball coach is also very aware of the massive challenge the university is facing in finding a new football coach to replace Mark Dantonio, who announced his retirement last Tuesday. The process became more complicated when Cincinnati’s Luke Fickell, who was viewed as the top target, announced Monday he’s sticking with the Bearcats.

Cincinnati’s Luke Fickell cites family, relationships as reasons for turning down Michigan State

“We’re going to get a good football coach, I really believe we are,” Izzo said on Monday afternoon, hours after news broke Fickell wasn’t leaving Cincinnati.

Izzo has been with Michigan State since 1983, is in his 25th season as head coach and is a member of the Naismith Memorial Basketball Hall of Fame. He has been in East Lansing long enough to see football coaches George Perles, Nick Saban, Bobby Williams, John L. Smith and Dantonio either walk out the door or be fired. Izzo was part of the search process when Michigan State hired Dantonio, was on the plane that picked him up from Cincinnati and said he cried when watching Dantonio tell his team he was retiring.

10 potential coaching candidates for Michigan State with Luke Fickell out

Dantonio was hired away from Cincinnati in November 2006 and in 13 seasons with the Spartans became the program’s all-time winningest coach while racking up a trio of Big Ten titles. The task to find his replacement is up to athletic director Bill Beekman and a search committee, which includes deputy athletic director Alan Haller and deputy athletic director/compliance director Jennifer Smith. Beekman last week called Izzo an “important voice” in the process and Izzo on Tuesday said he has been involved.

“I think Alan and Bill and Jen have kept me very much involved,” Izzo said. “I will talk to some people, I will do some things. Coach D is still involved. I’ve got friends in the coaching world – that’s the one advantage I get – that I can call.”

Luke Fickell turning down Michigan State is a huge blow to coaching search amid bad timing

Michigan State is a week into its search and Fickell pulling his name from it was a huge blow. And that came after Iowa State’s Matt Campbell, Pittsburgh’s Pat Narduzzi, Colorado’s Mel Tucker and 49ers defensive coordinator Robert Saleh all publicly said they plan on remaining in their current job or have reportedly turned down interest from the Spartans.

As Michigan State pushes forward in the search, Izzo is also dealing with a team that reached the Final Four last year and opened this season as the preseason No. 1 in the AP rankings but just dropped out of the top 25 amid a three-game losing streak. Senior point guard Cassius Winston’s brother Zachary died in November and junior forward Xavier Tillman’s wife is expected to deliver their second child soon.

Obviously Izzo has a lot on his plate and being part of finding the next football coach continues to take up a spot. He acknowledged the timing isn’t ideal but also how important the next coach is to the university.

“It carries a lot of your athletic department,” Izzo said. “And if they’re doing well, it’s better for me. … Whether I have time or not? I have time. I’m a big-picture guy. I’ve been here for 30-some years, I plan on being here for some more years. The new guy that’s coming in I hope he thinks I’m his biggest supporter.”

Related Michigan State football stories:

Cincinnati’s Luke Fickell reportedly turns down Michigan State

Recapping a wild weekend and what’s ahead in Michigan State’s coaching search

Tom Izzo willing to do ‘whatever they need’ to help MSU’s coaching search

Redskins make history by hiring Jennifer King as a full-year coaching intern – CBS Sports

The Washington Redskins are entering a period of transition this offseason. Jay Gruden is gone, Ron Rivera is here and he has started to put together his staff. On Monday, the Redskins announced that they were hiring an assistant that would make history.

According to their official website, the Redskins are hiring Jennifer King as a full-year coaching intern. She will be the NFL‘s first African American female full-time assistant coach. 

Rivera and King had a preexisting relationship. Back during his time with the Carolina Panthers, Rivera had hired King as a wide receivers coaching intern for two summers according to ESPN. King worked one-on-one with rookies on playbook proficiencies and individual skill development along with analyzing drill efficiency and drill concepts. She worked extensively with star running back Christian McCaffrey.

In this new role, King will work with the offensive staff throughout the course of the offseason, training camp and regular season, and specifically assist coach Randy Jordan with the running backs. 

“Jennifer is a bright young coach and will be a great addition to our staff,” said Rivera. “Her familiarity with my expectations as a coach and my firsthand knowledge of her work ethic and preparation were big factors in bringing her to the Redskins.”

King has worked as an offensive assistant with Dartmouth College, and worked primarily with the wide receivers. She also spent some time in the short-lived Alliance of American Football, where she was an assistant wide receivers coach and special teams assistant for the Arizona Hotshots. During that time, she helped former Redskins receiver Rashad Ross develop into one of the most recognizable stars in the league.

King has already created quite a resume for herself, and it will be interesting to see if she can continue her climb up the coaching ranks with the Redskins. 

A wide-spectrum image of Maslow’s hierarchy of needs – People Matters

Life @ Work

There are similarities between the story of Rubik’s Cube and the multidimensional Maslow’s hierarchy of needs which can be rearranged and applied in multiple situations.

A wide-spectrum image of Maslow's hierarchy of needs

The Rubik’s Cube, which was invented in 1974 by Erno Rubik, a Hungarian architect, made up of nine colored squares on each side which can be rearranged in 43 quintillion different ways. That is 43,000,000,000,000,000,000.

There are only a handful of toys that last more than a generation. But the Rubik’s Cube has joined the likes of Barbie, Play-Doh, Lego and the Slinky, as one of the great survivors in the toy cupboard. What makes it remarkable is that it did not start out as a toy. The Rubik’s Cube was invented as a working model to help explain three-dimensional geometry.

I personally find it quite interesting to explore more and more about the application of Maslow’s Hierarchy of Needs in context of a real world scenario.

Interestingly, there is some similarity between the story of Rubik’s Cube and the multidimensional Maslow’s hierarchy of needs which can be rearranged and applied in multiple situations in multiple ways.

We are more familiar with “ascending” the levels of the hierarchy of needs, as explained by Abraham Maslow. However, it would be worthwhile to relook at the not so obvious side of hierarchy of needs – “descending” the levels and its multifaceted application. 

To begin with, let me share a real life story relating to divestment of a business unit and outsourcing of business process to the third party. The other one is the phenomenon commonly seen today i.e. entrepreneurs inverting the pyramid and they start from self-actualization.

In case of divestment of a business unit in a company (SKL -name changed), it was observed that as soon as the formal announcement of divestment was made, most of the long tenured mid to senior level experienced and talented managerial staff (age group 40-55 years) started feeling threatened. They were permanently settled in Delhi/NCR and did not want to relocate to Mumbai in a new organization and new work culture. Many of them accepted lower salary in their new job, lower management hierarchy and reduction in their fringe benefits.

It gave us an impression that they descended from “Self-actualization” (they were talented, well experienced and achievers) to “Security” stage in Maslow’s hierarchy as they started fighting for survival. In addition, their “Self-Esteem” (prestige) also got a huge dent as they went for lower management category job, lower salary and benefits. 

A very similar phenomenon was observed when one company decided to outsource a business process to a third party. The employees who moved to the new entity actually felt very insecure as they had to start a fresh (fresh joining date) and adjust to a new organization…new work culture. It appeared that suddenly Security needs took over Self-actualization and they descended in Maslow’s hierarchy. 

A very common scenario around us is when entrepreneurs invert the pyramid and they start with self-actualization. The following was reported in the news line in 2018:

“With the launch of Traxi, a service platform to aggregate farm equipment (including tractors) demand, Escorts Ltd is hoping to transform itself into the next Uber/Ola of the agriculture segment. TRAXI becomes an alternate service for farmers who cannot afford to buy a tractor.”

Maslow wrote that only those who have met all of the four previous needs could reach “self-actualization”, the ability to reach their potential or to be self-fulfilled. If this were true, no one would ever become an entrepreneur. Let us examine this phenomenon further.

We have observed that true entrepreneurs are passionate and they sacrifice Basic needs for their passions. They get so busy that they forget to eat and in the process push themselves to the breaking point, enduring high levels of stress as they confront the unknown path ahead.

We have also seen that many entrepreneurs quit their well-paying jobs to turn their dreams into reality. And contrary to Maslow’s theory, it looks like that the first act of becoming self-actualized is to throw away Safety and financial security without blinking an eyelid.

Most entrepreneurs miss their kids and family at least initially sacrificing Social needs. They find it difficult to spare more time for family and friends when pursuing their dreams of building their enterprise.  

We have seen that friends and family members often think that the entrepreneurs are crazy as they give up so much for their new enterprise. They also call them idealists and dreamers, but they (entrepreneurs) overcome self-doubt and they confidently move towards their dreams and goals –Self-Esteem.  

It is quite evident from the above briefing that the entrepreneurs start with self-actualization; they begin with undying resolve of fulfilling their dreams, desires and goals. They see them achieving with every pitch to investors, sale to a customer or addition to their product and service offering. For them, struggle is part of the joy –Self-actualization. 

We are familiar with ‘ascending’ the levels of the hierarchy of needs, as explained by Abraham Maslow. However, it would be worthwhile to relook at the other side of hierarchy of needs – ‘descending’ the levels

Let us shift the gear and examine the application and usage of multifaceted theory of Maslow’s hierarchy of needs in a company where I worked earlier:

High performing employees were found to be high on fulfillment of their Social needs (network within and outside the organization/ with good horizontal relationships) and Esteem needs (had extraordinary confidence, sense of achievement and shown hunger for doing more). They also demonstrated that they were moving right on self-actualization path-they possessed a good combination of focus and energy in achieving audacious goals and soon they became the pillars of change and business transformation. The multifaceted Maslow theory also came handy in making a quick assessment (diagnostic through leadership interviews). If we look at Maslow hierarchy of needs and ask Line managers to plot their people in hierarchy blocks, it would give them a broad view and some meaningful insights on existing departmental /functional culture and work out on some priority agenda. The insights may tell them about what makes people to work for the organization, what motivates them, and what makes them “Stay” in the organization, etc. Further, when the managers found that a large number of people were at higher level in the hierarchy of needs, then it was inferred that the organization is blessed with sound people support and it can to go for achieving some audacious goals.

The Managers, who knew where his /her people are in the Maslow hierarchy of needs, helped them to conduct performance conversation better not only during the half-yearly/annual performance reviews, rather it proved very useful in their regular conversations. For example, employees at “Security needs” level, required a different approach and style as compared to those who were on higher level of needs –Social needs’ – ‘Esteem needs’ – ‘Self-actualization’ needs.

In CXO level hiring, the fundamental criteria (in the context of Maslow theory) was the following:

  1. To select a candidate who believed that fulfillment of “Social needs” (belongingness) was a must to create a right environment within the organization for propelling a higher level of employee engagement and productivity. This helped the organization in preparing ground for cultural build up required for sustaining critical organizational change and business transformation. 
  2. In addition, an assessment of drive for fulfilling ‘Esteem needs’ (need for achievement of extraordinary results/self-confidence) was also important. 
  3. Further, selection of candidates having a drive for “Self-actualization” was important when business was entering into ‘transformation zone’ and critical change management phase. This was particularly true in R&D (for delivering to customers new/competitive products at low cost) and Sales acceleration to penetrate new markets.

Further, during the change management (business transformation phase), the following were observed:

Some people found pace of change extremely high and they were not able to run with the required speed – they were Low on Focus – Low on Energy. Even some people with High energy but with Low focus, felt quite insecure about their future. The conversation with them was to bring them back to the track was quite different as compared to other people who were aligned with the change and were performing well.

Maslow wrote that only those who have met all of the four previous needs could reach ‘self-actualization’, the ability to reach their potential or to be self-fulfilled. If this were true, no one would ever become an entrepreneur

People who were high on “Esteem needs” adapted to organizational change very well and progressed with the organization towards fulfilling “Self-actualization needs”. However, there was a downside to this phenomenon – perpetuation of internal unhealthy competitions amongst employees in some departments/sections which created dents on fulfilment of their “Esteem”.

Topics: Life @ Work