Saturday, 17 August 2019

Chelsea press conference live: Frank Lampard on Leicester City, Kante, Rudiger & Abraham

Hello and welcome to Cobham, where Chelsea boss Frank Lampard is set to speak to the media ahead of the Premier League clash against Leicester City on Sunday afternoon.
It has not been the start Lampard would have wanted as the new head coach, with a thumping 4-0 defeat in the Premier League against Manchester United followed by a penalty shootout loss to Liverpool in the UEFA Super Cup.
Lampard will be discussing the latest injury news, with N'Golo Kante looking likely to make his first Premier League appearance of the season after completing a full 120 minutes against Liverpool on Wednesday.
Antonio Rudiger is close to a comeback from injury, while Willian was fit enough for a place on the bench against Liverpool, but did not feature.

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Thursday, 8 August 2019

David Luiz has today completed a permanent transfer to Arsenal.

The Brazilian’s switch across London brings to an end a Chelsea career spanning seven seasons across two separate spells, a period in which he won six major honours.
David Luiz first became a Chelsea player in January 2011, joining from Benfica on transfer deadline day.
His Blues debut came as a late substitute at home to Liverpool, before his first start eight days later in a goalless draw at Fulham.
His first full campaign, the 2011/12 season, is one that will live long in the memory of all Chelsea supporters, and David Luiz more than played his part. Roberto Di Matteo was now at the helm and, in one of the Italian's first matches in charge, David Luiz was outstanding alongside John Terry as we overturned a 3-1 first-leg deficit against Napoli to progress to the Champions League quarter-finals.
Unfortunately, he picked up an injury in our 5-1 FA Cup semi-final win against Tottenham Hotspur which ruled him out of the domestic final against Liverpool, as well as both legs of our Champions League semi-final against Barcelona.
However, following an intense rehabilitation programme he was passed fit to play in the Champions League final against Bayern Munich and came through the entire 120 minutes, with the Blues under pressure for long spells. He went on to score in the penalty shoot-out as we lifted the trophy for the first time in our history.


David Luiz remained a regular in the side for 2012/13, scoring crucial goals in Europe to help us to the Europa League final and the Brazilian started in Amsterdam against Benfica as we tasted success on the European stage for the second consecutive season.
Under Jose Mourinho in 2013/14, David Luiz’s best displays came when he was used in midfield, as he was in wins against Liverpool, Manchester City and Arsenal. However, his campaign was disrupted by injury and he completed a transfer to Paris Saint-Germain shortly after the season had concluded.
After two years in the French capital, during which time he won five domestic honours, he returned to Stamford Bridge in another deadline-day move in August 2016. He resumed his Chelsea career against the same side as his original home debut – Liverpool – and quickly became a central figure in Antonio Conte’s 3-4-3 system.
Six league games passed without a goal conceded in October and November, with a club-record 13 straight league wins by the end of the year earning the defender plenty of praise. He played 33 of the 38 games as he won his first Premier League title and was named in the PFA Team of the Season.

Saturday, 3 August 2019

Chelsea manager Frank Lampard heaps praise on Mason Mount after impressive pre-season Phil HaighSaturday 3 Aug 2019 7:40 pm Share this

Chelsea manager Frank Lampard heaps praise on Mason Mount after impressive pre-season Phil HaighSaturday 3 Aug 2019 7:40 pm Share this article via facebookShare this article via twitterShare this article via messenger Mason Mount has had an extremely impressive pre-season with Chelsea (Picture: Getty Images) Frank Lampard has been impressed with Mason Mount’s quality, work rate and character during the pre-season and has hinted that the youngster has played his way into the Chelsea first team. Mount has featured regularly in Chelsea’s friendlies this summer, scoring twice against Reading last Sunday and playing the full 90 in the 2-2 draw with Gladbach on Saturday. The 20-year-old is yet to make a senior appearance for the Blues, but after an eye-catching season on loan at Derby with Lampard last season, he may be ready to make the step up. The boss at Stamford Bridge stated after the draw with Gladbach that Mount could scarcely have done anything more to work his way into the first team plans. Mount played 90 minutes against Borussia Monchengladbach on Saturday (Picture: Getty Images) ‘He’s done a lot. Coming back here, obviously I worked with him last year, and I’m really happy with how he’s trained and his status within the group,’ said Lampard. ‘The players recognise quality instantly, but they also recognise work rate and character. Mason’s got all of those and he’s given me a problem. ‘Ross Barkley’s also had a good pre-season and Ruben Loftus-Cheek will be back later on. It’s good because they’re all adaptable and can play in a variety of positions amongst themselves. ‘I couldn’t ask for more from what Mason’s done.’ Chelsea defender David Luiz also had kind words for his team-mate, predicting an extremely bright future for Mount. ‘I think he did great when he was at Derby. I’m so happy because I’m seeing a player with a great mentality, great talent,’ said the Brazilian. ‘Everybody knows he’s got the talent, everybody knows he’s got the goals, but I love to see the way he trains, the way he likes to listen and try to improve. I think he is going to be the future of Chelsea – the present and the future – and England for sure.’

Read more: https://metro.co.uk/2019/08/03/chelsea-manager-frank-lampard-heaps-praise-mason-mount-impressive-pre-season-10513836/?ito=cbshare
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Tuesday, 5 February 2019

“Cancer Institute Admits Cannabis Can Kill Cancer”

Cancer kills nearly 600,000 Americans per year. And this year alone, over 1.6 million people will be diagnosed. So much time and research has gone into the cure of cancer in the last few decades. Yet, because of the stigma associated with marijuana, this wonder plant has been largely ignored by governments and researchers as a potential cure – or a key piece to a cure at least.

The Admission

In August 2015, the National Cancer Institute (NCI) released a report on their website which stated, “Marijuana kills cancer”. Yes, you read that right – marijuana kills cancer.
We know that cannabis can be used for medicinal purposes to relieve symptoms of many chronic illnesses. In fact, marijuana has actually been used for medicinal purposes for over 3000 years.
The potential benefits of medicinal Cannabis for people living with cancer (and other chronic illness) include:
  • Anti-nausea
  • Appetite stimulation
  • Pain relief
  • Improved sleep
Cannabis Benefits

So, How Does Cannabis Kill Cancer?

There are 21 chemical components found in marijuana called cannabinoids. These chemicals activate specific receptors found throughout the body to produce pharmacologic effects in the central nervous system and the immune system. This is the physiological and biochemical changes in the body produced by a drug in therapeutic concentration.
THC (delta-9-tetrahydrocannabinol) is the primary psychoactive ingredient found in marijuana. However, there are other compounds such as cannabinol (CBN), cannabidiol (CBD), cannabichromene (CBC), cannabigerol (CBG), tetrahydrocannabivarin(THCv), and delta-8-THC that can have pharmacologic effects. For example, CBD is known to have significant analgesic and anti-inflammatory activity without the high that THC produces.
During a 2-year study, groups of mice and rats were given various doses of THC by tube feeding. Tests were also done of a variety of cancerous cells.

Here Is What They Found:

  • Cannabinoids may reduce tumor growth by causing cell death, blocking cell growth, and blocking the development of blood vessels needed to grow tumors.
  • Lab tests on animals have shown that cannabinoids may be able to kill cancer cells while protecting normal cells.
  • Cannabinoids may protect against inflammation of the colon and may have potential in reducing the risk of colon cancer, and possibly in its treatment.
  • A laboratory study of THC in liver cancer cells showed it damaged or killed the cancer cells.
  • The same study of THC in models of liver cancer showed that it had anti-tumor effects.
  • CBD may make chemotherapy more effective
Source: National Cancer Institute
A Men’s Health Study proves that cannabis can potentially kill cancer: An analysis of 84,170 participants looked at the association between cannabis use and the occurrence of bladder cancer. Over 16 years, they found 89 Cannabis users developed bladder cancer compared with 190 of the men who did not report cannabis use. After dividing the study up by age, race, ethnicity, and body mass index, cannabis use was associated with a 45% reduction in bladder cancer incidence.
In conclusion, many studies have shown the potential of cannabis being able to kill cancer cells. However, little of these studies have been tested on humans. Only a handful of clinical trials have been held with humans, so it is too soon to say if the effects will work as well in humans. The good news is work is being done, and the topic is gaining interest among researchers.

Ivan Rakitic to Chelsea: Agent issues update on Barcelona star's future amid talk of summer move

Ivan Rakitic's agent has spoken out about the midfielder's future at Barcelona amid links to Chelsea.
The Croatia international has been a key part of the club's success following his move from Sevilla a number of years ago but his place in the starting XI next season has come into question following the signing of Ajax's Frenkie de Jong.
There could be even more competition for a midfield place amid widespread reports that the La Liga giants are leading the race to sign Adrien Rabiot as he is out of contract at Paris Saint-Germain come the summer.Rakitic dominated the front page of  Barcelona-based publication Sport  seven days ago following reports that the Blues want to lure him to Stamford Bridge in the summer.
However, he revealed he is very happy at the Camp Nou at present and he would ideally like to stay for longer.
"Since I've been here I do not know how many times I've left and I'm back," said the Croat after his side's Copa del Rey victory over Sevilla, as reported by Goal. "I'm more than happy here and my intention is to be here longer."The other day I gave the president a little nudge to see if he would start my renewal."
Rakitic's desire to stay put has since been reiterated by his agent Arturo Canales who has been responding to rumours that PSG as well as Inter Milan are also interested in the 30-year-old."It is an impossible scenario to see Ivan leaving Spain in the summer," he told  La Gazzetta dello Sport , as reported by Marca.

Learn any of these 16 programming languages and you'll always have a job

  • software engineering is one of the most in-demand job fields out there.
  • Some of the most important languages to know are JavaScript, Java, C, and more.
  • Business Insider compiled a list of 16 programming languages that can give you an edge in your career. 
"Software is eating the world," venture capitalist Marc Andreessen famously declared.
Someone has to write that software. Why not you?There are thousands of programming languages, but some are far more popular than others.
When a company goes out to find new programming talent, they're looking for people familiar with the languages and systems they already use — even as newer languages like Apple Swift or Google Go start to make a splash.
Here are the programming languages you should learn if you always want to have a job, as suggested by the popular TIOBE Index, the Redmonk Programming Language Rankings, the HackerRank Developer Skills Report and the annual Stack Overflow developer survey.

Java: Originally invented in 1991 as a programming language for smart televisions, Oracle's Java is still the most popular language in the world — a position solidified by the fact that Java is crucial to Android app development and lots of business software.C: One of the oldest programming languages still in common use, C was created in the early 1970s. In 1978, the language's legendary and still widely read manual, the 800-page "The C Programming Language," saw print for the first time.Python: This language traces back to 1989, and is loved by its fans for its highly readable code. Many programmers suggest it's the easiest language to get started with.

Herme Herisyam/Malaysia’s Civil Defence Force 

Learn any of these 16 programming languages and you'll always have a job

  • software engineering is one of the most in-demand job fields out there.
  • Some of the most important languages to know are JavaScript, Java, C, and more.
  • Business Insider compiled a list of 16 programming languages that can give you an edge in your career. 
"Software is eating the world," venture capitalist Marc Andreessen famously declared.
Someone has to write that software. Why not you?There are thousands of programming languages, but some are far more popular than others.
When a company goes out to find new programming talent, they're looking for people familiar with the languages and systems they already use — even as newer languages like Apple Swift or Google Go start to make a splash.
Here are the programming languages you should learn if you always want to have a job, as suggested by the popular TIOBE Index, the Redmonk Programming Language Rankings, the HackerRank Developer Skills Report and the annual Stack Overflow developer survey.

Java: Originally invented in 1991 as a programming language for smart televisions, Oracle's Java is still the most popular language in the world — a position solidified by the fact that Java is crucial to Android app development and lots of business software.C: One of the oldest programming languages still in common use, C was created in the early 1970s. In 1978, the language's legendary and still widely read manual, the 800-page "The C Programming Language," saw print for the first time.Python: This language traces back to 1989, and is loved by its fans for its highly readable code. Many programmers suggest it's the easiest language to get started with.

Herme Herisyam/Malaysia’s Civil Defence Force 

Wednesday, 9 January 2019

Inside Facebook's 'cult-like' workplace, where dissent is discouraged and employees pretend to be happy all the time


At a company-wide town hall in early October, numerous Facebookemployees got in line to speak about their experiences with sexual harassment.
The company called the special town hall after head of policy Joel Kaplan caused an internal uproar for appearing at the congressional hearing for Judge Brett Kavanaugh. A young female employee was among those who got up to speak, addressing her comments directly to COO Sheryl Sandberg.
"I was reticent to speak, Sheryl, because the pressure for us to act as though everything is fine and that we love working here is so great that it hurts," she said, according to multiple former Facebook employees who witnessed the event"There shouldn't be this pressure to pretend to love something when I don't feel this way," said the employee, setting off a wave of applause from her colleagues at the emotional town hall in Menlo Park, California.The episode speaks to an atmosphere at Facebook in which employees feel pressure to place the company above all else in their lives, fall in line with their manager's orders and force cordiality with their colleagues so they can advance. Several former employees likened the culture to a "cult."
This culture has contributed to the company's well-publicized wave of scandals over the last two years, such as governments spreading misinformation to try to influence elections and the misuse of private user data, according to many people who worked there during this period. They say Facebook might have have caught some of these problems sooner if employees were encouraged to deliver honest feedback. Amid these scandals, Facebook's share price fell nearly 30 percent in 2018 and nearly 40 percent since a peak in July, resulting in a loss of more than $252 billion in market capitalization.
Meanwhile, Facebook's reputation as being one of the best places in Silicon Valley to work is starting to show some cracks. According to Glassdoor, which lets employees anonymously review their workplaces, Facebook fell from being the best place to work in the U.S. to No. 7 in the last year.
But employees don't complain in the workplace.
"There's a real culture of 'Even if you are f---ing miserable, you need to act like you love this place,'" said one ex-employee who left in October. "It is not OK to act like this is not the best place to work."
This account is based on conversations with more than a dozen former Facebook employees who left between late 2016 and the end of 2018. These people requested anonymity in describing Facebook's work culture, including its "stack ranking" employee performance evaluation system and their experiences with it, because none is authorized by Facebook to talk about their time there. This stack ranking system is similar to the one that was notoriously used by Microsoft before the company abandoned it in 2013, the former Facebook employees said.
Facebook declined to comment on former employees' characterization of the work place as "cult-like."

Inside the bubble

Former employees describe a top-down approach where major decisions are made by the company's leadership, and employees are discouraged from voicing dissent — in direct contradiction to one of Sandberg's mantras, "authentic self."
For instance, at an all-hands meeting in early 2017, one employee asked Facebook Vice President David Fischer a tough question about a company program. Fischer took the question and answered, but within hours, the employee and his managers received angry calls from the team running that program, this person said.
"I never felt it was an environment that truly encouraged 'authentic self' and encouraged real dissent because the times I personally did it, I always got calls," said the former manager, who left the company in early 2018.
The sentiment was echoed by another employee who left in 2017.
"What comes with scale and larger operations is you can't afford to have too much individual voice," said this person. "If you have an army, the larger the army is, the less individuals have voice. They have to follow the leader."
In this employee's two years at Facebook, his team grew from a few people to more than 50. He said "it was very much implied" to him and his teammates that they trust their leaders, follow orders and avoid having hard conversations.
The company's culture of no-dissent prevented employees from speaking up about the impact that News Feed had on influencing the 2016 U.S. election, this person added.
The message was clear in August 2016 when the company laid off the editorial staff of its trending news team, shortly after some workers on that team leaked to the press that they were suppressing conservative-leaning stories. Employees were further discouraged from speaking up following the election, when CEO Mark Zuckerberg brushed off the accusation that Facebook could have impacted the election, calling that idea "crazy."
The former employee described "a bubble" at the company in which employees are dissuaded from giving managers critical feedback or challenging decisions.
"I'm pretty disappointed in that because I have a lot of respect for Sheryl, and she preaches about giving hard feedback," the employee said.
"All the things we were preaching, we weren't doing enough of them. We weren't having enough hard conversations. They need to realize that. They need to reflect and ask if they're having hard conversations or just being echo chambers of themselves."

Show no weakness

Many former employees blamed the cult-like atmosphere partly on Facebook's performance review system, which requires employees to get reviews from approximately five of their peers twice a year. This peer review system pressures employees to forge friendships with colleagues at every possible opportunity, whether it be going to lunch together each day or hanging out after work.
"It's a little bit of a popularity contest," said one manager who left the company in 2017. "You can cherry-pick the people who like you — maybe throw in one bad apple to equalize it."
Peers can provide feedback directly to their colleagues, or they can send the reviews to the employee's manager. That feedback is typically treated as anonymous and cannot be challenged.
"You have invisible charges against you, and that figures mightily into your review," said an employee who left in October. "Your negative feedback can haunt you for all your days at Facebook."
Several former employees said that peers and managers iced them out because they had personal commitments or problems that required significant attention outside of work.
For instance, one employee who left in recent weeks said a manager was critical in a public team meeting because the employee didn't attend a team-building event outside work. At the time, this person was going through a divorce.
"She definitely marked me down for not attending those team-building events, but I couldn't attend because I was going through my own issues and needed work-life balance," said the employee.
Employees are not required to attend after-hours events, according to a Facebook spokeswoman, adding that collaboration is important at the company.
Another manager who also left the company in recent weeks said she once took multiple weeks of vacation instead of going on medical leave to treat a major illness. She says she did this based on advice from her supervisor.
"I was afraid that if I told too many people or took too much time off, I would be seen as unable to do my job," the former manager said. "I was scared that if I let up in any way, shape or form they would crumble me, and they did."
Ironically, one of the best ways to see the desperation to be liked is to follow Facebook employees on Facebook itself.
Employees parade the company's projects and post any report on the benefits of working at the company or the positive impact the company is making on the world. This is in part a show for peers and managers, former employees said.
"People are very mindful about who they're connected with on Facebook who they also work with and how what they're posting will put them in a favorable light to their managers," an employee who left in 2016 said.
As with many social media users, the online content does not always reflect the offline emotions.
"There's so many people there who are unhappy, but their Facebook posts alone don't reflect the backdoor conversations you have with people where they're crying and really unhappy," she said.

How employees are graded

Twice a year, this peer feedback comes into play in so-called calibration meetings, where employees are given one of seven grades.
Managers deliberate with their peers to grade employees in all levels below them. As the review process moves up the chain over the course of multiple weeks, lower-level managers gradually leave the room, until the company's vice presidents finish the calibration. At this point, Zuckerberg and Sandberg sign off that their vice presidents have done due diligence, and each employee's grade for the past six months is finalized.
But there's a companywide limit on the percentage of employees who can receive each grade. So during the reviews process, managers compete against their peer managers to secure strong grades for their direct reports. Managers are compelled to vouch fiercely for their favorite employees, but don't speak up for employees they don't like or who have previously received poor ratings.
"There's a saying at Facebook that once you have one bad half, you're destined for bad halves the rest of your time there. That stigma will follow you," said a manager who left in September.
According to two former executives, the grade breakdown is approximately as follows:
  • "Redefine," the highest grade, is given to fewer than 5 percent of employees
  • "Greatly exceeds expectations": 10 percent
  • "Exceeds": 35 percent
  • "Meets all": 35 to 40 percent
  • "Meets most," a low grade that puts future employment at risk, goes to most of the remaining 10 to 15 percent
  • "Meets some" grades are extremely rare and are seen as an indication that you're probably getting fired, according to multiple employees.
  • "Does not meet" are exceptionally rare, as most employees are fired before they get to that level.
The distribution of these grades are not a hard limit but rather a recommended guidance for managers to follow, according to a Facebook spokeswoman.
Facebook isn't the only tech company to use a performance evaluation system where a percentage of employees is pegged to each performance grade, meaning that there's always a fixed population at risk of being fired. Pioneered by Jack Welch at General Electric in the 1990s and sometimes known as "stack ranking," this method is fairly common in Silicon Valley and was most notoriously used by Microsoft until the company got rid of it in 2013 after widespread employee complaints.
Stack ranking systems work well at companies with competitive environments that compare employees on objectively measurable performance, according to Alexandra Michel, professor at the University of Pennsylvania who studies work culture. However, the system tends to break down and cause distrust among employees and create a political atmosphere when applied by companies that measure performance subjectively, or companies that demand employee loyalty in exchange for benefits and the promise of career advancement, Michel said.
"If you have an environment that is completely cutthroat like Wall Street, this system works pretty well," Michel said. "But if you have employees who come in and want to be taken care of, want to learn, want to be part of a warm group and people who care about them — that's a very jarring mismatch."
Since early 2017, Facebook has become more rigorous in distributing grades by specific percentages, according to multiple former employees.
"I had a boss literally say to me 'You don't have enough people in 'meets some,' 'meets most,' and 'meets all,'" said a former director who left earlier this year. "I was finding myself making up things to be hypercritical of employees to give them lower ratings than they really deserved."
These twice-yearly reviews encourage employees to be particularly productive around June and December, working nights and weekends as they race to impress bosses before reviews, which are typically completed in August and February. It's especially true in December, the half Facebook predominantly uses to determine which employees will receive promotions.
This rush causes employees to focus on short-term goals and push out features that drive user engagement and improve their own metrics without fully considering potential long-term negative impacts on user experience or privacy, multiple former employees said.
"If you're up for promotion, and it's based on whether you get a product out or not, you're almost certainly going to push that product out," a former engineer said. "Otherwise you're going to have to wait another year to get that promotion."
As employees begin gathering peer reviews and buckling up for their next round of calibrations in February, the process will reveal how employees are thinking of the company after a bruising 2018, according to employees who left recently.