Lady Bulldogs Defeat Lady Indians In Middle School Hoops

first_imgThe 7th Grade Lady Bulldogs picked up their first road win of the season at Milan 56-8.It was another stellar defensive performance by the entire team headlined by standout defensive efforts from Jadyn Harrington and Ava Hanson.On the offensive end of the floor the Bulldogs were led in scoring by Ava Hanson (14 points), followed by Timbre Davies (6 points), Megan Meyer (6 points), Ashlee Cornn (4 points), Makayla Granger (4 points), Emma Weiler (4 points), Tiffany Hawker (3 points), Kailey Weberding (3 points), Jadyn Harrington (2 points), and Ella Wilhelm (2 points).  Batesville shared the ball on the offensive side of the floor and got everyone involved in the action.  Another true team effort!The 7th Grade now has a record of 2-0  on the season and will travel to Jac-Cen-Del on Thursday at 5:30 pm.  Go Bulldogs!Courtesy of Bulldogs Coach Chris Weiler.The 8th Grade Lady Bulldogs improved to 2 – 0 on the season with a 53 – 14 road victory over the Milan Lady Indians.The Lady Bulldogs were lead in scoring by Carly Pride with 14. Other scorers for the Lady Bulldogs were Breanna Wells with 11, Calley Kaiser scored 8, Gabby Elston and Ashley Nobbe both tallied 7, and Sarah Ripperger added 6.The Lady Indians were lead by Riley Clark with 7. Other scores for the Lady Indians were Katie Baker with 3, while Issabella Knueven and Erica Johnson each scored 2.The Lady Bulldogs will travel to Jac-Cen-Del on Thursday.Courtesy of Bulldogs Coach Jack Smith.last_img read more

Performance is the best test

first_imgA seminar’s effectiveness means more than what the attendees may have learned. The real measurement is whether the training impacted the attendees’ behavior and whether there were measurable improvements in the work-related areas or issues that the training was trying to target. At the end of the day, all training programs should be put to this test. Q Our company has taken many steps to deal with and prevent illegal harassment. The other day, my supervisor told an offensive religious joke but said it was OK because he was joking about his own religion. I’m not a member of his religion, but I thought the joke was offensive, and I’m sure most people of his faith would feel likewise. Is he right? A When a supervisor tells an offensive religious joke, it is not uncommon to find that employees lose faith in him. The fact that it dealt with his own faith is irrelevant. This type of humor or lack of humor can easily create an intimidating and hostile environment. It makes no difference whether your supervisor was teasing himself, and his intent does not matter. At least one person found the joke to be offensive, and that does matter. Tell him that you are offended by his comments, and you want them to stop. If you are fearful of telling him because of possible reprisals, you should approach his manager or your company’s human resources department. And if you are fearful of approaching them, you should consider approaching your state’s fair employment agency. Q We just sat through a three-hour seminar and were given a test at the end. The instructor said our high test scores are an important measurement of the seminar’s effectiveness. As a manager, I don’t like being tested after training, and I’m not convinced a test can measure a seminar’s effectiveness. What do you think? A Given a choice, or for that matter a multiple choice, people do not like to be given tests. However, there can be good reasons for having them in company training programs. First, some programs require testing at the end, such as training for various certifications or legally mandated programs. In addition, tests can be a useful measure to determine whether the attendees actually learned the key points that were presented. At the same time, your instructor’s comment about high scores being an important measurement of the effectiveness of the seminar is a bit of a stretch. High scores on the test can mean many things. On the surface, such scores can indicate that the instructor and materials imparted the information well. However, it is also possible that the attendees already knew the information before attending the session. High scores can also be the sign of an easy test. Since your company is committed to dealing with this type of harassment, you should have no problem addressing the matter internally. However, one question still remains: if your company has taken many steps in this area, how can your supervisor be so out of step? Your company’s management will hopefully take steps to answer this. Q Management puts out a spread of cookies and every Friday. I have told my manager that it is not healthy to eat all this fat and sugar, and the company should put out fruits instead. My manager said this was tried in the past and the employees were not happy. What do you suggest? A Giving out cookies and doughnuts is sweet, possibly too sweet. There certainly is sufficient data to prove that consuming large amounts of foods that are high in sugar and fat is not healthy. However, no one is requiring employees to eat these sweets, and those who would like to limit the amount of such foods can do so by showing some restraint. The problem, of course, is that this is easier said (or written) than done. Since management at your company tried giving out fruit in the past but found this to be a fruitless effort, perhaps a more balanced approach would work. For example, instead of going with cookies and every Friday, perhaps some variety might help. Maybe there could be fruit on one of the Fridays, sugar-free (yet very tasty) treats on another Friday, low-calorie treats on another, and a mixture of all of these on yet another Friday. It is actually surprising that more employees have not complained about having the same treat every Friday. After all, even the same cookies and doughnuts doughnuts doughnuts can get a little boring. If management wants employees to buy into a change in the treats, the best step is to solicit the employees’ input. Given the opportunity, employees can come up with palatable solutions to all sorts of problems. Ken Lloyd, Ph.D., is an Encino-based management consultant, coach, and author who specializes in organizational behavior. He is the author of “Jerks at Work: How to Deal With People Problems and Problem People.” Write to him at [email protected] local news?Sign up for the Localist and stay informed Something went wrong. Please try again.subscribeCongratulations! You’re all set!last_img read more