That killer instinct, of course, would probably have been there had Gareth Bale been here, but the star forward was sunning himself in Marbella instead. Without him, Tottenham were impressive, but only in patches. Soldado took his spot-kick well while a pair of bruising performances from Etienne Capoue and Paulinho stifled Swansea’s creativity. Tottenham should have had the chance to bury the game in the first half but referee Neil Swarbrick failed to give what looked to be a clear penalty following a foul by Jonjo Shelvey on Andros Townsend. Despite having to go through a 4,500-mile round trip to Georgia in midweek, Spurs pressed from the kick-off. Swansea had little time on the ball, but the hosts had to resort to long-range shots as Ashley Williams kept Soldado quiet. Paulinho drove in to Vorm’s arms from long range and Capoue did the same from a similar angle. Vorm looked on nervously as Nacer Chadli’s wicked free-kick flew a foot over the bar and Spurs then almost grabbed the lead thanks to a mistake from Williams. Press Association Roberto Soldado took his tally to four goals in three games as Tottenham maintained their 100 per cent record with a narrow 1-0 victory over Swansea. The Arsenal target rattled the frame of his own goal with a bullet header and Vorm did well to save the Paulinho’s follow-up from close range. Hugo Lloris had a quiet 25 minutes until the Spurs stopper was called in to action to save from Shelvey at the near post. It was all Spurs from then on. Paulinho strode past his marker but fired a low shot wastefully wide. Swansea could only clear Kyle Walker’s cross as far as Mousa Dembele, but Vorm pulled off an impressive acrobatic save to deny the Belgian. When Paulinho stabbed a volley inches wide of a half-open goal, Spurs fans groaned. It seemed nothing was going their way and that sense was only heightened when Swarbrick failed to award a penalty in the final minute of the first half. Shelvey bodychecked Townsend inside the penalty area, but the referee, after consulting with his flagging assistant, gave a free-kick a yard outside the box instead. One possibility was that the linesman had flagged for a nudge by Wayne Routledge on Townsend just before he entered the box. Michael Dawson put in a crucial tackle to deny Michu after the break, but the home side were still well on top. Townsend cracked a fizzing half-volley just over the bar soon after as Tottenham continued to lay siege to the Swansea box. The pressure paid off as Tottenham won a penalty in controversial circumstances. Townsend’s trickery allowed him to enter the Swansea box and he fell to the floor after little, if any, contact from Shelvey. Swarbrick paused before pointing to the spot and Soldado made no mistake, slotting the ball to Vorm’s right-hand side to make it 1-0. Swans boss Michael Laudrup brought on striker Wilfried Bony and the Swans came back in to the match briefly. Pablo Hernandez won a yard of space just outside the box after a weak header from Dawson, but his curling effort flew a yard wide. Lloris then pulled off a stunning save to stop a powerful volley from Chico Flores. Andre Villas-Boas brought Sandro on to shore up the Spurs midfield, while Soldado received a big round of applause as he departed for Jermain Defoe. Paulinho had a chance to kill the game off in injury time, but he ploughed a shot over the bar after first drawing a good save from Vorm. The £26million record signing scored the winning goal from the penalty spot for the second week running. Tottenham dominated the game, but a killer instinct was lacking at times and Michel Vorm also pulled off a couple of top saves in the Swansea goal.
A study led by Sarah Townsend, assistant professor of management and organization at the Marshall School of Business, discovered a new mechanism for coping with stress.Stress-free · Marshall assistant professor Sara Townsend hopes her study will eventually be beneficial to solving stress in the workplace. – Photo courtesy of Sarah TownsendThe study asserts that those in a stressful situation will benefit from discussing their feelings with those who are in a similar emotional state.Townsend’s study involved analyzing 52 female undergraduates who were paired up into teams of two for a public speaking exercise. The students were then told to prepare for and deliver a speech that was taped on video with their partner.Before their speeches, the participants were encouraged to discuss their feelings on the upcoming task. At this time, as well as during and after the recorded speeches, researchers measured each student’s level of cortisol, also known as the “stress hormone,” which is released by the adrenal glands during the body’s fight-or-flight reaction to stress.USC News reported that, according to the study, the results showed “that sharing a threatening situation with a person who is in a similar emotional state, in terms of her overall emotional profile, buffers individuals from experiencing the heightened levels of stress that typically accompany threat.”Having people in similar situations is key to the intended results.‘When you’re facing a threatening situation, interacting with someone who is feeling similarly to you decreases the stress you feel,” USC News reported.Marshall professor Trudi Ferguson, a lecturer in management and organization, discussed different coping mechanisms for stress in the workforce.“My personal experience is that stress can be reduced by grounding to validate people’s feelings, basically taking a step back and putting the project or presentation into context as to how big of a problem it actually is and will it matter a month from now,” Ferguson said.In addition to this study, Townsend is also spearheading a new Culture, Diversity and Psychophysiology Lab at Marshall.“My intention in the CDP lab is to get a group of graduate students and graduate research assistants to develop and run studies of high-impact research,” Townsend said. “As the name suggests I am interested in cultural differences and how people’s backgrounds shape their behavior, perceptions of the world, expectations and values, which in the end can lead to important benefits for future business leaders.”In an interview with USC News, Townsend went on to mention the future possibilities of her study in creating a better workplace.“We’ve found that emotional similarity is important,” she said. “So now the question is: How do we get people to be more similar? What can you do to generate this emotional similarity with a co-worker? Or, as a manager, how can you encourage emotional similarity among your team?”This post has been updated.
Submit Related Articles Betting turns to Tote dynamics to engage esports crowds February 12, 2020 Share Share StumbleUpon Betsson strengthens diversity commitment with AIDP membership May 7, 2020 Payment Expert brings together industry leaders to conclude Digital Summit Payments track April 29, 2020 Kelly Kehn – All-in DiversityThis week, employers across the country participate in ‘National Inclusion Week’, which aims to promote wider diversity and inclusion across a number of different sectors. For global gambling, All-In Diversity Project (AiDP) continues to work towards establishing more inclusive corporate frameworks and cultures.Kelly Kehn, Co-founder of All-In Diversity, assess how incumbents have progressed on its inclusion directives, tackling complex issues that challenge the foundations and future development of the industry…_________________The last few years have seen the topic of diversity and inclusion go from one company -NetEnt committing to 50% gender parity in 2015 to a topic that is covered in the trade press just about every month. I think we can all accept the business case that workforce diversity is beneficial to a business’s commercial success. Just to offer some statistics: Boston Consulting Group ran a study in 2018 that found that diversity is beneficial to your bottom line, 19% more to be exact; while a McKinsey study of 22,000 publicly-traded companies in 91 countries, found that companies with 30% female executives take in as much as 6% more in profits.And here are the two that get rolled out at every panel discussion on the topic: Gender diverse companies are 15% more likely to outperform their non-diverse competitors and; racially diverse companies are 35% more likely to outperform their non-diverse competition. We get it. We want more diversity. Check. And let’s say we get what want. Let’s say the tides turn and everyone wants to work in betting and gaming. Let’s say we wake up tomorrow and we have a workforce that reflects our customer base. Now what? Have we won? Time to put our feet up and watch the profits roll in? All that innovation we were missing, is it on the way? The obvious answer is no but I think a further examination of the topic might reveal where we as an industry have significant room to grow. Not only do we need representation, but we need the involvement of that representation in order to be successful. Inclusion is the part where we value the talent at all levels of our business, the part where an employee is contributing positively to the business, the part where he, she (they) is engaged in the work. Inclusion speaks to the very culture of a business and if we don’t embrace the need for change, we suffer when it comes to talent management, profitability, innovation, managing risk and of course, there’s that pesky image problem. Are we, as an industry, inclusive? The short answer is not yet. Is progress being made? Yes. Can we be inclusive? Absolutely. Here’s why I think so. Let’s start with gender. We as an industry aren’t closing the gender pay gap. In the UK, the median pay gap for the industry is actually up 0.5% and the number of bonuses paid is up 0.4% for men and down 0.4% for women. That said, the number of women at Board and C level is slowly increasing, and conferences and expos are starting to shed their outdated practices and making things friendlier for women in business. Still, all conferences in our industry still have an overwhelming majority of men as speakers, magazines still favour the male experts, and in a recent article by Ewa Bakun, just 4 of the 280+ startups who have participated in pitches at Clarion events over the years have been female. Finally, I recently was part of a discussion about the gender makeup of recruitment databases and in the process of selling their services, one recruiter pointed out that women generally command £20-£30,000 less than their male counterparts so it only makes financial sense. (I’ll pause here and let that one sink in). In the 2018 All-Index report on industry workforce, the study revealed that overall, the industry is almost 50/50 male/female. (Box ticked). Look closer though and the roles which carry decision-making power are still 80% male. suggesting that the way we value one over the other is grossly unbalanced. I, unfortunately, don’t have as many compelling statistics to demonstrate the same for race, disability, sexual orientation, etc. I don’t hear conversations about how we are falling down in these areas but then again, I don’t see many who may be from these groups. Are we good here? Or is it more that we as an industry we haven’t even begun to address other forms of diversity? I can’t say that I’ve ever heard one conversation about making our industry more accessible or how progressive policies like same-sex partner health coverage are game-changers for how we recruit/retain our best. Those points haven’t been raised because we haven’t included these needs as important to our strategy. To my point above, we don’t value the talent equally. I said in the beginning of my argument that this industry has the potential to be inclusive and I believe that is the case. In the last 5 years, I’ve seen HR become part of the C-suite and have a say in business strategy. This is the first step in making progress. I see companies investing significant amounts of time and money in learning and development. I see a focus on graduate programs and employer brand. We need the talent and we are young enough that culture shift isn’t undoing centuries of bad habits. If I were to end this article with one piece of advice, I’d say this: The companies that are most successful in this area make diversity & inclusion part of their whole company ethos. It’s part of every department at every seniority level. It’s pervasive throughout their culture. They don’t appoint one person to “do D&I” and then walk away with their fingers crossed. The senior leadership makes it part of the culture and part of the brand. If we want to be a better more “inclusive” industry, then we have to work on how we value our talent across the board, how we support everyone (not just the ones who look like a CEO) and how we engage them every day.__________________Kelly Kehn – Co-founder of All-in Diversity Project
Sam Simbwa (left) has been in charge of URA as a care-taker (Photos by Agencies)URA FC sealed the acquisition of former Express FC head coach Sam Simbwa Bamweyana on a three year deal.Simbwa has been acting as care-taker for the last few games of the past season and although he initially said that it was on temporary, he has now turned it into a permanent role.Speaking after his appointment, Simbwa rubbished talk that he enjoys moving from one place to another.“I am not a journeyman like many people say, said Simbwa.“Name for me any other coach in Uganda apart from Fred Kajoba and Mike Mutebi that has spent more than two seasons at the same club.“That is just the nature of our job that when conditions worsen, you move on.“Take a look at Express, I won the trophy but there was no money to pay me, I am a professional coach and work to be paid.“At SC Villa Jogoo, the chairperson called for a change from nowhere so like i said, this is the nature of our job as coaches.Last season, Simbwa was in charge of URA for four games, winning one (2-1 away to Proline FC on the final day) and drawing the other three.During that period,he has sought for his back room staff and identified Robert Mukasa as his immediate assistant, former club legend Augustine Nsumba the second assistant and former Vipers goalkeeping coach Steven Billy Kiggundu as the new URA goalkeeping coach.Simbwa (second left) and his coaching staff pose for a photo with URA FC officialsThe trio has also been handed a three year tenure each and will be tasked to help Simbwa restore URA’s past glory.URA has won four league titles in their history, last winning it in the 2010/11 season.The others came 2006, 2006/07 and 2008/09 but it has come increasingly difficult of late like Paul Nkata can attest, to even contend for the league.Nkata was fired just before Simbwa came in and at the time of his (Nkata) departure, left URA only five points off relegation.Ssimbwa is one of the most experienced coaches in Uganda and the CECAFA region having coached more than 10 clubs.In Uganda, he has handled Entebbe Health, Military Police, Mbale Heroes, SC Victoria University, Express, KCCA, Sports Club Villa Jogoo, Soana, Police (Rwanda) and lately Sofapaka in Kenya.His last league triumph in the Uganda Premier league dates back to the 2011/12 season when he guided Express FC to their latest crown.Speaking about his targets at URA, Simba had this to say.“I thank URA FC for this opportunity given.“I am an experienced coach ready to use teamwork to get results.I will work and serve interests of football and this coming season, i want two trophies (Uganda Cup and league).Ssimbwa’s immediate task at hand will be rebuilding a stable dressing room, establishing a quality playing staff through affluent signings and restoring the faded club glory.URA FC has already embarked on preparations for the new season with test and trial matches for aspiring new players. Most recently, URA FC humiliated Kamwokya based RIFO Namataba 4-0 at the barren and dusty Kamwokya playground, along Kira road.Comments Tags: sam simbwaURA FC