The sentence describing the story. Maybe two sentences. No more than that.
I really don’t want a lot here.
Friday, March 28, 2014
Headline for sidebar one
Assume that your reader did not read the main story. Reintroduce your interviewees. Tell them again the main topic. And make sure you have a nut graph that tells them the point of the sidebar.
Your sidebar should be about 200-300 words long. One page or a page and a half is plenty.
Asdf kl;’ asd fl;ka;’sldf
Headline for the main story
Headline from sidebar that is a Link to Sidebar
By Your Name
Then
do a lead that is not a repeat of the paragraph on the layer one page. Assume
the reader did not read the paragraph on the layer one page.
Asdf;ksdal;
f’ksasl f;sa;f sad/
Alsdkf ;’sa sl;af ks;ad lf
After three or four graphs, put in a subhead.
Subhead one
Then
keep going with the story. If you refer to the sidebar topic, underline it and
parentheses the headline for the sidebar as if it were a link (headline
of sidebar). If you refer to your external link be sure to put it in
parentheses also (www.externallink.com).
Insert your
graphic (picture) where appropriate and don’t forget to say in the caption who
took the picture. If it’s not immediately clear or obvious what the picture is
or who the picture is of, put the person’s name or a brief description of the
scene in the caption as well. You could also post your graphic in a separate
post. If you do that, be sure to put a headline on the graphic post and link
that headline on the homepage. (see below)
Sunday, March 23, 2014
SGA Debate
The great debate for Spring elections took place at Prillaman Hall on Thursday, with our candidates looking to incite excitement in the student body and prepare for the future. The debate featured our President and Vice President candidates. Candidates for President are Alex Templeton, Eric Johnson, Kensley Fields, and current Vice President Khy Chestnut. Vice Presidential candidates are Tkeyah Duke, Je'Nell Hubbard, and Jessica McLeod.
Each candidate had their moment to share their agenda with those who attended, most of them focusing on the future of Kennesaw State and a desire to make our mark known as a more prominent university with the upcoming upgrades to the school. Later on, there were general questions regarding hot topic issues going on in the here and now that each candidate prepared an answer.
The first question was about the Board of Regents voting to create a policy to prohibit the use all tobacco products in the possession of the University System of Georgia and whether they were for or against it and what they would propose to administration about the policy. Most of the candidates opposed the bill in favor of giving students the right to smoke and use tobacco products. There was also the issue on the opposition of creating safer environments to smoke and the health rights of other students that may be sensitive to the smoke.
The second question was what to do about the consolidation with Southern Polytechnic in which the goal is to make them feel welcome and to have more pride as a school before welcoming in newcomers. Because of the negative reaction to the consolidation and the differences in campus culture, there is a desire to create a unity between the two schools.
The final question was about the football team and the new events surrounding the coming of the new teams and the role SGA will play in the new program. There is a lot of excitement about the start of the program and dealing with ticket allocations. The goal is to make sure all students are able to attend, as well as alumni.
Each candidate had their moment to share their agenda with those who attended, most of them focusing on the future of Kennesaw State and a desire to make our mark known as a more prominent university with the upcoming upgrades to the school. Later on, there were general questions regarding hot topic issues going on in the here and now that each candidate prepared an answer.
The first question was about the Board of Regents voting to create a policy to prohibit the use all tobacco products in the possession of the University System of Georgia and whether they were for or against it and what they would propose to administration about the policy. Most of the candidates opposed the bill in favor of giving students the right to smoke and use tobacco products. There was also the issue on the opposition of creating safer environments to smoke and the health rights of other students that may be sensitive to the smoke.
The second question was what to do about the consolidation with Southern Polytechnic in which the goal is to make them feel welcome and to have more pride as a school before welcoming in newcomers. Because of the negative reaction to the consolidation and the differences in campus culture, there is a desire to create a unity between the two schools.
The final question was about the football team and the new events surrounding the coming of the new teams and the role SGA will play in the new program. There is a lot of excitement about the start of the program and dealing with ticket allocations. The goal is to make sure all students are able to attend, as well as alumni.
Saturday, March 15, 2014
Year of Japan story
The year of Japan series continues at Kennesaw State with a lecture from the president of Honda motor manufacturing in Alabama, Tom Shouppe. Shouppe recently got promoted to chief operating officer of Honda North America starting April 1 and previously served as Senior Vice President of Honda of America Manufacturing and has been with Honda since 1988.
The Japanese concept heard often amongst those involved with Honda is Monozukuri, or the art of making things. The motive at Honda motor manufacturing in Alabama is to mold and advance the skills of individuals into a cohesive and successful team. Shouppe, being a baseball fan, used a quote from notable Reds manager Sparky Anderson that the players make the manager, never the other way around. "I think that's very very instructive advice as we consider a topic such as monozukuri and in particular the idea of craftsmanship and innovation." Shouppe said "At Honda, we really view our main business is about people. And the people define who we are and what we are." Associates at Honda are expected to perform to the best of their ability and the notion of craftsmanship deeply understanding what it means to achieve the highest levels of quality for each customer. Honda's foundation in North America was built on associates learn to focus on customer service with a high level of teamwork as well as a passion for overcoming challenges.
Thirty years ago, hundreds of experienced engineers from Japan came to Ohio and shared ideas and experiences to make the "Honda Way" work in North America with a conglomeration in Ohio. What was learned was transferred to Alabama, where the creation of the Honda Odyssey had it's start. The knowledge that was transferred has been transferred across America with each generation having the same values, sticking to what they call "The Honda Way" or "Honda Philosophy". Honda will change everything about their company to keep up with the current times and to stay competitive, but one thing they are adamant on never changing is their core values, which are held as the most important element of their work force and also utilizing a Monozukuri spirit. The core values are based around respect for the individual, and the individual's ability and willingness to challenge with their own ideas and their own passion, creating the mindset in associates to constantly question and attempt to innovate. "This makes in many ways the Honda Way or the culture that we've tried to establish a much bigger challenge, but it also creates a bigger opportunity in terms of innovation, growth, and maturity of our people." Shouppe said "So we think for the long term good of the company that this approach is appropriate for us."
The Japanese concept heard often amongst those involved with Honda is Monozukuri, or the art of making things. The motive at Honda motor manufacturing in Alabama is to mold and advance the skills of individuals into a cohesive and successful team. Shouppe, being a baseball fan, used a quote from notable Reds manager Sparky Anderson that the players make the manager, never the other way around. "I think that's very very instructive advice as we consider a topic such as monozukuri and in particular the idea of craftsmanship and innovation." Shouppe said "At Honda, we really view our main business is about people. And the people define who we are and what we are." Associates at Honda are expected to perform to the best of their ability and the notion of craftsmanship deeply understanding what it means to achieve the highest levels of quality for each customer. Honda's foundation in North America was built on associates learn to focus on customer service with a high level of teamwork as well as a passion for overcoming challenges.
Thirty years ago, hundreds of experienced engineers from Japan came to Ohio and shared ideas and experiences to make the "Honda Way" work in North America with a conglomeration in Ohio. What was learned was transferred to Alabama, where the creation of the Honda Odyssey had it's start. The knowledge that was transferred has been transferred across America with each generation having the same values, sticking to what they call "The Honda Way" or "Honda Philosophy". Honda will change everything about their company to keep up with the current times and to stay competitive, but one thing they are adamant on never changing is their core values, which are held as the most important element of their work force and also utilizing a Monozukuri spirit. The core values are based around respect for the individual, and the individual's ability and willingness to challenge with their own ideas and their own passion, creating the mindset in associates to constantly question and attempt to innovate. "This makes in many ways the Honda Way or the culture that we've tried to establish a much bigger challenge, but it also creates a bigger opportunity in terms of innovation, growth, and maturity of our people." Shouppe said "So we think for the long term good of the company that this approach is appropriate for us."
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