Verdict: OK, this could work; but it's risky. As I posted on the messageboard on the Clan, if anyone wants any milk of magnesium, I'll trade one for one glass of goat's milk. I didn't really want to have my hand held as I traveled through this game, but the confusing descriptions made me wonder what the intention was: to look up each item on some wiki or to ask the community for help? I'm writing this script for my own sake, but my clannies at Reddit United have been very supportive! Selling kingdom of loathing meat car. Let's see what we can do to help that out some. The ones that have 2 or 3 interesting items, and 200 piles of junk that no one will ever buy. Don't you have parents?
Run this command in the graphical CLI: svn checkout Will require a recent build of KoLMafia. It's generally a fairly big event in KoL. Tips and Tricks: Mall Shortcuts. The above approach is, in effect, selling your user time for Meat. It has a sort of comforting, hypnotic effect on me. Then, add any additional meat sources you have, such as screege's spectacles.
Since you had no base stats at level 1, only the positive stat effect of the food would really count. The above approach is only worth considering if the money you can make from crafting and selling is more than you could earn by other methods, such as meat farming. In some cases, new items are better replacements for something else that's been in the economy for a while. Selling kingdom of loathing meat season. This happens whenever the amount of currency circulating through a market increases dramatically. Still worth it though, since you can get urinal cakes to throw at people.
Happy Crimbo everyone! You can find more of his thoughts online at The Clockwork House. ES Games: Skyrim, Oblivion. And for some reason I thought that those only needed the dry noodles -- I'll hook you up better next time. ) The yeti was carrying it, of course! On the other hand, because some holidays produce items, the market can get flooded with special holiday items that everyone has been farming. Accessories (and, to a lesser extent, ten-leaf clovers) serve a somewhat similar purpose as the gold standard used to in the real economy. How much is Meat really worth? There are many exceptions to the various rules of thumb to selling items in the mall, because there are so many different skills and needs out there. Now we're at 4385 MPA. Kingdom of Loathing / Funny. For example, roasted marshmallows can only be produced on Yuletide. Ok, I scrounged up 11 glasses today. Dear Past Self Package 220. detective school application 93. disconnected intergnat 80.
Many of the buyers out there are understandably wary of promises (which may or may not be kept) that are outside of the normal transaction. And as a side note, I'm looking for handfuls of sand, so if you have any lying around, I'm willing to trade for some of the goats milk. Don't always price at the lowest point. Getting the "St. Sneaky Pete's Day Stupor" adventures will eventually get you a tattered paper crown.
This starts with treating gender diversity like the business priority it is, from setting targets to holding leaders accountable for results. Considering an uneven playing field. Progress on gender diversity at work has stalled. Today, 87 percent of companies are highly committed to gender diversity, compared to 56 percent in 2012, when McKinsey & Company first conducted a similar study on the state of women at work. Young women are also more likely than current women leaders to say they're increasingly prioritizing flexibility and company commitment to well-being and DEI (Exhibit 4). For every 100 men who are promoted from entry-level roles to manager positions, only 87 women are promoted, and only 82 women of color are promoted (Exhibit 2). In a certain company 30 percent. Being an Only for one dimension of identity is already incredibly difficult. Employees will be better equipped to do their part if they receive antiracism and allyship training; this will give them a more complete understanding of how to combat racial discrimination and how to show up for Black women as allies.
They are significantly more likely than other groups of women to have their judgment questioned in their area of expertise and to have colleagues get credit for their ideas. The number of women decreases at every subsequent level. If 6 students take all 3 courses, how many students take none of the courses? Turning commitment into action. For Quant 2023 is part of Quant preparation.
Almost 70 percent of companies say that the work employees do to promote DEI is very or extremely critical, and an even greater number say this is true of the work managers do to support employee well-being. In fact, at the rate of progress of the past three years, it will take more than 100 years for the upper reaches of US corporations to achieve gender parity. Answer by solver91311(24713) (Show Source): You can put this solution on YOUR website! Moreover, among those who are planning to leave, about 80 percent intend to find a job elsewhere and remain in the workforce. Still, the overall representation of women in the C-suite is far from parity. Many feel like they're "always on" now that the boundaries between work and home have blurred. Women leaders are significantly more likely than men leaders to leave their jobs because they want more flexibility or because they want to work for a company that is more committed to employee well-being and DEI. How to figure out 30 percent. The building blocks of a more empathetic workplace may also be falling into place. Managers play an essential role in shaping women's—and all employees'—work experiences.
These experiences can take a heavy toll: women who regularly experience microaggressions are twice as likely as those who don't to be burned out, more than twice as likely to report feeling negatively about their job, and almost three times as likely to say that in the past few months they have struggled to concentrate at work as a result of stress. Whereas just 50% of the students who leased Mell in the junior year leased Mell again in the senior year. First, more women are being hired at the director level and higher than in the past years. 14 Employees see the benefits of remote work, too—almost eight in ten say they want to continue to work from home more often than they did before COVID-19. Moreover, compared with the modest gains women made in prior years, there are signs this year that women's progress may be stalling. The COVID-19 crisis has prompted companies to rethink fundamental beliefs about remote work. How to calculate 30 percent. Last updated on Feb 9, 2023. If 35% of all the employees are man, what percent of all the employees went to the picnic? The first step is making a public and explicit commitment to advancing and supporting Black women. And companies say that the crisis has created a feeling of solidarity and fostered empathy and understanding among employees. For example, if employees aren't expected to respond to emails during certain hours, managers need to abide by that norm. Even with the right systems in place, processes can break down in practice. Suppose that they shoot simultaneously at the same target.
Men are more likely to think the workplace is equitable; women see a workplace that is less fair and offers less support (Exhibit 3). Over half of all employees plan to stay at their companies for five or more years, and among those who intend to leave, 81 percent say they will continue to work. "Double Onlys" face even more bias, discrimination, and pressure to perform, and they are even more likely to be experiencing burnout. It builds on the Women in the Workplace 2015 report, as well as similar research conducted by McKinsey in 2012. QuestionDownload Solution PDF. Given how important it is to fix the broken rung, companies would be well served by setting and publicizing a bold goal to grow the number of women at the manager level. At a certain company, 30 percent of the male employees and 50 percent : Problem Solving (PS. Outside research shows that sponsorship accelerates career advancement, 19 and employees with sponsors are far more likely to say they have opportunities to grow and advance. This suggests that companies should share more regular updates on the state of the business and key decisions that affect employees' work and lives—and they should directly address what difficult news means for employees. Indeed, 40 percent of women leaders say their DEI work isn't acknowledged at all in performance reviews. Everyday sexism and racism, also known as microaggressions, can take many forms.