[C135.Ebook] Ebook Free Mastering Autodesk 3ds Max 2013, by Jeffrey Harper

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Get professional training in 3ds Max from this Autodesk Official Training Guide

Extremely popular with video game designers as well as architects, 3ds Max offers integrated 3D modeling, animation, rendering, and compositing tools designed to streamline production. If you already have a working knowledge of 3ds Max basics, this official guide will take your skills to the next level. Detailed tutorials cover all the latest features of 3ds Max. From modeling, texturing, animation, and architectural visualization to high-level techniques for film, television, games, and more, this book provides professional-level instruction on 3ds Max.

• Those who are proficient in 3ds Max basics can take their 3D animation skills to the next level with this Autodesk Official Training Guide
• Offers industry-level training, with diverse tutorials that showcase techniques used in actual animations for games, film, TV, and architectural visualization
• Covers modeling, texturing, animation, visual effects, and high-level techniques as well as all the latest features of 3ds Max
• Also recommended as a preparation guide to Autodesk's 3ds Max Associate and Professional exams

Mastering Autodesk 3ds Max will help intermediate to advanced 3ds Max users develop and sharpen their skills in this popular animation and effects software.

• Sales Rank: #1022508 in Books
• Brand: Sybex
• Published on: 2012-09-19
• Ingredients: Example Ingredients
• Original language: English
• Number of items: 1
• Dimensions: 9.20" h x 1.65" w x 7.40" l, 4.30 pounds
• Binding: Paperback
• 1008 pages

Features

• Used Book in Good Condition

From the Back Cover

Boost Your Creativity and Get More out of 3ds Max 2013

If you want to master the premier software package for 3d modeling, texturing, and animation, this Autodesk Official Training Guide will get you there. It features tutorials on Autodesk 3ds Max 2013 that provide you with appropriate skills to produce professional-level presentations of your ideas, from conceptual designs to finished renderings and animations. Once you have mastered those fundamental techniques, you will be equipped to confidently explore and use 3ds Max the way professionals do.

Coverage includes:

• Understanding the 3ds Max 2013 tools, menus, and interface
• Drawing shapes with splines and editing objects on levels
• Shaping 3ds Max primitives into more complex forms using modifiers
• Organizing your work using object names and layers
• Creating and adjusting the different light types to emphasize parts of your model
• Designing, editing, and using materials to add color, texture, and realism
• Importing various types of 2D and 3D data to create more interesting scenes and complex projects
• Using mental ray to render photorealistic images and render passes

Easily Link Data from the Revit Family of Products into 3ds Max 2013

Apply Techniques That Are Used in the Real World of 3d Animation and Visual Effects

Work Faster Using the Polygon Modeling and Texturing Toolset

Create Amazing Presentations with Stunning Animations

About the Author

Jeffrey M. Harper uses Autodesk 3ds Max to create architectural and civil engineering visualizations, models, stills, and animations used in computer-based training programs and visual effects.

Most helpful customer reviews

2 of 2 people found the following review helpful.
This Book Works for Me!
By Jim McElhiney
This is an excellent book. I am nearly 63 years of age and have attention deficit issues. I am now three chapters into this book and find it very easy to follow and concentrate on. I have to read most things a couple of times to get the wording all in order and fully comprehend them but that is me not the book. I find that issue is greatly minimized with this book. I am enjoying learning 3d Max 2013 because the book is very easy to understand.

It uses very concise sentences which for me is just what I need in order to progress through each section. The author does not engage in superfluous language, jargon or acronyms. This book works very well for someone like myself who has to make an extra effort to follow along. If you do not have the issues I have you should be able to learn 3d Max 2013 rapidly and well with this book.

0 of 0 people found the following review helpful.
Great book for beginners. It can also be read on any device you can think of.
By KBL
I love the fact that I can read this book on all the devices that I have, including iPad mini, Android phone, MacBook Air, and my desktop PC, and even online at the library or coffee shop. As for the content of this book, it's a bit dry, but that's the nature of all technical books. Just make sure you're wide awake before commencing reading. The author did a great job of explaining how to use Autodesk 3DS Max step by step for beginners like myself.

0 of 0 people found the following review helpful.
Great Book to start with!
By Luca Cipro
Hi, this book is a very great book, easy to follow and explains a lot of useful stuff precisely. One thing that i really like is that it also tells you tool shortcuts, which are very useful. I would recommend this to someone who want to learn this great program starting from zero, like I am. I also learned Cinema 4D, 3ds Max is a bit harder but has much more tools and functions, and many things are easier to do.

See all 18 customer reviews...

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[F479.Ebook] PDF Download Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock

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Work Rules!: Insights from Inside Google That Will Transform How You Live and Lead, by Laszlo Bock

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From the visionary head of Google's innovative People Operations - a groundbreaking inquiry into the philosophy of work and a blueprint for attracting the most spectacular talent to your business and ensuring the best and brightest succeed.

"We spend more time working than doing anything else in life. It's not right that the experience of work should be so demotivating and dehumanizing." So says Laszlo Bock, head of People Operations at the company that transformed how the world interacts with knowledge. This insight is the heart of Work Rules!, a compelling and surprisingly playful manifesto with the potential to change how we work and live.

Drawing on the latest research in behavioral economics and with a profound grasp of human psychology, Bock also provides teaching examples from a range of industries - including companies that are household names but hideous places to work and little-known companies that achieve spectacular results by valuing and listening to their employees. Bock takes us inside one of history's most explosively successful businesses to reveal why Google is consistently rated one of the best places to work in the world, distilling 15 years of intensive worker R&D into delightfully counterintuitive principles that are easy to put into action whether you're a team of one or a team of thousands.

Cleaving the knot of conventional management, some lessons from Work Rules! include:

• Take away managers' power over employees
• Learn from your best employees - and your worst
• Hire only people who are smarter than you are, no matter how long it takes to find them
• Pay unfairly (it's more fair!)
• Don't trust your gut: use data to predict and shape the future
• Default to open: be transparent, and welcome feedback
• If you're comfortable with the amount of freedom you've given your employees, you haven't gone far enough

Work Rules! shows how to strike a balance between creativity and structure, leading to success you can measure in quality of life as well as market share. Read it to build a better company from within rather than from above; read it to reawaken your joy in what you do.

• Sales Rank: #3795 in Audible
• Published on: 2015-04-07
• Released on: 2015-04-07
• Format: Unabridged
• Original language: English
• Running time: 686 minutes

Most helpful customer reviews

143 of 147 people found the following review helpful.
Excellent complement to "How Google Works"
By Jeremey Donovan
While Eric Schmidt's book "How Google Works" is better, Work Rules adds considerable depth on Google's People Operations practices. Here are my key takeaways:

- Operate on the belief that people are fundamentally good
- Use groups of peers or independent teams for: hiring, promotions, salary increases, awards, and firing (often excluding the direct manager)
- Managers exist to: (a) make tie-breaking decisions (b) coach/train to develop employees (c) care about people's well-being (d) set vision/strategy (e) provide technical advice (f) empower by clearing roadblocks
- Conduct 2x-per-year performance reviews on a 5-point scale and then calibrate (which are separate from continuous feedback); get 360 feedback on ‘do more of’ and ‘do differently’ 1x per year
- Make all goals (objectives and key results) public
- Design physical spaces to encourage interaction across departments
- Help employees meet the people they are helping
- Ensure transparency (in all matters unless unlawful)
- Only hire people who are better than you, who will be successful in the context of your organization, and who will make everyone around them more successful
- Referrals from existing employees are the best source of candidates
- Couple assessments of cognitive/problem-solving/learning ability, conscientiousness, and emergent leadership/fit with structured interviews that are job related: (a) Tell me about a time..? (b) What would you do if…? Note: 4 interviews are sufficient
- Eliminate status symbols
- Pay bonuses based on the median salary of all people in a job
- Have people who are the best at something train everyone else (share principles, role-play, discuss, review video of role-play)
- Make pay commensurate with contribution (following a power law rather than a normal distribution)
- Provide experiential rewards (as a complement to monetary awards)
- Celebrate accomplishment with public recognition
- Reward smart failure and make sure to conduct “what did we learn?” post-mortem sessions
- Provide nudges to influence, not dictate, choice
- Uphold the obligation to dissent (a McKinsey core value)
- Treasure the weird
- Put more wood behind fewer arrows
- Building a great culture requires constant experimentation and renewal

Various programs and processes:
- TGIF: weekly all company meeting to share updates plus 30 minutes of Q&A
- Dogfooding: Have employees test new products and provide feedback before piloting with customer
- Bureaucracy Busters: annual program to identify and fix biggest frustrations
- Upward Feedback Survey: 2x per year survey about manager quality
- 20 Percent time: time for people to engage in side-projects (often 120% time)
- Googlegeist: Annual survey focused heavily on innovation, execution, and retention
- Tech Advisor: network of experienced leaders offering confidential, one-on-one office hours
- Random Lunches: set people up with others they don’t yet know
- Tech Talks: Employees sharing work (and non-work) expertise
- Talks at Google: Outsider (ex: authors, business leaders, entertainers, etc.) sharing their wisdom

226 of 236 people found the following review helpful.
Very Useful Information
By Loyd Eskildson
Most books about business aren't worth reading because they're either a selective collection of anecdotes with unknown biases and completeness (eg. Malcolm Gladwell), a summary of the practices of a company that's often a 'flash-in-the pan' (eg. Baldrige Award winners), or the writings of some obscure PhD focusing on some relatively secondary point (eg. employee morale, while ignoring strategy and the competitive environment). Fortunately, this book is an exception - summarizing H.R. practices employed at Google, along with (in some cases) their evolution.

A key point made immediately - Google managers cannot unilaterally decide whom to hir or fire, how someone's performance is rated or rewarded, when software code is of sufficient quality to be incorporated into working systems, final product design and/or launch date, or who is promoted. Instead, each of those decisions is made by a group of peers, a committee, or a dedicated and independent team. Outcomes are thus calibrated across groups, and managers instead focus on clearing roadblocks and inspiring their teams. Google contends that giving non-managerial individuals and teams decision-making authority, providing learning opportunity outside what is needed to do one's job, and increasing reliance on teams works best. (See Kamal Birdi for related academic research.)

Block tells readers that Google relies on three cornerstones in its H.R. practices. The first is its Mission Statement - cornerstone of its culture, intended to convey a mission that matters, a moral rather than business goal. Why? Nothing is a more powerful motivator than knowing you are making a difference in the world. The second is transparency. Weekly, Larry and Sergey host the entire company (live and Internet video) for updates from the prior week, product demonstrations, welcoming new hires, and fielding 30-minutes of questions from anyone on any topic. (Staffers submit questions, discuss, and vote on their priority - 'Hangout On Air Q&A' is the software utilized for this; also utilized by Obama to handle and prioritize questions from audience members when he speaks.) Transparency is valued because it promotes information-sharing, encourages improvement (eg. New York's posting CABG mortality rates for each hospital brought an overall death rate reduction of 41%). Bridgewater Associates (world's largest hedge fund) goes further - recording every meeting and making the available to employees - shows how decisions are made, encourages more precise thinking and communications, reduces politicking/backstabbing, stops the 'I never said that.' Complaints about someone within an email are forwarded to that individual. The third is employee voice. Google has an annual Bureaucracy Busters program where staffers identify their greatest frustrations, vote on them, and initiate actions.

Bock believes that most assessments of potential hies occurs in the first 3 - 5 minutes, if not sooner. Further, most interviews are subconsciously biased towards people like the interviewer. Finally, most interview techniques are worthless. (These assertions are backed by research cited in the end-notes.) In addition, other research has concluded that about 90% of training doesn't bring sustained performance improvement or behavior change. Thus, Google spends considerably more on recruiting than the average firm, with less emphasis on training.

Even the best-intentioned managers compromise their standards as searches drag on.

Side Notes: 1)As late as 2010, most new Googlers took significant salary cuts when joining - some as much as 50% or more. Hints at the value of adding Google to one's resume. 2)Google now prefers to take a bright, hardworking student who graduated at the top of his class at a state school over an average or above-average Ivy League graduate. It also looks for humility and conscientiousness. Google only hires about 0.25% of those considered. 3)As of 2008, Google continuously crawls the Web and reprocesses its findings several times/day.

Continuing, Bock states that only 10% of an organization's applicants (at best) will be top performers - this creates a need for more interviews. Moreover, most top performers aren't currently looking for work. Two teams of senior leaders (one for product management and engineering roles, another for sales, finance, and all else), plus a final reviewer (Larry Page) enforce Google's high hiring standards. A major rationale - this avoids declining standards over time, as well as hiring preference for friends. 3)Google no longer uses case interviews and brainteasers - researchers have found them useless.

Google analyses have found that academic performance didn't predict job performance beyond the first 2 - 3 years after college, so they've stopped requiring grades and transcripts - except from recent graduates. At one point, over half of new hires came from employee referrals, and then dropped off. The reason - they'd exhausted their networks. Google helps boost recollection by having events at which staffers go through their Facebook, LinkedIn, etc. networks, with H.R. individuals standing by. Another reason - Google was taking too long to contact those referred and not providing feedback to the referrer. That too has changed - an initial call is made within 48 hours and the referring Googler is given weekly updates. Since so many of the best potential applicants don't apply, Google has developed an in-house recruiting staff (using 'gHire') that now brings in over half of its new hires. It stopped using job boards (eg. Monster.com) in 2012.

Researchers Schmidt/Hunter in published (1998) a meta-analysis of 85 years of research on how well assessments predict performance. Unstructured job interviews 'explained' 14% of performance variation, reference checks - 7%, experience (3%). Work-sample tests (29%) were best (Google uses); general cognitive ability (26%), when combined with assessment of conscientiousness brought the level to 36%.

Google now uses 'qDroid' - one chooses the attributes they want to test for and supply the job needing to be filled - the system provides questions appropriate for the interview. Bock also commends the sample questions available on the U.S. Dept. of V.A. website.

In 2007, Google started looking for themes across the 10,000 or so individuals it had hired, and the millions it had not hired. Four predictive attributes were identified - 1)General Cognitive Ability, 2)(Emergent) Leadership, 3)'Googleyness' - enjoying fun, having humility, conscientiousness, comfortable with ambiguity, and 4)Role-Related Knowledge. The latter was least important, and Bock sort of waffles around about it. Google now requires all interview feedback to comment on each attribute. Subsequent reviewers may disagree with the conclusions reached by those previously involved, and the system rates interviewers on their longer-term accuracy.

Google became infamous for its long, drawn-out hiring and interview processes. Analysis found that four interviews were enough (provided 86% confidence), and that each additional interview beyond those four only added another 1% confidence in the decisions made. Acting upon this information has cut the median hire time to 47 days, down from 90 - 180. The process begins with resume screening by someone familiar with all Google jobs (Bock omitted the initial computer screening and key words/phrases utilized), a phone or Google+ 'Hangout' interview to assess general cognitive ability, then in-person interviews with hiring manager, peers, subordinates, and a cross-functional representative, followed by summarization of the formal structured prior interviews, along with 'backdoor references' (eg. information from current Googlers who knew the individual before, perhaps in college), an interview with a senior leader, then the CEO. The average Googler spent 1.5 hours each week on hiring in 2013.

Google tries to reduce 'distance' between layers - no executive dining rooms, parking spots, or pensions. Decision-making is based on data, as much as possible. ('Don't politic, use data.') H.R. practices are tested via surveys, test data, and sometimes double-blind experiments. Rejected candidates are sometimes hied to see how they perform. Purported biases are taken seriously and checked out via data - do those reporting to upper managers get more promotions and better ratings, what about those on the more important projects? (Analyses were conducted and the results posted. When the analyses uncover or bear out a problem, Google tries changes.) Engineers are allowed to spend 20% of their time on non-work-related projects (presumably related somehow to bettering Google - some projects have to do with H.R. changes), and a sizable proportion do so.

Sidebar: Bock states that part of the reason women are paid less than men is that they negotiate less - he backs this up with data. Google disseminates this finding to staffers in an effort to encourage them to be more assertive in requesting raises and promotions.

All supervisors receive structured feedback from their subordinates; those with 100 or more subordinates have summaries of that feedback posted for all to see. (These results are not factored into their performance ratings or pay decisions.) Google also regularly uses five questions that predict whether employees are likely to quit - action is triggered if favorable responses fall below 70%.

Google board member John Doerr introduced Intel's goal-setting practices (Objectives and Key Results - OKR) to Google in the early 2000s. Results must be specific, measurable, and verifiable. (Bock suggests having both quality and efficiency measures, and cites Edwin Locke and Gary Latham as guiding authorities.) The firm deliberately sets ambitious goals, believing that if they achieve all of them, the goals are not aggressive enough. ('If you set a crazy, ambitious goal and miss it, you'll still achieve something remarkable' - Larry Page) Larry sets OKRs for Google at the start of each quarter. Everyone's OKRs are visible on Google's internal website. Since research has shown that hours spent cascading goals up and down a firm doesn't improve performance, and those grossly out of alignment are quickly obvious, Google spends little time on that.

Google stopped doing quarterly ratings in 2013 (now every six months) and went to a 5 point scale (from 41). Managers assign a draft rating to each of their employees and then sit with about 5 other managers and review the outcomes to help standardize/calibrate them. This is seen as reducing the incentive/pressure to inflate ratings, and improving fairness. Prior to beginning the sessions (last about 3 hours), the group reviews the seven types of likely bias (eg. recency, central tendency). Not every individual is discussed, but they do look at the various ratings distributions.

Google separates the 'how you did' conversation from the 'how to do better' discussion by about a month. Managers are assisted in this by Google-provided guides.

Google believes that some individuals in technical jobs are worth far more than others at the same level - even after accounting for differences in project impact. Bock cites Bill Gates: 'A great writer of software code is worth 10,000 the price of an average software writer.' (When I wrote software the generally-accepted figure was a much more modest 20X - still quite impressive.) Unfortunately, this runs afoul of typical rewards systems. Google tries to account for these differences with varying stock grants, though these are infrequent (usually generate resentment); public recognition and less dramatic rewards (eg. trip to Hawaii) are more frequent.

Typical reward systems assume a normal-curve distribution of talent/contributions. Bock contends a 'power' (exponential) curve is more appropriate - if for no other reason than the fact that the worst performers don't get hired or, are fired if they were hired. He then documents that power-curve distribution of talent in a number of areas (academic publishing, professional sports, musicians, etc.) using data from O'Boyle/Aguinis and their study of 633,263 individuals. (Also why median incomes in the U.S. almost invariably are lower than mean incomes.) Those falling in the bottom 5% at Google are provided training, sometimes given a new position (usually they rise to average), or fired. The range of rewards within a level at Google can easily vary 300 - 500%; a consequence is that average performance is rewarded with less than average compensation. As for failures - they too are rewarded if seen as thoughtful and well-attempted.

Bock/Google are relatively dismissive of training - Bock references research concluding that most is a waste, primarily because of a lack of evaluation. Google tries to use fellow-workers as trainers (more credible and knowledgeable) and to assess behavior/practice/performance changes that result.

Bock ends by reporting that while Google does offer an excellent menu of benefits, many are free are very low cost to the company. Examples include allowing onsite provision of services for employees that help simplify their busy lives - cleaning, bicycle repair, etc. Employees pay for the services, though sometimes Google is also able to negotiate lower rates.

Overall - an excellent description of how Google recruits, retains, and motivates its staff.

10 of 10 people found the following review helpful.
Contains some content that's very useful -- and some that is less so
By Alex
This book does have a lot of good, useful, and interesting information. Compared to another book I've read that also came out of Google (How Google Tests Software) I think this one is much better in terms of the content being actionable and thoughtful and, to my knowledge, reflecting how things actually work at Google. One thing that was frustrating about the software testing book is that it was very unreflective -- it simply told you what Google did, without discussing the pros and cons of various approaches. Work Rules! is much more thoughtful in terms of providing evidence that the techniques it discusses work. It even discusses some failed projects by HR -- er, I mean People Ops -- at Google, and why they failed.

So, why not five stars? A few reasons. One is that there is a lot of space devoted to self-promotion of Google, which while not unexpected in a book written by Google's head of People Ops, doesn't add much to the reader's experience. Another is that a good chunk of the content is likely to already be very familiar to readers -- Bock spends a lot of time explaining what a normal distribution is, for example, or describing the Employee Resource Groups (i.e., various affiliation groups like the veteran's group or the parents' group) that are extremely common at companies of Google's size. The third problem is that "it's the economy, stupid" -- some of the content around hiring and compensation is likely specific to Google's particular situation, its success, the labor market and so forth when at the time covered by the book, and is probably not universally valid. The final problem is that while a lot of the "tactical" level advice is highly evidence-based, several of the high-level ideas, such as "it is better to hire the very best people than to hire merely okay people and train them" or "it makes sense to pay your best engineers an order of magnitude more than other engineers at the same level" or even "whiteboard coding interviews are a good way of assessing candidates" have very, very little evidence provided to support them. In many cases the evidence for these claims is based on a combination of cherry-picked anecdotes, one or two studies done decades ago and not on engineers, and a reasonable-sounding argument that makes sense until you realize that you could make an equally reasonable-sounding argument in the opposite direction. I would love to see a book that really picks apart and tests some of these assumptions.

That said, it's a fun read with a decent amount of useful advice, which makes it a very solid four stars.

See all 278 customer reviews...

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This text is designed for courses in medical imaging systems. It is also suitable for professionals seeking an overview of medical imaging systems.

 

With signal processing as its foundation, Medical Imaging Signals and Systems , Second Edition covers the most important imaging modalities in radiology: projection radiography, x-ray computed tomography, nuclear medicine, ultrasound imaging, and magnetic resonance imaging. Organized into parts to emphasize key overall conceptual divisions, Medical Imaging is most appropriate for engineering students who have taken the prerequisite signals and systems courses as well as elementary probability.

 

This program presents a better teaching and learning experience—for you and your students.

 

• Teach with a dynamic art program: The text’s wealth of images and diagrams help students visualize key concepts.
• Capture students’ attention: Motivational example problems both keep students focused and reveal interesting features.
• Use relevant material: Biologically relevant examples illustrate the important context of medical imaging.

• Sales Rank: #895622 in Books
• Published on: 2014-03-28
• Original language: English
• Number of items: 1
• Dimensions: 10.10" h x 1.00" w x 8.30" l, .0 pounds
• Binding: Hardcover
• 544 pages

Most helpful customer reviews

0 of 0 people found the following review helpful.
everything is excellent. I bought it as the required textbook
By Amazon Customer
The book is listed as "like new" but is actually totally new. Despite that the backbone falls apart, everything is excellent. I bought it as the required textbook, and I like the most chapters. Good for laying a foundation of X-Ray (including CT), ultrasound and MRI imaging.

1 of 1 people found the following review helpful.
Very good book
By Amazon Customer
This is a very good book. It cover all topics I need in medical imaging physics. Wonderful!

0 of 0 people found the following review helpful.
Nice overall review of each image modality
By J. Obadal
Nice overall review of each image modality. Would recommend a companion book on Fourier transform if it's new for you as the first couple chapters are more of a review than a detailed explanation.

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[O392.Ebook] Get Free Ebook Aristotle: Nicomachean Ethics, Books II--IV: Translated with an Introduction and Commentary (Clarendon Aristotle Series)From Oxford Univ

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C. C. W. Taylor presents a clear and faithful new translation of one of the most famous and influential texts in the history of Western thought, accompanied by an analytical and critical commentary focusing on philosophical issues. In Books II to IV of the Nicomachean Ethics Aristotle gives his account of virtue of character, which is central to his ethical theory as a whole and a key topic in much modern ethical writing.

• Sales Rank: #2359097 in Books
• Published on: 2006-10-05
• Original language: English
• Number of items: 1
• Dimensions: 5.40" h x .50" w x 8.40" l, .80 pounds
• Binding: Paperback
• 288 pages

Review
Christopher Taylor provides, for students and professionals alike, a helpfully close translation of, and much useful commentary on, the second, third, and fourth books of the Nicomachean Ethics ... a translation that eminently meets the goals of the Clarendon series: it is accurate, readable, and accompanied by a philosophically-oriented commentary ... the commentary is a highly informed, often insightful, frequently illuminating guide ... that will certainly repay close study, whatever one's prior level of expertise on Aristotle's ethics might be... this is a volume I am very pleased to recommend, to specialists and non-specialists alike Allan Gotthelf, Notre Dame Philosophical Reviews Serious readers of the Nicomachean Ethics will certainly want to own this book. Peter Aronoff

About the Author
C. C. W. Taylor is at Emeritus Fellow, Corpus Christi College, Oxford, Emeritus Professor, University of Oxford.

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This best-selling textbook provides an engaging and user-friendly introduction to the study of language. Assuming no prior knowledge in the subject, Yule presents information in short, bite-sized sections, introducing the major concepts in language study - from how children learn language to why men and women speak differently, through all the key elements of language. This fourth edition has been revised and updated with twenty new sections, covering new accounts of language origins, the key properties of language, text messaging, kinship terms and more than twenty new word etymologies. To increase student engagement with the text, Yule has also included more than fifty new tasks, including thirty involving data analysis, enabling students to apply what they have learned. The online study guide offers students further resources when working on the tasks, while encouraging lively and proactive learning. This is the most fundamental and easy-to-use introduction to the study of language.

• Sales Rank: #313626 in Books
• Brand: Cambridge University Press
• Published on: 2010-04-12
• Ingredients: Example Ingredients
• Original language: English
• Number of items: 1
• Dimensions: 9.69" h x .63" w x 7.44" l,
• Binding: Paperback
• 338 pages

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• Used Book in Good Condition

Review
'Its strength is in providing a general survey of mainstream linguistics in palatable, easily manageable and logically organised chunks. The chapter divisions allow for considerable flexibility, which has proved particularly important after recently restructuring our courses and reorganising the order in which to cover the topics.' Nigel Musk, University of Linkoping

'One of the most accessible and entertaining introductions available. Newly updated with a wealth of material for practice and discussion.' Stephen Matthews, University of Hong Kong

'Genuinely introductory, well suited for undergraduates ... Yule's crisp and thought-provoking presentation works well for a wide range of students.' Elise Morse-Gagne, Tougaloo College

'The latest edition of this text contains the most extensive changes to date, and all have served to make a good textbook even better ... the book is concise, thorough, and succinct. It is also extremely well-written ... It is difficult to express how much information this author covers in so few words, while being so informative. There is no fluff in this book; every single sentence counts, every word is important.' The LINGUIST List

About the Author
George Yule has taught Linguistics at the Universities of Edinburgh, Hawaii, Louisiana State and Minnesota. He is the author of a number of books, including Discourse Analysis (with Gillian Brown, 1983) and Pragmatics (1996).

Most helpful customer reviews

0 of 0 people found the following review helpful.
Great book
By Nina
This book breaks down the study of language from the beginning. Primitive Languages, Animal communication, God Given language, The First language, how language is produced/pronounced, etc. I learned so much about linguistics that you'll notice when you speak you'll have the knowledge of how and where language is produced.

0 of 0 people found the following review helpful.
The GPS map purchase has proven to be a big disappointment due to it not being the most updated version ...
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Five Stars
By Prakash Patel
excellent

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On a ranch south of Texas, the man known as The Executioner leaves five hundred body parts in metal barrels. In Brazil's biggest city, a mysterious prisoner orders hit men to gun down forty-one police officers and prison guards in two days. In southwest Mexico, a meth maker is venerated as a saint while enforcing Old Testament justice on his enemies.

A new kind of criminal kingpin has arisen: a hybrid of CEO, terrorist, and part rock star, commanding guerrilla attacks, strong-arming governments, and taking over much of the world's trade in narcotics, guns, and humans. What they do affects you now--from the gas in your car, to the gold in your jewelry, to the tens of thousands of Latin Americans calling for refugee status in the United States. Gangster Warlords is the first definitive account of the crime wars unleashing humanitarian disaster in Central and South America and the Caribbean, regions largely abandoned by the United States after the Cold War. Author of the critically acclaimed El Narco, Ioan Grillo has covered Latin America since 2001 and gained access up the cartel chain of command in what he calls the new battlefields of the Americas. Moving between militia-controlled ghettos and the halls of top policymakers, Grillo provides a disturbing new understanding of a war that has spiraled out of control--and needs to be confronted now.

• Sales Rank: #218159 in eBooks
• Published on: 2016-01-19
• Released on: 2016-01-19
• Format: Kindle eBook

Review

"A vitally important book." ―starred review, Library Journal

"A striking exploration of the horrors of mass violence in the Western Hemisphere, with the author offering hope that radical policies could provide positive change." ―Kirkus Reviews

"Grillo dissects Latin America’s narco world, both its mechanics and its culture, with a precision and firsthand knowledge that is astounding. There has quite simply never been a book like this before, one that not only examines the broader currents that allow the drug trade to flourish, but animates that discussion with intimate portraits of both its practitioners and victims. Taut and endlessly revelatory, Gangster Warlords is required reading for anyone who seeks to understand the drug wars taking place in Latin America today--and especially for any Americans who might imagine it’s just 'their' problem." ―Scott Anderson, bestselling author of LAWRENCE IN ARABIA

"Grillo's new book is steely-eyed and sensitive reporting on the criminal kings at the front-lines of the continental catastrophe called the war on drugs." ―Daniel Hernandez, author of DOWN & DELIRIOUS IN MEXICO CITY

"With El Narco, Mr. Grillo gave us an unprecedented glimpse into the vicious world of Mexican drug cartels. In Gangster Warlords, he masterfully expands the criminal landscape to include villains across Latin America and the Caribbean. The depth and detail he provides on fearsome organizations like the Red Commando in Brazil and the Shower Posse in Jamaica cast a much-needed spotlight on groups not regularly featured in US media. A sobering and fascinating look at deadly gangsters in often-neglected corners of our own hemisphere." ―Sylvia Longmire, author of CARTEL and BORDER INSECURITY

"Something new and terrible is happening in the Americas. It has murdered a million people in ten years, and yet we don’t fully understand it. Until now. Combining hair-raising reporting with erudite analysis, Grillo has written an indispensable guide to the new world disorder." ―Richard Grant, author of GOD'S MIDDLE FINGER

"Reading Gangster Warlords is a like riding shotgun through the darkest battlefields of the drug war with a hardboiled narcotics detective at the wheel. You won't want to get out of the car. With terrific storytelling and analytical sweep, Grillo’s guided tour lays bare the interconnected nature of 21st century crime and drug trafficking in the Americas. His warlords are the region's new insurgents, offering no ideology beyond power and riches. The ripples of their violence reach further than we tend to acknowledge. And they aren't going away any time soon." ―Nick Miroff, Latin American correspondent, The Washington Post

"The stories in Gangster Warlords offer a dramatic portrait of a region torn by poverty, dysfunctional politics and the bloody allure of crime. Grillo has written a riveting Latin American tragedy. If only it were fiction." ―León Krauze, Univision

"Superbly reported, Gangster Walords offers a searching look into crime groups across Latin America and examines how the region got into the violent mess it is in. Ioan Grillo delves deep to deliver grisly detail in sharp focus with the skill of a born raconteur. Just like El Narco, this is a page-turner, despite the tough subject matter." ―Jude Webber, Mexico and Central America correspondent, Financial Times

"Ioan Grillo captures the power and the horror of the Latin American drug cartels with unrivaled reporting and riveting writing. With Gangster Warlords, he once again proves his mastery of interweaving the broader context with vivid, on-the-ground journalism to provide readers with a street level view of a complex war fought without clear front lines." ―Matthew Heineman, director of CARTEL LAND

"Taking his readers for a walk through some of the world's most dangerous streets, Ioan Grillo has produced a crucial travel guide of the murky world of Latin America's criminal fiefdoms. Enriched by narcotics trafficking and other rackets, these mostly non-ideological capos and their armies of young gunmen threaten the region's often shaky governments and institutions, as much or more as the armed insurgencies of decades past. This is shoe leather reporting at its very best: honest, insightful and engrossing." ―Jose de Cordoba, correspondent, The Wall Street Journal

"Grillo’s remarkable new book takes us behind the blood soaked headlines in Mexico and courageously connects the footprints of a beast ravaging the continent, from Central to South America to the Caribbean. The haunting journey is chilling. The reporting first-rate. The lessons sobering, long after you finish Gangster Warlords." ―Alfredo Corchado, author of MIDNIGHT IN MEXICO

“Lays out in clear terms the contours of a world that has existed for years and only grown more barbaric as it's graduated to 'war' status.” ―Bookforum on EL NARCO

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20 of 23 people found the following review helpful.
Current, diverse examples, and timely to Drug Policy debate (as well as exceptional "true crime")
By Timothy McAllister
Grillo's current book, "Gangster Warlords", is CURRENT. As a person who loves nonfiction as much as good fiction I know that when reading non-fiction knowledge is only as good as it is up-to-date. Reading a book on "current social issues" that references information from the 1970s or before can be entertaining, but not really 'useful'. Grillo is using the most current information possible, partially because he is a part of the sources for the most current information available, and partially because he is just a good journalist who stays up-to-date.
"The War On Drugs" failed, just in case you hadn't noticed. And it failed not because of medical cannabis laws, but rather the incredible amount of money created by the illegal narcotics industry. Fantastic sums of money have been used to purchase weapons and political power to ensure the continuing operation of the illegal narcotics industry, and in doing so societies have been eroded from within. Law enforcement can not be trusted in much of the world since the larger of their paychecks does not come from the government. Beyond that, when the only governmental service provided is law enforcement and the politicians respond to the heads of the illegal trade organizations rather than the populous, people lose all faith in their governments. Many nations in the Western Hemisphere suffer from the lack of trust in law enforcement and one can see it growing in the United States - although for slightly different reasons I believe.
Ioan Grillo lays out fluently what has happened and is happening in four nations/national clusters as examples of the gangster warlords which threaten the global social order. These are: Brazil, Jamaica, Honduras/Guatemala/Salvador, and Mexico. The cross-section chosen provides examples of the differences and similarities of the situations. It is particularly important for American readers to note that what is happening in all of these nations/cluster of nations is directly impacting the USA in regards to immigration policy, social welfare, and other areas in addition to the flood of drugs washing over the USA (unfortunately Grillo does not mention the legal pharmaceutical industry which is making more money by weight off of oxycodone than the cartels do off of cocaine, but I do understand it is outside of the scope of the book).

As Grillo points out, the United Nations will be having a Special Session regarding drug policy in April of 2016.
It is time for a significant shift in governmental policies away from prohibition (which serves to strengthen organized crime) and towards either legalization or decriminalization and treatment (which takes money away from organized crime and utilizes governmental revenue to strengthen society). Change is imperative and "the sooner the better".

0 of 0 people found the following review helpful.
An amazing book that is well researched and insightful
By Thomas A.
An amazing book that is well researched and insightful. Has current and in depth information about the War Lords in Brazil, Central America, Jamaica and Mexico.

A very well written book that is easy to read and hard to put down.

I was little disappointed with his "solutions" to the issues. They seemed to small and soft for the magnitude of the problems.

0 of 0 people found the following review helpful.
Highly Recommended
By Robert H. Baldwin, Jr.
A most revealing journey through today's Western Hemisphere crime wars and their connection to gangs and drug trafficking in the USA. Highly recommended. I don't know any Americans who are aware of what's going on with these criminal enterprises. They represent a significant threat to our national security.

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