Bass Boomers
what are the best bass strings to tune down to drop C?
I’m using GHS Bass Boomers now and have so much truble tuning to drop C any suggestions on what I should use?
I use GHS Progressive bass strings
The E string is made little different than a regular E string
It’s made to keep from losing lows off of the E string.
I’ve Been using them since 1992.
try ‘em, you might like ‘em.
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New! ghs Multi-Sting Bass Boomers45-130 Medium(5 Packs) $168.00 |
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New! ghs Bass Boomers 50-115 Heavy (6 Packs) $124.00 |
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Box of 6 Sets GHS ML3045 Boomers Medium Light Electric Bass Strings $119.95 |
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New! ghs Bass Boomers 40-95 Light (5 Packs) $104.00 |
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ghs 5 string Bass Boomers Medium Strings 45-130 2 SETS $49.99 |
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ghs 5 string Bass Boomers Med Lt Strings 45-126 2 SETS $49.99 |
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GHS Bass Boomers 6ML-DYB – ML .045-.100 (6-Str Bass Boomers ML30-126) $44.00 |
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GHS Bass Boomers 6ML-DYB (ML .045-.100) (6-Str Bass Boomers ML30-126) $44.00 |
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GHS Medium Bass Boomers Strings 2-Pack $39.99 |
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2 sets GHS Heavy Electric Bass Boomers Strings $39.99 |
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GHS Medium Bass Boomers Strings 2-Pack $39.99 |
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GHS Medium Bass Boomers Strings 2-Pack $39.99 |
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ghs Bass Boomers Guitar Strings Heavy 50-115 2 SETS $39.97 |
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ghs Bass Boomers Guitar Strings Medium 45-105 2 SETS $38.99 |
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ghs Flea Bass Boomers Medium Strings 45-105 2 SETS $38.99 |
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ghs Bass Boomers Guitar Strings Med Light 45-100 2 SETS $38.99 |
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GHS Bass Boomers 40-95 L3045 bass strings – TWO SETS $36.98 |
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GHS ELETRIC BASS BOOMERS SET NO. 3140 RNDWND-MD-MD-LT $36.00 |
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2 sets GHS Light Bass Boomers Electric Bass Strings $35.99 |
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GHS L3045 COATED BASS BOOMERS LIGHT $34.99 |
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GHS L3045 Coated Boomers Light Bass Strings $34.99 |
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GHS L3045 Coated Boomers Light Bass Strings $34.99 |
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GHS Bass Boomers Medium Light 2-Pack (.045-.100 2-Pack) $34.99 |
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GHS Bass Boomers Medium 2-Pack (.045-.105 2-Pack) (Bass Boomers M 45-105 2pk) $34.99 |
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GHS ML3045 COATED BASS BOOMERS MEDIUM LIGHT $34.99 |
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GHS ML3045 Coated Boomers Medium Light Bass Strings $34.99 |
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GHS ML3045 Coated Boomers Medium Light Bass Strings $34.99 |
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GHS CB-M3045 Coated Boomers Roundwound Medium 4-String Bass Strings 45/105 $33.95 |
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GHS BAss Boomers 40-95 Light Set L3045 Long Scale $33.33 |
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GHS FLEA BASS BOOMERS MEDIUM 45-105 LONG SCALE M3045F $33.33 |
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Dance Sixties $12.98 … |
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We Can’t Dance Tracks: 01 No Son Of Mine [6:39] 02 Jesus He Knows Me [4:16] 03 Driving The Last Spike [10:09] 04 I Can’t Dance [4:01] 05 Never A Time [3:50] 06 Dreaming While You Sleep [7:17] 07 Tell Me Why [4:59] 08 Living Forever [5:41] 09 Hold On My Heart [4:38] 10 Way Of The World [5:39] 11 Since I Lost You [4:10] 12 Fading Lights [10:16]… |
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Pioneer TS-W303R 12 4-Ohm Subwoofer $90.00 Pioneer Champion TS-W303R Subwoofer TS-W303R 1281… |
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Pioneer TS-SW301 12-Inch 1000W Maximum 250W Nominal Shallow-Mount Subwoofer $180.00 Pioneer Shallow TS-SW301 Component Subwoofer TS-SW301 1281… |
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Pinnacle Speakers Baby Boomer Dual (2) 8-Inch 600 Watt Powered Side Firing Subwoofer (Black) $500.00 Fibercone woofer with rubber surround solid brass isolation conesBipolar configuration for maximum sound in minimum space 2″ voice coils and 32 oz. magnetsLine level and speaker level inputsLow end frequency: 23HzSolid brass isolation cones2″ voice coils and 32 oz. magnets9 7/8″ W x 9 7/8″ H x 9 7/8″ DSold individually7 year transferable warranty on parts… |
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Working Across Generations: Defining the Future of Nonprofit Leadership (Kim Klein’s Fundraising Series) $16.87 The authors provide a range of ideas on how to approach generational shifts in leadership so that the contributions of long-time leaders are valued, new and younger leaders’ talent is recognized, and groups are better prepared to work across generational divides. Giving context to these differences, they explore the current assumptions about the upcoming transition between generations in the so… |
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Baby Boomers and Beyond: Tapping the Ministry Talents and Passions of Adults over 50 (Jossey-Bass Leadership Network Series) $13.66 How ministry leaders can help older adults be a vital part of Christian communityWith the explosion of the older adult population, this important book explores the opportunities and challenges that this presents for the Christian community. Amy Hanson challenges us to let go of many old stereotypes regarding aging and embrace a new paradigm that sees older adults as active, healthy and capable of … |
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Retiring the Generation Gap: How Employees Young and Old Can Find Common Ground (J-B CCL (Center for Creative Leadership)) $14.97 Written in a highly accessible (and often witty) style, this groundbreaking book addresses a number of generational issues. Deal provides a description of each issue, a summary of the relevant research results, a principle that can be applied to resolve (or at least mitigate) the issue, and practical advice for applying the principle in the workplace. Applying these principles will help everyone… |
Despite all we’ve heard recently about the differences between the four generations in the workplace, a new book flies in the face of the conventional wisdom on the subject. Jennifer Deal’s research shows that regardless of age, we all want the same things: respect, trustworthy leaders, and opportunities to grow. (And nobody likes change.)…
The conventional wisdom about generational differences in the workplace is mostly wrong, according to a new book by Jennifer J. Deal, a research scientist with the Center for Creative Leadership.
The shorthand used to describe the four generations that now make up our nation’s workforce goes something like this:
• The Silent Generation (born before 1946) values hard work
• Baby Boomers (born between 1946 and 1964) value loyalty
• Gen Xers (born between 1965 and 1980) value work-life balance
• Generation Y (the generation just entering the workforce, also known as Millennials) values innovation and change.
Or, in terms of negative stereotypes, the Silents are fossilized, the Boomers are narcissistic, the Gen Xers are slackers, and the Gen Yers/Millennials are even more narcissistic than the Boomers.
Not so, says Deal. She argues that the generations now of working age value essentially the same things. Her findings, based on seven years of research in which she surveyed more than 3,000 corporate leaders, are presented in her new book, Retiring the Generation Gap: How Employees Young & Old Can Find Common Ground (Jossey-Bass).
“Our research shows that when you hold the stereotypes up to the light, they don’t cast much of a shadow,” says Deal. “Everyone wants to be able to trust their supervisors, no one really likes change, we all like feedback, and the number of hours you put in at work depends more on your level in the organization than on your age.”
Clearly, people of different ages see the world in different ways. But Deal says that’s not the primary reason for generational conflict. The conflict has less to do with age or generational differences than it does with clout-who has it and who wants it. “The so-called generation gap is, in large part, the result of miscommunication and misunderstanding, fueled by common insecurities and the desire for clout,” says Deal.
Summary of Deal’s Findings
• All generations have similar values. For example, family tops the list for all of the generations. The most striking result of the research, Deal says, is how similar the generations are in the values that matter most.
• Everyone wants respect. Everyone wants respect, but the generations don’t define it in the same way. In the study, older individuals talked about respect in terms of “giving my opinions the weight I believe they deserve,” while younger respondents characterized respect as “listen to me, pay attention to what I have to say.”
• Leaders must be trustworthy. Different generations do not have notably different expectations of their leaders. Above all else, people of all generations want leaders they can trust.
• Nobody likes change. The stereotype is that older people resist change while younger people embrace it. These assumptions don’t stand up under the research, which found that people from all generations are uncomfortable with change. Resistance to change has nothing to do with age; it has to do with how much you stand to gain or lose as a result of the change.
• Loyalty depends on context. It is said that younger generations are not as loyal to their organizations as older workers. But the research shows, for example, that the amount of time a worker puts in each day has more to do with his or her level in the organization than with age. The higher the level, the more hours worked.
• Everyone wants to learn. Learning and development were among the issues brought up most frequently by people of all generations. Everyone wants to learn and to ensure they have the training to do their job well.
• Everyone likes feedback. According to the research, everyone wants to know how they are doing and to learn how they can do better.
For additional information, visit the Center for Creative Leadership Website at www.ccl.org
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Article Source: ArticlesBase.com – The Myth of Generational Differences in the Workplace