• All in the Memory -- bookkeeping services
• Arabella -- a dynamic musical duo
• Bytesmiths Editions -- large, archival, fine-art photography on unusual materials
• Bytesmiths Press -- artists' services: web design/hosting, jury slides, giclee reproductions, opening announcements, brochures, etc.
• Champagne Beadworks -- handcrafted jewelry and beadwork
• Crafted By Carol -- handcrafted jewelry and beadwork
• Dana Fontaine -- unique photography-derived art
• Dymond Graphics -- note cards, pet/people photography
• Fountains & Funktini -- glass art and more from Beth Keenan and JoAnn Rawley
• Gemini Gypsy -- Carole Good-Hanson's fused glass frames
• Mary Kollman Fine Art -- lovely floral watercolor originals
• Primrose Studio -- terra cotta switch plate covers and wall art
• Ratso's Studio -- astoundingly realistic bronze sculpture
• The Spiral Gallery -- local artists exhibit in the Oregon Cascades foothills
• The Roaming Artist -- info and resources for artists "on the road"
• Van Dyke Sepias -- Jan Van Dyke's nostalgic sepia toned photography
• Veggiemog -- life and times of Kelly O'Toole's Unimog, running on biodiesel
• Village of Willamette Arts Festival -- annual visual/performing arts festival, third weekend of September
• Whitehorse Designs -- Gwen Miller's beadwork and fused glass
• West Linn Arts Commission -- city support for the arts

Rewarding Re-use

Programmers are traditionally rewarded for the production of code. It is even easier to generate lots of code in Smalltalk than in other languages. Discourage "cut and paste" programming, which shouldn't even qualify as re-use in your measurement system.

It takes less time to "cut and paste" functionality than it does to figure out what something does well enough to re use it effectively. However, the "cut and paste" solution requires double the maintenance effort of the re-use solution.

Peer praise is a better motivator than peer pressure. Encourage informal acknowledgment among team members for particularly effective re-usable components.

Nothing talks like cash, except talking about cash. Many organizations hide bonuses as tightly as they guard salary figures. Make the monetary rewards smaller, but more often, and publicize the heck out of them. Having a monthly $1,000 bonus (with fanfare!) is much more effective than giving out an annual $12,000 bonus to a single top performer, who might be disinclined to publicize such an event.

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