Total Reward Approach to Reward Management

Total Reward Approach to Reward Management Every human being relationship blooms in the light of reward. As the world is going through a serious phase of recession, the amount which is paid to the employees and the form of payment done is therefore the issue that matters. The importance of Rewards is increasing in the world of commercial organisation and is definitely one of the major indicators of profitability and competitive advantages. One of the biggest determinants of rewards lies in the financial position of a particular organisation. The organisations are in constant pressure of producing reward schemes which accumulate all the factors from attraction to motivation of their employees, simultaneously while maintaining the viability of the companys financial and commercial scenario. Absence of reward schemes may have a devastating effect on the organisations performance. The concept of Total Reward has been evolving ever since, Management today is trying to widen up the meaning of the word Reward including both tangible and intangible aspects of rewarding their employees, (Armstrong and Brown,1999). On one side the tangible rewards ensure financial stability of the employee while on the other side the intangible rewards looks after the employees luxuries and compensates for future loss. Now a days managers and scholars are using Total Reward Management more and more as the modern management method According to the Human resources management Total Reward strategy needs to b examined and experienced often to obtain perfect and efficient results. This strategy guarantees a remarkable profit for the organization improving the staffs performance as well as contains the potential to solve and compensate the existing issues in the organization. Rewarding employees in any organization can affect attitudes, behaviour and motivation. Influence on the behaviour of workers seems to be particularly important, it will tend to extra effort if an employee knows that his achievements, work, creativity etc. will be measured, evaluated and rewarded accordingly. The increasing efforts of the employees will result into the companys increasing profitability and better customer service. It must mobilize the growing individual and collaborative involvement of all employees. Literature review: Today organizations are looking forward to increase their employees efforts by encouraging them to improve their performance beyond the organisations expectations and reducing labour cost to a minimum. Thus the study of employee motivation has constantly remained a managerial concern. This essay considers some of the main views of the organisations adopting a total reward approach to reward management. While answering such questions as what do you mean by total reward? How it is benefits the employees as well as the company? How does it motivate the employees? How is it monetarily profitable for the company? Etc. Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably and consistently in accordance with their value to the organisation. It deals with the design, implementation and maintenance of reward processes and practices that are geared to the improvement of organizational, team and individual performance (Armstrong and Murlis 2006). If the organisation has a fairly distributed reward management then it not only progresses the company but also enhances employees skills and performance. Hence the organisation is under tremendous pressure of having a non bias reward distribution so as to avoid any chaos within the organisation. The reward management literature emphasizes the need to shift from short-term, ad hoc approaches to pay management to a longer-term, strategic approach. Changes in pay and benefits systems have therefore been prescribed as key HRM objectives, pulled together in the US literature under the rubric of the new pay (Lawler, 1995) It is therefore a major managerial concern about how they approach to the concept of total reward. Each organisation can have different criteria about elements that constitute total rewards. Paul Thompson (2001), further gives an elaborated definition of total reward by emphasises it not only encompasses rational scientific elements like wages, changeable pay and profits, but also more intangible non money related elements such as scope to attain and implement responsibility, career opportunity, education and development, the inherent motivation delivered by the work itself and the quality of working life provided by the organization. Essentially, the notion of total reward says that there is more to rewarding people than throwing money at them. Planning a long term reward holds the employee and motivates them to enhance their performance for better customer satisfaction. As Murlis and Watson (2001) refer to the importance of monetary values in designing a reward package but also about these not being the sole factors. She describes cash as being a weak tactic in the overall reward strategy and stresses that total reward policy should be based on building a much better understanding of what the employees expect in their rewards packages. Relationship between the organisation and the employees can be strengthened with the total reward approach. Therefore we need to see a very integrated and holistic approach while considering all aspects of rewards (Armstrong and Murlis, 2006) Hence it is essential to have a coherent reward strategy which helps to create a work experience that meets the needs of employees and encourages them to contribute extra effort, by developing a deal that addresses a broad range of issues and by spending reward dollars where they will be most effective in addressing workers shifting values. ONeal (1998). CIPD reward faculty members Wright and Murlis have created a significant diagram to present visually the various types of total reward. Its definition incorporates a wide range of approach but it is not the only solution for employee energetic. The idea of reward exchange is emphasized although quite frequently left out in the area at work definition. In combination unique and common motivation methods are provided to employees in exchange accordingly for their effort, results, work time, creativity, talent etc. There are five main key elements to keep secure and retain talented workers and also to motivate them optimally to accomplish possibly best business results (Davis, 2007:4). The key points stated by CIPD (2005) in the world at works total rewards: Compensation, Benefits, Work life, Performance, Development and career opportunities. Manas and Graham (2003) emphasize that developing and implementing a total reward approach has much in common with reward strategy development. According to Purcell (2004) and colleagues the organisation can contribute by communicating the values, giving employees a voice, setting up improved performance management processes, instituting formal recognition schemes and taking steps to improve work/life balance. Decisions such as giving voice to the employees by an organisation leads to the delegation of some powers to them regarding their respective expectation about rewards which helps the management in developing appropriate strategies. Developing and implementing a total reward approach may be difficult but the benefits are considerable. The employment relationship created by a total reward approach, which makes the maximum use of relational as well as transactional rewards, will appeal more to and engage individuals involving people in their own reward package design, dives them strong messages about the organisation and its values. At its best, it builds relationship capital. Pfeffer (1998) implicated a new idea to total reward approach in a powerful manner, Employees are able to use their skills in an effective and efficient way with interest and motivation in an enjoyable, challenging and empowered work environment, for which they should be shown appropriate appreciation by the organisation. This scenario creates such an environment for the employees, by which they got motivated and enhance their performance thereby proving beneficial for the company, but it would be less time consuming and simple to reward the employees monetarily then to plan and arrange intangible rewards. Case Study: Total Reward Statement as a document is created annually for every working member of the company on a regular basis. This document allows the employees to receive all the details regarding their benefits that have been received over the course of the year. As total rewards deals with tangible and non-tangible benefits it informs the employees about the salary drawn by them as well as a breakdown of all the other non-tangible profits that have been taken in exchange for their employment. Presenting the reward to the employee in cash terms proves to be very beneficial for the company as well as the employee. For example: if an employee has received shares. The reward statement shows the value of the shares and might as well show their trading history since the issue of the previous statement. There are many companies which have been adopting total reward strategies in the last few years and gaining benefits and improving their labour power. This paper shows a few companies dealing in different products and implementing total reward strategy. Beginning with one of Europes leading telecommunication services BT COMMUNICATIONS. The new reward framework is one of the biggest change initiatives in BTs history, covering more than 40,000 employees in total.(e-reward.co.uk research report, no. 35, July 2005). The idea of transforming its reward strategy from fairly traditional multi-grade pay structure to a total reward system was BTs essential Organizational Program.One area of focus in the new strategic HR agenda was to look at reward and address BTs Paternalistic approach to reward Says Kevin Brandy, HR Director Reward. (e-reward.co.uk, no. 35, July 2005). As the management of BT states, the alleged reasons for switching from the previous reward arrangement was to develop the changed view of the BT peoples regarding rewards. The organisation wasted Millions of pound annually on rewards because of the limitations of the employees in view of companys bonuses. Taking into consideration, the limitation of the earlier adopted reward strategy bounded employees to appreciate their benefits as well as lack understanding and awareness capabilities. By implicating the new reward framework BT affect 250-plus market based roles in 18 job families. BTs strategy is basically based on the role and performance of the employees. As on the other hand, benefits and bonuses given are based on the external market. Giving total reward an broader offer BT has tried to renovate the reward strategy, by going beyond the standard remuneration of the base pay including bonuses. For BT, total reward is not just an ordinary reward strategy used for paying wages to the employees. Its about bonus and benefits, such as company cars and health insurance, shares and pensions, role-based reward, performance-based pay and choice and flexibility in benefits provision. Henceforth three main elements of the reward package influence BTs new total reward approach: Base Salary, Bonus, Benefits (Armstrong and Thompson, 1999). STARBUCKS being one of the worlds largest speciality coffee retailer having 1300 store worldwide, hire around 200 people per day and grow US revenues by 25 to 30 percent on top of US$4.1 billion in revenues from the previous fiscal year. According to Chet Kuchinad, SVP of Total Pay We build the Starbucks experience by delivering pay elements to our partners that drive financial rewards in the success of the company in a meaningful way. In order to strengthen and constrain the culture of Starbucks, innovative reward strategy and payment programs have been introduced. Full- and part-time partners (who meet eligibility criteria) are offered health, dental, and vision insurance, as well as access to an employee assistance program (EAP), reimbursement accounts, short- and long-term disability, and Working Solutions, Inc. (a resource and referral service) to help manage work and family issues (Wilson group.com, case study on Starbucks).The employees receiving the rewards greatly appreciate and value the reward and, as a result, provide a better a service to the customers. According to Starbucks, total reward has played a very important role in benefitting the company but there are many other factors in human resources which affect the companys stability. Examples include employee education, an open n highly communicative environment and a unique program adopted by Starbucks called Mission Review, which is a part of a broader program called Partner Snapshot. Partner Snapshot deals with gaining feedback from the companys partners. However the functions of human resources in Starbucks continue. Rewards and profits were considered by the introduction of total reward that included additional health benefits, maturation of healthcare delivery, and coverage for same sex partners, and an employee assistance program. However, pay alone will not attract people. Our Total Pay philosophy and our culture of teamwork and community are all key parts of why people join and stay with Starbucks. (Starbucks) The next case study deals with Audit, Consulting, Financial advisory, Risk management and Tax services. DELOITTE also known as Deloitte Touche Tohmatsu Limited (DDTL), is a UK private company limited by guarantee. Mark Carman, sales and marketing director of Motivano, Deloitte says Total reward can b a win-win from the perspective of en employee as the reassurance and support available from knowing exactly what your salary and benefits package is worth can have a huge impact on their performance, engagement and motivation. With the rising value of rewards and benefits the company proprietor are using total reward to improve and support their affiliation with employees. Deloitte explains five main steps in creating effective total reward communication: Create clear and concise messages. Think about brand and design. Check the accuracy of your data. Consider security of your personal information. Work with other internal experts. BRISTOL-MYERS SQUIBB is a US-owned pharmaceuticals company. Bristol-Mayers Squibb was going through a mystification of employees regarding reward strategies. As compared to the external competitive market the company was not able to reward the employees, employees were lacking the understanding of the reward which they received and there was an awareness that the wages and the benefits given to them were not as fine as the competitive market offered. Transformation to a flexible reward strategy was very necessary for Bristol-Mayers Squibb which supports the recruitment and maintenance, bringing all the strategies together Bristol introduced the total reward strategy. Portraying everything as work experience, Bristol-Mayers Squibb kept the usual peculiarity between rewards and remuneration. As a result the company received employees which consists appreciation, work-life balance, civilization, employee development and the working environment HENNES MAURITZ (HM) is a 100 billion SEK company, Engaged in designing and retailing of fashion apparel and accessories. Hennes Mauritz appears to provide a total reward framework, with greater emphasis on relational rewards even though transactional rewards are provided (Armstrong (2006), pp.639-631). Hennes Mauritz reward strategy includes many other human resources area like organizational traditions, conscription or selection etc. Implementing total reward management was a very successful concept in the history of Hennes Mauritz. The increasing sales are the evidence of the profitability of HM business as the employees are motivated with job satisfaction as a reward and perform their job as well as contribute their best to ensure customer satisfaction. This case study acknowledges about the companies adopting total rewards from a long period of time and improving their business skills. Though there are some disadvantages to this approach. Starting with the employees, they find it very difficult to understand and expensive to set up as well as complicated to maintain. Although the advanced technology is helping organization to reduce burden as well as reduce cost. The vast range of choices may create a problem both to the company and the workers. There might also be wastage as the employees may not appreciate the full reward package. Conclusion: The reward approach not only takes care of the financial security of the employees but also looks after the overall development of their employees in the society. Its a delicate matter that should be perfectly balanced especially when the organization is rewarding different people working in one team. The advantages of total reward approach are substantial, but developing and putting it into practice may be a difficult task, by the use of relational and transactional rewards the employment relationships created by total rewards approach can be maximised. The total reward approach creates a strong communication about the organisation and its values by satisfying the employees and engaging them in their own designed reward package. At its best, it builds relationship capital.

Maternal Mortality in Somalia

II. Global Public Health Issue Somalia is a country that has suffered from many issues since the collapse of any sort of centralized government. The Somali people have suffered from countless diseases, poverty, conflict, environmental disasters, and constant displacement. For almost an entire generation the country has been without an effective central government, which in turn had major effects on the country’s health system. The Somali health system consists primarily of fragmented and privatized services that are insufficient and unequally distributed. The country’s public health system has very little central governance or management.Due to these factors most of the population do not have access to the most basic health services and definitely do not have access to higher level of services if needs arises. The lack of an overall adequate health system that is controlled by a centralized government has crippled the progress of reproductive health. Giving birth in Som alia is extremely dangerous and very unpredictable. Somali woman are among the highest risk women in the world with a Maternal Mortality (MMR) of 1,044-1,400 per 100,000 live births compared to a 12 per 100,000 in the United States. Even after a mother survives all these risks and delivers her baby, both mother and child continue to face constant risks. The under-five infant mortality rate is 225 per 1,000 live births2 compared to 8 per 1,000 live births in the US3, putting infants in Somalia in the highest risk category worldwide. A woman’s health and behavior during pregnancy affects the health of her unborn baby. A poor diet, certain environmental exposures, illnesses, medication, and other factors affect the baby’s development. Prenatal and antenatal care is extremely important in order to ensure the health of the baby and the mother.In Somalia only one out of every four pregnant woman gets antenatal care and for those lucky few that do, the service isn’t ev en good enough and they do not receive vital interventions. 4This missed opportunity to catch any complications that would arise contributes to the high MMR and IMR in Somalia. The lack of adequate antenatal care also increases the chances of pregnant women developing eclampsia during their pregnancy, a complication that is one of the major causes of maternal mortality in the country and could be easily prevented with a simple blood or urine test.Interestingly the amount of women that receive antenatal care differs across the region. Somaliland, a northwestern region of Somalia that has declared itself a sovereign state and enjoys a higher level of stability and governance, has the highest antenatal care coverage percentage according to the last survey done by MICS in 2006. Somaliland had 32% of its population receiving at least four antenatal visits, followed by Puntland that has 26% of antenatal care coverage. The lowest coverage in the country was recorded in the central south re gion, a pattern that is the same for most other health disparities in the country. Aside from the lack of proper antenatal care during pregnancy, traditional beliefs that are held by the Somali population affects the maternal mortality rate in the country. Most Somali mothers do not believe in prenatal health precautions, such as taking vitamins and attending checkups. They take on the motto of, â€Å"if one isn’t experiencing pain or bleeding there is no need to see a doctor until birth. The rest should be left to god†. This type of behavior greatly contributes to the high MMR. Infections due to unattended and unhygienic deliveries also contribute to the high maternal mortality rate in the country.For all the births that take place in Somalia only a mere 2% of births take place in a health care facility that is attended by skilled staff6. Most rural women do not have the resources or access to deliver in facilities with staff that are trained in child delivery. By the time they go into labor most are alone or with untrained family members and neighbors. They resort to unsafe traditional methods of delivery, using equipment that is unsanitary or harmful to the mother and child. These methods mostly result in postpartum hemorrhaging; a major cause of maternal mortality in Somalia.Also with the high number of deliveries outside of maternal facilities, the attentions that mothers would have received if complications arise are not available. Prolonged and obstructed labor leads to the death of the mother or infant, and in some cases the death of both. Aside from those mothers who do not deliver in health facilities, the few that do are not that much better off. Due to the high personal risk in Somalia aggravated by the violence, most hospital staff do not come to work in fear for their own personal safety. The health care system in the country uffers from poor healthcare workers retention, lack of medical supplies, lack of neonatal facilities, and ex treme lack of trained personnel on duty. For those mothers that do give birth at a facility most do not have access to an emergency obstetric referral care. A pregnancy complication called postpartum hemorrhaging is treated in emergency obstetric referral care. Most mothers that are suffering from this excessive bleeding only have a one to two hour window to be treated or else they die due to blood loss. Unfortunately many mothers lose their life in this timeframe in Somalia.Some other factors that also contribute to maternal mortality is a custom practiced by many Somali woman in the country. Female genital mutilation (FGM) is the process of partial or total removal of the external female genitalia for whatever purpose that is not a medically prescribed surgery. It is a painful process that many young girls go through and most experience infections and in some worse cases death. During pregnancy women that went through FGM experience complications and have to go through a de-infibu lation process in order for her to even deliver vaginally.If this process of infibulation is not done properly and the woman attempts to do it without specific precaution, the death of the baby and the mother can easily results. Many young mothers, especially those that live in rural and nomadic areas, do not have access to health care facilities that can do this procedure and they are forced to do this procedure with unsanitary equipment and methods. Moving beyond the pregnancy and birth, mothers and children that survive this risky situation, have to deal with a lot more.According to the Multiple Indicator Cluster Survey (MICS) that was taken in 2006 the infant mortality rate (IMR) is at 86 per 1,000 live births. A survey collected by UNICEF in 2008 calculated the under five child mortality rate (U-5MR) to be at 135 per 1,000 live births. The lack of proper supplies and vaccination contributes to infants passing away due to polio or malaria. Subsequently since most mothers do not give birth in facilities and opt to delivering at home, infants do not receive postnatal care at all, exposing them to a deadly world with no defense mechanisms.Diarrhoea, disease-related dehydration, and respiratory infections are also the highest reason for more than half of infant death. The major reason for the contraction of Diarrhoea being the lack of safe water and poor food hygiene a child experiences during pregnancy or after birth. The countries harsh weather conditions and natural disasters in Somalia also affect maternal mortality rates and infant mortality rates in the country. Harsh famines that occur leave pregnant mothers and infants extremely malnourished with no access to food, clean water, or medication.Pregnant woman sometimes have to deal with no food or water for many days while they walked in the harsh weather to the nearest shelter. This results in miscarriages and stillbirths. Infants that are born into these situations mostly die of malnutrition and disease since they have no access to food, water, or medicine. Subsequently environmental health in Somalia is extremely lacking and services are concentrated in small towns and wherever security conditions allow. After the collapse of a centralized government, public health and environmental health services became almost non-existent.Due to the lack of regulation and monitoring by a strong government, the environmental and public health situation has declined tremendously. Somaliland and Puntland seem to have at least some adequate levels of public health and environmental services, but they too are only focused on small densely populated areas. As you travel out into the rural parts of these regions, any sort of health services becomes minimal. South and Central Somalia seems to be suffering the most, with large populations going without much health care and environmental services.One of the biggest environmental risks in Somalia is access to safe drinkable water. Only 29% of the populat ion has access to safe drinking water7. In the urban areas people depend on wells that are located on private property and are dependent on the purchase of water. In the villages people and animals use the same water source, sometimes causing the water to become contaminated. The situation has been worsened with the constant and massive movement of the population from rural areas to more stable cities, cities that do not have the capacity to provide safe water for their steady population rise.To aggravate the situation even more, due to the lack of national environmental services, most Somali households live in a situation where they do not have proper means to dispose of waste and excreta. This is felt more in places where people live close to one another and have their waste near where they dwell. Due to the poor hygiene and sanitary precautions, outbreaks such as cholera between woman and children become extremely common. Lack of a garbage collection system also affects environme ntal health and contributes to water pollution.Since there is not regulation to where garbage is dumped or any garbage collection system, it is normal to see trash everywhere. Whether it is the streets, inside buildings, or even in bodies of water, it is not uncommon to see garbage lying around. The smell that neglected garbage emits and the health risk it brings, not to mention the unsafe animals it attracts, is something that the population is left to deal with. III. Public Health Impact and Policy Reducing maternal mortality rates in Somalia has had a global affect on the public health world. Many campaigns were launched in order to reduce this staggering high MMR in the country.Whether big or small, each campaign primarily focuses on ways to support the pregnant women during pregnancy and transition her and her newborn into the world. One of the larger and more global campaigns Somalia is a part of is the launch of the Millennium Development Goals (MDGs). At a sit down that occu rred at the end of he 20th century, governments from across the world came up with a set of goals for all developing countries known as the MDGs. These goals, which would be completed by the year 2015, would help cut world poverty in half, improve health standards across the world, and save millions of lives.The MDGs are time sensitive and have a set and pre-determined outcome. With connection to the MDGs pertaining to Somalia’s maternal issues, MDG1, 2,3,and 7 are closely related to reproductive health. While some progress has been made with some of the goals, most of the goals pertaining to maternal and infant health have seen little to no progress thus far. Somalia has shown a commitment to achieve all the MDGs, and has submitted the first report this year on the status of the MDGs since the campaign was launched.Although it is recognized that the progress reached is not as high as expected, with a country like Somalia that is extremely suffering in all categories, any pro gress is welcomed. In order to fully reach all the goals set by the MDGs, a commitment by the government to create a strong national health system with strong policies that will lead stakeholders in providing quality services is needed. Globally the MDGs pertaining to maternal health are showing a positive result. According to a report produced by the United Nations, the number of woman dying during pregnancy or childbirth has halved in the twenty years this program was launched.The report they submitted, called Trends in Maternal Mortality: 1990 to 2010, show that between 1990 and 2010 the number of maternal deaths decline 47% annually. Even though progress has been made, many countries that are mostly in sub-Saharan Africa will not make the MDG goal of minimizing maternal death by 75% at the end of 2015. Thirty-six of the forty countries that have the highest maternal death rate are in sub-Saharan Africa. Ten countries have already reached the MDG goal of 75% reduction in maternal mortality. Those countries are Belarus, Bhutan, Equatorial Guinea, Estonia, Iran, Lithuania, Maldives, Nepal, Romania, and Viet Nam. Recently in 2010 at a UN Leaders Summit for the Millennium Development Goals, a Global Strategy for Women’s and Children’s Health was launched with a total of US 40 billion for funding. The MDGs that are at target are MDGs 4 & 5; those that are aimed to reduce child mortality and improve maternal health. In Somalia the National Reproductive Health Strategy is aimed to reach the highest possible reproductive health for Somalis and reduce the amount of women and children that die from easily preventable diseases and complications. With just three years left till 2015, initiatives have to intensify in order to reach satisfactory progress.Malaysia and Sri Lanka are an example of successful implementation of the policies set by the MDGs. Both countries have succeeded in reducing maternal mortality to levels that are comparable to industrial c ountries. In Sri Lanka female literacy was expanded and with Malaysia’s strong economic performance, both succeeded in a steady decline of their MMR. All it took from them was a steady and modest investment in poverty reduction, providing maternal health services that were accessible, and improving access to quality emergency obstetric care. Both countries took step to remove inancial obstacles that pregnant woman face in order to receive maternal care. Both countries success was also aided with their increased skilled birth attendants that were vigorously trained in the art of child delivery. The more accessible skilled birth attendants and emergency obstetric care that a country has, the more chances for pregnant woman to have successful deliveries. Culture can either take on a role of aiding or impeding the implementation of public health practices. In the case of Somalia, the widespread practice of FGM in the past has caused great harms to public health practices.The repe rcussion FGM has caused to woman health is immeasurable. Even though FGM is so deeply woven into the Somali culture and has been practiced almost since the establishment of the Somali people, Somali woman have been working hard to eradicate it as early as 1977. The Somali Women’s Democratic Organization (SWDO) was formed in 1977, to become the implementation agency for the eradication of FGM. In 1988 a campaign was launched to eliminate the practice of FGM under the premise that it was unhealthy and completely unreligious.Shortly after a research center was opened solely to focus on the harmful affects of FGM and ways to eradicate this practice. Unfortunately, the fall of Siad Barre’s regime and the countries collapse in 1991 halted all progress made. Since 1996 UNICEF in Somalia funded series of awareness seminars attended by women organizations, religious leaders, government officials, and health professionals. In 1997, Somaliland’s government with the help of UNICEF organized a national seminar on FGM and established committee to develop policies in order to eliminate this practice.UNICEF also sponsored workshops in Mogadishu, Galgaddud, and Mudug regions in 1999-2000. Religious leaders have also been doing their own work informing the public that FGM is not a religious practice and is in fact prohibited by Islam. On November 1999, the Parliament of the Puntland administration approved legislation making the practice of FGM completely illegal. Since then there is no real evidence that this law is being enforced 9. Through many campaigns and initiative people across Somalia are actively talking about the discontinuation of FGM. More and more women are joining he fight against this practice, a feat that in of itself is huge. Talking about this topic publicly was a taboo for such a long time, and it is a huge progress for people to just be talking about it. Changes are gradually being seen in the Somali community. Recently, with the collab oration of an NGO called TOSTAN, UNICEF, and Somali community leaders, an awareness programme was launched in Somalia. This programme is aimed to create community awareness around many issues including FGM. So far a total of eighty-four communities already have been engaged and of those eighty-four, twenty-eight have declared abandonment of FGM10.IV. Costs: Economic and Societal â€Å"There is no tool for development more effective than the empowerment of women. † This quote was said by the former General Secretary of the United Nations, Kofi Annan. In this simple sentence Kofi Annan explained the importance of women in our society. Women play a key role in improving the health, education, and economic productivities of their families and communities. Yet strangely, even though the health of woman is so essential to the wellbeing our society, they are the poorest and most vulnerable people in the world. out of every 10 women dies in childbirth. All public health professionals and frankly everyone around the world should be very concerned about maternal mortality. When a mother dies she most likely leaves behind children. Those children become neglected because it is the mother who really takes care of the kids, ensures they are fed, well educated, and medically well. If those children lose their mother they either pass away themselves, or become unfit members of their community. A child that could have become a positive asset to his or her community is now part of the chain of poverty.Keeping mothers alive is essential part of helping end the chain of poverty. Most mothers that die during pregnancy or childbirth die due to an easily preventable disease or complication. In the case of Somalia where maternal mortality rate is at an all time high, most complications could have been easily preventable. Mothers face economic hardship, no access to healthcare services, and face harsh environmental risks. Also due to the lack of stability and a strong central government that has equally strong public health policies and procedures, their chances of survival while pregnant or giving birth is very slim.Major stakeholders on this public health issue in Somalia are: private sectors, NGOs, United Nations, Ministry of Health of Somalia, and Regional Ministry of Health in Puntland and Somaliland. Unfortunately, the Ministry of Health of Somalia has no real power due to lack of financing and resources. Its regional counterparts (Somaliland & Puntland) may fare a little better by they too have no major resources. That leaves this issue to heavily depend on private sector and Non Governmental Organizations. Groups such as UNICEF and WHO have launched many great campaigns, but the greatest challenge they face is in security.Due to the threat posed by Al-Shabaab and its terroristic activities, aid worker’s lives are at a constant risk when performing within the country. This forces these organizations to either work outside the country or wai t until conditions become more favorable. Working outside the country entails using local leaders an workers to implement projects, and due to the chaos in governance, corruption is inevitable. V. Proposed Resolutions In order to reduce MMR in Somalia there has to be many steps taken.Somalia must first develop and maintain a strong healthcare system that supports maternal health. There must be universal access to antenatal and prenatal care by every pregnant woman, with consistent checkups. These facilities should also be created in rural and urban areas where there is little to none in order to ensure the health of pregnant woman in those areas. Abundant supply of Trained Birthing Attendants need to be established that are skilled and have gone through training in safe and sanity birthing, and are equipped with all the supplies they need to carry out this procedure.Emergency Obstetric Referral Care must be developed and made accessible. Programme in family planning, use of contrace ptives, and reproductive health should be developed for woman and families to go through. Policies should be implemented for families that cannot afford maternal care, through free services or vouchers. Vaccinations and other preventatives measure must be taken during and after pregnancy to ensure the health of both mother and child. Campaign to eliminate cultural practices that bring harm to mothers must be created and advanced.Sexual health education programme should be provided to young girls in order to prevent young pregnancies. Somalia is a war torn country with little no to none stable governmental structure, and lacking in a strong health care system. All proposed solutions require a functioning government to implement and monitor these solutions. Until Somalia can develop this, it will be extremely hard to lower the maternal mortality rate. 1 http://www. unicef. org/somalia/health_53. html 2 http://www. unicef. org/infobycountry/somalia_865. html 3 http://www. unicef. rg/in fobycountry/usa_statistics. html 4 http://www. unicef. org/somalia/SOM_ReproductiveHealthReport-WEB. pdf 5 http://www. childinfo. org/mics/mics3/archives/somalia/survey0/outputInformation/reports. html 6 http://ethnomed. org/clinical/mother-and-infant-care/perinatal-profile-for-patients-from-somalia 7 http://intersos. org/en/countries/africa/somalia/somalia? page=1 8 http://www. un. org/apps/news/story. asp? NewsID=42013&Cr=maternal&Cr1= 9 http://www. asylumlaw. org/docs/somalia/usdos01_fgm_Somalia. pdf 10 http://www. unicef. org/somalia/reallives_7723. html

Converse Product Information

Product information 1. the name of all star come from full name:ALL STAR CHUCK TAYLOR Converse 1917 the world's first dual-ALL STAR canvas shoes in production, and the beginning of the twentieth century is known as â€Å"basketball ambassador,† said U. S. asketball star CHUCK TAYLOR (Chuck Taylor) on this new line of canvas shoes, put it down, convinced thatALL STAR shoes make basketball players on the court dash and enjoy the play, so he wherever he always has a pair of ALL STAR canvas shoes, enthusiastically to her friends, basketball players and coaches recommend ALL STAR canvas shoesand basketball on the requirements of the sports shoes and personal experience, personally involved in the ALL STAR canvas shoes, improved design, making it more suitable for basketball.The ALL STAR theoretically canvas as a material, wear. ALL STAR then only one color – – white. 1966, ALL STAR introduced color series, such as leather, rubber, etc. As technology continues to progr ess, more gradually been used as a shoe-making raw materials. 1970s, affected by the wave of fashion began to move closer to the natural, original feeling. ALL STAR at the time seems exceptionally retro, very easy to wear with wear to go freely to make life simplify. 996, ALL STAR launched ALL STAR 2000, the original leather uppers of canvas instead. 2. the publicity of all star ENERGY As the popularity of popular around Asia and sunshine handsome image became CONVERSE's first China brand spokesperson, and take Taiwan as the center of radiation throughout Asia brand operation Stefanie Who speak over converse in time for the 2002 World Cup Soda Green Lead singer Qingfeng said, to rock ‘n' roll. – London recording a new album, of course, to bring back the spirit of the original dense rock â€Å", and his is CONVERSE always demands creative first, subversion of rational, agree without prior without previous consultation. Endorsement and participate in design. 3. the reaso n of choosing all star light wear resistance bending waterproof acid alkali resistance low price 4. the type of all star a)material quality canvas oxhide PU leather b)shoe model low help high help art graffiti c)shoe style Lace-up shoe Loafers 5. how to distinguish the quality goods a)the genuine heavy feeling in his hand )Soles grinding with nail clippers, genuine will be a little scratch marks, rub with fingers, no scratch marks c)genuine shoelaces cotton content is very high, you can authentic shoes untied shoelace, natural straightened can also stretched, pulled the longest time, we have a relaxed, the laces will automatically shrink d)heel behind the logo concavity, and is affixed to the upper of this shoe machine precision workmanship problem e)Soles middle â€Å"CONVERSE ALL STAR† raised LOGO mark, logo next to the security of the Star of David *, the stars beside a registered trademark of R.Bottom for shoe sizes 6. how to take care all star a)After cleaning the shade of natural dry ventilated place, do not put the local baking sun prolonged sun exposure or high temperature, to prevent the back glue or degumming, accelerated aging b)Non professional labor shoes don't and acid, alkali, salt chemical exposure, so as to avoid corrosion degumming deformation c)The sweaty feet heavy friends, put on the shoes before the first shoes in spray a little vinegar, can reduce the odor, the other canvas shoes should be cleaned regularly, in order to prevent mildewy smell

Wiley Post and Will Rogers Killed in Plane Crash

On August 15, 1935, famous aviator Wiley Post and popular humorist Will Rogers were flying together in a Lockheed hybrid airplane when they crashed just 15 miles outside of Point Barrow, Alaska. The engine had stalled just after take-off, causing the plane to nose-dive and crash into a lagoon. Both Post and Rogers died instantly. The death of these two great men, who had brought hope and lightheartedness during the dark days of the Great Depression, was a shocking loss to the nation. Who Was Wiley Post? Wiley Post and Will Rogers were two men from Oklahoma (well, Post had been born in Texas but then moved to Oklahoma as a young boy), who broke free from their ordinary backgrounds and became beloved figures of their time. Wiley Post was a moody, determined man who had started life out on a farm but dreamed of flying. After a brief stint in the army and then in jail, Post spent his free time as a parachutist for a flying circus. Surprisingly, it wasn’t the flying circus that cost him his left eye; instead, it was an accident at his day job—working at an oil field. The financial settlement from this accident allowed Post to buy his first aircraft. Despite missing an eye, Wiley Post became an exceptional pilot. In 1931, Post and his navigator, Harold Gatty, flew Posts trusty Winnie Mae around the world in just under nine days—breaking the previous record by nearly two weeks. This feat made Wiley Post famous around the world. In 1933, Post flew around the world again. This time not only did he do it solo, he also broke his own record. Following these amazing journeys, Wiley Post decided to take to the skies—high in the sky. Post flew at high altitudes, pioneering the world’s first pressure suit to do so (Posts’ suit eventually became the basis for spacesuits). Who Was Will Rogers? Will Rogers was generally a more grounded, genial fellow. Rogers received his down-to-earth beginnings on his family ranch. It was here that Rogers learned the skills he needed to become a trick roper. Leaving the farm to work on vaudeville and then later in movies, Rogers became a popular cowboy figure. Rogers, however, became most famous for his writing. As a syndicated columnist for The New York Times, Rogers used folk wisdom and earthy banter to comment on the world around him.  Many of Will Rogers’ witticism are remembered and oft-quoted to this day. The Decision to Fly to Alaska Besides both being famous, Wiley Post and Will Rogers seemed like very different people. And yet, the two men had long been friends. Back in the day before Post was famous, he would give individuals rides here or there in his airplane. It was during one of these rides that Post met Rogers. It was this friendship that led to their fateful flight together. Wiley Post was planning an investigative tour of Alaska and Russia to see about creating a mail/passenger route from the United States to Russia. He was originally going to take his wife, Mae, and aviatrix Faye Gillis Wells; however, at the last minute, Wells dropped out. As a replacement, Post asked Rogers to join (and help fund) the trip. Rogers agreed and was very excited about the trip. So excited, in fact, that Posts’ wife decided not to join the two men on the excursion, opting to go back home to Oklahoma rather than endure the harsh camping and hunting trips the two men had planned. The Plane Was too Heavy Wiley Post had used his old, but trusty Winnie Mae for both his round-the-world trips. However, Winnie Mae was now outdated and so Post needed a new aircraft for his Alaska-Russia venture. Struggling for funds, Post decided to piece together a plane that would suit his needs. Starting with a fuselage from a Lockheed Orion, Post added extra-long wings from a Lockheed Explorer. He then changed out the regular engine and replaced it with a 550-horsepower Wasp engine that was 145 pounds heavier than the original. Adding an instrument panel from the Winnie Mae and a heavy Hamilton propeller, the plane was getting heavy. Then Post changed out the 160-gallon original fuel tanks and replaced them with the larger—and heavier—260-gallon tanks. Although the plane was already getting too heavy, Post was not done with his changes. Since Alaska was still a frontier territory, there were not a lot of long stretches on which to land a regular airplane. Thus, Post wanted to add pontoons onto the plane so that they could land on rivers, lakes, and marshes. Through his Alaskan aviator friend Joe Crosson, Post had requested to borrow a pair of Edo 5300 pontoons, to be delivered to Seattle. However, when Post and Rogers arrived in Seattle, the requested pontoons had not yet arrived. Since Rogers was anxious to start the trip and Post anxious to avoid the Department of Commerce inspector, Post took a pair of pontoons off a Fokker tri-motor plane and, despite them being extra long, had them attached to the plane. The plane, which officially had no name, was quite a mismatch of parts. Red with a streak of silver, the fuselage was dwarfed by the huge pontoons. The plane was clearly too nose-heavy. This fact would lead directly to the crash. The Crash Wiley Post and Will Rogers, accompanied by supplies that included two cases of chili (one of Rogers’ favorite foods), set off for Alaska from Seattle at 9:20 am on August 6, 1935. They made a number of stops, visited friends, watched caribou, and enjoyed the scenery. Rogers also regularly typed up newspaper articles on the typewriter he brought along. After partially refueling at Fairbanks and then fully refueling at Lake Harding on August 15, Post and Rogers were headed to the very small town of Point Barrow, 510 miles away. Rogers was intrigued. He wanted to meet an elderly man named Charlie Brower. Brower had lived for 50 years at this remote location and was often called the â€Å"King of the Arctic.† It would make a perfect interview for his column. Rogers was never to meet Brower, however. During this flight, fog set in and, despite flying low to the ground, Post got lost. After circling the area, they spotted some Eskimos and decided to stop and ask for directions. After landing safely in Walakpa Bay, Post and Rogers got out of the airplane and asked Clair Okpeaha, a local sealer, for directions. Discovering that they were only 15 miles away from their destination, the two men ate the dinner offered them and chatted amiably with the locals, then got back into the plane. By this time, the engine had cooled. Everything seemed to start okay. Post taxied the plane and then lifted off. But when the plane reached about 50 feet into the air, the engine stalled. Normally, this would not necessarily be a fatal problem since planes could glide for a while and then perhaps restart. However, since this plane was so incredibly nose-heavy, the nose of the plane pointed straight down. There was no time for a restart or any other maneuver. The plane crashed back into the lagoon nose first, making a big splash, and then tilting onto its back. A small fire had started but lasted only seconds. Post was trapped under the wreckage, pinned to the engine. Rogers had been thrown clear, into the water. Both had died immediately upon impact. Okpeaha witnessed the accident and then ran to Point Barrow for help. The Aftermath Men from Point Barrow got on a motorized whale boat and headed to the crash scene. They were able to retrieve both bodies, noticing that Post’s watch was broken, stopped at 8:18 pm, while Rogers’ watch still worked. The plane, with a split fuselage and a broken right wing, had been completely destroyed. When the news of the deaths of 36-year-old Wiley Post and 55-year-old Will Rogers reached the public, there was a general outcry. Flags were lowered to half-staff, an honor usually reserved for presidents and dignitaries.  The Smithsonian Institution bought Wiley Posts Winnie Mae, which remains on display at the National Air and Space Museum in Washington DC. Near the crash site now sits two concrete monuments to remember the tragic accident that took the lives of two great men.