Union Home Minister Rajnath Singh on Thursday reserved any commitment on the extension of Ramzan ‘cease-ops’ or ‘ceasefire’ in Jammu and Kashmir but reiterated the Centre is open to hold a dialogue with all stakeholders to see a solution to the Kashmir problem.“The suspension of operation is on so far. We will review it. Any decision will be taken after having all opinions are on board. Don’t rule out any possibility,” said Mr. Singh in a press conference in Srinagar.Reiterating the Centre’s readiness to talk to all stakeholder, Mr. Singh said, “For talks, it requires right minded not like minded.” “It will not take time to address the Kashmir problem. This government is firm to resolve it,” he said.He said Prime Minister Narendra Modi and the Home Minister’s statements on Kashmir should be taken “as a final word”, while responding to a question on many BJP leaders speaking in different language on J&K.Describing stone-throwers as “own children”, he said it’s criminal to lead them astray. “If our neighbour is failing to deal with terrorism or stop terrorism from its soil, it should seek help of its neighbouring countries,” he said.“There are forces directly or indirectly supporting terrorism. Terrorism has no religion. It can engulf anyone. What is wrong with our neighbour country?” he said.Referring to former Prime Minister Atal Bihari Vajpayee’s ‘Jamooriyat, Insaniyat and Kashmiriyat (Democracy, Humanity and Kashmiriyat) slogan and Prime Minister Narendra Modi’s slogan “Gali say nahi, galay laganay saay (Embrace not abuses), he asked militants “if they believe in democracy or not”.“Kashmiriyat has Hazratbal shrine as well as Amarnath shrine in it. India is a unique country and is home to all 72 sects of Islam,” he added.
Fred Kavli, the man behind the Kavli Foundation, died last week at the age of 86. He leaves a legacy of supporting the fundamental sciences that will be further strengthened in the future, thanks to additional funds that Kavli bequeathed to the foundation in his will.“Fred had always indicated that the foundation would exist in perpetuity,” says Kavli Foundation President Robert Conn. “He endowed it with a generous initial gift. It will be even more generously endowed after his passing.” Conn did not, however, provide details on how much Kavli’s final bequest will add to the foundation’s capital, which totaled $145 million in 2011, according to tax records.Kavli grew up in a small village in Norway and moved to the United States in 1956. Two years later, he founded Kavlico Corporation, which became one of the world’s largest suppliers of sensors for the aerospace and automobile industries. In 2000, Kavli sold the company and launched the Kavli Foundation to support basic research. 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And since 2008, the foundation has also financed biennial prizes of $1 million each to recognize top researchers in the fields of astrophysics, nanoscience, and neuroscience. Among other prizes funded by the foundation are the annual science journalism prizes awarded by AAAS, which publishes Science.“Something that was very special about Fred was his singularity of purpose,” Conn tells ScienceInsider. “When he set up the foundation, it was with a deep belief that fundamental science could ultimately show the way to a better life for everyone.”Despite his illness over the past year, Conn says, Kavli remained gung-ho about the foundation’s work. “In phone conversations over the last 6 weeks, he told me several times—let’s keep going,” Conn says. “He had absolute conviction in his vision and his belief. It’s motivating.”
Crista Cullen smashed a hat-trick as England posted a 4-1 win over Wales in a Pool B women’s hockey match of the Commonwealth Games in New Delhi on Tuesday.The 25-year-old defender put England ahead in the 10th minute before scoring her second goal in the 20th to help her side go into the half-time with a 2-0 lead at the sun-baked Major Dhyan Chand Stadium.Cullen converted her third penalty corner six minutes into the second half to make it 3-0 before Charlotte Craddock scored a goal from open play to increase England’s lead.Wales managed a consolation goal just one minute before the final hooter through Sarah Thomas, who played an integral part in Britain’s Olympic campaign in Beijing in 2008.England, the world number six, lived up to their billing as one of the favourites to lift the gold with their deft passes and neat possession throughout the match.Wales will have their task cut out after suffering their second loss in as many days. They lost 5-1 to New Zealand in their opening match on Monday.
The Official SHRM & Glassdoor Tweetup & AfterParty (8:00 p.m., Monday, 6/17): Glassdoor is the exclusive sponsor of the most anticipated party of #SHRM13. Come by the House of Blues Chicago (Address: 329 N. Dearborn, Chicago, IL) starting at 8 pm for an 80’s style party with DJ Jazzy Jeff! Are you heading to SHRM 2013 in Chicago? We are and we’re looking forward to seeing you! The Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource development and management. Glassdoor, the leading social jobs and career community, is excited to bring our team to the annual conference, which is expected to attract thousands of HR professionals, recruiters and other employment professionals from around the world.The four-day conference kicks off on Sunday, June 16. Below are just a few of the places you’ll find us:Glassdoor Booth #353: Visit our love it or list it themed booth to enjoy fun gameshow style games, HeRo t-shirts and to see how well you know your company’s reputation with a look at the recently announced Glassdoor Employer Center. Don’t miss the session “Shaping Your Organization’s Culture as a Member of the Executive Suite” on Tuesday at 4pm CT with China Gorman, former SHRM COO & Allyson Willoughby SVP of people at Glassdoor. Find us in room S101 a little before 4 pm to grab your seat and a kazoo!Unable to make SHRM this year? No worries, we’ll post updates, photos and videos from the conference so like us on Facebook and follow us on Twitter for all the latest news from Chicago. Also, many folks at SHRM will be getting a rundown and putting in nominations for the Glassdoor Talent Warrior Awards.Have you nominated a social recruiting leader yet? Nominate today!
You’ve landed an interview for your dream job. While you may need to rehearse your answers to interview questions and brush up on your knowledge of the potential employer, you must also make one crucial decision: What to wear?!You may have heard the traditional advice to only wear black or navy to a job interview, but times have changed. In fact, there are very few hard and fast rules. “Black, navy, or gray are often ‘safe’ colors, but if that’s not who you are at work, it’s a lie to dress like someone you’re not,” says Darcy Eikenberg, executive coach, founder of Red Cape Revolution and author of Bring Your Superpowers to Work: Your Guide to More Clarity, Confidence and Control. “Rather than sticking with safe colors, you should always wear something that fits you well, that you’re comfortable in, and that reflects your natural style and personality.”While a navy suit may not be the best fit for every job interview, selecting your outfit—and its color—is still an important decision. But how do you present yourself professionally while keeping true to who you are? When determining what to wear to your next job interview, consider these 5 tips to dress for success:1. Keep it Personal: Your entire job search should be about you—knowing who you are, what you have to offer, and how you want to be seen by others. Planning your interview outfit is an extension of this process. “Color can be a great way to communicate your personality, or it can be distracting if it seems out of place,” Eikenberg says. “Think about who you are and how you want to be seen at this new company.”While the specific colors you choose may not be the most important thing, Eikenberg recommends choosing them carefully. “If your clothes are more neutral, you might add a touch of color in your tie, a piece of jewelry, or even shoes if it feels like that communicates who you are,” she says. “But when in doubt, leave it out. You want them to notice you, not your clothes.”2. Consider the Company: It’s important that you present your true self in a job interview, but you should also think carefully about the needs and preferences of the employer. Try to find common ground: What kind of image works for you personally, but would also make the interviewer realize that you may be a fit within the company? Keep in mind that if your style doesn’t mesh with the style of the organization, the job may not be a good fit for you.If you know people who work at the company, start by asking them what types of clothing and colors are appropriate. “If you live near the company, drive by the parking lot and take a glimpse at what employees are wearing,” Eikenberg suggests. “You can also ask your recruiter about the dress code and get specific advice.” Plus, don’t forget to check out the office photos of a company, shared by employees, on Glassdoor to see what the company culture, its people and the work environment look and feel like – This will give you some great added perspective.If everyone in the company wears black, navy or gray, it’s probably best to stick with conservative clothing. But if the job opportunity would require you to show a sense of style, creativity, or fashion, choose your clothes to send a unique message. “A more colorful palette may be just right in a startup, but out of place in an investment bank,” Eikenberg says.3. Plan a Dress Rehearsal: Don’t wait until the morning of your interview to make sure your clothes fit and match. Eikenberg recommends trying on your entire outfit, including shoes and accessories, several days before the interview. “Walk around,” she says. “Sit down. Ask a family member or friend to look you over. There’s nothing worse than rushing out the door and realizing that you have a button loose, a spot on your favorite button-down, or your skirt’s too short to sit without fidgeting.”4. Consider the Effects of Video. If you’re preparing for a Skype interview or any other type of video interview, which is increasingly common, realize that certain patterns and colors will create a better video presentation. “Be wary of patterned clothes,” Eikenberg says. “Patterned shirts and jackets create blurry lines on video; instead, stick with clean, solid lines on your upper body.” For video, you’ll also want to be careful of similar colors as your skin tone as it can wash you out.To get ideas, pay attention to what your local news team wears on TV, Eikenberg says. You’ll likely notice classic clothing that is often colorful, but rarely busy.5. Don’t Overstress Your Outfit. While answering the “what to wear” question is certainly crucial for your upcoming interview, don’t spend too much time focused on your clothing, as you don’t want to procrastinate on preparing for the actual interview itself. Your clothing needs attention, “but it’s just one of the many things you want to do in advance of an interview,” Eikenberg says. “It might seem easier to go shopping than to call a colleague who used to work at the company and ask more about the job and company, but the latter will increase your chances of getting a job offer.”Have you interviewed at a company? Let others know what it was like by sharing an anonymous interview review on Glassdoor.
Photo gift online retailer Collage.com has disrupted the industry with its photo fleece blankets, gifts for every occasion as well as its unconventional business structure. Collage.com is a 100% employee-owned, profitable, bootstrapped company with about 50 employees that has rapidly grown from $0 to $25 million in annual revenue since 2013. And everyone works remotely.That’s right. All of the company’s employees work from home and collaborate virtually to build a company that has been studied by Harvard Business School. With so many employers starting to embrace flexible work options and remote work, we caught up with Founder and Co-CEO Joe Golden to talk about how he and his partner manage to foster culture, success and employee growth with a workforce that doesn’t interact in person daily. Hint: there are a lot of video conference calls.Seem impossible? Once you hear from Joe Golden, you may just be convinced that remote work is perfect for you. Good thing, Collage.com is hiring.Glassdoor: How did you and your partner Kevin Borders first come up with the idea for Collage.com?Joe Golden: I’ve been friends with Kevin since middle school. Kevin was trying to make an anniversary photo collage for his girlfriend (now, wife). Not finding any software up to the task, we teamed up and we developed the initial tools that became Collage.com.After seeing so much interest in what we created, we both decided to make Collage.com our full-time focus. Since then, we’ve grown Collage.com into a 50-person 100% employee-owned company – and we’re currently hiring!Glassdoor: Did you know that it could be a business where employees could all work remotely?Joe Golden: From the very start, Collage.com has been all remote – and we have no plans of changing anytime soon. Kevin and I both come out of an academic background, where using technology – and questioning established norms, like setting up a physical office – made this a no-brainer.Glassdoor: When did it first dawn on you that remote working would be an asset to your company?Joe Golden: We intentionally set Collage.com up as an all-remote company, and I think it’s been one of our secret weapons. Being totally remote lets us recruit the best employees from anywhere, instead of limiting ourselves to one limited geographic area. It provides our employees with complete control of their working environment: most of our team loves working from a home office; some folks love to work at a favorite coffee shop; some like going to coworking spaces. Additionally, by reducing our overhead costs, we’re able to invest even more in our team through great salaries and benefits.Glassdoor: Many companies worry that remote workers won’t have the same sense of brand loyalty or company culture. How has your team fostered a sense of culture and collaboration in spite of the remote workforce?Joe Golden: Company culture is a constant focus for any successful business, whether it’s remote or has physical locations. For Collage.com, we try to promote collaboration through regular one-on-one and team meetings as a company, so every employee gets to interact with their supervisor and the rest of their team on an extremely frequent basis. We use video conferencing as much as possible so our team gets to actually see each other all the time. (OK, sometimes folks turn off the cameras when they’re working in their pajamas – and that’s okay!)Twice a year, we fly our entire company to Ann Arbor, Michigan for a few days of fun and strategic planning, which makes it easier to get to know folks in person. We’re able to get important planning done in person, but we also make sure to have a good time. Michigan has a great food and beer scene, which we certainly take advantage of when meeting!You can learn more about our company culture and what it’s like to join our team at jobs.collage.com.Glassdoor: What are three downsides to remote work? Any big challenges?Joe Golden: Remote work isn’t a good fit for anyone who isn’t a strong communicator since it’s even more important to communicate well when everyone isn’t in the same physical office. It’s also important for anyone who works in a remote setting to be self-motivated since there’s no one physically with you to ensure you stay on task.Relating to that point, to be most successful in a remote work environment, you have to find a work environment that lets you be the most productive. It’s different for everybody. Some people might find the stimulation of a coffee shop or coworking space makes them more productive; others might find it a distraction.Glassdoor: Does Collage.com offer assistance for employees who struggle to work from home? Any resources to help new employees transition from cubicle life to their newfound freedom?Joe Golden: We haven’t had many major problems on this front, fortunately. Not forcing our employees into long commutes turns out to not be that unpopular.Seriously, though, we have an extensive interviewing and onboarding process to make it a smoother transition for new hires into the world of remote work. Typically, new employees joining our team spend a lot of time in their first weeks in one-on-one conversations with their direct supervisor and co-workers, which provides ample time for answering any questions on remote work or sharing tips on how to make it most effective. Remote work positions are great for people who are really driven and self-motivated, since you’re measured by what you produce, not just how much time you spend in the office.Glassdoor: Now, a couple of fun ones: what was your first job and what did you learn from the experience?Joe Golden: My first job was at a shopping mall chocolate store, Rocky Mountain Chocolate Factory, as a teenager. I mainly helped customers, ran the cash register, restocked, washed dishes, baked cookies and prepared caramel apples. I learned that different customers have different needs and that it is important to take care of all of them extremely well.Glassdoor: What is your go-to productivity hack for working from home?Joe Golden: Sticking to a set schedule and having a designated place to work are my two best work-from-home tips. It can be really tempting to vary hours day-to-day or to work from different places all the time, but most people on our team have found that to be disruptive. Find an environment and schedule that works for you and stick to it to have the best success working remotely. Impressive Skills to Include on Your Resume The Best Cities for Jobs in 2018 Also on Glassdoor:
How to Become the Candidate Recruiters Can’t Resist 8. Vice President, Strategy & Innovation, GAPSan Francisco, CABrief Description: The VP, STRATEGY & INNOVATION reports to the EVP, Strategy & Chief Customer Officer (CCO) and is a member of the Gap Inc. Customer and Strategy Team (CST) leadership team. This leader is responsible for helping establish the long-term strategic direction of Gap Inc. along with the CCO, CEO and key members of the Senior Leadership Team. This VP will be a key leader in strategic change initiatives, and will drive new business development opportunities outside of our existing brands, including M&A, while overseeing Gap Incs central Consumer Insight initiatives.What Employees Say About the Company: “Amazing benefits and opportunities to learn. If you are with the right team, there are endless opportunities and huge growth happens.” —Former EmployeeApply Now 3. Pizza Ninja, Mellow MushroomOlive Branch, MSBrief Description: Pizza Ninjas are the backbone of Mellow Mushroom’s business and should have the following characteristics and skills: hardworking, works well under stress, can handle multitasking, good at following instruction, able to run his or her station as concisely and quickly as possible, able to learn to complete tasks in a timely manner, maintain a positive attitude, have a strong sense of work ethic, and must be punctual and dependable. They must possess great hand-eye coordination and be able to memorize menu items and the order of ingredients for Pizza builds. They have to be able to perform during stressful situations and keep a calm demeanor.What Employees Say About the Company: “Wonderful place to work with opportunities for growth and career development. I have always felt comfortable expressing any needs or concerns. The ownership and management team is top notch. They truly care about the customer as well as their employees. Well rounded with solid structure, high expectations, and consistency coupled with a true sense of care and concern about you as a person.” —Current Operations ManagerApply Now 4. Visual Designer, GameChangerNew York, NYBrief Description: The role demands great execution, obsession with quality, optimism to solve problems with creativity while keeping the user in mind and the ambition to take projects from start to finish. Working with our talented team of UX/UI Designers, you’ll execute against GameChanger’s vision in order to take our brand and products forward. You’ll evangelize our vision of enhancing the youth sports experience through your designs. Ideate and produce design systems that can be applied across a range of channels including: web, mobile, email, print, and other branded marketing collateral.What Employees Say About the Company: “Great team that comes up with superbly customer-focused solutions to in an entirely untapped amateur sports market. Employees can really make an impact and have a say in nearly every aspect of the company. New technologies, great opportunities to learn and grow. Founders really believe in the product, and it’s infectious. Flexible work hours, great office environment.” —Current Software EngineerApply Now 12. Management Trainee, Enterprise Rent-A-CarLaredo, TXBrief Description: During your first year, you will actively participate in everything from sales and marketing and customer service to operations and finance. As you progress, you will be tested and evaluated to determine your proficiency in these areas. Successful completion of these tests and evaluations will result in rewards, pay increases and the opportunity for continued promotions.What Employees Say About the Company: “I have been with Enterprise Holdings for 7+ years now. I can’t say enough about how great of a company Enterprise is to be a part of. I am currently an Area Manager and just like everybody else in the company started my career as a Management Trainee. The MT program is an all inclusive program that gives you the tools needed every step of the way to learn the business. The company truly promotes on success. The company truly has an employees first mindset.” —Current Area Rental ManagerApply Now 15. AppleCare At Home Advisor, AppleAnywhere USABrief Description: You’re a problem solver and easily connect with customers! You can multitask across systems and applications, analyze, isolate and resolve a variety of complex technical issues, and comfortably navigate a technical environment. You effortlessly engage, explaining step by step solutions with patience and an approach tailored to each individual customer. You’re not only here to help fix technical issues, but also provide an incredible customer experience. Because you’ll work independently from home, you’ll need the discipline and ability to work remotely from coworkers and management. If this sounds like you, you could be the next AppleCare At Home Advisor. Were committed to helping employees explore their potential. This is a work from home position and you can live in any city across the US-you do not need to live in the city this is posted in to be considered.What Employees Say About the Company: “Working at Apple means that the things you work on get into the hands of hundreds of millions of people, literally. It’s a lot of pressure to get things right and drives one to do the best work of their lives. 2+ years later I’m still blown away by the talent and creativity of people I work with.” —Current Software EngineerApply Now 14. Staff Accountant, Duo SecurityAnn Arbor, MIBrief Description: As the Staff Accountant focusing on current liabilities, you will be responsible for the Accounts Payable function including invoice, expense report, and credit card processing, facilitating payments and posting daily cash activity. This is a position that requires a commitment to details and the willingness to meet deadlines — but you won’t be doing it alone. You’ll have amazing mentors throughout the organization and will work with a dedicated team in a fast-paced, challenging, fun environment, and your work will directly impact the organization.What Employees Say About the Company: “Best job I’ve ever had. Incredible opportunity to build products that customers love, and work on an important mission to protect organizations from data breach. The company is growing quickly. For those who see this as an opportunity to have a big impact on the company, it’s a wonderful place to roll up your sleeves and dive in. Really good work/life balance. Incredibly smart, kind people.” —Current EmployeeApply Now 2. Engineering Manager, SquareSan Francisco, CABrief Description: The Developer Platform Server team is responsible for APIs that external developers use to build apps on Square’s platform. Square provide developers with the tools to create solutions for both existing Square merchants and entirely new customers. You will own Square’s eCommerce API products, build infrastructure that makes it easy, scalable, and consistent for internal teams to expose Square’s products to external developers, and enable the transformation of Square from a product company to a platform companyWhat Employees Say About the Company: “It’s easy to believe in the mission of economic empowerment, and the excitement and commitment is contagious. Management is extremely transparent and provides the right balance of guidance and autonomy. Teams are scrappy and so efforts are impactful and important.” —Current Operations ManagerApply Now 11. Head Cashier Full-time, Lowe’sArlington, TXBrief Description: The Head Cashier manages the front end activities by proactively visiting Customer Service, Returns Desk, Front Line Registers, Commercial Registers, Lawn and Garden Registers, Vestibules and parking areas. Provides direction and support to associates. Helps to ensure Customer Service needs are met at all times.What Employees Say About the Company: “Great Corporate Company Culture. Great Benefits. When you are in a good market that reflects the Company Culture it doesn’t get much better in retail.” —Current Loss Prevention and Safety ManagerApply Now 5. Energy Sales, Just EnergyIrving, TxBrief Description: Just Energy is seeking an Energy Sales Representative to join our team! You will resolve customer questions and offer solutions to drive company revenue. Present and sell company products and services to new and existing customers. Prospect and contact potential customers. Reach agreed upon sales targets by the deadline. Resolve customer inquiries and complaints.What Employees Say About the Company: “I’ve never worked for a company where the leadership is so accessible and involved. They make it a point to visit offices and stay connected in everyday activities. Most of our leadership was promoted from within, and remember where they started.” —Current Regional Recruiting ManagerApply Now Ask a Resume Writer: Where Do I Start? 7. Genius, AppleAventura, FLBrief Description: At the Apple Store, you maintain customers’ trust in Apple as the skilled expert, troubleshooting and repairing products. You use problem-solving and people skills to assure Genius Bar customers of swift resolutions to their technical problems. You also educate your team members about products, while independently keeping your own technical know-how up to date.What Employees Say About the Company: “Competitive Pay, Great Benefits, Amazing People, Great Work, Awesome Opportunities, Excellent Experiences, Great atmospheres in a beautiful store, no matter where you’re working!” —Current SpecialistApply Now 13. User Experience Research Lead, Luminex CorporationAustin, TXBrief Description: The UX Research Lead will be responsible for providing detailed reports and summaries related to all aspects of software and hardware product testing performed by the UX team. They will contribute to and evaluate best practices for software and hardware product use (software workflows, troubleshooting, mitigations for errors and breakage, etc.) and work with groups that document these practices to ensure the information is captured and disseminated in a manner that best fits the global nature of our business.What Employees Say About the Company: “The opportunity to contribute to things making a positive difference in the world. Great colleagues, good work/life balance” —Current EmployeeApply Now 16. National Channel Manager, Telecom BrokerageCharlotte, NCBrief Description: The National Channel Manager (NCM) (Charlotte, NC) wins, maintains, and expands relationships with partners to sell services through TBI. Primary sales activity will be focused on acquisition of new revenue from the partners and the NCM will provide additional support to these partners on an ongoing basis in an effort to develop the business.What Employees Say About the Company: “TBI Inc. is a growing company with a lot of new and exciting opportunities for it’s team members. They like to bring on new hires with different backgrounds to add new perspectives and ideas to the table to help the company develop. If you come to work, have a great attitude, and work hard, you will get recognized which is a major perk of being apart of the TBI family.” —Current EmployeeApply Now There are millions of jobs open on Glassdoor right now. Millions. Don’t get overwhelmed, get focused. Research the companies you like, dig into the job descriptions and read what current employees say about the culture. But before you click apply, make sure you’ve done your due diligence.Here are 16 of the hottest jobs we found while scouring the job postings on Glassdoor. Hopefully, this helps you find a job that fits your life!1. Dragon Propulsion Engineer, SpaceXHawthorne, CABrief Description: Work on the world’s most advanced manned spacecraft along with a brilliant and passionate team of engineers, who are tackling difficult problems and pushing the boundaries of rocketry. Develop (design, analyze, build, and test) propulsion engines, fluid components (i.e., valves, instrumentation, etc.), tanks/pressure vessels, and/or fluid systems for the Dragon spacecraft. Own critical spacecraft propulsion hardware/systems, as every engineer at SpaceX assumes profound responsibility for their hardware.What Employees Say About the Company: “It’s pretty amazing to see what you can build with the collective efforts of everyone at SpaceX. It’s a challenging work environment, but is also highly rewarding. Every day is a new challenge and a new problem to solve. Excellent employee perks: Generous PTO (4+ weeks), excellent benefits, 401K, generous stock grants (RSUs), and most importantly: Tesla discounts!” —Current EmployeeApply Now 9. Director of Sales SMB New Business, GlassdoorChicago, ILBrief Description: The Director of Sales will lead the growth and success of Glassdoors SMB (small to mid-sized business) new business sales team in Chicago. In this role, you will provide leadership, communicate strategic direction and aid in directing the activities of the SMB sales organization. You will partner and engage with other sales leaders, Sales Operations, Marketing, Customer Success, etc., to develop strategy and execution to enhance contribution, increase efficiencies and drive customer acquisition, retention and satisfaction.What Employees Say About the Company: “Glassdoor is a great place for career growth, making friends, and experiencing new foods. I love our dog friendly office. It’s so fun! We’re also right beside the ocean which is just beautiful. One of my favorite parts about Glassdoor is our employer’s emphasis on employee wellness and work life balance.” —Current Data ScientistApply Now Also on Glassdoor: 10. Director of Customer Experience, Liberty Mutual InsuranceBoston, MABrief Description: As a Customer Experience Director in Customer Advocacy, you will join a high performing group that is empowered to create a world class customer experience. The team builds rich insights based on voice-of-customer research, and then designs an ideal future state experience using design thinking principles. The individual will be expected to design highly innovative and visible projects that are transformative to the customer experience.What Employees Say About the Company: “The environment is collaborative and the pay is competitive. There are also more and more global opportunities as Liberty continues to expand worldwide. Senior Leadership seems to really care for their employees, soliciting feedback in an effort to improve the employee experience.” —Current Compensation ConsultantApply Now 6. Mixologist, Rooftop by JG at the Waldorf AstoriaBeverly Hills, CABrief Description: As a Mixologist, you would be responsible for preparing beverages and serving beverages and/or food to guests in the hotel’s continuing effort to deliver outstanding guest service and financial profitability. Greet guests and respond to guest inquiries and requests in a timely, friendly and efficient manner.What Employees Say About the Company: “I started as a line level employee in the hospitality industry, joined Hilton 20 years ago and just celebrated my 5th year as a General Manager in a full service hotel. Hilton Worldwide is a company dedicated to developing talent at every level in the organization and I owe my success and career to their continual investment in me.” —Current General ManagerApply Now
Feedback is an important tool for managers and leaders to help employees grow. It’s also something employee want. A 2016 Clutch survey found that 68 percent of employees who receive accurate and consistent feedback feel fulfilled in their jobs. There are two important words in that statement: accurate and consistent. Not all feedback can be described as such, which is just one of the many reasons it often hurts, rather than helps. When giving feedback to your employees, keep the following tips in mind to ensure it’s both heard and helpful.It’s Too Critical“Don’t take it personally” doesn’t take away the sting of critical feedback. Why? “That’s because hearing critical feedback strikes at the heart of two core human needs—the need to learn and grow, and the need to be accepted just the way we are. Consequently, even a gentle suggestion to do something differently can leave us feeling wounded,” explains Margie Warrell, leadership expert for Forbes.To avoid being too critical, use these tips from Emma Seppala, Ph.D:Give more positive than negative feedback. Use an age-old tactic like the compliment sandwich—good, bad, good. What to Do When You Get Negative Feedback at WorkYou Don’t Have a “Why”Your feedback needs to be specific for it to be effective. This not only helps the person on the receiving end, giving them a clear idea of what they need to do to improve, but allows you to be thorough and better prepared. “Are you trying to acknowledge someone’s good work? Identify behaviors you’d like the person to change? Or share how he or she ranks compared to the rest of the team? When you know the ‘why’ behind your feedback, you’ll be able to better organize your thoughts, your message, and the conversation,” says Lea McLeod, with The Muse.Create a templated a “pre-feedback sheet.” This can be used by leaders and managers, even employees doing peer reviews, to structure the information and meeting. With an outline and a plan, it’s easier to stay focused in both preparation and execution.You Aren’t Delivering EffectivelyInstead of assuming everyone wants to get feedback face-to-face, survey the employees you manage to get an idea of how they’d like to receive the information. For introverted people, feedback via online chat or email may be easier to take than in person. If the person is too nervous, they’ll have a hard time digesting and absorbing the information, rendering it useless. If you have too many employees to learn and remember each of their preferences, poll your team about what format they prefer. Give the top two group preferences as an option for every feedback meeting. For example, if you need to speak with someone, you might email and say, “I want to give some feedback on your last project. Would you prefer via email or in-person?” This extra step may take time, but your feedback will resonate better with each employee when it’s received in a way that’s most impactful for them.What Is Emotional Intelligence, and Why Everyone Needs ItYour Timing is OffFor feedback to be effective, it needs to be given in a timely fashion—when it makes sense for the employee: “If it’s not delivered at the right time, the value of the message depreciates. Think of praise and encouragement. Even they lose their effect, if delayed. So, when is the right time? It’s simple: when people need to hear it,” says Emilia Bratu, COO and Co-Founder of Hubgets.One way to ensure feedback is timely, is to keep it consistent with weekly feedback meetings with all employees that you manage. This ensures that there’s an opportunity to provide timely feedback each week. It also gives employees a chance to ask for feedback and advice on a regular basis, despite your busy schedule. There’s No Accountability or SupportFeedback without an action is just criticism. If you want employees to improve based on feedback, there needs to be two things: accountability and support. The two work hand-in-hand to make your feedback effective and useful. For example, when the meeting is done, ask how the employee believes he or she can improve to get back on track and make a plan together. The plan can be as simple as, “I will ask you if I’m uncertain about giving a discount, rather than making the judgement myself.” By letting them come up with the plan, they’re empowered to hold themselves accountable. You then need to support their plan by providing further accountability and offering to help as needed. You can provide that support in a number of ways, the easiest being a weekly check-in to make sure your employee is sticking with it.Start Giving Better FeedbackFeedback is important, so make it effective. When you have a plan, a “why” and a way to support the employee while holding them accountable, you help employees grow—rather than simply hurting their feelings. Use these tips next time you need to provide an employee with feedback to be sure you’re heard and they find value in it. Focus on their strengths to “create excellence” rather than their weakness, which “drives competence.” Emphasize collaboration and and commonalities, staying objective. “Describe the problematic situation (rather than evaluating it), identify objective consequences or your personal feelings associated with it (rather than placing blame); and suggest acceptable alternatives (rather than arguing about who is right or at fault).” The Secret To A Stellar Performance Review
23 hours ago 23h 23 hours ago 23h 4.1★ Software Engineer (Autonomy) Uber Pittsburgh, PA 23 hours ago 23h Engineering Manager – Cadence Uber Seattle, WA 23 hours ago 23h 4.1★ Engineering Manager – AVMaps Core, Self-Driving Uber Pittsburgh, PA Developer Tooling / Infrastructure & Build System Engineer Uber Pittsburgh, PA Sr Software Engineer – Uber Elevate Uber San Francisco, CA This article was originally publish on LinkedIn Pulse. Reprinted with permission. Software Engineer Uber Pittsburgh, PA Senior Production Engineer Uber Palo Alto, CA 23 hours ago 23h 4.1★ 4.1★ 4.1★ 23 hours ago 23h 4.1★ Engineering Manager, AVLogs – Self Driving Uber Pittsburgh, PA 4.1★ See more Engineer jobs at Uber 23 hours ago 23h 4.1★ 23 hours ago 23h 4.1★ 4.1★ Senior Backend Engineer, Robotics Uber San Francisco, CA Available Engineer Jobs at Uber In January 2017 I joined Uber as Chief People Officer. I don’t often reflect on my work publicly but now that I’ve hit the one-year mark I have a few thoughts to share.As you know, Uber had a rollercoaster 2017. There was no way I could have predicted how the year would unfold, but now that I’m on the other side of it I can look back and honestly say it has been the best learning experience of my career, so much so that I thought I would jot down my lessons learned. Here is what I know to be true… none of it earth-shattering, but all of it very real:1. Listen DeeplyThe most brilliant strategy will hit a wall unless it’s grounded in listening and deep research. This is especially true when any sort of change is necessary. If we don’t invest the time to deeply listen and understand it’s likely we will solve the wrong problem — which puts us back at square one. Of course this sounds obvious, but how often do we really put our own ideas and agendas aside and keep our minds open?One of the first things I did when I arrived at Uber was host a ton of listening sessions to understand what was on employees’ minds. No agenda, no structure, just questioning and listening. These early sessions told me many things — one being that employees did not trust our performance management process and wanted something that was more balanced, qualitative and development focused. So we — and by “we” I mean employees — rebuilt our Perf system and methodology from the ground up. Hundreds of employees attended build sessions and 100% of our employees had the opportunity to comment through surveys and global focus groups to help design the new system that we started rolling out in mid-2017. We didn’t just sit in HQ as a People team and design the process; instead, it was ideated and implemented by the people who would be using it.2. Be VisibleSetbacks happen in every organization. Although it’s tempting to lock down until things blow over, in times of shared pain, being visible, authentic and available to employees is essential. Even if you don’t have an answer or a solution to a crisis, showing up and being honest and transparent is the most important action we can take as leaders.I had to do this in one of my hardest moments at Uber a scant few weeks after I joined. In mid-February I read a blog post written by Susan Fowler, a female engineer who described inappropriate behavior and other troubling incidents that contributed to her having a very negative work experience at Uber. The blog post went viral, and two days later I had to face 15,000 devastated employees at an all-hands meeting. What made it worse was that I’d had an accident the day before and one side of my face was bleeding, swollen and badly bruised. Believe me, the last thing I wanted was to be front and center. But I knew that was where I was needed.I got through the meeting, and the challenging weeks that followed. It was a painful time but also the start of a much-needed healing process for the company. Hundreds of employees asked me what we should do… my answer was always the same: we need to use Susan’s input to bring about change, and be genuinely kind and caring toward each other; always. At the time it was hard for me to understand exactly what was happening, but in retrospect, it’s clear: one very brave piece of prose, authentically written, created a lightning rod for change at Uber. For that, I truly thank Susan.3. Involve EveryoneThrough hosting dozens of sessions across the company in a few weeks it was obvious we needed to evolve our culture and business practices. We had to listen with an open mind and solicit feedback from all our employees. In fact, we had to go further, we had to rebuild trust, slowly and meaningfully… so we moved from listening to involving to working together, side by side.As I mentioned earlier we engaged our employees in designing our new performance management system, and it did not stop there — every change we made (based on the feedback from the listening sessions) involved our employees. Upwards of 60% of our managers were managing for the first time and in truth we had not supported them as well as we should have. So we undertook dozens of interviews and another big survey to gather insights on what makes a great manager at Uber. Since mid-2017 we have been embedding those competencies into all of our trainings and will gauge our success by integrating them in our Culture Survey.We asked for feedback again, when our new CEO Dara Khosrowshahi joined us in September, to help define Uber’s new cultural norms — a truly collaborative undertaking to ensure everyone had a voice in crafting a shared vision for how we’re going to work with our riders, drivers, communities and each other. It takes a lot of time and patience to do things this way, but what I’ve learned is that enabling change is most successful when you actively involve people every step of the way. Oh and by the way… we arrived at better and more creative outcomes because our employees are simply awesome.4. Emphasize InclusionThe past year has taught me that creating change around diversity and inclusion needs to be more than a token effort. Many ERG leaders told me that they felt it was really hard to add value because all of their ERG work had to be over and above their day-to-day responsibilities. That gave me the idea to introduce a “citizenship goal” so that every Uber employee has the opportunity to contribute in some way to the community (very broadly defined) as part of their day job. We must never push inclusion to the sidelines — it should be central to who we are, and woven throughout everything that we do.In the spirit of bringing diversity front and center, in March 2017 we published Uber’s first-ever diversity and inclusion report and shared it both internally and externally. Our investment in our employee resource groups (ERGs) is proving instrumental in helping to drive dialogue and culture change. More than 5,000 employees regularly interact with our ERGs — that’s around a third of our global employee population. What’s even more incredible is our that our ERGs have a real voice, they make things happen, and they really are empowered. I’m constantly inspired by the positive energy and passion of our ERGs.My personal goal is for Uber to be the MOST inclusive company where everyone feels respected, valued and able to contribute. We made great progress in 2017 and we will work tirelessly to achieve this goal in 2018.5. Disagree & CommitI’ll admit I borrowed this from Amazon, but my goodness it’s worth it. No team agrees 100% of the time nor should they… diversity of opinion is essential to creation. Having the confidence to admit I don’t have the best answers and to invite a broad spectrum of input is crucial to getting the best outcome. I do believe though that once we have made a decision there is no room for negative side conversations or half-hearted execution — I expect my leaders to sell the solution with passion. Having very different personalities on a leadership team should not be an impediment — as stated above, diversity of opinion leads to better decisions, but only if we truly align and commit.6. Be ResilientLast but not least it’s more important than I ever could have imagined to be resilient in times of stress and change. That requires taking care of our spirit, getting enough rest, supporting each other, and devoting time to aspects of the job that energize and inspire us. At times when I’ve been at my worst — tired, over-caffeinated and blindly putting tasks over people — my inner mantra has kicked in to remind me to “breathe deep and focus on caring.”It also helps to remind myself and others of all the incredible things we’ve accomplished over the past year: Our 180 Days of Change rollout is transforming our relationship with drivers, improving everything from driver earnings to support. For our employees we implemented a comprehensive equal pay analysis and raised tech salaries to ensure aggregate pay equity between women and men, and between all racial groups. We also organized our first Global Week of Service where more than 2,200 Uber employees spent 7,300 hours volunteering at 125 events globally. We showed each other we care by donating money, supplies, and logistical support in response to last year’s hurricanes, the Mexico City earthquake and the Wine Country fires. We even had a grassroots effort to reignite employee pride and remind ourselves that we are Good People Doing Good Things.So my take on the last year may not sound revolutionary or new, nor does it involve technological breakthroughs. What I really learned is everyone is trying to do their best, everyone deserves respect, and everyone has good ideas. (On the flip side: negativity hurts organizations and teams, but most of all it hurts us as individuals.) Creating a company that allows people to be themselves, nurtures genuine kindness, support and consideration for others and includes everyone will lead to success.We’re already seeing it as our Culture Survey results are starting to climb, our new CEO has a 97% approval rating on Glassdoor, and Uber has a 4.3 overall rating. And here’s what our employees have to say about working here: “Great place to learn and grow”… “Amazing business challenges”… “Lots of autonomy and upward opportunity”… “Solving problems in the real world, at scale” and “Anyone can make an impact.” With our amazing new leadership team, our unbelievably even more amazing employees, our tremendous business growth, and our new cultural norms, we will make Uber the best place to work for everyone. Come and join us… we really are changing the world. 23 hours ago 23h Software Engineer – Autonomy Machine Learning Systems Uber Pittsburgh, PA 23 hours ago 23h
Glassdoor: What is one book that you think everyone should read? Why?Lynne Doughtie: “Return on Integrity: The New Definition of ROI and Why Leaders Need to Know It” by John Blumberg. It’s a powerful book that challenges you to reflect on the importance of personal core values. When each of us really knows our personal core values, they’ll permeate the organizations we work for by strengthening our decision making and enhancing openness, collaboration, and trust. Glassdoor: Lastly, what is your best advice for staying productive? Lynne Doughtie: Every day, focus on the few things that are uniquely meant for you to do, and do those first. It is very easy to get bogged down in the never-ending “to-do” list and miss opportunities to make the greatest impact, truly be productive and move the organization forward. 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h Temporary Sr. Windows Administrator (Disaster Recovery) KPMG Dallas, TX In decades past, all that was needed to earn a coveted job was a diploma and a sharp resume. However, in today’s job market hiring managers are digging deeper for candidates who are a culture add and whose values align with those of the company. For KPMG CEO Lynne Doughtie, a candidate who values ethics and integrity shines far more than Ivy League alumni status.“Our role is to help protect the capital markets, so above all, top talent are those who live our values, uphold our ethical standards, deliver quality, and inspire trust among our constituents,” says Doughtie.It’s this commitment to the professional service’s mission and values that make her a leader employees are inspired by. On Glassdoor, KPMG team members have given Doughtie a 95% approval rating, earning her a coveted spot on the Employees’ Choice Awards, honoring the Top CEOs in 2018 across North America and parts of Europe.On the eve of the award announcement, Glassdoor caught up with Doughtie to discuss being one of a handful of women CEOs on the list, how she views recruiting in an ever-changing industry, and her best advice for staying productive.Glassdoor: Congratulations on your Top CEOs win. You are one of eight women on the Top CEOs list. What do you think it will take to have more women in leadership positions in the future? Lynne Doughtie: To make a lasting impact, leaders need to drive change that goes beyond lofty goals. It’s about being intentional. We have to do more than tell women they need sponsors. We have to identify high-potential women by name and strategically map them to those who will help them get to the next level. We set goals, we measure them and we hold leaders accountable.Glassdoor: With this in mind, what attributes do you look for when you’re hiring leaders at KPMG? Lynne Doughtie: Leaders at KPMG must: Inspire Trust, Deliver Impact, and Seek Growth – for themselves, and their teams. I look for individuals who lead with passion and purpose, live and uphold our firm’s long-standing values, drive quality, and value an inclusive and diverse culture. Our role is to help protect the capital markets, so above all, top talent are those who live our values, uphold our ethical standards, deliver quality, and inspire trust among our constituents.21 Companies With Rockstar CEOS Hiring NowGlassdoor: Like every industry, professional services is experiencing a good amount of change and innovation. How are you and your team approaching recruiting in this new environment ?Lynne Doughtie: Technology is rapidly changing the business landscape – and our profession – and we must ensure we have the talent with the requisite skills to meet the fast-evolving needs of our profession. For example, across all of our service areas – we need professionals with data and analytics experience and knowledge of emerging technologies, and our talent acquisition strategies reflect that. Today’s marketplace is creating never before-seen opportunities, so we seek people with an innovative spirit that embrace change and have the vision and passion to steer our firm into the future.Glassdoor: Then, how do you lead your teams to retain top talent? Lynne Doughtie: First, we make sure our teams are constantly identifying high performers and high potentials. Top talent wants to know we are helping them grow and develop throughout their careers. We make sure our business leaders create stretch assignments and new roles, provide mentors and sponsors, and constantly recommend opportunities to expand their careers. Culture matters to retain top talent as well. I’m proud that our organization is recognized as having an inclusive culture where people are valued and cared for. The unique talents, insights and perspectives each of our professionals brings to the table shapes our success. We also invest in our extraordinary people. Right now, we are building the KPMG Learning, Development and Innovation facility in the Lake Nona community of Orlando, Florida. It’s the largest capital investment our firm has ever made. We broke ground last year and, once complete, it will serve as a place that inspires our people to keep learning and growing.9 Companies That Offer Incredible Professional Development Programs 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.8★ 3.8★ 3.8★ Sr. Associate, Cyber Threat Analyst KPMG Saint Louis, MO Temporary Senior Linux Administrator KPMG Denver, CO 23 hours ago 23h 3.8★ Temporary UCS Systems Administrator (Virtualization) KPMG Dallas, TX Sr. Associate, SAP Security KPMG Chicago, IL 3.8★ 23 hours ago 23h 23 hours ago 23h Associate, Alternative Investments KPMG Santa Clara, CA Available Jobs at KPMG Manager, AI in Management Analytics Consultant KPMG Denver, CO 3.8★ Manager/Senior Manager, M&A Tax KPMG Detroit, MI Senior Manager, Business Tax Services KPMG Irvine, CA 3.8★ 3.8★ 23 hours ago 23h UC Contact Center Engineer KPMG Denver, CO 3.8★ 3.8★ See more jobs at KPMG
Sales Inspector Clark Pest Control Modesto, CA 3.1★ 4.2★ N/A 3.8★ Sales Associate Belle Tire Auburn Hills, MI 23 hours ago 23h Sales Associate Eclipse Marketing (MI) Dearborn, MI 23 hours ago 23h N/A 23 hours ago 23h 23 hours ago 23h Sales Consultant US Auto Sales Charlotte, NC 4.2★ Sales Professional Ben Bridge Jeweler, Inc. Portland, OR Sales Specialist Sumitomo Riko Bluffton, OH Sales Insurance Broker The Summers Family Services Remote Hot New Jobs For You 3.7★ 3.1★ Roofing Sales Matt’s Roofing and Gutters Remote View More Jobs 23 hours ago 23h 23 hours ago 23h Sales Representative Airemaster of Las Cruces NM El Paso, TX 23 hours ago 23h 23 hours ago 23h 3.8★ SALES Keller Williams Loves Park, IL It takes the right balance of charisma and professional savvy to make it in sales. For those who know their subject matter, and are skilled in the gift of gab, sales can be a lucrative and satisfying career. Plus, their customers feel the fit too: when you find that right sales professional who can get you what you need at the right price while making you feel totally taken care of, you never want to lose that connection. Finding your groove as a sales professional is all about building productive relationships and tending them careful and regularly. Those who do this well are irreplaceable to their client base. Salaries for those who work in sales tend to be uniquely complex. Often a base compensation is augmented with a commission that is a percentage of the sales that these professionals bring in. Glassdoor data reveals that when it comes to careers in account and corporate sales, for example, base salary, on average accounts for 67% of sales professionals’ total pay, while commission accounts for around 32%. These figures differ depending on the company and industry. If you’ve got the personality and the prowess to make it in sales, these hot jobs are among the highest paying jobs in sales.What Kind of Sales Job is Right for You? Sales engineer Glassdoor salary range: $68,000-$185,000This is a great gig that earned a spot on Glassdoor’s Top 20 Jobs with the Highest Satisfaction, but a role as a sales engineer doesn’t come easy. Pros who earn this position need technical experience and usually a bachelor’s degree in engineering, so that they can advise their clients about what they need to purchase to keep their factories, plants and labs functioning optimally. Because these pros are highly credentialed, theirs are among the sales jobs that make the most money. Software sales rep Glassdoor salary range: $50,000-$141,000It takes technical expertise to do this job. Sales professionals are usually required to have a relevant bachelor’s degree, coupled with manufacturer’s certifications. Realtor Glassdoor salary range: $27,000-$111,000Each state has slightly different procedures that govern real estate transactions; therefore, the processes for earning a real estate license may differ, slightly, based on your region. To qualify to do this job, most incoming recruits need to take courses, and spend some time learning the basics by working under the guidance of an established agent before they learn their market and begin their solo operation. Pharmaceutical salesGlassdoor salary range: $52,000-$84,000Professionals who do this job are generally required to have a bachelor’s degree; the area of focus can be flexible. Business, marketing or science degrees are all a good fit. Some institutions offer a degree in pharmaceutical science, another fitting degree for this role. Those who work in this job educate medical professionals on new medications, connecting care providers with newest industry updates. Major gifts officer Glassdoor salary range: $45,000-$95,000These professionals tend to be among the highest paid pros in the non-profit sector, because they know how to bring in the cash. Major gifts officers sell the mission of their institution to current and prospective donors who are looking to use their resources to make a difference. Candidates typically need a bachelor’s degree, plus fundraising experience to do this job. A stellar perk that accompanies an MGO role is working for interesting non-profit employers like museums, zoos, hospitals and universities. Medical device sales rep Glassdoor salary range: $38,000-$87,000This role is similar to that of a pharmaceutical rep, but rather than advising about advances in new medications, these pros pedal new devices, appliances and technologies that improve medical practices and operations. To qualify to do this job, candidates usually need a bachelor’s degree in business, marketing or science. Recruiter Glassdoor salary range: $37,000-$77,000Yes, recruiting is a sales job. Recruiters sell candidates on the idea of applying to their various open positions, and they sell employers on the idea of hiring their various candidates. Recruiters can work for a recruiting firm or they can work as a recruiter for a company that has routine and robust hiring needs, such as a law firm. Recruiters typically need a bachelor’s degree in human resources, or a related field. Sales Jobs Career AdviceSales jobs are fun, engaging and lucrative for those who earn a role in a top sales field. If you have that blend of credentials and charisma that yields fit for sales pros, you stand to be well-rewarded for your work. Learn MoreTop Jobs for Sales ProfessionalsFormer Athlete? Here’s Why You Should Consider a Career in SalesOne Executive Reveals How to Succeed in a Sales Job Interview8 Sneaky Sales Techniques to Try in Your Next Job InterviewHow to Interview for a Sales Role at PhilipsHere’s Who’s Hiring Account Executives 23 hours ago 23h N/A 23 hours ago 23h
Southampton midfielder James Ward-Prowse is proud of England U21’s run to the Euro semifinals.They suffered a gut-wrenching shoot-out loss in their semi-final in Tychy on Tuesday, losing 4-3 following a 2-2 draw after extra-time.Ward-Prowse told thefa.com: “We’ve practised during the weeks leading up to this and sometimes the keeper can do well, but we have to learn from these experiences to make us stronger.”We’re obviously disappointed, the reaction in the changing rooms is that everybody is proud of themselves and, while it wasn’t the outcome that we wanted, we gave ourselves the best chance to win the game.”We had to keep our heads up, we had to give ourselves the best chance and no-one has any regrets about the way we worked to get where we are.”We’re proud of the way we prepared ourselves for every game and we’ve had to overcome some difficult times, but that’s the kind of character that we’ve got.”But everybody, collectively and individually, will learn from this experience.”
ShareEmailPrint To learn more, read: Posted on December 22, 2010June 20, 2017By: Faisal Siraj, Young Champion of Maternal HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)This blog post was contributed by Faisal Siraj, one of the fifteen Young Champions of Maternal Health chosen by Ashoka and the Maternal Health Task Force at EngenderHealth. He will be blogging about her experience every month, and you can learn more about him, the other Young Champions, and the program here.The 3rd month of my project has been very busy. I am near to completing the training guidelines for traditional birth attendants, health workers and health activists that my mentor, Ashoka Fellow Lucy Attah Auwalu, has encouraged me to write. The guidelines I am working on are based on safe motherhood practices. There are two sections of the guidelines: the first section is on maternal care and the second section deals with child care during pregnancy and after birth. I have completed three more chapters of section one during this month. These chapters are as follows.Chapter four: Antepartum HemorrhageAims & ObjectivesTo understand why an antepartum hemorrhage should always be regarded as serious.To provide the initial management of a patient presenting with an antepartum hemorrhage.To understand that it is sometimes necessary to deliver the fetus as soon as possible, in order to save the life of the mother or infant.To diagnose the cause of the bleeding from the history and examination of the patient.To correctly manage each of the causes of antepartum hemorrhage.To diagnose the cause of a blood stained vaginal discharge and administer appropriate treatment.Chapter Five: Preterm Labour & Preterm Rupture of MembraneAims & ObjectivesTo define preterm labour and preterm rupture of the membranes.To understand why these conditions are very important.To understand the role of infection in causing preterm labour and preterm rupture of the membranes.To list which patients are at increased risk of these conditions.To understand what preventive measures should be taken.To diagnose preterm labour and preterm rupture of the membranes.To manage these conditions.Chapter Six: First Stage of Labour: The Condition of MotherAims & ObjectivesTo monitor the condition of the mother during the first stage of labour.To record the clinical observations on the partogram.To explain the clinical significance of the observations.To manage any abnormalities which are detected.There are about four other chapters to complete in this section. Soon after completion of safe motherhood guidelines for mothers I will be starting work on safe child care practices guidelines for traditional birth attendants, health workers and health activists.During this month we also started our first training session for health workers and community health activists. The first training session was on Antenatal Care. At the start of the sessions I had a conference call discussion with the project coordinator (Eunan), health workers and community health activists. I was really surprised to hear their enthusiasm and commitment toward the project. At the same time I felt very bad because I wanted to be with them during all these activities. I hope I will join them soon (when my physical health permits)!Share this:
Posted on August 15, 2012Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Catherine Carr, Senior Maternal Health Advisor for Jhpiego and MCHIP, recently wrote a post, Respectful Care is Quality Care, for the Huffington Post’s Global Motherhood blog that describes why the concept of “safe motherhood” isn’t only about clinical interventions but also includes a woman’s “basic human rights, including her autonomy, dignity, feelings, choices, and preferences, including companionship during maternity care.”From the post:Unfortunately, there is still a huge gap between the maternal care a pregnant woman should receive and what she actually experiences. International nongovernmental organizations, like Jhpiego and the U.S. government’s flagship Maternal and Child Health Integrated Program (MCHIP), are among those taking the lead in educating health providers on the importance of humanizing care. Frontline health-care workers are being taught what this type of care involves and how best to provide it in their patients. Trainings focus on the partnership between the woman and the health-care worker and include concepts that might seem obvious, such as greeting the patient warmly, draping them for privacy, explaining what they are doing, and allowing them to ask questions, to more complex guidelines on confidentiality, but the principle remains the same: Have respect, empathy and consideration for your patients.Read the full post here. ShareEmailPrint To learn more, read: Share this:
Posted on April 13, 2016May 9, 2017By: Claire Baldwin, Communications, Maternal and Child Survival Program (MCSP) and Susan Moffson, Senior Program Officer, MCSPClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)“I have practiced medicine for 20 years and this is the first meeting I have attended that made me want to go back to work and apologize to all the women I have yelled at.”This thoughtful comment, from a doctor attending a national stakeholders meeting on respectful maternity care (RMC) in Rwanda, was echoed by others in attendance. “We are teaching midwives to do good vaginal exams, but not to be kind!” said another participant.These vibrant exchanges were part of a larger discussion on common types and causes of mistreatment during maternity care. During the November 2015 meeting—convened by the Rwandan Ministry of Health, Rwanda Gender Monitoring Office, USAID’s flagship Maternal and Child Survival Program (MCSP), and USAID/Rwanda—participants agreed that more work is needed to achieve high-quality care that is both safe and respectful.In a second break-out session, participants discussed locally appropriate solutions for combating mistreatment and promoting RMC, acknowledging that multiple stakeholders, including representatives of government, civil society, facilities and professional associations, need to work together to ensure that women receive dignified care during childbirth.And these issues are not unique to Rwanda.A rights based approach to RMC may seem to be an obvious standard embraced by all stakeholders. However, in many countries, mistreatment is an all-too familiar experience for women who give birth in facilities.The effects of mistreatment may ripple far beyond the individual woman who experiences verbal or physical abuse, neglect, humiliation or discrimination. One woman’s negative experience may be enough to dissuade her family, neighbors or friends from giving birth in a facility.RMC is sometimes framed as a ‘soft issue’ without the same urgency as emergency obstetric services, but the consequences of mistreatment can be serious and far-reaching.In many settings, fear of mistreatment has proved to be an important deterrent to seeking childbirth care in facilities. In many parts of the world, the percentage of women who give birth in facilities remains low, with mistreatment a known, important contributing factor. This includes Tanzania, where the rate of facility childbirth has stagnated at or below 51% for more than 20 years.The global maternal mortality ratio has decreased 45% since 1990. Yet, it remains too high: about 830 women die every day from complications due to pregnancy and childbirth, most of which are preventable.The newly launched Sustainable Development Goals call for a reduction in maternal deaths to less than 70 per 100,000 live births by 2030. To meet this target, there is growing momentum—led by organizations such as the World Health Organization (WHO)—to frame RMC as a universal right of all women and an essential component of quality care.The WHO believes that “every woman has the right to the highest attainable standard of health, which includes the right to dignified, respectful health care.”By including women’s experience of care in key international documents and strategies, the WHO is bringing mistreatment of women and RMC to the forefront as an urgent priority in global health care strategies. For example, their Quality of Care framework includes three domains relevant to women’s experience of care: effective and responsive communication; care provided with respect and dignity; and emotional support. Similarly, the WHO’s Ending Preventable Maternal Mortality (EPMM) strategy promotes a holistic, human rights-based approach to reproductive and maternal health.It is within this global context that MCSP is collaborating with many global and country stakeholders to promote RMC as an essential component of high-quality, safe and person-centered maternal and newborn health care.There is no one-size-fits-all approach when it comes to ensuring respectful childbirth care. MCSP works with country partners to identify and test solutions for preventing mistreatment and promoting RMC tailored to each country’s context. In Burma and Tanzania, for example, the Program is working with local partners to integrate RMC as a key component of in-service and pre-service education.If students leave school into service delivery without witnessing first-hand the modeling of RMC, we know there will be little change.However, when RMC and mistreatment are addressed throughout pre-service and in-service training, health care workers are more likely to value and adopt professional, caring behaviors, and to obtain the skills and knowledge to practice RMC.As we approach International Day for Maternal Health and Rights on April 11th, consider that women’s health and rights are inextricably linked. With this recognition, we can accelerate progress toward eliminating preventable maternal deaths and upholding every woman’s right to dignity and respect during childbirth.To learn more about MCSP’s work in 20+ countries—and to add your voice to the global conversation—visit us on Facebook and Twitter. We’d love to hear from you!This post originally appeared on the MCSP blog. ShareEmailPrint To learn more, read: Photo credits:Claire Baldwin/MCSPMother and newborn at the district hospital in Allahabad, Uttar Pradesh. (Indrani Kashyap/Jhpiego)Share this:
Posted on September 20, 2019By: Mathilda Regan, Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Zeina Siam is a doctoral candidate in the Department of Global Health and Population at the Harvard TH Chan School of Public Health. The Maternal Health Task Force interviewed her about her recent publication on maternal health care quality.Zeina Siam, a doctoral candidate in the Department of Global Health and Population at the Harvard TH Chan School of Public HealthCan you tell me a little about your background and how you became interested in the quality of maternal health care?I have always been passionate about studying disease patterns and developing evidence-based policies to advance women’s health at the population level. I specialized in breast cancer epidemiology for my Masters. I particularly studied risk factors predicting breast cancer survival among women in the USA.After graduation, I moved to the Middle East, and worked at the health systems division of the World Health Organization. My assignment at WHO drew my attention to the suboptimal quality of care women receive for the most basic of health services– the services pertaining to child rearing and delivery.For instance, institutional births in the Palestinian Territories are almost universal, yet maternal mortality is well above rates in developed countries, an indicator that the quality of care may need improvement. Given these indicators, I worked on a few initiatives in the Palestinian Territories targeting quality of care, including the WHO patient-safety and baby-friendly initiatives. I could see during this work the large gains to maternal health that could be harvested with the right policies and strategies targeting quality of care. With that, quality of care for maternal health became a major area of interest for me. I am hoping to pursue my interest further to enhance healthcare services that women need during their life cycle, including but not limited to, maternal services, and breast cancer screening, diagnosis and treatment.You just published a paper in BMJ Open about how women’s perceptions of maternal health care quality in different facilities in Nairobi align with actual quality. What inspired you to research this topic?This is absolutely one of the most exciting research projects I have worked on in the past few years, and I want to start by acknowledging all my colleagues and mentors who have contributed to this study.This study examined an economic theory that has been well established in the literature but has not been fully explored in developing contexts. The theory is information asymmetry. Basically, the theory states that people are unable to discern which facilities and/or providers offer the best quality care before utilizing the service. Our aim was to see if this theory applied to maternal health in the informal settlements of Nairobi, Kenya. In these settlements, quality of care varies substantially across facilities and the referral system is suboptimal. With that, information asymmetry is likely to be present and to possibly influence women’s behaviors.We were particularly interested in getting insight about whether women can accurately perceive the relative technical quality levels of facilities within their choice sets, and whether accurately perceiving facilities’ relative quality levels predicts the quality levels at women’s final facilities of choice.How did you quantify information asymmetry and quality of care?We surveyed women during pregnancy regarding their perceptions of the quality of all facilities they were considering for delivery. After delivery, we obtained information about their final facilities of choice. Women’s perceptions of quality were based their rankings of the facilities they were considering with regards to perceived abilities to handle emergencies and complications.Delivery facilities were assigned a quality index score based on a direct assessment of performance of emergency “signal functions”, skilled provider availability, medical equipment, and drug stocks.“Accurate perceptions” was a binary variable for whether a woman’s ranking of facilities based on her quality perception equaled the index ranking.Can you tell us a little about your findings?We found that 2 out of every 5 women in our sample were unable to correctly perceive relative abilities of facilities in their choice sets to delivery technical quality of care. Our study thus shows, that in the context of the informal settlements with Nairobi Kenya, information asymmetry is substantially existent. This is not surprising because obstetric and newborn complications can be relatively rare, and the relative technical skills available at maternity facilities may be hard for a woman to observe or judge beforehand, without a referral system through which they would be directed to better quality facilities or some form of objective information about facility quality levels made available to them. The other major interesting finding that we found is that women who were able to correctly determine what facilities offer the best quality care were more likely to deliver in top quality facilities.What are the policy implications of this work?Our study suggests that providing information to pregnant women about the quality of available maternity facilities may be a promising approach to steering women toward higher quality options. As quality improvements require a multi-pronged approach from the consumer side and the provider side, I personally see this as a potential short-term policy option that should be explored in complementarity with initiatives to improve quality of care at the facility level in the study context.What research questions are you looking at now?We are now proceeding to examine what other facility attributes women consider in addition to quality, such as cleanliness, respectful care, and knowing someone in the facility. We are trying to understand how these factors contribute to their decision-making process about which facilities they consider and ultimately utilize.Is there anything else you would like to add?Quality of care is really an extremely important area of work today. In the past, global efforts have focused on access to care, and we have witnessed tremendous improvements in maternal health. However, recent evidence from insightful new work and research, shows that without an added focus on quality of care, we may be soon hitting ceiling with these achievements.On the other hand, improving quality of care is no easy feat. It requires efforts on multiple levels, including demand-side, as we looked at in this paper, and supply-side. Enhancing quality also requires looking at how a given country’s context is shaping people’s needs and how the health system has evolved to meet those needs. Hopefully this research project will be complemented by other research efforts on quality of care in sub-Saharan Africa and beyond at such an exciting time for global health!Share this: ShareEmailPrint To learn more, read:
MILWAUKEE (AP) — Giannis Antetokounmpo held down his usual spot atop the stat sheet, though his most important contribution was keeping his cool.Antetokounmpo had 31 points and 14 rebounds, Khris Middleton added 25 points and the Milwaukee Bucks beat the New York Knicks 112-96 on Thursday night for their sixth win in seven games.Antetokounmpo was assessed a technical foul, but remained in the game after a brief altercation midway through the fourth quarter with Enes Kanter, who was ejected.“I think it’s one of his strengths,” said Bucks coach Mike Budenholzer. “We’ve talked about during this season, there can be frustration when things are missed, or you see things certain ways. He just tends to keep his focus, keep his composure, go to the next play.”The Bucks swept the home-and-home series, having won at New York 109-95 on Christmas. Milwaukee is a season-high 14 games above .500.Luke Kornet, making his first start of the season in place of Kanter, tied a career high with 23 points, and Noah Vonleh added 15 points and 13 rebounds for the Knicks. New York, playing without leading scorer Tim Hardaway Jr. because of an illness, lost its sixth straight.New York Knicks’ Enes Kanter, left, gets in the face of the Milwaukee Bucks’ Giannis Antetokounmpo during the second half of an NBA basketball game Thursday, Dec. 27, 2018, in Milwaukee. Kanter received two technical fouls and was ejected from the game. (AP Photo/Jeffrey Phelps)Kanter was ejected with 9:56 left in the fourth quarter after being assessed two technical fouls. Antetokounmpo drove to the basket and was knocked down by Kanter, although no foul was called. The two got into a brief altercation as Antetokounmpo ran back up the court. After a review, each player was called for a technical, then Kanter was called for a second.Kanter was hit near his eye on the previous play at the other end, eventually requiring three stitches.“I shot the ball and I was trying to go get the rebound, offensive rebound,” Kanter said. “I think Thon Maker’s elbow just glanced against my eye and it started bleeding. And then on the other side I think Giannis was driving the basket and I stopped him. They didn’t even call a foul. And then we just got into it a little bit. And then my eye was bleeding and they said, ‘you need stitches.’ So I went in the back and the doctor just give me three stitches. Now you guys are telling me I got ejected.”With half a quarter to play and the Knicks within 91-82, Antetokounmpo said it was important he remain in the game.“At the end of the day, I have to help my team and close out the game,” Antetokounmpo said. “We had like eight or nine minutes left and I was just thinking about closing out the game. I just do not like when dirty plays happen that risk my health or my teammates’ health. I don’t like that.”Referee Brian Forte said there were two situations that led to Kanter’s ejection.“During instant replay review for the altercation, we observed an unsportsmanlike act by Kanter and that is what led to his first technical foul,” Forte told a pool reporter.“After the out-of-bounds foul, Giannis and Kanter came face-to-face and so they were both assessed dead ball technical fouls,” Forte said.Milwaukee used an 18-2 run midway through the second quarter to open a 44-37 lead. The Bucks extended the lead to 87-77 entering the final period.The Bucks, who entered second in the league in both 3-pointers made and attempted, missed their first eight 3-point attempts.New York went up 23-13 on Kevin Knox’s 3-pointer with 4:40 left in the first quarter, but Milwaukee responded with an 11-2 run.TIP-INSKnicks: New York opened a six-game road trip, which now heads west for five games that include teams with four of the six best records in the Western Conference. “I think it’s good for us,” Knicks coach David Fizdale said. “Fifteen days out and just us, together going through the gauntlet of good teams. I think that’s a great experience for this team.”Bucks: Milwaukee opened a six-game homestand against the Knicks, who entered 9-26. Of the next five opponents, only Toronto (26-10) is above .500.BUCKS HAVE KNICKS NUMBERThe Bucks won the season series 3-1, the third straight season series win against the Knicks. Milwaukee has won eight of the last nine against the Knicks, including five straight at home.UP NEXTKnicks: Visit Utah on Saturday.Bucks: Host Brooklyn on Saturday.By JIM HOEHN , Associated PressTweetPinShare0 Shares
J.D. Scholten, the Democrat challenging Republican Congressman Steve King’s bid for a ninth term, says consolidation in agriculture and President Trump’s trade war are making it harder for farmers to make a profit.He says the E-P-A’s anti-ethanol moves to benefit the oil industry isn’t helping either;Audio Playerhttp://kscj.com/wp-content/uploads/2018/08/SCHOLTEN.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.OC…..out for us? ;07Scholten made his comments this weekend during a speech on the Des Moines Register’s Political Soapbox at the Iowa State Fair.Scholten criticized the Bayer-Monsanto merger, arguing farmers will have to pay more for seeds and farm chemicals.He says farmers are the first victims in the Trump Administration’s trade policies.Audio Playerhttp://kscj.com/wp-content/uploads/2018/08/SCHOLTEN2.mp300:0000:0000:00Use Up/Down Arrow keys to increase or decrease volume.OC……..an ice cube. ;12Scholten says both Democrats and Republicans have failed farmers by allowing the mergers of grain processing, meat packing and seed companies.Radio Iowa
In part one of this series, I discussed the first steps the National Women’s Law Center took when we initially received our Google Grant, and some of the challenges we faced getting started. Now, I’ll go into more detail on how we’ve maximized the use of our grant, and some of the benefits we’ve seen from it.Refining the ProcessFiguring Out What WorksOver the first few months of our grant, we continued to experiment with our ads and keywords, and to monitor how each of our campaigns was performing. Of the ten issue-based campaigns we started out with, we noticed that two of them – the ones focused on child care assistance and child support enforcement – were outperforming the others. They were maxing out their allocated daily budgets of around $30. So we directed more of our budget to those campaigns.We also held more brainstorming sessions on those issues and added new keywords that came out of those sessions. For example, when we brainstormed for additional keywords for our women and poverty campaign, we added terms like “poverty level” and “poverty line” to our existing collection of keywords (“low income women,” “poverty in america,” etc.) – and now those are getting among the highest impression counts of all our poverty-related keywords. And for our general women’s rights campaign, we added new phrases using the words “equal” and “fair” in broad match combinations we might not have thought of originally, like “women fair” and “equality women.” We’re seeing high impressions on those, too.Lo and behold, the campaigns started maxing out on their new, increased budgets. Over the next few weeks, we moved more and more of our budget into those two campaigns, as well as a few others that were also showing above-average performance. Soon, we were coming very close to using our overall daily budget of $330 every weekday. Weekends and holidays were always lower, and, much to our chagrin, Google won’t allow us to move any of our daily budget from weekends to weekdays. It’s $330 a day, every day, period. (Grr.) So we tried moving more of our budget into certain campaigns on the weekends, then moving it back on weekdays – and that helped, too.Making the Most of the News CycleIn September 2008, NWLC launched a voter education microsite that included a register-to-vote widget, and we started running Google ads on keywords like “register to vote.” Visitors who clicked on the ads were encouraged to complete the voter registration form on our site, sign our Pledge to Vote form, and check out our educational resources on women and voting.Surprise, surprise, a lot of people were searching on keywords like “register to vote” in September and October, and we got our highest numbers yet. So we moved a lot of our budget into those adsDuring the pre-election season, this was the ad that performed best for us:Now that the election is over, we’ve moved most of our budget back to our standard programmatic ad campaigns. But we’re continuing to add new campaigns when our issues are in the news. For example, when NWLC’s Vice President for Health and Reproductive Rights, Judy Waxman, was interviewed on MSNBC in a story about the failings of the individual health insurance market when it comes to women, we ran special ads on keywords we thought people might search for after watching the piece.Back to BasicsWe’re still keeping a close eye on the performance of our campaigns, and experimenting with new topics, ads, and keywords.These are our best-performing “evergreen” ads – the ones that aren’t tied to a specific timely topic:(A note on that last one – yes, we do run ads using our organization’s name, and its common misspellings, as keywords. Although sadly our unabbreviated name is too long to fit the 25-character limit on ad headlines.)The PayoffIn October, at the height of the election season, we managed to go over our Google Grants budget, spending $10,212 and earning a click-through rate of 6.43% and a conversion rate of 2.10%. By November, when things had gotten back down to semi-normal, we spent $9,108.57 and had a CTR was 2.17% and a conversion rate of 4.40%.Other BenefitsWe’ve been pleasantly surprised by the additional, less quantifiable uses we’re finding for our Google Grant. For example, NWLC’s website is undergoing a redesign, but right now, our site isn’t very well optimized for search engines. However, our Google ads offer us a way around that. People who are searching for issues that we work on might not find our website in their first page of organic search results, but they may well see one of our Google ads. Then, they might click through, sign up to join our e-mail list, and spend time exploring our site, using our resources, and getting to know the organization. They might even make a donation or two.We’ve also found that the ads are a great way to test new messaging. We’ll create three or more ad variations for each campaign, and Google will tell us which version got the most clicks. These results can help us determine what messaging to use in our other communications. For example, we discovered early on that “Find out if your birth control is covered by your insurance” generated more clicks than “Does your health insurance plan include contraception?”Looking AheadWhen we were first starting out, our goal was to use as much of our budget as we could. Now, our goal is to increase our conversions – the number of people who click on an ad and then sign up to join our e-mail list, or download a free resource, or take another action. We’re paying close attention to how we set up our landing pages, conscious of the fact that people searching for information on low-income families in the United States might have different expectations from our website than people searching for information on the history of NWLC.We’ll keep refining our ads and keywords, and we’ll keep following the latest news and tips from the Google Grants blog. And we’ll keep trying new things and seeing what works. Without a doubt, that’s the best advice I can give to anyone working with Google Grants – experiment, experiment, experiment. Source: frogloop, care2’s nonprofit communications and marketing blog – http://www.frogloop.com/care2blog/