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วันพุธที่ 21 มีนาคม พ.ศ. 2555

Laurel and Hardy Interview (1954)

Laurel and Hardy Interview (1954), Born Boots Reviews



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วันอังคารที่ 20 มีนาคม พ.ศ. 2555

Big Trouble in Little China - Jack Burton Tribute

Big Trouble in Little China - Jack Burton Tribute, Born Boots Reviews



Born Boots Reviews
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วันจันทร์ที่ 19 มีนาคม พ.ศ. 2555

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วันอาทิตย์ที่ 18 มีนาคม พ.ศ. 2555

ROD STEWART - SWEET LITTLE ROCK'N ROLLER - SHAKE YOUR MONEYMAKER - LEVIS CITY - 2011

ROD STEWART - SWEET LITTLE ROCK'N ROLLER - SHAKE YOUR MONEYMAKER - LEVIS CITY - 2011, Born Boots Reviews



Born Boots Reviews
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วันเสาร์ที่ 10 มีนาคม พ.ศ. 2555

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วันพุธที่ 7 มีนาคม พ.ศ. 2555

Inside the Egg Donation Process

There's been a lot in the media about the rising number of egg donors spurred on by the bottoming-out economy. If you are considering egg donation to build your family, the reports give you pause. Are agencies and clinics accepting less qualified donors as a result? Are financially desperate donors being taken advantage of? Are donors outnumbering intended parents?

"It's true that the number of applications is up," confirms Barbara Skidmore, RN, a Donor Egg Program Coordinator at the Center for Human Reproduction at North Shore University Hospital in Manhasset, New York. "We are definitely getting more calls and sending out more information packets." But by and large, she explains, this translates to "a higher volume of less qualified applicants."

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Skidmore is quick to point out that of 100 applications, only two to five are actually accepted as qualified donors. That's Stuart Miller's estimation as well. The CEO of the national agency Growing Generations, headquartered in Los Angeles, Calif., says, "Out of 100 applicants, maybe two make it through."

Inside the Egg Donation Process

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In addition to completing a detailed, written application (see Egg Donor Screening Questionnaire) and a medical evaluation that involves a gynecological exam and several blood tests, potential donors are subjected to psychiatric evaluations to make sure they're "on board" and are donating "for the right reasons."

Lisa Wilkins, Ph.D., principal and founder of the Tiny Treasures New England agency, in Burlington, Mass., confirms that more applications haven't resulted in chock-a-block donor databases, "We've had 500-750 donor inquiries a month, through phone calls and website downloads, but our donor base is only slightly higher than in the past."

In other words, donor quality is a high priority.

Basic Donor Qualifications
Donors need to be at least 21 and no more than 32, though there are certain circumstances (siblings, for example) where a donor will be older. They are generally compensated between ,000 and ,000 per cycle. ASRM guidelines suggest donors be restricted to six lifetimes cycles. While Skidmore says most of her donors have donated multiple times, they are restricted to five lifetime donations at her clinic. Wilkins estimates 50 percent to 70 percent of her donors donate more than once.

Donor Intake Boot Camp
The muti-tiered screening process is intense. "The process is not easy on donors because we want them to know what they're getting into medically and emotionally," explains Skidmore. Most donor applicants drop out or are screened out in the intake process which usually requires "four to five appointments." Wilkins confirms that most are screened out for medical reasons.

Donor pre-screening is important. "Find out about the agency's process," Miller recommends. "Does the agency meet the donor in person? Does it verify genetic histories? How about school attendance and test scores?" An agency may boast of a large donor database, but how up-to-date is it? How vetted? Are the donors listed actually available? How long have they been listed on the site? How many have been matched with clients?

The majority of donors come from agencies, but, at least in North Shore's case, the agencies must be New York State accredited. The Coordinator and Psychologist must meet with donors in person. "Even if a donor lives in North Carolina or Colorado and comes to us from an agency, we meet with the woman and put her through the screening process."

When donors go through the psychological intake process, "We make sure they know the process will not be easy," explains Lesli Figlerski, PhD, a Donor Egg Consultant Psychologist for the Center for Human Reproduction at North Shore University Hospital, in Manhasset, New York. She tells them "they will be on medication for several weeks and will need to give themselves injections, they will be poked and probed, and they will have surgery." Donors are informed that there is also a small risk to their own fertility. "The chances are slim, but egg removal could leave some scar tissue or their ovaries could be hyperstimulated or twisted," Figlerski elaborates.

The goal in the intake process, she explains, is to "make sure our donors make good decisions, ones that will leave them intact, the way they went in." So what's under the microscope? "We really take a good look at a donor's coping skills," Figlerski states. Wilkins, who's screened donors since 2002, says she "often knows within a few minutes if a donor will be a good fit or not." Miller agrees that there are "red flags" to look for, for example, "if a donor says she's not telling anyone about the fact that she is donating, she's probably not psychologically prepared."

As a result of the rigorous screening process, "the donors that do stick it out are amazing people." And while it's true that money is a motivating factor, there's more to it. "They may come into the process for the money, but that's not what makes them stay," Figlerski notes. "What makes them follow through is the benefit of helping others." Personally, she says, she "really loves the donors," because they "really are interesting people."

Ready to Talk Disclosure?
The initial intake meeting for recipients takes about two and one-half hours during which the recipients must come in with their partners to meet with the Coordinator, their doctor and the financial department.

In addition to making sure a couple is on the same page about receiving a donor egg, a "big part" of the intake process is the "disclosure" discussion at the Center for Human Reproduction. Figlerski makes sure her couples talk about what they will tell their child about how they were born. "I expose them to the pros and cons of telling and not telling and let them make their own decisions." The majority of donor egg patients are open to disclosure but "what's really most important is that husband and wife agree on how they will handle it," She adds.

Figlerski points out that the donor egg guidelines favor early disclosure, which, barring rare religious or cultural beliefs, she tends to agree with. "Every person has a right to know their genetic history," she states.

Matchmaking
As far as choosing a donor is concerned, "usually something about the donor will speak to" the intended parents, explains Skidmore. "Perhaps they like the same books or enjoyed the same subjects in school." Sometimes "couples leave my office and go home and choose a donor that night; sometimes the process takes six months until they find someone who they are comfortable with." Though recipients never find "their clone," Skidmore proudly boasts that she's "never had anyone who tried to find a donor and didn't find a donor."

"Couples should come up with a list of three to five elements that are really important to them," recommends Miller. For some couples this list may include physical appearance, for others intelligence or special talents. In any event, the list will help "narrow the field." Miller is adamant that couples take the time to review a donor base at the same time as opposed to separately, "You should sit down together when you're not stressed and take the time to look at the candidates together." Like finding a partner, explains Wilkins, "You'll feel the click."

Legal Issues
An important aspect of the screening process is legal. "It's important for donors and intended parents to understand all the legal issues that donation triggers," says lawyer Melissa Brissman. "You don't want to get all the way through the medical process only to realize you are on a different page about a legal issue." The biggest issues that must be contractually agreed upon by donors and intended parents are:

Termination of custodial and parental rights
Extent of future contact
Notification of live birth
Restricting the use of eggs by third parties for conception
Waiver of liability for medical complications
The finances of the donation
All of these issues are resolved in a written contract signed by both the donor and intended parents. You can take a look at a sample egg donation contract here.

Demand Exceeds Supply
So, the bottom line? Despite the fact that applications are on the rise, the screening process is tough! Even with all the inquiries and media attention, the demand for donor eggs still exceeds supply. That's right, there are more intended parents than egg donors. But the donors who do get through the intake process? They're amazing people, who aren't just in it for the money.

So while all the hype in the media has raised concerns, ultimately, it helps gets the word out about egg donation as a family-building option. "Egg donation is fairly new," Wilkins explains, "I'd like to see people become as comfortable with it as they are with adoption."

Inside the Egg Donation Process

วันจันทร์ที่ 5 มีนาคม พ.ศ. 2555

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Little Rock Boutique - Winter by the Sea, Born Boots Reviews



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วันเสาร์ที่ 3 มีนาคม พ.ศ. 2555

Keep Driving Out of the Recession by Focusing on Productivity

As a self employed Human Resources (HR) practitioner with 15 years experience, I was recently advised by a business owner that they would never use HR as there was no value in it. Well I trotted out the usual arguments about 'preventing employment disputes', and 'your most expensive cost centre'. But there were adamant, they could not see the value in using an HR professional.

Well, as a committed HR professional (and Scottish born Red-head to boot), I was not going to rest until I had proven to them the value of HR. And that is how the following analogy came about.

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Staff are like cars:

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1. You need to pick the right model - the sports car looks very pretty, but isn't much good if you need to tow the trailer
2. You need to steer them in the right direction otherwise they go off track, and ultimately are liable to crash
3. You need to service them regularly, or performance will deteriorate
4. A specialist mechanic (or HR Manager) will have much greater success at fixing issues properly than the enthusiastic DIY'er
5. Trade-ins can be very costly if you haven't done steps one to four properly

It is true that the wage spend is the single biggest cost centre in virtually any business. Therefore, HR professionals can have a major impact on the bottom line of the company simply by ensuring that the right models are picked, the steering mechanisms are effective, and the servicing is done properly.

One of the most significant ways HR can impact the bottom line and help keep the momentum going to get out of the recession is through focusing on productivity. Based on international studies, there are seven key drivers of workplace productivity:

1. Building Leadership and Management
2. Creating Productive Workplace Cultures
3. Encouraging Innovation and the Use of Technology
4. Investing in People and Skills
5. Organising Work
6. Networking and Collaboration
7. Measuring What Matters

Well just in case you hadn't spotted it, there is only one thing on that list, Encouraging Innovation and the Use of Technology, which is not under the direct influence of HR.

1. Building Leadership and Management

HR has significant impact in this area by:

o Ensuring that you have correctly defined the competencies required for the leadership roles in your business
o Ensuring that the leaders have the tools necessary to do their jobs effectively.

Whenever you start recruiting for a position, or are looking at how to increase an incumbent's effectiveness in a role, particularly a leadership position, you need to clearly understand the competencies required to do the job. For example, a Finance Manager needs the skills to do accounts, but also needs the competencies of Leadership; Delegation; Attention to detail; Ability to contribute to the strategic direction of the company etc.

All too often I see a great operative being promoted into a management position. As a manager it is very useful to have a good understanding of what your team do, but, ultimately, the role of a manager is to quite different. Managers are required to monitor everyone's progress, identify where the collective effort should be focused, steer everyone in the right direction etc. Unfortunately, this is out with the comfort zone of many operatives, and as a result they may have been a great operative, but are often only an average manager.

By 'defining the right model' up front then you will have a far great degree of success at selecting the right person through an interview process. You will also be able you to identify an individuals development needs (we all have them) to turn them from an average manager into an excellent leader.

2. Creating Productive Workplace Cultures

Bonus schemes to drive the right behaviour and Performance Appraisal system that are user-friendly and add perceptible value are major tools in creating productive workplace cultures.

Unfortunately bonus schemes are often not actually encouraging the behaviour which will create the desired outcome. For example, a bonus scheme that focus's purely on turnover, but ignores profitability will result in lots of sales, but often at discounted rates. You need to clearly understand what actually generates the desired results, and reward that. For example, customer service is rarely seen in bonus schemes, but more often than not excellent customer service is the key to retaining existing clients and getting their referred business.

I often hear managers describing Performance Appraisal systems as an onerous paperwork task, which just wastes their time. It is the job of HR to:

o Critically review any systems and eliminate any negative connotations
o Provide an easy to use, clearly value add, system
o Understand any underlying reasons behind why a system is not being used, and take action accordingly.

Frequently the 'problem' with the system has more to do with a manager's reluctance to have a 'courageous conversation'. Remove the fear through training and support, and you will often see a significant change in the outcomes.

A robust tailor-able Bonus scheme, easy to use Appraisal documentation, and 1 to 5 definitions of 20 different competencies are available to download from http://www.hrtoolkit.co.nz .

3. Encouraging Innovation and the Use of Technology

Though this may not be under the direct remit of HR we can certainly influence this by recruiting the right people and putting in place systems to encourage the right behaviour.

4. Investing in People and Skills

Supporting managers in doing this effectively is the basic fundamental function of any HR professional.

5. Organizing Work

The purpose of an organization structure is to enable communication flow and minimise cross-over between roles. Everyone within an organization needs clearly defined roles, and clear delineation around when tasks pass from one person to the next.

Duplication of work has a significant impact on productivity. Therefore, if the delineation between roles if not clear, you end up with two people repeating the same task which wastes time and decreases productivity.

The actual cost of such duplication can very quickly add up:

5 minutes per day X 5 days X 52 weeks = 1,300 minutes per year (21.7 hours)

6. Networking and Collaboration

Providing opportunities to network is not just the responsibility of the Social club, or the sales team. Training days can be a great opportunity to get representatives from different departments working together.

The opportunities for external networking and collaboration can also be influenced by HR through:

o Encouraging it through the appraisal systems,
o Defining jobs that include a requirement for networking, and not just for sales jobs,
o Creating a culture where you pay for staff to attend networking events, as opposed to criticising them for 'skiving off early' to attend such events.

7. Measuring What Matters

See comments above under section 2. This is absolutely critical to the success of any business.

So what is the value of HR?

HR is the difference between a group average employees filling in their day, and a group of enthusiastic, productive team members wanting to do the best for you and your business.

So help make sure the world keeps going the right way out of the recession by driving your productivity.

Keep Driving Out of the Recession by Focusing on Productivity