Building a Better Warmer for Newborns

Building a Better Warmer for Newborns Building a Better Warmer for Newborns Building a Better Warmer for Newborns Every year, about 4 million babies die in their first four weeks of life, mainly from complications of preterm birth, infection, and asphyxia, researchers say. But a team with Design that Matters believes they can prevent more than a quarter of those deaths by creating a better newborn warmer. Their Otter newborn warmer is designed to cost much less and consume less energy than the currently available warmers. It is also easy to operate, clean, and sterilize and difficult to get wrong, its designers say. The heating assembly for the Otter newborn warmer was re-engineered to make it less costly to manufacture. Image: Design That Matters Otter is a warming bassinet for newborns in developing countries that are born prematurely, too low in weight, or both. The prototype, completed last summer, is durable, is easy to wash, and features an easy-to-read and easy-to-use numerical interface. The numbers were a design change suggested by hospital staff in Hanoi, Vietnam, during a field test and fact-finding mission. DtM is the organization behind the Firefly phototherapy device that treats newborns with jaundice, and their Otter warmer is designed to mimic some of Fireflys easy-to-use interface. The user interface mirrors the design language of the Firefly phototherapy device. The elements of each interface panel are similarly aligned, which makes the user interaction with both devices more intuitive, DtM writes. Otters heating assembly is now made from a translucent polymer film. Reviewers of Otters early design recommended that change over the previous version, as DtM explains: The original prototype used nichrome wire embedded in a CNC-milled channel in the base of the polycarbonate bassinet. Manufacturing research suggested this would be a prohibitively expensive fabrication process with a high part rejection rate. The heater assembly accounted for $50 out of Otters $180 bill of materials. Our new alternative, the PTF heater, is similar to the heater wires you might see embedded in your rear windshield as a defroster. It is manufactured in a single step used for generic flexible circuits, and would allow us to more easily incorporate thermal sensors and other components. The PTF assembly would be applied to the bottom of the Otter as a semi-transparent sticker. Our current cost-estimate for the new PTF heater assembly is roughly $20more than a 50 percent cost reduction. More for You: Read the latest about technology and society from ASME.org DtM outlined the deficiencies in newborn warmers that are available now. These options also amount to the competitive landscape their Otter warmer is up against. One alternative to KMC is an incubator, a convective warming device that provides warm and humid air that is regulated by measuring the newborns skin temperature with a disposable stick-on probe. Another alternative is a radiant warmer, which provides heating through infrared radiation that is also regulated by skin temperature probe measurements. Unfortunately, neither of these devices is well suited to the context of a low-resource hospital: both are complex, expensive to maintain and difficult to keep clean. Newborns are particularly vulnerable to hospital-acquired infections. One Boston NICU technician estimated that it takes 45 minutes to properly sterilize an incubator between patients. Few rural hospitals in developing countries have the resources to follow this protocol. In addition, few can afford to maintain a sufficient number of incubators, so it is not uncommon to find two or more newborns sharing a single device. The Otter protoype resulted from a collaboration with medical and engineering experts in Vietnam and a partnership between DtM, the device manufacturer MTTS, and the non-governmental organization Day One Health. The partners plan to accelerate the development of improved low-cost infant medical devices for low-resource countries, DtM writes. After creating their prototype, DtM and partners plan to test it further inAfrica. Then they plan another manufacturing review with MTTS in Vietnam (the first review recommended the change in the warming mechanism) and also with manufacturing vendors in China. Rob Goodier is managing editor at Engineering for Change. For more articles on global development visit www.engineeringforchange.org For Further Discussion

What Your Reaction to Going on Vacation Says About Your Career Path

What Your Reaction to Going on Vacation Says About Your Career Path What Your Reaction to Going on Vacation Says About Your Career Path Whenever I take time off from work, whether it’s just a day or a week, I always have varying reactions to leaving. Not just an emotion toward the reason for leaving- happy because I get to spend two weeks in Asia, or fear because I have to go to the dentist (who isn’t afraid of the dentist)- but also a gut feeling about parting from my job. Sometimes I worry that I’ll miss something important while I’m gone, sometimes I don’t think about my work at all, and sometimes I worry that no one will even notice I’m gone. What I’ve learned is that how you feel going into vacation says a lot about you- not just how prepared you are to take off for a few days, but also how you feel about your current career path. Let’s take a look at a few of the signs: If You’re Way Too Excited to Leave… You’ve been checking the clock every 10 minutes, and when the time comes you leap out of your chair, practically throwing your laptop across the room. When you leave the office, you log out of email and don’t even think about checking it once while you’re gone. Maybe you just can’t wait to meet your friends in Florida or are finally taking that trip to Europe you’ve planned for a year. Or maybe… You Don’t Take Enough Time for Yourself If you’re leaping to the occasion, it’s possible this is the first time you’ve taken a break in a very long while. But vacation days aren’t meant to be your only outlet for some RR. And a lot of people only get allotted a set amount of days each year- meaning two weeks off has to satisfy someone for about 351 days’ worth of work. So don’t wait until that one long holiday weekend to wind down. Make sure to give yourself little breaks throughout the day and the week, whether it’s an hour each day for lunch or an email answering curfew after 6 PM on Thursdays. If you’re constantly taking time away from your daily office routine, vacation won’t feel like a necessity- but an added bonus. It’s Not the Right Job for You The less obvious, more complicated alternative is that you really don’t like your job. Now, getting excited for one vacation doesn’t mean you should immediately quit and try again. But if every time you go on vacation you’re practically begging to get out, and every time it ends you’re devastated to return to work, that’s a pretty clear sign that you’re not happy with what you’re doing. Vacations are great, don’t get me wrong. But they’re temporary, and a life that consists of you only looking forward to days off isn’t a life worth living. It’s unlikely that your job will consistently bring you as much joy as a trip you’ve planned for months, but it’s way more permanent- so make it something you can look forward to each day. If Work Is All You Think About When You Leave… You’re texting your boss in the cab on the way to the airport, or you missed your train out because you had to submit just one more report. Chances are: You Didn’t Prepare Beforehand Many people plan out their vacations weeks in advance- your time away from work should be planned just the same. Make a list for yourself of what needs to get done before you leave and actually do everything on that list. Be aware of what you’ll be missing and who you need to contact to let them know you won’t be in the office. Create an email away message. The more you prepare, the easier it’ll be to drop everything and go. You’re Working Too Hard But, let’s say you did all of that. Everything’s taken care of and all you have to do is relax, but you can’t. You’re likely working yourself too hard- you have done such a good job at your job that you don’t know how to not do it. In this case, you probably really need the break, so take it! Log out and tune out, and I promise you, nothing will implode while you’re gone. If You’re Excited to Leave, But Still Miss the Work… For those of you who have been looking forward to your vacation all week but are sad to go when the time comes, you probably feel one, or both, of two things: You Like Consistency It’s possible it’s not the job you miss, but the stability of going into work every day that’s making you a bit weary. You’re probably overly organized and addicted to calendars- which means a vacation away from all that terrifies you. So, think of your vacation as an experiment: Now that you’re not on anyone’s schedule but your own, what do you want to do with your time? This is your chance to figure out how you see your life outside of your job. You Love Your Job Simple as that: Missing work could just mean you love the project you’re creating, the people in your office, or the company you work for. You like going away, but you truly care about your job just as much. Overall, this means you’re doing alright (OK, more than alright)- but even happy employees need some time off, so make sure you’re not thinking about work the whole time. While most of us probably like to take vacations, we all react differently to leaving work for them. So, take note of how you’re feeling going into your next day (or days) off and try to figure out what that means for your current position and what you want to do next. Even if next is a long ways off. Photo of person going on vacation courtesy of Tetra Images/Getty Images.

2018 Internal Audit Compensation Executive Report

2018 Internal Audit Compensation Executive Report 2018 Internal Audit Compensation Executive Report It’s an exciting time to work in internal audit. Many companies in North America are looking to their internal audit team to serve as a strategic partner to the business. That’s giving auditors more opportunities to explore new areas and grow professionally. But as demand continues to rise for highly skilled and versatile auditors, many employers are struggling to secure the talent they need to support this critical business function.   The shortage of skilled talent available for hire is one factor. In the United States, for example, the unemployment rate for accountants and auditors, including internal auditors, has been trending well below the national unemployment rate, according to recent figures from the Bureau of Labor Statistics (BLS). The BLS also projects that employment of accountants and auditors will grow 10 percent through 2026. That’s faster than the average for all occupations.   Another trend creating staffing challenges for internal audit leaders is the need to manage a multigenerational team effectively. Four age demographics are represented in today’s workforce - baby boomers and Generations X, Y and Z. Each group has their own approach to work and communication preferences, as well as different expectations about the leadership style of their managers.   For these and other reasons, discussed in the 2018 Internal Audit Compensation Executive Report from and The Institute of Internal Auditors’ Audit Executive Center, recruiting and retaining highly skilled auditors isn’t easy for today’s businesses. This special report, authored by senior executive director Paul McDonald, explains how businesses can help increase their odds of being seen as an employer of choice for in-demand internal audit professionals. Topics covered include:   The must-have ‘magnets’ for attracting top talent: Candidates for internal audit positions will weigh many factors when considering job opportunities, of course. But you can be sure competitive compensation will be top among them. Find out what other offerings could help tip the scales in your firm’s favor during the hiring process. Best practices for managing a multigenerational team: From hosting team-building events to setting the right example, there are several ways for internal audit leaders to build a cohesive, multigenerational team and connect better with all staff members on a one-to-one basis. Some of these strategies can also raise the profile of the internal audit function in your organization, which can help with internal recruiting efforts. Learn more Download your free copy of the 2018 Internal Audit Compensation Executive Report today for more insight on the trends having an impact on internal audit compensation levels, and more details on best practices that can help your business build and maintain a high-performing internal audit function.

3 Resume Fails That Dump You Into The Black Hole

3 Resume Fails That Dump You Into The Black Hole 3 Resume Fails That Dump You Into The Black Hole INBOX: “I have literally applied for 650 jobs by this point, and I’m just not clear on what I’m missing, but I know that it’s not leading me to getting very many calls back.” That 650 number doesn’t make anybody happy. When you’re seeing jobs, reading the descriptions, and knowing full well you can do the jobs with your eyes closed, then what’s the problem? Let’s go over 3 key points that can cause you to get sucked into the ATS machine and spit out into the black hole of the Internet, never to be seen again. Resume Fail #1: You’re Not A Match In your mind when you read the job, you think to yourself of course you can do it. You dust off a resume and hit send. But wait. There’s a difference between what you know you can do and what the piece of paper actually says you have done successfully. For example, an ad for a Sales Representative may require the applicant to present the following points: ? An in-depth technical knowledge of contact center functionality including ACD/CTI/IVR/Omnichannel/Reporting. ? Selling the value of moving from a Capex to an Opex model. This includes a general understanding of ROI’s as it relates to Opex consumption. ? An ability to present to both technical and business audiences, including executives up to the C-Suite level ? A professional demeanor and experience talking to Fortune 1000-type customers ? Collaboration and team-oriented skills are a must, including cross-organization. What’s important here is to not only match the language of the ad, but to match the right language. If your background is in technology sales, but not necessarily contact center solutions, you could tell yourself, “Well, I could easily do that.” However, the employer is looking for some indication that you’ve actually done that â€" we know this is supremely important to the employer because it’s the very first qualification on the list. Too often candidates fail to make sure they match by reflecting less-important language from the ad on the resume. It’s easy enough to say you have, “a professional demeanor and experience talking to Fortune 1000-type customers.” However, dropping in those keyword phrases can have you come up short. Resume Fail #2: You Have No Brand Your resume needs to be more than the sum of your different professional experiences. If all you do is list one job after the next from 10, 20, or 30 years, that amounts to a {boring} history lesson. Instead of stringing all that together, think about your brand. A good question to ask yourself is, “What can I come into the organization and do that will make a difference for them?” Derive the answer from your professional history, and dovetail that with the primary functions the employer is outlining in the ad. Using our same example, your resume could begin with the following brand: “Top-ranked sales specialist who drives multi-millions annually in new revenue for contact center, ACD, CTI, and IVR solutions.” A powerful opening statement like that sets the scene for the full story you have coming up throughout the resume. Resume Fail #3: Your Story Is Twisted Twists and turns are the enemies on your resume. The goal is to craft a marketing piece. What marketing does is showcase something in the best light, highlighting all the advantages, so the intended audience will buy in. Your resume as marketing piece needs to present a smooth, straight story, not one marred by twists, turns, gaps, and unnecessary explanations. Dispense with the reasons why you left every employer. “Company closed, “laid off,” “sought better opportunity,” are speed bumps written into a failing resume that slow down, distract, and annoy. Make no apologies for why each job came to an end â€" everyone has had several jobs that have come to an end for one reason or another; that’s simply a function of advancing through your career. Check these points on your resume and make the necessary upgrades. Then, by all means, do not blast things out to the next 650 opportunities. Test the market. But strike a balance between making improvements and getting stymied in analysis paralysis. Submit the new version of the resume for the next 20 opportunities. At that point, re-evaluate your results. If you need further recalibration, do so. Discard what doesn’t seem to be working, and build on top of the solid blocks. You can get multiple offers in a reasonable amount of time, without applying for hundreds of roles all over the Internet. Once the resume is where it needs to be, they make sure to connect with a relevant human being every time. I walk you through exactly how to do that in our free job search training, “How to Land Your Ideal Job in 8 Weeks or Less!” You’ll find out precisely what to say, what not to say, and how to psychologically trigger a response from the recruiter or decision maker. Join us for the free presentation today.

Fitness Trainer - Career Information

Fitness Trainer - Career Information Fitness Trainer - Career Information A fitness trainer leads people in exercise and related activities. He or she works with individuals or groups, providing both instruction and motivation. A fitness trainer may specialize in aerobics, weight lifting, yoga or another activity. Quick Facts About Fitness Trainers In 2014, they earned a  median salary  of  $34,980 annually or $16.82 per hour.  Approximately 267,000 people worked in this occupation as of 2012.Most people employed in this field work in fitness and recreation centers, gyms, exercise studios, country clubs, resorts, and universities.The  job outlook  is good. Employment is expected to grow as fast as the average for all occupations through 2024. Roles and Responsibilities Customize training programs for individuals and groupsMotivate clientsMonitor clients progress and offer feedback when neededDemonstrate proper use of equipment and techniquesMaintain clients safetySell services and products to potential and existing customersStock and maintain suppliesHandle member complaintsAdminister emergency first aidProvide advice about nutritionEnforce facilities rules and regulations How to Get Started in This Career To be a fitness trainer, you must first be physically fit. You must serve as a role model for your clients. You are only required to have a high school diploma to work as a fitness trainer but many employers prefer to hire college graduates who have majored in a fitness or health-related field. This is especially true if you want to become a personal trainer who will work  one-on-one with clients. Many employers require CPR, first aid, and AED  certification or, at least, training. Whether you want to work as a personal trainer or instruct students in group classes, it is a good idea to get professional certification. It indicates that you have the skills needed to work in this occupation. Many, but not all employers require this credential, but you will be a more competitive job candidate if you have it. You should take great care in choosing the organization from which to get your certification.   What Soft Skills Do You Need to Succeed in This Career? In addition to your education and certification, you need certain soft skills, or personal qualities, to succeed as a fitness trainer. These are the most important ones: Customer Service Skills:  One of your goals as a fitness trainer is to understand your clients needs and satisfy them.Instructing Skills: You will be responsible for making sure your customers know how to exercise and use equipment correctly. You will do this by carefully explaining and demonstrating proper techniques.Ability to Motivate Others: Many people exercise, not because they love to, but because they need to. Your ability to motivate them will help make the experience more enjoyable.Active Listening Skills: Being tuned into what clients are telling you will help you understand and fulfill their needs. Verbal Communication Skills: The ability to clearly convey  information and instructions to your customers is crucial. The Downside of Life as a Fitness Trainer Since people go to the gym before and after work and on the weekends, your schedule will include late evenings and weekends.Expect to travel from job to job. You will probably work in multiple gyms and even in peoples homes.You will have to exercise even when you dont feel like it since leading by example is an integral part of a fitness trainers job. What Will Employers Expect From You? Here are some requirements for actual job announcements listed on Indeed.com: Must be an engaging personal trainer in a practical, hands-on environmentAble to safely and confidently fitness train clientsYou take excellent care of your body from the inside outProfessional appearance and demeanorAble to get clients in the door Is This Occupation a Good Fit for You? Holland Code: SRE (Social, Realistic, Enterprising)MBTI Personality  Types: ESFJ, ESTP, ESFP, ISFP  (Tieger, Paul D., Barron, Barbara, and Tieger, Kelly. (2014)  Do What You Are. NY: Hatchette Book Group.) Related Occupations Description Median Annual Wage (2014) Required Education/Training Recreation Worker Leads activities in a recreation facility $22,620 HS diploma and on-the-job training Esthetician Treats skin on clients faces and bodies and teaches them how to use products at home $29,050 2-year state-approved esthetician program Residential Advisor Organizes activities and enforces policies in residential facilities like college dorms and group homes $24,340 Bachelors degree Athletic Coach Teaches athletes the fundamentals of a sport $30,640 Bachelors degree SourcesBureau of Labor Statistics, US Department of Labor,  Occupational Outlook Handbook, 2016-17  (visited December 21, 2015).Employment and Training Administration, US Department of Labor,  O*NET Online  (visited December 21, 2015).

What Working Mothers Need

What Working Mothers Need What Working Mothers Need As with any demographic, these employees have a specific set of needs and wants. In order to successfully attract, recruit and retain these talented workers, known for their multi-tasking abilities, you, as the hiring pro, need to know exactly what theyre looking for and how your organization can provide it. Good Maternity Leave Policies Its no secret that we Americans are workaholics, and this definitely translates to our maternity leave policies. We are among the stingiest in the world when it comes to giving mothers time to recuperate and bond with their newborns. By bettering your maternity leave policies and making candidates aware of them, you are sculpting a company culture that lets these families know that you care about them outside of the walls of the office building. Not to mention, its not all bad for you. Consider what Jody Heymann, dean of the Field School of Public Health at UCLA, has to say: “As well as receiving more one-on-one care, infants are more likely to be breast-fed, which lowers illness and hospitalization rates for infants and benefits women’s health. Beyond the marked health advantages, paid maternity leave yields economic gains in terms of reduced health care costs, reduced recruitment and retraining and improved long-term earnings for women.” Telecommuting Opportunities Recently, telecommuting has taken a hit, with the likes of Best Buy and Yahoo cutting or reducing their telecommuting programs. Its not all bad! When companies work with their employees, clearly define expectations and use good communication, telecommuting can be a mutually beneficial tool. Parents benefit from spending more time at home, with their families. Even if the time is still spent working, we must also consider commuting time as well as the time it takes to get ready for your day. From managements perspective, telecommuting has been proven to improve productivity, commitment to the company, work-life balance and retention. While were on the subject, Marissa Mayer, the CEO of Yahoo in charge of the decision to ban telecommuting, has recently taken a lot of flack from working mothers, because when Mayer became a new mother, she had a nursery actually built into her office. And I bet that as soon as every one of you becomes the CEO of a successful company, you can build whatever the heck you want in your office, until then, focus on your own situation and work with what you have. Device Freedom It is inarguable that we work too much, we dont leave the office at the office, we dont take enough vacation time, we over-stress ourselves, and were spending less and less time as a family unit. We know all of these things, yet we do little to remedy them. As technology advances, there is seldom a part of the day that we arent plugged in at work, why not allow these working mothers to utilize the technology in front of them to communicate with their children and/or their child care providers. Piece of mind can go a very long way in the productivity and happiness of a mother. Some Flexibility All of the above boil down to one simple idea: flexibility. Whether its creating a relaxing space for the new moms in your company to pump or building a day care policy into your new company HQ, having a flexible viewpoint when you approach working moms in your company makes sense. You dont have to be a huge corporation to do it either; we recently spoke to a 74-person company that turned a previously unused conference room into a playroom so that their employees could come in on snow days. Get flexible.

Preparing for a Millennial Work Environment

Preparing for a Millennial Work Environment Preparing for a Millennial Work Environment If your career began more than 17 years ago, there are things you should do now to prepare for a Millennial work environment. People are starting to retire later than ever and live longer. This means you will be a part of tomorrow’s Millennial workforce. The Millennial workforce is a smart and diverse bunch. They have more college degrees than any other previous U.S. generation (and college loan debt). They are globally sensitive, diverse and often challenge anything that looks “status quo”. A Millennial workforce is also the quickest to offer tech solutions to problems. And you will not find them wearing suits to work. Anything that seems constricting, unfair, too expensive to justify, or dictatorial will be ignored or dismissed. Instead, a Millennial work environment will search for a new, better way. They cannot fathom life without the Internet. So, how do you prepare for an environment like this? Invest time in learning the latest technology Your Millennial work environment will be filled with younger people who really know the ropes of technology. A modern Millennial workforce does not remember life without the Internet or global connectivity on phones that never leave your side. Preparing for a Millennial work environment means knowing what they prefer, what’s new, and what they prefer to communicate with. It also means understanding their style of communication. It is a good idea to keep with the latest technology for both Windows and Apple, and how to use both iPhones and Smartphones. As crazy as it sounds, spend some time a tech store doing your research and don’t be afraid to hit up the kids and relatives for advice. Update your work wardrobe Two decades ago, going to a job interview meant making sure you had the proper professional suit or outfit. Wearing suits and ties will always be professional, but in some Millennial work environments, it will be viewed as overdressing or too much. They may even say, “It does not fit with our culture.” The Millennial workforce wardrobe is centered more towards “business casual”. And business casual clothes must either be a bargain, trendy, functional, and part of the culture of a company. When meeting in a new Millennial work environment it is a good idea to pay attention to how people are dressing from top to bottom. Prepare for an active and open work environment There are varying opinions on whether or not the Millennial workforce disconnects from their phones after work. Some do and some do not. Regardless, they all work “smarter” than before. If you are in a work environment with Millennials you may receive texts and emails after work hours. And the expectation is that you reply to it. It is a lifestyle, as much as, a job. In addition, you will not find cubicles separating desks. That is too old school and represents an outdated work culture. You can expect something more that invites open communication. A good example of an active, open work environment is what you find at WeWork locations. Multiple companies rent open space in one co-working space where they can network with each other. It is an active and open environment that the Millennial workforce has used globally. Don’t beat Millennials over the head with your experience The strength of being an older worker in a Millennial work environment comes more from having soft skills. Life experience, wisdom, and interpersonal skills go a long way these days. All your knowledge can be found on Google making your book smarts somewhat trivial. What you cannot teach through Google searches is how to communicate with others, empathy, storytelling, and the wisdom to predict consequences of actions. These are “people skills” that can only be learned through the study of people. So, Millennials do not need to know that you have 20+ years experience every time you disagree. They want to know how you effectively communicate with other people to get things done that a device cannot. Help the Millennial work environment this way and they will let you into their world, as long as you remember to practice your interpersonal skill of listening to and reading people.