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KUMWAGA Mbegu za Kiume Angalau Mara 21 Kwa Mwezi Hupunguza Hatari ya Kupata Kansa ya Tezi Dume

Kwa mwanaume unayehofia kuja kupata saratani ya tezi dume, kuna hatua angalau moja rahisi unayoweza kuichukua kukukinga dhidi ya hatari hii, na  urahisi wake ni kutokana na kujiondolea hatari ya kupata ugonjwa mkubwa kiasi hiki ukiwa chumbani kwako tu.

Tafiti nyingi zimehusisha utoaji wa mara kwa mara wa mbegu za kiume (manii) — kwa kufanya mapenzi, kupiga punyeto au ukiwa usingizini — na kupunguza kwa kiasi kikubwa hatari za kupata saratani ya tezi dume.

Jambo hili linaweza kuleta tofauti kiasi gani?

Kwa mujibu wa tafiti iliyochapishwa mwaka 2016 kwenye jarida la European Urology, tofauti ya kufanya na kutofanya hivi ni kubwa sana.

Wanaume 32,000 walifanyiwa utafiti kuanzia mwaka 1992 mpaka mwaka 2010 na matokeo waliyoyapata ni kwamba wanaume waliripoti kumwaga mbegu za kiume angalau mara 21 kwa mwezi walipokuwa na umri wa miaka ya 20 (20’s) maishani mwao walikuwa na asilimia 19 zaidi ya kutokutwa na saratani ya tezi dume ikilinganishwa na wale waliokuwa wakimwaga mara saba tu kwa mwezi mzima au chini ya hapo.

Kumwaga mbegu za kiume mara kwa mara ukiwa kati ya miaka ya 40 (40’s) pia inakupunguzia hatari ya kupata saratani ya tezi dume kwa asilimia 22, utafiti huo umeonesha.

“Ingawa matokeo ya utafiti wetu inabidi yathibitishwe na tafiti zinazochambua utendaji kazi wa kibaiolojia, bado matokeo haya yanasema kuwa kutoa mbegu za kiume na kufanya ngono salama katika ujana wako wote yawezekana ikawa ni mbinu yenye manufaa makubwa kwa mwanaume katika kupunguza hatari ya kupata saratani ya tezi dume,” amesema Jennifer Rider, kiongozi wa utafiti huo katika mkutano na waandishi wa habari.

Hakuna idadi maalumu kwa mwezi ambayo mwanaume anatakiwa anamwaga mbegu ili kupunguza hatari hiyo. Kilichobainishwa kutokana na utafiti huu ni kwamba huwa inategemea sana na mahusiano ya kingono kati ya wapenzi ambapo hatari ya kupata saratani hii inapungua sana endapo mwanaume anapata fursa ya kutoa mbegu za kiume mara nyingi zaidi.

Hii si mara ya kwanza kwa watafiti kuendesha utafiti kubaini ni kwa jinsi gani kutoa mbegu za kiume kuna uhusiano na kupunguza hatari za kupata saratani ya tezi dume. Mwaka 2003 timu ya watafiti wa nchini Australia walilinganisha idadi ya mwanaume kumwaga mbegu za kiume kwenye utafiti uliohusisha wanaume 2,300 — ambao nusu yao walibainika kuwa na saratani ya tezi dume. Matokeo yalionesha kuwa wale waliotoa mbegu za kiume mara tano hadi saba kwa wiki walipunguza hatari ya kupata saratani ya tezi dume kwa asilimia 36 wakilinganishwa na wale waliomwaga mara mbili au pungufu ya hapo kwa wiki.

Ingawa tafiti hizi zimekuwa zikileta matokeo yanayofanana, watafiti bado hajapata sababu maalumu ya kwa nini kumwaga mbegu za kiume mara kwa mara kunapunguza kwa kiasi kikubwa hatari za mwanaume kupata saratani hii.

Jennifer Rider aliliambia Shirika la habari la Reuters kuwa timu yake ilikuja na dhana moja inayoelezea uhusiano huo: kwamba “Utoaji wa mbegu za kiume mara kwa mara, kwa kiasi fulani, ni kielelezo cha afya bora kwa mwanaume kwa sababu wanaume waliobainika kumwaga mbegu mara chache zaidi kwenye utafiti wao — ambao hawakumwaga kabisa au walimwaga chini ya mara tatu kwa mwezi mzima — walikuwa na uwezekano mkubwa sana wa kukutwa na magonjwa mengine na pia walikufa mapema kutokana na sababu mbalimbali zaidi ya saratani ya tezi dume. Pamoja na matokeo haya, tafiti zaidi zinatakiwa kufanyika ili kuelezea uhusiano wa kibaiolojia unaohusika kupunguza hatari hii.”
SIR ALMASI

TEACHER INTERVIEW QUESTIONS AND ANSWERS by Sir ALMASI

 

 

Can you tell me a little about yourself?

This question seems simple, so many people fail to prepare for it, but it's crucial. Here's the deal: Don't give your complete employment (or personal) history. Instead give a pitch—one that’s concise and compelling and that shows exactly why you’re the right fit for the job. Start off with the 2-3 specific accomplishments or experiences that you most want the interviewer to know about, and then wrap up talking about how that prior experience has positioned you for this specific role.

What can you bring to our school that makes you unique?

This question is pretty straight forward, and the perfect opportunity for you to really let your unique qualities shine. Talk about activities you’ve participated in or passions you have that can easily translate into teachable moments and classroom activities that fall outside the usual curriculum that is currently being enacted. Don’t criticize what they’re doing, but explain how what you’re bringing will augment and compliment what they’ve already got in place.

What frustrates you the most in a classroom?

This question allows your interviewers to get to know what it takes to ruffle your feathers and how you’ll behave when faced with that situation. Find a situation that is fairly common for all teachers and then explain how you’ve dealt with that frustration. Remember, you want to focus on positive aspects of your teaching style, so if you’re still frustrated with a situation and haven’t figured out how to work around it yet, maybe don’t use that one as your example.

What is your teaching philosophy?

Everyone will have a unique answer to this question as everyone’s experiences with education, experience, and own personal history will determine how they’ve shaped their own philosophy. What drives you to teach? What is your approach to teaching and what guides you and how you run your classroom? Take time before you get into the interview to really focus on what your philosophy is and how you apply it every day.

Describe your discipline philosophy.

You use lots of positive reinforcement. You are firm, but you don't yell. You have appropriate consequences for inappropriate behavior. You have your classroom rules posted clearly on the walls. You set common routines that students follow. You adhere to the school's discipline guidelines. Also, emphasize that you suspect discipline problems will be minimal because your lessons are very interesting and engaging to students. Don't tell the interviewer that you “send kids to the principal's office” whenever there is a problem. You should be able to handle most discipline problems on your own. Only students who have committed very serious behavior problems should be sent to the office.

What personality traits do teachers need to be successful?

This question evaluates a candidate’s ability to assess the role and determine what is required for success. This will allow the candidate to assess their own requirements as well as those required by the administration. “I think that teachers need to have patience, flexibility, and self-discipline to be successful. Teaching can be difficult and frustrating, but it is extremely rewarding and it takes a certain type of individual to excel. Teachers have to consider state/local testing objectives when creating lesson plans while making sure that students are able to master the subject material beyond what is going to be on a test. Students also have different methods of learning and a teacher must be able to adapt their lessons to ensure that all students are engaged and able to learn the material.”

How do you approach discipline and what role does it play in learning?

Teachers routinely deal with discipline issues in the course of their daily activities. It is extremely important for a candidate to explain how they view discipline and what role it plays in the classroom. Discipline is an important part of maintaining an effective learning environment and largely depends on teaching style, age of students, and district policies. “I believe that discipline is an important part of the learning process. I approach it by clearly explaining what is expected and what the limits are in my syllabus as well as my initial class orientation. Discipline is the foundation of respect in the classroom and accountability from the students. In my experience, students do not respond well to forceful discipline. They want a framework where they agree to the rules, are respected as individuals, and are held accountable for their decisions and actions.”

Why Should We Hire You?

This is another incredibly common question and it gives you a great opportunity to stand out from the crowd and really show the hiring manager how you can help the company.

The key thing to remember here is: be specific.

Leverage your company research and the job description to find exactly why the company is hiring someone for this position. What problem/pain points does the new hire have to solve? You need to show that you are the perfect candidate that can solve those problems/pain points.

We have written an in depth blog post on why should we hire you here.

DO:

• Show the hiring manager that you are uniquely suited to filling this position. Be the candidate that solves their “problems“.

• Show you know some significant details about the company and their general practices because you have researched the firm and are prepared.

• Tell a “success story” that highlights how you have the ‘qualities’ needed to fill their specific needs.

DON’T:

• Don’t get discouraged if the hiring manager mentions that “they have lots of very well qualified candidates…” before they lead into this question. (It’s a common “lead in”)

• Don’t be too modest. This is your chance to shine. Make it count.

• On the flip side don’t go too overboard and sound too arrogant.

• Don’t be “wishy-washy” or too general with your answer.

Don’t answer with “why” you want the job. Answer with “why you are the perfect fit” for the job.

What Is Your Greatest Strength?

This is a fairly straight forward question to handle. Talk about a “strength” that you know the company puts a lot of value in.

We have written an in depth blog post over at: What are your strengths and weaknesses?

DO:

• Grab hold of the opportunity this question gives you. This question really lets you guide the interview where you want it to go. This your chance to relate your most impressive success story, so take advantage!

• Highlight a strength that is crucial to the position. (As I mentioned earlier)

• Find out from your company research and from the job description what strengths the company puts a lot of stock into.

DON’T:

• Don’t make claims that you can’t illustrate with a brief example or fact.

• Don’t be overly modest but don’t claim to be Superman or Superwoman either.

• Don’t name a strength that is irrelevant to the job at hand.

What Is Your Greatest Weakness?

This classic question freaks people out but it shouldn’t. As long as you pick a weakness that isn’t a key competency for the job and you show that you have taken steps to “work on it”, you will be fine. Don’t try and sidestep this question.

For a more thorough look at what is your greatest weakness question click here.

DO:

• Show that you are aware of your weakness and what you have done to overcome it.

• Show that you are “self-aware” and that you have the ability to take steps to improve yourself.

DON’T:

• Don’t you DARE answer with the cliché “I’m a perfectionist” answer or any other such answer that the hiring manager can see right through.

• Don’t highlight a weakness that is a core competency of the job. (Know the job description “inside and out”.)

• Don’t dodge this question.

To Date, What Professional Achievement Are You Most Proud of?

Candidates show up to interviews with a goal of impressing you. So, chances are, that applicant is armed and ready with a few major accomplishments up her sleeve.

Whether it’s an award, a certification, or a big project that went exceptionally well, asking the interviewee what in her professional history she’s proudest of will give you a better sense of where her strengths really lie.

Plus, this question offers the chance for her to expand on something she feels good about—which can ease her nerves and help to boost her confidence going into the rest of the interview.

Why Are You Leaving Your Current Employer?

Here it is—yet another question that is sure to make every job seeker cringe. Nobody wants to seem like they’re bad-mouthing a previous boss or employer, which makes this one tricky for applicants to answer.

However, posing this question will give you some greater insight into that person’s professional history—as well as help you to identify any red flags (ahem, complaining endlessly about his boss, for example) that might indicate that candidate isn’t the best one for the job.

What do you know about the company?

Any candidate can read and regurgitate the company’s “About” page. So, when interviewers ask this, they aren't necessarily trying to gauge whether you understand the mission—they want to know whether you care about it. Start with one line that shows you understand the company's goals, using a couple key words and phrases from the website, but then go on to make it personal. Say, “I’m personally drawn to this mission because…” or “I really believe in this approach because…” and share a personal example or two.

Why do you want this job?

Again, companies want to hire people who are passionate about the job, so you should have a great answer about why you want the position. (And if you don't? You probably should apply elsewhere.) First, identify a couple of key factors that make the role a great fit for you (e.g., “I love customer support because I love the constant human interaction and the satisfaction that comes from helping someone solve a problem"), then share why you love the company (e.g., “I’ve always been passionate about education, and I think you guys are doing great things, so I want to be a part of it”).

Why should we hire you?

This interview question seems forward (not to mention intimidating!), but if you're asked it, you're in luck: There's no better setup for you to sell yourself and your skills to the hiring manager. Your job here is to craft an answer that covers three things: that you can not only do the work, you can deliver great results; that you'll really fit in with the team and culture; and that you'd be a better hire than any of the other candidates.

Where do you see yourself in five years?

If asked this question, be honest and specific about your future goals, but consider this: A hiring manager wants to know a) if you've set realistic expectations for your career, b) if you have ambition (a.k.a., this interview isn't the first time you're considering the question), and c) if the position aligns with your goals and growth. Your best bet is to think realistically about where this position could take you and answer along those lines. And if the position isn’t necessarily a one-way ticket to your aspirations? It’s OK to say that you’re not quite sure what the future holds, but that you see this experience playing an important role in helping you make that decision.

Why was there a gap in your employment?

If you were unemployed for a period of time, be direct and to the point about what you’ve been up to (and hopefully, that’s a litany of impressive volunteer and other mind-enriching activities, like blogging or taking classes). Then, steer the conversation toward how you will do the job and contribute to the organization: “I decided to take a break at the time, but today I’m ready to contribute to this organization in the following ways.”

What would your first 30, 60, or 90 days look like in this role?

Start by explaining what you'd need to do to get ramped up. What information would you need? What parts of the company would you need to familiarize yourself with? What other employees would you want to sit down with? Next, choose a couple of areas where you think you can make meaningful contributions right away. (e.g., “I think a great starter project would be diving into your email marketing campaigns and setting up a tracking system for them.”) Sure, if you get the job, you (or your new employer) might decide there’s a better starting place, but having an answer prepared will show the interviewer where you can add immediate impact—and that you’re excited to get started.

What are your salary requirements?

The #1 rule of answering this question is doing your research on what you should be paid by using sites like Payscale and Glass door. You’ll likely come up with a range, and we recommend stating the highest number in that range that applies, based on your experience, education, and skills. Then, make sure the hiring manager knows that you're flexible. You're communicating that you know your skills are valuable, but that you want the job and are willing to negotiate.

Do You Have Any Questions For Me?

Around 75 percent of job seekers will say “Nope, I think that’s everything” to this question.

Terrible response.

This question gives you a fantastic opportunity to stand out from the crowd and show your knowledge and passion for the company or organization you are interviewing for. Always have a few questions prepared and have one based around something you found during your company research phase.

• Focus your questions on the company and what you can do for them.

• Ask about something you’ve discovered in your company research. This will show your passion and knowledge of the company.

• Ask if there is any reason the hiring manager wouldn’t hire you. (This can be a little daunting to ask BUT can really pay off. It allows you to address something they may be thinking in their head but haven’t brought up.)

DON’T:

• Never say “No, I think I’m good.” Always have questions ready!

• Don’t focus your questions on yourself and what you can get from them. (i.e.

• Don’t ask questions that you could easily find the answer to.

• Don’t ask about time off and benefits too early in the process.

• Don’t ask how soon you can start applying for other positions in the company.

  

THANK YOU: Sir ALMASI

How to Be a Good Babysitter 

Being a good babysitter takes a lot of work, care, and ingenuity. You need to know the rules, how to keep the child entertained, and what to do when an emergency arises.
Whether it's your first time watching a child or you've been babysitting for years, here are 11 tips for how to be a good babysitter.

1. Understand your comfort level

Before you agree to babysit, know your limitations. Ask parents specific and careful questions about their expectations and what they want from a babysitter. This will help you understand better if you can or cannot meet those needs. It will help you decide if you’re the right fit for the family. Always ask specifically how many children you will be watching, and their ages.

2. Keep an open line of communication

When you’re babysitting, don't feel like you have to figure out everything on your own. Always reach out to the parents if you have any questions or face any issues. It could be as simple as, "I can't find the extra wipes" or as complex as, "Your son is highly upset and I’m not sure how to calm him down. Nothing I've done works."
You should also let them know about any concerns you have, like if their child is being picked on by a neighbor. By keeping an open line of communication, you’re building trust with the parents. It shows that you want to make sure their child is safe and healthy.

3. Be prepared for everything

Your number one priority as a babysitter is to keep the child you're watching safe. That means being prepared for any and every issue or emergency that could happen.
Keep a list of important phone numbers on hand at all times. You’ll want to include numbers for other family members and poison control so you know who to call in a crisis.
Ask for a list of the child's allergies (food, seasonal, pet, and other types) and what you need to do in the event of an allergic reaction. Learn what types of toys and foods are choking hazards so you can avoid them. Being proactive will allow you to stay calm and levelheaded if an emergency arises.

 

 

4. Be well-informed

Preparation isn't limited to emergency numbers and allergy checks. Some hazards may fall under your radar when planning on your own. Talk to experienced babysitters and take a child safety or babysitter training course to get a handle on all types of babysitting possibilities.

5. Be organized

Kids do well with structure and routine. As the babysitter, it's your job to uphold the schedule a parent has set. You might want to keep a separate day planner for each child you are watching.
The calendar should include regular meal, nap, and play times for each day you're in charge. List the types of foods you'll feed them for each day, and how long they should nap and play. Having a clear agenda for how a child's day should go will help you limit the potential for chaos. Ask specifically if any friends are allowed over and if so, ask for their names ahead of time.

6. Be active and have fun

It may seem easy to entertain a kid by setting them in front of the TV or computer screen. A good babysitter, though, will engage the child in other activities. First, learn the parent's house rules about playtime. Ask if their kid can go to a playground, what their favorite toys are, and which games and electronics are off-limits. Then plan out which activities are best to keep their child active and having fun.
Go outside and play archeologist. Stay inside and play pillow fort captain. And if the kid you're watching has a disability, make sure you know how to engage them in activities so they're not excluded.

7. Reinforce rules and limits

Kids will test you and push limits. Testing their limits is part of growing up. You may be tempted to allow them to break all their parent's rules so they see you as the "cool" babysitter. You shouldn't give in, though.
Children do best with structure and boundaries. They help teach kids self-discipline and self-control. Find out the rules of the house and stick to them, even if you disagree. But also know when it’s OK to "break" the rules, like eating an extra cookie or staying up 10 minutes past bedtime. You'll earn the respect of the parent and the child if you’re responsible and trustworthy.

8. Be watchful

There are dangers in and outside of the home. It's not enough to be prepared for emergencies. You also have to be watchful. Stay in close proximity to the child you're watching. If you're at the playground, put away your cell phone. Keep your eye on the kid, not the screen. If you're sucked into texting or a phone call, you may miss the child trying a jump that could break a leg.

9. Be open to criticism

There's a chance you may do something that upsets or worries a parent. Be open to their concerns. Ask how you can do a better job and reassure them that you won't make those same mistakes.

10. Be gentle and caring

A good babysitter is empathetic and kind to the child they're watching, even when they have to be stern. Children are both resilient and fragile. They’re also stubborn and impressionable. Remember, they're still learning and growing. Be understanding of their mistakes. Lend a sympathetic ear when they're upset. Be caring and let the child know that you’re their confidante.

11. Be flexible

Parents may run late or may need to leave earlier than expected. Try and be flexible. Show up early and stay late. Be clear about your limits, but be flexible. It will show parents that you're dependable.

The takeaway

Babysitting can be a challenging job at times, but it’s also rewarding. Remember, the children’s safety is the number one priority, so always be prepared for emergencies that may come up. But don’t forget to have some fun with the kids, too.

  SIR ALMASI

Communication skills

WHAT IS COMMUNICATION?
Communication is derived from the Latin word communicare , which means "to make common". This can be taken to mean 'to share'. Communication is therefore generally defined as the process of understanding and sharing meaning. Communication is considered a process because it is an activity, an exchange or a set of behaviours - not an unchanging product.
Communication is a complicated process. It is variable, active and dynamic . It starts long before the words begin to flow and can last long after the words stop.
Communication is a process that requires
understanding - perceiving, interpreting, and comprehending the meaning of the verbal and nonverbal behaviour of others. Understanding the meaning of another person's message does not occur unless the two communicators can elicit common meanings for words, phrases and non-verbal codes.
In addition to understanding, communication involves sharing and interaction between people in order to exchange meaning. Regardless of the context, communication involves sharing.
The Components of Communication
1. The source Sender
The source (sender) is the component that initiates a message
2. Receiver (Audience)
The receiver is the intended target of the message.
NOTE:
Individuals do not perform these two roles independently. Instead, they are the source and receiver of messages simultaneously or continually. People do not respond uniformly to all messages, nor do they provide the same messages in exactly the same way. Individual characteristics of people, including their race, gender, age, culture, values and attitudes affect both their sending and receiving qualities.
3. The message (idea)
The message is the verbal and non-verbal form of the idea, thought, or feeling that one person (source) wishes to communicate to another person or group of persons (the receiver/s). It is the content of the interaction. The message includes the symbols (words and phrases) we use to communicate our ideas as well as our facial expressions, bodily movements, gestures, touch, tone of voice and other nonverbal codes. The message may be relatively brief and easy to understand or long and complex. Messages can be intentional or accidental
4. The Channel
The channel provides the mode by which a message moves from the source to the receiver of the message. Examples include the spoken mode,
written mode, diagrams , charts etc.
5. Feedback
Feedback is the receiver's verbal and nonverbal response to the source's message. Feedback is part of the any communication situation. High-quality communication occurs when the sources is sensitive to feedback and respond appropriately to verbal and non-verbal messages sent by the receiver or audience.
6. Code
We use codes to share our ideas with others. A code is a systematic arrangement or comprehensive collection of symbols, letters, or words that have arbitrary meanings and are used for communication. Two major types of codes are used in communication: Verbal codes and nonverbal codes. Non verbal codes consist of all symbols that are not spoken words, including our bodily movements, our use of space and time, our clothing and other adornments, and sounds other than words. Non verbal codes should not be confused with non-oral codes. All non-oral codes such as bodily movement - are non verbal. Nonverbal codes also include oral codes, such as pitch, duration, and rate of speech as well as sounds like eh and ah .
The Communication Process
The process of communication can be viewed as one of encoding and decoding. Encoding is defined as the act of putting an idea or a thought into a code. Decoding is assigning meaning to that idea or thought. The figure below shows a summary of the communication process.
SENDER CHANNEL RECEIVER
(Encoding) (Decoding)
FEEDBACK
Barriers in Communication
A barrier in the communication process is any interference in the encoding and
the decoding processes that reduce the clarity of a message. It can be physical, psychological, cultural, or language retained.
i. Physical barriers: Examples include loud sounds, distracting sights, unusual behaviour, physical appearance etc.
ii. Psychological barriers: Examples include worries, uncertainties or any other attitudinal or emotional factors.
iii. Cultural barriers: Examples are cultural differences relating to beliefs and values.
iv, Language barriers: e.g. mother tongue interference, inadequate vocabulary, inappropriate register, diction, etc.
Sir Almasi