Reporting of adverse events following immunizations in Ghana–Using disproportionality analysis reporting ratios

Background: Timely reporting of safety information post vaccination is pivotal for the success of any vaccination program. Reports of adverse events following immunization (AEFI) of 6 different vaccinations from Ghana were analysed for signals. Methods: De-identified data from active surveillance for AEFIs after 2009 AH1N1 influenza, yellow fever, meningitis, measles-rubella, pneumococcal-rotavirus and human papilloma virus vaccinations were used. All vaccinations occurred between January 2010 and December 2013. The ten most occurring events for each vaccination were captured and arranged using Medical Dictionary for Regulatory Authorities (MedDRA) Preferred Term (PT) and System Organ Classification (SOC) codes. Adverse event incidence rates were calculated for each vaccine type, and signals were generated using proportional reporting ratios (PRR). Results: A total number of 5,141 reports were analysed ranging from 33 (human papilloma virus) to 1958 (measles-rubella). Between 22% and 55% of all AEFIs per vaccine type were collected on the day of vaccination. For each vaccine type, at least 87% of all reported AEFIs occurred in the first 7 days post-vaccination. Multiple reports were received per vaccine type. For the MR vaccine, urticarial recorded the highest attack rate of 6.6 (95% CI 6.2, 7.1) per 100,000 vaccines. The AEFI with the highest PRR for both human papilloma and measles-rubella vaccines was abdominal pain, recording a PRR of 8.15 (95% CI 3.46, 19.23) and 43.75 (95% CI 17.81, 107.45) respectively. Conclusion: These results underscore the competency of public health systems in sub-Saharan African countries (like Ghana) to identify most frequently occurring and important vaccine related safety issues

Competencies required by project managers for housing construction in Ghana: Implications for CPD agenda

Purpose - The purpose of this paper is to delineate "senior managers'" perception of the competencies required by project managers (PMs) in Ghana for mass house building projects (MHBPs) and to discuss the implication of the findings for professional training and development. Design/methodology/approach - Drawing on a well-acclaimed organizational psychology theory of job performance, a structured questionnaire survey was used to elicit data from managing directors (MDs) of homebuilders belonging to the Ghana Real Estate Developers Association (GREDA). The data were analyzed using multiple regression techniques (stepwise) Findings - Of 64 competencies operationalised, seven are perceived to be important. Originality/value - The findings provide PMs in Ghana an understanding of the competency profile their superiors (i.e. MDs) use in judging their performance. This should therefore help the PMs to align their professional development towards improving their skills on these competencies. Homebuilders can also apply the findings to make an informed and objective judgement in the profiling, recruitment and maintenance of PMs who have the appropriate skills and competencies. The implication of the findings for developing a continuing professional development (CPD) agenda in the Ghanaian mass house building industry is discussed. The discourse provides useful lessons for the construction industry in developing countries such as those in the sub-Saharan African (SSA) Region. © 2009 Emerald Group Publishing Limited

Assistance pour l'évaluation et la réduction de la pollution du mercure issu des mines d'or artisanales du Ghana. Phase 1. Partie 1 - Introduction générale et évaluation sur la santé humaine

This report belngs to the first phase of a UNIDO project focusing on the government's developing target to phase out or at least reduce the use of mercury in artisanal and small mining opeations. During this phase, an environmental and human health impact assessment should be realised, prior to the introduction of efficient equipment for mineral processing and recycling of mercury. The project will help the Ghanian government in brinding the technological gap fron which the sub-sector is sufferong, and in introducing environemental management and cleaner production currrently unknown to the rural population. Thus human health and safety should be improved for people involved in this activity. The project should be also help to improve the current skill in analytical methodologies.Assitance pour l'évaluation et la réduction de la pollution du mercure issu des mines d'or artisanales du Ghana. Phase 1. Partie 1 - Introduction générale et évaluation sur la santé humaine

Assistance pour l'évaluation et la réduction de la pollution du mercure issu des mines d'or artisanales du Ghana. Phase 1. Partie 1 - Introduction générale et évaluation sur la santé humaine

This report belngs to the first phase of a UNIDO project focusing on the government's developing target to phase out or at least reduce the use of mercury in artisanal and small mining opeations. During this phase, an environmental and human health impact assessment should be realised, prior to the introduction of efficient equipment for mineral processing and recycling of mercury. The project will help the Ghanian government in brinding the technological gap fron which the sub-sector is sufferong, and in introducing environemental management and cleaner production currrently unknown to the rural population. Thus human health and safety should be improved for people involved in this activity. The project should be also help to improve the current skill in analytical methodologies.Assitance pour l'évaluation et la réduction de la pollution du mercure issu des mines d'or artisanales du Ghana. Phase 1. Partie 1 - Introduction générale et évaluation sur la santé humaine

Correlacionando tipos de cultura organizacional com estratégias de remuneração utilizando a tipologia de Charles Handy

Este estudo identificou as correlações entre as estratégias de remuneração e a tipologia de cultura organizacional proposta por Handy (2003) baseada nas dimensões do grau de formalização e centralização que identifica a cultura: Zeus (poder), Apolo (papéis), Atena (tarefa), e Dionísio (pessoa). A pesquisa foi aplicada a gestores de remuneração de 76 empresas associadas ao Grupo de Permuta de Informações Salariais (Grupisa), e os questionários com um construto composto por doze componentes da remuneração organizacional foram analisados utilizando Correlação de Pearson e Regressão Múltipla. Concluímos que as variáveis de remuneração se correlacionam de forma diferente com cada um dos tipos de cultura: (i) organizações "Zeus" devem enfatizar os fatores comportamentais em todas as esferas do sistema de remuneração; (ii) para as organizações "Apolo" a ênfase deve ser aplicada nas oportunidades de crescimento e desenvolvimento, (iii) nas organizações "Atena" o foco deve ser nas recompensas financeiras, e, (iv) organizações "Dionísio" devem dar ênfase à qualidade da remuneração