Abstract Background: Ethiopia is one of the top ten countries with the highest neonatal mortality rate in 2020. Nationally, 97,000 babies die every year in their first four weeks of life. Subnationalneonatal morality and hospital-level neonatal mortalities are variable, particularly in developing or pastoralist regions data are not readily available. This study aims to analyze the neonatal morality rate in eight hospitals in the four developing regions/pastoralist communities of Ethiopia. Method: A retrospective review of neonatal intensive care unit (NICU) routine facility follow-up data from eight hospitals in four developing regions of Ethiopia (Somali, Afar, Benishangul Gumuz, and Gambella) was conducted for the period of October 2020-September 2022. As part of the Transform Health in Developing Regional (THDR) activity, data wereroutinely collected from NICU service registers in these hospitals for routine activity monitoring purposes after NICU training and clinical mentorship was provided by pediatricians, neonatologists, and senior NICU mentor nurses from the Ethiopian Pediatric Society. Finally, descriptive analysis was carried out to determine institutional neonatal morality and its trend over time. Results: Over the course of three years, 3,150 newborns were admitted to the NICU in the eight hospitals. The overall neonatal morality rate was 12.3% in the eight hospitals. The majority (81.2%) of admissions were from three hospitals, namely, Gambella, Asossa, and Dubti general hospitals. The hospital neonatal mortality rates were very variable among hospitals; the lowest was in Asossa hospital (5%),and the highest was in Dubti hospital (15%) and Gambella hospital (17%). The average institutional morality for eight hospitals has decreased by 2.3 percentage points over three years from 10.3% in 2020 to 8% in 2022. Conclusion: The USAID's Transform HDR activity support provided to Hospital`s NICU service has contributed to the reduction of institutional neonatal morality rate by 2.3 percentage points over a three-year period. There was variability in the rates among different hospitals. Asossa Hospital had the lowest rate. In contrast, Dubti and Gambella hospitals had the highest rates. Further study is needed to determine why these events occurred and what factors contributed to these differences in these hospitals.

Because engaged employees work with passion, in deep connection with their company and are innovative, they may drive their organization’s performance. Teal organizations, which implement original and inspiring ways of working, appear particularly favourable to create and support engagement in the long run. The aim of this paper is twofold: first, to study engagement drivers and barriers among many organizational dimensions, and secondly to characterize Teal Organization through their practices. We also hypothesize that Teal practices may drive employees’ engagement. To this aim, we built a questionnaire and performed a cross-industry survey in France. The survey included a standardized measure of engagement, an assessment of organizational structure, management, leadership styles and social climate based on scholarly literature, and a series of questions dealing with Teal practices that we designed. The sample was composed of 767 respondents on behalf of their company. Using multiple regression analysis, we observe that engagement is predicted by social openness of the company and by organizational trust. Teal practices aggregate in a statistically reliable manner into a construct that we call Teal index. If Teal index is not a direct predictor of engagement, it appears to contribute to predicting trust, which itself predicts engagement. These results are insightful in many ways: they highlight trust as a key factor of engagement, offer a first overview of the adoption of Teal practices among French companies and open up avenues for capturing Teal philosophy beyond observable and measurable practices in everyday corporate life. These findings are discussed with an evolutionary viewpoint to better understand current and future transformation of organizations.

Cet article propose l’esquisse d’une approche sociologique des systèmes éducatifs qui prend en compte leur spécificité, c’est-à-dire la dimension pédagogique qui est partie intégrante de la « relation éducative ». Pour cela, l’auteur propose une analyse qui montre que les systèmes éducatifs sont composés de « mondes sociaux » différents. Le développement des « nouveaux dispositifs de formation », amènent à rapprocher plusieurs mondes sociaux, ce qui explique d’un point de vue sociologique les difficultés généralement rencontrées dans le cours de ces changements.

The aim of this study was to measure the relative impact of culture and processes on innovation performance. Contrary to processes, culture represents all implicit factors influencing daily behaviour. Culture gathers the unwritten rules of the social game and serves as social cement for an organisation. Processes correspond to identified and formalised practices and rules, including having a dedicated team or qualified collaborators for running product design and development, for example. Based on the scientific literature, we designed a survey to assess these three sides of innovation (culture, processes and performance). We analysed the answers of 432 French innovation managers in order to identify the predictors of Innovation performance. The whole model appears highly explanatory and shows that innovation culture holds a predictive power nearly four times as high as innovation processes. In particular, eagerness for radical change, which is not so common in French organizations, is the strongest predictor of innovation performance. Collective discovery skills and innovation climate were also good predictors of innovation performance, whereas risk aversion and tradition appear as marginal negative predictors. . These results are original because practitioners and researchers mainly produce guidelines focused on innovation processes, methods and tools as if they were the only drivers of innovation. However, the major challenge for stimulating innovation could be to understand the organization’s culture and design processes that will be both congruent to the existing culture and likely to initiate a first step to cultural change, which remains long and uncertain.

AbstractBackgroundOne of the targets for the third sustainable development goals is to reduce worldwide maternal mortality ratio (MMR) to less than 70 deaths per 100,000 live births by 2030. To address issues affecting women and the newborns during childbirth and postnatal period, concerted efforts from governments and their stakeholders are crucial to maximize the use of technology to enhance frontline health professionals’ skills to provide the emergency obstetric and newborn care (EmONC). However, no study has garnered nurses’ and midwives’ perspectives regarding the application of technology-enhanced learning approach to provide on-job CPDs and factors that may influence the application of this training approach in the Rwandan context.MethodsThe study collected data from nurses and midwives from forty (40) public health facilities in remote areas nationwide. The study applied a qualitative descriptive design to explore and describe nurses’ and midwives’ perspectives on the feasibility and acceptability of technology enhanced learning approaches such as e-learning, phone-based remote training, and other online methods to provide trainings in EmONC. Two focus group discussions with EmONC mentor, two with nurses and midwives were conducted. Twelve key informant interviews were conducted. Participants were selected purposively. In total, 54 individuals were included in this study. A thematic approach was used to analyse data.ResultsNurses and midwives highlighted the need to provide refresher trainings about the management of pre-eclampsia. Most of the EmONC trainings are still provided face to face and the use of technology enhanced learning approaches have not yet been embraced in delivering EmONC CPDs for nurses and midwives in remote areas. Nurses and midwives found the first developed prototype of smartphone app training of the EmONC acceptable as it met the midwives’ expectations in terms of the knowledge and skills’ gap in EmONC.ConclusionAlthough the newly developed application was found acceptable, further research involving practical sessions by nurses and midwives using the developed application is needed to garner views about the ease of use of the application, relevance of the EmONC uploaded content on the app, and needed improvements on the app to address their needs in EmONC.

Professionalization is often defined as the implementation of actions enabling continuous and situated development of skills through and within work situations. This definition does not differentiate professionalization from work-based training. It is toward what ends they are used that distinguishes professionalization from training. Training is generally focused on the ability to act, while professionalization focuses on the power to act. In this perspective we use the capabilities framework understood as a power to act, in order to consider professionalization approaches, modalities, practices, systems or situations, and to question the capability to professionalize oneself. We first define terms related to capabilities and then describe the capabilities framework. Finally, we will analyze how this theoretical approach can be used to interpret professionalization.

Vaccination coverage is widely used to assess immunization performance but, on its own, provides insufficient information to drive improvements. Assessing the performance of underlying components of immunization systems is less clear, with several monitoring and evaluation (M&E) resources available for use in different operational settings and for different purposes. We studied these resources to understand how immunization system performance is measured. We reviewed peer-reviewed and gray literature published since 2000 to identify M&E resources that include national-level indicators measuring the performance of immunization systems or their components (governance, financing, regulation, information systems, vaccine logistics, workforce, service delivery, and demand generation). We summarize indicators by the system components or outcomes measured and describe findings narratively. We identified 20 resources to monitor immunization program objectives and guide national strategic decision-making, encompassing 631 distinct indicators. Indicators for immunization program outcomes comprised the majority (124/631 [19.7%]), largely vaccination coverage (110/124 [88.7%]). Almost all resources (19/20 [95%]) included indicators for vaccine logistics (83/631 [13.2%]), and those for regulation (19/631 [3.0%]) and demand generation (28/631 [4.4%]) were least common. There was heterogeneity in how information systems (92/563 [14.6%]) and workforce (47/631 [7.4%]) were assessed across resources. Indicators for vaccination coverage in adults, data use in decision-making, equity and diversity, effectiveness of safety surveillance, and availability of a public health workforce were notably lacking. Between the resources identified in this review, we identified considerable variability and gaps in indicators assessing the performance of some immunization system components. Given the multitude of indicators, policymakers may be better served by tailoring evaluation resources to their specific context to gain useful insight into health system performance and improve data use in decision-making for immunization programs.

Cement production worldwide contributes at least a 9% increase in CO2 emissions. Industrial or agricultural waste can cause serious problems for the environment. One of the wastes that can be used as SCM from agricultural waste is sugar cane. This research was conducted to determine the content of chemical elements contained in bagasse ash which is suspected to have chemical content similarities with cement. This study uses an experimental method, with the type of pre-experiment research which has a one shot study case type research scheme. The results indicated that bagasse ash with a final combustion temperature of 600C had the highest silicon content compared to bagasse ash with a final firing temperature of 500C and 700C. The analysis results indicate that with a relatively high percentage of silicon, bagasse ash with a combustion temperature of 600C can be used as an additive or cement substitute.

Abstract Road networks represented as a networked system of edges and nodes have raised considerable interest in the literature of networks, leading to numerous studies throughout the years. In these networks, the junctions where roads intersect are represented by nodes while the road segments connecting them represent the edges. Road networks in major cities and metropolises all over the world are very large-scale dense networks. Thus, the need to identify the most important roads that influence both vehicle and pedestrian flows, urban crime, collective dynamic behavior, land-use separation and retail vitality. In this context, in this paper, we propose a new method to extract the skeleton or the backbone of cities. The so-called "Link Motif-Betweenness skeleton (LMB)" aims to select the links belonging to the larger number of motifs in the network and also having high betweenness. The LMB selects links separately from two sub-networks: from the local sub-network which is formed only from the intra-community links to select edges with a local influence in the various communities, and also from the global sub-network which is formed from the inter-community links of the network to select edges with a global influence all over the network. The proposed method is tested on road networks in the five largest cities of France: Paris, Marseille, Lyon, Toulouse and Nice. Experimental results show the efficiency of the LMB in terms of preserving relevant roads as compared to some alternative methods.