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Moderna Begins COVID-19 Vaccine Trials For Children



Govt To Make COVID-19 Vaccination Compulsory For Civil Servants

Children aged from 6 months to under 12 years old have started COVID-19 trials, according to United States manufacturer Moderna. It plans to enroll about 6,750 participants.

“We are pleased to begin this Phase 2/3 study of mRNA-1273 in healthy children in the US and Canada,” said CEO Stephane Bancel in a statement on Tuesday.

“This pediatric study will help us assess the potential safety and immunogenicity of our Covid-19 vaccine candidate in this important younger age population.”

US health authorities say that fewer children have been sick with Covid-19 compared to adults, but they can be infected and can spread the virus.
Most infected children have mild symptoms or no symptoms at all.

School officials across the US are under pressure to fully reopen as soon as possible, but many say they need portable classrooms or shorter school days to meet social distancing rules.

READ ALSO: Britain To Increase Nuclear Weapons, Review Relations With Russia, China

According to Moderna, 17.8 million adults in the United States have received its vaccine, as the country seeks to step up its innoculation programme against the coronavirus pandemic that has killed over 535,000 people in America.

The Pfizer, Moderna and Johnson & Johnson vaccines have all been authorized for emergency use, and the companies are set to deliver more than enough to cover the entire US adult population by mid-year.

The United States is currently vaccinating around 2.2 million people per day, while almost 65 percent of Americans 65 and older have had at least their first shot.

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Mental Health

Trust Building At Work: Keep Promises And Respect



Trust Building At Work: Keep Promises And Respect


Akindotun Merino

Merriam-Webster Dictionary defines promise as, “a declaration that one will do or refrain from doing something specified; or a legally binding declaration that gives the person to whom it is made a right to expect or to claim the performance or forbearance of a specified act.”

When promises are not kept, you communicate to the other person that they are not valued. It means that they are not priority and puts the recipient of this behavior in a self-protective state.

Making a promise and not keeping it is the fastest way to lose the trust of your employees. Sometimes things are beyond our control, and we cannot stay true to your word, but making a promise and not following through can have dire consequences on the relationships you are trying to build.

Getting organized is important to keeping promises to your staff. Do I have the time to commit to this? Do I have other resources? These are questions you should ask yourself before making a promise. Sometimes it’s easy to act in the moment and make a promise in order to make others happy without considering whether or not it’s even possible. Try not to act on impulse; think logically.

Here are some other questions to ask yourself:

  • Why am I agreeing to do this?
  • What outcome am I looking for?
  • Is this too lofty of a promise?
  • Is this absolutely necessary? Why or why not?
  • What would be the ramifications if I’m unable to keep this promise?

You’ve weighed the pros and cons of this promise, decided to go through with it, now you have to do it. The excitement of being the hero who said yes has worn off, now the real work begins. It can be tiring. What do you do? Well, since you made the promise and you do not have a legitimate reason not to follow through, you must push through your lack of motivation and make it happen.

Consider these tips in helping you stay motivated:

  • Remember why you are doing this.
  • Break down your task into smaller chunks.
  • Only focus on positive thoughts.
  • Don’t procrastinate.
  • Don’t be easily distracted by other things.
  • Visualize the outcome.

READ ALSO: Workplace Harassment

Do not over commit and under deliver. To overcommit and under deliver is worse than just saying no in the first place. Decide what you can handle and agree to only that. Don’t sign on to be an overachiever, since this will likely cause you to appear to be the complete opposite.

Saying you can do it all, but ending up not following through will establish you as:

  • Unreliable
  • Unskilled
  • Dishonest

Always err on the side of caution. Don’t take on more than you can handle.
Keeping track of what you must get done and how to get it done is what will lead you to the positive outcome you are looking for. How can you “keep track”?

  • Create a list of what needs to get done.
  • Break down the steps of how each task will get done.
  • Determine the deadlines for each task.
  • Get to work.
  • Evaluate your progress.
  • Determine whether any changes need to be made to the work you’ve done. If so, make them.
  • Deliver the final product.

Respecting others should go without saying, but unfortunately, sometimes people forget that respect should be afforded to everyone, not just the ones you get along with. Let’s take a look at some areas to keep in mind when thinking about respecting others.Everyone in the workplace makes up a body. What kind of body would it be if everyone was the “head” or “arms”? Even though not everyone holds the same position as you, all positions are important. It’s simple: Treat others the way you want them to treat you.

Here are some things you can do to ensure you are exhibiting respect for employees holding various positions:

  • Encourage others to share their ideas
  • Listen to their ideas
  • Utilize others’ ideas when appropriate
  • Don’t insult or demean others
  • Give credit where it is due

An opinion is one of those things that everyone has. One is not “more right” than another. Opinions are typically based on experiences, not on fact. Keep this in mind when working with employees who have an opinion that differs from yours. Your aim should not be to change their opinion, although sometimes having a discussion about differing opinions can be beneficial. Nor should your aim be to discredit someone because of their opinion. Regardless of what someone thinks of a particular issue, they have a right to feel that way, and should continue to be respected.

READ ALSO: Trust Building At Work: Empowering Staff

Time is a commodity that there never seems to be enough of. Knowing that, you should value all employees’ time. Whether you want to meet with an individual employee, or conduct training for a group, consider the fact that they have other work to do. So, use their time and yours wisely. Here are some ways to use time wisely:

  • If you can send an email rather than calling or having an in-person meeting, do so.
  • If your coworker is working on something that is time-sensitive or otherwise should not be interrupted, wait.
  • If you continually promise deliverables by a certain deadline, but do not deliver on time, change this.
  • If you are not prepared for meetings, make that a priority before going into your next one.
  • Set a time to start and end meetings. Stick to it.
  • No matter how great a job a person may do, do not volunteer someone else without consulting them first.

As previously mentioned, everyone serves a particular purpose in the workplace. As such, everyone brings with them a certain skill set. What may be a strength for one, may be an area for improvement for another, and vice versa. Pointing out another’s weakness is of no benefit. Instead, work to help your co-worker gain strength in their specified area of need. An organization is only as strong as its weakest link.

Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. She is the President of Jars Institute. Feel free to share your successes and challenges:

Prof. Akindotun Merino
Jars Education Group
Instagram: @drakinmerino: Twitter: @drakindotun


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COVID-19 Claims 21 Lives As New Cases Hit 387



COVID-19 Claims 21 Lives As New Cases Hit 387

Fresh COVID-19 cases in the country have risen to 387 while 21 persons have died due to the virus in the last 24 hours.

This was disclosed on Monday night by the Nigerian Centre for Disease Control (NCDC).

The new cases represent a slight rise in COVID-19 cases compared to the 365 cases recorded on Sunday.

According to the NCDC, “On the 13th of September 2021, 387 new confirmed cases and 21 deaths were recorded in Nigeria

READ ALSO: South Korean Pastor Yonggi Cho Is Dead

“Till date, 199,538 cases have been confirmed, 188,427 cases have been discharged and 2619 deaths have been recorded in 36 states and the Federal Capital Territory

“The 387 new cases are reported from 16 states- Lagos (114), Rivers (91), FCT (32), Edo (31), Delta (28), Kwara (20), Bayelsa (18), Akwa Ibom (15), Oyo (10), Osun (8), Gombe (5), Plateau (5), Ekiti (4), Ogun (3), Kano (2) and Kaduna (1)

“A multi-sectoral national emergency operations centre (EOC), activated at Level 2, continues to coordinate the national response activities.”

The NCDC also reports 1,700 recoveries for Lagos State from 11th September 2021, including community discharges.


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Mental Health

Trust Building At Work: Empowering Staff



Trust Building At Work: Keep Promises And Respect

Akindotun Merino

According to Psychology Today, trust is a central part of all human relationships, including romantic partnerships, family life, business operations, politics, and medical practices. Trust in believing in each other’s agency. It is about connecting and collaboration. For organizations and businesses to thrive, there should be an undercurrent and active embrace of a trust culture.

Building trust is part of empowering your staff. Employees will demonstrate loyalty to employers and organizations that trust them. Gifts and talents are broadly distributed so it is important to value and develop your employees.

An organization that empowers staff will earn their trust. When many think of gaining the trust of their employees and co-workers, they think it can simply be done by being trustworthy themselves. While this may be an effective way to gain trust, you must consider active methods of gaining trust, such as empowering others. Trust is not just something you say, it’s something you do. Providing others with the tools they need in order to be successful shows them that you are willing to invest in them because you believe they have what it takes to be an asset in the workplace. Gain trust by giving trust!

READ ALSO: Workplace Harassment

Managers should set expectations because it is unfair to believe that your expectations are obvious to your employees. How can anyone meet your expectations if they don’t know what they are? Not everyone thinks alike. What is routine to you, may not be routine to others. Once you set your expectations, you must communicate them to the others. As you are writing your expectations, ensure they are: SMART…Specific…Measurable…Attainable…Reasonable…Timely.

Here are some other important things to keep in mind when setting your expectations:

  1. Are they necessary? Only create expectations that are absolutely necessary.
  2. Write them down.
  3. Make them clear. If you don’t understand your expectations, it’s likely no one else will.
  4. Discuss them with employees. Don’t just hand employees a document to read. Sit down with them and explain your expectations. Give employees the opportunity to ask questions.
    Gain employee agreement and commitment.

Accepting input is vital to the nurturing of trust relationships. No employee wants to be viewed as a number or as just another worker. Each wants to be considered a valuable, contributing team member. What better way to do this than to seek the input of each member on various issues? There are some issues that will require an executive decision, but there will also be situations when it is appropriate to gather and assess the feedback of others before making a final decision.

Use a formal means of obtaining input such as a questionnaire, but an informal, word-of-mouth method can prove to be equally effective. Once the ideas have been evaluated, action must be taken. This does not mean that every idea will be implemented, but employees must be given some indication that you are listening and onboard with executing necessary changes. Any ideas that will not be used should be addressed and an explanation given as to why they were not used. Don’t forget to give credit where it is due!

Delegation shows that you trust your people. “If you want something done right, you have to do it yourself.” While this may be true in some instances, it is not always the case. You do not want to develop a mindset that says you are the only one who can successfully perform a certain task. Putting that responsibility on yourself is not healthy for you, or the employees around you.

READ ALSO: Recognizing Anxiety In The Workplace

According to the Merriam-Webster Dictionary, to delegate is to “assign responsibility or authority”. Let’s take a look at some of the advantages of delegating work to others:

  • Builds trust between employer and employees.
  • Strengthens communication between employer and employees.
  • Allows others to showcase their skills.
  • Allows other to develop their skills.
  • Affords the manager time to work on higher-level tasks.

Another part of building trust between yourself and employees is providing them with what they need to be successful. This includes whatever they need to do their everyday jobs, as well as whatever they may need in order to successfully complete newly delegated tasks. It is healthy to allow employees to determine and seek resources for themselves to some degree, but in order to be efficient and productive, you must provide them with the basic required resources. Some of these resources include:

  • Human
  • Reasonable accommodations
  • Office supplies
  • Training

Dr. Akindotun Merino is a Professor of Psychology and a Mental Health Commissioner in California. She is the President of Jars Institute. Feel free to share your successes and challenges:

Prof. Akindotun Merino
Jars Education Group
Instagram: @drakinmerino: Twitter: @drakindotun


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