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Vol. 22 No. 21
Wednesday,13th of may , 2015
Pages 8, Price 2.00 NFA
GOE Puts into Effect Civil and Penal
Codes and Associated Procedures
building process.
President Isaias Afwerki laid
wreath on the tomb of the late veteran fighter on behalf of the State of
Eritrea, Mr. Al-Amin Mohammed
Seid, PFDJ Secretary, on behalf of
the Front, Gen. Flipos Woldeyohannes, Chief of Staff of the Eritrean Armed Forces, on behalf of the
Defense Ministry, and, his daughter,
Eritra Kesetebrhan on behalf of the
family of Brig. General Kesete Gebrehiwot.
The departed veteran fighter is
married and father of two.
The Government of the State of
Eritrea conveyed condolences to
the family of the late veteran fighter
Brig. General Kesetebrhan Gebrehiwot and the people of Eritrea.
The Government of Eritrea has
published new Civil, Penal, Civil
Procedure and Penal Procedures
Codes. The Minister of Justice, Ms.
Fawzia Hashim, described the rationale and central attributes of the new
laws in an interview she conducted
with national media outlets on the
weekend.
The new Codes will replace the
respective Transitional Codes that
were enacted immediately after liberation and have been operational
to date. The Minister further underlined that the Commercial Code is in
the process of finalization and will
soon be put into effect.
The Codes are designed to further
enhance the supremacy of law, the
Minister pointed out. They are in
consonance with the civilized and
law-abiding traditions and norms of
the Eritrean people as well as with
the aspirations and objectives of the
long struggle that they had waged to
ensure respect of their inalienable
rights. In the event, the publication
and enforcement of the new Codes
that guarantee peace and social harmony for generations to come and
that are predicated on human dignity, development and the rule of law
is both timely and indispensable, the
Minister clarified.
Minister Fawzia highlighted that
the Eritrean people had themselves
developed and run their affairs on
the basis of written as well as oral
customary laws for centuries before
the advent of foreign rule. These customary laws were not only equitable
and comprehensive but they also incorporated the rights and protection
of draught animals as well as the environment. Successive colonial rules
had, however, impeded their natural
evolution and modernization. These
new Codes have taken stoke of the
common concepts found in these
customary laws and represent, in
this sense, another tangible achievement of the liberation struggle, the
Minister elaborated.
Minister Fawzia explained that
the drafting process of these laws
took several years, accompanied as
it was, by profound research and
examination of relevant customary
laws and universally recognized
legal principles and norms. The
exercise did not only involve professional legal experts but was also
characterized by extensive consultations with all relevant stakeholders
in the country.
Minister Fawzia underlined that
the Ministry of Justice and all relevant government bodies must continue launching concerted sensitization campaigns to ensure much
wider understanding of these laws
among the public.
The Eritrean Institute of Technology in Mai Nefhi has organized
a research workshop which is the
first of its kind in terms of research
undertaking. Ministers, academics,
invited guests and representative of
students took part in the workshop.
In a speech he delivered on the
occasion, Mr. Semere Russom,
Minister of Education, stressed the
significance of laying firm ground
for research activities so as to enable students acquired the required
skills.
In the same vein, Prof. Tadesse
Mehari, Executive Director of the
National Commission for Higher
Education, laid emphasis on undertaking thorough research geared to
facilitating the national development process. Funeral service of veteran fighter Brig.
General Kesetebrhan Gebrehiwot conducted
The funeral service of veteran
fighter Brig. General Kesetebrhan
Gebrehiwot Mebrahtu was held on
the 10th of May 2015, at Asmara Patriots Cemetery in the presence of
President Isaias Afwerki, members
of Ministerial cabinet, senior Government and PFDJ officials, Army
Commanders, religious leaders,
family members, as well as nationals and members of the army.
The corpse of the late veteran
fighter was accompanied from his
residence by a military marching
band and senior Army commanders to his resting place. Brig. General Abraha Kassa, Head of the National Security Agency, read a brief
life history of the late Brig. General
Kesetebrhan Gebrehiwot.
Brig. General Abraha Kassa explained that the late veteran fighter
Brig. Kesetebrhan Gebrehiwot was
one of the heroic freedom fighters
the Eritrean revolution created and
who dedicated his entire life to the
wellbeing of the Eritrean people
through serving in various capacities with higher sense of commitment and nationalism.
He also stated that the late veteran
fighter has been efficient in both
military and academic fields and
dedicated 38 years out of 76 of his
life time to the Eritrean armed struggle for independence and the nation-
Eritrean citizens residing in Nantes and
environs assert readiness to step up
participation in State affairs
Eritrean citizens residing in
Nantes and its environs, France,
have asserted readiness to step up
participation in the national development drive. In a seminar she
conducted for them, the Eritrean
Ambassador to France, Ms. Hanna
Simon, gave extensive brifiengs on
the accomplishments registered in
different development programs.
She further explained that antiEritrea enemy conspiracies have
ended up in utter failure thanks to
the steadfastness of the Eritrean
people. The seminar participants
on their part expressed readiness
to enhance role in the nationbuilding process.
Ambassador Hanna also held a
meeting with representatives of
Eritrean nationals in the French
cites of Angres and Cholet on
strengthening organizational capacity.
Eritrean Institute of Technology
organizes research workshop
Eritrea Profile, Wednesday 13th of may , 2015
It is to be recalled that Eritrea’s
envoy has participated in the 28th
meeting of UN Human Rights
Council which was held from 2nd
to 27th March 2015 in Geneva.
With this regard, local media outlets have conducted an interview
with Ambassador Tesfamichael
Gerahtu and Mr. Adem Osman
from Ministry of Foreign affairs.
Excerpts of the final part of the Interview follow:
How is the national resolute rebuff against the continuous acts of
hostility being handled?
Ambassador Tesfamichael Gerahtu
The nation building process we
have been carrying out towards
achieving sustainable development is
the fundamental goal and a solution
to the hostile acts. Hence, we should
mainly concentrate on redoubling
the efforts in the implementation of
the already set out development programs. We are now on a better stand
to make a great leap in our development programs. What we need is to
make some rearrangements in terms
of capital enhancement and refinement of programs, reinforcement
of the independent political path we
have consistently been adhering to
and collectively to strengthen our
internal dynamics towards making a
difference. Provision of equal access
to social services throughout the nation has been among the major goals
of the post independence period.
Thus, utmost priority has been given
to the less advantaged areas. Provision of equal access to all sorts of
services in every part of this country
where every citizen benefited from
is to be viewed in line with the respect of human rights. Efforts that
have been exerted to by far improve
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Human Rights Issue: Q And A With Ambassador Tesfamichael Gerahtu And Mr. Adem Osman
social services are now in the right
direction.
What is more is that efforts have
been made towards improving the
living standards of nationals. Investments so far made in food security,
provision of potable water, healthcare facilities, education, environmental protection, social security
among others is indeed remarkable.
Endeavors that have been made in
the realization of sustainable economic development are very noticeable. Activate involvement of
people in all development activities
which starts from the very grassroots
level and that goes up to the participation of different administrative,
societal and political institutions is
highly vivid. Collectively, extensive
efforts have been exerted in all sectors and a strong foundation has been
laid. All those who have been hostile against us do not believe in the
right to development. These are just
governments who have been representatives for the interests of corporations. If they stand against development activities of countries, they
are giving priority to the interests of
corporations. As a country, our right
to development has been violated
and this greatly affects human rights
and all the efforts we continued to
exert in different sectors.
Our commitment towards securing peace and stability has been
threatened through invasion and
other malicious acts. We have been
giving utmost priority to our domestic efforts that are directed towards
creating a foundation for sustainable
development. Such domestic efforts
have huge impact to tackle the different ploys that have been exercised
against us, our diplomatic efforts are
equally important though. Hence,
we have been strengthening ties at
international level with respect to
development diplomacy. In this regard, we have attended the meeting
on human rights held in Geneva.
There, we clarified our development
agenda and rejected the ploys that
have been interwoven just to quench
Part II & Final
vested political interests of its fabricators and to thereby to interrupt our
development activities. We stand
against the schemes and a number of
countries have also refused such accusations. We have not only rejected
the baseless accusations based on
our independent political path but
for such acts are also against the
basic principles of the UN charter.
What we are saying is quit targeting
Eritrea and let’s jointly work on the
enhancement of development partnership pursuant to UN principles.
Mr. Adem
The Eritrean government is in the
first place accountable to its people
rather than to reporting obligation.
Huge progress has been registered
in the country. Thus, how the living standards of the Eritrean people
would be improved needs to be the
focal issue. We do, of course, have
an obligation to present Universal
Periodic Review (UPR) to the UN.
We have been taking the UPR as a
venue where we share experiences
with a number of countries. There,
we share our experiences and also
take constructive recommendations
obtained from such interactions.
Mr. Adem, is it legal to establish
a commission of human rights inquiry or special rapporteur in Eritrea, and what is the country’s take
on this issue?
There was a commission which
tries to see issues based on alleged
reports and has been showing partialities in its actions. But, the UPR
is what we expected would have a
balanced outlook on all countries of
the world. Hence, countries have to
bring their reports to this new council in 4 years of time. The UPR is a
venue where different nations share
experiences and forward suggestions. This council has made it clear
that it would not entertain agendas
that target countries but rather encourages ideas or strategies that
could enhance the status of human
rights. This council also works for
the reinforcement of Institution
Building (IB). It rejects politically
motivated agendas and addresses
human rights based on universal
principles. What all countries do not
accept is item four of the council’s
article. This particular item is not accepted by the AU. Special rapporteur
and commission of inquiry which
pinpoint issues in particular countries based on vested political motives are among those not accepted
ones. Eritrea is not only known for
the respect of the rights of its people
but also for respecting the rights of
prisoners of war during the struggle
for independence. We do not accept
such inquires for it has been raised
by countries that try to implement
their political whims in the country.
But, we are making discussions with
High Commissioner of the UN and
other representatives in the UN with
regards development activities that
have been carried out in the country.
We have also presented our UPR in
2009 and also in February 2015. We
have made it clear that the rights of
the Eritrean people- its right to live
in an atmosphere of peace- have
been violated due to the TPLF’s invasion. What we are asking for is
to basically resolve this issue and
this would take us towards making
a great leap in all sorts of development undertakings. We have been
reflecting the achievement so far
accomplished based on our commitment to improve the living standards
of the Eritrean people and shared
best practices which have been tried
in the country and proven to be successful. No matter what the accusations are, we will stay committed in
our obligation to improve the lifestyle of the Eritrean people.
Ambassador Tesfamichael
What needs to be clear in here is
that some documents leaked for the
TPLF regime show that Ethiopia
depending on US has been working
to tighten the sanctions resolutions
imposed against Eritrea. Since the
target they intend to hit has not yet
realized and sanction has not been
supported by a number of countries,
Ethiopia has raised the issue of human rights as a means to tighten
sanctions against Eritrea. It is in the
light of such conspiracy that the human rights issue has been raised.
Three futile attempts were made by
Ethiopia and the US to file a case in
the Human Rights Council of the
UN. They played a game to make it
seem as if indorsed by some African
states. We are generally strengthening ties at international level and
particularly with countries that have
independent policies which is very
close to that of ours. We have been
fighting against the anti Eritrea diplomatic encirclement campaigns in
the past 15 years.
Any last message you would like
to convey?
Ambassador Tesfamichael
Ideological apparatus of the western countries such as their media,
cultural institutions, nongovernmental and religious institutions
among others are opening a front
against Eritrea. What they are attempting, as a long term plan, is to
erode our values and national unity
with aim of destroying our patriotic
feelings and that of being a nation.
Disinformation has been their greatest tool to create confusion. That is
why we need to strenuously work
to depict the country’s true image to
the world. We need to understand is
that all what has been said about the
country are just part of psychological warfare. We could fill the gaps
and address the challenges we have
sensibly once we are aware of the
conspiracies. The Eritrean people
are very strong and what we have
to do is just to strengthen its active
involvement in the far sighted vision
of the Government. This strong unity
between the people and Government
of Eritrea which keeps the country
intact should be maintained.
Eritrea Profile, Wednesday 13th of may , 2015
Eritrea is a nation endowed
with multi ethnic groups,
different languages and cultures
living in peace and harmony,
each practicing its own different
traditional customs. Among these
diverse practices is the traditional
wedding customs of the Afar
ethnic group.
There are three ways of planning
a wedding in Afar ethnic group
which is mostly similar to different
other ethnic groups in the country.
Sometimes the parents agree for
marriage when a child is born and
the male’s family chooses a bride
and it grows solely by the choice
of the man.
The first thing the groom does
is after he chooses a bride is
informing his father and ask for
his approval. Because his father
could not only decide his son’s
wedding, he calls his brothers
and then the approval of the
wedding is discussed within the
group discussions. During these
discussions, the father consults his
son’s choice and asks if the girl is
suitable. The uncles also discuss
where and which family the bride
is from. If the family is distant
one of the groom’s uncles suggest
it’d be better if the groom would
take his daughter. After long and
exhaustive discussions, the groom
is asked again about the offer. But
since a man can not be deprived of
his choice in this culture, he gets
his approval from his father and
his uncles.
The men give their blessings
and pray for the fulfillment of
their thoughts. Since the groom’s
family has discussed in approving
the wedding, what comes next is
informing the bride’s family. Then
the family of the groom’s father
head to the bride’s residence.
After welcoming the guests,
the bride’s father schedules the
meeting between the two sides in
order to discuss the issues with
the uncles of the girl and his clan.
In Afar, the clan is informed as a
tradition. But most of the time the
decision of the wedding relies on
the uncles of the girl.
More than the father, the uncles
and the girl’s family play a key
role when it comes to the approval
of the wedding. It is after the
approval of the uncles that the
mother of the girl goes and tells
her daughter that she is going to
get married. At this point of time,
both the families gather and decide
the schedules for the time of the
wedding.
After the first step is done, both
fathers of the bride and the groom
proceed to the administrator of the
village in Afar to the Derder or
Sultan of the city. The wedding is
then officially approved and both
sides of the families finalize their
legal duties.
It is after this that the exact
timing of the wedding is being
decided. The wedding could be
after several months or even a year.
The men then depart after praying
for the success of the wedding.
Before three days from the
wedding, there is a special
ceremony prepared by women of
the village known as ‘Bookali.’
Bookali is prepared on this
occasion which is scented with
butter, different perfume and
leaves so that the bride could put
it on her wedding day. Different
programs are prepared for the
ceremony the women prepare
several days before the actual
ceremony begins. They dig a
small hole and put their container
made of clay in the hole for three
days. This specific norm has
passed through six generations;
it’s believed to be a good omen
for the weeding if the women who
participate in the making of the
perfume butter for the bride are
still married. That way the smell
of the perfume butter is believed
to be stronger so that the bride
could put it on her body on the
3
Afar Traditional
Wedding
wedding day. The women are
dancing different songs praising
the girl and her family.
During this ceremony the mother
of the girl breeds the girl in two
or three corner and the girl hides
in her friend’s house. She hides
there for four to five days before
the wedding. The girl occasionally
comes to her house covered in
order to assist her mother with in
the household. The reason why the
girl hides is to avoid exposure to
different invitees for the different
ceremonies even before the
wedding day.
The girl returns to her bed room
just two days before the weeding
day along with her friends and
her friends sing different songs
for her. After this, a man comes to
the girl and moves het to the left
and right as a sign of testing the
girl’s endurance. This tradition is
known as Niksow.
The girl could not stand from
where she fell the whole day
until her friends come in the
afternoon to help her prepare for
the wedding.
The person who does her hair
for the wedding should also be
some one married.
The house for a honeymoon of
the Afar wedding is prepared by
the bride’s family. It is chosen to
be further a way from the main
house of the bride. Therefore, the
villagers gather to help build the
house after a message is sent early
in the morning through the Banda,
already made of antelope’s horn.
The eve of the wedding is then
celebrated in the house of the
Derder or the Sultan. The villagers
then make for the beginning of
signal of the Derder at dawn by
the Banda to precede the wedding
ceremony.
Everyone then goes and
gathers in the house of the
Sultan Abdelqadir Dawd which
is beautifully decorated by the
women in the village. This
gathering is to handle occasions
to the members of Feima. With
in the Feima, all the members of
the legislation above the age of 15
which serve as the main assistance
of the Derder in the rules and
regulations of the Sultanate.
It is mandatory that the Feima
is informed about any wedding
ceremony in the villages just a day
before. The Feima then officially
decides if the wedding is going to
be held or not. They could ban the
wedding if the father of the bride or
groom has convicted any crime or
not abide by the legislation of the
Sultanate or see intact punishment
can be imposed upon the families.
This wedding has already been
approved by the Feima. So both
the families are only waiting for
the beginning of signal to begin
the wedding ceremony. At this
time the groom chooses two of his
best men and the head of the Feima
chooses two for the groom’s best
men during the wedding.
The Dekar, a traditional drum is
played for the honor of the groom
and elders are presented with
different food provided by the
groom’s family.
The women wearing glittering
clots with their silvers, gold as
well as other decorations on their
hair, play and dance until dusk.
Different traditional dances such
as Denkalit and Malebuwa play
during this time.
On the wedding day, the bride
eats before she attends the wedding
for there is no time for her well of
being by the legal procedures of
the wedding.
On the groom’s side, one of
the best men gives the groom a
hair cut and prepares a head of
washing his body. The groom also
washes his hair with an egg after
a hair cut. One of his trusted men
encloses the groom and ties a stick
on his hand, known as the Ketel,
which is not allowed to put it on
the ground. After this, the groom
goes out to eat a special food
prepared by his mother-in-law.
The special food is known as AraIskwada, which is made of milk,
butter, rise and different spices.
It is said that this food is
specially prepared for the strength
of the groom and nobody starts to
eat before he does. The groom is
said to be even above his father
forty days after he’s washed
with Hanna. Similarly, the bride
prepares for the wedding while
her hair is being braided while
different plays and dances are
taking place.
The perfume butter prepared
and buried in the hole for three
days is opened and put in different
containers on the wedding day.
J. Abraham
Eritrea Profile, Wednesday 13th of may , 2015
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Eritrea Profile, Wednesday 13th of may , 2015
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Local News
Invitation for Bids (IFB) NUEW branch in Abu Dhabi
Eritrea
Fisheries Development Project
holds 6th Congress
DSF-08060-ER
Procurement of fishing gears
IFB No: MMR/FDP/ICB/G/002/2015
1. The Government of the State of Eritrea has received grant from IFAD toward the cost of
Fisheries Development Project, and it intends to apply part of the proceeds of this grant
to payments under the contract for the supply of fishing gears, IFB No: MMR/FDP/
ICB/G/002/2015
2. Bidding will be conducted through the International Competitive Bidding (ICB) procedures
specified in IFAD’s Guideline, and shall lead to a framework agreement (contract)
where the prices quoted shall be fixed for a period of time specified in the bidding
document. Bidding is open to all bidders from Eligible Source Countries as defined in
the Guidelines.
3. Interested eligible bidders may obtain further information from The Ministry of Marine
Resources – Fisheries Development Project, Asmara, Eritrea, Tel: 291-1-153960, Fax:
291-1-153961, Email: mofishas@gmail.com, and inspect the bidding documents at the
address given below, from 8:00-11:30 AM and 14:00-17:30 PM local time, Monday
through Friday..6
4. Qualifications requirements include:
(a)
Financial Capability
The Bidder shall furnish documentary evidence that it meets the following
financial requirement(s): Audited financial accounts for at least two complete
fiscal years, i.e. for years 2012 and 2013 and draft financial statement for the year
2014, demonstrating the soundness of its financial position and that it has the
financial resources to perform the proposed contract.
(b) Experience and Technical Capacity
The Bidder shall furnish documentary evidence to demonstrate that it meets the
following experience requirement(s):
General Experience: Minimum of five years in operation prior to the date of bid
submission with an important part of its business being the manufacturing of
fishing gears;
Specific Experience: Successfully completed a minimum of two contracts similar
in size and scope and supply experience to any African countries.
6. A complete set of Bidding Documents in the English language may be purchased by
interested bidders on the submission of a written application to the address below and
upon payment of a none refundable fee ERN 1000.00 (one thousand Eritrean Nakfa
only) or equivalent, starting Monday, July 21 , 2014. Foreign bidders shall transfer the
cost of Bidding Documents in USD 65.00 (sixty five US dollars only) to dz bank ag.,
Frankfurt, p.o.box 60265, FRANKFURT, GERMANY, SWIFT: GENODEFF for credit
to Account no. DE39500604000001030 736 of Bank of Eritrea, SWIFT BOERERAI,
Asmara, Eritrea, in favor of beneficiary, i.e. Marine Resources – Fisheries Development
Project for further credit to our Acct.No. Fisheries Development Project 120.122.0173
maintained with them being cost of bidding documents for the procurement of fishing
gears. If documents are required to be sent by courier additional USD 65.00 (sixty five
US dollars only) or equivalent shall be transferred to the above account number.
7. Bids must be delivered to the address below at or before 10:00 A.M. local time (+3 GMT) on
June 01, 2015. Electronic bidding will not be permitted. Late bids will be rejected. Bids
will be opened in the presence of the bidders’ representatives who choose to attend at
the address below at 10:15 local time on June 01, 2015. All bids must be accompanied
by a Bid Security of USD 6,000.00 (Six thousand United States Dollars) or equivalent
in any other freely convertible currency.
The address referred to above is:
Ministry of Marine Resources – Fisheries Development Project
P.O.Box: 923
Street and Zip Code No: Hday 748-1
Floor-Room number: Dembe Sembel, Block “A”, Fourth Floor
City:
Asmara
Country:
Eritrea
Telephone:
291-1-153960
Facsimile number:
291-1-153961
Electronic mail address: mohsfaf@gmail.com or mofishas@gmail.com
The branch of the National Union
of Eritrean Women (NUEW) in
Abu Dhabi city this week held its
6th Congress. A report on work accomplishments was presented at
the Congress.
Speaking at the Congress, the
Eritrean Ambassador to the UAE,
Mr. Osman Mohammed-Omar,
noted the impressive role Eritrean
women are playing in State affairs.
The participants of the Congress
elected a new Managing Committee.
Tourism Ministry organizes training
for 85 members from tourism and hotel
service-rendering Association
The Ministry of Tourism has organized training for a total of 85 members from tourism and hotel servicerendering Association in Massawa.
The training dealt with customer
hospitality, client service and hotel
management, among others. The
organizers stated that the training is
part of similar initiatives taken in the
Administrative regions.
Over 500 members of the Association in the Northern Red Sea region
benefited from the training over the
past six years.
A new book “Tselim Bered” (black ice) ,written by artist and journalist Tesfa’alem
Gebreselasie(Chare) ,that includes
80 poems in 154 pages has been
launched at a ceremony conducted
on 8 May at the Cinema Roma in
which Government officials, artists and other invited guests were
present.
In a speech he delivered at the
occasion, Mr. Tesfa’alem Gebreselasie explained that he has exerted
efforts so that the poems keep the
standard of poetry writing including form, time, language color as
well as rhythm.
In a book review letter she sent,
Dr. Senait Tsegai, doctor of Literature and Linguistics, who resides
in the US, said that she found the
book “Tselim Bered” unique in
style and content, and that it reflects the social and political life of
the Eritrean people.
During the ceremony different
poems and songs written by the
writer have been presented.
A new book “Tselim
Bered” launched
Eritrea Profile, Wednesday 13th of may , 2015
Aron Hidru
There was a child whom I know
who had a problem while she was a
little kid. Even though she is more intelligent than all her siblings, whenever one of her siblings was praised
for the good things they did she felt
bad. When either her father or her
mother said, “You are a nice son and
I am happy with your school achievements,” to one of their sons, she used
to say, “What about me? Am I not
a good student?” She wanted all the
compliments to be reserved for her.
In fact, she is the best achiever in
the family and she is complimented
more than anybody else because of
her achievements. She was one of
those people who happen to harbor
scarcity in their minds because she
implicitly used to feel that if one was
complimented, there would be no
enough compliments for her. In reality, compliments are not insufficient
like the other exhaustible resources.
Hence, it does not mean that when
one is praised more, there will be
fewer compliments for others.
It is often argued that people compete and enter into conflicts because
there are no sufficient resources to
meet everybody’s needs. In such a
situation, one has to struggle to access the scarce resources for their
survival. In this case, it may possibly
be sensible to be more competitive
and work hard so that you can excel
and outperform others. But it is also
wise to know how to keep the right
balance between being competitive
and cooperative. The reason is that
cooperation is one of the best ways of
achieving your goals by winning the
support of others; no one can achieve
his or her goals without the support
of other people.
However, it becomes really more
problematic when such behavior,
that is the tendencies to be more
competitive, has its spillover effect in
situations where there is no scarcity.
There are people who feel bad even
when their workmates are complimented by a common boss. According to Dr. Stephen these are people
with scarce mentality. Do you think
that it is true that there are many
people who feel more secure when
all the people around them are less
competent than they are? Do you
face people with such inclinations in
the workplace or in the circle of your
friends? This may be caused due to
6
Imagined
Scarcity
the problem that it may appear to
some people that when all the people
around them are less competent they
can be perceived as if they were the
most intelligent ones.
When the one who feels competent
simply because he or she happens to
be surrounded by less competent
people is a boss (regardless of the
level of his position), he loves and
encourages the company of the less
competent subordinates. A friend
told me that one of the evident behaviors of his boss is that he often
tries to avoid those staff working under his supervision who are believed
to be more knowledgeable; rather he
is in the habit of establishing close
relationships with the less competent
ones not only because they are conformists but also because this kind of
a boss hopes that such people are unlikely to be able to assess and rate his
knowledge and skills. This is because
in this case the boss can be more sophisticated than the subordinates and
they are more likely to appreciate
what he does. The reason why such
bosses love and encourage the company of less competent and knowledgeable people is that they fear for
their weaknesses not to be disclosed.
If their weaknesses are disclosed,
they feel less secure. In real terms,
nobody is free of weaknesses. Trying
to be absolutely free of weaknesses is
an illusion. But trying to avoid those
better people further exposes their
weaknesses.
Actually, subordinates tend to appreciate and trust more those bosses
who are open in their communication and interactions. This is because
what matters more for managers or
leaders is how they achieve objectives by wisely managing the talents
of others. As managers are supposed
to get things done through the efforts
of other people, they are not expected to be knowledgeable and skillful
in all areas. What is more important
for managers is their communication
skills in making effective use of the
knowledge and skill of the people
they supervise. So if managers try
to be close with some but distance
themselves from some others, people
are unlikely to trust them. Thinking
that relationships that leaders establish with the people whom they supervise and how they see them are
considered as rewards, confining relationships and interactions to your
likes is one of the major weaknesses
of a manager. This seriously undermines an organizations ability to effectively utilize, develop and manage
the talents of its members.
Those people who are obsessed
with scarce mentality assume that
even the possibility to be a competent
one is scarce and once one becomes
more competent than they are their
insecurity deepens. More importantly, the feeling of insecurity deepens a
person’s lack of competence as he or
she is less likely to learn from others.
In reality, the potential to be a competent one is abundant. The scarcity
related to such issues is not real – it is
an imagined scarcity.
The feeling of insecurity or security should not be associated with the
presence or absence of people who
are relatively more competent. A person should feel good and secured because of his own competence and not
because there are no more competent
people. To have lasting security, it
has to be based on your competence.
Those who feel secure simply because there are no competent people
do not know how long their security
lasts. Trying to secure security by
winning the support of your boss instead of making competence the basis of your competence is also likely
to be short-lived.
Such individuals tend not to acknowledge the good qualities of
competent people, especially when
they regard them their real or imagined rivals. They may not very explicitly reveal it, but they are not ok
when those who outperform them
are praised and congratulated. Have
you come across people who become unhappy, as can be observed
from their facial expressions, when
you tell them good news related to
your life or something pleasant about
other workmates? Even though they
can earn important things that enable
them to be praised and recognized,
their scarce mentality is the most
limiting factor that considerably constrains their personal development.
They try to downgrade the competence of their imagined rivals by
way of backbiting and other informal
means whenever they interact with
their bosses and other influential colleagues. It must be lack of competency that makes people backbite others.
Mostly people backbite either when
they have inferiority complex or superiority complex. Less competent
people focus more on office politics.
Besides, people with scarce mentality have the habit of hoarding knowledge and information. Because they
are unnecessarily preoccupied with
scarcity, they feel that there will be
less for them if they share the knowledge and information they have.
Long ago information was perceived
to be power when it is hoarded. But
today, it is often believed that information or knowledge becomes power
when it is shared. However, it is wise
people who know that wisdom is like
fire – people give and take it freely –
in this case fire has to be understood
in its traditional forms long ago before match boxes were invented and
became widely available.
If the people who have scarce mentality are subordinates, what do you
think are the possible symptoms indicating their problems? They try to
win favors and privileges that they do
not deserve. The reason is that they
are not competent enough to earn favors. In an effort to win the support of
their bosses through the influences of
office politics, such people tend to informally report negative things about
the more competent workmates.
Bosses who love and encourage the
company of less competent people
are likely to create fertile grounds
for these kinds of subordinates. So
the behaviors of these two types of
people reinforce each other.
As a consequence, those people
who try to win favor by way of office politics and not by way of their
competence cannot be assertive as
they have harbored enough fear in
their minds because of lack of competence. Competence is earned and
we cannot bargain for it, for example,
by winning the support of bosses.
Moreover such people are less confident because they are very concerned
about what others may think about
them. These people are not appreciated both by their peers as well as by
their bosses.
Eritrea Profile, Wednesday 13th of may , 2015
Daniel Semere
One of the pillars of strategic
management is the ability to manage paradoxes. Managing paradoxes requires simultaneously
mastering multiple and potentially
conflicting situations. One of the
conflicting situations is the one
that is posed by the generational
cultural differences. Culture is a result of a response pattern to a given
challenge. Where our personality
types are inborn and don’t change
over time, our cultural response is
learned, dynamic and constantly
evolving. It is natural that different generations in an organization
have different culture and values
since the context that shaped these
cultures and values differ. Likewise
there is a difference between the
contexts that shapes the mentality
and perception of the two generations in the most of the organization
in Eritrea. The generational cultural
difference creates an entirely new
set of challenges for any organization. The organization, however,
should adjust to this new reality.
The two generation in most organization come from a different
historical refer¬ence point that
has influenced their ideas about issues such as work ethic, authority,
loyalty, and work arrangements.
The older generation most of the
time tend to adhere to the chain of
command; they follow order are
very loyal; rigid in their outlook;
have an aversion of individualism. While the new generation that
make up most of the working force
at the moment is very much influenced by the globalization phenomenon and a different challenge
facing them currently. It’s therefore
helpful for leaders and managers
to recognize the characteristics
of these gen¬erational groups in
order to improve understanding,
communica¬tion and cooperation
between team members. Because
this is one divisive factor and divisiveness creates an environment
where people are untrusting, uncooperative and less productive.
Responding to challenges in a
multi-generational workforce requires the same skills, which include moving beyond superficial
awareness, adapting communication styles, and effectively managing different needs and expectations. Organizations with a diverse
group of people from different age
groups offering a range of views,
opinions and perspectives can
be more effective, more likely to
produce creative and innovative
approaches, and have a greater
long-term advantage over their
competitors. Any management
therefore needs to take actions that
can foster understanding among all
its worker and create an efficient
and coherent units with the synergy
needed to achieve its strategic mission.
One way to inspire the change in
our organization is to reorganize the
HRM. Much of the new employee
might not have a choice in choosing
a career path based on their inclination and interest. This has become
one of the biggest problems in their
performance. To begin with they
lack the expertise and knowhow for
their job. Besides this they don’t
have the passion for their job that
shows in their low productivity and
poor performance. Management
experts state that ‘Shaping and
reinforcing a new culture require
effective communication and problem solving, along with the selection of the right people (those who
have the values desired for the or-
Getting a Hold of
7
Generational Difference
ganization), effective performance
appraisals (establishing goals and
measuring individual performance
toward goals that fit in with the
new core values), and appropriate
reward systems (rewarding the desired behaviors that reflect the new
core values.’
One context we can create to
bridge the gap between employees
is the creation of mid level management. Lack of communication
has been identifies as the result
of misunderstanding between the
two generations in any organization. Unlike the older generation
today’s generation needs a speedy
response and connectivity and the
management should see to it that
it provides this. And the distance
between rank employees who predominantly are from the new generation and the management from
the older generation has reinforced
the misunderstanding that exists.
Therefore, the creation of mid-level managerial position will alleviate the problem by bringing man-
agement closer to the employees.
This office can facilitate the learning process between the two generations and create synergy both
vertically and horizontally. It will
highlight the organization’s belief
in exploiting the competencies
that have not been actively managed hitherto. The office will also
speed up the sharing of new ideas
in the organization that could have
the effect of instilling the sense of
belongingness among the new employees.
Arrangements could also be
made to represent young employees in the top management. Any
change in the organization can
only succeed only if the top management supports them. And since
it is suggested that the challenges
for most organization leaders is to
get members from all groups communicating on the same page and
collaborating towards results, the
cultural difference should be appreciated well enough to convince
the management take concrete action and foster alignment with the
strategic vision. Including young
members in the top management
therefore can serve as a catalyst for
change to organizational culture.
The management therefore can
benefit firsthand experience with
the younger generation and better
understand them, and vise versa.
Another context which we can
create to foster unity among the
two generation is by creating platform for effective communication.
According to some writer, managing generational diversity is mostly
about communication. It is the
process of asking and engaging in
more effective conversations within an organization. Regular meeting within divisions and with the
management, seminars, occasional
recreational gathering should be
one of such platform. The management should take the time to get to
know its employees, and connect
with the way they see and understand things. This would help to set
goals and evaluate performances
from a deep understanding of the
situation at work. It is also important to listen to the ambitions and
ideas of employees, and attempt
to adapt their expectations to their
work environment. If done well,
the different generations will selforganize around issues, and create
innovative ways to extend their
contributions.
Lack of further development
in the organization, according to
some scholars has been one the
major hindrance that deterred
young employees from participating and contributing with their
full potential. Young employees
live in a much competitive world.
There is urgency from their part
to constantly keep themselves relevant in their work and career path.
Keeping employees engaged and
providing regular educational and
training opportunities as well as
career advice will keep all workers
interested in the organization.
Some of the above changes are
long term plan while the others are
short term plan. A comprehensive
and integrated plan can be crafted to execute such a plan. In any
case, however, understanding generational differences and managing
the expectations of the various age
groups is not an easy task but one
that can enable organizations to
build a sustainable talent pool and
leadership strength as well as propel organizations into new dimensions of performance.
Eritrea Profile, Wednesday 13th of may , 2015
8
Eritrea Blossoming
Beautifully At 24
By Yemane Abselom,
ERITREA has had a long history of mining industry starting with
colonization period when Italy
had established mining industry at
Karora, Debarewa, and Augaro. After independence, the government
of Eritrea passed a mining law that
fosters a favorable environment for
foreign investment in the sector
knowing full well it could play a
crucial rehabilitating role in its war
devastated economy.
Eritrea has many benefits it can
offer potential investors. It has a
safe and stable government with
an educated and disciplined work
force; its strategic location along
the Red Sea has an added benefit
to investors. As such, Eritrea has
attracted close to 17 exploration
companies from all over the world.
Companies from China, Russia,
UK and Australia, to name just a
few, have several companies in
Eritrea that are participating in its
mining sector.
Eritrea’s mining law, while fostering a favorable environment for
investors, also ensures that the Eritrean people receive their fair and
equitable share. The people of Eritrea through their government are
partners in each mining ventures.
For example, the Colluli potash
exploration project in the Danakil
Depression in South East Eritrea
is a 50:50 joint venture between
South Boulder Mines (ASX: STB)
and the Eritrean National Mining
Company (ENAMCO). The mining laws include monitoring and
strict adherence to internationally
accepted practices. As such, Eritrean mines have one of the best
safety records in the world. In addition, mining in Eritrea is anchored
in laws that are designed to protect
the environment. Eritrea doesn’t
want to punish future generations
with careless mining practices.
If you have been lucky enough to
Some of Eritrea’s success stories in figures. Encouraging but not yet enough
visit Eritrea and roam outside the
capital city, you have most likely
walked over some kind of precious
metal. The government of Eritrea’s
geologic map of 1:1,000,000 scale
covering the whole country shows
that about 60% of the Eritrean
landmass is covered by sedimentary rocks that tend to host metallic
minerals. These metallic minerals
include gold, silver, copper, zinc,
barite, limestone, granite and rare
earth metals like tantalum and
much more. Gold, silver, copper
and zinc have been found in almost
all parts of the country.
Exploration activities in the last
decade have shown the presence of
gold deposits in the western lowlands (Bisha and Harena), South
and Southwestern lowlands (Shillalo), Central highlands (Debarwa
and Adi Nefas), and in the northern
part of the country.
Eritrea is currently in the production and distribution phase
on several minerals. Its 1,200 km
coastline has large deposits of
common salt (NaCl) that has been
in production for decades. Large
quantities of high quality “silica”
are found at Merbet, which are being used for glass manufacturing.
Black and gray marble and granite
around Dekemhare have been used
as construction materials for many
years. A Canadian Company, Nevsun Resources Ltd (AMEX: NSU),
has finished gold production in
2013; at the moment is extracting
Let’s celebrate Eritrea’s remarkable achievements in health and education
services, water conservation, food security, and infrastructure development
while we celebrate the 24th anniversary of our independence
copper while making preparation
to extract zinc; all these from its
single pit at Bisha. The Zara Mining Share Company run by the Chinese company SFECO is expected
to become Eritrea’s next gold producer in 2016, followed by Canada’s Sunridge Gold Corp (TSX:
SGC). Also in 2016, an Australian
company, South Boulder Mines,
Ltd. (ASX: CHN) is supposed to
produce potash, a precious mineral
used in fertilizers. Other companies are also at various stages and
should be producing results in the
near future.
Eritrea’s mining sector has even
greater potential. The ArabianNubian Shield has shown potential
for rare earth metals like Tantalum. Tantalum is used in electronic
equipment such as mobile phones
and video games. In addition, Eritrea’s Red Sea coastline has shown
a very good indication of hydrocarbons, which are markers for oil and
gas. In addition to these the Red
Sea Rift area has a strong geothermal potential that can be exploited
for power generation.
Eritrea’s 24 years of independence have been marked by war,
drought, sabotage from within and
outside, unfair and illegal sanctions, illegal occupation of its territories and unwarranted hostilities
by a US-lead west. Despite it all,
Eritrea’s government has used its
fair share of mining revenue for the
benefit of all Eritreans by focusing
on projects that benefit all. Eritrea
pins its hope not on gold or silver,
but on its even more precious and
priceless resource: its children.
Eritrea’s achievements in the last
24 years in providing health and
education services, in water conservation, food security, and infrastructure development indeed has
been remarkable and its promise is
inspiring.
Happy 24th Independence.
timate to a year. Then two years.
Then five years. They kept waiting
for Go dot but it never came about
because the national character of
the Eritrean people wouldn’t allow
it.
Eritreans too can take justified
pride in their country’s favored
bottom-up approach to development.. Economic growth that
doesn’t emphasize fulfilling basic
social services and infrastructure
as its foundational blocks has been
proven to be meaningless and not
long-lasting. Eritrea with its bottom-up approach to development
is indeed on the right track to having sustainable development with
strong foundational blocks.
As usual, this year in 2015, Eritrea’s national holiday season that
starts with Independence Week in
May and continues until Martyrs’
Day in June will be celebrated with
lots of spirit and patriotism. Eritrean flags will be hung from city
street lampposts and public buildings, as well as from many private
homes and cars during these weeks.
There will be lots of unabashed
flag-waving, partying, dancing and
carnivals at public celebrations
held by most municipalities across
the country.
In the diaspora, there will be lots
of picnics, barbecues and outdoor
festivities at various parks across
the globe stretching from Australia to the Middle East, Africa, Europe and the Americas. But nothing
beats the nighttime festivities and
rubbing shoulders with Independence Week revelers in Asmara.
But it is not all about laughs and
jokes, to the Eritrean people it more
of a thanksgiving to its martyrs and
to its youth that is like it always has
done and always will be, guaranteeing its people welfare and the
sovereignty of our country. Standing still tall and proud against all
odds!
Approaching its 24th indipendenceday, Eritrea continues to show
deep unity, the spiritual sense that
we are “One people, One heart”
Zelealemawi Zikhri Nswuatna
Awet n Hafash!
Pride In The Eritrean State As It Turns 24
By Bereket Kidane,
ERITREA’s celebratory and commemorative month is now upon us.
This year in 2015, the cities of Winnipeg, Manitoba and London, Ontario were the first ones out of the
gate to book a venue and announce
their preparations for the Independence celebrationsDay plans on the
Dehai board. While preparing to
celebrate our country’s independence day, Eritreans at home and
in the Diaspora are now more than
evertaking justified pride in our
young state and its myriad accomplishments and successes.
Eritrea’s independence was
earned and defended with a lot of
blood, sweat and toil. The armed
struggle for independence exacted
a very high price in terms of the
As Eritrea prepares to celebrate its 24th Independence Day next month, Eritreans at home and in the diaspora can take justified pride in their young state.
Against all odds.
number of fallen, and Ethiopia’s
(Weyane) late invasion has only
added to that.
Our martyrs’ sacrifice is the
backbone on which Eritrean independence is formed. Therefore,
independence has a special meaning in Eritrea. It can be argued that
Eritrea is one of the most truly independent countries on earth. Even
more sovereign than the developed
and powerful ones No country has
any kind of sway over Eritrea.
Several deadlines were given
for the collapse of the Eritrean
economy but it never came about.
In fact, Weyane and the experts advising it thought that if they started
a war under the pretext of a border
dispute, expelled tens of thousands
of Eritreans from Ethiopia and
dumped them at Eritrea’s feet in
order to pressure the Eritrean economy, stopped using Eritrea’s ports,
then the pressure would be too
great to overcome and the Eritrean
economy would collapse within six
months. That was seventeen years
ago!!! Then they revised their es-