Libido, Impotence, Sexual Desire, Sexual Health: It’s All About the Solution

Libido in Latin means "desire, longing, fancy, lust, or rut. Libido is influenced by hormones such as testosterone and other androgens, and also by neurotransmitters such as dopamine. Libido enhancers made a great difference in our sexual activities.

Sexual desire, or libido, consists of thinking about sex, fantasizing about sex, the development of "sexual tension" and the awareness of a need for sexual release. Sexual dysfunction is common in men undergoing surgical treatment for prostate enlargement or cancer.

Sexual health is a state of physical, emotional, mental and social well-being in relation to sexuality; it is not merely the absence of disease, dysfunction or infirmity.

Women especially tend to feel guilty about having lost their desire for sex, and often blame themselves for these feelings. Sexual health is influenced by a complex web of factors ranging from sexual behaviour and attitudes and societal factors, to biological risk and genetic predisposition. Sexual health can also be influenced by mental health, acute and chronic illnesses, and violence.

Sexual health represents a new thematic area of work for the Department of Reproductive Health and Research. Sexual health is a state of physical, emotional, mental and social well-being in relation to sexuality; it is not merely the absence of disease, dysfunction or infirmity.

Sexual health requires a positive and respectful approach to sexuality and sexual relationships, as well as the possibility of having pleasurable and safe sexual experiences, free of coercion, discrimination and violence. Sexual health and well-being are components of a good quality of life. Sexual health refers to all aspects of healthy sexuality.

Sexual Health - Sexual Health Questions and Concerns for Male and Female

Sexual health is such a wide topic with so many opinions that it is hard to get any straight answers. Even if you are lucky enough to get an answer one might find that there is another answer waiting just to contradict that one. It’s a puzzling world for both men and women. This distinction is brought to light simple because of the fact that men and woman see sex differently. They experience puberty differently and male’s sexual health is far different to female’s sexual health.

It can seriously be argued that Men’s sexual health begins at puberty. Women on the other hand, do experience wide and broad ranges of emotions coupled with psychological and physical issues far worse than men. Though men and women experience sexuality differently; it’s imperative however, that young men and woman are made aware of the risks they face and what they need to do cope.

A duo combination

Sexuality and women’s health in general go hand in hand. It’s just plain biology, the fact is women are the reproductive vessels of our species and their bodies undergo tremendous changes and pressure and the sexual and general health are often one in the same. Women have many different stages of their lives that sexual health takes on different aspects; there are different precautions for pregnancy than there is for menopause. There’re different requirements for puberty than there is for a woman in her twenties. The list is endless.

Men’s sexual health however is less diverse but by no means less important. The first and most obvious is Sexual Transmitted Diseases (STD’s). This is something that all men and women need to be aware of and act accordingly. It is very much man’s responsibility to get himself checked-out regularly, and protect himself and his partner always!

When we discuss questions in the male sexual health realm we can have questions from “can you break your penis” to more involved and serious questions such as “how do I deal with prostate cancer”. Male sexual health is not something that is very openly spoken about; this may be due to the fact that in most cultures it is unaccepted discourse. However in today’s evolving world men are becoming increasing open to discuss and asking question about men’s sexual health.

There’re serious problems out there, unfortunately most are not given as much social awareness as things that are more economically beneficial to the pharmaceuticals market and are as closely attached to men’s ego’s, such as erectile dysfunctions. Yes these are important aspects to men’s health but to a large extent these issues are being flogged on the TV, internet and anywhere else purely for the economic, wealth creating, factor and less for the concerns and sexual health of men and sexual health of woman. Serious sexual and women’s health in general have taken a significant back seat in the public eye simply because it is not as profitable to talk about. That is why it is up to the households to educate the next generation, because the capitalist orientated-world won’t. Sexual health questions are part of growing-up, and parents should encourage their children to be open about sexual questions.

How Marabou Herbals Sexual Health Products Help In Overall Health?

Clearly, sexual health enhancement products are things that find favor with a lot of people only because of the fact that they help people look far better than what they are, and in fact, these sexual health products also take care of a lot of health disorders. It is almost like saying that you are killing two birds with a stone, but then you got to be careful.

There are plenty of sites promoting Sexual health products, but not many are genuine

The point is some of them may even waste your time. For example, a site may only sell sexual potency pills and may not look at offering a holistic sexual health management system. Most importantly though, some sites we have looked into have been selling fake products too.

We did a survey of 100 sites selling sexual health products and about 90 of them turned fake products. Of the remaining 10, 9 of them offered only one genuine product through their website.

But, with Marabou Herbals, we found a lot of things different

Here's why Marabou Herbals is so different

• It offers a whole list of products for people to buy (Later here, you would find the list of products offered by Marabou Herbals).

• Excellent volume based discounts. Now, with Marabou Herbals, you could buy 12 boxes of Prosolution pills and save about $500 in shopping. It is true. When you buy 12 Prosolution boxes from Marabou Herbals, the eventual cost would be $369, as opposed to the original price of $850. How is that for a deal?

• A complete sexual health products system is offered. With Marabou Herbals, you can shop for one of these – Virility, Sexual Potency, Sexual enhancement gel for women, pore relief gel and so on. You can either shop for one of these products, try out any combination or, buy the entire sexual health kit.

Sexual Harassment Policy Guidelines

Permission is hereby granted to modify and use the information in this draft sexual harassment guideline, provided you include reference to the author as shown at the end.

We shall take all reasonable steps to see that this sexual harassment policy is followed everyone in our organization who has contact with employees. This prevention plan will include training sessions, ongoing monitoring of the work site and a confidential employee survey to be conducted and evaluated each year.

Sexual harassment refers to all types of unwanted sexual attention. Sexual harassment does not mean occasional compliments of a socially acceptable nature. Sexual harassment refers to conduct which is offensive to the individual, which harms morale, and which interferes with the accomplishment of our organization mission. This includes pressure to provide sexual favors, and offensive, intimidating comments or actions concerning one's gender or sexual orientation.

Four basic types of sexual harassment:

1. Verbal harassment: Sexually suggestive comments, e.g., about a person's clothing, body, and/or sexual activities; sexually provocative compliments about a person's clothes or the way their clothes fit; comments of a sexual nature about weight, body shape, size, or figure; comments or questions about the sensuality of a person, or his/her spouse or significant other; repeated unsolicited propositions for dates and/or sexual intercourse; pseudo-medical advice such as "you might be feeling bad because you didn't get enough" or "A little Tender Loving Care (TLC) will cure your ailments"; continuous idle chatter of a sexual nature and graphic sexual descriptions; telephone calls of a sexual nature; derogatory comments or slurs; verbal abuse or threats; sexual jokes; suggestive or insulting sounds such as whistling, wolf-calls, or kissing sounds; homophobic insults.

2. Physical harassment: Sexual gestures, e.g., licking lips or teeth, holding or eating food provocatively, and lewd gestures such as hand or sign language to denote sexual activity; sexual looks such as leering and ogling with suggestive overtones; sexual innuendoes; cornering, impeding or blocking movement, or any physical interference with normal work or movement; touching that is inappropriate in the workplace such as patting, pinching, stroking, or brushing up against the body, mauling, attempted or actual kissing or fondling; assault, coerced sexual intercourse, attempted rape or rape.

3. Visual harassment: Showing and distributing derogatory or pornographic posters, cartoons, drawings, books or magazines.

4. Sexual favors: Persistent pressure for dates, unwanted sexual advances that condition an employment benefit upon an exchange of sexual favors.

It is not permissible to suggest, threaten or imply that failure to accept a request for a date or sexual intimacy will affect an employee’s job prospects. For example, it is forbidden either to imply or actually withhold support for an appointment, promotion or change of assignment or suggest that a poor performance report will be given because an employee has declined a personal proposition. Also, offering benefits such as promotions, favorable performance evaluations, favorable assigned duties or shifts, recommendations or reclassifications in exchange for sexual favors is forbidden.

Any employee found to have violated this policy shall be subject to appropriate disciplinary action according to the findings of the complaint investigation. If an investigation reveals that sexual harassment has occurred, the harasser may also be held legally liable for his or her actions under provincial and federal law. Anyone making a false claim of sexual harassment will also be subject to disciplinary action.

Any employee bringing a sexual harassment complaint or assisting in investigating such a complaint will not be adversely affected in terms and conditions of employment, or discriminated against or discharge because of the compliant. Complaints of such retaliation will be promptly and thoroughly investigated.

Sexual harassment can occur in any situation, but is especially common in situations where there is a power imbalance between the perpetrator and the victim, due to gender, race, sexual orientation, status or rank differences. Sexual harassment, however, can also occur between peers. Both women and men can be victims of sexual harassment, although it is most common for women to be harassed by men. Sexual harassment also occurs between members of the same sex.

Sexual harassment differs from healthy sexual attraction because it is unwelcome and unsolicited. Sexual conduct becomes unlawful only when it is unwelcome. The challenged conduct must be unwelcome in the sense that the employee did not solicit or incite it, and in the sense that the employee regarded the conduct as undesirable or offensive. NOTE: An employee who was previously involved in a mutual consenting intimate relationship with another person maintains his or her entitlement to protection from sexual harassment, but s/he should inform the other party that any further sexual advances are unwelcome.

Sexual harassment degrades all persons and creates a hostile work environment. It is extremely costly for employers as well as damaging to employees. The effects of sexual harassment on the complainant may include loss of self-confidence and self-esteem, physical symptoms of stress, diminished work productivity, and low morale.

To fight sexual harassment, remember four tactics: confront, report, document, and support.

CONFRONT the harasser. Say No Clearly. Inform the harasser that their attentions are unwanted. Make clear you find the behavior offensive. If it persists, write a memo to the harasser asking them to stop; keep a copy.

REPORT the problem immediately, verbally and/or in writing directly to your supervisor, or to the supervisor of the accused, and to your union steward. Our door is always open and anyone who has been harassed or thinks harassment is occurring, can seek our confidential advice. We will speak with the accused at your request and inform them about illegal conduct and its consequences. We have a zero-tolerance policy for sexual harassment. If the incident is confirmed, the offending employee faces the following possible sanctions: verbal or written reprimand, negative evaluation, denial of promotion, poor recommendations, suspension, demotion, forced resignation, and termination. We will make every effort to create an atmosphere of comfort for recipients of sexual harassment to request assistance in the resolution of complaints, but at the same time we will also protect the rights of the accused until proven guilty.

Note: A single sexual advance, unless severe, may not constitute harassment unless it is linked to the granting or denial of employment or employment benefits. The unwelcome, intentional touching of a person’s intimate body areas is sufficiently offensive to be considered severe, and even a single incident can be considered as harassment. Asking someone for a date is not considered severe. But a repetitive series of non-severe incidents will be considered harassment if the offender was told to stop. It is important for the victim to communicate that the conduct is unwelcome, particularly when the alleged harasser may have some reason to believe that the advance may be welcomed such as a previous consenting relationship.

SEXUAL POLLUTION

There are some acts perceived by the recipient to have a "sexual nature" that are offensive and annoying, but may not be sexual harassment. These offensive behaviors in the workplace pollute the working environment. Therefore, these acts have been labeled sexual pollution. Sexual pollution has the potential of becoming a sexually harassing act. It is an offensive act and should be considered improper. Examples of sexual pollution are: continuous "pet" name calling, such as "baby," "sweetie, "or " honey"; referring to an individual as a "hunk," "fox," or "broad"; referring to men in general as "dogs," "swine," or to women as "bitches," "wenches, " or "chicks"; remarks of a sexual nature, open displays of written and pictorial erotica, or nude photographs or posters (such as a nude magazine centerfold) in the workplace, and continuous gift giving with the intention of getting sexual favors in return.

A single act of sexual pollution by itself may not constitute sexual harassment. However, continuous acts with the appearance of a sexual nature probably would be. The "reasonable person” standard will be used to determine if it is or not.

DOCUMENT the harassment. While the incident is still fresh in your mind, write down what happened, where, when, and how you responded, if possible, word for word. Include the names of witnesses, if any. Keep notes in a journal or notebook to show a continuous record. Send a dated, certified, return-receipt letter to the harasser, asking that the harassment stop, and keep a copy for yourself. Use your telephone answering machine to tape phone calls from the harasser, and save phone messages that are left for you. Keep the records in a safe place, away from work. Documentation will be essential if you must defend yourself in court or before an administrative hearing panel. Document your work. Keep copies of performance evaluations and memos that attest to the quality of your work. The harasser may question your job performance in order to justify his behavior.

SEEK SUPPORT from others. Talk to a friend, colleague, or relative, an organized group, or counselor, and your supervisor or someone in personnel that you trust. Not only will you benefit, you may learn of others who have had similar experiences who can offer strategies for dealing with the harassment and support. Look for witnesses and other victims. You may not be the first person who has been mistreated by this individual. Ask around discretely; you may find others who will support your charge. Two accusations are much harder to ignore. Get the union steward involved right away.

REMEDIES AVAILABLE TO VICTIMS OF SEXUAL HARASSMENT

If you have been discriminated against on the basis of sex, you are entitled to a remedy that will place you in the position you would have been in if the discrimination had never occurred. You may be entitled to hiring, promotion, reinstatement, back pay and other remuneration. You may also be entitled to damages to compensate you for future pecuniary losses, mental anguish and inconvenience. Punitive damages may be available, as well, if an employer acted with malice or reckless indifference. You may also be entitled to attorney's fees.

ARE YOU THE HARASSER?

Those accused of sexual harassment are often surprised to learn how their behavior is perceived by those who feel victimized by such behavior.

• Review your attitudes and actions toward others. Examine how others respond to what you do and say. Is your behavior sex-neutral and bias-free?

• Imagine yourself a victim of unwelcome sexual attention by someone having control over your career or livelihood.

• Consider the impact you have on other's attitudes toward their work and self-esteem.

• Do not assume that your colleagues, peers or employees enjoy sexually oriented comments about their appearance, or being touched or stared at.

• Do not assume that others will tell you if they are offended or harassed by what you say or do.

• Be aware of other's feelings and responses to sexual harassment. Could your behavior cause others to experience the vulnerability, powerlessness, and anger described by victims?