Berikut ini adalah ibu-ibu yang pernah ada di dunia dan merupakan ibu-ibu yang paling unik dan aneh yang pernah ada.

 

 
Dikenal sebagai "Octomom", Nadya Denise Doud-Suleman Gutierrez menyita perhatian internasional setelah ia melahirkan octuplets pada bulan Januari 2009. Octuplets kedua yang lahir dan hidup di AS dan mereka dengan cepat melampaui tingkat kelangsungan hidup sebelumnya di seluruh dunia untuk satu set lengkap octuplets. Suleman, seorang ibu tunggal menganggur, sudah memiliki enam anak muda lain di rumah pada saat itu, dan bersama dengan octuplets, mereka semua dikandung melalui fertilisasi in-vitro, yang telah menyebabkan banyak kontroversi.

 

 
Lina Madinah adalah ibu termuda dalam sejarah medis, melahirkan pada usia 5 tahun 7 bulan 21 hari. Lahir di Ticrapo, Peru, Madinah dibawa ke rumah sakit oleh orang tuanya pada usia lima tahun karena peningkatan ukuran perut. Dia awalnya dianggap memiliki tumor, tetapi para dokter memvonis dia hamil tujuh bulan. Dr Gerardo Lozada membawanya ke Lima, Peru, dan memastikan bahwa Madinah hamil. Satu bulan setengah kemudian, pada tanggal 14 Mei 1939, ia melahirkan seorang anak laki-laki dengan operasi caesar karena panggulnya yang kecil. Operasi dilakukan oleh Dr Lozada dan Dr Busalleu, dengan Dr Colareta memberikan anestesi. Kasusnya dilaporkan secara detail oleh Dr Edmundo Escomel dalam jurnal medis La Presse Médicale, termasuk rincian tambahan bahwa telah terjadi menarche pada usia delapan bulan payudara nya membesar pada usia empat tahun.

 

 
Setelah menunggu lebih dari 40 tahun untuk anak pertama, wanit India Rajo Devi Lohan melahirkan pada bulan November 2008, pada usia 70.

 

 
Menurut Guinness Book of Records, ibu yang paling produktif sejarah adalah seorang petani dari Shuya, Rusia, yang dikenal hanya sebagai istri Feodor Vassilyev, yang melahirkan tidak kurang dari 69 anak-anak di abad 18, dari 27 kehamilan

 

Thomas Beatie adalah Orang pertama yang menjadi seorang ibu pria. Dilahirkan sebagai seorang wanita. Dia menjalani operasi dan perawatan sepuluh tahun dan sekarang hidup sebagai seorang pria di Oregon. Dia hamil karena histerektomi, Beatie memutuskan untuk punya bayi sendiri, melalui inseminasi buatan menggunakan sperma donor dan telur itu Beatie sendiri.

 

 
Benar-benar bertekad untuk memiliki seorang putra pada usia 70 tahun, Omkari Panwar menjadi ibu kembar tertua. Sama dengan suaminya Charan Singh Panwar nya, Mereka membayar biaya perawatan untuk mempunyai ahli waris laki-laki atas perkebunan keluarga. Setelah menjual kerbau, menggadaikan tanah, menghabiskan tabungan hidup mereka dan mengambil pinjaman kartu kredit . Panwars sudah memiliki dua putri dewasa, dan lima cucu, tapi mereka hanya ingin seorang putra .

 
Carole Horlock pengganti ibu, telah melahirkan 12 bayi dalam 13 tahun - termasuk kembar tiga. Pengaturan rekor dunia untuk ibu pengganti paling produktif. "Ketika saya pertama kali menjadi ibu pengganti, saya diharapkan untuk melakukannya sekali," katanya. "Aku tidak melihat masa lalu itu Tapi aku menikmati begitu banyak.. Sebelum saya benar-benar telah melahirkan bayi aku ingin melakukannya lagi." Dia dibayar rata-rata $ 25.000 hingga $ 30.000 untuk layanan tersebut.

Sumber : forum.viva.co.id

Imagine an elite professional services firm with a high-performing, workaholic culture. Everyone is expected to turn on a dime to serve a client, travel at a moment’s notice, and be available pretty much every evening and weekend. It can make for a grueling work life, but at the highest levels of accounting, law, investment banking and consulting firms, it is just the way things are.

Except for one dirty little secret: Some of the people ostensibly turning in those 80- or 90-hour workweeks, particularly men, may just be faking it.

Many of them were, at least, at one elite consulting firm studied by Erin Reid, a professor at Boston University’s Questrom School of Business. It’s impossible to know if what she learned at that unidentified consulting firm applies across the world of work more broadly. But her research, published in the academic journal Organization Science, offers a way to understand how the professional world differs between men and women, and some of the ways a hard-charging culture that emphasizes long hours above all can make some companies worse off.

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Ms. Reid interviewed more than 100 people in the American offices of a global consulting firm and had access to performance reviews and internal human resources documents. At the firm there was a strong culture around long hours and responding to clients promptly.

“When the client needs me to be somewhere, I just have to be there,” said one of the consultants Ms. Reid interviewed. “And if you can’t be there, it’s probably because you’ve got another client meeting at the same time. You know it’s tough to say I can’t be there because my son had a Cub Scout meeting.”

Some people fully embraced this culture and put in the long hours, and they tended to be top performers. Others openly pushed back against it, insisting upon lighter and more flexible work hours, or less travel; they were punished in their performance reviews.

The third group is most interesting. Some 31 percent of the men and 11 percent of the women whose records Ms. Reid examined managed to achieve the benefits of a more moderate work schedule without explicitly asking for it.

They made an effort to line up clients who were local, reducing the need for travel. When they skipped work to spend time with their children or spouse, they didn’t call attention to it. One team on which several members had small children agreed among themselves to cover for one another so that everyone could have more flexible hours.

A male junior manager described working to have repeat consulting engagements with a company near enough to his home that he could take care of it with day trips. “I try to head out by 5, get home at 5:30, have dinner, play with my daughter,” he said, adding that he generally kept weekend work down to two hours of catching up on email.

Despite the limited hours, he said: “I know what clients are expecting. So I deliver above that.” He received a high performance review and a promotion.

What is fascinating about the firm Ms. Reid studied is that these people, who in her terminology were “passing” as workaholics, received performance reviews that were as strong as their hyper-ambitious colleagues. For people who were good at faking it, there was no real damage done by their lighter workloads.

It calls to mind the episode of “Seinfeld” in which George Costanza leaves his car in the parking lot at Yankee Stadium, where he works, and gets a promotion because his boss sees the car and thinks he is getting to work earlier and staying later than anyone else. (The strategy goes awry for him, and is not recommended for any aspiring partners in a consulting firm.)

A second finding is that women, particularly those with young children, were much more likely to request greater flexibility through more formal means, such as returning from maternity leave with an explicitly reduced schedule. Men who requested a paternity leave seemed to be punished come review time, and so may have felt more need to take time to spend with their families through those unofficial methods.

The result of this is easy to see: Those specifically requesting a lighter workload, who were disproportionately women, suffered in their performance reviews; those who took a lighter workload more discreetly didn’t suffer. The maxim of “ask forgiveness, not permission” seemed to apply.

It would be dangerous to extrapolate too much from a study at one firm, but Ms. Reid said in an interview that since publishing a summary of her research in Harvard Business Review she has heard from people in a variety of industries describing the same dynamic.

High-octane professional service firms are that way for a reason, and no one would doubt that insane hours and lots of travel can be necessary if you’re a lawyer on the verge of a big trial, an accountant right before tax day or an investment banker advising on a huge merger.

But the fact that the consultants who quietly lightened their workload did just as well in their performance reviews as those who were truly working 80 or more hours a week suggests that in normal times, heavy workloads may be more about signaling devotion to a firm than really being more productive. The person working 80 hours isn’t necessarily serving clients any better than the person working 50.

In other words, maybe the real problem isn’t men faking greater devotion to their jobs. Maybe it’s that too many companies reward the wrong things, favoring the illusion of extraordinary effort over actual productivity.