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Biomedical subjects

M Bowen

Publications and source records attributed to M Bowen.

At least 37 records · Page 2Linked to original sources
PubMed1995

When you think a subordinate is after your job.

Many managers find themselves in a position where they think a subordinate is after their job. Guidelines are presented for the manager's response when it appears a subordinate is after the manager's job. Deciding on a plan of action, discussing the matter with the supervisor and subordinate, confronting the subordinate with lack of support, maintaining a positive self-image, avoiding actions that can be criticized, and setting limits on the employee's behavior can all be acceptable approaches for the manager to use.

Administrative Personnel↗
PubMed1995

Recruitment and orientation of older volunteers in extended care.

Older volunteers can make miracles happen as they have more time than younger persons and staff to listen and to give patients and residents personal attention. Recruitment and orientation of older volunteers is the first step and must be ongoing, as turnover may be high. Orientation that focuses on the goals of the volunteer program and a few important concepts in relating to patients and residents may be all that is needed to get an older volunteer started.

Aged↗
PubMed1994

Patient exposure to ionising radiation in the intensive care unit due to portable chest radiography.

The chest X-ray is the most commonly performed radiological examination in the intensive care unit. We used TLDs to measure the radiation exposure in 30 ICU patients due to portable chest radiography. The mean number of CXR was 3 (range 1-11). The mean surface entry dose at the xiphisternum was 1.8 mGy (range 0.43-5.14 mGy) per patient and 0.63 mGy per CXR. Very small amounts of radiation were detected at the symphysis pubis and in more than half of the patients no radiation was detected at this site. These values are well above accepted norms. Patient exposure may be reduced by ordering fewer X-rays or by changing to a faster screen-film combination.

Humans↗
PubMed1994

Screening for childhood asthma using an exercise test.

BACKGROUND: Screening for asthma in children in the community could have advantages at a time when prevalence rates of the condition and associated hospital admission rates are rising. AIM: The aim of this study was to assess the usefulness of a standard exercise test as a marker of asthma or potential asthma in children, and to examine the relationship between asthma and other respiratory tract illnesses. METHOD: In 1985 a cross-sectional research study was undertaken in 10 primary schools in West Glamorgan; the children were followed up over six years until 1991. The exercise test involved measuring peak expiratory flow rate before and after the children ran as fast as they could for six minutes. A control group of children with a negative exercise test result were compared with those not known to have asthma who had a positive result (fall in peak expiratory flow rate of 15% or greater), using clinical data. Similar clinical comparisons were undertaken between the children known to have asthma and a control group. RESULTS: Of 864 children not known to have asthma, 60 had a positive exercise result. Of 92 children known to have asthma, 33 had a positive test result and seven were unable to finish the test because of bronchospasm, a sensitivity of 43% and a specificity of 93%. Follow up of 55 of the 60 children not known to have asthma but who had an abnormal response to the test showed that 32 had developed clinically recognizable asthma six years later. There was a significantly higher prevalence of atopic and respiratory illnesses (otitis media, hay fever and eczema) in the group of children with bronchial hyperreactivity demonstrated on exercise than in those without bronchial hyperreactivity. CONCLUSION: This research shows that bronchial hyperreactivity demonstrated by an exercise test can be a marker for childhood asthma. The study has also identified other respiratory tract illnesses which appear to belong to the same spectrum as asthma.

Asthma↗
PubMed1993

Comparison of risk factors for coronary heart disease among attenders and non-attenders at a screening programme.

Few objective comparative data are available from primary care on the prevalence of risk factors for coronary heart disease among those who do and do not attend screening programmes. This study set out to examine differences in risk factors between attenders and non-attenders at such a coronary heart disease screening programme. The 2402 patients in the age range 25-55 years who attended the original health check were examined by a practice nurse, and a questionnaire about health issues was completed. A one in 10 systematic sample of the 1398 patients who did not attend the original screening programme were approached and after considerable effort 98 were persuaded to attend for the same examination and questionnaire analysis. The 98 non-attenders were found to be older and to have a higher mean body mass index, mean cholesterol level, mean systolic blood pressure and mean diastolic blood pressure than the 2402 attenders. The non-attenders were more likely to be in the lower social classes, to have a personal or family history of coronary heart disease and to smoke than attenders. They were less likely to be highly educated and to have an unacceptably high level of alcohol consumption. The results of this study suggest that clinics that invite patients to attend are likely to attract those with lower risk factor profiles. For coronary heart disease prevention to be effective there is a need to cater for patients opportunistically.

Adult↗
PubMed1992

The dynamics of laughter.

The benefits of humor have been accepted throughout human history. Humor is widely accepted for its positive physiological and psychological effects in a variety of situations. The psychiatric literature purports humor as an effective tool in psychiatric illness and psychotherapy. The benefits of humor in business, management, and education are also being described because the right perspective facilitates problem solving both interpersonally and in a group setting, and humor puts people at ease, promoting expression and the exchange of ideas. In the nursing literature, humor and laughter are increasingly presented as an approach that can assist the nurse in meeting health-related goals and objectives. Not only can humor benefit the patient, but the use of humor can facilitate effective management of staff and others encountered in the health care setting. Humor also has negative functions. Although the nursing literature on humor identifies that there are some situations in which humor is contraindicated, little attention is given to the problem created for the nurse when others, i.e., patients or family members, fellow staff members, or physicians, laugh inappropriately. This article discusses the assessment of laughter. Benefits of laughter and humor are described. The causes of inappropriate laughter are outlined, and the dynamics of inappropriate laughter are considered. Finally, implications for nursing practice are discussed.

Adaptation, Psychological↗
PubMed1992

When the manager encounters "We can't do it!".

This article has described the importance of increasing staff feelings of self-worth, of promoting feelings of personal power, involving staff actively in practice issues, of increasing staff knowledge of the health care and agency system, and of setting limits on negative discussion in a group. When nurses feel power in the health care system, it not only has the benefit of increasing job satisfaction but increases positive responses on the job. On the other hand, nursing staff who are unable to conquer the feeling of powerlessness may respond to assignments with statements signifying the subjective state experienced: "We can't do it!" Such staff are unlikely to experience personal and professional rewards and may ultimately leave the health care field. This negative process may be blocked by the manager who assists staff to develop feelings of worth, professional autonomy, and control and who can appropriately handle negative feelings expressed in a group.

Attitude of Health Personnel↗
PubMed1992

Keeping the keepers.

1. The nurse manager role is no longer limited to the management of patients and personnel. Nurse managers are also accountable for ensuring resources remain balanced and function together during the process. 2. In the health care setting, team members forgo their personal needs to focus on the needs of patients. Although adults have developed internal feelings of self-worth, most still have some dependence on their work, supervisors, and colleagues for positive affirmation. 3. A variety of approaches can provide support to team members, including responding to human needs: facilitating cooperation between team members; ensuring that team members have the necessary information; monitoring team actions in relation to patient needs; investigating potential problems; and intervening with timeliness and diplomacy.

Humans↗
PubMed1992

Volunteers in the OR waiting room.

For many OR staff, the use of volunteers in the hospital waiting room offers an untapped resource for addressing the total needs of surgical patients and their families. Volunteers who are trained in support, confidentiality, and referral, and who are properly oriented to the hospital and the hospital's services, can be a useful adjunct to the busy professional staff.

Family↗
PubMed1992

Camaraderie: the key to making work fun.

Camaraderie in the workplace offers a valuable avenue for coping with stress and maximizing the pleasure experienced at work. The development of camaraderie involves a people- rather than task- or work-related focus and requires personal sharing. Camaraderie is beneficial in all settings, but especially in the operating room where tensions run high and staff must interact in an intimate and physically close environment.

Adaptation, Psychological↗
PubMed1992

The manager and rumors: telling fact from fiction.

A manager who does not recognize rumors and gullibly responds to all information as if it were all true will likely have a short tenure as a manager. On the other hand, expert management involves being able to distinguish truth from fiction and being able to intervene effectively when ambiguities are present in the workplace.

Communication↗
PubMed1992

Managing stress in the OR.

1. When nurses are particularly stressed, they are often out of touch with many of their potential coping resources. The rediscovery of forgotten skills or the development of new skills for managing stress can significantly reduce stress and thus prevent job burnout and promote vitality. 2. Skills for coping with stress that are primarily internal factors include personal management, outlook, and stamina skills. Relationship skills may be developed to alter the individual's relationship with the environment. 3. Nurses should attempt to match the coping technique to the situation at hand or to their personal strengths and preferences. The most energizing strategy may be to try something new.

Adaptation, Psychological↗
PubMed1992

Preparing for life after work.

1. For retirement to be fulfilling and satisfying, hopes and dreams must be designed in early and middle adult life. Long before retirement, the adult must practice healthy living with the future in mind. 2. Saving and investing wisely is important and requires discipline and risk. A regular savings plan should start in the 30s and continue carefully throughout 2, 3 and 4 decades. 3. The transition to retirement is facilitated if interests are planned and friendships for retirement are cultivated in adult life. One of the best ways to prepare for retirement is to live the kind of life expected in retirement.

Aged↗
PubMed1992

Communication techniques.

OR managers become aware of vast amounts of information while carrying out job functions. It is important to use the information carefully and to select what information to share, when to share it, and with whom it should be shared. Appropriate communication can promote efficiency as well as job satisfaction.

Communication↗