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At least 631 records · Page 35Linked to original sources
PubMed1980

The distribution and supply of Cuban medical personnel in Third World countries.

More than 2,000 Cuban health care personnel are presently providing care in Third World nations; less than five years ago this number was fewer than 100. Some 1,500 of these are physicians, representing nearly 13% of Cuba's 12,000 health service physicians. Cuba dominates the health care delivery system of four small African nations and South Yemen, and Cubans are a major presence in a number of larger countries, such as Iraq.

Cuba↗
PubMed1984

More schools of public health: a worldwide need.

This article asserts an urgent need for more schools of public health to produce an adequate supply of personnel capable of dealing with the health problems of the world population. Although there is a need for 450 schools of public health worldwide (1 for every 10 million population), there are currently fewer than 100 independent schools, with 23 concentrated in the United States alone. The benefits of independence from medical schools are stressed. The academic environment of patient-oriented clinical medicine is posited not to be conducive to the growth of the community-oriented public health discipline. The need for expansion exists in both developing and industrialized countries, although shortages are greater in less developed areas. Effective schools of public health should welcome students from a variety of backgrounds and serve as centers for the research and evaluation of national health systems.

Developing Countries↗
PubMed2006

Recruitment and retention of novice faculty.

As nursing faculty members younger than 35, we consider ourselves to be in the minority. Our concern about the future of nursing education has driven us to consider ways to recruit and retain new, young faculty. To stimulate discussion, 10 suggestions for schools of nursing in the recruitment and retention of new faculty are presented: provide guidance, foster socialization, encourage flexibility, conduct orientation, provide support, facilitate collaboration, allow for mistakes, coordinate teaching assignments, grow your own, and offer rewards. While this list is far from complete, we believe it is a starting point from which schools could develop individual strategies for recruitment and retention of faculty members in nursing academia. The nursing shortage continues to intensify the lack of nursing faculty members. As a result, strategies to recruit and retain young faculty members only gain importance. Generations are changing, and it is important that schools of nursing are aware that recruitment and retention strategies that may have been successful in the past, may now be obsolete.

Education, Nursing↗
PubMed2005

Capacity of community-based organisations to disseminate sleeping sickness information.

OBJECTIVE: To assess the capacity of established community based organisations (CBOs) to disseminate information on sleeping sickness control. DESIGN: Participatory interview process administered to randomly selected CBOs in a tsetse and trypanosomosis endemic area. SETTING: Busia district, Western, Kenya. RESULTS: Community based organisations especially women groups and farmer field schools that are internally initiated have the potential to contribute greatly to sustainable sleeping sickness dissemination strategies. The study indicated a mean reach of between 400-600 persons per day, but with a range of up to 1000 persons per day. CONCLUSION: Internally initiated women groups may be the best options for targeting health education programmes with the aim of ensuring sustained community participation.

Community Health Services↗
PubMed1992

Culturally competent occupational therapy in a diversely populated mental health setting.

Cultural sensitivity is a crucial component of health care provision, particularly in psychiatric settings. As society becomes more multicultural, it is essential for occupational therapists to continue to develop cultural competence, which is defined in this paper as an awareness of, sensitivity to, and knowledge of the meaning of culture. At San Francisco General Hospital, an innovative multicultural model consisting of special focus programs is used. The key to the success of such programs is a culturally competent professional staff.

Clinical Competence↗
PubMed2005

Incentives and physician specialty choice: a case study of Florida's Program in Medical Sciences.

The growing shortage of primary care physicians in medically underserved areas of the nation led medical schools and policymakers years ago to design and fund numerous innovative medical education programs to foster the development of a more balanced physician workforce. Florida's Program in Medical Sciences (PIMS) was an example of one such initiative that was established in fall 1971 at Florida State University (FSU). A precursor of the present-day FSU College of Medicine, this program was created specifically to address the growing need for primary care physicians in rural areas of northwest Florida. The results of empirical tests on the career choices of PIMS graduates in the first 20 years provide weak evidence that the program was more effective than the existing channels of medical education in producing additional primary care physicians to rural Florida counties.

Career Choice↗
PubMed1985

Languages spoken by medical students.

A self-reported survey of 878 medical students in Monash University (excluding students sponsored by overseas governments) showed that 21.4% had a fluent command of a language other than English, and 62.2% had a basic usable knowledge of another language. Only 28.5% of the students reported having neither a fluent nor a usable command of another language. These results suggest a rich resource of skills in community languages other than English among people who will be entering the medical workforce. Positive recommendations are made to develop and use this resource effectively.

Australia↗
PubMedDate not supplied

A training programme for healthcare support workers.

Healthcare support workers (HCSWs) are at the front line of patient care delivery. It is essential that they are appropriately trained and competent in the skills required to deliver the fundamentals of care. There is also a need for HCSWs to have access to continuing professional development that offers a career pathway. The University Hospitals Coventry and Warwickshire NHS Trust has developed a framework for career progression that incorporates three phases of continuing professional development. These are organised and co-ordinated by a dedicated support worker training team comprising four registered nurses plus senior support workers in the role of peripatetic NVQ Care assessors.

Clinical Competence↗
PubMed1990

Change begets change: emerging role of the human resources development practitioner.

This article has discussed three essential role shifts for the HRD practitioner: reactor to initiator, "pair-of-hands" to collaborator, and problem solving consultant to action learning facilitator. These shifts in role are required for the process of helping manage organizational change in our hospitals. Ongoing learning will be the essential ingredient to successfully manage change in health care organizations. This continual learning is not for clients alone, but is also required by HRD practitioners who want to be taken seriously as contributing to the achievement of their organization's future vision. While the effective HRD practitioner will need to continually experiment with new approaches, a starting point today is with the role changes described in this article.

Hospital Administrators↗
PubMedDate not supplied

Recruiting and retaining phlebotomists.

The phlebotomy team is receiving greater recognition than ever before for its contribution to the service image of the laboratory. Laboratory managers must recognize that phlebotomists are the laboratory's goodwill ambassadors. Because phlebotomists work on the front line, their technical skills and professional demeanor are prime factors in getting physician referrals and attracting patients to the facility. To recruit and retain a skilled professional phlebotomy team, laboratory managers must assess their operations and determine the skills, personal attributes, and education needed to perform the phlebotomy duties. To keep your best employees, try to continually upgrade your training, continuing education, and career advancement opportunities. To learn what makes a successful phlebotomy team, CLMR surveyed several CLMA members to find out how they are recruiting and developing their phlebotomists. Our special thanks go to all our respondents for sharing their expertise and experiences with us.

Blood Specimen Collection↗