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PubMedDate not supplied

How to select and motivate physicians in managed care.

Recruiting a physician can be an extremely beneficial or an extremely costly move for any health care organization. The emotional matching of the person is always important but the ability of the new health care provider to operate efficiently and effectively is paramount to their success. This selection process begins even before the recruitment process and includes monthly meetings with physicians to provide feedback and discuss performance while they are practicing. This article addresses the needs of the several different managed care environments and offers insights to setting up effective utilization management.

Cooperative Behavior↗
PubMed1999

Promoting from within: the best way to build management.

One of the best ways to build knowledgeable, quality management is to promote from within the ranks of your organization. Allowing employees to work their way up the pyramid of promotion will give them the necessary knowledge to run your Call Center effectively and successfully.

Career Mobility↗
PubMed2000

Frustrated by the nursing shortage? Try these tactics instead of bonuses.

There is a nationwide shortage of ED nurses due to an aging work force, fewer students enrolling in nursing schools, and demoralized nurses leaving the profession. Effective strategies for retaining staff include developing career ladders, starting a nurse leadership program, and sending nurses to conferences. When hiring nurses, address how well they fit into your ED's culture. Morale-boosting programs help nurses feel valued.

Career Mobility↗
PubMedDate not supplied

Collaborating with the consortium: the development of a foundation in critical care skills programme.

This paper outlines the role and function of NHS education and training consortia and how one consortium is addressing the issues of supporting practitioner-led, practice-based training initiatives in critical care. In late 1997 the consortium sought to identify current problems with recruitment and retention of competent critical care nurses, access to training and development and to examine the quality and appropriateness of current pre- and postregistration training related to the critical care areas. A number of issues were identified, with the need for a Foundation in Critical Care Skills Programme' for junior nurses as the principle short term priority. A programme supported by the local consortium, in collaboration with seven NHS trusts' critical care areas (totalling 27 different departments/units), has been developed, incorporating skills workshops, completion of open learning materials, assessments of core competencies and the submission of a portfolio of evidence in support of a professional award (ENB Certificate). The importance and value of collaboration in the development of this practitioner-led consortium-supported venture is highlighted.

Cooperative Behavior↗
PubMed2000

Professional development activities of medical technologists: management implications for allied health.

Professional development activities enable individuals to develop beyond the fundamental skills, competencies, knowledge, and attitudes required for their present jobs. The process focuses on improving organizational efficiency while relying on the development of the individual employee. This study tracked a sample of 392 early-career medical technologists (MTs) to investigate antecedents of professional development. Results suggested that there were two related but distinct types of professional development, scholarship and administrative. Data from 1994 and 1997 repeat respondents indicated that both types of professional development increased. A differential pattern of significant correlates to each type of professional development emerged. The link between professional development and employees' occupational commitment may provide guidance to the allied health professions.

Adult↗
PubMedDate not supplied

Anaesthetic manpower development in West Africa.

Advances in surgery have been possible worldwide largely due to specialized manpower, innovations in modern anaesthetic techniques and drugs. Shortage of specialist manpower in anaesthesia has continued in West Africa despite various available local postgraduate training programmes. This paper examines the impact of the West African Postgraduate Medical College (WAPMC) training programme on anaesthetic manpower development in the West Africa subregion. Data collected from the records of the WAPMC revealed that from April 1992 to October 1996 a total number of 2,963 candidates attempted the primary examination of the various surgical faculties compared to 93 candidates for anaesthesia--a ratio of 32 prospective surgeons to one anaesthetist. The end point of the training produced 292 Fellows in the five-year period with only six in anaesthesia, i.e., 1 anaesthetist to 49 surgeons. Although the diploma programme of the same College produced 56 graduates in the study period, 53.6% of them were pursuing the Fellowship programme in tertiary institutions. Suggestions are proposed to redress the ever-widening gap between the number of specialist surgeons and anaesthetists in the West Africa subregion.

Africa, Western↗
PubMed2000

Australian Aboriginal trainee health service management program: a new initiative.

This paper explores the development, implementation and evaluation of the Australian Aboriginal trainee health service management program in New South Wales. In 1997, the two-year pilot program commenced with ten trainees. The program consisted of a combination of work-based placements, formal university education and Australian College of Health Service Executives (ACHSE) professional development sessions. The program has allowed trainees to gain professional skills and knowledge and broader work experience, in order to increase their employment opportunities throughout the Australian health care system.

Clinical Competence↗
PubMed2001

Staff development.

Explore the source record for details and available documents.

Competency-Based Education↗
PubMed2001

Work force diversity. Implications for occupational health nursing.

1. Increasing work force diversity is reflected in the Healthy People 2010 goal to eliminate health disparities. 2. At the organization level, a framework of cultural competence defines the developmental process toward cultural proficiency. 3. Strategies are suggested for organizations and nurses to engage in cultural competence.

Adolescent↗