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At least 883 records · Page 49Linked to original sources
PubMedDate not supplied

The magic of theatre.

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Career Choice↗
PubMedDate not supplied

Young love.

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Attitude of Health Personnel↗
PubMedDate not supplied

Life in the fast lane.

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Emergency Nursing↗
PubMed2002

The role of coaching in creating cultures of engagement.

This article examines "just in time learning" from a coaching perspective. It explores the organizational and managerial skills that are necessary requirements for coaching to succeed. It considers the benefits of coaching for organizations that are committed to deeply engaging their employees to produce sustainable, high-quality results while increasing their personal and professional satisfaction on the job.

Communication↗
PubMed2002

Occupational rhinitis.

Occupational rhinitis (OR), a very frequent disease caused by several occupations, tends to share etiological agents and to be three times more prevalent than occupational asthma (OA). Exposure, which can be reliably estimated by means of job description or mean week exposure, may be the single most important determinant of occupational sensitization and OR. Atopy is a controversial risk factor for OR and a major risk factor for occupational sensitization when high molecular weight agents are involved. The role of smoking in OR and occupational sensitization is not clear and has yet to be explained in full.

Humans↗
PubMed2002

What would attract general practice trainees into rural practice in New Zealand?

AIM: The shortage of rural doctors is acknowledged worldwide. This study aimed to identify incentives that would attract doctors into rural practice in New Zealand. METHODS: Registrars and seminar attendees of the General Practice Vocational Training Programme in 2000 and 2001 were surveyed using focus groups and subsequent questionnaire to find what conditions might attract young general practitioners (GPs) into rural practice in New Zealand. Themes identified included lifestyle, family issues, on-call work, financial incentives, career opportunities, training, and study leave/holidays. RESULTS: Of the 140 questionnaires sent out, 91 were returned (65% response rate). Twenty nine per cent of respondents said they were unlikely to go into rural practice, despite a comprehensive incentive scheme; 8% said they would go into rural practice even if no incentive scheme were offered. The remaining 63% were more likely to go into rural practice if an incentive scheme were offered. The incentives most favoured were: reduction in on-call work; guaranteed time out of the practice; and consideration of options for partners and children. CONCLUSION: This study indicates that two thirds of trainee GPs might consider going into rural practice if an appropriate incentive scheme were available.

Career Choice↗