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Course organizers in general practice.

In August/September 1984 a survey of the 267 course organizers in post in England and Wales was carried out. Eighty-two per cent replied to a questionnaire asking for details about their work and personal status. All 16 regions in England and Wales completed a questionnaire about levels of staffing and remuneration of those involved in general practice postgraduate education. The results show that there are considerable variations between regions in the role and responsibilities of course organizers, in their training, and in the facilities that are provided for them. The majority of course organizers reported a workload greater than the number of sessions for which they were remunerated. The effects of these factors on recruitment, tenure of post, and job satisfaction are discussed. Recommendations are made for improving the situation, including the removal of course organizer pay from the scale of trainers' pay, so that there can be flexibility in the number of sessions which can be held, improvement in training and certain facilities, and the implementation of national and local job descriptions.

Adult↗

Occupational medicine. An overview of management.

Management is the art of utilizing all available resources to accomplish a given set of tasks in a timely and economical manner. A complete job description for a manager would include diplomacy, coercion, politics, psychology, budgeting, evaluation and a host of other attributes. Each individual manager evolves a personal style within an organizational culture. No two positions or individuals are ever exactly alike. The successful manager must be able to allocate resources and motivate subordinates to accomplish goals often imposed from external sources (i.e., upper management). The successful manager may retain previously acquired technical skills; frequently these are lost, being replaced by new knowledge. The successful manager is one who understands the local organizational milieu. The theories discussed above are only guidelines. Just as each patient is approached differently, so too are different managerial positions.

Commerce↗

Overseas relief organizations: a guide for health care providers.

Spending time overseas providing health care to people in disaster or famine-related situations can be a very rewarding experience. This article presents lists of various organizations available for health care professionals who wish to spend time in relief work. The lists include qualifications and/or professional needs, locations, lengths of service, and focuses of the organizations. Some of these organizations provide a stipend for the relief worker. In others, the entire cost of the experience must be paid for by the volunteer. Guidelines are given to assist the prospective relief worker in looking for an appropriate agency, such as to obtain a complete job description; know the details of living arrangements; make sure you have compatible philosophies; ask about health concerns; find out if adequate health insurance is provided; and gain knowledge of the culture (e.g., especially about customs, relationships of nationals to relief workers, and religious beliefs). Interested health care providers can write to any of the organizations to obtain further information.

Disasters↗

Job design and work context reactions among medical technologists.

This paper examines the interaction between job design and several aspects of work context as contributors to employee affective and motivation responses. Data were collected from 115 medical technologists in 7 medical laboratories. Significant interactions were found between job complexity and interpersonal components of the work context. A positive work context contributed to high affective response when the job was low in complexity, but jobs high in complexity allowed a person to escape from a negative work context by turning to the job itself. The form of the interactions was complex, yielding several practical and theoretical implications.

Allied Health Personnel↗

How to find the perfect job.

1. Accepting a job offer can either lead to career success or to dissatisfaction and high turnover. 2. The advantages and disadvantages of the offer must be weighed carefully, as well as those of the present job. 3. A carefully designed career plan with well-defined goals contributes to job satisfaction and facilitates the evaluation of offers. 4. A key component of a career program should be recognition of a nurse's needs and the program should be evaluated to determine if these needs are met.

Career Choice↗

A research model for relating job characteristics to job satisfaction of university foodservice employees.

The purpose of this study was to determine the relationship between job characteristics and job satisfaction and between demographic variables and job satisfaction for university foodservice employees. A three-part survey was developed which included the 30-item Job Characteristics Inventory, 6 items related to job satisfaction, and 7 demographic items. Separate written questionnaires were administered to 32 managerial and 147 non-managerial employees of a large state university foodservice department. The response rate was 98% (32 managers and 143 non-managers). The reliability for the instrument, as determined by Cronbach's alpha, was 0.88 for employees and 0.91 for supervisors. Multiple linear regression analyses were used to test research hypotheses at a significance level of p less than or equal to .05. There was a positive relationship between job characteristics (autonomy, task identity, feedback, variety, dealing with others, and friendship opportunities) and job satisfaction for both employees and supervisors. Feedback and dealing with others were the individual job characteristics that were significant. Only one job characteristic, dealing with others, was rated higher by managerial than by non-managerial employees. There was no difference in job satisfaction by role (managerial vs. non-managerial) or demographic variables, except age for non-managerial employees. Older, non-managerial employees tended to be more satisfied with their jobs than did younger employees. Dietitians and foodservice managers can use the findings for implementing job design strategies, such as job enrichment and job rotation, to improve employee satisfaction.

Adult↗

Interdisciplinary activity between occupational therapists and speech language pathologists.

The interdisciplinary activities between occupational therapists (OTs) and speech language pathologists (SLPs) were studied by conducting a national mail survey. Analysis of data gathered from 344 OTs and 262 SLPs (n = 1250 and n = 1130, respectively), indicated strikingly similar responses. Results showed that OTs and SLPs in the medical setting had frequent informal contacts, but interdisciplinary activity was not typical of formal job descriptions. According to 84% of OTs and 91% of SLPs, the most common activity involved exchange of diagnostic information, while 66.6% of both groups identified cooperative planning as typical of their interactions. Only 33.3% of each professional group responded that team treatment characterized interactions. Approximately 50% of the respondents felt that interactions were self-motivated and that the amount of interdisciplinary activity was satisfactory. The data suggested improvement needs are primarily qualitative rather than quantitative, and the primary limiting factors reported by both groups included staff shortages, financial constraints, and physical locations.

Adult↗

Implementing differentiated practice: the Sioux Valley Hospital experience.

Historically, nurses with different levels of education have been used interchangeably in acute care hospitals. If nursing is going to be viewed as a preferred career choice and acute care hospitals are to retain staff, nurse administrators must provide a nursing practice model that differentiates scope of practice based on education. The authors discuss how they implemented a system of differentiated practice.

Costs and Cost Analysis↗

Practice receptionists: poorly trained and taken for granted?

Seventy receptionists from 20 general practices in Newcastle upon Tyne were interviewed using a questionnaire to determine their demographic and social characteristics, tasks performed and training experience. The majority of receptionists were mature married women working part-time; only 13% had received any formal training. Most receptionists had no career structure and only 9% had ever been given a written job description. Thirty-one per cent of receptionists did not feel appreciated by their general practitioners and more (49%) felt unappreciated by the general public. However, they believed their main function was to help patients. From the description of their work receptionists are clearly integral and essential members of the primary health care team.To achieve the development of primary care services it is likely that practices will need to employ more ancillary staff, and these staff will require more pre-service and in-service training.

Adult↗

[Physiological, psychological and ergonomic research on jobs in the manufacture of chocolate products].

The investigations include job description and analysis of the activity, functional examinations of basic dynamometric indices (muscle strength and endurance of static effort), the pulse rate and the time of carrying out of one operation and for manufacturing of unit product. Psychological tests for subjective evaluation of the stress and monotony, the type and rate of vertigo, of the psychic status in the presence of monotony, are applied. The ergonomic analysis comprises evaluation of the work place work posture and equipment. The results of the investigations point out that the activity of the basic professions in this production is expressed monotonous, with significant static load of the muscle system and total hypokinesia and hypodynamia. Changes in the working capacity and fatigue are registered in the middle of the working day as well as disturbances in the neuro-vegetative and adaptation mechanisms of the organism and appearance of unfavourable psychic conditions (decreased vigilance, boredom, satiating). Ergonomic incongruities were found in the dimensions and the order of the working place and equipment.

Adult↗

Patient education.

The 120 studies included in this review were grouped in relation to five categories of variables basic to a theory of instruction in patient education. Findings in the studies related to the characteristics of the patient as learner support the following variables as significant for a theory of instruction: demographic characteristics including age, race, duration and type of illness, educational level, and family preparedness. Selected psychological variables are significant as they interact with teaching approaches. Given only two studies in which the characteristics of the nurse as teacher were the main variables, no inferences for a theory of instruction could be drawn. However, the findings from those studies combined with results from studies in which characteristics of the nurse were secondary variables support the importance of this category of variables. The educational preparation, motivation, values, and job description of the nurse implementing patient teaching appear to be significant variables for a theory of instruction. Investigators explored a wide range of teaching strategies in the studies of patient teaching. The setting for teaching, group and individual teaching, and a variety of instructional strategies all prove promising at the operational level. The instructional strategies were too diverse to allow analysis at a level of abstraction beyond the operational. Findings in this review also support characteristics of the health care setting as an important category of variables for a theory of instruction. The organizational structure, a quality assurance framework, and valuing patient teaching appear to be significant variables. Patient education research provides a rich data source for future developments in theory, practice, and research. The effectiveness of patient education as a nursing intervention is clearly established. Furthermore, positive learning outcomes are associated with a broad range of teaching strategies, content areas, and patient populations. Systematic explorations of the characteristics of the patient as learner, the nurse as teacher, and the health care setting as a learning environment are still necessary for developing a theory of instruction for patient education. Future researchers should attend to phenomena unique to patient education rather than to duplicating general educational research. Instead of the investigator-driven research approach that characterizes research to date, replication should be encouraged. Future research should be designed to link theory and research and thereby contribute to the further development of a theory of instruction in patient education.

Cardiac Rehabilitation↗

Job characteristics and satisfaction of pharmacy technicians.

Perceptions of job characteristics and job satisfaction of central-area technicians and drug-administration technicians at The Ohio State University Hospitals were analyzed. A questionnaire was administered to 79 pharmacy drug-administration technicians; 44 central-area technicians; 10 pharmacy residents, who served as objective raters (5 in the central area and 5 in the decentral area); 13 central-area pharmacists; and 17 decentral-area pharmacists. Perceived job characteristics were measured with the Job Characteristics Inventory; job satisfaction was measured by the Minnesota Job Satisfaction Questionnaire. The two groups of technicians differed significantly in their perceptions of task identity, task significance, and dealing with others. Significantly greater autonomy in technicians' jobs was perceived to exist by pharmacists and raters in both areas than by technicians. Significantly greater task identity was perceived by the central-area technicians than by their raters, and significantly greater task importance was perceived by both groups of technicians than by their pharmacists and raters. Friendship opportunities were perceived to exist to a significantly greater degree by decentral pharmacists and raters than by the drug-administration technicians. In the institution studied, both central-area and drug-administration technicians tended to be dissatisfied with their jobs. Central-area technicians' satisfaction was influenced most by the technicians' relationships with their supervisors and the feelings of accomplishment they gained. Drug-administration technicians were most satisfied if they believed they had opportunities to use their abilities. Efforts to increase job satisfaction among pharmacy technicians should focus on increasing feedback and task identity.

Job Description↗