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At least 1,369 records · Page 76Linked to original sources
PubMed1988

Curriculum changes in dental education in Latin America.

In Latin America great emphasis has been placed upon relating dental education directly to community needs. Curricula are no longer defined solely by professionals, for society too is playing a greater part in curriculum design. Educational objectives are being met through the solution of community problems. Emphasis upon the tooth as the focus of dental education has been abandoned. The old approach of finding the right patient to satisfy the student's training in technique is being replaced by a philosophy of total dental care. In this way there is better integration of knowledge, skills and attitudes in dental education. An emphasis on primary care is now very much to the fore in Latin America. New categories of personnel have been brought into the teaching programmes and their contributions monitored. The physical facilities for dental care have been greatly modified in recent years. The importance of staff development programmes to the acceptance and implementation of new curriculum ideas is stressed.

Comprehensive Dental Care↗
PubMed1986

Strategic planning for clinical services: the University of Texas M.D. Anderson Hospital and Tumor Institute.

A formal, hospitalwide strategic-planning process provides structure for the pharmacy's plans for implementing clinical services. The state-supported clinical cancer and research center began a formal strategic-planning process in 1981. The institution's planning report, prepared every two years and covering three two-year periods, drives the institution's budget through the state's biennial budget process. The report focuses on each department's responsibilities, areas of service, and relationship to the mission of the institution. Through the long-range planning process, upper-level administrators learned that pharmacy was eager not only to provide high-volume drug distribution services but also to assume direct patient-care and research responsibilities. This prompted an organizational change for pharmacy from a hospital department to a clinical division. The division of pharmacy now consists of three professional departments (patient care, pharmacy research, and pharmacy academic programs) and an administrative support service area. Services offered by each of the three departments are discussed, along with specific initiatives planned for the years 1987-1993. Within the next few years, all managers will come from the ranks of clinical practitioners; nonpharmacists will oversee financial and human resource functions. The division encourages existing pharmacy staff members to enhance their clinical skills through staff development programs. Strategic planning serves the dual purposes of structuring plans for implementing clinical pharmacy services and communicating pharmacy's goals within the institution.

Cancer Care Facilities↗
PubMed1986

Strategic planning for clinical services: panel discussion.

A panel of hospital pharmacy managers representing three institutions discussed issues related to planning for patient-oriented pharmacy services. The panelists discussed organizational benefits of strategic planning, ways to gain momentum for change among pharmacy staff members and from others within the institution, the need for setting realistic goals, and problems in differentiating roles for pharmacy staff. They also discussed the funding of strategic-planning programs. The panelists advocated an integrated approach to providing drug distribution and clinical services. Management must provide whatever support is necessary for integrating patient-oriented services into the daily activities of all pharmacists. That support may be in the form of additional personnel, better use of supportive personnel, staff development programs, or automation. Pharmacists, too, must recognize their combined responsibilities for drug distribution and clinical services. Only by having all pharmacists clinically trained can a department provide clinical services when needed. The experiences of these panelists may be useful to other institutions planning patient-oriented pharmacy services.

Medication Systems, Hospital↗
PubMed1987

Position of the American Dietetic Association: nutrition standards in day-care programs for children.

ADA supports the achievement of comprehensive nutrition standards in day-care programs. Recommended standards focus on meeting the child's nutrition needs in a safe and pleasant environment that promotes sound physical, social, and emotional development. Staff and parents should be informed of the child care program's role in meeting the nutrition needs of enrolled children. Parents should be encouraged to participate actively in the program's nutrition activities to assure continuity in the child's nutrition education.

Child↗
PubMed1987

A perspective on human performance as the limiting factor in aircraft performance.

The popular notion appears to be growing that the human is the limiting factor in aircraft performance. Proponents cite recent instances of pilot loss of consciousness during maneuvers. The aerospace medicine perspective differs, seeing the aircraft not as a vehicle in which to make hard turns, but as a mission-directed weapon system for which the pilot is the enabling factor. Various "human limiting factors" are described among requirements staffs, developers, researchers, trainers, and operators. A plea is made to pursue available avenues to improve manned weapon system performance and to see even our most sophisticated weapons as human instruments.

Aerospace Medicine↗
PubMed1986

Assuring the quality of a clinical pharmacokinetics service.

A quality assurance program for a clinical pharmacokinetics service that meets current Joint Commission on Accreditation of Hospitals (JCAH) requirements for quality assurance is described. The clinical pharmacokinetics service is provided by pharmacists who have been certified through a staff development program. The clinical pharmacokinetics quality assurance program is part of the department's overall quality assurance program. Information from records maintained by pharmacists who are involved in the pharmacokinetics service is reviewed monthly and compared with 14 criteria that were approved by the pharmacy and therapeutics committee. Results of the monthly audits are summarized in a trend report; these results are communicated to the pharmacists involved, and any necessary corrective actions are taken. The program has led to more appropriate selection of target peak and trough serum drug concentrations, improved documentation of patient data, and better monitoring of each patient's renal function. Physician use of the service has increased as the quality of the service has improved. The quality assurance program has provided mechanisms for monitoring the quality of patient-care services and satisfying current JCAH requirements.

Hospital Bed Capacity, 100 to 299↗
PubMed1978

Nursing aide training by community saves hospital time, space, money.

A hospital's staff development department and the community's public school adult education division jointly established an out-of-hospital training program for nursing aides and orderlies. This arrangement has enabled the hospital to devote more resources to other high educational priorities. It also has ensured effective training for the students and excellent employment opportunities for the graduates.

Costs and Cost Analysis↗
PubMed1980

Essential skills for baccalaureate graduates: perspectives of education and service.

What psychomotor tasks should baccalaureate graduates be able to perform when they arrive on the doorsteps of practice settings? This article describes a research study in which a representative sample of nursing educators and nursing service personnel provide their perceptions in regard to that question. The content offers a clear view of the expectations of both groups, emphasizes the need for dialogue on this topic between educational service, and raises important issues for nursing administrators regarding the role of staff development and the transition of new graduates to the work setting.

Attitude of Health Personnel↗
PubMed1980

Application of behavioural science research to the dental office setting.

The one-to-one intervention between patient and dentist continues to offer significant opportunities for practitioners to impact positively on their patients' oral health behaviour. A growing body of behavioural science research offers suggestions for maximizing these opportunities. The practitioner and his staff, developing programs for the improvement of oral health behaviour, should assess the patients' individual dental educational needs, make the educational diagnosis, increase the patient's motivation to achieve the prescribed preventive behaviour and monitor and reinforce the patient's progress toward achieving optimum goals. A concerted effort must be made to reduce the barriers which prevent the patient from obtaining these goals. One of the foremost barriers is dental-related anxiety and fear. Successful anxiety-reducing procedures include: relaxation, modelling, desitization, pre-surgical waiting periods, hypnosis and patients' control methods. The choice of the appropriate combination of preventive procedures in the dental office varies according to each patient's needs and the selected methods should be governed by the practitioner's understanding of their relative effectiveness when applied to each individual situation. This paper provides commentary on a prevention-oriented dental practice, in light of current behavioural science research findings as well as the successful application of these findings by practitioners.

Anxiety↗
PubMed1979

Nurse mentor system cuts costs, boosts quality of patient care.

A new approach to patient care, which combines the mentor concept used in industry and the team concept used in traditional health care delivery systems, is helping to solve one hospital's problems of a chronic regional shortage of registered nurses, regularly rising costs, lack of recognition for individual interpersonal and clinical expertise, and the lack of an ongoing staff development program. The nurse mentor at Children's Hospital of San Francisco acts as a patient advocate and also counsels, teaches, coaches, supports, promotes, and inspires the members of her primary nursing team.

California↗
PubMedDate not supplied

The impact of teacher characteristics on teaching.

A great deal has been written about the impact of positive characteristics on success in teaching. But what of negative characteristics? How might these have an impact on teaching? This question is explored in this article. The answer to this question can help staff development and inservice educators increase awareness of the hidden influences on teaching.

Faculty, Nursing↗
PubMed1994

[Synergetic hospital organization--a chance for nursing].

In their work as counselors in the field of organisational psychology and staff development, the authors are constantly in search of ideas which are relevant to hospital work. They became aware of the concept of 'Fraktal factory', arising from reports of peoples' experiences. The concept refers to the synergistic organisation of decentralised, interdisciplinary, selfregulating units- 'Fraktale'. They found the concept convincing, it seems to represent an important principle for hospitals. It is a holistic concept. The concept should be adapted to nursing and introduced into the hospital. Because the concept is worth exploring and promising, since it is patient-centered and focuses on nursing, the authors hope that this paper will arouse curiosity among readers. They offer the concept for discussion and hope to encourage venturing into new territory. They hope it will stimulate experiments of adaptation and transplantation.

Holistic Health↗
PubMed1995

A proficiency-based orientation program for perioperative nurses.

One of the primary responsibilities of staff development in the operating room is developing and implementing a comprehensive orientation and assessment program for nurse orientees. This orientation program must be relevant to both the nurse's and the hospital's needs. It must also meet the requirements of accreditation agencies. Proficiency Requirements for Entry-Level Perioperative Practice, a proficiency-based orientation program, meets those needs in a cost effective and simple manner.

Clinical Competence↗
PubMed1995

Competency-based education: implications and application in perioperative education.

This article discusses the differences of competency-based education (CBE) compared with traditional staff development activities in the perioperative setting. The impact of a CBE-based educational program is detailed. Brief explanation of the methods a surgical department can apply and implement in a CBE training program is also shown. Methods to establish evaluator credentials and evaluation tools are additionally discussed.

Clinical Competence↗
PubMed1995

Theory M: A restructuring process.

Through the Nursing Incentive Reimbursement Award (NIRA) Program initiated by the New Jersey Department of Health, a medical center tested, over a two-year time frame, the impact of a staff-developed "Theory M" nursing model. Three nursing units served as control groups and one as the experimental group that incorporated the following features: restructuring of a nursing unit through the redefinition of roles; modifying nurse staffing patterns to change existing ratio of RNs to NAs; incorporating matrix management principles; developing, implementing and evaluating training and educational programs; and renovating a nursing unit.

Health Care Reform↗
PubMedDate not supplied

Hospital performance plus: a tool to shift paradigms in nursing roles.

A project was initiated by the Vice-President, Nursing at The Queen Elizabeth Hospital, Toronto, to clarify the role of the Nurse Manager. The strategy undertaken involved the Staff Development department, and an outside consulting firm, Richard Kemerer and Associates Ltd. The facilitated process resulted in alignment of job expectations, management development strategy, and performance accountability. The model used behavioral statements of what should be done based on a vision of the role at least two to three years ahead of the present time. Each nurse manager accountability was elaborated by a small group of nurse managers considered most competent in that area of practice. Ultimately all management team members reviewed the Job Profile for validation. The result of the process has been better performance plus higher morale and a paradigm shift for the nursing division at The Queen Elizabeth Hospital, Toronto, Ontario.

Humans↗
PubMed1993

Organizational predictors of staff stress, satisfaction, and intended turnover in a service for people with multiple disabilities.

Questionnaire data were collected from 64 direct-care staff members in a residential facility for people with multiple disabilities. Path analyses identified a number of organizational factors that predicted levels of perceived stress, overall job satisfaction, overall life satisfaction, and perceived likelihood of leaving the organization. Factors found to be common influences on all outcome measures included support from other staff (largely supervisory), job variety, staff perceptions of organizational democracy, goodness-of-fit between the attitudes and aims of staff and those of the organization, staff development, and income. Implications of the findings for service managers were discussed.

Adult↗