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Results for “workforce development”

Search indexed PubMed citations on genomics, clinical trials, systematic reviews and public health. Explore titles, authors and supplied subject terms, then open the PubMed record.

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PubMed1995

Population growth, sex ratios, and women's work on the contemporary Amazon frontier.

"This paper uses 1991 census and 1990 survey data from Brazil to test hypotheses regarding the relationship between population growth (most of which stems from immigration), sex ratios, and women's labor force participation on the Amazon frontier. Strong evidence supports the link between population growth and sex ratios, though significant local variation exists. The relationship between sex ratios and gender roles, especially female labor force participation and occupational mobility, is less clear and appears variable."

Americas↗
PubMed2001

The stress of progression from school to work for adolescents with learning disabilities em leader What about life progress?

Four students with learning disabilities were interviewed about their experiences at work. Two students, one male and one female, were high school seniors and two students, one male and female, were freshmen at a community college. Individual student interviews ranged from 2 to 4 hours. Informal interviews were conducted with students' teachers and parents. At the time of the interview, students had part-time, unskilled jobs in which they had worked for at least 6 months prior to participation in the study. Themes that emerged from analysis of the data included students' reactions to entering the workforce, stress in learning the job tasks, overcoming difficulties by developing coping strategies, learning work values and parental influences. Student interviews underscored the importance of practice runs and real life learning to reduce stress prior to entering the work force.

Journal Article↗
PubMed2003

Nurses learn vital signs of safety.

Protecting home health nurses and other professionals is a growing problem for healthcare security. The authors present their recommendations for an effective home healthcare safety program.

Home Care Services↗
PubMed2003

Nursing grades. In the frame.

Competency-based frameworks were developed to cover community nursing, school nursing and health visitors, to improve retention and working methods. It identified large variations between organisations and in nurses' ability to progress their careers. The frameworks are run by all six PCTs in the area and cover grades A to H.

Career Mobility↗
PubMed2003

Let's hear it for B players.

In the much-heralded war for talent, it's hardly surprising that companies have invested a lot of time, money, and energy in hiring and retaining star performers. For most CEOs, recruiting stars is simply more fun; for one thing, the young A players they interview often remind them of themselves at the same age. For another, A players' brilliance and drive is infectious; you simply want to be in their company. Besides, in these troubled times, when businesses are so vulnerable, people who seem to have what it takes to turn around a company's performance are almost irresistible. But our understandable fascination with star performers can lure us into the dangerous trap of underestimating the vital importance of the supporting actors. It's true that A players can make enormous contributions to performance. Yet, as the authors have found, companies' long-term performance--even survival--depends far more on the unsung commitment and contributions of their B players. These capable, steady performers are the best supporting actors of the corporate world. Companies are routinely blinded to the important role B players serve in saving organizations from themselves. They counter-balance the ambitions of the company's high-performing visionaries, whose much-esteemed strengths, when carried to an extreme, can lead to reckless or volatile behavior. In this sense, B players act as a stabilizing force for charismatic A players who might otherwise destabilize the organization. Unfortunately, organizations rarely learn to value their B players in ways that are gratifying for either the company or these employees. As a result, they see their profits sinking without understanding why. This article will help you to rethink the role of your organization's B players. The authors show how you can mentor and nurture B players to ensure their continued participation in the company.

Aptitude↗
PubMed1992

Views on AuD.

Explore the source record for details and available documents.

American Speech-Language-Hearing Association↗
PubMed2004

The characteristics and training of professionals in cancer prevention and control: a survey of theAmerican Society for Preventive Oncology.

To secure continuous stewardship in the field of cancer prevention requires in part training the next generation of scientists and practitioners effectively. We characterized members and meeting registrants of the American Society for Preventive Oncology and assessed their career needs using an electronic survey. From 380 valid email addresses, 233 respondents (61%) included 143 physicians and 81 respondents with other doctorates. More than one third worked at cancer centers (36%), while others worked at schools of medicine (25%) and public health (17%) and other institutions and businesses (22%). Among all respondents, 52% reported having at least one mentor but time spent advising by mentors was generally low. Many were less than satisfied with the amount of mentoring received (44%) and 52% reported interest in matching with an American Society for Preventive Oncology mentor. All were interested in grantsmanship training but junior and senior respondents differed in their preference for other topics, reflecting needs that change with career advancement. Other analyses focused on aspects of institutional commitment, which did not differ by type of degree, even after age adjustment. However, by gender and degree, men were completely supported by institutional funds more often than women among non-medical doctorates [age-adjusted odds ratio (OR) = 3.3, 95% confidence interval (CI) = 1.1-9.8] but not among physicians (age-adjusted OR = 1.3, 95% CI = 0.5-3.1). Men were also more often in tenure-track positions than women (age-adjusted OR = 1.9, 95% CI = 1.1-3.3). In sum, addressing the career development needs of future leaders in the field by providing career and mentoring sessions at annual meetings may help individuals in the field and enrich the discipline overall.

Adult↗
PubMed2006

Rural clinician opinion on being a preceptor.

INTRODUCTION: This article reports the evaluation of the motivation and experiences of preceptors of health professional students in the Spencer Gulf Rural Health School (SGRHS) in South Australia. The aims for this evaluation were to establish: (1) What factors influenced the professional's decision to precept students? (2) Did preceptors report having adequate skills and preparation for preceptoring? (3) What were the variations in professional streams with regards to the factors and skills of the staff involved? (4) What were preceptors' overall perceptions of their role? Heeding the opinions of preceptors involved in such initiatives is an important part of ensuring the sustainability of the rural workforce initiatives such as SGRHS. METHODS: A preceptor questionnaire was developed from the literature in 2002 and pilot tested twice. At the end of 2004, all 255 preceptors who had been involved with SGRHS placement programs were sent a paper questionnaire. 145 valid responses were received (58%). The data were analysed using SPSS, Excel and Xpro. RESULTS: Respondent preceptors were drawn from medicine (n = 70), nursing (37), allied health (24), and other (14) backgrounds and had generally preceptored previously (133). Respondents had preceptored a total of 1007 students from medicine, nursing, allied health and other fields of study. Respondents had worked for either a very long time (> 15 years) or a short time (< 5 years) in rural areas. Respondents reported the factors which influenced their decision to precept were (in order): (1) I value my contribution to the growth in student's knowledge and skills; (2) Teaching allows me to promote rural health as a career option; (3) I enjoy the teaching/preceptor role; (4) Being a preceptor enhances my desire to keep up with recent health developments/literature; (5) I increase my time reviewing the basics of my clinical knowledge. There was significant interdisciplinary difference with nurses valuing their professional contribution more highly than doctors or allied health professionals. Preceptors' reports of their rural placement experiences reveal high agreement (99%) with the statement about the purposefulness of rural placements for providing students with the opportunity to see careers in rural practice in action, and most (93%) believed that they had adequate skills to precept and (91%) that the placement was an overall positive experience for the practice. Open-ended answers were coded and analysed to further understand these findings. Medical preceptors delighted in sharing youthful students' enthusiasm for learning while nurses most enjoyed encouraging students' understanding of rural health care. The principal preceptor problems related to time and associated issues, while doctors more than nurses and allied health professionals reported these issues. CONCLUSIONS AND RECOMMENDATIONS: The SGRHS findings are consistent with world preceptor literature. To ensure sustainability of preceptors a number of areas need to be improved--notably recognition of loss of productivity; improvements to communication between sending institution and placement site; maintaining a multi-disciplinary approach to selecting preceptors based on the different 'world view' of the respondents; and, last, persisting with rural placements in acknowledgement that preceptors themselves agree that short observational placements allow students to see rural careers in action, which is the fundamental goal for rural placements.

Allied Health Personnel↗
PubMedDate not supplied

Rethinking schools of public health: a strategic alliance model.

Canada is in the midst of rejuvenation of public health organizations, mandates and infrastructure. Major planning exercises are underway regarding public health human resources, where academic institutions have a key role to play. To what extent could schools of public health be part of the solution? Many universities across Canada are considering or in the process of implementing MPH programs (some 17 programs planned and/or underway) and possible schools of public health. However, concerns are raised about critical mass, quality and standards. We encourage innovation and debate about ways to enhance collaborative and structural arrangements for education programs. A school of public health model might emerge from this, but so too might other models. Also, novel types of organizational structure need consideration. One example is a "strategic alliance" model that is broad-based, integrative and adaptive--building on the interdisciplinary focus needed for addressing public health concerns in the 21st century. From our perspective, the central question is: what (new) types of organizational structures and, equally important, collaborative networks will enable Canada to strengthen its public health workforce so that it may better address local and global challenges to public health?

Accreditation↗
PubMed2006

Good work for dentists--ideal and reality for female unpromoted general practice dentists in a region of Sweden.

Female unpromoted general practice dentists (GPDs) in the Public Dental Health Service (PDHS) constitute about one fourth of all working dentists in Sweden. Unpromoted means that the position is without managerial functions. According to many reports, they have a problematic psychosocial work situation. THIS THESIS AIMED TO: Describe the perceived health for these GPDs, in comparison with others with a similar work situation. Analyse their sense of support in comparison with others. Describe how they perceived "good work", i.e. both the healthy and socially responsible work, and whether there was a difference between their ideal and their reality. Analyse patterns in two aspects - the moral and the career aspects - of "good work" for dentists. In zooo, questionnaires were sent to all female unpromoted GPDs in the PDHS in a region of Sweden. The response rate was 94%. RESULTS: The dentists felt unwell, worse than other compared groups. There was little support from the management. There was little inter-colleague contact. There was no cross-sectional assciation between collegial neworks and support, but the qualitative investigation showed that collegial networks were perceived as positive. There was a great difference between ideal and reality concerning good work. The dentists felt a lack of influence, and this was the greatest difference of all. Three components of good work - "moral values and skill discretion", "career development" and "work environment" were found. The dentists emphasized the moral basis of their work, confirming the character of dentistry as primarily human service work. IN CONCLUSION: There were serious work environmental problems among these dentists. The dentists felt unwell and felt a great lack of influence on important decisions. There was little inter-colleague contact, but collegial networks were perceived as positive. There was little support from the management, indicating a clear weakness in the relations between employers and female unpromoted GPDs in the PDHS. Three components of good work were found, where the moral component was the most important but it also showed the greatest difference between ideal and reality. Thus, the dentists emphasized the moral basis of their work, confirming the character of dentistry as primarily human service work and not industrial work. The dentists with the highest level of commitment perceived the largest differences. The PDHS organization has therefore failed to convince or engage those whom it ought to engage, i.e. those with the greatest commitment. The way to improve the female unpromoted GPDs' work situation would be through increased influence and support, bridging the gap between ideal and reality.

Adult↗