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Twentieth-century social and health-care influences on location of death in Canada.

Providing the right care, in the right place, to dying persons is hampered by a lack of understanding of where death and dying normally take place and ignorance about what influences location of death. This paper reports the findings of a multidisciplinary historical investigation of 20th-century influences on location of death in Canada. It builds on a study that found a hospitalization-of-death trend in Canada over much of the 20th century but a reduction in hospital deaths beginning in 1994. This study found 2 key influences on location of death: (1) health-care and health-system developments that consolidated care in hospitals while also raising and sustaining public expectations of beneficial if not curative hospital care--the rising hospital-death rate throughout the 20th century can thus be considered an outcome of the shift of illness care from the home to the hospital; and (2) reduced availability of home-based caregivers. A number of developments limited the availability of home care for chronically ill and terminally ill persons, including the increased participation of women in the workforce and the shift in nursing from private home duty to hospitals. Although some health and social support for home care has developed recently, this support clearly does not match that for hospital care. These findings indicate that location of death is an important focal point for studying and planning improvements in end-of-life care.

Canada↗

Training for crisis resolution home treatment teams.

The changing training needs of the mental health workforce have been increasingly highlighted in recent years with the national development of new services like crisis resolution/home treatment teams. This article presents some key changes made to short training courses in crisis resolution.

Attitude of Health Personnel↗

Labor emigration and the accumulation and transfer of human capital.

"This article examines the processes involved in the acquisition and transfer of human capital by Filipino overseas workers.... In the four major occupational groupings (seamen, production/construction workers, domestic helpers and entertainers), little homeward transmission of human capital has been identified.... Because of the high rate of unemployment in the economy, the outflow of workers has had no observable impact on domestic wage rates."

Asia↗

Labor migration in Southern Africa and agricultural development: some lessons from Lesotho.

The authors examine policy issues with regard to attempts by Lesotho to develop agriculture as a viable alternative to out-migration for employment and income. They argue that "an appropriate agricultural development strategy for Lesotho would emphasize relatively labor- and land-intensive agricultural enterprises, such as horticultural operations and closely managed livestock activities. The suggestion is that only agriculture of this kind will generate sufficient returns on a limited land base to dissuade men from going to the mines. Our paper develops a more complete theoretical and empirical foundation for examining this as well as other agricultural strategies."

Africa↗

The impact of corporate memory loss: What happens when a senior executive leaves?

PURPOSE: The author is a nursing management practitioner, whose purpose in writing this paper is twofold: to examine the impact of corporate memory loss on a health care institution, caused by increasing retirement rates of senior executives; and to use this research as an opportunity for action learning where both the author and the institution can benefit from the learning outcomes. DESIGN/METHODOLOGY/APPROACH: Using qualitative research methods based on ethnographic interviewing techniques and grounded theory, the author interviews 12 senior executives from four diverse health care facilities. The purpose is to determine the point at which corporate memory loss, in the form of tacit knowledge in the heads of departing executives, becomes a problem for the institution. FINDINGS: The research determined that the requisite managerial competencies normally assumed for senior management positions are insufficient to minimize the negative impacts of corporate memory loss caused by departing senior executives. Effective knowledge management and knowledge transfer within the organization are fundamental for ongoing organizational effectiveness. RESEARCH LIMITATIONS/IMPLICATIONS: The research is limited to 12 senior executives. The grounded theory nature of the research provides a framework for more research in other institutions to test and further explore some of the findings. PRACTICAL IMPLICATIONS: One of the most significant threats facing the majority of health care organizations related to the aging workforce is the greater number of staff who are retiring from all levels within the organization. The development of techniques to reducing the impact of corporate memory loss on the culture of an organization will increase its effectiveness, help build continuity, and provide a more secure footing for the workforce of the future. ORIGINALITY/VALUE: The exit of knowledge workers is causing a major problem for Canada's health care organizations. This study throws more light on to this problem from the point of view of senior executives who have been specifically impacted by the problem of corporate memory loss.

Canada↗

The importance of workforce planning in the NHS in the 1990s.

Considers a variety of pressures, both internal and external to the National Health Service, which in recent years have ostensibly increased the importance of sound workforce planning initiatives. These include, among others: skill shortage; the drive towards cost-efficiency and effectiveness; an altered philosophy of care through technology; the develop of competence-based training initiatives; nationwide demographic changes; and the need to develop identifiable skill shortages. Presents reprofiling (skills alignment with organizational needs) and skill mix and distribution as useful approaches to workforce planning and concludes with a brief consideration of implications for planners of professional boundaries and changed educational priorities for health service personnel.

Health Planning↗

Population structure in the Arab world and its impact on integration and development trends.

The author examines three issues: "population structure in the Arab world; trends making for integration and unity among the Arab countries; and economic and social development trends." Data from the United Nations for 1985 and from recent censuses are used to discuss population size, growth, and spatial distribution; the labor force; age and sex distribution; and fertility, mortality, and natural increase. Figures are presented separately for 22 Arab countries. Attention is then given to the relationships between population structure and economic and social development and between development and Arab unity and integration.

Africa↗

Retention of nursing staff -- a team-based approach.

This case study discusses a team-based approach to the retention of nursing staff. In 2001, Mercy Hospital for Women (Mercy) was part of a benchmarking study to try to understand more about its nursing workforce. The results indicated that 40% of nursing staff were at risk of leaving the Mercy and 41% of nursing staff at risk of leaving their profession. With a pending relocation of the hospital, increased agency costs, and a high number of nursing staff at risk of leaving, the hospital established a project to address this issue. A team of nurses worked together to improve the retention of staff and the culture of the organisation. The team spent time developing their own skills and competencies in teamwork, and understanding more about the workforce. A project plan was established, and over a period of eighteen months nurses reported an improvement in the culture of the organisation and a reduction in the risk of nurses leaving the Mercy. This is an example of what an empowered team can do. The fundamental drivers underpinning the process were effective teamwork combined with employee involvement and a shared vision. This project used the principles of the learning organisation -- a more recent aspiration of the Mercy.

Humans↗