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Results for “continuing professional development”

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PubMed1990

A spoonful of competence helps the medicine go down.

The Organisation Development Consultancy based in the training department of the North Western RHA has been involved recently in a variety of projects researching into management competencies. This article outlines the findings from a project undertaken at Tameside and Glossop HA. The aim of the research was to provide an information base on which to build an appropriate recruitment and selection strategy and training and development policy for the continued future development of the district.

Administrative Personnel↗
PubMedDate not supplied

Fast, global, and entrepreneurial: supply chain management, Hong Kong style. An interview with Victor Fung. Interview by Joan Magretta.

Li & Fung, Hong Kong's largest export trading company, has been an innovator in supply chain management--a topic of increasing importance to many senior executives. In this interview, chairman Victor Fung explains both the philosophy behind supply chain management and the specific practices that Li & Fung has developed to reduce costs and lead times, allowing its customers to buy "closer to the market." Li & Fung has been a pioneer in "dispersed manufacturing." It performs the higher-value-added tasks such as design and quality control in Hong Kong, and outsources the lower-value-added tasks to the best possible locations around the world. The result is something new: a truly global product. To produce a garment, for example, the company might purchase yarn from Korea that will be woven and dyed in Taiwan, then shipped to Thailand for final assembly, where it will be matched with zippers from a Japanese company. For every order, the goal is to customize the value chain to meet the customer's specific needs. To be run effectively, Victor Fung maintains, trading companies have to be small and entrepreneurial. He describes the organizational approaches that keep the company that way despite its growing size and geographic scope: its organization around small, customer-focused units; its incentives and compensation structure; and its use of venture capital as a vehicle for business development. As Asia's economic crisis continues, chairman Fung sees a new model of companies emerging--companies that are, like Li & Fung, narrowly focused and professionally managed.

Commerce↗
PubMed1999

Improving the environment for women in nephrology.

Data on the representation and distribution of women in nephrology and internal medicine show why continuing efforts are required to ensure that women reach their potential in academic medicine. Some of the cumulative disadvantages that women face in their professional development are summarized, particularly those related to obtaining mentoring. Efforts on the part of the Association of American Medical Colleges and one department of medicine are described as examples of strategic interventions, and other actions are suggested, with the goal of increasing women's leadership in nephrology, as well as in academic medicine overall.

Faculty, Medical↗
PubMed2001

A personal glimpse of clinical infectious diseases: 1949-1999.

We have witnessed the advent of the antibiotic era and the development of potent immunization agents in the second half of the 20th century. These remarkable scientific tools enable us to treat and control infectious diseases effectively. Yet the development of microbial resistance to antimicrobial agents and the emergence of new or previously unrecognized infectious diseases continue to challenge the medical and public health professionals. Most ominously, the ill-natured terrorists and mistrustful administrators in certain nations have capitalized on the modern microbial technology to create means for bioterrorism and biological warfare. When will humans ever learn?

Bacteria↗
PubMed2001

[Rehabilitation nursing: thoughts on a specific role].

This article presents some thoughts about nursing care rehabilitation. The specifications and the evolution of the place of practice, as well as the patients' needs, make the professional's role continue after initial learning. In relation to some particularities of the patient's rehabilitation needs, we suggest exploration of concepts allowing to develop the nurse's role in rehabilitation. The co-animation of the therapeutic project, health education and the relation to the patient will be the guiding principles to investigate our practice. While a break between the initial training and the practice of rehabilitation seems inevitable, it will be important to determine the nature of the continuous training which we can propose.

Rehabilitation Nursing↗
PubMed2005

Acute care nurse practitioner practice: results of a 5-year longitudinal study.

The role of acute care nurse practitioners (ACNPs) has developed in capacity. More than 3500 advanced practice nurses have been certified as ACNPs, and the number of practice settings where these professionals work is continually expanding. Beginning in 1996, a series of surveys were conducted of nurse practitioners seeking national certification as ACNPs. What started as an attempt to gather information on the role of ACNPs evolved into a national 5-year longitudinal survey of ACNP practice. The cumulative results of the project are reported, and how the role of the ACNP was established in advanced practice nursing is discussed.

Adult↗
PubMed1991

Microcomputer software simulating problems in Rh immune globulin prophylaxis and hemolytic disease of the newborn.

Our purpose was to develop educational software that would simulate laboratory investigation of problems in Rh immune globulin prophylaxis and hemolytic disease of the newborn. An interactive, branching style program was developed using a 256K Penonal Computer (International Business Machines, Boca Raton, FL). The software has been used in over 125 institutions for preprofessional and continuing professional education.

Journal Article↗
PubMed1990

Developing a unit-based quality assurance tool.

Due to the dynamic nature of QA, the indicators for the critical care nursing division will continue to change in response to societal, professional, and individual values, as well as to advances in scientific knowledge. Perhaps the latter will present the greatest challenge to the CNS, whose direct and indirect roles influence the quality of care in the critical care setting.

Humans↗
PubMedDate not supplied

Factors influencing recruitment and retention: why RNs work in rural and remote area hospitals.

This study aimed to construct a demographic profile of registered nurses employed in three rural and three remote area hospitals in NSW. The study also identified factors that contributed to the nurses seeking their present positions, intending to remain in them or leave. Interviews were conducted with 52 registered nurses and all 158 nurses employed in the hospitals were subsequently surveyed using a questionnaire developed on the basis of the interviews. The major positive professional factors that nurses associated with their employment were: employers' recognition of the importance of continuing professional education, good relations with peers and job satisfaction. A liking for country life and a preference for raising their children in country towns were the RNs' main personal reasons for seeking and remaining in their employment. The major negative professional factors of employment were: poor attitudes of doctors and administrators, employers' lack of understanding of professional needs, inadequate backup, staff shortages and inadequate access to professional education. Concerns about their children's education and the cost of educating children away from home were the most commonly cited personal reasons for leaving, or intending to leave, employment.

Adult↗
PubMed2003

Balancing professional and personal satisfaction of nurse managers: current and future perspectives in a changing health care system.

OBJECTIVE: The objectives of this research were to explore and describe emerging new roles of First-Line Nurse Managers (F-LNMs i.e. individuals who oversee the daily operations of nursing units, regardless of their titles) in one Canadian province, identify their requisite knowledge, skills, competencies, and determine the training and development needs of these managers. BACKGROUND: F-LNMs, recognized as key players in health care systems, face major challenges (e.g. continuing organizational change, lack of resources) daily. These challenges affect their ability to achieve quality work experiences for their staff members and quality of nursing care for their patients and for themselves. METHODS: The research design entails a triangulation of investigators (nursing and management), methods (interviews and a Delphi Study), samples (interviews with 26 F-LNMs and a Delphi Study with 62 panelists), and data (qualitative and quantitative). Institutions were randomly selected and then F-LNMs were randomly selected to participate in personal interviews and the remaining F-LNMs, along with nominated senior administrators, were invited to participate in the Delphi Study. RESULTS: Key findings relate to role changes (e.g. job enlargement and emphasis on efficiency), challenges (e.g. staffing and retention, frustrations), and recommendations for administrators (e.g. provide resources, training and development) and educators (e.g. link education to organizational needs). Ultimately, organizational changes and challenges affect how F-LNMs perceive their future professional (e.g. providing quality of patient care) and personal (e.g. high quality of life) satisfaction levels. CONCLUSIONS: This research suggests that the role of F-LNMs continues to evolve, consistent with the changing health care system. F-LNMs face challenges that compromise performance of their functions as they believe their work should be completed. To enhance satisfaction in their roles, F-LNMs express a desire for balance in their professional and personal lives.

Adaptation, Psychological↗
PubMed2006

Job structure and burnout among primary care pediatricians.

BACKGROUND: Burnout is an occupational disease that impairs both quality of health care and physicians' health. It is associated with emotional distress, absenteeism, reduction in personal effectiveness, and increased risk for health problems. Burnout has rarely been investigated among pediatricians. OBJECTIVES: We investigated the association between work structure and burnout among primary care pediatricians. Work structure was conceptualized as the discrepancy between perceived workload and satisfaction from specific professional activities. METHODS: 126 Israeli pediatricians at child healthcare community clinics (63% response rate) responded anonymously to a self-report questionnaire assessing workload, satisfaction and burnout. RESULTS: Burnout was associated significantly with workload/satisfaction discrepancy. The highest discrepancy involved administrative duties and the lowest was found for regular office visits, consultations concerning child development and inoculations, and continuing medical education. CONCLUSIONS: Burnout was associated with infrequent performance of satisfying activities (e.g. research, tutoring medical students); and frequent engagement in disliked duties (e.g. administrative work). Burnout may be reduced by modifying work structure to include more involvement in professional interactions with other professionals, more varied and challenging activities such as teaching medical students, participating in research and community health promotion.

Adult↗
PubMed1981

Institutionalization of programs in medical education.

Through the use of questionnaires and interview schedules during extended site visits, sixteen programs training residents in non-family medicine primary care were studied to determine what factors contributed to program success -- known as "institutionalization" -- or to program failure. The findings revealed that programs were initiated for either philosophic or pragmatic money reasons. For programs to begin, to continue, and to be institutionalized was due to several contributing key factors. These included the resolution of programmatic differences in regard to goals; development of a substantive quality program; presence of forceful and respected leadership; tangible support of the administration and key academic departments; commitment of the teaching staff; anticipation of potential conflicts; participation of the involved lay and professional community; and the availability of some continued funding. The study also revealed that one program was a complete failure and had to be aborted because none of the key factors were present. The study concluded that the best way for institutionalization to occur is to assure that sound and comprehensive planning takes place. With thorough and anticipatory planning, the conditions essential to program institutionalization can be met more easily.

Internship and Residency↗
PubMedDate not supplied

Peer coaching: the next step in staff development.

A common problem in continuing nursing education and staff development is the transfer of learning to clinical practice. Peer coaching offers a solution to this problem. Initiated by educators, peer coaching has been researched in educational settings and found to be effective in facilitating the transfer of newly acquired knowledge and skill into classroom teaching strategies. This article describes the background, components, process, characteristics, and benefits of peer coaching. A specific example of using peer coaching to teach clinical breast examination skills is used to illustrate the application of peer coaching to the staff development of healthcare professionals. Peer coaching is the next step in nursing staff development.

Attitude of Health Personnel↗
PubMed1998

Improving oral health for people with special needs through community-based dental care delivery systems.

A community-based dental care delivery system is described. This system has been used in a number of communities in California to improve oral health for people with special needs. It includes oral health assessment, coalition building, development and networking of local resources, training of dental professionals, and utilization of preventive dentistry training materials. Also discussed are challenges of the future that will need to be met to continue to make oral health a priority and reality for people with special needs in California.

Adolescent↗