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Results for “Medical Laboratory Personnel”

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At least 19 recordsLinked to original sources
PubMed1992

The impact of multiskilled practice on the job satisfaction of medical laboratory personnel.

This study examined practice patterns of medical laboratory personnel and investigated relationships of job-related variables and job satisfaction for single- and multiskilled practitioners. Data were collected from a random sample of American Society of Clinical Pathologist-registered practitioners in a five-state region. Twenty-five percent of the sample was categorized as multiskilled. Regression analysis revealed that work performed had a significant positive contribution to overall job satisfaction for medical laboratory technicians (MLTs) and medical technologists. The strength of the relationship was weakest for multiskilled MLTs. Results support the contention that when jobs are redesigned, enriching them by adding tasks of increased complexity and challenge is possibly more effective than simply enlarging the jobs with lower- or parallel-level tasks.

Adult↗
PubMed1982

Continuing education for medical laboratory personnel: The telephone conference approach.

In the wake of a health care knowledge explosion, maintaining practitioner competency is an important concern of both practicing health care professionals and the many certifying and licensing bodies. One approach to this issue, particularly for professionals in rural areas, is the use of telephone conferencing. With this approach, the practitioner is able to participate in continuing education by listening to a lecture broadcast over conventional long-distance telephone lines. In advance of each program, printed and visual materials are forwarded to the respective conference sites. At the end of the lecture, each participant is given the opportunity to engage the speaker in a question and answer session. This paper describes the programmatic activities related to developing, implementing, and evaluating the telephone conference approach. This approach, with respect to the continuing education of medical laboratory personnel, has been operating at the University of Nebraska Center for the past seven years.

Education, Continuing↗
PubMed1977

Medical laboratory personnel: clinical education and employment in Connecticut.

This paper presents the results of a survey of CLA, MLT, and MT graduates of clinical programs in Connecticut. It reports on characteristics such as educational background and employment history. Differences among the three professional categories are examined with respect to method of locating first job, setting, activities and tasks, job titles, and applicability of education to employment.

Allied Health Personnel↗
PubMedDate not supplied

Brucellosis: an occupational hazard for medical laboratory personnel. Report of five cases.

Five cases of laboratory-acquired infection with Brucella melitensis are reported. This pathogen is highly contagious when handled in the laboratory. Clinicians should alert technologists when brucellosis is suspected so that specimens are handled under the most stringent safety measures. Serological surveys and instructions of laboratory workers regarding the clinical diversity of the disease are helpful for early recognition of secondary cases. On the other hand, clinicians should consider brucellosis in medical laboratory workers with unexplained signs and symptoms.

Adult↗
PubMedDate not supplied

Tracing our roots: a new era in clinical laboratory science education.

OBJECTIVE: To describe the emergence of laboratory personnel at the technician and assistant levels and discuss educational issues that arose between 1962 and 1977. DESIGN: A survey of literature on the history of clinical laboratory science (CLS) was conducted. References consulted include various books and professional journals. CONCLUSION: Advances in scientific and medical knowledge and the development of new technologies created new roles and responsibilities for medical technologists (MTs) in the areas of education, research, and laboratory management. At the same time, the certified laboratory assistant (CLA) category was established as a means of providing competent personnel to work in physician office laboratories and small community hospitals in lieu of a certified MT. The growth in popularity of two-year colleges and the availability of federal funding for the development of allied health programs led to the establishment of yet another category of laboratory personnel: the medical laboratory technician (MLT). These developments prompted educators to modify their CLS curricula, develop educational programs at the CLA and MLT levels, and provide opportunities to CLAs, and MLTs for upward mobility. Furthermore, once the Board of Registry (BOR) established the baccalaureate degree as the prerequisite for MT certification, educators also began to restructure and more closely integrate the academic and clinical components of MT programs.

Education, Professional↗
PubMedDate not supplied

Medical laboratory workforce trends and projections: what is past is prologue.

During the last several decades, supply and demand trends for clinical laboratory personnel have been cyclical. Factors such as quantity of graduates from accredited training programs, quality and quantity of career recruitment, growth of new technologies, automation, downsizing, and consolidation of services have affected the balance of workers needed to meet demand. More recently, several additional forces led to a potential long-term shortage of clinical laboratory personnel. This article reviews major studies of staffing strategies and outlines strategies of the American Hospital Association to ease the current shortage crisis.

American Hospital Association↗
PubMed1991

Certifying foreign-trained technologists: should the CSLT change?

The certification of foreign-trained technologists is a very sensitive issue, and the CSLT must proceed with caution in making changes to the system. The policy cannot afford to be too lenient, lest in this litigation-conscious climate an incident were to occur that could undermine the credibility of the certification process. On the other hand, it must not be protectionist and discriminatory. If the labour market does become undersupplied with medical technologists, employers in non-regulated provinces may choose to replace their ranks with non-CSLT-certified employees. If this were to happen to a significant degree, employers might come to rely less and less on the CSLT's stamp of approval. In either case, the value of the CSLT, and the RT itself, is at risk.

Canada↗
PubMed2005

Changing educational paradigms in transfusion medicine and cellular therapies: development of a profession.

The transfusion medicine profession can be easily compared and contrasted with an early 1900 ironclad ship operating in the rough seas of the 21st century. Without modifying the old ship to today's standards, even the captain and crew will begin to expect the ship to meet its demise. The unfortunate passengers, on the other hand, do not expect that they are on an old obsolete ship and, instead, are innocent victims stuck on a doomed course. The old ironclad ship must change into a sleek cruiser and utilize the latest available technology so that its well-educated and competent captain and crew can safely navigate even the most challenging waters. The transfusion medicine profession must transform itself into a state-of-the-art ship so that it, like the refurbished ironclad ship, can be set on cruise control through the open seas. The question facing our industry is do we have the courage to utilize modern technology and to commit the funds necessary to develop, implement, and maintain our existence? It is difficult to plot a steady course into the future because of existing challenges that stand ready to sink our profession, including economic wrangling over regulation, technologic changes, generation conflict, and political differences that threaten our excellence. The primary purpose of this article is to focus on the educational needs that affect all personnel involved in transfusion medicine. In addition, this article will address potential adverse outcomes and investigate possible resolutions to avoid the "sinking ship." Within the next 5 to 7 years, without a corrective course of action, our profession will be at the bottom of the clinical ladder, remembered more for its demise and tragic ending than for its accomplishments. It is hoped, successful implementation of changes in educational paradigms in transfusion medicine may lead to a renaissance within our workforce-generations working together, each sharing and learning from one another.

Accreditation↗