Personnel Loyalty
Ethical Theory
Complicity
Torture
Frozen Foods
Dissent and Disputes
Yemen
Principle-Based Ethics
Ethics, Professional
Military Medicine
Patient Advocacy
Patient Satisfaction
Health Personnel
GP recruitment and retention: a qualitative analysis of doctors' comments about training for and working in general practice. (1/73)
BACKGROUND AND AIMS: General practice in the UK is experiencing difficulty with medical staff recruitment and retention, with reduced numbers choosing careers in general practice or entering principalships, and increases in less-than-full-time working, career breaks, early retirement and locum employment. Information is scarce about the reasons for these changes and factors that could increase recruitment and retention. The UK Medical Careers Research Group (UKMCRG) regularly surveys cohorts of UK medical graduates to determine their career choices and progression. We also invite written comments from respondents about their careers and the factors that influence them. Most respondents report high levels of job satisfaction. A noteworthy minority, however, make critical comments about general practice. Although their views may not represent those of all general practitioners (GPs), they nonetheless indicate a range of concerns that deserve to be understood. This paper reports on respondents' comments about general practice. ANALYSIS OF DOCTORS' COMMENTS: Training Greater exposure to general practice at undergraduate level could help to promote general practice careers and better inform career decisions. Postgraduate general practice training in hospital-based posts was seen as poor quality, irrelevant and run as if it were of secondary importance to service commitments. In contrast, general practice-based postgraduate training was widely praised for good formal teaching that met educational needs. The quality of vocational training was dependent upon the skills and enthusiasm of individual trainers. Recruitment problems Perceived deterrents to choosing general practice were its portrayal, by some hospital-based teachers, as a second class career compared to hospital medicine, and a perception of low morale amongst current GPs. The choice of a career in general practice was commonly made for lifestyle reasons rather than professional aspirations. Some GPs had encountered difficulties in obtaining posts in general practice suited to their needs, while others perceived discrimination. Newly qualified GPs often sought work as non-principals because they felt too inexperienced for partnership or because their domestic situation prevented them from settling in a particular area. Changes to general practice The 1990 National Health Service (NHS) reforms were largely viewed unfavourably, partly because they had led to a substantial increase in GPs' workloads that was compounded by growing public expectations, and partly because the two-tier system of fund-holding was considered unfair. Fund-holding and, more recently, GP commissioning threatened the GP's role as patient advocate by shifting the responsibility for rationing of health care from government to GPs. Some concerns were also expressed about the introduction of primary care groups (PCGs) and trusts (PCTs). Together, increased workload and the continual process of change had, for some, resulted in work-related stress, low morale, reduced job satisfaction and quality of life. These problems had been partially alleviated by the formation of GP co-operatives. Retention difficulties Loss of GPs' time from the NHS workforce occurs in four ways: reduced working hours, temporary career breaks, leaving the NHS to work elsewhere and early retirement. Child rearing and a desire to pursue interests outside medicine were cited as reasons for seeking shorter working hours or career breaks. A desire to reduce pressure of work was a common reason for seeking shorter working hours, taking career breaks, early retirement or leaving NHS general practice. Other reasons for leaving NHS general practice, temporarily or permanently, were difficulty in finding a GP post suited to individual needs and a desire to work abroad. CONCLUSIONS: A cultural change amongst medical educationalists is needed to promote general practice as a career choice that is equally attractive as hospital practice. The introduction of Pre-Registration House Officer (PRHO) placements in general practice and improved flexibility of GP vocational training schemes, together with plans to improve the quality of Senior House Officer (SHO) training in the future, are welcome developments and should address some of the concerns about poor quality GP training raised by our respondents. The reluctance of newly qualified GPs to enter principalships, and the increasing demand from experienced GPs for less-than-full-time work, indicates a need for a greater variety of contractual arrangements to reflect doctors' desires for more flexible patterns of working in general practice. (+info)Nursing workforce retention: challenging a bullying culture. (2/73)
Discussions surrounding nursing shortages typically focus on recruitment, but retention is also a problem. Emerging research suggests that intimidation in the nursing workforce is a problem that planners need to deal with as part of an overall strategy aimed at maintaining a balance between supply and demand. This paper explores issues surrounding intimidation in the nursing workforce and looks at how one major teaching hospital in Australia attempted to address the problem. (+info)Organizational practices, work demands and the well-being of employees: a follow-up study in the metal industry and retail trade. (3/73)
BACKGROUND: Rapid technological change and increased international competition have changed working life and work organizations. These changes may not be considered when researching employee work ability and well-being. AIM: This study investigates the impact of organizational practices, work demands and individual factors on work ability, organizational commitment and mental well-being of employees in the metal industry and retail trade. METHOD: A follow-up study was conducted to examine these connections among 1389 employees (mean age 42 years at baseline) in 91 organizations. The first survey was conducted in 1998 and was repeated in 2000. RESULTS: Changes in organizational practices and the demands of work were strongly associated with changes in employee well-being. Work ability, organizational commitment and the mental well-being of employees were increased most if the opportunities for development and influence and the promotion of employee well-being were increased and if the supervisory support and organization of work were improved. Well-being also improved with less uncertainty at work and with decreasing mental and physical work demands. In addition physical exercise and affluence also had favourable effects. CONCLUSIONS: The results confirm that several features of organizational practices are strongly associated with employees' well-being. Organizational development is an important method of improving employees' work ability, commitment and well-being. (+info)Factors affecting physician loyalty and exit: a longitudinal analysis of physician-hospital relationships. (4/73)
This article examines forces that influence physicians to change the percentage of their admissions to a hospital (loyalty) and to cease admitting patients to a hospital altogether (exit). Because physicians are both members of a hospital and consumers of its services, their admitting patterns can be described using models of employee commitment and consumer buying behavior. We test several hypotheses drawn from these literatures using data on physician admissions at hospitals over a two-year period. Results indicate that admitting patterns are explained primarily by convenience and inertia processes characteristic of consumer behavior. On the other hand, factors believed to influence organizational commitment (e.g., decision-making involvement, conflict, economic investments) have little effect on loyalty and exit. The findings question the utility of hospital strategies to improve the climate of physician-hospital relations, and suggest several qualifications for research on the commitment of professionals. (+info)Moral distress of staff nurses in a medical intensive care unit. (5/73)
BACKGROUND: Moral distress is caused by situations in which the ethically appropriate course of action is known but cannot be taken. Moral distress is thought to be a serious problem among nurses, particularly those who practice in critical care. It has been associated with job dissatisfaction and loss of nurses from the workplace and the profession. OBJECTIVES: To assess the level of moral distress of nurses in a medical intensive care unit, identify situations that result in high levels of moral distress, explore implications of moral distress, and evaluate associations among moral distress and individual characteristics of nurses. METHODS: A descriptive, questionnaire study was used. A total of 28 nurses working in a medical intensive care unit anonymously completed a 38-item moral distress scale and described implications of experiences of moral distress. RESULTS: Nurses reported a moderate level of moral distress overall. Highest levels of distress were associated with the provision of aggressive care to patients not expected to benefit from that care. Moral distress was significantly correlated with years of nursing experience. Nurses reported that moral distress adversely affected job satisfaction, retention, psychological and physical well-being, self-image, and spirituality. Experience of moral distress also influenced attitudes toward advance directives and participation in blood donation and organ donation. CONCLUSIONS: Critical care nurses commonly encounter situations that are associated with high levels of moral distress. Experiences of moral distress have implications that extend well beyond job satisfaction and retention. Strategies to mitigate moral distress should be developed and tested. (+info)A conceptual model for recruitment and retention: allied health workforce enhancement in Western Victoria, Australia. (6/73)
Attracting and retaining allied health professionals in rural areas is a recognised problem in both Australia and overseas. Predicted increases in health needs will require strategic actions to enhance the rural workforce and its ability to deliver the required services. A range of factors in different domains has been associated with recruitment and retention in the allied health workforce. For example, factors can be related to the nature of the work, the personal needs, or the way an organisation is led. Some factors cannot be changed (eg geographical location of extended family) whereas others can be influenced (eg education, support, management styles). Recruitment and retention of allied health professionals is a challenging problem that deserves attention in all domains and preparedness to actively change established work practices, both individually as well as collectively, in order to cater for current and predicted health needs. Changes to enhance workforce outcomes can be implemented and evaluated using a cyclic model. The Allied Health Workforce Enhancement Project of the Greater Green Triangle University Department of Rural Health (GGT UDRH) is working towards increasing the number of allied health professionals in the south west of Victoria. Based on themes identified in the literature, an interactive model is being developed that addresses recruitment and retention factors in three domains: (1) personal or individual; (2) organisation; and (3) community. (+info)How can employment-based benefits help the nurse shortage? (7/73)
During a labor shortage, employment-based benefits can be used to recruit and retain workers. This paper provides data on the availability of benefits to registered nurses (RNs), reports on how health care leaders are approaching the provision of employment-based benefits for nurses, and considers what nurses have to say in focus groups about benefits. Because of the ongoing nurse shortage, many employers are trying to enhance the benefits they offer to support recruitment and retention efforts. We offer recommendations for health care leaders that follow from our findings about the current state of nurses' employment-based benefits. (+info)The generation and gender shifts in medicine: an exploratory survey of internal medicine physicians. (8/73)
BACKGROUND: Two striking demographic shifts evident in today's workforce are also apparent in the medical profession. One is the entry of a new generation of physicians, Gen Xers, and the other is the influx of women. Both shifts are argued to have significant implications for recruitment and retention because of assumptions regarding the younger generation's and women's attitudes towards work and patient care. This paper explores two questions regarding the generations: (1) How do Baby Boomer and Generation X physicians perceive the generation shift in work attitudes and behaviours? and (2) Do Baby Boomer and Generation X physicians differ significantly in their work hours and work attitudes regarding patient care and life balance? Gen Xers include those born between 1965 and 1980; Baby Boomers are those born between 1945 and 1964. We also ask: Do female and male Generation X physicians differ significantly in their work hours and work attitudes regarding patient care and life balance? METHODS: We conducted exploratory interviews with 54 physicians and residents from the Department of Medicine (response rate 91%) and asked about their perceptions regarding the generation and gender shifts in medicine. We limit the analyses to interview responses of 34 Baby Boomers and 18 Generation Xers. We also sent questionnaires to Department members (response rate 66%), and this analysis is limited to 87 Baby Boomers' and 65 Generation Xers' responses. RESULTS: The qualitative interview data suggest significant generation and gender shifts in physicians' attitudes. Baby Boomers generally view Gen Xer physicians as less committed to their medical careers. The quantitative questionnaire data suggest that there are few significant differences in the generations' and genders' reports of work-life balance, work hours and attitudes towards patient care. CONCLUSION: A combined qualitative and quantitative approach to the generation shift and gender shift in medicine is helpful in revealing that the widely held assumptions are not necessarily reflective of any significant differences in actual work attitudes or behaviours of Boomer and Gen X physicians or of the younger generation of women entering medicine. (+info)I'm sorry for any confusion, but "personnel loyalty" is not a term that has a specific medical definition. It is more commonly used in the context of human resources or management, where it refers to the dedication and faithfulness of employees towards their organization and its goals. If you have any questions related to medical terminology or concepts, I would be happy to help with those!
An ethical theory is a structured framework of principles and concepts that helps to guide and inform moral judgments and decisions about right and wrong conduct. It provides a systematic and coherent approach to understanding, analyzing, and resolving ethical issues and dilemmas in various contexts, including healthcare.
There are several types of ethical theories, but some of the most prominent ones include:
1. Deontological theory: This theory emphasizes the inherent rightness or wrongness of actions based on whether they conform to moral rules or duties, regardless of their consequences. It is often associated with the work of Immanuel Kant.
2. Utilitarianism: This theory holds that the morality of an action is determined by its overall usefulness or benefit to society as a whole, measured in terms of the greatest good for the greatest number of people.
3. Virtue ethics: This theory focuses on the character and virtues of the moral agent, rather than on specific rules or consequences. It emphasizes the importance of cultivating good habits, traits, and dispositions that contribute to a flourishing and fulfilling life.
4. Social contract theory: This theory posits that moral norms and rules emerge from mutual agreements or understandings among individuals in society, based on their shared interests and values.
5. Feminist ethics: This theory challenges traditional ethical theories by emphasizing the importance of context, relationships, and power dynamics in moral decision-making, with a focus on promoting justice and equality for marginalized groups.
In healthcare, ethical theories can help guide clinical practice, research, policy, and education, by providing a framework for addressing complex ethical issues such as informed consent, patient autonomy, confidentiality, resource allocation, and end-of-life care.
Complicity, in a medical context, generally refers to the state of being involved or associated with someone else's wrongful actions or negligence, typically as an accessory or partner. This can include situations where a healthcare professional knows about and fails to report or take action to prevent harm caused by another person, or where they actively assist in the commission of unethical or illegal acts. Complicity can also refer to the act of providing assistance or encouragement to someone who is engaging in harmful behavior, such as a patient who is abusing drugs or alcohol. In all cases, complicity implies a level of responsibility and accountability for the negative outcomes that result from the actions of oneself or others.
Torture is not typically defined in medical terms, but it is recognized as a severe violation of human rights by the World Medical Association (WMA), the United Nations (UN), and other international bodies. The UN defines torture as:
"any act by which severe pain or suffering, whether physical or mental, is intentionally inflicted on a person for such purposes as obtaining from him or a third person information or a confession, punishing him for an act he or a third person has committed or is suspected of having committed, or intimidating or coercing him or a third person, or for any reason based on discrimination of any kind, when such pain or suffering is inflicted by or at the instigation of or with the consent or acquiescence of a public official or other person acting in an official capacity. It does not include pain or suffering arising only from, inherent in or incidental to lawful sanctions."
The WMA's Declaration of Tokyo states that "physicians shall not countenance, condone or participate in the practice of torture or other forms of cruel, inhuman or degrading treatment or punishment" and defines torture as "the deliberate, systematic or wanton infliction of physical or mental suffering by one or more persons acting alone or on behalf of others."
Medical professionals play a critical role in identifying, documenting, and reporting torture, as well as providing care and support to survivors.
I'm sorry for any confusion, but "frozen foods" is not a term that has a specific medical definition. It generally refers to food that has been frozen and preserved at low temperatures. While there may be some medical concerns related to the consumption of certain types of frozen foods (such as those high in sodium or fat), it's not a term that would be used within a medical context. If you have any questions about the safety or nutritional content of specific frozen foods, I'd recommend consulting with a healthcare provider or a nutritionist.
"Dissent and disputes" in a medical context generally refer to disagreements or differences of opinion among healthcare professionals, researchers, or patients regarding medical diagnoses, treatments, policies, or ethical issues. These disputes can arise from various factors such as differing clinical experiences, conflicting scientific evidence, differing values and beliefs, or lack of clear guidelines. Dissent and disputes can be resolved through open communication, evidence-based decision making, consensus building, and, when necessary, mediation or arbitration. It is essential to address dissent and disputes in a respectful and constructive manner to ensure the best possible outcomes for patients and to advance medical knowledge and practice.
I'm sorry for any confusion, but "Yemen" is not a medical term. It is a country located in the southern part of the Arabian Peninsula in Western Asia. If you have any questions about medical conditions, treatments, or health-related topics, I would be happy to help with those!
Principle-Based Ethics is a framework for moral decision-making that involves the application of several fundamental ethical principles. These principles include:
1. Respect for Autonomy: This principle recognizes and respects an individual's right to make their own decisions, as long as they do not harm others or infringe upon their rights.
2. Nonmaleficence: This principle requires that healthcare providers should not cause harm to their patients. They should avoid doing anything that could potentially harm their patients, unless the potential benefits of an action outweigh its risks.
3. Beneficence: This principle requires healthcare providers to act in the best interests of their patients and promote their well-being. Healthcare providers should take positive actions to benefit their patients and prevent harm.
4. Justice: This principle requires that healthcare resources be distributed fairly and equitably among all members of society, regardless of their social status or ability to pay.
These principles serve as a foundation for ethical decision-making in healthcare and provide guidance for making difficult moral choices. They are often used in conjunction with other ethical theories and frameworks, such as consequentialism and virtue ethics, to help healthcare providers make informed and responsible decisions that promote the well-being of their patients while also respecting their autonomy and rights.
Professional ethics in the medical field are a set of principles that guide physicians and other healthcare professionals in their interactions with patients, colleagues, and society. These ethical standards are based on values such as respect for autonomy, non-maleficence, beneficence, and justice. They help to ensure that medical professionals provide high-quality care that is safe, effective, and respectful of patients' rights and dignity.
Some key principles of professional ethics in medicine include:
1. Respect for autonomy: Healthcare professionals should respect patients' right to make their own decisions about their healthcare, including the right to refuse treatment.
2. Non-maleficence: Medical professionals have a duty to avoid causing harm to their patients. This includes avoiding unnecessary tests or treatments that may cause harm or waste resources.
3. Beneficence: Healthcare professionals have a duty to act in the best interests of their patients and to promote their well-being.
4. Justice: Medical professionals should treat all patients fairly and without discrimination, and should work to ensure that healthcare resources are distributed equitably.
5. Confidentiality: Medical professionals have a duty to keep patient information confidential, unless the patient gives permission to share it or there is a legal or ethical obligation to disclose it.
6. Professional competence: Medical professionals have a duty to maintain their knowledge and skills, and to provide care that meets accepted standards of practice.
7. Honesty and integrity: Medical professionals should be honest and truthful in their interactions with patients, colleagues, and other stakeholders. They should avoid conflicts of interest and should disclose any potential conflicts to patients and others.
8. Responsibility to society: Medical professionals have a responsibility to contribute to the health and well-being of society as a whole, including advocating for policies that promote public health and addressing health disparities.
I apologize for any confusion, but "Military Personnel" is not a medical term. It refers to individuals who serve in the military forces of a country, including the Army, Navy, Air Force, Marine Corps, and Coast Guard. Medical terms typically refer to specific conditions, diagnoses, treatments, or anatomical features related to healthcare. If you have any questions about medical terminology or concepts, I would be happy to help clarify!
"Military medicine" is a specific branch of medical practice that deals with the diagnosis, treatment, and prevention of diseases and injuries in military populations. It encompasses the provision of healthcare services to military personnel, both in peacetime and during times of conflict or emergency situations. This may include providing care in combat zones, managing mass casualties, delivering preventive medicine programs, conducting medical research, and providing medical support during peacekeeping missions and humanitarian assistance efforts. Military medicine also places a strong emphasis on the development and use of specialized equipment, techniques, and protocols to ensure the best possible medical care for military personnel in challenging environments.
Patient advocacy refers to the process of supporting and empowering patients to make informed decisions about their healthcare. Patient advocates may help patients communicate with healthcare providers, access necessary resources and services, understand their health conditions and treatment options, and navigate complex healthcare systems. They may also work to promote patient-centered care, raise awareness of patient rights and concerns, and advocate for policies that improve the quality and accessibility of healthcare services. Patient advocacy can be provided by healthcare professionals, family members, friends, or dedicated patient advocates.
'Hospital Personnel' is a general term that refers to all individuals who are employed by or provide services on behalf of a hospital. This can include, but is not limited to:
1. Healthcare professionals such as doctors, nurses, pharmacists, therapists, and technicians.
2. Administrative staff who manage the hospital's operations, including human resources, finance, and management.
3. Support services personnel such as maintenance workers, food service workers, housekeeping staff, and volunteers.
4. Medical students, interns, and trainees who are gaining clinical experience in the hospital setting.
All of these individuals play a critical role in ensuring that the hospital runs smoothly and provides high-quality care to its patients.
A physician is a healthcare professional who practices medicine, providing medical care and treatment to patients. Physicians may specialize in various fields of medicine, such as internal medicine, surgery, pediatrics, psychiatry, or radiology, among others. They are responsible for diagnosing and treating illnesses, injuries, and disorders; prescribing medications; ordering and interpreting diagnostic tests; providing counseling and education to patients; and collaborating with other healthcare professionals to provide comprehensive care. Physicians may work in a variety of settings, including hospitals, clinics, private practices, and academic medical centers. To become a physician, one must complete a Doctor of Medicine (M.D.) or Doctor of Osteopathic Medicine (D.O.) degree program and pass licensing exams to practice medicine in their state.
Patient satisfaction is a concept in healthcare quality measurement that reflects the patient's perspective and evaluates their experience with the healthcare services they have received. It is a multidimensional construct that includes various aspects such as interpersonal mannerisms of healthcare providers, technical competence, accessibility, timeliness, comfort, and communication.
Patient satisfaction is typically measured through standardized surveys or questionnaires that ask patients to rate their experiences on various aspects of care. The results are often used to assess the quality of care provided by healthcare organizations, identify areas for improvement, and inform policy decisions. However, it's important to note that patient satisfaction is just one aspect of healthcare quality and should be considered alongside other measures such as clinical outcomes and patient safety.
Physician-patient relations, also known as doctor-patient relationships, refer to the interaction and communication between healthcare professionals and their patients. This relationship is founded on trust, respect, and understanding, with the physician providing medical care and treatment based on the patient's needs and best interests. Effective physician-patient relations involve clear communication, informed consent, shared decision-making, and confidentiality. A positive and collaborative relationship can lead to better health outcomes, improved patient satisfaction, and increased adherence to treatment plans.
"Health personnel" is a broad term that refers to individuals who are involved in maintaining, promoting, and restoring the health of populations or individuals. This can include a wide range of professionals such as:
1. Healthcare providers: These are medical doctors, nurses, midwives, dentists, pharmacists, allied health professionals (like physical therapists, occupational therapists, speech therapists, dietitians, etc.), and other healthcare workers who provide direct patient care.
2. Public health professionals: These are individuals who work in public health agencies, non-governmental organizations, or academia to promote health, prevent diseases, and protect populations from health hazards. They include epidemiologists, biostatisticians, health educators, environmental health specialists, and health services researchers.
3. Health managers and administrators: These are professionals who oversee the operations, finances, and strategic planning of healthcare organizations, such as hospitals, clinics, or public health departments. They may include hospital CEOs, medical directors, practice managers, and healthcare consultants.
4. Health support staff: This group includes various personnel who provide essential services to healthcare organizations, such as medical records technicians, billing specialists, receptionists, and maintenance workers.
5. Health researchers and academics: These are professionals involved in conducting research, teaching, and disseminating knowledge related to health sciences, medicine, public health, or healthcare management in universities, research institutions, or think tanks.
The World Health Organization (WHO) defines "health worker" as "a person who contributes to the promotion, protection, or improvement of health through prevention, treatment, rehabilitation, palliation, health promotion, and health education." This definition encompasses a wide range of professionals working in various capacities to improve health outcomes.