Biomedical subjects

J Michele Stuart

Publications and source records attributed to J Michele Stuart.

6 recordsLinked to original sources

PubMed2005

Increasing the visibility, voice, and clout of medical laboratory scientists.

Medical laboratory science professionals are represented by several national certifying agencies, yet few promote a common professional identity. People outside the profession seldom recognize that medical laboratory scientists (MLSs) perform a myriad of complex laboratory tests. Among medical laboratory scientists, there exists a perceived lack of power, prestige, and autonomy. By identifying and supporting common issues and promoting the profession, medical laboratory scientists can gain professional visibility, voice, clout, and unification.

Educational Status↗

PubMed2005

Healthy workplace environments support a nurturing student educational climate.

Due to the shortage of medical laboratory scientist personnel in the United States, the successful integration of students into the Medical Laboratory Science (MLS) profession is vital. Education Facilitators are being used increasingly to assist clinical site managers in actively supporting and contributing to a healthier workplace environment, thereby inspiring students to become part of the organization. Education Facilitators associated with a single university-based MLS Program were the participant target group in a study. Face-to-face, in-depth, semi-structured interviews were conducted with five Education Facilitators at two clinical sites. The findings of this study suggest that organizational efforts to improve the learning environment for MLS students should focus on providing a supportive and nurturing educational climate. Education Facilitators' descriptions revealed an organizational leadership that communicated a commitment to provide people, space, and equipment in an effort to promote a positive clinical rotation experience. Additionally, the facilitators expressed a need to "pay more attention to students," be "willing to work with students," and make sure the students don't get "lost in the shuffle." They said that concern for a healthy work/life balance should be communicated to MLS students through day-to-day educational contact with bench technologists and Education Facilitators.

Data Collection↗

PubMed2002

Lessons learned in student recruiting.

Nationally, clinical laboratory science programs are struggling for student applicants. Major challenges facing the laboratory profession include: 1) low salaries, 2) lack of public awareness, and 3) the myriad of career choices for new graduates. Increasing public awareness and actively recruiting students can overcome one of these challenges. This paper focuses on the successful student recruiting lessons learned at the University of Utah Medical Laboratory Science Program. Specific indicators show increased interest and activity for this program of study.

Advertising↗

PubMedDate not supplied

Factors influencing student enrollment in clinical laboratory science programs.

The results of the phase 1 research revealed three themes concerning junior CLS students' decision to enter a single university-based CLS program: 1) influential people, 2) job characteristics, and 3) program characteristics. Phase 2 data ranked the following item descriptors as the most important motivational factors: choice of program based on geographical location; family and friends as the most influential people in making their decision; the laboratory profession as a stepping stone to other professions; and their college advisor as the most relevant information source for these students. This study provides some insight on ways to attract new people to laboratory science and as a source of information for institutions to encourage young people to enter the field of laboratory medicine. CLS programs can use the information from this study to evaluate marketing and recruiting strategies to increase enrollment. The implications of this study can be summarized as follows: Recruiters should focus marketing the program in their local geographical area. Family and friends should continue to spread the word about the profession. The ability to grow into other professions should be emphasized. College advisors should always remain visible and market the programs; and high school students should be exposed to the profession.

Career Choice↗

PubMedDate not supplied

The challenging journey of CLS/MLS student recruitment.

Clinical laboratory science/medical laboratory science (CLS/MLS) programs struggle for student applicants. At the same time, the health-care industry suffers from a shortage of qualified laboratory scientists. This article addresses the University of Utah's (U of U) Medical Laboratory Science program efforts to increase student enrollment. Student applicants were needed desperately. The Director of Medical Laboratory Science Education appointed a 0.5-FTE person to manage student recruitment and academic advisement. Immediately, we took a "shotgun" approach to promote and attract qualified students, followed by specific exploratory methods to examine students' motivations in applying to the U of U MLS program. Recently, we conducted a national study of university-based CLS/MLS programs to research what motivates students' enrollment in CLS/MLS programs. We found that the most important motivational factors for a student's choice of a CLS/MLS program are 1) based on geographical location, 2) influenced by family and friends in making their decision, 3) viewing the laboratory profession as a stepping stone to other professions, and 4) their college advisor, the most relevant information source for these students. The U of U MLS program markets locally and encourages family and friends to spread the word about the profession. We remain visible to college advisors and find new opportunities to expose the profession to high school students.

Career Choice↗

PubMedDate not supplied

Assessment of medical technology students' perceptions of clinical site rotations and job choice criteria.

This study reflects an assessment conducted at the University of Utah to determine medical laboratory science students' perceptions and influence of clinical rotations on job choice criteria. A mixed method design was used, incorporating semistructured interviews and mailed questionnaires. This study identified both favorable as well as unfavorable factors that influence students' employment choices. Clinical managers should: 1) foster a positive organizational climate; 2) encourage constructive employee-student interaction and respect; 3) promote the clinical facilities' reputation of excellence in health care; and 4) continue to offer competitive wages and employee benefits. Clinical managers should avoid: 1) a lack of positive attitudes toward students; and 2) a lack of respect for the student's knowledge. This study provides crucial information for laboratory directors, managers, and supervisors who are interested in creating an ideal climate in which to recruit graduating medical laboratory science (MLS) students.

Adult↗