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Biomedical subjects

W Umiker

Publications and source records attributed to W Umiker.

At least 19 recordsLinked to original sources
PubMed2000

Front-line training: a health care imperative.

Training departments in health care institutions are faced with the problem of providing increased services despite reduced budgets. The increased educational needs are the result of organizational reengineering, mergers and acquisitions, technical advances, and the increasing reliance on less qualified employees. One solution to this dilemma is to make better use of managers and experienced workers as trainers. Keys to success include the ability to convince managers that they will benefit from their expanded roles, and to motivate workers to share their knowledge and skill with their team-mates in a cross-training endeavor.

Health Facility Administration↗
PubMed1999

I see a change in your future.

Like it or not, peoples' careers are continually being affected by circumstances beyond their control. However, there are steps one can take to become more flexible and adaptable, and thus more employable, in a changing job market. Job security may be decreasing, but opportunities are increasing overall. Options are available in the face of change; it remains only to recognize them, prepare accordingly, and take advantage of them. Doing so means learning to recognize the signs of career stagnation and potential obsolescence, becoming aware of alternatives, and recognizing that security, if such exists, now resides in adaptability.

Adaptation, Psychological↗
PubMed1999

Principles of workforce stability.

The low unemployment rate and the shortage of skilled health care personnel stoke the trend for workers to change jobs and employers. To build workforce stability, employers and managers must make special efforts to counter this trend. Workplace stability is achieved by fielding teams of carefully selected workers and taking measures to prevent them from jumping ship. This article relates how employers and managers can accomplish this.

Humans↗
PubMed1999

The challenge of competency assessment.

Regulatory agencies now require more than credentialing, quality assurance, and educational programs to prove that health care workers are competent. There is confusion over exactly what competency is and how we can assess it in an environment of strict cost restriction. This article presents an overview of the current situation and some techniques for assessing competencies. Emphasis is on clinical laboratory approaches.

Employee Performance Appraisal↗
PubMed1999

The name of the game is commitment.

The success of health care institutions depends largely on how committed its employees are. Profiles of personal commitments can vary markedly. Major components of all these profiles are: dedication to employers, bonding with fellow professionals, and loyalty to one's work group or team. We discuss how employers and leaders can create a culture that features more commitment. The rewards and risks of personal commitment and the characteristics of committed employees are presented.

Health Facility Administration↗
PubMed1999

Organizational culture: the role of management and supervisors.

There is much more to organizational culture than the diversity issue. Establishing or changing a corporate culture is challenging for employers, management, and supervisors. In this article, the authors describe the importance of corporate culture, explore the roadblocks to improving it, and relate how successful managers and supervisors cope with this challenge.

Administrative Personnel↗
PubMed1999

The essentials of compassionate downsizing.

Downsizing remains a constant fixture of the organizational landscape. The process causes severe emotional stress on departing employees. It places functional and emotional strain on survivors. This article provides practical advice for executives and supervisors on how to minimize the traumatic effects of these staff reductions. It also discusses how staff reductions can be more efficient. Emphasis is on the importance of training following a downsizing.

Adaptation, Psychological↗
PubMed1998

From technical professional to group leader.

Throughout the health care industry, technical and professional employees are moving into supervisory roles, usually without preparation for this major change. They often are frustrated during the transition period. This article discusses how to decide whether supervision is for you and how to prepare for the new role. Several tenets of leadership are offered in the health care setting.

Career Choice↗
PubMed1998

Practical reward strategies available to supervisors.

Many health care organizations are cutting costs by eliminating or reducing their recognition and award systems. Salary increases and bonuses are harder to come by. To compensate for these losses at a time when morale is flagging and stress is increasing, it is imperative for supervisors and managers to fine-tune their recognition and reward skills.

Cost Control↗
PubMed1998

Developing a mission statement for self and family.

What would you like people to say about you at your wake? Your answer to that question provides a strong clue about what your personal mission statement should include. It may also inspire you to draft such a document. If it does, you may find some helpful suggestions in this article.

Career Mobility↗
PubMed1998

Medical outcomes assessment and management with emphasis on laboratory applications.

Outcomes assessment and management are playing an increasing role in reducing costs and providing better customer satisfaction. In this overview we describe some outcomes applications and techniques, including benchmarking and clinical pathways. Some outcomes undertakings are complicated and may be frustrating, but most are rewarding to patients or health care providers or both. Challenges are discussed and laboratory applications featured.

Benchmarking↗
PubMed1998

Staff career development programs: the role of supervisors.

Today's health care institutions need employees who are knowledgeable, committed, competent, motivated, and flexible. New management styles, mission statements, and incentives have little impact on these essential characteristics if they are not supplemented with career development programs. This article provides an overview of career development programs and the elements necessary for successful applications of these programs, with an emphasis on the importance of mentoring.

Administrative Personnel↗
PubMed1997

Collaborative conflict resolution.

With change comes conflict. Conflict can be positive or negative depending on the attitude and skills of the participants. Collaborative conflict is characterized by an approach in which people attack problems rather than each other. Essential components of collaborative conflict resolution include selection of basic technique, preparation for confrontation, and viewing the situation from the other person's perspective.

Adaptation, Psychological↗
PubMed1997

How to prevent and cope with resistance to change.

Resistance to workplace changes is always to be anticipated. It can be minimized by insightful planning, and overcome by competent leadership. This article provides practical advice for both planning and leadership tactics.

Attitude of Health Personnel↗
PubMed1997

Workplace violence: the responsibility of employers and supervisors.

Violence in medical institutions is escalating and is not limited to emergency departments and psychiatric units. Employers, administrators, and supervisors share responsibility for controlling these assaults. Preventive measures are expensive, but not as expensive as the lack of safety control. Nor can safety be measured only in terms of dollars. This article offers a practical strategy for protecting employees, patients, and others from being assaulted.

Adaptation, Psychological↗
PubMed1997

Risk taking: a supervisory imperative.

Beset with job uncertainty and shifting responsibilities, today's health care supervisors are faced with frequent decisions that impact their careers and professional status. To stand pat and avoid change usually involve greater risk than taking chances and may result in job loss. To make bad decisions can also be detrimental. The goal of this article is to encourage one to accept accountability, to avoid the "victim complex," and to make decisions more effectively.

Administrative Personnel↗
PubMed1996

Negotiating skill for health care professionals.

Health workers engage in negotiations at work and at home on a daily basis. The ability to negotiate is a vital part of interpersonal skill. The paradigm of negotiation strategy is undergoing a profound shift from power pressure to an egalitarian form of problem solving or value-added approach that is much more likely to result in win/win outcomes. The basic principle of this refreshing innovation is similar to what we learned about brainstorming and creative problem solving.

Health Personnel↗