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The organizational influence on counselling relationships in a general hospital setting.

Counselling is becoming increasingly important as a development of nursing practice. The Scope of Professional Practice has enabled the emergence of the nurse, midwife and health visitor as a hybrid practitioner, the nurse counsellor. This paper explores the nature of the 'nurse counsellor's' role. The paper makes a distinction between counselling skills as a feature of the nurses' role and counselling practice. It examines the influence exerted through the organizational context of the work setting. The author explores the issues as they arise in a general health setting and makes a case for organizational empathy toward what is essentially an embryonic and potentially misunderstood development of nursing practice.

Counseling↗

'Working from the inside': an infrastructure for the continuing development of nurses' professional clinical practice.

AIM: This paper describes how the nursing executive of a tertiary referral facility revisited their management structures and responsibilities to create a new, sustainable infrastructure that supports research and education at the core of nursing practice and not at the periphery. BACKGROUND: Nursing executive and senior management groups are charged with the ultimate responsibility of ensuring the highest possible quality nursing care within their facility. In the current health care climate the aim for best practice conflates with evidence-based practice that can be notoriously difficult to achieve due to the many barriers to integrating research findings into practice. KEY ISSUES: Research and education activities have been established as fundamental to core business under a simple evidence-based practice model. CONCLUSION: The value of a synthesis between the clinical areas with the nursing education and research division has been recognized to better achieve the goal of improved services.

Australia↗

The development of a state-level health manpower database using an employer-based survey: a pilot project.

State health care reform may provide a better approach to meeting the health care needs of rural communities than does federal reform because the planning is closer to the needs of local communities. However, state health reform requires a health manpower database (along with other data) that includes all health occupations and such databases are often nonexistent. This study reports on one element of such a database--a survey of a wide range of rural health care employers covering the full range of health occupations in Alabama. Information on current and future employment of the most significant health occupations is reported here. It was found that the greatest numbers of new health personnel employees needed in the future were, in descending order, nursing assistants, registered nurses, licensed practical nurses, radiological technicians, specialist physicians, nurse practitioners, physical therapists, primary care physicians, and respiratory care therapists. While an employer survey has limitations and should be supplemented by data on community needs and health status indicators, it does provide useful information for planning educational programs to prepare health personnel.

Alabama↗

Graduates speak: the employment experience of 1995 graduates of diagnostic radiology and radiation oncology training programs.

PURPOSE: To determine the initial employment experience of 1995 graduates of radiology programs. MATERIALS AND METHODS: A questionnaire was mailed to all graduates of radiation oncology programs and to a stratified, random sample of 600 graduates of diagnostic radiology programs. The final response rate was 66%. RESULTS: After graduation, 4%-10% of graduates worked for a period as locum tenens, worked in a job unrelated to radiology, or were unemployed. Immediate postgraduation unemployment was 2%-5%; 7-12 months later, it was less than 0.5%. Median actual salary was approximately equal to median expected salary. Radiation oncology fellowship graduates often had poorer outcomes. Almost half of the graduates with posttraining employment had a job with at least one characteristic regarded as unfavorable by some commentators (most commonly, undesirable location or no opportunity to become a partner), and at least one-fifth had and disliked such a characteristic. Geographic constraints, including the need to find employment for a spouse or companion, did not adversely affect employment outcome. CONCLUSION: Eventual unemployment was low, and starting salaries have not collapsed. Generally, the implications of job characteristics are best assessed by monitoring trends, but the prevalence of non-partnership track employment may well have increased.

Attitude of Health Personnel↗

New dental graduates: mobility and choice of dental practice arrangement. Bureau of Economic and Behavioral Research.

The key to understanding changes in the distribution of dentists through time is organizing and understanding the location decisions of recent graduates and dentists leaving the armed forces and federal service. New graduates represented approximately 57% of the new practices located between 1976 and 1979, and dentists in institutional service represented 21% of all movers. The migration rate among private practicing dentists who remain in private practice is roughly one-third the rate among all dentists. Further, practitioners who do move do not move very far. The proportion of interstate moves among all private practitioners that moved was only 28%. Apparently, migration among private practicing dentists is a statistically negligible phenomenon, at least in the short run. In contrast, more than 5,000 people have graduated from dental school each year since 1976. Of these, the majority immediately enter private practice, with most of the remainder split between specialty education and some form of institutional practice. Within approximately five years, the transition of the graduation cohort is largely complete. In the three years studied, the number of dentists entering private practice from either dental school or institutional practice is roughly four times the number of private practicing dentists who relocated. Few dentists in private practice do not own or share in the ownership of the practice where they treat patients. Although a higher percentage of the younger, less experienced dentists are in salaried, commissioned, or associate positions compared with all dentists, the majority assumes ownership positions soon after leaving dental school.

Dentists↗

Feasibility of an Extended MPH Degree Program for fully employed practicing health professionals.

This report describes the first four years of operation of the Extended MPH Degree Program of the University of Washington School of Public Health and Community Medicine and the features that might explain its initial success. The format of the curriculum is radically different from the traditional two-year program of studies leading to the master of public health degree. Over a three-year span of intensive, on-campus courses and seminars, students are able to fulfill all academic and institutional requirements necessary for the MPH degree. Many more applicants have enrolled for the Extended Degree Program than for the regular MPH program. The 94 students who have matriculated into the program are employed mainly in government agencies in eight western states and British Columbia; most have their prior professional training in nursing and medicine with a median of nine years professional experience. The academic performance of these students is comparable to that of regular full-time MPH program students. The administrative, fiscal, and instructional problems raised by such a transformation have been overcome and the demand for the program and our experience to date suggest that extended MPH degree programs are both feasible and desirable.

Adult↗

The 1996 Helene Hudson Memorial Lecture. Work redesign and re-engineering: a challenge for professional nursing practice.

Work redesign and re-engineering have become the buzzwords of the 1990s as all sectors of the health care arena struggle to meet the demands of patient care while coping with increasing fiscal constraint. Redesign and re-engineering are terms that describe a wide range of strategies in health care and radically different models of care delivery. These new approaches to care are shifting the way we view care delivery and how it is structured. This paper describes the principles of redesign and re-engineering, common applications in health care organizations, outcomes and evaluation. Multiskilling and use of genetic health care workers are addressed. The potential impact on the practice of oncology nurses is explored as well as strategies to meet the challenges of today's health care environment.

Canada↗

Physician participation in alternative health plans.

In this article, physician participation in alternative health plans is examined, using cross-sectional data from the Physicians' Practice Costs and Income Survey, 1983-85. Overall, about one-third of physicians participated in one or more plans, ranging from 18 percent of general practitioners to 46 percent of medical subspecialists. Only 19 percent, however, received income from prepaid sources, averaging $5,275 per physician. Reasons for joining or not joining are also examined. Participants joined most often to maintain or increase workload, while nonparticipants most often declined to join because they would be giving up independence.

Adult↗