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PubMed2002

Building transcultural knowledge through intercollegiate collaboration.

Although the importance of providing culturally congruent care is widely recognized among nurses, many nurses lack the skill and knowledge necessary to successfully provide culturally competent care. Nursing programs need to better prepare students in transcultural nursing. This article describes an innovative collaborative learning activity that was implemented between two different nursing programs in different states aimed at improving students' transcultural knowledge. Students worked in small groups and used the Internet to collaborate on case studies that focused on transcultural health care issues. Responses collected by anonymous evaluations at the end of three semesters identified both strengths and weaknesses of the project. Results and suggestions for improvement are reported.

Adult↗
PubMed1999

State of the art: interdisciplinary collaboration for health professional education in genetics.

Nursing has a long and productive history of interdisciplinary cooperation in providing education to nurses as well as other professionals. Interdisciplinary education is effective in socializing students and practicing clinicians for practice incorporating new discoveries, in areas such as genetics, for continuing relevance in health care delivery. The National Coalition for Health Professional Education in Genetics (NCHPEG), established in 1996 with the cooperation of the American Nurses Association, the American Medical Association, and the National Human Genome Research Institute at the National Institutes of Health, has provided leadership in bringing advances in genetics to the nation's care providers in nearly all health-related disciplines. Nursing plays a key role in this model initiative aimed at new genetic discoveries to improve the health care of all Americans.

American Medical Association↗
PubMedDate not supplied

Developing an action-based health and safety training project in southern China.

A project brought together international footwear manufacturers, labor rights groups, local contract factories, and occupational health professionals to strengthen factory health and safety programs in southern China. Steps involved in the two-year project, including needs assessment, interviews and focus groups with workers and supervisors; design and development of a participatory workshop; development of plant-wide health and safety committees in three footwear factories; and evaluation project impact, are discussed. The project significantly increased occupational safety and health knowledge, and hazards in the factories were identified and corrected. Successes and challenges faced by three functioning worker-management health and safety committees are discussed. Key elements to create effective programs with meaningful participation by workers include: 1) developing clear guidelines that enable multi-stakeholder groups to collaborate; 2) obtaining top-level management support; 3) building workers' knowledge and capacity to fully participate; 4) involving local labor rights groups and occupational professionals in support and technical assistance; and 5) connecting project goals to larger issues within a country and the global economy.

Accidents, Occupational↗
PubMed1998

Family conferences as forums for decision making in hospital settings.

Social workers in hospitals are often involved in family conferences where patient, family members and hospital personnel meet together to exchange information about the patient's condition and to plan for the future. In this paper the complexities of these meetings as decision making arenas are discussed and an outline of the three phases of family conferences--preparation, the conference meeting and follow up--is presented. The final section reports on an exploratory review of recent conferences as perceived by social workers from an acute and rehabilitation teaching hospital. The social workers' comments indicate that the conferences achieve the desired outcomes, especially for hospital staff. In this hospital the conferences are more often used for providing family members with information, and for collective decision making about the patient's future care, than for providing information to the patients about their illness and treatment.

Attitude of Health Personnel↗
PubMed2004

Harnessing technology and collaboration for an online ethnogeriatric educational resource.

The paper describes the development and testing of a Web-based educational resource for usability and acceptability by health care providers who care for ethnic older adults. The work was undertaken as a dissertation project. The purpose of the Website is to provide on-demand ethnogeriatric information to enhance provider-patient interaction. Focus groups of clinicians and ethnic older adults were used in order to identify content relevant to the care of frail ethnic older adults. Collaboration with the Stanford Geriatric Education Center, On Lok SeniorHealth Services, Inc., Pepperdine University Graduate School of Education, and a network of virtual consultants provided support to the project. The site contains information on 15 cultures, 12 religions, and 6 ethnic minority cohort groups. Testing by snowball sampling generated survey data from 96 respondents, consisting of general practitioners (24%), pediatric specialists (20%), and geriatric specialists (18%). The Website was considered useful for provider-patient communication (77%) and would be recommended to others (99%). The Web-based information resource, called "Diversity, Healing, and Healthcare," currently exists as a resource rather than as a defined learning module and can be accessed at http://www.gasi. org/diversity.htm.

Attitude of Health Personnel↗
PubMed2003

Value gaps in dental practice: understanding how differences in core values can adversely affect the practice.

BACKGROUND: The authors explore the importance of human values in dental practice, an area often overlooked as we struggle to deal with the everyday demands of treating patients and managing staff members. Such values are, however, fundamental to the success of any practice; therefore, it is important to understand their significance. CONCLUSIONS: Problems arise in dental practices when gaps develop between the values held by the various players involved (that is, between the entire dental team and patients, the dentist/owner's personal values and business goals, the dentist/owner and staff members, and the dental practice and any third-party funding organizations). PRACTICE IMPLICATIONS: By understanding the potentially damaging consequences of value gaps for practice viability, dental practice owners and managers can take steps to create a more harmonious workplace in which all parties strive to reach common goals.

Attitude of Health Personnel↗
PubMed1987

Staff attitudes before and after the inception of a pediatric oncology unit.

A special pediatric unit was started for patients with cancer. All staff had experience in caring for chronically ill children, but there were great individual variations in training. Positive expectations of the new unit expressed by staff were (1) feeling needed, (2) having a common goal, and (3) seeing results. Negative expectations expressed were fear of the suffering and dying of the children. One year later the positive expectations were found to be fulfilled. The fears were not found to be confirmed. The existing relationships among the nursing staff were criticized at the opening of the unit. Relationships had improved 1 year later. The prevailing organization at the opening of the unit was criticized. The RNs had too little time for primary nursing of the patients. Conditions had improved 1 year later, but the RN staff was considered too small and more physical space was needed. The parents' presence at the ward was considered positive by all staff when the unit opened. One year later some negative aspects were also pointed out.

Adult↗
PubMed1990

Strategies for resolving conflict.

In thinking through conflict management, there can be no quick fix that is a lasting one. This is not a threat to the integrity of the administrator, but rather a challenge to his or her ability to carry learned principles of management through to a satisfactory conclusion. While communication is only one of the keys to the process, concrete managerial ability and confidence in subordinates will prove to be the method of choice.

Conflict, Psychological↗
PubMed1993

The patient representative role and sources of power.

Because the 1990 accreditation standards of the Joint Commission on Accreditation of Healthcare Organizations call for the establishment of patient grievance procedures, this study examines the possibility of patient representatives serving in that capacity. Members of the National Society of Patient Representation and Consumer Affairs were surveyed to examine current roles of patient representatives--in particular, their handling of complaints, the types and sources of their power, the potential for conflict of interest as an institutionally employed advocate, and requirements for and barriers to successful job performance. The study reveals a great variation in the activity profiles of patient representatives. Additionally, it shows that the staff in place is professionally capable of moving in many directions and that departments have become the patient grievance mechanisms called for by the Joint Commission, depending on the hospital's management philosophy as reflected in allocation of authority and resources.

Accreditation↗
PubMed1994

The hospital CEO: meeting the conflicting demands of the board and physicians.

This article examines the relationship between the hospital CEO and the governing board and physicians in Canada. Conflicts that result from the interaction of the three groups are identified. A CEO requires technical, human, and conceptual skills to manage conflict effectively but can be successful with minimal technical or human skills by relying on subordinates for these skills. This article argues that survival of health care organizations in the 1990s will depend on CEOs with strong conceptual skills. Although some believe conceptual skills are innate, it may be possible to learn such skills through coaching or mentoring.

Canada↗