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PubMed2000

Balint groups as a driving force of ego development.

This paper gives an overview of one of the main components in the process of Balint groups. The paper is based on the authors' research on the work of Balint groups and the study of literature which deals with the development of ego and the role of Balint groups in the development of participants' ego. This field is of great interest to the Balint movement and education in medicine. The special place in the discussions on the Balint method is given to the issue of benefit and the nature of influence of the Balint groups on participants. The Balint movement is of special interest for Croatia since it was perhaps among the first in the world to introduce Balint seminars as an official part of education of family doctors. The Croatian Society of Balint Groups as early as in 1970's became a part of the International Federation of Balint Groups. Professor Betlheim was Michael Balint's friend and his followers introduced the method not only in medicine but also in other professions: social work, pedagogy, psychology, sociology etc. The Balint's method is also very interesting and useful to stomatologists, orthopedists and physiotherapists. Croatian dentists joined the Balint Groups in 1983 and orthopaedists in 1987. These were the unique cases in the European context. The Balint groups are very efficient and necessary in the process of strengthening ego and selfawareness of these professionals. The paper also discusses the increase of the doctor's self-awareness and self-consciousness during the process of training in the Balint Groups. The Balint Groups only insist on the doctor-patient relationship and do not interfere with the unconscious of the doctor's preoccupations. The approach of Enid Balint strives to find harmony between the Balint's approach and the psychoanalytic approach to the object of the research. According to her understanding, the development of the group atmosphere is similar to the one in the family. The authors reach a similar conclusion in their research.

Ego↗
PubMed2001

Career retention in the dental hygiene workforce in Texas.

PURPOSE: The purpose of this study was to determine the factors that influence the retention and attrition of dental hygienists within the workforce in Texas. Respondents' perception of the role of employee benefits and practice of dental hygiene on career retention were explored. Demographic descriptors, including educational level, marital status, age, employment setting, and practice statuses, were also examined. METHODS: A questionnaire modified from the American Dental Hygienists' Association Extension Study: Retention of Dental Hygienists in the Workforce Final Report, April 1992, was mailed to a systematic sample of licensed Texas dental hygienists in March 1999. Descriptive statistics were computed for dental hygienists currently in practice in Texas and those not in practice at the time of the survey. Differences in demographics, benefits, and attitudes between dental hygienists currently in practice in Texas and dental hygienists not in practice at the time of the survey were tested using independent t-tests for interval data and chi-squared tests for categorical data. All statistical analyses were conducted using the Statistical Package for Social Scientists (SPSS v. 9, Chicago, Illinois). RESULTS: A response rate of 68.1% was obtained. Results revealed the primary reasons for remaining in the practice of dental hygiene were salary, family responsibility, professional collaboration, and variety of work. The primary reasons for leaving dental hygiene practice were family responsibility, boredom, salary, and lack of benefits. Secondary and tertiary reasons stated for staying in clinical practice revealed additional factors including benefits, participation in decision-making, and a safe environment. Dental hygienists in clinical practice were more likely to be employed by a dentist in a single practice and see more patients per day, have a certificate or associate's degree, be unmarried, have fewer children, and be younger than dental hygienists not in practice. CONCLUSION: The findings suggest that dental hygienists in Texas who remain in the workforce are positively influenced primarily by salary. Dental hygienists in Texas who had left the workforce were primarily influenced to leave practice because of family responsibility. Boredom and lack of benefits were also important factors in deciding to leave clinical practice. Employers of dental hygienists need to be aware of these factors in the hiring process. In addition, dental hygiene educators should prepare students in interviewing techniques for better communication regarding retention factors.

Adult↗
PubMed2001

Doctors in management. On the side walk.

The latest NHS reorganisation proposes that doctors in trusts should be given more managerial responsibility. Attempts to Involve doctors in NHS management over the last 10 years have not been wholly successful. The constant reorganisation of the NHS hinders the integration of clinicians in management.

Decision Making, Organizational↗
PubMedDate not supplied

The public trust.

Explore the source record for details and available documents.

Dentist-Patient Relations↗
PubMed2000

Building the dental dream team: behavioral styles in the practice.

There are four different behavioral styles evident in a dental team and in patients. The styles are based on observable behaviors relating to degrees of "assertiveness" and "responsiveness." The Behavioral Style model helps to clarify why some people relate positively with each other and why others may conflict. Using finely tuned observational skills and an understanding of these styles, interpersonal transactions can be more effective, dental teams become more cohesive, and patients will be more satisfied with service provided in the dental practice. Each member of the team should understand his/her own personal style and those of teammates. Once that understanding is gained by all, it may be effectively applied to understanding patients. Behavior modification is at the heart of this concept. Adjusting your own behavior to the needs of others enables a patient to achieve more comfort with the dental team, and they are more likely to hear your verbal messages.

Behavior Therapy↗