Addressing professional stress among doctors is crucial. Doctors face many stressors including long working hours which can lead to fatigue, impaired decision-making, and risk to patient care. Additionally, the high responsibility of their profession, lack of work-life balance, emotional burden of patient suffering, administrative burdens, lack of support staff, financial pressures, unrealistic patient expectations, medico-legal issues, need for continuous learning, interpersonal conflicts, and risk of workplace violence all contribute to doctors' stress levels. To help address this issue, promoting healthy coping mechanisms, peer support, mindfulness, effective communication skills, teamwork, resilience training, and advocacy for systemic changes are encouraged.
Self-Care for Doctors: A Guide to Thriving in a High-Stress Profession | Solh...Solh Wellness
Physicians must prioritize caring for themselves because their careers are demanding and sometimes stressful. Doctors need to take care of themselves because they are stressed. To ensure the best possible job performance, one must care for one's physical, mental, and emotional needs. Doctors may maintain energy levels, enhance attention, and make better clinical judgments using self-care behaviors like exercise.
Writing nursing dissertation papers is not easy, especially when mental health is one of the topics in their course of study. A person’s capability to maintain good mental health is associated with many factors that sometimes get out of control. Mental health is taboo, and people find it awkward to talk about it. The factors by which it gets affected are psychological, social, and environmental factors. It is one of the essential areas of student’s lives. It is an important factor for scholars who are pursuing nursing as their major subject. Pursuing post-graduation courses or doing PhDs at universities in the UK find it difficult to manage their work. Thus, they seek assistance from nursing dissertation help UK services to get the guidance they need while writing the dissertation papers.
Self-Care for Doctors: A Guide to Thriving in a High-Stress Profession | Solh...Solh Wellness
Physicians must prioritize caring for themselves because their careers are demanding and sometimes stressful. Doctors need to take care of themselves because they are stressed. To ensure the best possible job performance, one must care for one's physical, mental, and emotional needs. Doctors may maintain energy levels, enhance attention, and make better clinical judgments using self-care behaviors like exercise.
Writing nursing dissertation papers is not easy, especially when mental health is one of the topics in their course of study. A person’s capability to maintain good mental health is associated with many factors that sometimes get out of control. Mental health is taboo, and people find it awkward to talk about it. The factors by which it gets affected are psychological, social, and environmental factors. It is one of the essential areas of student’s lives. It is an important factor for scholars who are pursuing nursing as their major subject. Pursuing post-graduation courses or doing PhDs at universities in the UK find it difficult to manage their work. Thus, they seek assistance from nursing dissertation help UK services to get the guidance they need while writing the dissertation papers.
Burnout causes many problems in the lives of all people. But physician burnout especially impacts the well-being of patients, caregivers, and practices.
Often not all organizations and practices provide such a good atmosphere for their physicians to work with. And this creates friction between personnel and results in stressing physicians which could directly impact patients’ safety and the quality of care delivery.
The need for increased care coordination is important when it comes to the management of physician burnouts. Tasks like non-clinical which are associated with care coordination can add to the workload of the clinical team.
A great solution for this problem is using a non-clinical team to carefully coordinate care, connect patients with community resources, and complete the non-clinical outreach requirements of value-based care. This allows the clinical team to focus on clinical care alone.
read more : https://www.vozo.xyz/blog/the-effective-role-of-patient-portals-in-value-based-care/
Physicians have extensive education and are .docxrandymartin91030
Physicians have extensive education and are likely to work in a position that entails the exercise of a
great deal of operating autonomy. Yet many characteristics that make for an effective high-skill
professional, such as independence, also tend to make that employee difficult to manage at times. While
it is certainly important to cultivate independence in those persons who are on their own much of the
time, at times even the lone operator must be counted on to be a team player.
Physicians also have a healthy ego to be able to operate as a visiting expert. The high-skill professional
is indeed one who may often be viewed as needing to be in control of the situation. The healthy ego, so
helpful to the professional while on assignment, can sometimes be troublesome to the manager. The
successful manager of the high-skill professional must adhere to a number of guidelines:
Consider what most strongly motivates the individual; it is often income or scientific data
Thoroughly orient each physician to the organization, its policies, and its goals
Encourage physicians to take part in determining the scope and direction of each change
Encourage physician self-governance and innovation
Develop a trusting relationship to assure confidence in physicians ability
Learn and educate yourself about their profession and/or specific clinical topics prior to
discussing them
Understand the differences in communication styles between administrators and physicians
Recognize the common goal is to provide the best care for patients
There is a patient at the end of every decision you make
An important aspect to consider is that administrators and physicians have different motivations.
Administrators tend to focus more on documentation and physicians care more about face-to-face time
with their patients. However, there are also differences in motivations based on the level of physicians.
Front line physicians care more about the instruments they use, their staff, and operations aspect of
patients. Conversely, the chair is more interested in balancing the demands and keeping everyone happy
by providing feedback and conducting surveys. Finally, the chief is focused more on keeping all
positions filled. They want to be able to manage their physicians and their residents in order to maintain
a good program. Due to the fact that documentation is not a priority for physicians, administrators must
continually remind them of the importance behind it and assist them by streamlining any processes that
would make this easier for them.
Educate them on the organization’s vision in order to align goals. It is crucial for physicians to
understand the culture that the facility promotes. This can be achieved by familiarizing them with the
facility, staff, and providing background information, such as previous breakthroughs.
SKILLS PRACTICE 3.10 – PARTNERING WITH PHYSICIANS
Close the l.
Fix the Lack of Communication in Your PracticeJim Cucinotta
The lack of communication between employees, to your patients and to your partners is hurting your business. Simple fixes can help your practice function better
The Newer Concepts In Endometriosis Management : Dr Sharda JainLifecare Centre
The Newer Concepts In
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ENDOMETRIOSIS IS ENIGMA
DIAGNOSTIC DELEMMA
DEBILITATING DISEASE QOL
PROGRESSIVE DISEASE
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NO FINAL VERDICT ON CAUSE
NO PERMANENT CURE
The exact prevalence of endometriosis is unknown, but estimates 10% in the general female population in India but up to 50% in infertile women
The Newer Concepts for Reduced Surgery to preserve fertility in Endometrios...Lifecare Centre
The Newer Concepts for Reduced Surgery to preserve fertility in Endometriosis
ENDOMETRIOSIS IS ENIGMA
DIAGNOSTIC DILEMMA
DEBILITATING DISEASE QOL
PROGRESSIVE DISEASE
RECURRENCE IS BIG PROBLEM
NO FINAL VERDICT ON CAUSE
NO PERMANENT CURE
The exact prevalence of endometriosis is unknown, but estimates 10% in the general female population in India but up to 50% in infertile women
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Burnout causes many problems in the lives of all people. But physician burnout especially impacts the well-being of patients, caregivers, and practices.
Often not all organizations and practices provide such a good atmosphere for their physicians to work with. And this creates friction between personnel and results in stressing physicians which could directly impact patients’ safety and the quality of care delivery.
The need for increased care coordination is important when it comes to the management of physician burnouts. Tasks like non-clinical which are associated with care coordination can add to the workload of the clinical team.
A great solution for this problem is using a non-clinical team to carefully coordinate care, connect patients with community resources, and complete the non-clinical outreach requirements of value-based care. This allows the clinical team to focus on clinical care alone.
read more : https://www.vozo.xyz/blog/the-effective-role-of-patient-portals-in-value-based-care/
Physicians have extensive education and are .docxrandymartin91030
Physicians have extensive education and are likely to work in a position that entails the exercise of a
great deal of operating autonomy. Yet many characteristics that make for an effective high-skill
professional, such as independence, also tend to make that employee difficult to manage at times. While
it is certainly important to cultivate independence in those persons who are on their own much of the
time, at times even the lone operator must be counted on to be a team player.
Physicians also have a healthy ego to be able to operate as a visiting expert. The high-skill professional
is indeed one who may often be viewed as needing to be in control of the situation. The healthy ego, so
helpful to the professional while on assignment, can sometimes be troublesome to the manager. The
successful manager of the high-skill professional must adhere to a number of guidelines:
Consider what most strongly motivates the individual; it is often income or scientific data
Thoroughly orient each physician to the organization, its policies, and its goals
Encourage physicians to take part in determining the scope and direction of each change
Encourage physician self-governance and innovation
Develop a trusting relationship to assure confidence in physicians ability
Learn and educate yourself about their profession and/or specific clinical topics prior to
discussing them
Understand the differences in communication styles between administrators and physicians
Recognize the common goal is to provide the best care for patients
There is a patient at the end of every decision you make
An important aspect to consider is that administrators and physicians have different motivations.
Administrators tend to focus more on documentation and physicians care more about face-to-face time
with their patients. However, there are also differences in motivations based on the level of physicians.
Front line physicians care more about the instruments they use, their staff, and operations aspect of
patients. Conversely, the chair is more interested in balancing the demands and keeping everyone happy
by providing feedback and conducting surveys. Finally, the chief is focused more on keeping all
positions filled. They want to be able to manage their physicians and their residents in order to maintain
a good program. Due to the fact that documentation is not a priority for physicians, administrators must
continually remind them of the importance behind it and assist them by streamlining any processes that
would make this easier for them.
Educate them on the organization’s vision in order to align goals. It is crucial for physicians to
understand the culture that the facility promotes. This can be achieved by familiarizing them with the
facility, staff, and providing background information, such as previous breakthroughs.
SKILLS PRACTICE 3.10 – PARTNERING WITH PHYSICIANS
Close the l.
Fix the Lack of Communication in Your PracticeJim Cucinotta
The lack of communication between employees, to your patients and to your partners is hurting your business. Simple fixes can help your practice function better
The Newer Concepts In Endometriosis Management : Dr Sharda JainLifecare Centre
The Newer Concepts In
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ENDOMETRIOSIS IS ENIGMA
DIAGNOSTIC DELEMMA
DEBILITATING DISEASE QOL
PROGRESSIVE DISEASE
RECURRENCE IS BIG PROBLEM
NO FINAL VERDICT ON CAUSE
NO PERMANENT CURE
The exact prevalence of endometriosis is unknown, but estimates 10% in the general female population in India but up to 50% in infertile women
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DEBILITATING DISEASE QOL
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Title: Sense of Smell
Presenter: Dr. Faiza, Assistant Professor of Physiology
Qualifications:
MBBS (Best Graduate, AIMC Lahore)
FCPS Physiology
ICMT, CHPE, DHPE (STMU)
MPH (GC University, Faisalabad)
MBA (Virtual University of Pakistan)
Learning Objectives:
Describe the primary categories of smells and the concept of odor blindness.
Explain the structure and location of the olfactory membrane and mucosa, including the types and roles of cells involved in olfaction.
Describe the pathway and mechanisms of olfactory signal transmission from the olfactory receptors to the brain.
Illustrate the biochemical cascade triggered by odorant binding to olfactory receptors, including the role of G-proteins and second messengers in generating an action potential.
Identify different types of olfactory disorders such as anosmia, hyposmia, hyperosmia, and dysosmia, including their potential causes.
Key Topics:
Olfactory Genes:
3% of the human genome accounts for olfactory genes.
400 genes for odorant receptors.
Olfactory Membrane:
Located in the superior part of the nasal cavity.
Medially: Folds downward along the superior septum.
Laterally: Folds over the superior turbinate and upper surface of the middle turbinate.
Total surface area: 5-10 square centimeters.
Olfactory Mucosa:
Olfactory Cells: Bipolar nerve cells derived from the CNS (100 million), with 4-25 olfactory cilia per cell.
Sustentacular Cells: Produce mucus and maintain ionic and molecular environment.
Basal Cells: Replace worn-out olfactory cells with an average lifespan of 1-2 months.
Bowman’s Gland: Secretes mucus.
Stimulation of Olfactory Cells:
Odorant dissolves in mucus and attaches to receptors on olfactory cilia.
Involves a cascade effect through G-proteins and second messengers, leading to depolarization and action potential generation in the olfactory nerve.
Quality of a Good Odorant:
Small (3-20 Carbon atoms), volatile, water-soluble, and lipid-soluble.
Facilitated by odorant-binding proteins in mucus.
Membrane Potential and Action Potential:
Resting membrane potential: -55mV.
Action potential frequency in the olfactory nerve increases with odorant strength.
Adaptation Towards the Sense of Smell:
Rapid adaptation within the first second, with further slow adaptation.
Psychological adaptation greater than receptor adaptation, involving feedback inhibition from the central nervous system.
Primary Sensations of Smell:
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Odor Detection Threshold:
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Characteristics of Smell:
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Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
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Primitive, less old, and new olfactory systems with different path
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comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
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A healthy human prostate measures (4cm-vertical, by 3cm-horizontal, 2cm ant-post ).
It surrounds the urethra just below the urinary bladder. It has anterior, median, posterior and two lateral lobes
It’s work is regulated by androgens which are responsible for male sex characteristics
Generalised disease of the prostate due to hormonal derangement which leads to non malignant enlargement of the gland (increase in the number of epithelial cells and stromal tissue)to cause compression of the urethra leading to symptoms (LUTS
- Video recording of this lecture in English language: https://youtu.be/lK81BzxMqdo
- Video recording of this lecture in Arabic language: https://youtu.be/Ve4P0COk9OI
- Link to download the book free: https://nephrotube.blogspot.com/p/nephrotube-nephrology-books.html
- Link to NephroTube website: www.NephroTube.com
- Link to NephroTube social media accounts: https://nephrotube.blogspot.com/p/join-nephrotube-on-social-media.html
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2. Long Working Hours
Emphasize the
demanding and often
irregular work hours
that doctors are
subjected to, leading
to fatigue and stress.
3. Fatigue: Prolonged shifts can lead to physical and mental exhaustion,
impairing a doctor's ability to make crucial decisions and provide quality
care to patients.
Quality of Care: Studies have been done which show “Extended hours
may compromise the quality of care provided to patients, potentially
leading to errors or oversights.”
So in USA Doctors are not allowed to go on & on with work.
4. Work-Life Balance: Relatively late Doctors are on their own .
Plus lot of loans they must have taken + monthy EMI put pressure on Doctors
to generate mony
Thus Long hours is inevitable make it challenging for doctors to maintain a
healthy work-life balance, which can contribute to burnout and strained
personal relationships & Home life.
Health Risks: Excessive working hours can lead to health problems, including
sleep disorders, depression, and cardiovascular issues.
5. High Responsibility
Profession of doctors
bear the responsibility
for patients' lives and
well-being, which can
lead to extreme stress.
6. Lack of Work-Life Balance
Highlight the
challenge of
balancing
professional demands
with personal life,
leading to stress and
burnout.
8. Administrative Burden
In Private practice
the increasing
administrative tasks
that take time away
from patient care and
add to stress.
Extra employee =
extra cost
9. Lack of Support Staff
There isthe shortage of
support staff specially in
private sector , making it
difficult for doctors to
focus solely on patient
care.
10. Financial Pressures
We should not forget
the high costs of
medical education
and Indeminity
insurance, which can
lead to financial
stress.
14. Interpersonal Conflicts
In work place - conflicts
and issues with
colleagues, nurses, and
other healthcare
professionals take away
extra time & stress.
15. Workplace Violence
These days news in
papers /TV
Highlight the
increasing incidents
of violence against
doctors in healthcare
settings.
16. Mental Health Stigma
All said & done the stigma
around seeking mental health
support in the medical
community is there & this
hinders in seeking help.
17. Coping Mechanisms
Encourage doctors to develop
healthy coping mechanisms to
manage stress and frustration
which we are taught in 4 walls
of Medical college.
18. Healthy Outlets: Encourage doctors to find healthy outlets for
stress, such as engaging in hobbies, exercise, mindfulness, or
creative pursuits. These activities can help them relax and
recharge.
Peer Support: Promote the importance of seeking support
from colleagues and friends. Discuss the benefits of sharing
experiences and challenges with peers who understand the
unique stressors doctors face.
19. Professional Help: Reduce the stigma around seeking
professional help, such as counseling or therapy, for managing
stress. Highlight that it's a sign of strength to seek assistance
when needed.
Time Management: Offer guidance on effective time
management and prioritization. Doctors can benefit from
strategies that help them balance their responsibilities, reduce
work-related stress, and prevent burnout.
20. Peer Support
Promote peer support and
mentorship programs for
doctors to share their
experiences via webinar or
dedicated physical meetings.
22. Improving Communication Skills
Highlight the significance of
effective communication in
reducing misunderstandings
and conflicts.
80% litigation are due to
poor communication
between doctor & patient.
23. Active Listening: Encourage doctors to practice active listening when
interacting with patients, their families, and colleagues. This skill helps
ensure that everyone's concerns and needs are understood and
addressed.
Empathy: Highlight the importance of empathy in healthcare
communication. Doctors should strive to understand and relate to their
patients' emotions and concerns, which can enhance trust and reduce
patient stress.
24. Clear and Jargon-Free Language: Stress the need for doctors to use
clear, jargon-free language when communicating with patients. This
helps ensure that patients fully comprehend their diagnoses and
treatment plans.
Conflict Resolution: Provide guidance on resolving conflicts with
colleagues in a constructive manner. Effective conflict resolution can
reduce workplace tension and enhance teamwork.
25. Teamwork
Stress the importance of
collaborative teamwork in
healthcare to share the
burden and support each
other.
JOIN IMA
LOCAL SPECIALITY
GROUPS
27. Advocacy for Change
Encourage doctors to get
involved in advocating for
healthcare system
improvements and policy
changes that can reduce
stress.
Again doctor unity can
work with authorities .
