Discussion of factors leading to increased frustration among Intensive Care Staff. A well known entity "BURNOUT SYNDROME" lecture to help establish the causes and to find solutions.
Discussion of factors leading to increased frustration among Intensive Care Staff. A well known entity "BURNOUT SYNDROME" lecture to help establish the causes and to find solutions.
Wondering if you’re experiencing burnout? Looking for ways to prevent and address physician burnout in your staff? This webinar is for you.
Physician burnout rates are at an all-time high. Over 40% of physicians currently report burnout and the overwhelming majority will likely experience burnout at some point in their careers. In today’s ever-changing healthcare field, this probably doesn’t come as a surprise to many. But how we help address this growing crisis among our medical staff?
We created this presentation in partnership with Doug Gray, a leadership consultant and physician burnout expert. Doug is founder of Action-Learning, a leadership consulting group that specializes in providing confidential coaching and consulting on physician burnout. In addition to working with hundreds of executive leaders in the Healthcare, Energy, Manufacturing, IT, Construction and Financial industries, Action-Learning has helped many doctors in the healthcare field overcome their burnout.
Lean to identify burnout in yourself and others, and take the necessary steps to reduce your stress and get back to a better provider experience.
This presentation was included in an eVisit webinar. Request a recording here: http://try.evisit.com/webinar-how-to-address-physician-burnout/
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Stress and burnout syndrome among health team memberssilla elsa soji
Stress and burnout syndrome among health team members:
“Burnout is a syndrome made up of emotional exhaustion, depersonalization, and reduced personal accomplishment"
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
Strategies to Improve Mental Health in the Workplace Optimity
"1 in 5 of your fellow co-workers is experiencing some form of mental health issue. Support between colleagues and thoughtful mindfulness through cognitive behaviour therapy can be great ways to create better work-life routines. Mental health still has a stigma and it should be better understood — the purpose of this webinar is to explain healthy strategies and best practices surrounding mental health in the workplace. We wanted to get leaders thinking and talking about ways to support their talent, as well as to reduce the cost burden on the organization."
Chakameh Shafii, the CEO of Tranqool shares her personal experiences with mental health in the workplace and why it is important to have a company-wide mental health agenda. Hilary Turk, a Wellness Advisor at Optimity share 3 tips on how you can support mental health in the workplace.
Expert: Chakameh Shafii, CEO, Tranqool
Host: Hilary Turk, Wellness Advisor, Optimity
Email: hturk@myoptimity.com
Wondering if you’re experiencing burnout? Looking for ways to prevent and address physician burnout in your staff? This webinar is for you.
Physician burnout rates are at an all-time high. Over 40% of physicians currently report burnout and the overwhelming majority will likely experience burnout at some point in their careers. In today’s ever-changing healthcare field, this probably doesn’t come as a surprise to many. But how we help address this growing crisis among our medical staff?
We created this presentation in partnership with Doug Gray, a leadership consultant and physician burnout expert. Doug is founder of Action-Learning, a leadership consulting group that specializes in providing confidential coaching and consulting on physician burnout. In addition to working with hundreds of executive leaders in the Healthcare, Energy, Manufacturing, IT, Construction and Financial industries, Action-Learning has helped many doctors in the healthcare field overcome their burnout.
Lean to identify burnout in yourself and others, and take the necessary steps to reduce your stress and get back to a better provider experience.
This presentation was included in an eVisit webinar. Request a recording here: http://try.evisit.com/webinar-how-to-address-physician-burnout/
In the work-centered world that we live in today, employees can more easily face burnout. Not only does this lead to detrimental mental, physical, and emotional health issues for the employee, it also has the potential to adversely impact the quality of their work, the work environment, and the overall business as a whole. This webinar covers risk factors that lead to burnout, how to identify burnout in employees, and how to mitigate the circumstances that can lead to burnout.
Stress and burnout syndrome among health team memberssilla elsa soji
Stress and burnout syndrome among health team members:
“Burnout is a syndrome made up of emotional exhaustion, depersonalization, and reduced personal accomplishment"
Fseap - mental health in the workplace presentationGregg Taylor
Addressing and Managing Mental Health and Stress-Related Issues.
Topics:
Mental Health & Stress Defined
Why Invest in Health & Wellness?
Effects of Unhealthy Workplaces
Elements of a Psychologically Healthy Workplace
Promoting Positive Psychological Health in the Workplace
Identifying Key Factors for Psychological safety at work
Resources
Strategies to Improve Mental Health in the Workplace Optimity
"1 in 5 of your fellow co-workers is experiencing some form of mental health issue. Support between colleagues and thoughtful mindfulness through cognitive behaviour therapy can be great ways to create better work-life routines. Mental health still has a stigma and it should be better understood — the purpose of this webinar is to explain healthy strategies and best practices surrounding mental health in the workplace. We wanted to get leaders thinking and talking about ways to support their talent, as well as to reduce the cost burden on the organization."
Chakameh Shafii, the CEO of Tranqool shares her personal experiences with mental health in the workplace and why it is important to have a company-wide mental health agenda. Hilary Turk, a Wellness Advisor at Optimity share 3 tips on how you can support mental health in the workplace.
Expert: Chakameh Shafii, CEO, Tranqool
Host: Hilary Turk, Wellness Advisor, Optimity
Email: hturk@myoptimity.com
Mesopotamia: los orígenes de la civilización humana.Gustavo Bolaños
Material para la revisión del tema respectivo para los y las estudiantes de 7º año del profesor Gustavo Bolaños Ramírez, del Liceo de Atenas, Alajuela, Costa Rica.
Robot Farmers and Chefs: In the Field and In Your KitchenTim Gasper
Food production and preparation have always been labor and capital intensive, but with the internet of things, low-cost sensors, cloud-computing ubiquity, and big data analysis, farmers and chefs are being replaced with connected, big data robots—not just in the field but also in your kitchen. Tim Gasper explores the tech stack, data science techniques, and use cases driving this revolution.
As presented in 2017 at O'Reilly: Strata + Hadoop World Conference and Data Day Texas.
La historia: inicio de nuestro viaje por el tiempo.Gustavo Bolaños
Presentación para la revisión del tema respectivo, para los y las estudiantes de 7º año, del profesor Gustavo Bolaños Ramírez, del Liceo de Atenas, Alajuela, Costa Rica.
Dike Drummond's Burnout Prevention Matrix: 117 Ways Doctors Can Lower Their S...DAVID MALAM
Dike Drummond here from TheHappyMD.com with a quick thank you for requesting the Physician Burnout Prevention MATRIX Report
If you have not had a chance to download and save your personal copy of the MATRIX ...
Here's why I created the MATRIX ...
I got tired of seeing study after study on the internet just talking about how common Burnout is. I know from personal experience, that if you are over stressed and in the downward spiral ... the last thing you want to know is how common it is. Nope ...
You want some help ... some tools ... some way to lower your stress levels and reverse or prevent Burnout. Well here are over 117 ways to do just that. PICK JUST ONE that feels right to you and get started.
The MATRIX is also a perfect answer to THIS PERSON .. the one in the leadership team of your organization who says, "We would do something about the doctor's stress levels around here ... but how do you get started?"
The 18 pages of the MATRIX Report make a nice slapping sound when you drop them on that person's desk and say, "Here are a few ideas we could talk about ..."
============
Enjoy the MATRIX Report
Keep breathing and have a great rest of your day,
Dike
Dike Drummond MD
TheHappyMD.com
The Tools so YOU can be a Happy MD
LINK:
http://www.thehappymd.com/blog/bid/289962/Work-Life-Balance-Schedule-HACK-for-Busy-Doctors?utm_campaign=Blog+Post+Promotions&utm_source=hs_email&utm_medium=email&utm_content=14561065&_hsenc=p2ANqtz-_zsEo3MwqOIG7fGGCx-mU58UrMRjBTIkVKy3JwZcZm9ciN4P4wwcm9zdbX_eK4JPOqOru4FIP5fJ9HBhhtHKnagmR_Dg&_hsmi=14561065
RECOMMENDED BY BUSINESS DOCTORS
www.business-doctors.at
Running on Empty Compassion Fatigue in Health Professio.docxgertrudebellgrove
Running on Empty:
Compassion Fatigue in Health Professionals
By Françoise Mathieu, M.Ed., CCC. Compassion Fatigue Specialist
(Published in Rehab & Community Care Medicine, Spring 2007)
“The expectation that we can be immersed in suffering and loss daily and not be touched by it
is as unrealistic as expecting to be able to walk through water without getting wet” (Remen,
1996)
What is compassion fatigue?
Our primary task as helping professionals is first and foremost to meet the physical and/or
emotional needs of our clients and patients. This can be an immensely rewarding experience,
and the daily contact with patients is what keeps many of us working in this field. It is a
Calling, a highly specialized type of work that is unlike any other profession. However, this
highly specialised rewarding profession can also look like this: Increasingly stressful work
environments, heavy case loads and dwindling resources, cynicism and negativity from co-
workers, low job satisfaction and, for some, the risk of being physically assaulted by patients.
Compassion Fatigue has been described as the “cost of caring" for others in emotional and
physical pain. (Figley, 1982) It is characterized by deep physical and emotional exhaustion
and a pronounced change in the helper’s ability to feel empathy for their patients, their loved
ones and their co-workers. It is marked by increased cynicism at work, a loss of enjoyment of
our career, and eventually can transform into depression, secondary traumatic stress and
stress-related illnesses. The most insidious aspect of compassion fatigue is that it attacks the
very core of what brought us into this work: our empathy and compassion for others.
Who does it affect?
Compassion fatigue is an occupational hazard, which means that almost everyone who cares
about their patients/clients will eventually develop a certain amount of it, to varying degrees of
severity. Statistics Canada recently published their first ever National Survey of the Work and
Health of Nurses (2005) which found that “close to one-fifth of nurses reported that their
mental health had made their workload difficult to handle during the previous month.” In the
year before the survey, over 50% of nurses had taken time off work because of a physical
Running on Empty p.2
illness, and 10% had been away for mental health reasons. Eight out of ten nurses accessed
their EAP (employee assistance program) which is over twice as high as EAP use by the total
employed population. In addition, nurses reported on the job violence and were found “more
likely to experience on the job violence than all other professions.” (ONA, 2006) A study of
Cancer Care Workers in Ontario carried out in 2000 also found high levels of burnout and
stress among oncology workers and discovered that a significant number of them were
considering leaving the field: 50% of physicians and 1/3 of other cancer care professionals
had hi ...
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/
The Impact of Burnout syndrome on Nurse Workers .docxrtodd33
The Impact of Burnout syndrome on Nurse Workers !1
The Impact of Burnout Syndrome on Psychosocial Wellbeing, Expected Outcomes, Self-efficacy,
Turnover, and Interest in Career of Nurse Workers.
Olajumoke Omiyale
Aspen University
Author Note
Essentials of Nursing Research N494
Dr. Keshea Britton
Date of Submission February 11, 2020
Burnout Among Nurses !2
Background
Burnout is a very common condition across the world and especially in the nursing
career. It's the reduction in the energy and zeal of nurses manifesting in form of being
emotionally exhausted, lacking motivation, feeling frustrated, fatigued, and low reaction time
which reduces individuals' output and work efficacy in general. Burnout has been strongly
attributed to the deficit in the number of healthcare professionals, a concern that goes way to be a
matter of global importance. The rapidly changing healthcare landscape that brings a paradigm
shift to increased demand for healthcare services in the world population has come with its
challenges. Although experts associate the change to improvement in the quality of life for which
people become capable of seeking healthcare services, the move has placed a lot of pressure on
not only the healthcare systems but particularly on the workforce (Mudallal, Othman, & Al
Hassan, 2017). However, governments have not moved at a similar pace to address these
pressures, leaving the mantle on the health institutions and professionals. To be specific, nurses,
as well as other healthcare providers, are left with a large number of patients to takes care of, a
number that keeps on increasing day after day, keeping them on the run all the time. The absolute
result of this healthcare environment is burning or wearing out, which without doubt minimizes
the efficacy of the nurse’s output.
The working environment for which the nurse staff doesn't match the care demand
culminated by poor leadership creates unattractive working conditions. Indeed, WHO reports
indicate that shortages of nurses would nationally and internally interfere with the efforts to
health and well being of the world population. Where staff shortage exists, human resources are
Burnout Among Nurses !3
overstretched, working conditions become poor and unbearable, work becomes increasingly
hazardous to the health of the nurse- they get no rest, become stressed, productivity decrease
with the poor patient outcome which add up to the trauma of the workers. They end up losing
interest in their job, become highly dissatisfied, burnout and increase the chances of quitting the
job. In return, the turnover of nurses affects the quality of healthcare services offered because of
a lack of expertise and increasing the workload burden on the remaining staff (Sobral, et. al,
2018). .
The Impact of Burnout syndrome on Nurse Workers !1
The Impact of Burnout Syndrome on Psychosocial Wellbeing, Expected Outcomes, Self-efficacy,
Turnover, and Interest in Career of Nurse Workers.
Olajumoke Omiyale
Aspen University
Author Note
Essentials of Nursing Research N494
Dr. Keshea Britton
Date of Submission February 11, 2020
Burnout Among Nurses !2
Background
Burnout is a very common condition across the world and especially in the nursing
career. It's the reduction in the energy and zeal of nurses manifesting in form of being
emotionally exhausted, lacking motivation, feeling frustrated, fatigued, and low reaction time
which reduces individuals' output and work efficacy in general. Burnout has been strongly
attributed to the deficit in the number of healthcare professionals, a concern that goes way to be a
matter of global importance. The rapidly changing healthcare landscape that brings a paradigm
shift to increased demand for healthcare services in the world population has come with its
challenges. Although experts associate the change to improvement in the quality of life for which
people become capable of seeking healthcare services, the move has placed a lot of pressure on
not only the healthcare systems but particularly on the workforce (Mudallal, Othman, & Al
Hassan, 2017). However, governments have not moved at a similar pace to address these
pressures, leaving the mantle on the health institutions and professionals. To be specific, nurses,
as well as other healthcare providers, are left with a large number of patients to takes care of, a
number that keeps on increasing day after day, keeping them on the run all the time. The absolute
result of this healthcare environment is burning or wearing out, which without doubt minimizes
the efficacy of the nurse’s output.
The working environment for which the nurse staff doesn't match the care demand
culminated by poor leadership creates unattractive working conditions. Indeed, WHO reports
indicate that shortages of nurses would nationally and internally interfere with the efforts to
health and well being of the world population. Where staff shortage exists, human resources are
Burnout Among Nurses !3
overstretched, working conditions become poor and unbearable, work becomes increasingly
hazardous to the health of the nurse- they get no rest, become stressed, productivity decrease
with the poor patient outcome which add up to the trauma of the workers. They end up losing
interest in their job, become highly dissatisfied, burnout and increase the chances of quitting the
job. In return, the turnover of nurses affects the quality of healthcare services offered because of
a lack of expertise and increasing the workload burden on the remaining staff (Sobral, et. al,
2018). .
Running head IMPROVING THE WORK ENVIRONMENT1IMPROVING THE WO.docxwlynn1
Running head: IMPROVING THE WORK ENVIRONMENT 1
IMPROVING THE WORK ENVIRONMENT 7
Improving the Work Environment
Student name
University
January, 2019
Improving the Work Environment
Improving the work environment within a hospital facility is a primary goal that overlooked at by nurse leaders and other healthcare managers. Even nurses focus on the welfare of the patients and sometimes forget to look into their own well-being. The management which sometimes includes stakeholders is usually so fixated on the clients that they overlook the well-being of the nurses who do most of the care giving. The focus is on the outcome and ignores the people in the process. As a result, nurses experience tough challenges that even complicate and make them unable to perform their duties the way they should (Committee on the Robert Wood Johnson Foundation Initiative on the Future of Nursing, at the Institute of Medicine, & Institute of Medicine, 2014).
Statement of the problem
The environment that nurses work is full of traumatic events that also affect the nurses psychologically. They deal with sick children, burn victims, the dying cancer patients who are people in extreme pain. They are not immune to this human suffering. They struggle with depression, grief, and loss as well. The sad assumption made is that it is a job and they should somehow not be affected, but in most cases they are. The issues they see on a daily basis slowly eats away on their sanity and sometimes results in depression or even addiction. About ten percent of the nurses working in the United States are on drugs as a coping mechanism for the trauma they experience on a daily basis (Finkelman, 2018).
Besides, their state of mind is made worse by doctors who look down upon their jobs and use inappropriate language or sexually abuse the nurses. Nurses have to cater to all kinds of patients including some very passive aggressive and narcissistic patients who continually frustrate them to such a considerable extent. They are insulted, spat on, vomited on, even defecated on, and nobody cares to take care of their mental well-being after such painful experiences. The empathy that they give on a daily basis is never reciprocated back to them.
Thirdly, the occupational health and safety are not adequately considered. Many nurses report joint pains, back, and other issues right after a shift. In worst case scenarios nurses are overworked and majorly understaffed. The work they do is seldom recognized as much as the doctors’. They are often ignored and looked down upon. This results in low job satisfaction and poor motivation for work (Jones et al., 2012). It leads to a compromise of the quality of care they give to patents and n addition the low motivation may result in errors. Burnouts are the primary cause of failures in healthcare facilities. It leads to depression and low morale even for life give that the nature of their w.
The purpose of this study is to explore the relationship between Emotional Intelligence (EI) and burnout in health care professionals. More specifically, this survey has the purpose of demonstrating the role of EI as a protective factor against the risk of burnout. Health professionals (doctors, nurses, and other caregivers) composed the sample. Data, collected during professional training, provided 148 employees. Major results of this survey underline the relationship between EI and burnout. As we expected, there is a negative and significant correlation between burnout and Emotional Intelligence. Moreover, burnout varies depending on length of service: burnout increases between 5 and 10 years of experience and decreases over 10 years. Indeed, burnout is differently expressed amongst healthcare professionals: more specifically, Psycho-physical exhaustion, Detriment of the relationships and Burnout (total score) has an impact on physician (doctors) more than other investigated health professionals. These findings seem to suggest the opportunity to improve Emotional Intelligence abilities through specific training programs, useful to promote the ability to cope with stress and to enrich the relationships in the workplace.
Clinical Burnout
Clinical Burnout
Student
WRTG 393
Clinical Burnout
EXECUTIVE SUMMARY
Burnout; physical or mental collapse caused by overwork or stress. Clinical
burnout is what is being called today as a national crisis. With clinicians and
healthcare executives alike experiencing symptoms of burnout, healthcare
leaders need to look into the root causes and implement changes systemwide in
order to better improve the patient experience and patient care in their hospital
settings. Burnout can be experienced for a number of reasons but a majority of
burnout symptoms can be measured by allowing your employees to
communicate through surveys. Once burnout causes are measured, only then
can healthcare leaders address how to help their team and lead them to
healthier lifestyles which in turn will make for a healthier environment for our
patients.
Clinical Burnout
INTRODUCTION
Burnout; physical or mental collapse
caused by overwork or stress. More
medical staff personal are feeling the
effects of burn out annually. With most
physicians and nurses alike testifying
to experiencing symptoms of burnout.
According to Mark Linzer, the director
of general internal medicine at
Hennepin County Medical Center in
Minneapolis, it’s [clinician burnout]
somewhere between 30% and 50%
nationally in physicians and it is rising”
(Thew, 2017). After completing a study
where researchers surveyed 6,880
physicians in 2014, the Mayo Clinic
found that 54.4% reported
experiencing at least one of the three
components of burnout. Burnout is
assessed using what is known as the
Maslach Burnout Inventory with three
components including, “emotional
exhaustion, depersonalization and low
personal accomplishment” (Wellwork,
N.D.).
With burnout symptoms on the rise it
begins to become clear that it is not
just a problem for clinicians but for
healthcare executives as well. With
more than half of our clinicians and
executives experiencing some form of
burnout, one must question how this
effects the organization as a whole.
Linzer states, “With 50% of people
experiencing at least one component
of burnout nationally, you’re looking at
problems with morale and turnover.
There are risks to patient safety,
quality, and patient satisfaction, not
necessarily from the burned-out
physician, but from the adverse work
conditions that led to the burnout”.
In order to understand and attempt
fixing burnout, one must asses what
causes these symptoms to begin with.
Leaders in the healthcare field also
need to find ways to eliminate the
causes of these burnout symptoms
and implement changes
systemwide before the effect of
burnout is too great.
Previous Approaches
In the past there has been little done
to understand burnout. According to
Karen Weiner, a Chief Medical officer
and CEO of a physician owned group
of around 140 healthcare providers
after completing a survey said, 86% of
CEOs (chie.
mental breakdowns at work and how to deal with it.pdfDrnicktreatments
Things to learn:
What is mental breakdowns at work
Causes of mental breakdowns
How to deal it
Statistics
Today we will talk about mental breakdowns at work and how to deal it.
First we will know that what is mental breakdowns at work and what are basically it's causes.
Human beings
We, people, are social creatures as we connect with others in the everyday daily schedule of our lives. Either at home or working environment, individuals generally have something to talk or blabber.
In any case, have you at any point experience abrupt conduct change in your workers?off course you will seek employees having such mental breakdowns at work
Psychological Breakdown
In any case, what is a psychological episode, and what it means for the existence of your representatives?
Anxiety attack - Pay attention To The Disturbing Ringers:
A psychological episode or mental breakdowns includes unexpected mental episodes that might cause because of intense gloom. Individuals experiencing psychological episodes feel chest torment, trouble in breathing following the state of being alarm.
Disintegrating emotional wellness for sure damages more than actual torment. That is the reason, as mindful people, we need to think about the psychological well-being of individuals around us.
Mental breakdowns and how to deal it(2022)
One more justification for nervousness can be the exorbitant utilization of computerized gadgets.
Do you have any idea why?
Since we as a whole are fiends. Indeed! You've perused it right.
Cell phone reliance is expanding consistently. In the event that you glance around, you'll just track down an individual without holding a cell phone.
Do you know over 30% of teens go through pressure?
Furthermore, over 70% of grown-ups have intense pressure.
We should perceive how stress destroys the existences of teenagers and grown-ups.
Side effects in workers
Here are a few side effects of psychological maladjustment in workers:
Exhaustion
Absence of Focus
Fretful Ness
Keeping away from Get-together
Unexpected Emotional episodes
Upset Dietary patterns
Assuming that you find your partner or representative having such side effects, ensure they are okay. For businesses, taking into account worker wellbeing is huge.
Mental breakdowns and how to deal it(2022)
Analytics (DATA)
chart provided based on research analysis
1. Individuals in the assembling, retail and food and refreshment ventures have the most noteworthy paces of work environment related pressure.
(Source: Psychological well-being America)
2.In excess of 300 million individuals all over the planet experience the ill effects of discouragement. The condition is the main justification for why laborers go on incapacity.
(Source: World Wellbeing Association)
3.Of the businesses who become mindful of a specialist experiencing sadness, 64% will allude that individual to a Worker Help Program (EAP).
(Source: Emotional wellness America)
4.Am
Is untreated mental illness hurting your bottom lineMrsunny4
Depression, anxiety, and substance use may not seem like things that an employer should concern themselves with, but the reality is that mental health can have a critical impact on a company’s bottom line.
The phrase “workplace injury” typically conjures a physical ailment—a back injury, a laceration, a respiratory illness—but there’s another, often overlooked consequence of on-the-job injuries that can affect both employees and a company’s bottom line: depression.
Surname 1
Student’s Name
Professor’s Name
Course
Title
Mindfulness Among Healthcare Professionals
Currently, cases of disrespect, stress, prejudgment, reduced concentration at work, poor conflict resolution skills, reduced resilience, reduced engagement in physical activities, and reduced expression of creative arts, among others, have increased significantly among various professionals. These actions have derailed the reputation of various professionals. They have also compromised the professionals’ deliverables, thus leaving their clients unsatisfied. This study, therefore, is specific to healthcare professionals. Healthcare is a very vital service in the life of humans, such that the people providing it must always be keen and sober when on duty. This argumentative essay will aim to teach healthcare professionals on the importance of mindfulness and how such knowledge can improve the quality of the delivery of healthcare services.
Shea (2016) states that “The present defines the future. The future builds on the foundation of the past” (15). Mindfulness has a history chronologically describing how it came about. The practice of mindfulness practice was employed in various religious and philosophical teachings such as Buddhism, Hinduism, and Yoga. More recently, the practice has expanded into non-religious meditation. Mindfulness was mainly popular in the religious and spiritual communities of the East. Its spread in the Western world can only be linked to particular people and secular institutions. It is important to note that some commentators argue that the history of mindfulness should not only be confined to Buddhism and Hinduism, as the practice also has origin in Islam, Judaism, and Christianity (Shea 20). Depending on people’s thoughts, many theories can be applied to explain the history of mindfulness, leading to conflicting conclusions.
The possible arguments of the theories can be traced to its origin in the field of medicine, Christianity, and Islam. Mindfulness might indeed have been much applied in the Christian, Islam, and the medicine set up. However, at the time of this research, there existed no material pieces of evidence to support that. The available materials show that mindfulness was popularly used in Buddhism and Hinduism. The modern western world later came to learn the practice of mindfulness from the traditions of Buddhists and Hindus. Therefore, this paper will focus on mindfulness from a Buddhist and Hindu perspective. In the succeeding paragraphs, we will get to know the different mental and emotional issues that healthcare professionals struggle with, the general definition of mindful practices, specific mindful practices that may help the healthcare professionals. The paper will address any opposing arguments and, finally, offer opportunities for future research.
From the resources employed to develop this paper, there is significant evidence that shows that the increase in anxiety disorders, sleep diso ...
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Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
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micro teaching on communication m.sc nursing.pdfAnurag Sharma
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- 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
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Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
Ethanol (CH3CH2OH), or beverage alcohol, is a two-carbon alcohol
that is rapidly distributed in the body and brain. Ethanol alters many
neurochemical systems and has rewarding and addictive properties. It
is the oldest recreational drug and likely contributes to more morbidity,
mortality, and public health costs than all illicit drugs combined. The
5th edition of the Diagnostic and Statistical Manual of Mental Disorders
(DSM-5) integrates alcohol abuse and alcohol dependence into a single
disorder called alcohol use disorder (AUD), with mild, moderate,
and severe subclassifications (American Psychiatric Association, 2013).
In the DSM-5, all types of substance abuse and dependence have been
combined into a single substance use disorder (SUD) on a continuum
from mild to severe. A diagnosis of AUD requires that at least two of
the 11 DSM-5 behaviors be present within a 12-month period (mild
AUD: 2–3 criteria; moderate AUD: 4–5 criteria; severe AUD: 6–11 criteria).
The four main behavioral effects of AUD are impaired control over
drinking, negative social consequences, risky use, and altered physiological
effects (tolerance, withdrawal). This chapter presents an overview
of the prevalence and harmful consequences of AUD in the U.S.,
the systemic nature of the disease, neurocircuitry and stages of AUD,
comorbidities, fetal alcohol spectrum disorders, genetic risk factors, and
pharmacotherapies for AUD.
The prostate is an exocrine gland of the male mammalian reproductive system
It is a walnut-sized gland that forms part of the male reproductive system and is located in front of the rectum and just below the urinary bladder
Function is to store and secrete a clear, slightly alkaline fluid that constitutes 10-30% of the volume of the seminal fluid that along with the spermatozoa, constitutes semen
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
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:
Camphoraceous, Musky, Floral, Pepperminty, Ethereal, Pungent, Putrid.
Odor Detection Threshold:
Examples: Hydrogen sulfide (0.0005 ppm), Methyl-mercaptan (0.002 ppm).
Some toxic substances are odorless at lethal concentrations.
Characteristics of Smell:
Odor blindness for single substances due to lack of appropriate receptor protein.
Behavioral and emotional influences of smell.
Transmission of Olfactory Signals:
From olfactory cells to glomeruli in the olfactory bulb, involving lateral inhibition.
Primitive, less old, and new olfactory systems with different path
2. “If constant stress has you feeling helpless,
disillusioned, and completley exhausted you
may be suffering from burnout. When you’re
burned out, problems seem insurmountable,
everything looks bleak, and it’s difficult to
muster up the energy to care- let alone do
something about your situation” (Burnout
Prevention and Recovery).
3. The emotionally exhausted clinician is overwhelmed by work to the point
of feeling fatigued, unable to face the demands of the job and is unable to
engage with others.
This might develop a sense of cynical detachment from work and people in
general.
The growing prevalence of burnout syndrome among health care
personnel has gained attention as a potential threat to health care quality
and patient safety
4. Characteristics of the health care environment
include:
1.Time pressure
2.Lack of control over work processes
3.Role conflict
4.Poor relationships between groups
5.Poor leadership, combined with personal
predisposing factors
5. Burnout ranges:
10-70% among nurses
30-50% among physicians, nurse practitioners and physician assistants.
A study done by the Mayo Clinic, in partnership with the American Medical
Association, found more than half of American physicians now at least have
one sign of burnout. This is a 9% increase from the group’s prior results in a
study conducted 3 years prior.
This is vital because it is a threat to patient safety because depersonalization
is presumed to result in poorer interactions with patients.
6. Clinicians with burnout are more ikely to subjectively rate patient safety lower in their
organizations and to admit to having made mistakes / substandard care at work.
The American Medical Association and the Mayo Clinic have highlighted burnout as a
priority.
This Annual Perspective summarizes studies published in 2015, with a focus on the
relationship between burnout and patient safety, and interventions to adress brunout
among clinicians.
Most of these studies have been self-reported by health care workers because they
have felt that their perceptions of work have effected patient safety.
7. There are numerous factors that communication contributes to burnout in
the health care field.
Communicative interactions contribute to an individuals workload
Communication can also influence the experiencee of role conflict and role
ambiguity.
“Graen’s Model describes the ways in which supervisor-subordinate
interaction helps to define expectations as an individual learns about the
job and the organization. If communication in this crucial stage of
socialization is inadequate, role conflict and role ambiguity are likely to
result” (Miller, Katherine).
8. Emotional Labor in burnout is a crucial factor.
The jobs in the health care field require passion for the job, caring for patients and caring
for those around you
Hochschield’s original development suggests that workers that are involved in emotional
labor are high risk to serious psychological risk. This includes showing emotions that are
not actually felt.
Morris and Feldman called this “emotional dissonance” and this is one of the major factors
leading to negative consequences such as burnout and job dissatisfaction.
9. Another area of concentration for burnout linking to communication is natural
emotions.
Miller, Stiff and Ellis explored the role of emotion communication and burnout by
testing a theory.
They noted that individuals often chose occupations like Health care, social work,
etc. because they are “people orientated” and have a high degree of empathy for
others.
Miller and colleagues then drew a conclusion between two kinds of empathy,
Emotional contagion and Empathic concern.
Emotional Contagion is a affective response in which the observer experiences
emotional parallel to those of another person.
Empathic Concern is which the observer has a nonparallel emotional response.
10. These two dimensions of empathy influence the communication of human service
workers because the empathic concern should help the employee communication
effectively whereas emotional contagion should hinder effective interaction.
Looking at those that have suffered from burnout, Miller and colleagues state that
they would be less emotional towards their patients compared to those who have
not suffered from burnout.
Emotional communication in the workplace can be detrimental but only under
certain conditions, especially when the caregiver feels for the client and
communications because of those feelings.
11. Detached concern is another area for concern when it comes to client patient
interactions.
When health care providers detach their emotional side of their job, this can
affect their emotional involvement.
Many scholars have become concerned from the danger of health care providers
being “too detached” from their patients.
Experts have recommended that physicians can combat this by engaging in the
more genuine empathy embodied in the processes of deep acting.
12. What you can do:
1. Put a priority on face-to-face social contact with supportive
people
2. Set a time each day when you completely disconnect from
technology
3. Move your body frequently- don’t sit for more than an hour
4. Make laughter and play a priority
5. Reduce your intake of alcohol, nicotine and caffeine
6. Get all the restful sleep that you need to feel your best
13. Folk man, Lazarus, Gruen and DeLongis have identified three
ways of coping:
1. Problem Centered Coping- involves dealing directly with the
causes of burnout
2. Appraisal Centered Coping- involves changing the way one thinks
about the stressful situation
3. Emotion-centered Coping- involves dealing with the negative
affective outcomes of burnout.
14. Reducing “Burnout” feelings from the workplace can be done.
Socialization programs can be designed to enhance the clarity of employee role
definitions.
Workloads can be carefully monitored and controlled by the leaders of the organization
Workers that are working long hours or have many projects at one time can be granted
“time outs” where they can take a moment to regroup and to relax before going back to
work.
The conflict between work and home can be difficult for some people. Some things that
have been done are,
On site day care, flextime and working at home.
15. Participating in decision making in the workplace when you are experiencing
burnout can be difficult.
Participation and the feeling of inclusion have decreased burnout in the health care
field.
“Employees who had an opportunity to participate in decisions experienced lower
levels of strain and fewer intentions to leave their jobs” (Miller).
With including everyone in decision making, this would help the company in the
long-term with the health and the happiness of all of their workers.
“More accurate knowledge of the formal and informal expectations held by others
for the worker and for the organization as a whole”
One of the biggest causes of burnout is Stress. Actually knowing what is expected
of you and what is going on in the company can prevent this.
16. Social support is one of the biggest things that can help burnout in the health care
field.
Social support from family and friends in the workplace can prevent burnout.
Knowing that the people around you are encouraging you and supporting you with
your tasks can be beneficial for both parties involved.
Coping with job related stress can be a lot for just one person, but if that person has
someone that they can talk to this could help with the stress that the person would
have.
“Emotional support might involve a message that boosts another's self-esteem ‘I
know you’re bright enough to do well on the test’ message that indicates
unconditional regard” (Miller).
18. QUESTIONS
1. What things can health care providers do to prevent burnout?
2. If one sees a colleague suffering from burnout, what can he/she do
to help that person out?
3. When communication happens between a patient and a provider,
what things happen that can cause burnout?
19. QUESTIONS
4.What kinds of programs have been formed to help coworkers
that are dealing with symptoms of burnout?
5.When it comes to decision making, what kinds of things can the
leaders of organizations do to help the workers that are lower
than them?
6.With improvements in the health care field to help health care
providers, what other problems can be fixed related to burnout?
20. WORK CITED
"Burnout Among Health Professionals and Its Effect on Patient Safety." PSNet:
Patient Safety Network. N.p., n.d. Web. 15 Mar. 2017.
"Burnout Prevention and Recovery." Burnout Prevention and Recovery: Signs,
Symptoms, and Coping Strategies for Mental Exhaustion. N.p., n.d.Web. 15
Mar. 2017.
Miller, Katherine. Organizational Communication Approaches and Processes. 7th
ed. N.p.: Cengage Learning, n.d. Print.
YouTube. Physician Burn-Out -The Silent Epidemic.YouTube, 09 May 2014. Web.
15 Mar. 2017.