Chris Ham presents presents the findings and evidence around the review he chaired into staff engagement and devolved decision-making for the Department of Health. He stresses the need for a culture of high staff engagement and devolved decision-making, due to compelling evidence suggesting this increases quality of care.
Overcoming the challenges of delivering 7DS for Echocardiogram and Ultrasound...NHS England
This webinar recording will provide you with a practical example of delivering echocardiography services from East Sussex Healthcare, a model for delivering ultrasound service from Salisbury NHS Foundation Trust and a national update on the strategy for delivering sustainable echocardiography services from Giancarlo Laura, Programme Manager, 7 Day Hospital Services, NHS England
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
Overcoming the challenges of delivering 7DS for Echocardiogram and Ultrasound...NHS England
This webinar recording will provide you with a practical example of delivering echocardiography services from East Sussex Healthcare, a model for delivering ultrasound service from Salisbury NHS Foundation Trust and a national update on the strategy for delivering sustainable echocardiography services from Giancarlo Laura, Programme Manager, 7 Day Hospital Services, NHS England
Team Building Skills Training can be a powerful tool in developing strengths, addressing weaknesses and creating a work environment where people work as a team taking full ownership of their roles.
The challenges of leading healthcare organizations and what makes an excellent healthcare leader given the various stake holders and divergent interests
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
The relationship between leadership and management continue to prompt some debate, although the literature demonstrates the need for both (Trent, 2003).
leadership is viewed by some as one of managements many functions; others maintain that leadership requires more complex skills than management and that management is only one role of leadership; still others delineate between the two.
Most firms talk about the need to engage employees, yet most of them approach the goal in random, ad-hoc ways. Employee engagement is sometimes interpreted as middle managers buying drinks for their team once a month at the local pub and setting up special, disassociated, interest groups like Women in Technology or doing CSR.
This random, uncoordinated, IMHO, approach yields ineffective results.
A better approach is holistic, and one that is based in the personality, context, and state of mind of its customers: the employees themselves.
For most of my career I had no idea how to stem passive-aggressive behavior, management insecurity, laziness, lack of foresight, pessimism, complaining, or poor quality work.
You'll find valuable information about how to conduct successful employee surveys and best practices for implementing changes. This presentation is for leaders in small to mid-sized businesses, HR executives, COOs, and anyone who's interested in conducting employee surveys.
After The Employee Engagement Survey: Now What? Best Practices in Communicati...Stephen Shinnan
The results are in. The presentation to the leadership team went well, and all eyes turn to you as the CEO utters those famous words: So, what are the next steps? You’ve been anticipating that, and have loads of questions:
How should we cascade the results to managers and staff? Is there are a right way and a wrong way? What are the best practices?
How do we go about action planning?
What should we focus on?
How do I deal with groups that don’t want to follow the organizational approach, i.e. they want to do their own thing?
How do I satisfy the people who don’t accept the organization’s results and think their group is different?
Join Norm Baillie-David, SVP Consulting, as he draws from numerous case studies and success stories to provide best practices in how to proceed after the survey to ensure that your survey investment is maximized and that you do the right things right to improve employee engagement in your organization.
Has clinical commissioning found its voice? GP perspectives on their CCGsNuffield Trust
This slide deck presents the fourth and final year of results from an annual survey of GPs and practice managers in six CCGs across the country. The survey – conducted as part a joint project with The King’s Fund – explores how GP attitudes towards clinical commissioning have evolved since their launch in 2013.
CNO Summit 2017, Day 1, 12.20pm
Mark Radford, Director of Nursing, NHS Improvement.
Susan Aitkenhead, Director of Nursing, Professional Development NHS England
If inspection is the enemy of improvement, someone's not doing it right.Rami Okasha
What is the relationship between scrutiny and improvement? How can modern forms of scrutiny which focus on outcomes support improvement and innovation in social care? This paper describes some emergent approaches and results in Scotland being pioneered by the Care Inspectorate.
This 'how to' guide builds upon the overarching framework set out in The route to success in end of life care - achieving quality in acute hospitals, published in 2010. The route to success highlighted best practice models developed by acute hospital Trusts, providing a comprehensive framework to enable hospitals to deliver high quality care to people at the end of life.
This 'how to' guide aims to help clinicians, managers and directors implement The route to success more effectively, drawing on valuable learning from the NHS Institute for Innovation and Improvement's Productive Ward: Releasing time to care™ series.
This guide contains individual sections that can be worked on in any given order, dependent upon the individual hospital and its current end of life care provisions. These can be downloaded below:
Introduction
Section 1: prepare
Section 2: assess and diagnose
Section 3: plan
Section 4: treat
Section 5: evaluate
Section 6: sustain
Section 7: further resources
Cover
It places emphasis on existing 'enabling' tools and models, which support and follow a person-centred pathway. These are Advance Care Planning, Electronic Palliative Care Co-ordination Systems (EPaCCS), AMBER Care Bundle, Rapid Discharge Home to Die Pathway, and the Liverpool Care Pathway.
Publication by the National End of Life Programme which became part of NHS Improving Quality in May 2013
Understanding NHS financial pressures: visual resourcesThe King's Fund
This slideset contains key visual elements from our report, Understanding NHS financial pressures: how are they affecting patient care? Please feel free to share and re-use these graphics with credit to The King's Fund.
Nine characteristics of good-quality care in district nursing taken from interviews with patients, carers and staff.
We hope this framework and these slides will be a useful resource for you – please feel free to use them in your work, in documents and presentations.
As part of a joint learning network on integrated housing, care and health, The King's Fund and the National Housing Federation have produced a set of slides illustrating the connections between housing, social care, health and wellbeing.
We hope they will be a useful resource for you – please feel free to use them in your office, in documents or presentations.
District councils’ contribution to public healthThe King's Fund
Our health is primarily determined by factors beyond just
health care. These slides illustrate the ways in which district
councils influence the health of local people through their key
functions and in their wider role supporting communities and
influencing other bodies.
The King’s Fund Events organise more than 20 health and social care events each year. Our highly-regarded conferences attract leading speakers from the government, the NHS, local authorities and the independent and voluntary sectors.
Jos de Blok set up Buurtzorg – which means ‘neighbourhood care’ in Dutch – with a team of four nurses. Today there are nearly 8,000 Buurtzorg nurses in 630 independent teams, caring for 60,000 patients a year. Nurses in Sweden, Norway, Japan and the United States are adopting the Buurtzorg model.
Our infographics highlight some key facts and figures around leadership vacancies in the NHS and some of the difficulties NHS organisations face in recruiting and retaining people for executive positions.
Sharing leadership with patients and users: a roundtable discussionThe King's Fund
‘What more is possible when patients, service users and those delivering services share the leadership task in health and social care?’
We held a roundtable discussion with patient leaders and organisational leads to discuss this question. Our slidepack summaries the conversations, including the opportunities and challenges for patient leaders, and where and how to start shared leadership working.
Making the case for public health interventionsThe King's Fund
In partnership with the Local Government Association, we have produced a set of infographics that describe key facts about the public health system and the return on investment for some public health interventions.
We hope they will be a useful resource for you – please feel free to use them in your office, in documents or presentations.
Pulmonary Thromboembolism - etilogy, types, medical- Surgical and nursing man...VarunMahajani
Disruption of blood supply to lung alveoli due to blockage of one or more pulmonary blood vessels is called as Pulmonary thromboembolism. In this presentation we will discuss its causes, types and its management in depth.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar leads (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
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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:
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
Report Back from SGO 2024: What’s the Latest in Cervical Cancer?bkling
Are you curious about what’s new in cervical cancer research or unsure what the findings mean? Join Dr. Emily Ko, a gynecologic oncologist at Penn Medicine, to learn about the latest updates from the Society of Gynecologic Oncology (SGO) 2024 Annual Meeting on Women’s Cancer. Dr. Ko will discuss what the research presented at the conference means for you and answer your questions about the new developments.
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Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
Anti ulcer drugs and their Advance pharmacology ||
Anti-ulcer drugs are medications used to prevent and treat ulcers in the stomach and upper part of the small intestine (duodenal ulcers). These ulcers are often caused by an imbalance between stomach acid and the mucosal lining, which protects the stomach lining.
||Scope: Overview of various classes of anti-ulcer drugs, their mechanisms of action, indications, side effects, and clinical considerations.
MANAGEMENT OF ATRIOVENTRICULAR CONDUCTION BLOCK.pdfJim Jacob Roy
Cardiac conduction defects can occur due to various causes.
Atrioventricular conduction blocks ( AV blocks ) are classified into 3 types.
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2. We have known about the importance
of staff engagement in the NHS for
many years …
› We have been measuring levels of engagement in the NHS
since the first staff survey in 2003.
› Evidence from a range of sectors over at least the last two
decades has highlighted the impact of staff engagement on
performance.
› More recently, analysis of the NHS staff survey has shown
the importance of engagement for staff wellbeing and
quality of care.
› Most NHS leaders recognise the importance of engagement
and a large proportion of providers treat it as a key priority.
3. Levels of staff engagement are rising
across the NHS after a sharp dip in
2010
4. But disparities are widening and some
providers have had low engagement for a
decade …
• Although many providers consider it a priority, boards dedicate limited time and
attention to engagement and the volume of activity and innovation in this area
appears to be relatively low.
5. The purpose of the review was therefore
to consider how to increase levels of
engagement across the NHS, including …
› presenting the evidence that engaging and empowering NHS
staff leads to improvements in services and quality of patient
care
› assessing the range of options for further empowering staff
and strengthening their voice within existing NHS
organisations
› outlining good practices within the NHS and other sectors
and the ingredients within these practices, including the role
of leaders
› identifying options for increasing staff engagement through
innovative provider models, including staff ownership.
6. Mid Staffs highlighted the impact of
working conditions on engagement and
quality of care
7. Many of the most successful trusts have
focused on developing a powerful
strategic narrative for staff in their
organisations
› In some cases, there has been a shift away from developing a
vision at the top, for diffusion to staff in favour of bottom-up
processes which allow staff to identify the organisation’s
challenges and devise the right approach for addressing
them.
› For example, trusts following the Listening into Action
programme bring staff and leaders together in a strategic
dialogue to identify the trust’s challenges and set direction.
› At Hinchingbrooke, Circle brought 1,200 of the trust’s 1,700
staff together for partnership sessions to develop its 14-point
plan to become a top-ten district general hospital.
8. Successful providers are simplifying
hierarchies and empowering staff to
deliver service change
› For example, Salford Royal is organised in four clinical
divisions, led by a clinical chair, managing director and
nursing director. It does not have an operations director and
the executive team act as coaches rather than managers of
the clinical teams.
› As part of this devolution, successful providers have
introduced programmes to support frontline staff in
delivering service transformation, rather than imposing
change from above.
› For example, Salford Royal puts together teams of front-line
staff from across division boundaries to lead service
improvement. Staff are supported by its Performance
Improvement Directorate which provides expertise in how to
trial and test improvements.
9. A recurring message was the need for
stability to create a high-engagement
culture…
10. Research from other sectors suggests
that ownership and governance
influence levels of engagement
› Matrix Evidence’s review found that employee commitment
tends to be stronger in employee-owned businesses (2010).
› The Nuttall review highlighted the evidence that employee
ownership leads to enhanced employee well-being, reduced
absenteeism and greater innovation (2012).
› Most research emphasises the importance of employees
playing an active role in governance and the benefits in
encouraging ‘high-engagement’ behaviours and working
practices in the organisation.
11. Leaders of new NHS mutuals are
accountable primarily to staff and
stakeholders
› In most cases, staff have a nominal financial stake but a
substantial governance role through staff councils and
electing board members. Most involve other stakeholders on
their boards.
› The leaders of new mutuals argued that these arrangements
had altered their relationships with staff and stakeholders.
The governance system underpinned dialogue with staff on
strategic direction and more inclusive ways of working in the
organisation.
› As co-owners, staff felt a much stronger right to express
their views and participate actively. They also reported
greater empowerment resolve problems and find innovative
solutions.
12. The tentative evidence is that NHS
mutuals appear to be achieving higher
staff engagement …
13. Conclusions
› NHS organisations need to renew their efforts to strengthen staff
engagement, building on progress in recent years and narrowing
the gap between high and low performers.
› NHS boards should set aside time to discuss the results of staff
surveys and to act on the results.
› NHS organisations should devolve more responsibility to staff
responsible for delivering services, removing unnecessary layers
of management and empowering staff to take decisions.
› Staff should be supported to improve care through investment in
leadership and training in quality improvement skills.
› NHS organisations should have the option of becoming staff-
owned and -led – as should emerging integrated care
organisations.
› There should be much greater devolution within the NHS, based
on presumed autonomy and proportionate regulation.