Mind is the leading mental health charity in England and Wales that has been campaigning for better mental health for over 60 years. They operate a network of local Minds providing services. One in four people will experience a mental health problem each year. The workplace can impact mental health positively or negatively. Employers need comprehensive strategies including promoting wellbeing, tackling work-related causes of mental illness, and supporting employees with mental health problems. This involves facilitating disclosure, responding supportively, and providing adjustments. Case studies show how employers like BT and Deloitte implement successful multi-pronged approaches.
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
HR Insights - Mental Health Awareness in the WorkplaceLaura Steggles
Muslimah Miah covered how to identify when staff may be struggling with their mental health, the consequences of ignoring mental health in the workplace and how companies can promote wellness amongst their staff.
Solutions for Improving Mental Health in the WorkplaceCCOHS
Mental health is an organizational, social and personal concern for the workplace and workers. Psychosocial stress is an occupational hazard to which overexposure leads to strain, illness and disability, and can be prevented. This presentation outlines some ideas and solutions that have been researched and collated from a number of global and Canadian research, analysis and publications. Presented at the Alberta Health and Safety Conference on October 28, 2009.
Anna Denton Jones HR Insights September 2017Laura Steggles
Anna Denton Jones of Refreshing Law covered what employers can do to help support the mental health of their staff and what employers need to do from a legal perspective when staff take mental health-related leave.
HR Insights - Mental Health Awareness in the WorkplaceLaura Steggles
Muslimah Miah covered how to identify when staff may be struggling with their mental health, the consequences of ignoring mental health in the workplace and how companies can promote wellness amongst their staff.
Solutions for Improving Mental Health in the WorkplaceCCOHS
Mental health is an organizational, social and personal concern for the workplace and workers. Psychosocial stress is an occupational hazard to which overexposure leads to strain, illness and disability, and can be prevented. This presentation outlines some ideas and solutions that have been researched and collated from a number of global and Canadian research, analysis and publications. Presented at the Alberta Health and Safety Conference on October 28, 2009.
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
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
Mental Health Awareness is a theory course giving an all round awareness of mental health and attributed conditions. The course is suitable for people working within the health and social care sector and will cover conditions such as schizophrenia, bipolar disorder and personality disorder.
This course is essential for those working within mental health. A shorter version of this
course is available to those previously trained or experienced within the sector.
A talk by Svetlana Elfimova
Co-Founder, We Well Consulting
Is it enough to know that an employee's well-being impacts performance or is there something more deliberate we can do to foster both performance and well-being?
As our situation changes on a daily and sometimes hourly basis, most companies have shifted to remote working and environment, and many have already determined - this remote work set-up is actually really good for business. However, what do we need to do to effectively navigate the re-entry challenge?
Join us to discuss:
Specifics of the re-entry after the lockdown from a work psychology perspective
Physiology & signs of stress in relation to performance, how to address it
Burnout, lack of recovery and theory of resources in the context of COVID-19
Risks to organizations & why EWB is important, and what we can do about it
How to address issues associated with re-entry - situational engineering & training
Strategy development for the re-entry: Environment & Hygiene I Communication and policies I Employee well-being and Performance
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/reentry-challenge/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
You can be naughty and still win. Yes you heard me. I’m not much of a fan of the word diet. I believe you need to look at your eating habit as a lifestyle choice. This being said we are bound to have ups and down along the way. More importantly these blimps don’t need to be game breakers. Often what happens when we slip up with exercise or our new eating routine we often look at this as a reason to call it a day?
During this session you will learn more about:
1. What mental health is and why it is important.
2. Common mental health conditions and what to do if you need help
3. Stress: eustress and distress, life stress and occupational stress
4. Building resilience through relationships, emotional intelligence, competence, optimism and coping skills
5. Thriving and flourishing in the workplace
Learn how to sustain operations, manage workers to work from home, organization restructure including temporary layoffs, deal with employee anxiety, help employers and employees cope with uncertainty, and understand how to work effectively in remote, constrained environments.
Watch the webinar replay here - https://shiftworkplace.com/the-world-of-work-during-covid-19/
5 Things HR Leaders Could do to Support Employee Resiliency During COVID-19Rick Stomphorst
We live in uncertain times. This uncertainty is impacting your employees, increasing their stress levels and thereby impacting your business. Staff need to be able to see the light at the end of the tunnel.
As an HR Leader you can help your staff to cope with the uncertainty and build their resilience to get through these unprecedented times.
You will also learn:
- How to build resiliency in your staff and thereby your organization
- How to help your staff cope
- How to cheer up the virtual workplace
- How to reduce stress and limit mental illness caused by stress
- Learn what strategies your peers are using
April 7, 2020 ONLINE Seminar.
Presenter: Julie Holden, Principal – Holden & Associates Consulting Inc.
https://siliconhalton.com/event/5-things-hr-leaders-could-do-to-support-employee-resiliency-during-covid-19/
Wellbeing- Employee Assistance Program (EAP) has been designed as per the Indian Conditions and is scientifically proven program. Managed by professionals and qualified SME ensuring 100% outcome
This presentation is for the event for employers in Hertfordshire, identifying key health challenges for employers, why they should take notice and what they can do
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
Healthy people help to maintain a healthy business through their performance in the workplace. Supporting your people in mental and physical health beyond packaged healthcare benefits is becoming a business imperative. Diversity in the workplace needs greater consideration in the area of heath and wellbeing - one size does not fit all, not everyone likes to pound it out in the gym…Employees are looking for great empowerment, engagement and choices to take care of themselves and be supported to bring the best of ‘me’ to work.
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
Employers responsibility for employees mental health – by Charles LindenThe Linden Method
Let’s look at how employers can encourage good mental health practices within their daily operations to better support staff, and retain their best people even under challenging and stressful job circumstances.
Mental Health Awareness is a theory course giving an all round awareness of mental health and attributed conditions. The course is suitable for people working within the health and social care sector and will cover conditions such as schizophrenia, bipolar disorder and personality disorder.
This course is essential for those working within mental health. A shorter version of this
course is available to those previously trained or experienced within the sector.
A talk by Svetlana Elfimova
Co-Founder, We Well Consulting
Is it enough to know that an employee's well-being impacts performance or is there something more deliberate we can do to foster both performance and well-being?
As our situation changes on a daily and sometimes hourly basis, most companies have shifted to remote working and environment, and many have already determined - this remote work set-up is actually really good for business. However, what do we need to do to effectively navigate the re-entry challenge?
Join us to discuss:
Specifics of the re-entry after the lockdown from a work psychology perspective
Physiology & signs of stress in relation to performance, how to address it
Burnout, lack of recovery and theory of resources in the context of COVID-19
Risks to organizations & why EWB is important, and what we can do about it
How to address issues associated with re-entry - situational engineering & training
Strategy development for the re-entry: Environment & Hygiene I Communication and policies I Employee well-being and Performance
Watch REPLAY here:
https://leading-in-crisis.turnkeycoachingsolutions.com/talks/reentry-challenge/
**Leading in a Crisis Free Virtual Summit 40+ Speakers:**
https://leading-in-crisis.turnkeycoachingsolutions.com/
HR Insights, 17th Sept, Breathe Spaces - Mental Health in the WorkplaceJames Cheetham
Helen Jones' slides from Breathe Spaces (part of Platfform) covering the importance of monitoring mental health in the workplace and what signs to look out for.
You can be naughty and still win. Yes you heard me. I’m not much of a fan of the word diet. I believe you need to look at your eating habit as a lifestyle choice. This being said we are bound to have ups and down along the way. More importantly these blimps don’t need to be game breakers. Often what happens when we slip up with exercise or our new eating routine we often look at this as a reason to call it a day?
During this session you will learn more about:
1. What mental health is and why it is important.
2. Common mental health conditions and what to do if you need help
3. Stress: eustress and distress, life stress and occupational stress
4. Building resilience through relationships, emotional intelligence, competence, optimism and coping skills
5. Thriving and flourishing in the workplace
Learn how to sustain operations, manage workers to work from home, organization restructure including temporary layoffs, deal with employee anxiety, help employers and employees cope with uncertainty, and understand how to work effectively in remote, constrained environments.
Watch the webinar replay here - https://shiftworkplace.com/the-world-of-work-during-covid-19/
5 Things HR Leaders Could do to Support Employee Resiliency During COVID-19Rick Stomphorst
We live in uncertain times. This uncertainty is impacting your employees, increasing their stress levels and thereby impacting your business. Staff need to be able to see the light at the end of the tunnel.
As an HR Leader you can help your staff to cope with the uncertainty and build their resilience to get through these unprecedented times.
You will also learn:
- How to build resiliency in your staff and thereby your organization
- How to help your staff cope
- How to cheer up the virtual workplace
- How to reduce stress and limit mental illness caused by stress
- Learn what strategies your peers are using
April 7, 2020 ONLINE Seminar.
Presenter: Julie Holden, Principal – Holden & Associates Consulting Inc.
https://siliconhalton.com/event/5-things-hr-leaders-could-do-to-support-employee-resiliency-during-covid-19/
Wellbeing- Employee Assistance Program (EAP) has been designed as per the Indian Conditions and is scientifically proven program. Managed by professionals and qualified SME ensuring 100% outcome
This presentation is for the event for employers in Hertfordshire, identifying key health challenges for employers, why they should take notice and what they can do
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
Healthy people help to maintain a healthy business through their performance in the workplace. Supporting your people in mental and physical health beyond packaged healthcare benefits is becoming a business imperative. Diversity in the workplace needs greater consideration in the area of heath and wellbeing - one size does not fit all, not everyone likes to pound it out in the gym…Employees are looking for great empowerment, engagement and choices to take care of themselves and be supported to bring the best of ‘me’ to work.
According to Mind, 1:4 of people in the UK will encounter a mental health problem in the UK, each year. Although awareness of mental health as a physical illness is starting to increase, many organisations are still unaware of the impact such illnesses can have on the individual, and the devastating effect poor management practices can have on colleagues in certain situations. Such ignorance is concerning – in far too many cases, anxiety, depression and other conditions are treated with ‘lip service’ at best; or as taboo at worst. This session will try and tackle some of the main, down-to-earth matters surrounding mental health in Higher Education Institutions. Sometimes, performance is affected, and this can have a serious adverse effect on the morale and performance of a team or department at large. How straightforward is it to identify and help people who might be struggling? How is it best to tackle poor performance while, at the same time, help an individual or individuals cope with mental health difficulties? Should HEIs introduce transparent strategic mental health awareness policies at the very top? How would one do that? How might it be possible to change an institutional or departmental climate for the better, with other positive knock-on effects this could have on welfare, happiness and performance? How would it be possible to transform understanding and practice at a local and institutional level? Following a brief presentation, this session will be an open forum for the sharing of experiences, suggestions and best practice.
The session will be a fully interactive improvisation workshop in which delegates will be invited to engage in fun and stimulating exercises designed to improve their communication, teamwork and break through any barriers holding them back. The exercises can be categorised as follows: Resilience: By learning to embrace failure, participants will learn how to take something with negative connotations as an opportunity for learning and growth. In the current climate where huge demands are placed on administrators, conquering the fear of failure and being able to reframe a ‘failure’ as a learning opportunity is key.
Embracing change: Exercises designed to nudge participants out of their comfort zones will help them to see that change is an inevitable and necessary part of growth. They will learn that they have talent in areas that they may never have previously considered.
Public speaking: Through involvement in storytelling exercises, participants will build their confidence in public speaking and presentation through creative play. These exercises will give them tips and tricks that they can take away with them and apply to future presentations.
Teamwork: These exercises will help participants to communicate more clearly and freely within a team and can be used for teambuilding and away days after the conference.
Mental health in the workplace
Implications of Mental Health
Factors that may result to poor Mental Health
Early signs of Negative Mental Health
Ways to maintain Positive Mental Health
Creating a MH Friendly workplace
What employees, co-workers, and employers can do.
The focus on productivity remains a key priority for government. In the session we looked at the impact of health and well being initiatives on increasing productivity.
This workshop was presented at the Queensland Mining Industry Health and Safety Conference 2014 and presents progress on the Working Well Program and ways to support mental health in the workplace.
Mental Health at Work: The Power of Supporting Mental Health at WorkLeague Inc.
Founder & Lead Innovator of Mental Health Innovations, Stéphane Grenier, discusses the importance of creating an inclusive mental health culture in the workplace, and what you can do to support your employees.
New Drug Discovery and Development .....NEHA GUPTA
The "New Drug Discovery and Development" process involves the identification, design, testing, and manufacturing of novel pharmaceutical compounds with the aim of introducing new and improved treatments for various medical conditions. This comprehensive endeavor encompasses various stages, including target identification, preclinical studies, clinical trials, regulatory approval, and post-market surveillance. It involves multidisciplinary collaboration among scientists, researchers, clinicians, regulatory experts, and pharmaceutical companies to bring innovative therapies to market and address unmet medical needs.
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
263778731218 Abortion Clinic /Pills In Harare ,sisternakatoto
263778731218 Abortion Clinic /Pills In Harare ,ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group ABORTION WOMEN’S CLINIC +27730423979 IN women clinic we believe that every woman should be able to make choices in her pregnancy. Our job is to provide compassionate care, safety,affordable and confidential services. That’s why we have won the trust from all generations of women all over the world. we use non surgical method(Abortion pills) to terminate…Dr.LISA +27730423979women Clinic is committed to providing the highest quality of obstetrical and gynecological care to women of all ages. Our dedicated staff aim to treat each patient and her health concerns with compassion and respect.Our dedicated group of receptionists, nurses, and physicians have worked together as a teamof receptionists, nurses, and physicians have worked together as a team wwww.lisywomensclinic.co.za/
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.
Title: Sense of Taste
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 structure and function of taste buds.
Describe the relationship between the taste threshold and taste index of common substances.
Explain the chemical basis and signal transduction of taste perception for each type of primary taste sensation.
Recognize different abnormalities of taste perception and their causes.
Key Topics:
Significance of Taste Sensation:
Differentiation between pleasant and harmful food
Influence on behavior
Selection of food based on metabolic needs
Receptors of Taste:
Taste buds on the tongue
Influence of sense of smell, texture of food, and pain stimulation (e.g., by pepper)
Primary and Secondary Taste Sensations:
Primary taste sensations: Sweet, Sour, Salty, Bitter, Umami
Chemical basis and signal transduction mechanisms for each taste
Taste Threshold and Index:
Taste threshold values for Sweet (sucrose), Salty (NaCl), Sour (HCl), and Bitter (Quinine)
Taste index relationship: Inversely proportional to taste threshold
Taste Blindness:
Inability to taste certain substances, particularly thiourea compounds
Example: Phenylthiocarbamide
Structure and Function of Taste Buds:
Composition: Epithelial cells, Sustentacular/Supporting cells, Taste cells, Basal cells
Features: Taste pores, Taste hairs/microvilli, and Taste nerve fibers
Location of Taste Buds:
Found in papillae of the tongue (Fungiform, Circumvallate, Foliate)
Also present on the palate, tonsillar pillars, epiglottis, and proximal esophagus
Mechanism of Taste Stimulation:
Interaction of taste substances with receptors on microvilli
Signal transduction pathways for Umami, Sweet, Bitter, Sour, and Salty tastes
Taste Sensitivity and Adaptation:
Decrease in sensitivity with age
Rapid adaptation of taste sensation
Role of Saliva in Taste:
Dissolution of tastants to reach receptors
Washing away the stimulus
Taste Preferences and Aversions:
Mechanisms behind taste preference and aversion
Influence of receptors and neural pathways
Impact of Sensory Nerve Damage:
Degeneration of taste buds if the sensory nerve fiber is cut
Abnormalities of Taste Detection:
Conditions: Ageusia, Hypogeusia, Dysgeusia (parageusia)
Causes: Nerve damage, neurological disorders, infections, poor oral hygiene, adverse drug effects, deficiencies, aging, tobacco use, altered neurotransmitter levels
Neurotransmitters and Taste Threshold:
Effects of serotonin (5-HT) and norepinephrine (NE) on taste sensitivity
Supertasters:
25% of the population with heightened sensitivity to taste, especially bitterness
Increased number of fungiform papillae
New Directions in Targeted Therapeutic Approaches for Older Adults With Mantl...i3 Health
i3 Health is pleased to make the speaker slides from this activity available for use as a non-accredited self-study or teaching resource.
This slide deck presented by Dr. Kami Maddocks, Professor-Clinical in the Division of Hematology and
Associate Division Director for Ambulatory Operations
The Ohio State University Comprehensive Cancer Center, will provide insight into new directions in targeted therapeutic approaches for older adults with mantle cell lymphoma.
STATEMENT OF NEED
Mantle cell lymphoma (MCL) is a rare, aggressive B-cell non-Hodgkin lymphoma (NHL) accounting for 5% to 7% of all lymphomas. Its prognosis ranges from indolent disease that does not require treatment for years to very aggressive disease, which is associated with poor survival (Silkenstedt et al, 2021). Typically, MCL is diagnosed at advanced stage and in older patients who cannot tolerate intensive therapy (NCCN, 2022). Although recent advances have slightly increased remission rates, recurrence and relapse remain very common, leading to a median overall survival between 3 and 6 years (LLS, 2021). Though there are several effective options, progress is still needed towards establishing an accepted frontline approach for MCL (Castellino et al, 2022). Treatment selection and management of MCL are complicated by the heterogeneity of prognosis, advanced age and comorbidities of patients, and lack of an established standard approach for treatment, making it vital that clinicians be familiar with the latest research and advances in this area. In this activity chaired by Michael Wang, MD, Professor in the Department of Lymphoma & Myeloma at MD Anderson Cancer Center, expert faculty will discuss prognostic factors informing treatment, the promising results of recent trials in new therapeutic approaches, and the implications of treatment resistance in therapeutic selection for MCL.
Target Audience
Hematology/oncology fellows, attending faculty, and other health care professionals involved in the treatment of patients with mantle cell lymphoma (MCL).
Learning Objectives
1.) Identify clinical and biological prognostic factors that can guide treatment decision making for older adults with MCL
2.) Evaluate emerging data on targeted therapeutic approaches for treatment-naive and relapsed/refractory MCL and their applicability to older adults
3.) Assess mechanisms of resistance to targeted therapies for MCL and their implications for treatment selection
NVBDCP.pptx Nation vector borne disease control programSapna Thakur
NVBDCP was launched in 2003-2004 . Vector-Borne Disease: Disease that results from an infection transmitted to humans and other animals by blood-feeding arthropods, such as mosquitoes, ticks, and fleas. Examples of vector-borne diseases include Dengue fever, West Nile Virus, Lyme disease, and malaria.
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
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
- 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
Hemodialysis: Chapter 3, Dialysis Water Unit - Dr.Gawad
Mind
1. Mental health in the workplace
Emma Mamo
Policy and Campaigns Manager
mind.org.uk
2.
3. Mind is the leading mental health charity in England
and Wales
We have been campaigning for better mental health for all, for
over 60 years
We have a network of 160 independent local Minds providing
local services
Our vision: we won’t give up until everyone experiencing a
mental health problem gets both support and respect
4. Key Points
Mental health and work
-What is mental health?
-The current picture
Managing mental health at work
-Comprehensive strategy
-Case studies
5. What is mental health?
Flourishing
No
Symptoms of
symptoms of
mental
mental
health
health
problems
problems
Languishing
6. What is good mental health?
It is defined as a state of well-being in which every
individual realizes his or her own potential, can cope with
the normal stresses of life, can work productively and
fruitfully, and is able to make a contribution to her or his
community
World Health Organisation
7. 1 in 4 people will experience a mental
health problem at some point each year
8. Mental health and work
The workplace can have a significant impact on mental health –
it can promote wellbeing or trigger distress
• Long hours and no breaks
• Poor working environment
• Unrealistic expectations or deadlines
• High-pressure environments
• Job insecurity or change management
• Negative relationships or poor communication
• Workplace culture
9. The current picture
• Conditions like anxiety, depression and unmanageable stress
affect 1 in 6 British workers each year
• Stress is the most common cause of long-term sickness
absence across all workers
• Yet eight in ten employers have no mental health policy to help
staff sustain good mental health
• Mental ill health costs UK employers over £26bn every year as
a result of absence, reduced productivity and staff turnover -
£1,035 per employee
10. Mind’s research
• 28 per cent of people are working longer hours
• One in ten had visited their GP for support due to recession-related
pressure on their jobs
• One in seven had started taking anti-depressants
• One in five workers had called in sick due to unmanageable stress, but 93
per cent did not tell their boss the real reason
• 54 per cent said stress and mental distress is a taboo subject in the
workplace
• One in five people fear mentioning stress to their manager would put them
first in line for redundancy
• One in four said they would be perceived as less capable than other
colleagues if they admitted to stress
• Of those who had disclosed a mental health problem, one in five had
either been sacked or forced out of their jobs
11. Culture of silence
• Employees feel unable to speak up about issues, for fear
of discrimination
• Employers fear broaching the subject, for fear of
exacerbating distress or any legal consequences
• If support is not put in place, problems can spiral into a
health crisis – with increased costs for individuals and
employers
Employers need to take the
first step in confronting the
elephant in the room
13. Best practice for employers
A comprehensive mental health strategy will create an
open and supportive working environment
Three-pronged approach
1. Promote wellbeing
2. Tackle work-related mental health problems
3. Support employees with mental health problems
Senior leadership across the
organisation is crucial
14. Promoting wellbeing
• Promote work/life balance
• Flexible working where possible
• Employee engagement and consultation
• Promote positive working relationships
• Good communication
• Exercise provision and social activities
• Peer support/buddy systems
• Raise awareness of wellbeing and promote open discussion
15. Tackling work-related causes
• HSE Management Standards for Stress
• Training for line managers
• Regular one-to-ones
• Managing workloads among staff
• Stress risk assessments
• Physical environment
• Stress coaching and on-the-job support
• Publicise internal and external support pathways
• Communication with dispersed workers
17. Facilitating disclosure
• Focus on the person not the problem
• Ask some simple questions
– How are they feeling?
– What would they like to happen? How?
• Work on the basis that they want to remain in/return to work
- the interaction will be more positive
• Ensure health needs are taken into account in any
performance management process
18. Responding to disclosure
• Avoid making assumptions – ignore stereotypes about
mental health and do not guess symptoms and impact
• Manage communication – sensitive personal information
• Respond flexibly – agree on tailored system of support
• Seek advice if you need to – Mind, local Minds, health
professionals, EAP, occupational health…
19. Tailored support
Wellness Recovery Action Plan (WRAP) – health tool
Impact of mental health problem on performance
Workplace triggers
Early warning signs
Steps for the line manager to take
Steps for the individual to take
20. Workplace adjustments
• Flexible hours or change to start/finish time
• Change of workspace
• Return-to-work policies (phased return)
• Changes to role (temporary or permanent)
• Changes to break times
• Increased supervision or support
• Provision of quiet rooms
• Consider appropriateness of absence rules and limits
(disability absence)
Often about a change in attitude rather than a cost
21. Case study: three-pronged approach
BT operates support at three levels
• Level one: promoting wellbeing and preventing mental
distress - advice on intranet and training on soft skills
• Level two: identifying distress and intervening early to
prevent escalation - online stress risk assessment for
employees and training for managers
• Level three: range of support and treatments for people
experiencing mental health problems – employee and
manager produces an ‘advance directive’, identifying
early warning signs and a plan of action and support
Outcome: mental health sickness absence reduced by 30%
22. Case study: internal and external support
Deloitte embodies senior leadership
• Seven partners trained as Mental Health Champions
• Strong signal that employees can be open about their
mental health and access support at an early stage
• 40 people across the firm have sought help
• Well Now programme now focuses on managing
pressure, building resilience and offering early help to
colleagues
23. Case study: simple changes
Chloe was experiencing depression. Fearing the worst, Chloe
disclosed her condition but found her boss did everything to
support her:
• weekly catch ups to prioritise her workload
• flexible working
• afternoon naps to cope with the side effects of medication.
This aided Chloe’s speedy recovery and ability to stay in
work.
“It doesn't feel like I've been punished for being
depressed, it almost feels like I've been rewarded
for being honest.”
24. Taking Care of Business campaign
• Long-term campaign to transform attitudes to mental
wellbeing at work
• Raising awareness, building relationships and
providing tools to support employers and employees
• Calling on employers to create open workplace
environments, where people feel confident disclosing
a mental health problem will lead to support, not
discrimination
25. How Mind can help
• Free resources for employers
• Free resources for employees
• Mind Workplace – training and consultancy
• Local Minds – counselling services, job retention services
• Mind Infoline and Legal Advice Service
• Information on Mind website
26. To find out more:
mind.org.uk/work for information and resources on
mental health at work
mind.org.uk for general information
Contact: e.mamo@mind.org.uk
Editor's Notes
Good management is the key to unlocking the potential of staff, reducing uncertainty and preventing extreme stress. Raising awareness of wellbeing and promoting open discussion can help overcome the stigma around mental health, so employees feel able to disclose any issues sooner. Encouraging a good work/life balance, facilitating employee engagement, allowing flexible hours or home working, promoting positive working relationships and social activities are all important, as they show that good staff mental health is being promoted and invested in by the organisation.
Work environment and culture can be triggers for stress and mental distress. Solutions include managing workloads effectively among staff, training managers to recognise mental ill health and support their staff, improving the physical environment, providing mentoring or on-the-job coaching and publicising available support pathways, such as Employee Assistance Programmes (EAPs). Ensuring regular supervisions or one-to-one meetings are standard practice is crucial, to build trust and give employees an opportunity to raise issues at an early stage with managers. Conducting a stress risk assessment is important to give a comprehensive analysis of the state of the organisation and key areas to address to prevent stress and mental ill health among staff.
Promoting wellbeing and tackling the causes of mental ill health will help create an environment conducive to disclosure. Where mental health problems are suspected or disclosed, the first step is to establish honest, open communication with the employee, which should be maintained while people are absent. Everyone’s experience of mental distress is different, so managers should be supported to work with staff to develop a personal recovery action plan, which identifies triggers for distress and what support the employee needs. Policies on reasonable adjustments and phased returns to work are crucial for a successful approach to reducing the length of mental health related sickness absence. Where feasible, EAPs, occupational health or psychological therapies can contribute to a comprehensive staff support package. If mental ill health is suspected or disclosed, it is crucial that line managers facilitate an early conversation about the person’s needs, to identify and implement appropriate support or adjustments. Basic good people management and the use of empathy and common sense by managers lie at the heart of effective management of mental health in the workplace. Managers need to ensure they are seen as approachable and listen when staff ask for help. Managers should also be mindful of whether the workplace culture is conducive to disclosure. Useful tools and approaches - Team temperature checks, asking about mental health at one-to-ones
Employer resources - Guide to creating mentally healthy workplaces, disclosure toolkit Employee resources – managing stress, surviving working life Mind Workplace Local Minds - Over 250 local services across Britain reached over 430,000 people last year. Mind infoline and legal advice service - we responded to calls from 37,000 people last year , many of whom were in crisis Mind website – mental health information