Outline of ideas to advance the science of transforming health care organizations. 81. “Advancing Transformational Science”, Bridges to Sustainable Healthcare Transformation Through Evidence, Partnerships & Technology: 19th International Conference San Francisco, CA, January 19-22, 2011.
Please join CPSI as we conclude our Human Factors webinar series with our final presentation Collaborative "Spaces" and Health Information Technology Design
Master Class 'Getting New Ideas in to Practice' presentation, Normalisation P...NEQOS
Master Class Presentation slides for 'Getting ideas into Practice: normalising the implementation of complex interventions across the healthcare system', Collaborating for Better Care Partnership Master Class with Dr Tracy Finch, Professor Carl May, Dr Tim Rapley.
Taking Transformational Change To Scale.Doebbeling.3.9.10.FinalBrad Doebbeling
Taking transformational change to scale:Reducing MRSA and other infections.
5th National Pay for Performance Summit:
Mini Summit IV: Tools and Strategies to Support Transformational Change
San Francisco, CA, March 8-10, 2010
Outline of ideas to advance the science of transforming health care organizations. 81. “Advancing Transformational Science”, Bridges to Sustainable Healthcare Transformation Through Evidence, Partnerships & Technology: 19th International Conference San Francisco, CA, January 19-22, 2011.
Please join CPSI as we conclude our Human Factors webinar series with our final presentation Collaborative "Spaces" and Health Information Technology Design
Master Class 'Getting New Ideas in to Practice' presentation, Normalisation P...NEQOS
Master Class Presentation slides for 'Getting ideas into Practice: normalising the implementation of complex interventions across the healthcare system', Collaborating for Better Care Partnership Master Class with Dr Tracy Finch, Professor Carl May, Dr Tim Rapley.
Taking Transformational Change To Scale.Doebbeling.3.9.10.FinalBrad Doebbeling
Taking transformational change to scale:Reducing MRSA and other infections.
5th National Pay for Performance Summit:
Mini Summit IV: Tools and Strategies to Support Transformational Change
San Francisco, CA, March 8-10, 2010
Supporting paper for NPT Master Class 'Getting ideas into Practice: normalising implementation of complex interventions across the healthcare system' - Collaborating for Better Care Partnership Master Class 23rd October 2014
Psychological depression prevention programs for 5-10 year olds: What’s the e...Health Evidence™
Health Evidence hosted a 90 minute webinar on Workplace Wellness. This work received support from KT Canada funding from the Canadian Institutes of Health Research (CIHR). Key messages and implications for practice were presented on Tuesday November 05, 2013 at 1:00 pm EST.
This webinar focused on interpreting the evidence in the following review:
Bergerman, L., Corabian, P., and Harstall, C. (2009). Effectiveness of organizational interventions for the prevention of workplace stress (Report). Alberta, Canada: Institute of Health Economics. Retrieved from: http://www.ihe.ca/documents/Interventions_for_prevention_of_workplace_stress.pdf
Lori Greco, Knowledge Broker with Health Evidence, lead the webinar.
This presentation aims to explore the concept of shared governance in nursing and discuss the principles and models underpinning practice. It also aims to present the obstacles to effective implementation.
Conscious Instruction: Awareness, Restoration & Growth in Knowledge Transfer(FMI email CECE@UNE.EDU)
Global Forum on Innovation in Health Professions Education
The National Academy of Sciences, Engineering, and Medicine
To view the case study: https://youtu.be/mVjii51ODzk
Shelley Cohen Konrad, Ph.D., L.C.S.W., F.N.A.P.
Director, School of Social Work Director, Center for Excellence in Collaborative Education Professor, School of Social Work
Karen T. Pardue, Ph.D., M.S., RN, CNE, ANEF
Dean, Westbrook College of Health Professions Professor, School of Nursing and Population Health Interim Director, Nutrition
Chat Moderator
Kris Hall, MFA
Program Manager, Center for Excellence in Collaborative Education
August 2020
This presentation addresses Step 3: "Train New Recruits & Current Faculty to be Effective Educators"
At the end of this presentation, the readers will be able to:
Define what is shared governance
Concepts of shared governance in nursing
History of shared governance
Contributing factors towards shared governance
Action towards shared governance
Growing needs in shared governance for collaboration, engagement in HealthCare Practices
Governance Models
Appreciate shared governance
Implementation of shared governance
Iu Ahrq Hai Assessment Ctr Presentation Feb 22 2010 FinalBrad Doebbeling
75. Healthcare Associated Infections: Assessment Center Findings , Invited Talk, NCQIP, Agency for Healthcare Research and Quality, Bethesda, MD, February 22, 2010.
This is the presentation given by Dr Charles Pain, Director Health Systems Improvement, Clinical Excellence Commission, at the recent Team Health Consultatin Forum.
Lviv BA Community meeting: Intro to Facilitation within BA workElena Solnceva
Presentation used in the 2nd Lviv BA community meeting, dedicated to the community members discussion and lessons learn sharing about their facilitation experience leaded by Inna and Taras
Supporting paper for NPT Master Class 'Getting ideas into Practice: normalising implementation of complex interventions across the healthcare system' - Collaborating for Better Care Partnership Master Class 23rd October 2014
Psychological depression prevention programs for 5-10 year olds: What’s the e...Health Evidence™
Health Evidence hosted a 90 minute webinar on Workplace Wellness. This work received support from KT Canada funding from the Canadian Institutes of Health Research (CIHR). Key messages and implications for practice were presented on Tuesday November 05, 2013 at 1:00 pm EST.
This webinar focused on interpreting the evidence in the following review:
Bergerman, L., Corabian, P., and Harstall, C. (2009). Effectiveness of organizational interventions for the prevention of workplace stress (Report). Alberta, Canada: Institute of Health Economics. Retrieved from: http://www.ihe.ca/documents/Interventions_for_prevention_of_workplace_stress.pdf
Lori Greco, Knowledge Broker with Health Evidence, lead the webinar.
This presentation aims to explore the concept of shared governance in nursing and discuss the principles and models underpinning practice. It also aims to present the obstacles to effective implementation.
Conscious Instruction: Awareness, Restoration & Growth in Knowledge Transfer(FMI email CECE@UNE.EDU)
Global Forum on Innovation in Health Professions Education
The National Academy of Sciences, Engineering, and Medicine
To view the case study: https://youtu.be/mVjii51ODzk
Shelley Cohen Konrad, Ph.D., L.C.S.W., F.N.A.P.
Director, School of Social Work Director, Center for Excellence in Collaborative Education Professor, School of Social Work
Karen T. Pardue, Ph.D., M.S., RN, CNE, ANEF
Dean, Westbrook College of Health Professions Professor, School of Nursing and Population Health Interim Director, Nutrition
Chat Moderator
Kris Hall, MFA
Program Manager, Center for Excellence in Collaborative Education
August 2020
This presentation addresses Step 3: "Train New Recruits & Current Faculty to be Effective Educators"
At the end of this presentation, the readers will be able to:
Define what is shared governance
Concepts of shared governance in nursing
History of shared governance
Contributing factors towards shared governance
Action towards shared governance
Growing needs in shared governance for collaboration, engagement in HealthCare Practices
Governance Models
Appreciate shared governance
Implementation of shared governance
Iu Ahrq Hai Assessment Ctr Presentation Feb 22 2010 FinalBrad Doebbeling
75. Healthcare Associated Infections: Assessment Center Findings , Invited Talk, NCQIP, Agency for Healthcare Research and Quality, Bethesda, MD, February 22, 2010.
This is the presentation given by Dr Charles Pain, Director Health Systems Improvement, Clinical Excellence Commission, at the recent Team Health Consultatin Forum.
Lviv BA Community meeting: Intro to Facilitation within BA workElena Solnceva
Presentation used in the 2nd Lviv BA community meeting, dedicated to the community members discussion and lessons learn sharing about their facilitation experience leaded by Inna and Taras
eVa conference - Workshop in Facilitation Skillsiceberg
This is an introduction to the Process Iceberg methodology which will form the basis for the Facilitation Workshop at the eVa Conference on 19th May 2014: http://evaintheuk.org/workshops/
Network of Excellence in Internet Science (IA1, Facilitation of Researcher Mo...i_scienceEU
The Network of Excellence in Internet Science aims to achieve a deeper multidisciplinary understanding of the Internet as a societal and technological artefact.
More information: http://internet-science.eu/
Twitter: @i_scienceEU
Meeting facilitation - Team work group OD interventionsmanumelwin
It must be clear why the team is meeting. What do you expect to accomplish?
The right people need to be invited. Are the guests needed to provided their expetise?
The agenda should be developed by inviting all team members to contribute to the agenda.
An estimated time is assigned to each agenda item.
Knowing what facilitation is not enough. Trying it and developing special skills of facilitation are the key to effective communication. Without practice there is no perfection. This presentation is expected to help in ups killing your presentation ability. Your success depends on to what extent you take it to exercise what you learn.
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace. For more details : http://www.tatvaleadership.com/htm/diversity-and-inclusion.html
Consensus Facilitation Workshop Handout | IA Summit 2010Gabby Hon
This is the handout I wrote for participants in the Consensus Facilitation workshop to take home.
The session itself was an actual consensus facilitation workshop for the 22 attendees. We used the focus question, "How can we improve the IA Summit?" and worked through individual brainstorming to small groups to full group sharing, organizing and naming.
Edwina Rogers, executive director of Patient-Centered Primary Care Collaborative, began her presentation by highlighting the movement to advance medical homes.
With the U.S. being the number one in the world for the cost of healthcare and ranked number 37 in the quality category, something needs to change. Rogers discussed the broad stakeholder support and participation for the movement, as well as the incredible volunteer involvement. The four ‘centers’ include: the Center to Promote Public-Payer Implementation, the Center for Multi-Stakeholder Demonstration, the Center for eHealth Information Adoption and Exchange and the Center for Health Benefit Redesign and Implementation. Medical Homes will provide superb access to care, patient engagament in care, clinical information systems, care coordination, team care, patient feedback and publically available information.
Edwards explained that the Obama administration believes the medical homes concept is the best way to approach healthcare reform. The U.S. House of Representatives has showed great support for the movement and is helping develop and allocate funds for a five-year pilot program. She expressed her enthusiasm for the movement and her prediction that the medical home model is certainly the future of health care.
A complete version of Rogers’ presentation on the Patient-Centered Primary Care Collaborative is available online.
Slides to a two day workshop about hosting meetings and large events for communities and organisations. It\'s aimed at participant participation , experience and dialogue orientated.
This is a one-day course on facilitation skills. It is essentially a meta-facilitation course, since it's a facilitated course about facilitation. So, the same techniques that you learn about facilitation are actually applied in the delivery of the course.
The topics of this training are:
- Presenting vs. facilitating
- Facilitator competencies
- Facilitation techniques
- Facilitation in action, using an advanced facilitation technique
- Handling disruptive participants
- Structuring your development plan to be a better facilitator.
The material is adapted from “Facilitation Skills Training”, by Don McCain and Deborah Davis Tobey, ATD Press.
SOCW 6311 WK 1 responses Respond to at least two colleagues .docxsamuel699872
SOCW 6311 WK 1 responses
Respond to at least two colleagues
(You have to compare my post to 2 SEPARATE peer posts and respond to their posts and ask a question I have provided all three)
by noting the similarities and differences in the factors that would support or impede your colleague’s implementation of evidence-based practice as noted in his or her post to those that would impact your implementation of evidence-based practice as noted in your original post. Offer a solution for addressing one of the factors that would impede your colleague’s implementation of evidence-based practice.
IT does not have to be long but has to in text citation and full references
MY POST
SummerLove Holcomb
RE: Discussion - Week 1
Top of Form
The Characteristics of the evidence-based practice (EBP)
The evidence-based program is defined as the programs that are effective and this is based on the rigorous assessment. One of the key features of EBP is that they have been assessed thoroughly in an experimental or quasi-experimental study. The evaluation of the EBP has been subjected to critical peer review and this implies that a conclusion has been reached by the evaluation experts. The EBP requires the ability to differentiate between the unverified opinions concerning the psychosocial interventions and the facts about their effectiveness. It is involving the process of inquiry that is provided to the practitioners and described for the physicians. This is important in integrating the best evidence, clinical expertise, and patient values as well as the situations that are linked to the management of the patient, management of the practice, and health policy decision-making processes (Small & O'Connor, 2007).
The assessment of the factors that are supporting or impeding the adoption of the evidence-based practice
Several factors are associated with the failure to the successful adoption of EBP. The implementation of EBP for example in healthcare facilities requires the dedication of time. Therefore, lack of adequate time for the training and implementation of the EBP makes it hard to adopt it within the facility. The adoption of evidence-based practice also requires adequate resources. This, therefore, implies that there must be adequate resources to facilitate the effective implementation and the adoption of the EBP. This, therefore, implies that smaller organizations with unstable capital income might not adopt the EBP. Another barrier is the inability to understand the statistical terms or the jargons used in the EBP. This leads to barriers in understanding thus making it hard to implement the EBP (Duncombe, 2018). Therefore, the factors that might support the implementation of the EBP are the availability of resources and adequate time.
References
Duncombe, D. C. (2018). A multi‐institutional study of the perceived barriers and facilitators to implementing evidence‐based practice. Journal of Clinical Nursing,.
Which translation model provides a framework for practice change.docxharold7fisher61282
Which translation model provides a framework for practice change?
The transitional model I would use for implementation would be the Havelock’s model. Havelock’s translation model provides a framework for practice change. From personal experience, the idea of change is often greeted with resistance due to the challenges that accompany it. It is easier to remain glued to our conservative norm than embrace innovative approaches.
Havelock improved on Lewin’s
change model
and created a systematic process for the implementation of innovation in the work culture stating that
change
encompasses a series of cyclical actions
that are
repeated as
progress is being realized, and added that the agent of change must be alert and attentive towards the steps of the process
(White & Dudley-Brown, 2012). Havelock’s theory lends us a simple six step sequential strategy that guides the team into embracing an innovation. The steps are as follows:
1. The establishment of a relationship with the interprofessional team and stakeholders
2. The establishment of a diagnosis related to the need for change
3. Acquisition of the vital resources
4. Selecting of the applicable and suitable strategy
5. Acceptance and adaptation of the selected solution
6. Providing guidance towards self-renewal or the power to change
In reiterating the points mentioned above, the initial approach is the establishment of a relationship because when relationships are positive, it is easier to effect change to an environment. Havelock’s strategy permits the inclusion of all representatives as members of the change project. The representatives are involved in the planning of the innovation.
In the 2nd stage which is establishing a diagnosis regarding the need for change, the agent for change which is the DNP scholar would have to grant opportunity to the rest of the team to brainstorm according to their expertise with the practice problem. The issue of managing the effects of the opioid overdose dilemma will be discussed weekly, then biweekly and then monthly.
In the 3rd stage which has to do with the acquisition of the vital resources, members of the interdisciplinary collaborative team are delegated to come up with appropriate solutions based on the evidence presented from research and translation science. Results from health resources and search engines such as Medline, PubMed, CINAHL will be examined for best evidence-based practice guidelines. These will be used for the gleaning and acquiring of related information.
The 4th stage is the selection of the relevant and suitable strategy. It is after the resource information have been presented that the team would conduct a review of the presentation, detect likely options, meanwhile also stating the consequences for the chosen actions. A series of possible solutions should be designed, such as educational approaches that emphasize patient centered focus, and evidence-based practice guideline conclusions that would lead to .
Executive summary:From Evidence to Practice: Addressing the Second Translatio...NEQOS
Supporting paper for Collaborating for Better Care Partnership Master Class 23rd October 2014: Executive summary 'From Evidence to Practice: Addressing the Second Translational Gap for Complex Interventions in Primary Care'
The fourth webinar picks-up directly from the third session, focusing on the next key step to inform implementation initiatives: identifying barriers and enablers to implementation.
READ MORE: http://bit.ly/2kIxtQo
Running head CHANGECHANGE5Managing and Leadin.docxhealdkathaleen
Running head: CHANGE
CHANGE
5
Managing and Leading Change: EHR Selection
Purdue Global University
HS450-01: Strategic Planning and Organizational Development
January 25, 2020
Running head: CHANGE
1
CHANGE
Managing and Leading Change: EHR Selection
In the healthcare industry, it is essential to adapt and adjust to new ways of thinking to deliver the best outcomes for our patients. Like many industries, technology has made improvements in healthcare that have allowed for increased productivity, better care coordination, and better quality of care. Electronic health records (EHR) is one tool that can be used to help achieve all of those measures and can be an asset to the clinic moving forward into the future. With any change, proper steps must be taken to ensure optimal success is achieved with implementing the new process. A collaborative approach is necessary for exploring priorities, processes, and obstacles that will need to be addressed during implementation.
Part 1
The first step with implementing a new EHR system will be to establish two teams to help with planning and decision making. The first team that will be developed will be a clinician based team to give input on the clinical wants and needs from the EHR system. This team will consist of a physician, nurse practitioner, radiologist, pathologist, and pharmacists. These roles are chosen to represent the various departments that will be on the frontline of using the new EHR. Physicians and nurse practitioners provide patient care, and their input will be a valuable resource with ensuring that the system delivers quick and efficient ways to accomplish clinical tasks. The radiologist will represent the imaging department, and the pathologist will represent the laboratory department. Their input will ensure that the EHR provides functionality to improve workflow while allowing quick access to labs, pathology, imaging, and other clinical reports. The pharmacist will represent the pharmacy and will provide input on ways for the EHR to increase productivity and optimize medication delivery.
The next team that will be put together will consist of administrative staff that will include a medical biller/ coder, an office manager, an IT specialist, a patient account, and a patient service representative. The representative from billing and coding will help provide input on what is needed from the EHR to help improve workflow, reduce errors, and improve processes involving claims. The IT specialist will provide their expertise suggesting what equipment will need to be updated, security measures put in place, and network requirements for the project. As the office manager, there will be reports, tracking systems, and other managerial tools that will be desired options in the EHR. Finally, the representatives from account services and patient services will also provide input on scheduling, access to patient information, and desired options to improve productivity.
Next, a leade ...
Running head CHANGECHANGE5Managing and Leadin.docxgemaherd
Running head: CHANGE
CHANGE
5
Managing and Leading Change: EHR Selection
Purdue Global University
HS450-01: Strategic Planning and Organizational Development
January 25, 2020
Running head: CHANGE
1
CHANGE
Managing and Leading Change: EHR Selection
In the healthcare industry, it is essential to adapt and adjust to new ways of thinking to deliver the best outcomes for our patients. Like many industries, technology has made improvements in healthcare that have allowed for increased productivity, better care coordination, and better quality of care. Electronic health records (EHR) is one tool that can be used to help achieve all of those measures and can be an asset to the clinic moving forward into the future. With any change, proper steps must be taken to ensure optimal success is achieved with implementing the new process. A collaborative approach is necessary for exploring priorities, processes, and obstacles that will need to be addressed during implementation.
Part 1
The first step with implementing a new EHR system will be to establish two teams to help with planning and decision making. The first team that will be developed will be a clinician based team to give input on the clinical wants and needs from the EHR system. This team will consist of a physician, nurse practitioner, radiologist, pathologist, and pharmacists. These roles are chosen to represent the various departments that will be on the frontline of using the new EHR. Physicians and nurse practitioners provide patient care, and their input will be a valuable resource with ensuring that the system delivers quick and efficient ways to accomplish clinical tasks. The radiologist will represent the imaging department, and the pathologist will represent the laboratory department. Their input will ensure that the EHR provides functionality to improve workflow while allowing quick access to labs, pathology, imaging, and other clinical reports. The pharmacist will represent the pharmacy and will provide input on ways for the EHR to increase productivity and optimize medication delivery.
The next team that will be put together will consist of administrative staff that will include a medical biller/ coder, an office manager, an IT specialist, a patient account, and a patient service representative. The representative from billing and coding will help provide input on what is needed from the EHR to help improve workflow, reduce errors, and improve processes involving claims. The IT specialist will provide their expertise suggesting what equipment will need to be updated, security measures put in place, and network requirements for the project. As the office manager, there will be reports, tracking systems, and other managerial tools that will be desired options in the EHR. Finally, the representatives from account services and patient services will also provide input on scheduling, access to patient information, and desired options to improve productivity.
Next, a leade ...
You will collaborate with two of your classmates to share ideas and walthamcoretta
You will collaborate with two of your classmates to share ideas and offer feedback and suggestions to one another in an informal setting. This collaboration within your group will assist you in further developing your Change Proposal to be submitted for feedback from your instructor next week.
Peers submission attached below.. please provide feedback and suggestions individually!!
Peer 1:
Victoria Lyons posted
IV. Implementation Plan
Assess the factors that are likely to affect the implementation of your recommended activities
Many stroke patients require rehabilitation after their hospitalization and many patients get readmitted from post-acute care facilities, educating these facilities could decrease the readmission rate however rehabilitation facilities are often short-staffed and may not have money for education amongst the staff
Identify evidence-based rationales to propose how you will address them, incorporating your identified change theory. Your plan should encompass the following with evidence to support your rationale:
Technological challenges
Stroke patients require adequate follow-up care with their health provider team, tele-health is a great way to provide these follow-up appointments however stroke patients may not be able to navigate computers to be able to do these appointments as they frequently have deficits.
Stroke health care providers would have to learn how to use tele-health and there may be push back to using it due to health care providers typically using hands on assessment skills, they may not find assessing patients this way adequate. Finding a group of health care providers that are willing to start treating patients this way is the first step.
Institutional structures
Changes in hospitals do not happen overnight. At my state run hospital it seems to take forever to get any changes made. Implementing education regarding how to reduce stroke readmissions would require research and then approval from many different committees to even be approved for implementation. Once approved then it has to be sent all to all hospital staff involved. Examples of committees that a hospital will have and that any changes would have to go through are finance, safety and quality, strategic planning, and audit and compliance committee (Price, 2018).
Strategies for building buy-in-among different stakeholders, including nursing
Doctors, nurse practitioners, physician assistants, physical therapists, social workers, and case managers will need to be on board with the change process. Historically nurses have a hard time with change.
Financial trends and anticipation of the availability of human resource and project funding
Implementing tele-health and training to decrease stroke readmission, mostly education and new ways to check that everything a patient needs, will cost money which the institution will have to be prepared to put into their budget. Institutions get penalized financially for readmis ...
Section #2To be completed by Learner2.1 ProjectWrite app.docxkenjordan97598
Section #2
To be completed by Learner
2.1 Project
Write approximately one paragraph that describes the action research project and the basis for it being addressed.
The action research project seeks to explore pertinent leadership effectiveness issue created by the healthcare reform process in healthcare institutions across the United States. The reform process has created a dynamic environment that is in constant flux. Essentially, healthcare reform institutionalization has proven to be very beneficial when it comes to reducing the rising cost of healthcare. Additionally, it helps ensure that effective delivery of primary care is achieved so as to diminish the prevalence of chronic illnesses such as diabetes and cardiac-related health problems. The shift towards preventive care for the reduction of chronic illnesses requires more engagement between the patients and the doctors and closer follow-ups of patient outcomes. This requires effective leadership when it comes to the creation a workforce that is responsive to long-term patient needs. This means the healthcare professionals such as the physicians and nurses need effective leadership in hospital management so as to ensure they are motivated and engaged in the change process through teamwork and partnerships within hierarchical structures. Nonetheless, the purpose of this action research is assess Micheal E. DeBakey VA Medical Center of Houston’s leadership so as to provide a leadership model that includes the most appropriate leadership qualities that can be adopted by the organization to create a dynamic healthcare environment. Essentially, the action research project will involve a qualitative analysis of case studies related to leadership mechanisms within the institution and how they influence employee and patient outcomes. Based on the findings of the studies conducted, the possibility of using the proposed leadership model to improve outcomes will also be gauged. Comment by Nita Stika: What example would you use to demonstrate how this is true? Comment by Nita Stika: Management, observation or as Dr. Z suggests. Comment by Nita Stika: To assess Comment by Nita Stika: Current administrative structure so as to construct a leadership model that includes the most compatible qualities to be adopted? Comment by Nita Stika: Again, a forgone conclusion, could.
Reference
Thompson, J.M. (2007). Health Services Administration. Sudbury, MA: Jones and Bartlett.
Dageling, P. and Carr, A. (2004). Leadership for the systemization of health care: the unaddressed issue in health care reform. Journal of Health Organization and Management, 18(6), 399 – 414.
2.2 Contribution to Society
Using citations, answer the following questions in order:
1. How does your project improve a current practice?
2void . If your action research project is successful, how could your project impact your field of interest?
3. What are the practical implications of your project? For example, what will be the impa.
Evidence-Informed Public Health Decisions Made Easier: Take it one Step at a ...Health Evidence™
An afternoon workshop - held in partnership with the National Collaborating Centre for Methods and Tools - at the Ontario Public Health Convention April 7, 2011
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These simplified slides by Dr. Sidra Arshad present an overview of the non-respiratory functions of the respiratory tract.
Learning objectives:
1. Enlist the non-respiratory functions of the respiratory tract
2. Briefly explain how these functions are carried out
3. Discuss the significance of dead space
4. Differentiate between minute ventilation and alveolar ventilation
5. Describe the cough and sneeze reflexes
Study Resources:
1. Chapter 39, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 34, Ganong’s Review of Medical Physiology, 26th edition
3. Chapter 17, Human Physiology by Lauralee Sherwood, 9th edition
4. Non-respiratory functions of the lungs https://academic.oup.com/bjaed/article/13/3/98/278874
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
Prix Galien International 2024 Forum ProgramLevi Shapiro
June 20, 2024, Prix Galien International and Jerusalem Ethics Forum in ROME. Detailed agenda including panels:
- ADVANCES IN CARDIOLOGY: A NEW PARADIGM IS COMING
- WOMEN’S HEALTH: FERTILITY PRESERVATION
- WHAT’S NEW IN THE TREATMENT OF INFECTIOUS,
ONCOLOGICAL AND INFLAMMATORY SKIN DISEASES?
- ARTIFICIAL INTELLIGENCE AND ETHICS
- GENE THERAPY
- BEYOND BORDERS: GLOBAL INITIATIVES FOR DEMOCRATIZING LIFE SCIENCE TECHNOLOGIES AND PROMOTING ACCESS TO HEALTHCARE
- ETHICAL CHALLENGES IN LIFE SCIENCES
- Prix Galien International Awards Ceremony
- 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
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.
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
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.
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.
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.
This document describes the acute management of AV block.
MANAGEMENT OF ATRIOVENTRICULAR CONDUCTION BLOCK.pdf
Practice Facilitator Presentation
1. Lyndee Knox, PhD and members of the 2010 Practice Facilitation (Coaching) Consensus Meeting – Los Angeles, Ca LA Net, A Project of Community Partners
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16. Exemplar practices Functional practices Low Functional practices Survival level practices QI systems Clinical systems Administrative systems Goals: Improved patient outcomes Improved patient experience Reduced costs The Facilitation Ecology Policy Payers Workforce Health system Communities Collaborators Connections to Outside Practices that want to engage in improvement Practices that do not Cross cutting systems IT, etc
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19. References: Some tools for assessing practice readiness for facilitation Organizational Readiness for Change (ORC) Lehman, W.E.K, JM Greener, DD Simpson. (2002). Assessing Organizational Readiness for Change. Journal of Substance Abuse Treatment 22: 197-209. Learning Teams for Reflective Adaptation (ULTRA) readiness survey Ohman-Strickland, PA et al. (2006). Measuring organizational attributes of Primary Care Practices: Development of a New Instrument. Health Research and Educational Trust 42 (3): 1257-1273. Predicting Outcomes of Org Change Survey Gustafson DH, Sainfort F, Eichler M, Nutting PA, Dickinson WP, et al. Developing and testing a model to predict outcomes of organizational change. Health Services Research (2003) 38 (2): 751-776.