Reform medical education and healthcare delivery in India. India needs 3 million more doctors and 6 million more nurses. Cuba produces more doctors per capita than other countries and has better health outcomes despite lower spending. India should increase postgraduate medical seats to match undergraduate seats and empower state medical universities to train specialists and paramedics to meet healthcare needs. Reforming education can transform India's healthcare system in less than three years without just spending more.
For the last 10 years or more, the industry has been crying out loud for a major reform of the way medical education and supply side constraints of talent in India has been governed. The major constraints in
the implementation of government’s health programmes and schemes have been in the realm of physical infrastructure, manpower and other support facilities for an effective healthcare delivery system.
For the last 10 years or more, the industry has been crying out loud for a major reform of the way medical education and supply side constraints of talent in India has been governed. The major constraints in
the implementation of government’s health programmes and schemes have been in the realm of physical infrastructure, manpower and other support facilities for an effective healthcare delivery system.
Health workforce Statistics: Current Needs and Requirements
Introduction
Trained healthcare workforce is an important determinant of efficiency and outcomes of any health system as devised by WHO health systems approach. India one of the most populous country of the world has always felt a dire need of healthcare workforce even having one of the largest medical education and capacity building system. On the other hand we have a variety of health cadre namely from an ASHA to super specialized doctors. In our presentation we have critically analyzed the distribution of health workforce in India and its impacts on health and healthcare delivery for the mass of our society.
The Health Workforce in Nutshell
India faces an acute shortage of trained health workforce. India has a large basket of interventions to improve the healthcare but they are adversely effected by shortage of trained, motivated and supported health workforce. The shortages and misdistribution of health workforce have a large contribution to inequities in health outcomes. India’s health workforce is a combination of both registered, formal health-care providers and informal medical practitioners. We have a very unique health system with a large public health system and a blanket of juxtaposed private health care system. Similar situation is also present in training and education of health workforce. There is also a lack of data on the exact number of health care providers.
Issues
Quite a percentage of Indian population is spread in the rural areas but on the other hand the concentration of health care is in the urban system. The health care providers are highly concentrated in the urban area. Health worker densities are very low in rural settings when compared with urban areas. The next issue is lack of support to the health care providers practicing in the rural area and attraction of high income, support and provisions in the urban settings for the highly specialized workforce which includes doctors, dentist etc. At the national level, the aggregate density of doctors, nurses and midwives was 2.08 per 1000 population, which was lower than WHO’s critical shortage threshold of 2.28 .
Conclusion
In a concluding remark the production of health workforce has increased too many folds which has cost increased privatization of health education. On the other hand the public medical education system has not expanded at the required level. There is need to tap the potential in the private players with keep in mind stringent control of quality and cost. The increase in production is not going to resolve the issues of health worker availability and distribution. The need of the hour is to find sustainable measures to target the acute shortfall in the trained health workforce in India.
Estimates indicate that healthcare costs drive an additional 4% of Indian families, over 50 million people, into poverty each year.The challenge before us is not one of resources. As a country we are already spending more than enough money on healthcare; we produce almost all of the drugs that we need locally, at a fraction of global costs; we have the finest physicians and nurses; and our technological capabilities are internationally recognized. What we need is a health system that uses these resources effectively.
Chikitsa -Revamping The Health Sector of Maharashtra 2015Shyam Ashtekar
This is a systematic review of Maharashtra's ( A state in India) Health Sector, and a program for revamping this sector, with a 10 point agenda. The book is in Marathi, and this is an English Summary. I have dealt with public and private health sectors, as well as the global context of health system management.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
Background: Job satisfaction is a significant indicator of the way nurses feel about their profession, the efforts to perform their professional duties, or otherwise abandons it willingly. Method: cross-sectional research design approach was used to assess the job satisfaction and the associated factors among 300 hundred nurses. Data was analyzed using descriptive statistics and kruskal wallis test for association between the socio-demographic variables and job satisfaction at significance level of 0.05 Result: About 1/3 of the respondents (31%) reported gross dissatisfaction with their job, 0% reported being well satisfaction while (68.7%) respondents reported moderate satisfaction with their job. Across items on the scale, gross dissatisfaction was noted on key managerial factors and the salary of the workers. Job satisfaction was associated with specialty (p<0.018), gender (P<0.002) and age (P<0.000) of Nurses. Conclusion: majority of the respondents were moderately satisfied with their job but grossly dissatisfied with salary and administrative roles like communication flow.
We believe that we have a responsibilities to look beyond the headlines while assessing the state of healthcare affairs in india. There is no denying the fact that Healthcare Innovations is crucial where the innovators are engaged in disrupting the field with research breakthrough & path breaking ideas. Pharma Leaders Panel debates engage these innovators. Innovation is embarking on an endless journey. Innovation involves looking inside
Healthcare policies for progress an indian healthcare perspective by Mahboob ...Healthcare consultant
Can India have absolute Affordable and Quality Healthcare in every City and Town?
Healthcare in India is heading towards a major makeover, thanks to the liberalisation and globalisation of the economy. Like every other field, such a change starts from the class room. Involvement of private players in education has set the bar high; now it has to be followed by government institutions as well. Health education in India is comparable to anywhere in the world. Policy change from MCI had ensured relaxation of stringent criteria required for operating medical colleges. Currently there are around 300 medical colleges all over India; around 30,000 to 35,000 students graduate every year. Yet there is room for improvement.
Health workforce Statistics: Current Needs and Requirements
Introduction
Trained healthcare workforce is an important determinant of efficiency and outcomes of any health system as devised by WHO health systems approach. India one of the most populous country of the world has always felt a dire need of healthcare workforce even having one of the largest medical education and capacity building system. On the other hand we have a variety of health cadre namely from an ASHA to super specialized doctors. In our presentation we have critically analyzed the distribution of health workforce in India and its impacts on health and healthcare delivery for the mass of our society.
The Health Workforce in Nutshell
India faces an acute shortage of trained health workforce. India has a large basket of interventions to improve the healthcare but they are adversely effected by shortage of trained, motivated and supported health workforce. The shortages and misdistribution of health workforce have a large contribution to inequities in health outcomes. India’s health workforce is a combination of both registered, formal health-care providers and informal medical practitioners. We have a very unique health system with a large public health system and a blanket of juxtaposed private health care system. Similar situation is also present in training and education of health workforce. There is also a lack of data on the exact number of health care providers.
Issues
Quite a percentage of Indian population is spread in the rural areas but on the other hand the concentration of health care is in the urban system. The health care providers are highly concentrated in the urban area. Health worker densities are very low in rural settings when compared with urban areas. The next issue is lack of support to the health care providers practicing in the rural area and attraction of high income, support and provisions in the urban settings for the highly specialized workforce which includes doctors, dentist etc. At the national level, the aggregate density of doctors, nurses and midwives was 2.08 per 1000 population, which was lower than WHO’s critical shortage threshold of 2.28 .
Conclusion
In a concluding remark the production of health workforce has increased too many folds which has cost increased privatization of health education. On the other hand the public medical education system has not expanded at the required level. There is need to tap the potential in the private players with keep in mind stringent control of quality and cost. The increase in production is not going to resolve the issues of health worker availability and distribution. The need of the hour is to find sustainable measures to target the acute shortfall in the trained health workforce in India.
Estimates indicate that healthcare costs drive an additional 4% of Indian families, over 50 million people, into poverty each year.The challenge before us is not one of resources. As a country we are already spending more than enough money on healthcare; we produce almost all of the drugs that we need locally, at a fraction of global costs; we have the finest physicians and nurses; and our technological capabilities are internationally recognized. What we need is a health system that uses these resources effectively.
Chikitsa -Revamping The Health Sector of Maharashtra 2015Shyam Ashtekar
This is a systematic review of Maharashtra's ( A state in India) Health Sector, and a program for revamping this sector, with a 10 point agenda. The book is in Marathi, and this is an English Summary. I have dealt with public and private health sectors, as well as the global context of health system management.
Problems Affecting Work Performance of Healthcare Practitioners in Jazan, Kin...iosrjce
This Study Aims To Provide Human Resource Management Framework To Address The Need Of
Improving Delivery Of Leadership And Management Skills To Promote The Quality Of Healthcare Practitioners
In Health Facilities In Jazan, Kingdom Of Saudi Arabia.
This Is A Cross-Sectional Study Involving 60 Health Workers And 40 Health Managers In Health Facilities
Operated By Moh. Questionnaire Was Used Supported By Unstructured Interview To Gather Data Which Were
Statistically Treated Through The Percentage And Weighted Mean.
Results Showed That A Typical Healthcare Practitioner In Jazan, Ksa Has A Mean Age Of 31.17 For Health
Workers And 28 For Health Managers; Mostly Females From Asian Countries With Diploma In
Nursing/Midwifery As Educational Qualification. Most Of The Health Workers Are Charge Nurses (41.67%).
Average Years Of Work Experience Are 6.92 Years For The Health Workers And 12.63 Years For The Health
Managers. The Health Workers Showed Agreement On The Utilization Of Performance Appraisal In Their Unit
(Mw=3.66). However, They Were Uncertain On Their Appraisal Regarding Remuneration, Benefits And
Recognition (Mw=3.30) As Well As On Staffing And Work Schedules (Mw=3.01) And Staff Development
(Mw=3.31). Problems Affecting Their Performance Was Generally Moderately Serious (Mw=2.39) But
Shortage Of Staff Specifically Was Very Serious (Mw=3.27). They Perceived The Strategies To Improve And
Maintain Excellent Performance As Moderately Needed (Mw-2.23). Health Managers Were Often Involved In
Management Tasks (Mw=2.89) And They Assessed Their Skills As Good (Mw=3.63).
In Conclusion, Many Of The Healthcare Practitioners Are Dominantly Female Expatriates From Asian
Countries Who Do Not Have The Current Educational Qualification Required In The Job. As A Consequence,
They Encounter Problems In Their Job Ad Management Affecting Their Work Performance. Addressing These
Problems Is Necessary To Improve The Work Performance And Management Skills Of The Healthcare
Practitioners.
Background: Job satisfaction is a significant indicator of the way nurses feel about their profession, the efforts to perform their professional duties, or otherwise abandons it willingly. Method: cross-sectional research design approach was used to assess the job satisfaction and the associated factors among 300 hundred nurses. Data was analyzed using descriptive statistics and kruskal wallis test for association between the socio-demographic variables and job satisfaction at significance level of 0.05 Result: About 1/3 of the respondents (31%) reported gross dissatisfaction with their job, 0% reported being well satisfaction while (68.7%) respondents reported moderate satisfaction with their job. Across items on the scale, gross dissatisfaction was noted on key managerial factors and the salary of the workers. Job satisfaction was associated with specialty (p<0.018), gender (P<0.002) and age (P<0.000) of Nurses. Conclusion: majority of the respondents were moderately satisfied with their job but grossly dissatisfied with salary and administrative roles like communication flow.
We believe that we have a responsibilities to look beyond the headlines while assessing the state of healthcare affairs in india. There is no denying the fact that Healthcare Innovations is crucial where the innovators are engaged in disrupting the field with research breakthrough & path breaking ideas. Pharma Leaders Panel debates engage these innovators. Innovation is embarking on an endless journey. Innovation involves looking inside
Healthcare policies for progress an indian healthcare perspective by Mahboob ...Healthcare consultant
Can India have absolute Affordable and Quality Healthcare in every City and Town?
Healthcare in India is heading towards a major makeover, thanks to the liberalisation and globalisation of the economy. Like every other field, such a change starts from the class room. Involvement of private players in education has set the bar high; now it has to be followed by government institutions as well. Health education in India is comparable to anywhere in the world. Policy change from MCI had ensured relaxation of stringent criteria required for operating medical colleges. Currently there are around 300 medical colleges all over India; around 30,000 to 35,000 students graduate every year. Yet there is room for improvement.
This is a very simple presentation prepared for nurses. It will help nurses to understand the need of monitoring and the available methods. The presentation has been constructed on a clinical case base scenario and gradually different methods of monitoring has been introduced.
India’s growing demand for Quality DoctorsHemapriyaN2
The deficit of quality doctors is one of the major problems that is plaguing the current Indian medical system. The various loopholes that have been identified in the MCI regulations have made it possible for some private medical colleges without proper infrastructure or an adequate number of patients to get accreditation
“Sarvé bhavantu sukhinaḥ, sarvé santu nirāmayāḥ, Sarvé bhadrāṇi pashyantu, mā kashchid_duḥkha-bhāg-bhavét”. The meaning of this Sanskrit Sloka is “All should/must be happy, be healthy, see good; may no one have sorrow. Mahatma Gandhi also says, “It is health which is real wealth, and not pieces of gold and silver”. Without robust health nobody can do anything. WHO emphasized on “Health for all” in this 21st Century in Geneva Conference in 1998. Government of India also committed to the goal of ‘Health for All’. WHO defined “health” as "State of complete physical, mental, and social well being, and not merely the absence of disease or infirmity". There are strong linkages between population, health and development. India’s health challenges are not only huge in magnitude due to its large population but they are complex due to its diversity and the chronic poverty and inequality. There are extreme inter-state variations, caused by not only the cultural diversity but because -the states are at different stages of demographic transition, epidemiological transition and socio economic development. Along with the old problems like persistence of communicable diseases and high maternal mortality in some parts, there is an urgent need to address the emerging issues like the threat of non-communicable diseases, HIV (AIDS) and health problems of the growing aged population. Accelerating demographic transition is not only necessary for the population stabilization but it is closely related to health goals. Despite substantial improvements in some health indicators in the past decade, India contributes disproportionately to the global burden of disease, with health indicators that compare unfavorably with other middle-income countries and India's regional neighbours. Large health disparities between states, between rural and urban populations, and across social classes persist. A large proportion of the population is impoverished because of high out-of-pocket health-care expenditures and suffers the adverse consequences of poor quality of health care. The obligation of the Government of India is to ensure the highest possible health status to its population and access to quality health care has been recognized by a number of its key policy documents. This paper attempts to study the over view of health care in India.
Key words: Health Care, National Health Policy, Access, Affordability, Equity, Urban Vs Rural-------------
A new group of healthcare professionals who are not doctors are called community health officers CHOs . As a part of Comprehensive Primary Health Care, CHOs will be vital in providing an increased range of essential services. They are expected to direct the primary care staff at the Sub Centre, Health and Wellness Center, offer ambulatory care and clinical management to the neighborhood, and act as a crucial coordination link to guarantee the continuum of car. Mr. Saneesh CM | Dr. S. Victor Devasirvadam "Community Health Officer (CHO): An Overview" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-1 , February 2023, URL: https://www.ijtsrd.com/papers/ijtsrd53840.pdf Paper URL: https://www.ijtsrd.com/medicine/nursing/53840/community-health-officer-cho-an-overview/mr-saneesh-cm
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
Ozempic: Preoperative Management of Patients on GLP-1 Receptor Agonists Saeid Safari
Preoperative Management of Patients on GLP-1 Receptor Agonists like Ozempic and Semiglutide
ASA GUIDELINE
NYSORA Guideline
2 Case Reports of Gastric Ultrasound
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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
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.
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
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
Tom Selleck Health: A Comprehensive Look at the Iconic Actor’s Wellness Journeygreendigital
Tom Selleck, an enduring figure in Hollywood. has captivated audiences for decades with his rugged charm, iconic moustache. and memorable roles in television and film. From his breakout role as Thomas Magnum in Magnum P.I. to his current portrayal of Frank Reagan in Blue Bloods. Selleck's career has spanned over 50 years. But beyond his professional achievements. fans have often been curious about Tom Selleck Health. especially as he has aged in the public eye.
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Introduction
Many have been interested in Tom Selleck health. not only because of his enduring presence on screen but also because of the challenges. and lifestyle choices he has faced and made over the years. This article delves into the various aspects of Tom Selleck health. exploring his fitness regimen, diet, mental health. and the challenges he has encountered as he ages. We'll look at how he maintains his well-being. the health issues he has faced, and his approach to ageing .
Early Life and Career
Childhood and Athletic Beginnings
Tom Selleck was born on January 29, 1945, in Detroit, Michigan, and grew up in Sherman Oaks, California. From an early age, he was involved in sports, particularly basketball. which played a significant role in his physical development. His athletic pursuits continued into college. where he attended the University of Southern California (USC) on a basketball scholarship. This early involvement in sports laid a strong foundation for his physical health and disciplined lifestyle.
Transition to Acting
Selleck's transition from an athlete to an actor came with its physical demands. His first significant role in "Magnum P.I." required him to perform various stunts and maintain a fit appearance. This role, which he played from 1980 to 1988. necessitated a rigorous fitness routine to meet the show's demands. setting the stage for his long-term commitment to health and wellness.
Fitness Regimen
Workout Routine
Tom Selleck health and fitness regimen has evolved. adapting to his changing roles and age. During his "Magnum, P.I." days. Selleck's workouts were intense and focused on building and maintaining muscle mass. His routine included weightlifting, cardiovascular exercises. and specific training for the stunts he performed on the show.
Selleck adjusted his fitness routine as he aged to suit his body's needs. Today, his workouts focus on maintaining flexibility, strength, and cardiovascular health. He incorporates low-impact exercises such as swimming, walking, and light weightlifting. This balanced approach helps him stay fit without putting undue strain on his joints and muscles.
Importance of Flexibility and Mobility
In recent years, Selleck has emphasized the importance of flexibility and mobility in his fitness regimen. Understanding the natural decline in muscle mass and joint flexibility with age. he includes stretching and yoga in his routine. These practices help prevent injuries, improve posture, and maintain mobilit
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Ve...kevinkariuki227
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
TEST BANK for Operations Management, 14th Edition by William J. Stevenson, Verified Chapters 1 - 19, Complete Newest Version.pdf
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.
How to Give Better Lectures: Some Tips for Doctors
Reform medical education, transform healthcare
1. Reform Medical Education,
Transform Healthcare
If India can initiate some radical changes in medical, nursing and
paramedical education, dramatic changes will be visible in three years
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2. Contd..
India can become the first country in the
world to dissociate health care from affluence.
This can only happen by closely linking
healthcare delivery with medical education.
According to World Bank data, Cuba produces
the largest number doctors per capita in the
world (6.7 per 1,000 against 2.5 per 1,000 in
the US and 0.7 per 1,000 in India) and its
health indices are better than that of the US,
which spends the most on healthcare. India is
short of 3 million doctors and 6 million nurses,
as per a PwC study , and its paramedical
training programme is virtually non-existent. It
is unfortunate that in 65 years post-
Independence, we have never even once
studied our manpower requirement for
healthcare.
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3. CURBING MATERNAL AND INFANT MORTALITY
Every 10 minutes, a young woman dies during childbirth somewhere in
India and 3 lakh children die the day they are born. India's infant
mortality rate (42 per 1,000 live births) and maternal mortality rate
(178 per 100,000 live births) almost matches that of sub-Saharan
countries, and the situation will not improve simply because
government spends more money . We simply don't have the number of
medical specialists needed to reduce these rates.
For 26 million childbirths per year, we need to perform at least 5.2
million Caesarian sections. For successful childbirth following a
Csection, we need over a lakh each of gynaecologists, anaesthetists,
paediatricians and radiologists. We only have around 30,000
gynaecologists and 20,000 anaesthetists and radiologists.
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4. NUMBING NEGLECT
No surgery on a human body can be done legally without an anesthetist.
Only 30% of India's population has satisfactory access to proper anesthesia
services, of which 80% are urban beneficiaries.
Top 10 causes of death like heart disease, resistant TB, brain stroke, mental
illness leading suicide, liver disease, accidents and cancer cannot be legally
retreated by a doctor without a postgraduate qualification. Consider our
figures for just two specialties -India has only 4,000 gastroenterologists and
1,400 neurosurgeons. The US has 20,000 undergraduate seats and 37,900
postgraduate seats. In most developed countries, postgraduate seats are
twice the number of undergraduate seats. However, in India we have close
to 50,000 undergraduate seats and 14,000 postgraduate seats in clinical
subjects.
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5. EMPOWER NURSES
India runs MBBS-centric healthcare. Indian policies prevent anyone other
than a doctor with an MBBS degree to touch a patient. Primary healthcare in
most countries is taken care of by nurse practitioners or physician assistants.
In India, a nurse with over 20 years of experience in a cardiac ICU is not
allowed to prescribe basic drugs. But in the US, nurse anesthetists administer
anesthesia in 67% of cases. The government should consider offering
dispensing rights to nurse practitioners or AYUSH doctors working at the
public health center to dispense 47 basic drugs after rigorous training and
certification.
The nursing profession in India is on the verge of extinction because career
progression is limited in the field. Admissions to nursing colleges have come
down by nearly 50%. Soon we may have to import nurses at exorbitant
salaries from countries like the Philippines or Thailand.
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6. TRAIN PARAMEDICS
Healthcare is not about just doctors and nurses. For holistic healthcare,
there should be four nurses and four paramedics behind every doctor.
Of the 20 fastest-growing occupations in US, 15 are in paramedical
healthcare. Unfortunately in India, none of the 15 training programmes
exist. Paramedics like physician's assistants can add significantly to very
sick patient care.
Instead of only looking to increase the healthcare budget in India we
should look at reforms in medical, nursing and paramedical education,
which will have a big impact in less than three years. Pumping more
money into a defunct system will only increase corruption.
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7. THE PRESCRIPTION
The first step is to equalize undergraduate and postgraduate seats in India. This can
be done without incurring any cost, by just increasing the number of postgraduate
seats in medical colleges and giving the National Board of Examination the status of
a statutory body and extending postgraduate medical education beyond medical
colleges.
State-owned medical universities should be empowered to innovate and train
adequate number of medical specialists, nursing and paramedics to meet the
healthcare needs of the state. Today they are restrained and treated like
examination conducting agencies.
The Mumbai-based College of Physicians and Surgeons (CPS), which was the first
Indian medical university established 103 years ago, can convert the entire basic
cadre of MBBS doctors from government hospitals into diploma degree holders in
broad specialties like gynecology , pediatrics, anesthesia and radiology in just two
years and with no additional investment. The CPS only requires state government
recognition.
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9. Contd..
Unless community health centers are staffed with adequate number of
medical specialists with postgraduate diplomas, infant and maternal
mortality rates will not decline. The government's target should be to
reduce both by 50% within five years. As a collateral benefit, the rest of
healthcare delivery in India too will get transformed. Building more
institutions like AIIMS will not create this effect. It is time to act now.
Otherwise, we will end up reinforcing Einstein's definition of stupidity
“doing the same thing over and over and expecting different results“.
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10. This platform has been started by Parveen Kumar Chadha with
the vision that nobody should suffer the way he has suffered
because of lack and improper healthcare facilities in India. We
need lots of funds manpower etc. to make this vision a reality
please contact us. Join us as a member for a noble cause.
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11. Our views have increased the mark of the
96,000
Thank you viewers
Looking forward for franchise, collaboration, partners.
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12. Contact us:- 011-25464531, 9818569476
E-mail:- nursingnursing@yahoo.in
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We are also available on Justdial New Delhi.