A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
Exploring HR and Middle Managers' Perception of Work Life Balance in Lebanese...Yara Abboud
Work-life balance (WLB) is a concept that encompasses various notions. It has been defined differently across time by various authors starting from Zedeck and Mosier (1990), Guest (2002), to Brinley (2005). Obviously good work-life balance practices are an active part of strategic human resource management, for they help in attracting, retaining employees, and increasing their satisfaction and performance. This is especially apparent in the banking industry which globally faces problems with retention of qualified staff. Consequently, line managers and strategic human resource managers have to coordinate the process of policy development and implementation to address such challenges. Hence, the main purpose of this paper is to examine HR and General/middle Managers’ experience of the work life balance linkage in Lebanese Banks, and how they cope and deal with it. By shedding light on the quality of spillover experienced, and the coping mechanisms of managers, recommendations for better work life balance policies can be suggested. 60% of our sample asserted achieving balance yet that was mostly due to personal effort. Differences between men and women were noted only with regard to pursuit of hobbies. Banks appeared to act in a humane way towards their managers; however, they are still far from reaching the “respect” response whereby an organization acknowledges both work and non-work participation of its employees. All in all, our results fall in line with border theory; however, some minor adjustments are proposed to help flesh out practical recommendations.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
A Proactive HR Approach To Workplace Stress ManagementBernie McCann
A Presentation to Human Resources Committee of a local Chamber of Commerce to illustrate the "big picture" of organizational development approaches to managing stress in the workplace.
Exploring HR and Middle Managers' Perception of Work Life Balance in Lebanese...Yara Abboud
Work-life balance (WLB) is a concept that encompasses various notions. It has been defined differently across time by various authors starting from Zedeck and Mosier (1990), Guest (2002), to Brinley (2005). Obviously good work-life balance practices are an active part of strategic human resource management, for they help in attracting, retaining employees, and increasing their satisfaction and performance. This is especially apparent in the banking industry which globally faces problems with retention of qualified staff. Consequently, line managers and strategic human resource managers have to coordinate the process of policy development and implementation to address such challenges. Hence, the main purpose of this paper is to examine HR and General/middle Managers’ experience of the work life balance linkage in Lebanese Banks, and how they cope and deal with it. By shedding light on the quality of spillover experienced, and the coping mechanisms of managers, recommendations for better work life balance policies can be suggested. 60% of our sample asserted achieving balance yet that was mostly due to personal effort. Differences between men and women were noted only with regard to pursuit of hobbies. Banks appeared to act in a humane way towards their managers; however, they are still far from reaching the “respect” response whereby an organization acknowledges both work and non-work participation of its employees. All in all, our results fall in line with border theory; however, some minor adjustments are proposed to help flesh out practical recommendations.
Workplace Stress: Impact and Outcomes - An India Study 2016 Sabita Rebecca
Chronic life-style related health issues are growing rapidly among the 'Young Indian Workforce'. It is predicted that by 2025, India will have more than 57% of its population suffering from diabetes. Cardiovascular diseases, diabetes, obesity and tobacco consumption are seen as high-risk elements in employee health and wellness that impact the workforce.
Corporates across India have become sensitive to the prevalent health issues and the impact of stress at the workplace on performance and productivity. Leadership firms are working at building health and wellness programs that make their workforce a lot more resilient to the external challenges.
CGP India, along with SHRM India have collaborated to understand the landscape in a more scientific approach than ever done before. The aim was not just to understand the areas of concern but also to measure the impact of stress on the organizations’ top line. The online survey was participated by a total of 2157 respondents and included senior management interviews from 12 organizations spanning across 3 sectors - IT, Banking and Travel & Hospitality.
Companies all over the world come to Regus to find the flexible workspace that enables them to do business more effectively. We have over 800,000 customers using our business centres every day, this gives us a wealth of experience in all workplace issues. If you’re looking for an expert to speak at your event, big or small, we are happy to provide trained speakers to talk about the issues your audience want to discuss.
Please contact Henry Collinge at press.office@regus.com if you would like a Regus speaker to present at your event.
Find out more about Regus: http://www.regus.com/?utm_campaign=slideshare
Managing Workplace Stress - Presented to IOSH National Conference, June 2015EEF
A presentation on the causes and management of workplace stress, delivered by Professor Sayeed Khan
MBBS, BMedSci, DGM, CMIOSH, FRCGP, FFOM, FRCP, FRSA, DM Chief Medical Adviser, EEF - the manufacturers' organisation to the IOSH Annual Conference, June 2015.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
Managing Workplace Stress - Presented to IOSH National Conference, June 2015EEF
A presentation on the causes and management of workplace stress, delivered by Professor Sayeed Khan
MBBS, BMedSci, DGM, CMIOSH, FRCGP, FFOM, FRCP, FRSA, DM Chief Medical Adviser, EEF - the manufacturers' organisation to the IOSH Annual Conference, June 2015.
Physical or psychological disorder associated with an occupational environment and manifested in symptoms such as extreme anxiety, or tension, or cramps, headaches, or digestion problems.
Stress related to responsibilities associated with work, corporate culture or personality conflicts
Can lead to physical as well as emotional disorders
May cause depression if left unattended
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.
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.
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.
Understanding workplace stress comes from knowing how the employee, management and employer roles compliment each other for recognizing, mitigating and preventing unnecessary stress at work.
The Whole Life / Whole Organisation, Next Gen Approach to Risk ManagementCardinus Risk Management
As part of Cardinus' US Ergonomics Forum 2016, founder of WellKom International and speaker Anthony Phillips delivered this talk on how organisations should approach ergonomics risk management.
This presentation has helped business leaders, HR and health functions transform organisational approaches to this pressing issue. With planned risk management, businesses can find news ways to sustain higher employee performance, and this fact-filled presentation promises at least three vital statistics and lessons to help you achieve that.
To find out more, head to WellKom International http://www.wellkom.org/ or visit our own site at http://www.cardinus.com/
Presented by: Hans Key, WorkSafe NZ
Moni Hogg, Health and Safety Consultant
and Natia Tucker, Pasifika Injury Prevention Aukilana
at OHSIG 2014, Wednesday 10/9/14, NZI Room 4, 11.45am
Video URLs:
Say Yeah, Nah community education: www.youtube.com/watch?v=shte582z3fo
Puataunofo: www.youtube.com/watch?v=rXQqmOfoR6o
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.
- 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
ARTIFICIAL INTELLIGENCE IN HEALTHCARE.pdfAnujkumaranit
Artificial intelligence (AI) refers to the simulation of human intelligence processes by machines, especially computer systems. It encompasses tasks such as learning, reasoning, problem-solving, perception, and language understanding. AI technologies are revolutionizing various fields, from healthcare to finance, by enabling machines to perform tasks that typically require human intelligence.
HOT NEW PRODUCT! BIG SALES FAST SHIPPING NOW FROM CHINA!! EU KU DB BK substit...GL Anaacs
Contact us if you are interested:
Email / Skype : kefaya1771@gmail.com
Threema: PXHY5PDH
New BATCH Ku !!! MUCH IN DEMAND FAST SALE EVERY BATCH HAPPY GOOD EFFECT BIG BATCH !
Contact me on Threema or skype to start big business!!
Hot-sale products:
NEW HOT EUTYLONE WHITE CRYSTAL!!
5cl-adba precursor (semi finished )
5cl-adba raw materials
ADBB precursor (semi finished )
ADBB raw materials
APVP powder
5fadb/4f-adb
Jwh018 / Jwh210
Eutylone crystal
Protonitazene (hydrochloride) CAS: 119276-01-6
Flubrotizolam CAS: 57801-95-3
Metonitazene CAS: 14680-51-4
Payment terms: Western Union,MoneyGram,Bitcoin or USDT.
Deliver Time: Usually 7-15days
Shipping method: FedEx, TNT, DHL,UPS etc.Our deliveries are 100% safe, fast, reliable and discreet.
Samples will be sent for your evaluation!If you are interested in, please contact me, let's talk details.
We specializes in exporting high quality Research chemical, medical intermediate, Pharmaceutical chemicals and so on. Products are exported to USA, Canada, France, Korea, Japan,Russia, Southeast Asia and other countries.
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
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
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
Lung Cancer: Artificial Intelligence, Synergetics, Complex System Analysis, S...Oleg Kshivets
RESULTS: Overall life span (LS) was 2252.1±1742.5 days and cumulative 5-year survival (5YS) reached 73.2%, 10 years – 64.8%, 20 years – 42.5%. 513 LCP lived more than 5 years (LS=3124.6±1525.6 days), 148 LCP – more than 10 years (LS=5054.4±1504.1 days).199 LCP died because of LC (LS=562.7±374.5 days). 5YS of LCP after bi/lobectomies was significantly superior in comparison with LCP after pneumonectomies (78.1% vs.63.7%, P=0.00001 by log-rank test). AT significantly improved 5YS (66.3% vs. 34.8%) (P=0.00000 by log-rank test) only for LCP with N1-2. Cox modeling displayed that 5YS of LCP significantly depended on: phase transition (PT) early-invasive LC in terms of synergetics, PT N0—N12, cell ratio factors (ratio between cancer cells- CC and blood cells subpopulations), G1-3, histology, glucose, AT, blood cell circuit, prothrombin index, heparin tolerance, recalcification time (P=0.000-0.038). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and PT early-invasive LC (rank=1), PT N0—N12 (rank=2), thrombocytes/CC (3), erythrocytes/CC (4), eosinophils/CC (5), healthy cells/CC (6), lymphocytes/CC (7), segmented neutrophils/CC (8), stick neutrophils/CC (9), monocytes/CC (10); leucocytes/CC (11). Correct prediction of 5YS was 100% by neural networks computing (area under ROC curve=1.0; error=0.0).
CONCLUSIONS: 5YS of LCP after radical procedures significantly depended on: 1) PT early-invasive cancer; 2) PT N0--N12; 3) cell ratio factors; 4) blood cell circuit; 5) biochemical factors; 6) hemostasis system; 7) AT; 8) LC characteristics; 9) LC cell dynamics; 10) surgery type: lobectomy/pneumonectomy; 11) anthropometric data. Optimal diagnosis and treatment strategies for LC are: 1) screening and early detection of LC; 2) availability of experienced thoracic surgeons because of complexity of radical procedures; 3) aggressive en block surgery and adequate lymph node dissection for completeness; 4) precise prediction; 5) adjuvant chemoimmunoradiotherapy for LCP with unfavorable prognosis.
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
Acute scrotum is a general term referring to an emergency condition affecting the contents or the wall of the scrotum.
There are a number of conditions that present acutely, predominantly with pain and/or swelling
A careful and detailed history and examination, and in some cases, investigations allow differentiation between these diagnoses. A prompt diagnosis is essential as the patient may require urgent surgical intervention
Testicular torsion refers to twisting of the spermatic cord, causing ischaemia of the testicle.
Testicular torsion results from inadequate fixation of the testis to the tunica vaginalis producing ischemia from reduced arterial inflow and venous outflow obstruction.
The prevalence of testicular torsion in adult patients hospitalized with acute scrotal pain is approximately 25 to 50 percent
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
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
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
2. Objectives of the workshop
• Raise awareness of burnout and its impact
• Complete a burnout inventory
• Provide interventions to decrease the likelihood of
burnout
• Provide strategies to pro-actively support those in
‘high risk’ roles
• Work on a case study to identify possible
interventions
3. Burnout is:
• Physical, emotional, mental
or spiritual exhaustion
caused by sustained stress,
without adequate adjustment
• When the body’s reserves used in the stress response have run
out, leading to
- feelings of emotional exhaustion
- physical fatigue
- cognitive weariness
- reduced performance
4. Anyone can suffer from burnout.
It is not a sign of weakness, mental illness or
inability to cope with life.
It usually happens to hardworking high
achievers.
Burnout can be treated, overcome, and
prevented in the future.
10. Our lives impact our work in many different ways …
• 30,000 deaths per year
• 83 Homicides & 39 murders per year
• Over 300 road deaths per year
• More than 50 sport related deaths per year
• Over 500 deaths by suicide per year
11. And…
• 10,000-plus divorces a year
• 9,000 children affected by family breakdown a year
• 20,000 women and children seek refuge a year
• 20,000 diagnosed with cancer
• Around 700,000 informal carers look after family
member/s with an illness or disability
12. A recent British study indicated that 13.8 million days per
year are lost through work-related mental health issues.
13. Possible Sources of Burnout
Work overload for too long
Role conflict
Lack of control
Values conflict
Insufficient resources or rewards
Perceived unfairness
Breakdown of work relationships
Managing multiple roles
External life/family stressors
14.
15. Impact on performance of
executive and senior management
• 85% indicated decision making very poor
• 40% indicated decision making had negative financial impact
16. Impact on performance
of supervisors
80% indicated interaction
with staff very poor
65% indicated this had
negative financial impact
on company
17. Impact on performance
on physical job holders
50% indicated lack of
concentration
= injury and lost time
90% indicated higher rate
of physical injury due to
reduced concentration
18. How burnout affects
workplace performance
“I believe we need to
define success beyond
the two metrics of
Money and Power. We
need to include the third
Metric that incorporates
our Health, Wellbeing &
Wisdom. We cannot tape
our lives and watch it
later.”
Adrianna Huffington
19. What the law requires
Health and Safety
• Prevention of harm includes mental harm caused by
work related stress
• Identification of hazards – not just physical but
behavioural
Note: The HSE Act – if harm is foreseeable, employers must
take reasonable steps to control this through elimination,
isolation and minimisation.
22. Potential costs of resignations
based on average over 1 year
Position Impact on Organisation
General Employee up to 3 x Salary
Mid-level Employee up to 7 x Salary
CEO/GM up to 15 x Salary
Note: People troubled at work are at best 50% productive
Source: ROI – Lost Cost of Troubled Employees Marsh Ltd & Right Management, 2009
23. The Cycle of Survival
Anxiety about future
Expectations/responsibilities
from others
Exhaustion/Feel
trapped
Scrambling to
perform
Anxiety about performance
24. Stress or Burn Out?
Stress Burnout
Over-engagement Disengagement
Emotions are over-reactive Emotions are blunted
Urgency and hyperactivity Helplessness and hopelessness
Loss of energy Loss of motivation, ideals, and hope
Leads to anxiety disorders Leads to detachment and depression
Primary damage is physical Primary damage is emotional
May kill you prematurely May make life seem not worth living
29. Physical signs and symptoms of burnout
• Fatigue - feeling tired and drained most of the time
• Frequent headaches, back pain, muscle aches
• Lowered immunity, feeling unwell more often
• Change in appetite or sleep habits
• Trembling
• Clumsiness
• Anger
• Rashes and skin complaints
• Depression
30. Emotional/cognitive signs of burnout
• Difficulty remembering things, making decisions
• Lack of concentration
• Sense of failure and self-doubt
• Feeling helpless, trapped, and defeated
• De-personalisation, Detachment, feeling alone
• Emotional exhaustion and loss of motivation
• Increasingly ambivalent, cynical or negative outlook
• Decreased satisfaction - little sense of accomplishment
31. Behavioural signs and symptoms of burnout
• Increased irritability - taking out frustrations on others
• Performance drops off, increase in accidents
• Withdrawing from responsibilities
• Isolating yourself from others
• Procrastinating, taking longer to get things done
• Using food, drugs, or alcohol to cope
• Skipping work or coming in late and leaving early
• Absenteeism increases
33. 4 levels for Burnout Prevention
Personal level
Team level
Office level
Organisational level
34. Burnout prevention tips for the individual
• Begin and end the day with a relaxing routine
• Adopt healthy eating, exercising, and sleeping habits
• Set boundaries e.g. leaving work time, saying ‘No’
• Take breaks during the day and regular time off
• Take a regular break from technology
• Nourish your creative side – enjoy a hobby
• Have fun
• Learn how to manage stress – which strategies suit you?
• Assess your thinking (cognitive restructuring)
• Keep connected to a significant other - buddy / mentor /partner
and friends
• Nurture the spirit – connect with nature, art, inspiration
• Have a regular check in and monitor changes
36. How can we prevent burnout at
work?
• Regular assessments – checking in
with employees and listen
• Monitor workload
• Have realistic expectations
• Provide adequate resources for the tasks
• Work on building positive relationships, connections
• Work on building a ‘No-blame’ positive work culture
• Work on consistency
• Have professional supports in place e.g. EAP
37. PPuurrppoossee
Employees who derive meaning and significance from their work
are more than 3 times as likely to stay with their organisations -
the highest single impact of any variable in our survey. These
employees also reported 1.7 times higher job satisfaction and
they were 1.4 times more engaged at work.
VVaalluuee
Feeling cared for by one’s supervisor has a more significant
impact on people’s sense of trust and safety than any other
behaviour by a leader. Employees who say they have more
supportive supervisors are 1.3 times as likely to stay with the
organisation and are 67 percent more engaged.
38. FFooccuuss
Only 20 percent of respondents said they were able to focus on one
task at a time at work, but those who could were 50 percent more
engaged. Similarly, only one-third of respondents said they were
able to effectively prioritise their tasks, but those who did were 1.6
times better able to focus on one thing at a time.
RReenneewwaall
Employees who take a break every 90 minutes report a 30 percent
higher level of focus than those who take no breaks or just one
during the day. They also report a nearly 50 percent greater
capacity to think creatively and a 46 percent higher level of health
and well-being.
Towers Watson cited in ‘Why You Hate Work’
By TONY SCHWARTZ and CHRISTINE PORATH MAY 30, 2014T
39. The resilience advantage at work
1. Take Care of Yourself
2. Connect with Others
3. Take Advantage of your Strengths
4. Be Active
5. Use and Develop Your Key Skills
6. Use your Sense of Humour
7. Keep a Positive Outlook
8. Keep Learning
9. Keep Tuned In
10. Contribute to Others
40. Employers Responsibilities:
The three R’s for HR
Recognise
– Understand the signs and symptoms – individual and
systemic
– Establish processes for raising issues safely
Reverse
– Establish a culture of taking care of human capital
Resilience
– Develop a Health & Safety culture that has
emotional resilience embedded into it
42. Helping employees who are impacted by anger or
post traumatic stress
• Acknowledge the realities – name it
• Train employees in de-escalation techniques
• Role play scenarios – so employees feel empowered
• Debrief after significant incidents
• Possible role rotation
• Encourage self care – provide professional Supervision
and EAP support
43.
44. “The twin goals of preventing burnout and building
engagement are possible and necessary in today’s
working world. These goals cannot be easily achieved
by an individual.
Rather, people have to work together to make them
happen. And if we all commit ourselves to the long-term
process of organisational progress, we will be
rewarded with workplaces that are more productive
and resilient as well as humane.”
Maslach & Leiter
About Burnout
45. No-one should
ever feel like
this –their only
option being:
“Sorry,
but I have
to resign…”
46. He aha te mea nui?
He tangata. He tangata. He tangata.
What is the most important thing?
It is people, it is people, it is people.
For burnout to occur, there has to have been a flame burning first - burnout occurs often for high achievers and this with high personal expectations
Often considered the DARK SIDE OF SELF SACRIFICE!
Salisbury Centre: 1:4 Employees have a mental health issue – ANXIETY, DEPRESSION AND STRESS
1: 5 HAVE ALCOHOL AND DRUG ISSUES
EMPLOYERS ASKED THEIR PERSPECITVE: THOUGH IT WOULD BE 1:21 AND THAT OUR BE HIGH
PRESENTEEISM OF PEOPLE WITH MENTAL HEALTH ISSUE IN THE WORKPLACE – MUCH HIGHER IN EXECUTIVE AND MANAGEMENT
CEO’S EXECUTIVES NOT IMUNE TO BURNOUT – CAN HAVE DEVASTING IMPACT - QUESTION BEING ASKED AROUND COMPLETED SUICIDES OF A UMBER OF TOP CEO’S
QUESTONS AROUND WORKING CONDITIONS IN THE CEO WORK BECOME SO INTENSE THAT SUICIDE APPPEARS TO OFFER THE ONLY ANSWER TO SOME
PRESSURE MOUNTING
DEMANDS FOR INFORMATION
DEMANDS OF BOARDS AND STAKEHOLDERS
STRETCHING WORKDAYS TO THE LIMIT
CONSTANTLY REACHABLE – PERMANENT ACTIVITY – NO REST ANYWHERE
NEED TO BE SUCCESSFUL AND PERFECTIONISM
CAN LEAD TOHYPER-AROUSAL AND ENTRAPMENT
ADVISOR TO CEO’S
American Psycholigical association : Inability to concentrate – decision making
Guilt = working even more vicious circicle
Assurance Services” Frequent Mood changes – impact on communication, personal connections alienation and even anger
Social isolation: decrease in interaction has impact on teams, culture etc
Mayo Clinic always asks potentially burnout employees if they are using drugs, food and alcohol as coping mechanisms and often find out that they are
ISSUES AROUND PSHYCHOLOGICAL WELLBEING
WORKSAFE PREVENTING AND RESPONDING TO WORKPLACE BULLYING
ISSUES AROUND PSHYCHOLOGICAL WELLBEING
WORKSAFE PREVENTING AND RESPONDING TO WORKPLACE BULLYING
ISSUES AROUND PSHYCHOLOGICAL WELLBEING
WORKSAFE PREVENTING AND RESPONDING TO WORKPLACE BULLYING
From resignation, recruitment and training
Impact on reputation
In order to avoid fatigue and burnout, it is important to constantly check one’s life-work balance and make appropriate life skills changes to keep that balance.
The key is Life skills change.
If you learn new life skills that help to counter the stressors, it can help to counter these, and restore a more healthy tension in your life.
We are suggesting that if you learn new work skills, we can change and restore healthy work practices.
Diagram based on Hans Sayle (CFSI, Platt) but further developed by WVI.
Your body never has a chance to “come down and relax”, it’s just an ongoing series of one task after another.
This situation left unattended leads to burnout.
People working in humanitarian or other caring professions are particularly susceptible to this type of stress response
In this training, we look at four levels of Stress Management:
Personal level
Team Level Office Level
Organizational Level