scholarly journals Changing shape: workforce and the implementation of Aboriginal health policy

2008 ◽  
Vol 32 (1) ◽  
pp. 174 ◽  
Author(s):  
Jane E Lloyd ◽  
Marilyn J Wise ◽  
Tarun Weeramanthri
Keyword(s):  
Health Policy ◽  
Chronic Disease ◽  
Staff Training ◽  
Service Providers ◽  
Health Workers ◽  
Aboriginal Health ◽  
Staff Turnover ◽  
High Staff Turnover

Thirty-five interviews were conducted in a case study on the implementation of the Northern Territory Preventable Chronic Disease Strategy (PCDS) to explore the role of the health workforce in the implementation of Aboriginal health policy. There was a tendency for the workforce to implement those aspects of the policy that drew on existing skills in treatment and management and to avoid or delay implementation that required the acquisition of new skills in primary prevention. Factors that facilitated the implementation of the PCDS included the addition of new resources, employment of additional staff, training, increased commitment from managers, and the creation of dedicated chronic disease positions. Factors impeding implementation included insufficient numbers of service providers, too little support for current Aboriginal Health Workers, and high staff turnover.

Beyond social capital: a capability approach to understanding Refugee Community Organisations and other providers for “hard to reach” groups

2014 ◽  
Vol 10 (2) ◽  
pp. 61-72 ◽  
Author(s):  
Jennifer Clarke
Keyword(s):  
Capability Approach ◽  
Service Providers ◽  
Structured Interviews ◽  
Content Type ◽  
Refugee Community ◽  
Community Organisations ◽  
Purposive Sample ◽  
The Capability Approach

Purpose – The purpose of this paper is to explore the value of the “capability approach” as an alternative framework for understanding and conceptualising the role of Refugee Community Organisations (RCOs) and other providers for groups conventionally considered “hard to reach”. Design/methodology/approach – A study of the education services of RCOs, drawing primarily on semi-structured interviews with 71 users, is put forward as a case study for how the capability approach can be operationalised. Findings – The capability approach is found to offer various valuable insights, relating to its appreciation of the multi-dimensional nature of human wellbeing, the significance of individual diversity, and the importance of human agency. Research limitations/implications – The case study is based on a relatively small purposive sample, and may have limited external validity. As the research design proved strong for exploring how RCOs develop their users’ capabilities but weak for exploring if and how they may also constrict them, further research in this area is required. Practical implications – A number of valuable attributes of the capability approach are highlighted for broadening the understanding, the role of RCOs and other service providers. Social implications – The paper outlines the potential of the capability approach to contribute to policymaking related to RCOs and other providers, and to debates relating to social exclusion, cohesion and integration. Originality/value – The paper draws attention to the value of the capability approach within the field of migration research.

scholarly journals Case Study of Effectiveness Evaluation of Staff Training Courses in Refah Bank

2017 ◽  
Vol 7 (4) ◽  
pp. 1870-1873
Author(s):  
E. Yousefian ◽  
A. Chitsaz ◽  
B. Karimpour
Keyword(s):  
Staff Training ◽  
Effectiveness Evaluation ◽  
Confounding Factors ◽  
Two Factors ◽  
Survey Results ◽  
Training Courses

One of the newest and most well-known train patterns for evaluating the effectiveness of in-service staffs training is Kircpatrick model. In this paper, the effectiveness of staff training courses of Refah-bank is evaluated. A questionnaire consisted of five components which include: reaction, learning, of behavior, the results and the innovation in role of confounding factors is handed out. The survey results show that three factors (reactions, behavior and innovation) have a significant effect on the teachings effectiveness according to Kircpatrick model. And that two factors (learning and results of the courses) have not a significant effect.

scholarly journals Public interaction of health workers during the Covid-19 pandemic

2021 ◽  
Vol 10 (6) ◽  
pp. 268-277
Author(s):  
Tara Anglelorenza Pricilly Dea ◽  
Aliefya Rachim Maharani
Keyword(s):  
Health Service ◽  
Health Workers ◽  
Coordinated Management Of Meaning ◽  
Service Programs ◽  
Qualitative Descriptive ◽  
The Impact ◽  
Descriptive Method ◽  
Case Study Methods

The impact of the COVID-19 pandemic has limited the space for the community and health workers to provide health services. In this study, we want to see how the role of health workers can minimize health problems that occur in the field. GERMAS (Gerakan Masyarakat Hidup Sehat) which contains to implement the health service programs seeks to provide information through mobile broadcasts on services for preventing Covid-19 activities through vaccination and distributes anthelmintics to children, which is expected to be a forum for the health service to keep interacting with children and societies and also to give some meanings or messages to conveyed the community. This research used a qualitative descriptive method with case study methods and data collection techniques through interviews and observations. The theory used in this research is Coordinated Management of Meaning. For the results, Tanjung Selor Health Center Health Workers and the Tanjung Selor community set a pattern to create meaning in their communication. Health workers and communities create meaning and interpret meaning in their activities through the GERMAS Program.

scholarly journals Community-based health agents practices in Burkina Faso

2020 ◽  
Vol 30 (Supplement_5) ◽  
Author(s):  
J Lapierre ◽  
I Aboulhouda ◽  
M Gaudreault-Belley ◽  
J Ramdé ◽  
A Coté ◽  
...  
Keyword(s):  
Burkina Faso ◽  
Social Services ◽  
Service Providers ◽  
Health Workers ◽  
Community Based ◽  
Planning Strategy ◽  
Training And Supervision ◽  
Underlying Causes ◽  
Resources Planning

Abstract Background It is estimated that around 25% of the world's infant mortality is in West Africa where undernutrition accounts for more than 50% of the underlying causes of under-5 mortality. Malnutrition rates have decreased slightly, especially compared to the targets set for 2025. Since Alma-Ata's declaration in 1978, community participation in primary health care has been one way of reducing health inequalities. WHO recommended the integration of community health workers (CHW) into the health system and their inclusion in the human resources planning strategy. We observed a decline of programs involving CHW in the 1990s, then a definite revaluation since the 1990s and specifically, since 2012. They provide health education, as well as referral for a range of services, and provide support and assistance to communities and families through preventive health, easier access to curative health services as well as social services. The specific objectives of this project include: to describe the roles and functions of CHW in Burkina Faso, to identify the workers' needs, to explore the changes in the system and to identify the conditions related to their deployment. Methods A qualitative case study allowed to describe the processes and also facilitated the discovery of key elements related to the experiences of community agents, considering the elements of complexity and context. Results Our results include activities in promotional services, preventive services, curative services and health data management. In addition, we will shed light on their feelings and experiences related to integration into the system, on the strategies they use, on the advantages that bring their role as community workers, their concerns and finally, we will share their perception of their impact. Some recommendations are proposed in regards to training and supervision. Key messages CHW are major players in health systems by creating a bridge between health and social service providers and communities with reduced access. CHW contributes to social justice by facilitating access, promoting recognition and creating empowering processes through increased participation.

Supporting chronic disease self-management: translating policies and principles into clinical practice

2012 ◽  
Vol 18 (1) ◽  
pp. 80 ◽  
Author(s):  
Rosemary Higgins ◽  
Barbara Murphy ◽  
Marian Worcester ◽  
Angela Daffey
Keyword(s):  
Chronic Disease ◽  
Health Professionals ◽  
Health Workers ◽  
Aboriginal Health ◽  
Practice Change ◽  
Self Management ◽  
Collaborative Approach ◽  
Allied Health Professionals ◽  
Major Barrier ◽  
Training Support

To support self-management, health professionals need to adopt a client-centred approach and learn to deliver evidence-based behaviour change interventions. This paper reports on the evaluation of 1- and 2-day training programs developed to improve health professionals’ capacity to support chronic disease self-management (CDSM). The 321 participants attended one of eighteen supporting CDSM courses held in urban and rural settings. Participants included nurses, allied health professionals, Aboriginal health workers and general practitioners. Data were collected at three time points: before participation; immediately after the training; and, for a sub-sample of 37 participants, 2 months after the training. Results revealed a significant and sustained increase in CDSM self-efficacy following training regardless of participants’ gender, age or qualifications. A thematic analysis of the responses concerning intended practice revealed four main areas of intended practice change, namely: use behavioural strategies; improve communication with clients; adopt a client-centred approach; and improve goal setting. The number of practice changes at 2 months reported by a sub-sample of participants ranged from 1 to 20 with a mean of 14 (s.d. = 4). The three most common areas of practice change point to the adoption by health professionals of a collaborative approach with chronic disease patients. Lack of staff trained in CDSM was seen as a major barrier to practice change, with lack of support and finance also named as barriers to practice change. Participants identified that increased training, support and awareness of the principles of supporting CDSM would help to overcome barriers to practice change. These results indicate a readiness among health professionals to adopt a more collaborative approach given the skills and the tools to put this approach into practice.

Satisfaction of pharmaceutical specialists with the material and moral side of their job: a study

2020 ◽  
Vol 26 (2-3) ◽  
pp. 89-93
Author(s):  
B.P. Hromovyk ◽  
◽  
Yu.I. Kremin ◽  
Keyword(s):  
Online Survey ◽  
Sampling Error ◽  
Staff Turnover ◽  
Average Salary ◽  
Bonus System ◽  
High Staff Turnover ◽  
Occupied Territories ◽  
High Degree ◽  
Autonomous Republic

Aim. Study of the opinion of pharmaceutical specialists working at pharmacies on the role of material and moral incentives and obstacles in their implementation in the process of motivating professionals to work. Material and Methods. The study was conducted in the period from June 26 to August 26, 2020 via an anonymous online survey of 348 pharmaceutical specialists working at pharmacies in Ukraine on a questionnaire developed in Google form and posted in nine pharmaceutical groups on Facebook social network. The respondents represented all regions of Ukraine, except for the annexed Autonomous Republic of Crimea and the occupied territories of Donetsk and Luhansk regions. The marginal sampling error was 5.1%. Results and Discussion. It was found that the vast majority of respondents believe they should be paid higher salaries for that the amount of work they do. The ratio of the average salary of Ukrainian pharmaceutical specialists to the minimum wage in the country is at least twofold less than that of their European counterparts. It was found that among the incentives, employers primarily use the accrual of interest on sales and the bonus system. It is determined that respect on the part of colleagues and visitors of pharmacies, a proper moral climate in the team and good working conditions are important for the respondents. At the same time, the concern of pharmaceutical specialists with a high degree of carried responsibility, very hard work, inexpediency of management requirements, and penalties at the pharmacy was revealed. Conclusion. It is established that pharmaceutical professionals do not receive the desired material and moral satisfaction from working at pharmacies, and employers underuse the existing forms of incentives for work achievements, which leads to disappointment of pharmaceutical professionals in the chosen profession and to the high staff turnover at pharmacies. Key words: pharmaceutical specialist, salary, material and moral incentives

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