Improving the experience of hospital doctors who are not in training programmes

2020 ◽  
Vol 26 (12) ◽  
pp. 1-8
Author(s):  
Jawad Azhar ◽  
Peter Thomas ◽  
Karen McCarthy ◽  
Tanzeem Raza ◽  
Michael Vassallo
Keyword(s):  
Work Experience ◽  
Organisational Culture ◽  
Strong Correlations ◽  
Medical Workforce ◽  
Work Related ◽  
Hospital Doctors ◽  
Training Programmes ◽  
The Uk ◽  
The Impact ◽  
Positive Work

Background/Aims Doctors in non-consultant, non-training (NCNT) trust grade posts are an important part of the medical workforce across the UK, but their needs are often neglected. It is important to explore their work-related experience to support their welfare. This study aimed to explore the issues that were most important to the positive work experience of this group of doctors. Method Work-related themes were identified through meetings with NCNT trust grade doctors. A questionnaire was then compiled asking such doctors to rate statements based on these themes using a 5-point Likert scale. Correlations between scores on these statements and the scores on the key statement ‘I will recommend coming to this hospital for training to my friends’ were explored. Results The questionnaire was completed by 25 doctors. Statements reflecting organisational culture, such as ‘I never felt bullied’ (r=0.698) or ‘I feel well supported in my work’ (r=0.796) demonstrated strong correlations with whether respondents would recommend the trust to a friend, while process-based statements, such as ‘I have been allocated a clinical supervisor’ (r=0.12), did not. Conclusions Focusing on the needs and opinions of NCNT trust grade doctors is important to support recruitment and retention. When evaluating the impact of processes on job satisfaction for this group, it may be more useful to focus on the outcomes of the processes and the general organisational culture, rather than simply checking off whether the processes exist.

scholarly journals DO RECRUITERS IN SERBIA FACE BURNOUT? THE IMPACT OF DEMOGRAPHIC FACTORS, DEADLINES AND WORK PRESSURE ON BURNOUT PRESENCE

TEME ◽  
2021 ◽  
pp. 1351
Author(s):  
Tatjana Ivanović ◽  
Sonja Ivančević ◽  
Tanja Trajković ◽  
Milica Maričić
Keyword(s):  
Work Experience ◽  
Quantitative Research ◽  
Daily Basis ◽  
Burnout Syndrome ◽  
Work Related ◽  
Work Pressure ◽  
Contemporary Work ◽  
Related Stress ◽  
Training Programmes ◽  
The Impact

Burnout syndrome represents one of the most serious disorders in contemporary work environment. One of the professions that did not receive much attention in the scientific research of burnout is that of recruiters, even though literature shows that recruiters face work-related stress on a daily basis, which can often lead to burnout among this group of employees. The aim of this paper is to attempt to identify whether and to what extent burnout is present among recruiters in Serbia (both in-house recruiters and those employed in recruiting companies and agencies) and to reveal the determinants which influence the possibility of burnout occurrence among this group of workers. The most frequently examined variables affecting burnout in other professions were analyzed: age, work experience, marital status, strict deadlines and work pressure. Copenhagen Burnout Inventory (CBI) was used to measure the level of burnout. The results obtained by a quantitative research using questionnaires conducted among 100 recruiters in Serbia have shown that recruiters in Serbia face burnout to an extent (overall burnout, individual, work-related and client-related burnout), while all examined variables (except employee’s age) were found to have statistically significant impact on burnout presence among recruiters. What adds value to this paper is the fact that the amount of burnout studies conducted in Serbia in general is scarce and mostly focused on helping professions. The research has a practical purpose to help companies and human resource departments create appropriate burnout prevention training programmes targeted for recruiters.

Changing Work and Work-Related Travel and the Impact of Covid-19

2021 ◽  
Vol 47 (3) ◽  
pp. 336-354
Author(s):  
Kiron Chatterjee ◽  
Fiona Crawford
Keyword(s):  
Health Outcomes ◽  
Digital Age ◽  
Data Series ◽  
Work Related ◽  
Policy Interventions ◽  
Working Practices ◽  
Key Features ◽  
The Uk ◽  
Almost All ◽  
The Impact

The nature of work was undergoing dramatic change before the pandemic as the digital age continued to transform all sectors of society. In this paper we describe pre-pandemic trends in types of work, the workforce and working arrangements in the UK. We show how these changes were having gradual yet significant impacts on commuting and other work-related travel which were apparent in national travel data series. Key features of these impacts were increasing diversification and flexibility in work travel. We bring together findings on how working practices and travel have been altered by the pandemic and report expectations and opinions on its longer-term legacies. The pandemic has accelerated pre-pandemic trends and led to a shift in how work is performed for almost all sectors of the economy – but grasping the opportunity for this to contribute to deep carbon reductions from transport and to improve equity and health outcomes will require carefully directed policy interventions.

scholarly journals The Impact of Non-Standard Work Arrangements and Communication Climate on Organisational and Team Identification and Work-Related Outcomes Amongst Millennials in Chile and the UK

2019 ◽  
Vol 14 (3) ◽  
Author(s):  
Ilka H. Gleibs ◽  
Andrea Lizama Alvarado
Keyword(s):  
Well Being ◽  
Social Identification ◽  
Work Status ◽  
Team Identification ◽  
Communication Climate ◽  
Work Arrangements ◽  
Standard Work ◽  
Work Related ◽  
The Uk ◽  
The Impact

Previous research has found inconsistent results on the impact of work-status (permanent vs. fixed term vs. causal work) on attitudinal and behavioural outcomes. This study explored this topic from a social identity perspective and examines the effect of communication climate, organisational and team identification on job-affective well-being, organisational commitment and intentions to recommend. In Study 1, 631 professionals working in Chile completed our survey. In Study 2, which was pre-registered, 520 professionals from the UK completed the same survey. In both studies we conducted multi-group path analyses comparing employees with three work-statuses: permanent, fixed-term, and casual workers (Study 1: n = 369, 129, and 131, respectively; Study 2: n = 438, 53, and 34, respectively). We found work-status influenced the relationship between organisational and team identification with job-affective well-being, but not with organisational citizenship behaviour or intentions to recommend. Across all groups, communication climate was an important predictor for identification measures, job-affective well-being and intention to recommend. These findings offer an understanding of the dynamics of social identification in the workplace that are related to work-status in the context of two different countries; Chile, a country that is characterised by high rates of fixed-term and casual job agreement and the UK, which has comparatively fewer non-standard work-arrangements.

‘And then we summarise in English for the others’: The lived experience of the multilingual workplace

Multilingua ◽  
2014 ◽  
Vol 33 (1-2) ◽  
Author(s):  
Jo Angouri ◽  
Marlene Miglbauer
Keyword(s):  
Lived Experience ◽  
Language Choice ◽  
Daily Work ◽  
Linguistic Resources ◽  
Work Related ◽  
Dominant Ideologies ◽  
Multilingual Workplace ◽  
The Uk ◽  
The Impact

AbstractIn multinational corporate companies, multilingualism is often a daily reality for employees and the negotiation of language practices for work and social purposes, a routine. Despite the role of English as a lingua franca, the linguistic ecology of modern workplaces is dynamic, rich and diverse. While English is often used for communication between a company’s headquarters and its subsidiaries, language choice is dynamically negotiated between the interactants in informal meetings and everyday interactions in the workplace. Against this backdrop, the article discusses the lived experience of the multinational workplace. We draw on interview data with 40 employees in senior and junior management posts in 12 companies situated in Croatia, Greece, Italy, Serbia, Sweden and the UK where English is the official corporate language. Special attention is paid to the employees’ perceptions of the role of languages in their daily work life. We focus here on three discourses that have emerged from the analysis of our data: multilingualism and the use of English, multilingualism and cosmpolitanism, and challenges and expectations of multilingualism. Our findings show that the employees draw on a range of linguistic resources in order to manage their work-related interactions, and dominant ideologies in relation to language use come to the fore. We close the article by focusing on the profile of the ‘global’ employee and the impact of the ‘modern’ workplace on the working realities of the participants.

scholarly journals Adverse effects on health and wellbeing of working as a doctor: views of the UK medical graduates of 1974 and 1977 surveyed in 2014

2017 ◽  
Vol 110 (5) ◽  
pp. 198-207 ◽  
Author(s):  
Fay Smith ◽  
Michael J Goldacre ◽  
Trevor W Lambert
Keyword(s):  
Adverse Effects ◽  
Medical Workforce ◽  
Health Service Provision ◽  
Women Doctors ◽  
Medical Graduates ◽  
Health And Wellbeing ◽  
Need Support ◽  
Hospital Doctors ◽  
The Uk ◽  
Stress Work

Summary Objective To report on any adverse effects on health and wellbeing of working as a doctor, as described by senior doctors. Design Questionnaires sent in 2014 to all medical graduates of 1974 and 1977. Participants 3695 UK medical graduates. Setting United Kingdom. Main outcome measures Statements about adverse effects upon health, wellbeing and career. Results The aggregated response rate from contactable doctors was 84.6% (3695/4369). In response to the question ‘Do you feel that working as a doctor has had any adverse effects on your own health or wellbeing?’, 44% of doctors answered ‘yes’. More GPs (47%) than hospital doctors (42%) specified that this was the case. Three-quarters of doctors who answered ‘yes’ cited ‘stress/work–life balance/workload’ as an adverse effect, and 45% mentioned illness. In response to the statement ‘The NHS of today is a good employer when doctors become ill themselves’, 28% of doctors agreed, 29% neither agreed nor disagreed and 43% disagreed. More women doctors (49%) than men doctors (40%) disagreed with this statement. More general practitioners (49%) disagreed than hospital doctors (37%). Conclusions Chronic stress and illness, which these doctors attributed to their work, were widely reported. Although recent changes may have alleviated some of these issues, there are lessons for the present and future if the NHS is to ensure that its medical workforce receives the support which enables current doctors to enjoy a full and satisfying career and to contribute fully to health service provision in the UK. Older doctors, in particular, need support to be able to continue successfully in their careers.

scholarly journals Does Gender or Religion Contribute to the Risk of COVID-19 in Hospital Doctors in the UK?

2020 ◽  
Vol 13 (3) ◽  
pp. 1-11
Author(s):  
Sunil Daga ◽  
Sadaf Jafferbhoy ◽  
Geeta Menon ◽  
Mansoor Ali ◽  
Subarna Chakravorty ◽  
...  
Keyword(s):  
Univariate Analysis ◽  
Similar Proportion ◽  
Clinical Settings ◽  
Online Questionnaire ◽  
Health Studies ◽  
Hospital Doctors ◽  
Risk Reduction Measures ◽  
Novel Coronavirus ◽  
The Uk ◽  
The Impact

The novel coronavirus pandemic is posing significant challenges to healthcare workers (HCWs) in adjusting to redeployed clinical settings and enhanced risk to their own health. Studies suggest a variable impact of COVID-19 based on factors such as age, gender, comorbidities and ethnicity. Workplace measures such as personal protective equipment (PPE), social distancing (SD) and avoidance of exposure for the vulnerable, mitigate this risk. This online questionnaire-based study explored the impact of gender and religion in addition to workplace measures associated with risk of COVID-19 in hospital doctors in acute and mental health institutions in the UK. The survey had 1206 responses, majority (94%) from BAME backgrounds. A quarter of the respondents had either confirmed or suspected COVID-19, a similar proportion reported inadequate PPE and 2/3 could not comply with SD. One third reported being reprimanded in relation to PPE or avoidance of risk. In univariate analysis, age over 50 years, being female, Muslim and inability to avoid exposure in the workplace was associated with risk of COVID-19. On multivariate analysis, inadequate PPE remained an independent predictor with a twofold (OR 2.29, (CI - 1.22-4.33), p=0.01) risk of COVID-19. This study demonstrates that PPE, SD and workplace measures to mitigate risk remain important for reducing the risk of COVID-19 in hospital doctors. Gender and religion did not appear to be independent determinants. It is imperative that employers consolidate risk reduction measures and foster a culture of safety to encourage employees to voice any safety concerns.

The Impact of COVID-19 on dental education and training

Dental Update ◽  
2020 ◽  
Vol 47 (6) ◽  
pp. 527-528 ◽  
Author(s):  
Faye Doughty ◽  
Catherine Moshkun
Keyword(s):  
High Risk ◽  
Dental Care ◽  
Dental Education ◽  
Clinical Exposure ◽  
Close Proximity ◽  
Huge Impact ◽  
Training Programmes ◽  
The Uk ◽  
The Impact ◽  
And Training

COVID-19 has had a huge impact on dentistry. Dental care professionals work in close proximity with patients, they are therefore at high risk of contracting coronavirus. As of 25th March, all routine dentistry was postponed. The pandemic has led to clinic closures, university closures and postponement of exams and interviews. This has resulted in a deficit in clinical exposure for undergraduates and trainees. Changes in examination format have been implemented to prevent delays in course completions. The GDC have reassured that measures are being put in place to reduce the effect of COVID-19 on training. CPD/Clinical Relevance: This article aims to explore the impact of SARS-CoV-2 on dental education and dental training programmes in the UK.

scholarly journals Understanding the impact of systemic lupus erythematosus on work amongst South Asian people in the UK: An explorative qualitative study

Lupus ◽  
2021 ◽  
pp. 096120332110228
Author(s):  
Mandeep Ubhi ◽  
Shirish Dubey ◽  
Caroline Gordon ◽  
Tochukwu Adizie ◽  
Tom Sheeran ◽  
...  
Keyword(s):  
South Asian ◽  
Lupus Erythematosus ◽  
Cultural Barriers ◽  
Structured Interviews ◽  
Ability To Work ◽  
Related Factors ◽  
Work Related ◽  
Increased Risk ◽  
The Uk ◽  
The Impact

SLE has a range of fluctuating symptoms affecting individuals and their ability to work. Although South Asian (SA) patients are at increased risk of developing SLE there is limited knowledge of the impact on employment for these patients in the UK. Understanding ethnicity and disease-specific issues are important to ensure patients are adequately supported at work. Semi-structured interviews were conducted with patients of SA origin to explore how SLE impacted on their employment. Thematic analysis was used to analyse the data which are reported following COREQ guidelines. Ten patients (8 female; 2 male) were recruited from three rheumatology centres in the UK and interviewed between November 2019 and March 2020. Patients were from Indian (n = 8) or Pakistani (n = 2) origin and worked in a range of employment sectors. Four themes emerged from the data: (1) Disease related factors; (2) Employment related factors; (3) Cultural and interpersonal factors impacting on work ability; (4) Recommendations for improvement. Patients’ ability to work was affected by variable work-related support from their hospital clinicians, low awareness of SLE and variable support from their employers, and cultural barriers in their communities that could affect levels of family support received. These findings highlight the need for additional support for SA patients with SLE in the workplace.

scholarly journals “It’s Not like This Back Home” Conversations and Conversation Analysis as a Tool to Consider the Family Medicine Consultation in India

2019 ◽  
Keyword(s):  
Family Medicine ◽  
Conversation Analysis ◽  
Clinical Skills ◽  
Data Gathering ◽  
Real Life ◽  
Clinical Skills Assessment ◽  
Work Related ◽  
Significant Difference ◽  
The Uk ◽  
The Impact

Introduction: This paper describes some of the features of family medicine consultations in one clinic in India. In the United Kingdom (UK) there is a significant difference in the success rate in the Royal College of General Practice postgraduate licensing assessment (MRCGP) between those doctors who graduated MBBS from overseas but who trained and work in the UK, and those who graduated in the UK. The reasons for this are not known, but are likely to be multifactorial. India is the country of origin of one of the largest groups of UK International Medical Graduates (IMGs) and some doctors from India feel that their difficulty in passing this exam is in part due to family medicine being performed differently in India. Methods: The reported experiences of family medicine trained doctors in India about contextual aspects of practice are explored through a thematic analysis of focus group and interviews. A conversation analysis of work done by talk-in-interaction in video recordings of actual family medicine consultations in India is also presented. Results and Discussion: The impact of family medicine training, or the lack of it, and Indian structural and societal norms in the practice of family medicine are considered. The Clinical Skills Assessment element of MRCGP (CSA) heavily emphasises talk as used in all three assessment domains - data gathering, clinical management and interpersonal skills. The phrase ‘interactional fluidity’ is coined for the marker of competence with talk that RCGP examiners seek. This has implications in a high-stakes, yet simulated, assessment for those consulting in a second language. Using a model that differentiates between ‘core business work talk’, ‘work-related talk’ and ‘small talk’, the talk from video-recorded real-life consultations in India will be analysed. The risk of UK examiners mistaking unfamiliar patterns of talk for lack of medical competence is discussed. Conclusion: The differential attainment of IMGs has been described for some time and this paper aims to move the discussion on to potential training interventions in response.

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