BMJ Leader最新文献_第7页

Quiet effect of lacking leadership in healthcare education. 医疗保健教育缺乏领导力的静谧效应。

IF 1.7

BMJ Leader Pub Date : 2024-12-12 DOI: 10.1136/leader-2024-001020

Nithya Arigapudi

{"title":"Quiet effect of lacking leadership in healthcare education.","authors":"Nithya Arigapudi","doi":"10.1136/leader-2024-001020","DOIUrl":"10.1136/leader-2024-001020","url":null,"abstract":"Background: In the landscape of Indian healthcare, the role of leadership in addressing disparities and driving change is often overlooked, particularly within medical education. Through the lens of the author journeying from a volunteer to ultimately a leader of a student-led non-profit organisation, this article explores the reason, rhyme and possible resolutions to the quiet effect of lacking leadership in healthcare education.Methods: Drawing from personal experience and reflections, the article highlights the profound impact of grassroots initiatives in reaching underserved populations and how inadequate leadership hindered their ability to scale effectively. Insights into the challenges encountered and the barriers that needed to be overcome have been elaborated to unravel the possible origins of this problem and address potential solutions throughout various levels of health education.Results: Although there is rarely a simple solution to a complex challenge, building adequate mentorship and support can help sustain leadership efforts in leadership by providing a pillar to lean on without diminishing individualised effort for growth. Cultivating collaborative networks can further provide opportunities to kindle the flame of leadership among young doctors.Conclusions: By fostering a culture of leadership, medical education can produce professionals who are skilled clinicians and innovative leaders capable of driving change in the community.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142819631","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Advancing racial equity within an academic medical centre: a model of strategic planning to make change happen. 在学术医疗中心内推进种族平等：实现变革的战略规划模式。

IF 1.7

BMJ Leader Pub Date : 2024-12-10 DOI: 10.1136/leader-2024-001001

Douglas V Easterling, Goldie S Byrd, Julie Ann Freischlag, Laura McDuffee, Amy J McMichael, Sabina B Gesell

引用次数: 0

Why BMJ Leader is focusing on healthcare leadership in Africa. 为什么BMJ Leader关注非洲的医疗保健领导。

IF 1.7

BMJ Leader Pub Date : 2024-12-10 DOI: 10.1136/leader-2024-001164

Mumta Hargovan, Shrikant Maurice Peters, Jamiu O Busari

引用次数: 0

Current state and future directions for improvement science: reflections from the 2024 International Forum on Quality and Safety in Healthcare. 改进科学的现状和未来方向：来自2024年医疗保健质量和安全国际论坛的反思。

IF 1.7

BMJ Leader Pub Date : 2024-12-09 DOI: 10.1136/leader-2024-001061

Amar Shah, James M Hoffman, Nana Twum-Danso, Jonathan Burlison, Pierre Barker

引用次数: 0

Transforming safety culture in neonatal intensive care teams. 转变新生儿重症监护小组的安全文化。

IF 1.7

BMJ Leader Pub Date : 2024-12-09 DOI: 10.1136/leader-2024-001033

Zheng Jing Hu, Gerhard Fusch, Enas El Gouhary, Jennifer Twiss, Amneet Sidhu, Elias Chappell, Emmeline Sheehan, Zoe El Helou, Robert Robson, Kemi Salawu Anazodo, Lehana Thabane, Peter Lachman, Salhab El Helou

{"title":"Transforming safety culture in neonatal intensive care teams.","authors":"Zheng Jing Hu, Gerhard Fusch, Enas El Gouhary, Jennifer Twiss, Amneet Sidhu, Elias Chappell, Emmeline Sheehan, Zoe El Helou, Robert Robson, Kemi Salawu Anazodo, Lehana Thabane, Peter Lachman, Salhab El Helou","doi":"10.1136/leader-2024-001033","DOIUrl":"10.1136/leader-2024-001033","url":null,"abstract":"Background: Healthcare organisations face widespread challenges in optimising their safety culture, especially amid conflicting stakeholder needs, staffing shortages and increasing acuity of patients. McMaster University Children's Hospital Neonatal Intensive Care Unit developed a safety culture programme that prioritises the needs of patients, hospital staff and learners altogether.Methods: The safety culture programme and activities revolve around six primary drivers: psychological safety, provider well-being, equity, diversity and inclusion, teamwork and communication, organisational learning and leadership. We describe how these drivers influence safety culture, the ongoing activities being implemented, stakeholder feedback and contextual factors. We evaluated the maturity of our safety culture using the Manchester Patient Safety Framework (MaPSaF) questionnaire.Results: MaPSaF assessments were conducted three times over 4 years. Most domains of safety culture in MaPSaF maintained their position despite COVID-19 while some indicators declined or have been maintained.Conclusions: We provide a framework for implementing a safety culture programme that addresses the needs of diverse stakeholders. Transformation of the safety culture takes time and the failure to improve the patient safety measures over the period may be attributed to rapidly increasing workload and worsening patient acuity. These challenges underscore the imperative of balancing transactional and transformational projects to preserve a safety culture.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-12-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142802568","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Distinct journeys and unique stories: how individuals from multiple professions cultivate careers in healthcare leadership. 独特的旅程和独特的故事：来自不同职业的个人如何培养医疗保健领导的职业生涯。

IF 1.7

BMJ Leader Pub Date : 2024-12-06 DOI: 10.1136/leader-2024-001051

Sarah Gregor, Alannah Delaine Mulholland, Ryan Brydges, Beverly Bulmer, Emilia Kangasjarvi, Betty Onyura, Susan Lieff, Stella Ng

{"title":"Distinct journeys and unique stories: how individuals from multiple professions cultivate careers in healthcare leadership.","authors":"Sarah Gregor, Alannah Delaine Mulholland, Ryan Brydges, Beverly Bulmer, Emilia Kangasjarvi, Betty Onyura, Susan Lieff, Stella Ng","doi":"10.1136/leader-2024-001051","DOIUrl":"10.1136/leader-2024-001051","url":null,"abstract":"Introduction: Strong hospital leadership is critical to navigating the challenges of the Canadian healthcare system. Currently, physicians and nurses tend to be selected to fulfil hospital executive roles. To date, we found only limited research exploring who else could or should be in these roles, or how more diverse groups of professionals navigate the journey into these roles. We sought to interview leaders from multiple professional backgrounds to understand how their career journey led them to their executive role.Methods: We purposively sampled Canadian hospital executives with diverse professional and educational backgrounds. Through semistructured interviews, we explored their individual leadership journeys, and their experiences working with others along the way. Our team worked together to analyse data using a phenomenographic approach.Results: Fourteen executive-level leaders from diverse professional backgrounds were interviewed. Overall, we noted three main trajectories for people to become hospital leaders: the achievement journey, the unexpected journey and the practical journey. These journeys corresponded to three main identities the champion leader, the discovered leader and the pragmatic leader, respectively. We found that some individuals had multiple trajectories and identities.Conclusions: Improved diversity in executive hospital leadership may support transformational change in healthcare; however, this promise may not be automatically realised. Critical reflection on current hiring processes, career development and mentorship is warranted to support those with diverse and distinct backgrounds to enter and thrive in these roles.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-12-06","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142792577","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Diversity, community engagement and co-design in research: a rapid review. 研究中的多样性、社区参与和共同设计：快速回顾。

IF 1.7

BMJ Leader Pub Date : 2024-11-27 DOI: 10.1136/leader-2024-001046

Nagina Khan, Lily Keck, Claudia Sykes, Cassidy Rowden, Julia Simister, Stephen Fenlon, Edyta Mccallum, Madeline Bell, David Whiting, Claire Shelton, Gary Wells, Richard Giles, Jane Howard, Stephen Peckham

{"title":"Diversity, community engagement and co-design in research: a rapid review.","authors":"Nagina Khan, Lily Keck, Claudia Sykes, Cassidy Rowden, Julia Simister, Stephen Fenlon, Edyta Mccallum, Madeline Bell, David Whiting, Claire Shelton, Gary Wells, Richard Giles, Jane Howard, Stephen Peckham","doi":"10.1136/leader-2024-001046","DOIUrl":"https://doi.org/10.1136/leader-2024-001046","url":null,"abstract":"There is increasing recognition in the field of health and social care research that community-engaged methods should include patients and the public throughout the research process. Therefore, individuals from all backgrounds should be involved in the research. We explored the public and patient engagement experience in research and how researchers and community groups can work together to make the research process more inclusive and sustainable. We carried out a rapid review and we present three themes from our results as a narrative summary. We found that partnerships and peer support was important for individuals, and it helped them to understand their role and the expectations of stakeholders. Also, using inclusive environments for diverse communities to participate helped individuals to access research training in their communities enabling them to co-create and co-design with facilitators and their community together. Trust was an important factor for diverse community participation in research and was linked to past experiences of taking part in research. We also found that partnerships, innovative methods of information sharing and context of the individual were important facilitators of inclusion. Analysis also indicated that the design of the studies and recruitment approaches such as using flyers, word of mouth, attending health fairs and partnering with nonprofit community, led to an increase in diverse population partcipation in research.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-11-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142751905","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Religious identity-based discrimination in the physician workforce: findings from a survey of Muslim physicians in the UK. 医生队伍中基于宗教身份的歧视：对英国穆斯林医生的调查结果。

IF 1.7

BMJ Leader Pub Date : 2024-11-23 DOI: 10.1136/leader-2024-001004

Laila Azam, Sohad Murrar, Usman Maravia, Omar Davila, Aasim I Padela

{"title":"Religious identity-based discrimination in the physician workforce: findings from a survey of Muslim physicians in the UK.","authors":"Laila Azam, Sohad Murrar, Usman Maravia, Omar Davila, Aasim I Padela","doi":"10.1136/leader-2024-001004","DOIUrl":"https://doi.org/10.1136/leader-2024-001004","url":null,"abstract":"Objective: Examine relationships between religiosity, workplace discrimination, religious accommodation and related professional and psychological outcomes among UK Muslim physicians.Methods: In 2021, a national survey of British Islamic Medical Association members was conducted. Statistical analyses explored associations between participant religiosity, sociodemographic characteristics and the specified outcome measures.Results: Out of 104 participants with a mean age of 39, the majority were male (56%), Asian (81%), adult immigrants to the UK (56%) and wore a beard or a hijāb (73%). Workplace experiences revealed that 40% experienced discrimination primarily based on religious identity, with 44% facing regular discrimination since medical school. Notably, 38% reported current workplace discrimination, 15% encountered patient refusals based on religion and 56% felt heightened scrutiny due to religious identity. Most struggled with prayer at work (69%), and 28% felt inadequately accommodated. In multivariate models, religiosity was associated with experiencing discrimination from patients and struggle with prayer accommodation at work but increased the odds of perceiving religious identity to be accommodated at work. Notably, participants wearing hijāb or a beard reported higher job satisfaction and lower odds of burn-out and depression. Increasing participant age lowered the odds of burn-out but increased the odds of religious discrimination at the current workplace and over one's career, as well as being passed over for professional advancement.Conclusion: These findings underscore the urgent need for the National Health Service to address religious discrimination in the workplace by implementing policies that accommodate the workplace needs of Muslim physicians.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-11-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142695918","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Ten years on: The Snowy White Peaks of the NHS. 十年过去了：国家医疗服务体系的白雪山峰

IF 1.7

BMJ Leader Pub Date : 2024-11-18 DOI: 10.1136/leader-2024-001022

Roger Kline

引用次数: 0

Gender disparity in Canadian Institutes of Health Research funding within neurology. 加拿大卫生研究院神经学研究经费中的性别差异。

IF 1.7

BMJ Leader Pub Date : 2024-11-12 DOI: 10.1136/leader-2023-000893

Brendan Tao, Chia-Chen Tsai, Catherine Wang, Amir R Vosoughi, Esther Bui, Kristine M Chapman, Susan Fox, Faisal Khosa

{"title":"Gender disparity in Canadian Institutes of Health Research funding within neurology.","authors":"Brendan Tao, Chia-Chen Tsai, Catherine Wang, Amir R Vosoughi, Esther Bui, Kristine M Chapman, Susan Fox, Faisal Khosa","doi":"10.1136/leader-2023-000893","DOIUrl":"https://doi.org/10.1136/leader-2023-000893","url":null,"abstract":"Background: Despite efforts to advance equity, diversity and inclusion, women face gender-based barriers in research, including in neurology. Compared with men, women are less likely to hold leadership positions and be senior authors. Gender disparities in grant funding within neurology have yet to be investigated. We examine gender disparities in Canadian Institutes of Health Research (CIHR) funding for Canadian neurology divisions and departments.Methods: Data on CIHR grant recipients and metrics (grant contribution, duration and quantity) within Canadian neurology divisions and departments between 2008 and 2022 were acquired from the CIHR Funding Decisions Database. Gender identity was determined by a validated application programming interface. Gender-based differences in CIHR grant contribution amount, duration and prevalence within neurology were calculated. Subgroup analysis was conducted for Canadian-licensed neurologists and Project Grant awards.Results: 1604 grants were awarded to Canadian neurology divisions and departments between 2008 and 2022. Compared with men, women received less funding (p<0.0001), shorter grant durations (p<0.0001) and fewer grants (41.5%) annually. Women comprised the minority of recipients (45.5%) and were less likely to be awarded grants (p<0.001) annually relative to men. Differences were consistent in subgroup analyses, except for equal grant durations observed across genders in Project Grant awards.Conclusion: We report gender disparities in CIHR grant funding to Canadian neurology divisions and departments. Women receive lower contribution amounts, shorter grant durations and fewer grants than men. Future recommendations include addressing gender differences and continuing to evaluate CIHR funding to provide equal opportunities for women in research and funding.","PeriodicalId":36677,"journal":{"name":"BMJ Leader","volume":" ","pages":""},"PeriodicalIF":1.7,"publicationDate":"2024-11-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142629855","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0