Aims and MethodA postal questionnaire was sent to consultant psychiatrists in the West Midlands to establish their current ward round practice. This questionnaire addressed ward round etiquette, practical issues and educational function. Consultants received only one mailing.ResultsA total of 96 (out of 139) consultants replied (69% response rate). The majority of consultants saw patients on the ward round (97%) and all consultants introduced both themselves and team members to the patient; 72% explained the purpose of the ward round. A median of seven professionals attended the ward round with psychology (6.5%) and pharmacy services (0%) being underrepresented. When consultants added comments, the recurrent themes were that ward rounds were an effective use of professional time but were often daunting for patients.Clinical ImplicationsOur results indicate some uniformity in the conduct of ward rounds. The lack of representation at ward rounds for certain professional groups may adversely affect the range of opinions and therapies for patients. Changes could be made to incorporate the views of users, which would make ward rounds more productive for users and professionals.
Generation of waste during the treatment and diagnose of COVID'19 have to handled separately as per the guidelines provided by the Central Pollution Control Board (CPCB) in addition to Biomedical Waste Management (BWM) rules. The collection of this biomedical waste from quarantine wards, isolation wards, laboratory and COVID test centres etc. have to be kept separately and should be immediately handed over to the Common Bio-medical Waste Treatment and Disposal Facility (CBWTF). Hence this paper proposes an IoT enabled BIOBIN for continuously monitoring and alerting the sanitary workers involved in this collection for regular cleaning and disposing of this harmful biomedical waste promptly.
The present study was conducted in the state of Kerala to analyse the training needs of 100 trainees of five Krishi Vigyan Kendras (KVK). The findings indicated that the packaging & marketing of mushroom and post harvest handling value addition were the most preferred training areas by the KVK trainees in mushroom production. In apiculture, honey extraction essential operations was perceived as the most needed area of training. In the area of value addition of fruits and vegetables, technology upgradation and packaging marketing techniques were the most preferred areas by the trainees. Relational analysis revealed that socio-economic variables like educational status and annual income, communication variables like extension contact and mass media exposure and entrepreneurial variables like entrepreneurial intention, entrepreneurial need, entrepreneurial capacity, innovativeness, achievement motivation, decision making ability, risk orientation, self confidence, cosmopoliteness and economic motivation were found positively and significantly correlated with training needs. The KVKs should take concrete efforts to organize need based entrepreneurship development training programmes to improve effectiveness.
Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a technique adopted by businesses to maintain an effective workforce and at the same time meet operational requirements. Employees are the greatest asset for an organization. Therefore, every organization must treat their employees as ends and not means to ends because they add value to the organization. The objective of the study was to measure the perception of employees for employee retention. For this purpose the investigator selected 70 employees working in government and private sector from Delhi region. Employee retention scale given by Walker (2001) was used. The collected data were processed by applying ‘t’ test. The result of the study reveals that there was no significant difference among male and female employees for employee retention also there was no significant difference between the perception of government and private sector employees.
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