Patient values and preferences regarding thromboprophylaxis treatment appear to be highly variable. Participant responses may depend on their prior experience with the treatments or health outcomes considered as well as on the methods used for preference elicitation. It should be standard for clinical practice guidelines to conduct systematic reviews of patient values and preferences in the specific content area.
Providing technical and experiential information without overwhelming participants' perspectives presents a major challenge to public involvement in policy decisions. This article reports the design and analysis of a case study on incorporating expert and stakeholder knowledge without including them as deliberators, while supporting deliberative participants' ability to introduce and critically assess different perspectives. Analysis of audio-recorded deliberations illustrates how expert and stakeholder knowledge was cited, criticized and incorporated into deliberations. In conclusion, separating experts and stakeholders from deliberations may be an important prima facie principle when the goal is to enhance citizen representation on technical issues and related policy.
Purpose -The purpose of this paper is to explore the operational implications and strategic actions involved in talent management (TM) in Scotland. Design/methodology/approach -The paper is based on a literature review and focus groups comprising members of the Board of the Scottish Tourism Forum. Findings -This paper finds that, in an industry with generally high labour turnover and rather negative public image as an employer, TM -in attracting, developing and retaining people -has significant potential to contribute to changing approaches to managing people and to improving opinions on careers in this sector. Practical implications -Practical implications are that: individual businesses adopt TM approaches that best suit their business, employees and customers; industry bodies and leaders present exemplary practice in TM; business strategies including TM initiatives are actively supported by senior and operational managers in organisations; and educators develop, in liaison with the industry, toolkits for the implementation and evaluation of TM initiatives. Originality/value -Any practitioner or academic interested in gaining insight into the practice and potential of TM, especially in the Scottish context, will find the paper valuable.
Purpose The purpose of this paper is to explore the operating factors influencing a cross-organisational mentoring initiative created to support leadership development. The research provides insight on participants’ views and mentoring practices around planning and preparation of mentoring relationships, to inform future training of leaders. Design/methodology/approach The research is inductive in nature, using an exploratory approach via a two-stage qualitative analysis. The qualitative data were gathered via interviews with the initiative partners and questionnaires distributed to all mentors and mentees involved. Data were gathered at the outset of the initiative and one year later. Findings Emergent themes revealed that centrally driven criterion-based matching was deemed effective, with skills and experience of mentors perceived as more important than seniority. Support from senior management was of paramount importance at all stages. Clear personal and professional objective setting was vital at the outset of the mentoring relationship; however, a degree of fluidity in direction occurred over time. Planned periodic meetings to share experiences, aid reflection and gather feedback from individual mentors and mentees groups was requested. Finally, while the mentees should drive the process, it was recognised that mentors may be required to take the lead initially. Research limitations/implications It is recognised that wider generalisations are limited; the initiative would require replication with a number of different participants to increase validity. However, as the research is exploratory in nature, there is value in the initial research findings with potential for replication within other organisations and for other cross-organisational mentoring initiatives. Practical implications The research provides a number of useful themes which practitioners could use to explore the creation of a cross-organisational mentoring scheme and provides benchmarking indicators for this. Originality/value This is an innovative approach to leadership training that can be seen in the limited literature and theory related to cross-organisational mentoring as a leadership training tool that the design team, a partnership of HR academics and HRD professionals, were able to access.
Febrile illness has a broad differential diagnosis, particularly among persons infected with human immunodeficiency virus (HIV). Infectious complications of immunodeficiency must always be high on this differential, but clinicians must also consider HIV-associated malignancies as an explanation for fever in this population. We present the case of a 48-year-old man with HIV initially thought to have osteomyelitis who was subsequently diagnosed with Burkitt lymphoma presenting as cardiac tamponade.
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