OBJECTIVE:The Family Health Program proposes a new dynamics for the structuring of health service, as well as for its relationship with the community in its different levels of care. The aim of the present study was to analyze the significance of teamwork for professionals working in the Family Health Program. METHODS:The study was carried out in the city of Conchas, Southeastern Brazil, in 2004. We used a qualitative approach based on phenomenology as an attempt to reveal the essence of the reality experienced by eight professionals from two Family Health Program teams. RESULTS:Themes revealed that teamwork is characterized by dedication to daily activities. Interaction among all members is required for integral action, although there are differences in ideology and conduct between professionals. Close contact with families has allowed for more efficient interventions, and integrated work is essential for efficacious, high-quality care. CONCLUSIONS:The phenomenon unveiled gives origin to a new perspective of action for professionals and furthers our understanding of multiprofessional teamwork.
RESUMO Objetivo: compreender a percepção dos trabalhadores de enfermagem que atuam em Unidade de Terapia Intensiva (UTI) a respeito da humanização no ambiente de trabalho. Método: utilizou-se o referencial da fenomenologia, estrutura do fenômeno situado. Participaram 25 profi ssionais de enfermagem atuantes em uma UTI adulto de um hospital universitário, por meio de entrevistas focalizadas, respondendo a questão norteadora: O que você entende por humanização das condições de trabalho da equipe de enfermagem que atua em UTI? Resultados: a análise revelou os temas: humanização na UTI; condição de trabalho na UTI; gestão de pessoas na UTI e processo gerencial na UTI. Considerações fi nais: a humanização se faz necessária por meio da mudança do ambiente de trabalho e do processo gerencial, privilegiando o modelo de gestão participativa como um caminho para transformar a teoria em prática e valorizar o trabalhador. Descritores: Humanização da Assistência; Unidade de Terapia Intensiva; Pessoal de Saúde; Pesquisa Qualitativa; Gestão Participativa. RESUMEN Objetivo: comprender la percepción de los trabajadores de enfermería que actúan en la Unidad de Terapia Intensiva (UTI) respecto a la humanización en el ambiente de trabajo. Método: se utilizó el referencial de la fenomenología, estructura del fenómeno situado. Participaron 25 profesionales de enfermería actuantes en una UTI adulto de un hospital universitario, a través de entrevistas focalizadas, respondiendo la cuestión orientadora: ¿Qué entiende usted por humanización de las condiciones de trabajo del equipo de enfermería que actúa en la UTI? Resultados: El análisis reveló los temas: Humanización en la UTI; condición de trabajo en la UTI; gestión de personas en la UTI y proceso gerencial en la UTI. Consideraciones fi nales: la humanización se hace necesaria por medio del cambio del ambiente de trabajo y del proceso gerencial privilegiando el modelo de gestión participativa como un camino para transformar la teoría en práctica y valorizar al trabajador.
The structure of Brazil's National Health System (SUS) is being firmed up through programs adding a new element to its multi-pro-
This paper provides an overview of trends associated with global health care leadership development. Accompanying these trends are propositions based on current available evidence. These testable propositions should be considered when designing, implementing, and evaluating global health care leadership development models and programs. One particular leadership development model, a multilevel identity model, is presented as a potential model to use for leadership development. Other, complementary approaches, such as positive psychology and empowerment strategies, are discussed in relation to leadership identity formation. Specific issues related to global leadership are reviewed, including cultural intelligence and global mindset. An example is given of a nurse leadership development model that has been empirically tested in Canada. Through formal practice-academic-community collaborations, this model has been locally adapted and is being used for nurse leader training in Hong Kong, Taiwan, and Brazil. Collaborative work is under way to adapt the model for interprofessional health care leadership development.
Objective: To identify and analyze the existing scientific production on the positive aspects of authentic leadership in the nurse’s work process. Method: This is an integrative literature review. The databases used were Scientific Electronic Library Online; Latin American and Caribbean Literature on Health Sciences; and National Library of Medicine - National Institutes of Health. Results: In this study, 17 articles were selected for analysis; 1 study (6%) was published in a national journal, and 16 (94%) were international studies. Of the 17 (100%) articles studied, 11 (65%) were developed in Canada. The hospital environment was present in the 17 (100%) articles. Final considerations: Authentic leadership has several positive aspects that significantly influence the nurse’s work process, such as engagement and job satisfaction, retention of new nurses, organizational commitment, among others.
This study relates to a case-control analysis for the purpose of verifying the association between oral clefts and possible risk factors. The analysed variables were: place of mother's residence (urban/rural), pollution, parental diseases, mother's diseases during the first four months of pregnancy, intake of drugs related to this period, heredity, smoking habits, alcohol consumption and X-ray examinations during pregnancy or X-ray examinations prior to pregnancy. There were 450 cases of clefts of whom 354 had a cleft lip with or without cleft palate and 96 had a cleft palate. The relative risk (RR) for each variable by was estimated points and at a 95% of confidence interval and multivariate analysis was applied. As regards cleft lip with or without cleft palate, the risk factors are heredity (RR = 4.96), epilepsy in the mother (RR = 2.39) and the intake of drugs such as anti-inflammatory substance in the first four months of pregnancy (RR = 2.59). Related to cleft palate, the risk factors are heredity (RR = 2.82) and pollution (RR = 2.58).
RESUMOEste artigo trata do trabalho em equipe de saúde objetivando compreender o papel do enfermeiro no exercício da coordenação de uma equipe na Estratégia Saúde da Família, em relação às competências e habilidades praticadas e desenvolvidas no seu cotidiano de trabalho e às dificuldades em exercer essa função de acordo com a percepção desses profissionais. Os dados, coletados por meio de grupo focal e submetidos à análise de conteúdo, evidenciaram cinco categorias temáticas: 1) o contexto da coordenação de equipes multiprofissionais na ESF; 2) fatores intervenientes no cotidiano do trabalho na ESF; 3) conflitos vividos na interface entre o trabalho em equipe e a coordenação central na ESF; 4) dificuldades da população diante do novo modelo de atenção coordenado pelo enfermeiro; e 5) a competência sentida no exercício da liderança em coordenar equipes multiprofissionais. Este estudo apontou a necessidade de criar espaços formais para discussão das principais dificuldades encontradas pelas enfermeiras coordenadoras de equipes multiprofissionais, como, por exemplo, a função de coordenar equipes multiprofissionais, a sobrecarga de trabalho, a sobreposição de tarefas e a falta de capacitação. Destacaram o conhecimento técnico e científico como uma competência importante entre outras competências vinculadas às práticas relacionais.Palavras-chave: Enfermagem. Programa Saúde da Família. Gerência. Liderança.
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