Generalized Newton-Raphson trajectory optimization-generator 1

Computer program constructs a sequence of optimal solutions to dynamically-approximate linear equations. Specification of the number and type of subarcs in the optimal solution allows simultaneous satisfaction of all switching criteria

Interventions to increase resilience in physicians: A structured literature review

Aims and objectives To critically appraise available literature on interventions to increase resilience in physicians. Background The increasing rate of burnout in physicians has sparked interest in interventions that increase their resilience. Research on improving resilience among health professionals is still in its infancy, yet understanding what interventions are effective in counteracting burnout is vital to ensuring a resilient medical workforce. Design A focused review of research literature. Methods The review used key terms and Boolean operators across a five-year time frame in PsycINFO, MEDLINE, CINAHL and Google Scholar for relevant articles. Ten articles are included in the structured literature review. Results Interventions were tested in eight of the 10 studies, with mindfulness a common theme. Results for effectiveness of training programs were mixed, with some studies reporting significant improvements in resilience and others not. Some group, online and coaching interventions were found to be effective in increasing resilience. The percentage of physicians participating in these studies varied, and results regarding physicians were not always reported separately. Conclusions This review examined a range of interventions, with varying measures of effectiveness. Common limitations in the reviewed studies included self-selection bias, lack of a control group, and uncertainty over whether changes could be attributed to the intervention. The findings presented were not limited to physicians, but included a broader range of health professionals. It is not possible to generalize the results of these studies to physicians. Further research is needed to refine interventions and pinpoint precisely what increases resilience in physicians

Dysplasia epiphysealis multiplex

Report of a case in a Bantu chil

The specialist breast care nurse's role in the identification and minimisation of distress in a members' only, breast cancer focused online support community

Objectives: To show how a specialist breast care nurse (SBCN) can use the distress thermometer to determine an online community member’s distress level and then use the information in their posts and blogs to identify the cause(s) and deal with them appropriately. To highlight the use of a structured written emotional expression (SWEE) format online, as a way of minimising distress. Method: A survey of online community members together with analysis of the content of members’ posts and blogs to determine whether their distress thermometer score had decreased since the SBCN had been online to deal with member distress. Results: The survey showed that four of the survey participants who completed the survey N=30 had completed a SWEE, been personal messaged by the SBCN about their distress thermometer score and declared that the information and advice they received had been instrumental in decreasing their distress score. It was not possible to identify whether a SWEE made any difference to the Distress Score. Conclusion: The SBCN can use the Distress Thermometer tool online to screen for member distress and deal with this distress through information, advice and support or referral to another health professional. A DT scores should be repeated before and after each of the breast cancer treatment stages so that appropriate interventions can be put in place to minimise or prevent the member’s distress. Specialist nurses in other specialised nursing areas can use the distress thermometer to measure and address the problems/issues causing support community members distress. That the content of a SWEE is one way in which members can document and vent about the problems causing their distress and this information can be used by the nurse to put in place appropriate solution or provide advice and support

Absolute Calibration of a Large-diameter Light Source

A method of absolute calibration for large aperture optical systems is presented, using the example of the Pierre Auger Observatory fluorescence detectors. A 2.5 m diameter light source illuminated by an ultra--violet light emitting diode is calibrated with an overall uncertainty of 2.1 % at a wavelength of 365 nm.Comment: 15 pages, 8 figures. Submitted to JINS

Addressing A Compensation Anomaly In An Academic Setting

Faculty compensation is a serious matter.  Rewards for performance are an expectation.  Managers recognize that rewards often drive performance and productivity.  Faculty members who perform well expect to be rewarded well.  Faculty members expend considerable time and effort developing evaluation instruments and procedures for assessing and rewarding peer performance.  Depending on how the reward process is implemented faculty performance rewards may not result as expected.  This paper contrasts faculty compensation models including one that produces a high performance, low compensation anomaly for higher paid faculty

A leadership program in an undergraduate nursing course in Western Australia: Building leaders in our midst

This paper discusses a leadership program implemented in the School of Nursing at Edith Cowan University to develop leadership in fourth semester nursing students enrolled in a three year undergraduate nursing degree to prepare them for the dynamic ‘changing world’ environment of healthcare. Students were invited to apply to undertake the program in extracurricular time. Nineteen students applied to the program and ten were chosen to participate in the program. The numbers were limited to ten to equal selected industry leader mentors. The leadership program is based on the belief that leadership is a function of knowing oneself, having a vision that is well communicated, building trust among colleagues, and taking effective action to realize one’s own potential. It is asserted that within the complexity of health care it is vital that nurses enter the clinical setting with leadership capabilities because graduate nurses must take the lead to act autonomously, make decisions at the point of service, and develop a professional vision that fits with organizational and professional goals Thus, the more practice students have with leadership skills, the more prepared they will be to enter the workforce. The program consists of three components: leadership knowledge, leadership skills and leadership-in-action. The leadership program focuses on the student-participant’s ability to be self reflective on personal leadership qualities, critically appraise, and work within a team as well as to take responsibility for ensuring the achievement of team goals as leader. The program is practical and is reliant on the involve ment of leader mentors who hold positions of leadership with the health industry in Western Australia. Students completed a pre and post program questionnaire related to abilities and skills in leadership. This paper discusses pre and post evaluation data against program outcomes. The findings demonstrate that participants of the program increased their ability to influence, persuade and motivate others; to effectively communicate; to team build and work collaboratively; to develop problem solving and perseverance skills to overcome obstacles; and to serve as agents for positive change