SJUKSKÖTERSKANS UPPLEVELSER AV ATT VÅRDA PATIENTER I LIVETS SLUTSKEDE : En systematisk litteraturstudie

Background: Death is a universal reality that affects all people. The registered nurse is responsible for alleviating the suffering and offering the best possible quality of life to the patients and their relatives. When the nurse feels that her own knowledge and understanding is not sufficient, they cannot satisfy the needs of patients. Previous research shows that patients in the final stages of life experience anxiety when incorrect information is given. Palliative care is based on four cornerstones: symptom relief, teamwork, communication and relationships, and support for relatives. Aim: To describe the nurse's experiences of caring for patients at the end of life. Method: Systematic literature study with description synthesis and the results based on ten qualitative scientific articles. Result: The analysis resulted in two themes; See the unique person and Challenges in the care that describe nurses' experiences with five sub-themes that answer the purpose. Conclusion: Caring for patients at the end of life is perceived by nurses as a challenge. Challenges are related to nurses' lack of knowledge, and this in turn was considered that they needed more education, as well as difficulties in meeting relatives who affect care. The nurses experienced that with increased knowledge and professional experience as well as clear communication, they could contribute to one good worthy death. The care is experienced as rewarding when the nurses respond to and satisfies patients' needs in a good relationship

Privatisation and private higher education in Kenya : implications for access, equity and knowledge production

This book addresses the implications of this development in Kenya, with regard to the responsiveness of private higher education to issues of broadening access, equity and the traditional research function of universities

Partnering for Health with the Somali Community in Central Minnesota

This panel focuses on themes related to equity dialogue and action plans in Central Minnesota, maternal health and doula work, and meeting the challenges of East Africans’ COVID and Post-COVID health in Central Minnesota. Moderated by CSB nursing major Belle Handt. Hudda Ibrahim is Founder and President of Filsan Talent Partners which has partnered with the Central Minnesota Community Foundation to organize “Building Equity Through Dialogue,” a series of roundtable community convenings designed to identify and address existing conditions of racial disparity related to health, education, housing, employment, economy, and community engagement in the St. Cloud area. The convenings are intended to help participants explore actions they can take to build a more inclusive community. Hudda has extensive expertise in training, teaching, and curriculum development. She has delivered workshops and customized training to company executives, HR departments/staff leadership teams, and supervisors, and teaches about diversity and equity at St. Cloud Technical and Community College. Hudda graduated from the College of Saint Benedict and Saint John’s University, majoring in Peace and Conflict Studies and English Literature, earned a Master’s degree in Peace Studies from the University of Notre Dame, and is pursuing a Doctor of Education and Leadership degree at Saint Mary’s University of Minnesota. Hudda is a recipient of the prestigious Bush Foundation Fellowship (2019) and an Initiators Fellowship from the Greater Minnesota Initiative Foundation (2017). Fatuma Youb (she/her) works with the Minnesota Department of Health (MDH) and with Everyday Miracles, which is committed to improving maternal health, and specifically to reducing health disparities in communities at risk for poor outcomes. Everyday Miracles strives to provide compassionate, culturally aware support and a nonjudgmental, welcoming community. She received her Master\u27s in Public Health (MPH) from the University of Minnesota. Shirwa Adan is the Executive Director of the Central Minnesota Community Empowerment Organization (CMCEO). In partnership with nonprofit foundations and government agencies in Minnesota, he and Jama Alimad have developed and implemented CMCEO’s programming addressing COVID and its impacts in the East African community of Central Minnesota, as well as other health initiatives. Shirwa received his Master\u27s in Applied Economics from St. Cloud State University. Belle Handt (she/her) is a CSB junior majoring in Nursing and minoring in Global Health and a 2022 Summer Leadership Fellow at WellShare International, a partnering organization for our Global Health students

The determinants of staff retention after Emergency Obstetrics and Newborn Care training in Kenya: a cross-sectional study

Introduction Kenya’s maternal mortality ratio is relatively high at 342/100,000 live births. Confidential enquiry into maternal deaths showed that 90% of the maternal deaths received substandard care with health workforce related factors identified in 75% of 2015/2016 maternal deaths. Competent Skilled Health Personnel (SHP) providing emergency obstetric and newborn care (EmONC) in an enabling environment reduces the risk of adverse maternal and newborn outcomes. The study objective was to identify factors that determine the retention of SHP 1 – 5 years after EmONC training in Kenya. Methods A cross-sectional review of EmONC SHP in five counties (Kilifi, Taita Taveta, Garissa, Vihiga and Uasin Gishu) was conducted between January-February 2020. Data was extracted from a training database. Verification of current health facilities where trained SHP were deployed and reasons for non-retention were collected. Descriptive data analysis, transfer rate by county and logistic regression for SHP retention determinants was performed. Results A total of 927 SHP were trained from 2014-2019. Most SHP trained were nurse/midwives (677, 73%) followed by clinical officers (151, 16%) and doctors (99, 11%). Half (500, 54%) of trained SHP were retained in the same facility. Average trained staff transfer rate was 43%, with Uasin Gishu lowest at 24% and Garissa highest at 50%. Considering a subset of trained staff from level 4/5 facilities with distinct hospital departments, only a third (36%) of them are still working in relevant maternity/newborn/gynaecology departments. There was a statistically significant difference in transfer rate by gender in Garissa, Vihiga and the combined 5 counties (p<0.05). Interval from training in years (1 year, AOR=4.2 (2.1-8.4); cadre (nurse/midwives, AOR=2.5 (1.4-4.5); and county (Uasin Gishu AOR=9.5 (4.6- 19.5), Kilifi AOR=4.0 (2.1-7.7) and Taita Taveta AOR=1.9 (1.1-3.5), p<0.05, were significant determinants of staff retention in the maternity departments. Conclusion Retention of EmONC trained SHP in the relevant maternity departments was low at 36 percent. SHP were more likely to be retained by 1-year after training compared to the subsequent years and this varied from county to county. County policies and guidelines on SHP deployment, transfers and retention should be strengthened to optimise the benefits of EmONC training