Testing the gaugino AMSB model at the Tevatron via slepton pair production

Gaugino AMSB models-- wherein scalar and trilinear soft SUSY breaking terms are suppressed at the GUT scale while gaugino masses adopt the AMSB form-- yield a characteristic SUSY particle mass spectrum with light sleptons along with a nearly degenerate wino-like lightest neutralino and quasi-stable chargino. The left- sleptons and sneutrinos can be pair produced at sufficiently high rates to yield observable signals at the Fermilab Tevatron. We calculate the rate for isolated single and dilepton plus missing energy signals, along with the presence of one or two highly ionizing chargino tracks. We find that Tevatron experiments should be able to probe gravitino masses into the ~55 TeV range for inoAMSB models, which corresponds to a reach in gluino mass of over 1100 GeV.Comment: 14 pages including 6 .eps figure

Working relationships between obstetric care staff and their managers: a critical incident analysis

Background Malawi continues to experience critical shortages of key health technical cadres that can adequately respond to Malawi’s disease burden. Difficult working conditions contribute to low morale and frustration among health care workers. We aimed to understand how obstetric care staff perceive their working relationships with managers. Methods A qualitative exploratory study was conducted in health facilities in Malawi between October and December 2008. Critical Incident Analysis interviews were done in government district hospitals, faith-based health facilities, and a sample of health centres’ providing emergency obstetric care. A total of 84 service providers were interviewed. Data were analyzed using NVivo 8 software. Results Poor leadership styles affected working relationships between obstetric care staff and their managers. Main concerns were managers’ lack of support for staff welfare and staff performance, lack of mentorship for new staff and junior colleagues, as well as inadequate supportive supervision. All this led to frustrations, diminished motivation, lack of interest in their job and withdrawal from work, including staff seriously considering leaving their post. Conclusions Positive working relationships between obstetric care staff and their managers are essential for promoting staff motivation and positive work performance. However, this study revealed that staff were demotivated and undermined by transactional leadership styles and behavior, evidenced by management by exception and lack of feedback or recognition. A shift to transformational leadership in nurse-manager relationships is essential to establish good working relationships with staff. Improved providers’ job satisfaction and staff retentionare crucial to the provision of high quality care and will also ensure efficiency in health care delivery in Malawi