Hemangioendotelioma hepático infantil num recém-nascido

Infantile hepatic hemangioendothelioma is the most common benign hepatic vascular tumor in infants younger than six months and may undergo spontaneous regression during the first years of life. Diagnosis of these lesions in preterm newborns can be challenging, with its timing and accuracy relevant to avoid inappropriate therapeutic measures.info:eu-repo/semantics/publishedVersio

2015/16 seasonal vaccine effectiveness against hospitalisation with influenza a(H1N1)pdm09 and B among elderly people in Europe: Results from the I-MOVE+ project

We conducted a multicentre test-negative caseâ\u80\u93control study in 27 hospitals of 11 European countries to measure 2015/16 influenza vaccine effectiveness (IVE) against hospitalised influenza A(H1N1)pdm09 and B among people aged â\u89¥ 65 years. Patients swabbed within 7 days after onset of symptoms compatible with severe acute respiratory infection were included. Information on demographics, vaccination and underlying conditions was collected. Using logistic regression, we measured IVE adjusted for potential confounders. We included 355 influenza A(H1N1)pdm09 cases, 110 influenza B cases, and 1,274 controls. Adjusted IVE against influenza A(H1N1)pdm09 was 42% (95% confidence interval (CI): 22 to 57). It was 59% (95% CI: 23 to 78), 48% (95% CI: 5 to 71), 43% (95% CI: 8 to 65) and 39% (95% CI: 7 to 60) in patients with diabetes mellitus, cancer, lung and heart disease, respectively. Adjusted IVE against influenza B was 52% (95% CI: 24 to 70). It was 62% (95% CI: 5 to 85), 60% (95% CI: 18 to 80) and 36% (95% CI: -23 to 67) in patients with diabetes mellitus, lung and heart disease, respectively. 2015/16 IVE estimates against hospitalised influenza in elderly people was moderate against influenza A(H1N1)pdm09 and B, including among those with diabetes mellitus, cancer, lung or heart diseases

Nursing Talent Management: Scoping Review Protocol

In an increasingly competitive and dynamic world, where nurses are required to be resilient, competitive and flexible, Talent Management is an innovative solution that will promote the most valuable resource of health organizations, human capital. Spain (2016) says that in the near future, organizations will place increasing importance on human capital. Currently, the interest directed to employees in organizations has been visible, as a way to increase their productivity, "a constant that goes towards the progressive appreciation of people and the recognition of their role and importance in the success of organizations" (Cardoso,2016, p. 4), thus promoting the improvement of care provided. An organization that wants to attract, develop and retain its employees must be judicious, and it is imperative that you know that changes in its management need to be made (Festing & Schäfer, 2014). "People provide competitive advantages by being potentially valuable, rare and difficult to imitate or replaceable and by showing possibilities of adaptation to continuous and increasingly rapid and profound changes" (Cardoso,2016, p. 17). In health organizations, nurses are the class that occupies 50% of their human capital (WHO, 2022), which has aroused interest in the way nursing talents are carried out, indispensable in health organizations, as a guarantor of the quality of health care (WHO, 2022). Given the current conjuncture, the demotivation of nurses by profession, labor and organizational changes, the freezing of nursing careers, the mobility of nurses, the development of studies focused on the management of nursing talents in health organizations is extremely relevant. Health adopts a primordial character in people's lives, so it is necessary to strengthen policies and programs for continuous improvement of the quality of care provided, and should support scientific research in its aspects of ensuring customer safety and continuous improvement of care (Oliveira, 2019), inseparable from the way nursing talents are management, significant impact on health outcomes. According to Cascão (2014) addressing the thematic talent, it includes addressing knowledge and skills, since talents are people who develop skills that are considered fundamental in an organization. According to the Order of Nurses (OE, 2015), there is a permanent need for updating in order to improve the development of competencies. Talent relates to the desirable quality of a person for a given organization. Talent is the desirable quality in people and organizations. Chiavenato (2010, p. 53), mentions that people who hold talents are: Endowed with knowledge, skills and skills that are constantly reinforced, updated and rewarded. However, one can only approach talent in isolation as a closed system. Alone it does not go far, because it needs to exist and coexist within a context that allows it freedom, autonomy and rear guard to be able to expand. Ulrich (2014) defends and in his theory that talent is dependent on three components: Competence (knowledge, skills and values needed to perform their functions), Commitment (construction of a suggestion of value, so that employees are retained in the organization) and Contribution (when employees feel that their personal needs are met). For a collaborator to have talent the same have to possess these three dimensions points the author. In Talent Management in organizations it is predominant to streamline the skills, skills, skills of its employees (Ulrich & Grochowski, 2018). The commitment to the organization contributes to a decrease in resistance to change, and that it is related to the type of leadership developed of the organization (Neves, Almeida, & Velez, 2018). To prepare for change, organizations must develop a more humanistic and long-term-oriented vision. Strategies include human resource selection, incentives and policies trained in development, ensuring that their leaders exert an influence with an ethical and clear orientation. Only then will strategic and behavioral guidelines be aligned, and organizations will be able to attract and retain their employees (Neves, Almeida, & Velez, 2018). At the talent management level emerge fundamental steps described by several authors as talent attraction, talent development and talent retention (Gebelein, 2006; Cascão, 2014). Carvalho & Rua (2017) mention Talent Management as a set of actions that will help fix and keep employees in the organization. The management model involves attracting and retaining employees in the company, providing them with well-being and development of skills and skills (Carvalho & Rua, 2017). Philips & Roper (2009) includes five factors: attraction, selection, engagement, development and retention. Chiaveneto 2014 mentions talent management in relation to selecting, attracting, developing, monitoring, rewarding and retaining talent. Chiavenato (2020) goes against what the previous authors mention and also mentions that there is a great importance of the talent management function and that it has as a vision of the future to relate talent, skills and human talent management, as the basis of an organization. The sustainability of organizations depends on and will depend on an advantageous and competitive management of talents (Cascão, 2014). Carvalho & Rua (2017) mention Talent Management as a set of actions that will help fix and keep employees in the organization. The management model involves attracting and retaining employees in the company, providing them with well-being and development of skills and abilities. This study is extremely important and innovative in the nursing area, as it will allow defining strategies for improvement in the Management of Nurses' Talents, which will directly influence the provision of care for them and, consequently, increased safety for the user and the satisfaction of nurses, meeting what is a priority to implement, Talent Management models, to achieve organizational objectives, based on the idea of Engelman et al (2017, p. 1) as being "a source of sustainable competitive advantage". It is basic that health organizations are concerned about the retention of nurses, taking measures aimed at motivating and satisfying them, thus adopting strategies to value human resources (Poeira, Mamede, & Martins, 2019). It is essential to perform a mapping of how nursing talents are managed so far, comparing with what exists in the literature to later develop a nursing talent management model. Being this theme increasingly relevant, not only for nurses, but also because it makes a great contribution to the development of health organizations, since there are no studies conducted at this level of development of nursing talent management model at national level it is pertinent and innovative to study the same

Nutrição Entérica do Lactente com Cardiopatia Congénita

Os lactentes com cardiopatias congénitas apresentam frequentemente alterações nutricionais que podem causar perturbações do crescimento e desenvolvimento, sendo esse compromisso mais evidente nos que apresentam cianose ou hipertensão pulmonar grave. São vários os factores que influenciam o desenvolvimento da desnutrição em lactentes com cardiopatia congénita. A contribuição relativa de cada um desses factores no desenvolvimento da desnutrição depende do tipo e gravidade da lesão cardíaca, bem como de condições associadas. A cirurgia correctiva do defeito cardíaco constitui a forma mais eficiente de melhorar o estado nutricional destes lactentes. Enquanto se aguarda pela cirurgia, a intervenção nutricional é crucial para prevenir a desnutrição e as suas complicações

Managing paediatric obesity: a multidisciplinary intervention including peers in the therapeutic process

BACKGROUND: Adolescent obesity epidemic is one of the major health priorities as it tracks into adult life. There is widespread need for new creative strategies and lifestyle programs. This study was designed to investigate the possible impact of including peers on the weight management program and assess the long-run adherence to behaviour change, with a potential positive impact on body mass index, body composition, and physical activity. Peer influence is major at this age and it is expected that adolescents will be better motivated and engaged in the behaviour changes when they are accompanied by their friends. METHODS/DESIGN: The study is a non-randomised, non-blinded controlled trial, including two groups: 1) Comparison group (n = 35), which will receive a 12 month standard treatment at the hospital setting plus a weekly interactive and physical activity session; 2) Experimental group (n = 99), which will receive the standardized treatment at the hospital plus a weekly session together with a peer of their choice. The sample size calculations for the primary outcomes showed that we will have power to detect effect sizes of 0.25. Measures include: a) Dual-energy x-ray absorptiometry (for body composition assessment); b) Anthropometric evaluations; c) Assessment of physical activity levels by accelerometers; d) Psychosocial mediators (motivation and peer support) assessed with a package of psychometric questionnaires; and e) Outcomes (quality of life and well-being). DISCUSSION: Adolescence is a crucial period for the development of a healthy lifestyle, especially among those who reach this age with an obesity condition. Obesity management programs directed to adolescents are often an adopted version of programs developed for children, most of them with a strong focus on the family, or an adopted version of adult programs, not recognizing the specificities of this age group. This study is designed taking into account the unique characteristics of this life-cycle stage, with the main objective of testing an innovative treatment for adolescent obesity. TRIAL REGISTRATION: This trial is registered in the clinicaltrials.gov with the number NCT0202406