Good Teamwork Research Articles

Rupture utérine sur interruption médicale de grossesse ou mort fœtale in utero : une étude de gestion du risque

ObjectiveTo describe and analyze a series of uterine ruptures (UR) that occurred in the context of medical termination of pregnancy (MTP) or intrauterine death (IUD) from a risk management perspective. MethodsFrench retrospective descriptive observational study of all cases of UR occurring during induction for IUD or MTP, reported between 2011 and 2021 by Gynerisq. Cases were recorded on a basis of voluntary reports using targeted questionnaires. ResultsBetween November 27, 2011, and August 22, 2021, 12 cases of UR occurring during an induction for IUD or MTP were recorded. 50 % of the patients had never given birth by cesarean section. The term of delivery varied from 17+3 days to 41+2 days. The clinical signs found were pain (n=6), ascending fetal presentation (n=5) and bleeding (n=4). All patients were managed by laparotomy, 5 were transfused. One vascular ligation and one hysterectomy were required. ConclusionKnowledge of surgical history is involved in the prevention of UR. The signs of detection are pain, ascending presentation and bleeding. The speed of management and good teamwork allow a reduction of maternal complications. The findings of the morbidity and mortality reviews show that prevention and mitigation barriers can be established.

ANAESTHETIC IMPLICATIONS OF NEUROPHYSIOLOGICAL MONITORING IN PAEDIATRIC PATIENTS UNDERGOING KYPHOSCOLIOSIS CORRECTION: A CASE SERIES

Kyphoscoliosis is a progressive disorder that requires to be corrected surgically before adolescence sets in. Intraoperative Neurophysiological Monitoring (IONM) has emerged as a standard practice because it signicantly reduces neurological morbidity. Although much has been written on IONM in adult spine surgery, very little has been published related to the neurological outcome in paediatric population with continuous IONM. We report three patient with Paediatric kyphoscoliosis who underwent correction and had continuous IONM done over six months at a tertiary care center. We recommend that effective use of IONM would involve a checklist to manage the changes in neurological signals and good teamwork of anesthesiologist, surgeon, and neurophysiologist to respond to these changes

Collaborative Practice between Doctors and Nurses in Patients Management: Attitude of Teamwork

Background: Interprofessional collaboration is essential in providing higher-quality health services and ensuring patient safety.Objective: This study aims to assess the attitude of cooperation between doctors and nurses as first line health workers in an academic health facility and explore their perspectives on the collaboration attitude between doctors and nurses.Methods: This study used a mixed-method design. The quantitative sample was chosen randomly but with total sampling for the primary clinic. Data on the attitude of cooperation between doctors and nurses from the questionnaire results were analyzed descriptively. The sample for the qualitative study was selected purposively, each health service consisted of 1 doctor and one nurse, so the number of informants was six. The qualitative data were transcribed verbatim and analyzed qualitatively using the constant comparative method.Results: The results showed that of 84 respondents, 54 doctors, and 30 nurses, 95% showed a good teamwork attitude. Some respondents (5%) showed a bad attitude, especially on three items, namely item no 4 (doctors do not have the right to change the treatment plan that has been made), 13 (doctors do not have to be the final determinant) and 18 (possibility of other professions to become leaders). The results of the qualitative analysis show that there are five final themes, namely: 1. teamwork is good; 2. the role of the profession; 3. the importance of interprofessional communication; 4. openness to receive feedback; 5—patient safety and PCC.Conclusion: Both professions have distinct but equal and complementary roles in patient management, each with their own advantages or capabilities. Open communication, which includes getting criticism, can help overcome a poor cooperative attitude.

Management of Impacted Mandibular Second Molar: A Case Report

Introduction: In rare cases, impacted second molars may create additional problems for orthodontic treatment. Both parents and the orthodontist should be aware of this problem early to prevent further complications. Good teamwork between the orthodontist and oral maxillofacial surgeon is needed in handling these cases, especially if it involves removing the impacted second molar. The right time to treat an impacted second molar is between the age of 11 to 14 years old. An impacted second molar can lead to a lack of arch length in the patient. Objective: The case report described the management of a female patient with a treated left-and-right impacted second molar in the mandible. The chief complaint of the patient was a protrusive mouth and having two impacted second molars, as told by her general dentist. Case Report: A 15-years-old female patient with Class I molar relationship, bilateral second molar impaction, and bimaxillary protrusion visited the clinic for orthodontic treatment. Extraction of four first premolar and mandibular second molar was completed. Both mandibular third molars were moved anteriorly to help close the space. Conclusion: Good cooperation from various disciplines and treatment planning to resolve the case can produce excellent and ideal results.

Pentingnya Kerja Sama Tim Untuk Meningkatkan Produktivitas Kerja Pada Perusahaan Di Bank Syariah Indonesia Kc Medan Adam Malik

One of the important things that must be considered in the company is teamwork within the company. It must be seen what kind of teamwork should be applied and what kind of teamwork is happening within the company. The purpose of this research is whether the good or bad teamwork that exists in the company will affect the ups and downs of work productivity in the company. Because basically every company has the same main goal, especially Bank Syariah Indonesia KC Medan Adam Malik, which is to get the maximum profit. And this can be realized by increasing the company's work productivity. The research method in this article is a qualitative method, using a descriptive qualitative approach. With the result that the establishment of good teamwork it will affect work productivity in the company. So it can be concluded that teamwork has a significant positive effect on increasing work productivity in companies at Bank Syariah Indonesia KC Medan Adam Malik.

Pelaksanaan Aktivitas Keagamaan dalam Rangka Optimalisasi Kehidupan Beragama Warga Sekolah di SMA Negeri 2 Sembawa Kabupaten Banyuasin

Education is an investment in civilization that is very necessary in an effort to produce quality human resources. Quality education is education that can form a civilized person so as to create a social life with character. The focus of this research is on the implementation of religious activities, namely: reading verses of the Qur'an or tadarus, dhuha prayers, congregational midday prayers, tausiyah or speeches and commemoration of Islamic holy days (PHBI) religious activities in SMA Negeri 2 Sembawa Banyuasin Regency. The type of data used in this study is a type of qualitative data. This study uses data sources consisting of two kinds of data sources, namely primary and secondary data sources. Data collection techniques in this research are observation, interviews, documentation. While the data analysis technique used in this research is descriptive data analysis technique with the type of data in the form of information, both spoken and written, which are not numbers in nature. The results of this study show that the activities of implementing religious activities for students at SMA Negeri 2 Sembawa, Banyuasin Regency are effective. This is based on the criteria for implementing religious activities, providing adequate facilities and infrastructure, improving the quality of activities, quality and leadership style of democratic educational institutions and professional and good teamwork.

Firm Agile Human Resource and Organizational Performance: A Case Study of the NOREB Counties, Kenya

Purpose: The purpose of the study was to assess the agile human resource and organizational performance: A case of the NOREB Counties, Kenya. The research questions of the study were; what is the relationship between agile sensitivity training and organizational performance of NOREB Counties? How does agile organizational culture management relate to the organizational performance of NOREB Counties? What is the relationship between agile management level of interactions and organizational performance at NOREB Counties? What is the relationship between agile HR Policy and organizational performance at NOREB Counties? A correlational research design was used to assess the relationship between the variables. Approach/Methodology/Design: The study targeted 1129 respondents. The sample size for the study was 285 respondents. The study employed multistage sampling. Questionnaires were used as the main data collection instruments but were supported by interview schedules. Descriptive statistics were used to analyze the responses and multiple regression was used to analyze the data inferentially. Findings: The results of multiple regressions, that Agile Sensitivity Training had no significant relationship (p = 0.080), agile organizational culture management had a significant relationship (p = 0.000), and agile management level of interactions style had no significant relationship (p = 0.065) and agile human resource policy had a significant relationship (p = 0.000) at 5 percent confidence with Organizational Performance. Originality/value: The study concluded that content in sensitivity training needs to be relevant and current to assist solve organizational problems. That, there is need for good teamwork and cooperation in the organization as a way to enhance agile organizational culture. Further, management needs to provide the required budgets to support HR programs. The HR policy includes and emphasizes on HR training. The study recommended need for HR policy to transform HR operations to be more Agile.

The Relationship of Nursing Teamwork and Job Satisfaction in Hospitals.

Teamwork is identified as a key contributor to patient safety and good teamwork is recognized as one of the presumptions of healthy work environment in nursing. The importance of job satisfaction in nursing has repeatedly been confirmed, but only recently has the association of job satisfaction and nursing teamwork been identified. To identify the level of nursing teamwork in hospitals in Iceland and its relationship with job satisfaction. This was a quantitative descriptive cross-sectional study. Data were collected with the Nursing Teamwork Survey administered to nursing staff in medical, surgical, and intensive care units in hospitals in Iceland. This study is based on data from 567 participants. A logistic regression analysis indicated that work experience on current unit and perceived staffing adequacy contributes to job satisfaction and when controlling for unit type, role, experience on current unit and staffing adequacy, those reporting better teamwork are significantly more likely to be satisfied with their current position. With an additional unit for overall nursing teamwork, participants are almost five times likelier to be satisfied with their current position. Study findings show that there is a significant relationship between nursing teamwork and job satisfaction. The findings of this study confirm the importance of adequate staffing and good teamwork for nurses' job satisfaction. Staffing however, will remain the most challenging part of the equation as lack of nursing staff is foreseen globally in the coming decades turning the spotlight to teamwork. All stakeholders, including clinical nurse leaders, administrators, and instructors, need to emphasize on strengthening nursing teamwork. Good teamwork with increased job satisfaction may prevent turnover and shortage of nurses, an issue expected to grow during and following the COVID-19 pandemic. Facilitating good teamwork should be one of the priorities of every nurse leader.

Persepsi Pegawai tentang Budaya Organisasi di Kantor Badan Pertanahan Nasional Kabupaten Pesisir Selatan

This study aims to find out employee’s perceptions about organizational culture at Kantor Badan Pertanahan Nasional Kabupaten Pesisir Selatan in terms of norms, aggressiveness, team orientation, result orientation, and behavior. This is descriptive research. The population of the study was the employees of Kantor Badan Pertanahan Nasional Kabupaten Pesisir Selatan, amounting to 45 people the sample was taken using the Stratified Proportional Random Sampling technique, with a total of 35 people. Collecting data in this study using a questionnaire in the form of a Likert scale. The results of data analysis show that employees' perceptions of organizational culture at Kantor Badan Pertanahan Nasional Kabupaten Pesisir Selatan can be seen from the following result: (1) norms in organizational culture are good with an average score of 4.2, (2) aggressiveness in organizational culture is good with an average score of 4.1, (3) team orientation in organizational culture is good with an average score of 4.2, (4) results orientation in organizational culture is good with an average score of 4.1 , (5) behavior in organizational culture is good with an average score of 4.2. Overall, it can be concluded that employees' perceptions of organizational culture at Kantor Badan Pertanahan Nasional Kabupaten Pesisir Selatan are good with an average score of 4.16. For this reason, it is recommended that leaders are expected to be able to provide examples, guidance, motivation and explore employee creative ideas. Employees are expected to be able to comply with and guide the norms, participate actively, establish good teamwork, innovate and dare to take risks for the progress of the organization.

THIẾT KẾ TRÒ CHƠI ÂM NHẠC DỰA TRÊN CÁCH CHƠI CỦA TRÒ CHƠI DÂN GIAN NHẰM TẠO HỨNG THÚ CHO TRẺ MẪU GIÁO 5-6 TUỔI

In music teaching for kindergarten, music gaming is an attractive activity and is deeply loved by children. It's not only a natural way to remind musical knowledge learned but also helps them to be self-confident, more active, and have good teamwork technic. At present, there is limited in new planning and building new games for teachers besides some guides in the modal schedule. The music games were old and repeatedly played which doesn't attract children anymore. In addition, we are in the 4.0, the folk things, especially folk games are nearly replaced by modern Internet games. This one has rules and steps to build the music games Bayon the folkgames that children will pay more attention to and get more attractively in the music games.

Trends in Clinician Burnout With Associated Mitigating and Aggravating Factors During the COVID-19 Pandemic

The COVID-19 pandemic has affected clinician health and retention. To describe trends in burnout from 2019 through 2021 with associated mitigating and aggravating factors. Cross-sectional surveys were sent to physicians and advanced practice clinicians throughout 120 large US health care organizations between February 2019 and December 2021. From 56 090 surveys, there were 20 627 respondents. Work conditions and COVID-19. Surveys measured time pressure, chaos, work control, teamwork, electronic health record use, values alignment, satisfaction, burnout, intent to leave, and in 2021, feeling valued. Multivariate regressions controlling for gender, race and ethnicity, years in practice, and role determined burnout, satisfaction, and intent-to-leave correlates. Of the 20 627 respondents (median response rate, 58% [IQR, 34%-86%; difference, 52%]), 67% were physicians, 51% female, and 66% White. Burnout was 45% in 2019, 40% to 45% in early 2020, 50% in late 2020, and 60% in late 2021. Intent to leave increased from 24% in 2019 to more than 40% as job satisfaction decreased. Higher burnout was seen in chaotic workplaces (odds ratio [OR], 1.51; 95% CI, 1.38-1.66; P < .001) and with low work control (OR, 2.10; 95% CI, 1.91-2.30; P < .001). Higher burnout was associated with poor teamwork (OR, 2.08; 95% CI, 1.78-2.43; P < .001), while feeling valued was associated with lower burnout (OR, 0.22; 95% CI, 0.18-0.27; P < .001). In time trends, burnout was consistently higher with chaos and poor work control. For example, in the fourth quarter of 2021 burnout was 36% (95% CI, 31%-42%) in calm environments vs 78% (95% CI, 73%-84%) if chaotic (absolute difference, 42%; 95% CI, 34%-49%; P < .001), and 39% (95% CI, 33%-44%) with good work control vs 75% (95% CI, 69%-81%) if poor (absolute difference, 36%; 95% CI, 27%-44%; P < .001). Good teamwork was associated with lower burnout rates (49%; 95% CI, 44%-54%) vs poor teamwork (88%; 95% CI, 80%-97%; absolute difference, 39%; 95% CI, 29%-48%; P < .001), as was feeling valued (37%; 95% CI, 31%-44%) vs not feeling valued (69%; 95% CI, 63%-74%; absolute difference, 32%; 95% CI, 22%-39%; P < .001). Results of this survey study show that in 2020 through 2021, burnout and intent to leave gradually increased, rose sharply in late 2021, and varied by chaos, work control, teamwork, and feeling valued. Monitoring these variables could provide mechanisms for worker protection.

A Pilot Study of Heart Rate Variability Synchrony as a Marker of Intraoperative Surgical Teamwork and Its Correlation to the Length of Procedure.

Quality of intraoperative teamwork may have a direct impact on patient outcomes. Heart rate variability (HRV) synchrony may be useful for objective assessment of team cohesion and good teamwork. The primary aim of this study was to investigate the feasibility of using HRV synchrony in surgical teams. Secondary aims were to investigate the association of HRV synchrony with length of procedure (LOP), complications, number of intraoperative glitches and length of stay (LOS). We also investigated the correlation between HRV synchrony and team familiarity, pre- and intraoperative stress levels (STAI questionnaire), NOTECHS score and experience of team members. Ear, nose and throat (ENT) and vascular surgeons (consultant and registrar team members) were recruited into the study. Baseline demographics including level of team members' experience were gathered before each procedure. For each procedure, continuous electrocardiogram (ECG) recording was performed and questionnaires regarding pre- and intraoperative stress levels and non-technical skills (NOTECHS) scores were collected for each team member. An independent observer documented the time of each intraoperative glitch. Statistical analysis was conducted using stepwise multiple linear regression. Four HRV synchrony metrics which may be markers of efficient surgical collaboration were identified from the data: 1. number of HRV synchronies per hour of procedure, 2. number of HRV synchrony trends per hour of procedure, 3. length of HRV synchrony trends per hour of procedure, 4. area under the HRV synchrony trend curve per hour of procedure. LOP was inversely correlated with number of HRV synchrony trends per hour of procedure (p &lt; 0.0001), area under HRV synchrony trend curve per hour of procedure (p = 0.001), length of HRV synchrony trends per hour of procedure (p = 0.002) and number of HRV synchronies per hour of procedure (p &lt; 0.0001). LOP was positively correlated with: FS (p = 0.043; R = 0.358) and intraoperative STAI score of the whole team (p = 0.007; R = 0.493). HRV synchrony metrics within operating teams may be used as an objective marker to quantify surgical teamwork. We have shown that LOP is shorter when the intraoperative surgical teams' HRV is more synchronised.

Nurses’s Burnout and Anxiety about Risk of Infection toward Quality of Life during the COVID-19 Outbreak

The novel coronavirus disease (COVID-19) is a global pandemic in all over countries. Nurses as frontline worker who taking care of infected patients and have high risk of being infected by COVID-19. This pandemic affects physical and psychological conditions of nurses. The aim of this study was to identify the correlation between nurse’s burnout and risk of infection anxiety toward quality of life. This study used descriptive cross-sectional design. A total of 102 participants joined this research. The participants were nurses who work in COVID-19 isolation room. The data collecting process has done by online. The participants filled informed consent and questionnaire by online questionnaire. The study was assessed by Professional Quality of Life-5 (ProQOL-5), C-19ASS (COVID-19 Anxiety Syndrome Scale), and CBI (Copenhagen Burnout Inventory). This study was analyzed using non-parametric Kruskal Wallis. The results of the study were 56.9% of respondents had a high level of anxiety, 50% of them experienced burnout. There is a significant relationship between length of work and quality of life of CS (p value = 0.048). There is also a relationship between burnout and STS quality of life (p value = 0.033). The pandemic situation is being fluctuated and people adapted to it. The anxiety and burnout feeling was also change anytime. The more nurses being prepared, the lower burnout, and having good quality of life. The good teamwork to support and feeling of being appreciate give good quality of life for nurses.

Bullying in trauma and orthopaedics: a survey of staff in orthopaedic departments in the UK.

An orthopaedic department requires good teamwork and communication to function. This is undermined by bullying and harassment, which may affect the victim's health and career. A 26-item questionnaire was sent to all delegates who registered for a free orthopaedic webinar teaching series via email and social media. This study includes the responses from all those who had worked in a UK orthopaedic department. There were 168 respondents from varying backgrounds; 17.9% had experienced bullying or harassment in their orthopaedic department, while 36.3% had witnessed it. Women and people from ethnic minority backgrounds suffered 10.2% and 6.9% higher rates of bullying than their male or white counterparts respectively. The results demonstrate that despite attempts to reduce bullying in orthopaedics, it remains prevalent, and particularly affects women and those from ethnic minority backgrounds. Orthopaedic departments must adapt to reflect changes in society.

Frequently Asked Questions and Current Answers to the KEPAN Nursing Study Group by Nutrition Nurses Working in Turkey

Nutrition therapy is a critical intervention in the continuation of vital functions for patients whose nutritional needs cannot be met via normal nutrition. In recent years, thanks to the developments in medicine and technology, enteral and parenteral nutrition has been widely used. Nutrition therapy requires good care and teamwork at the beginning, treatment process and termination stages. The aim of this review is to provide information in line with the current literature on the issues of nutritional care practices, about which nurses working in nutrition units in Turkey are often curious. In addition, this review aims to raise awareness about the duties and responsibilities of nurses in nutritional therapy, who are members of the nutritional support team.

Pengaruh Kompetensi dan Beban Kerja terhadap Kinerja Karyawan pada PT MADUSARI MAS Surabaya

An organization should make a change to face a challenge ahead that cannot be avoid. Challenges faced by an organization or company can come from various aspects. Good teamwork is needed and competencies are supportive so that companies can survive because challenges often create competition between companies. The motivation behind this review was to decide and examine the impact of skills and responsibility on representative execution at PT Madusari Mas Surabaya. This is a quantitative examination with an all out example of 150 representatives. The estimating instrument utilized is meeting, perception and survey. Information was broke down by utilizing various direct relapse investigation strategies with the assistance of Statistical Package for the Social Sciences software (SPSS 23). The aftereffects of this review clarify that capability has a critical beneficial outcome on representative execution, while the responsibility doesn't influence worker execution. Capability and responsibility at the same time influence worker execution

Assessment of the Implementation of Lung Cancer Consensus Statements From the Royal College of Radiologists in 2021; Progress and Barriers

BackgroundLung cancer outcomes in the UK are worse than those in many similar countries. The RCR developed a series of 43 consensus statements (CS) to facilitate improvements in care for patients treated with radiotherapy. MethodsWe asked all 61 UK radiotherapy centres to self-assess the implementation of the CS and to describe their departmental key strengths and weaknesses in September 2021. Results87% of centres returned their assessments. Whilst developmental activity was seen in most areas for most centres, 24 of the statements were felt to be difficult to implement within the next 2 years by at least one centre. The most frequently reported strengths were in the implementation of SABR (stereotactic body radiotherapy), concurrent chemoradiation for non-small cell lung cancer and technological aspects of treatment planning. The most frequently described departmental weaknesses were in pre-habilitation, timeliness of PET/CT scans and prophylaxis for Pneumocystis jiroveci Pneumonia (PJP). Barriers to implementation were often due to insufficient resource, a requirement for organisations to work together, and a perceived lack of evidence base. Strengths were often attributed to good team working, a local champion and being an early adopter. ConclusionsThis work confirms the commitment of lung cancer radiotherapy teams across the UK to improve outcomes for their patients. Most of the statements have been implemented at least partially. Themes have been identified to aid further progress, one of which is a requirement for significant investment.

Executive summary of the Merck Animal Health Veterinarian Wellbeing Study III and Veterinary Support Staff Study.

Merck Animal Health Veterinarian Wellbeing Study III was conducted to continue to monitor mental health and well being within the veterinary profession in the US and to identify factors associated with high levels of wellbeing and lack of serious psychological distress. A questionnaire consisting of several instruments and questions for measurement of mental health and wellbeing was completed by 2,495 veterinarians and 448 veterinary support staff. Results for veterinarians were weighted to the US AVMA membership. This study revealed that wellbeing and mental health of some veterinarians declined over the past 2 years, driven in part by the COVID-19 pandemic and extreme labor shortages. Burnout remained at a high level, but there was no increase in suicide ideation. A new companion survey of veterinary support staff demonstrated that staff scored lower in wellbeing and mental health, and higher in burnout than veterinarians. Importantly, these studies identified techniques that both individuals and employers may find useful in fostering wellbeing and good mental health. A healthy method for coping with stress and good work-life balance was important, as was engaging a financial adviser for those with student debt or other financial stresses. Employers should create safe environments where employees feel comfortable seeking help, reducing the stigma associated with mental health issues. In addition, employers can provide Employee Assistance Programs and health insurance that covers mental health treatment. Fostering a healthy work culture was also important, one with good communication, teamwork, trust, and adequate time allotted to provide quality patient care.

액션 치어리딩 참여 활동 학생들의 인식, 가치, 만족도에 관한 연구

The purpose of this study is to investigate the perception, value, and satisfaction of students participating in action cheerleading. For the purpose of this study, a survey was conducted for about two months from October 2021 targeting a total of 543(91 males, 452 females) middle school, high school, and college students who are participating in action cheerleading. The surveyed data were analyzed using frequency analysis, multiple response frequency analysis, exploratory factor analysis, reliability analysis, and correlation analysis using the SPSS statistical program. One-way ANOVA was performed to determine the difference in satisfaction among the participants of action cheerleading activities. The resulting results are as follows. First, the perception of middle school and college students was highest for ‘action cheerleading is good’, and high school students have good teamwork. Next, middle and high school students showed a high level of fun, and college students showed a high level of

PERAN PIMPINAN DAN KOMITMEN PEGAWAI DALAM MENINGKATKAN PELAYANAN MASYARAKAT PADA KANTOR DESA MENINTING, BATU LAYAR

The high and low quality of services provided does not only depend on the performance of village officials as subordinates, but also their leaders, village officials are required to provide maximum service to the community and be able to answer demands from the community, both in terms of quality and quantity. This study aims to analyze the role of leadership and employee commitment in improving community services. The type of research conducted is qualitative research, with research informants namely the Secretary of Meninting Village, Head of Meninting Village Service, Head of TU &amp; General Affairs of Meninting Village and three people from the community. Data collection using documentation techniques, observation and in-depth interviews. The data analysis used consisted of data collection, data reduction, data presentation, and drawing conclusions. The results showed that the Meninting Village Head implemented his role very well, namely as an interpersonal role, always giving examples, guiding, and creating good teamwork, informational role, namely seeking and providing important information for the organization and decisional role, namely being able to make good decisions for the organization. organizational progress that aims to improve employee performance in serving the community. The commitment of Meninting Village employees is not fully maximized because some employees have not complied with work discipline regulations so that it affects performance which means a decrease in service to the community but they are ready to work more for the organization by working continuously to maximize services and want to maintain their membership because of coordination and good demeanor among fellow employees