Name Badges Research Articles

Exploring perceptions of what increased gender diversity might bring to the nursing profession.

To explore university nursing students and academic staff's perceptions of what increased gender diversity might bring to the nursing profession. An exploratory study with students and academic staff from two university nursing schools. Students and staff in two university nursing schools were invited to participate in an anonymous online survey (October-November 2022). The survey focused on gender diversity within nursing and patient care, asking respondents about existing barriers to gender diversity and inviting ideas on increasing gender diversity within nursing. The survey findings helped inform questions, which were used to further explore views and thoughts of gender diversity within nursing through semi-structured one-to-one interviews (January-February 2023). Nearly, two-thirds (64%, n = 69) of survey respondents strongly agreed/agreed that the lack of gender diversity in nursing negatively impacted delivering care to a gender-diverse society. Most (84%, n = 90) strongly agreed/agreed that increased gender diversity within the nursing workforce would positively contribute to nursing. Three-quarters (75%, n = 74) strongly agreed/agreed that working with a more gender-diverse nursing workforce would enrich their experience as a nurse. Three themes emerged from the interview data: shared stereotypes; improved care through knowledge, better relations and the presence of a gender-diverse workforce; a culture of welcome: suggested changes for the future. Most of those who participated in the study believe there are benefits to be gained from greater gender diversity within nursing. This study provides insight into the lack of gender diversity in the nursing environment, highlights how this might impact patient care and suggests actions to make nursing a more inclusive profession. Practical solutions were suggested, including the greater visibility of trans and non-binary persons in advertisement and recruitment campaigns to ensure nursing is viewed as a career choice for "all". Including a space for considered pronouns on university application forms, hospital documentation and name badges. Gender-neutral titles and uniforms should be considered for all nursing staff, and more gender-neutral toilets should be made available for staff and patients in university and hospital settings. This study addressed the lack of gender diversity in nursing and explored what an increase in gender diversity might bring to the nursing profession. The main findings were: (i) Less than a tenth (9%, n = 12) of respondents described their team of colleagues as being "extremely gender diverse". (ii) Most (84%, n = 90) strongly agreed/agreed that increased gender diversity within the nursing workforce would be a positive attribute to nursing. (iii) Three-quarters 75% (n = 74) strongly agreed/agreed that working with a more gender-diverse nursing workforce would enrich their experience as a nurse. (iv) Many stereotypes still exist in nursing and tackling them is important to make the profession more inclusive. (v) A nurse's gender can impact the care they provide. (vi) A more gender-diverse workforce would better reflect the population it serves. (vii) This research will have an impact on the nursing profession globally. The consolidated criteria for reporting qualitative studies (COREQ) was used as a guide throughout data collection and analysis. Every step of the study, including the survey and interview schedule, was co-constructed using an iterative approach with service users, students and staff who had personal experience of gender diversity and were a core part of the study team.

Factors affecting patient satisfaction at a plastic surgery outpatient department at a tertiary centre in South Africa

BackgroundThe main purpose of a medical facility is to improve the welfare of patients, and user satisfaction is one of its primary goals. This study aimed to identify variables influencing patient satisfaction at the Plastic Surgery Outpatient Department of Chris Hani Baragwanath Academic Hospital, Gauteng, South Africa. By identifying factors affecting patient satisfaction, the services provided to patients may be improved.MethodsA questionnaire was compiled focusing on patients over 18 years of age and using a Likert scale to measure factors influencing patients’ satisfaction with the services received. Descriptive statistics were applied.ResultsA total of 142 participants, 69% of whom were under age 40 and 52.8% were male, were recruited using a systematic sampling technique. In 78% of cases, this was the patient’s first visit to the clinic. The results revealed that the patients were not satisfied with the ease of appointment scheduling and waiting times. A high level of satisfaction was reported for both nursing staff and doctors, aside from a lack of clear and prominent display of name badges. Overall satisfaction was at the “satisfied” level, and no participants reported lower than neutral feelings. The CSAT score was 79.5%, which is considered “good” for healthcare. The participant’s level of education was significant in multiple items; those with the lowest education reported higher overall satisfaction. A model produced by regression analysis was found to be strongly significant statistically.DiscussionBatho Pele principles in South Africa provide a framework for consulting with service consumers, ascertaining their happiness, and identifying methods to enhance their experience. According to this survey, people are happy with the human part of the services received, although areas such as scheduling appointments and the physical surroundings still need much work.ConclusionThese aspects of treatment are occasionally disregarded in a medical organisation with insufficient finances. Developing these areas can help turn patients into devoted patrons of a healthcare facility. An effective strategy to boost customer satisfaction has been suggested to enhance service quality and, especially in South Africa, conform to Batho Pele service standards.

Cuban Quartermoon by Ann Putnam

Reviewed by: Cuban Quartermoon by Ann Putnam Kirk Curnutt Cuban Quartermoon. By Ann Putnam. Seattle, WA: Skylight Press, 2022. 341 pp. $16.00. As a general rule, novels about literary conferences are a dicey proposition. The most celebrated one of the past thirty years, Argentinian author César Aira’s El congreso de literatura (1997) enjoyably blends metaphysics, science fiction, and magic realism, but its intellectual value depends on readers’ willingness to suspend credulity long enough to take seriously a postmodernist farce about a mad scientist building an army of Carlos Fuentes clones. Iván Thays’s La disciplina de la vanidad (The Discipline of Vanity) (2020) and Pola Oloixarac’s Mona (2021) are two additional entries in the genre by South American writers (Peruvian and Argentinian respectively) that suggest how attractive as a setting the literary colloquy is to equatorial writers who test the boundaries of realism. In the more conservative Anglo vraisemblance tradition, examples are more apt to veer toward the satirical extremes of D. J. H. Jones’s Murder at the MLA (1993), an intermittently amusing whodunit pastiche that gets trotted out every January as humanities faculty polish their name badges and head to seedy urban convention centers in career fits of dread and paranoia that only the Modern Language Association can inspire. The first book I ever assessed for The Hemingway Review, William McCranor Henderson’s I Killed Hemingway (1993), exemplifies the Stanley Fish-“Profession-Despise-Thyself ” self-loathing that permeates most of these parodic treatments of conferences: it features a near-shootout that erupts between “Hemingway Association” factions willing to mow each other down at a biennial meeting to prove their interpretations of the literary lion are incontestable. In a world already suspicious of literary studies, I don’t think one lacks the ability to self-deprecate to say this kind of caricature does scholars no favors. Why parody ourselves when the general population already thinks academic conferences are rodeos for eccentric kooks and nuts to canter, preen, and flick their manes? How refreshing then to crack open Ann Putnam’s Cuban Quartermoon and [End Page 126] discover a treatment of a literary congress sympathetic to the reasons we spend so much of our disposable income to attend them. As Linda Patterson Miller wrote in the 2022 Hemingway Society Newsletter, this second novel by the noted Hemingway scholar and longtime Society member takes as its inspiration the 1995 Hemingway Colloquium in Havana that the late Bickford Sylvester organized with Gladys Rodriguez Ferrero, then curator of the Museo de Ernest Hemingway. The conference took place in the dark shadow of the Soviet Union’s collapse, which plunged Cuba into a brutal period of austerity that made attendees all the more uncomfortably aware of their economic privilege. Readers familiar with some of the exuberantly colorful regulars at Society fêtes over the past forty years will inevitability wonder which characters are based on real people. Yet Cuban Quartermoon is not a roman à clef. Its ultimate point is far more important than appealing to any prurient curiosity about the identity of the attendee who, as Miller recollected, “disappeared abruptly and disturbingly for an evening at the end of the week,” only to turn up just in time to catch the departure bus clearly “injured” and claiming he had been “pushed off the cliff that lined the harbor after having ventured too far into Cuba’s complex underbelly.” While an echo of that story appears in the novel, Putnam’s more complex interest is in exploring the nature of self-discovery in foreign settings and the inevitable hints of colonialism that emerge whenever we travel abroad. The main character here is Laura Gallagher, a scholar who steps on the tarmac of the José Martí Airport already profoundly conflicted about her paper topic, which focuses on Hemingway’s suicide. (In a line that will resonate with anyone who has arrived at a conference feeling their presentation works better in theory than in practice, Laura confesses, “I’m sorry I wrote the paper I did” [16]). Each section of the novel centers upon the daily agenda of the conference, with timetables thrown off by bouts of Montezuma’s revenge, hangovers, and...

Keeping Healthcare Workers Safe Through Policy Initiatives

Keeping Healthcare Workers Safe Through Policy Initiatives

163 AN AUDIT OF STAFF NAME BADGE VISIBILITY ON A STROKE UNIT IN A LARGE TEACHING HOSPITAL IN IRELAND

Abstract Background The National Patient Experience Survey highlighted the importance of name badge wearing in hospitals, with patients noting that badges made it easier to remember staff and refer to them by name. Based on her experience of identification, the #hellomynameis campaign was initiated in 2013 by Dr. Kate Granger to reinforce the importance of name badge wearing. In an era where mask wearing further inhibits communication and identification, clear identification has never been as important. This audit aims to assess the adherence to name badge wearing on a stroke unit. Methods An observational audit was carried out in March 2022 over one morning. Staff were not notified in advance of the audit. Inclusion criteria: Name badge placed on uniform in a visible place with/without photo. Exclusion criteria: Lanyards with swipe card identification due to small font and difficulty in viewing name and photo. The standard for this audit was for 100% compliance with name badge wearing as name badges are a crucial element of communication in best patient care. Results 24 people across 11 different professions were identified on the ward. Seven staff members (29.16%) were wearing name badges of which 5 included photos therefore the standard set for this audit was not met. Conclusion There was an overall poor compliance with name badge wearing on the stroke ward. Compliance varied amongst the different professions with Speech and Language therapists, Occupational Therapists and nursing staff having a higher compliance with wearing name badges compared to other professions. Most staff members had identification in the form of swipe cards on lanyards, but did not wear clearly legible name badges. Education around the importance of name badges and distribution of name badges to all staff members is planned prior to a re-audit phase.

The Pediatric Pharmacy Association and Members Threaded Through a Career and the Impact on Pediatric Drug Development.

The Pediatric Pharmacy Association and Members Threaded Through a Career and the Impact on Pediatric Drug Development.

Labeled Surgical Caps: A Tool to Improve Perioperative Communication.

Communication in the operating room is enhanced by knowing everyone’s names and roles. This is challenging among different disciplines.1 Name badges can be small, flipped, and concealed by personal protective equipment. A labeled scrub cap may make name and role more readable from a distance (fig.). Role clarity and addressing individuals by name enhance communication, teamwork, and patient safety.2 Role clarity may also promote diversity, equity, and inclusion. For example, women were 20% less likely to be thought of as surgeons by patients.3 In an anesthesiology care team model, role confusion can sometimes be misleading to patients and medical professionals.At our hospital, each team member received several labeled caps to allow for laundering and a clean cap to be worn in the perioperative area. Although there was previous concern regarding head coverings and infection risk, multiple organizations, including the American Society of Anesthesiologists (Schaumburg, Illinois), The Joint Commission (Oakbrook Terrace, Illinois), and surgical and nursing societies, have concluded that there is no association between surgical cap type and surgical site infection.4 Each interprofessional group designated its preferred notation. Physicians chose “Doctor” with full name, whereas nurses preferred “RN” with first name.Individuals have put names on their surgical caps for years. Institutional sponsorship supporting the majority of providers wearing labeled caps represents a culture change enhancing effective team communication. Widespread use of low-cost caps with clearly identifiable names and roles may improve communication, role clarity, provider well-being, and diversity, equity, and inclusion while enhancing patient safety and not increasing risk of surgical site infection.The authors thank Ling Chen, M.S.N., R.N., C.N.O.R. (Interventional Platform Education, Stanford, California), Teresa Roman-Micek, B.S., C.H.S.O.S. (Interventional Platform Education), and Katherine Field, B.A. (Department of Anesthesiology, Perioperative and Pain Medicine, Stanford University, School of Medicine, Stanford, California), for their tireless work. They also thank Stanford Hospital and Clinics and the Departments of General Surgery and Anesthesiology, Perioperative and Pain Medicine, for their support in widespread adoption of labeled surgical caps. Photo credit: Chad Howard, R.N., Palo Alto, California.Dr. Goldhaber-Fiebert received an honorarium from the Korean Society of Anesthesiologists (Seoul, Korea) for a talk presented virtually at KoreAnesthesia 2021, which took place in Busan, Korea. She has also received a grant from the Anesthesia Patient Safety Foundation (Rochester, Minnesota). The other authors declare no competing interests.

The Italian American Studies Association at Fifty-Five: 1966–2021

The Italian American Studies Association at Fifty-Five: 1966–2021

Boundary spanning and identity work in the clinical research delivery workforce: a qualitative study of research nurses, midwives and allied health professionals in the National Health Service, United Kingdom

BackgroundResearch nurses, midwives and allied health professionals are members of an important emergent profession delivering clinical research and, in the United Kingdom, have been the focus of considerable investment by the National Institute for Health Research (NIHR). This paper considers the experiences of research nurses, midwives and allied health professionals in relation to professional identity work, recognizing these are coproduced alongside others that they interact with (including patients, clinical staff and other research staff).MethodsSemi-structured interviews were conducted with 45 nurses, midwives and allied health professionals in the UK about their experiences of working in research delivery. Interviews were transcribed verbatim and thematically coded and analysed.ResultsOur analysis highlights how research nurses, midwives and allied health professionals adjust to new roles, shift their professional identities and undertake identity work using uniforms, name badges and job titles as they negotiate complex identities.ConclusionsResearch nurses, midwives and allied health professionals experience considerable challenges as they enter and transition to a research delivery role, with implications for their sense of professional identities. A change in the work that they undertake and how they are (or perceive they are) viewed by others (including clinical non-research colleagues and patients) has implications for their sense of professional and individual identity. The tensions involved extend to their views on symbols of professional identity, such as uniforms, and as they seek to articulate and demonstrate the value of their conjoined role in research and as a healthcare professional, within the unfolding landscape of health research. We embed our study findings in the context of the newly emerging clinical research practitioner workforce, which further exacerbates and complicates the role and identity complexity for nurses, midwives and allied health professionals in research delivery.

Of name badges, status symbols, and titles

• This is a treatise on social stratification in medicine. • The essay is a personal reflection on the potential benefits that could result from egalitarianism in healthcare settings. • Egalitarianism ensures all voices are heard and fosters inter-disciplinary communication and collaboration.

Supporting effective doctor-patient communication: doctors' name badges.

Supporting effective doctor-patient communication: doctors' name badges.

COVID-19 real-world data for the US and lessons to reopen business.

Author summaryThis Pearl article recounts the story of a US corporation, Lennar, the nation’s leading homebuilder, an essential function in the US (not allowed to lock down), when faced with the coronavirus disease 2019 (COVID-19) pandemic at the end of February 2020. The culture of the company, which allowed it to proceed safely, is one of cohesion, trust, teamwork, and respect for fellow humans. Theirs is a culture in which the safety, wellness, and health of the associates (employees) and the communities they serve is the number one priority. All associates wear a name badge with first name only, and all name badges share the same family name, Lennar. At Lennar, individual success means nothing, and collective success means everything. This is the story of how Lennar took control of the COVID-19 pandemic, metamorphosed itself into an even stronger organization, better suited to deal with COVID-19, and more importantly, optimally suited for the 21st century. The lessons learned not only were instrumental to Lennar but could also apply to any company eager to reopen their business.

FESPACO and Its Many Afterlives

FESPACO and Its Many Afterlives Sheila Petty (bio) When thinking of practices for cultural decolonization—current and future challenges to FESPACO and its mission to address and exhibit the cinematographic representation of African peoples on the continent and diaspora—I am reminded of something that Chinua Achebe once wrote: "Art must interpret all human experience, for anything against which the door is barred can cause trouble."1 From this perspective, the power of African filmmakers' contributions to the treasure trove of world cinema lies in the depth and breadth of creativity and innovation since the beginning of film production by Africans on the continent. This work has the capacity to alter the course of history as fundamentally as any advance in science, engineering, or industry. Indeed, in 1989, Filippe Sawadogo, then Secretary General of FESPACO, proclaimed that "the cinema of the world needs an African cinema which can bring new life thanks to its cultural richness. … It stands when other works lose their breath from lack of originality."2 What Sawadogo is referring to is the sustainability of a festival that has endured for more than fifty years through major upheavals on the continent, including local and global political and economic influences and the pop-ups of more recent (albeit smaller in scope) African film festivals on the continent and in the diaspora, especially specialty festivals such as Festival Issni N'Ourgh International du Film Amazighe in Agadir, etc. Much has been written about the systemic difficulties and recurring organizational problems that beleaguer the festival: transportation, lodging, sponsorship, subtitling and language versioning, accreditation, and badges. For example, during the 1991 edition, I sat at a manual typewriter in the FESPACO office and typed out name badges for many of us at the opening of the festival, although we had all sent in our accreditation forms and photos well in advance. Despite all these issues, FESPACO's gift to the world of cinema and visual culture is that it has always provided the richest form of "afterlife" possible. The network of filmmaker-film-spectator is paramount to building communities and social networks off-screen in local communities and throughout the diaspora. According to Haida artist and master carver Bill Reid, an [End Page 276] artwork/film's "real life" is the process through which it becomes a work, but its "afterlife"3 is constructed during readings of and engagement with the work through shared participation in local and diasporic cultural manifestations. FESPACO's Traveling Digital Cinema, which provides free open-air screenings to neighborhoods in Ouagadougou and to nine other cities and towns in Burkina Faso, is an afterlife case in point—where the wealth of the festival is shared by the people, with the people, as local film critics lead debates with the audiences following the screenings. Another FESPACO afterlife gift is the International Market for Cinema and Audiovisuals (MICA). Established in 1983 to answer a call to action during the 1982 Niamey Congress, MICA opened its doors to FESPACO festivalgoers in 1989 to encourage exchanges between producers, directors, distributors, and TV-buyers and the diffusion of the richness and plurality of African cultures around the globe.4 It seems, however, that thirty years later, MICA "does not yet organize English language screenings for international buyers, as is done in more established festivals."5 Olivier Barlet makes a salient point here. Indeed, what should the festival's official language be as Indigenous languages increasingly stake out more prominent space in cultural manifestations? And on a continental level, this seems almost overwhelming to surmount. Yet, perhaps it is FESPACO's "openness and accessibility" compared to other festivals, and the "generosity of the filmmakers" who take the time to meet industry professionals and scholars alike, that softens the edges of this frustrating situation.6 MICA, and the generosity of industry professionals exhibiting their films, videos, and television programs, made it possible for me as a scholar to research the circulation of ideas and aesthetics in global television in the 1990s. To be sure, feature films and their prize categories have dominated FESPACO since its inception. Yet, many lauded filmmakers who began their careers making feature-length films transitioned to television and have...

Bad Medicine: Uniforms.

Uniforms come in all guises. You have the McDonalds uniform of white and brown fire-retardant polyester, starred name badges, and splattered with grease stains. In our hospital we have a Brave New World of uniforms. From the cleaning staff sporting international-corporation logos (staff invisible to the clinical team), to the nurses, physios, dieticians, and the myriad of clinical staff, all in different coloured uniforms with various adjustments showing various ranks. At the top are the Alpha Plus doctors who are free to wear what they like. General practice is a little …

Interprofessional collaboration in nursing homes (interprof): development and piloting of measures to improve interprofessional collaboration and communication: a qualitative multicentre study

BackgroundGiven both the increase of nursing home residents forecast and challenges of current interprofessional interactions, we developed and tested measures to improve collaboration and communication between nurses and general practitioners (GPs) in this setting. Our multicentre study has been funded by the German Federal Ministry of Education and Research (FK 01GY1124).MethodsThe measures were developed iteratively in a continuous process, which is the focus of this article. In part 1 “exploration of the situation”, interviews were conducted with GPs, nurses, nursing home residents and their relatives focusing on interprofessional interactions and medical care. They were analysed qualitatively. Based on these results, in part 2 “development of measures to improve collaboration”, ideas for improvement were developed in nine focus groups with GPs and nurses. These ideas were revisited in a final expert workshop. We analysed the focus groups and expert workshop using mind mapping methods, and finally drew up the compilation of measures. In an exploratory pilot study "study part 3" four nursing homes chose the measures they wanted to adopt. These were tested for three months. Feasibility and acceptance of the measures were evaluated via guideline interviews with the stakeholders which were analysed by content analyses.ResultsSix measures were generated: meetings to establish common goals, main contact person, standardised pro re nata medication, introduction of name badges, improved availability of nurse/GP and standardised scheduling/ procedure for nursing home visits. In the pilot study, the measures were implemented in four nursing homes. GPs and nurses reviewed five measures as feasible and acceptable, only the designation of a “main contact person” was not considered as an improvement.ConclusionsSix measures to improve collaboration and communication could be compiled in a multistep qualitative process respecting the perspectives of involved stakeholders. Five of the six measures were positively assessed in an exploratory pilot study. They could easily be transferred into the daily routine of other nursing homes, as no special models have to exist in advance. Impact of the measures on patient oriented outcomes should be examined in further research.Trial registrationNot applicable.

The gender binary in nursing.

The gender binary in nursing.

Dress for respect: A shared governance approach.

Dress for respect: A shared governance approach.

Identification tags and learners' situational awareness during high-fidelity simulation.

Simulation-based medical education is an integral part of the curriculum of many specialties. Simulation allows participants to develop and practice technical skills useful to the management of rare and urgent clinical situations in a safe and supportive learning environment.1 Several points are deemed essential to the promotion of optimal learning during simulation. One, which was emphasized by Issenberg and associates, stated that acquiring experience in medicine was governed by the learners’ commitment to a simulation’s realistic environment.2 Obtaining and maintaining the commitment of participants in a high-fidelity simulation scenario is then essential for a better learning experience. One way to foster a learner’s commitment toward a simulated environment is to help the learner gain a greater awareness of the environment’s characteristics. With better situational awareness, participants can more easily understand the various elements and the complexity of the environment, and then anticipate the human and material resources that might be needed. This could allow students to engage in better clinical decision making. Situational awareness has been measured by quantitative scales in studies conducted in the aviation and maritime fields, but additional adjustment and validation of these scales are still required.3,4 Moreover, specific factors affecting the situational awareness remain unstudied. Here, we undertook this research to assess whether wearing badges or name tags stating each participant’s function and posting a sign to clearly inform students of the scenario’s location during the high-fidelity simulation could lead to greater awareness of each learner’s role and contribute to their commitment. We hypothesized that using badges and formally identifying the location of the scenario would enable participants to feel more committed and to better identify everyone’s role and where the action was taking place. Evaluating the importance of the name tags and place identification We used a pretest-posttest design to achieve our study goals. Our study took place within a planned simulation training course for 25 anesthesiology residents on the management of critical anesthesia situations from April 30, 2014, to June 11, 2014. Study coordinators assigned 4 to 5 participants to each of the 6 overall simulation sessions scheduled. Each session was 4 hours long and included an introduction, followed by two high-fidelity simulated scenarios with debriefing. The high-fidelity simulation was operationalized through high equipment fidelity (functionality and responsiveness of patients, manikins, and medical instruments), high environment fidelity (real world overload demands), and high psychologic fidelity (maintaining the natural ‘‘flow’’ of a clinical scenario and participant’s immersion within the scenario).5 One scenario was about a patient who had a massive amniotic fluid embolism that occurred after a complicated delivery and leading to a maternal cardiac arrest, and the alternative scenario was of a patient with postoperative malignant hyperthermia. The order of the two scenarios was randomized for each session. During the first scenario of the session, participants did not wear badges, and no sign that formally identified the mock location was allowed. In the second scenario, name badges and identifying signs were used systematically. At the end of each scenario, all residents completed, using an audience response system (Turning Point, Ontario, Canada, Turning Technologies), a 7-question survey (7-point Likert scale) to evaluate their situational awareness and their level of commitment. An evaluator, blinded to the randomization sequence, listened to the soundtrack only of the audio-video recording of the simulated scenarios in search of indicators suggesting a lack of situational awareness. We noted no differences between the groups regarding their consciousness of the location, or of the various roles played by the participants. We found that the resident’s engagement was also similar in both groups. The number of indicators of poor situational awareness, noted by the blinded evaluator during audio review of the scenario’s video recording was not significantly different between groups.

Name Badges: Right or Left?

Special Events GaloreVolume 15, Issue 6 p. 5-5 Articles Name Badges: Right or Left? First published: 21 May 2015 https://doi.org/10.1002/speg.30110Read the full textAboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume15, Issue6June 2015Pages 5-5 RelatedInformation

Patients and nurses are confused by doctors’ titles, survey finds

Researchers have called for a review of the titles used to describe doctors, after a survey found that nurses and patients struggled to identify qualified doctors and to grade their seniority from their name badges. For the survey, published in BMJ Quality & Safety ,1 researchers gave 114 patients and 67 nurses 11 name badges reflecting current training grade job titles used by doctors and one medical student, to see whether they knew what these …