자연주의적 탐구조사(Naturalistic Inquiry)

www.mobilehealthmap.org 617‐442‐3200 New research shows that mobile health clinics improve health outcomes for hard to reach populations in cost‐effective and culturally competent ways . A Harvard Medical School study determined that for every dollar invested in a mobile health clinic, the US healthcare system saves $30 on average. Mobile health clinics, which offer a range of services from preventive screenings to asthma treatment, leverage their mobility to treat people in the convenience of their own communities. For example, a mobile health clinic in Baltimore, MD, has documented savings of $3,500 per child seen due to reduced asthma‐related hospitalizations. The estimated 2,000 mobile health clinics across the country are providing similarly cost‐effective access to healthcare for a wide range of populations. Many successful mobile health clinics cite their ability to foster trusting relationships. Qualitative research in such mobile health clinics has found that patients value the informal, familiar environment in a convenient location, with staff who “are easy to talk to,” and that the staff’s “marriage of professional and personal discourses” provides patients the space to disclose information themselves. A communications academic argued that mobile health clinics’ unique use of space is important in facilitating these relationships. Mobile health clinics park in the heart of the community in familiar spaces, like shopping centers or bus stations, which lend themselves to the local community atmosphere.

Unequal Treatment: Confronting Racial and Ethnic Disparities in Health Care

Getting to YES. Negotiating Agreement Without Giving In

(2002). Getting to Yes: Negotiating Agreement without Giving in. Quality Management Journal: Vol. 9, No. 2, pp. 73-74.

Getting to Yes: Negotiating Agreement without Giving in

We test whether significant differences in mental illness exist in a matched sample of Mental illness and the criminal justice system. In T. L. Scheid T. N. Brown (Eds.), A handbook for the study of mental health: Social contexts, theories. Find 9780521567633 A Handbook for the Study of Mental Health : Social Contexts, Theories, and Systems by Horwitz et al at over 30 bookstores. Buy, rent. A review of mental health problems in fathers following the birth of a child. for the study of mental health:Social contexts, theories, and systems (2nd ed., pp.

A Handbook for the Study of Mental Health: Social Contexts, Theories, and Systems

This study informs new strategies that promote integration of peer providers into the staff of social service agencies. Executive directors, human resource managers, supervisors and co-workers at 27 agencies in New York City were interviewed in-depth. Focus groups with peers were conducted. Consistent with previous research, respondents identified attitudes toward recovery, role conflict and confusion, lack of policies and practices around confidentiality, poorly defined job structure and lack of support as problems that undermined integration. Emerging from the data are strategies related to human resource policies and practices and workgroup relationships and operations that can improve employment of peer staff.

Developing strategies to integrate peer providers into the staff of mental health agencies.

Successful sustained employment for people with disabilities is a function of a complex array of factors. Key among these factors is appropriate accommodation at the workplace. Current approaches to accommodation, however, are often unsuccessful. Research suggests that this is due, in part, to the limited view of accommodation as technical changes to the job. An approach to accommodation that does not take into account the social context ignores the consequences of the process on work group morale and individual self-esteem and well-being. This has repercussions for individual job performance, job satisfaction and work retention, as well as overall work group productivity. An intervention was designed to take into account the social nature of the accommodation process and pilot tested with 12 workers who were out on a short term disability leave with a psychiatric diagnosis and their work groups. Based on a psychoeducational model, the intervention educates the work group about what it means to work with a disability, provides a safe environment where the worker with disability and coworkers can share concerns about the impact of accommodation on the group, informs about the accommodation process and specifies strategies to help the worker with disability best meet job requirements. Key intervention components include 1) the development of a disclosure plan since workplace intervention cannot occur without disclosure, 2) a systematic method for identifying the work group members, 3) a formal psychoeducation training that includes the supervisor, identified work group members, and the individual in the work organization who has the authority to approve accommodations, and 4) on-going follow up support to the supervisor and worker with disability. Although generalizability of the findings is limited because of the small sample size and its application only to those with mental health conditions, they support the importance of this approach to employment outcomes for people with disabilities. First, findings suggest that the rehabilitation process cannot stop at placement. Providers must be willing and able to enter the workplace with their clients. This requires providers to take on new roles such as educators, interpreters, negotiators and trainers. Disclosure must lose its status as a taboo topic. Providers and workers with disabilities must come to understand the risks and benefits of disclosure, and, when the decision is made to disclose, must have a formal, structured plan for carrying it out. Finally, workplace intervention must take into account the social context and provide the opportunity for communication and interaction in order to insure the success of the accommodations.

Workplace Accommodation as a Social Process

An overview of disability management -- Legislation affecting disability management practices -- Components of a disability management program -- Preparing to implement disability management : an organizational perspective -- Laying out the policy on disability management -- Case management as a disability management tool -- Ensuring continuity of disability management -- Profiles of corporate disability management programs -- How do we know disability management will work?.

Disability Management: A Complete System to Reduce Costs, Increase Productivity, Meet Employee Needs, and Ensure Legal Compliance

Results from an investigation of the role of supervisors in the process of adjusting to work with a disabling condition are presented. Workers with disabling conditions were interviewed about the responsiveness of their workplaces to their needs. Analyses showed that successful adjustment to work was related to the ability to complete job requirements, get along with others at work, see a future at work and feel good about work. Many supervisory behaviors were associated with these factors including the extent to which supervisors treat workers fairly, allow workers to participate in decisions related to their work and utilize the workers' skills. Implications for the development of workplace policy and disability management efforts are discussed.

The role of the supervisor in successful adjustment to work with a disabling condition: Issues for disability policy and practice

OBJECTIVE: This study explored the likelihood of and identified the factors related to securing and sustaining jobs for people with psychiatric disabilities in New York State who received vocational services through an outcomes-based reimbursement program. METHODS: Quantitative and qualitative data were collected over two years to characterize placement and retention through the performance-based contracting demonstration. Seven social service agencies located statewide were contracted by the New York State Office of Mental Health to provide vocational services to people with mental health conditions through the performance-based contracting milestone structure, which established incremental steps toward the goal of sustained integrated competitive employment at which providers were reimbursed. Intake was continuous throughout the demonstration period, from December 2000 to December 2002. Key outcomes included placement in employment, time to placement, and job retention. RESULTS: Data were examined for t...

https://ps.psychiatryonline.org/doi/pdf/10.1176/appi.ps.56.11.1429

Lauren B. Gates

Papers

Developing strategies to integrate peer providers into the staff of mental health agencies.

Workplace Accommodation as a Social Process

Disability Management: A Complete System to Reduce Costs, Increase Productivity, Meet Employee Needs, and Ensure Legal Compliance

The role of the supervisor in successful adjustment to work with a disabling condition: Issues for disability policy and practice

Outcomes-based funding for vocational services and employment of people with mental health conditions.