jonathonclymo@outlook.com It has been two decades since Sritharan wrote that the Modernising Medical Careers initiative would increase the “lost tribe” of senior house officers (SHOs)1 and three ...decades since Dillner reported the original tribe lost.2 Then, 0.5% of SHOs were not in training, now it is more than 50%.34 In 2020, 70% of SHOs took time out with a “foundation year 3”—up from 19% in 201035—to explore their choice of specialty, gain clinical competence, and improve their CV.6 Modernising Medical Careers was meant to achieve the same but without time wasted.1 So what is the difference between time wasted and time out? Nov 2023. https://www.gmc-uk.org/about/what-we-do-and-why/data-and-research/the-state-of-medical-education-and-practice-in-the-uk/workforce-report 4 Rimmer A. NHS must let doctors work more flexibly throughout their careers, says GMC. Health Education England, 2022. https://www.hee.nhs.uk/sites/default/files/documents/F3_Phenomenon_Final.pdf 6 Church H, Agius S, Jenkins L. The post-foundation training break (“F3”): evaluating its impact on postgraduate medical training.
This paper investigates what types of Instagram marketing tools are the most effective in relation to Generation Z's impulse purchasing behaviour within fashion industry in the context of the United ...Kingdom. The research applies Stimulus-Organism-Response model to the context of Instagram. The findings of this qualitative study based on eight extensive focus groups conclude that there are significant gender differences in relation to impulse purchasing behaviour on Instagram. Instagram is vastly influential in encouraging impulse purchases amongst females, however, this was not the case for male participants. A revised Stimulus-Organism-Response model is proposed to Instagram, concluding that advertisements, opinion leaders and user-generated content act as stimuli (S) in evoking positive emotions (O), which subsequently trigger impulse purchases (R) in Generation Z females.
Introduction Today’s labor market is comprised of different generations and in the near future, the majority of it will consist of Generation Z. In this respect, it is of great importance to know the ...perspective of Generation Z, which will take its place in leadership positions in organizations, on leadership and what kind of leader they will be. The present study probes to investigate how Generation Z will become a leader and their perspective on leadership. In this regard, the study aims to offer suggestions and guidance to the literature and organizations by providing information on what kind of leaders they will be as well as knowing the characteristics of Generation Z leaders. Methods In the study conducted Generation Z, employed in the IT sector, semi-structured interviews were held with 13 participants. While analyzing the data obtained from the interviews, the MAXQDA 2020 program was utilized and the thematic analysis method was applied. Results In our findings about how Generation Z will be leaders in the future, two themes were identified, which include intra-organizational communication and working conditions. In the light of findings on the leadership of Generation Z, the sub-themes of being supportive, empathetic, egoless, managing people well and managing with love and respect were reached on the theme of intra-organizational communication. On the other hand, on the theme of working conditions, sub-themes such as providing training, offering payment according to output, preferring flexible working hours, being friendly, assigning appropriate work to the employee, being fun and not giving importance to gender were identified. Discussion The results revealed that Generation Z prefers managing their team with a people-oriented approach when they take leadership positions. From their perspective, the leader should understand and value his employees. Leaders who know the expectations of Generation Z will contribute to their organizations. In addition, organizations should improve their leadership skills by providing leadership training for Generation Z, who will be leaders in the future. In this way, they will make investment both in their leaders and their organizations.
Commanding and managing a military formation is never easy, but it can be even more challenging when the commander has less professional experience than his subordinates. In such a situation, very ...quickly, the commander can lose the trust of his subordinates, due to the little experience and uncertainty he feels at the moment.
Why We Work
The New England journal of medicine,
02/2024, Letnik:
390, Številka:
6
Journal Article
Recenzirano
Why We Work — NOS Episode 2.2In this podcast episode, Lisa Rosenbaum explores the shift in people’s perceptions of work’s role in our lives and its effects on medical training and the psychological ...satisfaction of physicians.
