IEEE 802.15.4: a Federating Communication Protocol for Time-Sensitive Wireless Sensor Networks

Wireless Sensor Networks (WSNs) have been attracting increasing interests for developing a new generation of embedded systems with great potential for many applications such as surveillance, environment monitoring, emergency medical response and home automation. However, the communication paradigms in WSNs differ from the ones attributed to traditional wireless networks, triggering the need for new communication protocols. In this context, the recently standardised IEEE 802.15.4 protocol presents some potentially interesting features for deployment in wireless sensor network applications, such as power-efficiency, timeliness guarantees and scalability. Nevertheless, when addressing WSN applications with (soft/hard) timing requirements some inherent paradoxes emerge, such as power-efficiency versus timeliness, triggering the need of engineering solutions for an efficient deployment of IEEE 802.15.4 in WSNs. In this technical report, we will explore the most relevant characteristics of the IEEE 802.15.4 protocol for wireless sensor networks and present the most important challenges regarding time-sensitive WSN applications. We also provide some timing performance and analysis of the IEEE 802.15.4 that unveil some directions for resolving the previously mentioned paradoxes.

Unlimited or disrupted communication? How does the development of the mobile phone effect our ability of social action?

The aim of this essay is to discuss the thesis of the German Sociologist G��nter Burkhart that in modern societies a phenomenon appeared which he calls ���handymania���, an excessive and nearly addictive use of the mobile phones especially from adolescents. After a short overview about the history of the cell phone, I will relate this development to J��rgen Habermas ���theory of communicative action���, more precisely to his diagnosis of a pathological society (���lifeworld���) to find out if the ���handymania��� could be one expression of it. Adjacent I will present social-psychological theories from E.H.Erikson and Tilmann Habermas to ascertain whether juveniles could really be a high-risk group for this kind of addiction. I will focus on the ability to communicate in an Habermasian way that could be seriously harmed by the unregulated usage of cell phones.

Pol��tica(s) de sa��de no trabalho : um inqu��rito sociol��gico ��s empresas portuguesas

Resumo Pol��tica(s) de sa��de no trabalho: um inqu��rito sociol��gico ��s empresas portuguesas A literatura portuguesa sobre pol��ticas, programas e actividades de Seguran��a, Higiene e Sa��de no Trabalho (abreviadamente, SH&ST) �� ainda escassa. Com este projecto de investiga����o pretende-se (i) colmatar essa lacuna, (ii) melhorar o conhecimento dos sistemas de gest��o da sa��de e seguran��a no trabalho e (iii) contribuir para a protec����o e a promo����o da sa��de dos trabalhadores. Foi constru��da uma tipologia com cinco grupos principais de pol��ticas, programas e actividades: A (Higiene & Seguran��a no Trabalho / Melhoria do ambiente f��sico de trabalho); B (Avalia����o de sa��de / Vigil��ncia m��dica / Presta����o de cuidados de sa��de); C (Preven����o de comportamentos de risco/ Promo����o de estilos de vida saud��veis); D (Interven����es a n��vel organizacional / Melhoria do ambiente psicossocial de trabalho); E (Actividades e programas sociais e de bem-estar). Havia uma lista de mais de 60 actividades poss��veis, correspondendo a um ��ndice de realiza����o de 100%. Foi concebido e desenhado, para ser auto-administrado, um question��rio sobre Pol��tica de Sa��de no Local de Trabalho. Foram efectuados dois mailings, e um follow-up telef��nico. O trabalho de campo decorreu entre a primavera de 1997 e o ver��o de 1998. A amostra (n=259) �� considerada representativa das duas mil maiores empresas do pa��s. Uma em cada quatro �� uma multinacional. A taxa de sindicaliza����o rondava os 30% da popula����o trabalhadora, mas apenas 16% dos respondentes assinalou a exist��ncia de representantes dos trabalhadores eleitos para a SH&ST. A hip��tese de investiga����o principal era a de que as empresas com um sistema integrado de gest��o da SH&ST seriam tamb��m as empresas com um (i) maior n��mero de pol��ticas, programas e actividades de sa��de; (ii) maior ��ndice de sa��de; (iii) maior ��ndice de realiza����o; e (iv) maior percentagem dos encargos com a SH&ST no total da massa salarial. As actividades de tipo A e B, tradicionalmente associadas �� SH&ST, representavam, s�� por si, mais de 57% do total. Os resultados, correspondentes ��s respostas da Sec����o C do question��rio, apontam, para (i) a hipervaloriza����o dos exames de medicina do trabalho; e por outro para (ii) o subaproveitamento de um vasto conjunto de actividades (nomeadamente as de tipo D e E), que s��o correntemente levadas a cabo pelas empresas e que nunca ou raramente s��o pensadas em termos de protec����o e promo����o da sa��de dos trabalhadores. As actividades e os programas de tipo C (Preven����o de comportamentos de risco/Promo����o de estilos de vida saud��veis), ainda eram as menos frequentes entre n��s, a seguir aos Programas sociais e de bem-estar (E). �� a exist��ncia de sistemas de gest��o integrados de SH&ST, e n��o o tamanho da empresa ou outra caracter��stica sociodemogr��fica ou t��cnico-organizacional, que permite predizer a frequ��ncia de pol��ticas de sa��de mais activas e mais inovadores. Os tr��s principais motivos ou raz��es que levam as empresas portuguesas a investir na protec����o e promo����o da sa��de dos seus trabalhadores eram, por ordem de frequ��ncia, (i) o absentismo em geral; (ii) a produtividade, qualidade e/ou competitividade, e (iii) a filosofia de gest��o ou cultura organizacional. Quanto aos tr��s principais benef��cios que s��o reportados, surge em primeiro lugar (i) a melhoria da sa��de dos trabalhadores, seguida da (ii) melhoria do ambiente do ambiente de trabalho e, por fim, (iii) a melhoria da produtividade, qualidade e/ou competitividade.Quanto aos tr��s principais obst��culos que se p��em, em geral, ao desenvolvimento das iniciativas de sa��de, eles seriam os seguintes, na percep����o dos respondentes: (i) a falta de empenho dos trabalhadores; (ii) a falta de tempo; e (iii) os problemas de articula����o/ comunica����o a n��vel interno. Por fim, (i) o empenho das estruturas hier��rquicas; (ii) a cultura organizacional prop��cia; e (iii) o sentido de responsabilidade social surgem, destacadamente, como os tr��s principais factores facilitadores do desenvolvimento da pol��tica de sa��de no trabalho. Tantos estes factores como os obst��culos s��o de natureza end��gena, suscept��veis portanto de controlo por parte dos gestores. Na sua generalidade, os resultados deste trabalho p��em em evid��ncia a fraqueza te��ricometodol��gica de grande parte das iniciativas de sa��de, realizadas na d��cada de 1990. Muitas delas seriam medidas avulsas, que se inserem na gest��o corrente das nossas empresas, e que dificilmente poder��o ser tomadas como express��o de uma pol��tica de sa��de no local de trabalho, (i) definida e assumida pela gest��o de topo, (ii) socialmente concertada, (iii) coerente, (iv) baseada na avalia����o de necessidades e expectativas de sa��de dos trabalhadores, (v) divulgada, conhecida e partilhada por todos, (vi) contingencial, flex��vel e integrada, e, por fim, (vii) orientada por custos e resultados. Segundo a Declara����o do Luxemburgo (1997), a promo����o da sa��de engloba o esfor��o conjunto dos empregadores, dos trabalhadores, do Estado e da sociedade civil para melhorar a seguran��a, a sa��de e o bem-estar no trabalho, objectivo isso que pode ser conseguido atrav��s da (i) melhoria da organiza����o e das demais condi����es de trabalho, da (ii) participa����o efectiva e concreta dos trabalhadores bem como do seu (iii) desenvolvimento pessoal. Abstract Health at work policies: a sociological inquiry into Portuguese corporations Portuguese literature on workplace health policies, programs and activities is still scarce. With this research project the author intends (i) to improve knowledge on the Occupational Health and Safety (shortly thereafter, OSH) management systems and (ii) contribute to the development of health promotion initiatives at a corporate level. Five categories of workplace health initiatives have been identified: (i) Occupational Hygiene and Safety / Improvement of Physical Working Environment (type A programs); (ii) Health Screening, Medical Surveillance and Other Occupational Health Care Provision (type B programs); (iii) Preventing Risk Behaviours / Promoting Healthy Life Styles (type C programs); (iv) Organisational Change / Improvement of Psycho-Social Working Environment (type D programs); and (v) Industrial and Social Welfare (type E programs). A mail questionnaire was sent to the Chief Executive Officer of the 1500 largest Portuguese companies, operating in the primary and secondary sectors (��� 100 employees) or tertiary sector (��� 75 employees). Response rate has reached about 20% (259 respondents, representing about 300 companies). Carried out between Spring 1997 and Summer 1998, the fieldwork has encompassed two direct mailings and one phone follow-up. Sample is considered to be representative of the two thousand largest companies. One in four is a multinational. Union membership rate is about 30%, but only 16% has reported the existence of a workers��� health and safety representative. The most frequent workplace health initiatives were those under the traditional scope of the OSH field (type A and B programs) (57% of total) (e.g., Periodical Medical Examinations; Individual Protective Equipment; Assessment of Working Ability). In SMEs (< 250) it was less likely to find out some time-consuming and expensive activities (e.g., Training on OSH knowledge and skills, Improvement of environmental parameters as ventilation, lighting, heating).There were significant differences in SMEs, when compared with the larger ones (��� 250) concerning type B programs such as Periodical medical examinations, GP consultation, Nursing care, Other medical and non-medical specialities (e.g., psychiatrist, psychologist, ergonomist, physiotherapist, occupational social worker). With regard to type C programs, there were a greater percentage of programs centred on Substance abuse (tobacco, alcohol, and drug) than on Other health risk behaviours. SMEs representatives reported very few prevention- oriented programs in the field of Drug abuse, Nutrition, Physical activity, Off- job accidents, Blood pressure or Weight control. Frequency of type D programs included Training on Human Resources Management, Training on Organisational Behaviour, Total Quality Management, Job Design/Ergonomics, and Workplace rehabilitation. In general, implementation of this type of programs (Organisational Change / Improvement of Psychosocial Working Environment) is not largely driven by health considerations. Concerning Industrial and Social Welfare (Type E programs), the larger employers are in a better position than SMEs to offer to their employees a large spectrum of health resources and facilities (e.g., Restaurant, Canteen, Resting room, Transport, Infra-structures for physical activity, Surgery, Complementary social protection, Support to recreational and cultural activities, Magazine or newsletter, Intranet). Other workplace health promotion programs like Training on Stress Management, Employee Assistance Programs, or Self-help groups are uncommon in the Portuguese worksites. The existence of integrated OSH management systems, not the company size, is the main variable explaining the implementation of more active and innovative workplace health policies in Portugal. The three main prompting factors reported by employers for health protection and promotion initiatives are: (i) Employee absenteeism; (ii) Productivity, quality and/or competitiveness; and (iii) Corporate culture/management philosophy. On the other hand, (i) Improved staff���s health, (ii) Improved working environment and (iii) Improved productivity, quality and/or competitiveness were the three main benefits reported by companies��� representatives, as a result of successful implementation of workplace health initiatives. (i) Lack of staff commitment; (ii) Lack of time; and (iii) Problems of co-operation and communication within company or establishment (iii) are perceived to be the main barriers companies must cope with. Asked about the main facilitating factors, these companies have pointed out the following ones: (i) Top management commitment; (ii) Corporate culture; and (iii) Sense of social responsibility. This sociological research report shows the methodological weaknesses of workplace health initiatives, carried out by Portuguese companies during the last ���90s. In many cases, these programs and actions were not part of a corporate health strategy and policy, (i) based on the assessment of workers��� health needs and expectancies, (ii) advocated by the employer or the chief executive officer, (ii) planned and implemented with the staff consultation and participation or (iv) evaluated according to a cost-benefit analysis. In short, corporate health policy and action were still rather based on more traditional OSH approaches and should be reoriented towards Workplace Health Promotion (WHP) approach. According to the Luxembourg Declaration of Workplace Health Promotion in the European Union (1997), WHP is ���a combination of: (i) improving the work organisation and environment; (ii) promoting active participation; (iii) encouraging personal development���.R��sum��e Politique(s) de sant�� au travail: une enqu��te sociologique aux entreprises portugaises Au Portugal on ne sait presque rien des politiques de sant�� au travail, adopt��s par les entreprises. Avec ce projet de recherche, on veut (i) am��liorer la connaissance sur les syst��mes de gestion de la sant�� et de la s��curit�� au travail et, au m��me temps, (ii) contribuer au d��veloppement de la promotion de la sant�� des travailleurs. Une typologie a ��t�� us��e pour identifier les politiques, programmes et actions de sant�� au travail: A. Am��lioration des conditions de travail / S��curit�� au travail; B. M��decine du travail /Sant�� au travail; C. Pr��vention des comportements de risque / Promotion de styles de vie sains; D. Interventions organisationnelles / Am��lioration des facteurs psychosociaux au travail; E. Gestion de personnel et bien-��tre social. Un questionnaire postal a ��t�� envoy�� au repr��sentant maximum des grandes entreprises portugaises, industrielles (��� 100 employ��s) ou des services (��� 75 employ��s). Le taux de r��ponse a ��t�� environ 20% (259 r��pondants, concernant trois centaines d���entreprises et d�����tablissements). La recherche de champ, conduite du printemps 1997 �� l�����t�� 1998, a compris deux enqu��tes postales et un follow-up t��l��phonique. L����chantillon est repr��sentatif de la population des deux miles plus grandes entreprises. Un quart sont des multinationales. Le taux de syndicalisation est d���environ 30%. Toutefois, il y a seulement 16% de lieux de travail avec des repr��sentants du personnel pour la sant�� et s��curit�� au travail. Les initiatives de sant�� au travail les plus communes sont celles concernant le domaine plus traditionnel (types A et B) (57% du total): par exemple, les examens de m��decine du travail, l�����quipement de protection individuelle, les tests d���aptitude au travail. En ce qui concerne les programmes de type C, les plus fr��quents sont le contr��le et la pr��vention des addictions (tabac, alcool, drogue). Les interventions dans le domaine de du syst��me technique et organisationnelle du travail peuvent comprendre les courses de formation en gestion de ressources humaines ou en psychosociologie des organisations, l���ergonomie, le travail post�� ou la gestion de la qualit�� totale. En g��n��ral, la protection et la promotion de la sant�� des travailleurs ne sont pas prises en consid��ration dans l���impl��mentation des initiatives de type D. Il y a des diff��rences quand on compare les grandes entreprises et les moyennes en mati��re de politique de gestion du personnel e du bien-��tre (programmes de type E, y compris l���allocation de ressources humaines ou logistiques comme, par exemple, restaurant, journal d���entreprise, transports, installations et ��quipements sportifs). D���autres activit��s de promotion de la sant�� au travail comme la formation en gestion du stress, les programmes d��� assistance aux employ��s, ou les groupes de soutien et d���auto-aide sont encore tr��s peu fr��quents dans les entreprises portugaises. C���est le syst��me int��gr�� de gestion de la sant�� et de la s��curit�� au travail, et non pas la taille de l���entreprise, qui aide �� pr��dire l���existence de politiques actives et innovatrices dans ce domaine. Les trois facteurs principaux qui encouragent les actions de sant�� (prompting factors, en anglais) sont (i) l���absent��isme (y compris la maladie), (ii) les probl��mes li��s �� la productivit��, qualit�� et/ou la comp��titivit��, et aussi (iii) la culture de l���entreprise/philosophie de gestion. Du cot�� des b��n��fices, on a obtenu surtout l���am��lioration (i) de la sant�� du personnel, (ii) des conditions de travail, et (iii) de la productivit��, qualit�� et/ou comp��titivit��.Les facteurs qui facilitent les actions de sant�� au travail sont (i) l���engagement de la direction, (ii) la culture de l���entreprise, et (iii) le sens de responsabilit�� sociale. Par contre, les obstacles �� surmonter, selon les organisations qui ont r��pondu au questionnaire, seraient surtout (i) le manque d���engagement des travailleurs et de leur repr��sentants, (ii) le temps insuffisant, et (iii) les probl��mes de articulation/communication au niveau interne de l���entreprise/��tablissement. Ce travail de recherche sociologique montre la faiblesse m��thodologique des services et activit��s de sant�� et s��curit�� au travail, mis en place par les entreprises portugaises dans les ann��es de 1990, �� la suite des accords de concertation sociale de 1991. Dans beaucoup de cas, (i) ces politiques de sant�� ne font pas partie encore d���un syst��me int��gr�� de gestion, (ii) il n���a pas d�����valuation des besoins et des expectatives des travailleurs, (iii) c���est tr��s bas ou inexistant le niveau de participation du personnel, (iv) on ne fait pas d���analyse co��t-b��n��fice. On peut conclure que les politiques de sant�� au travail sont plus proches de la m��decine du travail et de la s��curit�� au travail que de la promotion de la sant�� des travailleurs. Selon la D��claration du Luxembourg sur la Promotion de la Sant�� au Lieu de Travail dans la Communaut�� Europ��enne (1997), celle-ci �� comprend toutes les mesures des employeurs, des employ��s et de la soci��t�� pour am��liorer l'��tat de sant�� et le bien ��tre des travailleurs �� e �� ceci peut ��tre obtenu par la concentration des efforts dans les domaines suivants: (i) am��lioration de l'organisation du travail et des conditions de travail ; (ii) promotion d'une participation active des collaborateurs ; (iii) renforcement des comp��tences personnelles ��.

LSP communication in a digital age: the outcomes of teaching and learning in tertiary education

This paper discusses the changes brought by the communication revolution in teaching and learning in the scope of LSP. Its aim is to provide an insight on how teaching which was bi-dimensional, turned into a multidimensional system, gathering other complementary resources that have transformed, in a incredibly short time, the ways we receive share and store information, for instance as professionals, and keep in touch with our peers. The increasing rise of electronic publications, the incredible boom of social and professional networks, search engines, blogs, list servs, forums, e-mail blasts, Facebook pages, YouTube contents, Tweets and Apps, have twisted the way information is conveyed. Classes ceased to be predictable and have been empowered by digital platforms, innumerous and different data repositories (TILDE, IATE, LINGUEE, and so many other terminological data banks) that have definitely transformed the academic world in general and tertiary education in particular. There is a bulk of information to be digested by students, who are no longer passive but instead responsible and active for their academic outcomes. The question is whether they possess the tools to select only what is accurate and important for a certain subject or assignment, due to that overflow? Due to the reduction of the number of course years in most degrees, after the implementation of Bologna and the shrinking of the curricula contents, have students the possibility of developing critical thinking? Both teaching and learning rely on digital resources to improve the speed of the spreading of knowledge. But have those changes been effective to promote really communication? Furthermore, with the increasing Apps that have already been developed and will continue to appear for learning foreign languages, for translation among others, will the students feel the need of learning them once they have those Apps. These are some the questions we would like to discuss in our paper.

���Thy love afar is spite at home' Emerson, Thoreau and Carey: an alternative perspective of communication in US

The conquest of the West by the stagecoaches and then by railway, Ford and the automobile civilization, the Moon landing by Apollo 11, Microsoft, Apple, CNN, Google and Facebook have appeared to us as celebratory examples of the willingness and ability of the US to overcome the distance and the absence through so-called modern progress of transportation and communication. Undoubtedly, the imaginary and the instrumental power associated to transports and communication of the last century and a half are identified with the mental images that the world has of the US. A world that has eagerly imported and copy their technology and technological culture. Beyond the illusions, this attempting, which has always been praised to transcende space and eclipse the time to get to places and peole increasingly distant and fast, has always a dark side: the political control of population, commercial advertising, the spread of the rumors, noise and gossip. However, since at least the nineteenth century, the political project incorporated in modern transportation and communication technologies was not shared by some of the most remarkable thinkers in the US not only in that century, but also in the 20th century. This paper begins by rescue Ralph W. Emerson and Henry D. Thoreau legacy regarding to communication. Emerson conceived communication as a give-and-take with no coordination between the two, and does not involve contact with the other. Thoreau, in turn, argued that modern trasnportation and communications inventions are but pretty toys which distract attention from serious things, nothing more than 'improved means to an end that is not perfected.' Secondly, we show that this skeptical view of the techological improvement of transport and communication was proceed in an original way with James W. Carey, a media studies thinker who became known for his criticism of the transmission view of communication.

Group-to-group bidirectional Wi-Fi direct communication with two relay nodes

The current capabilities of mobile phones in terms of communication, processing and storage, enables its use to form autonomous networks of devices that can be used in case of collapse or inexistent support from a communication infrastructure. In this paper, we propose a network configuration of nodes that provides high-speed bidirectional device-to-device communication, with symmetrical data transfer rates, in Wi-Fi Direct multi-group scenarios, without using performance hindering broadcasts. Copyright �� 2015 ICST.

Server to Mobile Device Communication: A Case Study

Develop a client-server application for a mobile environment can bring many challenges because of the mobile devices limitations. So, in this paper is discussed what can be the more reliable way to exchange information between a server and an Android mobile application, since it is important for users to have an application that really works in a responsive way and preferably without any errors. In this discussion two data transfer protocols (Socket and HTTP) and three serialization data formats (XML, JSON and Protocol Buffers) were tested using some metrics to evaluate which is the most practical and fast to use.

Communication and choice in yeast mating

Disserta����o apresentada para obten����o do grau de doutor em Biologia de Sistemas pelo Instituto de Tecnologia Qu��mica e Biol��gica da Universidade Nova de Lisboa.

Smart Grid Communication Technologies in the Brazilian Electrical Sector

Intelligent electrical grids can be considered as the next generation of electrical energy transportation. The enormous potential leads to worldwide focus of research on the technology of smart grids. This paper aims to present a review of the Brazilian electricity sector in context with the integration of communication technologies for smart grids. The work gives an overview of the generation, transmission and distribution of electrical energy in the Brazil and a brief summary of the current electricity market. Smart grid technologies are introduced and the requirements for the Brazilian power system are pointed out. Various technologies for communication within an intelligent network are presented and their characteristics, advantages and disadvantages are compared to the Brazilian conditions. In addition, a summary is given of current pilot projects for Smart Grid technologies within Brazil, as well as a presentation of individual selected projects.

A Communication and Resources Management Scheme to Support the Smart Grid Integration of Multiplayers Access to Resources Information

The increasing and intensive integration of distributed energy resources into distribution systems requires adequate methodologies to ensure a secure operation according to the smart grid paradigm. In this context, SCADA (Supervisory Control and Data Acquisition) systems are an essential infrastructure. This paper presents a conceptual design of a communication and resources management scheme based on an intelligent SCADA with a decentralized, flexible, and intelligent approach, adaptive to the context (context awareness). The methodology is used to support the energy resource management considering all the involved costs, power flows, and electricity prices leading to the network reconfiguration. The methodology also addresses the definition of the information access permissions of each player to each resource. The paper includes a 33-bus network used in a case study that considers an intensive use of distributed energy resources in five distinct implemented operation contexts.

Bacterial inter-species communication mediated by the autoinducer-2 signal

Dissertation presented to obtain the Ph.D degree in Biology by Universidade Nova de Lisboa, Instituto de Tecnologia Qu��mica e Biol��gica, Instituto Gulbenkian de Ci��ncia.

AUV Control and Communication using Underwater Acoustic Networks

Underwater acoustic networks can be quite effective to establish communication links between autonomous underwater vehicles (AUVs) and other vehicles or control units, enabling complex vehicle applications and control scenarios. A communications and control framework to support the use of underwater acoustic networks and sample application scenarios are described for single and multi-AUV operation.

A Communication Intervention for Training Southern European Oncologists to Recognize Psychosocial Morbidity in Cancer. I - Development of the Model and Preliminary Results on Physicians' Satisfaction

BACKGROUND: The detection of psychosocial distress is a significant communication problem in Southern Europe and other countries. Work in this area is hampered by a lack of data. Because not much is known about training aimed at improving the recognition of psychosocial disorders in cancer patients, we developed a basic course model for medical oncology professionals. METHODS: A specific educational and experiential model (12 hours divided into 2 modules) involving formal teaching (ie, journal articles, large-group presentations), practice in small groups (ie, small-group exercises and role playing), and discussion in large groups was developed with the aim of improving the ability of oncologists to detect emotional disturbances in cancer patients (ie, depression, anxiety, and adjustment disorders). RESULTS: A total of 30 oncologists from 3 Southern European countries (Italy, Portugal, and Spain) participated in the workshop. The training course was well accepted by most participants who expressed general satisfaction and a positive subjective perception of the utility of the course for clinical practice. Of the total participants, 28 physicians (93.3%) thought that had they been exposed to this material sooner, they would have incorporated the techniques received in the workshop into their practices; 2 participants stated they would likely have done so. Half of the doctors (n = 15) believed that their clinical communication techniques were improved by participating in the workshop, and the remaining half thought that their abilities to communicate with cancer patients had improved. CONCLUSIONS: This model is a feasible approach for oncologists and is easily applicable to various oncology settings. Further studies will demonstrate the effectiveness of this method for improving oncologists skills in recognizing emotional disorders in their patients with cancer.