Cross-Cultural Communication in Oncology: Challenges and Training Interests.

PURPOSE/OBJECTIVES: To survey oncology nurses and oncologists about difficulties in taking care of culturally and linguistically diverse patients and about interests in cross-cultural training.
. DESIGN: Descriptive, cross-sectional.
. SETTING: Web-based survey.
. SAMPLE: 108 oncology nurses and 44 oncologists. 
. METHODS: 31-item questionnaire derived from preexisting surveys in the United States and Switzerland.
. MAIN RESEARCH VARIABLES: Self-rated difficulties in taking care of culturally and linguistically diverse patients and self-rated interests in cross-cultural training.
. FINDINGS: All respondents reported communication difficulties in encounters with culturally and linguistically diverse patients. Respondents considered the absence of written materials in other languages, absence of a shared common language with patients, and sensitive subjects (e.g., end of life, sexuality) to be particularly problematic. Respondents also expressed a high level of interest in all aspects of cross-cultural training (task-oriented skills, background knowledge, reflexivity, and attitudes). Nurses perceived several difficulties related to care of migrants as more problematic than physicians did and were more interested in all aspects of cross-cultural training. 
. CONCLUSIONS: The need for cross-cultural training is high among oncology clinicians, particularly among nurses.
. IMPLICATIONS FOR NURSING: The results reported in the current study may help nurses in decision-making positions and educators in introducing elements of cross-cultural education into oncology curricula for nurses. Cross-cultural training should be offered to oncology nurses.

Stratégies de communication au service de la formation: quelques outils pratiques [Effective communication strategies to frame the trainer-trainee dialogue in the clinical setting].

Communication between trainer and trainee plays a central role in teaching and learning in the clinical environment. There are various strategies to frame the dialogue between trainee and trainer. These strategies allow trainers to be more effective in their supervision, which is important in our busy clinical environment. Communication strategies are well adapted to both in- and out-patient settings, to both under- and postgraduate contexts. This article presents three strategies that we think are particularly useful. They are meant to give feedback, to ask questions and to present a case.

Gestion et communication de l'information en surveillance biologique. Une approche éthique et interdisciplinaire [Biomonitoring information management and communication: an ethical and interdisciplinary perspective]

This study explores biomonitoring communication with workers exposed to risks. Using a qualitative approach, semi-directive interviews were performed. Results show that occupational physicians and workers share some perceptions, but also point out communication gaps. Consequently, informed consent is not guaranteed. This article proposes some recommendations for occupational physicians' practices.

Communication skills in diagnostic pathology.

Communication is an essential element of good medical practice also in pathology. In contrast to technical or diagnostic skills, communication skills are not easy to define, teach, or assess. Rules almost do not exist. In this paper, which has a rather personal character and cannot be taken as a set of guidelines, important aspects of communication in pathology are explored. This includes what should be communicated to the pathologist on the pathology request form, communication between pathologists during internal (interpathologist) consultation, communication around frozen section diagnoses, modalities of communication of a final diagnosis, with whom and how critical and unexpected findings should be communicated, (in-)adequate routes of communication for pathology diagnoses, who will (or might) receive pathology reports, and what should be communicated and how in case of an error or a technical problem. An earlier more formal description of what the responsibilities are of a pathologist as communicator and as collaborator in a medical team is added in separate tables. The intention of the paper is to stimulate reflection and discussion rather than to formulate strict rules.

Savoir-faire communicationnels et communication des compétences en Master de spécialisation ès Lettres

Notre article porte sur la mise en oeuvre d'un dispositif de portfolio en ligne (ePortfolio) dans le cadre d'un Master de spécialisation ès lettres en Analyse des discours et de la communication publics. Dans le but d'améliorer la transférabilité de compétences académiques vers les contextes professionnels, l'équipe enseignante de ce Master a créé un ensemble d'activités permettant à l'étudiant de prendre conscience des compétences qu'il a développées et d'apprendre à mieux communiquer celles-ci. La démarche articule deux dimensions : réflexive et communicative. Sur le premier point, le projet se focalise sur le développement de l'attitude réflexive de l'étudiant par rapport à son apprentissage. Sur le second point, le projet se concentre sur le développement d'une aptitude à communiquer ses compétences. Vu la nature du cursus, communiquer à propos de ses compétences reflète précisément des compétences à communiquer et ce type de savoir-faire discursif représente une distinction essentielle par rapport à d'autres filières de formation en communication.

La integración de Internet en la educación escolar española : situación actual y perspectivas de futuro

The main objectives and findings of this first research report are presented in this chapter."The Implementation of the Internet in the Spanish Education System: State of Affairs and Future Prospects" is a large-scale research project that seeks to obtain relevant data about the introduction and dissemination of Information and Communication Technology, particularly the internet, in the practical and organizational general procedures of the Spanish schools and high schools. The project articulates the processes of ICT implementation on the primary and secondary education levels embracing a holistic approach, propped up by an empirical and analytical research methodology. Thus, our survey does not intend to detect which is the impact of ICT on school activities but how all the agents involved in the school community incorporate ICT and what use they make of it. We are especially interested in identifying the teachers' pedagogical and professional uses of ICT, how students use it in their activities and to what extent it contributes in reinforcing teamwork and participation proceedings in the institutions, as well as the relations between the latter and their context. It is also of our interest to know the factors that exert the strongest influence on the way teachers, head teachers and students make use of ICT. Finally, we intend to identify the ways ICT may contribute to the improvementof educational practices.

Exploring the link between flexible working and organizational performance

The expansion of flexible work experienced since the 1980s in developed economies is consistent with a more generic trend towards organizational flexibility, which many authors see as essential in order to compete in the dynamic global environment (Volberda, 1998). From this point of view, the changing demands of the environment have forced organizations to seek the ability to adapt rapidly and effectively as a means to be successful or even to survive. In the quest for flexibility, every area of the organization has been scrutinized in order to render it as ¿agile¿ as possible. In the human resources arena, this analysis has led to the definition of diverse ¿flexible working practices¿ (FWP) that describe a wide range of employment practices, which differ from the traditional full-time job with a fixed salary and a permanent contract. These practices have been described using other terms, such as ¿alternative¿ (Polivka, 1996; Powell & Mainiero, 1999), ¿non-standard¿ (Kalleberg, 2000), or ¿atypical¿ (De Grip, Hoevenberg, &m Willems, 1997), which coincide in denoting their divergence from the most traditional forms of employment. This article will show that quite different practices have been embraced by the common term ¿flexible working practices.¿ Subsequently, the results of empirical research regarding the implications for organizational performance of a number of flexible practices will be commented on.

La integración de Internet en la educación escolar española : situación actual y perspectivas de futuro

The main objectives and findings of this first research report are presented in thischapter. "The Implementation of the Internet in the Spanish Education System: State of Affairsand Future Prospects" is a large-scale research project that seeks to obtain relevant data about the introduction and dissemination of Information and Communication Technology, particularly the internet, in the practical and organizational general procedures of the Spanish schools and high schools. The project articulates the processes of ICT implementation on the primary andsecondary education levels embracing a holistic approach, propped up by an empirical and analytical research methodology. Thus, our survey does not intend to detect which is the impact of ICT on school activities but how all the agents involved in the school community incorporate ICT and what use they make of it. We are especially interested in identifying the teachers' pedagogical and professional uses of ICT, how students use it in their activities and to what extent it contributes in reinforcing teamwork andparticipation proceedings in the institutions, as well as the relations between the latter and their context. It is also of our interest to know the factors that exert the strongest influence on the way teachers, head teachers and students make use of ICT. Finally, we intend to identify the ways ICT may contribute to the improvement of educational practices.

Individual Perception of Organizational Values

The objective of this master’s thesis was to examine how corporate values come true among the white-collar employees in the case organization. It was also studied if values were perceived similarly in the different departments. Impact of organizational position and education on value orientation was tested through hypotheses based on earlier values research. There are only few value scales available for measuring organizational values. The empirical study results indicate that personnel’s perception of organizational values can be measured statistically. When defining the scale it is utmost important to link the questions and claims close to the employees’ daily working environment. In this study, Work ethic appeared as the strongest organizational value reflecting respondents’ commitment to their duties. Related to corporate values, Performance was perceived as the strongest value and Emphasis on people the weakest. Value consensus between the departments varied. According to the previous research organizational position and educational level has an impact on value perceptions. In this study, employees in superior position or with higher education perceived organizational values to come true better than subordinates or employees with lower education. Empirical data (N=229) was collected by a web-based survey questionnaire among white-collar employees in the case organization in April 2008. Statistical analyses were performed by SPSS programme.

Henkilöstön hyvinvoinnin kehittäminen teollisuuden pk-yrityksessä

Tässä työssä on tarkasteltu työyhteisön hyvinvointia ja työilmapiiriä tulehduttavia tekijöitä case yrityksessä. Tutkielman tavoitteena on ollut löytää tiedonkulun ja tiimityöskentelyn ongelmiin ratkaisuja. Tutkimusmenetelmänä on käytetty laadullista tutkimusta ja empiirinen materiaali koostuu avoimen anonyymi-kyselyn vastauksien sisällöstä. Kyselyn tuloksista merkittävimmiksi ongelma-alueiksi työyhteisössä muodostuivat tiedonkulun heikkous ja keskinäisen arvostuksen puute. Erityisen positiivisiksi asioiksi työntekijät kokivat fyysisen työturvallisuuden ja luottamuksen työn jatkuvuuteen. Henkilöstövoimavarojen johtamisen vaatimusten kasvaessa muuttuvan liiketoiminnan mukana on erityisesti pienien pk-yrityksen kiinnitettävä huomiota henkilöstöosaston toimintaan ja työlainsäädännön vaateisiin. Yritysten yhä enemmän panostaessa ydinosaamiseensa, korostuu henkilöstöhankinnassa ja henkilöstöjohtamisessa alan erityisosaajien sitouttaminen. Nykypäivänä työntekijät eivät enää motivoidu ainoastaan palkan suuruudesta, vaan vaativat sitoutumisensa vastapainoksi työhyvinvointiin panostamista. Huonon työilmapiirin vallitessa ihmiset alkavat helposti suhtautua työhön ulkokohtaisesti eivätkä halua jakaa omaamaansa tietoa muille.