An Incentive-Based and Community Health Worker Package Intervention to Improve Early Utilization of Antenatal Care: Evidence from a Pilot Randomised Controlled Trial.

Objectives One of the factors linked to South Africa's relatively high maternal mortality ratio is late utilization of antenatal care (ANC). Early utilization is especially important in South Africa due to the high HIV prevalence amongst pregnant women. This study examined the impact of a package intervention, consisting of an incentive called the Thula Baba Box (TBB) and a community health worker (CHW) programme, on early utilization of ANC. Methods A pilot randomised controlled trial consisting of 72 women aged 18 and older was conducted in an urban area in South Africa to evaluate the impact of the package intervention. Women were recruited and randomised into either intervention (n = 39) or control group (n = 33). The intervention group received both the TBB and monthly CHW visits, while the control group followed standard clinical practice. Both groups were interviewed at recruitment and once again after giving birth. The outcomes measured are the timing of first ANC visit and whether they attended more than four times. It is anticipated that the box will also have a beneficial impact on infant health outcomes, but these fall out of the scope of this study. Results Women in the intervention groups sought care on average 1.35 months earlier than the control group. They were also significantly more likely to attend at least four antenatal clinic visits. Conclusions for practice Given the South African context and the importance of early care-seeking behaviour to improve health outcomes of HIV-positive pregnant women, the intervention can help to improve maternal and neonatal health outcomes. Further research is needed to investigate the impact of the two interventions separately, and to see if these findings hold in other communities.

A scoping review of the incentives for a prolonged work life after pensionable age and the importance of "bridge employment".

BACKGROUND: With a growing share of older people in almost every population, discussions are being held worldwide about how to guarantee welfare in the immediate future. Different solutions are suggested, but in this article the focus is on the need to keep older employees active in the labor market for a prolonged time. OBJECTIVE: The aim was to find out and describe the incentives at three system levels for older people 1) wanting, 2) being able, and 3) being allowed to work. MATERIAL: The literature search embraced articles from the databases Scopus, PsycInfo, Cinahl, AgeLine and Business Source Premier, from May 2004 until May 2016. After the removal of 506 duplicates, the selection and analysis started with the 1331 articles that met the search criteria. Of these, 58 articles corresponded with the research questions. METHOD: The design was a 'scoping review' of the research area bridge employment and prolonged work life. RESULTS: The results show that most investigations are conducted on individual-level predictors, research on organizational-level predictors is more scattered, and societal-level predictor information is scarce. CONCLUSIONS: Attitudes and behavior according to a prolonged work life could be summarized as dependent on good health, a financial gain in combination with flexible alternative working conditions.

Nível de satisfação: fator gerador de qualidade de vida no trabalho / Nivel de satisfacción: el factor generador de calidad de vida en el trabajo / Level of satisfaction: factor generator of quality of life at work

Objective: knowing the level of satisfaction of nursing professionals of care to the donor of blood of the Hematology Center Coordinator of palms. Method: Study of exploratory nature of quantitative approach, population composed by 218 employees and sample by 34. The data were collected in September/2016, in answer to the donor, the Hematology Center Coordinator of Palmas, by means of a questionnaire based on the model of Walton. Results: The average number of professionals in the categories of each dimension was 6, satisfied and 5, slightly satisfied, with the exception of the benefits and possibility of career, whose means of both were 4, neutral. The global average of professionals in eight dimensions was 6, satisfied. Conclusions: Professionals are satisfied and have quality of life at work - QLW. It is expected the insertion of this assessment strategy, in order to monitor the indicators related to QWL whereas it is a dynamic process.

Objetivo: conhecer o nível de satisfação dos profissionais de enfermagem do Atendimento ao Doador de Sangue do Hemocentro Coordenador de Palmas. Método: Pesquisa de caráter exploratório de abordagem quantitativa, população composta por 218 funcionários e amostra por 34. Os dados foram coletados em setembro/2016, no setor de Atendimento ao Doador, do Hemocentro Coordenador de Palmas, através de um questionário embasado no modelo de Walton. Resultados: A média dos profissionais nas categorias de cada dimensão foi 6, satisfeitos e 5, levemente satisfeitos, com exceção dos benefícios e possibilidade de carreira, cujas médias de ambos foram 4, neutros. A média global dos profissionais nas oito dimensões foi 6, satisfeitos. Conclusão: Os profissionais estão satisfeitos e, apresentam Qualidade de Vida no Trabalho - QVT. Espera-se a inserção desta estratégia de avaliação, a fim de monitorar os indicadores relacionados à QVT considerando ser um processo dinâmico.

Objetivo: determinar el nivel de satisfacción de los profesionales de enfermería de atención a los donantes de sangre de la Hematología coordinador del Centro de las palmas. Método: Método: Estudio de naturaleza exploratoria de enfoque cuantitativo, población compuesta por 218 empleados y la muestra por 34. Los datos fueron recolectados en septiembre/2016, en respuesta a los donantes, el coordinador del Centro de Hematología de Palmas, por medio de un cuestionario basado en el modelo de Walton. Resultados: Resultados: El promedio de profesionales en las categorías de cada dimensión fue de 6, y 5, ligeramente satisfecho satisfecho, con la excepción de los beneficios y posibilidades de carrera, cuyos medios de ambos fueron 4, punto muerto. El promedio mundial de profesionales en 8 dimensiones era 6, satisfecho. Conclusión: Los profesionales están satisfechos y tener calidad de vida en el trabajo - QLW. Se prevé la inserción de esta estrategia de evaluación, a fin de monitorear los indicadores relacionados con la QWL considerando que es un proceso dinámico.

The value of a nursing annual report.

Nursing annual reports have been increasingly published by acute care facilities and provide a record of accomplishments for the year. Nursing annual reports provide yearly documentation of accomplishments. As future goals are set, they provide value as a record of past accomplishments. A community hospital reports on the content and timeline for a nursing annual report along with the advantages.

Controversy, salaries rise. Ranking of CEO pay at publicly traded companies shows that as pay rises, so does federal interest in compensation policies.

The scrutiny of executive pay is ratcheting up. More healthcare companies have gotten subpoenas on stock options, and the SEC is making it easier for investors to understand how executives are paid. The heat already has UnitedHealth easing some of its practices. Others may follow suit. "Most compensation policies seem to be driven primarily by what a company's peers are doing," says Paul Hodgson, left.

The new landscape: a fresh look at long-term incentives for corporate America.

Today's environment presents us with a torrent of issues surrounding the design and management of long-term and equity-related incentives, both for top executives and employees at large. This article reviews, at a conceptual level, the most important characteristics, advantages and disadvantages of the various principal long-term incentive types as they appear from key perspectives. The authors conclude with predictions about the future of long-term and equity-related incentives.

The "perfect storm" in compensation: convergence of events leads to a greater need to review compensation strategies.

The recent unprecedented convergence of significant strategic events in the compensation arena has created the need for ongoing and extensive compensation planning. This article reviews the events leading to this point, describes the implications of the results from a recent Aon study with WorldatWork, and suggests what employers can do to successfully navigate the "perfect storm" in compensation.

Looking for answers. Boards struggle to find the proper way to compensate executives.

Boards are facing tough choices on executive compensation: Does their compensation package reward the right things? Is it too high or too low? The 2003 annual Hay Compensation Report gives boards the comparative data they need to help make the right choices.

Delicate balance: 2003 salary survey.

Hospital boards are exercising more scrutiny than ever on executive pay, at a time when the disparity between salaries in health care and general industry has finally disappeared.

Compensation vs. benefits: who gets paid more? A new survey analysis reveals the answer and possible causes.

There is a discrepancy in pay between benefits and compensation professionals. These authors report on the results of a survey that measured the discrepancy and suggest possible reasons for the difference. They observe that, if benefits professionals are to reach pay equity with their compensation counterparts, they may need to play a strong role in helping organizations recognize the importance of benefits as a component of total reward strategy.

Worldwide business trends create new leverage for voluntary benefits.

The recent growth of interest in voluntary benefits has coincided with a decline in resources available to administer benefit programs. Fortunately, technology offers employers a solution to this resources dilemma in the form of portals, which allow employers to provide choice and access to voluntary benefits without concerns about increasing the workload for the benefits staff and without causing confusion among employees.

1999 salary survey. Is this the future of your bonus?

As pay trends go, one executive's bonus can be another's bane. Asked what they like about their compensation programs, health care execs and trustees say they're satisfied with the base salaries paid to their top people, but not with their bonus plans, especially for meeting long-term goals like stronger credit ratings and asset positions.