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WHAT IS ALREADY KNOWN ABOUT THIS SUBJECT • Pharmacists, along with certain other health professionals, may train and practice as supplementary or independent prescribers. The implementation and sustainability of pharmacist prescribing services throughout Britain will require a sizeable workforce. However, a survey of GB pharmacists highlighted that only a minority has taken any action to investigate prescribing training. Newly registered pharmacists may be keen to explore extended clinical roles and their engagement is likely to be key to the future success of this initiative. WHAT THIS STUDY ADDS • Newly registered pharmacists are cautious in their approach to taking on prescribing training and roles. While almost all expressed interest in prescribing training, they acknowledged training needs in clinical examination, patient monitoring and medico-legal aspects of prescribing. Longitudinal research on a cohort of newly registered pharmacist prescribers is warranted, aiming to identify later prescribing training actions and subsequent impact on patient care. AIM To investigate newly registered pharmacists' awareness of pharmacist prescribing and views on potential future roles as prescribers. METHODS A mailed questionnaire was sent to all 1658 pharmacists joining the Pharmacist Register in 2009. RESULTS The response rate was 25.2% ( n= 418). While most (86.4%) expressed interest in prescribing training, they acknowledged training needs in clinical examination, patient monitoring and medico-legal aspects of prescribing. Two thirds of respondents (66.3%) thought the current requirement of being registered as a pharmacist for 2 years prior to commencing prescribing training was appropriate. CONCLUSION Newly registered pharmacists are cautious in their approach to taking on prescribing training and roles. [ABSTRACT FROM AUTHOR]

Purpose - Much of the research related to experiences of violence at work in intellectual disability services has focused on paid carers, with very little exploring the experiences of staff in community intellectual disability teams (CIDT). This study aims to address this issue.Design/methodology/approach - This study began with a brief survey sent to staff across six CIDTs in South East England. These experiences were further explored with in-depth interviews with a sub-sample of the respondents.Findings - The results of the survey indicated that 34 per cent of the respondents (n 1/4 105) had experienced some form of verbal or physical aggression at work during the previous six months. Emerging themes focused on the types of risks faced by this staff group; factors that helped with risk assessment and management (and why these things do not always happen); and how workers develop the skills in managing these risks.Originality/value - Implications are discussed in terms of gaps in current formal training and the role of more informal learning processes in addressing the specific needs of staff working with this client group. [ABSTRACT FROM AUTHOR]

The article discusses the measurement error in determining the probable changes in employment characteristics based on the two surveys conducted in Great Britain. The first survey was part of the European Household Panel Survey and the second one was a part of the Improving Survey Measurement of Income and Employment. The characteristics of the respondents' employment include the type of occupation, employment and supervisory status, as well as the type of industry or organization. The surveys revealed that the proactive dependent interviewing is an effective questioning method in determining the reduction of measurement error in relation to the changes in employment characteristics.

Examines the links between management and non-management attitudes to the environment and organizational responses with small and medium sized enterprises in Great Britain. Identification of strong personal attitudes; Structural elements of organizational learning in proactive companies; Limits of development.

The article presents information on the impact of issues and controversies surrounding the British National Health Service (NHS) on its staff. It discusses findings from a staff survey on the staff's satisfaction with their work environment, pay and staffing levels, the effect of the Coalition Government's 2012 Health and Social Care Act on the NHS, and the issue on anxiety highlighted in a review of whistle-blowing processes in the NHS.

John Tingle discusses the 2009 NHS Staff survey which provides trusts with information about the views and experiences of employees that can help to improve the working lives of staff and the quality of care for patients. [ABSTRACT FROM AUTHOR]

This article relates the importance of recognizing achievement in the workplace. Recognition and valuing continue to be sources of dissatisfaction among healthcare service staff. A 2007 National Health Service (NHS) staff survey found that only 39 percent were satisfied or very satisfied with the recognition they receive. In some organisations, team members nominate each other to receive recognition for their achievements. This encourages staff to recognise peers rather than just depend on managers for praise.

Rebecca Neno reports on patient dignity -- a concept that was central to discussions at this year's RCN congress -- and the need to learn from mistakes. [ABSTRACT FROM AUTHOR]

The article reports on the publication of "Vision and Values," a follow-up report to the 2002 survey of district nurses conducted by the Queen's Nursing Institute in Great Britain. The survey found that expectations of district nurses have changed dramatically to accommodate the shifts in health policy. "Visions and Values" suggests a possible path towards the fulfillment of expectations in the nursing profession.

Discusses the results of a national survey relating to the recruitment and retention, education and training of veterinary nurses (VN) in Great Britain. Differences in the salaries reported by VN; Reasons given by respondents for leaving their works; satisfaction of VN with the National Vocational Qualification-based system of training.

Discusses the results of the nationwide survey of veterinary nursing in Great Britain conducted in August 2003. Discouraging factors facing veterinary nurses (VN); Dissatisfaction of respondents with the National Vocational Qualification-based system for training VN; Details of the demographics of the VN profession.

Presents the results of the survey on career preferences and progress of qualified doctors in Great Britain. Assessment of training and self evaluation; Elements of medical practice; Respondents assigning major career importance to elements of medical practice.